Kirsten M. Robertson, Brenda A. Lautsch and David R. Hannah
The purpose of this paper is to examine the processes underlying a systems perspective on work–life balance (WLB), with a particular focus on the tensions and role negotiations…
Abstract
Purpose
The purpose of this paper is to examine the processes underlying a systems perspective on work–life balance (WLB), with a particular focus on the tensions and role negotiations that arise within and across work and non-work roles.
Design/methodology/approach
The authors employed a qualitative methodology, conducting 42 interviews with lawyers at large law firms, which is a context notorious for long work hours.
Findings
While a cornerstone of a systems view is that balance is social in nature, and that negotiations occur among stakeholders over role expectations, the process through which this happens has remained unexamined both theoretically and empirically. The authors learned that negotiating around work and non-work role expectations are often contested, complex and fluid. The authors contribute to the literature by elaborating on how these negotiations happen in the legal profession, describing factors that inhibit or facilitate role negotiation and exploring how interdependencies within work systems and across work and non-work systems shape these negotiation processes.
Originality/value
The findings offer a more nuanced conceptualization of the system-level perspective on WLB, and in particular an enriched explanation of work and non-work role negotiation. The authors encourage employers who are interested in promoting WLB to ensure that their employees feel empowered to negotiate their roles, particularly with others in their work systems.
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The purpose was to find out how lawyers at high-profile legal firms managed WLB.
Abstract
Purpose
The purpose was to find out how lawyers at high-profile legal firms managed WLB.
Design/methodology/approach
The researchers conducted interviews with 42 lawyers at two law firms in a large West Coast city. Both participating law firms focus on corporate law and employ around 100 lawyers. Interviews took place on site over a three-month period. They lasted between 20 minutes and an hour. Questions covered general experience in the profession, as well as balancing work and non-work lives.
Findings
The answers revealed the tensions between work and non-work experiences. Lawyers were driven to work long hours and expected to respond quickly to clients’ needs. But they had diverse attitudes to WLB. They could broadly be divided into three categories – “work-centric,” “non-work centric,” and “dual-centric.” Their life values were also strongly correlated with gender. Only dual-centric and life-centric female lawyers had actively negotiated alternative work arrangements
Originality/value
There has been very little qualitative research into workplace attitudes to WLB
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David Hannah, Michael Parent, Leyland Pitt and Pierre Berthon
The purpose of this paper is to explore in depth the mechanisms that organizations use to keep their innovations secret. This paper examines how, when and why secrecy…
Abstract
Purpose
The purpose of this paper is to explore in depth the mechanisms that organizations use to keep their innovations secret. This paper examines how, when and why secrecy appropriation mechanisms (SAMs) can enable innovators to appropriate value from their innovations.
Design/methodology/approach
Building from an extensive literature review of innovation and secrecy, the paper presents a number of implications for theory and research in the form of testable propositions.
Findings
This conceptualization proposes that SAMs can have both positive and negative effects on a number of organizational dynamics. SAMs involve tradeoffs, and the key to understanding whether they create value to organizations lies in understanding that these tradeoffs exist and the nature of these tradeoffs.
Practical implications
While most managers recognize the importance of secrecy in innovations, many struggle with the practical challenges of doing so. The paper presents guidance for managers to overcome these challenges.
Originality/value
This paper adds to previous research that has identified secrecy as an important appropriation mechanism for firms by digging deeper into the details of SAMs and exploring their sources, characteristics and effects.
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Sean T. Hannah and David A. Waldman
Behavioral ethics research in the field of management is burgeoning. While many advancements have been made, applying an organizational neuroscience approach to this area of…
Abstract
Behavioral ethics research in the field of management is burgeoning. While many advancements have been made, applying an organizational neuroscience approach to this area of research has the possibility of creating significant new theoretical, empirical, and practical contributions. We overview the major areas of behavioral ethics research concerning moral cognition and conation, and then we concentrate on existing neuroscience applications to moral cognition (moral awareness, moral judgment/reasoning, effects of moral emotions on moral reasoning, and ethical ideology). We also demonstrate the usefulness of neuroscience applications to organizational behavioral ethics research by summarizing a recent study on the neuroscience of ethical leadership. We close by recommending future research that applies neuroscience to topics such as moral development, group ethical judgments and group moral approbation, and moral conation (e.g., moral courage and moral identity). Our overall purpose is to encourage future neuroscience research on organizational behavioral ethics to supplement and/or complement existing psychological approaches.
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Julie Stubbs, Sophie Russell, Eileen Baldry, David Brown, Chris Cunneen and Melanie Schwartz
D.B. HATCHARD and D. ROSS
This paper constitutes the reaction of an administrator and of a theoretician to Hannah's attempt to bridge the gap between theory and practice in Educational Administration. …
Abstract
This paper constitutes the reaction of an administrator and of a theoretician to Hannah's attempt to bridge the gap between theory and practice in Educational Administration. (Journal of Educational Administration. Vol. XVIII, No. 1. July, 1980. pp. 114–131.) The authors find that, overall, Hannah's approach toward the development of philosophies leading to a more humane administrative style is disappointing. His psychological naivety and philosophically obfuscatory approach leave the practitioner still searching for solutions to everyday administrative problems.
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of…
Abstract
In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.
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Elise Catherine Davis, Elizabeth T. Arana, John S. Creel, Stephanie C. Ibarra, Jesus Lechuga, Rachel A. Norman, Hannah R. Parks, Ali Qasim, David Y. Watkins and Bita A. Kash
The purpose of this article is to provide a general review of the health-care needs in Kenya which focuses on the role of community engagement in facilitating access and…
Abstract
Purpose
The purpose of this article is to provide a general review of the health-care needs in Kenya which focuses on the role of community engagement in facilitating access and diminishing barriers to quality care services. Health-care concerns throughout Kenya and the culture of Kenyan’s health-care practices care are considered.
Design/methodology/approach
A comprehensive review covered studies of community engagement from 2000 till present. Studies are collected using Google Scholar, PubMed, EBSCOhost and JSTOR and from government and nongovernment agency websites. The approach focuses on why various populations seek health care and how they seek health care, and on some current health-care delivery models.
Findings
Suggestions for community engagement, including defining the community, are proposed. A model for improved health-care delivery introduces community health workers (CHWs), mHealth technologies and the use of mobile clinics to engage the community and improve health and quality of care in low-income settings.
Practical implications
The results emphasize the importance of community engagement in building a sustainable health-care delivery model. This model highlights the importance of defining the community, setting goals for the community and integrating CHWs and mobile clinics to improve health status and decrease long-term health-care costs. The implementation of these strategies contributes to an environment that promotes health and wellness for all.
Originality/value
This paper evaluates health-care quality and access issues in Kenya and provides sustainable solutions that are linked to effective community engagement. In addition, this paper adds to the limited number of studies that explore health-care quality and access alongside community engagement in low-income settings.
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Julie Stubbs, Sophie Russell, Eileen Baldry, David Brown, Chris Cunneen and Melanie Schwartz
Kari Keating, David Rosch and Lisa Burgoon
The development of effective leadership capacity involves multiple factors including increasing students’ leadership self-efficacy, motivation to lead, and leadership skills. This…
Abstract
The development of effective leadership capacity involves multiple factors including increasing students’ leadership self-efficacy, motivation to lead, and leadership skills. This study of 165 undergraduate students enrolled in an introductory leadership theory course explores the degree to which students report changes in these three areas of leadership from the beginning to the end of the course. Our analysis showed two important findings. First, students report significant gains in leadership self-efficacy, transformational and transactional leadership skill, and each measured form of motivation to lead at the conclusion of the course. Second, a closer examination shows that student learning is not across-the-board but, rather, differentiated. Students experience significantly different outcomes depending on their levels of self-efficacy and motivation to lead when they enter the course. These findings not only have broad implications for the way colleges and universities structure curricula around leadership development, but they also inform theoretical model-building regarding the process of student leadership development.