Search results

Examines the impact of level and gender on the learning of participants who attended a one‐ week leadership education programme. A total of 550 executives and managers from major private and public sector organizations participated in 14 residential seminars. Three‐month follow‐up questionnaire data were collected from 65 per cent of attendees. As predicted, significantly more learning was reported by executives than managers and by women executives than women managers. Uses a combination of social system and role theories to provide an understanding of the obtained level and gender findings. Offers implications for training and practice including the need for institutionally‐sponsored mentoring programmes linked with gender‐sensitive leadership training.

It is widely accepted that coauthorship and collaboration promotes intellectual partnerships and improves the quality of publications. This paper examines the relationship between collaboration, productivity and publications in the field of family business.

The authors identify the most prolific authors, affiliations and countries and focus on the evolution of research in the field of family business. In doing so, the authors employ social network analysis to discover the structure of the networks and the ways in which authors, institutions and countries interact.

The empirical results show that collaboration is positively related to productivity, and there is significant evidence that the shaped networks exhibit small-world characteristics, a condition in which collaboration within authors becomes integrated in conjunction with time.

The findings highlight the mechanics of collaborative research production and can be useful to understand the importance of collaboration patterns to be followed in the field of family business.

The contributions are as follows: (a) application of social network analysis to model the coauthorship patterns among individuals, institutions and countries in family business; (b) distinguishing the most degree-central authors in the social network of collaborating academics; (c) investigation of the academic collaborations in family business that have the characteristics of a small-world social network and (d) suggesting a unique connection, through published keywords, between the research priorities of the most central or prolific authors with the research trends in the family business literature. The authors demonstrate that authors' collaboration becomes integrated in conjunction with time.

Women's Progression at Work Volume 25 Number 5 of Personnel Review includes an article by Catherine Cassell entitled “A fatal attraction? Strategic HRM and the business case for women's progression at work.” Critically assesses the underpinnings and implications of the business case for the progression of women at work. Fundamentally linked to the principles of strategic HRM, the business case focuses on the business benefits that employers accrue through making the most of the skills and potential of women employees. Presents a cautiously critical analysis of the claim that the position of women at work can be furthered through a business case. Drawing on recent writings on women at work, plus case study data from the authors own research, argues that the emergence and popularity of the business case has moved the discussion about the position of women at work away from concepts such as democracy and equality to those of organisational effectiveness and competitive edges.

Discrimination matters Volume 22 Number 2 of Health Manpower Management contains an article with this title by Catherine M. Prest, which outlines the changes in legal restrictions on the eligibility of dismissed employees to pursue unfair dismissal claims. Includes a discussion of recent decisions in this area and assesses the impact of these decisions on personnel practice and disciplinary procedures.

This chapter takes a socioemotional wealth (SEW) perspective to explain the adoption of human resource (HR) practices in family-controlled firms. Previous studies on human resource management (HRM) in family firms have focused only on a small range of HR practices and have rarely utilized strong conceptual frameworks. As a result, these studies have overlooked important factors that contribute to the distinctiveness of HRM in these organizations. Based on ample evidence that shows family businesses' preference for non-economically motivated objectives collectively labeled as SEW, we propose that the presence of SEW influences HR practices in family firms.

Consequently, we reexamine existing empirical evidence of the determinants of HRM in family-controlled firms under the SEW approach. We also reinterpret existing theoretical models of family-controlled firms and their implications for HRM under the SEW umbrella. Our final goal is to establish an integrated framework through a set of sound propositions on HRM in family businesses. By integrating the literature, we aim to fill theoretical gaps in our understanding of the determinants of HR practices in the family business context and direct future research in this area.

Research on what makes family business resilient and why resilience matters in family businesses is in development. Drawing on the upper echelon theory, we examine the impact of female leadership on resilience development. Semi-structured interviews were performed in a selected family business. These were complemented by secondary data available from online publications. Results from the case study suggest that resilience consists of abilities to prepare for, control, adapt to, and absorb change. Evidence further indicates female-embodied attributes, female-enabled family cohesion, female-empowered governance, and female-characterized resource orchestration lead to the development of resilience.