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1 – 10 of over 2000Isabelle Fisher and Patrícia Costa
This study aims to explore how individual personal growth initiative (PGI) mediates the relationship between a positive error orientation and job crafting. Furthermore, it…
Abstract
Purpose
This study aims to explore how individual personal growth initiative (PGI) mediates the relationship between a positive error orientation and job crafting. Furthermore, it explores the moderating role of the feedback from the leader in this relationship.
Design/methodology/approach
Data was collected through a survey conducted on 209 international employees from multiple occupations.
Findings
A positive error orientation is indirectly related to job crafting through its relationship with PGI. Also, feedback from leadership has a negative effect on the relationship between a positive error orientation and PGI. Indeed, the mediation effect of PGI on the relationship between a positive error orientation and job crafting loses significance when the leadership feedback is high.
Practical implications
As far as job crafting is concerned, it is essential to develop an error management culture to promote proactive behaviors among individuals.
Originality/value
Although the literature tends to highlight the positive effects of receiving feedback from the leader on employee’s professional development, this paper highlights the potential detrimental effects of leader feedback on PGI, therefore opening a new interesting area that demands attention.
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Sanne Nijs, Christina Meyers and Marianne van Woerkom
In this chapter, we discuss talent development in the context of higher education. After discussing the advantages and disadvantages of inclusive and exclusive approaches to…
Abstract
In this chapter, we discuss talent development in the context of higher education. After discussing the advantages and disadvantages of inclusive and exclusive approaches to talent development, we present empirical data that detail how the participants of a focus group study perceive talent development in higher education. Our data show the importance of a contextualized reading of talent development as the competitive context in academia hinders an inclusive focus on talent development. This context results in a performance-centred, instead of a development-centred approach to talent management, where outperforming others in narrowly defined areas (e.g. publication record) is the main goal. We show that in such a context the development of competitive talent is rewarded, and the development of communal talent is not. The focus on performance instead of (inclusive) development becomes more pronounced when employees move through their career and is believed to have several negative consequences. Mostly women perceived that such a non-inclusive approach to talent development hinders the development and deployment of their talents and obstructs their career progression.
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Wali Rehman, Abdelwahed Yosra, Muhammad Sualeh Khattak and Goher Fatima
This paper aims to examine the effects of perceived desirability for entrepreneurship (PDE) and perceived self-efficacy (PSE) on the entrepreneurial intentions (EI) of business…
Abstract
Purpose
This paper aims to examine the effects of perceived desirability for entrepreneurship (PDE) and perceived self-efficacy (PSE) on the entrepreneurial intentions (EI) of business students, with the moderation effect of entrepreneurial knowledge (EK) in the context of the theory of planned behaviour.
Design/methodology/approach
We used a self-administered survey of 200 students registered in the business schools of Pakistani universities. The causal association between the variables was estimated through SmartPLS by using hierarchal linear modelling.
Findings
The study findings indicate that PDE and PSE significantly influence EIs. Furthermore, EK significantly strengthens the nexus between PDE and EIs and between PSE and EIs. Those students who had already acquired self-efficacy and exhibited desirability for the business venture were more inclined towards entrepreneurship if they had acquired some EK and vice versa.
Research limitations/implications
This study reveals that a model of EIs is needed to configure the students’ goals and motivations. Also, using new education programmes will help students acquire new knowledge for business startups. Further implications are also discussed.
Originality/value
This research fills a gap by using the moderating role of EK on the nexus between PDE, PSE and EIs, which has remained untouched in the educational sector.
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Shamima Haque, Debadrita Panda and Arpita Ghosh
This paper aims to capture the challenges faced by large industrial firms in implementing employee green behaviour. It uses the gamification-based Octalysis framework for…
Abstract
Purpose
This paper aims to capture the challenges faced by large industrial firms in implementing employee green behaviour. It uses the gamification-based Octalysis framework for identifying motivational drives and entwins it to self-efficacy theory seeking to motivate and engage the employees through game techniques.
Design/methodology/approach
This paper uses qualitative approach where semi-structured interviews were conducted through snowball sampling technique with managers in senior positions in power sector holding significant decision-making authority. The interviews were transcribed and were analysed thematically.
Findings
This study offers compelling evidence that industrial firms are grappling to inculcate pro-environmental behaviour largely losing on incentivising motivation. Gamification can provide an enjoyable framework balancing intrinsic and extrinsic motivational drives.
Practical implications
This study offers a framework applicable to organisations across sectors, addressing challenges in implementing green behaviour by leveraging four phases of game mechanics. It tackles issues related to motivation and demand for incentives by striking a balance between intrinsic and extrinsic motivations.
Originality/value
This research stands out by incorporating game mechanics, specifically designed through Octalysis, to boost self-efficacy and encourage green behaviour among employees. Furthermore, it is in harmony with Sustainable Development Goals and circular principles.
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Deirdre Anne Ryan and Pauline Boland
Diagnosis of substance use disorders and addictive behaviours are growing worldwide. It is timely to examine and collate literature on the nature of occupational therapy…
Abstract
Purpose
Diagnosis of substance use disorders and addictive behaviours are growing worldwide. It is timely to examine and collate literature on the nature of occupational therapy intervention in this field, to increase understanding of current practice and inform future directions. The purpose of this paper is to source and synthesise literature on occupational therapy interventions used in the treatment of people experiencing addiction.
Design/methodology/approach
Four databases were searched in August 2019. A total of 597 titles were screened, and 18 studies with varying methods met inclusion criteria. A narrative synthesis of the included literature was arranged into themes to summarise key findings.
Findings
Findings were grouped into three themes about occupational therapy provision to people experiencing addiction: single occupation focused intervention; skills training (including sub-themes on daily living skills and vocational skills); and establishing a community-based sober routine.
Research limitations/implications
Further research on this topic should focus on efficacy of treatments and build on current findings to develop more rigorous research with appropriate sample sizes to support evidence-based practice.
Originality/value
This study presents a synthesis of how occupational therapy interventions have been used to treat people experiencing addiction issues. Findings indicate occupational therapy appears to fit well within addiction treatment and assert that occupational therapy is most supportive when interventions go beyond the teaching of skills alone to prioritise occupational engagement and client centred practice.
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Marjolein C.J. Caniëls, Judith H. Semeijn and Irma H.M. Renders
The purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes…
Abstract
Purpose
The purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset.
Design/methodology/approach
The study is based on survey data from 259 employees of an internationally operating high-tech organization in the Netherlands.
Findings
In line with prior studies, support is found for positive significant relationships of proactive personality and transformational leadership with engagement. Additionally, transformational leadership is found to moderate the relationship between proactive personality and work engagement, but only when employees have a growth mindset.
Originality/value
The study advances the literature that investigates the proactive personality-engagement relationship. Specifically, this study is the first to examine a possible three-way interaction that may deepen the insights for how proactive personality, transformational leadership and growth mindset interact in their contribution to work engagement.
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This study investigates the mechanism through which banks employ corporate social responsibility (CSR) commitment to engage in employees. The values of different types of CSR…
Abstract
Purpose
This study investigates the mechanism through which banks employ corporate social responsibility (CSR) commitment to engage in employees. The values of different types of CSR engagement (i.e. philanthropic CSR vs ethical and legal CSR) are distinguished and their influences on employee identification are analyzed. The moderation effect of CSR communication through corporate social media is examined in this context.
Design/methodology/approach
A sample of 254 respondents was collected through surveying the employees of one of the largest banks in Turkey.
Findings
Findings suggest that ethical and legal CSR is perceived more importantly than philanthropic CSR by employees in the banking industry. In addition, the level of transparency and frequency of CSR communication through corporate social media moderates the CSR types–employee identification relationship distinctively.
Practical implications
Special attention should be paid to the conditions under which CSR communication takes place effectively, as skeptics toward certain types of CSR initiatives may occur along with the disclosure of information about them.
Social implications
If organizations use social media communication in a way that would bring the CSR interests of their employees to light, it is likely that CSR initiatives will become more meaningful and have a greater societal impact.
Originality/value
This study contributes to the CSR literature through identifying the value of different types of CSR initiative and confirming the importance of transparent and proactive CSR communication on employee identification in the banking sector.
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Advances in Big Data, artificial Intelligence and data-driven innovation bring enormous benefits for the overall society and for different sectors. By contrast, their misuse can…
Abstract
Advances in Big Data, artificial Intelligence and data-driven innovation bring enormous benefits for the overall society and for different sectors. By contrast, their misuse can lead to data workflows bypassing the intent of privacy and data protection law, as well as of ethical mandates. It may be referred to as the ‘creep factor’ of Big Data, and needs to be tackled right away, especially considering that we are moving towards the ‘datafication’ of society, where devices to capture, collect, store and process data are becoming ever-cheaper and faster, whilst the computational power is continuously increasing. If using Big Data in truly anonymisable ways, within an ethically sound and societally focussed framework, is capable of acting as an enabler of sustainable development, using Big Data outside such a framework poses a number of threats, potential hurdles and multiple ethical challenges. Some examples are the impact on privacy caused by new surveillance tools and data gathering techniques, including also group privacy, high-tech profiling, automated decision making and discriminatory practices. In our society, everything can be given a score and critical life changing opportunities are increasingly determined by such scoring systems, often obtained through secret predictive algorithms applied to data to determine who has value. It is therefore essential to guarantee the fairness and accurateness of such scoring systems and that the decisions relying upon them are realised in a legal and ethical manner, avoiding the risk of stigmatisation capable of affecting individuals’ opportunities. Likewise, it is necessary to prevent the so-called ‘social cooling’. This represents the long-term negative side effects of the data-driven innovation, in particular of such scoring systems and of the reputation economy. It is reflected in terms, for instance, of self-censorship, risk-aversion and lack of exercise of free speech generated by increasingly intrusive Big Data practices lacking an ethical foundation. Another key ethics dimension pertains to human-data interaction in Internet of Things (IoT) environments, which is increasing the volume of data collected, the speed of the process and the variety of data sources. It is urgent to further investigate aspects like the ‘ownership’ of data and other hurdles, especially considering that the regulatory landscape is developing at a much slower pace than IoT and the evolution of Big Data technologies. These are only some examples of the issues and consequences that Big Data raise, which require adequate measures in response to the ‘data trust deficit’, moving not towards the prohibition of the collection of data but rather towards the identification and prohibition of their misuse and unfair behaviours and treatments, once government and companies have such data. At the same time, the debate should further investigate ‘data altruism’, deepening how the increasing amounts of data in our society can be concretely used for public good and the best implementation modalities.
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The Women in Leadership Development (WLD) Initiative is a year-long, multifaceted co-curricular leadership development opportunity created to support the unique developmental…
Abstract
Purpose
The Women in Leadership Development (WLD) Initiative is a year-long, multifaceted co-curricular leadership development opportunity created to support the unique developmental needs of emerging women leaders. WLD was intentionally designed around the context of second-generation gender bias with a firm grounding of research and theory on gender and leadership.
Design/methodology/approach
Organized around three leadership pathways – leadership training, leadership coaching, and leadership support networks – WLD brings together the best practices of leadership development in combination with feminist pedagogy and critical perspectives to foster meaningful and impactful development of women leaders.
Findings
This paper describes the design of the initiative and how each leadership pathway supports the leadership development journey for emerging women leaders. It provides a model that is impactful as well as foundational, for undergraduate women’s leadership development.
Originality/value
Women leaders, in particular, can benefit from leadership development that takes gender into account (DeFrank-Cole & Tan, 2022a; Ely et al., 2011).
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Justin Greenleaf and Brent Goertzen
This case study explores student learning outcomes from a student-led eService-learning (SLESL) course. The researchers interviewed 12 participants in addition to evaluating final…
Abstract
This case study explores student learning outcomes from a student-led eService-learning (SLESL) course. The researchers interviewed 12 participants in addition to evaluating final reflection papers. Data analysis yielded three general categories including leadership insights, personal growth and development, and overcoming community obstacles. Leadership insights were comprised of five emergent themes such as leadership lessons learned, collaboration, communication, influence, and other leadership theories. Personal growth and development included seven themes such as personal challenge, personal awareness, practical application, personal affect, personal self-efficacy, self-efficacy toward future involvement, and service-learning insights. The final category, overcoming community obstacles, was encompassed by three themes including community challenge, insights about others, and innovation. Transferability of the findings along with implications for practice are discussed.