Ajay Aggarwal, Joanna Davies and Richard Sullivan
Missed appointments constitute a significant problem in the UK National Health Service (NHS) and this remains an area where improvements could yield substantial efficiency…
Abstract
Purpose
Missed appointments constitute a significant problem in the UK National Health Service (NHS) and this remains an area where improvements could yield substantial efficiency savings. The purpose of this paper is to suggest that nudge policies based on behavioural theories may help target interventions to improve patient motivation to attend appointments.
Design/methodology/approach
The authors propose two policies to reduce missed appointments. The first attempts to empower patients through making the appointment system more individualised to them and utilising their intrinsic feelings of social responsibility. The second policy utilises a financial commitment given by the patient at the time of booking. The different mechanisms of influencing patient behaviour are based on two different views of what motivates individuals’ actions. The first policy is based on individuals being “knights”. They are altruistic and have well-intentioned values. The second policy option is constructed on the premise that an individual is governed by self-interest, and they are in fact “knaves”.
Findings
A policy, which avoids the use of financial penalties is likely to be more culturally acceptable within the NHS. It could also prevent the phenomenon of “crowding out” whereby the desire to act dutifully gets displaced by the motivation to avoid incurring a monetary fine.
Originality/value
Testing both strategies would provide insight into patient attitudes towards health care and society. This would help optimise behavioural strategies which may influence not only appointment attendances but also have wider implications for encouraging rational health care consumption.
Details
Keywords
Jane Seale, Mike Wald and E Draffan
There is a need for more in‐depth exploration of the e‐learning experiences of disabled learners in higher education, taking into account the complex relationship between learners…
Abstract
There is a need for more in‐depth exploration of the e‐learning experiences of disabled learners in higher education, taking into account the complex relationship between learners (skills, knowledge and beliefs), their assistive technologies and the e‐learning contexts in which learners are required to operate. Participatory methods appear to have great potential in enabling the voice of disabled learners to be a more central focus of e‐learning studies. This paper will describe and evaluate a two‐year research project called LExDis, which aims to use participatory methods to explore the e‐learning experiences of disabled learners in one higher education institution. The experience of conducting phase one of the LExDis project will be discussed with regards to three main challenges to using participatory methods: informed participation; valued participation; and empowered participation.
Details
Keywords
Joanna Maria Szulc, Julie Davies, Michał T. Tomczak and Frances-Louise McGregor
Existing management research and management practices frequently overlook the relationship between the above-average human capital of highly functioning neurodivergent employees…
Abstract
Purpose
Existing management research and management practices frequently overlook the relationship between the above-average human capital of highly functioning neurodivergent employees, their subjective well-being in the workplace and performance outcomes. This paper calls for greater attention to the hidden human capital associated with neurodiversity by mainstreaming implementation of neurodiversity-friendly policies and practices.
Design/methodology/approach
Drawing on the ability, motivation and opportunity (AMO) framework, this conceptual paper integrates research on employee neurodiversity and well-being to provide a model of HR-systems level and human capital development policies, systems and practices for neurodivergent minorities in the workplace.
Findings
This paper illustrates that workplace neurodiversity, like biodiversity, is a natural phenomenon. For subjective individual psychological and organisational well-being, neurodivergent employees require an empathetic culture and innovative talent management approaches that respect cognitive differences.
Practical implications
The case is made for neurodivergent human capital development and policy-makers to promote inclusive employment and decent work in a context of relatively high unemployment for neurodivergent individuals.
Originality/value
This paper extends current debates on organisational equality, diversity and inclusion to a consideration of workplace well-being for highly functioning neurodivergent workers. It calls for more equitable and empathetic approaches to investing in employees with neurodevelopmental and cognitive disabilities.
Details
Keywords
This study aims to determine the current state of research on sustainability in the context of human resource management (HRM) practices adopted by small and medium-sized…
Abstract
Purpose
This study aims to determine the current state of research on sustainability in the context of human resource management (HRM) practices adopted by small and medium-sized enterprises (SMEs), identify the most important gaps and propose an agenda for future studies.
Design/methodology/approach
Through a systematic literature review (SLR), this study comprehensively examines the relevant literature on sustainability-related aspects of HRM in SMEs. It includes descriptive and thematic analyses of 29 research articles published in high-ranked academic journals selected from 506 records retrieved from four major databases (Scopus, Web of Science, ScienceDirect and EBSCOhost).
Findings
The findings suggest a growing interest in sustainability-related HRM in SMEs after 2020. Notably, most studies focused on green and social sustainability concerns, with limited attention to the triple bottom line (TBL) perspective. A detailed examination revealed variations among the three streams of research in terms of methodology, location of studies, nature of sustainability-HRM linkage and placement of HRM practices in research models. Despite these differences, positive effects of HRM practices on sustainability integration seem evident, including impacts on employee competences, behaviors and company-level outcomes.
Originality/value
This article is the first to systematically review the literature on the sustainability-HRM nexus specifically for SMEs. It contributes by identifying thematic clusters, methodological trends, contextual aspects and outcomes of sustainability-HRM integration, thereby laying the groundwork for future research.
Details
Keywords
Joanna Minkiewicz, Jody Evans, Kerrie Bridson and Felix Mavondo
This paper seeks to empirically examine the relationship between corporate image and customer satisfaction in the leisure services sector. It also aims to examine the mediating…
Abstract
Purpose
This paper seeks to empirically examine the relationship between corporate image and customer satisfaction in the leisure services sector. It also aims to examine the mediating impact of employees and servicescape on this relationship.
Design/methodology/approach
Data were collected from a sample of 195 individuals who had visited an Australian zoological garden over a specified time period. Confirmatory factor analysis was used to test the validity of the measures, whilst structural equation modelling and multiple regression were used in hypothesis testing.
Findings
Findings reveal that corporate image has a significant positive relationship with customer satisfaction. Although the results indicate that the relationship between corporate image and customer satisfaction is not mediated by either servicescape or employees, they imply that corporate image and employees directly influence customer satisfaction.
Research limitations/implications
A single‐case study design was implemented, limiting the generalisability of the findings. This provides an opportunity for replication of the model in other leisure services environments and services contexts outside the leisure services industry.
Practical implications
The findings reinforce the need for leisure services operators to prioritise the development of a strong, clear corporate image. The extended analysis illustrates that the disaggregated dimensions of corporate image are valuable to consider in terms of directing managerial strategy. Employees and servicescape are key aspects of the service offer on which management needs to focus to ensure that their desired corporate image is communicated and reinforced.
Originality/value
This study addresses an identified need to further examine the relationship between corporate image and customer satisfaction. It also contributes to corporate branding research by broadening the conceptualisation of the corporate image construct. Moreover, this study contributes to the corporate image literature by examining the mediating factors of employees and servicescape.
Details
Keywords
Reyhane Hooshmand, Billy Sung, Kym Jefferies, Rob Jefferies and Joanna Lin
The current research presents a case study on how COVID-19 has influenced event attendees' attitudes toward safety procedures, venue capacity, purchasing tickets in advance, type…
Abstract
Purpose
The current research presents a case study on how COVID-19 has influenced event attendees' attitudes toward safety procedures, venue capacity, purchasing tickets in advance, type of events (e.g. theatre, music and art) and the mode of the event (i.e. live vs online).
Design/methodology/approach
In two timeframes (i.e. during and after COVID-19 lockdowns), data were collected via a self-completed online survey from a regional Western Australia (WA) town, Geraldton. In total, 94 event attendees were recruited in Wave 1 (during lockdowns), and 126 respondents were recruited in Wave 2 (after lockdowns). The naturalistic data collection examines how COVID-19 has influenced attendees' attitudes.
Findings
The findings suggest that attendees have adapted to the new normal of COVID-19. If safety procedures are followed, most respondents are comfortable attending an entertainment event during and after the lockdown (Wave 1 and Wave 2). Furthermore, respondents exhibited comfort following COVID-19 safety precautions at events even after COVID-19 lockdowns, except for mandatory mask-wearing. However, the COVID-19 pandemic has prompted event attendees to prefer lower seating capacity at events, while the gradual easing of restrictions reduces their discomfort toward higher seat capacity.
Originality/value
Although some research has examined the financial and economic impact of COVID-19 on the event industry, there is limited research on consumers' or attendees' perceptions and attitudes toward events, particularly entertainment events and festivals, as the world emerges from the pandemic. Thus, the current case study is the first to examine event attendees' attitudes toward entertainment event management and operation during and after COVID-19 lockdowns. The finding provides significant theoretical and managerial implications surrounding the reaction of event attendees toward entertainment events (i.e. festivals) during health crises such as COVID-19.
Details
Keywords
Vanessa Beck, Jo Brewis and Andrea Davies
The purpose of this paper is to consider the impact of these experiences on the authors’ work and on the authors.
Abstract
Purpose
The purpose of this paper is to consider the impact of these experiences on the authors’ work and on the authors.
Design/methodology/approach
Following the publication of the report, the authors undertook collective, autoethnographic memory work that forms the empirical body of the argument. This is presented in 13 vignettes.
Findings
The authors found themselves continually traversing.
Research limitations/implications
The paper analyses the challenges of researching what is a universal experience for women yet also a taboo subject. It discusses the relevant implications for and possible effects on researchers who investigate such topics in organisation and work studies and elsewhere.
Originality/value
Menopause experiences as they connect to work are under-researched per se. The paper extends knowledge of how this research area is not only shaped by researchers but has an impact on those researchers.
The purpose of this paper is to raise awareness of a variety of influences on sensory accessibility.
Abstract
Purpose
The purpose of this paper is to raise awareness of a variety of influences on sensory accessibility.
Design/methodology/approach
It is a reflective piece on the workings of The Sensory Projects.
Findings
The paper shares insights gained through the running of various Sensory Projects all relating to sensory accessibility.
Originality/value
The Sensory Projects show the unique abilities of people with profound disabilities and exemplify how these can be shared when the author create sensorially accessible environments and activities.
Details
Keywords
Iseoluwa Joanna Mogaji, Modupe Cecilia Mewomo and Francis Kwesi Bondinuba
While innovative building materials (IBM) have emerged as a promising solution for addressing the global construction industry’s environmental, economic and social challenges…
Abstract
Purpose
While innovative building materials (IBM) have emerged as a promising solution for addressing the global construction industry’s environmental, economic and social challenges, their adoption is plagued with increasing challenges in the Nigerian construction industry (NCI). To provide practical strategies to overcome the present IBM challenges in the NCI, the barriers that hinder its successful adoption need detailed investigation. Consequently, this study examines the barriers that affect the adoption of IBM for sustainable construction (SC) in the NCI.
Design/methodology/approach
A quantitative research approach was used to obtain primary data from 282 construction professionals, viz. architects, builders, engineers and quantity surveyors, via a closed-ended questionnaire survey. Data were analysed using a mean item score (descriptive analysis) and exploratory factor analysis (inferential analysis).
Findings
The study revealed the top five most significant barriers to IBM adoption in the NCI. These barriers include lack of awareness and knowledge, learning/training period, cost and economic viability, lack of qualified staff and lack of end-user involvement. Factor analysis revealed five components of barriers: resource and policy-related barriers, perception and cultural-related barriers, organisational-related barriers, awareness and market-related barriers and resistance and stakeholder engagement-related barriers.
Practical implications
The findings of this study have several practical implications for construction professionals, policymakers and other stakeholders in Nigeria. The study highlights the need for increased awareness and technical expertise to promote the adoption of IBM in the NCI. The study also recommends several practical strategies for overcoming the barriers to IBM adoption and promoting SC practices in Nigeria, such as fostering a positive perception of sustainable concepts, fostering stakeholder support and involvement and promoting a more conducive environment for adopting sustainable practices. The implication of this study transcends the local context, offering a model for other countries to consider, thereby contributing to a global shift towards sustainable construction practices.
Social implications
The findings highlight the critical role of societal attitudes and awareness in adopting IBM, suggesting the need for educational and awareness programmes to shift public and organisational perception. This shows the importance of cultural change and societal readiness to embrace sustainable construction practices.
Originality/value
This study contributes significantly to knowledge of the barriers to adopting IBM for SC in NCI. Findings from the study will inform policymakers, industry professionals and other stakeholders about the key barriers that require attention and intervention, facilitating the initiatives to overcome these barriers effectively.
Details
Keywords
Neurodivergent employees have atypical needs that require distinctive leadership approaches. In this study, the specific nature of a relationship between neurodivergent employees…
Abstract
Purpose
Neurodivergent employees have atypical needs that require distinctive leadership approaches. In this study, the specific nature of a relationship between neurodivergent employees and their neurotypical leaders is explored through the lens of the leader–member exchange (LMX) theory.
Design/methodology/approach
This two-phased qualitative study builds on 12 semi-structured interviews with neurodivergent employees and an unstructured focus group with 15 individuals with professional and/or personal interest in neurodiversity. The researcher spent almost 13 h listening to the lived experiences of research participants concerning neurodiversity and leadership.
Findings
Leaders who exhibit empathy and understanding were noted to provide greater support. The findings also highlight the complexity of neuro-inclusion in the workplace. Specifically, the delicate balance between accommodation and avoiding stigmatization is emphasized, addressing the concerns raised regarding the legal risks associated with neurodivergent inclusion. Additionally, the findings underscore the necessity for leaders to avoid patronizing behaviors while catering to the diverse needs of neurodivergent employees. This underscores the importance of supporting both neurodivergent employees and leaders navigating such challenges.
Practical implications
The findings help establish inclusive and accommodating employee relations practices that conscientiously address the requirements of neurodivergent employees while providing support for those in leadership roles.
Originality/value
This study constitutes a direct answer to recent calls to develop a more nuanced understanding of workplace neurodiversity, with a specific focus on neuro-inclusive leadership. Acknowledging that we still use inappropriate, old tools in new situations that require novel approaches to leadership helps set the agenda for future research in this area.