Leadership tactics: enabling quality social exchange and organizational citizenship behavior

We examined the relationship between leaders’ positive and negative influence tactics and their subordinates’ organizational citizenship behavior (OCB) directed toward them as well as the quality of the social exchange with them in westernized Middle Eastern organizations. In this study, we used data from 202 supervisor–subordinate dyads in the Sultanate of Oman. Our findings supported the hypothesis that positive leader influence tactics would be positively associated with affirmative social exchange (represented by a combination of leader–member exchange (LMX) and trust) and subordinates’ OCB directed toward supervisors. However, while negative leader influence tactics were related negatively to social exchange, they were unrelated to supervisor-directed OCB. We found that social exchange mediated the relationship between a leader’s positive influence tactics and OCB directed toward them. Finally, we discuss the implications of our findings for future leadership research and leadership development

Use of financial indicators to evaluate the impact of High Involvement Work Practices

[EN] (The High Involvement Work Practices (or High Performance Work Practices) are a set of human resource management practices that act synergistically to improve organizational efficiency, creating work conditions that increase the satisfaction of the employee, encourage them to link with the Organization and to better carry out its tasks (Huselid, 1995). On the basis of this approach, and applying a purely instrumental point of view, many researchers have raised the following question: There is relationship between the implementation of the High Involvement Work Practices and firm performance?. The meta-analysis done by Combs (2006) provides consistent evidence of this relationship, after evaluating the results of 92 researches in this regard. Framed in this approach, the aim of this paper is double: 1. To identify what indicators have been used in the last decade to evaluate the relationship between the High Involvement Work Practices and firm performance. 2. To identify, in the case of the use of financial indicators, which are the most commonly used.[ES] Las Prácticas de Alta Implicación o Rendimiento (en inglés HIWP o HPWP) son un grupo de prácticas de gestión de recursos humanos que actúan sinérgicamente y mejoran la eficiencia organizativa al crear condiciones laborales que incrementan la satisfacción del trabajador, le incentivan a vincularse con la organización y a desempeñar mejor sus tareas (Huselid, 1995) Partiendo de este planteamiento, y aplicando un punto de vista puramente instrumental, muchos investigadores se han planteado la siguiente cuestión: ¿existe relación entre la aplicación de las Prácticas de Alta Implicación y el rendimiento (performance) empresarial?. El metaanálisis realizado por Combs (Combs et al., 2006) aporta pruebas consistentes de esta relación tras evaluar los resultados de 92 investigaciones realizadas al respecto.Enmarcado en este planteamiento, el objetivo de este artículo es doble:1.- Identificar qué indicadores se han utilizado en la última década para evaluar la relación entre las Prácticas de Alto Rendimiento y el rendimiento empresarial; 2.- Identificar, en el caso del uso de indicadores financieros, cuales son los más utilizados. ABSTRACT:(The High Involvement Work Practices (or High Performance Work Practices) are a set of human resource management practices that act synergistically to improve organizational efficiency, creating work conditions that increase the satisfaction of the employee, encourage them to link with the Organization and to better carry out its tasks (Huselid, 1995). On the basis of this approach, and applying a purely instrumental point of view, many researchers have raised the following question: There is relationship between the implementation of the High Involvement Work Practices and firm performance?. The meta-analysis done by Combs (2006) provides consistent evidence of this relationship, after evaluating the results of 92 researches in this regard. Framed in this approach, the aim of this paper is double: 1.- To identify what indicators have been used in the last decade to evaluate the relationship between the High Involvement Work Practices and firm performance; 2.-To identify, in the case of the use of financial indicators, which are the most commonly used.)Juárez Tárraga, A. (2011). Uso de indicadores financieros para evaluar el impacto de las Prácticas de Alta Implicación (Use of financial indicators to evaluate the impact of High Involvement Work Practices). Working Papers on Operations Management. 2(2):32-43. doi:10.4995/wpom.v2i2.847SWORD32432

The state of HRM in the Middle East:Challenges and future research agenda

Based on a robust structured literature analysis, this paper highlights the key developments in the field of human resource management (HRM) in the Middle East. Utilizing the institutional perspective, the analysis contributes to the literature on HRM in the Middle East by focusing on four key themes. First, it highlights the topical need to analyze the context-specific nature of HRM in the region. Second, via the adoption of a systematic review, it highlights state of development in HRM in the research analysis set-up. Third, the analysis also helps to reveal the challenges facing the HRM function in the Middle East. Fourth, it presents an agenda for future research in the form of research directions. While doing the above, it revisits the notions of “universalistic” and “best practice” HRM (convergence) versus “best-fit” or context distinctive (divergence) and also alternate models/diffusion of HRM (crossvergence) in the Middle Eastern context. The analysis, based on the framework of cross-national HRM comparisons, helps to make both theoretical and practical implications

Quality of Relationship with Supervisor and Work Exhaustion among Nurses

Objectives: To study the impact of quality of relationships with supervisors, operationalised as leader-member exchange (LMX), on work exhaustion among nurses working for a hospital in Oman. Methods: Data were collected from 229 nurses using a questionnaire. Results: LMX was found to be a significant negative correlate of work exhaustion directly, as well as beyond the controlled- for correlates of gender, organisation experience, occupation experience, education level, job satisfaction, occupation satisfaction and work interfering with family. Conclusion: A perceived higher quality work relationship with one’s supervisor appears to have a significant impact on reducing perceived work exhaustion among nurses.