Showing papers in "Journal of Management Development in 2018"

The mediation effect of customer satisfaction in the relationship between service quality, service orientation, and marketing mix strategy to customer loyalty

Abstract: The purpose of this paper is to investigate the mediation effect of customer satisfaction in the relationship between service quality, service orientation, and marketing mix strategy to customer loyalty, in a study in Telkomsel-Indonesia. The product used in this research will take the telecommunication service product categories with a number of products available in the market. In this research, the telecommunication service products of Telkomsel with various features as the research objects were studied.,The population of this research is Telkomsel customers who use the products of Halo, As and Simpati, domiciled in Malang, 2016. Since it was impossible to get the exact number of customers, the population in this study is infinite. The study had a sample size of 200 respondents. This research uses the structural equation modeling (SEM) analysis techniques along with AMOS methods.,The quality of service, service orientation, and strategy marketing mix applied by the company are not all variables can directly affect customer loyalty, but must first going through satisfaction. Which means that companies must first need to understand what the customer needs through variable service quality, service orientation, and marketing mix strategy so that the customers feel loyal when the level of satisfaction is resolved. The service quality provided by the telecommunications industry needs to be improved in order to improve customer satisfaction and loyalty of telecommunications services, especially for Telkomsel in Malang.,Originality for this paper shows: mediation effect (using the Sobel test) customer satisfaction on the effect of service quality, service orientation and marketing mix strategy to customer loyalty; location of the study (no previous research for this relationship): telecommunication services in Malang, Indonesia.

Linking work-family interference, workplace incivility, gender and psychological distress

Abstract: Drawing on COR theory, the purpose of this paper is to contribute to the scarce literature of work-family interference, workplace incivility, gender and psychological distress at the practical and academic juncture.,The linear (structural equation modeling (SEM)) and non-linear (artificial neural network (ANN)) techniques were applied to the survey data from a sample of Nigerian health workers (n=447) to investigate the relationships between the aforementioned variables.,The results from SEM and ANN revealed that work-family conflict (WFC), family-work conflict, supervisor incivility and coworker incivility have positive impacts on psychological distress. A multi-group moderation analysis suggests that women were more likely to experience psychological distress.,The work-family interference and incivility are pervasive and gendered problems in the workplace. This paper strives to enhance the understanding of the nature of the relationship in an African work setting. The implications for making the workplace better and safer are discussed.

Learning organizational environment and extra-role behaviors: The mediating role of employee engagement

Abstract: Only 13 percent of the world’s employees are engaged in their work, which has become a challenge for the managers of today. Therefore, the purpose of this paper is to investigate the mediating role of employee engagement between perceived learning environment and extra-role behaviors.,This quantitative study collected data from 563 employees using a questionnaire-based survey on a convenience basis.,The data were analyzed using structural equation modeling. The results of the study show that employees’ perception of learning environment urges them to perform beyond their formal job descriptions (i.e. extra-role behaviors) regarding proactivity, knowledge sharing and creativity. In addition, employee engagement performs the mediating role between learning environment and extra-role behaviors.,The data for this study were collected at a single point of time (cross-sectional), which limits the inferences about the causality.,This study is perhaps the first attempt to empirically investigate the mediating role of employee engagement between the relationship of the learning environment and extra-role behaviors such as knowledge sharing, proactivity and creativity.

Transformational leadership and organizational commitment: Mediating role of leader-member exchange

Abstract: The purpose of this paper is to propose and to test three models in order to examine the mechanisms through which dimensions of transformational leadership influence different forms of organizational commitment by testing the possible mediating role of leader-member exchange (LMX) dimensions.,The participants in this study are represented by 427 senior executive French employees having a university degree and minimum two years of work experience in their current organization. The relationships between different variables were analyzed using structural equation modeling.,The results indicate that the dimensions of LMX mediated the relationships between the dimensions of transformational leadership and organizational commitment dimensions. The contribution dimension of LMX acts as a consequence, rather than an antecedent of commitment. These findings are important since they may serve as a bind between leadership dimensions and the kind of organizational commitment that each of these dimensions can generate in followers.,To the authors’ knowledge, this is the first empirical study that tests the interaction of transformational leadership and LMX on organizational commitment in a French context. The originality of this work leads on investigating these three concepts as multidimensional constructs and focusing on the mediating role of LMX in the relationship between dimensions of transformational leadership and different forms of organizational commitment which can be considered as a novelty in the field of research in this area. As a result, this study addresses concerns about that lack of academic research on the mechanisms by which transformational leaders influence the organizational commitment of their followers.

Gaps in customer satisfaction with digital wallets: challenge for sustainability

Abstract: The purpose of this paper is to examine the factors responsible for growing popularity of digital wallets in India and sustainibility challenges faced by this innovative product on account of gaps between expectations of the users and their satisfaction level with leading wallet brands like Paytm, Freecharge, Mobikwik and Oxigen.,The descriptive research is based on primary data collected with the help of a structured questionnaire from 313 respondents in National Capital Region of Delhi chosen through non-probability convenience sampling. The collected data were converted into data matrix using SPSS 23.0 software and inferential analysis was done.,Attractive cashback and rewards, ease of use, instant money transfer without using cash, relatively higher transaction security as compared to credit/debit cards and absence of any transaction fee are the factors responsible for growing use of digital wallets. However, there are gaps between customers’ expectations and the satisfaction level which pose a challenge for sustainibility of digital wallets.,The study is limited to National Capital Region of Delhi for a specified set of factors considered important for customers’ satisfaction.,This paper offers fresh insights into the gaps between Indian customers’ expectations their satisfaction level with the leading digital wallet brands operating in India, which can be used to bridge these gaps for ensuring their long-term sustainability in a competitive environment.

Person-organisation fit and turnover intention: the mediating role of work engagement

Abstract: Purpose: The congruence between the values employees hold and the culture of an organization (personorganization fit) is important in influencing employee turnover. Generally, studies have shown that the personorganization fit is negatively related to turnover intention. Nevertheless, several meta-analytical studies have reported weaker relationships between the two constructs. In addition, minimal effort has been made to study the actual mechanism through which the person-organization fit is likely to influence an individual’s intent to quit. The purpose of the present paper is to highlight the need for an intermediary link between the personorganization fit and turnover intention, and to propose the integration of employee engagement as a potential mediating factor. Design: The social exchange theory and Lewin’s field theory were adopted for the development of theoretical linkages among the person-organization fit, employee engagement and turnover intention. Findings: It is postulated that employment engagement will mediate the relationship between the personorganization fit and turnover intention. The person-organization fit (in terms of value and goal congruence) will provide greater meaningfulness and psychological attachment, which will then lead individuals to a higher level of employee engagement. In the long run, individuals with a higher level of employee engagement would be less likely to leave the organization. Originality/value: This paper contributes to the person-organization fit, employee engagement and turnover literature by proposing a mediating conceptual model to better explain the causal relationship among the constructs.

The mediating effect of work motivation on the influence of job design and organizational culture against HR performance

Abstract: The purpose of this paper is to know the effect of mediation of work motivation on the influence of job design and organizational culture on human resource performance.,The design of the study is the detailed planning used as a study guide that leads to the purpose of the study. The unit of analysis of this research is the expert and skilled labor of construction service actors working in the national consulting company PT. Yodya Karya (Persero) at the central level and branches spread over 11 branches in Indonesian territory. Data analysis method used is path analysis and Sobel test to test the indirect effect (mediation effect).,Based on the results of the analysis, several things can be concluded such as: there is a significant direct influence of work design on the performance of human resources and work motivation; there is a significant direct influence of organizational culture on work motivation and human resource performance; and there is a significant direct influence of work motivation on human resource performance. There is an indirect influence of work design on the performance of human resources through work motivation mediation variables. Meanwhile, work motivation is not the influence of organizational culture on human resource performance.,The originality of this research lies in forming the mediator variable that is the work motivation on the causal relationship of two variables and adding new variables of work design on the effect on the human resource performance.

Reviewing cognitive distortions in managerial decision making: Toward an integrative co-evolutionary framework

Abstract: Purpose – Why and how do cognitive distortions in managerial decision making occur? All organizations are imperfect systems (Katz and Khan, 1966), with wrong decisions often just round the corner. As a consequence, addressing these important questions continues to be particularly lively in the management development area, especially in terms of its intended contribution to the de-biasing activity. Thus, through this critical review article we aim to provide the current scientific dialogue on the topic with updated lenses, which can also be innovative from some aspects. Design/methodology/approach – Our review framework is based on the recent, impactful article on biases in managerial decision making by Kahneman et al. (2011), and on Bazerman and Moore’s (2013) perspective on emanating heuristics, considered as the causes of biases. Accordingly, we derive four intertwined thematic clusters of heuristics, through which we systematically group and critically analyze the management literature mostly published on the topic since 2011. Findings – From the analyzed clusters we propose an integrative framework of emanating heuristics, which focuses on the co-evolving relationships and potentially self-reinforcing processes in and between them. Originality/value – The value of our contribution is threefold: 1) from a methodological perspective, to our knowledge, the studies adopted as the basis of our analysis have not yet been simultaneously used as a comprehensive ground for updated reviews on this topic; 2) from a conceptual perspective, the emerging integrative co-evolutionary framework can help explain the dangerous connections among cognitive traps and emanating heuristics; 3) from a practical perspective, our resulting framework can also be helpful for future de-biasing attempts in the business arena.

Mediating effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction

Abstract: The purpose of this paper is to investigate the mediation effect of work performance and organizational commitment in the relationship between reward system and employees’ work satisfaction.,The study population constituted all employees/permanent employees (civil servants and non-civil servants) at Bank of BNI, Bank of BRI, Bank of Mandiri, and Bank of South Sulawesi. The analytical method used to test the hypothesis of the research was structural equation modeling.,Based on the analysis results, it can be concluded that the extrinsic reward system and the intrinsic reward system have a direct, significant effect on work performance and organizational commitment, and work performance and also organizational commitment have a direct, significant effect on work satisfaction. On the other hand, the extrinsic reward system and the intrinsic reward system have no direct effect on work performance, but work performance and organizational commitment as mediation variables bridge the relationship between the extrinsic reward system and the intrinsic reward system to work satisfaction.,Mediation effect (using the Sobel test) of work performance, and organizational commitment in the relationship between Reward Systems on work satisfaction, location of the study (no previous research for this relationship): Bank of South Sulawesi, Indonesia.

New employee onboarding – psychological contracts and ethical perspectives

Abstract: Purpose The purpose of this paper is to identify the ethical implications of treating new employees with high consideration and respect for their needs and to explain how this expectation honors the psychological contract between employers and their incoming employees. By providing a specific model for improving the onboarding process, this paper also provides helpful information for practitioners in addressing this important task. Design/methodology/approach The process for onboarding and assimilating new employees in the modern organization is often ineffective – despite the fact that this important task is acknowledged to be vital to the success of those employees and important to their organizations. This conceptual paper addresses the problems of new employee orientation from an ethical and psychological contract perspective and suggests a ten-step model to improve the onboarding process. Findings The paper confirms that onboarding is not done well by organizations, that employees expect that they will be treated with appropriate concern for their interests as part of their assumptions in coming into a new organization, that onboarding new employees is fraught with ethical implications, and that the process can be greatly improved by following the ten-step model provided. Research limitations/implications The paper provides opportunities for practitioners to apply their proposed model and enables scholars to test the impact of incorporating the steps of the ten-step onboarding model. Practical implications Ineffective onboarding has significant ramifications not only for the efficiency of organizations but also for the effectiveness of incoming employees. Understanding the implicit ethical issues in the onboarding process enables organizations to improve the employer-employee relationship and honor their responsibilities to incoming employees. Social implications In a world where trust in leaders and organizations has declined, understanding the implications of the psychological contract expectations of incoming employees and honoring an organization’s obligations to those employees is likely to increase employee trust and commitment while benefiting the organizations that apply the proposed model. Originality/value The topic of onboarding employees has not been fully understood by busy organizations and this paper addresses the ethical and psychological implications of effective onboarding and its contributing value for both the organization and the new employees affected by the onboarding process. The ten-step model provides a useful checklist for human resources staff and for the organizational leaders who oversee them.

Training for the coaching leader: how organizations can support managers

Abstract: The demand for leaders to coach their employees is increasing as the benefits become more and more evident However, little is known about the training managers have received in coaching or what support is available/required from their organizations The paper aims to discuss this issue,The paper encompassed a survey of 580 managers in Australian organizations with more than 200 employees The authors used qualitative thematic analysis to examine the extensive free text answers,The findings indicated that while some managers had received some form of training in coaching (30-40 percent, depending on training type), 40 percent of them expressed a desire for introductory and/or further training The findings suggest that training should be tailored to the managerial context instead of a generic coaching training, with a more structured and coordinated approach to organizational coaching required,Organizations could benefit from supporting managers with the following strategies: Why – Organizations need to explain clearly why a coaching leadership style is beneficial How – Training can come in many forms from workshops to “on-the-job” learning When – Managers want more insights into when and when not to use a coaching style What – it should not be assumed that all leaders possess coaching skills but rather those coaching skills need to be acquired and developed,This paper offers insight into current training and support structures for “leadership coaching”, and suggests strategies to help managers to implement coaching as a leadership skillset

Strategic human resource management practices and organizational resilience

Abstract: The purpose of this paper is to investigate the relationship between strategic human resource management (SHRM) practices and organizational resilience in a Tunisian democratic transition context It is hypothesized that five SHRM practices influence three organizational resilience dimensions,The research design is based on a deductive approach The relations were checked over two periods by using quantitative methods Questionnaires were addressed to top managers of resilient Tunisian companies The hypotheses were verified after,Results showed that SHRM practices affect the resilience dimensions Analysis showed that SHRM practices enhance the robustness of firms, especially in the second period, and significantly influence agility and integrity,Managers can use these findings to develop targeted actions in HRM to enhance a specific resilience dimension They can make better decisions based on knowledge surrounding the precise effects of SHRM practices on resilience dimensions,The authors highlighted the role of SHRM in developing organizational resilience Gaps were noticed in the organizational resilience literature This research is among the rare studies that have investigated the linkage between SHRM practices and organizational resilience By using quantitative methods and adopting a longitudinal perspective for analyzing data, it leads to better identify the evolution of the influence of SHRM practices on each resilience dimension over time

Mindfulness and leadership flexibility

Abstract: Purpose In a context of great complexity, many authors have focused on the beneficial effects of leadership flexibility (Denison, Hooijberg and Quinn, 1995), a capacity theoretically associated to mindfulness The goal of this exploratory study is to better understand the relationship between mindfulness and behavioral flexibility in leaders Design/methodology/approach Data were collected from two samples: 100 active leaders from diverse economic sectors and 62 students pursuing an executive MBA degree Findings The results show that mindfulness is positively associated with the overall score for leader flexibility, and with its two dualities: 1) self-assertive and directive vs collaborative and supportive, and 2) long term strategy vs short term execution Specifically, four of the five dimensions of mindfulness (nonreactivity, nonjudging, acting with awareness and describing) were positively correlated with the overall flexibility score Practical implications The results suggest that by developing min

Effect of commitment and customers’ satisfaction on the relationship between service quality and customer retention in rural banks in Makassar, Indonesia

Abstract: Purpose The purpose of this paper is to investigate the effect of commitment and customer’s satisfaction on the relationship between service quality and customer retention. Design/methodology/approach The research was conducted on the entire customer rural banks (BPR) in Makassar, South Sulawesi Province; the sample size comprised 300 respondents. Analysis equipment used in this study is a quantitative approach that is inferential statistical analysis with structural equation modeling based variance is known as a method WarpPLS. Findings The results of the analysis show that there is significant influence between the variables of service quality, commitment, customer satisfaction, and customer retention. It was also found that the results of the variables commitment and customer satisfaction mediate the effect of service quality on customer’s retention. Originality/value The study showed the mediation effect (using the Sobel test) of service quality on customer retention using commitment and customer satisfaction as intervening variables in rural banks; and the study was conducted in the customer rural banks (BPR) in Makassar, South Sulawesi Province, where no such study for this relationship has been conducted previously.

Designing learning spaces for management education: a mixed methods research approach

Abstract: Purpose The purpose of this paper is to focus on connecting recent conceptualizations of learning space design in management education by examining interior building and classroom design. Design/methodology/approach This study used mixed methods research: external benchmarking with same industry institutions (n=5) and two surveys of students (n=131) and faculty members (n=38). Findings The process helped to envision how a business school could improve by adapting design aspects from industry peers, understanding the needs of students and faculty, and incorporating new teaching methods and instructional technologies to inform learning space solutions. Research limitations/implications The small number of external benchmarking partners may make the findings more applicable to the institutional type examined. Yet, the findings and the mixed methods research have implications for learning space design more broadly. Practical implications With the business school building boom, the external architecture of new buildings appears to garner much of the attention. However, the researchers believe that the real impact of new business schools is the centrality of interior learning space design and technology. Originality/value This paper uses a mixed methods research approach to examine learning space theory and research in relation to a particular business school’s efforts to use this knowledge to design learning spaces in a new building.

Transformational leadership and four-dimensional commitment: Mediating role of job characteristics and moderating role of participative and directive leadership styles

Abstract: The purpose of this paper is to investigate the mechanism between transformational leadership (TL) and organizational commitment (OC) using job characteristics as a mediator and participative and directive leadership (DL) as moderator.,The authors used a questionnaire-based survey to collect data from 563 employees working in the banking industry.,The data were analyzed using structural equation modeling. The findings confirmed the mediating role of job characteristics and moderating role of both participative and DL styles between TL and OC.,The data for this study were collected at one point of time and it has implications for the policymakers and bankers.,The study is novel as it highlights the importance of job characteristics, participative and DL styles in understanding the relationship between TL and OC.

The link between perceptions of leader emotion regulation and followers organizational commitment

Abstract: Purpose The aim of this study is to investigate the association between perceptions of leader emotion regulation strategies and followers’ organizational commitment In particular, this study using Social Exchange Theory as a framework examines the association between leader surface and deep acting and followers’ affective, normative and continuance organizational commitment Design/methodology/approach Survey data were collected from 323 employees of five service sector organizations in Anhui province, China Further, PLS-SEM technique was used to perform quantitative analysis Findings The findings suggest that leader surface acting has a negative influence on followers’ affective commitment, normative commitment, and continuance commitment In contrast, leader deep acting has a positive influence on followers’ affective commitment, normative commitment, and continuance commitment Practical implications The findings suggest that leaders should be careful in managing their affective display They may li

Investigating the antecedents of work disengagement in the workplace

Abstract: Organizations are keenly interested to find out the causes of work disengagement that are harmful to achieve desired level of performance. Antecedents and levels of work disengagement vary across organizations and sectors due to differences in organizational culture. Therefore, the purpose of this paper is to determine the antecedents of work disengagement in the public sector organizations.,The research data were obtained from 303 employees of the public sector organizations using the self-administered questionnaires and cluster sampling technique. The research model proposed in this study has been examined by using the regression analysis and Hayes’s (2013) guidelines for moderation.,It is found that work disengagement increases because of managers’ personal preferences, unfairness, above the rule practices, negative political influence, work overload, and a lack of accountability in the workplace. The results reveal a positive association among organizational injustice, organizational politics, work overload, and work disengagement. Moreover, it is also found that organizational injustice is a strongest predictor of work disengagement. Bureaucratic culture of the public sector organizations has a strong strengthening effect on above-stated relationships.,The study has identified various practical implications related to top management, employees, union, and researchers. The study provides new avenues for senior managers of the services sector to eradicate the levels of work disengagement by improving fairness and perception of organizational politics in the workplace.,There is rare literature that investigates the link between work disengagement and organizational injustice, organizational politics, and work overload especially in the presence of interactive effects of a bureaucratic culture. Most of the studies on employee disengagement did not use the unbiased and significant sample size so their results cannot be generalized to larger population. Therefore, the current study has aimed to overcome the shortcomings of previous studies and brings a novel conceptual model on work disengagement.

Charisma as an attribute of transformational leaders: what about credibility?

Abstract: The purpose of this paper is to propose a conceptual model describing potential relationships among transformational leadership, charisma, credibility and organizational performance.,This paper is conceptual, based on a review of current transformational leadership, charisma and credibility literature.,The authors present a model where credibility is an antecedent of transformational leadership; transformational leadership has a positive effect on organizational performance; and charisma positively moderates the relationship between transformational leadership and organizational performance.,A model to integrate credibility into transformational leadership research is proposed.,This paper considers credibility as an important attribute of transformational leadership, and thus credibility may have significant implications for practitioners in leadership development strategies.,Currently, there is a lack of research on the role of credibility in leadership. The authors discuss the importance of measuring leader credibility and generating a credibility scale.

Developing leadership potential in graduate students with assessment, self-awareness, reflection and coaching

Abstract: The purpose of this paper is to present an innovative, research-based approach for stimulating self-awareness, reflection and intentional leadership development and address a call from the academic and business community to educate and prepare graduate students for leadership in contemporary complex workplaces. Building on previous research findings and recommendations, the authors suggest that leadership potential is understood and facilitated through leadership assessment, increased self-awareness and faculty coach-supported reflection and development planning by MBA students. Based on three key constructs in leadership development, a conceptual model depicts the approach to developing potential leaders at this juncture in their professional development.,New MBA students completed a leadership potential assessment instrument designed to target areas for focused leadership development throughout their MBA program and beyond. The assessment process is followed by faculty coach-supported reflection and development planning as an assignment during the students’ MBA orientation course. To explore the impact of this innovative approach to accelerating the development of leadership potential, reflection papers from students who completed the process were analyzed. Data analysis consisted of content coding with an inter-rater reliability of 0.99 to classify the responses into four key categories. Survey data were also collected from 504 MBA students who attended an on-campus orientation course to measure students’ increasing understanding and awareness of the value of the leadership development opportunity.,Quantitative and qualitative results provide initial support for this approach to developing leadership potential. Results suggest that the integrative model stimulates a process of awareness, reflection and intentional development, and supports the identification and pursuit of goal-directed learning opportunities throughout students’ MBA program.,Graduate business school students are at a leadership inflection point in their trajectory as leaders. Business colleges play a key role in closing the leadership gap during the development cycle of the students’ MBA program. The innovative approach in this paper, which facilitates self-awareness, reflection and intentional leadership development, offers a model for business colleges exploring how to foster these necessary leadership insights and capabilities.

Predicting employee performance through organizational virtuousness: Mediation by affective well-being and work engagement

Abstract: The purpose of this paper is to value the role of organizational virtuousness in predicting employee performance through mediation of affective well-being and work engagement.,Data were collected through questionnaires from 487 banking employees from 60 branches of ten banks.,Analysis through structural equation modeling proves that virtuousness positively predicts employees’ well-being and engagement, which in turn influence their performance. Furthermore, both well-being and engagement proved to be partial mediation in the relation, where well-being had stronger explanatory role.,This study offers novel explanatory mechanism in the relationship of employee performance and organizational virtuousness, where in past studies such mediation mechanism has not received due attention.

Dimensions of job advertisement as signals for achieving job seeker’s application intention

Abstract: Grounded in the concept of signaling theory and instrumental-symbolic framework, the purpose of this paper is to develop a model to examine the impact of print job advertisement (ad) dimensions (message contents) and organizational familiarity on job seeker’s perception of attitude, organizational attractiveness, and application intention.,This paper is a theoretical exploration based on existing literature.,The presence of instrumental and symbolic attributes in print job advertisement such as job and work characteristics, aesthetics, employee testimonial/picture, corporate image enhancing statements, organizational culture-enhancing statements, and human resource offerings are more likely to play influential roles in creating favorable attitude, organizational attractiveness, and application intention in a job seeker. Apart from this, organizational familiarity plays a moderating role on job seeker’s attitude formation and in gaining organizational attractiveness.,The study offers a clear guideline to recruiting organizations, HR managers, recruitment agencies, or consultants on how to design a recruitment advertisement to pool a large number of potential applicants. The study also throws light on testing the effectiveness of a recruitment advertisement, similar to commercial ads. Moreover, the outcome of testing would help the recruiters understand the pulse of the job seeker toward the ad, job, and organization.,This study theoretically clarifies the role of instrumental and symbolic attributes or dimensions of job ads and the role of organizational familiarity in inducing positive attitude formation and organizational attractiveness, in the process that cultivates application intention in a potential job seeker.

From laurels to learners: leadership with virtue

Abstract: The purpose of this paper is to present a new approach to leadership development founded on the principle of the Leader-as-Learner: a reflective human who pursues the 4C – virtues of courage, commitment, confidence and curiosity, rather than the laurels of traditional approaches of heroic leadership.,Exploring art-based methods and fostering a new approach to leadership development: Leaders-as-Learners.,In this paper, studies and theoretical findings from the literature are discussed.,This paper includes extending life stories and modes of learning by projecting possible selves as leaders, to learn the daily practice of leadership.,Leadership involves not only the art of judgment but refines it through a learning orientation to confront volatility, uncertainty, complexity and ambiguity conditions.,Leadership is not limited to organizations and in relation to work practices. It is a central aspect in all social affairs and integral to building societies which serve, through leaders, the common good.,An approach to leadership development that supports human flourishing and locates leadership among ordinary people who do extra-ordinary things.

Firm capabilities and performance: a necessary condition analysis

Abstract: The purpose of this paper is to employ a necessary condition analysis (NCA) approach to investigate the level of necessity of two conditions, marketing capability, including responsiveness to customers, responsiveness to competitors, responsiveness to the macro environment, and business relationship quality, and innovativeness capability for firm performance.,Using a survey data set collected from a sample of 311 Vietnamese firms, this study explored the levels of necessity of the components of marketing capability and innovativeness capability by NCA. The study also tested the net effects of these components on firm performance by multiple regression analysis (MRA).,The MRA results reveal that except for responsiveness to the macro environment, other components of marketing capability and innovativeness capability have positive effects on firm performance. Further, firm size affects performance but industry types do not. The NCA results indicate that these conditions exhibit different levels of necessity for the occurrence of firm performance.,A major limitation of this study is the exploration of necessary levels of only two key firm capabilities, i.e., marketing and innovativeness. Several other capabilities, such as, research and development, operations capabilities, and other market-based assets should be investigated in future research.,The findings suggest that firms should pay attention not only to the net effects (β weights) but also to the levels of necessity of firm capabilities for their target outcome.,This study is among first studies investigating the levels of necessity of marketing capability and innovativeness capability for firm performance.

Leadership vision as a moral duty

Abstract: Although much has been written about leadership, the concept of leadership vision is not widely understood, is far more complex than is commonly perceived, and is profoundly ethical in its normative and instrumental nature. The purpose of this paper is to examine the importance of leadership vision, identify seven complex elements, which are key elements of leadership, and identify the importance of leadership vision as a moral duty. Eight testable propositions about leadership vision are presented that address the nature of leadership vision.,This paper begins with an examination of the complex nature of leadership vision. After defining leadership vision, this paper identifies seven key elements and nine propositions that practitioners and scholars can test to assess the nature of that vision. Following the presentation of three significant contributions, this paper concludes with a challenge to practitioners and scholars to closely examine the importance of leadership vision.,This paper invites leaders in today’s complex organizations to refine their leadership vision by honoring the duties they owe to others. The leadership vision strengthens leaders’ capacity to guide and serve their organizations and the people working within them.,This paper assists leaders in their duty to serve their organizations, its stakeholders, and a society that badly needs great leaders with vision, commitment to excellence, and a clear moral compass.,This paper provides three significant implications about leadership vision. It defines leadership vision as a complex and multi-faceted moral duty; it presents eight testable propositions about leadership vision, which have value for both practitioners and scholars; it raises the bar for would-be leaders with regard to the obligations that they have in serving others and in guiding organizations.

Entrepreneurial coaching: how to be modeled and measured?

Abstract: Purpose The aim of this paper is to model the coaching practice on the one hand, and, on the other hand, to develop and validate an integrative measurement scale that is associated to the following dimensions. Design/methodology/approach An empirical study of 111 Tunisian successors, which is based on the structural equation method, has enabled mentioning that the required dimensions are the coach enforcement of standards, the coach’s empathy and the coach’s expectation for entrepreneurial performance. Findings First, the coach enforcement of standards and the coach’s empathy are the main parts of the coaching practice in regard to Tunisian successors. Second, this study shows that it is necessary to include entrepreneurial behavior on the research that treats successor’s coaching. Originality/value Coaching programs concern essentially employees and orient their careers throughout assistance, advice and orientation. However, although successors face some hardships throughout their careers, they are outsi...

Expatriate academics in Malaysia: motivation, adjustment, and retention

Abstract: Existing studies on expatriate academics (EAs) are primarily set in advanced-country settings, thus overlooking the EA experience in developing and emerging markets. With this in mind, the purpose of this paper is to investigate the motivating factors behind EAs taking up jobs in Malaysia, and their adjustment and retention experiences in their host country.,The authors conducted semi-structured interviews with 17 EAs working in four public universities in Malaysia.,Among the chief motivating factors for expatriation were familiarity with the country, the perceived desirable cultural/religious environment, and favourable research environment. Adjustment-wise, there was something of a mixed experience, with most adjusting well socially, but many citing disappointment with work. Such sentiment has contributed to reducing retention plans among several of the respondents.,The study explores the EA experience in the context of an emerging market. At present much of the literature focuses on EAs working in advanced economies. This paper indicates that the motivation, adjustment, and retention cognition of EAs in emerging markets may not be entirely consistent with what previous studies have suggested.

The effects of supervisor humour on employee attitudes

Abstract: The purpose of this paper is to examine how employees’ perceptions of their supervisor’s use of four types of humour relate to employee job satisfaction, organisational pride, organisational commitment and self-esteem. Supervisor favourability is also examined as a mediating variable in these relationships.,An online survey of 216 working individuals provided data on the effect of supervisor use of humour on employee attitudes.,Perceptions of positive forms of humour (affiliative and self-enhancing) positively related to employee various attitudes, while aggressive humour was negatively associated with those attitudes. Results also support the intervening role of supervisor favourability in the relationship between supervisors’ positive use of humour and employees’ job satisfaction, affective commitment and organisational pride.,Studies of the effects of workplace humour can benefit from using more fine-grained operationalisation of positive and negative humour. Research can also benefit from considerations of intervening mechanisms to the humour–work outcome relationship.,The results underscore the benefits of affiliative and self-enhancing humour on employee attitudes in the workplace. While negative humour can have an undesirable effect, there may be circumstances under which self-defeating humour is not negatively received.,This paper fulfils an identified need to better understand supervisors’ use of different, more discriminating forms of humour on employee attitudes.

Case-method teaching: advantages and disadvantages in organizational training

Abstract: The purpose of this paper is to introduce case-method teaching (CMT), its advantages and disadvantages for the process of organizational training within organizations, as well as to compare its advantages and disadvantages with current training methods,The authors applied a systematic literature review to define, identify and compare CMT with current methods,In CMT, participants get involved with real-world challenges from an action perspective instead of analyzing them from a distance Also, different reactions of the participants to the same challenge aid instructors to identify the individual differences of participants toward the challenge Although CMT is still not considered as a popular organizational training method, the advantages of CMT may encourage organizational instructors to further apply it Improving the long-term memory, enhancing the quality of decision making and understanding the individual differences of individuals are the advantages of CMT,A lack of sufficient empirical researchers and the high cost of conducting this method may prevent practitioners to apply it,The review suggested that CMT is able to bring dilemmas from the real world into training settings Also, it helps organizations to identify the individual reactions before they make a decision

Use balanced scorecard for measuring competitive advantage of infrastructure assets of state-owned ports in Indonesia: Case in Pelindo IV, Indonesia

Abstract: The purpose of this paper is to analyze the balanced scorecard (BSC) for measuring the competitive advantage of infrastructure assets of state-owned port in Indonesia: Pelindo IV, Makassar, Indonesia,This investigation adopts an explanatory and exploratory qualitative case study method to analyze the effectiveness of the BSC over the strategy management processes For data collection, the researchers used semi-structured interviews, direct observation and document collection Data collection was made for a six-month period, which allowed deep knowledge to be gained of the culture and management methods used in Pelindo IV Makassar Branch Other data collected refer to the company’s documentation and reporting of online media publications Detailed interview data were the main data sources, allowing the authors to obtain a detailed and holistic understanding of the experience, opinions, and attitudes of the interviewees Interviews focus on asset management to determine the relationship between various factors This study adopts an ideal BSC principle (four perspectives) in order to develop a strategic map for infrastructure assets of Pelindo IV,The results showed that the management performance of Pelindo IV in the financial sector over the next five years was expected to increase by 35 times with the business profit reaching an amount of Rp164 trillium in 2017 In the next five years, the target of the customer’s perspective set was zero complaints and zero claim with waiting time meeting the ideal standard, which is a maximum of one-hour service, and the number of containers were expected to witness an average growth of 30 percent per year; the growth ship traffic visit history showed that the flow of goods increased by 4 percent and the number of passengers was targeted to grow up to 30 percent A historical growth rate of 6 percent was also expected both for the human resources and personnel scout,In this paper, the Sobel test was used to test the significance of a mediation effect and balanced scorecard was used for measuring competitive advantage of infrastructure assets of state-owned ports in Indonesia Previously, no research has been undertaken to examine the relationship between the location of the study and competitive advantage of infrastructure assets in the context of PELINDO IV, Makassar branch, Indonesia