Human Systems Management

This paper explored the factors that constitute work-life balance, i.e. work-family conflict, family-work conflict, job satisfaction, family satisfaction, life satisfaction, work autonomy, work overload and its impact on psychological distress.

The current study aimed to understand the relationship between work-life balance and psychological distress.

Current study has adopted a quantitative approach, and cross-sectional research design has been used with snowball sampling technique. The sample size consists of 400 employees from the banking sector. SmartPLS3.1 has been used for structural equation modeling to give empirical findings from the responses collected.

The current study has checked the direct relationship between work-life balance (WLB) factors and psychological distress. Out of seven variables, psychological distress was explained by three variables, namely; family satisfaction, family-work conflict and work overload.

The study contributes to the existing literature by analyzing the impact factors of work-life balance on psychological distress among banking Sector employees. It also provides empirical evidence to the HR managers in formulating effective HR policy to sustain employees and make their personal and professional lives better.

How to reconnect the disengaged learners has been a major challenge for human learning. Motivating the disengaged learners through traditional interventions has not been effective.

The study aims to examine whether feedback from an external unit would be more persuasive for the disengaged learners. The perception on a lack of learning stems from poor attitude of learning, poor behavior, laziness, and lack of learning ability and attention.

A foreign business community has collaborated with two Bangkok Metropolitan Administration schools since 2016 on creating constructive and indirect feedback. There were 337 students from both schools participated in the survey. 163 students participated in the revised practices while 174 students attended the traditional practices.

The results show the gap between the two groups on the effects from constructive and indirect feedback. The disengaged students from the revised pedagogy show that they are attracted to constructive feedback and indirect feedback more.

The findings show that, unlike the traditional paradigm, the disengaged students are perceptive to external feedback. The findings show some consistency with previous studies. Integrating external feedback can attract the attention from the disengaged students which could potentially contribute to human learning.

Organizations develop knowledge management (KM) strategies with the intention to leverage knowledge across all functional areas. A knowledge management system (KMS) is used to facilitate KM processes such as the creation, storage, and application of knowledge. However, mere adoption and deployment of KMS do not warrant its effective use to facilitate knowledge-sharing efforts.

This study investigates the facilitative role of social capital in the use of KMS by considering three social capital dimensions –cognitive (i.e., shared norms), relational (i.e., trust), and structural (i.e., social connectedness).

A case study strategy was used for this study. A mixed approach of qualitative and quantitative techniques was used to obtain relevant data for analysis. Instruments used to collect the data were semi-structured interviews and questionnaires. Documents regarding social policy, shared values, and shared goals were also obtained for triangulation purposes. A total of 15 respondents were interviewed while 73 respondents participated in the survey. A simple random sampling technique was used to select the participants and the survey data were analyzed using Pearson’s correlation, factor analysis, and multiple regression analysis.

The study found that each of the three dimensions of social capital has a positive and significant relationship with the use of KMS. Specifically, shared norms (i.e., cognitive social capital), trust (i.e., relational social capital), and strong connectedness (i.e., structural social capital) were good predictors of employees’ use of KMS while user attitude and perceived usefulness mediate social capital dimensions in terms of KMS usage for knowledge exchange or transfer in the organization.

The application of social capital theory to KMS context should be a very important consideration by both researchers and practitioners due to the socio-technical nature of KMS and the need to recognize social capital as a mechanism for inducement and opportunity to promote KMS usage for successful knowledge sharing.

Servant leadership can be viewed as a leadership theory that stresses personal integrity and focuses on protecting and promoting the interests of others.

This article investigates whether the relationship between servant leadership and nurses’ upward voice behavior in an Egyptian hospital is contingent on prosocial motivation. Invoking substitutes for leadership theory, we propose that the relationship between servant leadership and nurses’ upward voice will be attenuated when nurses have a strong desire to protect and promote the well-being of others.

Using a sample of 341 nurses working in a large governmental hospital in Egypt, this proposition was tested using PROCESS Macro for SPSS.

The results revealed that the relationship between servant leadership and nurses’ upward voice was stronger for those lower in prosocial motivation than for those higher in prosocial motivation.

These results were explained through communal impulsion which adds a new insight into Greenleaf’s theory of servant leadership. Overall, the results of the study shed new light on the conditions through which servant leadership enhances upward voice behavior in an Egyptian hospital.

The purpose of this paper is to investigate the effect of empowering leadership (EL) on work passion by developing a moderated mediation model. The model focuses on the mediating effect of intrinsic motivation (IM) in the relationship between EL and work passion, as well as the moderating effect of role clarity (RC) in influencing the mediation.

Data were obtained from a sample of 515 workers, who work in 17 five-star hotels in Sharm El-Sheikh.

Findings reveal that IM fully mediates the positive relationship between EL and work passion. It also concluded that RC moderated the mediated relationship between EL and work passion via IM, with individuals with higher RC benefiting more from the mediation.

The findings have far-reaching implications for both employees and leaders. Furthermore, they add to our understanding of self-determination theory and cognitive evaluation theory in terms of consolidating employees’ work passion.

Privatisation policies have aroused enormous interest in both developed and developing countries. Previous research findings reveal that privately owned companies are more efficient and profitable than comparable state owned enterprises (SOEs). Moreover, it has been argued that these reforms would be even more effective if accompanied by privatisation. As a result, privatisation that aims to enhance the performance of SOEs has been regarded as one of the key features of emerging economies.

The purpose of this study is to examine the extent to which the benefits of privatisation have been achieved in emerging economies. In particular, the study assesses the developmental changes and improvements in the performance of privatised companies in Egypt as an emerging economy.

This study was carried out in three stages. First, it was felt necessary to obtain a broad overview of the effect of the Egyptian privatisation programme on the performance of the privatised companies by analyzing secondary data of privatized companies. Second, in an attempt to obtain a more precise understanding of the impact of privatisation, an online questionnaire survey was distributed to the finance managers of 56 privatised companies during the period September 2020 to January 2021. Third, a series of semi-structured interviews were undertaken with senior managers in 8 different privatised companies. The purpose of these interviews was to supplement and amplify the themes and issues that had arisen from stages I and II of the research.

The findings reveal that privatisation improved the process of accountability within the company and efficiency gains is the most important advantage of privatisation.

The study concludes that privatisation leads to more difficulty in safeguarding the interests of the weaker groups in society.

Despite the fact that there is a rising number of publications on TM, research on implementing such practices in SMEs and on the impact of contextual factors on TM is scarce. This article focuses on the impact of contextual factors on talent management (TM) practices in small and medium enterprises (SMEs).

The main aim of the research was to evaluate the impact of contextual factors on TM practices in SMEs. This paper presents the results of the analyses verifying whether there is a dependence between contextual factors (be they internal or external) and scope of TM practices introduced in SMEs.

The data was gathered from 200 randomly selected SMEs. The respondents were questioned about the characteristics of TM practices they run and asked about factors impacting upon their approach to TM.

The results prove that there are some statistically significant dependences between the context and TM, but due to the heterogeneity of such enterprises, the complexity of contextual factors and the manager/owner attitude to HRM, no coherent patterns could be found.

It can be concluded that the short-term perspective and reactive actions dominate in the group of investigated companies. However, almost all respondents claimed to pay high attention to employees’ expectations towards such practices, which can be portrayed as a way of building sustainability on the basis of human capital.

Unfortunately, in most organizations, the promotion process is not always managed under fairness conditions and usually, this issue produces harmful results for both organizations and employees. One of these results refers to the people who are promoted to managerial positions. After the promotion process, negative changes such as being selfish, manipulative, rude, behaving unfairly, underestimating others, putting exaggerated distance to his/her relations with others, are observed in their positive behaviors and attitudes that they displayed within the organization in the past. Many reasons can be cited for this situation. The degree and scope of the status may be one of the reasons for this change and this study named this phenomenon as “Chair Effect”. The chair is one of the major symbols representing managerial positions, and for this reason, the term chair is used in naming this effect.

This study aims to examine the “Chair Effect” phenomenon and define the possible factors which cause this phenomenon.

An inductive and qualitative research method is used in this study. Data were collected through a semi-structured interview technique with 12 participants who are middle- level and upper-level managers and have experience or observation about any manager who got caught in the chair effect. The Gioia method was used in the data analysis process.

According to the results of the study, the factors that cause the chair effect are classified into three categories such as individual factors, organizational factors, and contextual factors.

In the promotion processes of the organizations, evaluating the manager candidates’ personality traits and their success in relationship management besides their other qualifications (such as experience, performance degree, seniority time) objectively will be effective to cope with “the chair effect” issue.

In recent years, the need to develop performance-based measurement systems to improve project management outcomes has dramatically increased. Managers still take various risks during the course of managing projects which lead to ineffective decision making. A range of theories discuss such behaviors. These theories demonstrate that the discussion of risk embedded in non-optimal decision-making processes is based on theory rather than practical knowledge. However, various components of project management can be derived from academic best practices for decision making.

The study aims to explore whether articles in high impact journals tend to embody practical, rather than theoretical, knowledge thus closing the gap between academia and industry. The study is based on SEM and various machine learning classification methods.

The study was conducted using an NLP analysis of 1461 academic journals in the field of project management.

Results show a significant positive relationship between the success of projects and the impact of new practical procedures. In contrast, a negative correlation was found between theories that use non-practical processes of effective project management.

Managers can learn about new methods for project management from articles in high impact factor journals.

Past studies have tended to consider the relationships between presenteeism, physical activity and psychosomatic symptoms in a partial manner and not as a whole.

This cross-sectional study investigated the relationship between physical activity, psychosomatic symptoms and presenteeism, in order to increase the visibility of presenteeism and promote workplace health.

Two questionnaires (Patient Health Questionnaire and Work Limitations Questionnaire) with a set of physical activity questions were administered on the sample of 514 employees.

The results showed a statistically significant relationship between presenteeism and some variables of physical activity, as well as between presenteeism and psychosomatic symptoms. Further results showed a statistically significant association between psychosomatic symptoms and some variables of physical activity. General evaluation (adequacy) of physical activity, and lack of general, aerobic physical activity proved to be important predictors of presenteeism, while general, aerobic physical activity also predicted psychosomatic symptoms. Analysis of the results revealed that psychosomatic symptoms moderate the relationship between physical activity and presenteeism.

The article points out that employees with health problems have a lower percentage of productive time than healthy employees. However, developing an active lifestyle can be a cost-effective measure to cope with presenteeism and promote psychophysical health among employees.

The literature of the field suggests a strong relationship between organizational justice and turnover intentions of employees; however, the applicability of this claim has never been tested across different career stages, therefore, this study attempted to examine if there were any differences in this relationship across different career stages.

The data was collected from 71 different service sector organizations from both the public and private sectors. Initially, the lists of all the employees were obtained from their respective HR departments. From the main list, three subsidiary lists were generated relating to (1) early-career level employees, (2) mid-career level employees, and (3) the top-career level employees.

It is found that the justice-turnover intentions relationship varied across different career stages. Only distributive justice affected the turnover intentions of early-career employees. At the middle career stage, all three components of justice affected turnover intentions. None of the components of organizational justice influenced turnover intentions at the later career stage.

The current study was only focused on looking for differences in the proposed relationship across different career stages. Future researchers can consider looking for the underlying causes that make up such differences.

This study offers a better understanding of employee turnover behavior as a result of their perception of organizational justice at different career levels across diverse organizations, it attempts to contribute to exploring the interaction of different organizational stages concerning Career stage theory (CST). This study further adds new insights into the theories of organizational justice, and turnover intentions.