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1 – 10 of 140Mark J. Lock, Amber L. Stephenson, Jill Branford, Jonathan Roche, Marissa S. Edwards and Kathleen Ryan
The Voice of the Clinician project commenced during an era when practitioner burnout, dissatisfaction, and turnover became an increasingly global health workforce concern. One key…
Abstract
Purpose
The Voice of the Clinician project commenced during an era when practitioner burnout, dissatisfaction, and turnover became an increasingly global health workforce concern. One key problem is clinical staff not being empowered to voice their concerns to decision-makers, as was found in this case study of an Australian public health organization. The following research question informed the present study: What is a better committee system for clinician engagement in decision-making processes? The paper aims to discuss this issue.
Design/methodology/approach
The Mid North Coast Local Health District in New South Wales aspired to improve engagement between frontline clinicians and decision-makers. Social network analysis methods and mathematical modeling were used in the discovery of how committees are connected to each other and subsequently to other committee members.
Findings
This effort uncovered a hidden organizational architecture of 323 committees of 926 members which overall cost 84,729 person hours and AUD$2.923 million per annum. Furthermore, frontline clinicians were located far from centers of influence, just 37 percent of committees had terms of reference, and clinicians reported that meeting agendas were not being met.
Practical implications
In response to the findings, a technological platform was created so that the board of directors could visually see all the committees and the connections between them, thus creating ways to further improve communication, transparency of process, and – ultimately – clinician engagement.
Originality/value
The breakthrough idea is that all organizational meetings can be seen as a system of engagement and should be analyzed to determine and describe the points and pathways where clinician voice is blocked.
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Examines how organizations can create trust. Trust in organizationstrategies and top‐management direction is the critical component increating a commitment towards a common goal…
Abstract
Examines how organizations can create trust. Trust in organization strategies and top‐management direction is the critical component in creating a commitment towards a common goal. Argues that senior managers need to place a high value on trust and then communicate the value to everyone. Examines and identifies five crucial areas that affect trust.
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Group process is critical to the optimal functioning of executive leadership teams, yet many meetings of these teams never get beyond two‐way dialogue. What gets in the way? Some…
Abstract
Group process is critical to the optimal functioning of executive leadership teams, yet many meetings of these teams never get beyond two‐way dialogue. What gets in the way? Some say politics and culture. Perhaps there's more to the story.
Jeremy Lee and Alexey Nikitkov
Consumption taxes are an integral part of government revenue in countries around the world and are often subject to consumer evasion. The rapid rise of electronic commerce has…
Abstract
Consumption taxes are an integral part of government revenue in countries around the world and are often subject to consumer evasion. The rapid rise of electronic commerce has exacerbated this problem as cross-border selling over the internet has enabled foreign businesses to sell and avoid collection and remittance of tax on their sales.
In this paper, we search for the solution to this problem through the analysis of three tax collection models: vendor, financial institution, and internet service provider (ISP). In addition, we examine administrative tools that enable more effective collection as well as inducements for taxpayers or collection agents to carry out their responsibility.
We conclude that the ISP collection model is not feasible at this time. On the other hand, we find that the vendor model, when supplemented with appropriate administrative tools and inducements, and the financial institution model, both represent viable options for policymakers to consider.
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Steven H. Appelbaum and Magda Donia
While downsizing has become an increasingly popular organizational tool in the achievement and/or maintenance of competitiveness and increased productivity, the negative side…
Abstract
While downsizing has become an increasingly popular organizational tool in the achievement and/or maintenance of competitiveness and increased productivity, the negative side effect known as survivor syndrome continues to plague many post‐downsizing organizations. This two‐part article examines the full spectrum of research, with the goal of producing a model. The model is based upon the problems survivors experienced and modeled after the John Wanous realistic job preview (RJP). The realistic downsizing preview (RDP), which can be effectively used before the downsizing, is implemented to prevent survivor syndrome in the aftermath of the downsizing. The foundation of the RDP model is that by addressing issues that have been observed as survivor syndromes prior to a downsizing, the negative outcomes can be minimized. Part I considers downsizing, its effects on survivors and their needs, and the importance of good communication and perceived fairness within the process.
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Abstract
Purpose
Career plateau and employee silence are negative employee management phenomena that should be overcome but are challenging. However, relatively speaking, when employees reach a particular career stage, it is inevitable that the hierarchical plateau in the career plateau will occur, while the phenomena of employee silence have the chance to improve. This paper aims to study the influence mechanism of the career plateau on employee silence in an uncertain environment and then provides theoretical support for enhancing the organizational phenomenon of employee silence.
Design/methodology/approach
After considering the effects of career plateau and social desirability of employee silence, this paper obtained 313 samples based on the pilot survey, which were collected anonymously online and offline. Based on passing the data quality test, this experiment uses hierarchical regression, Bootstrap method, interaction graph and slope test to test the mediating variable
Findings
The results show a significant positive correlation between career plateau and employees' silent behavior. Affective commitment plays a partial mediating role between career plateau and employees' silent behavior. Organizational justice not only negatively moderated the relationship between career plateau and affective commitment but also negatively moderated the indirect effect of career plateau on silent behavior through affective commitment.
Originality/value
First, based on the theory of uncertainty management and social exchange theory, this paper develops a behavioral response to the organizational environment based on the principle of fair exchange when employees perceive an uncertain environment. This study innovatively applied the two theories together in one study, establishing a link between the two theories. Second, this study explores the influence of career plateau on employee silence and empirically tests the silent behavior based on the previous division of three dimensions of career plateau. The third study explores affective commitment, the black box of the relationship between career plateau and employee silence. This research also enriches the related research on affective commitment.
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Dana M. Wilson‐Kovacs, Michelle Ryan and Alex Haslam
Not enough is known about the challenges faced by women professionals who possess the credentials, skills and knowledge that would allow them to be considered, alongside their…
Abstract
Purpose
Not enough is known about the challenges faced by women professionals who possess the credentials, skills and knowledge that would allow them to be considered, alongside their male counterparts, for top‐rank positions. While, statistically, figures show an increase in women's representation in the Science, Engineering and Technology domain, academic research is yet to explore in greater depth both the reasons for women's continuing under‐representation at senior levels and their work experiences. This paper sets out to discuss this issue.
Design/methodology/approach
The paper examines the concept of the glass cliff, which seeks to explain what happens to women as they advance to senior positions. The analysis is based on qualitative research on women managers in the SET domain in the UK. Using career mapping and in‐depth ethnographic interviews, it discusses two case studies of senior women based at a leading multinational IT company with a range of supportive diversity schemes.
Findings
The investigation illustrates some of the opportunities offered, barriers raised and ways in which those interviewed sought to overcome them.
Practical implications
While specific in its focus, the study demonstrates the importance of understanding how women make sense of their careers and use organisational initiatives. The article also highlights the need to inspect the effectiveness of such programmes in particular work‐settings in order to identify best practices, and to draw effective equal opportunities policies.
Originality/value
The article presents further evidence to support the idea that women's representation at top‐ranking levels is fraught with difficulties and calls for fine‐tuning of both policy design and implementation and academic research.
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Martin Mabunda Baluku, Richard Balikoowa, Edward Bantu and Kathleen Otto
Based on self-determination theory, this study aims to examine the impact of satisfaction of basic psychological needs (BPNs) on the commitment to stay self- or salary-employed…
Abstract
Purpose
Based on self-determination theory, this study aims to examine the impact of satisfaction of basic psychological needs (BPNs) on the commitment to stay self- or salary-employed. Not only the entry of individuals but also their commitment to remain self-employed is important. Enterprises established by the self-employed can only survive longer if the owners are willing to continue in self-employment.
Design/methodology/approach
The study was conducted among a cross-country sample drawn from Germany, Kenya and Uganda. An online survey was conducted among self- and salary-employed individuals in Germany. In Uganda and Kenya, cross-sectional samples were recruited through their workplaces and business forums. These processes yielded 869 responses (373 self-employed and 494 salary-employed). Differences in the impact of BPNs on the commitment to self-employed or salaried-employment across countries were examined using PROCESS macro 2.16.
Findings
The findings revealed that the self-employed exhibit higher commitment to their current form of employment than the salary-employed. The satisfaction of needs for autonomy and competence were associated with higher levels of commitment to self-employment than to salary-employment across the three countries. The need for relatedness was also strongly associated with commitment to self-employment much more than to salary-employment for Ugandan and Kenyan participants; but not for the German participants.
Originality/value
Persistence in self-employment is essential not only for individuals to remain employed but also as a pathway to achieving career success. However, research has paid limited attention to persistence in self-employment. This research contributes to the understanding of antecedents for commitment to self-employment across countries, and therefore what should be done to enable particularly young individuals to stay self-employed. Moreover, the study also examines whether these antecedents have similar effects among individuals in salaried-employment.
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Crissa Sumner‐Armstrong, Peter Newcombe and Robin Martin
The current research aims to determine to what extent Australian managers are behaviourally flexible and to identify what factors are associated with the development of leader…
Abstract
Purpose
The current research aims to determine to what extent Australian managers are behaviourally flexible and to identify what factors are associated with the development of leader behavioural flexibility (LBF) and its contribution to positive organisational outcomes.
Design/methodology/approach
Because of the exploratory nature of the questions to be addressed, a qualitative approach to data collection was selected. In particular, the grounded theory methodology was utilised due to its ability to aid with the theory building process. Semi‐structured interviews based on the critical incident interview technique were used as the data source.
Findings
The findings illustrate that the Australian managers who participated in this study exhibited significant degrees of LBF. The results also suggest that education level and group size may be antecedents to LBF. In addition, it appears that leader‐member exchange may mediate the relationship between LBF and positive organisational outcomes, while social intelligence may moderate this relationship.
Research limitations/implications
The current research makes several contributions in terms of theoretical development and reveals a richer insight into the underlying processes associated with the relationship between LBF and positive organisational outcomes.
Practical implications
As the current research was conducted in the field with 20 practising organisational managers, the findings also highlight some important practical applications regarding LBF.
Originality/value
Although previous studies have been able to establish a relationship between LBF and positive organisational outcomes, they have explained very little about the processes associated with this relationship. The present study attempted to uncover some of these processes.
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Kathleen Otto, Robert Roe, Sonja Sobiraj, Martin Mabunda Baluku and Mauricio E. Garrido Vásquez
The purpose of this paper is to investigate the relationship between career ambition – defined as high achievement motivation and strong career orientation – and both extrinsic…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between career ambition – defined as high achievement motivation and strong career orientation – and both extrinsic (salary, position) and intrinsic success (job satisfaction, goal attainment) of psychologists. Over and above this, the authors explore whether extrinsic success predicts intrinsic success or vice versa.
Design/methodology/approach
In order to analyze the impact of career ambition on extrinsic and intrinsic success, the authors conducted two online studies with psychology graduates – a cross-sectional study (Study 1; n=119) and a longitudinal one (Study 2; n=63; two-three years interval between assessment points). The authors applied regression and cross-lagged analyses to investigate the interplay of career ambition and career success.
Findings
The results show that career ambition impacts on both extrinsic and intrinsic success. More specifically, extrinsic success was positively predicted by career orientation in Study 1. In contrast, achievement motivation was negatively related to intrinsic success (Study 1) and even diminished it over time (Study 2). Findings of the cross-lagged analysis further underlined that intrinsic success predicts extrinsic success.
Originality/value
The study contributes by separately investigating two aspects of career ambition and showing their different effects on career success in the specific profession of psychologists. As cross-lagged findings revealed that psychologists’ intrinsic success predicted their extrinsic success and not vice versa, the authors discuss whether psychologists might be worsening their career development in the long run by showing high achievement motivation.
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