International HRM Insights for Navigating the COVID-19 Pandemic: Implications for Future Research and Practice

Caligiuri, Paula; Cieri, Helen De; Minbaeva, Dana; Verbeke, Alain; Zimmermann, Angelika

doi:10.1007/978-3-030-80383-4_17

Cited by 10 publications

(5 citation statements)

References 66 publications

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“…From a strategic management perspective, I also advance the discussion by considering this discretionary dimension a source of heterogeneity within the industry, implying that not all organizations with similar experiences or resource pools respond in the same way (Greenwood et al, 2011). Furthermore, I focus on international engagement based on the flow of intellectual capital, a discussion so far relegated to the sidelines but critical these days, given the reduced international mobility and crossborder issues brought about by the pandemic (Caligiuri, De Cieri, Minbaeva, Verbeke, & Zimmermann, 2020).…”

Section: My Main Contributions Arementioning

confidence: 99%

Internationalization of Business Schools and their Strategic Response to Institutional Complexity

2022

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Section: My Main Contributions Arementioning

confidence: 99%

Internationalization of Business Schools and their Strategic Response to Institutional Complexity

2022

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“…Human resource professionals need strategies and practices that can meet this need through human resource strategy and planning (Vicencio, 2021). Diverse staff complements and the continuous onslaught of technology, among various other aspects, are making it more challenging for human resource professionals to meet some of these challenges as different employees value different beings and doings (Caligiuri et al, 2020;Podgorodnichenko et al, 2020). Exploring the functioning of academics based on Sen's capability approach permits the study to develop new methods of practice for human resource professionals and departments in higher education institutions.…”

Section: Human Resource Management Practices In Academiamentioning

confidence: 99%

The functioning of academic employees in a dynamic South African higher education environment

ChaaCha

Oosthuysen

2023

Front. Educ.

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IntroductionThe higher education sector is experiencing changes in the profile of employees and stakeholders. Current employees are expected to function effectively and efficiently in institutions to achieve individual and organisational goals. The functioning aspect of the capability approach presents the opportunity to investigate how academic employees function in the current work environment. The study aimed to investigate the functioning of academic employees in the current work environment. Understanding how academic employees function in their current work environment provides the opportunity to develop relevant talent management practices to motivate, retain, support, develop, and lead academic employees.MethodsA qualitative research approach and a critical realism perspective was utilised to explore social relations in the sample environment. Purposive sampling was employed to identify appropriate participants for the study. Nine online semi-structured interviews were used to collect data from the participants.ResultsThe findings of the study show that academic employees function effectively when they experience support and relationships at work as well as when autonomy and technology are available among various aspects of work. Talent management strategies require proactive reviewing to meet academic employees’ needs to enhance performance.DiscussionHuman resource practitioners and leaders in the institution have the responsibility to explore the functioning of academics in their environment to understand how they can enhance their performance and develop and retain these employees to meet institutional goals. The study adds some insights to the current literature related to the functioning of academic employees using the capability approach. The institution can develop new mechanisms to enhance the performance of these employees in a dynamic environment through talent management practices.

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“…In our case, although work was conducted during the Covid-pandemic, our sample was required to work from their place of work, and any possible additional symptoms such as the fear of getting sick were not controlled for (e.g., Kinman and Grant, 2021). We are also aware that new emerging forms of work also include working from home and this became more accentuated after the pandemic (Caligiuri et al, 2020). This has led some scholars to highlight the need to review the phenomenon of presenteeism in light of changes to how people work and new forms of work including hybrid forms (Breitsohl et al, 2023).…”

Section: Limitations and Avenues For Further Researchmentioning

confidence: 99%

Re-visiting the six-item Stanford presenteeism scale (SPS-6) and its psychometric properties

Bezzina,

Zielińska,

Cassar

2023

Front. Psychol.

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Presenteeism has often been considered as the correlate of absenteeism and associated to productivity loss. This study sought to re-examine the psychometric properties of the 6-item Stanford Presenteeism Scale (SPS-6), a popular measure which has been translated in a number of languages. The study adopted a cross-sectional design with 268 participants aged 18 - 65 working in a multinational IT company with headquarters based in Poland. The respondents participated willingly in an online questionnaire on a presenteeism health-related productivity measure (SPS-6), job resources (peer support), job demands (work-to-family conflict), engagement and burnout. Their responses were subjected to statistical analyses. Confirmatory Factor Analysis revealed that the SPS-6 is better represented by two singular and independent components, namely completing work and avoiding distractions, rather than an aggregated measure of health-related productivity. In fact, the aggregated measure had convergent and discriminant validity issues. We also assessed, via Structural Equation Modeling (SEM), the explanatory role of the SPS-6 within the wider well-being discourse by subjecting its’ factors as outcomes using the JD-R framework. Here, burnout was better at explaining its relationship to avoiding distractions and completing work compared to engagement, while avoiding distractions was more dominant than completing work in explaining indirect pathways. Given the convergent and discriminant validity of its two-dimensional measures, we argue that the SPS-6 is a better assessment of health-related productivity in the light of presenteeism when keeping both components separate rather than adding the scores from both dimensions to provide a global score as has been the practice so far. In addition, the SEM findings suggest that both SPS-6 components may require different theoretical explanations. This study supports a growing chorus of scholars who argue the need to look deeper into the presenteeism phenomenon, not least its measures.

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International HRM Insights for Navigating the COVID-19 Pandemic: Implications for Future Research and Practice

Cited by 10 publications

References 66 publications

Internationalization of Business Schools and their Strategic Response to Institutional Complexity

Internationalization of Business Schools and their Strategic Response to Institutional Complexity

The functioning of academic employees in a dynamic South African higher education environment

Re-visiting the six-item Stanford presenteeism scale (SPS-6) and its psychometric properties

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