Naghi Radi Afsouran, Morteza Charkhabi, Seyed Ali Siadat, Reza Hoveida, Hamid Reza Oreyzi and George C. Thornton III
The purpose of this paper is to introduce case-method teaching (CMT), its advantages and disadvantages for the process of organizational training within organizations, as well as…
Abstract
Purpose
The purpose of this paper is to introduce case-method teaching (CMT), its advantages and disadvantages for the process of organizational training within organizations, as well as to compare its advantages and disadvantages with current training methods.
Design/methodology/approach
The authors applied a systematic literature review to define, identify and compare CMT with current methods.
Findings
In CMT, participants get involved with real-world challenges from an action perspective instead of analyzing them from a distance. Also, different reactions of the participants to the same challenge aid instructors to identify the individual differences of participants toward the challenge. Although CMT is still not considered as a popular organizational training method, the advantages of CMT may encourage organizational instructors to further apply it. Improving the long-term memory, enhancing the quality of decision making and understanding the individual differences of individuals are the advantages of CMT.
Research limitations/implications
A lack of sufficient empirical researchers and the high cost of conducting this method may prevent practitioners to apply it.
Originality/value
The review suggested that CMT is able to bring dilemmas from the real world into training settings. Also, it helps organizations to identify the individual reactions before they make a decision.
Details
Keywords
Morteza Charkhabi, Naghi Radi Afsouran, Laura K. Johnson and Frédéric Dutheil
Job insecurity is one of the most hazardous work stressors in the twenty-first century, placing employees between employment and unemployment may threaten employees’ health in the…
Abstract
Purpose
Job insecurity is one of the most hazardous work stressors in the twenty-first century, placing employees between employment and unemployment may threaten employees’ health in the workplaces. Using a systematic review, the first aim of this study is to list the mediators and moderators of the link between job insecurity and health-related outcomes, and second, to explain and discuss the mechanisms that could explain the mediating and moderating effects.
Design/methodology/approach
We searched four databases (Science Direct, PubMed, Springer Link and Google Scholar) from 2008 to 2018 to detect these mediators and moderators. Also, as the study was conducted during COVID-19 pandemic, we particularly searched and reported the same associations over this period (2019–2022).
Findings
The results of the review suggest that job insecurity negatively influences a wide range of both health- and safety-related outcomes in the workplace. The results also showed that the most studied mediator and moderator of the job insecurity-health link over the past 10 years has been workload and employability. During COVID-19, the number of studies on mediators were more than moderators and coping strategies appeared to gain more research attention. Additionally, this review suggests that, to explain the mediation and moderation effects, a combination of cognitive appraisal theory and the conservation of resources theory can be used.
Originality/value
Although this review suggests that job insecurity detrimentally influences employee health, the severity of this impact on health-related outcomes may vary by the effects of various moderators.
Details
Keywords
The purpose of this paper is to detect the association between qualitative job insecurity and well-being related outcomes and to determine the extent to which cognitive appraisals…
Abstract
Purpose
The purpose of this paper is to detect the association between qualitative job insecurity and well-being related outcomes and to determine the extent to which cognitive appraisals of job insecurity moderate this association. According to appraisal theory, it is anticipated a hindrance appraisal of job insecurity to amplify and a challenge appraisal of job insecurity to buffer this association.
Design/methodology/approach
To test the hypotheses, 250 healthcare employees from different departments of an Iranian large public hospital were recruited. Participants responded to scales on qualitative job insecurity, cognitive appraisals, job satisfaction, emotional exhaustion, absenteeism and presenteeism.
Findings
Results showed that qualitative job insecurity negatively influenced both psychological and behavioral well-being; however, this influence was greater for psychological well-being than for behavioral well-being. Besides, the moderation tests showed that only the hindrance appraisals of job insecurity amplified the link between job insecurity and psychological outcomes.
Research limitations/implications
This study sampled employees from a public hospital and did not include employees from private hospitals. This may limit the generalizability of the findings. Also, due to using a cross-sectional research design we encourage future studies to replicate the same findings using other different research designs.
Practical implications
The findings aid occupational health psychologists to design particular interventions for protecting those aspects of employee’s well-being that are more vulnerable when qualitative job insecurity is chronically perceived.
Originality/value
Together, these findings suggest that the hindrance appraisals of qualitative job insecurity are more likely to moderate the link between job insecurity and well-being outcomes.
Details
Keywords
Naghi Radi Afsouran, Morteza Charkhabi, Fatemeh Mohammadkhani and Laura Seidel
This study aims to test the association between transformational leadership and its components and organizational development. As a second aim, this study examines the extent to…
Abstract
Purpose
This study aims to test the association between transformational leadership and its components and organizational development. As a second aim, this study examines the extent to which employees' maturity may mediate the link between transformational leadership and organizational development.
Design/methodology/approach
Hypotheses were tested on a sample of 248 full-time employees (58% men, 42% women) recruited by a simple random sampling method from four Iranian public organizations. Participants were asked to complete scales on transformational leadership, organizational development, and employees' maturity.
Findings
Pearson correlation analysis showed a positively significant association between transformational leadership and organizational development. Furthermore, path analysis of structural equation modeling revealed that the direct effect of transformational leadership on organizational development is significant. Additionally, the analysis supported the mediating role of employees' maturity in the link between transformational leadership and organizational development.
Originality/value
Transformational leaders may use the maturity of employees to increase their impact in the process of organizational development.