Showing papers in "European Journal of Training and Development in 2019"

Leveraging culture and leadership in crisis management

Abstract: The purpose of this paper is to explore the relationship of organizational culture, leadership and crisis management through exploration of these three constructs with respect to crisis management.,In this paper, a conceptual framework has been proposed that is based on the literature findings of organizational culture, leadership and crisis management. Two types of cultural elements are used; internal versus external focus and low versus high flexibility. Organizational crisis management process is explained through the five-stage life cycle, including signal detection, prevention, damage containment, recovery and learning. Four types of leadership are included; directive, transactional, cognitive and transformational that are critical during crisis management. Five research propositions have been proposed for each stage of crisis management.,Five research propositions have been proposed based on the stages of crisis management.,The conceptual framework needs to be tested for validity. More research is needed on how changing demographics and technology affect these constructs. Organizations need to develop through reflective practices that focus on leadership competencies and crisis-prone culture to tackle any crisis event.,Organizations need to develop leadership competencies and crisis-prone culture. Organizations needs to be reflective on their practices.,The proposed conceptual framework is an expanded version of the crisis response leadership matrix (CRLM) model of Bowers et al. (2017). In this paper, an unique concept is presented by aligning leadership, culture and crisis management with respect to each stage of crisis management and types of crisis.

The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals

Abstract: The purpose of this study is to investigate the impact of employee perception of training on organizational commitment, and consequently, the impact of organizational commitment on turnover intention.,This study adopted a quantitative research design. Data were collected from 302 registered nurses working at Jordanian hospitals using an email survey questionnaire. Using statistical package for the social science analysis of regression to test the hypothesized model.,The results suggest a strong relationship between two variables: perceived availability of training and perceived supervisor support for training and organizational commitment. On the other hand, the perceived benefits of training is found to be negatively related to organizational commitment. The study also confirms a strong inverse association between organizational commitment and turnover intention.,Limitations and suggestions for future studies three as with all research, there are limitations to this work. First, only three employee perceptions of training are investigated in this study to include perceived availability of training, perceived supervisor support for training and perceived benefits of training. Given that employee perceptions of training include a number of factors, future research may consider other factors such as motivation to learn and co-worker support for training (Newman et al., 2011). Second, the study uses a quantitative approach. Future studies may conduct interviews to examine the relationship between the variables. Third, the data came from registered nurses working in hospitals in a single industry; to increase the generalizability of the findings, there is a need for future research in other industries in Jordan. Fourth, other attitudinal constructs in addition to organizational commitment may act as potential mediators in the relationship between employee perception of training and turnover intention. Future studies can include mediating variables such as job satisfaction (Poon, 2004) and trust in management (Whitener, 2001), which may better explain the hypothesized relationships. Finally, the findings cannot be generalized, as there is a possibility of bias because of differences in knowledge of and attitude to perceived training.,The findings of the present study have implications for theory and practice. At the theoretical level, the current study adds to the body of knowledge on commitment and turnover. Specifically, the current study provides evidence of a strong or weak relationship between employee perception of training, organizational commitment and turnover intention. The research findings verify the applicability of the social exchange theory (Blau, 1964) and the norm of reciprocity (Gouldner, 1960), and concurs with Fishbein and Ajzen’s (1967) model of beliefs, attitude and behavioral intentions in Jordanian hospitals. From the practical aspect, the study findings urge Jordanian hospitals to enhance employee perception of training and correlated development opportunities, so as to fulfill their employees’ needs and expectations in terms of organizational development. Hospitals may achieve this by providing effective and more comprehensive training programs and urging supervisors to motivate their subordinates to participate in these programs (Jehanzeb et al., 2013). This study results also confirm that perceived supervisor support is very significant to the maintenance of organizational commitment. Hospitals need to create an environment in which practicing training is highly motivated by supervisors. While supervisors are required to publicize the availability of training to the nursing workforce (Ha et al., 2014). Furthermore, the study findings reveal no evidence of a link between perceived benefits of training and organizational commitment. The premise behind this result is attributed to the fact that employees believe that the benefits obtained from participating in training activities are very limited (Kadiresan et al., 2015). So, supervisors are requested to raise their awareness of the benefits to be gained from participating in training programs. The role of supervisors here is very important, they should also unfreeze the old concerns of individuals through positive approach by communicating aggressively about the benefits of training. Moreover, hospitals need to focus more on promoting better relations between training and career development (Newman et al., 2011). Finally, the study results suggest that organizational commitment is negatively related to turnover intention. So, to increase organizational commitment, the hospitals’ management should first, design more effective in house training, as well as motivate their nursing workforce, and financially support external training programs that will foster the nurses’ skills and knowledge. Second, create a culture of commitment to reinforce the relationship with nursing workforce and encourage them to consider the hospital as a family to which they belong (Diab and Ajlouni, 2015). Finally, the work and environmental conditions must be improved through the provision of career development and promotion opportunities (Silva and Dias, 2016).,This study makes a significant theoretical contribution to the literature, as it addresses an essential and not so well researched issue in Jordan a developing Arab country in Middle East. The paper investigates the interaction between employee perceptions of training, organizational commitment and turnover intention of registered nurses in Jordanian Hospitals.

Team building, employee empowerment and employee competencies: Moderating role of organizational learning culture

Abstract: The purpose of this paper is to examine the impact of team building and employee empowerment on employee competencies and examine the moderating role of organizational learning culture in between these relationships.,An integrated research model is developed by combining resource-based view, signalling theory and experiential learning theory. The validity of the model is tested by applying moderated structural equation modelling (MSEM) approach to the data collected from 653 employees working in cement manufacturing companies. The reliability and validity of the dimensions are established through confirmatory factor analysis and the related hypotheses are tested by using MSEM.,The findings suggest that organizational learning culture significantly strengthens the relationships of team building and employee empowerment on employee competencies.,The research is undertaken in Indian cement manufacturing companies which cannot be generalized across a broader range of sectors and international environment.,The findings of the study have potential to help decision makers of manufacturing companies to develop strategies which will enable them to improve employee competency, to formulate effective human resource development interventions and to enhance the capability of the employees to achieve desired goals and objectives of the organization.,The research is unique in its attempt to combine three frameworks to build a new theoretical model explaining the importance organizational learning culture along with team building and employee empowerment.

Exploring the impact of training, job tenure, and education-job and skills-job matches on employee turnover intention

Abstract: The purpose of this study is to explore how training, job tenure and education-job and skills-job matches impact employees’ turnover intention by using a representative national sample from the Korean Labor and Income Panel Study in which 1,531 individuals were followed from 2003 to 2014.,A hierarchical-regression analysis was conducted to examine the relationships among training, job tenure, education-job match, skills-job match and turnover intention. This analysis focused on 12 year-to-year time points from 2003 to 2014 (one for each year), and the data were measured for each individual.,The results from the hierarchical-regression analysis supported the hypotheses that on-the-job training, off-the-job training, distance training, job tenure and education-job and skills-job matches are significantly associated with turnover intention.,The findings of this study, based on human capital theory and firm-specific human capital theory, contribute to an understanding of how training and the education-job and skills-job matches may impact turnover intention in a non-Western context. It also provides a longitudinal perspective of the impact of training on employee turnover intention to inform human resource development professionals when planning employee training.

Support, training readiness and learning motivation in determining intention to transfer

Abstract: The purpose of this study is to augment knowledge of how work environment and personal characteristics affect intention to transfer in a work context. This study aims to investigate the factors that can influence intention to transfer training in a professional development training context. The study examined the predictive capacity of organizational support, supervisor support, training readiness and learning motivation on transfer intention among the study respondents.,Data were collected from teachers in secondary schools in the USA. The structural equation modeling method was adopted to analyze 216 responses using a self-report survey.,We found that (a) organizational support was directly associated with supervisor support for training, (b) supervisor support for training significantly influenced training readiness and motivation to learn, (c) training readiness positively affected motivation to learn, and (d) motivation to learn positively influenced intention to transfer. In addition, supervisor support mediated the relationships between organizational support and training readiness and between organizational support and motivation to learn. Training readiness linked intention to transfer and motivation to learn. Motivation to learn also played a mediating role in the relationship between supervisor support and intention to transfer.,Our findings add to the academic work on training transfer by empirically analyzing how both the environment (e.g. organizational support) and individual factors (e.g. learning motivation) influence employees’ intention to transfer. In particular, we investigated the potential impact of both organizational support and supervisory support on intentions to transfer, compared to previous studies emphasizing only supervisory support to improve training outcomes.

Leadership and organizational learning culture: a systematic literature review

Abstract: This paper aims to investigate how the relationship between leadership and organizational learning culture (OLC)/learning organization (LO)/organizational learning (OL) is measured in the literature.,This systematic literature review analyzes published peer-reviewed English articles that examine the relationship between leadership and OLC/LO/OL empirically. A total of 58 articles has been found in 42 journals.,This paper provides a holistic view of the types of leaderships that have been connected with OLC/LO/OL in various countries and industries. Research methods from the literature are also examined.,It is among the first studies to review the literature about the connection between leadership and OLC/LO/OL. This review offers constructive future research directions.

Training and development in small professional services firms

Abstract: This paper aims to examine whether participation in training and development (T&D) events is associated with employees’ affective commitment and propensity to enact innovative behaviours in small professional services firms. The study also investigates associations between both attitudes towards T&D and policy and practice supportive of T&D and levels of participation in T&D events.,Data from 203 employees in small professional services firms employing 50 or fewer staff were analysed using regression analysis and PROCESS macro.,Only policy and practice supportive of T&D was associated with participation levels. Participation in T&D events was positively related to affective commitment. Furthermore, employees who participated in more T&D events were more likely to enact innovative behaviours, while affective commitment mediated the positive relationship between number of T&D events attended and innovative behaviours. Contrary to expectations, neither participation in just training nor participation in just development was associated with either attitudes or behaviours.,The findings have important implications for small firms which tend to rely on wholly work-based experiences for the development of employees’ knowledge and skills. Such an approach to learning for work may inadvertently shape a workforce that lacks commitment to the organisation and that has a diminished capacity for innovative behaviours.,There is limited research on how T&D affects attitudes and behaviours in small firms. Large and small firms are fundamentally different, thus findings from studies in large firms may not extend to small firms.

Employee Voice, Engagement and Organizational Effectiveness: A Mediated Model.

Abstract: This study is based on social exchange theory and aims at understanding the role of employee engagement as a mediator between employee voice and organizational effectiveness.,Data was collected to test the mediating role of employee engagement between employee voice and organizational effectiveness. The respondents were employees in different IT companies located in major cities in India. The model was tested for full and partial mediation of employee engagement using structural equation modeling.,Considering the self-reported survey from 232 employees from companies in the IT sector, the findings reveal that there exists a significant association between employee voice and organizational effectiveness. The results reflect a close association between employee engagement and organizational effectiveness too. However, no significant association was found between employee voice and organizational effectiveness. Employee engagement is found to mediate the relationship between employee voice and organizational effectiveness.,The foremost limitation of the study is the sample group that is limited to employees working in IT companies in Bangalore city. The results cannot be generalized to the entire IT industry in India. Although attempts are made to eliminate common method bias, there are chances of an overstated relationship by common method variance that cannot be neglected completely.,The paper will provide a deep insight to the practitioners about the role of employee voice in the engagement of employees. It will also indicate to the managers how the effectiveness of an organization can be heightened by creating opportunities for employees to voice their opinion in the organization.,The present study indicated that though there is an association between the independent variable, employee voice, and the dependent variable, organizational effectiveness, the relationship becomes more significant in the presence of employee engagement between them.

Do multicultural faculty members perform well in higher educational institutions?: Examining the roles of psychological diversity climate, HRM practices and personality traits (Big Five)

Abstract: Globalization has brought many challenges to organizations, namely, in managing the performance of multicultural workforces to achieve organizational objectives. Past researchers have highlighted many factors that influence the employee’s performance, but the nature and scope of these factors is limited to the conventional setting. Therefore, the purpose of this paper is to develop a comprehensive framework to better understand the role of the psychological diversity climate, HRM practices and personality traits (Big Five) in job satisfaction and performance of the multicultural workforce.,Data were collected from 258 faculty members working in Saudi Arabia’s higher educational sector. Structural equation modeling was used with Amos 18 to analyze the data.,The findings of this study suggest that managers should adopt diversity practices to improve the psychological diversity climate among multicultural workforce. In addition, diversity training and unbiased performance appraisal systems also increase the faculty member’s job satisfaction and performance in multicultural settings. Finally, managers should consider openness to culture and sociability traits while selecting faculty members to work in multicultural settings.,This framework has never been tested in higher educational institutions and in multicultural setting.

JD-R model on psychological well-being and the moderating effect of job discrimination in the model: Findings from the MIDUS

Abstract: The purpose of this study was to investigate the moderating effect of chronic job discrimination on the relationships among job demands, job resources, personal resources and psychological well-being among aged workers.,This study used “National Survey of Midlife Development in the United States (MIDUS Refresher)” data collected from 862 aged workers in the United States from 2011-2014. A moderated multiple regression analysis was adopted.,The results of the multiple regression analysis show that skill discretion, self-esteem, optimism and active coping had positive effects on psychological well-being, while chronic job discrimination had a negative effect on psychological well-being. Co-worker support, supervisor support, job demands and decision-making authority were not significant. Among the interaction terms, the moderating effect between optimism and chronic job discrimination was significant.,Based on the results, this study offers implications for understanding the effects of job discrimination in the workplace among aged workers and their perceived psychological well-being, in the context of job demands and resources (JD-R) model.

Industrial Standardisation as a Driver for Cross-national Convergence in Training Processes: Aviation Apprenticeships in England and Germany

Abstract: The purpose of this paper is to address a gap in the comparative research literature on vocational education and training (VET) and skill formation systems It examines the impact of international technical standardisation and regulation on the design, organisation and delivery of apprenticeships in the aeronautical and aerospace sectors in England and Germany,The research design was informed by insights from economics, workplace and work-based learning and comparative education Academic experts in the fields of aerospace and aeronautical standardisation and regulation, VET, human resource development and business organisation were consulted The generic occupation of “aircraft mechanic” was selected as being the closest match for comparison Interviews and non-participant observation in workplaces and training centres were carried out involving three companies in England and four in Germany,Findings show that there is considerable convergence across the pedagogical approaches to apprenticeships in England and Germany related to fostering the capacity to take responsibility for the quality of one’s work, to work in and lead teams, and to respond to and work with customers Increasing international regulation and technical standardisation underpins a shared language about learning through practice in technologically advanced workplaces,This paper is original because it turns the lens of inquiry to workplace processes to reveal the level of convergence in training philosophies and practices in an internationally highly regulated sector It shows how international technical standardisation and regulation is leading to pedagogical innovation The findings have implications for VET and apprenticeship policy at the national and international level

Learning @ Work: Informal Learning Strategies of German Craft Workers.

Abstract: In competitive labor markets, promoting employees’ learning becomes a key challenge for companies. However, in small German craft companies, employee development is always connected with worries about employee turnover. This study aims to investigate the current informal learning strategies of craft workers and how they use the strategies, the effect of learning on employees’ internal and external marketability and beneficial workplace characteristics (autonomy, feedback).,An online prestudy (N = 131) explored current informal learning strategies. In the main study (N = 526), cluster analysis was applied to identify patterns of informal learning strategies. The relations of these patterns to workplace characteristics and marketability were investigated.,Four informal learning strategies were found (informal learning from oneself, from others, from other sources and from new media). Craft workers used combinations of the strategies (i.e. patterns): three learning patterns (balanced high, person-oriented and balanced low) differed in intensity and combination with the learning strategy use. More intense learning patterns were positively related to internal marketability but were not related to external marketability. Higher autonomy and feedback availability were related to higher learning engagement.,Studies should have a broader view of informal learning strategies concerning different learning patterns. The use of new media is a learning strategy that might increase in the future.,Craft companies could promote different informal learning strategies without worries about employee turnover.,The study reveals how German small- and medium-sized enterprise employees use informal learning strategies in digitalized times and how human resources development can use informal learning strategies.

Human resource development (HRD) practices and banking industry effectiveness: The mediating role of employee competencies

Abstract: The purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness.,An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 550 employees of the selected banks. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis.,The results indicate that some HRD practices impact organizational effectiveness through their influence on employee competencies. The study further revealed that employee competencies mediate the relationship between HRD practices and organizational effectiveness.,The research was undertaken in the banking industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors.,The findings of the study will help policymakers and management of banks in espousing suitable and well-articulated HRD practices to harness the competencies of employees and inordinately enhance organizational effectiveness.,This study extends the literature by empirically adducing evidence that employee competencies mediated the relationship between HRD practices and organizational effectiveness of the banking industry in Ghana.

Impact of human resource development (HRD) practices on pharmaceutical industry’s performance: The mediating role of employee performance

Abstract: The purpose of this paper is to examine the mediating role of employee performance in the association between human resource development (HRD) practices and organizational performance.,An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 700 employees of the selected pharmaceutical industries. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis.,The results indicate that some HRD practices influence organizational performance through their impact on employee performance. The study further revealed that employee performance mediates the association between HRD practices and organizational performance.,The research was undertaken in the pharmaceutical industry and the analysis is based on cross-sectional data, which cannot be generalized across a broader range of sectors.,The findings of the study have the potential to help policy makers, stakeholders and management of pharmaceutical industries in adopting properly and well-articulated HRD practices to enhance the quality of human capital and create sustainable competitive advantage.,This study extends the literature by adducing evidence empirically that employee performance mediated the association between HRD practices and organizational performance of the pharmaceutical industry in Ghana.

Employee Engagement Antecedents and Consequences in Vietnamese Businesses.

Abstract: The purpose of this paper is to explore the antecedents and consequences of employee engagement (EE) in global research and Vietnamese business context.,This review was conducted in the following order: an integrative review for garnering drivers and outcomes of EE in global research, followed by a narrative review for selecting variables relevant to Vietnamese businesses.,In EE global research, a 3 × 3 findings framework was devised. Three antecedent clusters included the internal environment, job-related and employee-related factors. EE resulted in three outcome clusters: intra-role behaviors, extra-role behaviors and personal development and growth. In Vietnamese businesses, few studies existed on organizational learning and organizational support as EE antecedents, whereas turnover intention was examined the most as an EE outcome.,The search was limited to EE-related peer-reviewed articles in Business Source Complete and Google Scholar. Literature on Vietnam EE was restricted to ProQuest Dissertations and Theses and Google Scholar because of a lack of literature availability on this topic in Business Source Complete.,Knowing that leadership, HR practices and working environment are important antecedents of EE in Vietnam (Table II) would prompt enterprise leaders and managers to improve the company’s conditions for engaging its employees. This is an important finding because Vietnamese businesses are suffering increasing turnover. Creating favorable organizational support evidenced via career growth opportunities, pay and benefits, company culture, job fit and effective management will stimulate employees to stay and engage.,This study emphasizes the organizational and employee factors in EE research and calls for combined research application to inform EE in Vietnamese businesses, thus providing ground for human resource development researchers and practitioners in their respective work.

L&D professionals in organisations: much ambition, unfilled promise

Abstract: This monograph reports on the strategic and operational roles of learning and development (L&D) professionals in Irish, UK European and US organisations including multinational corporations, small to medium enterprises, the public sector and not for profit organisations. This paper aims to investigate the contextual factors influencing L&D roles in organisations, the strategic and operational roles that L&D professionals play in organisations, the competencies and career trajectories of L&D professionals, the perceptions of multiple internal stakeholders of the effectiveness of L&D roles and the relationships between context, L&D roles, competencies/expertise and perceived organisational effectiveness.,The study findings are based on the use of multiple methods. The authors gathered data from executives, senior managers, line managers, employee and L&D professionals using multiple methods: a survey (n = 440), Delphi study (n = 125) and semi-structured interviews (n = 30).,The analysis revealed that L&D professionals increasingly respond to a multiplicity of external and internal contextual influences and internal stakeholders perceived the effectiveness of L&D professionals differently with significant gaps in perceptions of what L&D contributes to organisational effectiveness. L&D professionals perform both strategic and operational roles in organisations and they progress through four career levels. Each L&D role and career level requires a distinct and unique set of foundational competencies and L&D expertise. The authors found that different contextual predictors were important in explaining the perceived effectiveness of L&D roles and the importance attached to different foundational competencies and areas of L&D expertise.,This is one of the few studies to have investigated the L&D professional role in organisations from the perspective of multiple stakeholders using multiple research methods.

Training effectiveness in an enterprise resource planning system environment

Abstract: This study aims to examine the link between supervisor support, transfer motivation and post-training usage of enterprise resource planning (ERP) systems. The study tested the influence of supervisor support and transfer motivation on training transfer in a complex information systems environment. Second, the study tested the mediating effect of transfer motivation in the relationship between supervisor support and training transfer.,An online survey method was used to collect data from 170 ERP system users, who had previously attended ERP system training. The descriptive analysis was conducted with SPSS version 24, while Hayes Process Macro was used to test the research model and the mediation analysis.,The findings from this study showed that supervisor support and transfer motivation positively influence training transfer. The additional result also confirmed that transfer motivation mediates the relationship between supervisor support and training transfer.,The study contributes to training theory by specifically analysing the interactions among supervisor support, transfer motivation and training transfer in a complex information system environment. One of the limitations of this study is the cross-sectional design adopted; future studies could improve by using multiple sources of data collection.,The study highlights the importance of social exchanges in an ERP transfer environment.,This paper provides a better understanding of the influences of supervisor support and transfer motivation on the transfer of hard skills in a complex environment.

Neuroscientism, the Neuroscience of Learning.

Abstract: Although the field of neuroscience has evolved dramatically, little research has attempted to conceptualize the impact of neuroscience on the field of human resource development (HRD). The purpose of this study is an integrative review of the influential relationship between neuroscience and workplace learning including applicable implications for HRD research and practice.,By reviewing 93 studies on neuroscience and brain-based learning published between 1995 and 2017, the authors synthesized their findings.,This study discusses the basic concepts of neuroscience such as the structure and functions of the brain, neuroscientific findings about memory and cognition, the effect of neural transmitters on memory and cognition and the neuroscience of learning. This study also illustrates brain-based learning styles affecting learning and describes various neuroscientific learning principles and models that can be applied to practical planning and the delivery of workplace learning and HRD activities.,This study concludes with brain-based learning principles called neuroscientism compared with traditional learning theories. It also includes several brain-based learning cases from workplace settings and implications for future research and further HRD practices.

Women's Career Interruptions: An Integrative Review.

Abstract: The purpose of this integrative literature review was three-fold: to explore the phenomenon of women’s career interruptions as revealed by publications in the past two decades, to propose a new career decision tree model (CDTM) and to outline an agenda for future research.,The authors adopted the integrative literature review approach proposed by Torraco (2005, 2016) and used a mind mapping application called MindMeister to synthesize 64 identified articles.,The proposed CDTM can assist those who are interested in exploring individuals’ career decisions to think systematically about career influencers at different levels.,The CDTM is significantly different from existing career models and theories in that it explains women’s career interruptions in a context-sensitive manner. This model can assist human resource development professionals in analyzing the influencers of women’s career decisions and tackling individual problems level by level.

Validating a Model of Strategic Leadership Practices for Malaysian Vocational College Educational Leaders: A Structural Equation Modeling Approach.

Abstract: The purpose of this study is to conceptualize, validate and confirm a structural equation modeling (SEM) hypothesized model of strategic leadership practices of Malaysian vocational college educational leaders.,The study used a quantitative survey approach. The data were collected from 500 educational leaders of 65 Malaysian vocational colleges throughout Malaysia using a five-point strategic leadership scale. The gender composition of the sample was almost equivalent. The study embarked on descriptive statistics, confirmatory factor analysis and full-fledged SEM for the data analyses.,The findings revealed that the Malaysian vocational college educational leaders had high tendency and inclination of practicing strategic leadership at their workplace. Besides, there was also evidence that the educational leaders of the Malaysian vocational college exhibited high levels or degree of strategic leadership practices. The responses to the survey items were consistent with seven distinct practices of strategic leadership such as strategic orientation, strategic alignment, strategic intervention, restlessness, absorptive capacity, adaptive capacity and leadership wisdom. The use of SEM procedures had confirmed that the hypothesized model of strategic leadership practices for Malaysian vocational college educational leaders was empirically valid and reliable.,The findings highlighted the importance of planning and development of a specific-context training program for Malaysian vocational college educational leaders in strategic leadership. The training was considered fundamental in pursuit of effective leadership and positive institutional outcomes for such colleges in Malaysia.,The study had successfully formulated, tested and validated a model of strategic leadership practices for Malaysian vocational college educational leaders. The model was believed to be the first of its kind in the Malaysian vocational education context.

Interruptions in online training and their effects on learning

Abstract: The purpose of this paper is to identify the types of interruptions learners experience during online training and their effects on learning.,An internet-based survey was distributed to individuals who experienced interruptions during e-learning to uncover common characteristics. A conceptual framework relating interruption characteristics to self-regulatory facets of learning is discussed.,The study reveals that e-learners experience computer malfunctions, supervisors and family/friends as common sources of interruptions. The survey also reveals that interruptions are occasionally self-generated.,This paper synthesizes the interruption and self-regulated learning literatures and provides a framework for understanding how interruptions affect online learning. This framework can be used by practitioners and scholars for future research and testing interrupted e-learning.

Evaluating the impact of coaching skills training on individual and corporate behaviour

Abstract: The purpose of this paper is to examine the impact of a training intervention designed to develop and encourage the use of coaching skills in a small arts-based organisation and assess the factors that appear to have influenced this impact.,The programme, its effects and factors that influenced its impact were assessed through ongoing feedback and evaluation and through information gathered in a focus group and in one-to-one interviews with participants at the conclusion of the programme.,The programme had individual and organisational benefits, including improved skills in communication and problem-solving and a better understanding of a range of problems affecting the organisation. Factors enabling these benefits included participation of senior managers in the programme and coaching practice that focused on real workplace issues. Factors limiting these benefits included a lack of a clear statement about the purpose of the programme.,This relates to a programme within a single organisation, and the findings may not be generalisable.,Through training individuals in coaching skills, it is possible to improve the skills needed for cooperative working and joint problem-solving. A corporate training programme in coaching skills can surface a range of organisational problems and enable progress to be made in tackling them.,There is little empirical research evaluating the impact of training in coaching skills. This paper identifies how such training can develop leadership skills and indicates practical factors that may enhance or limit the impact of the training.

The Link between Perceptions of Fairness, Job Training Opportunity and At-Will Employees' Work Attitudes: Lessons from US Georgia State Government.

Abstract: Purpose This study aims to investigate the relationship between three organizational practices (distributive justice, procedural justice and potential growth opportunity) and at-will employees’ work attitudes (job satisfaction and affective organizational commitment). Design/methodology/approach The data for the analysis are derived from the 2000 GeorgiaGain Survey. Multinomial logit model is used to examine the relationship of three organizational practices to reduce job insecurity and to promote at-will employees’ work attitudes. Findings This study demonstrated that at-will employees responded positively with job satisfaction or affective organizational commitment if they perceived a strong perception of organizational practices fairly and properly, in the form of providing distributive justice (affective organizational commitment), procedural justice (job satisfaction and affective organizational commitment) and offering career development opportunity (affective organizational commitment). Originality/value By using a unique data set of US public employees who felt limited job security protection through at-will employment policy reform, this study has enhanced our understanding of how at-will employee group in US state government would respond to different organizational practices which is currently limited.

Pigeonholing or learning instrument?: Test takers’ reactions to personality testing in management development

Abstract: Purpose While factors that influence test takers’ reactions to personality testing in selection contexts have been well researched, little empirical research evidence exists to determine whether these factors also apply to test takers’ reactions in the context of management development (MD). The purpose of this study is, therefore, to explore what explains different test takers’ reactions in the context of MD programs. Design/methodology/approach A qualitative longitudinal approach with three phases of data collection was used, resulting in participatory workshop observations and 11 semi-structured interviews with participants from two different contexts. Data were analyzed using Qualitative Comparative Analysis (QCA). Findings The findings show that test takers’ reactions vary; some are more accepting, others are more neutral or rejecting, where perceived usefulness, clarity of purpose and perceived respectfulness are identified as distinguishing factors. Individuals also differ in terms of their awareness of assumptions and their perceived emotional safety, two emerging factors that are relevant in the MD context. Research limitations/implications Data were collected during the MD workshops and three months after, but no records of immediate test takers’ reactions were included, which could be an addition for future research. Practical implications The findings of this study suggest that human resource development (HRD) professionals have significant impact on test takers’ reactions when it comes to encouraging self-reflection and learning along personality tests. Originality/value This study adds to existing research by offering insights into factors in MD settings where participants are concerned about aspects of fairness, learning and behavioral change.

The Global Leadership Capacity Wheel: Comparing HRD Leadership Literature with Research from Global and Indigenous Leadership.

Abstract: The purpose of this paper was to examine the definitions of global leadership and indigenous leadership, identify leadership capacities inherent in human resource development (HRD) and determine relationships of the three as a means to develop a model to aid and guide opportunities for future research.,Following a two-stage integrative literature review of HRD, global and indigenous leadership literature, the grounded theory constant comparative method established 31 positive and 1 negative leadership domains, and respective capacities, and compare domains from literature.,The Global Leadership Capacity Wheel informs researchers of strengths and areas for additional research, has resulted in a more complete model of global leadership and calls for increased clarity for leadership capacity model development, especially for complex, global environments and local constructs and theories.,Although the literature had adequate representation in the business and organizational acumen and managing people and relationships central global leadership domains, more research and reporting is required for managing self and indigenous leadership capacity development subdomains.,Leadership development is a high priority and core function of HRD. The Global Leadership Capacity Wheel provides a tool for scholars and practitioners to guide global leadership development programs and research.,Understanding the relationships of leadership capacities from global and indigenous perspectives is helpful to examine cultural, identity and macro-contextual dimensions and their influence on leadership.,The Global Leadership Capacity Wheel provides a type of road-map, a holistic representation, in the context of developing global leaders in today’s complex environment.

Learning culture in a Chinese SME: the unique role of work-family enrichment

Abstract: Learning and development are critical to a business’s success. This paper aims to focus on organizational factors at multiple organizational levels that facilitate learning culture in a small- and medium-sized enterprise (SME) in northwestern China.,This study is qualitative in nature. A single case study method is used to explore an SME’s organizational factors that facilitate learning culture.,This paper categorizes the organizational factors into seven dimensions: shared vision, creating continuous learning opportunities, informal learning that promotes inquiry and dialogue, collaboration and team learning, knowledge management systems, work–family enrichment and encouragement and support. This paper also compares the findings with learning culture models from Western research.,Chinese culture has far-reaching and fundamental effects on many East Asian countries and regions. For SMEs in similar cultural settings with a collectivist orientation, future research may focus on the effect of the work–family enrichment on learning culture.,Work–family enrichment was found to be an important factor that influences learning effectiveness in this Chinese small business based on traditional values in Chinese culture.

Mapping Talent Development in Tourism and Hospitality: A Literature Review.

Abstract: The purpose of this study is to develop a deeper understanding of the scope of talent development (TD) strategies and practices in tourism and hospitality industry contexts.,Because the literature on talent management and TD in tourism and hospitality is limited and fragmented, an integrative literature review method was used to identify and analyze relevant studies to create a more comprehensive representation of the industry’s talent strategies.,Findings from the literature review showed that by nature, the context of tourism and hospitality is complex and the meaning of talent in this industry is not necessarily comparable to other industry sectors (Baum, 2008). While most industries adopt a more exclusive approach to develop talent, an inclusive approach may be more ideal for tourism and hospitality especially in light of the importance of frontline employees for business success. More robust management structures and human resource systems are needed especially in small and medium tourism enterprises to aid the facilitation of TD. A partnership approach involving strong commitment between education, industry and government should be necessitated to implement and sustain TD considering the importance of the industry to nation’s economic and social advancement.,This study adds to the body of literature on TD in tourism and hospitality. Future research opportunities should explore both qualitative and quantitative methods to provide empirical evidence and to further build on the literature.,Generally, organizations place emphasis on the development of technical skills, however, managers and leaders of tourism organizations should focus on developing both technical and generic competencies especially for frontline employees to ensure that a positive image of the organization is consistently demonstrated. TD can influence employees’ emotional labor; therefore, increased and quality emotional labor training can impact the types of strategies that employees use during guest encounters to promote quality service.,The paper contributes a comprehensive review of the literature on TD in the tourism and hospitality context. The TD map provides more focused direction and will aid in the establishment of TD strategies and practices.

Coaching the ‘ideal worker’: Female leaders and the gendered self in a global corporation

Abstract: Gender differences in leadership and issues around differential progression of male and female leaders are receiving more attention in the fields of human resource and leadership development. However, little is known about how interventions designed to support female leaders are being experienced within real-world contexts of global organizations. There is limited research and discussion on how such interventions are experienced at a more systemic level. This study aims to contribute at this very level.,This study reports on a predominantly coaching-based development program that was designed to further the careers of female leaders within a complex multi-national organization. The study was conducted in a large, global health-care corporation employing 100,000 people based in over 120 countries. The qualitative research design for this study was exploratory, involving a reflexive process at each of the two stages.,The findings from this qualitative research take the debate on “the gendered organization” further by including the voices of female leaders. They demonstrate that whilst theoretically the concept of the “ideal worker” may inhibit progression, this is not necessarily a barrier to career advancement. Coaching, both individual and group, is shown to have a powerful effect on promoting reflection, self-confidence and focus.,There are two research limitations. While confidentiality was promised, the responses of some interviewees were nevertheless still guarded. Other limitations relate to the extent to which this study can be generalized to other contexts, as it was conducted inside a single global corporation.,The study addresses the complex and urgent topic of differential progression and makes a broader contribution by offering a systemic perspective on gender and development in global organizations.

Perceived Workplace Gender-Bias and Psychological Impact: The Case of Women in a Moroccan Higher Education Institution.

Abstract: The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace.,Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data.,The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem.,Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures.,This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.

Role of social and organizational support in the adjustment of Tunisian self-initiated expatriates

Abstract: This paper aims to explore the lived experiences of Tunisian self-initiated expatriates (SIEs) for social and organizational support that they experienced during their international expatriation assignment in a host country.,This study is a qualitative research. The data were collected from Tunisian Expatriates through semi-structured interviews.,This study has revealed diverse some interesting insights about the lived experiences of Tunisian SIEs about the support which they received from their family members, social network and members of the host-country organization. This study has also introduced a scale that can be used for measuring the level of social and organizational support received by SIEs.,This study has offered some implications for the researchers and professionals to advance research and practice to regulate the lived experiences of SIEs.,This study has highlighted the lived experiences of SIEs for social and organizational support in the Tunisian context representing the collectivist Muslim society.