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Book part
Publication date: 7 June 2016

Pamala J. Dillon and Charles C. Manz

We develop a multilevel model of emotional processes grounded in social identity theory to explore the role of emotion in transformational leadership.

Abstract

Purpose

We develop a multilevel model of emotional processes grounded in social identity theory to explore the role of emotion in transformational leadership.

Methodology/approach

This work is conceptual in nature and develops theory surrounding emotion in organizations by integrating theories on transformational leadership, emotion management, and organizational identity.

Findings

Transformational leaders utilize interpersonal emotion management strategies to influence and respond to emotions arising from the self-evaluative processes of organizational members during times of organizational identity change.

Research limitations/implications

The conceptual model detailed provides insight on the intersubjective emotional processes grounded in social identity that influence transformational leadership. Future research into transformational leadership behaviors will benefit from a multilevel perspective which includes both interpersonal emotion management and intrapersonal emotion generation related to social identity at both the within-person and between-person levels.

Originality/value

The proposed model expands on the role of emotions in transformational leadership by theoretically linking the specific transformational behaviors to discrete emotions displayed by followers. While previous empirical research has indicated the positive outcomes of transformational leadership and the role of emotion recognition, work has yet to be presented which explicates the role of discrete emotions in the transformational leadership process.

Book part
Publication date: 5 November 2021

Michael W. Kramer and Alaina C. Zanin

This chapter summarizes many conceptual, theoretical, and methodological topics related to studying group communication using qualitative research methods. First, it…

Abstract

This chapter summarizes many conceptual, theoretical, and methodological topics related to studying group communication using qualitative research methods. First, it explains five of the most common theoretical frameworks used by group communication scholars (i.e., symbolic convergence theory, bona fide group perspective, unobtrusive control theory, dialectical theory, and structuration theory). Next, it discusses best practices and issues related to different data collection methods including observations, historical case studies, ethnographies, focus groups, and interview studies. Then, the chapter describes two primary data analytic tools, various iterations of constant comparison method, and qualitative content analysis. Finally, the chapter describes several innovative qualitative methods that may lead to new understandings of group communication processes including discourse analysis and discourse tracing, as well as new approaches to collecting qualitative network data and mediated data. The chapter concludes with a discussion of future research suggestions.

Details

The Emerald Handbook of Group and Team Communication Research
Type: Book
ISBN: 978-1-80043-501-8

Keywords

Book part
Publication date: 20 September 2021

Hunter Fujak, Tracy Taylor, Clare Hanlon and Donna O'Connor

The first Australia and New Zealand semi-professional women's rugby league premiership (NRLW) was launched in 2018. This chapter charts the players' journey through the…

Abstract

The first Australia and New Zealand semi-professional women's rugby league premiership (NRLW) was launched in 2018. This chapter charts the players' journey through the first two seasons of the competition. A questionnaire was distributed at the end of both seasons to all contracted players in each of the four clubs to capture feedback on their experiences, perceptions, challenges and suggestions for improvements. Players were asked about contracts, sacrifices, support, club culture and their views on coaching and training. The findings indicated despite significant stressors and challenges, players were highly appreciative of the chance to play in a semi-professional league, to be part of a landmark competition, and to inspire future generations of girls to play rugby league. Positive satisfaction across most dimensions of league and club practices and operations were evident in season one. By the end of season two, attitudes were changing, with data showing that players expected to obtain increases in remuneration, number of clubs, season length, media coverage and improvements in coaching, training and support services. Sports such as rugby league need to be particularly mindful of addressing issues arising, as options for women in professional team sports is growing rapidly and competition for talent will only accelerate into the future. This case study of women in rugby league demonstrates that women's experiences and perceptions are shifting from an initiation phase of gratefulness and acceptance of personal/family sacrifice for the opportunity to play semi-professionally, to having increased expectations of reasonable employment conditions and legitimacy as professional athletes.

Details

The Professionalisation of Women’s Sport
Type: Book
ISBN: 978-1-80043-196-6

Keywords

Content available
Book part
Publication date: 20 September 2021

Abstract

Details

The Professionalisation of Women’s Sport
Type: Book
ISBN: 978-1-80043-196-6

Book part
Publication date: 10 June 2015

Russell Cropanzano, Marion Fortin and Jessica F. Kirk

Justice rules are standards that serve as criteria for formulating fairness judgments. Though justice rules play a role in the organizational justice literature, they have…

Abstract

Justice rules are standards that serve as criteria for formulating fairness judgments. Though justice rules play a role in the organizational justice literature, they have seldom been the subject of analysis in their own right. To address this limitation, we first consider three meta-theoretical dualities that are highlighted by justice rules – the distinction between justice versus fairness, indirect versus direct measurement, and normative versus descriptive paradigms. Second, we review existing justice rules and organize them into four types of justice: distributive (e.g., equity, equality), procedural (e.g., voice, consistent treatment), interpersonal (e.g., politeness, respectfulness), and informational (e.g., candor, timeliness). We also emphasize emergent rules that have not received sufficient research attention. Third, we consider various computation models purporting to explain how justice rules are assessed and aggregated to form fairness judgments. Fourth and last, we conclude by reviewing research that enriches our understanding of justice rules by showing how they are cognitively processed. We observe that there are a number of influences on fairness judgments, and situations exist in which individuals do not systematically consider justice rules.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78560-016-6

Keywords

Book part
Publication date: 20 September 2021

Ali Bowes and Alex Culvin

This chapter introduces and sets the scene for a discussion on women's sport in a professional era. Initiated in the wake of the second-wave feminist movement in America…

Abstract

This chapter introduces and sets the scene for a discussion on women's sport in a professional era. Initiated in the wake of the second-wave feminist movement in America in the 1950s with the professionalisation of golf and tennis, the move for other women's sports to be professionalised has been slow, sporadic and marred with difficulties. However, since the turn of the twenty-first century, there have been significant changes in the landscape of elite women's sport. Alongside an overview of the developments in elite level women's sport, we conceptualise the terms ‘professionalisation’, ‘professional’ and ‘professionalism’. Furthermore, the chapter identifies the scope of the book, drawing upon the importance to consider women's sport as distinct from men's sport and identifying issues that are specific to female athletes, such as maternity and the gender pay gap. We also recognise the diverse and multiple nature of women's identities, highlighting the intersectionality of female athletes in professional sport (specifically around race/ethnicity, gender and sexuality, and national identity).

Details

The Professionalisation of Women’s Sport
Type: Book
ISBN: 978-1-80043-196-6

Keywords

Abstract

Details

Sport Business in Leading Economies
Type: Book
ISBN: 978-1-78743-564-3

Book part
Publication date: 20 July 2017

Elizabeth P. Karam, William L. Gardner, Daniel P. Gullifor, Lori L. Tribble and Mingwei Li

Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the…

Abstract

Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past decade. Consideration of the implications of these constructs for high-performance human resource practices (HPHRP) is limited, however. In this monograph, we present a conceptual model that integrates authentic leadership/followership theory with theory and research on HPHRP. Then, we apply this model to systematically consider the implications of skill-enhancing, motivation-enhancing, and opportunity-enhancing HR practices in combination with authentic leadership for authentic followership, follower work engagement, and follower performance. We contend that authentic leadership, through various influences processes, promotes HPHRP, and vice versa, to help foster enhanced work engagement. By cultivating greater work engagement, individuals are motivated to bring their best, most authentic selves to the workplace and are more likely to achieve higher levels of both well-being and performance.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78714-709-6

Keywords

Article
Publication date: 1 December 2004

Tracy Taylor and Peter McGraw

In order to assess the current usage of succession management programs in Australian‐based organizations, and gain information on the characteristics and perceived…

5183

Abstract

In order to assess the current usage of succession management programs in Australian‐based organizations, and gain information on the characteristics and perceived effectiveness of such programs, a national research study was undertaken. A total of 711 human resource management professionals from a range of organizations across the country answered the questionnaire, a response rate of 59 percent. Succession management programs were present in less than half of the respondent's organizations. Furthermore, these programs were generally less than five years old. The prime imperatives for introducing succession management programs were reported as the desire to improve business results, and the need for new skill requirements in the business. A relationship between organization size, industry and type and the likelihood to use succession management was found. Common perceptions concerning the characteristics of effective succession management programs were also identified and are described in the paper. In brief, these are: high level involvement by the chief executive officer; senior management support; line management involvement in identifying candidates; developmental assignments as part of the process; and succession management linked to business strategies.

Details

International Journal of Manpower, vol. 25 no. 8
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 7 October 2014

Ashlee Morgan, Daryl Adair, Tracy Taylor and Antoine Hermens

Using a case study of an international sport event, the purpose of this paper is to examine the inter-organisational relationship between a sport event property and its…

3408

Abstract

Purpose

Using a case study of an international sport event, the purpose of this paper is to examine the inter-organisational relationship between a sport event property and its corporate sponsors.

Design/methodology/approach

Interviews were conducted with personnel from the national sport organisation responsible for the delivery of this major event, and from four of its corporate sponsorship partners.

Findings

The findings indicated that both formal and informal governance were critical to the relationships underpinning these sponsorship alliances. From a dyadic perspective, it was found that the satisfaction of sponsorship partners had two key elements: tangible commercial benefits from the sponsor-sponsee alliance, and the less tangible but nonetheless valuable relationship support within the partnership. In short, partner satisfaction and alliance stability stemmed from relational constructs and the balance of formal governance mechanisms.

Originality/value

This paper explores the variables that generate value and maintain alliance stability for improved sponsorship governance. These findings, while focused on a single case study, have implications for research in the field of sponsorship and to the area of business-to-business relationships more broadly.

Details

Sport, Business and Management: An International Journal, vol. 4 no. 4
Type: Research Article
ISSN: 2042-678X

Keywords

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