High-Performance Work Practices and Labour Productivity: A Six Wave Longitudinal Study of UK Manufacturing and Service SMEs

This study utilises both evolutionary resource-based view (EBRV) and open systems theory to investigate the long term impact of high-performance work practices (HPWPs) on labour productivity in UK manufacturing and service sector SMEs. We investigate both forward and reverse causality and the moderating role of owner-manager strategic orientation, and whether such relationships are influenced by firm size and age. Utilising a longitudinal data set (a balanced panel) comprising 284 UK SMEs and six waves of data collection over a ten-year time period (2007–2017), we found support for both forward and reverse causality. Prior investments in HPWPs were positively associated with subsequent firm labour productivity and prior labour productivity was positively associated with future investment in HPWPs. The size of the estimated coefficients for these relationships were consistently larger for small firms than for medium sized firms, however there were not significant for firm age. We additionally found that owner-manager strategic orientation towards HR moderated both forward and reverse causality relationships and that this relationship increased over time. The size of the estimated coefficients was larger in small firms compared to medium-sized firms. Overall, our findings support calls to investigate both forward and reverse causality and to better understand potential differences between small and medium sized firms

Strategic talent management: A macro and micro analysis of current issues in hospitality and tourism

PurposeThis article provides an academic viewpoint on contemporary factors associated with talent management (TM) in the hospitality and tourism sector.Design/MethodologyA critical discussion of macro and micro level factors is provided, while highlighting opportunities and challenges for TM policies and practices. The influence of senior managers in developing TM, with emphasis on SME’s, is examined and examples of ‘best practice’ in TM are outlined.FindingsGiven the scale and importance of the sector to economic growth, it is imperative that governments assume a greater leadership role in shaping the training and education agenda. TM practices need to reflect the uniqueness and complexity of the sector and effective implementation of TM requires CEO/Owner-Manager commitment and cascading down of a talent mind-set/culture within organisations. Examples of best practice in TM provide a significant opportunity for the sector to improve both its employer branding and competitiveness. Examples include: aligning TM with strategic business goals; provisions of robust data generated across HR functions; and demonstrating the impact of TM on employees’ enhanced emotional labour through higher levels of engagement and motivation and on organisational outcomes.Practical implicationsThe article argues that organisations need to take each dimension of talent management more seriously than many organisations have done so in the past. Coherent TM practices, in particular, competitive reward and training and development opportunities, will improve employer branding and will directly impact upon the quality of recruitment applications received by organisations.Originality/valueThe article provides important insight and practical recommendations on how the sector can improve its productivity and future sustained competitiveness in the challenging times ahead

Euro Area Money Demand Stability

The European Central Bank (ECB) has price level stability as its primary target, and operates via an interest-rate measure to achieve its target over the short term. The ECB also explicitly incorporates a quantity measure, M3, into their monetary framework to help assess the medium to longer term risks to price level stability. Use of M3 by the ECB implies a stable relationship between money and prices. We analyzed the behavior of monetary aggregates, and concluded that the ECB’s use of M3 may have some merit over the medium to longer-term as an indicator of price pressure from a quantity theory of money perspective. But there appears to be a question as to stability of money demand since it is not clear if there is a constant interest-rate elasticity. So,in practice, it remains unclear if the ECB gives much credence to any of the monetary aggregates. In particular, this applies to M3 since the ECB cannot directly control that measure

Employee Engagement in Discussion: goals, perspectives and recommendations

This paper represents a summary of a debate on employee engagement that was conducted in a Business School setting. in this debate, representatives from key stakeholders group participated in this debate. The debate highlighted several critical concerns. These centered on the contextualization and employee-centered nature as well as the importance of clear goals and ‘framing’ of these activities. The consideration of multiple perspectives in combination with research and practice reports provides those interested in engagement with an overview of the matters that may emerge and need to be addressed prior to and following the implementation of any engagement initiative

How Knowledge Transfer Impact Happens at the Farm Level: Insights from Advisers and Farmers in the Irish Agricultural Sector

Many studies show that interaction with agricultural advisory services impacts productivity and profitability on farms. However, less attention is paid to explaining how this impact is achieved. This paper explores the factors that determine the implementation of newly learned knowledge from advisory engagement to achieve an impact on farm level performance. Focusing on the Irish case, a series of semi-structured interviews from a purposive sample of advisers and farmers from the more profitable dairy sector were undertaken to analyse the key drivers of impact. Results show that a combination of group-based and individual activities based on relevant content focused on key management practices for grassland, breeding, and financial management were key to achieving impact. Furthermore, positive outcomes were dependent on a high degree of trust between the farmer and the organisation, between the farmer and the adviser, and between the farmer and their peers. The findings indicate that while some barriers remain for farmers to apply newly learned knowledge, those that do implement the practices report a positive impact. This has implications for knowledge transfer design which is timely given the focus on these activities in the upcoming Common Agricultural Policy 2023–2027

How Knowledge Transfer Impact Happens at the Farm Level: Insights from Advisers and Farmers in the Irish Agricultural Sector

Many studies show that interaction with agricultural advisory services impacts productivity and profitability on farms. However, less attention is paid to explaining how this impact is achieved. This paper explores the factors that determine the implementation of newly learned knowledge from advisory engagement to achieve an impact on farm level performance. Focusing on the Irish case, a series of semi-structured interviews from a purposive sample of advisers and farmers from the more profitable dairy sector were undertaken to analyse the key drivers of impact. Results show that a combination of group-based and individual activities based on relevant content focused on key management practices for grassland, breeding, and financial management were key to achieving impact. Furthermore, positive outcomes were dependent on a high degree of trust between the farmer and the organisation, between the farmer and the adviser, and between the farmer and their peers. The findings indicate that while some barriers remain for farmers to apply newly learned knowledge, those that do implement the practices report a positive impact. This has implications for knowledge transfer design which is timely given the focus on these activities in the upcoming Common Agricultural Policy 2023–2027

Workplace bullying and employee outcomes: a moderated mediated model

This paper investigates the relationship between workplace bullying and employee outcomes in a healthcare setting. Drawing on HR process theory, we investigate the mediating role of the perceived effectiveness of implementation of anti-bullying practices on employee outcomes and whether targeted line manager training was a moderator of that relationship. Our multi-level analysis (utilising responses from 1,507 employees within forty-seven hospitals with matched HR Director interviews), finds that the relationship between workplace bullying and employee outcomes is partially mediated by employees’ perceived effective implementation of intended anti-bully practices. The mediated relationship is moderated by targeted line manager training in anti-bullying practices. The mediated moderation model illustrates that it is effective implementation of anti-bullying practices enhanced by targeted training that is required to reduce bullying probabilities and their associated negative employee outcomes. The paper contributes to resource based view (RBV) of the firm, HR process and human capital theories. The implications for future research and practice are discussed

Fintech's Influence on Green Credit Provision: Empirical Evidence from China’s Listed Banking Sector

We explore the impact of financial technology (fintech) advancements on green credit provision, investigating publicly traded banks in China from 2007 to 2022. We particularly focus on credit modelling innovation, examining the non-linear dynamics between fintech evolution and green credit distribution. Results reveal a positive U-shaped correlation. Initial stages of fintech are associated with increased green credit risk, negatively affecting the volume of green credit. However, more established fintech infrastructures significantly enhance green credit volumes by improving resource allocation and credit risk assessment. Utilizing a multiple linear regression approach, we highlight the transformative nature of fintech in advancing sustainable banking practices, particularly through innovations in credit modeling that enhance green credit risk management and resource allocation efficiency