Search results

1 – 10 of 153
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Article
Publication date: 28 October 2014

Jon Welty Peachey, Laura J. Burton and Janelle E. Wells

The purpose of this paper is to explore the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on voluntary turnover…

4143

Abstract

Purpose

The purpose of this paper is to explore the influence of transformational leadership, organizational commitment, job embeddedness, and job search behaviors on voluntary turnover intentions among senior administrators in intercollegiate athletics departments in the USA.

Design/methodology/approach

In total, 196 senior athletic administrators completed an online questionnaire assessing transformational leadership of the athletic director, organizational commitment, job embeddedness, job search behaviors, and voluntary turnover intentions. A model of turnover intentions was tested using structural equation modeling.

Findings

Results indicated that organizational commitment did not mediate the relationship between transformational leadership and job search behaviors, nor did job search behaviors mediate the relationship between organizational commitment and turnover intentions. However, job embeddedness moderated the relationship between organizational commitment and job search behaviors.

Research limitations/implications

While the study results cannot be generalized outside of the intercollegiate context, the findings further the understanding of variables influencing the relationship between transformational leadership and turnover, which can guide future research.

Practical implications

To limit job search and retain employees, managers would benefit from targeting retention efforts on employees with less organizational commitment and lower levels of job embededdness. Managers should strive to foster job embeddedness among employees.

Originality/value

This study examines potential mediating and moderating variables of the relationship between transformational leadership and voluntary turnover intentions, an area of inquiry that has not been fully explored in the literature.

Details

Leadership & Organization Development Journal, vol. 35 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Access Restricted. View access options
Article
Publication date: 8 March 2011

Janelle E. Wells and Jon Welty Peachey

This paper aims to investigate the relationship between leadership behaviors (transformational and transactional), satisfaction with the leader, and voluntary turnover intentions…

17394

Abstract

Purpose

This paper aims to investigate the relationship between leadership behaviors (transformational and transactional), satisfaction with the leader, and voluntary turnover intentions. In particular, it aims to investigate the mediation effect of satisfaction with the leader on the relationship between leadership behaviors and voluntary turnover organizational intentions.

Design/methodology/approach

Participants were 208 National Collegiate Athletic Association (NCAA) Division I softball and volleyball assistant coaches in the USA. Using the multifactor leadership questionnaire (MLQ – Form 5X) and an organizational turnover intent questionnaire, participants evaluated their head coach's leadership behavior, satisfaction with the leader, and their own organizational turnover intent.

Findings

Results revealed a direct negative relationship between leadership behaviors (transformational and transactional) and voluntary organizational turnover intentions. Also, satisfaction with the leader mediated the negative relationship between leadership behaviors (transformational and transactional) and voluntary turnover intentions.

Research limitations/implications

The study was limited by the use of professional associations to contact participants, the timing of the data collection, and the exploration of only one of numerous possible mediating variables. Several management implications are discussed, such as managers recognizing that both leadership behaviors can be the basis for effective leadership of work teams and for mitigating voluntary turnover intentions.

Originality/value

The paper's principal theoretical contribution is the addition of satisfaction with the leader as a mediating variable between transformational and transactional leadership behavior and voluntary organizational turnover intentions.

Details

Team Performance Management: An International Journal, vol. 17 no. 1/2
Type: Research Article
ISSN: 1352-7592

Keywords

Available. Content available
Article
Publication date: 1 March 2013

133

Abstract

Details

Team Performance Management: An International Journal, vol. 19 no. 1/2
Type: Research Article
ISSN: 1352-7592

Access Restricted. View access options
Book part
Publication date: 6 December 2005

Harvey J. Miller

Abstract

Details

Access to Destinations
Type: Book
ISBN: 978-0-08-044678-3

Access Restricted. View access options
Article
Publication date: 9 January 2025

Randall Croom and Janelle Wells

We investigate whether/how various kinds of experience predict managers' selection outcomes.

10

Abstract

Purpose

We investigate whether/how various kinds of experience predict managers' selection outcomes.

Design/methodology/approach

Drawing from personnel selection and decision-making research, we used a multilevel model to examine whether various types of experience predict employee selection outcomes in the National Basketball Association. We examined 289 selection events of basketball players by 63 general managers. Measures of general manager experience included tenure, education level, family relations, experience as a college coach, experience as a National Basketball Association Player, experience as a National Basketball Association scout and experience as a National Basketball Association coach.

Findings

College coaching experience, tenure and vicarious experience through family relations improved selection decision outcomes, while experience as a basketball player reduced the quality of selection decision outcomes. Tenure was associated with general managers’ ability to select employees who made high individual contribution to team wins; vicarious experience improved ability to select players with high peak individual performance, and college coaching experience improved general managers’ ability to select employees with higher contributions to team wins, higher peak individual performances and higher average performances over the course of players’ careers.

Originality/value

Experience’s importance is taken for granted, but this paper demonstrates that all experience is not equally effective. Notably, experience as a professional athlete did not seem to make managers better decision-makers about personnel than people who did not have that experience.

Details

Sport, Business and Management: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2042-678X

Keywords

Access Restricted. View access options
Book part
Publication date: 16 May 2003

Andrew S. Harvey

Abstract

Details

Transport Survey Quality and Innovation
Type: Book
ISBN: 978-0-08-044096-5

Access Restricted. View access options
Book part
Publication date: 24 August 2004

Harvey J. Miller

Abstract

Details

Handbook of Transport Geography and Spatial Systems
Type: Book
ISBN: 978-1-615-83253-8

Access Restricted. View access options
Article
Publication date: 19 March 2018

Ksenia Kirillova and Janelle Chan

This paper aims to investigate the effect of hotel aesthetics as represented in online spaces (e.g. online travel agency website) in prospective guests’ evaluation of expected…

3886

Abstract

Purpose

This paper aims to investigate the effect of hotel aesthetics as represented in online spaces (e.g. online travel agency website) in prospective guests’ evaluation of expected service quality and booking intentions, as well as the interplay between aesthetic and functional values as related to those outcomes.

Design/methodology/approach

A scenario-based experimental design is conducted with 203 Chinese respondents. A between-subject two-way multivariate analysis of covariance (high vs low aesthetic value; high vs low functional value), which also controlled for respondents’ individual tendency to appreciate beauty, is used.

Findings

Results show that high aesthetic value hotels are more likely to be booked and perceived as able to deliver better services in SERVQUAL dimensions of tangibles, reliability and assurance. There are no significant effects for responsiveness and empathy. Given the presence of the aesthetic effect, hotel functional value has no impact on the outcome variables.

Practical implications

Hotel managers are recommended to employ professional photographer-artists who are aware of the aesthetic value of hotels and can translate this value into information technology-mediated spaces. Such professionals should be able to create a composition that balances the elements of classic (e.g. symmetry vs asymmetry) and expressive (e.g. color) aesthetics.

Originality/value

This research brings out a number of insights from the product experience literature in the hospitality context and points to the limitations of the product visual attractiveness in engendering positive service quality evaluation.

Details

International Journal of Contemporary Hospitality Management, vol. 30 no. 3
Type: Research Article
ISSN: 0959-6119

Keywords

Access Restricted. View access options
Article
Publication date: 7 August 2024

Janelle Chan and Sean McGinley

Due to the global labor shortage, the labor-heavy and high turnover hospitality industry is now recruiting from nontraditional sources. This study aims to investigate the views of…

170

Abstract

Purpose

Due to the global labor shortage, the labor-heavy and high turnover hospitality industry is now recruiting from nontraditional sources. This study aims to investigate the views of people in the hotel industry to better understand how people with disabilities can obtain jobs in the hotel industry and how they are treated.

Design/methodology/approach

The study used a constructivist approach to grounded theory. Interviews were conducted with senior managers, middle managers and line-level employees at both internationally branded and locally branded hotels and who worked at upscale and midscale hotels to tell their perspectives about recruiting and working with people with disabilities.

Findings

Senior managers showed positive attitudes toward hiring people with disabilities but lacked pragmatic considerations about their integration into teams. Middle managers were the most hesitant, primarily due to practical concerns about accommodating their workplace needs. Line-level staff at midscale hotels were more open to working with colleagues with disabilities compared to those at high-end properties.

Originality/value

Limited research has been conducted on the broad perspectives regarding workers with disabilities in the hospitality industry. The study reveals not only the impact of managerial level on managers’ perspectives, but also how hotel class influenced the views of the coworkers and potential coworkers of people with disabilities. These distinctions not only help to advance our theoretical understanding of careers and hospitality labor markets but also inform operators on how to best integrate and recruit people with disabilities.

Details

International Journal of Contemporary Hospitality Management, vol. 36 no. 12
Type: Research Article
ISSN: 0959-6119

Keywords

Access Restricted. View access options
Article
Publication date: 18 October 2024

Kylie Lipscombe, Sharon Tindall-Ford, Christine Grice, John De Nobile and Janelle Davidson

While current research is reporting on a crisis in school leadership aspirations and appointments, this research sheds light on the mediating factors that school middle leaders…

98

Abstract

Purpose

While current research is reporting on a crisis in school leadership aspirations and appointments, this research sheds light on the mediating factors that school middle leaders (MLs) attribute to their appointment as a leader and their aspirations to senior leadership positions.

Design/methodology/approach

Qualitative data from a larger, mixed-method, research project were collected using an online survey completed by 2,608 MLs in a large public school system in Australia and is analysed using an inductive thematic process.

Findings

The findings suggest that MLs experience varying and non-linear career progressions and that a range of personal and professional factors impact their career aspirations. The support of an “experienced other” such as a principal, mentor or coach and strategic career planning are all important in the identification, support, development and advancement of MLs.

Originality/value

This paper contributes to the scarce body of research on middle leadership identification and aspirations. The study recommends a system approach drawn from the empirical data and associated literature that may be useful to inform policymakers, school systems and school leaders in efforts towards middle leadership identification, development and advancement.

Details

International Journal of Educational Management, vol. 39 no. 1
Type: Research Article
ISSN: 0951-354X

Keywords

1 – 10 of 153
Per page
102050