Papers by Journal of Chinese Human Resources Management
Journal of Chinese Human Resources Management, 2024
The precipitous growth of the economy and society has ushered in significant alterations to the j... more The precipitous growth of the economy and society has ushered in significant alterations to the job satisfaction of youth. Based on the analysis of CGSS questionnaire data, the income level, patterns of overtime work, and the availability of emotional support are identified as the most significant factors influencing the job satisfaction of youth in the contemporary era. Overtime work does not inherently lead to job dissatisfaction among youth; it is the absence of compensation with time off for these extra hours that significantly affects their job satisfaction. A strong emotional support network acts as a safety valve, enhancing the resilience of young workers to professional challenges and helping to mitigate job dissatisfaction. This finding challenges the traditional view that overtime is essential for youth job satisfaction, suggesting instead that providing young workers with ample leisure time and a robust social support system is vital for improving their job satisfaction.
Journal of Chinese Human Resources Management, 2024
This study delves into the intricate relationship between transformational leadership and innovat... more This study delves into the intricate relationship between transformational leadership and innovative work behavior (IWB) on employee performance within the context of a public transportation company. Given the challenges faced by public transportation companies in improving employee performance quality, this study examines both direct and indirect effects mediated by IWB. Utilizing a purposive sampling technique and questionnaires, data were collected from a total of 303 individuals as respondents who are employed by the company. Structural Equation Modeling with Partial Least Squares (SEM-PLS) was employed to analyze the research model. Contrary to expectations, the direct effect analysis reveals that IWB does not significantly influence employee performance. However, transformational leadership was found to positively affect both IWB and employee performance, albeit not affecting employee performance when mediated by IWB. The results indicate that while routine work processes may not always demand innovation, and the enhancement of employee quality is contingent upon transformational leadership. The study advocates for the optimization of transformational leadership within organizations to bolster employee performance. Furthermore, it posits that IWB can be integrated as part of employee performance through the effective implementation of transformational leadership. The suitability of transformational leadership for public transportation companies is underscored, as it is vital for ensuring customer satisfaction and comfort, as well as maintaining the essential triad of excellent service and high transportation quality.
Journal of Chinese Human Resources Management, 2024
Military career adaptability is critical for a country like Nigeria facing insecurity issues as i... more Military career adaptability is critical for a country like Nigeria facing insecurity issues as it affects work engagement with the job performance of soldiers, development and sovereignty of many nations and countries. A substantial literature has examined the predictors of career adaptation. Still, there is little research on the contributions of personality, enhancement and interference, vocational with task identity factors and military career adaptation. Since unadaptable soldiers may not be able to fight against terrorists, resurgences and other domestic insecurity challenges associated with harmful consequences in armed forces, defence organisations, and countries. We investigated moderating role of work/non-work interference and enhancement on the associations of job characteristics and person-job-fit in military personnel career adaptation. The theory of work adjustment is comprehensive to explain the factors connected with the development and issue of military career adaptability. The study utilised a cross-sectional design with two hundred and fifty-two (252) military personnel. Their age ranged from 18-65 years (M= .34, SD= .72). The Global Self-Report Measure for Person-Job-Fit, Job Description Survey, Work/Non-Work Interference and Enhancement Scale and the Career Adaptability Scale were used for data collection. Hierarchical regression results showed that job characteristics, person-job-fit and work/non-work interference positively correlated with career adaptation. Interaction between job characteristics and work/non-work interference was significant for career adaptability, indicating that work/non-work interference moderated the association of job characteristics and career adaptability. Defence organisations must recognise the importance of assisting soldiers in adapting to their jobs by avoiding interference and implementing work enhancement policies, altering job characteristics, and enlisting and deploying best-fitted soldiers for combat.
Journal of Chinese Human Resources Management, 2024
Issues related to human resource management (HRM) and firm values, such as transformational leade... more Issues related to human resource management (HRM) and firm values, such as transformational leadership (TL), organizational culture (OC), motivation, job satisfaction (JS), and employee commitment, have been extensively studied within the business context to understand their impact on firms' efficiency. However, many questions remain regarding the nature of the relationships between these different constructs. This study examines employees' perceptions within the specific context of textile industry firms in Northern Portugal. This industry is particularly crucial to Portuguese economic performance, evidenced by indicators such as employment levels, exports, sales volume, and production.The main objectives of this study are (1) to analyze the perception of employees of northern Portuguese textile firms regarding the influence of TL, OC, motivation, and JS on employees' commitment and (2) to verify the possible mediating effects of JS and motivation in the relationships between TL and commitment, and between OC and commitment. This study was developed using a sample of 235 employees from seven firms in the Portuguese textile sector. A quantitative data analysis methodology was used from a structural equation model, using the IBM Amos software (version 26.0). Based on an innovative conceptual model, ten hypotheses were formulated and tested, drawing upon a prior literature review. It is shown that TL is a direct determinant of OC, motivation, JS, and employees' commitment. TL is also linked indirectly with employees´ commitment through the mediating effects of OC, motivation, and/or JS. Additionally, it was concluded a direct and positive relationship between OC and motivation, and between motivation and commitment. On the contrary, direct relationships between OC and JS, and between JS and commitment have not been confirmed. It was also possible to verify a relationship between OC and employees' commitment, both directly and indirectly, through the mediating effect of motivation. JS was not shown to mediate this relationship. Our study differs and is innovative in several theoretical and managerial features, such as the conceptual model defined, the geographic context, and the industry context covered. Our results are relevant to HRM in the textile industry, highlighting the critical importance for managers to consider their leadership style carefully. Adopting a TL style, coupled with fostering a supportive OC, is essential. This approach can significantly enhance employees' engagement and contribute to the overall success of the firms.
Journal of Chinese Human Resources Management, 2024
Purpose
The purpose of this research is to explore the relationship between the organizational le... more Purpose
The purpose of this research is to explore the relationship between the organizational learning culture and the adaptive performance of employees in a diverse, multigenerational public sector workforce consisting of Baby Boomers and Generations X, Y, and Z. We also seek to determine whether specific factorial components of the organizational learning culture, namely employees' active participation in team learning and collaboration, their consistency in dialogue engagement and inquiry ventures for knowledge sharing and acquisition, their perseverance in continuous learning, and the embedded systems that the organization has at its disposal, have a strong positive impact on enhancing their interpersonal adaptability, as well as on the training and learning efforts they exert for improvement as organizational performance outcomes.
Methodology
Using two measurement instruments, the Dimensions of the Learning Organization Questionnaire (DLOQ) with 7 factors and 21 items, and the Adaptive Performance Scale with 5 factors and 19 items, the current research has adopted a quantitative approach, using the survey method, to collect data from 238 employees of the Public Employment Services (PESs) in Greece.
Findings
Findings illustrate a lack of statistical significance in the results for Baby Boomers and Generation Z, thus, the analysis focuses on the X and Y generations. Positive correlations, notably within Gen Y and Gen X, are identified between Team Learning and Collaboration (TLC), Dialogue and Inquiry (DI), and Interpersonal Adaptability (IA). Furthermore, Training and Learning Effort (TLE) that both generations put into acquiring new skills and competencies display positive correlations with Continuous Learning (CL) and the Embedded Systems (ES) the organization provides. However, specific negative correlations are generated, indicating intricate associations between dimensions of Organizational Learning Culture and specific facets of Adaptive Performance. These negative associations signify commonalities and differences in preferences and perceptions, and specify complexities in how different generations perceive and respond to organizational environments.
Implications for theory and practice
This study indicates practical implications for organizational leaders, emphasizing the positive impact of team learning, collaboration, and dialogue on interpersonal adaptability for Generations X and Y. Tailoring adaptive strategies to each generation's perceptions is important, with Generation X benefitting from a balance between autonomy and stability, while Generation Y improves performance under collaborative leadership and innovative-focused learning programs. Negative associations for Generation X underscore the need for customized training and flexible work arrangements. The research contributes theoretically by validating generational differences and proposing a framework that considers unique traits across workforce generations in the public sector. Insights into work-life perceptions aid HR practitioners in refining strategies to align learning approaches with distinct generational preferences, while observed negative relationships prompt further exploration for refining theoretical frameworks.
Originality and value
The research contributes significantly to the field of Entrepreneurship and Human Resources Management by exploring the relationship between organizational learning culture (OLC) and adaptive performance (AP) within a diverse multigenerational workforce – an often-neglected dimension in the public sector. The study not only reaffirms the positive influence of team learning, collaboration, and dialogue on the interpersonal adaptability of the employees but explores deeper generational-specific implications. Practical recommendations for customised leadership approaches, continuous learning initiatives, and the integration of embedded systems enrich the research's applicability. The findings record the challenges faced by the neighbouring Generations X and Y, offering a comprehensive association of their preferences and proposing targeted strategies, alongside practical recommendations and theoretical extensions for joint, homogeneous approaches their leaders and managers can adopt.
Journal of Chinese Human Resources Management, 2024
Anchored within the framework of the 'consumption-system' approach and guided by the principles o... more Anchored within the framework of the 'consumption-system' approach and guided by the principles of social exchange theory, this research delves into the interconnectedness of employer branding, employee engagement, and employee retention. The aim of this study is to construct and validate a dynamic model that explores how the desire of IT employees to stay with their current organization may either strengthen or weaken over time due to their previous perceptions of employer branding. The data for this investigation was gathered from a sample of young IT employees through two rounds of questionnaire surveys denoted as T1 and T2. Ultimately, the final dataset comprised of 380 participants. The findings unveil a direct impact of employer branding on employee engagement, as well as a direct influence of employee engagement on employee retention. Notably, both of these associations display significant temporal effects, indicating a propensity for them to become more potent as time progresses. Moreover, the carryover effects from one time point to another hold significance for all three constructs, underscoring the idea that the perceptions at T1 exert a substantial influence on the corresponding constructs at T2. In summation, it can be inferred that the impressions formed by employer branding have an enduring effect on employee engagement during subsequent time periods. Furthermore, the level of employee engagement also wields an influence on employee retention in the periods that follow. As a whole, this study provides valuable insights for human resource managers operating within the IT sector, furnishing them with guidance on how to strategically deploy employer branding practices to foster employee engagement and, in turn, bolster their commitment to remain with the organization.
Journal of Chinese Human Resources Management, 2024
With the emergence of "boundaryless organizations" and the increase in boundary-spanning activiti... more With the emergence of "boundaryless organizations" and the increase in boundary-spanning activities, the sustainable development of organizations has been affected. Effectively promoting employees to engage in boundary-spanning activities has become of great practical significance. Besides, performance pressure has become a prevalent workplace stressor, significantly impacting employees' work behaviors. Therefore, drawing upon the cognitive-affective processing system theory and stressor-strain relationship theory, this study aims to investigate the mechanisms and boundary conditions of performance pressure on employee boundary-spanning behavior. Data collected from 336 questionnaires at two different time points is analyzed using bootstrapping and hierarchical regression to test hypotheses. The results indicate that performance pressure boosts employee boundary-spanning behavior by enhancing cognitive flexibility, while hindering this behavior by producing obsessive work passion. Moreover, achievement orientation plays a key role in moderating the impact of performance pressure on cognitive flexibility and obsessive work passion. Specifically, achievement orientation positively moderates the link between performance pressure and cognitive flexibility, while negatively moderating the relationship between performance pressure and obsessive work passion. Additionally, achievement orientation is found to moderate the indirect influence of performance pressure on employee boundaryspanning behavior through these two mediators. This study reveals that employees with high achievement orientation under performance pressure tend to develop cognitive flexibility, which motivates them to engage in more employee boundary-spanning activities. This paper also provides practical guidance for enterprises to promote employee boundary-spanning behavior. This study not only expands the research on the antecedents of employee boundary-spanning behavior but also confirms the double-edged sword effect of performance pressure on employee boundary-spanning behavior from both cognitive and affective perspectives.
Journal of Chinese Human Resources Management, 2024
This study explores the impact of work pressure on occupational stress and turnover intentions am... more This study explores the impact of work pressure on occupational stress and turnover intentions among office employees. Surveying 317 individuals in Vietnamese business settings using structural equation modeling (SEM), we identified significant correlations between work pressure factors-including workload, work time, working conditions, and the work environment-and both occupational stress and turnover intentions. An interesting revelation emerged: while working conditions affect job stress, they do not directly affect employees' inclination to leave their jobs. Practical recommendations are provided to help businesses mitigate work-related stress and reduce turnover intentions among office employees.
Journal of Chinese Human Resources Management, 2024
This study aims to explore the effectiveness of vocational training programs in facilitating suit... more This study aims to explore the effectiveness of vocational training programs in facilitating suitable employment opportunities for individuals with disabilities in Vietnam. To achieve this objective, a sample of 217 participants with disabilities from Can Tho city was categorized into four groups based on disability types: Physical disabilities, Hearing and speech impairments, Visual impairments, and Neurological and mental disabilities. The findings revealed significant positive impacts of various factors on the effectiveness of vocational training and subsequent employment opportunities for people with disabilities. Notably, training facilities emerged as the strongest positive influence, followed by Teacher quality, Training programs, and Financial support. Moreover, differences were observed in the impact of vocational training effectiveness on employment opportunities among different disability groups, with individuals with physical disabilities experiencing a stronger influence compared to other disability types. These results highlight the importance of enhancing vocational training programs and support mechanisms to improve employment outcomes for people with disabilities in Vietnam.
Journal of Chinese Human Resources Management, 2024
This research endeavors to shed light on the factors influencing the ethical behaviors of Gen Z i... more This research endeavors to shed light on the factors influencing the ethical behaviors of Gen Z individuals with university education, a cohort increasingly shaping the modern workforce in Vietnam. With a sample size of 268 Gen Z university-educated employees from Can Tho City, Vietnam, data was collected using a structured questionnaire. The research employed Covariance-based Structural Equation Modeling of perception dimensions, including ethical awareness, knowledge of professional ethical standards, and personal values, to elucidate their impact on ethical professional behaviors. Additionally, the study explored the influence of national culture and corporate ethical values on these perceptions and behaviors. The findings underscore the critical role of perception in driving ethical conduct and highlight the importance of organizational and societal factors in shaping ethical behaviors among Gen Z employees ethical conduct and highlight the importance of organizational and societal factors in shaping ethical behaviors among Gen Z employees.
Journal of Chinese Human Resources Management, 2024
This study delves into the association between Psychological Capital and Work Commitment among Ge... more This study delves into the association between Psychological Capital and Work Commitment among Generation Z workers in Vietnam. Through a survey conducted among Gen Z employees in Can Tho city, data was collected utilizing the snowball sampling method. The results uncover a significant positive correlation between Psychological Capital and Work Commitment, indicating that individuals with heightened levels of Psychological Capital tend to display stronger commitment to their work. Specifically, components of Psychological Capital such as self-confidence, hope, resilience, and optimism emerged as pivotal determinants of work commitment, impacting facets like job satisfaction, employee engagement, and work performance. These findings underscore the significance of fostering Psychological Capital among the younger workforce in Vietnam, fostering their dedication to their roles and organizations.
Journal of Chinese Human Resources Management, 2024
This study aimed to examine the mediating effect of spiritual intelligence (SI) on the relationsh... more This study aimed to examine the mediating effect of spiritual intelligence (SI) on the relationship between emotional intelligence (EI) and employee creativity (EC) in a Malaysian statutory body organization. Quantitative methods were used in this study. Two hundred fifty questionnaires were distributed to employees. Of these, only 215 questionnaires were usable. Random sampling and partial least squares structural equation modeling (PLS-SEM) techniques were used in data analysis. The results of the analysis show that SI has an indirect effect on the effect of EI on EC in the organization studied. This aligned with Amran's (2008) finding that SI is capable of clearly expressing spiritual resources, values and qualities in improving daily tasks in organizations. However, there are limitations in this study. Firstly, data was collected only once throughout the study period. Secondly, the sample for this study was from one organization only. Finally, the method used to collect data was a questionnaire. Regarding managerial implications, SI has been proven to be effective in dealing with crises in organizational management. SI applies aspects of religious spirituality that are in line with Islamic views and the culture of life in Eastern societies, especially in China. Practitioners can use the results of this study to practice SI in organizations to reduce various problems in an organization.
Journal of Chinese Human Resources Management, 2024
Given the sudden rise of artificial intelligence and declining standardization, the study focuses... more Given the sudden rise of artificial intelligence and declining standardization, the study focuses on the link between contextualized workplace coordination and administrative performance by preserving knowledge and utilizing generative AI models. The study employed a survey questionnaire design to collect data from project employees working at software houses in Islamabad. Hypothesis testing is done by utilizing partial least square regression through SMART-PLS. The findings indicate that the mandatory implicit and explicit coordination practices through accountability at organizational levels lead to increased knowledge sharing and administrative performance in Pakistan. The study concluded that knowledge-sharing acts as a mediator, hence implicit and explicit knowledge coordination is only fruitful in the occurrence of effective knowledge-sharing systems in the organization. The infusion of generative AI models by organizational employees is found to act as a moderator. It has significant potential to reduce the drawbacks associated with a lack of knowledge-sharing systems. Aside from being a pioneer study in this contextualized setting of HR analytics, these findings also have practical significance for HR managers, employees, and other stakeholders. The findings can be utilized to better ensure effectiveness and efficiency in organizational settings while managers can overcome any shortcomings in the system through the infusion of artificial intelligence in their HR analytics practices.
Journal of Chinese Human Resource Management
The capacity of data analytics to give intuitions grounded on data-driven decision-making methods... more The capacity of data analytics to give intuitions grounded on data-driven decision-making methods has contributed to human resource management seeing a rise in the significance of the field. However, as it is difficult to successfully incorporate an analytics-based approach into HRM, many firms cannot use HR Analytics. In the first step of this process, we will use a "framework synthesis" technique to identify the challenges that will prevent HRA from being implemented. The next step is developing a conceptual framework describing the various organizational elements that impact HRA usage. Using this paradigm, organizations can determine whether or not they should employ HRA. This study analyzes the significant aspects associated with the many technical, executive, ecological, and distinct elements that drive HRA adoption. One of these factors is the governance of the data. In addition, the research presented in this article identifies 23 sub-dimensions of these five criteria as the essential components that must be present for HRA to be successfully implemented and practiced within businesses. These sub-dimensions are the vital components that must be present for HRA to be successfully implemented and practiced within enterprises. In addition, we investigate the framework's implications for HR executives, HR administrators, CEOs, IT executives, and accessing experts regarding the operative implementation of HRA in enterprises.
Journal of Chinese Human Resources Management, 2024
The Journal of Chinese Human Resources Management (JCHRM) is an international peer-reviewed journ... more The Journal of Chinese Human Resources Management (JCHRM) is an international peer-reviewed journal published by Porcelain Publishing International Limited. It has been indexed by ESCI in Web of Science and listed as an ESCI journal, which belongs to the expanded versions of SSCI journals. It is a forum for human resource management (HRM), labour economics, industrial relations, employment and labour law and other labour-related scholars and professionals worldwide.
Journal of Chinese Human Resources Management, 2024
This study examines the relationship between Gender Stereotype Awareness and Prejudice and Female... more This study examines the relationship between Gender Stereotype Awareness and Prejudice and Female Career Advancement in the Vietnamese media industry. Using a linear regression model, the study investigates the impact of various factors such as Physical characteristics, Work-family conflict, Psychological barriers, Gender stereotypes-Job knowledge & skills, and Gender stereotypes-Job qualities on Female Career Advancement. Additionally, the moderating role of the family life cycle is explored through hierarchical multiple regression analysis. The findings underscore the importance of addressing gender biases to promote equity in the Vietnamese media sector. Furthermore, the study suggests avenues for future research to delve deeper and comprehensively explore the influence of Gender Stereotype Awareness and Prejudice on Female Career Advancement.
Journal of Chinese Human Resources Management, 2024
This study aims to investigate the factors influencing employee work motivation and job effective... more This study aims to investigate the factors influencing employee work motivation and job effectiveness in the hospitality sector within the Mekong Delta region of Vietnam. A sample size of 227 employees from various restaurants and hotels was surveyed using a combination of qualitative interviews and quantitative questionnaires. The research employed Partial Least Squares Structural Equation Modeling to analyze the data and test the hypothesized relationships. The results indicate that both financial and nonfinancial factors significantly impact employee motivation and job performance. Specifically, income emerged as the most influential factor, followed by relationship with colleagues, job stability, reward and recognition, corporate culture, and leadership style. Notably, the study emphasizes the importance of fostering a positive work environment, providing fair compensation, ensuring job stability, and implementing effective leadership practices to enhance employee engagement and productivity in the hospitality industry. These findings offer valuable insights for managers and policymakers seeking to develop targeted interventions aimed at improving employee well-being and organizational performance in the Mekong Delta's hospitality sector.
Journal of Chinese Human Resources Management, 2024
This study focuses on analyzing the relationship between knowledge management and human resource ... more This study focuses on analyzing the relationship between knowledge management and human resource management effectiveness in service enterprises operating in the Mekong Delta region of Vietnam. Utilizing a mixed-methods approach involving qualitative interviews with 9 managerial staff and a quantitative survey of 312 employees, the research investigates the impact of knowledge management practices on various facets of human resource management. Covariance-based Structural equation modeling (CB-SEM) is employed to analyze the data, revealing a positive association between knowledge management activities and human resource management effectiveness. Specifically, factors such as knowledge acquisition, sharing, utilization, and protection are found to significantly influence different dimensions of human resource management. The study contributes valuable insights into the intricate interplay between knowledge management strategies and human resource management effectiveness in service enterprises. By recognizing and harnessing the power of knowledge management practices, service enterprises can optimize the human resource management processes.
Journal of Chinese Human Resources Management, 2024
The purpose of this research is to explore the influence of Green HRM (GHRM) on environmental per... more The purpose of this research is to explore the influence of Green HRM (GHRM) on environmental performance (EP). There has been a noticeable lack of focus on concurrently examining green ambidexterity (GA), GHRM, green behavior (GB), and their combined impact on EP in the lens of Human Capital theory. The purpose of this study is to investigate the interrelationship between GHRM and EP through serial mediation of GA and GB with a moderating role of responsible leadership (RL) in the relationship of GHRM and GA. A variance-based structural equation modeling (PLS-SEM) was applied to 570 sample of hotels. The results indicate that GHRM facilitates the development of green ambidexterity, and green behavior among employees in the way that they contribute to improving EP. The outcomes of this research offer valuable contributions to the existing literature on GHRM and GA, along with providing practical insights for managers in hotels.
Journal of Chinese Human Resources Management, 2024
This paper primarily focuses on the relationship between transformational leadership style, emplo... more This paper primarily focuses on the relationship between transformational leadership style, employee innovation, and job performance, with a particular emphasis on its significance within the context of startup enterprises. The authors point out that while existing research has extensively examined and validated the positive influence of transformational leadership on employee performance and creativity (as evidenced by studies such as Naguib & Naem, 2018; Ibrahim et al., 2023; Shang, 2023), empirical evidence regarding this relationship in the specific environment of startups is relatively scarce, particularly concerning in-depth analysis of how fostering employee work creativity directly impacts value creation, survival, and development in startups.
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Papers by Journal of Chinese Human Resources Management
The purpose of this research is to explore the relationship between the organizational learning culture and the adaptive performance of employees in a diverse, multigenerational public sector workforce consisting of Baby Boomers and Generations X, Y, and Z. We also seek to determine whether specific factorial components of the organizational learning culture, namely employees' active participation in team learning and collaboration, their consistency in dialogue engagement and inquiry ventures for knowledge sharing and acquisition, their perseverance in continuous learning, and the embedded systems that the organization has at its disposal, have a strong positive impact on enhancing their interpersonal adaptability, as well as on the training and learning efforts they exert for improvement as organizational performance outcomes.
Methodology
Using two measurement instruments, the Dimensions of the Learning Organization Questionnaire (DLOQ) with 7 factors and 21 items, and the Adaptive Performance Scale with 5 factors and 19 items, the current research has adopted a quantitative approach, using the survey method, to collect data from 238 employees of the Public Employment Services (PESs) in Greece.
Findings
Findings illustrate a lack of statistical significance in the results for Baby Boomers and Generation Z, thus, the analysis focuses on the X and Y generations. Positive correlations, notably within Gen Y and Gen X, are identified between Team Learning and Collaboration (TLC), Dialogue and Inquiry (DI), and Interpersonal Adaptability (IA). Furthermore, Training and Learning Effort (TLE) that both generations put into acquiring new skills and competencies display positive correlations with Continuous Learning (CL) and the Embedded Systems (ES) the organization provides. However, specific negative correlations are generated, indicating intricate associations between dimensions of Organizational Learning Culture and specific facets of Adaptive Performance. These negative associations signify commonalities and differences in preferences and perceptions, and specify complexities in how different generations perceive and respond to organizational environments.
Implications for theory and practice
This study indicates practical implications for organizational leaders, emphasizing the positive impact of team learning, collaboration, and dialogue on interpersonal adaptability for Generations X and Y. Tailoring adaptive strategies to each generation's perceptions is important, with Generation X benefitting from a balance between autonomy and stability, while Generation Y improves performance under collaborative leadership and innovative-focused learning programs. Negative associations for Generation X underscore the need for customized training and flexible work arrangements. The research contributes theoretically by validating generational differences and proposing a framework that considers unique traits across workforce generations in the public sector. Insights into work-life perceptions aid HR practitioners in refining strategies to align learning approaches with distinct generational preferences, while observed negative relationships prompt further exploration for refining theoretical frameworks.
Originality and value
The research contributes significantly to the field of Entrepreneurship and Human Resources Management by exploring the relationship between organizational learning culture (OLC) and adaptive performance (AP) within a diverse multigenerational workforce – an often-neglected dimension in the public sector. The study not only reaffirms the positive influence of team learning, collaboration, and dialogue on the interpersonal adaptability of the employees but explores deeper generational-specific implications. Practical recommendations for customised leadership approaches, continuous learning initiatives, and the integration of embedded systems enrich the research's applicability. The findings record the challenges faced by the neighbouring Generations X and Y, offering a comprehensive association of their preferences and proposing targeted strategies, alongside practical recommendations and theoretical extensions for joint, homogeneous approaches their leaders and managers can adopt.
The purpose of this research is to explore the relationship between the organizational learning culture and the adaptive performance of employees in a diverse, multigenerational public sector workforce consisting of Baby Boomers and Generations X, Y, and Z. We also seek to determine whether specific factorial components of the organizational learning culture, namely employees' active participation in team learning and collaboration, their consistency in dialogue engagement and inquiry ventures for knowledge sharing and acquisition, their perseverance in continuous learning, and the embedded systems that the organization has at its disposal, have a strong positive impact on enhancing their interpersonal adaptability, as well as on the training and learning efforts they exert for improvement as organizational performance outcomes.
Methodology
Using two measurement instruments, the Dimensions of the Learning Organization Questionnaire (DLOQ) with 7 factors and 21 items, and the Adaptive Performance Scale with 5 factors and 19 items, the current research has adopted a quantitative approach, using the survey method, to collect data from 238 employees of the Public Employment Services (PESs) in Greece.
Findings
Findings illustrate a lack of statistical significance in the results for Baby Boomers and Generation Z, thus, the analysis focuses on the X and Y generations. Positive correlations, notably within Gen Y and Gen X, are identified between Team Learning and Collaboration (TLC), Dialogue and Inquiry (DI), and Interpersonal Adaptability (IA). Furthermore, Training and Learning Effort (TLE) that both generations put into acquiring new skills and competencies display positive correlations with Continuous Learning (CL) and the Embedded Systems (ES) the organization provides. However, specific negative correlations are generated, indicating intricate associations between dimensions of Organizational Learning Culture and specific facets of Adaptive Performance. These negative associations signify commonalities and differences in preferences and perceptions, and specify complexities in how different generations perceive and respond to organizational environments.
Implications for theory and practice
This study indicates practical implications for organizational leaders, emphasizing the positive impact of team learning, collaboration, and dialogue on interpersonal adaptability for Generations X and Y. Tailoring adaptive strategies to each generation's perceptions is important, with Generation X benefitting from a balance between autonomy and stability, while Generation Y improves performance under collaborative leadership and innovative-focused learning programs. Negative associations for Generation X underscore the need for customized training and flexible work arrangements. The research contributes theoretically by validating generational differences and proposing a framework that considers unique traits across workforce generations in the public sector. Insights into work-life perceptions aid HR practitioners in refining strategies to align learning approaches with distinct generational preferences, while observed negative relationships prompt further exploration for refining theoretical frameworks.
Originality and value
The research contributes significantly to the field of Entrepreneurship and Human Resources Management by exploring the relationship between organizational learning culture (OLC) and adaptive performance (AP) within a diverse multigenerational workforce – an often-neglected dimension in the public sector. The study not only reaffirms the positive influence of team learning, collaboration, and dialogue on the interpersonal adaptability of the employees but explores deeper generational-specific implications. Practical recommendations for customised leadership approaches, continuous learning initiatives, and the integration of embedded systems enrich the research's applicability. The findings record the challenges faced by the neighbouring Generations X and Y, offering a comprehensive association of their preferences and proposing targeted strategies, alongside practical recommendations and theoretical extensions for joint, homogeneous approaches their leaders and managers can adopt.