How line-manager leadership styles and employee-perceived HRM practices contribute to employee performance: a configurational perspective

Liu, Bolong; Cui, Zhisong; Nanyangwe, Chilombo Namwinga

doi:10.1108/lodj-04-2022-0202

Cited by 8 publications

(2 citation statements)

References 59 publications

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“…The results of the study Liu et al (2023) show that there are five sufficient configurations for high employee performance and three for poor performance. Relation-oriented leadership, HRMPs and enterprise property are more important conditions to employee performance than others.…”

Section: Analysis Of Recent Research and Publicationsmentioning

confidence: 94%

Developing Theoretical and Methodological Provisions for Improving the Mechanism of Labour Efficiency

Kornieieva,

Varela,

Luís

et al. 2024

Administrative Sciences

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The article presents a theoretical generalisation and solution of a current scientific and applied problem which develops theoretical principles, methodological approaches and scientific and practical recommendations for improving the mechanism of labour efficiency management in terms of innovation-oriented development of enterprises. It is substantiated that in the conditions of innovation-oriented development of ecosystems, including enterprises, the disclosure of the essence of labour efficiency requires introduction of a dual quantitative–qualitative approach: on the one hand, labour efficiency reflects the ratio of the manufactured products (tangible and intangible benefits) and corresponding living labour costs (quantitative aspect) and, on the other hand, it is the result of using productive abilities of people, characterised by manufactured products of a particular consumer quality with the creation of added value (qualitative aspect). Conceptual bases of improvement of the mechanism of labour efficiency management at enterprises were developed. They are based on certain tasks, functions, principles, methods of labour efficiency management and the formed system of factors of influence and the revealed factors and reserves of an increase in labour efficiency. They presuppose development and realisation of the corresponding programme, which aims to: optimise total labour costs; improve quality of products at a constant mass and satisfaction with the work process of all its participants; ensure positive changes in material well-being and quality of life on the basis of the formation of modern innovation infrastructure of the enterprise.

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Section: Analysis Of Recent Research and Publicationsmentioning

confidence: 94%

Developing Theoretical and Methodological Provisions for Improving the Mechanism of Labour Efficiency

Kornieieva,

Varela,

Luís

et al. 2024

Administrative Sciences

View full text Add to dashboard Cite

show abstract

“…By facilitating knowledge sharing in teams, line managers can play a critical role in advancing HRM goals by adopting team-working practices and employee empowerment (Liu, Cui & Nanyangwe, 2023). There have been a lot of literature and a recent trend on devolving of HR activities to LMs.…”

Section: Line Managers Involvement In Hr Activitiesmentioning

confidence: 99%

Role of line managers in human resource activities: evidence from a case study

Anvari,

Janjaria,

Shirvani

2024

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Purpose: This study aims to explain the role of line managers in human resource activities. It is a case study in West Midlands.Design/methodology/approach: The trend of line managers (LMs) involvement in human resource (HR) activities has been on-going for a while. There has been a lot of intellectual debate and controversy on the issue. Also, organisations have faced lots of challenges due to this same issue. This study aims to discover how to cope with this problem by utilizing human resources activities. This research adopted a qualitative single case study approach on a University in West Midlands, UK. In the first instance, 35 respondents consisting of line managers and HR practitioners across the Business School were invited to participate in this research. Within the context of LMs, purposive sampling was used.Findings: The findings show that Line Managers that enhances abilities are significantly associated to HR activities. Line Managers that enhance motivation and involvement are significantly assocaited to HR activities. And the results showed that HR respondent 1 to 5 said LMs play an important role and are needed to carry out HR activities.Originality/value: The analysis of the case, highlights the benefits of the novel idea of line managers and human resource practitioners and contributes to the need for greater clarity and knowledge of the barriers in the involvement of LMs in HR activities. Social implications: This study has shown LMs and HR practitioners have their different reserves about working together but the issue presently is, none of them is dispensable so they have to work together. It is necessary for HR practitioners to consult LMs when formulating policies and procedures to ensure balance between business needs and standard policies, and procedures.

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Catalyzing Success: How Enthusiastic Leaders Drive Performance through Group Satisfaction and Positive Emotions

Gonçalves,

Sousa,

Veras

et al. 2024

Humanist Manag J

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Effective leaders employ a blend of transformational and transactional leadership styles to collaborate with their employees, working towards achieving organizational objectives. While the significance of enthusiasm in leadership is acknowledged, its specific role remains largely unexplored within the realm of leadership studies. We contend that enthusiasm assumes a pivotal and influential role in successful leadership, ultimately enhancing overall productivity. This study is dedicated to investigating how leader enthusiasm impacts perceived performance among team members and examine the mediation of group satisfaction and positive emotions in the relationship between leader enthusiasm and perceived performance. By analyzing data collected from a participant pool of 311 individuals, our research yields compelling evidence that leader enthusiasm exerts a positive influence on perceived performance. A noteworthy revelation emerging from our research is found in the mediation analysis. This analysis sheds light on the pivotal roles of group satisfaction and positive emotions as key mediators in the link between leader enthusiasm and perceived performance. This underscores the concept that leader enthusiasm indirectly shapes how employees perceive their own performance, primarily through its profound impact on group satisfaction and the positive emotions experienced by individual team members. In summary, our study underscores the vital and transformative role of leader enthusiasm in cultivating a rewarding and fulfilling work environment. This, in turn, exerts a positive influence on follower emotions and their perceptions of performance. Our findings shed light on the intricate mechanisms through which leader enthusiasm contributes to shaping employees’ perceptions of their performance.

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How line-manager leadership styles and employee-perceived HRM practices contribute to employee performance: a configurational perspective

Cited by 8 publications

References 59 publications

Developing Theoretical and Methodological Provisions for Improving the Mechanism of Labour Efficiency

Developing Theoretical and Methodological Provisions for Improving the Mechanism of Labour Efficiency

Role of line managers in human resource activities: evidence from a case study

Catalyzing Success: How Enthusiastic Leaders Drive Performance through Group Satisfaction and Positive Emotions

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