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Article

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III…

Abstract

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

Details

Management Decision, vol. 23 no. 6
Type: Research Article
ISSN: 0025-1747

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Article

Mageswari Kunasegaran, Maimunah Ismail, Roziah Mohd Rasdi, Ismi Arif Ismail and T. Ramayah

This study aims to examine the relationship between talent development environment (TDE) variables of job focus and long-term development with the and workplace adaptation…

Abstract

Purpose

This study aims to examine the relationship between talent development environment (TDE) variables of job focus and long-term development with the and workplace adaptation (WA) of Malaysian professional returnees as mediated by the organisational support.

Design/methodology/approach

A total of 130 respondents who are Malaysian professional returnees participated in this study. The hypotheses formulated for this study were tested using partial least square-structural equation modelling version 3.

Findings

The mediation analysis has revealed a significant relationship between job focus and long-term development on WA via organisational support. Six out of seven hypotheses were accepted. The finding also indicates that the long-term development construct has a strong impact on the WA of Malaysian professional returnees.

Research limitations/implications

This study focused only on professional returnees from selected sectors of the National Key Economic Areas in Malaysia.

Practical implications

Organisational support mediating WA should be capitalised on by human resource development practitioners in public and private sectors to assist professional returnees in their WA through the talent development approach specifically on job focus and long-term development.

Originality/value

The findings from this study extend the knowledge of WA in the context of professional returnees in a developing country, Malaysia. The integration between the selected TDE variables and WA with the mediating function of organisational support adds new insights into the process of WA.

Details

European Journal of Training and Development, vol. 40 no. 6
Type: Research Article
ISSN: 2046-9012

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Article

Barrie O. Pettman and Richard Dobbins

This issue is a selected bibliography covering the subject of leadership.

Abstract

This issue is a selected bibliography covering the subject of leadership.

Details

Equal Opportunities International, vol. 21 no. 4/5/6
Type: Research Article
ISSN: 0261-0159

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Book part

David Coghlan

For 30 years the series, Research in Organizational Change and Development (ROCD) has provided an extensive range of scholarly research and philosophical reflections on…

Abstract

For 30 years the series, Research in Organizational Change and Development (ROCD) has provided an extensive range of scholarly research and philosophical reflections on the field of organization development and change (ODC). On the occasion of the 30th anniversary of the first volume, this chapter poses the question as to how we might learn about the philosophy of ODC research from the 24 published volumes. Taking the author’s explicit pursuit of the question as a process of interiority, it invites readers to engage with the question themselves and thereby enact interiority within ODC itself.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78714-436-1

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Book part

Eric G. Flamholtz, Ozat Baiserkeyev, Dariusz Brzezinski, Antonia Dimitrova, Du Feng, Ivailo Iliev, Fernanda Milman and Pawel Rudnik

This paper argues that currently management accounting is simply too narrow and proposes how to broaden its scope to make it more relevant and useful.

Abstract

Purpose

This paper argues that currently management accounting is simply too narrow and proposes how to broaden its scope to make it more relevant and useful.

Methodology/approach

The approach is to provide a critique of the extent to which management accounting sufficiently deals with three primary areas that classic management accounting has been myopic about at least to some extent: Organizational control, Organizational measurement, and Intellectual assets.

Findings

The paper argues that management accounting has not taken a “deep dive” into these areas and has placed itself at risk of being marginalized. It presents potential frameworks and tools of organizational control, organizational measurement, and intellectual assets as “add-ons” to management accounting to increase its relevance and utility.

Research implications

The paper shows how management accounting must be broadened to include all organizational measurement and accountability for planning and control.

Practical implications

The paper describes several global applications of the proposed revised frameworks, methodologies, and tools presented as potential add-ons to management accounting. These applications demonstrate the feasibility, utility, and generalizability of the broader management accounting “tool box” presented.

Originality/value

The paper proposes a revised paradigm for management accounting. This paradigm is original and its value is in serving as a catalyst for academics as well as practitioners to rethink and broaden the current paradigm of management accounting in order to be more relevant and useful. It provides a potential new set of tools for management accounting.

Details

Advances in Management Accounting
Type: Book
ISBN: 978-1-78560-972-5

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Article

Yunsoo Lee and Jae Young Lee

The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement.

Abstract

Purpose

The purpose of this study is to investigate individual and organizational factors that influence the relationship between career development and job performance improvement.

Design/methodology/approach

This study adopts multilevel analysis, using the 2013 Human Capital Corporate Panel data set compiled by the Korea Research Institute for Vocational Education and Training.

Findings

Taking into consideration 572 employees over 61 companies, our findings reveal that job satisfaction and organizational commitment are significant individual factors that affect job performance through career development. Moreover, mentoring/coaching is found to be an organizational factor that influences job performance improvement through career development, while job rotation interferes with job performance through career development.

Research limitations/implications

The framework of the present study is consistent with the framework for organizational career development created by McDonald and Hite (2016), which emphasizes considering both organizational and individual factors together.

Practical implications

The results of this study provide empirical evidence and practical implications for leaders, line managers and human resource managers who are responsible for employees’ career development when they plan career development interventions.

Originality/value

This study offers a conceptual framework for career development, paying special attention to multi-level development.

Details

European Journal of Training and Development, vol. 42 no. 5/6
Type: Research Article
ISSN: 2046-9012

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Article

Seleshi Sisaye

The ecological framework focuses on ecosystems, natural resources, agricultural practices, geographical locations, conservation and environmental management. Recently…

Abstract

Purpose

The ecological framework focuses on ecosystems, natural resources, agricultural practices, geographical locations, conservation and environmental management. Recently, ecology has provided the underlying framework for sustainability development and reporting. This paper aims to relate the ecological approach to the environmental and conservation objectives embedded in sustainability development and reporting.

Design/methodology/approach

The paper argues that sustainability reporting is an organizational development and management program that has to be studied within the context of ecological ethics. It examines the evolution of sustainability reporting in relation to triple bottom line (TBL) accounting systems prepared to report the economic, social and environmental objectives of organizations.

Findings

The paper shows that sustainability is a question that transcends several disciplines, including accounting and sociology. While sustainability has been within the domain of sociology (human ecology) and ecological anthropology, recently the subject has attracted researchers from other disciplines, notably from accounting and business management. This paper notes that sustainability development will continue to be of importance to financial accounting reports. TBL reporting has become a competitive advantage for many business organizations for sustained profitability and growth.

Research limitations/implications

The paper examines how governmental and corporations' natural resources conservation efforts have shaped the disclosure of environmental and social information in sustainability accounting reports. It applies theories of functionalism, institutional legitimacy, adaptation, incremental and transformational growth strategies from the organizational ecology and sociology literature to study the evolution of sustainability development and reporting.

Practical implications

Accounting has benefited from sociological theory and methods of research. It highlights the importance of ecological issues in shaping the preparation of sustainability reporting in accounting systems, a subject of interest to practitioners and accounting researchers.

Originality/value

The paper is one of the few attempts to relate ecology and sustainability to accounting reports. It integrates the sociological and organizational development literature related to ecology to advance behavioral accounting research in sustainability reporting beyond current social and environmental issues.

Details

Leadership & Organization Development Journal, vol. 32 no. 4
Type: Research Article
ISSN: 0143-7739

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Article

Diane Preston

Management development structures such as training courses andappraisal interviews communicate the values and expectations of seniormanagement to participants and thereby…

Abstract

Management development structures such as training courses and appraisal interviews communicate the values and expectations of senior management to participants and thereby socialize them into an organization and its culture. Symbolism, one of many approaches used to try and understand the concept of organizational culture, is useful in this instance. Management development structures can be seen as symbols of culture in which the rites and rituals of the management role are enacted through their design, content and process. The question is raised as to whether the provision of cultural symbols can provide clear and persuasive pictures as, apparently, they are assumed to do. Explores how a group of managers within one company appeared to use management development in forming their individual impressions of the organization and its culture. The findings suggest that the communication link between management development and organizational culture is not perhaps as direct as is apparently assumed.

Details

Personnel Review, vol. 22 no. 1
Type: Research Article
ISSN: 0048-3486

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Article

Pawan Budhwar, Andy Crane, Annette Davies, Rick Delbridge, Tim Edwards, Mahmoud Ezzamel, Lloyd Harris, Emmanuel Ogbonna and Robyn Thomas

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their…

Abstract

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

Details

Management Research News, vol. 25 no. 8/9/10
Type: Research Article
ISSN: 0140-9174

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Article

Hasaranga Dilshan Jayathilake, Dazmin Daud, Hooi Cheng Eaw and Nursyamilah Annuar

The purpose of this article is to demonstrate a conceptual framework on employee development, organizational performances and retention of Generation-Z employees in the…

Abstract

Purpose

The purpose of this article is to demonstrate a conceptual framework on employee development, organizational performances and retention of Generation-Z employees in the new normal environment beyond the COVID-19 pandemic.

Design/methodology/approach

With referring to the present literature and utilizing social-exchange and human needs approach, from this study, the authors illustrate a conceptual framework with democratize learning, reverse mentoring and intrepreneurship as key modifications for employee development perspective to retain Generation-Z employees and enhance organizational performance to secure the competitiveness.

Findings

Democratize learning, reverse mentoring and intrapreneurship have a significant potential impact on enhancing Generation-Z employees' development which may effect on attaining better organizational performance and employee retention. In addition, organizational performance may have a moderating effect on employee intention to stay longer.

Research limitations/implications

The proposed conceptual framework would be empirically validated in future research.

Practical implications

Based on the framework, the authors suggest approaches for Generation-Z specific retention strategies on upgrading the employee development subcategory under human resource function in terms of minimizing the disadvantages that are associated with the work from home concept in a post-COVID-19 pandemic era.

Originality/value

One of the very first studies to propose a holistic framework on employee development that subsequently impact on retaining Generation-Z employees in a pandemic situation. This article enriches the human resource management literature by explaining the novel moderating relationship that articulated from organizational performance to employee retention and focussing on Generation-Z employees (younger generation employees).

Details

Benchmarking: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-5771

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