Search results1 – 2 of 2
The purpose of this paper is to examine differences in implicit change leadership schemas and their relationship with change management (CM) of employees of academic…
The purpose of this paper is to examine differences in implicit change leadership schemas and their relationship with change management (CM) of employees of academic institutions and business enterprises.
This study used a quantitative approach through surveys with 645 employees in academic institutions and business enterprises. Path analysis and regression were conducted to determine the relationships between the constructs.
Results show that CM mediates the relationship of change leadership schemas and affective commitment to change in both business enterprises and academic institutions. However, differences were found in the change leadership schemas that predict perceived effectiveness of CM. Execution competencies predicted effectiveness of CM in business enterprises whereas strategic and social competencies predicted perceived effectiveness of CM in academic institutions.
The limitations of the study were the use of self-report data and its cross-sectional design. Future research may use longitudinal designs and multiple sources of data to explore the relationship of change leadership schemas and perceived effectiveness of CM. Moreover, leadership schemas may be examined in other types of organizations such as non-profits, government agencies and social enterprises.
Results suggest that change leadership schemas are context-dependent. Thus, it is important to consider organizational culture and follower schemas when choosing change leaders and executing change. Moreover, differences in the saliences of change leader schemas by type of organization suggest the need to adopt contextually nuanced approaches to the selection and development of change leaders.
This paper contributes to organizational change literature by providing evidence of differences in change leadership schemas among academic institutions and business enterprises.
The purpose of this paper is to explore the personal and contextual factors that shape the work experiences of Filipino social enterprise employees by listening to voices…
The purpose of this paper is to explore the personal and contextual factors that shape the work experiences of Filipino social enterprise employees by listening to voices within their narratives.
In total, 11 social enterprise employees were interviewed about their work experiences. Using the Listening Guide as a method of analysis, common themes and the multiple voices within the narratives were identified.
Upon analysis, four stories were identified: stories of serving others, stories of providing for family, stories of managing relationships and stories of personal learning. Results show that the experiences and multiple identities of employees evoke the duality and hybridity that characterizes social enterprise organizations. The importance of relationships in collectivist cultures, and the salience of the indigenous concept of kapwa are also discussed.
The use of narratives, and particularly, of voices within narratives as a critical tool to study work experiences is highlighted. Generalizability of results may be limited by contextual factors, such as organization type and country culture.
In this study, the narratives of social enterprise workers from different positions were explored. The voices within their narratives were analyzed and used as a means to understand how they viewed the self, others, and their work in social enterprises embedded in collectivist and developing country contexts.