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The purpose of this paper is to investigate interrelations between enhanced emotional intelligence, leadership self-efficacy and task-oriented leadership behaviour following participation in leadership coaching.

Organisational leaders (coachees) (N = 70) and their subordinates (N = 175) completed online questionnaires pre- and post-coaching. To account for pre-coaching scores, construct latent change scores were assessed using partial least squares structural equation modelling (PLS-SEM).

Results indicate a positive association between enhanced emotional intelligence and leadership self-efficacy, however, little support was found for leadership self-efficacy as a mediator explaining an association between enhanced emotional intelligence and task-oriented leadership behaviour.

Organisations aiming to improve leader performance through enhancing emotional intelligence and leadership self-efficacy may find value in leadership coaching due to the intervention's positive effect on these constructs, and the positive association observed between developmental changes in these constructs.

Research on the interrelation between emotional intelligence and leadership self-efficacy is scarce. This study extends the literature by investigating the interrelation between developmental changes between these constructs brought about by leadership coaching using latent change scores and PLS-SEM. The study also assesses whether enhanced leadership self-efficacy mediates an association between enhanced emotional intelligence and task-oriented leadership behaviour building on the literature explaining coaching's effect mechanisms.

How top management teams (TMTs) adapt and change to create and sustain competitive advantage is a fundamental challenge for human resource management studies. This paper examines the effects of TMT composition (human capital) and managerial ties (social capital) as factors that interactively explain managerial adaptive capability and organizational performance.

A unique survey dataset, derived through privileged access to organizational CEOs and CFOs of 101 Chinese organizations, was used to investigate a path between TMT functional diversity and organizational performance through adaptive managerial capability. Data were analysed using hierarchical multiple regression and Hayes (2012) PROCESS macro for SPSS.

Unexpectedly, the results show that functional diversity has no direct positive effect on firm performance; however when functionally-diverse TMTs are embedded in external networks, there is a significant positive impact on managerial adaptive capability and, through this, competitive advantage.

By identifying TMT functional diversity as an important driver of adaptive managerial capability, contingent on managerial ties, this study addresses a significant research gap pertaining to how TMT characteristics potentially contribute to the development of a core organizational capability.

The authors’ results highlight the importance of ensuring that recruitment into TMTs considers the complementarity of member functional background; however, benefit is only achieved when TMT members establish external ties with other organizations.

The authors’ findings provide evidence of the interactive effect of human and social capital on adaptive capability development and, through this, organizational performance.

This paper explores the challenge of “fuzzy” assessment criteria and feedback with a view to aiding student learning. The paper untangles three guiding principles as mechanisms to enhance the effectiveness of assessment and feedback through overcoming the inherent challenges which stem from tacit judgement during assessment.

The paper applies a realistic evaluation methodology, with a framework for assessment and feedback consisting of three principles – Means, Opportunity and Motivation (MOM). Through in-depth interviews with undergraduate and postgraduate management students the paper identifies how and when the means, opportunity and motivation principles impact student learning through assessment and the utility of the feedback received on their learning.

The findings in the paper illustrate that students do not always understand the feedback they receive on their learning because they do not fully understand the criteria to which it refers due to the tacit dimensions of assessment. The findings substantiate the proposition that effective assessment processes must ensure that students have the means, opportunity and motivation to use feedback and to understand the criteria, a central component of which is understanding tacit dimensions of assessment.

The paper deciphers three practical implications for instructors related to (1) teaching, (2) course and program design and (3) the nature of the feedback instructors should provide.

While prior scholarship has flagged the challenge of “fuzzy” assessment and feedback, this paper identifies when and how the means, opportunity and motivation principles are manifested in the process of making the tacit components of assessment codified and actionable, a critical process in developing expert learners.

The purpose of this paper is to examine innovation in the resource-constrained context of India’s healthcare industry. It is argued that the process of innovation in addressing healthcare management challenges in such a context occurs through organisational ambidexterity and that human resource management (HRM) plays an important role.

A qualitative research methodology is applied to explore the role of HR practices in facilitating contextual ambidexterity and subsequent innovations in healthcare in India. The unit of analysis is the “case” of healthcare providers in India and in-depth interview and documentary data in two case sites are analysed to reveal the role of HRM in facilitating contextual ambidexterity and innovation. Data analysis was undertaken first at a within-case and then at a cross-case analysis level using interpretive manual coding based on how the data explained the role of HRM in delivering innovative outcomes and supporting organisational ambidexterity.

The authors found evidence of the use of sets of high-involvement HRM practices for exploration of new ideas and efficiency-driven HRM practices for creating contextual ambidexterity in the case organisations. Further, managerial/leadership style was found to play an important role in creating cultures of trust, openness, risk-taking and employee empowerment, supported by an appropriate mix of intrinsic and extrinsic rewards. Finally, training was also reported as being central to creating an ambidextrous context for delivering on various innovations in these healthcare providers.

This study represents an exploration of innovation in the context of India’s healthcare sector through intersecting literatures of ambidexterity, innovation and HRM practices. In light of the emerging economy research context, an important empirical contribution is palpable. Moreover, through a study design which included collecting data from multiple informants on the role of human resources in facilitating innovative outcomes, the authors reveal the role of HR-related initiatives, beyond formal HR practices in creating contextual ambidexterity. This study also reveals the degree to which contextual idiosyncrasies enhance our understanding of the role of HR in facilitating innovation in emerging economies.

This integrative review aimed to identify and synthesis literature on analysis techniques and methodological approaches used to analyse consumer measures in mental health research.

The review included papers published up to January 2020 across seven databases: CINAHL, Web of Science, Medline, PsycINFO, EMBASE, Scopus and Google Scholar. Data search and extraction was conducted according to the recommended guidelines for conducting review by Cochrane and Joanna Briggs Institute. Mixed method synthesis was used to integrate both qualitative and quantitative data into a single synthesis.

The initial search yielded a total of 2,282 papers. A total of 32 papers were included in the synthesis. Most of the included papers (25/32; 78.12%) focused on psychometric properties, whereas 14% (5/32) targeted analysis techniques, and 6.3% (2/32) addressed methodological justification. The measurement models (e.g. psychometric properties) were analysed through validity and reliability testing as part of instrument development and adaptation. The structural models were analysed using techniques such as structural equation modelling, multivariable regression models, intraclass correlation coefficient and partial least squares–structural equation modelling.

Although consumer-reported instruments are analysed using techniques involving linear, hierarchical and longitudinal effects, no attempt has been given to procedures that applied complex data mining or machine learning. Consumer researchers, clinicians and quality management are encouraged to apply rigorous analysis techniques to critically evaluate consumer outcome measures.

This review provides evidence on the analysis techniques in mental health research to inform the training of mental health professionals, students and quality assessment practitioners.

Rebecca Mitchell outlines projects developments and new reports linked with the National Social Inclusion Programme.

Rebecca Mitchell reports recent and forthcoming developments within the National Social Inclusion Programme (NSIP)

The National Social Inclusion Programme (NSIP) has developed a new project within its community participation work stream: Mental Health, Social Inclusion and the Arts. This project supports national, regional and local arts organisations to engage with the wider community, improving access and promoting social inclusion through the arts, in particular for people with mental health problems.

Because discussions of bioethical decision making often take place around specific cases that highlight the individual, the ethical issues these instances bring to the fore are often framed as problems of a deeply personal – and hence individual – nature. While the decisions of ethical bodies located at the intersection of the individual and the biomedical establishment have ramifications at the level of the individual, often constructed as a patient, discussions of bioethics directly inform policy in ways that affect large numbers of people – both as participants in the discussions around issues defined as bioethical in nature and as recipients of policies meant to reflect prevailing bioethical norms.