Managing People in Small and Medium Enterprises in Turbulent Contexts

Psychogios, Alexandros; Prouska, Rea

doi:10.4324/9781315102610

Cited by 13 publications

(32 citation statements)

References 6 publications

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“…We also extend from previous studies (Guo et al, 2017) by adding a moderator in career adaptability and ascertaining its influence not just on work resources but also employee health. The thinking here bears in mind the uncertain and changing world of work (Psychogios & Prouska, 2019) in which employees can use career adaptability as a responsive activity for their career advancement (Savickas et al, 2009). Maree (2017) added that career adaptability may be an important competence especially within the contemporary world of work.…”

Section: Gaps In the Literaturementioning

confidence: 99%

“…The world of work is changing. Much of this change is attributed to the uncertainty and turbulence happening in the macro-environment and subsequently affecting the experience of work (Cooke, 2018;Psychogios & Prouska, 2019). The situation is exacerbated by the rapid technological advancement that in some cases not only poses a threat but also potentially can be an opportunity for the world of work (Bondarouk, Parry, & Furtmueller, 2017).…”

Section: Introductionmentioning

confidence: 99%

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The effects of work resources and career adaptability on employee health: A case of sample of teachers in South Africa

Shava

Chinyamurindi

2021

SA Journal of Industrial Psychology

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Orientation: There is a rise in health-related challenges within the confines of the organisation. Strategies are needed not just from a human resources practitioner but also a theoretical basis in finding solutions to such challenges.Research purpose: Firstly, to determine the effects that work resources have on employee health and its two facets of physical and mental health. Secondly, to determine if career adaptability moderates the relationship between work resources and employee health.Motivation for the study: Studies exist in the literature that focus on the intersection of individual and organisational factors on health constructs such as mental health. Further, such studies continue to be an issue of inquiry especially within the public service professions such as teaching.Research approach/design and method: A quantitative research approach utilising a survey data collection technique was utilised. Simple linear regression and a hierarchical regression were performed to analyse the data.Main findings: Work resources do predict employee mental and physical health. Further, career adaptability does not moderate the relationship between work resources and employee health among teachers.Practical/managerial implications: Based on the findings, recommendations are made that assist not just teachers but also those engaged in creating a context in which teachers can thrive from a management perspective.Contribution/value-add: The findings help us focus on the notion that in rural high schools of South Africa, a supportive work environment for assisting teachers to utilise work resources for organisational functioning, in a manner that is friendly to their mental and physical health is needed.

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Section: Gaps In the Literaturementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The effects of work resources and career adaptability on employee health: A case of sample of teachers in South Africa

Shava

Chinyamurindi

2021

SA Journal of Industrial Psychology

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“…Leadership is a fundamental force in the company's performance (Katsaros et al, 2020). People management activities, from value-based recruitment, such as talent development and performance recognition, have a significant impact on competitiveness (Psychogios & Prouska, 2019;Stahl et al, 2019). High performance teams are also characterized by the engagement of their members and by being deeply committed to personal growth together with the team.…”

Section: Literature Reviewmentioning

confidence: 99%

O impacto da meritocracia em empresas de logística durante crises econômicas

Souza

Junior

2021

ReA UFSM

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Purpose: meritocracy and incentives for innovation are instruments in the search for efficiency and increased productivity. The objective of this work is to demonstrate the correlation between meritocracy and productivity gains that a franchise network presented in a year of economic crisis in Brazil. Design/methodology/approach: the method of qualitative and quantitative approach of this research used experimentation, based on interviews, observation and data analysis. Two groups of companies, which totalized 92 companies and 746 professionals participated of the research. Findings: management based on recognition and reward for employees of a group of companies has shown an increase in productivity of up to 25% in a year of economic recession. In the same period, another group of companies in the same business, but without a meritocracy-based compensation system, achieved a 9% drop. Research limitations/implications: this work suffered from limitations as to the influence of the local economy of each franchise on the results, impacting the comparisons of the groups that participated in the experimental research. Practical implications: logistics companies can use this work to define a meritocratic model that encourages employees to seek innovation in processes and contribute to better operational performance. Social implications: logistics has a strong impact on the competitiveness of companies, from industry to commerce. This work offers visibility of the influence of productivity in logistics companies in the supply chain. Originality/value: this work contributes to the analysis of the influence of meritocracy in people management, especially in times of economic crisis.

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“…As SMEs face a range of challenges, for example limited resources, weak institutional support and, more generally, a high level of context sensitivity, HRM in general and people management in particular are considered crucial for their survival and success (Bacon and Hoque;Barrett and Mayson, 2007;Cunningham, 2010;Huang and Gamble, 2011). It is therefore surprising that research on HRM in SMEs has been neglected for some time and only in the last decade has this field received more systematic attention (Harney et al, 2019;Psychogios and Prouska, 2019).…”

Section: Introductionmentioning

confidence: 99%

“…The emerging literature in this area provides important insights, especially pointing towards the distinctiveness of HRM in SMEs compared to larger organisations, encapsulated in the high degree of informal HRM practices and specific challenges in light of high level of vulnerability to contextual factors (Psychogios and Prouska, 2019). Therein, important gaps in understanding HRM in SMEs exist, in particular why SMEs utilize specific bundles of HRM (Harney and Nolan, 2014), what HRM systems they utilize (Borda et al, 2019), whether the utilized HRM practices and systems differ or converge between countries and industries (Zhu et al, 2012), and how different socio-economic environments and their particular institutional structures, including informal norms and traditions, impact on HRM in SMEs (Cunningham and Rowley, 2008).…”

Section: Introductionmentioning

confidence: 99%