Irene Mains and Samantha MacLean
The purpose of this paper is to explore the operating factors influencing a cross-organisational mentoring initiative created to support leadership development. The research…
Abstract
Purpose
The purpose of this paper is to explore the operating factors influencing a cross-organisational mentoring initiative created to support leadership development. The research provides insight on participants’ views and mentoring practices around planning and preparation of mentoring relationships, to inform future training of leaders.
Design/methodology/approach
The research is inductive in nature, using an exploratory approach via a two-stage qualitative analysis. The qualitative data were gathered via interviews with the initiative partners and questionnaires distributed to all mentors and mentees involved. Data were gathered at the outset of the initiative and one year later.
Findings
Emergent themes revealed that centrally driven criterion-based matching was deemed effective, with skills and experience of mentors perceived as more important than seniority. Support from senior management was of paramount importance at all stages. Clear personal and professional objective setting was vital at the outset of the mentoring relationship; however, a degree of fluidity in direction occurred over time. Planned periodic meetings to share experiences, aid reflection and gather feedback from individual mentors and mentees groups was requested. Finally, while the mentees should drive the process, it was recognised that mentors may be required to take the lead initially.
Research limitations/implications
It is recognised that wider generalisations are limited; the initiative would require replication with a number of different participants to increase validity. However, as the research is exploratory in nature, there is value in the initial research findings with potential for replication within other organisations and for other cross-organisational mentoring initiatives.
Practical implications
The research provides a number of useful themes which practitioners could use to explore the creation of a cross-organisational mentoring scheme and provides benchmarking indicators for this.
Originality/value
This is an innovative approach to leadership training that can be seen in the limited literature and theory related to cross-organisational mentoring as a leadership training tool that the design team, a partnership of HR academics and HRD professionals, were able to access.
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In the wake of the Stiglitz Commission, we assess German economic well-being by considering income, wealth and consumption. A decomposition approach is used to test for…
Abstract
In the wake of the Stiglitz Commission, we assess German economic well-being by considering income, wealth and consumption. A decomposition approach is used to test for corresponding inequality differences of these well-being dimensions. Total inequality is decomposed into within- and between-group inequality (via a normalised coefficient of variation). The decompositions are categorised into those that refer to socio-demographic characteristics (place of residence, age, household type) and those belonging to different well-being (sub-)categories (potential and net income, expenditure and wealth categories). The empirical analyses are performed for Germany using the 2008 German Sample Survey of Income and Expenditure. By decomposing German well-being inequality in great detail, we shed light on its dimensions. Our analyses illustrate that it is necessary to consider all well-being dimensions to make statements about the material well-being of private households or individuals.
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The division between town and country in most areas of the world is marked and shows little evidence of any closer association, but in this country recent history with its wide…
Abstract
The division between town and country in most areas of the world is marked and shows little evidence of any closer association, but in this country recent history with its wide economic changes has made the division less deep than in times past, but still within living memory. Time was when country folk were almost a distinct breed, living under conditions for the most part primitive.
Vicente Sales-Vivó, Irene Gil-Saura and Martina Gallarza
This study examines the triadic approach of value co-creation (VcC) in B2B relationships between the industrial manufacturer, its main supplier and its main client, by validating…
Abstract
Purpose
This study examines the triadic approach of value co-creation (VcC) in B2B relationships between the industrial manufacturer, its main supplier and its main client, by validating VcC as antecedent of Trust and Commitment, which, in turn, affect Satisfaction.
Design/methodology/approach
A model studies the association of VcC to Trust, Commitment and Satisfaction, the latter in its economic and social dimensions. The relationships in the model are empirically contrasted twice (with suppliers and clients) for a sample of 77 firms participating in an industrial panel, the Spanish Furniture Market Observatory.
Findings
Using PLS-SEM, results suggest that, in industrial B2B relationships, VcC acts as antecedent of Trust and, to a minor extent, of Commitment. It also has a positive effect on Social Satisfaction, the latter having a positive effect in turn on Economic Satisfaction.
Research limitations/implications
Results are limited to the Spanish furniture industry with a cross-sectional approach. The linkages between VcC and Commitment, as well as the differences found between Social Satisfaction and Economic Satisfaction, need replications.
Practical implications
The study suggests that VcC is the core of B2B industrial relationships. VcC may also boost Economic Satisfaction.
Originality/value
Literature on VcC has been extensive in B2C and B2B mostly for service contexts; this paper contributes by bringing evidence from a B2B manufacturing context. At the same time, it depicts a triadic approach of VcC in B2B, by measuring the relationships with both the manufacturer's main supplier and main client. The study also contributes with evidence to the role played by Trust and Commitment in the relationship between VcC and two Satisfactions.
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Lydia Murillo-Ramos, Irene Huertas-Valdivia and Fernando E. García-Muiña
This study aims to delineate the fast-growing path of human resource management (HRM) research with a sustainable orientation and resolve confusion over the differences and…
Abstract
Purpose
This study aims to delineate the fast-growing path of human resource management (HRM) research with a sustainable orientation and resolve confusion over the differences and interdependences of the various approaches that have emerged: green human resource management (GHRM), sustainable human resource management (Sustainable HRM), and socially responsible human resource management (SR-HRM).
Design/methodology/approach
In this study, bibliometrics and science mapping were used to analyze the field's conceptual structure based on 587 related documents extracted from the ISI Web of Science database. Co-word analysis with SciMAT software enabled the authors to map the main themes studied and identify evolution, importance, and relevance.
Findings
SR-HRM is the least developed of the three approaches analyzed and has been overlooked by the journals that publish the most work in the field of HR. The authors identify a lack of sustainability-related HRM studies on higher education and an ongoing need both to explore the role of culture in GHRM implementation and to explain further the potential non-green behavioral outcomes that can result from GHRM's use.
Practical implications
This study demonstrates how human resource factors are key to managing challenges such as aging workforce, unstable employment relationships, implementation of green supply chain management, and Industry 4.0.
Originality/value
This study explores in detail the interrelations among various emerging sustainable human resource approaches and subtopics derived from the interrelations to reveal hotspots, dilemmas, paradoxes, and research gaps.
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Irene Huertas-Valdivia, Thais González-Torres and Juan-José Nájera-Sánchez
This paper aims to provide a comprehensive, structured, objective bibliometric review of the main leadership styles investigated in the hospitality industry from 1977 to 2021…
Abstract
Purpose
This paper aims to provide a comprehensive, structured, objective bibliometric review of the main leadership styles investigated in the hospitality industry from 1977 to 2021 (September) and depicts this field’s conceptual structure.
Design/methodology/approach
Bibliometric analysis techniques such as bibliographic coupling were used using several software applications (VOSviewer, BibExcel and Pajek, among others) to identify trends and research gaps in this literature. The paper provides an overview of the evolution of research activity on different leadership styles that yields important insights into research trends, most-researched themes, main authors and key journals.
Findings
A total of 287 publications on leadership from the Web of Science and Scopus databases were summarized. The number of studies on leadership has been growing since 2013, evincing persistent interest in the topic. Eleven main streams of leadership research in the hospitality literature were detected and characterized, with transformational and servant leadership emerging as the most common approaches. Possible evolution of the topics and future research lines were also identified.
Research limitations/implications
The findings can guide practitioners and scholars to further explore and implement emerging leadership styles in the hospitality sector. The paper also presents future research avenues to advance the field of leadership.
Originality/value
The current review provides a valuable framework for examining key leadership styles, understanding the most-researched styles and illustrating leadership's critical role in organizational and individual outcomes in hospitality businesses.
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Maria-Eugenia Ruiz-Molina, Irene Gil-Saura and David Servera-Francés
This work aims to attempt an in-depth study of the link between relationship benefits and store loyalty, examining the moderating role of the retailer’s degree of innovation in…
Abstract
Purpose
This work aims to attempt an in-depth study of the link between relationship benefits and store loyalty, examining the moderating role of the retailer’s degree of innovation in these relations.
Design/methodology/approach
An equations model has been contrasted based on 820 valid individual structured questionnaires administered to consumers of 13 trade names in four retail distribution sectors (food, textile, electronics and household goods).
Findings
The results provide evidence of the positive influence of relationship benefits on store loyalty and in particular the benefits stemming from trust. The links between social and special treatment benefits in relation to loyalty are, however, significantly stronger in the less innovative establishments.
Research limitations/implications
This paper provides evidence of the moderating role of innovation on the relationship between social benefits and special treatment benefits and loyalty.
Practical implications
Technology may be used as a differentiation tool. The retailer should concentrate its investments on information and communications technology solutions that contribute to enhance the customer experience at the point of sale without neglecting the social dimension to increase the benefits of trust and ultimately, customer loyalty.
Originality/value
The paper provides an in-depth examination of the retail innovation variable which is scarcely analysed in the literature, offering support for the idea that innovation at the point of sale plays a moderating role in the links between relational benefits and customer loyalty.
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Carmen Pedreño-Peñalver, Irene Huertas-Valdivia and Alicia Orea-Giner
The purpose of this study is to explore the paranormal tourist experience on ghost tours, taking into account the participants’ perceptions and their prior knowledge of the…
Abstract
Purpose
The purpose of this study is to explore the paranormal tourist experience on ghost tours, taking into account the participants’ perceptions and their prior knowledge of the paranormal, in order to determine the principal components of the future of paranormal tourist experience.
Design/methodology/approach
The study is divided into two phases. The first phase is based on participant observation during a ghost tour. The second phase is based on a previously published framework for paranormal tourism. It introduces a qualitative adaptation of the orchestra model to look in-depth at how experiences with paranormal tours might shape the future of tourism as a major subtype.
Findings
Paranormal tourism has external (situational-enchantment, historical, mystical, ghostly and unsolved mysteries) and internal (affective, cognitive, sensory, behavior and relationship) components that are inter-linked. Future paranormal tourist experiences (FPTEs) must be focused on enhancing these aspects in order to offer an immersive experience.
Originality/value
Consequently, this paper proposes the FPTE model.
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Israel Javier Juma Michilena, Maria Eugenia Ruiz Molina and Irene Gil-Saura
The purpose of this study is to identify groups of employees based on their motivations, detecting the main barriers that may influence their willingness to participate in the…
Abstract
Purpose
The purpose of this study is to identify groups of employees based on their motivations, detecting the main barriers that may influence their willingness to participate in the pro-environmental initiatives proposed by their employer.
Design/methodology/approach
To identify the different groups of employees, an online survey was conducted, and the Chi-square automatic interaction detection algorithm segmentation technique was used with a sample of 483 employees from 9 Latin American universities.
Findings
The results allowed us to identify various segments, in which the main obstacle linked to intrinsic motivation is the university culture and, to a lesser extent, the lack of equipment, while for extrinsic motivation, the lack of infrastructure is the most determining factor. Likewise, the results reflect that, compared to the less motivated employees, those who show greater motivation (both intrinsic and extrinsic) are the ones who encounter the greatest barriers, so that the perceptions of the most motivated, as expert observers, help to identify the main obstacles that organisations must remove to promote pro-environmental behaviours among staff members.
Practical implications
The results obtained help to guide the representatives or organisational leaders on the actions that generate the greatest impact in the mitigation of climate change from a motivational approach of behavioural prediction.
Social implications
This study contributes to a more sustainable society by developing an understanding of how employees react to issues related to climate change. Knowing the perceptions of employees can be a turning point so that other members of society can get involved in pro-environmental behaviours.
Originality/value
Many studies have analysed the intrinsic and extrinsic motivations of employees to engage in pro-environmental behaviours; however, as far as the authors are aware, this has not been analysed from the perspective of barriers to motivation.