Search results
1 – 10 of over 304000Maria Mouratidou, Mirit K. Grabarski and William E. Donald
The purpose of this study is to empirically test the intelligent career framework in a public sector setting in a country with a clientelistic culture to inform human resource…
Abstract
Purpose
The purpose of this study is to empirically test the intelligent career framework in a public sector setting in a country with a clientelistic culture to inform human resource management strategies.
Design/methodology/approach
Based on a qualitative methodology and an interpretivist paradigm, 33 in-depth interviews were conducted with Greek civil servants before the COVID-19 pandemic. The interview recordings were subsequently transcribed and coded via a blend of inductive and deductive approaches.
Findings
Outcomes of the study indicate that in a public sector setting in a country with a clientelistic culture, the three dimensions of knowing-whom, knowing-how and knowing-why are less balanced than those reported by findings from private sector settings in countries with an individualistic culture. Instead, knowing-whom is a critical dimension and a necessary condition for career development that affects knowing-how and knowing-why.
Originality/value
The theoretical contribution comes from providing evidence of the dark side of careers and how imbalances between the three dimensions of the intelligent career framework reduce work satisfaction, hinder career success and affect organisational performance. The practical contribution offers recommendations for human resource management practices in the public sector, including training, mentoring, transparency in performance evaluations and fostering trust.
Details
Keywords
Ying Guo, Hussain G. Rammal and Peter J. Dowling
The purpose of this chapter is to provide an overview of SIEs’ career development through international assignment. In particular, the research focus is on career capital…
Abstract
Purpose
The purpose of this chapter is to provide an overview of SIEs’ career development through international assignment. In particular, the research focus is on career capital acquirement and development of SIEs through their international assignment in China.
Methodology/approach
We review studies on SIEs and comparative studies between SIEs and OEs. We apply the career capital theory to discuss SIEs’ career capital development in terms of knowing-how, knowing-why and knowing-whom through expatriation assignment in China.
Findings
This chapter focuses on SIEs’ career capital accumulation through international assignments in China, and we develop three propositions that will guide future studies: the knowing-whom career capital development of SIEs through expatriation is increased more in network quantity than network quality in China; the knowing-why career capital development of SIEs through expatriation is influenced by the age and career stage of SIEs; and the knowing-how career capital development of SIEs through expatriation — task-related skills and local engagement skills — is influenced by the SIE’s intercultural ability and organization support respectively.
Practical implications
In practice, a better understanding of SIEs’ career capital development in terms of knowing-how, knowing-why and knowing-whom help companies make the decision to select the relevant staffing pattern. This study also has practical implications in relation to the design and selection of the training, learning and development activities provided to the employees.
Originality/value
The chapter contributes to the expatriate management literature by focusing on SIEs’ career development through their international assignment in China. SIEs’ career development is related to their cross-cultural adjustment and has impacts on the completion and success of the expatriation assignment.
Details
Keywords
Amal Ahmadi, Bernd Vogel and Claire Collins
We take an affect-based approach to theoretically introduce and explore the knowing-doing gap of leadership. We focus on the emotion of fear that managers may experience in the…
Abstract
Purpose
We take an affect-based approach to theoretically introduce and explore the knowing-doing gap of leadership. We focus on the emotion of fear that managers may experience in the workplace, and how it may influence the transfer of their leadership knowledge into leadership action.
Methodology/approach
We use Affective Events Theory as our underlying theoretical lens, drawing on emotional, cognitive, and behavioral mechanisms to explain the role of fear in the widening and bridging of the knowing-doing gap of leadership.
Findings
We theoretically explore the interplay between leader fear, the leadership contexts, and the knowing-doing gap of leadership. From this, we develop a multidimensional theoretical framework on the influence of leader fear on the knowing-doing gap of leadership.
We highlight how fear and the knowing-doing gap of leadership may be influenced by and potentially impact on individual managers and their leadership contexts.
Originality/value
Our initial theoretical framework provides a starting point for understanding fear and the knowing-doing gap of leadership. It has implications for future research to enhance our understanding of the topic, and contributes toward existing approaches on leadership development as well as emotions and leadership.
Details
Keywords
Neville Clement, Terence Lovat, Allyson Holbrook, Margaret Kiley, Sid Bourke, Brian Paltridge, Sue Starfield, Hedy Fairbairn and Dennis M. McInerney
Evaluation of research is a core function of academic work, yet there has been very little theoretical development about what it means to ‘know’ in relation to judgements made in…
Abstract
Evaluation of research is a core function of academic work, yet there has been very little theoretical development about what it means to ‘know’ in relation to judgements made in examination of doctoral research. This chapter addresses the issue by reflecting on findings from three projects aimed at enhancing understanding of doctoral examination. In order to progress understanding about knowledge judgements in the doctoral research context, the chapter draws on two key contributions in the field of knowledge and knowing, namely, Habermas’ cognitive interests and Chinn, Buckland and Samarapungavan’s notion of epistemic cognition. It examines the common ground between the two bodies of theory, drawing illustratively on empirical work in the field of doctoral examination. The comparison of the Habermasian theory of cognitive interests with Chinn et al.’s notion of epistemic cognition led to the conclusion that there were areas of overlap between the two conceptual schemas that could be utilised to advance research into doctoral examination in higher education. Habermas’ cognitive interests (which underpin his ways of knowing theory) offer a conceptual lens that facilitates analysis of the interaction of ontological and epistemic components of knowledge production. Chinn et al.’s notion of epistemic cognition allows for finer grained analysis of aspects of the cognitive work involved in knowledge rendition. This work is particularly pertinent in an era that sees the boundaries of the disciplines being challenged by the need for new perspectives and cross-disciplinary approaches to solving complex problems.
Hyeonah Jo, Minji Park and Ji Hoon Song
A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose…
Abstract
Purpose
A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose an integrated conceptual model for career competencies to provide insights for employees and organizations by identifying what and how one can prepare and provide support for career development in an uncertain and complex work environment.
Design/methodology/approach
The integrated literature reviewed was adapted to provide a conceptual model for career competencies. All 77 studies were reviewed, guided by the intelligent career theory (ICT) and social cognitive career theory (SCCT).
Findings
The mechanisms of career competency development were examined through the interrelationship between three types of knowing; knowing-why, knowing-whom and knowing-how. Career competencies can be considered a developmental process, therefore, they could develop through various interventions and accumulate over time. Especially the results indicate that learning is an essential component of career competencies, as it increases self-efficacy and promotes a desire to achieve positive career outcomes.
Originality/value
This study provided a conceptual model, explored the mechanisms of career competency development and considered how career competencies influence career outcomes. Furthermore, it identified the context of the construct of career competencies by integrating the SCCT and ICT. Finally, it showed the inadequacy of existing research on negative factors of career competency outcomes and recommended further research to broaden the general context of career competency studies.
Details
Keywords
J.H. Powell and J. Swart
This paper presents a system‐based approach to action‐directed knowledge management. This approach, known as system‐based knowledge management (SBKM), allows one to respond to the…
Abstract
Purpose
This paper presents a system‐based approach to action‐directed knowledge management. This approach, known as system‐based knowledge management (SBKM), allows one to respond to the observations made by previous writers that knowledge management should be cognisant of the complexity of knowledge in organisations and of the limitations of codification of that knowledge. Starts with a taxonomic analysis of the nature of organisational knowledge, dividing this critical resource into four: knowing what, knowing how, knowing why, and knowing who. Each of these requires recognition of the system in which it is created and used.
Design/methodology/approach
SBKM is an accessible systems analysis tool based on the techniques of qualitative system dynamics. Its fundamental representational technique (the influence diagram) is that of causal mapping and its novel element is the explicit representation of the use of knowledge by human actors in fulfilling their specific system roles.
Practical implications
The method has been used successfully in practice; the study reports on its use in a professional services firm.
Research limitations/implications
With SBKM one can now map the usage and, indeed, the utility of knowledge on to an operating context. This has profound implications for practice, leading potentially into more diagnostic applications of resources for knowledge development and into improved understanding of how knowledge is used within an organisation.
Originality/value
The ability to examine that usage and utility of knowledge on a declared system basis constitutes an additional research instrument for examining how knowledge is used within organisations.
Details
Keywords
The paper sets out to integrate what is known about the concept of tacit knowledge and proposes a pattern recognition and synthesis (PRS) framework as an explanation of how tacit…
Abstract
Purpose
The paper sets out to integrate what is known about the concept of tacit knowledge and proposes a pattern recognition and synthesis (PRS) framework as an explanation of how tacit knowledge is created.
Design/methodology/approach
In this conceptual piece it is argued that knowledge is monistic and that the dichotic distinction between tacit and explicit is an artifact of analytic treatment. The PRS framework models the development of personal knowledge via the process of tacit knowing within the individual, who is within an organizational setting.
Findings
The PRS model complements extant models of organizational learning by providing possible mechanisms for tacit knowing that have not yet been elucidated. Specifically, as a perception‐based model its main conclusion is that all tacit knowledge must be built up within individuals, which has major implications for the time and energy invested in knowledge creation activities.
Research limitations/implications
Future research can test the propositions given.
Practical implications
The conclusions of the paper suggest that tacit knowledge creation depends on practice by the knower. Ironically, this also suggests a method for how tacit knowledge can be developed even in virtual projects that involve information and communications technologies (ICTs) without face‐to‐face interaction.
Originality/value
The paper argues for a focus in knowledge management on the individual and leads to new insights about how best to manage tacit knowledge creation. Researchers looking at the concept of tacit knowledge and managers who want to understand the limitations and constraints on tacit knowledge development will find the paper's conclusions helpful.
Details
Keywords
The purpose of this paper is to discuss the affective premises and economics of the influence of search engines on knowing and informing in the contemporary society.
Abstract
Purpose
The purpose of this paper is to discuss the affective premises and economics of the influence of search engines on knowing and informing in the contemporary society.
Design/methodology/approach
A conceptual discussion of the affective premises and framings of the capitalist economics of knowing is presented.
Findings
The main proposition of this text is that the exploitation of affects is entwined in the competing market and emancipatory discourses and counter-discourses both as intentional interventions, and perhaps even more significantly, as unintentional influences that shape the ways of knowing in the peripheries of the regime that shape cultural constellations of their own. Affective capitalism bounds and frames our ways of knowing in ways that are difficult to anticipate and read even from the context of the regime itself.
Originality/value
In the relatively extensive discussion on the role of affects in the contemporary capitalism, influence of affects on knowing and their relation to search engine use has received little explicit attention so far.
Details
Keywords
Bruce Cutting and Alexander Kouzmin
Where do all the management theories and fads come from? Why are they so different and constantly changing. This paper develops a comprehensive and dynamic cognitive formwork from…
Abstract
Where do all the management theories and fads come from? Why are they so different and constantly changing. This paper develops a comprehensive and dynamic cognitive formwork from an understanding of the formulations of Aquinas, Lonergan, Jung, Weber and the Enneagram. The synthesis is new and goes beyond each of the sources to present a more systematic and useable JEWAL synthesis formwork. First, the neo‐platonic hierarchical structure of triadic unity is identified as a particularly pertinent and effective differentiation of reality. Second, whereas the neo‐platonists developed their hierarchical construction of reality from a meta‐physical viewpoint as emanations from the ultimate unity, later philosophers explained the differentiation of consciousness principally by working in the reverse direction. Third, the paper explains the process of learning in terms of the cognitive procession through the layered levels of differentiated consciousness. Fourth, an explanation follows as to how this cognitive formwork can be used to explain a character typology based on the differentiation of consciousness – one that finds expression in a typology commonly known as the Enneagram. Fifth, the JEWAL synthesis formwork is presented as a comprehensive framework in which to understand human governance and social action. More broadly, the paper discusses the significance for the social sciences of achieving such a synthesis of ideas within this new formwork – a synthesis between the Western developed philosophy, which runs through the work of Aquinas, Lonergan, Weber and Jung, and the Eastern physio‐psychological wisdom encapsulated in the Enneagram typology. In conclusion, the paper attempts to bring it all together in an answer to the questions underpinning the paper; namely, what does it mean to know and how do we make sense of those voices that speak out of that knowing.
Details
Keywords
Valéry Merminod, Marie Anne Le Dain and Alejandro Germán Frank
This paper aims to propose that knowing in practice can be used as a mechanism to enhance social exchange in collaborative new product development (NPD) with suppliers to reduce…
Abstract
Purpose
This paper aims to propose that knowing in practice can be used as a mechanism to enhance social exchange in collaborative new product development (NPD) with suppliers to reduce glitches. Practic00es of inter-organizational knowing should consider the levels of supplier involvement adopted.
Design/methodology/approach
This paper studies two opposite situations of supplier involvement in NPD projects, namely, white and black box configurations. This paper adopts a qualitative comparative analysis method to identify necessary and sufficient configurations of knowing in practice in 36 projects from 3 different companies.
Findings
Social exchange is important even when the NPD collaboration is based on contractual relationships as in white and grey box collaborations. There are different combinations of practices for inter-organizational knowing that can limit glitches in each supplier configuration. This paper proposes a theoretical model that explains these relationships and contributions to the reduction of glitches.
Originality/value
This paper combines social exchange theory with knowing in practice in the supplier involvement context. The theoretical model contributes to the understanding of knowing in practice in white and black box configurations.
Details