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1 – 10 of 165Large classes pose challenges in managing different types of skills (e.g. maths, subject-specific knowledge, writing, confidence and communication), facilitating interactions…
Abstract
Purpose
Large classes pose challenges in managing different types of skills (e.g. maths, subject-specific knowledge, writing, confidence and communication), facilitating interactions, enabling active learning and providing timely feedback. This paper shares a design of a set of assessments for a large undergraduate economics course consisting of students from diverse cultural backgrounds. The benefits, challenges and learning experiences of students are analysed.
Design/methodology/approach
Students worked in groups to complete an assessment with several questions which would be useful as a revision for the individual assessment, the following week. Survey questionnaires with Likert-type questions and open-ended questions were used to analyse the learning and skill development that occurred because of the group work. Responses to the open-ended survey questions were coded and analysed by identifying the themes and categorising the various issues that emerged.
Findings
This assessment design developed group working skills, created opportunities to interact and enhanced learning. The analysis of the responses found that working with peers enabled the students to generate their own feedback, clear doubts and learn to solve problems. Effective communication, planning meetings and working around the diverse group members’ strengths and weaknesses are some graduate skills that are developed in this group assessment. The challenges were arranging meetings, finalising assessments, engagement of group members and unreliable technology. However, the students found ways to overcome these challenges.
Originality/value
This assessment design can be useful in higher education practice by introducing a mechanism for authentic collaborative practice. This paper adds to the literature on peer interactions and group work and enables effective learning at scale.
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Zakky Zamrudi, Margono Setiawan, Dodi Wirawan Irawanto and Mintarti Rahayu
This study aims to seek to understand counterproductive knowledge behaviour (CKB) in higher education institutions (HEIs) by integrating knowledge hiding (KHi) and lack of…
Abstract
Purpose
This study aims to seek to understand counterproductive knowledge behaviour (CKB) in higher education institutions (HEIs) by integrating knowledge hiding (KHi) and lack of knowledge sharing (LKS).
Design/methodology/approach
The current research uses a hybrid conceptual review combining the bibliometric study and conceptual review of 47 articles. The bibliometric analysis aimed to identify research maps, and the conceptual review sought to understand the current development of research fields.
Findings
The bibliometric analysis highlights essential summaries, such as the pioneering authors, seminal papers and conceptual maps. However, knowledge hoarding as a dimension of LKS appears in the niche theme. The conceptual analysis indicates three groups of factors contributing to KHi and LKS. Moreover, the study highlights the causal relation between both KHi as well as LKS and faculty member performance while proposing remedies derived from integrating the social exchange theory (SET) and conservation of resource (COR) theory.
Research limitations/implications
The present study provides an integrated image of KHi and LKS in the HEI context, as well as its potential remedies by integrating SET and COR. The basis of this study is a literature review; thus, future studies are recommended to empirically explore the integration of KHi and LKS within the HEI context.
Practical implications
This research provides an overview for HEI policymakers to re-examine the critical role of institutional research as one of the considerations for evaluating and developing policies. Specifically, policymakers can reflect on all policy directions to determine whether there are any symptoms of CKB in the institutions. Moreover, stakeholders can find out the reason behind the non-optimal performance of faculty members regarding CKB and any mitigating factors.
Originality/value
Understanding CKB is crucial in managing HEI. This research provides a comprehensive image of KHi and LKS within HEI, especially in a collectivist culture.
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This study aims to determine how cognitive diversity at the workplace influences team creativity. In this regard, the authors examined knowledge sharing and team-focused inclusion…
Abstract
Purpose
This study aims to determine how cognitive diversity at the workplace influences team creativity. In this regard, the authors examined knowledge sharing and team-focused inclusion through which team members’ cognitive diversity was expected to elevate their positive work outcomes.
Design/methodology/approach
A quantitative method is used to accumulate the data. The authors surveyed workers and their respective managers at a single China-based food company. The supervisors rated the outcome variables (creativity and team effectiveness) regarding their employees, whereas employees were asked to rate the cognitive diversity, inclusion and knowledge sharing within the workgroup. The final valid sample size (n = 391) consisted of 137 workgroups with an adequate response rate (62.3%).
Findings
Cognitive diversity is related to team effectiveness but not creativity. The research found that cognitive diversity can increase creativity only through enhanced inclusion and knowledge sharing. Inclusion, likewise, explained the impact of cognitive diversity on effectiveness.
Originality/value
The originality of the current research lies in its contemporary exploration of inclusion and cognitive diversity and their pathways to team creativity and effectiveness. The social capital theory was applied to explain the proposed relationships.
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Ali Hassanzadeh Mohassel, Reza Hesarzadeh and Mohammad Ali Bagherpour Velashani
This paper aims to examine how leadership style in audit firms influences audit quality. The paper further explores the mediating role of knowledge sharing in the relationship…
Abstract
Purpose
This paper aims to examine how leadership style in audit firms influences audit quality. The paper further explores the mediating role of knowledge sharing in the relationship between leadership style and audit quality.
Design/methodology/approach
The present paper studies the effects of transformational and servant leadership styles on audit quality through knowledge sharing. Data are collected from 396 Iranian external auditors via a questionnaire.
Findings
The results show that both transformational and servant leadership style significantly influence audit quality through knowledge sharing. Moreover, the impact of transformational leadership style is stronger than the impact of servant leadership style.
Originality/value
In audit quality literature, little attention has been devoted to both leadership style and knowledge sharing. This paper develops a parsimonious model which shows how leadership style improves audit quality, and how knowledge sharing strengthens the impact of leadership style on audit quality. The results have important implications particularly for audit industry.
研究目的
本文探討審計公司內的領導風格會如何影響審計質量; 本文亦進一步探索、在領導風格與審計質量的關聯上、知識共享所扮演的調節角色。
研究設計/方法/理念
本文旨在研究透過知識共享、轉型領導風格和僕人式領導風格會如何影響審計質量。數據取自396名伊朗外聘審計員,方法是透過一份調查問卷而進行的。
研究結果
研究結果顯示、轉型領導風格和僕人式領導風格兩者均會透過知識共享、影響著審計質量,而且,這影響是頗為顯著的。就影響的程度而言,轉型領導風格的影響則較僕人式領導風格的更為強烈。
研究的原創性/價值
在研究審計質量的文獻裡,學者對領導風格和知識共享這兩個課題均沒多大關注。本文建立了一個簡約模型,去顯示領導風格如何能改善審計質量,以及知識共享如何能增強領導風格對審計質量的影響。研究結果給予我們重要的啟示,尤對審計行業而言。
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Ewald Kuoribo, Peter Amoah, Ernest Kissi, David John Edwards, Jacob Anim Gyampo and Wellington Didibhuku Thwala
Prodigious teamwork is the basis for augmenting the level of productivity on construction projects. Globalisation of the construction market has meant that many practitioners work…
Abstract
Purpose
Prodigious teamwork is the basis for augmenting the level of productivity on construction projects. Globalisation of the construction market has meant that many practitioners work outside of their geographical spectrum; however, the multicultural dissimilarities of construction workforces within the project management team (and how these may impact upon project productivity performance) have been given scant academic attention. To bridge this knowledge gap, this paper aims to analyse the effects of a multicultural workforce on construction productivity.
Design/methodology/approach
The epistemological positioning of the research adopted mixed philosophies (consisting of both interpretivism and postpositivism) to undertake a deductive and cross-sectional survey to collate primary quantitative data collected via a closed-ended structured questionnaire. Census sampling and convenience sampling techniques were adopted to target Ghana’s construction workforce and their opinions of the phenomenon under investigation. Out of 96 questionnaires administered, 61 were retrieved. The data obtained were analysed by using mean score ranking, relative important index, one sample t-test and multiple regression. The reliability of the scale was checked by using Cronbach’s alpha coefficient.
Findings
From the t-test analysis, 11 variables sourced from extant literature, and the null hypothesis for the study was not rejected and all factors (except high cost of training and improper gender diversity management) were affirmed as negative effects of the multicultural workforce on construction productivity. Using multiple regression analysis, six of the independent variables were shown to impact upon productivity. The goodness of fit was verified by collinearity and residual analysis. The model’s validation revealed a relatively high predictive accuracy (R2 = 0. 589), implying that the results could be generalized. In culmination, these findings suggest that the predictors can be used to accurately predict the effects of multicultural workforce on construction productivity performance.
Practical implications
The findings indicate that multicultural workforce/teams have a substantial effect on overall construction productivity in the construction sector; consequently, stakeholders must address this issue to enhance productivity across the sector.
Originality/value
The current study significantly contributes to our understanding of how multicultural workers/teams affect construction productivity in the construction business perspective and how to respond to the negative menace.
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Chrystalla Vassou, Antonis L. Theocharous and Anastasios Zopiatis
The importance of inclusive leadership has been recognized by scholars and practitioners alike. However, the ways in which inclusive leadership can be achieved and implemented in…
Abstract
Purpose
The importance of inclusive leadership has been recognized by scholars and practitioners alike. However, the ways in which inclusive leadership can be achieved and implemented in hospitality seem to be unclear. In order to answer how inclusive leadership can be put into practice in hospitality, this paper explores (1) employees' and managers' perceptions of inclusion and (2) diversity practices in hotel organizations.
Design/methodology/approach
By espousing a qualitative methodology, semi-structured interviews with management representatives, as well as local and foreign employees of 4- and 5-star hotel organizations, were utilized in order to identify what inclusive leadership looks like in theory and in practice. Data were analyzed via thematic analysis and the utilization of the NVivo software.
Findings
Findings suggest that an inclusive leader should be caring and respectful, pursue fair treatment, support employee development, express employee appreciation and recognize their role in social inclusion more widely.
Originality/value
This original work reduces the research-practice gap in the field of diversity management by providing succinct recommendations to hospitality managers in the form of an adaptable best practice framework. The diagrammatic framework includes the values related to inclusive leadership as they emerged, as well as the practices through which each theme could be enacted.
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Aulia Vidya Almadana, Suharnomo Suharnomo and Mirwan Surya Perdhana
This study aims to examine the role of knowledge-sharing behaviors within the relationships between high-performance work systems (HPWS) and feeling trusted in work engagement.
Abstract
Purpose
This study aims to examine the role of knowledge-sharing behaviors within the relationships between high-performance work systems (HPWS) and feeling trusted in work engagement.
Design/methodology/approach
The sample consisted from 107 employees working in financial services companies in Jakarta, Indonesia, who underwent an acquisition process. In this study, structural equation modeling (SEM) was used to examine the associations between HPWS and feelings of confidence in job commitment. In addition, the Sobel test was used to test the mediation effect of knowledge-sharing behavior.
Findings
This study found that HPWS have a positive relationship with work engagement and knowledge-sharing behaviors. Accordingly, the feeling trusted by supervisors has a positive, non-significant impact on knowledge-sharing behavior. Conversely, the feeling trusted by supervisors has a negative, non-significant impact on work engagement. Finally, this study also found that knowledge sharing does not lead to HPWS and feeling trusted does not improve work engagement.
Research limitations/implications
Although this study was conducted in a multicultural country, the analysis of cultural aspects is insufficient analysis. Therefore, future research should consider the cultural aspects to further this form of research.
Practical implications
Organizations should note that human resource management practices through HPWS play an important role in improving positive employee outcomes. In addition, companies through managers should manage their relationships with subordinates to optimize work engagement.
Originality/value
Financial services companies not only conduct a financial business, but also an information business. This paper is one of the quantitative studies that examines the work engagement of employees from financial companies that have gone through an acquisition process.
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With increasing globalization, the importance of referring to cross-cultural contexts is also amplifying in the contemporary era. The models, framework and dimensions devoted to…
Abstract
Purpose
With increasing globalization, the importance of referring to cross-cultural contexts is also amplifying in the contemporary era. The models, framework and dimensions devoted to such situations are increasingly mannered in practice today. With due consideration derivation to the input manner, an organization’s performance is also taken aside for its increasing marginality. The following study aims to examine the American multinational oil and gas company operating in Kuwait's oil sector to evaluate the respect. The branch has a total of 600 employees, which were all included in the data collection phase. Hence, the results derived with cumulative aspects of leadership, power distance and organizational value as their impact on human resource management (HRM) functions.
Design/methodology/approach
Through the quantitative approach of a self-adapted questionnaire, 101 responses were collected, and through SPSS Version 22, results were discreet.
Findings
The results reverted with the manual that the cultural dimension of Hofstede, i.e. power distance, did not have an apparent impact on the HRM functions. Whilst leadership and organizational values had their dissolved set of effects on HRM functions of the chosen firm. However, HRM functions were apparent enough to have its impact upon leadership, power distance (PD) and organizational value accumulated. Opening to the opportunities where in the future studies, a greater extent of population as well as variables could be considered for a better impact.
Research limitations/implications
The Major limitation of the study is related to the number of respondents as the research was conducted solely for the chosen branch of this private oil and gas firm in Kuwait, which makes its results limited and narrowed in the analysis phase. Moreover, the methodology selection did not do justice to the resulting research’s agenda, which was restricted due to the pandemic’s situation. Where with a better and respective methodology approach, better results could be attached.
Originality/value
The rationale of research refers to the gap concerning theoretical aspects within a field of business. As for the resulting study, in a cross-cultural management setting, the relevancy and implication of HRM functions concerning their transparency have not been explored. Globally, in different industries, the, study of similar nature has been conducted but has not examined, the fossil fuel industry particularly, which would be the focal point of this research.
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Corporate entrepreneurship (CE) has attracted considerable attention worldwide, and the challenges of managing employees’ entrepreneurial behaviours are increasingly recognised…
Abstract
Purpose
Corporate entrepreneurship (CE) has attracted considerable attention worldwide, and the challenges of managing employees’ entrepreneurial behaviours are increasingly recognised. However, the paucity of research on managers’ entrepreneurial behaviour in the United Arab Emirates multinational corporate environment creates a salient gap in the current understanding of how national and organisational cultures that not always align frame the critical problems of CE. This study aims to fill this research gap by examining multinationals’ CE antecedents drawing on an institutional perspective in Dubai.
Design/methodology/approach
The author conducts 54 in-depth interviews with middle managers in multinational enterprises. This study adopts a multiple case study research design to reveal whether an emergent discovery is exclusive to a particular case or is consistently replicated by multiple cases. The author has used abductive reasoning to systematically integrate analytical framework deduction with raw data induction.
Findings
This study’s findings indicate that CE in Dubai is ineffective and fragmented. Arguably, the cultural background of employees creates different circumstances and determinants of entrepreneurial behaviour. Hence, CE may not achieve epitome competencies without identifying multicultural nuances in an organisational context.
Originality/value
Existing research has placed relatively little emphasis on the role of individual national culture in multinational enterprises. This study’s results offer potentially valuable implications for theory, practice and future research addressing other emerging countries. This model presents a distinct CE architecture with compelling evidence for national culture (at the macro level), organisational culture, Corporate Entrepreneurship Assessment Instrument and emergent factors (at the meso level) and individual middle managers' real-life experience (at the micro level).
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Hanan AlMazrouei, Virginia Bodolica and Robert Zacca
This study aims to examine the relationship between cultural intelligence and organisational commitment and its effect on learning goal orientation and turnover intention within…
Abstract
Purpose
This study aims to examine the relationship between cultural intelligence and organisational commitment and its effect on learning goal orientation and turnover intention within the expatriate society of the United Arab Emirates (UAE).
Design/methodology/approach
A survey instrument was developed to collect data from 173 non-management expatriates employed by multinational corporations located in Dubai, UAE. SmartPLS bootstrap software was used to analyse the path coefficients and test the research hypotheses.
Findings
The results demonstrate that cultural intelligence enhances both learning goal orientation and turnover intention of expatriates. Moreover, organisational commitment partially mediates the relationship between cultural intelligence and turnover intention/learning goal orientation.
Originality/value
This study contributes by advancing extant knowledge with regard to cultural intelligence and organisational commitment effects on turnover intention and learning goal orientation of expatriates within a context of high cultural heterogeneity.
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