Debora Jeske and Carolyn M. Axtell
The purpose of this paper is to outline unique learning experience that virtual/e-internships can offer small and medium-sized enterprises and start-up organizations.
Abstract
Purpose
The purpose of this paper is to outline unique learning experience that virtual/e-internships can offer small and medium-sized enterprises and start-up organizations.
Design/methodology/approach
The authors interviewed 18 experts on e-internships (interns and managers of internships) across several countries to learn more about the learning experiences for both organizations and interns. The information from these interviews was also used to formulate a number of recommendations.
Findings
The interviews outlined the various development opportunities that e-internships may produce for interns, managers and staff within these organizations. One important benefit pertains to the skill development of both interns and managers. The interns get unique working experiences that also benefit the organizations in terms of their creativity, input and feedback. In return, managers get a unique learning experience that helps them expand their project management skills, interpersonal skills and mentoring.
Practical implications
The authors outline a number of recommendations that consider skill development, the benefit of diversity in numerous forms as well as mutual benefits for enterprises and start-ups.
Originality/value
The discussion of the various benefits and conditions under which virtual internships will succeed in organizations provides practitioners an insight into the organizational opportunities available to them given the right investment into e-interns and internship schemes.
Details
Keywords
Carolyn M. Axtell, Karin S. Moser and Janet McGoldrick
Status is a central aspect of teamwork relationships and successful collaboration in teams, both online and offline. Status group membership and status perception shape…
Abstract
Purpose
Status is a central aspect of teamwork relationships and successful collaboration in teams, both online and offline. Status group membership and status perception shape behavioural expectations and norm perceptions of what is appropriate, but despite their importance have been neglected in previous research. Status effects are of special interest in online collaboration, e.g. via email, where no immediate feedback or non-verbal/paraverbal communication and direct observation is possible. The purpose of this study is to address this gap in research.
Design/methodology/approach
An experimental scenario study with two different professional status groups (lecturers and students) tested status effects on causal attributions, intergroup bias and emotional and collaborative responses to perceived norm violations in emails.
Findings
Results overall showed three key findings: a “black-sheep-effect” with harsher negative attributions for same status members, more aggression and less cooperation towards lower status senders and stronger (negative) emotional reactions towards high status senders.
Originality/value
The findings are important for managing professional online communication because negative personal attributions, strong emotions and aggressive behaviours can increase team conflict, lead to mistakes and generally undermine performance.
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Davide Giusino, Marco De Angelis, Rudolf Kubík, Carolyn Axtell and Luca Pietrantoni
The purpose of this study is to describe the implementation of a digital-based team coaching intervention aimed at improving team communication in the workplace through social…
Abstract
Purpose
The purpose of this study is to describe the implementation of a digital-based team coaching intervention aimed at improving team communication in the workplace through social network visualization. The study examined recipients’ perceptions of the intervention at two time points and assessed the temporal stability of various factors, including the intervention’s integrity, design, transferability, acceptance and the usability of the adopted visualization tool. The moderating role of digital usability was also evaluated.
Design/methodology/approach
Four team coaching sessions were delivered to 62 participants from seven teams across three departments within a large public health-care organization in Northern Italy. Perceptions of the intervention dimensions were collected after the second and fourth sessions.
Findings
Results indicated that, at both time points, recipients appreciated the intervention’s integrity and usability more than its design, transferability and acceptance. Furthermore, no significant changes in recipients’ perceptions were observed over time. The transferability of the intervention was significantly associated with its acceptance, but only when the usability of the digital tool was high.
Research limitations/implications
The study enriches existing literature on digital interventions in group communication by focusing on process dimensions like recipients’ perceptions of various aspects and the implementation process. Furthermore, the study underscores the potential of integrating specific techniques such as sociomapping and coaching within health-care organizations, encouraging more research and development in these areas.
Practical implications
The study emphasizes the critical role of usability and integrity in digital-based team coaching interventions, suggesting that high-quality, user-friendly tools not only lead to initial effectiveness but also sustain positive impacts over time, while also increasing transferability and acceptance.
Originality/value
The present study uniquely deploys a longitudinal approach to examine recipients’ perceptions of a digital-based intervention that combines social network visualization and team coaching to enhance team communication.
Details
Keywords
Judith Schmitt, Karina Nielsen, Carolyn Axtell and Cristian Vasquez
Current political, economic and societal developments have led to high uncertainty in organisations, which may negatively impact employee well-being. Leaders play a crucial role…
Abstract
Purpose
Current political, economic and societal developments have led to high uncertainty in organisations, which may negatively impact employee well-being. Leaders play a crucial role in this context. This study explores how interventions support leaders and their followers in times of uncertainty.
Design/methodology/approach
We conducted 22 interviews to evaluate the experiences of two interventions, coaching and mental health awareness training, both implemented in two corporate organisations in Czechia during a merger and acquisition and the COVID-19 pandemic.
Findings
Our findings show that both interventions equipped participants with resources to manage change, such as increased self-awareness and self-efficacy, and improved coping strategies for stressful situations. Participants gained better leadership skills and knowledge to support employees and themselves when facing mental health issues. Our findings reveal that the contextual factors in the two organisations led to different mechanisms and content for coaching but similar mechanisms in mental health awareness training.
Originality/value
This research contributes to the understanding of targeted interventions to support leaders during times of uncertainty. Implications for practitioners and Human Resources when developing context-specific support strategies are discussed.
Details
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Hamid Roodbari, Karina Nielsen, Carolyn Axtell, Susan E. Peters and Glorian Sorensen
Realist evaluation seeks to answer the question of “what works for whom in which circumstances?” through developing and testing middle range theories (MRTs). MRTs are programme…
Abstract
Purpose
Realist evaluation seeks to answer the question of “what works for whom in which circumstances?” through developing and testing middle range theories (MRTs). MRTs are programme theories that outline how certain mechanisms of an intervention work in a specific context to bring about certain outcomes. In this paper, the authors tested an initial MRT about the mechanism of participation. The authors used evidence from a participatory organisational intervention in five worksites of a large multi-national organisation in the US food service industry.
Design/methodology/approach
Qualitative data from 89 process tracking documents and 24 post-intervention, semi-structured interviews with intervention stakeholders were analysed using template analysis.
Findings
The operationalised mechanism was partial worksite managers’ engagement with the research team. Six contextual factors (e.g. high workload) impaired participation, and one contextual factor (i.e. existing participatory practices) facilitated participation. Worksite managers’ participation resulted in limited improvement in their awareness of how working conditions can impact on their employees’ safety, health, and well-being. Based on these findings, the authors modified the initial MRT into an empirical MRT.
Originality/value
This paper contributes to the understanding of “what works for whom in which circumstances” regarding participation in organisational interventions.
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Debora Jeske and Carolyn Axtell
The purpose of this paper is to discuss the emergence of a new form of internship (virtual or e-internships), which poses particular challenges for the interns, the supervisors…
Abstract
Purpose
The purpose of this paper is to discuss the emergence of a new form of internship (virtual or e-internships), which poses particular challenges for the interns, the supervisors and organizations alike. The authors present results regarding the prevalence and characteristics of e-internships, including a brief e-internship description for demonstrative purposes. Then use the findings of a student survey to outline the role of students’ past internship experience and prior knowledge as potential factors that influence acceptance of e-internships.
Design/methodology/approach
The case study was based on an interview with an e-intern and the analysis of student awareness, prior experience and knowledge was based on the analysis of a student survey.
Findings
The paper summarizes preliminary research that confirms the emergence of e-internships in several countries. It also outlines the characteristics of these new internships and outlines how e-internships compare to traditional internships, thus providing an insight for practitioners and managers. The case study and student survey outline the role of previous internships and prior knowledge as potential influences on self-selection and interest in e-internships. The paper further discusses some of the practical issues.
Research limitations/implications
This paper outlines a number of new findings about the e-internships and represents only a first step into the right direction. The success factors and conditions for these internships are currently largely unknown.
Originality/value
This paper provides information about e-internships using available statistics, a case study and survey results. The paper outlines relevant research avenues for researchers in the area of virtual work and personnel management, e-collaboration, communication studies and multimedia effectiveness.
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Carolyn M. Axtell, Sally Maitlis and Shawn K. Yearta
Describes an exploratory investigation conducted to examine factors affecting the initial and sustained transfer of interpersonal skills training to the workplace. Demonstrates…
Abstract
Describes an exploratory investigation conducted to examine factors affecting the initial and sustained transfer of interpersonal skills training to the workplace. Demonstrates the ongoing role of trainee motivation in the immediate and longer term transfer of learned skills to work. Suggests that initial transfer of skills is an important prerequisite of subsequent skill application in the workplace. Concludes that factors which promote initial transfer of training, such as the perceived relevance/usefulness of the course, appear to have an indirect effect on later use of trained skills. Also concludes that, in the long term, individuals with more autonomy in their jobs are more likely to apply learned skills, perhaps because they are more able to create opportunities for using trained skills at work. This may be especially true for those with high levels of motivation. Discusses the implications of these findings both for individuals learning new skills, and for organizations optimizing the utility of their training provision.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
Digital-based team coaching offers a means to improve communication and teamwork. Firms are better placed to deliver effective coaching interventions by focusing on their integrity and ease-of-use. An appropriate design can further help users transfer learning into the workplace and increase their acceptance of the intervention.
Originality/value
The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.