The Relationship Between HR Practices and Firm Performance: Examining Causal Order

Significant research attention has been devoted to examining the relationship between HR practices and firm performance, and the research support has assumed HR as the causal variable. Using data from 45 business units (with 62 data points), this study examines how measures of HR practices correlate with past, concurrent, and future operational performance measures. The results indicate that correlations with performance measures at all three times are both high and invariant, and that controlling for past or concurrent performance virtually eliminates the correlation of HR with future performance. Implications are discussed

Understanding the Work of Australian Early Childhood Educators Using Time-Use Diary Methodology

© 2019, © 2019 Childhood Education International. Studies of early childhood educators’ perceptions of work intensity and complexity have shown that ensuring a good balance between workload and the time needed to complete the work is critical for work quality, work satisfaction, and staff retention. This article explores the possibilities of time-use data for making visible the diversity and complex patterns of early childhood work. Pen-and-paper time-use diaries were completed for one full day by 21 educators working in preschool and child care centers, generating a total of 168 hours of data. Diary entries were coded using the Taxonomy of Early Childhood Work to identify the types of activities performed, the time spent in each activity, and changes in work activities across the day. On average, educators worked an 8-hour day, of which 60% was spent in direct contact with children in intentional teaching, routine care and transition, “being with” children during play, and providing emotional support. Other activities included organizing the indoor/outdoor play areas, administration, planning/evaluation, professional learning, and staff breaks. The findings demonstrate the benefits of time-use methodology as a means of objectively identifying and quantifying the diversity, complexity, and intensity of early childhood educators’ work

The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry

South East Asian petroleum retailers are under considerable pressure to improve service quality by reducing turnover. An empirical methodology from this industry determined the extent to which job characteristics, training opportunities, age and salary influenced the level of job satisfaction, an indicator of turnover. Responses are reported on a random sample of 165 site employees (a 68% response rate) of a Singaporean retail petroleum firm. A restricted multivariate regression model of autonomy and training opportunities explained the majority (35.4%) of the variability of job satisfaction. Age did not moderate these relationships, except for employees >21 years of age, who reported enhanced job satisfaction with additional salary. Human Capital theory, Life Cycle theory and Job Enrichment theory are invoked and explored in the context of these findings in the South East Asian retail petroleum industry. In the South East Asian retail petroleum industry, jobs providing employees with the opportunity to undertake a variety of tasks that enhanced the experienced meaningfulness of work are likely to promote job satisfaction, reduce turnover and increase the quality of service