Journal Articles

Permanent URI for this collectionhttps://mro.massey.ac.nz/handle/10179/7915

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    The role of relationships at work and happiness: A moderated moderated mediation study of New Zealand managers
    (MDPI (Basel, Switzerland), 2019-06-22) Haar J; Schmitz A; Di Fabio A; Daellenbach U
    Interpersonal relationships at work are important especially for the well-being of employees. The present study tests Positive Relational Management (PRM) and its influence on employee happiness, and we include two firm-level moderators and an individual-level mediator to better understand the potential complexity of effects. Importantly, we test this in the context of New Zealand, which has been under-represented in employee studies of happiness and is important due to a growing national interest in wellbeing. We test whether positive relationships at work shape greater meaningful work (MFW) and this then influences happiness and mediates the effects of PRM. We also include Human Capital (the quality of people inside the firm) and firm size as moderators and combine these all to test a moderated moderated mediation model in PROCESS. We test this on a sample of 302 New Zealand managers with time-separated data. We confirm the dimensionality and reliability of the PRM scale and find it is positively related to MFW and happiness, while MFW fully mediates the direct effect of PRM. We find interaction effects including a moderated moderated mediation effect, with the indirect effect of PRM differing depending on firm size and the strength of human capital. The implications for understanding the importance of relationships on employee happiness is discussed.
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    Understanding New Zealand firm innovation: exploring human resource factors by firm size and strength
    (Taylor and Francis Group on behalf of the Royal Society of New Zealand, 2024) Haar J; O’Kane C
    Firm innovation is of vital importance to New Zealand’s economy, but we understand little about how different human resource (workforce) factors influence innovation approaches (product/services innovation, process innovation, and innovation speed). We explore three human resource (HR) factors: workforce knowledge, skills, and abilities (KSAs), workforce attraction, and workforce retention, using a sample of New Zealand private sector firms (n = 402). Regression analysis shows all HR factors are significant predictors of all innovation approaches. Further analysis shows workforce KSAs is dominant towards product/service innovation, workforce attraction is dominant towards process innovation, and workforce retention is dominant towards innovation speed. Moderating effects by firm size are found showing small-sized firms out innovate large-sized firms when workforce KSA are high, despite small-sized firms having, on average, weaker HR factors and innovation approaches than large-sized firms. We highlight the organisational implications across small–and large-sized firms.
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    Intellectual capital–bank efficiency nexus: evidence from an emerging market
    (Cogent OA, 2022-10-03) Le TDQ; Ho TNT; Nguyen DT; Ngo T; McMillan D
    This paper investigates the effect of intellectual capital (IC) and its components on the efficiency of Vietnamese commercial banks from 2007 to 2019 using the two-step Data Envelopment Analysis approach. Banks’ efficiency scores are firstly estimated, while the relationship between IC and bank efficiency is examined in the second stage. The results indicate a positive relationship between IC and banks’ pure technical efficiency, allocative efficiency, and total cost efficiency. When observing the effect of IC decompositions, the findings show that only human capital enhances all types of bank efficiency. Furthermore, bank size and liquidity risk are significant drivers of Vietnamese bank efficiency. Therefore, our findings suggest that bank managers should focus on intellectual capital, particularly human capital, to strengthen bank efficiency further.
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    Who Wants to Be an Intrapreneur? Relations between Employees' Entrepreneurial, Professional, and Leadership Career Motivations and Intrapreneurial Motivation in Organizations.
    (2017) Chan K-Y; Ho M-HR; Kennedy JC; Uy MA; Kang BNY; Chernyshenko OS; Yu KYT
    This paper reports an empirical study conducted to examine the relationship between employees' Entrepreneurial, Professional, and Leadership (EPL) career motivations and their intrapreneurial motivation. Using data collected from 425 working adults in the research/innovation and healthcare settings, we develop a self-report measure of employee intrapreneurial motivation. We also adapt an existing self-report measure of E, P, and L career motivations (previously developed and used with university students) for use with working adult organizational employees. Confirmatory factor analysis indicate that E, P, and L motivations and intrapreneurial motivation can be measured independently and reliably, while regression analyses show that the employees' E, P, and L motivations all contribute to explaining variance in their intrapreneurial motivation. Individuals with high E, P, and L motivational profiles are also found to have the highest intrapreneurial motivation scores, while those low on E, P, and L motivations have the least intrapreneurial motivation. Our findings suggest that the potential for intrapreneurship is not unique to only entrepreneurial employees. Instead, one can find intrapreneurs among employees with strong leadership and professional motivations as well. We discuss the findings in the context of generating more research to address the challenges of talent management in the 21st century knowledge economies where there is greater career mobility and boundarylessness in the workforce.