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1 – 10 of 180Amy Yong, Maree Roche and Anna Sutton
Previous studies have demonstrated that an autonomy-supportive supervision style is associated with improved well-being and positive behaviours for supervisees. However…
Abstract
Purpose
Previous studies have demonstrated that an autonomy-supportive supervision style is associated with improved well-being and positive behaviours for supervisees. However, autonomy-supportive training (AST) has yet to be tailored to suit supervisors in low-skilled occupations for whom traditional pedagogical approaches may be inappropriate. The purpose of this paper is to describe the development and preliminary evaluation of AST for these supervisors, using self-determination theory (SDT) and andragogical principles of adult learning.
Design/methodology/approach
SDT and andragogical principles were systematically integrated to develop (a 3 h) AST programme. The training sessions were trialled with 11 first-line supervisors in New Zealand as a preliminary evaluation of AST. The evaluation used open-ended questions following Kirkpatrick’s evaluation model and incorporated the trainer’s reflections.
Findings
Supervisors found AST relevant, easy to understand and suited to their approach to learning. Trainer’s reflections also provided insight into the challenges in conducting such training for supervisors in low-skilled occupations and the article makes suggestions to address these challenges.
Research limitations/implications
AST can be successfully tailored to first-line supervisors, indicating that an autonomy-supportive style of leadership is relevant for those employed in low-skilled occupations. This initial evaluation provides a foundation for future studies to conduct higher-level assessment of AST.
Practical implications
AST can be utilised to provide first-line supervisors with access to improved leadership development opportunities. Challenges of conducting this kind of training programme in a context of low-skilled occupations are addressed and recommendations made for organisations and trainers.
Originality/value
This study is novel as it demonstrates the development of AST, a leadership skills training, tailored to suit the needs of an understudied group, supervisors in low-skilled occupations.
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Anna Sutton and Carol Atkinson
While the potential for HR practices (HRPs) to improve organisational performance is well-established, the mechanisms by which this occurs are complex. Individual HRPs may affect…
Abstract
Purpose
While the potential for HR practices (HRPs) to improve organisational performance is well-established, the mechanisms by which this occurs are complex. Individual HRPs may affect organisational performance either by mutual gains (improving both organisational performance and employee well-being) or by conflicting outcomes (organisational performance is improved at the expense of employee well-being). Models which combine HRPs may mask these differences and this study therefore tests pathways for four individual HRPs.
Design/methodology/approach
HRPs (employee involvement, pay, performance management and training) were hypothesised to influence organisational performance directly and indirectly via employee experiences of work (communication, autonomy) and employee well-being. The study used a large secondary dataset, the UK Workplace Employee Relations Survey 2011, to test these relationships in a multi-level model.
Findings
Employee experiences of work strongly predicted well-being. In addition, three different pathways from HRP to organisational performance were identified. Pay showed indirect negative effects, involvement had direct positive effects and performance management had a mixture of both positive direct and negative indirect effects on performance.
Originality/value
Using a disaggregated analysis of HRP and demonstrating their differing effects, this study questions the feasibility of a universal model of HRP effects. By using multi-level modelling (MLM), the study develops understanding of employee perspectives and integrates these into organisational-level models, demonstrating that performance effects are partially mediated by both employee experiences of work and employee well-being. Finally, the study highlights the complexity of performance effects achieved via both employee benefits and an intensification of employee experiences.
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Anja Roemer, Anna Sutton and Oleg N. Medvedev
The coronavirus disease 2019 (COVID-19) pandemic has forced organisations to change the way they work to maintain viability, even though change is not always successfully…
Abstract
Purpose
The coronavirus disease 2019 (COVID-19) pandemic has forced organisations to change the way they work to maintain viability, even though change is not always successfully implemented. Multiple scholars have identified employees' readiness for change as an important factor of successful organisational change, but research focussed on psychological factors that facilitate change readiness is scarce. The purpose of the present study was to investigate whether employee dispositional mindfulness contributes to readiness for change.
Design/methodology/approach
Employees (n = 301) from various industries in New Zealand participated in an online survey shortly after the local COVID-19 lockdown ended. The employees' levels of mindfulness, readiness for change, well-being and distress were assessed using well-validated psychometric scales. Multiple regression analyses tested the effect of mindfulness on readiness for change, with well-being and distress as moderating variables.
Findings
The results show that the effect of mindfulness on readiness for change is moderated by both well-being and distress. Mindfulness has a positive, significant effect on readiness for change when levels of well-being are high and levels of distress are low.
Practical implications
These findings have important implications for organisations who aim to promote readiness for change in their employees. Even though mindfulness has been shown to be beneficial, organisations also have to consider the mental states of their employees when managing change.
Originality/value
This study provides empirical evidence that dispositional mindfulness may facilitate the employees' readiness for change, but only when levels of well-being are high and distress are low.
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Anna Sutton, Helen M Williams and Christopher W Allinson
The purpose of this study is to investigate whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the…
Abstract
Purpose
The purpose of this study is to investigate whether self-awareness, which is associated with general well-being and positive life outcomes, is also of specific benefit in the workplace. The authors tested the relationship between self-awareness and job-related well-being, and evaluated two different interventions designed to improve dispositional self-awareness at work.
Design/methodology/approach
Full-time employees took part in these training interventions and completed questionnaires using a switching-replications design. Questionnaires measured dispositional self-attentiveness (reflection and rumination) and job well-being (satisfaction, enthusiasm and contentment) at three time points over a period of six weeks. Statistical analyses were complemented with qualitative analysis of reported impacts.
Findings
Self-awareness was positively associated with job-related well-being and was improved by training. Employees reported gaining a greater appreciation of diversity, improved communication with colleagues and increased confidence.
Research limitations/implications
Sample size limited the extent to which the relatively weak relationships between the concepts could be identified.
Practical implications
Self-awareness is demonstrated to be of value at work, associated with higher well-being and improvements in several positive occupational outcomes. The self-awareness training is more likely to result in active work-based improvements than in reflective changes.
Originality/value
Dispositional self-awareness is shown to be subject to change through training. The study demonstrates the value of self-awareness at work and identifies a range of related work outcomes.
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The purpose of this paper is to explore the utility of an organisation-wide competency framework, linking competency ratings at selection to later development needs and job…
Abstract
Purpose
The purpose of this paper is to explore the utility of an organisation-wide competency framework, linking competency ratings at selection to later development needs and job performance.
Design/methodology/approach
Candidates’ scores at a management selection event were compared to their performance appraisal scores on the same competencies six to 12 months later (n=58). Scores on numeracy and profit and loss tests were also collected at the selection event and related to subsequent performance (n=207) and development needs.
Findings
Competency ratings at performance appraisal were significantly lower than at selection interview. Correlations between ratings at interview and at performance appraisal were generally weak, though one (Understanding the Business) showed significant relationships with five of the seven performance appraisal competencies. In addition, competency ratings were related to employee turnover and managerial development needs.
Research limitations/implications
Although competencies were clearly defined, inter-rater variations may have occurred which obscure the relationships. However, it is of interest that a single competency at selection (Understanding the Business) seems to have the greatest effect on performance, employment outcome and development needs.
Practical implications
A competency framework that is embedded in both selection and performance ratings can provide the organisation with a clearer understanding of what determines managerial success, as well as informing better selection decisions. This study also raises the issue that performance ratings may be influenced more by a manager's ability to understand the business than by any other competencies.
Originality/value
The use of a longitudinal design provides unique evidence of the relationship between competency ratings at selection and later performance, employment outcome and development needs.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Self-awareness was positively associated with job-related well-being and was improved by training. Employees reported gaining a greater appreciation of diversity, improved communication with colleagues and increased confidence.
Practical implications
The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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Ghulam Nabi and Francisco Liñán
The purpose of this paper is to introduce the special issue by positioning and examining some of the key issues, tensions and challenges in graduate entrepreneurship in the…
Abstract
Purpose
The purpose of this paper is to introduce the special issue by positioning and examining some of the key issues, tensions and challenges in graduate entrepreneurship in the developing world.
Design/methodology/approach
The paper recognises the complexity and diversity of approaches considered by the different authors, highlighting a range of issues and challenges in their contributions. The paper is divided into the following sections: entrepreneurial intentions, attitudes and motivations; the role of higher education; and contextual cases, opportunities and challenges in graduate entrepreneurship.
Findings
The paper suggests that there is a lack of research in the field of graduate entrepreneurship in the developing world, and that further research in developing countries may help to understand and shed light on the issues evolving around graduate entrepreneurial intentions, business start‐up and education. Some preliminary themes emerge from research included in this special issue. First, entrepreneurial intentions seem to be higher in developing countries when compared with developed ones. Second, economic and institutional frameworks tend to be unfavourable to entrepreneurial activity. As in developed countries, entrepreneurship seems to be experiencing an upsurge. This could be a tremendously powerful force to accelerate economic growth and development. In this sense, higher education in general, and entrepreneurship education in particular, may be key instruments to help promote entrepreneurial activity.
Originality/value
The paper provides an insight into entrepreneurial intentions and related education and training in developing countries. This should be of interest to researchers, policy‐makers, and higher education institutions.
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Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).
Anna Goodman and Marianne Symons
The purpose of this paper is to provide an update on the progress of the Campaign to End Loneliness, and aims to illustrate how commissioners can be influenced to address…
Abstract
Purpose
The purpose of this paper is to provide an update on the progress of the Campaign to End Loneliness, and aims to illustrate how commissioners can be influenced to address loneliness in their localities.
Design/methodology/approach
The paper is a case study that draws upon an external evaluation of the Campaign to End Loneliness by Charities Evaluation Services, a review of local government strategies and case studies of good practice.
Findings
This paper focuses on the design, implementation and progress of Loneliness Harms Health, a series of local campaigns targeting health and wellbeing boards. It provides a case study of how evidence-based campaigning influenced newly formed health and wellbeing boards to address loneliness in their localities, and identifies implications for commissioner and provider practice.
Practical implications
This paper demonstrates how to successfully influence commissioning practice using a “pincer” movement of local campaigning, top-down advice and information. It highlights examples of good practice uncovered by the Campaign over the past 18 months including measurement of, and partnership working around, the issue of loneliness in older age. Three recommendations are made for local service providers and commissioners wishing to address loneliness: it should be linked to other priorities, cross-agency partnerships are vital and asset-based approaches can save money. It concludes with information about the future of the Campaign to End Loneliness and information on how to get involved.
Originality/value
This paper provides a detailed analysis of an innovative, policy-based, campaigning strategy to influence commissioning and practice around the issue of loneliness in older age. It is an issue which can be easily overlooked by care, public health and NHS professionals, but early results indicate the newly formed health and wellbeing boards can play a significant role in addressing it.
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John Bessant and Anna Trifilova
The purpose of this paper is twofold. First, to understand recombinant innovation (RI) as a potentially significant part of an open innovation (OI) strategy and second, to suggest…
Abstract
Purpose
The purpose of this paper is twofold. First, to understand recombinant innovation (RI) as a potentially significant part of an open innovation (OI) strategy and second, to suggest key routines which would underpin a capability for RI, locating these within the context of enhanced absorptive capacity (AC). Finally, the paper considers how such routines could be developed, drawing on some case examples.
Design/methodology/approach
The authors start with a literature review on OI and use the lens of AC to explore challenges in finding, assimilating and deploying external knowledge posed by the emerging knowledge-rich context of OI. The authors then explore one OI route – RI – and suggest a model framework for operationalizing it based on routines for search, acquisition, assimilation and deployment.
Findings
The authors suggest three sets of routines required for RI, around abstract-driven search (ADS), brokerage and cyclic adaptation. As with much of the now widely available toolkit for OI, the challenge is one of moving from potential to realized opportunity and this will require investments in learning and capability building.
Originality/value
The authors suggest that for organizations to enhance their AC around RI, three core routines are needed: ADS, brokerage and cyclic adaptation.
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