O. Homer Erekson, Orie L. Loucks and Charles Aldag
There has been a paradigm shift in business’ approach with respect to environmental responsibility. This change has resulted in a realization that profitability, consumer…
Abstract
There has been a paradigm shift in business’ approach with respect to environmental responsibility. This change has resulted in a realization that profitability, consumer acceptance, and competitiveness can be advanced by pursuing sustainable initiatives in business practice. Sustainable business operations require effective leadership throughout the organization and cross‐functional business processes.
Details
Keywords
Gerald R. Ferris, Shanna R. Daniels and Jennifer C. Sexton
Although employee race has been an actively investigated area of scientific inquiry for decades, a thorough and informed understanding of the role of race in the organizational…
Abstract
Although employee race has been an actively investigated area of scientific inquiry for decades, a thorough and informed understanding of the role of race in the organizational sciences has eluded us for a number of reasons. The relationship of race and stress in organizations is a prime example of this neglect and deficiency in our knowledge base, as little work has been done in this area. We attempt to address this limitation in the literature by proposing an inductively derived, review-centric framework that attempts to articulate the multiple intermediate linkages that explain the process dynamics taking place in the relationship between employee race and health and well-being in organizations. We argue that socialization processes, social networks, information and resource access, and mentoring contribute to distance and differences between racial minorities and nonminorities concerning control, reputation, performance, and political understanding and skill, which in turn, creates barriers to success, and increased stress and strain for racial minorities. The implications of this framework along with directions for future theory and research are discussed in this chapter.
Details
Keywords
The notion of virtue ethics emphasises individual character as the key element of ethical thinking, which may in turn affect individual actions. There is, however, a lack of…
Abstract
The notion of virtue ethics emphasises individual character as the key element of ethical thinking, which may in turn affect individual actions. There is, however, a lack of attention to this aspect in mainstream theories and practices of motivation in organisations. To address this gap, this chapter focusses on theory of intrinsic and extrinsic motivation, and argues that it may be integrated with the conceptual framework of virtue ethics proposed by MacIntyre at the individual and organisational levels. A change in value-orientation may also enable a focus on good work instead of a narrow focus on monetary rewards. This chapter reviews literatures on motivation and MacIntyre’s framework, and develops a conceptual model to integrate virtue ethics with motivation. At the end, some avenues for future research are discussed.
Details
Keywords
Charles Hickson and Titus Oshagbemi
The core activities of university teachers are in the areas of teaching and research. This article addresses the effect of age on the satisfaction of academics on these…
Abstract
The core activities of university teachers are in the areas of teaching and research. This article addresses the effect of age on the satisfaction of academics on these activities. Towards this end, a questionnaire was designed including several demographic questions such as age, gender, and rank. The questionnaire was administered to 1,102 university teachers in the UK. A total of 554 responses were received, giving a response rate of 50.3 per cent. Our results indicate that age has quite a different effect on academic teaching staff from on academic research staff. For example, the effect of age on teaching satisfaction indicates that the job satisfaction decreases with age but at a decreasing rate. On the other hand, our results for research satisfaction indicate that age affects job satisfaction positively but at a decreasing rate. Other reported regression analyses indicate that both teaching and research job satisfaction increase with rank and that women tend to be slightly more satisfied in their career than male counterparts. The findings from the latter regression analyses reveal somewhat weak relationships.
Details
Keywords
Charles P. Koerber and Christopher P. Neck
This paper utilizes Whyte’s groupthink recast framework to analyze the Major League Umpires Association resignation decision. Our analysis supports the importance of high…
Abstract
This paper utilizes Whyte’s groupthink recast framework to analyze the Major League Umpires Association resignation decision. Our analysis supports the importance of high collective efficacy to groupthink and thus defective decision making. Implications for both research and practice are presented based on our analysis.
Details
Keywords
Yi-Hsuan Lee, Chan Hsiao, Hsin-Yi Chan and I-Chen Lee
The purpose of this paper is to answer the question of how brand-specific transformational leadership (TFL) and transactional leadership (TRL) enhance employee-based brand equity…
Abstract
Purpose
The purpose of this paper is to answer the question of how brand-specific transformational leadership (TFL) and transactional leadership (TRL) enhance employee-based brand equity (EBBE) by influencing employees’ perceived brand value congruence (EPBVC).
Design/methodology/approach
This study employed hierarchical linear modeling and chose moderating variables that are primarily related to the working environment: person–job fit (PJF) and person–group fit (PGF). The sample included managers and employees of the largest domestic bank in Taiwan.
Findings
Questionnaires were distributed to banking staff in the service industry. The results imply that both brand-specific TFL and brand-specific TRL require the mediation of PJF and PGF to influence EBBE, which then influences brand equity. Without these mediators, brand-specific TFL and brand-specific TRL have no effects on EBBE.
Originality/value
Compared to the results from other studies, these results imply a unique discovery that both brand-specific TFL and brand-specific TRL require the mediation of PJF and PGF to influence EPBVC, which in turn influences EBBE. Without these mediators, brand-specific TFL and brand-specific TRL do not have any effects.
Details
Keywords
Virgil O. Smith and Yvonne S. Smith
The Protestant Work Ethic (PWE) is an important construct for management theorists. However, there appear to be biases and distortions in the way it is used in research. This…
Abstract
Purpose
The Protestant Work Ethic (PWE) is an important construct for management theorists. However, there appear to be biases and distortions in the way it is used in research. This paper aims to discuss the issues of assumptions involving the PWE, thus addressing this gap in the management literature.
Design/methodology/approach
The management literature distorts the PWE in three ways. First, though there are multiple work ethics, researchers largely focus on this one. This paper examines work‐ethics research and language in various management fields. Second, the construct has been developed within limited philosophical perspectives. This is tested by comparing work histories. Third, the historic documents are investigated and it is argued that the PWE is not Protestant.
Findings
There is evidence of bias in the management literature concerning the PWE. Though there are many work values, management research is dominated by the PWE. Luther's and Calvin's writings indicate that their essential views on work are the opposite of Webers' formulation of the PWE. However, the views of Marx and Engels on work echo the PWE.
Research limitations/implications
If a basic assumption is distorted, research utilizing this assumption is suspect. The PWE is an important construct in several management disciplines. Bias in construct assumptions can result in inaccurate measurements and results.
Practical implications
Researchers must constantly be aware of possible personal bias, particularly regarding key constructs. Scholars should regularly examine assumptions in their discipline. The history of a discipline can greatly assist this examination.
Originality/value
This is one of the few examinations of the assumptions behind a key construct in the management literature, the PWE. There are strong indications that distortions about the PWE have been reified.
Details
Keywords
This study investigates the moderating impacts of the Islamic work ethic on the relationships between organizational commitment and job satisfaction. It uses a sample of 425…
Abstract
This study investigates the moderating impacts of the Islamic work ethic on the relationships between organizational commitment and job satisfaction. It uses a sample of 425 Muslim employees in several organizations in the United Arab Emirates (UAE). The empirical results indicate that the Islamic work ethic directly affects both organizational commitment and job satisfaction, and that it moderates the relationship between these two constructs. Results further reveal that national culture does not moderate the relationship between the Islamic work ethic and both organizational commitment and job satisfaction. Results also point out that support of the Islamic work ethic differs across age, education level, work experience, national culture, organization type (manufacturing or service), and ownership (private or public). Furthermore, empirical results suggest that there is a positive and significant relationship between job satisfaction and organizational commitment. Implications, limitations and lines of future research are discussed.
Details
Keywords
Tomás Dias Sant'Ana, Paulo Henrique De Souza Bermejo and Maged Ali
The innovation ecosystem makes it possible to build a network strategy that allows organizations to collaborate and evolve together, especially in public organizations in which…
Abstract
Purpose
The innovation ecosystem makes it possible to build a network strategy that allows organizations to collaborate and evolve together, especially in public organizations in which the population’s expectation for better services is growing and resources are scarce. Thus, the theory of the innovation ecosystem is analyzed in this study to structure mechanisms for spending efficiency within the institutions of the Brazilian federal education network. This choice is justified by the need to explore the coordination of the innovation ecosystem applied in the university context.
Design/methodology/approach
This study was carried out using a qualitative approach. An action research methodology was used on the Ministry of Education of Brazil (MEC), focusing on 110 institutions of the federal education network (federal universities and institutes). Action research was applied in this study because of its capacity to generate knowledge and address practical problems, specifically those concerning the efficiency of public spending in the examined educational institutions.
Findings
A model called the Innovation Ecosystem for Efficiency of Public Spending in Institutions of the Brazilian Federal Network of Education was developed. The model is composed of three layers: a core layer consisting of the MEC as a supervisory body that exerts influence over institutions, a platform layer consisting of four platforms and a development and application layer consisting of actors that interact with ecosystem activities.
Originality/value
As its main contribution, this study presents how public institutions, especially those linked to the area of federal education, can organize and articulate partnership designs to promote innovation and efficiency in public spending.
Details
Keywords
Presents a model of strategic international career management. Argues that while existing career models assist in providing a strategic focus to organizational career management…
Abstract
Presents a model of strategic international career management. Argues that while existing career models assist in providing a strategic focus to organizational career management, in that they match career practice with business strategy, they essentially fail to recognize the inherent differences that exist in international career moves vis‐à‐vis more traditional domestic career mobility. As there are significant differences in work role transition when an international career move takes place, there has been a failure to recognize that international career moves are, as has been suggested elsewhere, transitional, discontinuous, recursionary and stage‐interdependent in nature. Stresses the centrality of these career considerations, inherent in international career mobility and generally missing from existing career models to the development of the strategic international career management model advanced.