Lehrstuhl für Betriebswirtschaftslehre, insbesondere Personalmanagement und Organisational Behaviour
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- Auslandstätigkeit ; Arbeitsmobilität ; Eigeninitiative (1)
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- Lehrstuhl für Betriebswirtschaftslehre, insbesondere Personalmanagement und Organisational Behaviour (216)
- Fakultät Sozial- und Wirtschaftswissenschaften: Abschlussarbeiten (13)
- Lehrstuhl für Betriebswirtschaftslehre, insbesondere Unternehmensführung und Controlling (2)
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- Lehrstuhl für Betriebswirtschaftslehre, insbesondere Finanzwirtschaft (1)
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- Lehrstuhl für Betriebswirtschaftslehre, insbesondere Vertrieb und Marketing (1)
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Purpose
The purpose of this paper is to focus on the specific relationship between temporary agency workers (TAWs) and their employing temporary work agencies in Germany that is characterized – in contrast to other European countries – by agencies’ central role in employment and the prevalence of permanent contracts. The study addresses a research gap in understanding the mediating role of perceived organizational support (POS) provided by temporary work agencies in the relationship between employment-specific antecedents and TAWs’ subjective well-being (SWB).
Design/methodology/approach
Based on a sample of 350 TAWs in Germany, the mediating role of POS provided by agencies is analyzed using structural equation modeling.
Findings
The authors show that procedural justice, performance feedback and social network availability positively relate to POS while perceived job insecurity shows the expected negative influence and distributive justice has no impact on POS. POS, in turn, positively relates to SWB. The partially mediating effect of POS between employment-specific antecedents and SWB is also confirmed.
Research limitations/implications
The study is based on cross-sectional data and self-reported measures; this may limit causal inferences.
Practical implications
The results highlight the importance of agencies creating POS and reducing perceived job insecurity for improving TAWs’ SWB.
Originality/value
The study contributes to previous POS research by focusing on the agencies’ role and by showing the mediating effect of POS on TAWs’ SWB in Germany.
Self-initiated expatriates
(2017)
The literature on global mindset indicates a growing array of different approaches to its definition and conceptualization. The components making up global mindset are often unclear and vary significantly between studies. Concomitantly, global mindset shows major overlap with the cultural intelligence construct. This leads to an unfortunate lack of comparability of research results and to potential confusion for readers. In this article, the authors systematically review and synthesize the existing definitions and conceptualizations of global mindset and cultural intelligence. These definitions and conceptualizations are grouped according to four dimensions of cross-cultural competencies: personal attributes, cognitive knowledge and skills, motivation, and resources for adapting behavior. Based on this analysis, we provide definitions and a demarcation of the constructs global mindset and cultural intelligence using the three levels of business management (normative, strategic, and operative). Whereas cultural intelligence is a sufficient cross-cultural competency for employees working in operative management, a global mindset becomes highly relevant at the strategic and normative management levels. We derive implications for management practice as well as for future research.