Introduction

Viswesvaran, Chockalingam; Ones, Deniz S.; Anderson, Neil; Sinangil, Handan Kepir

doi:10.4135/9781473914964.n1

Cited by 10 publications

(14 citation statements)

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“…As Shore et al (2014) pointed out, the term “Employment Relationship” (ER) is vague, encompassing many issues, and it has been studied from several theoretical frameworks. This article adopts a firm-level perspective, to understand and explain the behaviors displayed by the main stakeholders involved in ERs, as the internal factors that determine such behaviors.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Strength of HRM systems and perceived organizational support as determinants of employment relationships: The perspective of HR managers and workers’ representatives

Díaz-Fernández

Cabrales

Cabrera

2020

BRQ Business Research Quarterly

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This article seeks to explain and understand how the strength of a human resource management (HRM) system and perceived organizational support (POS) determine employment relationships (ERs) in organizations and the behaviors they generate in terms of organizational citizenship behavior (OCB) and intentions to remain (IR). A typology of ERs is proposed, considering perceptions about the HRM system (Ability, Motivation, and Opportunity [AMO] model), its strength, and POS. An analysis was adopted, looking into organizations in two separate studies in service sectors (hospitality and financial services), taking as informants to 130 and 87 HRM managers and 30 workers’ representatives as proxies of organizations and employees, respectively. Cluster analysis and analysis of variance (ANOVA) were conducted, and results are congruent with theoretical frameworks such as Attribution Theory and Social Exchange Theory. Depending on how stakeholders understand the way in which the HRM system is implemented and the level of POS, certain ERs are developed and explain employees’ responses in terms of OCB and IR behaviors. JEL CLASSIFICATION: M1.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Strength of HRM systems and perceived organizational support as determinants of employment relationships: The perspective of HR managers and workers’ representatives

Díaz-Fernández

Cabrales

Cabrera

2020

BRQ Business Research Quarterly

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“…Both EI and personality traits would add up together to support the teacher in his/her classroom performance at two levels: behavioral and outcome. On one hand, evaluating a job is simply evaluating the set of behaviors while conducting the job (Viswesvaran, 2011). In this case, the teacher ought to put forth a set of behaviors while teaching, that would positively strengthen the interaction with his/her students and thus make the classroom conducive for learning.…”

Section: Literature Reviewmentioning

confidence: 99%

The effect of high emotionally intelligent teachers on their teaching effectiveness at universities: the moderating effect of personality traits

Maamari

Salloum

2023

IJEM

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PurposeThe purpose of this paper is to answer two basic research questions: “Does high emotional intelligence affect teaching effectiveness at universities?” and “What role do personality traits play in moderating that relationship?”Design/methodology/approachThe paper is a quantitative study using self-reporting questionnaires on 410 students and 32 faculty members. The resulting relationships and model fit are confirmed using SEM.FindingsThe paper shows the importance of high emotional intelligent teachers in universities to increase teaching effectiveness. The paper also shows that the personality traits of the teacher moderate this positive relationship.Research limitations/implicationsThe study uses students' responses. Students might negatively assess their professors for different purposes. This puts in question the reliability of student ratings, especially when taking into consideration students' mood.Practical implicationsThe paper makes two major recommendations to universities. The first recommendation is to hire emotionally intelligent teachers. The second recommendation is to conduct emotional intelligence workshops for existing teachers in order to improve their EI skills. Both recommendations will increase teaching effectiveness, therefore, better learning and a higher chance of better students' academic achievement, better teacher-student relationship, higher students' satisfaction and better university environment/teaching reputation.Originality/valueThe research model is tested for the first time in the Lebanese higher educational sector.

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“…Individual performance at workplace is a nonobservable artificial and latent pattern. It consists of multiple dimensions reflected by directly measurable indicators (Viswesvaran, 2011; Tüzün et al. , 2018).…”

Section: Introductionmentioning

confidence: 99%

The impact of academicians' cultural and social capital on their individual job performance

Çiftçi

Karadağ

2022

IJPPM

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PurposeThe aim of this study is to analyze whether or not the interaction between academicians' cultural and social capitals has effects on their individual work performance.Design/methodology/approachA structural model was developed in the study to test the correlations between cultural capital, social capital and individual work performance. The data of the study were collected from 2,855 academicians.FindingsThe findings of the study indicate that both cultural and social capital has a simultaneous positive effect on individual work performance. It is also found that the cultural and social capital can account for 39% of the individual work performance and that social capital is a dominant driving force.Research limitations/implicationsAlthough the cultural and social capital has significant effects on the individual work performance, these effects are not of casual nature.Practical implicationsTherefore, it is possible to argue that the cultural and social capital in higher education institutions should be encouraged. Future studies may employ samples of individuals to see whether not these effects have causal characteristics.Originality/valueThe findings of the study contributed to the existing knowledge on the work performance describing the new correlations among the patterns.

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Introduction

Cited by 10 publications

References 0 publications

Strength of HRM systems and perceived organizational support as determinants of employment relationships: The perspective of HR managers and workers’ representatives

Strength of HRM systems and perceived organizational support as determinants of employment relationships: The perspective of HR managers and workers’ representatives

The effect of high emotionally intelligent teachers on their teaching effectiveness at universities: the moderating effect of personality traits

The impact of academicians' cultural and social capital on their individual job performance

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