Arthur Larocca, Milton Borsato, Pablo Kubo and Carla Estorilio
Although organizations have more data than ever at their disposal, actually deriving meaningful insights and actions from them is easier said than done. In this concern, the main…
Abstract
Purpose
Although organizations have more data than ever at their disposal, actually deriving meaningful insights and actions from them is easier said than done. In this concern, the main objective of this study is to identify trends and research opportunities regarding data management within new product development (NPD) and collaborative engineering.
Design/methodology/approach
Bibliometric and systemic analyses have been carried out using the methodological procedure ProKnow-C, which provides a structured framework for the literature review. A bibliographic portfolio (BP) was consolidated with 33 papers that represent the state of art in the subject.
Findings
Most recent researches within the BP indicate new trends and paradigm shifts in this area of research, tackling subjects such as the internet of things, cloud computing, big data analytics and digital twin. Research gaps include the lack of data automation and the absence of a common architecture for systems integration. However, from a general perspective of the BP, the management of experimental data is suggested as a research opportunity for future works. Although many studies have tackled data and collaboration based on computer-aided technologies environments, no study examined the management of the measured data collected during the verification and validation stages of a product.
Originality/value
This work provides a fresh and relevant source of authors, journals and studies for researchers and practitioners interested in the domain of data management applied to NPD and collaborative engineering.
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Pamala J. Dillon and Charles C. Manz
We develop a multilevel model of emotional processes grounded in social identity theory to explore the role of emotion in transformational leadership.
Abstract
Purpose
We develop a multilevel model of emotional processes grounded in social identity theory to explore the role of emotion in transformational leadership.
Methodology/approach
This work is conceptual in nature and develops theory surrounding emotion in organizations by integrating theories on transformational leadership, emotion management, and organizational identity.
Findings
Transformational leaders utilize interpersonal emotion management strategies to influence and respond to emotions arising from the self-evaluative processes of organizational members during times of organizational identity change.
Research limitations/implications
The conceptual model detailed provides insight on the intersubjective emotional processes grounded in social identity that influence transformational leadership. Future research into transformational leadership behaviors will benefit from a multilevel perspective which includes both interpersonal emotion management and intrapersonal emotion generation related to social identity at both the within-person and between-person levels.
Originality/value
The proposed model expands on the role of emotions in transformational leadership by theoretically linking the specific transformational behaviors to discrete emotions displayed by followers. While previous empirical research has indicated the positive outcomes of transformational leadership and the role of emotion recognition, work has yet to be presented which explicates the role of discrete emotions in the transformational leadership process.
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The purpose of this paper is to examine the leadership style of Muhammad (p) within a character‐centric framework as a useful alternative to the transactional, self‐centered model…
Abstract
Purpose
The purpose of this paper is to examine the leadership style of Muhammad (p) within a character‐centric framework as a useful alternative to the transactional, self‐centered model and the value‐neutral transformational approach that currently permeate business management. The author differentiates such perspectives from the character‐centered, moral approach to leadership suggested by the Qur’an and modeled by Muhammad (p), and proposes that this approach may be of practical use to CEOs.
Design/methodology/approach
A conceptual, comparative discussion of Muhammad's leadership style based on the primary Islamic sources is shown to have practical implications for the leadership process in management.
Findings
The current malaise in business leadership can be resolved by a new focus on character and on virtues.
Practical implications
The character‐centered, moral approach of Muhammad provides exemplars of virtues and behaviors that, if emulated by CEOs, may help pre‐empt potentially self‐serving, individualistic and narcissistic tendencies.
Originality/value
The leadership model of Muhammad has been applied to a number of arenas before, but this is the first attempt at explicating the Qur’anic emphasis on the role‐modeling aspects of his character (khuluqin azeem). When fully expounded, it is likely to offer a more virtue‐centric alternative to transactional and/or transformational approaches to leadership and their associated relativistic values.
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The narrative of The Americans weaves together a spy thriller and a family drama, though it drives home the inseparability of the political and the personal through the lives of…
Abstract
The narrative of The Americans weaves together a spy thriller and a family drama, though it drives home the inseparability of the political and the personal through the lives of the central characters, Philip and Elizabeth, a couple whose marriage is a cover for their work as Soviet spies. This chapter provides a queer reading of their marriage, drawing from the real history of the Cold War politics of sexuality that associated American values with the hetero- and gender normative, white, and middle-class nuclear family. In contrast, the Soviet Union was understood to have disrupted this natural order by installing the state as an overbearing patriarch. Philip and Elizabeth’s fictional cover as a nuclear family requires them to perform American marriage, family, and selfhood. In doing so, they reflect the centrality of the family in America’s Cold War self-image in which the family serves as the anchor of the American order, enabling economic and political self-sufficiency. Their performance of the family challenges our ability to differentiate between real, authentic family that can serve as the legitimate source of social reproduction and between the counterfeit, fake family that disrupts the social order. The queer family, refusing to be placed beyond realm of the political by the moral language of family values, subverts our ability to distinguish between genres since the family drama is already a political thriller.
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Chengyan Li, Chongrong Huang, Liuqi Sun and Tingting Song
It has been proven that the characteristics of top management in an organization have an impact on the organization’s employee management strategies. In micro, small and…
Abstract
Purpose
It has been proven that the characteristics of top management in an organization have an impact on the organization’s employee management strategies. In micro, small and medium-sized enterprises, the business owner’s influence is constructive. However, there has been little discussion about the influence of business owners’ personal characteristics on enterprises’ human resource management (HRM) strategies.
Design/methodology/approach
In this study, two complementary experimental designs – quantitative research and qualitative research – were adopted to verify the theoretical framework.
Findings
The results show that business owners with masculine characteristics tend to adopt the strategies of internal development and external acquisition, while those with feminine characteristics tend to adopt the strategies of internal development. Significant differences were found between the female business owner group and the male business owner group in terms of the relationship paths of gender role orientation, leadership style and gender role orientation and HRM strategies.
Originality/value
Firstly, this is the first time to discuss human resource management strategies from the perspective of gender roles. Secondly, the data of this research is collected from entrepreneurs, which is another advantage of this research. Finally, this research has obtained more valuable research findings. This study found that feminine bosses tend to adopt internally developed human resource strategies, while masculine bosses value internally developed human resource management strategies and also tend to adopt external acquisition strategies. Studies have shown that companies that adopt defensive strategies rely more on internally developed human resource management strategies, while those with exploratory strategies are more inclined to externally acquired human resource management strategies. So, does the boss’s gender role orientation match the organizational strategy, that is, feminine bosses adopt defensive strategies, while masculine bosses adopt defensive and exploratory organizational strategies? This point provides new research ideas for the development of private enterprises.
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Panagiotis Trivellas, Paraskevi Dekoulou, Panagiotis Polychroniou and Vassileios Tokakis
This paper aims to examine the influence of leadership roles on the corporate social responsibility (CSR) activities as perceived by employees, as well as their impact on job…
Abstract
Purpose
This paper aims to examine the influence of leadership roles on the corporate social responsibility (CSR) activities as perceived by employees, as well as their impact on job satisfaction.
Design/methodology/approach
Drawing upon a sample of 245 employees in the tourism industry, a structured questionnaire was developed to measure leadership roles and CSR activities as perceived by employees. The competing values model was adopted to operationalize leadership roles.
Findings
Results indicate that different leadership roles are linked with different dimensions of CSR activities, although innovator role proved to prevail on this association. More specifically, innovator role is related to all CSR dimensions, followed by monitor which is associated with the philanthropic and environmental dimensions. The broker role is related only to environmental CSR actions.
Research limitations/implications
The possibility to generalize the results to other countries with different characteristics (e.g. regulatory framework, economic development) needs to be investigated further by carrying out similar studies.
Practical implications
Understanding the nature of the association between leadership and CSR activities would enable practitioners to pursue or cultivate these roles and behaviors creating strategic value by fostering their multidimensional impact upon the social context.
Originality/value
The present research has led to the diagnosis of the leadership role profiles supporting CSR strategies in the tourism industry. Findings also highlighted the importance of the innovator leadership role in explaining the variance of different aspects of CSR activities.
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Caroline Olufunke Esangbedo, Jingxiao Zhang, Pablo Ballesteros-Pérez and Martin Skitmore
This study aims to investigate the relationship between supply chain leadership, digital supply chain practices and corporate sustainability strategies on the sustainability…
Abstract
Purpose
This study aims to investigate the relationship between supply chain leadership, digital supply chain practices and corporate sustainability strategies on the sustainability performance of logistics firms in Nigeria, one of Africa’s largest economies. It indicates that collaborative efforts within the supply chain context can improve sustainability performance.
Design/methodology/approach
Data from 468 firms in a major sub-Saharan African market were collected through a structured questionnaire. The analysis used descriptive statistics, principal component analysis and hierarchical regression analysis. Factor analysis and Cronbach’s alpha analysis were used to assess the validity and reliability of the instrument.
Findings
The results of this study reveal significant findings: proactive sustainability strategies exert a substantial positive effect on sustainability performance (β = 0.694, SE = 0.025, p < 0.01). Even when proactive sustainability strategies are included in the model, the positive impact of reactive sustainability strategies remains significant (β = 0.694, SE = 0.025, p < 0.01: Model 5). Regarding the moderating role of proactive and reactive corporate sustainability strategies, there is a notable interaction effect between supply chain leadership and proactive sustainability strategies concerning sustainability performance (p < 0.05). This confirms the positive relationship between supply chain leadership and sustainability performance when proactive sustainability strategies are at a high level (β = 0.844, SE = 0.0010, p < 0.01), supporting H4 that this relationship strengthens with higher levels of proactive sustainability strategies. Conversely, for Hypothesis H5, the interaction effect of reactive sustainability strategies with supply chain leadership changes the relationship from significantly positive to significantly negative (β = −0.068, SE = 0.0009, p < 0.01). Using the Baron and Kenny approach to test mediation, the mediating effect of digital supply on digital leadership is significant (β = 0.345, p = 0.000, p < 0.01). Furthermore, the effect of digital supply on sustainability performance is statistically significant (β = 0.081, p = 0.006, p < 0.01), as is the effect of digital leadership on sustainability performance (β = 0.181, p = 0.000, p < 0.01). These results indicate a mediation effect of digital supply.
Research limitations/implications
This study of logistic management has limitations, including its cross-sectional nature, which precludes the establishment of causality, thus necessitating longitudinal research to determine causal relationships. In addition, the focus on Nigerian firms, which vary significantly in their stages of learning and institutional development, emphasizes the need for further research in diverse contexts. Future studies should examine alternative institutional environments or developed economies to validate these assumptions. Another limitation is the potential for bias due to six employees rating their firms on each variable; therefore, using multiple data sources is recommended to objectively evaluate the validity of the self-reported questionnaire.
Practical implications
This study advises managers to exercise caution when selecting between proactive and reactive sustainability strategies to enhance sustainability performance. Proactive strategies reinforce the relationship between supply chain leadership and sustainability performance, while reactive strategies diminish it. Therefore, managers are encouraged to adopt more proactive strategies. This paper suggests that managers in emerging economies should recognize the distinct impacts of proactive sustainability strategies and allocate more resources toward them to improve sustainability performance, even in competitive markets. In addition, it highlights the importance of digital supply in fostering sustainability performance.
Originality/value
This study presents a novel perspective on the moderating role of corporate sustainability strategies in the relationship between supply chain leadership and the sustainability performance of logistics firms. It provides empirical evidence and fresh insights on proactive and reactive sustainability strategies for logistics firms in Nigeria. The findings highlight that proactive sustainability strategies enhance the connection between supply chain leadership and sustainability performance, whereas reactive strategies do not.
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Chieh-Peng Lin and Min-Ling Liu
The purpose of this paper is to apply the self-concept theory and conservation of resources theory to develop a model that explains how both corporate social responsibility (CSR…
Abstract
Purpose
The purpose of this paper is to apply the self-concept theory and conservation of resources theory to develop a model that explains how both corporate social responsibility (CSR) and ethical leadership influence turnover intention through work engagement and burnout.
Design/methodology/approach
A survey of employees from banking industry in Taiwan and the research hypotheses were empirically tested by two-step structural equation modeling (SEM) and regression analysis.
Findings
The empirical findings indicate that CSR and ethical leadership are both related to work engagement positively and burnout negatively. Turnover intention is affected by work engagement negatively and burnout positively. While the relationship between CSR and work engagement is positively moderated by ethical leadership, the relationship between burnout and turnover intention is negatively moderated by self-efficacy.
Research limitations/implications
This study confirms that both CSR and ethical leadership play critical roles for influencing turnover intention through the mediation of work engagement and burnout. The moderating effects of ethical leadership and self-efficacy are also presented in this study.
Practical implications
The authors’ findings bring some suggestions for managers who want to prevent high turnover intention from spreading all over their organization. Specifically, CSR and ethical leadership should be taken into account when managers develop their strategies to reduce turnover intention.
Originality/value
This study analyzes how turnover intention takes shape from ethical perspectives and through which work-related state of mind (such as burnout, work engagement) can turnover intention be eventually affected.