NICE Research Journal

Exploring the Relationship between Workplace Ostracism and Innovative Work Behavior: Mediating Role of Creative Self-Efficacy

2023-09-03T11:11:28+05:00

Purpose: The purpose of this study is to explicate the crucial phenomenon of ostracism by examining its impact on employees' innovative behavior. Moreover, Due to the prevailing turbulent business environment, innovative behavior is considered one of the most potent components of sustainable competitive advantage. This study has been designed to demonstrate the role of cognitive control strategies in pain reduction caused by workplace ostracism. Specifically, this study focuses on the intervening role of creative self-efficacy (CSE) to explicate the relationship between workplace ostracism and innovative work behavior (IWB).

Design/Methodology/Approach: Data were collected via questionnaires from 430 employees working in the public sector of Pakistan. Confirmatory factor analysis was performed with Amos 23.0 and the hypothesized relationships were tested using the PROCESS macro for SPSS.

Findings: It was found that ostracism and IWB of employees were negatively related to each other. Thus, ostracized individuals are less likely to exhibit IWB at workplace. Furthermore, the findings of the study supported our hypotheses and confirmed the intervening role of creative self-efficacy.

Practical Implications: Considering the cruciality of ostracism, this study provides valuable implications for researchers and organizational managers. This study urges organizational managers to focus on building cognitive and affective abilities in their employees because they can provide a better source of coping from ostracism.

Originality/Value: The uniqueness of this study is that; in the past, no one has explored the workplace ostracism-IWB relationship via CSE. Moreover, this study helps to enhance the body of literature in the field of workplace ostracism by establishing CSE as a mediating mechanism between ostracism and IWB

Impact of Perceived Organizational Politics on Employee Voice behavior

2023-09-25T09:21:23+05:00

Purpose – This research investigates the interplay of perceived organizational politics, psychological safety, and employee voice behavior in Punjab's banking sector, with a focus on the moderating effect of political skills. Additionally, it explores how perceived organizational politics influence psychological safety and its subsequent impact on employee voice behavior dimensions.

Design/methodology/approach – This study surveyed 237 managers from commercial banks in Punjab, Pakistan, using convenience sampling and applied rigorous analytical methods, including confirmatory factor analysis, Harman's single factor test, reliability and validity assessments, correlation analysis, and multicollinearity checks. Hypotheses were tested in SPSS version 3.5 using the Hayes Macro Process (model no. 5) to examine various effects.

Findings – Perceived organizational politics strongly impact promotive and overall employee voice behavior, but not prohibitive voice behavior. There's a negative link between perceived politics and psychological safety, while a positive connection exists between psychological safety and all employee voice behaviors, with mediation and significant moderation effects in most cases, except for prohibitive voice behavior.

Research Implications – This study advances understanding of the interplay between perceived organizational politics, psychological safety, and employee voice behavior in the Punjab, Pakistan banking sector, offering insights for enhancing employee engagement and organizational performance in politically charged contexts. It also underscores the potential moderating impact of political skills.

Originality/value – This research uncovers the interplay between perceived organizational politics, psychological safety, and employee voice behavior, with political skills as a moderating factor, contributing valuable insights to both academia and practitioners for fostering positive organizational environments.

Perceived Learning Climate Between Perceived Investment in Employee Development and Innovative Performance: An Evidence From Emerging Economy

2023-09-28T20:32:09+05:00

Purpose -The ever-changing work environment necessitates the development of employees to better carry out their work tasks in today's challenging times. The current study investigated the direct association between perceived investment in employee development and innovative performance with the moderating role of perceived learning climate strengthening this relationship.

Design/methodology/approach- Multi-wave and multi-sourced data (n = 261) was gathered through a survey-based technique from the employees of the banking and telecom sectors of Islamabad, Pakistan. SmartPLS and SPSS statistical software were utilized to analyze the data and test the proposed hypotheses. Statistical tests included confirmatory factor analysis, descriptive statistics, normality, correlation, and linear regression analysis.

Findings-Results indicated that perceived investment in employee development positively influenced innovative performance, whereby the relationship was strengthened in the case of a highly perceived learning climate.

Implications-It provides guidelines for practicing managers regarding the significance of perceptions of investment in employee development and learning climate in bringing out innovative performance. Seminars, workshops, and counseling sessions can help foster these positive perceptions. This research provided a unique and new contextual factor in the form of a perceived learning climate fostering innovative performance in firms concerned about developing their workers.

Originality-This research uses the tenets of social exchange theory and contributes to the prevailing literature by investigating how perceived investment in employee development instigates employees to display innovative performance and how perceived learning climate as a contextual variable moderates this relationship, thereby strengthening it for workers of banking and telecom sectors in Islamabad, Pakistan.

Role of Strategic Human Resource Management Practices in Managing Dairy Farms of Australia

2024-04-11T18:47:51+05:00

Purpose- Australian dairy farming's global presence is significant, yet scholarly attention to its broader market impact is lacking. This study addresses this gap by investigating how HR practices in Australian dairy farms affect employee turnover and absenteeism.

Design/methodology/approach- The study utilized the AML (Action Mailing List) survey with 6780 Australian dairy farmers, randomly selecting 1549 for participation. 956 dairy farms received the survey pack, resulting in 362 responses. Data analysis employed listwise deletion, filtering 205 responses. Participants volunteered, assured of response confidentiality.

Findings-The regression findings reveal that targeted HRM practices lower turnover and absenteeism, yet certain practices, like annual reviews and career opportunities, are linked to higher turnover. Additionally, informal HRM practices like annual reviews and informal communication contribute to increased absenteeism. Integrated HRM practices aligned with business strategies, such as product quality and people management, predict lower turnover and absenteeism in the dairy industry.

Research limitations/implications-The study solely gathered data from managers. Future research should explore employee responses to HRM practices. A comparison of employee and owner-manager perspectives could yield valuable insights for dairy practitioners and policymakers aiming to enhance farming work practices.

Originality/value-Empirical research on HRM practices and performance in agriculture, particularly in sectors like dairy farming, is scarce. The authors address this gap by exploring the theoretical foundation of the HRM-performance connection within the dairy industry, offering insights for sustainable development.

The Impact of Effective Implementation of the 5S Concept on Company Performance: A Case Study of a Manufacturing Company

2024-03-06T13:37:19+05:00

Purpose- This study examines how 5S affects a Pakistani manufacturing company’s operation. The investigation was quantitative. A Pakistani electrical manufacturer received the poll. At least 180 replies were collected from 200 samples.

Methodology-This study investigated hypotheses from a conceptual model of the 5S concept and productivity using partial least squares structural equation modelling (PLS-SEM). The statistics showed that 5S improved the organization's productivity.

Results-The results also demonstrated that the 5S technique increased role productivity and organization success. Successfully applying 5S can boost company productivity. Productivity increases using the 5S method—Sort, Straighten, Shine, Standardize, and Sustain. Each of the five independent variables (5S variables) significantly affected the dependent variable prediction.

Implication-The study found that implementing 5S in an organization should be seen as a full productivity system. Productivity does not increase with 5S. However, it encourages lean manufacturing, Six Sigma, Total Productive Maintenance, and Kaizen, which boosts company productivity.