Tamsin Crook and Almuth McDowall
Attention deficit hyperactivity disorder (ADHD) is a neuro-developmental condition that has frequently been pathologised in career research and broader society to date. The study…
Abstract
Purpose
Attention deficit hyperactivity disorder (ADHD) is a neuro-developmental condition that has frequently been pathologised in career research and broader society to date. The study seeks to reframe such assumptions through a qualitative positive-focused exploration of career stories of ADHD adults, elicited through a strength-focused technique with wide applicability for coaching and other career-based development activities.
Design/methodology/approach
Situated in a strength-focused coaching psychology paradigm, the authors undertook semi-structured interviews with 17 participants, using an adapted feedforward interview technique (FFI) rooted in positive psychology (PP), to investigate individuals' strengths and successful career experiences.
Findings
Narrative thematic analysis of the transcripts identified two core themes: “the paradoxical nature of strengths” and “career success as an evolving narrative”. The participants described how they have achieved career success both “in spite of” and “because of” ADHD. The use of the FFI demonstrated a helpful and easily taught method for eliciting personal narratives of success and strengths, an essential foundation to any coaching process.
Originality/value
This research provides a nuanced overview, and an associated conceptual model, of how adults with ADHD perceive their career-based strengths and experiences of success. Further, the research shows the value of using a positive psychological coaching approach when working with neurominority individuals, using a successful adaptation of the FFI. The authors hope that the documentation of this technique and the resulting insights will offer important guidance for managers as coaches and internal and external career coaches, as well as providing positive and relatable narrative resources for ADHD adults.
Details
Keywords
Qing Wang, Yi-Ling Lai, Xiaobo Xu and Almuth McDowall
The authors examine psychologically informed coaching approaches for evidence-based work-applied management through a meta-analysis. This analysis synthesized previous empirical…
Abstract
Purpose
The authors examine psychologically informed coaching approaches for evidence-based work-applied management through a meta-analysis. This analysis synthesized previous empirical coaching research evidence on cognitive behavioral and positive psychology frameworks regarding a range of workplace outcomes, including learning, performance and psychological well-being.
Design/methodology/approach
The authors undertook a systematic literature search to identify primary studies (k = 20, n = 957), then conducted a meta-analysis with robust variance estimates (RVEs) to test the overall effect size and the effects of each moderator.
Findings
The results confirm that psychologically informed coaching approaches facilitated effective work-related outcomes, particularly on goal attainment (g = 1.29) and self-efficacy (g = 0.59). Besides, these identified coaching frameworks generated a greater impact on objective work performance rated by others (e.g. 360 feedback) than on coachees' self-reported performance. Moreover, a cognitive behavioral-oriented coaching process stimulated individuals' internal self-regulation and awareness to promote work satisfaction and facilitated sustainable changes. Yet, there was no statistically significant difference between popular and commonly used coaching approaches. Instead, an integrative coaching approach that combines different frameworks facilitated better outcomes (g = 0.71), including coachees' psychological well-being.
Practical implications
Effective coaching activities should integrate cognitive coping (e.g. combining cognitive behavioral and solution-focused technique), positive individual traits (i.e. strength-based approach) and contextual factors for an integrative approach to address the full range of coachees' values, motivators and organizational resources for yielding positive outcomes.
Originality/value
Building on previous meta-analyses and reviews of coaching, this synthesis offers a new insight into effective mechanisms to facilitate desired coaching results. Frameworks grounded in psychotherapy and positive appear most prominent in the literature, yet an integrative approach appears most effective.
Details
Keywords
Vince Szekely, Lilith A. Whiley, Halley Pontes and Almuth McDowall
Despite the interest in leaders' identity work as a framework for leadership development, coaching psychology has yet to expose its active ingredients and outcomes.
Abstract
Purpose
Despite the interest in leaders' identity work as a framework for leadership development, coaching psychology has yet to expose its active ingredients and outcomes.
Design/methodology/approach
To do so, the authors reconcile published systematic literature reviews (SLRs) in the field to arrive at a more thorough understanding of the role of identity work in coaching. A total of 60 eligible SLRs on identity work and coaching were identified between 2010 and 2022. Four were included in the data extraction after selecting and screening, and the full texts of 196 primary studies reported therein were analysed.
Findings
Amongst the coachee-related factors of effective coaching, the coachee’s motivation, general self-efficacy beliefs, personality traits and goal orientation were the most frequently reported active ingredients, and performance improvement, self-awareness and goal specificity were the most frequently supported outcomes. The analysis indicates that leaders' identity work, as an active ingredient, can be a moderator variable for transformative coaching interventions, while strengthening leadership role identity could be one of the lasting outcomes because coaching interventions facilitate, deconstruct and enhance leaders' identity work. Further research is needed to explore the characteristics of these individual, relational and collective processes.
Originality/value
This study adds value by synthesising SLRs that report coachee-related active ingredients and outcomes of executive coaching research. It demonstrates that the role of leaders' identity work is a neglected factor affecting coaching results and encourages coaching psychologists to apply identity framework in their executive coaching practice.
Details
Keywords
Nancy Doyle and Almuth McDowall
The aims of the paper were to highlight the dearth of applied practitioner research concerning the expression of neurodiversity at work and develop an epistemological framework…
Abstract
Purpose
The aims of the paper were to highlight the dearth of applied practitioner research concerning the expression of neurodiversity at work and develop an epistemological framework for a future research agenda.
Design/methodology/approach
A systematic empty review protocol was employed, with three a priori research questions, inquiring as to the extent of neurodiversity research within mainstream work psychology, psychology in general and lastly within cross-disciplinary academic research. The results of the final search were quality checked and categorized to illustrate where studies relevant to practice are currently located.
Findings
The academic literature was found to be lacking in contextualized, practical advice for employers or employees. The location and foci of extracted studies highlighted a growing science-practitioner gap.
Research limitations/implications
The research focused on common neurominority conditions such as autism and dyslexia; it is acknowledged that the neurodiversity definition itself is broader and more anthropological in nature. A need for a comprehensive research agenda is articulated, and research questions and frameworks are proposed.
Practical implications
Guidance is given on applying disability accommodation to both individual and organizational targets.
Social implications
The disability employment gap is unchanged since legislation was introduced. The neurodiversity concept is no longer new, and it is time for multi-disciplinary collaborations across science and practice to address the questions raised in this paper.
Originality/value
This paper offers an original analysis of the neurodiversity paradox, combining systematic inquiry with a narrative synthesis of the extant literature. The conceptual clarification offers clear directions for researchers and practitioners.
Details
Keywords
Almuth McDowall and Gail Kinman
Rapid developments in the field of information communication technology (ICT) mean that e-working has become increasingly common and prolonged – the “always-on-culture” potential…
Abstract
Purpose
Rapid developments in the field of information communication technology (ICT) mean that e-working has become increasingly common and prolonged – the “always-on-culture” potential to enhance work-life balance via increased flexibility in terms of time and location, as well as posing the risk of being “always on” has been identified with potentially serious implications for the health and performance of employees. The authors identify a research agenda as a starting point for reviewing current organisational practice.
Design/methodology/approach
The authors discuss current technological developments as well as prevalent research frameworks and terminology in the domain of work-life balance and beyond to evaluate their fitness for purpose. They also report findings from a survey of 374 employees working within UK businesses about current organisational practice.
Findings
Over half of the organisations sampled do not have clear policies, guidance or training in place regarding work-life balance and supporting employees with regards to technology enabled working and communications. The authors identify as key challenges the sheer volume of e-mail traffic, lack of training and infrastructure to support ICT-enabled working and an absence of appropriate support.
Practical implications
Organisations need to develop clear policies regarding the psychosocial aspects of technology use and provide evidence-based guidance to managers and employees.
Social implications
Managers and individuals require support to engage with technology in a healthy and sustainable way.
Originality/value
This is one of the first papers to survey organisational practice and support on the topic.
Details
Keywords
Adina Bozga, Almuth McDowall and Jennifer Brown
Against a background of increasing workload and external criticism, the purpose of this paper is to expose the indelible memories impressed on female police officers dedicated to…
Abstract
Purpose
Against a background of increasing workload and external criticism, the purpose of this paper is to expose the indelible memories impressed on female police officers dedicated to investigating allegations of rape and sexual violence.
Design/methodology/approach
Participants (n = 15) were female police officers working in a specialist sexual offences investigation unit in a large English Metropolitan Police Force. A semi-structured interview was employed to elicit their experiences as an example of “extreme” police work. Interpretative phenomenological analysis was used to develop themes elucidating psychological and physical impacts on officers and their coping strategies.
Findings
Personal consequences were framed within the conceptualisation of secondary trauma. Emergent findings revealed profound and lasting vicarious traumatisation. Participants reported feelings of depression, anxiety, suicidal ideation, intrusive imagery, altered beliefs and cognitions as well as disrupted intimacy with partners. Coping adaptations included sensory shutdown, avoidance, dissociation and a reduction in victim care.
Practical implications
The findings support the need to consider occupational interventions to address risk factors associated with caseload, tenure, personal experience of neglect (e.g. in childhood), and the permeability of work and family boundaries for such exceptional policing tasks.
Originality/value
The paper contributes to a nascent literature on stress in “extreme” police work. The theoretical contribution is the focus on the emotional and physical aspects of vicarious trauma, which have been less well understood than cognitive aspects. The practice implications stress the need for targeted support activities given the profound psychological consequences of prolonged exposure to distressing material.
Details
Keywords
Almuth McDowall and Mark N.K. Saunders
The first purpose of this paper is to review the practical and theoretical distinctions between training and development in the organisational psychology and human resource…
Abstract
Purpose
The first purpose of this paper is to review the practical and theoretical distinctions between training and development in the organisational psychology and human resource development (HRD) literatures. Then the paper seeks to investigate how managers responsible for the training and development function conceptualise these activities in practice, the factors that guide their decision making, how they evaluate the outcomes and the extent to which they perceive a relationship between training and development.
Design/methodology/approach
Taking a critical realist perspective, 26 interviews were conducted with UK managers and analysed through thematic coding using template analysis.
Findings
Managers' conceptualisations of training and development vary. Formal training is prioritised due to a perceived more tangible demonstrable return on investment. Perceived success in training focuses on improvements to job‐related skills, whereas success outcomes for development are more varied and difficult to measure. Managers consider that training and development are more valuable when combined.
Research limitations/implications
There is a need for further process‐driven research to understand the interrelationship between training and development and to develop methods that can be used by organisations to evaluate both. This necessitates going beyond methods currently in use and including both qualitative and quantitative measures.
Practical implications
Managers may take a more proactive and directive role in facilitating development than the literature suggests; consequently, their role needs to be considered more actively in HRD learning strategies.
Originality/value
This is one of the first qualitative studies to explore the conceptualisations of managers responsible for training and development, highlighting the inter‐relationship between training and development and the factors guiding decisions regarding these activities.
Details
Keywords
Almuth McDowall and Christopher Mabey
The purpose of this paper is to compare four different employee activities, namely developmental appraisal, coaching, 360 degree feedback and development centres, offering a…
Abstract
Purpose
The purpose of this paper is to compare four different employee activities, namely developmental appraisal, coaching, 360 degree feedback and development centres, offering a comparative framework and an integration of existing research evidence.
Design/methodology/approach
The paper proposes a unifying classification which combines existing dimensions derived from the literature, such as the degree of formality, with further differences or communalities such as the degree of simulation, ownership of data and frequency of occurrence. This leads to a review of the pertinent literature and research evidence for each of the four activities discussed, with particular reference to long‐term outcomes, their social context as well as individual motivation.
Findings
The literature review did not produce equivocal evidence for the effectiveness of any of the four activities. Ratings in appraisals are flawed, whereas their developmental aspect appears dependent on the communication between managers and their charges. Also, there is little evidence on what happens as a result of appraisal interviews in the context of the manager‐employee relationship, and how organizations could best optimize this activity to aid long‐term individual and organizational development.
Practical implications
It is proposed that this classification framework could guide both the implementation and evaluation of diverse activities beyond those reviewed here. This framework may prove effective in making explicit and thus addressing the potentially conflicting expectations for prevalent activities from different parties involved. It is proposed that certain aspects of employee development, such as the employer‐manager relationship may be more suited to investigation through qualitative paradigms, but that ultimately more evidence is needed for long‐term outcomes at different levels (e.g. the individual and the organization).
Originality/value
The paper may help understanding of when, and under what conditions, which particular types of development activities are best suited to meet both individual and organizational requirements.
Details
Keywords
Katarzyna Czernek-Marszałek, Patrycja Klimas, Patrycja Juszczyk and Dagmara Wójcik
Social relationships play an important role in organizational entrepreneurship. They are crucial to entrepreneurs’ decisions because, despite the bleeding-edge technological…
Abstract
Social relationships play an important role in organizational entrepreneurship. They are crucial to entrepreneurs’ decisions because, despite the bleeding-edge technological advancements observed nowadays, entrepreneurs as human beings will always strive to be social. During the COVID-19 pandemic many companies moved activities into the virtual world and as a result offline Social relationships became rarer, but as it turns out, even more valuable, likewise, the inter-organizational cooperation enabling many companies to survive.
This chapter aims to develop knowledge about entrepreneurs’ SR and their links with inter-organizational cooperation. The results of an integrative systematic literature review show that the concept of Social relationships, although often investigated, lacks a clear definition, conceptualization, and operationalization. This chapter revealed a great diversity of definitions for Social relationships, including different scopes of meaning and levels of analysis. The authors identify 10 building blocks and nine sources of entrepreneurs’ Social relationships. The authors offer an original typology of Social relationships using 12 criteria. Interestingly, with regard to building blocks, besides those frequently considered such as trust, reciprocity and commitment, the authors also point to others more rarely and narrowly discussed, such as gratitude, satisfaction and affection. Similarly, the authors discuss the varied scope of sources, including workplace, family/friendship, past relationships, and ethnic or religious bonds. The findings of this study point to a variety of links between Social relationships and inter-organizational cooperation, including their positive and negative influences on one another. These links appear to be extremely dynamic, bi-directional and highly complex.
Details
Keywords
Eamon Fitzgerald and David Melvin
This paper considers the extent to which a facilities management (FM) approach has been applied in delivery of a secondary school development programme for Glasgow City Council…
Abstract
This paper considers the extent to which a facilities management (FM) approach has been applied in delivery of a secondary school development programme for Glasgow City Council. The approach involves purchase of service from a private consortium which will build, own, maintain and operate facilities using the private finance initative (PFI) version of the range of public‐private (PPPs) to provide a share of UK public sector infrastructure. The paper describes influences upon the form and content of the £400m Glasgow project including how mainstream FM principles have been employed to deliver a system which meets client, user and supplier requirements. Considers the extent to which experience can be informed by conventional theory of public choice and how other innovations, designed to bring business methods into local government, including compulsory competitive tendering and best value, impact on the arrangements involved in the schools project.