ORCID Profile
0000-0002-3154-9026
Current Organisation
Deakin University
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Publisher: Elsevier BV
Date: 09-2018
Publisher: Emerald
Date: 29-03-2023
Abstract: The purpose of this paper is to examine the role of human resources (HR) leaders in disaster preparedness and response efforts of organizations. The study used Bronfenbrenner's Ecological Systems Theory as anchor and was conducted in the Philippines – a country that regularly experiences disruptions due to disasters. The study utilized a phenomenological approach in gathering and analyzing data from semi-structured interviews with 16 HR leaders. They hold either an executive or managerial position and belong to organizations situated in areas that have experienced disasters within the past two years. The areas are likewise prone to further experience of disasters such as flooding, earthquake and volcanic eruption as identified by international disaster watch organizations. Results surfaced three superordinate themes that reflect the role of HR in disaster situations – (1) contributor to the business continuity plan formulation and implementation (2) in-charge of building a disaster-resilient culture and (3) primary unit that takes care of employee wellbeing and welfare during and post-disaster. The study identified factors that can help HR in fulfilling its role of surfacing and addressing employee needs amidst disasters. The study expands literature on strategic human resource management by describing the positioning of HR in disaster preparedness and response efforts of organizations and illustrates how HR puts focus on the human side of organizational crises management.
Publisher: Emerald
Date: 03-09-2020
Abstract: Social well-being is the perception and feeling of belongingness and integration within the community and the broader society. For self-initiated expatriates (SIEs) who rely on their own personal resources and network, the achievement of high levels of social well-being can be challenging (compared to corporate-initiated expatriates who typically receive pre-departure training and relocation assistance from their employers). Hence, in this study, we examine personal factors and theoretically ground how they can be helpful and influence the achievement of high levels of social well-being among SIEs. The authors conducted a survey study ( n = 215) involving SIEs to determine how specific personal factors influence the achievement of social well-being. The authors analyzed the data using PROCESS approach and results show that cultural intelligence positively and significantly relates to social well-being. In addition, cross-cultural adjustment is shown to exert an influence as a mediator and further found to be moderated by a personality trait (i.e. emotional stability). Supplementary analyses further show support for the critical role of each of the dimensions of cultural intelligence in the moderated-mediation process. This study offers novel insights relevant for SIEs who move in to another country and try to socially integrate without any support from employers. The study highlights how personal resources and capabilities could help in the achievement of social well-being. Specifically, the findings suggest the important role of cultural intelligence which needs to be developed prior and after the relocation. Also, the study suggests how a personality trait such as emotional stability can be tapped to increase the likelihood of achieving social well-being among SIEs.
Publisher: Emerald
Date: 02-08-2019
Abstract: Drawing from Social Learning Theory and Multiple Loci of Intelligence Theory, the purpose of this paper is to assert that, through the mechanisms of social learning and role modeling, perceived ethical leadership is positively and significantly related to ethical behavior of in idual members of global teams. Moreover, this study argues that perceived cultural intelligence (CQ) of leaders which consists of perceptions of members regarding leader’s cultural knowledge and skills on how to act ethically in different cultural contexts would moderate the relationship between ethical leadership and ethical behavior of in idual members of global teams. To test these assertions, a survey study was conducted involving in idual members of global teams in Australia ( n =234). Results demonstrate that perceived ethical leadership is positively and significantly related to an in idual’s ethical behavior. Furthermore, results show that perceived leader’s CQ serves as a moderator in strengthening the relationship between perceived ethical leadership and in idual member’s display of ethical behavior. This study fills the gaps in the literature by examining ethical behavior of in idual members of culturally erse teams and the role that leaders play in influencing their in idual display of ethical behavior. Such knowledge can provide insights particularly for human resource practitioners on how to effectively generate and ensure the display of ethical behavior in contexts that are culturally erse like in global teams.
Publisher: Emerald
Date: 25-04-2022
Abstract: Artificial intelligence (AI) continues to be deployed in workplaces. While there are many positive outcomes of AI integration, understanding the extent of its consequences on employees is limited. Hence, this study examines employee perceptions of AI and the consequent influences on employee job attitudes and career behaviors. Utilizing the career self-management perspective, the authors explore the mechanisms related to employee perceptions of AI and potential career exploration behaviors. The authors tested several hypotheses using employee survey data ( N = 345 call center agents) collected from a firm that recently integrated AI in their operations. The authors collected data on four occasions (one-week intervals between data collection) to determine employee perceptions of AI taking over jobs (Time 1) job insecurity (Time 2) psychological distress (Time 3) and career exploration behavior (Time 4). The findings reveal that perceptions of AI taking over jobs are significantly associated with higher career exploration behaviors. In addition, the authors found job insecurity and psychological distress as pathways that explain why employees having perceptions of AI taking over their jobs influences their career exploration behaviors. These findings fill a gap in the literature by revealing how AI integration in the workplace, despite its many positive outcomes for organizations, can have a negative influence on employees. The negative employee perceptions of AI can lead to career exploration behaviors. From the career self-management perspective, the authors offer novel insights that have practical implications for talent management, particularly the need to communicate effectively to employees about AI integration in the workplace to avoid them feeling threatened and leaving their jobs.
Publisher: Wiley
Date: 07-06-2021
DOI: 10.1111/APPS.12326
Abstract: By integrating the cultural intelligence (CQ) and ersity/inclusion literature, we attempt to make a dual contribution to the literature by understanding how subordinates' perceptions of their supervisors' CQ may enhance their intercultural cooperation via their in idual psychological climate for inclusion. We further examine the role of minority members' psychological safety as a result of perceived supervisor CQ and psychological climate for inclusion. To explore these processes, we conducted three studies. Based on social processing and social learning theories, we empirically tested the relationship between perceived supervisor CQ and subordinates' intercultural cooperation and initially determined the role of one of the three dimensions of psychological climate for inclusion (i.e. integration of differences) (Study 1: two‐waves N = 316). To address the data limitation and to expand the framework (i.e. adding in the other dimensions of psychological climate), we conducted Study 2 (two‐waves N = 173). We further extended the framework to include psychological safety and obtained two‐waves of data from ethnic minority members in Study 3 ( N = 155). Our results supported our predictions offering novel insights into why CQ matters for supervisors of culturally erse work units and clarify the various mechanisms on how supervisors' CQ influences intercultural cooperation in those units.
Publisher: Wiley
Date: 09-12-2021
Abstract: The information technology and business process (IT& BP) offshoring sector in Asia continues to experience internal challenges and pressures from the external environment that lead to employee attrition. Despite the many human resources (HR)‐related interventions and practices, there remains a considerable turnover rate, not just within in idual firms but across the entire IT& BP offshoring industry. We therefore question the current state of HR management within the sector and review the literature from 2000 to 2020. Utilizing the antecedents, decisions, and outcomes (ADO) organizing framework, we synthesize the different HR practices, their antecedents, and their outcomes. Our synthesis enables us to identify areas for future research, guided by the ADO framework, such as strengthening the theoretical grounding for the investigation of HR practices, greater contextualization regarding Asian culture, and acknowledgement of recent and emerging trends. These avenues can both build knowledge and inform practice as to how to effectively manage HR in the IT& BP offshoring sector in Asia, thereby reducing the high employee attrition rates.
Publisher: Emerald
Date: 07-09-2021
Abstract: Studies have explored perceptions of human resource management (HRM) system strength and how they can relate to employee-level outcomes. However, the authors understand little about the boundary conditions for such relationships. Here, the authors apply signaling theory to explain the relationship between HRM system strength and affective commitment as well as the role of an organization's communication climate and organizational collectivism. The authors conducted an initial study among HR practitioners ( N = 115) to determine their perception of HRM system strength, its outcomes and boundary conditions. The authors then conducted a second study to increase the reliability of our earlier findings by focusing on non-HR employees ( N = 179). The findings in both studies indicate that employee perceptions of HRM system strength positively and significantly relate to affective commitment. Moreover, the results show support for the moderating roles of both communication climate and organizational collectivism. These findings are novel and extend the nomological network of employee perceived HRM system strength. These findings offer valuable practical insights regarding approaches to strengthen the relationship between HRM system strength and affective commitment. In particular, we offer practical recommendations pointing to the relevance of improving the communication climate as well as the sense of belonging within the organization (organizational collectivism).
Publisher: Emerald
Date: 18-12-2019
Abstract: Drawing from theoretical perspectives on social identity, self-categorization, intelligence and leader–member exchange, the purpose of this paper is to develop and test a moderated-moderation model involving a member’s task performance in global virtual team. A survey study was conducted involving both team members and their respective team leaders in global virtual teams (GVTs) in a multinational firm based in the Philippines. Results demonstrate that a member’s perceived cultural dissimilarity is significantly but negatively related to his or her task performance (as rated by the team leader). Also, results show that a team member’s cultural intelligence (CQ) (as rated by the team leader) exerts a moderating influence in the relationship between perceived cultural dissimilarity and task performance. Lastly, team leader’s CQ (as rated by the team member) exerts a moderating influence on the relationship between perceived cultural dissimilarity and team member’s CQ which consequently impacts a team member’s task performance. This study contributes to the literature particularly adding to the growing body of literature that identifies factors contributing to the effectiveness of GVTs. Specifically, the authors highlight the critical role of CQ of both team member and team leader in reducing the negative influence of perceived cultural dissimilarity on in idual task performance. This study also offers practical recommendations on how to effectively develop and enhance CQ in GVTs so that high levels of effectiveness particularly when delivering the tasks are ensured.
Publisher: Springer Science and Business Media LLC
Date: 20-07-2023
Publisher: Wiley
Date: 13-05-2022
DOI: 10.1002/CRQ.21347
Abstract: Conflict management has been widely examined, with research focusing on different conflict management styles, strategies, and factors that influence effective conflict resolution. However, despite the significant research attention dedicated to this field, the search for new insights and discoveries continues to discover how best to resolve and manage conflicts. The present study contributes to the literature by applying a system dynamic perspective to gain understanding of conflict management and constructs a theorized leadership model based on the experiences of leaders in an indigenous community in the Philippines. We utilize a phenomenological approach to involve multiple indigenous leaders and obtain their experiences of the conflict management process and system dynamics in their indigenous communities. Our results achieve the following: (a) demonstrating the complex nature of conflict management, validating the utility of the system dynamic perspective (b) demonstrating that conflict management occurs on and involves multiple levels and (c) revealing the importance of the humility and unbiasedness of leaders in the conflict management process. These findings provide novel insights into alternative mechanisms for effective management of conflicts in modern workplaces and organizations.
Publisher: Springer Science and Business Media LLC
Date: 07-11-2022
Publisher: SAGE Publications
Date: 26-06-2019
Abstract: This study offers new perspectives on employees’ intention to stay in organizations by examining the role of calling and perceived supervisor support (PSS). Drawing from work as calling theory (WCT) and utilizing survey data collected in the Philippines (Study 1 n = 338), we found that perceiving a calling is positively and significantly related to intention to stay and that PSS serves as a moderating variable. To further assess the mechanism that links perceiving a calling with intention to stay, we conducted a second study, after 6 months, focusing on the employee’s state of living out the calling. Using another survey data set collected in the Philippines (Study 2 n = 379), we found that living a calling serves as a mediating variable that influences the relationship between perceiving a calling and intention to stay, which is further strengthened by PSS. Theoretical and practical implications are fully discussed.
Publisher: Elsevier BV
Date: 12-2017
Publisher: Emerald
Date: 22-01-2021
Abstract: This study contributes to the literature by explicating why in iduals become effective in performing tasks in intercultural context. Drawing from the social axioms theory and intelligence theory, this study specifically investigates and generates new insights about the role of social complexity belief and cultural intelligence (CQ) in enhancing intercultural task performance. Two sets of studies were conducted. Study 1 was conducted in Australia ( n = 222) wherein survey data were collected from employees (i.e. self-reports). In a subsequent study which was conducted in the Philippines (Study 2 n = 211), archival data were obtained from the annual performance reviews of the employees (provided by immediate supervisors) in addition to the employees' self-reports. Results are validated in both studies that social complexity belief relates positively and significantly to intercultural task performance. Moreover, results show that social complexity belief influences overall CQ (and its cognitive and metacognitive dimensions) and in the process impacts intercultural task performance. This study offers new insights related to intercultural task performance effectiveness. In particular, this study highlights the role of social complexity belief system. Furthermore, this study extends the nomological network of CQ by explicating how an in idual's belief can relate to his/her level of CQ which then influences intercultural task performance. Aside from generating knowledge, this study also offers practical insights for human resources practitioners and for employees who are finding new ways to improve and enhance intercultural task performance.
Publisher: Edward Elgar Publishing
Date: 30-03-2023
No related grants have been discovered for Alfred Presbitero.