Alistair Hewison, Yvonne Sawbridge, Robert Cragg, Laura Rogers, Sarah Lehmann and Jane Rook
The purpose of this paper is to report an evaluation of a leading-with-compassion recognition scheme and to present a new framework for compassion derived from the data.
Abstract
Purpose
The purpose of this paper is to report an evaluation of a leading-with-compassion recognition scheme and to present a new framework for compassion derived from the data.
Design/methodology/approach
Qualitative semi-structured interviews, a focus group and thematic data analysis. Content analysis of 1,500 nominations of compassionate acts.
Findings
The scheme highlighted that compassion towards staff and patients was important. Links to the wider well-being strategies of some of the ten organisations involved were unclear. Awareness of the scheme varied and it was introduced in different ways. Tensions included the extent to which compassion should be expected as part of normal practice and whether recognition was required, association of the scheme with the term leadership, and the risk of portraying compassion as something separate, rather than an integral part of the culture. A novel model of compassion was developed from the analysis of 1,500 nominations.
Research limitations/implications
The number of respondents in the evaluation phase was relatively low. The model of compassion contributes to the developing knowledge base in this area.
Practical implications
The model of compassion can be used to demonstrate what compassion “looks like”, and what is expected of staff to work compassionately.
Originality/value
A unique model of compassion derived directly from descriptions of compassionate acts which identifies the impact of compassion on staff.
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Susan Kemper Patrick, Laura K. Rogers, Ellen Goldring, Christine M. Neumerski and Viviane Robinson
Leadership coaching is an increasingly popular development tool for school principals. However, specific coaching behaviors are rarely conceptualized or examined in prior…
Abstract
Purpose
Leadership coaching is an increasingly popular development tool for school principals. However, specific coaching behaviors are rarely conceptualized or examined in prior research. This study presents a coaching behavior framework and then analyzes actual coaching conversations between principals and coaches to illustrate how specific coaching behaviors create opportunities for principals to reflect and think critically about their leadership.
Design/methodology/approach
Building on theories of interpersonal learning, the authors develop a framework of coaching behaviors to distinguish coaching inquiries and assertions that facilitate critique and reflection and, therefore, activate opportunities for learning. The authors use this framework to code transcripts of 55 principal coaching sessions. The authors analyze the prevalence of certain coaching behaviors and then examine qualitative patterns in how the use of certain behaviors shapes the nature of coaching conversations.
Findings
Only about one-third of coded coaching behaviors in the analytic sample are categorized as coaching inquiries and assertions that activate opportunities for learning. In the qualitative comparisons of extracts from coaching conversations, the authors find coaches' use of these behaviors produced richer, more meaningful dialogue.
Originality/value
Unlike much of the past research on leadership coaching, this analysis examines what happens in conversations between coaches and principals. This framework could be applied to a broad range of coaching programs intended to promote professional learning.
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This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Abstract
Purpose
This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.
Design/methodology/approach
This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.
Findings
The results showed that individual skills were more influential on teammate satisfaction for FtFs than for VTs.
Originality/value
The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
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This study examines liberal second-wave feminists’ writings about cooking. Most scholarship of liberal feminism has focused on the attempts to integrate women into previously…
Abstract
Purpose
This study examines liberal second-wave feminists’ writings about cooking. Most scholarship of liberal feminism has focused on the attempts to integrate women into previously male-dominated public spaces such as higher education, the professions, and political office. Less attention has been paid to how these feminists politicized feminized spaces such as the home. A longstanding tension between the housewife role and feminist identities has led many to theorize that feminists avoid or resent domestic tasks. However, I argue that some liberal feminists in the 1960s, 1970s, and 1980s suggested engaging with cooking in subversive ways that challenged patriarchal institutions and supported their political goals.
Methodology/approach
I analyze 148 articles about cooking in Ms. magazine between 1972 and 1985. I also analyze the copy and recipes within four community cookbooks published by liberal feminist organizations.
Findings
I find that liberal feminists suggested utilizing time- and labor-saving cooking methods, encouraged men to cook, and proposed that women make money from cooking. These three techniques challenged the traditional division of domestic labor, supported women’s involvement in the paid workplace, and increased women’s control of economic resources.
Originality/value
This study turns the opposition between feminism and feminized tasks on its head, showing that rather than avoiding cooking, some liberal feminists proposed ways of cooking that challenged patriarchal institutions. I show how subordinate populations can develop ways of subversively engaging with tasks that are typically seen as oppressive, using them in an attempt to advance their social position.
Bryan L. Rogers, Laura T. Madden, Leah K. Grubb and Joy H. Karriker
The purpose of this study is to extend the current understanding of virtual team (VT) workers’ willingness to continue working in VTs and the forces driving their affective…
Abstract
Purpose
The purpose of this study is to extend the current understanding of virtual team (VT) workers’ willingness to continue working in VTs and the forces driving their affective reactions to teamwork. Specifically, this paper applies the input-mediator-output-input (IMOI) literature to investigate the influence of workers’ perceptions of their peers’ skills and peers’ interactions on perceptions of the teamwork process and subsequent affective reactions.
Design/methodology/approach
This paper draws on a sample of 997 virtual and face-to-face (FtF) students embedded in 242 project teams to test the hypotheses using multi-group comparisons in structural equation modeling (SEM).
Findings
Results support the assertion that team processes are essential in translating team skills and interactions into satisfaction with the team. Further, this paper finds that skills are more influential on teammate satisfaction for FtFs than they are for VTs; and, conversely, that VTs’ interactions are more pivotal regarding teammate satisfaction through VT processes than they are in FtFs.
Research limitations/implications
The effort contributes to the IMOI literature by showing how teams overcome virtuality to perform effectively and how team-embedded members react differently across VT and FtF contexts.
Originality/value
These findings are particularly notable given that prior research has suggested VT performance may not be contingent on social bonds within the team. Although this is possibly true for performance, the findings suggest that social interactions are, in fact, crucial to teams’ affective reactions.
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Dariyoush Jamshidi and Laura Kuanova
Because of the huge advantages of Islamic credit cards for both banks and customers, the purpose of this study is to examine the main factors that influence consumers to use an…
Abstract
Purpose
Because of the huge advantages of Islamic credit cards for both banks and customers, the purpose of this study is to examine the main factors that influence consumers to use an Islamic credit card (ICC).
Design/methodology/approach
Accordingly, the innovation diffusion theory, customer awareness and loyalty concept are considered because of their ability to predict behavior and also to provide valuable information. The proposed research model of the study was empirically validated using data collected from 397 bank customers in Kish Island, Iran. Partial least squares-structural equation modeling was used to analyze the collected data from respondents.
Findings
The results indicated that relative advantage and compatibility have a significant direct effect on ICC loyalty. The significant connection between ICC loyalty by bank customers and their decision to have positive word of mouth was also confirmed.
Originality/value
This study represents a basis for further refinement of individual ICC acceptance and loyalty models for researchers. For practitioners, organizations and banks would be able to redesign and manage-related factors, which, in turn, would increase the probability of ICC acceptance and usage success by bank customers.
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Laura Rienda, Lorena Ruiz-Fernández and Lindsey Carey
This research investigates the role that having a trademark and a social media presence play in the development of international activities as well as their influence on…
Abstract
Purpose
This research investigates the role that having a trademark and a social media presence play in the development of international activities as well as their influence on performance for small and medium-sized enterprises (SMEs) operating within the fashion sector of the United Kingdom and Ireland.
Design/methodology/approach
Quantitative analysis was carried out by integrating information from several data sources. The hypotheses proposed in the authors’ research model are tested on a sample of 102 SMEs, applying bivariate analysis and variance-based structural equation modelling (partial least squares).
Findings
Based on the authors’ empirical evidence, the fashion SMEs could improve their performance through two important marketing tools: registered trademark and social media. On the one hand, SMEs with a registered trademark are more present in the international markets, and it also implies higher performance. On the other hand, there is no significant relationship between SMEs with social media and a presence in international markets.
Originality/value
The aim of this paper is to investigate the effect of trademark and social media participation on firms which varies depending on what managers of fashion-related SME companies want to prioritize. Hence, these two marketing tools could be useful for managers to decide on what resources to invest, to register a trademark or to be present in social media, subject to their firms' strategy and objectives.
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Laura A. Orobia, Immaculate Tusiime, Rogers Mwesigwa and Bob Ssekiziyivu
This study aims to investigate the relationship between entrepreneurial framework conditions (EFCs) and business sustainability among youth and women entrepreneurs using the…
Abstract
Purpose
This study aims to investigate the relationship between entrepreneurial framework conditions (EFCs) and business sustainability among youth and women entrepreneurs using the institutional theory.
Design/methodology/approach
This study is cross-sectional and follows an explanatory research design using 390 youth and women entrepreneurs in Mbarara district (Uganda). A principal factor analysis was conducted to single out the particular constructs of business sustainability and EFC. Inferential analysis was conducted to test the relationships.
Findings
First, the constructs of business sustainability are stakeholder engagements, people and skills, ecosystem management, market and sales and innovation. Second, the constructs of EFC are education, government program and policies, IT infrastructure, market openness and finance. Finally, finance and IT infrastructure are significant predictors of business sustainability among the youth and women entrepreneurs.
Research limitations/implications
The examination of EFCs from the perspective of the consumers/beneficiaries can offer reasonable results when compared to the national expert perspective.
Originality/value
This study generates initial evidence on the applicability of EFCs from the perspective of the individuals as opposed to the national experts.
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Michael Halinski, Laura Gover and Linda Duxbury
While there has been growing interest in how personal and work-related factors shape employees’ careers, we know little about how family demands affect career intentions. Drawing…
Abstract
Purpose
While there has been growing interest in how personal and work-related factors shape employees’ careers, we know little about how family demands affect career intentions. Drawing from role theory and boundary theory, we examine the indirect effect of family-role overload on career intentions via family-interferes-with-work (FIW), as well as the conditional indirect effect of boundary management on these relationships.
Design/methodology/approach
Utilizing two waves of panel data that were collected in the third and fourth waves of the pandemic in Canada (n = 433), we conducted a structural equation model to test our hypotheses.
Findings
Our analysis reveals that FIW mediates the relationship between family-role overload and (1) career change intention and (2) job turnover intention. The results also indicate that the effect of family-role overload on career intentions via FIW strengthens for employees with a low ability to enact preferred boundaries.
Originality/value
This research shows the indirect effect of family-role overload on career intentions via FIW. This research also highlights how boundary management can buffer the effects of family-role overload on career intentions.
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Laura E. Marler, Susie S. Cox, Marcia J. Simmering, Bryan L. Rogers and Curtis F. Matherne
Information sharing is vital to organizational operations, yet employees are often reluctant to share negative information. This paper aims to gain insight into which employees…
Abstract
Purpose
Information sharing is vital to organizational operations, yet employees are often reluctant to share negative information. This paper aims to gain insight into which employees will be reluctant to share negative information and when by drawing from the proactive motivation literature examining effects of proactive personality and motivational states on individuals’ willingness to share negative information.
Design/methodology/approach
A cross-sectional design was used, with data collected from a final sample of 393 individuals via an online survey. Hypotheses were tested using correlation and hierarchical multiple regression analyses.
Findings
Interactive effects indicate proactive individuals with accompanying high levels of role breadth self-efficacy (“can do”) or high levels of felt responsibility for constructive change (“reason to”) were less likely to be reluctant to share negative information. However, findings also suggest proactive individuals with lower levels of proactive motivation avoid sharing negative information.
Originality/value
The findings extend what is known about personality factors and employee willingness to share information to highlight which employees may be likely to avoid sharing negative information. The authors also examine the moderating influence of proactive motivational states on the relationships between proactive personality and reluctance to share negative information.