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1 – 10 of 27Nguyen T. Pham-Thai, Adela J. McMurray, Nuttawuth Muenjohn and Michael Muchiri
Employees’ job engagement is a key driver for organizational success and competitive advantage. Based on Kahn’s engagement theory and social exchange theory, the purpose of this…
Abstract
Purpose
Employees’ job engagement is a key driver for organizational success and competitive advantage. Based on Kahn’s engagement theory and social exchange theory, the purpose of this paper is to examine the relationships between job engagement, transformational leadership, high-performance human resource (HR) practices, climate for innovation, and contextual performance.
Design/methodology/approach
A questionnaire survey, conducted at two different points in time, was employed to collect data from 394 pairs of Vietnamese university academics and their leaders. Data were analyzed by structural equation modeling (SEM) and multilevel SEM using the Statistical Package for Social Science Version 24 and Mplus Version 7.4.
Findings
The findings indicated that transformational leadership and high-performance HR practices were key drivers of employees’ job engagement. A climate for innovation contributed effectively to mediate the effect of transformational leadership on employees’ job engagement. Further, employees’ job engagement was positively and significantly related to contextual performance.
Research limitations/implications
The short time lag between the two data collection phases might limit the ability to reach definite causal conclusions. Future research using a longitudinal design is needed to provide stronger validation for the underlying model.
Originality/value
This study is a rare attempt that investigates the process from which employees’ job engagement is generated and contributes to improve contextual performance in the higher education sector.
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Chamindika Weerakoon and Adela J. McMurray
Drawing on capability theory, this study aims to examine the interplay of learning orientation, market orientation and stakeholder engagement in fostering social enterprise…
Abstract
Purpose
Drawing on capability theory, this study aims to examine the interplay of learning orientation, market orientation and stakeholder engagement in fostering social enterprise innovativeness.
Design/methodology/approach
A survey of 1,044 Australian social enterprise executives and managers tested hypotheses in a mediated moderation model using structural equation modelling.
Findings
Nested model comparisons revealed key insights: market orientation partially mediates the relationship between learning commitment, open-mindedness and innovativeness. High stakeholder engagement hinders learning commitment’s effect on innovativeness while enhancing open-mindedness’ impact. Shared vision negatively affects innovativeness. Control variables highlight gender-based perceptions, with female executives viewing market orientation and innovativeness less favourably than male counterparts. This study underscores the importance of heightened market orientations in hostile business environments.
Research limitations/implications
Findings prompt further investigation into stakeholder engagement’s negative impact on learning commitment and shared vision’s effect on innovativeness. It is crucial to recognise gender perspectives in strategy and align internal practices with external conditions.
Originality/value
This study clarifies the interplay between learning orientation, market orientation and stakeholder engagement in fostering innovativeness amid contradictory findings. It advances social enterprise research by introducing a capability-based approach to cultivate innovativeness, challenging dominant customer-focused strategies to enhance organisational performance.
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Umar Haiyat Abdul Kohar, Adela J. McMurray and Konrad Peszynski
The purpose of this paper is to identify the historical influences and chronological development of foreign investors on Malaysian Bumiputera (indigenous) new technology-based…
Abstract
Purpose
The purpose of this paper is to identify the historical influences and chronological development of foreign investors on Malaysian Bumiputera (indigenous) new technology-based small firms (NTBSFs).
Design/methodology/approach
Weick’s (1989) conceptual theory building approach is used to conduct a critical historical documentary analysis of the international, local, academic and government inward foreign investments literature from prior Malaysia’s independence (1957) through to 2016.
Findings
Increased foreign investment between 1957 and 2016 proved to be effective for Malaysia to transform its economy from a reliance on primary production to a focus on innovation and value-added industries such as the biotechnology and the information and communication and technology sectors.
Research limitations/implications
Local and international literature addressing inward foreign investments towards host countries yielded four key research implications: employment effects, strategic alliances, technology transfer and knowledge transfer. Creation of firm-specific resources in addition to government assistance, particularly through grants and advisory services, significantly contribute to the sustainability of Bumiputera NTBSFs.
Practical implications
Inward foreign investment through subsidiary multi-national companies (MNCs) leads to the formation of strategic alliances between MNCs and Bumiputera NTBSFs, generating employment opportunities, contributing to Malaysia’s development aims.
Social implications
Charting the chronological development and historical influence of foreign investment from a Malay-Bumiputera perspective provides an in-depth understanding of the evolution of what is now a multi-cultural Malaysian society.
Originality/value
This study provides a chronological development and discussion of the historical influences and implications of foreign investment towards the evolution and sustainability of Malaysian Bumiputera NTBSFs.
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Chamindika Weerakoon, Byron Gales and Adela J. McMurray
Mainstream entrepreneurship research tends to adopt either the causation or effectuation perspective in their studies. Yet, the social enterprise literature has largely focussed…
Abstract
Purpose
Mainstream entrepreneurship research tends to adopt either the causation or effectuation perspective in their studies. Yet, the social enterprise literature has largely focussed on the bricolage perspective to explain social entrepreneurial action. The authors argue that when investigating legitimacy driven opportunity pursuit of an enterprise’s pre-emergence stage, all three perspectives of causation, effectuation and bricolage are required. The purpose of this paper was to address the research question how does effectuation determine entrepreneurial action in the pre-emergence of a social enterprise?
Design/methodology/approach
An in-depth single case study approach was used based on the data provided by the founding entrepreneur of Good-Faith Learning social enterprise in Australia.
Findings
The results demonstrated the complementary evolution of the three perspectives. In the following sequence, the effectuation, causation and bricolage actions were identified during the pre-emergence stage of the Good-Faith Learning social enterprise. Specifically, the input–process–output perspective of the study confirmed that the initial stage reflects on the effectual means linked to the causation-based strong articulation of the social vision and mission. The process stage dominates the bricolage approach to resourcing leading to effectual outcomes subsequently. Further, the specific actions of the pre-emergence stage are comprised legitimacy driven symbolic management approaches conveying the entrepreneur’s credibility and commitment, professional organising through website, gut-instinct based team selection, and organisational achievement.
Research limitations/implications
The future research may conduct multiple case study analysis with multiple respondents to observe the consistency or deviations of the patterns identified in this study.
Originality/value
This single case study demonstrates the complementary existence of causation, effectuation and bricolage elements in entrepreneurial actions in a single social enterprise context and advances the social entrepreneurship literature.
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Adela J. McMurray, Mazharul Islam, James C. Sarros and Andrew Pirola‐Merlo
The purpose of this exploratory study is to examine the impact of leadership on workgroup climate and performance in a religious/church‐based non‐profit organization.
Abstract
Purpose
The purpose of this exploratory study is to examine the impact of leadership on workgroup climate and performance in a religious/church‐based non‐profit organization.
Design/methodology/approach
The impact of leadership is investigated using a questionnaire comprised of established scales such as the transformational leadership scales (TLS), team climate inventory questionnaire (TCI), team effectiveness, workgroup cohesion, and interdependence scales. This is a context based study that considers the unique culture comprised of social, political, economic, technologic, personnel, and personal concerns. Descriptive, correlation, hierarchical regression, and SPSS macro developed by Preacher and Hayes were used as statistical techniques to assess the indirect effects (Sobel Tests) of variables.
Findings
Transformational leadership was identified as a key variable for the functioning of workgroup performance whilst transactional leadership was identified as a key influencing factor of workgroup climate. In addition, the study found a significant and positive large effect of workgroup climate on workgroup performance whilst both transformational and transactional leadership did not influence workgroup performance through workgroup climate. This finding provides areas in need of further research.
Research limitations/implications
There is likely to be posing risks of method variance or response biases as all data were drawn from employee surveys. There is also likely to be selection bias as the authors could not directly compare respondents with non‐respondents. The fact that there may be operational differences in other as well as smaller organizations, based on the limited size and the ability to allocate job functions, could limit the generalization of this result to other organizations.
Originality/value
This study makes a significant contribution to both scholarly theory and workplace practice in the non‐profit sector as the findings indicated that the influence of workgroup climate on workgroup performance provided an enabling context for the delivery of leadership in a religious/church‐based non‐profit organization.
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Adela J. McMurray, Azharul Karim and Greg Fisher
The aims of this paper are: to investigate the perceptions held by police (insiders) and community member (outsiders) of the recruitment and retention of culturally and…
Abstract
Purpose
The aims of this paper are: to investigate the perceptions held by police (insiders) and community member (outsiders) of the recruitment and retention of culturally and linguistically diverse employees of Victoria Police; and, to develop a model that can assist in future recruitment and retention policy development.
Design/methodology/approach
Structured focus group interviews were conducted based on an instrument deduced from existing literature. Police and community members were interviewed separate cohorts. The discussions were thematically coded to themes and sub‐themes.
Findings
Specific differences were identified in perceptions of the importance of recruiting culturally and linguistically diverse groups, barriers to recruitment, recruitment methods, and retention methods.
Research limitations/implications
Based on these perceptions, a proposed a model addresses the importance of cultural diversity in policing and barriers to recruitment and retention of culturally and linguistically diverse employees. Further research is necessary to assess the broader applicability of this model.
Practical implications
The proposed model may be used as the basis for future recruitment and retention activities, and human resource management policy development.
Originality/value
This is the first study in the Australian context of recruitment and retention of culturally and linguistically diverse police that addresses both community and police perspectives. Aligning the demographic profile of the police service with that of the community is beneficial to effective policing.
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Adela J. McMurray and Azharul Karim
The purpose of this paper is to explore the relationship between demographics and an employee's understanding of and support for the recruitment of culturally and linguistically…
Abstract
Purpose
The purpose of this paper is to explore the relationship between demographics and an employee's understanding of and support for the recruitment of culturally and linguistically diverse (CALD) groups in a policing context. Design/methodology/approach – A multi‐method research approach was adopted where a postal survey, comprised of both closed and open questions, was distributed to 500 Victoria Police employees and yielded a response rate of 19.5 per cent.
Findings
The findings show that gender and higher education have significant relationships to understanding CALD and lead to significant support for the recruitment of CALD employees. Results show that the instrument utilized in this study was highly reliable with a Cronbach Alpha value of 0.802. Alpha values for “understanding” and “support” were 0.813 and 0.788, respectively. Research limitations/implications – The limitation of this study is that the findings are based on a pilot study with 97 responses.
Practical implications
The utility of the conceptual model generated in this study has practical implications and value as it is being implemented to assist Victoria Police in designing CALD policies, procedures and practices.
Originality/value
The paper proposes an empirical model showing demographics as critical determinants in understanding and support for CALD recruitment and retention in Policing. Furthermore, the conceptual model makes a significant contribution to the literature and advances Morris et al.'s model.
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Lucy Liu and Adela J. McMurray
This multi‐method case study examined the roles, functions, capabilities, job satisfaction, strengths, weaknesses and skill gaps of frontline team leaders working on the shopfloor…
Abstract
This multi‐method case study examined the roles, functions, capabilities, job satisfaction, strengths, weaknesses and skill gaps of frontline team leaders working on the shopfloor in the Australian automobile industry. The study was conducted in a large automobile manufacturing company employing 4,500 employees and rated as one of the top 22 organisations in Australia according to net revenue. Extensive data were gathered through two surveys involving 121 frontline team leaders and semi‐structured interviews with 100 team leaders, 100 group leaders, and 30 general forepersons. The findings showed that there have been relatively few theoretical and practical efforts to specify the functional requirements of frontline leaders who occupy the first level entry point of leadership positions and hence career progression in the automobile industry. The study proposes a definition for frontline leadership.
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Adela McMurray, Don Scott and Claire A. Simmers
The purpose of this paper is to examine the constituents of personal discretionary non-work activities and their influence on the work values ethic (WVE).
Abstract
Purpose
The purpose of this paper is to examine the constituents of personal discretionary non-work activities and their influence on the work values ethic (WVE).
Design/methodology/approach
The constituents of personal discretionary non-work activities and their relationship to the WVE for 1,349 employees drawn from three manufacturing companies were surveyed. The data was used to test a measure of WVE, to develop a valid measure of personal discretionary non-work activities and to test a model of the relationship between personal discretionary non-work activities and a WVE.
Findings
Data obtained from the survey enabled the identification of a valid measure of personal discretionary non-work activities and the components that made up this measure. A measure of WVE was shown to be both valid and reliable, and a model of the relationship between personal discretionary non-work activities and WVE was tested.
Research limitations/implications
A positive relationship between personal discretionary non-work activities and WVE was identified. However, the study was not designed to investigate motivations and such relationships should be the subject of future research.
Practical implications
Personal discretionary non-work activities were shown to be of importance for a major proportion of the study’s respondents and to contribute to the employees’ work ethic.
Originality/value
The study has extended the non-work and work literature and has identified a formative non-work measure that was able to be tested in an overall model.
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Maryam Zomorrodi, Sajad Fayezi, Kwok Hung Lau and Adela McMurray
Research has not yet captured nor synthesized the supply chain (SC) adaptations exercised by various base of the pyramid (BoP) initiators for successful BoP business. This is a…
Abstract
Purpose
Research has not yet captured nor synthesized the supply chain (SC) adaptations exercised by various base of the pyramid (BoP) initiators for successful BoP business. This is a crucial shortcoming that the study has taken a step to address, with the aim of advancing theory in BoP supply chain management (SCM). The paper aims to discuss this issue.
Design/methodology/approach
The authors draw on Carter et al.’s (2015) theory of the SC and use a multi-method approach combining systematic literature review and embedded case studies based on the secondary data.
Findings
The authors compare BoP SC adaptations of MNCs, local companies, NGOs, social enterprises and governments and develop propositions. The authors find that SC adaptations exercised by BoP initiators are influenced by their sense making of institutional and agency drivers at the BoP, and contingent on whether the poor are engaged as recipients or value co-creators.
Practical implications
The authors develop a multi-initiator understanding of SC adaptations for BoP business. This is useful for BoP initiators who struggle to leverage their BoP business as well as for those who are considering entering the BoP. The authors offer these entities insights for aligning strategy and developing capabilities for BoP markets.
Originality/value
The authors develop an original model of BoP initiator-based configurations of SC adaptations for BoP business. As such, the authors contribute toward advancing BoP SCM theory and practice by mapping substantive concepts and their relationships associated with BoP SC adaptations.
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