ORCID Profile
0000-0003-1944-5256
Current Organisation
Monash University - Caulfield Campus
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Publisher: Elsevier BV
Date: 2019
Publisher: Elsevier BV
Date: 06-2005
Publisher: No publisher found
Date: 2012
DOI: 10.1037/T45609-000
Publisher: Wiley
Date: 24-11-2018
DOI: 10.1002/HRM.21867
Abstract: Using data from 170 for‐profit U.S. firms with 100 or more employees from 27 North American Industry Classification System (NAICS) industry subsectors, we investigated firm‐level precursors of HR flexibility and industry‐level boundary conditions of the HR flexibility—firm financial performance relationship. The findings denote that a contingency illumination is warranted in which consideration should be given to firm‐level factors such as flexibility business strategy and high‐performance work systems, which may play a key role in engendering HR flexibility, and external factors such as industry dynamism and growth, which may serve as boundary conditions that influence the relevance and impact of HR flexibility. This study is an important extension of extant HR flexibility research and adds clarity regarding the roles and relevance of HR flexibility and the circumstances in which HR flexibility and/or its focal factors may augment (or diminish) firm competitiveness and performance.
Publisher: Inderscience Publishers
Date: 2009
Publisher: Wiley
Date: 19-11-2012
DOI: 10.1111/PEPS.12015
Publisher: SAGE Publications
Date: 27-11-2012
Abstract: Wright and Snell (1998) contend that HR flexibility is an important construct that may enable managers and management scholars to gain a greater understanding of the role of human resource management in enhancing firm performance. However, there is limited evidence regarding the psychometric properties of the measures that have been used to assess the HR flexibility construct and examine its effects. A primary objective of this study was to develop and validate a psychometrically sound measure of the HR flexibility construct. In this article, we present evidence of content validity/adequacy, internal consistency reliability, convergent validity, discriminant validity, and criterion-related validity that provides support for the use of this study’s multidimensional HR flexibility measure in subsequent empirical inquiries and theory testing efforts. Implications and limitations of this current research as well as avenues for future research are discussed.
Publisher: SAGE Publications
Date: 08-03-2016
Abstract: The current study contributes to the extant literature by illustrating that airlines can enhance passenger (customer) satisfaction and loyalty by focusing on the enhancement of those aspects of the pre-flight and in-flight service experience over which they have direct control. The results indicate that airline passenger perceived pre-flight service quality and perceived in-flight service quality are distinct aspects of airline service quality that have independent and positive direct effects on airline passenger satisfaction. Moreover, perceived pre-flight service quality had a substantive, positive impact on airline passenger loyalty. Our findings illustrate the importance of airline pre-flight service quality and highlight the focal role that customer perceptions of pre-experience service quality (e.g., pre-experience communication, procedures, and interactions) play in the enhancement of customer satisfaction and fostering customer loyalty.
Publisher: Wiley
Date: 2010
DOI: 10.1002/HRM.20336
Publisher: IEEE
Date: 06-2017
Publisher: SAGE Publications
Date: 27-04-2010
Abstract: Research has provided little empirical support for the concept that employee job satisfaction is a causal driver of employee job performance, customer satisfaction, and company performance. This concept is an enduring one, however, and it has been codified as the starting point in the widely espoused service profit chain. Using a s le of eighty-four food and beverage (F& B) manager groups from forty Asian hotel properties owned and managed by a single multinational hotel chain, we examine the effect of job satisfaction, and contrast this effect with that of group service climate, on supervisor ratings of group job performance behaviors (group task performance and organizational citizenship behaviors). The findings underscore the weak connection between job satisfaction and job performance. However, group service climate was found to have a positive effect on supervisor ratings of group job performance behaviors. Consistent with prior research, this study’s findings indicate that managers may improve their employees’ job performance (and job satisfaction) by ensuring that employees understand what is expected of them and how their performance will be appraised and rewarded by the organization.
Publisher: Mary Ann Liebert Inc
Date: 09-2019
Publisher: Elsevier BV
Date: 05-2017
Publisher: SAGE Publications
Date: 20-03-2013
Abstract: Using data collected from 620 health care and senior services customer-contact employees and their employer, we investigated the chain of relationships between work–family balance, job anxiety, turnover intentions, and voluntary turnover. Results showed that work–family balance was related to job anxiety, turnover intentions, and actual, subsequent voluntary turnover. The relationship between work–family balance and turnover intentions was fully mediated by job anxiety. The findings indicate that work–family balance affects organizationally relevant employee psychological outcomes (i.e., job anxiety and turnover intentions) and is a predictor of voluntary turnover. The study further highlights three stages at which hospitality and health care managers and supervisors may intervene to reduce the likelihood of voluntary turnover, namely, to help employees maintain their work and family balance, to correct imbalances, and to restructure or otherwise change work duties if an employee intends to leave.
Publisher: Wiley
Date: 12-2000
Publisher: SAGE Publications
Date: 27-11-2012
Abstract: Although market responsiveness and firm innovativeness are important aspects of firm performance, little is known about which human resource management (HRM) systems foster these performance aspects and how. Building on prior research, we delineate flexibility-oriented human resource management (FHRM) systems in terms of resource- and coordination-flexibility-oriented HRM subsystems. In addition, we draw on organizational learning theory and the concept of absorptive capacity (AC) to articulate the mechanisms through which these systems might influence market responsiveness and firm innovativeness. We develop and validate measures of FHRM systems using a series of four independent s les. Our findings based on a s le of high-technology firms indicate that FHRM systems are positively associated with firm-level potential and realized AC and that potential AC, in turn, is positively associated with market responsiveness and firm innovativeness.
Publisher: Wiley
Date: 02-01-2012
Publisher: Elsevier BV
Date: 03-2005
Publisher: Informa UK Limited
Date: 2007
Publisher: Institute for Operations Research and the Management Sciences (INFORMS)
Date: 06-2016
Abstract: This paper examines the impact of postadoption innovation implementation strategies on five distinct performance outcomes. Using a s le of 85 hotels in Europe, the study explores which implementation strategies are most strongly linked to specific innovation outcomes and competitive performance. The results reveal that employee enabling implementation strategies have a positive direct effect on employee performance and indirect effects on customer sentiment outcomes and the operational performance of the innovation. Administratively driven implementation strategies had a positive direct effect on customer comparative performance, and an indirect effect on a firm’s comparative operational performance, as hypothesized. Finally, owners were more likely to be idea generators and principal early supporters of successful innovations, highlighting the power of top-down approaches to ch ioning change within the European context.
Publisher: Academy of Management
Date: 2013
Publisher: Springer Science and Business Media LLC
Date: 24-05-2016
Publisher: Elsevier BV
Date: 08-2014
Publisher: SAGE Publications
Date: 11-10-2017
Abstract: Although service innovations have been recognized to be important for the long-term strategic success of hospitality firms, to date, the elicitation of innovative behavior has received little attention in the extant hospitality research literature. In the current study, we used a matched set of responses from 294 frontline, customer-contact, hotel employees and their direct supervisors to address this lack. Consistent with extant human resource management (HRM) studies that have advocated the agent-centered perspective, this study’s results illuminate a causal chain through which employee self-reported (Time 1, Source 1) perceived high-investment human resource practices (HIHRP) augments in idual frontline, customer-contact, hotel employee supervisor-rated (Time 2, Source 2) innovative behavior. This study contributes to the extant hospitality and HRM research literatures by elucidating in idual hotel employee self-reported perceived HIHRP as a key proximal determinant and in idual hotel employee supervisor-rated innovative behavior as a key proximal consequence of two positive organizationally relevant in idual-level psychological outcomes: that is, frontline, customer-contact, hotel employee self-reported readiness for change and absorptive capacity. Findings, implications, and limitations as well as avenues for future research are discussed.
Publisher: Informa UK Limited
Date: 09-2004
Publisher: Academy of Management
Date: 08-2005
Publisher: Informa UK Limited
Date: 15-11-2021
Publisher: Wiley
Date: 09-01-2018
DOI: 10.1002/HRM.21891
Abstract: Using a s le composed of 701 food and beverage managers nested in 120 units and 40 Asian hotel properties, in the current study we investigated the effects of unit high‐performance work system (HPWS) use and unit support climate on in idual unit members' human resource outcomes (job performance behaviors: in‐role and organizational citizenship behaviors). The results support the hypothesized relationships among unit HPWS use, unit support climate, in idual affective commitment, and in idual job performance behaviors. The current study's findings illuminate the ways (e.g., mediation and moderation) in which the unit support climate advances positive organizationally relevant in idual‐level human resource outcomes. Findings, implications, and limitations as well as avenues for future research are discussed.
Publisher: Academy of Management
Date: 08-2010
Publisher: Routledge
Date: 2008
Location: United States of America
No related grants have been discovered for Sean Way.