Barrie O. Pettman and Richard Dobbins
This issue is a selected bibliography covering the subject of leadership.
Abstract
This issue is a selected bibliography covering the subject of leadership.
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Margaret Maurer‐Fazio, James W. Hughes and Dandan Zhang
The purpose of the paper is to examine observed differences in China's ethnic majority and minority patterns of labor force participation and to decompose these differences into…
Abstract
Purpose
The purpose of the paper is to examine observed differences in China's ethnic majority and minority patterns of labor force participation and to decompose these differences into treatment and endowment effects.
Design/methodology/approach
Data from the three most recent population censuses of China are employed to explore differences in the labor force participation rates of a number of China's important ethnic groups. Gender‐separated urban labor force participation rates are estimated using logit regressions, controlling for educational attainment, marital status, pre‐school and school‐age children, household size, age, and measures of local economic conditions. The focus is on the experience of six minority groups (Hui, Koreans, Manchu, Mongolians, Uygurs, and Zhuang) in comparison to the majority Han. The technique developed by Borooah and Iyer is adopted to decompose the differences in labor force participation rates between pairs of ethnic groups into treatment and endowment effects.
Findings
Sizeable differences are found between the labor force participation rates of prime‐age urban women of particular ethnic groups and the majority Han. Men's participation rates are very high (above 95 percent) and exhibit little difference between Han and ethnic minorities. For almost all pairwise comparisons between Han and ethnic women, it is found that differences in coefficients account for more than 100 percent of the Han‐ethnic difference in labor force participation. Differences in endowments often have substantial effects in reducing this positive Han margin in labor force participation. Roughly speaking, treatment of women's characteristics, whether in the market or socially, tend to increase the Han advantage in labor force participation. The levels of these characteristics on average tend to reduce this Han advantage.
Research limitations/implications
The paper analyses only one aspect of the economic status of China's ethnic minorities – labor force participation. It would be useful also to examine income, educational attainment, occupational attainment, and unemployment.
Originality/value
This paper contributes to and expands the scant literature on ethnicity in China's economic transition.
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Delesha L. Miller, Karl E. Umble, Steve L. Frederick and Donna R. Dinkin
The purpose of this research is to present evaluation findings from the National Public Health Leadership Institute (PHLI) regarding how the curriculum's learning methods work…
Abstract
Purpose
The purpose of this research is to present evaluation findings from the National Public Health Leadership Institute (PHLI) regarding how the curriculum's learning methods work singly and together to produce outcomes for learners and their organizations.
Design/methodology/approach
Six months after graduation from PHLI, four recent cohorts of PHLI graduates were asked to report overall reactions to PHLI by using an online survey. The survey consisted of quantitative questions about key leadership behaviors taught in the program and the usefulness of PHLI's five learning methods as well as qualitative questions about changes in understanding, skill, practices, and outcomes.
Findings
The evaluation survey yielded a 66 percent response rate (n=133). PHLI's learning methods are interrelated and lead to such outcomes as changed leadership understanding, knowledge and skill development, increased confidence, increased self‐awareness, leadership practice changes, and organizational results. The learning project was strongly associated with development of collaborations, whereas assessment tools and coaching were most often associated with increased self‐awareness.
Research limitations/implications
These preliminary findings support the idea that particular learning methods are related to specific outcomes. However, graduates often integrate information and skills from multiple methods to achieve outcomes. Future research should investigate whether the associations identified in this evaluation are present in other leadership development programs.
Originality/value
This is the first published evaluation that has attempted to link specific learning methods with outcomes for participants of a public health leadership development program.
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Majd Megheirkouni, Alison Thirlwall and Ammar Mejheirkouni
The purpose of this study is to understand the impact of gender in the sport business by investigating gender differences in entrepreneurial leadership and cultural values using…
Abstract
Purpose
The purpose of this study is to understand the impact of gender in the sport business by investigating gender differences in entrepreneurial leadership and cultural values using quantitative methods.
Design/methodology/approach
In total, 241 surveys were completed by sport business owners in 4 countries in the Middle East.
Findings
The results revealed that gender differences and similarities are not only widely affected by national cultural values but also the effects of national cultural values vary between countries in the Middle East, despite these countries being similar in terms of habits, traditions, history, language and institutional systems. Additionally, it was found that entrepreneurial leadership is a role, task or responsibility that is related to both men and women in the sport business in the Middle East.
Research limitations/implications
Theoretical and practical implications of the findings are discussed, together with limitations and suggestions for future research.
Originality/value
This is the only study in the field of entrepreneurial leadership that examined the concept of entrepreneurial leadership in Middle East sport businesses.
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A. Baloch, P.W. Grant and M.F. Webster
The numerical simulation of two‐dimensional incompressible complex flows of viscoelastic fluids is presented. The context is one, relevant to the food industry (dough kneading)…
Abstract
The numerical simulation of two‐dimensional incompressible complex flows of viscoelastic fluids is presented. The context is one, relevant to the food industry (dough kneading), of stirring within a cylindrical vessel, where stirrers are attached to the lid of the vessel. The motion is driven by the rotation of the outer vessel wall, with various stirrer locations. With a single stirrer, both a concentric and an eccentric configuration are considered. A double‐stirrer eccentric case, with two symmetrically arranged stirrers, is also contrasted against the above. A parallel numerical method is adopted, based on a finite element semi‐implicit time‐stepping Taylor‐Galerkin/pressure‐correction scheme. For viscoelastic fluids, constant viscosity Oldroyd‐B and two shear‐thinning Phan‐Thien/Tanner constitutive models are employed. Both linear and exponential models at two different material parameters are considered. This permits a comparison of various stress, shear and extensional properties and their respective influences upon the flow fields generated. Variation with increasing speed of vessel and change in mixer geometry are analysed with respect to the flow kinematics and stress fields produced. Optimal kneading scenarios are commended with asymmetrical stirrer positioning, one‐stirrer proving better than two. Then, models with enhanced strain‐hardening, amplify levels of localised maxima in rate‐of‐work done per unit power consumed. Simulations are conducted via distributed parallel processing, performed on work‐station clusters, employing a conventional message passing protocol (PVM). Parallel results are compared against those obtained on a single processor (sequential computation). Ideal linear speed‐up with the number of processors has been observed.
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Moustafa Salman Haj Youssef and Ioannis Christodoulou
The purpose of this paper is to broaden the national-level construct of managerial discretion and to investigate the effect of cultural practices on executive discretion.
Abstract
Purpose
The purpose of this paper is to broaden the national-level construct of managerial discretion and to investigate the effect of cultural practices on executive discretion.
Design/methodology/approach
Based on a sample of six Arabian countries and using a panel of prominent cross-cultural scholars who provided 262 discretion scores for the sample countries, the authors replicate and extend the national framework of Crossland and Hambrick (2011) in a new cultural context. The cultural dimensions were measured using survey responses of middle managers based on House et al.’s (2004) cultural practices scale.
Findings
The authors extend the national-level framework of managerial discretion and find that an encompassing array of cultural practices plays a crucial role in shaping the degree of discretion provided to CEOs. The authors empirically demonstrate that power distance, future and performance orientation, along with gender egalitarianism and assertiveness have positive relationships with managerial discretion. However, institutional collectivism, uncertainty avoidance and humane orientation negatively affect the degree of discretion provided to CEOs.
Originality/value
The study fills a gap in the literature regarding the national-level framework of managerial discretion. The results indicate that executives can take idiosyncratic and bold actions to the extent to which the cultural environment allows them to do so. Also, the authors discover new national-level antecedents of managerial discretion that have not been considered in earlier studies and confirm the context dependency of this concept.
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Bahadur Ali Soomro, Maqsood Memon and Naimatullah Shah
In today’s world, employee voice has become an important factor in resolving organizational issues and making innovativeness. Therefore, this study proposes to investigate the…
Abstract
Purpose
In today’s world, employee voice has become an important factor in resolving organizational issues and making innovativeness. Therefore, this study proposes to investigate the paternalistic leadership style, employee voice and creativity among entrepreneurs of Pakistan.
Design/methodology/approach
This study employs a cross-sectional study design in which a survey questionnaire is employed to collect the data from the respondents. After data cleaning and screening, in total 416 suitable samples are proceeded for data analysis.
Findings
SEM findings underlined as a positive and significant relationship of moral leadership with employee voice. Hence, this study found an insignificant relationship of authoritarian, benevolent leadership with employee voice. Further, the study also finds a positive and significant association between employee voice and creativity.
Practical implications
This study may offer a thoughtful and systematic approach to employee voice and creativity for resolving organizational issues through recommendations/opinions of employees. This study may be helpful for addressing issues by bringing out creativity and innovation to achieve organizational goals and objectives.
Originality/value
This study is the first to investigate the role of employees’ voice, entrepreneurs’ leadership style and creativity in manufacturing SMEs of Pakistan.
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The frequently used influencing tactics in a relatively high collectivist and high power distance culture have been investigated. An exploratory study indicated that leaders used…
Abstract
The frequently used influencing tactics in a relatively high collectivist and high power distance culture have been investigated. An exploratory study indicated that leaders used both implicit influence and more directive forms of influence. Empirical measures suggested that none of the western influence strategies were frequently used in Turkey. Analyses of influence incidents revealed that most frequently perceived influence behaviors were “granted power/authority” and “taking over responsibility” followed by “rationalizing and involving” and “pressure”. These findings, which seemed to be contradicting each other at the beginning, reflect the high collectivism, power distance and paternalism values found in Turkish culture.
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Nicoleta Meslec and Daniel Graff
The aim of the current paper is to explore the role of cross-understanding as a mediator between openness to cognitive experience and reflective communication cognitions on the…
Abstract
Purpose
The aim of the current paper is to explore the role of cross-understanding as a mediator between openness to cognitive experience and reflective communication cognitions on the one hand and team performance on the other hand using the input-mediator-output-input (IMOI) model as a framework (Ilgen et al., 2005).
Design/methodology/approach
The sample consisted of 156 participants organized in 37 student teams. Two mediation models were estimated while using a nonparametric resampling procedure of bootstrapping developed by Hayes (2012).
Findings
Cross-understanding positively mediates the relation between openness to cognitive diversity and team performance and the relation between reflective communication cognition and team performance. Reflective communication cognition has a direct and negative relation to team performance. Additionally, the percentage of women within groups positively relates to group performance.
Research limitations/implications
Future research could explore the validity of this model in other organizational settings and while using different indicators for team performance.
Practical implications
Practitioners should encourage an open climate toward knowledge diversity and different perspectives within teams, as this might create the optimal conditions for cross-understanding to emerge. Team members should also be encouraged to learn not only about the knowledge of other team members but also about their beliefs, preferences and things they are sensitive to, as this awareness is beneficial for the overall team performance.
Originality/value
This paper contributes to the team cognition literature by bringing empirical support for a relatively less investigated concept: cross-understanding. The paper establishes its relation to team performance and two of its potential antecedents – openness to cognitive diversity and reflective communication cognition.