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1دورية أكاديمية
المؤلفون: Le Vinh Nguyen, Jarrod Haar, Roy Smollan
المصدر: Tourism and Hospitality Management, Vol 28, Iss 2, Pp 419-443 (2022)
مصطلحات موضوعية: affective commitment, competency model, hospitality, leadership consistency, moderated-mediation, team, Hospitality industry. Hotels, clubs, restaurants, etc. Food service, TX901-946.5
الوصف: Purpose - The purpose of this study is to examine how the leadership competencies of frontline managers influence the organizational commitment of their subordinates. The study further examines the relationship between the dominant (strongest) competency and organizational commitment and how this relationship is mediated by leadership consistency. Design - Data were collected from employees in seven hotels in two cities using a multilevel scale for competencies and standardized scales for leadership consistency and commitment. Construct validity of the hospitality leadership competency model (HLCM) was tested by confirmatory factor analysis. A stepwise analysis was run to identify dominant competencies (predictors). Finally, a moderated mediation model was tested. Methodology - This research adopted a quantitative approach to collect and analyse the data. Findings - All competencies were highly and positively related to organizational commitment, with team leadership being the dominant competency and predictor. A moderated mediation mechanism analysis shows that leadership consistency mediated the relationship between team leadership and organizational commitment, but this relationship was slightly attenuated by team size. Originality - The study contributes to (1) validating the HLCM at the frontline level and from the employees’ perspective, (2) quantifying the relationships between organizational commitment and leadership competencies, especially team leadership under the mediating effect of leadership consistency, and (3) creating several evidence-based implications for hospitality educators, employers, and managers.
وصف الملف: electronic resource
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2دورية أكاديمية
المؤلفون: Jarrod Haar, Kirsty de Jong
المصدر: Frontiers in Psychology, Vol 14 (2023)
مصطلحات موضوعية: dark triad, breakthrough sales, firm performance, managerial capital, moderated mediation, Psychology, BF1-990
الوصف: There is growing evidence that CEOs who have the ‘dark triad’ of personality traits (Machiavellianism, narcissism, and psychopathy) detrimentally influence firm performance. However, there is still much we do not know. The present study suggests that the CEO dark triad might directly influence typical performance indicators in different ways: positively affecting external performance indicators (breakthrough sales), but negatively affecting internal performance indicators (organizational performance). We argue that the CEO dark triad can be interpreted differently by those external to the firm versus internally, where managers are much closer to the CEO’s dark personality. Our model includes managerial capital as a mediator and competitive rivalry as a moderator, and ultimately tests a moderated mediation model. Using data from 840 New Zealand firms, we find that the dark triad links to outcomes, as expected. While the CEO dark triad is negatively related to managerial capital, managerial capital does positively predict both performance indicators, and partially mediates the CEO dark triad effect. Overall, moderating effects highlight that the CEO dark triad is less detrimental in fiercely competitive business environments, acting as a consistent boundary condition across models. As competitive rivalry increases, the indirect effect of the CEO dark triad on performance decreases. We discuss the implications for understanding the role that the CEO dark triad can play in firms.
وصف الملف: electronic resource
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3دورية أكاديمية
المؤلفون: Darrin J. Hodgetts, Amanda Maria Young-Hauser, Jim Arrowsmith, Jane Parker, Stuart Colin Carr, Jarrod Haar, Siautu Alefaio
المصدر: Frontiers in Psychology, Vol 13 (2022)
مصطلحات موضوعية: living wage, minimum wage, rhetoric, public deliberation, in-work poverty, socio-economic inclusion, Psychology, BF1-990
الوصف: Most developed nations have a statutory minimum wage set at levels insufficient to alleviate poverty. Increased calls for a living wage have generated considerable public controversy. This article draws on 25 interviews and four focus groups with employers, low-pay industry representatives, representatives of chambers of commerce, pay consultants, and unions. The core focus is on how participants use prominent narrative tropes for the living wage and against the living wage to argue their respective perspectives. We also document how both affirmative and negative tropes are often combined by participants to craft their own rhetorical positions on the issue.
وصف الملف: electronic resource
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4دورية أكاديمية
المؤلفون: Stuart C. Carr, Jarrod Haar, Darrin Hodgetts, Harvey Jones, James Arrowsmith, Jane Parker, Amanda Young-Hauser, Siautu Alefaio
المصدر: Frontiers in Psychology, Vol 13 (2022)
مصطلحات موضوعية: minimum wage, living wage, pandemic, job attitude, wellbeing, decent work, Psychology, BF1-990
الوصف: Recent pre-pandemic research suggests that living wages can be pivotal for enhancing employee attitudes and subjective wellbeing. This article explores whether or not the present COVID-19 pandemic is impacting pivotal links between living wages and employee attitudes and subjective wellbeing, with replication indicating robustness. Twin cohorts each of 1,000 low-waged workers across New Zealand (NZ), one pre- (2018), and one present-pandemic (2020) were sample surveyed on hourly wage, job attitudes, and subjective wellbeing as linked to changes in the world of work associated with the pandemic (e.g., job security, stress, anxiety, depression, and holistic wellbeing). Using locally estimated scatter-point smoothing, job attitudes and subjective wellbeing scores tended to pivot upward at the living wage level in NZ. These findings replicate earlier findings and extend these into considering subjective wellbeing in the context of a crisis for employee livelihoods and lives more generally. Convergence across multiple measures, constructs, and contexts, suggests the positive impacts of living wages are durable. We draw inspiration from systems dynamics to argue that the present government policy of raising legal minimum wages (as NZ has done) may not protect subjective wellbeing until wages cross the living wage Rubicon. Future research should address this challenge.
وصف الملف: electronic resource
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5دورية أكاديمية
المؤلفون: Anthony Okakpu, Ali GhaffarianHoseini, John Tookey, Jarrod Haar, Amirhosein Ghaffarian Hoseini
المصدر: Frontiers of Architectural Research, Vol 8, Iss 4, Pp 646-661 (2019)
مصطلحات موضوعية: Architecture, NA1-9428
الوصف: Despite the multidisciplinary networks involved in refurbishment of complex building projects, the lack of BIM adoption signifies lack of real BIM benefits towards acceptance of BIM within Architecture, Engineering and Construction (AEC).To this end, this study empirically examines the potential real benefits between traditional network and BIM network for a real-time refurbishment case study project, through agent-based simulation modelling. A social network analysis theory is adapted to model the project interaction networks and a BIM prototype network. An assessment of the main stakeholders for BIM perception is carried out. We offered three prototype interaction networks for comparison of real BIM benefit.An agent-based Bayesian network model is used to simulate the propagation of design error within the project networks. The result of the analysis show that BIM project diffuses error efficiently, while stakeholders recovers faster and nearly at the same time than traditional network. The optimised network shows better performance to the traditional network, when there is early involvement of subcontractors. The main contribution of this study is providing a novel approach to compare real benefits for traditional method to BIM method for refurbishment project and to provide avenue for project stakeholders to optimise their interaction through adoption of BIM. Keywords: Building information modelling, Stakeholders interaction, Optimisation process, Simulation modelling, Refurbishment project, New Zealand
وصف الملف: electronic resource
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6دورية أكاديمية
المؤلفون: Kirsty de Jong, Urs Daellenbach, Sally Davenport, Jarrod Haar, Shirley Leitch
المصدر: Technology Innovation Management Review, Vol 9, Iss 10, Pp 51-61 (2019)
مصطلحات موضوعية: behavioural economics, behavioural science, choice architecture, innovation policy, mission-led science, research impact., Technology (General), T1-995, Management. Industrial management, HD28-70
الوصف: In this article we consider the role that contextual factors play in science innovation systems – that is, the choice architecture, that influences the orientation and outcomes of publicly-funded research. More specifically, we examine how choice architects, particularly policymakers and funding administrators, can affect the decision-making behaviour of researchers. The context for today’s science innovation systems continues to shift as governments seek solutions to the world’s “grand societal challenges”, such as climate change and ageing populations, in addition to greater and more demonstrable impact from funded research. This means that the assumptions of “basic research [being] performed without thought of practical ends” (Bush, 1945) that have shaped such projects, actually run counter to the growing expectations of greater commercialisation and use of multidisciplinary mission-led approaches. We argue that a closer examination of the choice architecture for publicly-funded research is required to understand and address how these potentially conflicting objectives may be pursued most productively through interventions that could form the basis of a novel, behaviourally-based toolkit for science innovation policy.
وصف الملف: electronic resource
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المؤلفون: Jarrod Haar, Conor O’Kane
المصدر: Journal of the Royal Society of New Zealand. :1-18
مصطلحات موضوعية: Multidisciplinary
الوصف: Firm innovation is of vital importance to New Zealand’s economy, but we understand little about how different human resource (workforce) factors influence innovation approaches (product/services innovation, process innovation, and innovation speed). We explore three human resource (HR) factors: workforce knowledge, skills, and abilities (KSAs), workforce attraction, and workforce retention, using a sample of New Zealand private sector firms (n = 402). Regression analysis shows all HR factors are significant predictors of all innovation approaches. Further analysis shows workforce KSAs is dominant towards product/service innovation, workforce attraction is dominant towards process innovation, and workforce retention is dominant towards innovation speed. Moderating effects by firm size are found showing small-sized firms out innovate large-sized firms when workforce KSA are high, despite small-sized firms having, on average, weaker HR factors and innovation approaches than large-sized firms. We highlight the organisational implications across small – and large-sized firms.
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8دورية أكاديمية
المؤلفون: Jarrod Haar
المصدر: Emerald Group Publishing Limited, Evidence-based HRM. 11(4):781-800
الوصف: Purpose - Māori are the indigenous people of Aotearoa/New Zealand and have a history of experiencing discrimination, which occurs similarly for Pacific peoples. While both ethnic groups have lower pay and higher unemployment issues, their workplace experiences around perceived discrimination are seldom explored. Consequently, this study tests the influence of perceived discrimination on work outcomes (job satisfaction and work engagement) and well-being outcomes (job stress, job anxiety and job depression). Further, potential buffering effects of perceived organizational support (POS) and gender are conducted to test the symbolic interaction perspective (gender differences towards the potential buffering effects of POS). Design/methodology/approach - The study uses data from Māori employees (n = 437) and Pacific employees (n = 148) for a total sample of 585 employees across a wide range of occupations and industries. Confirmatory factor analysis (CFA) of the data was used, and two-way and three-way moderations were conducted. Findings - Overall, perceived discrimination was detrimentally related to all outcomes. Further, significant three-way interactions were found towards all well-being outcomes. This supported the symbolic interaction perspective, whereby high POS buffered perceived discrimination best for females, but low POS was key for males. Research limitations/implications - This research is important because the authors provide much-needed empirical evidence around ethnic discrimination in Aotearoa/New Zealand workplaces and extend the outcomes explored in the discrimination literature. Implications for organizations include establishing the rate of discrimination and developing human resource management (HRM) practices to address this. Originality/value - Beyond the unique findings towards Māori and Pacific employees, the strong support for the symbolic interaction perspective provides useful insights into understanding that support benefits differ by gen
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9دورية أكاديمية
المؤلفون: Conor O'Kane, Jing A. Zhang, Jarrod Haar, James A. Cunningham
المصدر: Springer, Small Business Economics. 61(2):799-826
الوصف: Scientists and funding bodies are interdependent actors involved in an ongoing two-way signalling interaction; however, we lack insight on the social mechanisms underpinning this interaction. To address this issue, we examine how successfully funded scientists interpret and address criteria set by the funding body to maximise their chances of funding success. We also consider the possible adverse side effects that can arise from scientists’ competitive efforts to address these criteria. Our findings identify a portfolio of funding criteria—research feasibility, research alignment and team credentials—that scientists address when preparing grant applications. Effectively addressing these criteria enhances the prospects of funding success and value creation. However, we also find that scientists can over-address funding criteria, which is counterproductive and yields undesirable side effects. Our research therefore makes an important distinction between the possibilities for value creation and the value creation frictions that can unintentionally arise based on how grant-submitting scientists interpret and address the criteria signalled by the funding body. Our research has implications for policymakers, funding bodies and scientists which we also discuss.
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10دورية أكاديمية
المؤلفون: Peter McGhee, Jarrod Haar, Kemi Ogunyemi, Patricia Grant
المصدر: Springer, Journal of Business Ethics. 185(3):647-663
الوصف: Human Quality Treatment (HQT) is a theoretical approach expressing different ways of dealing with employees within an organization and is embedded in humanistic management tenants of dignity, care, and personal development, seeking to produce morally excellent employees. We build on the theoretical exposition and present a measure of HQT-Scale across several studies including cross-culturally to enhance confidence in our results. Our first study generates the 25 items for the HQT-Scale and provides initial support for the items. We then followed up with a large study of managers (n = 363) from Nigeria in study 2, which confirms the theoretical properties of the five dimensions of HQT and highlights a two-factor construct: HQT Ethically Unacceptable and HQT Ethically Acceptable using a 20-item HQT-Scale. Study 3 with a large sample of New Zealand employees (n = 452) again confirms the nature of the construct and provides construct validity tests. Finally, using time-lagged data, study 4 (n = 308) focuses on New Zealand employees and job attitudes and behaviors, and a well-being outcome. That study not only confirms the theoretically implied effects but also shows the HQT Ethically Acceptable factor mediates the detrimental effects of HQT Ethically Unacceptable. Overall, our four studies provide strong support for the HQT-Scale and highlight important understandings of HQT and humanistic management in the workplace.
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