Exploring the HRM-performance relationship: the role of creativity climate and strategy

While an established stream of research evidence has demonstrated that human resource management (HRM) is positively related to organisational performance, explanations of this relationship remain underdeveloped, while performance has been considered in a narrow fashion. Exploring the relevant but often neglected impact of creativity climate, the purpose of this paper is to examine key processes (mediation and moderation) linking high-performance human resource practices with a broad range of organisational performance measures, including employee performance and HR performance. Design/methodology/approach â The paper draws on a People Management Survey of 169 HR managers from top performing firms in the Republic of Ireland. Findings â The findings provide general support for the role of creativity climate as a key mediator in the HRM-performance relationship. The impact of HPWS on performance is judged universal with little evidence of variation by strategic orientation. Practical implications â Sophisticated HRM is found to directly impact a range of organisational performance outcomes. Creativity climate provides an understanding of the mechanisms through which such impact takes effect. Organisations should develop a clear and consistent HR philosophy to realise HR, employee and organisational performance. Originality/value â The paper offers a more intricate understanding of the key factors shaping both the operation and impact of the HRM-performance relationship. Creativity climate offers an important vehicle to better understand how the HRM-performance relationship actually operates. The paper also highlights the potential of examining multiple organisational performance outcomes to offer more nuanced and considered insights.peer-reviewe

An Examination of Sociodemographic, Health, Psychological Factors, and Fruit and Vegetable Consumption Among Overweight and Obese U.S. Veterans

A diet high in fruits and vegetables (F&Vs) is associated with decreased risk for cardiovascular disease, diabetes, and cancer. This study investigated the relationship between sociodemographic, health, and psychosocial factors and F&V consumption among overweight and obese U.S. veterans. Participants were recruited from two Veterans Affairs medical center sites in 2005. Two hundred eighty-nine participants completed a self-administered survey. Bivariate and multivariate linear regression models were built to examine the association between sociodemographic, health, and psychosocial variables and F&V consumption. Older age (B = 0.01; p < 0.001) and being Black (B = −0.18; p < 0.05) were related to increased F&V consumption. Reported tobacco use was inversely associated with F&V consumption (B = −0.30; p < 0.01). Greater self-efficacy (B = 0.07; p < 0.05), fewer perceived barriers (B = −0.14; p < 0.01), and correct knowledge of recommended daily F&V intake (B = 0.12; p < 0.05) were related to eating more F&Vs. U.S. veterans disproportionately experience overweight and obese conditions. Age, race, tobacco use, and psychosocial factors should be considered carefully when developing dietary interventions among overweight and obese U.S. veterans

People Management and innovation in Ireland

The People Management and Innovation survey reports findings from 165 of the top performing organisations in Ireland. The picture that emerges from the analysis suggests a moderate to low take-up of a full-blown High Performance Work System model; a finding that is similar to other comparable international studies showing the low overall incidence of strategic bundles of HRM (Blasi and Kruse 2006; Kersely et al, 2006). Nonetheless, we find support for the argument that High Performance Work Systems (HPWS) impact positively upon a number of performance outcomes i.e. organisational performance, HR performance, employee effort and innovationnon-peer-reviewe

Exploring the Relationship between HRM, Creativity Climate and Organisational Performance: Evidence from Ireland

The last decade witnessed growing academic evidence suggesting that HR practices are an important predictor of organisational performance. However, the reality is that we know very little about the intermediary mechanisms through which HRM impacts upon performance. If the logic about obtaining sustainable competitive advantage holds, it suggests that we should turn to exploring the role of HRM in fostering the climate of creativity and innovation deemed necessary for competitive success. Drawing on a survey of the top 2,000 performing firms in Ireland, this paper explores these linkages. The findings indicate a significant positive relationship exists between HRM systems, creativity climate and organisational performance outcomes. One HRM practice in particular; communication and involvement was found to be particularly significant in creating a climate of creativity. The paper therefore serves as a useful first step in charting a course through the explanatory void that exists between HRM and organisational performancepeer-reviewe

Cross-level effects of high-performance work systems (HPWS) and employee well-being: the mediating effect of organisational justice

In this cross-level study, we examine the mediating influence of employee perceptions of the fairness of human resource practices associated with the high-performance work systems model. Data were collected from 187 employees in three companies in Ireland. Using cross-level analyses, employee perceptions of distributive, procedural and interactional justice were found to mediate the relationship between high-performance work systems and job satisfaction, affective commitment and work pressure. The findings also point to a \u27management by stress\u27 HPWS relationship, suggesting diminished employee well-being, less satisfaction and lower commitment. The research adds to our understanding of the mechanisms through which human resource practices influence employee outcomes and contributes to debates that move beyond the polemic high versus low employee well-being debates of HRM. The discussion reviews the theoretical and practical implications of these results.PUBLISHEDpeer-reviewe

People Management and innovation in Ireland

The People Management and Innovation survey reports findings from 165 of the top performing organisations in Ireland. The picture that emerges from the analysis suggests a moderate to low take-up of a full-blown High Performance Work System model; a finding that is similar to other comparable international studies showing the low overall incidence of strategic bundles of HRM (Blasi and Kruse 2006; Kersely et al, 2006). Nonetheless, we find support for the argument that High Performance Work Systems (HPWS) impact positively upon a number of performance outcomes i.e. organisational performance, HR performance, employee effort and innovatio

Holistic Decision-Making Frameworks: Accountability, Transparency, and Communication

Panelists in this traditional session will discuss holistic decision-making frameworks for collection management activities. They will share how to build accountability to their organizational mission and values in these frameworks, as well as transparency in decision-making and strategic thinking to achieve long-term goals. In particular, the panelists will focus on how they are thinking about and embedding principles of diversity, equity, and inclusion in these decision-making frameworks. The panelists represent a variety of institutional perspectives with differing stakeholders, priorities, legacies, and processes in place, as well as a range of collection management functions, which includes prioritizing processing; strategic decision-making related to backlogs, reappraisal, and discovery; ethical and legal responsibilities towards contributors of metadata; and the creation of a DEI interest group to critically examine all areas of collection management

Exploring the HRM-performance relationship: the role of creativity climate and strategy

While an established stream of research evidence has demonstrated that human resource management (HRM) is positively related to organisational performance, explanations of this relationship remain underdeveloped, while performance has been considered in a narrow fashion. Exploring the relevant but often neglected impact of creativity climate, the purpose of this paper is to examine key processes (mediation and moderation) linking high-performance human resource practices with a broad range of organisational performance measures, including employee performance and HR performance. Design/methodology/approach â The paper draws on a People Management Survey of 169 HR managers from top performing firms in the Republic of Ireland. Findings â The findings provide general support for the role of creativity climate as a key mediator in the HRM-performance relationship. The impact of HPWS on performance is judged universal with little evidence of variation by strategic orientation. Practical implications â Sophisticated HRM is found to directly impact a range of organisational performance outcomes. Creativity climate provides an understanding of the mechanisms through which such impact takes effect. Organisations should develop a clear and consistent HR philosophy to realise HR, employee and organisational performance. Originality/value â The paper offers a more intricate understanding of the key factors shaping both the operation and impact of the HRM-performance relationship. Creativity climate offers an important vehicle to better understand how the HRM-performance relationship actually operates. The paper also highlights the potential of examining multiple organisational performance outcomes to offer more nuanced and considered insights

Enhanced immunosurveillance for animal morbilliviruses using vesicular stomatitis virus (VSV) pseudotypes

The measurement of virus-specific neutralising antibodies represents the “gold-standard” for diagnostic serology. For animal morbilliviruses, such as peste des petits ruminants (PPRV) or rinderpest virus (RPV), live virus-based neutralisation tests require high-level biocontainment to prevent the accidental escape of the infectious agents. In this study, we describe the adaptation of a replication-defective vesicular stomatitis virus (VSVΔG) based pseudotyping system for the measurement of neutralising antibodies against animal morbilliviruses. By expressing the haemagglutinin (H) and fusion (F) proteins of PPRV on VSVΔG pseudotypes bearing a luciferase marker gene, neutralising antibody titres could be measured rapidly and with high sensitivity. Serological responses against the four distinct lineages of PPRV could be measured simultaneously and cross-neutralising responses against other morbilliviruses compared. Using this approach, we observed that titres of neutralising antibodies induced by vaccination with live attenuated PPRV were lower than those induced by wild type virus infection and the level of cross-lineage neutralisation varied between vaccinates. By comparing neutralising responses from animals infected with either PPRV or RPV, we found that responses were highest against the homologous virus, indicating that retrospective analyses of serum samples could be used to confirm the nature of the original pathogen to which an animal had been exposed. Accordingly, when screening sera from domestic livestock and wild ruminants in Tanzania, we detected evidence of cross-species infection with PPRV, canine distemper virus (CDV) and a RPV-related bovine morbillivirus, suggesting that exposure to animal morbilliviruses may be more widespread than indicated previously using existing diagnostic techniques