Human resource management practices and organizational injury rates

Turner, Nick; Barling, Julian; Dawson, Jeremy; Deng, Connie; Parker, Sharon K.; Stride, Chris

doi:10.1016/j.jsr.2021.06.003

Cited by 8 publications

(6 citation statements)

References 121 publications

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“…Finally, the ELQ offers the opportunity for future research to explore potential antecedents and consequences or outcomes of empowerment in organizational teams (Seibert et al , 2011; Spreitzer, 1995, 1997). A recent article by Turner et al (2021) shows that empowerment proved to be a predictor of lower injury rates at the organizational level among all HRM practices studied by the authors. This finding suggests that empowerment in organizations can also be an important factor in reducing workplace accidents, contributing to improving workplace safety: empowered workers are safe workers.…”

Section: Discussion and Final Remarksmentioning

confidence: 97%

Empowering leadership questionnaire: Brazilian adaptation and validation

Ferraro

Lott

2023

MRJIAM

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Purpose The present study aims to present the adaptation and validation of the empowering leadership questionnaire (ELQ) for a sample of Brazilian workers (N = 827). Design/methodology/approach The procedures of items translation, adaptation and back-translation of the original instrument were carried out. Data collection was performed using the snowball method. Data were evaluated with confirmatory factor analysis. Findings The results showed that the factor structure was maintained as in the portuguese (from Portugal) and English versions (original). Convergent validity was tested using the ethical leadership at work questionnaire (ELW). The analyses showed that the measure has good psychometric qualities, reliability indices and convergent validity results with the ELW. Research limitations/implications The ELQ can still be used to identify the presence of empowering leadership (diagnostic phase) and contribute to proposing organizational interventions that lead to healthier and more productive work environments. Its convergent validity with ethical leadership suggests that managers can apply both (empowering and ethical leadership complementarily) to create quality interactions between leaders and team members that increase workers’ autonomy and allow them to respond promptly to organizational challenges. Originality/value Using the ELQ can represent an important tool for the theoretical and practical development of studies of empowering leadership with Brazilian samples.

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Section: Discussion and Final Remarksmentioning

confidence: 97%

Empowering leadership questionnaire: Brazilian adaptation and validation

Ferraro

Lott

2023

MRJIAM

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“…Using a pre-post design, pay raises decreased accidents for drivers and reduced turnover especially for more experienced drivers (Rodríguez et al, 2006), and higher pay was also related to greater safety compliance (Shin et al, 2020). When accounting for other human resources practices like systematic selection, training, performance appraisal, employee empowerment, however, the effect of high pay on work accidents was no longer significant (Turner et al, 2021). It may not be income, per se, driving these previously observed effects, but rather that safety is better in organizations that value and invest in their workforce, including through higher pay and safety initiatives.…”

Section: Personal Incomementioning

confidence: 99%

The other side of the coin: An integrative review connecting pay and health.

Sayre,

Conroy

2024

Journal of Applied Psychology

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The organizational sciences have long been interested in the effects of various compensation strategies, and on enhancing employee health. Research examining the connection between pay and health, however, remains a relative rarity. The work that has been done is scattered across disparate disciplines and lacks a unified framework for systematically exploring the effects of pay on health. We argue that greater insecurity at work, as well as rising discontent over wages and work conditions, necessitates a richer understanding of the ways in which organizational pay affects employee psychological, physiological, and behavioral health. We first conduct a comprehensive review of existing research across a broad range of disciplines, taking note of the different ways that pay is conceptualized and the impact it has on employee health. We identify critical knowledge gaps in why and when pay is related to health, noting several disciplinary trends. Drawing on prominent theories of occupational health, we then build a theoretical framework that illustrates three mechanisms underlying the effect of pay on health. We further advance prior work by integrating allostatic load theory to explain how pay gets "under the skin" to affect health, while also identifying relevant moderators and boundary conditions. Taken together, our review integrates findings from a variety of disciplines and facilitates knowledge building across these fields to generate a more comprehensive understanding of the connection between pay and health.

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“…Liu et al [19] realized the optimal configuration of enterprise management of human resources, improved the efficiency of the optimal configuration model in the adaptive neural network based on Field Programmable Gate Array (FPGA) in mining and controlling the information of enterprise human resources, and realized the multifunctional configuration of enterprise human resources. Turner et al [20] investigated five kinds of human resource management practices: systematic selection, extensive training, performance evaluation, high relative remuneration, and delegation of authority when predicting the injury rate. Roundy and Burke-Smalley [21] proposed a human resource management model for the entrepreneurial ecosystem.…”

Section: Research Status Of Human Resource Managementmentioning

confidence: 99%

Security of Intelligent Sensors and Their Collaborative Roles in Human Resource Management in the Development of Smart Cities

Wang

Cao

Wang

et al. 2022

Wireless Communications and Mobile Computing

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The study is aimed at solving the security problems caused by malicious network attacks in human resource management in the development of smart cities. First, the Stackelberg game theory model is used to describe the interaction between intelligent sensors and intelligent jammers, and the security of the information physics system is effectively evaluated. Second, a denoise autoencoder machine model that can be used in human resource management with demographic information is proposed to ensure the security of intelligent sensors. Finally, its performance is simulated and analyzed. The results show that the more packets successfully arrive at the estimator, the more favorable the estimation effect of the estimator is. The designed defense strategy is very effective in protecting the security of intelligent sensors. When the number of nearest neighbor K increases, MAE of four datasets first decreases and then tends to be stable. With the increase of K , MAE of the algorithm proposed decreases from 0.8232 to 0.8095, 0.8086 to 0.7897, and 0.8563 to 0.8351, respectively. It decreases from 1.0169 to 1.0091 and then keeps stable. The recommendation algorithm proposed shows high accuracy in rating prediction and can quickly and effectively extract the hidden features of users and adjust the sparsity of data. Therefore, it can be applied to human resource management. This study provides a new idea for the research on the security of intelligent sensors and human resource management in the development of smart cities.

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Human resource management practices and organizational injury rates

Cited by 8 publications

References 121 publications

Empowering leadership questionnaire: Brazilian adaptation and validation

Empowering leadership questionnaire: Brazilian adaptation and validation

The other side of the coin: An integrative review connecting pay and health.

Security of Intelligent Sensors and Their Collaborative Roles in Human Resource Management in the Development of Smart Cities

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