ORCID Profile
0000-0002-5454-8835
Current Organisations
Northumbria University
,
Edith Cowan University
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Publisher: Public Library of Science (PLoS)
Date: 08-01-2021
DOI: 10.1371/JOURNAL.PONE.0244426
Abstract: Workplace bullying are prevalent among the nursing workforce. Consequences of workplace bullying include psychological stress and workplace accidents and injuries. Psychological hardiness is proposed as a buffer for workplace bullying and psychological stress on workplace accidents and injuries. This study adopted the Affective Events Theory and Conservation of Resources Theory to develop and test a moderated mediated model in two field studies. Study 1 (N = 286, Australian nurses) found support for the direct negative effect of workplace bullying on workplace accidents and injuries with psychological stress acting as the mediator. The mediation findings from Study 1 were replicated in Study 2 (N = 201, New Zealand nurses). In addition, Study 2 supplemented Study 1 by providing empirical support for using psychological hardiness as the buffer for the association between psychological stress and workplace accidents and injuries. This study offers theoretical and empirical insights into the research and practice on psychological hardiness for improving the psychological well-being of employees who faced workplace mistreatments.
Publisher: Elsevier BV
Date: 05-2021
Publisher: Springer Science and Business Media LLC
Date: 06-07-2018
Publisher: Emerald
Date: 04-03-2019
Abstract: The purpose of this paper is to investigate whether formal authority of the HR department has any impact on line managers’ evaluations of HR department effectiveness. Two studies were conducted in Vietnam. Study 1 comprised a survey of 405 line managers to test the hypothesized model. Study 2 comprised a survey conducted with 155 line managers validated the findings from Study 1. Structural equation modeling and PROCESS macro were used to analyze the data. Line managers’ perceptions of the HR department’s formal authority had a positive and indirect impact on HR department effectiveness through the HR department’s strategic involvement and influence. Public sector line managers tended to perceive their HR departments as possessing a higher level of formal authority than did their private sector counterparts. This study extends the theory of political influence as it applies to the HR department. Specifically, the study provides empirical evidence of the influences of an organization’s political conditions on the perceptions of HR department effectiveness. This study also contributes to the extant literature on HRM in Vietnam by showing how Vietnam’s HR departments can utilize power and influence in accordance with specific ownership types. Public sector HR managers could establish their formal authority among stakeholders as a way to enhance the recognition of HR department effectiveness. This can be done by relying on the presence of the traditional bureaucratic characteristics of the public sector which confer the HR department with formal authority. The study contributes an understanding of the determinants of HR department effectiveness in the context of Vietnam. Research findings show that highly formal authority practices in the public sector affect the way line managers perceive the strategic involvement of the HR department. The more formal the authority, the more the public sector HR department is perceived to be involved in the strategic management process. Thus, formal authority is a prerequisite that public sector HR departments need to signal its importance among line managers. To have a long-term influencing role in the organization, the HR department in the public sector needs to develop its political and influencing skills. In contrast to this, the private sector HR department needs to develop a strategic partnership with line managers in order to increase its influence and perceived effectiveness.
Publisher: Emerald
Date: 21-06-2018
Abstract: Human resource (HR) philosophy and an organization’s commitment to employees (OCE) are important components of a human resource management (HRM) system, yet the influences of these variables on the effectiveness of HRM implementation has been less evident. Similarly, few studies have examined the effect of intended and implemented HR practices on line managers’ perceptions of HR department effectiveness. The purpose of this paper is to examine how these factors could result in a positive evaluation of HR department effectiveness in Vietnam. Study 1 consisted of 405 line managers and the authors used this s le to test the proposed research model. Study 2, comprising 192 line managers, was used to validate the findings from Study 1. The authors found empirical evidence of how HR managers should leverage their relationships with line managers to enhance HR department effectiveness in a developing economy such as Vietnam. As data were from line managers in one point in time, this study could be affected by common method bias. However, the authors conducted three common method variance checks and the analyses showed that this issue was not a major concern. Future studies could extend the s le of respondents by collecting information from CEOs, employees, and HR managers. This study contributes to the extant literature empirical evidence of determinants of HR department effectiveness. First, the study shows the simultaneous impacts of HR philosophy and OCE on the actual implementation of HR practices. Second, the authors provide an understanding of line managers’ evaluation of HR department effectiveness through their experience with implemented HR practices.
Publisher: Wiley
Date: 31-01-2022
DOI: 10.1002/JOEC.12176
Abstract: The Personal Globe Inventory (PGI) proposes a unified model of vocational interests, integrating Holland's established interest dimensions, with occupational prestige dimensions. The current study evaluates the structural validity of the PGI short form in Vietnam (N = 1140). The results of the randomized tests of hypothetical order relations support the inclusion of prestige in the PGI spherical model, as a means to better calibrate the assessment of vocational interest across cultural contexts, specifically to Vietnam. Furthermore, the results endorse the application of the abbreviated form of the PGI in a career counseling context as a time‐efficient, screening method.
Publisher: SAGE Publications
Date: 13-06-2022
DOI: 10.1177/00953997221100623
Abstract: Although public employees’ innovative behavior is essential for ongoing improvement of public services and thereby development of public organizations, limited research has examined this topic—especially in transition countries. Drawing on social cognitive theory, this study theorizes that servant leadership fosters public sector employees’ innovative behavior through the sequential mediation roles of public service motivation and learning goal orientation. Results from structural equation modelling with multi-source data from Vietnam’s public sector employee and manager surveys support the hypothesized model. Our study sheds light on the drivers of public employees’ innovative behavior in a less researched context.
Publisher: Palgrave Macmillan UK
Date: 2017
Publisher: Elsevier BV
Date: 07-2019
Publisher: Informa UK Limited
Date: 16-07-2019
Publisher: Wiley
Date: 17-08-2021
Abstract: The influence of the work environment on psychological wellbeing is an important consideration for organisations to motivate and retain older workers. This study examines how organisational factors can enhance older workers’ psychological wellbeing. Drawing on the Conservation of Resources Theory, we propose that the interaction of two organisational factors, inclusive leadership, and mature‐age human resource (HR) practices, can foster older workers’ psychological wellbeing. Online panel data were collected from a s le of 398 older workers in the Australian public sector. Results showed that mature‐age HR practices positively and partially mediated the relationship between inclusive leadership and psychological wellbeing. More importantly, we found that inclusive leadership acted as an antecedent and moderator by enhancing the ability of mature‐age HR practices to beneficially influence the psychological wellbeing of older workers. Based on the findings, we discuss theoretical and practical implications.
Publisher: Informa UK Limited
Date: 03-05-2022
Publisher: Informa UK Limited
Date: 23-01-2017
Publisher: Informa UK Limited
Date: 31-10-2018
Publisher: Emerald
Date: 10-05-2021
Abstract: Internships are utilized globally to recruit graduate employees. However, there is a limited understanding of the process by which interns convert into regular employees, particularly in non-Western research contexts. Integrating attraction–selection–attrition (ASA) theory and proactive career behaviors, this study identifies the mechanisms influencing interns' intentions to convert into regular employment in host organizations in Vietnam. Time lagged, questionnaire data were collected from 669 final-year undergraduate business and economics students who participated in internship programs in a large metropolitan city in Vietnam. The results indicate that the interns who exhibit proactive career behaviors are more likely to foster high-quality reciprocal relationships with their supervisors and work colleagues during internships. These positive relations magnify interns' intentions to become regular employees via their perceived person–organization fit. This study has implications for higher education institutions and host organizations when designing internship programs to maximize employment outcomes via conversion of interns into regular employees. Previous studies have not tested the critical aspect of ASA theory regarding the personalities of the interns when building work-related relationships that result in the person–organization fit before accepting job offers from host organizations.
Publisher: Academy of Management
Date: 08-2020
Publisher: Wiley
Date: 06-2018
Publisher: Emerald
Date: 29-04-2021
Abstract: Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM) practices and psychological capital (PsyCap) on job autonomy and job demands in predicting burnout in frontline food service employees. A moderated mediation model was developed and tested on 257 Australian workers employed in the food service industry. Hypotheses were tested using structural equation modeling. There was support for the mediation effect of HCHRM on burnout, via two sequential mediators: job autonomy and job demands. PsyCap was found to buffer (moderation) the effect of job demands on burnout. Frontline employees also perceived HCHRM to be a “negative signal” that was implemented for the good of management. The authors are aware of the potential of common method variance due to the cross-sectional research design. Future research should adopt a longitudinal research design or collect data from several sources of informants. As the authors did not find support for the optimistic perspective hypothesis, despite its theoretical and empirical relevance under JD-R and COR perspectives, they call for further research exploring the link between HRM, job design and psychological conditions in promoting employee wellbeing. Burnout is one of the most common and critical health issues faced by frontline food service employees. Food service organizations have to strategize their management practices to reduce employees' experience with burnout by implementing high commitment enhancing HR practices and developing employees' PsyCap. This study provided a better understanding of how (macro) HCHRM practices as an organizational resource reduce burnout of frontline food service employees via two (micro) mediators: job autonomy and job demands. PsyCap is an important personal resource that lessens burnout, consistent with the COR theory. These findings contribute to the literature on strategic HRM and its relationship to employee wellbeing.
Publisher: SAGE Publications
Date: 12-2013
DOI: 10.1177/030630701303900205
Abstract: This study explores the roles of human resource departments in Vietnam. Semi-structured interviews were conducted with 15 human resource and line managers. Data were analysed using the repertory grid approach. There was ergence in the roles performed by human resource departments between foreign and local enterprises. The role framework of human resources developed in Western economies was perceived to be present in foreign investment enterprises, but not identified in privately-owned enterprises. Human resource departments in privately-owned organisations were perceived to be more administratively-oriented. In addition, the present study supports the notion that multiple stakeholders perceive differently the strategic and value-added role of human resource departments in organisations.
Publisher: Informa UK Limited
Date: 18-05-2020
Publisher: Frontiers Media SA
Date: 08-12-2020
DOI: 10.3389/FPSYG.2020.560704
Abstract: This paper examines the influence of leader humility on knowledge sharing intention. Drawing on social exchange theory (SET), we test the direct and indirect mechanisms to explain the influence leader humility has on knowledge sharing intention. A two-wave, time-lagged field study was conducted. We surveyed 252 professional employees from Australia. Results show a significant direct, positive association between leader humility and knowledge sharing intention. While leader humility had a direct, positive association with affective trust in supervisor and work engagement, it did not directly impact on organizational citizenship behaviors directed toward the in idual (OCB-I). There were three SET-related, serial mediators in the relationship between leader humility and knowledge sharing intention. These were affective trust, work engagement, and OCB-I. Future studies should collect multi-source data such as peers’ or supervisors’ ratings of the focal respondents’ work engagement, OCB-I, and knowledge sharing behaviors to augment single-source data. Future studies could adopt an affect theory of social exchange to further explore the relationships tested in this study. This study contributes to the affect SET and knowledge management literature on how leadership behaviors impact the intention to share knowledge. Our study highlights the preference of the willingness to share knowledge with their co-workers is mediated by affective trust in their immediate supervisors, work engagement, and OCB-I that are equally important as treating their subordinates with humility.
Publisher: Informa UK Limited
Date: 26-08-2021
Publisher: Wiley
Date: 26-03-2020
Publisher: Wiley
Date: 13-05-2020
Location: United Kingdom of Great Britain and Northern Ireland
No related grants have been discovered for Diep Nguyen.