This paper assesses the impact of perceived HRM practices on organisational citizenship behaviour (OCB) and whether leader membership exchange (LMX) mediates this relationship. The required research data were retrieved from four different departments within a logistics and supply chain management organisation. The results show that there is a significant relationship between the HRM practices as perceived by a subordinate and their level of organisational citizenship behaviour. The relationship that subordinates have with their frontline manager (LMX) acts as a significant mediator. In the final section, of this paper the findings are discussed and recommendations for future research and practical implications are given.
While digitalisation requires facilities management (FM) organisations to change at an increasing rate, little is known about the mechanisms that create ownership and enable individuals to implement changes in everyday FM practice. In this study, these mechanisms are explored from a stewardship perspective. The purpose of this paper is to provide insights in the dynamics of organisational change in FM by analysing how stewardship behaviour leads to change.A process model for implementing organisational change is constructed, based on existing theoretical insights from stewardship and intrapreneurship literature. The model is evaluated in a case study through analysis of critical events. Interviewing was the key data collection method.The process model gives an event-driven explanation of change through psychological ownership. Analysis of multiple critical events suggests that the model explains intra-organisational as well as inter-organisational change. The case data further suggests that, compared to intra-organisational change, tailored relational and motivational support is more important for inter-organisational change because of the higher risks involved. Job crafting emerged as an unanticipated finding that offers interesting prospects for future FM research.The process model offers guidance for leaders in FM organisations on providing tailored support to internal and external employees during periods of organisational change.Stewardship and intrapreneurship are combined to provide insights on organisational change in FM. The study demonstrates how intrapreneurial behaviour and stewardship behaviour can be linked to create innovation within and between organisations.
Purpose – The hospitality industry creates a distinctive context in which learning takes place. The industry’s international perspective and large globalisation play an important role in learning, as well as the operational and structural features that give meaning to learning and development in the hospitality industry. This explorative research therefore studies the relation between workplace learning and organisational performance in the Dutch hospitality industry. Design/methodology/approach – The qualitative research is done through 15 in-depth interviews with general managers and HR managers of Dutch hotels with three or more stars and at least ten employees. Findings – It can be concluded that there is a relation between workplace learning and organisational performance in the hospitality industry, as the participants in this research and the literature both mention workplace learning enhances organisational performance. Originality/value – Little research has been done on learning and organisational performance specifically, in the (Western) hospitality industry. This research therefore focusses on HRD and studies the influence of workplace learning on organisational performance in the Dutch hospitality industry.
This project researches risk perceptions about data, technology, and digital transformation in society and how to build trust between organisations and users to ensure sustainable data ecologies. The aim is to understand the user role in a tech-driven environment and her perception of the resulting relationships with organisations that offer data-driven services/products. The discourse on digital transformation is productive but does not truly address the user’s attitudes and awareness (Kitchin 2014). Companies are not aware enough of the potential accidents and resulting loss of trust that undermine data ecologies and, consequently, forfeit their beneficial potential. Facebook’s Cambridge Analytica-situation, for instance, led to 42% of US adults deleting their accounts and the company losing billions. Social, political, and economic interactions are increasingly digitalised, which comes with hands-on benefits but also challenges privacy, individual well-being and a fair society. User awareness of organisational practices is of heightened importance, as vulnerabilities for users equal vulnerabilities for data ecologies. Without transparency and a new “social contract” for a digital society, problems are inevitable. Recurring scandals about data leaks and biased algorithms are just two examples that illustrate the urgency of this research. Properly informing users about an organisation’s data policies makes a crucial difference (Accenture 2018) and for them to develop sustainable business models, organisations need to understand what users expect and how to communicate with them. This research project tackles this issue head-on. First, a deeper understanding of users’ risk perception is needed to formulate concrete policy recommendations aiming to educate and build trust. Second, insights about users’ perceptions will inform guidelines. Through empirical research on framing in the data discourse, user types, and trends in organisational practice, the project develops concrete advice - for users and practitioners alike - on building sustainable relationships in a resilient digital society.
