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The purpose of this study was to apply social exchange and organizational support theories to examine the relationship between mid-level strategic enrollment managers’ perceptions of managerial coaching behaviors enacted by their senior managers and their own reported job engagement, as mediated by perceived organizational support (POS) within the US higher education context.

A quantitative survey-based half-longitudinal design, which used the latent marker variable technique, was conducted with a sponsoring professional organization in the strategic enrollment management (SEM) field in the USA. A total of 301 usable surveys were analyzed using structural equation modeling.

The results of this study indicate that SEM managers’ job engagement and the perceived managerial coaching behaviors provided to them by their senior managers were positively correlated, and that POS fully mediated this relationship. These findings highlight how coaching behaviors may allow managers to elicit positive emotional responses and, by fostering enhanced POS, ultimately enhance job engagement among their team members.

This study addresses several calls for research on managerial coaching, job engagement and POS in an under-examined higher education context within the human resource development field.

The purpose of this paper is to examine the influences of psychological capital (PsyCap) on work engagement. It also investigated the role of work empowerment as a mediator and authentic leadership as a moderator.

Data were collected from 599 knowledge workers in a Korean conglomerate. For statistical analysis, the authors conducted the confirmatory factor analysis, reliability and correlation analysis, and hierarchical multiple regression analyses.

The results suggest that employees were highly engaged when they had higher PsyCap. Work empowerment partially mediated the relationship between PsyCap and work engagement. While authentic leadership was found to moderate the relationship between PsyCap and work empowerment, the proposed moderation effect of authentic leadership on the relationship between PsyCap and work engagement turned out to be non-significant.

The sample of this study was focused on knowledge workers in the Korean private sector who are mostly male junior or middle managers. This empirical study relied on a cross-sectional survey method. As the results of exploratory and confirmatory factor analyses, however, common method variance was found not to be of great concern.

HR and OD practitioners can help employees develop more positive attitudes about their work. It is also important to improve employees’ empowerment and engagement level not only by helping employees enhance the level of PsyCap, but also by job enrichment and by developing authentic and supportive leadership.

The contributions of this study to theory lie in the fact that it: took an integrative approach encompassing both personal and contextual factors; introduced relatively new constructs in empowerment and engagement research: PsyCap and authentic leadership; was an international study, based on Korean cultural context.

This study aims to identify people’s perceptions of what behaviourally differentiates effective managers from ineffective managers within a South Korean (SK) public sector organization, and the extent to which the findings are similar or different to those of an equivalent previous study in the SK private sector.

Adopting the “pragmatic approach” and assuming a post-positivist ontology and constructivist–interpretivist epistemology, examples of “effective” and “ineffective” managerial behaviour were collected from managers and non-managerial employees in an SK central government Ministry using the critical incident technique. The collected critical incidents were coded, classified and reduced to a smaller number of behavioural categories. These were then compared against equivalent findings from a previous SK private sector replication study using open, axial and selective coding to identify generic behavioural criteria (GBCs)

High degrees of convergence point towards the emergence of a “two-factor” SK behavioural taxonomy of perceived managerial and leadership effectiveness comprised of positive (n = 11) and negative (n = 4) GBCs of effective and ineffective managerial behaviour.

The GBCs constituting the deduced SK behavioural taxonomy could be used by HRD practitioners to critically evaluate the efficacy of extant management and leadership development (MLD) programmes, or to inform/shape the creation of new MLD programmes. Additionally, they could be used by other HR professionals to critically evaluate the relevance and efficacy of the assessment criteria used for existing management selection, 360-degree feedback and formal performance appraisal systems.

The emergence of an SK behavioural taxonomy through Type 3 (emic-as-emic) and Type 4 (emic-and-etic) indigenous research is a rare example of Eastern mid-range theory development.

The aim of this paper is to offer potential insight regarding formal cross‐cultural mentoring organization and program development in higher education contexts and beyond, by elaborating regarding the founding and programmatic efforts of an International Student Mentor Association (ISMA) at a large university in North America.

The research approach used was an exploratory case study. Data were collected from various secondary sources. As ex‐post factor reporting, data analysis was also based on memory and experiences recalled by the first author – one of the ISMA founding members.

ISMA was distinctive in employing cross‐cultural mentoring. International, cultural components were embedded in the overall organization structure, board and team designs, paired mentor system, mentor and protégé matching, training content, and multilevel mentoring activities. Organization and program flow charts were identified.

Future research should examine dynamics of cultural dimensions, such as age, gender and other cultural orientations, in the cross‐cultural mentoring relationships and programs.

Human resource development (HRD) practitioners can use formal cross‐cultural mentoring to facilitate cultural adjustment and exchange as well as psycho‐social and career supports in multinational or multicultural organizations. Employing multilevel mentoring relationships can further social network and capital of an organization and its members.

This is one of the few studies in formal cross‐cultural mentoring organization and program development. Organization establishment process, organization structure, matching system, and program flow charts can be used as a potential guidance for implementation of other cross‐cultural mentoring organizations and programs.

This paper aims to review the latest management development across the globe and pinpoint practical implications from cutting‐edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Mentoring has become an increasingly significant part of undergraduate programs, replacing the “sink or swim” mentality which prevailed largely a generation ago. For students from different countries and cultures, mentoring is a form of support which can be quite valuable. While anecdotal evidence suggests that it is much appreciated, this is not an area which has been the subject of a great deal of research.

The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy‐to‐digest format.

The purpose of this research is to examine the relationship between coaching leadership and employees' taking charge while incorporating the mediating role of work meaningfulness and the moderating role of challenge-hindrance stressor.

A total of 355 pairs of effective samples were collected through a two-stage supervisor-subordinate paired survey. Four hypotheses were tested using hierarchal regression analysis and bootstrapping method.

The findings show that coaching leadership is positively related to taking charge, and work meaningfulness positively mediates the coaching leadership-taking charge relationship; high challenge stressors and high hindrance stressors weaken the positive effect of coaching leadership on work meaningfulness respectively; challenge stressors and hindrance stressors further moderate the indirect relationship of coaching leadership and taking charge through work meaningfulness.

This study provides a new perspective for organizations to activate employees' taking charge, thereby enriching the antecedents of taking charge. By incorporating challenge-hindrance stressor framework, this study also provides answers to when coaching leadership will be less effective.

The purpose of this paper is to propose some competitive strategies as a reference for domestic mobile phone corporations (DMCs) so that dominant mobile phone corporations can develop advantageous business strategies to effectively compete with international corporations within the China market.

The study utilizes case studies and the analysis hierarchical process to analyze the competitiveness of the domestic mobile phone industry (DMI) within the China market from a value chain perspective.

The study finds that the competitive strengths of the domestic mobile phone players lie in manufacturing and customer service, while the weaknesses are in research and development (R&D), distribution (DIST) and marketing and sales (MS) in terms of competing with international brands already within the Chinese market.

The paper samples experts familiar with the mobile phone market in the Shanghai area, and therefore may not be applicable to the entire Chinese market. A wider study is suggested, with samples sourced from the entire market, to fill in the remaining gaps.

The surveyed experts emphasize that R&D, DIST and MS capabilities need to be addressed immediately. In turn, some competitive strategies are proposed for the DMI to employ, taking into account their individual features and strengths.

The study assists the dominant corporations in the DMI to better understand their competitive weaknesses through the comments provided by the surveyed experts. Some competitive strategies are proposed as a reference for DMCs.

The authors examine the effect of greenhouse gas (ghg) assurance on cost of debt, and the effect of board gender diversity on cost of debt, for an international sample of listed companies.

Utilizing firm-level data and a quantile regression approach, this study examines the effects of greenhouse gas assurance and board diversity on cost of debt by employing an international sample of firms during 2015–2021.

The authors find that in firms with a relatively low cost of debt the external assurance of greenhouse gas emissions and gender diversity could significantly contribute to a reduction of cost of debt. Furthermore, other measures of board diversity that are linked with independent directors and skilled directors seem to contribute to an increase of firms' cost of debt in the lower end of distribution. Drawing from the agency theory, the authors showcase the fact that ghg assurance reduces information asymmetry and therefore agency costs such as borrowing costs and signals to the stakeholders a long-term commitment to excellence.

This study is the first that provides insights on the relationship between ghg assurance, board diversity and cost of debt.

The purpose of this paper is to evaluate the impact of the International Financial Reporting Standards (IFRS) and eXtensible Business Reporting Language (XBRL) on audit fees based on evidence from listed companies operating in an emerging economy. Whilst IFRS constitute high-quality accounting standards, XBRL represents a technology standard that can enhance the usability of IFRS and overall financial reporting transparency.

Multivariate analyses are used on a sample of 1,798 firm-year observations between 2000 and 2011 from companies listed in the Shanghai Stock Exchange that were subject to XBRL and IFRS adoption mandates.

The main results suggest that XBRL has a main negative effect on audit fees which is weaker for larger firms. Additionally, the authors find that IFRS increases audit fees for all companies. Whilst this effect is positive for firms of different sizes, it is weaker for larger firms.

Whilst the findings are applicable to the selected sample and may or may not be generaliseable to other economies, they can provide important implications for both regulators and companies that are undertaking IFRS convergence and XBRL implementation projects in developing economies around the world.

This study offers a timely assessment of the economic consequences of IFRS and XBRL on listed companies operating in an emerging economy, in addition to providing an important basis upon which further research can be designed in order to extend the analysis.

The purpose of this paper is to investigate the current level of voluntary corporate disclosure in the Egyptian Stock Exchange. In addition, it explores the factors influencing the extensiveness of voluntary disclosure and examines the potential consequences of such disclosure in regards to the phenomenon of earnings management.

A relevant disclosure index to the Egyptian context was adopted to assess the level of voluntary disclosure in the 2010 annual reports of the most actively traded companies listed on the Egyptian Stock Exchange. The relationship between the extent of voluntary disclosure and each specific-related factor was examined using unranked and ranked OLS regression models. Meanwhile, a system of simultaneous equations was performed using a two-stage least squares regression model in order to investigate whether companies with higher levels of voluntary disclosure exhibit lower levels of earnings management practices.

The results indicate that the level of voluntary disclosure is positively responsive to specific corporate attributes, namely, the type of auditing firm and the two industries of Healthcare and Pharmaceuticals, and Chemicals. However, no significant indications were found that firm size, leverage, profitability and liquidity are important determinants of corporate disclosure. Also, the results show no evidence to support the prior anticipation that a higher level of voluntary disclosure reduces the ability of managers to make use of earnings management. On the contrary, it was found that leverage and the tendency of firms to avoid reporting declines in earnings are the main drivers of the phenomenon of earnings management in Egypt.

This paper has important implications for both domestic and overseas investors in Egypt as well as the regulatory authorities in the developing economies.

The main contribution of this paper is its focus on the extent of voluntary disclosure in a developing country such as Egypt, which has a high potential for economic growth in the near future. Besides, this paper is the first to examine the relationship between the level of voluntary disclosure and the phenomenon of earnings management in the Egyptian context.