Search results

1 – 10 of 313
To view the access options for this content please click here
Article
Publication date: 1 August 2018

Deborah A. O’Neil, Margaret E. Brooks and Margaret M. Hopkins

The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women…

Downloads
1088

Abstract

Purpose

The purpose of this paper is to better understand women’s working relationships and career support behaviors, by investigating expectations women have of other women regarding senior women’s roles in (and motivations for) helping junior women succeed, and junior women’s engagement in their own career advancement behaviors.

Design/methodology/approach

The authors surveyed self- and other-reports of senior women’s engagement in career assistance behaviors on behalf of junior women colleagues, and junior women’s engagement in their own career advancement behaviors. One sample of respondents indicated to what extent they believed senior women did engage in career assistance toward junior women, and to what extent they believed junior women did engage in career advancement. Another sample indicated to what extent they believed senior women should engage in career assistance, and to what extent they believed junior women should engage in their own career advancement.

Findings

Results suggest a disconnect between the expectations and perceptions junior and senior women have of each other. Junior women expect senior women to engage in career assistance behaviors to a greater degree than they believe senior women are engaging in such behaviors, and junior women think they are doing more to advance their careers than senior women are expecting them to do. The authors examine individual and organizational implications of these unmet expectations and perception mismatches.

Originality/value

Women-to-women working relationships are under-studied, and typically viewed in either/or terms – good or bad. The findings provide a more nuanced understanding of women’s perceptions and expectations and offer suggestions for how women can influence female career advancement.

Details

Career Development International, vol. 23 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 23 July 2021

Paul C. Hong, Joseph Chacko Chennattuserry, Xiyue Deng and Margaret M. Hopkins

This paper aims to examine the relationships between organizational purpose, leadership practices and sustainable outcomes for universities in emerging economies. We…

Abstract

Purpose

This paper aims to examine the relationships between organizational purpose, leadership practices and sustainable outcomes for universities in emerging economies. We propose that a strong sense of purpose is a fundamental and defining feature in the leadership practices of these institutions, which ultimately contributes to their success.

Design/methodology/approach

The authors present a research model that defines the relationships between a sense of purpose, leadership practices, student success outcomes, alumni involvement outcomes and societal reputation outcomes. Over 200 higher education administrators in India participated in the study.

Findings

The institutions' sense of purpose directly relates to their leadership engagement practices and their student success outcomes. Student success outcomes are a crucial linkage between leadership engagement practices and alumni involvement outcomes to achieve their societal reputation.

Practical implications

As competitiveness intensifies, educational institutions under resource constraints must differentiate their organizational practices. This paper demonstrates how their core purpose and leadership actions result in achieving effective outcomes and overall sustainable societal reputation.

Originality/value

There is a significant difference between having an organizational purpose and enacting that purpose through their leadership practices. These results highlight the cascading effect from the institution's fundamental sense of purpose to their leadership practices and the positive outcomes of student success, alumni involvement and societal reputation.

Details

Leadership & Organization Development Journal, vol. 42 no. 7
Type: Research Article
ISSN: 0143-7739

Keywords

To view the access options for this content please click here
Article
Publication date: 11 May 2015

Margaret M. Hopkins, Deborah A. O'Neil and James K Stoller

The purpose of this paper is to determine the particular competencies demonstrated by effective physician leaders. Changing organizational and environmental dynamics…

Downloads
1302

Abstract

Purpose

The purpose of this paper is to determine the particular competencies demonstrated by effective physician leaders. Changing organizational and environmental dynamics present unique challenges to leaders in the field of healthcare. An accelerated emphasis on increasing the quality of health care delivery, containing costs, and restructuring the delivery of health care itself are redefining the very nature of healthcare and the roles of physicians as leaders. Given this context, the authors propose to identify the essential competencies for twenty-first century physician leadership.

Design/methodology/approach

In all, 53 critical incident interviews from 28 physicians identified as emerging leaders at the Cleveland Clinic, a top-rated US academic healthcare institution, were examined in two ways: an existing leadership competency model was applied to each critical incident and inductively derived themes were identified through thematic analysis of the incidents.

Findings

The predominant distinguishing leadership competencies demonstrated by the physician leaders included: Empathy, Initiative, Emotional Self-Awareness and Organizational Awareness. Communicating deliberately, getting buy-in from colleagues, focussing on the mission of the organization and showing respect for others were also discovered through thematic analysis to be essential practices of these effective physician leaders. Over 90 percent of the critical incident stories dealt with colleague-to-colleague interactions.

Research limitations/implications

The research was conducted in one academic healthcare organization, thus limiting the generalizability of the results. Additional research testing these results in a variety of healthcare institutions is warranted.

Originality/value

This study identified specific competencies that distinguish effective physician leaders. These leaders actively sought to work with colleagues to obtain their input and consensus in order to enact organizational change and improve health care delivery in their institution. Importantly, their intentions were neither self-focussed nor self-promoting but strongly mission driven. The identification of physician leader competencies will assist incumbent and emerging physician leaders in their ability to be effective leaders, as well as inform the design of training and development programs for physicians.

Details

Journal of Management Development, vol. 34 no. 5
Type: Research Article
ISSN: 0262-1711

Keywords

To view the access options for this content please click here
Article
Publication date: 25 September 2007

Margaret M. Hopkins, Deborah A. O'Neil and Helen W. Williams

The purpose of this paper is to examine the relationship between emotional intelligence and effective board governance.

Downloads
5105

Abstract

Purpose

The purpose of this paper is to examine the relationship between emotional intelligence and effective board governance.

Design/methodology/approach

This study applied a model of emotional intelligence competencies to the practice domains of school boards. A board self‐assessment questionnaire measured board practice domains for the presence or absence of 18 emotional intelligence competencies defined in an emotional competence inventory. Inter‐rater reliabilities were established and confirmed. Current and former school board members in two urban areas rank‐ordered the most critical emotional intelligence competencies for effective board governance and offered explanations for their most highly‐rated competencies.

Findings

Emotional intelligence is a critical factor for effective school boards. A set of six core competencies are universal across the six board practice domains: transparency; achievement; initiative; organizational awareness; conflict management; and teamwork and collaboration. Each board practice domain is also characterized by one or two key emotional intelligence competencies.

Research limitations/implications

First, one model of school board leadership was used. Future studies should examine additional models of effective board practice for their relationships with emotional intelligence in order to extend the generalizability of these results. Second, there has been some debate regarding the substantive nature of the emotional intelligence construct.

Practical implications

The six practice domains in the school board effectiveness model are fundamental elements for all boards to develop in order to become more effective governing bodies.

Originality/value

This paper identifies a novel application of emotional intelligence leadership competencies to the work of effective governance boards.

Details

Journal of Managerial Psychology, vol. 22 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

To view the access options for this content please click here
Article
Publication date: 29 November 2011

Deborah A. O'Neil, Margaret M. Hopkins and Sherry E. Sullivan

The use of women's networks is emerging as one method of advancing women's careers within organizations. However, the value of these networks has been questioned. The…

Downloads
4020

Abstract

Purpose

The use of women's networks is emerging as one method of advancing women's careers within organizations. However, the value of these networks has been questioned. The purpose of this study is to examine how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement.

Design/methodology/approach

The authors interviewed 21 members of an intra‐firm women's network and six members of the executive leadership team of a global organization. To examine the qualitative data, they used a process of thematic analysis to discover prevalent themes in the transcribed interviews.

Findings

Both members of the women's network and the executive leadership team placed responsibility for women's career advancement upon the individual; the firm's male‐dominated culture and organizational constraints were not emphasized. While members of the women's network recognized how the network could be used to contribute to the firm's strategic goals, the executive leadership team did not recognize the network's possible effect on the firm's bottom line.

Originality/value

Examines how potential differences in the perceptions of network members and the firm's executive leadership about the purposes and anticipated outcomes of a women's network may impact women's career advancement.

Details

Career Development International, vol. 16 no. 7
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 2 March 2015

Margaret M. Hopkins and Robert D. Yonker

– The purpose of this paper is to investigate the critical relationship between emotional intelligence (EI) abilities and conflict management styles in the workplace.

Downloads
15451

Abstract

Purpose

The purpose of this paper is to investigate the critical relationship between emotional intelligence (EI) abilities and conflict management styles in the workplace.

Design/methodology/approach

Totally, 126 participants completed a measure of EI and an assessment of conflict management styles. Regression analyses were then performed.

Findings

Results of regression analyses indicate several significant relationships between EI abilities and participants’ conflict management styles. The EI abilities of problem solving, social responsibility, and impulse control were the most directly related to how participants managed conflict at the workplace.

Research limitations/implications

Future research should attempt to replicate these findings in other samples. In addition, researchers should investigate other significant variables that explain people’s choices in conflict management styles.

Practical implications

Implications of these findings suggest that for management development purposes, people should attempt to improve on the EI abilities of problem solving, social responsibility, and impulse control in order to manage workplace conflict effectively.

Originality/value

This investigation contributes to the literature by identifying specific EI abilities, rather than a macro measure of EI, that are associated with different styles of conflict management.

Details

Journal of Management Development, vol. 34 no. 2
Type: Research Article
ISSN: 0262-1711

Keywords

To view the access options for this content please click here
Book part
Publication date: 6 July 2011

Margaret M. Hopkins, Deborah A. O'Neil, Kathleen FitzSimons, Philip L. Bailin and James K. Stoller

Leaders in health care today are faced with a wide array of complex issues. This chapter describes an innovative physician leadership development program at the Cleveland…

Abstract

Leaders in health care today are faced with a wide array of complex issues. This chapter describes an innovative physician leadership development program at the Cleveland Clinic intended to enhance the leadership capacities of individuals and the organization. Propositions regarding the program's impact on organizational innovation, organizational commitment, social capital, and the human element of physician practice are offered for future examination.

Details

Organization Development in Healthcare: Conversations on Research and Strategies
Type: Book
ISBN: 978-0-85724-709-4

Keywords

To view the access options for this content please click here
Article
Publication date: 4 January 2008

Margaret M. Hopkins and Diana Bilimoria

The purpose of this paper is to explore three research questions. Are there gender differences in the demonstration of emotional and social intelligence competencies? What…

Downloads
7883

Abstract

Purpose

The purpose of this paper is to explore three research questions. Are there gender differences in the demonstration of emotional and social intelligence competencies? What is the relationship between emotional and social intelligence competencies and success, and does gender moderate that relationship? Are there differences between the most successful male and female leaders in their demonstration of these competencies?

Design/methodology/approach

This study used a 360‐degree instrument to measure the demonstration of emotional and social intelligence competencies by top‐level executives in one financial services organization. Annual performance and potential assessments measured the participants' success. Regression analyses and tests of mean differences were used to analyze the research questions.

Findings

The results indicated that there were no significant differences between male and female leaders in their demonstration of emotional and social intelligence competencies. The most successful men and women were also more similar than different in their competency demonstration. However, gender did moderate the relationship between the demonstration of these competencies and success. Male leaders were assessed as more successful even when the male and female leaders demonstrated an equivalent level of competencies. Finally, distinctions were found between the most successful males and females and their typical counterparts.

Research limitations/implications

A field sample from one organization limits the generalizability of the results.

Practical implications

Implications for organizations and their leadership are discussed including the importance of a broad range of competencies used in assessments, the awareness of gender stereotypes and gender‐stereotypical behavior, and the acknowledgement of multiple measures of success.

Originality/value

This study highlights the moderating influence of gender between the demonstration of emotional and social intelligence competencies and success. Distinctions in competency demonstration between the most successful top‐level executives and the typical executives contribute to the literature and to leadership development practice.

Details

Journal of Management Development, vol. 27 no. 1
Type: Research Article
ISSN: 0262-1711

Keywords

To view the access options for this content please click here
Article
Publication date: 1 June 2006

Margaret M. Hopkins, Deborah A. O’Neil and Diana Bilimoria

This exploratory study describes the images of effective leadership and successful organizational advancement held by women in numerous positions in the health care fields.

Downloads
2739

Abstract

Purpose

This exploratory study describes the images of effective leadership and successful organizational advancement held by women in numerous positions in the health care fields.

Design/methodology/approach

Surveys of 140 women in the health care field were quantitatively and qualitatively analyzed.

Findings

Differences were found between the characteristics of effective leadership and the characteristics contributing to successful advancement. Women in health care predominantly portray effective leadership in other‐oriented (team or organizationally focused) and stereotypically feminine or gender‐neutral terms. In contrast, successful advancement in organizations was predominantly and almost exclusively described in self‐focused and stereotypically masculine terms. Similarities and differences in the perspectives on leadership effectiveness, career advancement, satisfaction, and development strategies were examined among physicians, nurses, administrators, faculty, and others (scientists and researchers).

Research limitations/implications

Implications of the disparate perspectives held by women in health care are discussed and future directions for research are proposed.

Originality/value

Since women overwhelmingly dominate employment in the health care field, to explicate their unique perspectives of leadership and career advancement.

Details

Equal Opportunities International, vol. 25 no. 4
Type: Research Article
ISSN: 0261-0159

Keywords

To view the access options for this content please click here
Book part
Publication date: 6 July 2011

Abstract

Details

Organization Development in Healthcare: Conversations on Research and Strategies
Type: Book
ISBN: 978-0-85724-709-4

1 – 10 of 313