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Article
Publication date: 7 May 2021

Amro Aljbour, Erica French and Muhammad Ali

Past research provides mixed evidence of the various elements of talent management. This review consolidates that research evidence to present a comprehensive evidence

Abstract

Purpose

Past research provides mixed evidence of the various elements of talent management. This review consolidates that research evidence to present a comprehensive evidence-based multilevel framework to inform practice and outline future research directions.

Design/methodology/approach

A systematic review of 120 empirical studies, focusing on determinants, practices and/or outcomes of talent management practices, was undertaken.

Findings

Our multilevel framework suggests that talent management perspectives determine talent management practices which, in turn, impact organizational, group and employee outcomes. Most studies focused on identifying talent management perspectives or practices within organizations, while few studies investigated how these perspectives influence practices. The inclusive vs exclusive perspective has been the main focus of the research. However, findings indicate that a combination of perspectives generates a hybrid approach which leads to a range of talent management practices. The most studied practices involve talent development and the least studied involve talent engagement. In total, 67 studies focusing on outcomes of talent management identified organizational performance as the most conspicuous outcome of talent management.

Originality/value

This review contributes to the existing knowledge of talent management by consolidating the empirical evidence on determinants and outcomes of talent management practices and provides a comprehensive, integrated and multilevel framework to guide practice and future research.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

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Article
Publication date: 8 February 2016

Robert Van de Graaff Randolph

The purpose of this paper is to develop the concept of a high performance alliance macro-culture as a multilevel construct reflective of resilient collaborative systems of…

Abstract

Purpose

The purpose of this paper is to develop the concept of a high performance alliance macro-culture as a multilevel construct reflective of resilient collaborative systems of exchange within strategic alliances and explores the distinct capabilities of this multilevel approach in predicting alliance outcomes.

Design/methodology/approach

The hypotheses developed in this study are tested using primary data collected from 650 members of 15 non-profit organizations in two multi-organizational collaborative networks. Considering the multilevel nature of the study the structural hypotheses are tested using a multilevel confirmatory factor analysis and the predictive hypotheses are tested using multilevel structural equation modeling.

Findings

All but one structural hypothesis are supported and all predictive hypotheses are supported suggesting that a multilevel macro-cultural conceptualization is effective in exploring the relationship between collaborative exchange systems and their outcomes.

Research limitations/implications

Limitations stem from the generalizability of the data collected as the alliances formed by non-profit firms may not be wholly reflective of the alliance structures and goals of other firm types.

Originality/value

This study primarily contributes to multilevel study of strategic alliances and the study of collaborative norms and structures of allied groupings. The results of this study lend support to the importance of taking a network governance perspective and illustrate the limitations of traditional single-level approaches when studying interfirm collaborative networks and structural resilience therein.

Details

Management Decision, vol. 54 no. 1
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 15 August 2019

Alex Anlesinya, Kwesi Amponsah-Tawiah and Kwasi Dartey-Baah

The purpose of this paper is to systematically review talent management research in Africa with the aim of developing a multilevel talent management model and defining…

Abstract

Purpose

The purpose of this paper is to systematically review talent management research in Africa with the aim of developing a multilevel talent management model and defining future research agenda.

Design/methodology/approach

A systematic literature review is performed utilising studies published on the topic from 2008 to 2019 in various research databases.

Findings

The findings highlighted various talent management contributions and challenges in the African context. They further revealed major issues with the nature of research method adopted in talent management research in Africa. Moreover, contextually, apart from Southern Africa sub-region, talent management research is highly under-researched in the North African, West African and Eastern African sub-regions of the continent. Therefore, talent management research in Africa can be described as being at an embryonic stage.

Practical implications

Effective talent management has significant transformative and growth power through its varied positive contributions. Talent management in Africa is faced with numerous organisational and macro-level challenges and requires attention from relevant stakeholders, if African talents are to be harnessed to facilitate the development of the continent.

Originality/value

This systematic review on talent management is the first of its kind focusing solely on Africa. Also, this study contributes further evidence by proposing a multilevel talent management model based on the synthesised evidence since multilevel research in the field of talent management is very limited.

Details

African Journal of Economic and Management Studies, vol. 10 no. 4
Type: Research Article
ISSN: 2040-0705

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Article
Publication date: 4 April 2016

Yi-Ying Chang

The purpose of this paper is to extend management innovation theory and research by going beyond analysis at a single level. Focussing on management innovation at the…

Abstract

Purpose

The purpose of this paper is to extend management innovation theory and research by going beyond analysis at a single level. Focussing on management innovation at the lower level in the organizational hierarchy, the authors develop a multilevel framework; in doing so, the authors answer earlier calls for a study of the effects of multilevel transformational leadership (TFL) on management innovation and innovation in general.

Design/methodology/approach

This study collected multisource and multilevel data from 169 managers, 423 employees of 141 units from 21 banking service firms in an emerging economy.

Findings

The results from hierarchial linear modeling analysis reveal that unit-level TFL was positively related to unit-level management innovation. Furthermore, firm-level TFL was positively associated with firm-level empowerment climate, which in turn enhanced unit-level management innovation. In addition, firm-level empowerment climate strengthened the relationship between unit-level TFL and unit-level management innovation. Finally, the unit-level trust mediates the relationship between firm-level empowerment climate and unit-level management innovation.

Practical implications

Firms operate more effectively when they generate management innovation. To help ensure the effectiveness of management innovation, it is essential that firms, especially those from the banking sector, encourage their managers to engage in TFL behaviors. The managers must consider how to utilize their TFL behaviors to create trusting relationships in order to achieve the organizational goals. Firms can also take steps to develop a supportive climate of higher levels of autonomy, delegation, freedom and task accountability, in order to promote higher levels of trust at the lower levels of the organizational hierarchy.

Originality/value

The current study develops and tests a mediation model that links firm-level TFL to unit-level management innovation, and identifies unit-level trust as the intermediate outcome. With this theorizing and the findings, the authors deepen the current knowledge regarding the organizational implications of TFL behaviors for management innovation.

Details

Leadership & Organization Development Journal, vol. 37 no. 2
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 28 August 2018

Erich C. Dierdorff and Herman Aguinis

The purpose of the study is to deepen the understanding of job crafting and its consequences. An occupational framework is proposed as an alternative to the exclusive…

Abstract

Purpose

The purpose of the study is to deepen the understanding of job crafting and its consequences. An occupational framework is proposed as an alternative to the exclusive focus of current theory on the individual and job levels of analysis. This model extends job crafting theory by applying a multilevel framework, examining bottom-up and top-down influences of occupations, and explicates the interplay among occupation- and job-level autonomy and job crafting.

Design/methodology/approach

The authors conducted a two-study research program using multilevel modeling and moderated mediation analysis. Data were derived from two large-scale archival databases. Study 1 spanned 701 occupations and 50,729 individuals. Study 2 involved 270 occupations and 3,270 individuals.

Findings

Study 1 reveals that nearly one-third of the variability in job crafting is attributable to occupational context. Study 2 shows that occupational contexts moderate individual-level processes, whereby occupational-level crafting moderated the mediated effects between job-level autonomy, job-level crafting and individual-level outcomes.

Practical implications

Results inform interventions that can be used to facilitate job crafting. Increasing autonomy generally increases job crafting, yet this effect does not always hold. This result demonstrates the importance of attending to the occupations in which people work. Also, job crafting is related to positive outcomes for individuals (e.g. satisfaction) but is also linked to some negative consequences (e.g. burnout).

Originality/value

The research empirically demonstrates the need to expand job crafting theory beyond the individual and job levels, as well as offers a deeper and expanded understanding of job crafting and its relationship with people’s occupations.

Objetivo – El objetivo del presente artículo es profundizar en la comprensión de la creación del puesto (job craftig) y sus consecuencias. Se propone un marco ocupacional como alternativa al foco en el individuo y el puesto de trabajo que plantea la teoría existente. Este modelo extiende la teoría de la creación del puesto aplicando un marco teórico multinivel, examinando las influencias abajo-arriba y arriba-debajo de las ocupaciones, y explica la interrelación entre ocupación, autonomía en el puesto y la creación del puesto.

Diseño/metodología/aproximación

Llevamos a cabo dos estudios utilizando modelización multinivel y análisis de mediación-moderación. Los datos se obtuvieron de dos bases de datos a gran escala. El estudio 1 considera 701 ocupaciones y 50,729 individuos. El estudio 2 considera 270 ocupaciones y 3,270 individuos.

Resultados

El estudio 1 revela que casi un tercio de la variabilidad en la creación del puesto es atribuible al propio contexto de la ocupación. El estudio 2 muestra que el contexto ocupacional modera los procesos a nivel individual mientras que la creación a nivel ocupacional modera los efectos mediadores entre la autonomía del puesto, la creación del puesto y los resultados a nivel individual.

Implicaciones prácticas

Los resultados informa acerca de la actividades que pueden favorecer la creación del puesto. Aumentar la autonomía en general aumenta la creación del puesto, aunque este efecto no se da siempre. Este resultado demuestra la importancia de atender las ocupaciones en las que trabajan los empleados. También, la creación del puesto se relaciona con resultados positivos de los empleados (e.g. satisfacción), pero también con algunas consecuencias negativas (e.g. agotamiento).

Originalidad/valor

El trabajo de investigación demuestra empíricamente la necesidad de expandir la teoría sobre la creación del puesto más allá del estudio del individuo o el trabajo, al tiempo que ofrece una comprensión mayor y más profunda sobre la creación del puesto y su relación con la ocupación de los empleados.

Palabras clave

Creación del puesto (job crafting), multinivel, ocupación, autonomía del puesto

Tipo de artículo – Trabajo de investigación

Objetivo

O objetivo do presente artigo é aprofundar na compreensão da criação do posto de trabalho (job craftig) e suas consequências. Se propõe um marco ocupacional como alternativa ao foco no indivíduo e no posto de trabalho que a teoria existente planteia. Este modelo estende a teoria da criação do posto aplicando um marco teórico multinível, examinando as influências abaixo acima y acima abaixo das ocupações, e explica a inter-relação entre ocupação, autonomia no posto e a criação do posto de trabalho.

Design/metodologia/abordagem

Realizamos dois estudos usando modelagem multinível e análise de mediação-moderação. Os dados foram obtidos de dois bancos de dados de grande porte. O estudo 1 considera 701 ocupações e 50.729 indivíduos. O estudo 2 considera 270 ocupações e 3.270 indivíduos.

Resultados

O Estudo 1 revela que quase um terço da variabilidade na criação de empregos é atribuível ao próprio contexto de ocupação. O estudo 2 mostra que o contexto ocupacional modera os processos no nível individual, enquanto a criação no nível ocupacional modera os efeitos mediadores entre a autonomia do posto de trabalho, a criação do posto de trabalho e os resultados no nível individual.

Implicações práticas

Os resultados informam sobre as atividades que podem favorecer a criação do posto de trabalho. Aumentar a autonomia em geral aumenta a criação do posto, embora esse efeito nem sempre ocorra. Este resultado demonstra a importância de atender às ocupações em que os funcionários trabalhem. Além disso, a criação do posto de trabalho está relacionada a resultados positivos dos funcionários (por exemplo, satisfação), mas também a algumas conseqüências negativas (por exemplo, exaustão).

Originalidade/valor

O investigação demonstra empiricamente a necessidade de expandir a teoria da criação de empregos além do estudo do indivíduo ou do trabalho, ao mesmo tempo que oferece uma compreensão mais profunda da criação do posto de trabalho e sua relação com a ocupação dos funcionários.

Palavras-chave

Criação do posto de trabalho (job crafting), multinível, ocupação, autonomia do posto de trabalho

Tipo de artigo

Trabalho de investigação

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 16 no. 3
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 29 March 2019

Mariia A. Molodchik, Carlos Maria Jardon and Anna Andreevna Bykova

The purpose of this paper is to present a comparative analysis of the contribution made by intellectual capital (IC) to company performance at company and industry levels…

Abstract

Purpose

The purpose of this paper is to present a comparative analysis of the contribution made by intellectual capital (IC) to company performance at company and industry levels in the Russian context. It examines the performance effect of IC using a multilevel approach.

Design/methodology/approach

The study combines the resource- and industry-based view. It decomposes performance determinants into two levels of analysis in such a way that it is assumed that IC at industry and company levels has a significant simultaneous impact on company performance. The empirical part of the study uses a database of 1,096 Russian public companies, covering the period of 2004–2014 and divided into 19 industries. The econometric methodology uses hierarchical linear models to estimate the effect of IC in the different levels of analysis.

Findings

The study confirms that the strength of the performance effect of IC is contingent on the industry. Furthermore, the study reveals that industry-level endowment with regard to intangibles contributes more to company performance in comparison with a company-level endowment, in the context of the transitional economy.

Originality/value

The study proposes a novel methodological approach to the performance effect of IC in the Russian context, studying the differences between industry and company effect. The study provides insights to better understand the importance of the politics of IC at the different levels (industry and company) and presents a new empirical enquiry into strategic behaviour regarding IC in Russia.

Details

Journal of Intellectual Capital, vol. 20 no. 3
Type: Research Article
ISSN: 1469-1930

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Article
Publication date: 25 May 2021

Juan Carlos Leiva, Ronald Mora-Esquivel, Catherine Krauss-Delorme, Adriana Bonomo-Odizzio and Martín Solís-Salazar

This paper analyses how contextual factors at universities (entrepreneurship education and program learning) and cognitive variables (perceived behavioral control…

Abstract

Purpose

This paper analyses how contextual factors at universities (entrepreneurship education and program learning) and cognitive variables (perceived behavioral control, implementation intentions, and attitude) influence entrepreneurial intentions among Latin American university students.

Design/Methodology/Approach

The empirical analysis employs a multilevel (hierarchical) linear model with a sample size of 9012 university students taken in 2018 from nine Latin American countries: Argentina, Brazil, Chile, Colombia, Costa Rica, Ecuador, México, Panamá, and Uruguay.

Findings

Overall, the university context and cognitive variables contribute to explaining entrepreneurial intentions in university students. Whereas program learning constitutes a variable that directly and indirectly explains entrepreneurial intentions among university students, attending entrepreneurship courses negatively influences their entrepreneurial intentions.

Originality/value

A central premise of this study is that the entrepreneurial process in university students is a multilevel phenomenon, given that university context and cognitive variables are key factors in entrepreneurial intentions. The findings support this premise and contribute to the existing literature on entrepreneurship in emerging economies. Nevertheless, the results reveal a more nuanced picture regarding the role of university context on the entrepreneurial intentions of students.

Propósito

Este artículo analiza cómo las variables del contexto universitario (educación emprendedora y aprendizaje adquirido) y las variables cognitivas (control de conducta percibido, intenciones de implementación y actitud) influyen en la intención emprendedora de los estudiantes universitarios latinoamericanos.

Diseño/metodología/aproximación

El análisis empírico es por medio de un modelo lineal multinivel (jerárquico) con una muestra de 9012 estudiantes universitarios de nueve países latinoamericanos, a saber: Argentina, Brasil, Chile, Colombia, Costa Rica, Ecuador, México, Panamá, y Uruguay.

Resultados

En general, el contexto universitario y las variables cognitivas contribuyen a explicar la intención empresarial de los estudiantes universitarios. Mientras que el aprendizaje adquirido (program learning) constituye una variable que explica la intención emprendedora de los estudiantes universitarios directa e indirectamente, matricular cursos de emprendimiento influye negativamente en su intención emprendedora.

Originalidad/valor

Una premisa central en este estudio es que el proceso emprendedor de los estudiantes universitarios es un fenómeno multinivel, resultando el contexto universitario y las variables cognitivas factores clave para explicar la intención emprendedora. Nuestros resultados apoyan esta premisa y contribuyen a la literatura sobre emprendimiento en países emergentes. No obstante, nuestros resultados revelan una imagen más matizada del papel del contexto universitario en la intención empresarial de los estudiantes universitarios.

Details

Academia Revista Latinoamericana de Administración, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1012-8255

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Article
Publication date: 7 June 2018

Anne Touboulic, Lee Matthews and Leonardo Marques

In acknowledging the reality of climate change, large firms have set internal and external (supplier oriented) targets to reduce their greenhouse gas emissions. This study…

Abstract

Purpose

In acknowledging the reality of climate change, large firms have set internal and external (supplier oriented) targets to reduce their greenhouse gas emissions. This study aims to explore the complex processes behind the evolution and diffusion of carbon reduction strategies in supply networks.

Design/methodology/approach

The research uses complex adaptive systems (CASs) as a theoretical framework and presents a single case study of a focal buying firm and its supply network in the food sector. A longitudinal and multilevel analysis is used to discuss the dynamics between the focal firm, the supply network and external environment.

Findings

Rather than being a linear and controlled process of adoption implementation outcomes, the transition to reduce carbon in a supply network is much more dynamic, emerging as a result of a number of factors at the individual, organisational, supply network and environmental levels.

Research limitations/implications

The research considers the emergence of a carbon reduction strategy in the food sector, driven by a dominant buying firm. Future research should seek to investigate the diffusion of environmental strategies more broadly and in other contexts.

Practical implications

Findings from the research reveal the limits of the control that a buying firm can exert over behaviours in its network and show the positive influence of consortia initiatives on transitioning to sustainability in supply networks.

Originality/value

CAS is a fairly novel theoretical lens for researching environmental supply network dynamics. The paper offers fresh multilevel insights into the emergent and systemic nature of the diffusion of environmental practices in supply networks.

Details

Supply Chain Management: An International Journal, vol. 23 no. 4
Type: Research Article
ISSN: 1359-8546

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Article
Publication date: 13 July 2021

Domenico Campisi, Paolo Mancuso, Stefano Luigi Mastrodonato and Donato Morea

This paper aims to provide an analysis of the productivity evolution of a sample of 18,459 knowledge-intensive business services (KIBS) firms operating in Italy over the…

Abstract

Purpose

This paper aims to provide an analysis of the productivity evolution of a sample of 18,459 knowledge-intensive business services (KIBS) firms operating in Italy over the period 2012–2018. The interaction between productivity heterogeneity firm localization and firm sector of business are also analyzed.

Design/methodology/approach

The empirical setting is based on data envelopment analysis (DEA) to measure the multifactor productivity index (MPI) and on the multilevel models to investigate if the source of productivity heterogeneity among the Italian KIBS are due to the geographic location and/or to the specific business sectors in which firms operate. Data have been gathered from the AIDA database, which contains financial data of all Italian firms.

Findings

The empirical results show that MPI heterogeneity in the Italian KIBS firms' is sensitive to the regional context in which firms operate to the specific KIBS sector and above all at the interactions arising between region and sector.

Originality/value

The paper contributes to identify the source of productivity dispersion in the Italian KIBS.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

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Article
Publication date: 7 June 2011

Joaquín Camps and Hannia Rodríguez

Numerous empirical works have found evidence to support a positive relationship between managers' transformational leadership behaviour and employees' individual…

Abstract

Purpose

Numerous empirical works have found evidence to support a positive relationship between managers' transformational leadership behaviour and employees' individual performance. Studies have also begun to examine the process by which the effects on performance ultimately take place. This research aims to move forward in this direction. The paper aims to analyse the mediating role of a contextual variable (organizational learning capability) and a subordinate characteristic (employability) in the relationship between transformational leadership and individual performance.

Design/methodology/approach

The hypothesis was tested through a sample of 795 workers from 75 university departments, using a multilevel path analysis with a two‐level data structure.

Findings

Empirical evidence was found to show that: there is a positive relationship between worker‐perceived organizational learning capability in a firm and his/her own employability perception; the worker‐perceived transformational leadership of his/her leader, and his/her own employability perception; the worker‐perceived organizational learning capability of a firm and his/her performance; the worker's perception of his/her own employability, and his/her performance; transformational leadership, OLC, and individual performance have a significant influence on the group, while employability can be considered only as an individual phenomenon; and at group level, the effects of transformational leadership on performance are mediated by organizational learning capability.

Originality/value

As far as is known, there has been no attempt to connect transformational leadership and employability and organizational learning capability and employability theoretically and/or empirically.

Details

Personnel Review, vol. 40 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

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