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Article
Publication date: 19 March 2021

Jaimee Felice Caringal-Go, Mendiola Teng-Calleja, Edna P. Franco, Jason O. Manaois and Rae Mark S. Zantua

The purpose of the paper is to identify traits and behaviors of organization leaders that were deemed helpful by employees during the COVID-19 pandemic.

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Abstract

Purpose

The purpose of the paper is to identify traits and behaviors of organization leaders that were deemed helpful by employees during the COVID-19 pandemic.

Design/methodology/approach

This is an exploratory qualitative study that utilized online surveys. Data from 155 participants were subjected to content analysis.

Findings

Several interrelated traits and behaviors of effective crisis leadership were identified. These were clustered into three superordinate themes – attending to the person, taking charge and showing the way forward and sustaining the spirit.

Research limitations/implications

Findings from this paper can be furthered by conducting quantitative studies to validate themes and/or test a conceptual model of effective crisis leadership. Gathering data from other populations at different points in time during the COVID-19 pandemic may also be useful.

Practical implications

A review of leadership development programs and organization norms and values is recommended in order to ensure that they are consistent with crisis leadership competencies.

Originality/value

This paper helps address the gap on follower-centered perspectives about organizational leadership responses to crises and highlights the importance of care and compassion in leading employees during difficult times.

Details

Leadership & Organization Development Journal, vol. 42 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

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Article
Publication date: 23 August 2018

Ma. Regina M. Hechanova, Jaimee Felice Caringal-Go and Jowett F. Magsaysay

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…

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6989

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Practical implications

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.

Originality/value

This paper contributes to organizational change literature by providing evidence of differences in change leadership schemas among academic institutions and business enterprises.

Details

Leadership & Organization Development Journal, vol. 39 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

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Article
Publication date: 12 July 2018

Jaimee Felice Caringal-Go and Nico A. Canoy

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…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Research limitations/implications

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.

Originality/value

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.

Details

Qualitative Research in Organizations and Management: An International Journal, vol. 14 no. 2
Type: Research Article
ISSN: 1746-5648

Keywords

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