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Article
Publication date: 11 March 2019

Dennis W. Paetzel, Louis N. Quast, Pimsiri Aroonsri, Meida Surya and Tasha S. Hart-Mrema

The purpose of this study was determine which, if any, managerial behaviors were associated with high managerial job performance in three selected countries, China, the UK and the…

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Abstract

Purpose

The purpose of this study was determine which, if any, managerial behaviors were associated with high managerial job performance in three selected countries, China, the UK and the USA. After identifying which behaviors were associated with high managerial job performance, the study then compared the results from each country to identify behaviors that were unique to a country and those that recurred across multiple countries.

Design/methodology/approach

This study draws from an archival database of multisource (360°) feedback rating managerial job performance. Supervisors’ ratings on 23,877 national managers from China, the UK and the USA were examined using simultaneous stepwise regression analysis.

Findings

This study found that there were unique behaviors associated with high managerial job performance in each country examined. Additionally, the study found that were also behaviors associated with high managerial performance shared between all three countries.

Originality/value

This study offers another insight to the unique-versus-universal managerial behaviors debate in leadership development literature. Existing literature offers mixed messages regarding universal or unique behaviors across countries. Understanding which key managerial behaviors are associated with perceived high managerial job performance in each country may help to focus the development of these managers and enhance the specificity of selection, coaching, and training initiatives.

Details

European Journal of Training and Development, vol. 43 no. 5/6
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 1 August 2016

Jeremy Michael Clark, Louis N. Quast, Soebin Jang, Joseph Wohkittel, Bruce Center, Katherine Edwards and Witsinee Bovornusvakool

The purpose of this study is to explore patterns of importance ratings of managerial competencies in 22 countries in different regions around the globe, to guide specificity in…

4219

Abstract

Purpose

The purpose of this study is to explore patterns of importance ratings of managerial competencies in 22 countries in different regions around the globe, to guide specificity in assessing and developing managers in multiple geographies. Additionally, this study examined the utility of clustering countries based on shared culture, as defined by House et al. (2004), to determine whether such clustering aids in interpreting and acting on any differences identified.

Design/methodology/approach

The PROFILOR® for Managers contains 135 behavioral items, grouped into 24 competency scales. The instrument was developed from a review of the management and psychology literatures, exhaustive analysis of a large database (Sevy et al., 1985), job analysis questionnaires and interviews of hundreds of managers representing many functional areas and most major industries.

Findings

Results suggest that clustering countries together for the purpose of providing prescriptive guidance for the development of individuals planning expatriate assignments does not clarify such guidance; in fact, it masks unique differences in competency priorities as measured on a country-by-country basis.

Research limitations/implications

The participants for this study come from mid- to large-size organizations in 22 countries around the world. The organizations represented sought out management consulting services from a large, highly respected private-sector consultancy. As such, these findings are likely to be generalizable to managers from similar organizations. No attempt has been made to generalize these findings to entrepreneurial start-ups, small local organizations or organizations not inclined to seek Western-style management consulting services.

Originality/value

This study is one of the first to examine the effectiveness of the GLOBE clusters as they relate to managerial competencies in multicultural workforces.

Details

European Journal of Training and Development, vol. 40 no. 7
Type: Research Article
ISSN: 2046-9012

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Article
Publication date: 1 January 1947

ALFRED LOEWENBERG

The following list is a first attempt to catalogue and describe systematically the British Museum's extensive holdings of early opera librettos and related plays. The great…

48

Abstract

The following list is a first attempt to catalogue and describe systematically the British Museum's extensive holdings of early opera librettos and related plays. The great importance of these unpretentious booklets as supplementary and, more often than not, even primary sources for the history and bibliography of dramatic music, besides or instead of the scores, was already clearly recognized in the eighteenth century by Dr. Burney and other scholars. But it is only since 1914, the year in which O. G. T. Sonneck's Library of Congress Catalogue of opera librettos printed before 1800 appeared, that their documentary value could to any greater extent be put to general use in international musicological research. A similar bibliography of the British Museum librettos, while naturally duplicating many Washington entries, would produce a great number of additional tides, not a few of them otherwise unrecorded; it would provide the musical scholar with the key to a collection unequalled elsewhere in Europe, which owing to the peculiar nature of the material is not easily accessible by means of the General Catalogue.

Details

Journal of Documentation, vol. 2 no. 4
Type: Research Article
ISSN: 0022-0418

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Article
Publication date: 7 September 2023

Yuge Dong, Yujie Yang, Lu Zheng and Lirong Long

Mentor secure-base support, characterized as mentor availability, noninterference and encouragement of growth, has important implications for newcomer socialization. Drawing on…

332

Abstract

Purpose

Mentor secure-base support, characterized as mentor availability, noninterference and encouragement of growth, has important implications for newcomer socialization. Drawing on attachment theory, this paper aims to examine the relationship between mentor secure-base support and newcomers' workplace courage.

Design/methodology/approach

Data were collected at three time points with a new police officer sample (n = 124). A cross-lagged panel design was used to test the hypotheses.

Findings

Mentor secure-base support is causally precedent to newcomers' workplace courage, whereas the reverse relationship from workplace courage to mentor secure-base support was not held.

Practical implications

To help newcomers integrate into their organization and enhance their workplace courage, organizations should actively promote and foster mentoring relationships in which mentors can provide a secure base for mentees.

Originality/value

The authors' findings support that newcomers' workplace courage can be cultivated by mentor secure-base support. It provides insight for organizations to explore workplace courage development for newcomers.

Details

Journal of Managerial Psychology, vol. 39 no. 6
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 5 June 2007

Nick Bontis and Alexander Serenko

The purpose of this paper is to suggest and empirically test a model that explains employee capabilities from the knowledge‐based perspective. In this model, human capital

7995

Abstract

Purpose

The purpose of this paper is to suggest and empirically test a model that explains employee capabilities from the knowledge‐based perspective. In this model, human capital management practices are employed as a moderator variable.

Design/methodology/approach

A valid research instrument was utilized to conduct a survey of 14,769 current employees of a major North American financial services institution. The model was tested by using the partial least squares (PLS) structural equation modeling technique. A thorough analysis of the role of moderator was carried out.

Findings

Findings provide support for the proposed model and show that employee capabilities depend on his or her training and development as well as job satisfaction levels. Job satisfaction in turn is affected by training and development, pay satisfaction, supervisor satisfaction, and job insecurity. These relationships are moderated by employee perceptions of human capital management practices. The model exhibits the highest predictive power when the employee perceptions of human capital management practices are also high.

Research limitations/implications

With respect to a moderator analysis, no interaction effects of human capital management policies and other constructs were discovered, and the moderator was referred to as a homologizer that modifies the strength of the relationships among constructs through an error term. It was discovered that PLS and moderated multiple regression (MMR) produced very similar structural relationships when a moderator was employed.

Practical implications

The findings may be utilized by knowledge management, organizational behavior, and human resources practitioners interested in the development of strong employee capabilities.

Originality/value

This paper represents one of the first documented attempts to utilize human capital management practices as a moderator in organizational models.

Details

Journal of Knowledge Management, vol. 11 no. 3
Type: Research Article
ISSN: 1367-3270

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