Dimitrios Buhalis, Xi Yu Leung, Daisy Fan, Simon Darcy, Ganghua Chen, Feifei Xu, Garry Wei-Han Tan, Robin Nunkoo and Anna Farmaki
Lena Aggestam and Ann Svensson
This paper focuses on knowledge sharing in health care. The aim of the paper is to further understand how digital applications can facilitate knowledge sharing between different…
Abstract
Purpose
This paper focuses on knowledge sharing in health care. The aim of the paper is to further understand how digital applications can facilitate knowledge sharing between different care providers and health-care professionals.
Design/methodology/approach
The paper is based on a qualitative action case study, performed as a formative intervention study as a Change Laboratory, where a digital application concerning wound support was used. The Change Laboratory was used for knowledge sharing in the assessment and treatment process of wounds. The collected data was then thematically analyzed.
Findings
The findings show how digital applications can facilitate knowledge sharing, but also the need for complementary collaborative sessions. The main contribution is the rich description of how digital applications together with these sessions can facilitate knowledge sharing.
Originality/value
This paper shows that activities as collaborative sessions performed on the organizational level prove to support knowledge sharing and learning when a new digital application has been implemented in the work process. It also shows that these sessions contributed to identifying new knowledge that has potential for being included in the application and hence are important to keeping the application updated and relevant over time.
Details
Keywords
Jingyu Dong, Beth Clark, Wenjing Li, Shan Jin and Lynn J Frewer
Unhealthy diets are associated with an increased risk of non-communicable diseases and present a significant public health challenge. When developing effective interventions and…
Abstract
Purpose
Unhealthy diets are associated with an increased risk of non-communicable diseases and present a significant public health challenge. When developing effective interventions and policies, consideration must be given to the unique social culture in which food choice is embedded. Health vulnerabilities to poor nutrition exist throughout life but may be influenced by socio-cultural factors such as age. This study aimed to assess the attitudes of older or younger Chinese consumers towards healthy eating and explore the factors influencing their food choices.
Design/methodology/approach
Semi-structured interviews were conducted in Wuhan, China, with 20 consumers aged 18–25 (Group A) and 20 consumers aged 65 and over (Group B).
Findings
Thematic analysis revealed that the two groups had positive attitudes towards healthy eating, although Group A participants were more knowledgeable. Time pressure, food prices and social networks differentially influence healthy eating practices across age groups.
Originality/value
Given China’s economic and cultural context, healthy eating interventions should consider the individual characteristics and food preferences of the different age groups. This approach can optimize targeted healthy eating interventions, and media communications related to healthy eating.
Details
Keywords
Joost Hoedemakers, Arne Vanderstukken, Jol Stoffers and Beatrice Van der Heijden
This paper explores whether relational leadership enhances nurses’ employability. An empirical study was conducted to investigate associations between relational leadership…
Abstract
Purpose
This paper explores whether relational leadership enhances nurses’ employability. An empirical study was conducted to investigate associations between relational leadership, perceived supervisory support, perceived opportunities for competence development and employability.
Design/methodology/approach
A serial mediation model was constructed to investigate our hypothesized relationships. We applied a two-wave panel design and collected self-reported survey data from 109 nurses who worked in a Dutch homecare organization. Relationships were tested using PLS-SEM.
Findings
Our findings suggest no direct association between relational leadership and employability. However, we found support for a serial mediation model, in which perceived supervisory support and perceived opportunities for competence development fully mediated the relationship between relational leadership and employability.
Research limitations/implications
This scholarly work contributes to the employability literature; a supervisor who fosters high-quality relationships with nurses communicates a willingness to support their development and provides them competence development opportunities, which, in turn, fosters nurses’ employability.
Practical implications
HR managers and supervisors in homecare organizations should create leadership development policies and practices that encourage relational leadership, particularly empowering leadership.
Originality/value
To the best of our knowledge, up until now, this study is the first to use supervisors’ relational leadership to predict employees’ employability.
Details
Keywords
This paper attempts to theorise about China’s strategy in combating the coronavirus pandemic with an embryonic framework - 3H (Heart-Head-Hand) framework. By adopting a…
Abstract
Purpose
This paper attempts to theorise about China’s strategy in combating the coronavirus pandemic with an embryonic framework - 3H (Heart-Head-Hand) framework. By adopting a descriptive approach, the paper introduces the case of coronavirus outbreak in China and how the public health administration coped with it. The 3H framework has been applied to analyse China’s strategy, and the framework’s assumptions are initially tested.
Design/methodology/approach
The pandemic case is created based on credible reports, press releases from different respected sources, World Health Organization (WHO) statistics, interview transcripts and broadcasting stations’ video clippings. Interpretive analysis with pragmatism approach has been conducted in analysing the data and information collected. Triangulation, wherever possible, has been done to validate the data and information.
Findings
As an exploratory study, its findings show that 3H framework distinguishes the effectiveness of a country’s strategy and practice for combating the pandemic. Countries, which failed to observe the assumed principles of 3H domains tend to have much more infected cases and deaths.
Originality/value
The 3H framework conceptualised a holistic management approach and its assumptions have been initially tested with this pandemic case. The framework shows its predictability value for a country’s pandemic management effectiveness.
Details
Keywords
Sait Gürbüz, Beatrice Van der Heijden, Charissa Freese and Evelien P.M. Brouwers
While previous research in career studies has highlighted the positive impact of several leadership behaviors on followers’ work and career success, less is known about how the…
Abstract
Purpose
While previous research in career studies has highlighted the positive impact of several leadership behaviors on followers’ work and career success, less is known about how the emergent topic of inclusive leadership shapes followers’ task performance. Using an inclusive leadership approach and job demands-resources theory, we developed a novel sequential mediation model in which inclusive leadership indirectly facilitates followers’ performance through self-initiating behavior and work motivation. Specifically, we aimed to investigate whether inclusive leaders encourage followers to show enhanced task performance through strengths use and work engagement.
Design/methodology/approach
A representative sample of 278 Dutch employees from diverse organizations was surveyed at three different time points.
Findings
The results of structural equation modeling evidenced that inclusive leadership was indirectly related to follower task performance, initially through the utilization of strengths and subsequently through work engagement over time. When leaders exhibited behaviors that were inclusive in nature, they encouraged their followers to make use of their strengths at work. Such leadership actions boosted the work engagement of their followers and led to enhanced task performance.
Originality/value
We develop and test a novel sequential mediation model that explores how inclusive leadership fosters improved task performance among followers by promoting the utilization of strengths and subsequent work engagement. This sheds light on the mechanisms through which inclusive leadership contributes to follower performance, a crucial indicator in shaping sustainable career trajectories.
Details
Keywords
Iryna Alves, Bruno Gregório and Sofia M. Lourenço
This study investigates theoretical relationships among personality characteristics, preferences for different types of rewards and the propensity to choose a job in auditing by…
Abstract
Purpose
This study investigates theoretical relationships among personality characteristics, preferences for different types of rewards and the propensity to choose a job in auditing by management-related higher education students. Specifically, the authors consider motivation, locus of control (internal and external) and self-efficacy (SE) as personality characteristics and financial, extrinsic, support and intrinsic as types of rewards.
Design/methodology/approach
Data were collected through a questionnaire targeted at management-related higher education students in Portugal. Partial least squares structural equation modelling was used to analyse the data.
Findings
The full sample results show that different types of motivation, locus of control and SE are related to different reward preferences. The authors also find a positive association between a preference for extrinsic rewards and the propensity to choose a job in auditing. Moreover, when the authors consider the role of working experience in the model, the authors find that the reward preferences that drive the choice of an auditing job differ according to that experience.
Originality/value
This study enriches the literature by assessing preferences for different types of rewards, considering multiple personality characteristics and a comprehensive set of rewards. Furthermore, the authors identify the reward preferences that drive the choice of an auditing career. This knowledge empowers auditing firms to devise recruitment strategies that resonate with candidates’ preferences, which boosts the capacity of these companies to attract new auditors.