ORCID Profile
0000-0002-8935-941X
Current Organisation
University of Liverpool
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Publisher: Wiley
Date: 31-05-2021
DOI: 10.1002/HRM.22068
Abstract: Human resource (HR) strength research has substantially informed an understanding of the relationship between HR practices and employee‐level outcomes. However, a key unresolved issue is whether employee perceptions of HR strength act as a mediator or a moderator in the relationship between HR practices and these outcomes. A meta‐analysis of 42 studies (comprising 65 s les and 29,444 unique participants) was conducted to address this issue. Results support the mediating hypothesis for all five employee outcomes: employee reactions, proactive behavior, burnout, performance, and perceived organizational effectiveness. Conversely, the moderating hypothesis was only supported for employee performance. In addition, we examined five study characteristics (the operationalization of perceived HR strength, research study design, industry, s ling strategy, and publication status) as moderators. Using this analysis, we test the robustness of our main results and identify sources of heterogeneity in the results across studies. The results show that the mediating hypothesis still holds under different study designs and contexts. Theoretical and practical implications of these results are discussed.
Publisher: SAGE Publications
Date: 03-06-2018
Abstract: The present research investigates the differential effects of online peer review and expert review on consumers’ evaluations of experience and credence services. We propose that these effects are mediated by consumers’ confidence in their service evaluation and moderated by information convergence. We conduct three studies to test our hypotheses. Study 1 shows that consumers evaluate experience (vs. credence) services more favorably when exposed to peer review (vs. expert review). Across the three studies, we show that the interaction effects between information source and service type on service evaluation are mediated by consumer confidence. Importantly, we identify the moderating role of information convergence on these effects (Studies 2 and 3). Convergent positive reviews substantiate the interaction effects between information source and service type on service evaluation. Interestingly, when consumers see mixed information from either similar or different sources, negative expert review has greater influence than negative peer review in lowering consumer confidence and their evaluations of both experience and credence services. These findings contribute to the literature on information processing in the services domain and also have significant practical implications on managing consumer expectations of third-party information.
Publisher: Emerald
Date: 27-11-2017
DOI: 10.1108/CCSM-08-2016-0161
Abstract: In this paper, the authors examine the role of idiocentric and allocentric cultural orientations in employees’ preference for relationship help and for emotional help from third parties in two cross-cultural s les. The purpose of this paper is to clarify the psychological dynamics of cultural dimensions in relation to cross-cultural conflict intervention. The authors tested the theoretical assumptions by using questionnaire survey in two cross-cultural s les. Study 1 is a cross-cultural comparison within a country, including 83 Dutch employees and 106 Turkish immigrants in the Netherlands. Study 2 is a comparison between countries, including 123 Germany-based German employees and 101 Pakistan-based Pakistani employees. The results show that employees’ allocentric orientation, but not idiocentric orientation, explains the differences in preference for relationship help in both the within-country comparison (Study 1: in idualistic Dutch culture vs collectivistic Turkish culture) and the between-country comparison (Study 2: in idualistic German culture vs collectivistic Pakistani culture). However, only in the between-country comparison (Study 2), the findings reveal that the difference in preference for emotional help between in idualistic German culture and collectivistic Pakistani culture is mediated by idiocentric orientation (not by allocentric orientation). The study confirms that the extent to which disputants’ preference for third-party help regarding social and personal aspects does differ across national cultures, and supports that the argument that social relationship is one of the paramount concerns in conflict handling in the collectivistic cultures. In addition, the study signals an alternative way of conducting two culture comparisons and expands our view on the cultural dimension of in idualism-collectivism. The findings have practical implications both for third-party intervention and for managing cultural ersity in the workplace. In general, this study contributes to our understanding on how culture influences conflict handling and provides suggestions for third parties to be culturally adaptive. The research demonstrates that culture plays an important role in determining the extent to which disputants favour relationship help and emotional help from third parties. The research is also valuable in terms of reliability. The authors tested the hypotheses in two cross-cultural s les both within a country and between countries.
Publisher: Informa UK Limited
Date: 14-09-2016
Publisher: Routledge
Date: 27-03-2017
Publisher: MDPI AG
Date: 10-07-2021
Abstract: Dog bites are a health risk in a number of workplaces such as the delivery, veterinary and dog rescue sectors. This study aimed to explore how workers negotiate the risk of dog bites in daily interactions with dogs and the role of procedures in workplace safety. Participants who encounter dogs at work were recruited using snowball s ling. Ethnographic methods (interviews, focus group discussions, participant-observations) were used for data collection. All data were coded qualitatively into themes. Six themes describing dog bite risk management were identified: ‘Surveillance of dogs’ ‘Communicating risk ‘Actions taken to manage perceived risk’ ‘Reporting bites and near-misses’, ‘Investigating bites and near-misses’, and ‘Learning and teaching safety’. While the procedures described dog bite risk as objective, when interacting with dogs, participants drew on experiential knowledge and subjective judgment of risk. There was a discrepancy between risks that the procedures aimed to guard against and the risk participants were experiencing in the course of work. This often led to disregarding procedures. Paradoxically, procedures generated risks to in idual wellbeing and sometimes employment, by contributing to blaming employees for bites. Dog bite prevention could be improved by clarifying definitions of bites, involving at risk staff in procedure development, and avoiding blaming the victim for the incident.
Publisher: Routledge
Date: 04-12-2013
Publisher: Emerald
Date: 09-03-2015
Abstract: – The purpose of this paper is to examine underlying linkages between employees’ intrinsic/extrinsic motivation and their task/contextual performance in a Pakistani health care and educational context. Employees’ affective occupational and organizational commitments were proposed as mediators to explain these relationships. – Data were collected from 181 doctors from a Pakistani hospital and 135 academics from a Pakistani university and analyzed using Baron and Kenney (1986) approach and Preacher and Hayes (2008) bootstrapping approach for testing multiple mediators simultaneously. – As expected, intrinsic motivation is related to task performance (TP) and this relationship is mediated by affective occupational commitment. Extrinsic motivation is related both to TP and contextual performance (CP) and these relationships are mediated by affective organizational commitment. – Research has implications both for practitioners and academicians. The results highlight how different motivational orientations can produce different results and managers need to understand the different needs of employees while devising their human resource strategies. Employees can differ in their motivational orientations depending on their level of need, and can accordingly differ in their subsequent attitudes, performance and behaviors. Employees also need to choose jobs carefully after evaluating their motivational orientations. – The current study recognizes the multi-dimensional nature of motivation and differentiates the effects of intrinsic and extrinsic motivational orientations of employees by establishing the unique linkages between these orientations and employee task and CP. The study also examines differential role of two foci of employee commitment in analyzing the main effects.
Location: United Kingdom of Great Britain and Northern Ireland
Location: United Kingdom of Great Britain and Northern Ireland
No related grants have been discovered for Huadong Yang.