Search results

1 – 10 of over 49000
Article
Publication date: 11 March 2014

Kenna Cottrill, Patricia Denise Lopez and Calvin C. Hoffman

The purpose of this paper is to examine perceptions of inclusion and related factors, to understand how organizations can encourage and facilitate the full participation…

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Abstract

Purpose

The purpose of this paper is to examine perceptions of inclusion and related factors, to understand how organizations can encourage and facilitate the full participation of employees. The research explored authentic leadership (AL) as an antecedent of inclusion, and two outcomes, organization-based self-esteem (OBSE) and organizational citizenship behavior (OCB).

Design/methodology/approach

Using an online survey, data were collected from 107 primary and 219 peer participants in various industries throughout the USA. Primary participants provided perceptual ratings on inclusion, AL, OBSE and OCB. Co-workers assessed primary participants’ OCB.

Findings

AL was positively related to inclusion (β=0.58, p<0.01) as well as self-rated OCB (β=0.36, p<0.01). Inclusion was positively associated with OBSE (β=0.48, p<0.01) and self-rated OCB (β=0.63, p<0.01). Inclusion mediated the relationship between AL and self-rated OCB. OBSE mediated the relationship between inclusion and self-rated OCB. All analyses controlled for the effects of race and gender.

Practical implications

Results suggest organizations can promote inclusive environments through AL, and that inclusive environments promote employees’ work-related self-esteem and their willingness to go above and beyond in their jobs.

Originality/value

This paper examines previously unstudied relationships, thus contributing to organizational theory and practice.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 33 no. 3
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 16 May 2016

Christopher Donner, Jon Maskaly and Lorie Fridell

– The purpose of this paper is to examine the relationship between social control (adult social bonds) and police misconduct.

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Abstract

Purpose

The purpose of this paper is to examine the relationship between social control (adult social bonds) and police misconduct.

Design/methodology/approach

Multiple regression methods are used to analyze survey data from a sample of 101 first-line police supervisors. A consequence-based measure is used to capture social bonds and workplace deviance is measured as the self-reported likelihood of future misconduct.

Findings

Police supervisors reported varying likelihoods of future workplace deviance across four acts of misconduct. Social control was found to be negatively related to three of the four acts, which provides general support for the theory and study hypothesis.

Practical implications

The results are discussed in terms of research and policy implications.

Originality/value

Acknowledging important gaps in the literature, this study explores the validity of social control theory for explaining police misconduct.

Details

Policing: An International Journal of Police Strategies & Management, vol. 39 no. 2
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 19 March 2021

Christopher M. Donner, Jon Maskály, Wesley G. Jennings and Cynthia Guzman

The purpose of this paper is to review the extant published literature using traditional criminological theories in an effort to explain police misconduct.

Abstract

Purpose

The purpose of this paper is to review the extant published literature using traditional criminological theories in an effort to explain police misconduct.

Design/methodology/approach

This paper reflects a narrative meta-review of through a search of several academic databases (e.g. Criminal Justice Abstracts, Criminology: A SAGE Full Text Collection, EBSCO Host and PsychInfo). Twenty-nine studies, across six theoretical perspectives, were identified and reviewed.

Findings

The extant research generally suggests that traditional criminological theory is useful in explaining misconduct.

Practical implications

The findings call on agencies to continually strengthen their recruiting and hiring processes to select recruits with suitable characteristics, and to improve their early warning systems to detect officers with patterns of problematic behavior. Also, the findings call for multiple avenues of future scholarship, namely, in theory development/integration and in refining the measurement of police misconduct.

Originality/value

This paper will be useful for researchers who wish to further explore the etiology of misconduct, and for police administrators who wish to reduce the prevalence of such behavior.

Details

Policing: An International Journal, vol. 44 no. 5
Type: Research Article
ISSN: 1363-951X

Keywords

Article
Publication date: 23 November 2021

Philip M. Reeves, Jennifer Claydon and Glen A. Davenport

Program evaluation stands as an evidence-based process that would allow institutions to document and improve the quality of graduate programs and determine how to respond…

Abstract

Purpose

Program evaluation stands as an evidence-based process that would allow institutions to document and improve the quality of graduate programs and determine how to respond to growing calls for aligning training models to economic realities. This paper aims to present the current state of evaluation in research-based doctoral programs in STEM fields.

Design/methodology/approach

To highlight the recent evaluative processes, the authors restricted the initial literature search to papers published in English between 2008 and 2019. As the authors were motivated by the shift at NIH, this review focuses on STEM programs, though papers on broader evaluation efforts were included as long as STEM-specific results could be identified. In total, 137 papers were included in the final review.

Findings

Only nine papers presented an evaluation of a full program. Instead, papers focused on evaluating individual components of a graduate program, testing small interventions or examining existing national data sets. The review did not find any documents that focused on the continual monitoring of training quality.

Originality/value

This review can serve as a resource, encourage transparency and provide motivation for faculty and administrators to gather and use assessment data to improve training models. By understanding how existing evaluations are conducted and implemented, administrators can apply evidence-based methodologies to ensure the highest quality training to best prepare students.

Details

Studies in Graduate and Postdoctoral Education, vol. 13 no. 2
Type: Research Article
ISSN: 2398-4686

Keywords

Book part
Publication date: 31 December 2013

Ludovic Urgeghe

Purpose – These last three years, the global reputation of microfinance has been damaged by some major crises, notably in India. The Microfinance Investment Vehicles…

Abstract

Purpose – These last three years, the global reputation of microfinance has been damaged by some major crises, notably in India. The Microfinance Investment Vehicles (MIVs), funded by public money and socially inclined investors, are believed by observers to be part of the causes of the crises (von Stauffenberg & Rozas, 2011). As a consequence, they now have to demonstrate their commitment to the social mission of microfinance. This chapter aims at putting forward the debate on MIVs’ ability to effectively contribute to the social mission of microfinance by analyzing how they integrate social performance in their investment decisions.

Methodology/approach – Analysis of interviews with microfinance fund managers based on a framework of recognized impediments to a socially responsible approach in investing.

Findings – While social performance is recognized by respondents to be an important topic for the industry, fund managers still do not give a strong role to social criteria in investment decisions. The findings of the qualitative analysis in the chapter demonstrate that this is linked to a number of major impediments such as the tendency to believe that microfinance is social per se, the lack of standardization in social performance tools, and also a loose regulation regarding social reporting.

Research limitations/implications – The findings of the study are limited due to the relatively small sample size and the focus on fund managers’ answers only. Future research could investigate the viewpoints of different stakeholders in the investment process, such as the back investors of microfinance funds or the regulatory institutions.

Originality/value – To the best of our knowledge, this is the first attempt to get insights on the impediments to a stronger focus on social performance by MIVs, with the application of a recognized framework from the Socially Responsible Investment (SRI) literature.

Details

Institutional Investors’ Power to Change Corporate Behavior: International Perspectives
Type: Book
ISBN: 978-1-78190-771-9

Keywords

Article
Publication date: 25 October 2022

Murat Yeşiltaş, Hasan Evrim Arici and Ümit Sormaz

This study aims to examine how perceived overqualification (POQ) influences employee knowledge hiding (KH) behaviors. This study further investigates the mediating effect…

Abstract

Purpose

This study aims to examine how perceived overqualification (POQ) influences employee knowledge hiding (KH) behaviors. This study further investigates the mediating effect of relative deprivation (RD) and the moderating effect of ego depletion (ED), jointly leading to moderated-mediation analysis.

Design/methodology/approach

Having used a time lag, a total of 850 hotel employees participated in Time 1, and data was gathered from 732 hotel employees in Time 2. Using PROCESS macro, a moderated-mediation analysis was performed to examine the hypothesized relationships.

Findings

This study’s findings display that POQ has a positive impact on KH. Moreover, RD plays a mediating role and ED has a moderating role in the direct and indirect associations between POQ and KH.

Practical implications

The findings suggest that hospitality and tourism (H&T) practitioners need to structure job positions, particularly job descriptions and specifications, by considering employee qualifications. They could encourage qualified employees to participate in the decision-making process which can increase the likelihood of their knowledge sharing and naturally limit KH behaviors.

Originality/value

In addition to adding to the burgeoning literature on POQ in the H&T sector, this study advances research on the RD and ED theories by statistically analyzing the link between POQ and employee KH. By considering RD as a mediator, a better comprehension is provided concerning “how” POQ associates with employee KH. By introducing ED as a moderator, researchers could better understand “when” POQ significantly associates with employee KH.

Details

International Journal of Contemporary Hospitality Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 27 February 2018

Snejina Michailova and Dana L. Ott

The purpose of this paper is to critically examine the literature on the relationship between international experience (IE) and cultural intelligence (CQ) development, and…

Abstract

Purpose

The purpose of this paper is to critically examine the literature on the relationship between international experience (IE) and cultural intelligence (CQ) development, and advocate for the utilization of theory to explain this relationship.

Design/methodology/approach

On the basis of the premise that CQ can be developed through IE, the authors review existing empirical research in regards to this relationship. The authors conducted a search of the main business, education, and psychology databases for articles published from 2003, the year when the CQ construct was introduced, through 2017. The search focused on studies where CQ was tested as a dependent variable or as a mediator between IE and a dependent variable, and resulted in 15 empirical articles and three book chapters.

Findings

A critical analysis of the relationship between IE and CQ reveals considerable variation and inconsistencies among findings within the extant empirical literature. The authors argue that this is mainly because most studies fail to apply a theory to explain the link between these two constructs. The authors draw from social learning theory (SLT) to illustrate how it can be utilized to detail the relationship between IE and CQ development. The authors also suggest how future research can advance the understanding of this relationship, and outline the implications of such examinations for practice.

Originality/value

While substantive knowledge has been generated to understand CQ as an antecedent, the authors investigate CQ development as the dependent variable. The critical review of this literature identifies a specific weakness within previous research and the authors offer a way to resolve it. SLT, which views learning as being affected by both observation and experience, and includes attention, retention, and participative reproduction, is one potentially powerful tool that can explain why and how IE can lead to CQ development. This is a far more fine- grained and detailed approach to understanding and explaining the relationship between the two constructs than provided by previous studies.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 6 no. 1
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 18 April 2017

Daniel Hoppe

The purpose of this paper is to investigate the interrelationships between different foci of commitment, namely, department commitment (DC) and corporate brand commitment…

Abstract

Purpose

The purpose of this paper is to investigate the interrelationships between different foci of commitment, namely, department commitment (DC) and corporate brand commitment (CBC), and their relationship toward favorable employee behavior on the same level of aggregation.

Design/methodology/approach

A survey at a maximum care hospital in Germany was conducted (N = 366).

Findings

Integrating two contrasting frameworks (“key mediating concept” and “compatibility concept”) into a mixed model by using the accessibility-diagnosticity framework, support for the predictive nature of DC on CBC was found. Based on the compatibility principle, relationships between DC and department citizenship behavior (DCB) as well as between CBC and brand citizenship behavior (BCB) are empirically supported. Negligible spillover effects were found.

Research limitations/implications

Understanding the relationship between DC and CBC shows new ways to strengthen CBC, as the generation of DC has synergetic effects on favorable employee behaviors. DC facilitates employee behavior supporting the department and has an indirect impact on BCB, which is extremely important in service sectors with limited differentiation potential.

Originality/value

This paper provides a new theoretical reasoning to derive relationships between different foci of commitments applicable for future research. Additionally, it is the first implementation of CBC in a multi-foci framework of commitments and favorable employee behaviors. Moreover, it is the first application of the BCB construct in a healthcare context. Finally, empirical support for a mixed concept approach over past models in a multi-foci framework is provided.

Details

Journal of Product & Brand Management, vol. 26 no. 2
Type: Research Article
ISSN: 1061-0421

Keywords

Article
Publication date: 12 August 2019

Rishipal

The purpose of this study is to identify the characteristics of employee loyalty and counter-productive work behaviour (CWB) among employees working in the Indian…

Abstract

Purpose

The purpose of this study is to identify the characteristics of employee loyalty and counter-productive work behaviour (CWB) among employees working in the Indian hospitality sector. The study also compared the status of employee loyalty among managers, who exhibit either very high and or very low traits of CWB. The study also examined the factors responsible for the high tendency of employee loyalty and for that of CWB.

Design/methodology/approach

Primary data were collected by using questionnaire and interview methods from employees and managers working in hotels situated in the National Capital Region (NCR), Delhi, India. A sample of total 220 junior and middle level managers and other employees was taken and a selected sample was tested for tendencies of employee loyalty and CWB and analyzed to interpret the findings.

Findings

The findings reveal that the tendency of employee loyalty among managers in the hospitality sector was high, whereas the status of CWB was low. Results also predicted that the tendency of employee loyalty was high among the managers with low traits of counter-productive behaviour and very low among managers with a higher tendency of CWB. Factors such as compensation and benefits, job security and growth and satisfaction were found to be responsible for high tendency of employee loyalty; the controlling of factors such as ignoring or arguing with others, physically damaging organizational property, stealing organizational or employee’s property, intentionally working slowly, doing work incorrectly, neglecting to follow procedures, taking longer breaks than allowed, coming late and leaving early was responsible for a high degree of CWB.

Research limitations/implications

This study was conducted by involving lower and middle level hospitality sector managers in the NCR Delhi region only. To generalize the findings effectively, a more comprehensive study should be conducted that also involves senior level managers.

Originality/value

There are relatively few prior studies of the factors addressed in this study which has sought to explore an under-research aspect of workplace behaviour.

Details

Worldwide Hospitality and Tourism Themes, vol. 11 no. 4
Type: Research Article
ISSN: 1755-4217

Keywords

Article
Publication date: 13 November 2020

He Peng, Chris Bell and Yiran Li

Although studies have demonstrated that knowledge hiding is an important inhibitor of organizational innovation, current research does not clearly address how intragroup…

Abstract

Purpose

Although studies have demonstrated that knowledge hiding is an important inhibitor of organizational innovation, current research does not clearly address how intragroup relationship conflict influences knowledge hiding. This study aims to identify the underlying mechanism between intra-group relationship conflict and knowledge hiding.

Design/methodology/approach

Drawing on affective events theory (AET), the authors propose a theoretical model and empirically test it by applying hierarchical regression analysis and a bootstrapping approach to data from a multi-wave survey of 224 employees in China.

Findings

Consistent with AET, the empirical results show that envy mediates perceived intragroup relationship conflict and knowledge hiding. As predicted, trait competitiveness moderates the indirect effect of perceived intragroup relationship conflict on knowledge hiding via envy.

Originality/value

The results support an AET perspective whereby knowledge hiding is shaped by relationship conflict, envy and trait competitiveness. This study introduces the novel proposition that relationship conflict and competitiveness influence envy, and consequently knowledge hiding.

Details

International Journal of Conflict Management, vol. 32 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

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