Robert L. Bonner, Andrea R. Neely, Christopher B. Stone, Cynthia A. Lengnick-Hall and Mark L. Lengnick-Hall
The purpose of this paper is to provide an overarching framework to guide the understanding of the allocation and deployment of strategic human capital assets within an…
Abstract
Purpose
The purpose of this paper is to provide an overarching framework to guide the understanding of the allocation and deployment of strategic human capital assets within an organization. Using the concept of medical triage with business units analogous to “patients” and their performance to “symptoms or injuries,” the framework suggests a “steal from the poor” perspective that is counter to conventional organizational decline literature.
Design/methodology/approach
This is a conceptual paper proposing that there are five different categories of business unit need for human capital assets: expectant, deceased, immediate, delayed or minimal; all based on the type of environment and holistic performance of the business unit. Based on a business unit’s specific situation, the authors suggest a process model guiding how to conduct a triage analysis to optimize the allocation of strategic human capital assets within an organization.
Findings
The authors argue that current trends in assessing strategic human capital assets which make comparisons across organizations are necessary but insufficient (e.g. comparing a store to other stores in its district or region). Each business unit has its own unique internal capabilities and external constraints that also must be accurately assessed to make an informed organizational-level decision about where and how to deploy strategic human capital assets.
Originality/value
Borrowing from medical science, this paper demonstrates a new conceptual framework with propositions for researchers and guidance for practitioners.
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Chantal van Esch, William Luse and Robert L. Bonner
This study examined the effects of gender and pandemic concerns on mentorship seeking behavior during the pandemic caused by the coronavirus disease (COVID-19) and its…
Abstract
Purpose
This study examined the effects of gender and pandemic concerns on mentorship seeking behavior during the pandemic caused by the coronavirus disease (COVID-19) and its relationship to self-efficacy.
Design/methodology/approach
This study analyzes the data collected from 253 academics in a quantitative survey administered online.
Findings
Women and those with higher levels of concern about the COVID-19 pandemic were more likely to seek mentorship. During this time of uncertainty role modeling was sought more than career support and psychosocial support. All three functions of mentorship seeking were positively associated with higher levels of self-efficacy.
Research limitations/implications
The present study finds that individuals turn to mentors when they are concerned about macro-level events (e.g. a global pandemic). Additionally, individuals who self-identify as women sought mentorship to a greater extent than men. In this way, it is not only the situation that matters (like women having fewer resources and more demands than men) but also the perception of a situation (like how concerned individuals were about the COVID-19 pandemic). Additionally, this paper helps to further develop the understanding of the mentorship function of role modeling.
Practical implications
Organizations and mentors ought to be cognizant of role modeling during times of crisis, especially for women, this may be counterintuitive to the inclination to provide career and psychosocial support for mentees.
Originality/value
This study examines the gendered implications for mentoring during the COVID-19 pandemic. This study specifically examines mentorship seeking behavior and its influence on self-efficacy during uncertain times.
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Robert L. Bonner, Steven J. Hyde and Kristen Faile
The purpose of this study is to examine the organizational and environmental antecedents to the appointment of a woman to a non-CEO top management team (TMT) position.
Abstract
Purpose
The purpose of this study is to examine the organizational and environmental antecedents to the appointment of a woman to a non-CEO top management team (TMT) position.
Design/methodology/approach
This study uses a conditional fixed effects logistic regression model to analyze non-CEO TMT appointment data collected from the S&P 500 between 2008 and 2016.
Findings
Women were more likely to be appointed to non-CEO TMT positions when a firm was undergoing strategic change, had slack resources, and was in a less munificent environment.
Originality/value
This article contributes to the literature concerning the antecedents of the selection of women to executive leadership (e.g. the glass cliff) roles by examining organizational and environmental contexts at the non-CEO TMT unit of analysis.
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Stephen B. Gilbert, Michael C. Dorneich, Jamiahus Walton and Eliot Winer
This chapter describes five disciplinary domains of research or lenses that contribute to the design of a team tutor. We focus on four significant challenges in developing…
Abstract
This chapter describes five disciplinary domains of research or lenses that contribute to the design of a team tutor. We focus on four significant challenges in developing Intelligent Team Tutoring Systems (ITTSs), and explore how the five lenses can offer guidance for these challenges. The four challenges arise in the design of team member interactions, performance metrics and skill development, feedback, and tutor authoring. The five lenses or research domains that we apply to these four challenges are Tutor Engineering, Learning Sciences, Science of Teams, Data Analyst, and Human–Computer Interaction. This matrix of applications from each perspective offers a framework to guide designers in creating ITTSs.
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Shahriar M. Saadullah, Charles D. Bailey and Emad Awadallah
Purpose – Past literature suggests that the performance and turnover of the subordinate are affected by the support, abuse, and feedback provided by the supervisor. In this study…
Abstract
Purpose – Past literature suggests that the performance and turnover of the subordinate are affected by the support, abuse, and feedback provided by the supervisor. In this study, we posit that support, abuse, and feedback in an accounting firm, are in turn, affected by the supervisor's personality, as defined by the Big Five personality factors.
Methodology/approach – We conducted a web-based study with 115 accountants from a top 100 US accounting firm. The accountants completed questionnaires related to the personality of their supervisors along with questionnaires related to the support, abuse, and feedback they received from their supervisors. We analyzed the data using factor analysis and multiple regression.
Findings – We hypothesize that Openness and Agreeableness increase support; Neuroticism increases abuse, but less so if the supervisor is an Extravert; and Extraversion and Conscientiousness increase feedback. Among the hypothesized relationships, all are supported except the relationship between Openness and support. Additional findings are that Extraversion and Conscientiousness increase support; Agreeableness and Conscientiousness decrease abuse; and Agreeableness increases feedback.
Research implications – Our study contributes to the literature by demonstrating the relationship between the personality traits of supervisors and their behavior toward subordinates in an accounting setting. The results of our study can be used in identifying the supervisors who have the right personality for the position, which will likely improve the work environment and reduce turnover.
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Kechinyere C. Iheduru-Anderson and Monika M. Wahi
This chapter proposes a global agenda to eliminate racism in nursing by targeting reform at nursing education administration internationally. First, the history of racism in…
Abstract
This chapter proposes a global agenda to eliminate racism in nursing by targeting reform at nursing education administration internationally. First, the history of racism in nursing is reviewed, along with two models – the diversity model and the cultural competence model – that were applied unsuccessfully to counteract racism in nursing. Second, a description of how racism is entrenched in nursing leadership globally is presented. Third, the recalcitrant structures that serve to maintain institutionalized racism (IR) in the international nursing education system are carefully examined. Specifically, the components and constructs involved in IR in nursing education are delineated, and the way in which these negatively impact both ethnic minority (EM) students and faculty are explained. Based on this, a global agenda to eliminate racism in nursing education internationally is proposed. Eliminating racism in higher education in nursing is a mandatory social responsibility if global healthcare is ever to be equitable. Five actionable recommendations are made to eliminate racism in higher education are summarized as follows: (1) components of nursing programs which are designed to eliminate racism in nursing education should be governed at the country level, (2) to design and implement a system of surveillance of the global nursing community to enable standardized measurement to ensure nursing education programs in all countries are meeting anti-racism benchmark targets, (3) nursing education programs should be established worldwide to provide individual pipeline and mentorship programs to ensure the career success of EM nursing students and faculty, (4) nursing education programs should be conducted to reduce barriers to EM participation in these individual support programs, and (5) nursing education programs are required to teach their nursing faculty skills in developing anti-racist curricula that seeks to eliminate implicit bias.
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Samantha E. Erskine, Robert Bonner and Verónica Caridad Rabelo
This study identifies the strategic intersectional identity management (SIIM) behaviors that Latina nonprofit CEOs engage in to navigate hegemonic spaces.
Abstract
Purpose
This study identifies the strategic intersectional identity management (SIIM) behaviors that Latina nonprofit CEOs engage in to navigate hegemonic spaces.
Design/methodology/approach
Data were collected via semi-structured life history interviews with Latina CEOs of nonprofit organizations and analyzed using critical race feminist thematic analysis grounded in critical race theory (CRT), Latinx Critical Legal (LatCrit) theory and feminist theory. Counterstorytelling methods reveal Latina CEOs’ SIIM behaviors and challenge dominant narratives of leadership.
Findings
Latina CEOs recounted experiences of identity threats and their identity manifestations and suppression strategies within five contexts: white supremacy hotbeds, liberal white supremacist spaces, pan-ethnic Latinx communities, white feminist spaces and women of color (WOC)-led workplaces.
Research limitations/implications
This study focuses on Latina CEOs of nonprofits, a distinct context which shares many similarities with for-profit CEO roles. We use a small sample size that, while appropriate for our methodology, limits generalizability.
Practical implications
This research provides valuable insights for practitioners, including board members, donors, staff and coalition partners. It highlights the need for changes in board development, funder education and transformative allyship among coalition partners.
Originality/value
This paper offers SIIM as a way to challenge monolithic constructions of Latinidad and advocates for intersectional analyses and nuance when studying and supporting Latina leaders.
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In considering this subject, it is desirable to consult, and to go by, official documents and any comments made thereon by competent and unprejudiced persons who are recognised as…
Abstract
In considering this subject, it is desirable to consult, and to go by, official documents and any comments made thereon by competent and unprejudiced persons who are recognised as authorities in their special line. In this connection it will be best to take, first, the text of the latest Imperial law as it stands (which is very explicit in regard to what is permitted and to what is not permitted to be done), secondly, the still more explicit official instructions as to how this law is to be carried out and enforced, and, thirdly, the comments of experts on the subject in some standard book intended for public guidance. Such a book is No. 68 of the well‐known Guttentag Law Series, edited by Doctors Lebbin and Baum.
Robert A. Leitch, Michael Majerczyk and Yu Tian
Attribution bias can be costly to firms because it hinders decision makers’ ability to infer the real cause of prior events and take corrective action to improve future…
Abstract
Attribution bias can be costly to firms because it hinders decision makers’ ability to infer the real cause of prior events and take corrective action to improve future performance. This study extends prior research by examining whether and how the presence of variance reporting from accounting systems affects firm profitability through a labor cost management decision that is highly susceptible to attribution bias. Our results support the prediction that the presence of variance reporting (process feedback) increases the likelihood of belief revision and corrective action related to the systematic error, and thus increases overall profitability for the firm. The findings of our study propose a solution to attribution and learning problems observed when decision makers are responsible for both cost management and bids as documented in prior literature.
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The pattern of food prosecutions in more recent times has remained relatively unchanged. Most have been taken under Section 2, Food and Drugs Act, 1955, even for foods which have…
Abstract
The pattern of food prosecutions in more recent times has remained relatively unchanged. Most have been taken under Section 2, Food and Drugs Act, 1955, even for foods which have obviously been unfit for human consumption. The Section because of its wider application has distinct procedural advantages. A few local authorities routinely use Section 8 successfully; it probably depends upon a more liberal interpretation and understanding by local justices. The five‐year study of food prosecutions, (BFJ 1971, 73, 39), separated them into a number of well‐defined groups and showed that those for the presence of foreign material were the majority and remained fairly constant throughout the period; mouldy foods increased during the five years and then remained steady as the second largest single group. The foods most commonly affected and the foreign matter commonly present could be seen; neither changed much during the period of the survey.