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Article
Publication date: 5 February 2024

Rebecca J. Jones and Stephen A. Woods

A specific area of interest in the coaching literature is focused on exploring the intersection of personality and coaching; however, research has yet to explore whether coaching…

Abstract

Purpose

A specific area of interest in the coaching literature is focused on exploring the intersection of personality and coaching; however, research has yet to explore whether coaching exerts reciprocal effects on personality traits (i.e. if personality trait change can accompany coaching). Utilizing the explanatory theoretical framing of the Demands-Affordances TrAnsactional framework (Woods et al., 2019), we propose that coaching may indirectly facilitate personality trait change by firstly enabling the coachee to reflect on their behaviors, second, implement desired behavioral changes which consequently facilitate personality trait change.

Design/methodology/approach

A quasi-experiment was conducted to explore coaching and personality trait change. Students participating in a demanding, work-based team simulation (N = 258), were assigned to either an intervention group (and received one-to-one coaching) or a control group (who received no intervention). Personality traits were measured before and after coaching and positioned as the dependent variable.

Findings

Results indicate that participants in the coaching group exhibited significant changes in self-reported agreeableness, conscientiousness, extraversion and core self-evaluations, which all significantly decreased after coaching; however, no change was observed for the control group.

Originality/value

We provide the first exploration of coaching and personality trait change, contributing to both the coaching literature, by providing evidence regarding the efficacy of coaching to facilitate personality trait change in coachees, and the personality literature, by highlighting coaching as an important tool for those interested in personality trait change. Our research also has implications for other interventions such as mentoring, as we provide support for the notion that interventions can support personality trait change.

Details

Journal of Managerial Psychology, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 6 February 2024

Tehreem Fatima, Muhammad Kashif Imran, Ambreen Sarwar, Sobia Shabeer and Muhammad Rizwan

The present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived…

Abstract

Purpose

The present research aims to empirically test the “Barriers to abusive supervision model” to find how employee-related (core self-evaluations) and situational factors (perceived job dependency) make an employee trapped in the spiral of supervisory abuse. In addition, the work–family spillover lens is used to explain how employees' retaliation is targeted at their families in response to abuse from their bosses.

Design/methodology/approach

The current study has employed a three-wave longitudinal moderated mediation design and analysed data from 265 employees working in the hospitality industry of Pakistan.

Findings

The results of this study have shown that low core-self evaluations put employees in a spiral of supervisory abuse and they instil aggression towards their families. This association is further strengthened when employees are dependent on their job.

Originality/value

This study is one of the first to use the “Barriers to Abusive supervision” model to answer who and in which conditions tend to trap in the spiral of abuse and integrate the work-to-family interface model for elaborating the outcomes to the family domain.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

Keywords

Article
Publication date: 13 March 2024

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

A study of Indian working professionals showed GenY and GenZ cohorts differed significantly in their approaches to core self-evaluations (CSE), team cohesion and organisational culture, but no significant difference was found in team performance. Meanwhile, the study also showed that CSE, team cohesion and organisational culture had a positive effect on team performance

Originality/value

The briefing saves busy executives, strategists 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.

Details

Human Resource Management International Digest , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 30 January 2024

Luke Fletcher, Shaun Pichler and Lakshmi Chandrasekaran

Based on authentic leadership (AL) theory and research on lesbian, gay, bisexual and transgender (LGBT) workplace experiences, this study proposes that AL explains variance beyond…

Abstract

Purpose

Based on authentic leadership (AL) theory and research on lesbian, gay, bisexual and transgender (LGBT) workplace experiences, this study proposes that AL explains variance beyond transformational leadership (TL) in attitudinal outcomes for LGBT managers compared to non-LGBT managers. It is further predicted that core self-evaluations (CSEs) bound relationships between AL, LGBT status and outcomes.

Design/methodology/approach

A time-lagged survey of 193 LGBT and 218 non-LGBT (i.e. heterosexual and cisgender) managers was conducted. The first survey assessed respondents' evaluations of their leadership behavior and CSEs whereas the second survey, conducted one month later, assessed role engagement and career satisfaction.

Findings

Regression and moderation analyses revealed support for the hypotheses. AL seems especially relevant for LGBT leaders, particularly at low levels of CSEs.

Practical implications

Leadership development programmes emphasizing AL could be particularly beneficial for LGBT managers, especially those low in CSEs. Harnessing a leader’s sense of identity could help those who have been marginalized.

Originality/value

The current study proposes, explains and demonstrates that relationships between AL and leader outcomes will likely be different between managers with and without stigmatized identities, in this case those who are (not) LGBT.

Details

Journal of Managerial Psychology, vol. 39 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 26 July 2023

Michael T. Geier

The purpose of the article was to identify the core dimensions of strategic thinking and create a measure that provides a comprehensive operationalization of the construct.

Abstract

Purpose

The purpose of the article was to identify the core dimensions of strategic thinking and create a measure that provides a comprehensive operationalization of the construct.

Design/methodology/approach

The construct validity of the measure was assessed in two studies using four samples with a total of 985 participants. The measure was created using a multi-step process that included item development and content validation, exploratory and confirmatory factor analysis, convergent and discriminant validity, criterion validity and test-retest validity.

Findings

The exploratory factor analysis (EFA) supported the existence of the three dimensions of strategic thinking (visionary, synthetic and creative thinking) as conceptually proposed. The measure was reduced to nine items. The confirmatory factor analysis (CFA) confirmed the three dimensions and revealed acceptable factor loadings and model fit. Convergent, discriminant and criterion validity were established, and the measure demonstrated acceptable test-retest reliability.

Originality/value

An individual's ability to think strategically is vital for making strategic decisions and relevant to upper echelon theory and strategic management. The definition and core dimensions of strategic thinking are unclear in the literature, creating confusion. This study added to the literature by defining the core dimensions of strategic thinking and developing the strategic thinking assessment (STA) to measure the construct.

Details

Journal of Strategy and Management, vol. 17 no. 1
Type: Research Article
ISSN: 1755-425X

Keywords

Article
Publication date: 15 July 2022

Shafaq Aftab, Irfan Saleem and Rakesh Belwal

This study aims to invoke social comparison theory and researches mainly on leaders’ downward envy at workplaces in a collectivist culture. The study also aims to infer and…

Abstract

Purpose

This study aims to invoke social comparison theory and researches mainly on leaders’ downward envy at workplaces in a collectivist culture. The study also aims to infer and explain the constructive and destructive behaviour of benign envy (BE) and malicious envy (ME) in the workplace by studying supervisor-subordinate dyads.

Design/methodology/approach

A survey was conducted to test the proposed hypotheses. The sample included 352 randomly chosen supervisor-subordinate dyads from registered software houses in Pakistan. Partial least square SEM was used to test the proposed model and hypotheses.

Findings

This research identified that the leaders' gratitude and workplace friendship encourage leaders to adopt a levelling-up strategy to encounter benign envy (BE). In contrast, subordinates’ low level of loyalty and affect towards supervisors cause ME. The study also found that BE motivates frustrated supervisors to behave positively, whereas ME triggers the envious supervisor to threaten their aides with abusive supervision. However, envious supervisors with high core self-evaluation and gratitude are more likely to reflect self-improvement.

Practical implications

This study gives key insights to organisations on recognising the potential of downward envy, using it purposefully, and managing the consequences constructively. For instance, organizations could train leaders to understand the holistic view of downward envy to help them focus on self-improvement instead of abusing employees. In addition, training employees on envy could help them demonstrate warmth and competence.

Originality/value

The study is original and valuable in three aspects. Theoretically, this study develops a generic framework for dealing with downward envy. Contextually, the study brings a piece of evidence from software houses in Asia to study downward envy. Practically, this study suggests tactics to deal with downward envy in family-owned tech firms operating in emerging markets.

Details

Asia-Pacific Journal of Business Administration, vol. 16 no. 1
Type: Research Article
ISSN: 1757-4323

Keywords

Open Access
Article
Publication date: 14 February 2023

Katarina Katja Mihelič, Nada Zupan and Ajda Merkuž

At the dawn of a new decade, as ever more corporations are pursuing sustainable working conditions and advocating employee well-being, employees are increasingly tending to feel…

2155

Abstract

Purpose

At the dawn of a new decade, as ever more corporations are pursuing sustainable working conditions and advocating employee well-being, employees are increasingly tending to feel fatigued and drained by their work, which compromises their performance. Drawing on the job demands–resources model and social acceleration debate, the authors test a moderated mediation model. Specifically, the authors hypothesise that unreasonable tasks raise perceptions of emotional exhaustion when the pace of work is increased and investigate the moderating role of psychological detachment.

Design/methodology/approach

This study used a sample of 245 employees from Europe, all knowledge workers, to test the hypotheses.

Findings

Apart from unreasonable tasks being directly related with emotional exhaustion, this relationship was mediated by the perceived work pace. In addition, the authors establish psychological detachment as a relevant moderator for the mediating effect.

Practical implications

Managers and HR practitioners are equipped with a better understanding of the effects of an increasing speed of work, the conditions leading to it and the individual and organizational resources that may help to create healthy and meaningful job positions, which facilitate employee efficiency.

Originality/value

Our study expands the literature on contemporary stressors and adds to what is known about the ‘dark side’ of job demands that affect the organizational bottom-line, as well as the resource-based mechanism that can buffer the negative effects.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 11 no. 1
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 19 May 2023

Amy Shady, Nancy Bouchra and Menatallah Darrag

The purpose of the study is to explore novel antecedents to workplace envy. The authors explore the role of workplace ostracism (WO) as a contextual antecedent in triggering envy…

Abstract

Purpose

The purpose of the study is to explore novel antecedents to workplace envy. The authors explore the role of workplace ostracism (WO) as a contextual antecedent in triggering envy, as well as the mediating effects of metacognitive resources (MR) and dimensions of social perception (DSP) as cognitive antecedents. The authors integrate affective events theory, social comparison theory and schema theory to develop their arguments.

Design/methodology/approach

Using the survey approach, the authors recruited 490 professionals employed in Egypt and validated the proposed model and hypotheses in structural equation modelling (SEM).

Findings

The results show a significant relationship between WO and workplace envy. Additionally, metacognitive experiences (MEs) and warmth mediate the relationship among them.

Originality/value

By addressing how WO is a predictor of envy, this study is among the few to consider social-related events as predictors of envy. Additionally, the study is one of the first that has extended affective events theory to explore the role of an individual's cognition in generating envy.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 12 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 11 January 2024

Matthias Walther, Ulrike Mayrhofer and Noémie Dominguez

This exploratory research aims to identify the types of social networks established by German and French expatriates.

Abstract

Purpose

This exploratory research aims to identify the types of social networks established by German and French expatriates.

Design/methodology/approach

The authors use the concepts of social capital and social networks, as well as the societal and cultural approaches, to investigate the way expatriates develop their social networks. The authors' empirical study is based on 40 semi-structured interviews conducted with German and French expatriates.

Findings

The authors' findings show that German expatriates mainly establish professional networks, whereas their French counterparts also focus on personal networks. They further indicate that managing social capital lies within the individual responsibility of German expatriates, whereas it is part of higher education institutions in France.

Originality/value

The authors highlight the way German and French expatriates manage their social networks and provide novel insights into the role played by higher education systems and the cultural characteristics of their home country context.

Details

Career Development International, vol. 29 no. 1
Type: Research Article
ISSN: 1362-0436

Keywords

Open Access
Article
Publication date: 23 January 2024

Vince Szekely, Lilith A. Whiley, Halley Pontes and Almuth McDowall

Despite the interest in leaders' identity work as a framework for leadership development, coaching psychology has yet to expose its active ingredients and outcomes.

Abstract

Purpose

Despite the interest in leaders' identity work as a framework for leadership development, coaching psychology has yet to expose its active ingredients and outcomes.

Design/methodology/approach

To do so, the authors reconcile published systematic literature reviews (SLRs) in the field to arrive at a more thorough understanding of the role of identity work in coaching. A total of 60 eligible SLRs on identity work and coaching were identified between 2010 and 2022. Four were included in the data extraction after selecting and screening, and the full texts of 196 primary studies reported therein were analysed.

Findings

Amongst the coachee-related factors of effective coaching, the coachee’s motivation, general self-efficacy beliefs, personality traits and goal orientation were the most frequently reported active ingredients, and performance improvement, self-awareness and goal specificity were the most frequently supported outcomes. The analysis indicates that leaders' identity work, as an active ingredient, can be a moderator variable for transformative coaching interventions, while strengthening leadership role identity could be one of the lasting outcomes because coaching interventions facilitate, deconstruct and enhance leaders' identity work. Further research is needed to explore the characteristics of these individual, relational and collective processes.

Originality/value

This study adds value by synthesising SLRs that report coachee-related active ingredients and outcomes of executive coaching research. It demonstrates that the role of leaders' identity work is a neglected factor affecting coaching results and encourages coaching psychologists to apply identity framework in their executive coaching practice.

Details

Journal of Work-Applied Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2205-2062

Keywords

1 – 10 of 164