Search results

Recent work concerning the effects of time on group behavior suggests that individuals’ time‐oriented behaviors may act as a catalyst or pacing mechanism for subsequent group behaviors. Other work suggests that group polychronic behavior (the group’s performance of multiple tasks simultaneously) has significant effects on both individual and group outcomes. In this paper, we examine the relationship between individuals’ time‐oriented behavior and group‐level polychronic behavior. Based on results from a laboratory simulation involving 26 small groups, we conclude that the presence of time‐urgent group members increases group‐level monochronic (versus polychronic) behavior and has a positive effect on groups’ primary task activity.

Research suggests effective immersive simulations that rely on augmented reality enhance teachers’ self-efficacy and skills (Badiee & Kauffman, 2015). However, there is a gap in the literature as studies have largely ignored their uses in educational leadership programs (Bradley & Kendall, 2015). This study investigated the relationship between application of critical skills within an immersive simulation environment and 26 school or district leaders’ perceptions of self-efficacy in leading a professional learning community (PLC). Two overarching themes materialized from participants: improved general confidence in leading a PLC, and a sense of refined or expanded skills in the context of new approaches to leading PLC. Further studies are needed on the use of immersive simulation as a pedagogical tool and to examine impact for educational leadership practitioners.

Research suggests effective immersive simulations that rely on augmented reality enhance teachers’ self-efficacy and skills (Badiee & Kauffman, 2015). However, there is a gap in the literature as studies have largely ignored their uses in educational leadership programs (Bradley & Kendall, 2015). This study investigated the relationship between application of critical skills within an immersive simulation environment and 26 school or district leaders’ perceptions of self-efficacy in leading a professional learning community (PLC). Two overarching themes materialized from participants: improved general confidence in leading a PLC, and a sense of refined or expanded skills in the context of new approaches to leading PLC. Further studies are needed on the use of immersive simulation as a pedagogical tool and to examine impact for educational leadership practitioners.

This research systematically analyzed the effect of leadership (coaches and owners) on organizational performance in the National Football League (NFL) during the 1970 through 1992 seasons. In addition, it examined the relation of stable individual differences in personality of NFL leaders with performance outcomes for both coaches and owners. Results revealed that leadership added substantially to the prediction of performance in the NFL, even after controlling for non-leadership variables such as quality of competition and year. Furthermore, one facet of Conscientiousness – Deliberateness – showed strong linear relations with all performance measures. The results of both studies also revealed that hierarchical level of leadership was an important moderator, with coaches having greater impact than owners. The desirability of studying leadership in the context of the NFL was recognized and suggestions were provided on the direction that research might take.

This chapter seeks to identify the challenges faced by virtual teams and offers solutions to meet those challenges. Basic underlining concepts behind virtual teams are provided along with the most popular forms of virtual teams. Organizational, crowdsourcing, and peer production/online communities are the most common forms of virtual teams. Understanding these basic concepts will help HRD and HRM professionals to develop virtual teams that are suitable for middle- and low-skilled workers. The chapter also presents the various types of communication technologies used in virtual along with the pros and cons associated with each type.

The purpose of this paper is to examine the family business literature on human resource management (HRM) activities within family-owned businesses to advance theory and practice.

This paper is a review of research on the formation, adaptation, and termination of the employment relationship within family businesses.

Important areas for future research are revealed. For example, little research investigates how family members are recruited, socialized, or how exit decisions are made. In contrast, significant attention has been given to role transitions during succession.

The paper focuses on managing employment relationships (e.g. recruitment, selection, etc.) within family businesses. The research revealed HRM activities within family businesses are often informal so aspects of the employment relationship may not be fully captured by extant research.

This review provides specific HRM suggestions for practitioners to consider. For example, this review highlights that training inside the family business can be as effective as training outside the family business.

This review is novel in applying an established HRM framework to family business research and focuses on HRM activities of family members as opposed to non-family employees. The paper offers considerations for families bringing next generation members into their businesses and preparing offspring to run them successfully.

Companies increasingly leverage artificial intelligence (AI) to enhance human performance, particularly in e-commerce. However, the effectiveness of AI augmentation remains controversial. This study investigates whether, how and why AI enhances human agents’ sales through a randomized field experiment.

This study conducts a two-by-two factorial randomized field experiment (N = 1,090) to investigate the effects of AI augmentation on sales. The experiment compares sales outcomes handled solely by human agents with those augmented by AI, while also examining the moderating effect of agents’ experience levels and the underlying mechanisms behind agents’ responses.

The results reveal that AI augmentation leads to a significant 5.46% increase in sales. Notably, the impact of AI augmentation varies based on agents’ experience levels, with inexperienced agents benefiting nearly six times more than their experienced counterparts. Mediation analysis shows that AI augmentation improves response timeliness, accuracy and sentiment, thereby boosting sales.

This study highlights the role of AI augmentation in human–AI collaboration, demonstrates the varying impacts of AI augmentation based on agents’ experience levels and offers insights for organizations on how to regulate AI augmentation to enhance agent responses and drive sales.

The purpose of this paper is to examine the effects of a self‐managed transition process on the performance of mid‐level managers, specifically company commanders serving in the US Army.

The transition process provided the new commanders with a flexible outline of topics used for interviewing key personnel within the larger organization (battalion) prior to and immediately following assumption of command. The authors measured the performance of commanders using a standardized Battalion Command Evaluation Form completed by the battalion commander. In addition, the effects of leader experience and locus of control were examined.

It was found that use of the transition process enhanced the performance of company commanders who had an external locus of control and/or did not come directly from a job proximal to command.

The paper provides a model that can be used with mid‐level managers in order to minimize the performance deficit often associated with turnover.

Most research on managerial transition has focused on upper‐level management. The paper examines mid‐level managerial turnover and provides new information about how means and opportunities can affect leader effectiveness.

This study aims to describe the lectores (readers) who read the world news and works of literature to workers in pre-World War II cigar factories in Tampa, Florida, and in New York City. The paper addresses the need for more examination of some neglected aspects of workplace learning by presenting a more critical approach to workplace learning as a form of social change. It also focuses on the importance of the lectores’ role as facilitators of workplace learning and leaders of change.

The paper is based on a qualitative analysis of archival data from libraries and research centers located in New York City and in Miami, Florida.

Through the lectores, cigar factories were a place where workplace learning, organizational and social change occurred daily. As leaders, the lectores were radical agents of change and created affordances that shaped the factory workers’ workplace and personal learning. The discussion explores the dynamics between the lectores and the cigar workers.

Findings from this study demonstrate that developing employees is not limited to elevating their knowledge and skills needed to increase productivity and organizational performance. As self-actualized employees are better contributors to organizations, they, along with facilitators of learning, must care about what workers intrinsically need and explicitly demand. The findings speak to the multifaceted nature of workplace learning, one that encompasses skill acquisition and one that transforms workers. In essence, learning facilitators elicit change.

The research literature on workplace learning in the early part of the twentieth century in the USA is rare. This historical data-driven examination of the lectores and their role in factories presents a unique opportunity to focus on issues of social justice that are largely absent from human resource development discourse.