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1 – 10 of 22Jane F. Maley, Marina Dabić, Alain Neher, Lucia Wuersch, Lynn Martin and Timothy Kiessling
This conceptual work examines how, in times of post-COVID-19 paradigm shift, the employee performance management (PM) process can help multinational corporations (MNCs) strengthen…
Abstract
Purpose
This conceptual work examines how, in times of post-COVID-19 paradigm shift, the employee performance management (PM) process can help multinational corporations (MNCs) strengthen their talent management and, at the same time, meet their future needs.
Design/methodology/approach
We take a conceptual approach and present our perspective on what we see as the most critical trends shaping PM and talent management. Contingency theory and Volatility, Uncertainty, Complexity, and Ambiguity (VUCA) theory provide a sound theoretical framework for understanding and responding to the complex and rapidly changing business context post-COVID-19.
Findings
Drawing on these theories, we create a framework providing a means of understanding why and how MNCs can maintain talent and, at the same time, develop new talent through the PM process.
Practical implications
Importantly, our study emphasizes the critical role that project management and talent management techniques play for both practitioners and scholars. In order to gain and sustain a competitive edge in the ever-changing VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) landscape, these processes necessitate ongoing reassessment and adaptation. As Plato eloquently stated, “Our Need Will Be the Real Creator,” encapsulating our vision for the proactive and dynamic nature of effective project management and talent management practices.
Originality/value
The study establishes the benefits of an agile and flexible PM approach to help develop talent and pave the way for future research in this increasingly critical area
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Mohammad Azizi, Hamid Hosseinloo, Jane F. Maley and Marina Dabić
Coaching is a widespread form of human development that has grown considerably in recent years. However, it is not well understood in entrepreneurship and small and medium-sized…
Abstract
Purpose
Coaching is a widespread form of human development that has grown considerably in recent years. However, it is not well understood in entrepreneurship and small and medium-sized enterprises (SMEs) and little is known about the success factors for coaching in SMEs. Thus, this article presents a theoretical framework for coaching SMEs. The paper reports on a study carried out to develop and validate a coaching model for entrepreneurship in SMEs.
Design/methodology/approach
A mixed methods approach was undertaken in SMEs in the Iranian pharmaceutical industry. Confirmatory factor analysis (CFA) was used to confirm the samples and the model's dimensions.
Findings
The results show five chief constructs of the entrepreneurial coaching model. In particular, the authors determine the importance of early goal setting and identify the essential characteristics of an effective entrepreneurial coach.
Research limitations/implications
Firstly, the data relied solely on the pharmacy industry in Iran, indicating a need for future studies to explore coaching programs across various industries and countries. Additionally, a quantitative aspect of the research involved participants answering questionnaires based on their perceptions. This subjective nature introduces a potential for inaccuracies in participants' perceptions and expectations. Furthermore, the inherent bias of program stakeholders may have led to exaggerated responses. To mitigate these issues, it would be beneficial to conduct experimental and longitudinal research, which could address these concerns more effectively.
Practical implications
By utilizing a theoretical framework, the authors goal is to define the essential features of coaching in SMEs and compare it to other developmental interventions to highlight both commonalities and distinctions. This approach addresses the recent suggestions in coaching literature to distinguish coaching practices tailored for particular groups, specifically entrepreneurs involved in SMEs.
Originality/value
This study contributes to understanding the essential features for successful entrepreneurial coaching in SMEs.
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Jane F. Maley, Christian Kowalkowski, Staffan Brege and Sergio Biggemann
– The purpose of this paper is to analyze the rationale for choice of suppliers and the influence these decisions have on the firm’s capabilities.
Abstract
Purpose
The purpose of this paper is to analyze the rationale for choice of suppliers and the influence these decisions have on the firm’s capabilities.
Design/methodology/approach
The authors examine the choice of in-house operations vs buying maintenance in the Swedish mining industry through a qualitative case study approach.
Findings
The findings reveal a strong tendency to outsource maintenance.
Research limitations/implications
This in turn has a strong influence on the firm’s capabilities and long-term competitive advantage and sustainability.
Practical implications
Based on the empirical findings, the authors comment on the strength and weaknesses of the different outsourcing and attempt to find practical solutions that assist the firm in creating competitive advantage.
Originality/value
The unique contribution of this study is that it extends prior firm capabilities studies by investigating the impact of capability loss specifically in complex, intricate maintenance processes in a dynamic industry.
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Miriam Moeller, Michael Harvey and Jane F. Maley
The purpose of this paper is to investigate attitudes toward interacting with foreign nationals from emerging and developed markets. Differences in attitudes are assessed using…
Abstract
Purpose
The purpose of this paper is to investigate attitudes toward interacting with foreign nationals from emerging and developed markets. Differences in attitudes are assessed using liability-of-foreignness factors.
Design/methodology/approach
Purposive sample collected at a private university in Australia; hierarchical linear modeling approach examines differences across regions of Australia, Asia, Middle East, Europe, and North America; Type 2 moderated mediation procedures.
Findings
Findings argue for variations across individual difference variables relative to the inclination to interact with emerging markets foreign nationals. Europeans’ willingness to interact with emerging market foreign nationals is diminished with high levels of tendency to stereotype, whereas North Americans’ willingness to interact with developed market foreign nationals is enhanced with high levels of tendency to stereotype.
Research limitations/implications
Use of self-reported measures may limit validity and generalizability; cross-sectional data; common method variance.
Practical implications
A greater consideration of cultural diversity inherent in the workforce allows for diminished adjustment difficulties. Acknowledgment and contextualization of diversity is not an option but a necessity upon which organizations must act to reach their fullest potential in respective foreign locations.
Social implications
Supports greater respect for social and cultural beliefs, norms, and values. Respect has implications for relationships and performance.
Originality/value
Content presents diversity issues within global organizations on their quest to employ global talent.
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The purpose of this paper is to explore the role of managerial values in improving the effectiveness of employee performance management (EPM).
Abstract
Purpose
The purpose of this paper is to explore the role of managerial values in improving the effectiveness of employee performance management (EPM).
Design/methodology/approach
The research has been conducted as a conceptual study, in which EPM criteria are compared to managerial values and the related maturity model. A thorough review of the EPM and values literature identified relevant and significant works.
Findings
Despite copious extant literature on EPM, the process is riddled with persistent problems, particularly concerning the manager’s enthusiasm to adequately implement EPM and its subsequent effectiveness. A managerial grounded values framework is, therefore, proposed. Using a circular approach that is assisted by a values maturity model, it serves as a charter that guides the supervisor’s actions, goals, choices, decisions and attitudes; principles that are very much at the heart of an effective EPM process. Curiously, managerial values and EPM have not generally been connected.
Practical implications
This values-based circular framework contributes to the effectiveness of the EPM process and thus to a positive EPM experience that motivates, enhances engagement and guides personal development. When enacted individual values and EPM are linked, they are argued to lead to sustained superior financial performance.
Originality/value
This study makes an important and novel contribution to the performance literature by using a values-based maturity model to improve the effectiveness of the EPM process.
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Jane Maley and Timothy Kiessling
The study explores inpatriation and the role of performance management (PM) upon knowledge transfer through the theoretical lenses of leader–member exchange (LMX) and social…
Abstract
Purpose
The study explores inpatriation and the role of performance management (PM) upon knowledge transfer through the theoretical lenses of leader–member exchange (LMX) and social embeddedness theories.
Design/methodology/approach
The study adopts a qualitative approach and focuses on inpatriate managers at the headquarters of three large UK healthcare multinational corporations (MNC). The authors were able to collect and analyze 24 interviews, with a focus on our key variables. The authors also conducted interviews with human resource (HR) personnel responsible for global mobility.
Findings
The findings suggest that the inpatriate managers’ willingness to transfer knowledge is contingent on their LMX with their supervisor and embeddedness within the firm. The authors found that good PM is the facilitator.
Originality/value
The critical contribution of the paper is exposing apparent weaknesses in current inpatriate PM practices in contributing to the MNCs' global knowledge flows, and ultimately, firm performance. This study's findings add to the awareness of how MNC knowledge flows transpire and emphasize the importance of rigorous PM practices for MNC knowledge transfer.
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Jane Frances Maley, Marina Dabic and Miriam Moeller
The purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development – employee performance…
Abstract
Purpose
The purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development – employee performance management (PM).
Design/methodology/approach
Through bibliometrics, a multiple correspondence analysis identifies the main research directions of PM studies and provides a map of descriptors and a list of authors, along with a framework to track PM literature over 20 years (1998–2018).
Findings
Scholars have attempted to address some of the questions raised by earlier researchers. However, critical questions remain unanswered, and there is increasing dissatisfaction with the process. The most glaring yet unaddressed problem with PM is poor employee acceptability of the process.
Practical implications
If the research gaps are addressed, the lack of acceptability of the PM could be resolved and more effectively managed in the future.
Originality/value
The study particularly addresses poor employee “acceptability” of the PM process, a subject that has received limited attention by scholars.
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The purpose of this paper is to examine one aspect of the implementation of the performance appraisal with a focus on its operation in an economic downturn and particularly a…
Abstract
Purpose
The purpose of this paper is to examine one aspect of the implementation of the performance appraisal with a focus on its operation in an economic downturn and particularly a global economic crisis.
Design/methodology/approach
It identifies the stated purposes of the performance appraisal in multinational corporations (MNCs) and explores the unstated purposes of the performance appraisal, which emerge during performance evaluation and feedback stages. The paper then investigates the different expectations employees and managers have of the performance appraisal and finally examines the changes to these expectations in an economic downturn.
Findings
The principal conclusion that can be drawn from this analysis is that there is a weakness in the design and substance of the performance appraisal research. The international appraisal is not exclusively conditioned by culture but also by the numerous contextual-organizational, institutional and economic factors found in the typical MNC.
Practical implications
It is suggested that possible strategies could include careful implementation of performance appraisal with attention to both the cultural and contextual environment. It is argued that by addressing both cultural and contextual variables the appraisal will be effective in helping achieve not only the MNC's strategic goals in a time of global economic crisis, but also recovery and survival following economic crisis.
Originality/value
This paper adds to the body of knowledge of international human resource management research by illuminating the consequences of an uncertain economic environment on performance management across borders and also paves the way for future research in this important area of management research.
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Marina Dabic, Jane Maley and Ivan Novak
The rise of the global economy has been an essential element in the international business (IB) agenda since the 1980s, and the topic of globalisation has not failed to captivate…
Abstract
Purpose
The rise of the global economy has been an essential element in the international business (IB) agenda since the 1980s, and the topic of globalisation has not failed to captivate the attention of IB researchers and practitioners alike. Globalisation has impacted on such diverse issues as trade relations, geopolitical boundaries, social class, human rights, environmental commitments, religion, ethnicity, sovereignty and conservation of culture. The purpose of this paper is to provide an analysis of the current state of IB research on the topic of globalisation and to guide researchers who are new to IB research as to which journals and authors to consult when studying this phenomenon.
Design/methodology/approach
The paper presents a bibliometric analysis using the Web of Science database. A multiple correspondence analysis provides a map of keywords and authors, as well as a framework to track the globalisation literature over the 26-year period, 1993–2018.
Findings
The findings identify several fundamental themes and significant gaps in the extant literature; the most alarming gap centres around the effect of globalisation on social issues and, consequently, the rise of the anti-globalisation crusaders.
Research limitations/implications
The literature review produced 529 articles listed only in the Web of Science Core Collection in the period 1993–2018.
Practical implications
A distinctive contribution of this study is that it investigates the intersection between globalisation and IB. This paper seeks to expose the intellectual structure of globalisation research, identify existing and emerging themes of globalisation research and discuss future research streams.
Social implications
The findings show the rise of the globalisation sceptic and reveal the mounting concerns regarding the unequal benefits of globalisation.
Originality/value
There are two key benefits of this review. First, the theory extends by identifying a swing from an alignment with the transformationalist theory to sceptical theory. Second, the review has the potential to guide scholars on precisely what needs to be explored in IB globalisation research.
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– The aim of this paper is to examine the practice of performance management in a cross-border context in times of global uncertainty.
Abstract
Purpose
The aim of this paper is to examine the practice of performance management in a cross-border context in times of global uncertainty.
Design/methodology/approach
This is a conceptual paper.
Findings
The findings expose global uncertainty to be wielding a significant influence on performance management.
Practical implications
A practical framework is developed using real options theory. This approach offers suggestions for multinational corporations to increase the effectiveness of their performance management while at the same time focusing on profit-maximisation.
Originality/value
This paper enhances international management research by recognizing that real options theory can effectively be applied to improve the effectiveness of performance management in global uncertainty.
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