Grant Beebe, Milorad Novicevic, Ifeoluwa Tobi Popoola and Joseph (Jody) Holland
The purpose of this paper is to develop a 5As framework for entrepreneurial nudge public leadership for health and wellness promotion based on two exemplary cases in Mississippi.
Abstract
Purpose
The purpose of this paper is to develop a 5As framework for entrepreneurial nudge public leadership for health and wellness promotion based on two exemplary cases in Mississippi.
Design/methodology/approach
The authors use a “case within a case” study design to develop the 5As public influence framework for entrepreneurial public leadership.
Findings
Based on the investigated cases of healthcare and wellness promotion in Hernando and Charleston, Mississippi, the authors developed the 5As framework for wellness promotion dimensions of awareness, assistance, alignment, association, and assessment. This framework is applicable to the lived experiences of community members, leaders, healthcare providers, and government.
Research limitations/implications
The study results provide a compelling insight into early-stage formation of entrepreneurial public leadership. However, the study results lack generalizability due to the case study approach used.
Practical implications
This study can assist entrepreneurial public leaders and policy-makers align their strategic wellness goals, initiatives, and policies that motivate community members to seek and receive supporting services.
Originality/value
Developing an original framework for wellness promotion useful to both healthcare practitioners and public leaders, this study contributes to the extant literature on public health leadership and proposes mechanisms for addressing community wellness needs. The framework is designed to address public health concerns by integrating public leadership strategies aimed at linking with existing community wellness and healthcare services.
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Carley Horner, Joseph Holland and Milorad Novicevic
The purpose of this article is to present qualitative research of the past organizational crisis at Mississippi Chemical Corporation that the authors use to theorize a typology of…
Abstract
Purpose
The purpose of this article is to present qualitative research of the past organizational crisis at Mississippi Chemical Corporation that the authors use to theorize a typology of organizational crisis from the leadership perspective.
Design/methodology/approach
The authors combined ANTi-microhistory approach and staff ride research design to re-enact the sensemaking of the company’s former crisis leaders and elicit their retrospective oral accounts. A long interview format was used to interview the crisis leaders.
Findings
The authors found that the former crisis leaders not only conceptualized organizational crisis conventionally as an event or as a process but also that they engaged in the denial of the crisis to guard the company’s reputation and competed with their claims against the stakeholder claims about the ways how the crisis was to be managed.
Originality/value
Based on the paper’s findings, the authors proposed an original typology of organizational crisis.
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Jola-Ade Ashiru, Galip Erzat Erdil and Dokun Oluwajana
The purpose of this paper is to examine the influence of high performance work systems (HPWSs) on employee voice, employee innovation and organization performance in a service…
Abstract
Purpose
The purpose of this paper is to examine the influence of high performance work systems (HPWSs) on employee voice, employee innovation and organization performance in a service organization. The study examines the mediating roles of employee voice on HPWSs and organizational performance.
Design/methodology/approach
An online survey was distributed to 600 professional staff and a total number of 360 respondents returned the survey. The hypotheses are tested through the use of the variance-based structural equation modeling (SEM) technique.
Findings
These findings indicate that the HPWS has a significant impact on employee innovation and organization performance. The empirical evidence does not support the relationship between HPWS and employee voice and also employee voice does not mediate the relationship between HPWS and organization performance in a human resource (HR) service organization.
Research limitations/implications
Employee voice does not empirically mediate the relationship between HPWS and organization performance; other factors can be further explored. Future research should employ other theories of strategic human resource management (SHRM) to further explore more factors that influence the HPWS on employee innovation, employee voice and organization performance.
Practical implications
The organization should respond to employee voice through aforementioned rather than the use of traditional, strategic and operational methods or tools believed to be the best approach to employee issues.
Originality/value
This study builds a solid empirical investigation that contributes to the HPWS existing body of knowledge. It is also significant as it is one of the few studies that examine the link between HPWS and job outcomes, like employee voice, employee innovation and organizational performance, in an HR service organization and also employee voice as a mediator on HPWS and organizational performance.
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Kimberly W. O'Connor, Kimberly S. McDonald, Brandon T. McDaniel and Gordon B. Schmidt
The purpose of this exploratory study is to examine individual perceptions about the impact that social media use has on career satisfaction and perceived career benefits. We…
Abstract
Purpose
The purpose of this exploratory study is to examine individual perceptions about the impact that social media use has on career satisfaction and perceived career benefits. We examined whether informal online learning through “typical” types of social media behaviors (e.g. liking a post or messaging another user) and “networking” types of social media behaviors (e.g. endorsing another user, writing recommendations, going “live,” or looking for a job) impacted career-related perceptions.
Design/methodology/approach
In this study, we analyzed Amazon Mechanical Turk survey data gathered from adult participants (n = 475). We focused our inquiry specifically on two social media sites, Facebook and LinkedIn. We asked participants about their social media use and behaviors, as well as their perceptions of career satisfaction and career benefits related to social media.
Findings
We found that both typical and networking types of social media behaviors positively predicted the “knowing whom” career competency (defined as career relevant networks and contacts that individuals use to develop their careers) and career satisfaction. Only networking behaviors were positively associated with perceived career benefits of social media use. We further found that LinkedIn users’ career satisfaction was lower compared to non-LinkedIn users.
Originality/value
This study adds to the small, but growing body of career research focusing on social capital and social media. Our results suggest that informal online learning via social media may have a positive impact on employees’ career-related perceptions.
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There are assumptions in gender-related media research that increased female status would be accompanied by more and better representation of women. There are also expectations…
Abstract
Purpose
There are assumptions in gender-related media research that increased female status would be accompanied by more and better representation of women. There are also expectations that an increase in the number of women working in the news media will increase the positive representation of women. The aim of this paper is to critique the representation of women leaders and managers in the Nigerian press to assess the extent to which these factors have influenced the representation of women in the West African country.
Design/methodology/approach
Using two methods, qualitative content analysis and interview, this chapter critiques the representation of women leaders and managers in Nigerian Guardian Life and Vanguard Allure (over a period of six months – the last half of 2014) to determine the way women in leadership and management are constructed by checking for frames on stereotypes, gender roles and trivialisation themes. The editors of the two publications are then interviewed to consider the philosophies behind the coverage patterns and assess their knowledge and awareness of the implications of the coverage patterns on the status of women in the sub-Saharan African country.
Findings
It was discovered that the Nigerian press are focusing on re-enforcing traditional gender roles and norms rather than challenging them, and women in leadership and management in the country do not apply sufficient agency in challenging the status quo.
Research limitations/implications
Even though information derived from this study cannot be said to represent the realities in all of Africa, it surely provides a good context within which issues about media representation of women in leadership and management in Africa can be better understood to assess how the cultures on the continent’s various countries affect the realities of the lives of women.
Originality/value
The bulk of feminist research is situated in the North. Not much feminist research is being done in the South, and there appears to be an inadequate engagement with the available few in the literature. This chapter bridges the gap by presenting much needed information about gender, media and organisation in Nigeria; a highly populous multi-ethnic and multi-cultural sub-Saharan African country. Even though information derived from this study cannot be said to represent the realities in all of Africa, it will surely provide a good context within which issues about media, gender and organisation in Africa can be better appreciated.
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Nuno Da Camara, Victor Dulewicz and Malcolm Higgs
Although the proliferation of research in emotional intelligence (EI) in the last 25 years has largely focused on the individual level, some researchers have proposed theories and…
Abstract
Although the proliferation of research in emotional intelligence (EI) in the last 25 years has largely focused on the individual level, some researchers have proposed theories and measurement models for EI at the organizational level. Drawing from earlier work which conceptualizes organizational emotional intelligence (OEI) as a climate-level construct involving shared norms and practices this chapter sets out to investigate the relationship between perceptions of organizational emotional intelligence (OEI) and turnover intentions amongst employees. Since turnover intentions are a reliable indicator of actual turnover they are deemed to be a critical indicator for organizational performance. This chapter also builds on previous research which found that the relationship between OEI as a climate-level construct and intention to leave was mediated by organizational emotional appeal (i.e., overall reputation) and trust in senior management to explore the mediating role of other employee attitudes which have been traditionally linked to climate and individual-level outcomes in organizations, namely job satisfaction and affective commitment. By surveying employees in a UK-based charity organization (n = 173), the study finds that both job satisfaction and affective commitment mediate the impact of OEI on intention to leave and explain a moderate amount of variance in the focal construct. However, the majority of the mediation occurs through job satisfaction with a reduced mediation effect for affective commitment. Potential reasons for these results in the charity context are discussed. The chapter contributes to a wider understanding of the way in which perceptions of OEI impact on employee attitudes toward the organization and the job; and, in turn, how these attitudes impact on turnover intentions.
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Mohamed I.A. Othman and Sudip Mondal
The purpose of this paper is to introduce the phase-lag models (Lord-Shulman, dual-phase-lag and three-phase-lag) to study the effect of memory-dependent derivative and the…
Abstract
Purpose
The purpose of this paper is to introduce the phase-lag models (Lord-Shulman, dual-phase-lag and three-phase-lag) to study the effect of memory-dependent derivative and the influence of thermal loading due to laser pulse on the wave propagation of generalized micropolar thermoelasticity. The bounding plane surface is heated by a non-Gaussian laser beam with a pulse duration of 10 nanoseconds.
Design/methodology/approach
The normal mode analysis technique is used to obtain the exact expressions for the displacement components, the force stresses, the temperature, the couple stresses and the micro-rotation. Comparisons are made with the results predicted by three theories of the authors’ interest. Excellent predictive capability is demonstrated at a different time also.
Findings
The effect of memory-dependent derivative and the heat laser pulse on the displacement, the temperature distribution, the components of stress, the couple stress and the microrotation vector have been depicted graphically.
Research limitations/implications
Some particular cases are also deduced from the present investigation.
Originality/value
The numerical results are presented graphically and are compared with different three theories for both in the presence and absence of memory-dependent effect and with the results predicted under three theories for two different values of the time.
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Peter W. Hom, Frederick T.L. Leong and Juliya Golubovich
This chapter applies three of the most prominent theories in vocational and career psychology to further illuminate the turnover process. Prevailing theories about attrition have…
Abstract
This chapter applies three of the most prominent theories in vocational and career psychology to further illuminate the turnover process. Prevailing theories about attrition have rarely integrated explanatory constructs from vocational research, though career (and job) choices clearly have implications for employee affect and loyalty to a chosen job in a career field. Despite remarkable inroads by new perspectives for explaining turnover, career, and vocational formulations can nonetheless enrich these – and conventional – formulations about why incumbents stay or leave their jobs. To illustrate, vocational theories can help clarify why certain shocks (critical events precipitating thoughts of leaving) drive attrition and what embeds incumbents. In particular, this chapter reviews Super's life-span career theory, Holland's career model, and social cognitive career theory and describes how they can fill in theoretical gaps in the understanding of organizational withdrawal.
This article gives a centenary appreciation of the contributions to economic thought of Joseph A. Schumpeter, with special focus on his work, The Theory of Economic Development…
Abstract
This article gives a centenary appreciation of the contributions to economic thought of Joseph A. Schumpeter, with special focus on his work, The Theory of Economic Development (TED). It proceeds, first, by providing an overview of Schumpeter's life and works; secondly, by giving an interpretative exposition of the main themes of TED, and, thirdly, Schumpeter's broader “economic sociology” in terms of the place of these ideas in the history of economic thought; fourthly, by examining the reception to TED and the impact of it and Schumpeter's dynamic methodology on the discipline.