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Article
Publication date: 10 September 2018

A unique regional family interventions training programme

Frank R. Burbach, Hannah Sherbersky, Ragni Whitlock, Estelle H. Rapsey, Kim A. Wright and Rachel V. Handley

The purpose of this paper is to describe the University of Exeter Family Interventions (FIs) training programme for the South West region which was commissioned as part of…

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Abstract

Purpose

The purpose of this paper is to describe the University of Exeter Family Interventions (FIs) training programme for the South West region which was commissioned as part of the NHS England Access and Waiting Times standards (A&WTS) initiative for early psychosis. This programme (10 taught days and 6 months of supervised practice) is designed to maximise implementation in practice.

Design/methodology/approach

The programme introduces students to a flexible, widely applicable FI approach which integrates cognitive behavioural/psycho-educational and systemic approaches. It refreshes and develops CBT-based psycho-social intervention skills, so that clinicians feel confident to use them in family sessions and integrate these with foundation level family therapy skills. The approach facilitates engagement, and it is designed so that every session is a “mini intervention”. This enables clinicians to offer standard NICE-concordant FI or a briefer intervention if this is sufficient to meet the particular needs of a family.

Findings

This paper provides details of the regional training programme and evaluates the first four training courses delivered to nine early intervention in psychosis teams. It considers how a combination of training a critical mass of staff in each service, ongoing supervision, regional events to maintain skills and motivation to deliver FI, and the national and regional auditing of FI as part of the A&WTS all contribute to clinical implementation.

Originality/value

The unique design of this programme maximises implementation in practice by virtue of its widely applicable integrated FI approach, the focus on ongoing skills development and by embedding it within regional and local service support structures.

Details

The Journal of Mental Health Training, Education and Practice, vol. 13 no. 5
Type: Research Article
DOI: https://doi.org/10.1108/JMHTEP-03-2018-0015
ISSN: 1755-6228

Keywords

  • Implementation
  • Staff training
  • Cognitive behaviour therapy
  • Early intervention in psychosis
  • Family interventions
  • Systemic therapy

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Book part
Publication date: 23 July 2014

Thriving Teams and Change Agility: Leveraging a Collective State to Create Organization Agility

Angela C. C. Keister

Organizational agility is becoming a critical component of organization development and change due to the increasingly continuous and iterative nature of change. This…

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Abstract

Organizational agility is becoming a critical component of organization development and change due to the increasingly continuous and iterative nature of change. This explanatory mixed methods study demonstrates the effect of collective thriving on change agility and positions collective thriving as a psychological state that contributes to organization agility. Attunement is hypothesized to be a point of leverage to increase the state of collective thriving and was found to moderate the relationship between collective thriving and change agility. The qualitative study investigates characteristics of high- and low-thriving teams and furthers the understanding of collective thriving and change agility.

Details

Research in Organizational Change and Development
Type: Book
DOI: https://doi.org/10.1108/S0897-301620140000022007
ISBN: 978-1-78350-312-4

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Book part
Publication date: 1 August 2017

A Conceptual Framework of Age Diversity Climate

Silvia Profili, Laura Innocenti and Alessia Sammarra

The age diversity climate construct is gaining greater attention in the organizational literature due to the demographic changes in the workplace. While the few existing…

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Abstract

The age diversity climate construct is gaining greater attention in the organizational literature due to the demographic changes in the workplace. While the few existing studies on age diversity climate (ADC) are rather encouraging, this construct is still at an early stage of conceptual and operational development. This chapter helps to advance this field of research by analyzing the conceptual issues stemming from the theoretical definition and empirical measurement of the ADC construct. We first review and compare ADC with other age-focused climate concepts, highlighting overlapping and diverging factors regarding their conceptual framework and operationalization. Subsequently, we consider several open issues related to the operationalization of ADC, including the level of analysis, the choice of referent, and the dimensions of analysis. We conclude the chapter by outlining possibilities for future research on ADC.

Details

Age Diversity in the Workplace
Type: Book
DOI: https://doi.org/10.1108/S1877-636120170000017006
ISBN: 978-1-78743-073-0

Keywords

  • Age
  • age diversity climate
  • organizational climate
  • age diversity

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Article
Publication date: 9 September 2019

Conceptualizing A-HERO for sport employees’ well-being

Brent D. Oja, Minjung Kim, Pamela L. Perrewé and Christos Anagnostopoulos

In an attempt to promote sport employees’ well-being, the purpose of this paper is to examine the more traditional constructs of psychological capital (i.e. hope…

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Abstract

Purpose

In an attempt to promote sport employees’ well-being, the purpose of this paper is to examine the more traditional constructs of psychological capital (i.e. hope, efficacy, resiliency and optimism) and to feature the inclusion of authenticity, an often overlooked construct, among sport employees.

Design/methodology/approach

This conceptual paper is designed to create an expanded sport employee psychological capital construct, labeled A-HERO, and a subsequent theoretical model to improve their well-being.

Findings

In detailing a conceptual model of A-HERO for well-being, the model includes and explains the relationships among sport employee antecedents (i.e. sport employee identification, pride and passion), an organizational contextual variable (person–organization fit), and an important employee and organizational outcome (i.e. employee well-being) in contemporary sport organizations.

Research limitations/implications

A-HERO offers a necessary first step for future theoretical research and empirical applications to improve sport employees’ well-being.

Originality/value

By elucidating the role of authenticity at work with traditional psychological capital constructs in the current sport industry, this paper stimulates sport business and management scholars to validate empirically the A-HERO construct and examine proposed relationships for an improved prediction of sport employees’ well-being.

Details

Sport, Business and Management: An International Journal, vol. 9 no. 4
Type: Research Article
DOI: https://doi.org/10.1108/SBM-10-2018-0084
ISSN: 2042-678X

Keywords

  • Positive organizational behaviour
  • Psychological capital
  • Well-being
  • Authenticity
  • Sport employees

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Book part
Publication date: 24 June 2015

A Resource Environment View of Competitive Advantage

Heechun Kim and Robert E. Hoskisson

Our study proposes a resource environment view (REV) of competitive advantage by unpacking the environmental origins of a firm’s competitive advantage. The key tenet of…

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Abstract

Our study proposes a resource environment view (REV) of competitive advantage by unpacking the environmental origins of a firm’s competitive advantage. The key tenet of the REV is that the heterogeneity and imperfect mobility of strategic factor markets and institutions across countries explain how firms based in different countries would likely both create and sustain a competitive advantage. In particular, our study introduces the notion of “the paradox of environmental embeddedness.” The paradox lies in the fact that the same environmental conditions – in terms of strategic factor markets and institutions – that enable firms to create a competitive advantage can paradoxically also create a situation in which it is more difficult for these firms to sustain an advantage. Another important aspect of our study is that, to enhance our understanding of how firms manage the paradox of environmental embeddedness, our study specifies the resource environmental conditions under which firms’ internal and external resource-oriented strategies – that is, the development of dynamic capabilities and interventions in the country resource environment – are more beneficial when managing the environmental paradox. Overall, our theorizing has important implications for strategic management theory and practice.

Details

Emerging Economies and Multinational Enterprises
Type: Book
DOI: https://doi.org/10.1108/S1571-502720150000028008
ISBN: 978-1-78441-740-6

Keywords

  • Competitive advantage
  • strategic factor markets
  • institutions
  • resource environment view

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Article
Publication date: 11 July 2016

Are two arguments always better than one?: Persuasion knowledge moderating the effect of integrated marketing communications

Jungkeun Kim, Jae-Eun Kim and Roger Marshall

This research aims to examine the moderating role of consumers’ persuasion knowledge (PK) on the persuasive effect of combined advertising and publicity within the same…

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Abstract

Purpose

This research aims to examine the moderating role of consumers’ persuasion knowledge (PK) on the persuasive effect of combined advertising and publicity within the same medium. The synergistic effect experienced when two messages are thus combined is reversed for readers with high PK who are first exposed to publicity then to advertising. Believability of the message is found to be a mediator within this context.

Design/methodology/approach

Based on a review of the appropriate literatures on PK and integrated marketing communication (IMC), this paper tests the hypotheses using two experimental studies.

Findings

The results of two experiments show that publicity-then-advertising yields poorer persuasion than advertising-then-publicity, especially under a high PK condition. The reduced synergistic effect of combinations of advertising and publicity is found especially when consumers activate temporary PK and/or when they have chronically high PK. A mediator for a decrease in the synergistic effect of combinations of advertising and publicity, believability, is examined.

Practical implications

This study contains significant managerial implications for marketing communicators about how to most effectively combine and coordinate publicity and advertising in the implementation of an IMC strategy.

Originality/value

Other than making a contribution to the IMCs’ literature, this research extends understanding of the power of PK within an IMC framework. The research contributes yet another extension to the original PK model of Friestad and Wright (1994) by suggesting an underlying theoretical mechanism to explain how PK works in the IMC domain.

Details

European Journal of Marketing, vol. 50 no. 7/8
Type: Research Article
DOI: https://doi.org/10.1108/EJM-06-2014-0344
ISSN: 0309-0566

Keywords

  • Publicity
  • Advertising effectiveness
  • Integrated marketing communications
  • Persuasion knowledge

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Book part
Publication date: 4 September 2015

Protecting the Public Interest through Mandatory Auditor Firm Rotation: A Controversial Issue

Jacqueline A. Burke and Hakyin Lee

Mandatory auditor firm rotation (mandatory rotation) has been a controversial issue in the United States for many decades. Mandatory rotation has been considered at…

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Abstract

Mandatory auditor firm rotation (mandatory rotation) has been a controversial issue in the United States for many decades. Mandatory rotation has been considered at various times as a means of improving auditor independence. For example, in the United States, the Public Company Accounting Oversight Board (PCAOB) has considered mandatory rotation as a solution to the independence problem (PCAOB, 2011) and the European Parliament approved legislation that will require mandatory rotation in the near future (Council of European Union, 2014). The concept of implementing a mandatory rotation policy has been encouraged by some constituents of audited financial statements and rejected by other constituents of audited financial statements. Although there are apparent pros and cons of such a policy, the developmental process of such a policy in this country has not necessarily been an open-democratic, objective process. Universal mandatory rotation may or may not be the ideal solution; however, an open-democratic, objective process is needed to facilitate the development of a solution that considers the needs of all major stakeholders of audited financial statements – not simply accounting firms and public companies, but also investors. The purpose of this paper is to critically examine key issues relating to mandatory rotation and to encourage and stimulate future research and ongoing dialogue regarding this issue, in spite of efforts by certain constituents to silence the issue. This paper provides an overview of the various reasons, including practical, theoretical, political, and self-motivated reasons, why a mandatory rotation policy has not been implemented in the United States in order to address the potential conflict of interest between the auditor and client. This paper will also discuss how some deliberations of mandatory rotation have been flawed. The paper concludes with a summary of key issues along with two approaches for regulators, policy makers, and academics to consider as ways to improve the process and address auditor independence. The authors are not advocating for any specific solution; however, we are advocating for a more objective, unified approach and for the dialogue regarding auditor rotation to continue.

Details

Sustainability and Governance
Type: Book
DOI: https://doi.org/10.1108/S1041-706020150000018001
ISBN: 978-1-78441-654-6

Keywords

  • Mandatory auditor rotation
  • auditor independence
  • regulation

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Article
Publication date: 25 May 2012

A contextual, flexibility‐based model of the HR‐firm performance relationship

J. Bruce Tracey

The purpose of this paper is to present a more refined and comprehensive explanation of the HR‐firm performance relationship. Based on the recent conceptual and empirical…

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Abstract

Purpose

The purpose of this paper is to present a more refined and comprehensive explanation of the HR‐firm performance relationship. Based on the recent conceptual and empirical research that is grounded in attribution theory, the model posits that flexibility regarding firm's HR system is a key mediator in the focal relationship, and that environmental dynamism determines the extent to which flexibility may be required. Specifically, the model specifies that a firm's high commitment work system will have a direct influence on the flexibility of the HR system, as well as climate perceptions about commitment and performance. HR flexibility and climate will in turn influence employees' evaluative attributions regarding the effectiveness of the firm's HR system, which will in turn affect employee commitment and performance and ultimately, firm‐level performance outcomes. And finally, the model specifies that environmental dynamism will have a direct influence on HR flexibility and the resulting employee‐ and firm‐level outcomes. This explanation is designed to have broad utility in light of the adaptive requirements for firms that operate in rapidly changing and highly competitive conditions.

Design/methodology/approach

This is a conceptual paper.

Findings

The proposed model provides a more comprehensive explanation of the mechanisms by which a firm's high commitment work practices may influence firm performance, and as such, offers both a diagnostic and prescriptive basis for improving and enhancing the firm's competitive position.

Originality/value

The analysis and discussion presented in this paper demonstrates the need for a broader perspective on the internal and external contingencies that influence the HR‐firm performance relationship. The proposed model addresses this need and offers a more detailed, flexibility‐based explanation of how HCWS affect individual and organizational performance outcomes. It is hoped that this expanded framework offers new insights that will help scholars and practitioners to consider the ways in which HR practices can be leveraged to promote committed, high‐performing employees that help organizations achieve sustained levels of superior performance.

Details

Management Decision, vol. 50 no. 5
Type: Research Article
DOI: https://doi.org/10.1108/00251741211227609
ISSN: 0025-1747

Keywords

  • Strategic human resources management
  • High commitment work systems
  • Flexibility
  • Environmental dynamism
  • Contingencies
  • Business performance
  • Human resource strategies

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Book part
Publication date: 16 July 2018

A Research Revolution in SHRM: New Challenges and New Research Directions

Patrick M. Wright, Anthony J. Nyberg and Robert E. Ployhart

Research in strategic human resource management (SHRM) has evolved over the past 30 years to become more theory based and to exhibit greater empirical rigor. However, much…

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Abstract

Research in strategic human resource management (SHRM) has evolved over the past 30 years to become more theory based and to exhibit greater empirical rigor. However, much has changed in the external environment that makes the existing theories, approaches, and methodologies inappropriate for addressing the questions that organizations face in managing their human resources today. In this chapter we discuss a number of environmental changes impacting organizations and identify tensions that researchers have faced in exploring how firms seek to manage their people as a source of competitive advantage. We argue that past research has focused on only one side of the tension at a time, thus limiting the usefulness of the answers that research provides. We advocate for research that simultaneously addresses both sides of the tensions in a way that can revolutionize research in SHRM.

Details

Research in Personnel and Human Resources Management
Type: Book
DOI: https://doi.org/10.1108/S0742-730120180000036004
ISBN: 978-1-78756-322-3

Keywords

  • Strategic HRM
  • human capital
  • HR practices
  • multi-level research
  • Human capital resources
  • Strategic human capital

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Article
Publication date: 1 March 2012

Donor opr and values-fit incongruence: An improved predictor of donations of unrestricted funds for 501(c)(3) publicly-supported, tax-exempt, faith-based, not-for-profit organizations?

Marshal H. Wright, Mihai C. Bocarnea and Julie K. Huntley

This study examined donor development processes in a faithbased, 501(c)(3) publicly-supported, tax-exempt organizational setting. The conceptual framework is relationship…

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Abstract

This study examined donor development processes in a faithbased, 501(c)(3) publicly-supported, tax-exempt organizational setting. The conceptual framework is relationship marketing theory as informed from a systems theory alignment perspective. Organization-public relationship (OPR) dynamically predicts donor willingness to contribute unrestricted funds. It is proffered that the discrepancy variable, “values-fit incongruence,” significantly affects this dynamic. This contention is explored by asking the following two questions: (a) does donor-organization values-fit incongruence significantly negatively predict donor willingness to contribute unrestricted funds, and b) is the OPR construct strengthened with the patent inclusion of values-fit incongruence as an interactive moderator variable. Results suggest values-fit incongruence significantly negatively predicts donor willingness to contribute unrestricted funds. The results also suggest the OPR model is not strengthened by patently including the values-fit incongruence variable, as it may already be latently accounted for.

Details

International Journal of Organization Theory & Behavior, vol. 15 no. 1
Type: Research Article
DOI: https://doi.org/10.1108/IJOTB-15-01-2012-B004
ISSN: 1093-4537

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