Unlocking the Power of HR Practices, Work Self-Efficacy, Organizational Self-Esteem, Interpersonal Harmony and Goal Congruence to Mitigate Pandemic Threat

doi:10.21272/mmi.2023.3-06

Unlocking the Power of HR Practices, Work Self-Efficacy, Organizational Self-Esteem, Interpersonal Harmony and Goal Congruence to Mitigate Pandemic Threat

Mohamed Jaouadi¹

University of Jeddah, Saudi Arabia

DOI: https://doi.org/10.21272/mmi.2023.3-06

Pages: 56-71

Received: 04 Jule 2023

Revised: 25 August 2023

Accepted: 01 September 2023

Abstract

This study aims to investigate factors which mitigate pandemic threat among employee during pandemic crisis. The research framework has outlined factors such as human resource practices, work self-efficacy and organizational self-esteem, interpersonal harmony and goal congruence to investigate pandemic threat. In addition to that the moderating effect of employee well-being is tested between the relationship of pandemic threat and employee engagement at workplace during crisis like COVID-19 pandemic. The research model of this study is based on empirical investigation. Data were collected from employees working in Saudi logistics organizations and had confronted pandemic crisis. For data collection purposive sampling approach is adopted. Overall, 223 respondents have participated in research survey. Findings of this study indicate collectively HR practices, work related self-efficacy, organizational self-esteem, interpersonal harmony, and goal congruence have explained substantial variance R² 49% in mitigating pandemic threat among employees. Therefore, prediction power analysis has revealed sizable predictive power Q² 31% to predict mitigating pandemic threat among employees. Concerning with f² analysis it is found that interpersonal harmony has substantial effect size to mitigate pandemic threat among employees. Theoretically, this research has established crisis induced integrated model that enriches human resource literature. Practically, this research has suggested that HR practices could play an important role in mitigating pandemic threat. Similarly, this study has established that work self-efficacy motivate employees to continue work during crisis and hence need managerial attention. Moving further, organizational self-esteem brings confidence among employees to deal with unpredictable situation. Therefore, policy makers should pay attention in developing crisis induced HR practices, enhance employee self-efficacy, organizational self-esteem, interpersonal harmony and goal congruence which in turn reduce threat among employees during pandemic crisis. This research is valuable as it gives universal view to policy makers in designing and developing crisis induced polices which are not only limited to pandemic crisis but will also help during natural disasters like flood, earth quick and tsunami.

Keyword: work related self-efficacy; organizational self-esteem; interpersonal harmony; goal congruence; work engagement; employee well-being; perceived pandemic threat.

How to Cite: Jaouadi, M. (2023). Unlocking the Power of HR Practices, Work Self-Efficacy, Organizational Self-Esteem, Interpersonal Harmony and Goal Congruence to Mitigate Pandemic Threat. Marketing and Management of Innovations, 3, 56–71. https://doi.org/10.21272/mmi.2023.3-06

Abstract Views

PDF Downloads

This work is licensed under a Creative Commons Attribution 4.0 International License

References

Abdalatif, O. A., & Yamin, M. A. (2022). Enhancing Value Co-Creation Through the Lens of DART Model, Innovation, and Digital Technology: An Integrative Supply Chain Resilient Model. Marketing and Management of Innovations, 13(4), 30-44. [Google Scholar] [CrossRef]

Ahmed, R. R., Akbar, W., Aijaz, M., Channar, Z. A., Ahmed, F., & Parmar, V. (2023). The role of green innovation on environmental and organizational performance: Moderation of human resource practices and management commitment. Heliyon, 9(1). [Google Scholar] [CrossRef]

Ahorsu, D. K., Lin, C. Y., Imani, V., Saffari, M., Griffiths, M. D., & Pakpour, A. H. (2020). The fear of COVID-19 scale: development and initial validation. International journal of mental health and addiction, 20(3), 1-9. [Google Scholar] [CrossRef]

Alyoubi, B. A., & Yamin, M. A. (2021). Extending the role of diffusion of innovation theory (DOI) in achieving the strategic goal of the firm with the moderating effect of cost leadership. International Journal of System Dynamics Applications (IJSDA), 10(4), 1-22. [Google Scholar] [CrossRef]

Andrulli, R., & Gerards, R. (2023). How new ways of working during COVID-19 affect employee well-being via technostress, need for recovery, and work engagement. Computers in Human Behavior, 139, 107560. [Google Scholar] [CrossRef]

Arefin, M. S., Faroque, O., Zhang, J., & Long, L. (2022). High-performance work systems and organizational citizenship behavior: the role of goal congruence and servant leadership. International Journal of Emerging Markets. [Google Scholar][CrossRef]

Bowling, N. A., Eschleman, K. J., Wang, Q., Kirkendall, C., & Alarcon, G. (2010). A meta-analysis of the predictors and consequences of organization-based self-esteem. Journal of Occupational and Organizational Psychology, 83(3), 601-626.[Google Scholar] [CrossRef]

Chanana, N., & Sangeeta. (2021). Employee engagement practices during COVID‐19 lockdown. Journal of public affairs, 21(4), e2508. [Google Scholar] [CrossRef]

Chen, H., & Eyoun, K. (2021). Do mindfulness and perceived organizational support work? Fear of COVID-19 on restaurant frontline employees’ job insecurity and emotional exhaustion. International journal of hospitality management, 94, 102850.[Google Scholar] [CrossRef]

Cook, R., & Gilin, D. (2023). Concurrent experiences of work engagement and workaholism: A factor-level profile analysis. Personality and Individual Differences, 202, 112000. [Google Scholar] [CrossRef]

De Clercq, D., & Pereira, R. (2023). How human resource managers can prevent perceived pandemic threats from escalating into diminished change-oriented voluntarism. Personnel Review, 52(6), 1654-1676. [Google Scholar] [CrossRef]

El-Kassar, A. N., Dagher, G. K., Lythreatis, S., & Azakir, M. (2022). Antecedents and consequences of knowledge hiding: The roles of HR practices, organizational support for creativity, creativity, innovative work behavior, and task performance. Journal of Business Research, 140, 1-10. [Google Scholar] [CrossRef]

Fornell, C. (1992). A national customer satisfaction barometer: The Swedish experience. Journal of marketing, 56(1), 6-21.[Google Scholar] [CrossRef]

Fornell, C., & Larcker, D. F. (1981). Structural Equation Models With Unobservable Variables and Measurement Error: Algebra and Statistics. Journal of marketing Research, 18(3), 382. [Google Scholar] [CrossRef]

Gold, A. H., Malhotra, A., & Segars, A. H. (2001). Knowledge management: An organizational capabilities perspective. Journal of management information systems, 18(1), 185-214. [Google Scholar] [CrossRef]

Hamouche, S., Kammogne, C. L., & Merkouche, W. (2023). Workforce’s crisis-induced career shock, career preferences, job insecurity, layoff and perceived employability: examining variations based on gender, education level and ethnic origin. Higher Education, Skills and Work-Based Learning, 13(2), 264-282. [Google Scholar] [CrossRef]

He, J., Mao, Y., Morrison, A. M., & Coca-Stefaniak, J. A. (2021). On being warm and friendly: the effect of socially responsible human resource management on employee fears of the threats of COVID-19. International Journal of Contemporary Hospitality Management, 33(1), 346-366. [Google Scholar] [CrossRef]

Hoang, T. G., Van Nguyen, A. T., Ngo, V. M., & Nguyen, H. H. (2023). Current obstacles, contemporary practices, and potential solutions for recovery in Vietnam tourism after the COVID-19 pandemic: Tour operators’ perspectives. Tourism and Hospitality Research, 14673584231151897. [Google Scholar] [CrossRef]

Joie-La Marle, C., Parmentier, F., Vinchon, F., Storme, M., Borteyrou, X., & Lubart, T. (2021). Evolution and impact of self-efficacy during French COVID-19 confinement: A longitudinal study. The Journal of General Psychology, 148(3), 360-381.[Google Scholar] [CrossRef]

Karani, A., Deshpande, R., Mall, S., & Jayswal, M. (2022). Testing the link between psychological contract, innovative behavior and multidimensional well-being during the COVID-19 pandemic. International Journal of Sociology and Social Policy, 42(5/6), 509-525. [Google Scholar] [CrossRef]

Karatepe, O. M., Ozturk, A., & Kim, T. T. (2019). The effects of nonwork and personal resources on frontline bank employees’ work engagement and critical job outcomes. International Journal of Bank Marketing, 37(3), 858-879. [Google Scholar][CrossRef]

Kim, M., & Beehr, T. A. (2018). Organization-based self-esteem and meaningful work mediate effects of empowering leadership on employee behaviors and well-being. Journal of Leadership & Organizational Studies, 25(4), 385-398. [Google Scholar] [CrossRef]

Kloutsiniotis, P. V., Mihail, D. M., Mylonas, N., & Pateli, A. (2022). Transformational Leadership, HRM practices and burnout during the COVID-19 pandemic: The role of personal stress, anxiety, and workplace loneliness. International Journal of Hospitality Management, 102, 103177. [Google Scholar] [CrossRef]

Li, J. Y., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication. Public relations review, 47(1), 101984. [Google Scholar] [CrossRef]

Lin, C. P., & Liu, M. L. (2017). Examining the effects of corporate social responsibility and ethical leadership on turnover intention. Personnel Review, 46(3), 526-550. [Google Scholar] [CrossRef]

Lin, N., Jang, J., & Roberts, K. R. (2018). Are employees with higher organization-based self-esteem less likely to quit? A moderated mediation model. International Journal of Hospitality Management, 73, 116-124. [Google Scholar] [CrossRef]

Liu, D., Chen, Y., & Li, N. (2021). Tackling the negative impact of COVID-19 on work engagement and taking charge: A multi-study investigation of frontline health workers. Journal of Applied Psychology, 106(2), 185. [Google Scholar] [CrossRef]

Lodorfos, G., Kostopoulos, I., Konstantopoulou, A., & Shubita, M. (2023). Guest editorial: Sustainable business resilience and development in the pandemic economy: insights from organizational and consumer research. International Journal of Organizational Analysis, 31(1), 1-6. [Google Scholar] [CrossRef]

Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572. [Google Scholar] [CrossRef]

Mani, S., & Mishra, M. (2020). Non-monetary levers to enhance employee engagement in organizations–“GREAT” model of motivation during the Covid-19 crisis. Strategic HR Review, 19(4), 171-175. [Google Scholar] [CrossRef]

Mantello, P., & Ho, M. T. (2023). Emotional AI and the future of wellbeing in the post-pandemic workplace. AI & society, 1-7.[Google Scholar] [CrossRef]

Milliman, J., Czaplewski, A. J., & Ferguson, J. (2003). Workplace spirituality and employee work attitudes: An exploratory empirical assessment. Journal of organizational change management, 16(4), 426-447. [Google Scholar] [CrossRef]

Ngo, T., Le, D., & Doan, T. (2023). “Are your employees mentally prepared for the pandemic?” Wellbeing-oriented human resource management practices in a developing country. International Journal of Hospitality Management, 109, 103415. [Google Scholar] [CrossRef]

Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of applied psychology, 88(5), 879. [Google Scholar][CrossRef]

Pooja, A. A., De Clercq, D., & Belausteguigoitia, I. (2016). Job stressors and organizational citizenship behavior: The roles of organizational commitment and social interaction. Human Resource Development Quarterly, 27(3), 373-405. [Google Scholar][CrossRef]

Rahi, S. (2017a). Research design and methods: A systematic review of research paradigms, sampling issues and instruments development. International Journal of Economics & Management Sciences, 6(2), 1-5. [Google Scholar] [CrossRef]

Rahi, S. (2017b). Structural Equation Modeling Using SmartPLS. CreateSpace Independent Publishing Platform. [Google Scholar]

Rahi, S. (2018). Research Design and Methods. CreateSpace Independent Publishing Platform. [Google Scholar]

Rahi, S. (2022a). Assessing individual behavior towards adoption of telemedicine application during COVID-19 pandemic: evidence from emerging market. Library Hi Tech, 40(2), 394-420. [Google Scholar] [CrossRef]

Rahi, S. (2022b). Investigating the role of employee psychological well-being and psychological empowerment with relation to work engagement and sustainable employability. International Journal of Ethics and Systems, 38(2), 266-285. [Google Scholar][CrossRef]

Rahi, S. (2023). What drives citizens to get the COVID-19 vaccine? The integration of protection motivation theory and theory of planned behavior. Journal of Social Marketing, 13(2), 277-294. [Google Scholar] [CrossRef]

Rahi, S., & Abd. Ghani, M. (2019). Does gamified elements influence on user’s intention to adopt and intention to recommend internet banking?. The International Journal of Information and Learning Technology, 36(1), 2-20. [Google Scholar] [CrossRef]

Rahi, S., Alghizzawi, M., & Ngah, A. H. (2022). Factors influence user’s intention to continue use of e-banking during COVID-19 pandemic: the nexus between self-determination and expectation confirmation model. EuroMed Journal of Business. [Google Scholar] [CrossRef]

Rahi, S., Alnaser, F. M., & Abd Ghani, M. (2019). Designing survey research: recommendation for questionnaire development, calculating sample size and selecting research paradigms. Economic and Social Development: Book of Proceedings, 1157-1169.[Google Scholar]

Rahi, S., Ghani, M., & Ngah, A. (2018). A structural equation model for evaluating user’s intention to adopt internet banking and intention to recommend technology. Accounting, 4(4), 139-152. [Google Scholar] [CrossRef]

Rahi, S., Khan, M. M., & Alghizzawi, M. (2021a). Factors influencing the adoption of telemedicine health services during COVID-19 pandemic crisis: an integrative research model. Enterprise Information Systems, 15(6), 769-793. [Google Scholar][CrossRef]

Rahi, S., Othman Mansour, M. M., Alharafsheh, M., & Alghizzawi, M. (2021b). The post-adoption behavior of internet banking users through the eyes of self-determination theory and expectation confirmation model. Journal of Enterprise Information Management, 34(6), 1874-1892. [Google Scholar] [CrossRef]

Rurkkhum, S. (2023). A bundle of human resource practices and employee resilience: the role of employee well-being. Asia-Pacific Journal of Business Administration, ahead-of-print(ahead-of-print). [Google Scholar] [CrossRef]

Sasaki, N., Kuroda, R., Tsuno, K., & Kawakami, N. (2020). Fear, worry and workplace harassment related to the COVID-19 epidemic among employees in Japan: prevalence and impact on mental and physical health. Available at SSRN 3569887. [Google Scholar] [CrossRef]

Sun, L. Y., & Pan, W. (2008). HR practices perceptions, emotional exhaustion, and work outcomes: A conservation‐of‐resources theory in the Chinese context. Human resource development quarterly, 19(1), 55-74. [Google Scholar] [CrossRef]

Sun, Y., Song, H., Liu, H., Mao, F., Sun, X., & Cao, F. (2021). Occupational stress, mental health, and self-efficacy among community mental health workers: A cross-sectional study during COVID-19 pandemic. International journal of social psychiatry, 67(6), 737-746. [Google Scholar] [CrossRef]

Toth, I., Heinänen, S., & Nisula, A. M. (2020). Personal resources and knowledge workers’ job engagement. International Journal of Organizational Analysis, 28(3), 595-610. [Google Scholar] [CrossRef]

Wang, X., Guchait, P., & Paşamehmetoğlu, A. (2020). Why should errors be tolerated? Perceived organizational support, organization-based self-esteem and psychological well-being. International Journal of Contemporary Hospitality Management, 32(5), 1987-2006. [Google Scholar] [CrossRef]

Wongsansukcharoen, J., & Thaweepaiboonwong, J. (2023). Effect of innovations in human resource practices, innovation capabilities, and competitive advantage on small and medium enterprises’ performance in Thailand. European Research on Management and Business Economics, 29(1), 100210. [Google Scholar] [CrossRef]

Wu, W. L., & Lee, Y. C. (2016). Do employees share knowledge when encountering abusive supervision?. Journal of Managerial Psychology, 31(1), 154-168. [Google Scholar] [CrossRef]

Yamin, M. (2020). Examining the role of transformational leadership and entrepreneurial orientation on employee retention with moderating role of competitive advantage. Management Science Letters, 10(2), 313-326. [Google Scholar] [CrossRef]

Yamin, M. A. (2021). Investigating the drivers of supply chain resilience in the wake of the COVID-19 pandemic: empirical evidence from an emerging economy. Sustainability, 13(21), 11939. [Google Scholar] [CrossRef]

Yamin, M. A. (2022). Paternalistic leadership and job Embeddedness with relation to innovative work behaviors and employee job performance: The moderating effect of environmental dynamism. Frontiers in Psychology, 13, 759088. [Google Scholar][CrossRef]

Yamin, M. A. Y., & Alyoubi, B. A. (2020). Adoption of telemedicine applications among Saudi citizens during COVID-19 pandemic: An alternative health delivery system. Journal of infection and public health, 13(12), 1845-1855. [Google Scholar][CrossRef]

Yamin, M. A. Y., & Sweiss, M. I. K. (2020). Investigating Employee creative performance with integration of DeLone and McLean Information system success model and Technology acceptance model: The moderating role of Creative self-efficacy. International Journal of Business Excellence, 22(3), 396-417. [Google Scholar] [CrossRef]

Yoo, J. (2016). Perceived customer participation and work engagement: the path through emotional labor. International Journal of Bank Marketing, 34(7), 1009-1024. [Google Scholar] [CrossRef]

Yuan, Z., Ye, Z., & Zhong, M. (2021). Plug back into work, safely: Job reattachment, leader safety commitment, and job engagement in the COVID-19 pandemic. Journal of Applied Psychology, 106(1), 62. [Google Scholar] [CrossRef]

View articles in other formats