Ning‐Kuang Chuang, Dean Yin and Mary Dellmann‐Jenkins
The purpose of this paper is to explore intrinsic and extrinsic factors impacting the job satisfaction of casino hotel chefs, and whether chefs' background characteristics are…
Abstract
Purpose
The purpose of this paper is to explore intrinsic and extrinsic factors impacting the job satisfaction of casino hotel chefs, and whether chefs' background characteristics are associated with their overall and specific facets of job satisfaction.
Design/methodology/approach
A total of 152 surveys were analyzed using a randomly selected sample of 25 major casinos in Las Vegas, Nevada. The sample selection represented chefs working in various types of foodservice operations within the hotel segments.
Findings
Overall, the casino hotel chefs were satisfied with their jobs (M=3.9). Among intrinsic factors, the chefs were most satisfied with the “work itself” and least satisfied with “growth and recognition” they received. Among extrinsic factors, they were most satisfied with “supervision” and least satisfied with “company policy” pertaining to sick leave and paid vacation. Highest job satisfaction levels were found among chefs who worked in the fine dining kitchens and supervised between 21 and 30 employees.
Practical implications
Results reinforce the value of recognition at work and creation of specialized incentive programs. In order to be most effective, these programs should be tailored to chefs working in different kitchen types and with various levels of management and supervisory responsibilities.
Originality/value
Job satisfaction of casino hotel chefs has been minimally studied, yet they have significant roles in successful hotel operations. This study is unique in directing attention to the “back of the house leaders” – hotel chefs, in a top tier gaming and tourism city.
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Alfred Huan Zhi Chan, Mohd Dahlan Malek and Ferlis Bahari
The purpose of this paper is to identify higher authority organizational stressors encountered by higher education deans.
Abstract
Purpose
The purpose of this paper is to identify higher authority organizational stressors encountered by higher education deans.
Design/methodology/approach
This current research employed a qualitative approach utilizing a contextual paradigm with a multiple case study methodology.
Findings
Out of ten investigated deans in a public higher education institution in Malaysia, nine reported experiences of organizational stressor elements arising from higher authority. Three non-overlapping subthemes were systematically discovered.
Practical implications
Successful identification of these higher authority organizational stressors has implications for higher education management policies. Policies that reduce or eliminate these stressors may create a positive and progressive environment for deans and the higher education field.
Originality/value
This study will thus serve to promote a deeper understanding of higher authority organizational stressors encountered by higher education deans.
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The International Association for Manage‐ment Education (AACSB) historically has been a strong supporter of the business disciplinary communities that have served to create and…
Abstract
The International Association for Manage‐ment Education (AACSB) historically has been a strong supporter of the business disciplinary communities that have served to create and protect a much narrower definition of faculty qualifications. Research has supported the notion that business schools have often selected and rewarded faculty for their academic credentials and for their ability to conduct empirical research regardless of institutional type. In recent studies following the introduction of the new AACSB stan‐dards, deans surveyed generally anticipate only modest changes in the credentials and research expectations for their faculties. This multiple case study investigated dean and management and marketing chair and faculty perceptions of the potential impact of the new AACSB faculty qualifications standards on hiring, tenure, and promotion criteria at four comprehensive universities. Generally, respondents expected little opportunity for selection, tenure or promotion of faculty with doctorates outside traditional business disciplines and no opportunity for those considered professionally qualified.
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Lok Boon Thian, Gazi Mahabubul Alam and Abdul Rahman Idris
Representing both “central university administration” and academics, deans are increasingly being confronted with the competing managerial and academic values. Being able to…
Abstract
Purpose
Representing both “central university administration” and academics, deans are increasingly being confronted with the competing managerial and academic values. Being able to manage the competing values is pivotal to the success of a dean. However, there is dearth of research studying this. Considering the for-profit private sector may face greater challenge in dealing with the competing values, the purpose of this paper is to understand how deans in the private sector have managed this.
Design/methodology/approach
A case study was conducted using two exemplar faculties of a private university in Malaysia as sample. The main sources of data are one-year field work which is supplemented by eight years’ archival data.
Findings
The findings show that sustainable deans have found a common ground between the competing values. The common ground aligns the central university administration, the deans and the academics, and contributes to the sustainability of the faculties and university.
Originality/value
This paper contributes to addressing the ever-increasing tension between managerial and academic values experienced by the mid-level academic management especially at the for-profit private higher education institutions. The insights of this study enrich the existing knowledge in the area of mid-level academic leadership.
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Joshua Keller and Marianne W. Lewis
This paper comments on “Global implications of the indigenous epistemological system from the east” (Li, 2016), which provides an indigenous Chinese perspective on organizational…
Abstract
Purpose
This paper comments on “Global implications of the indigenous epistemological system from the east” (Li, 2016), which provides an indigenous Chinese perspective on organizational paradox. Li introduces Yin-Yang balancing as an epistemological system that can help scholars examine and practitioners manage paradoxes. In this commentary, the purpose of this paper is to discuss the merits of Yin-Yang balancing and how this approach and other indigenous theories might enrich organizational paradox theory.
Design/methodology/approach
The authors provide a commentary and suggestions for future research. The authors distinguish between Yin-Yang balancing as a normative theory, a meta-theory and a lay theory. The authors encourage both geocentrism and polycentrism as goals for future paradox research, enabling attention to the diversity of ideas across and within varied cultures.
Originality/value
The commentary connects Yin-Ying balancing with extant research on organizational paradox.
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A valuable, although little-used, case data analysis technique, degrees-of-freedom analysis (DFA), is the subject of Chapter 12. Given the richness of case data and its prevalence…
Abstract
Synopsis
A valuable, although little-used, case data analysis technique, degrees-of-freedom analysis (DFA), is the subject of Chapter 12. Given the richness of case data and its prevalence in business marketing research, DFA has the potential to become an important addition to one's “research workbench.” Donald Campbell (1975) first proposed this theory testing.
This chapter presents three business-to-business marketing applications; the first two involve use of the technique to compare the extent to which four theories of group decision making are manifested in organizations. The third application illustrates how the technique is useful for theory development in the context of manufacturer–distributor relationships. The contribution is in demonstrating how researchers can link “traditional” (i.e., logical positivistic) hypothesis testing procedures to examine theoretical propositions in case study research. This approach is one way of achieving a critical test (Carlsmith, Ellsworth, & Aronson, 1976), that is, testing the relative empirical strengths of competing theories. The chapter highlights the value of generalizing case data to theory versus the inappropriate attempt to generalize such data to a population (Yin, 1994). The explication and demonstration of this technique is not available elsewhere to the degree that Chapter 12 provides.
This study aims to clarify how higher educational institutions (HEI now onwards) can engage in organizational learning process to implementing sustainability initiatives. Through…
Abstract
Purpose
This study aims to clarify how higher educational institutions (HEI now onwards) can engage in organizational learning process to implementing sustainability initiatives. Through the case study of business school in France, it shows how sustainability integration is a longitudinal process, influenced by contextual factors which facilitate and impede the learning process. It aims to contribute to the literature of sustainability in higher education by bringing in insights from organizational learning theory.
Design/methodology/approach
This research uses the case study method to analyze the sustainability integration over the specific period. To do so, data was compiled by analyzing internal documents, publicly available sustainability reports. Further data was also complimented by the interviews, which gave intra-organizational level insights.
Findings
The case highlights that organizational learning for sustainability is stimulated by deans, faculty and institute of sustainability. It provides insights about how designing and implementing sustainability initiatives within an HEI is not a fixed goal; on the contrary, it is an ongoing learning process. However, this learning is also prone to barriers due to the ambiguous nature of sustainability.
Research limitations/implications
This research was conducted within a specific time, geographical and cultural context; hence, its result may lack generalization. Further comparative research is encouraged to explore similarity and differences within different HEI settings.
Practical implications
This research also gives potential insights for developing contextual awareness to prioritize, design and implement sustainability initiatives. Thus, it may be useful for the HEI administrators such as deans, sustainability managers and faculty members.
Social implications
This case emphasizes that HEI like business schools need to expand their relevance via social responsibility. This could be done so by encouraging leadership to engage with the United Nations Sustainable Development Goals.
Originality/value
This research uses organizational learning theory to understand determinants of sustainability design and implementation at French HEI. In doing so, this research contributes macro-level process of sustainability integration of an HEI.
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Leadership has been recognised as a critical factor for employees' job satisfaction. However, much remains to be learned about how university academics who work in developing…
Abstract
Purpose
Leadership has been recognised as a critical factor for employees' job satisfaction. However, much remains to be learned about how university academics who work in developing country contexts perceive their head of departments (HoDs) and deans' leadership styles and how such leadership styles influence their job satisfaction. Therefore, extending earlier research on higher education leadership, this study was pioneered to examine deans' and heads of departments' leadership styles and how such leadership styles influenced their job satisfaction.
Design/methodology/approach
This study employed an exploratory research design to draw on data from in-depth interviews with university academics sourced from two private and two public universities. Participants constituted fifteen academics (N = 15) from the studied universities. The collected data from interviews were transcribed verbatim and subjected to thematic analysis.
Findings
The findings revealed that overall, academics perceived their HoDs and deans as employing both transformational and transactional leadership styles. As such, both styles of leadership influenced academics' job satisfaction in diverse ways although the transformational leadership style appeared to be the most dominant in influencing academics' job satisfaction.
Practical implications
The article highlights the need for university managers (i.e. heads of departments and deans) to flexibly employ preferred leadership styles to achieve job satisfaction among academics.
Originality/value
From the theoretical point of view, this article contributes to expanding the earlier research by showing how academics' perceptions of leadership styles employed by their academic leaders shape their job satisfaction.
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Carlos J.F. Cândido and Sérgio P. Santos
The purpose of this paper is to address the following question: How do strategy implementation obstacles relate to each other and affect strategy implementation?
Abstract
Purpose
The purpose of this paper is to address the following question: How do strategy implementation obstacles relate to each other and affect strategy implementation?
Design/methodology/approach
The research methodology is qualitative and based on an extensive review of the literature and on an in-depth case study analysis.
Findings
This paper draws two main conclusions. The first is that the many obstacles that impact the strategy implementation process can interact and be strongly interrelated in dynamic and complex manners. The second is that obstacles can lead to and reinforce other obstacles, eventually forming long chains of blockages.
Originality/value
Strategy implementation remains a difficult task with improbable success. This paper provides a contribution to an explanation on why so many strategy implementation efforts fail. It is one of the very few papers addressing the issue of the relationships between strategy implementation obstacles.