Pub Date : 2023-05-11DOI: 10.1108/ejtd-11-2022-0125
Shazia Faiz, N. Mubarak, Samyia Safdar
Purpose This study aims to focus on the dual outcomes and consequences of gritty leadership, including how it encourages followers to engage proactively and, as a result, succeed in their careers. On the other hand, the way it causes job stress in employees affects the overall work-life balance. Design/methodology/approach The snowball sampling method was used to gather data to test the dual outcomes of gritty leadership. Mid-level project employees in Rawalpindi and Islamabad provided the data. Findings The findings of the study indicate that gritty leadership comes with both advantages and disadvantages and adds to the development of individuals. Positive spillover effects (career success) may be created by grit leaders, and vice versa (poor work-life balance). On the bright side, gritty leadership promotes career success favorably through a proactive personality. Contrarily, gritty leadership causes job stress, which has a detrimental impact on work-life balance. Originality/value Thus, this study offers the explanatory mechanism by which the advantages and disadvantages of gritty leadership are manifested. The study is unique because it examines the results of gritty leadership and gives practitioners a realistic notion of the direction they should go.
{"title":"Thinking out of the box’ exploring the dual outcomes of gritty leadership in project-based organizations","authors":"Shazia Faiz, N. Mubarak, Samyia Safdar","doi":"10.1108/ejtd-11-2022-0125","DOIUrl":"https://doi.org/10.1108/ejtd-11-2022-0125","url":null,"abstract":"\u0000Purpose\u0000This study aims to focus on the dual outcomes and consequences of gritty leadership, including how it encourages followers to engage proactively and, as a result, succeed in their careers. On the other hand, the way it causes job stress in employees affects the overall work-life balance.\u0000\u0000\u0000Design/methodology/approach\u0000The snowball sampling method was used to gather data to test the dual outcomes of gritty leadership. Mid-level project employees in Rawalpindi and Islamabad provided the data.\u0000\u0000\u0000Findings\u0000The findings of the study indicate that gritty leadership comes with both advantages and disadvantages and adds to the development of individuals. Positive spillover effects (career success) may be created by grit leaders, and vice versa (poor work-life balance). On the bright side, gritty leadership promotes career success favorably through a proactive personality. Contrarily, gritty leadership causes job stress, which has a detrimental impact on work-life balance.\u0000\u0000\u0000Originality/value\u0000Thus, this study offers the explanatory mechanism by which the advantages and disadvantages of gritty leadership are manifested. The study is unique because it examines the results of gritty leadership and gives practitioners a realistic notion of the direction they should go.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"70 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89378777","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-11DOI: 10.1108/ejtd-02-2023-0020
A. Rao, M. Virick
Purpose This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first argue that organizational tenure – the length of time employed within a specific organization – will exhibit a curvilinear or inverted-U-shaped relationship with career initiative. In the early years of an employment relationship, career initiative gradually increases as employees overcome the initial challenges of joining a new organization. However, career initiative will plateau and eventually decline as employees struggle to envision further development. Design/methodology/approach This study uses a survey design with data collected from the North American operations of a large global telecommunications company. Findings This study identifies two key mechanisms, both concerning relational context, that drive the curvilinear relationship between organizational tenure and career initiative: mentoring and barriers to networking. Specifically, increased mentoring and reduced barriers to networking both significantly weaken the curvilinear effect. Research limitations/implications The results suggest that organizations can promote proactive behaviors through employee mentoring and by removing network barriers, particularly for those most at risk for reduced career initiative: early- and especially later-tenure employees. Originality/value Career initiative is a valued behavior among employees, but individual-level phenomena can be fostered, or inhibited, by relational context. So, while some scholars have found a trend toward “boundaryless” careers, this study reveals the importance of considering how the boundaries and social context within organizations can create an environment in which employee proactivity can flourish.
{"title":"Counteracting the curvilinear relationship between organizational tenure and career initiative: the role of mentoring and network barriers","authors":"A. Rao, M. Virick","doi":"10.1108/ejtd-02-2023-0020","DOIUrl":"https://doi.org/10.1108/ejtd-02-2023-0020","url":null,"abstract":"\u0000Purpose\u0000This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first argue that organizational tenure – the length of time employed within a specific organization – will exhibit a curvilinear or inverted-U-shaped relationship with career initiative. In the early years of an employment relationship, career initiative gradually increases as employees overcome the initial challenges of joining a new organization. However, career initiative will plateau and eventually decline as employees struggle to envision further development.\u0000\u0000\u0000Design/methodology/approach\u0000This study uses a survey design with data collected from the North American operations of a large global telecommunications company.\u0000\u0000\u0000Findings\u0000This study identifies two key mechanisms, both concerning relational context, that drive the curvilinear relationship between organizational tenure and career initiative: mentoring and barriers to networking. Specifically, increased mentoring and reduced barriers to networking both significantly weaken the curvilinear effect.\u0000\u0000\u0000Research limitations/implications\u0000The results suggest that organizations can promote proactive behaviors through employee mentoring and by removing network barriers, particularly for those most at risk for reduced career initiative: early- and especially later-tenure employees.\u0000\u0000\u0000Originality/value\u0000Career initiative is a valued behavior among employees, but individual-level phenomena can be fostered, or inhibited, by relational context. So, while some scholars have found a trend toward “boundaryless” careers, this study reveals the importance of considering how the boundaries and social context within organizations can create an environment in which employee proactivity can flourish.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"115 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80311940","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-09DOI: 10.1108/ejtd-11-2022-0127
M. Lauzier, Annabelle Bilodeau Clarke
Purpose Errors are increasingly recognized as beneficial to the learning process and are more frequently integrated into training curriculums. Despite this growing interest, the work carried out so far offers little evidence highlighting the psychological qualities implicit in learning from error. By focussing on the role of specific trainee’s attributes [i.e. learning goal orientation (LGO) motivation to learn and metacognition], this study aims to better understand the reasons why some trainees benefit more (than others) from being confronted with errors during training. Design/methodology/approach A total of 142 trainees took part in this study by participating in a training on interviewing techniques that also exposed them to various committable errors, and by completing questionnaires at two different times (i.e. before and after training). Findings Results of bootstrap regression analysis highlights three main findings: LGO is positively linked to learning from errors; a significant portion of the link between LGO and learning from error is explained by motivation to learn and metacognition; and these effects are presented in the form of a double-mediated model which suggests two different explanatory pathways (i.e. motivational and cognitive). Originality/value To the best of the authors’ knowledge, this study is among the first to offer insight on the psychological attributes influencing learning from errors and to bring forward the role of two underlying mechanism that are linked to this specific type of learning. It also invites researchers and practitioners to reflect on the best ways to make use of errors in training and promote the value of personal attributes on trainees’ learning experience.
{"title":"Linking learning goal orientation to learning from error: the mediating role of motivation to learn and metacognition","authors":"M. Lauzier, Annabelle Bilodeau Clarke","doi":"10.1108/ejtd-11-2022-0127","DOIUrl":"https://doi.org/10.1108/ejtd-11-2022-0127","url":null,"abstract":"\u0000Purpose\u0000Errors are increasingly recognized as beneficial to the learning process and are more frequently integrated into training curriculums. Despite this growing interest, the work carried out so far offers little evidence highlighting the psychological qualities implicit in learning from error. By focussing on the role of specific trainee’s attributes [i.e. learning goal orientation (LGO) motivation to learn and metacognition], this study aims to better understand the reasons why some trainees benefit more (than others) from being confronted with errors during training.\u0000\u0000\u0000Design/methodology/approach\u0000A total of 142 trainees took part in this study by participating in a training on interviewing techniques that also exposed them to various committable errors, and by completing questionnaires at two different times (i.e. before and after training).\u0000\u0000\u0000Findings\u0000Results of bootstrap regression analysis highlights three main findings: LGO is positively linked to learning from errors; a significant portion of the link between LGO and learning from error is explained by motivation to learn and metacognition; and these effects are presented in the form of a double-mediated model which suggests two different explanatory pathways (i.e. motivational and cognitive).\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this study is among the first to offer insight on the psychological attributes influencing learning from errors and to bring forward the role of two underlying mechanism that are linked to this specific type of learning. It also invites researchers and practitioners to reflect on the best ways to make use of errors in training and promote the value of personal attributes on trainees’ learning experience.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"44 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86894948","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-02DOI: 10.1108/ejtd-07-2022-0083
Jun Yin
Purpose This study aims to investigate the relationship between mentors’ paradox mindset and career mentoring directly and indirectly through self-efficacy and work engagement, drawing insights from attachment theory. Design/methodology/approach A serial mediation model was tested using survey data from 297 employees working in a bank company in China. Findings Paradox mindset had a significant indirect effect on career mentoring through self-efficacy and work engagement, self-efficacy had a significant indirect effect on career mentoring through work engagement, and paradox mindset had a significant indirect effect on career mentoring through self-efficacy and work engagement. Practical implications The results offer practical insights for human resource managers by investigating how mentors’ mindsets affect their psychological states and behaviors. By training and developing mentors’ paradox mindset, mentors can better deal with tensions with a high level of self-efficacy and work engagement in the increasingly changing and demanding work environment and foster functional mentoring relationships. Originality/value Findings of this study provide fresh insights into the relationship between individual differences and mentoring relationships by uncovering the critical role of paradox mindset in enhancing self-efficacy and work engagement. Moreover, the interaction of mentors’ paradox mindset and self-efficacy advances previous studies on attachment theory by investigating the underlying mechanisms of mentoring relationships involving affectionate or emotional factors.
{"title":"The role of mentors’ paradox mindset on career mentoring: application of attachment theory","authors":"Jun Yin","doi":"10.1108/ejtd-07-2022-0083","DOIUrl":"https://doi.org/10.1108/ejtd-07-2022-0083","url":null,"abstract":"\u0000Purpose\u0000This study aims to investigate the relationship between mentors’ paradox mindset and career mentoring directly and indirectly through self-efficacy and work engagement, drawing insights from attachment theory.\u0000\u0000\u0000Design/methodology/approach\u0000A serial mediation model was tested using survey data from 297 employees working in a bank company in China.\u0000\u0000\u0000Findings\u0000Paradox mindset had a significant indirect effect on career mentoring through self-efficacy and work engagement, self-efficacy had a significant indirect effect on career mentoring through work engagement, and paradox mindset had a significant indirect effect on career mentoring through self-efficacy and work engagement.\u0000\u0000\u0000Practical implications\u0000The results offer practical insights for human resource managers by investigating how mentors’ mindsets affect their psychological states and behaviors. By training and developing mentors’ paradox mindset, mentors can better deal with tensions with a high level of self-efficacy and work engagement in the increasingly changing and demanding work environment and foster functional mentoring relationships.\u0000\u0000\u0000Originality/value\u0000Findings of this study provide fresh insights into the relationship between individual differences and mentoring relationships by uncovering the critical role of paradox mindset in enhancing self-efficacy and work engagement. Moreover, the interaction of mentors’ paradox mindset and self-efficacy advances previous studies on attachment theory by investigating the underlying mechanisms of mentoring relationships involving affectionate or emotional factors.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"4 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82243387","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-28DOI: 10.1108/ejtd-11-2022-0132
M. Gutmann, Erik Jentges, Douglas MacKevett
Purpose The purpose of this paper is to describe an innovative approach to overcoming a common dilemma in designing negotiation simulations – that of situating a simulation in a real-life or fictitious context. This binary choice, which the authors call the negotiation designer’s dilemma, has profound implications for the types of learning activities and outcomes that can be integrated into the overall learning experience. As a way of overcoming the trade-offs inherent in this dilemma, the authors developed what they term hybrid simulations, which blend elements of fact and fiction in its contextual design in a particular way. Design/methodology/approach The authors were part of a negotiation simulation design team that used Design Thinking to understand the negotiation designer’s dilemma and to prototype and test a corresponding solution. Findings This paper demonstrates the benefits, potential applications and the how-to of hybrid simulations within the context of two such simulations the authors have designed at two different Swiss business schools. This paper concludes by discussing the potential and limitations for the application of hybrid simulations, as well as areas of potential further development. Originality/value The concept of a hybrid negotiation is a novel design trick that can be used in a variety of negotiation simulation contexts.
{"title":"Hybrid negotiation simulations: how mixing fact and fiction can lead to a more comprehensive learning experience","authors":"M. Gutmann, Erik Jentges, Douglas MacKevett","doi":"10.1108/ejtd-11-2022-0132","DOIUrl":"https://doi.org/10.1108/ejtd-11-2022-0132","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to describe an innovative approach to overcoming a common dilemma in designing negotiation simulations – that of situating a simulation in a real-life or fictitious context. This binary choice, which the authors call the negotiation designer’s dilemma, has profound implications for the types of learning activities and outcomes that can be integrated into the overall learning experience. As a way of overcoming the trade-offs inherent in this dilemma, the authors developed what they term hybrid simulations, which blend elements of fact and fiction in its contextual design in a particular way.\u0000\u0000\u0000Design/methodology/approach\u0000The authors were part of a negotiation simulation design team that used Design Thinking to understand the negotiation designer’s dilemma and to prototype and test a corresponding solution.\u0000\u0000\u0000Findings\u0000This paper demonstrates the benefits, potential applications and the how-to of hybrid simulations within the context of two such simulations the authors have designed at two different Swiss business schools. This paper concludes by discussing the potential and limitations for the application of hybrid simulations, as well as areas of potential further development.\u0000\u0000\u0000Originality/value\u0000The concept of a hybrid negotiation is a novel design trick that can be used in a variety of negotiation simulation contexts.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"2 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79144989","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-27DOI: 10.1108/ejtd-10-2022-0103
Omaima Hajjami, Oliver S. Crocco
Purpose The purpose of this study is to investigate the factors that influenced employee engagement in the context of remote work as a result of the COVID-19 pandemic and compare them with antecedents of employee engagement in traditional workplaces. Design/methodology/approach This study adopted an integrative literature review design of 27 empirical and conceptual peer-reviewed journal articles from a host of academic databases. Data were analyzed via a matrix and mapped onto individual and organizational antecedents of employee engagement. Findings This study identified 18 antecedents of remote work, which were categorized into individual antecedents, for example, mindfulness and digital literacy, as well as organizational antecedents, for example, job autonomy and supportive leadership. These findings were compared with antecedents of employee engagement in traditional workplaces to generate new knowledge about the impact of remote work on employee engagement as a result of the large shift to remote work in 2020. Originality/value This study synthesizes the most recent literature on antecedents of employee engagement in remote work settings as the result of the pandemic and contrasts these new approaches with previously identified antecedents of employee engagement in traditional workplaces.
{"title":"Evolving approaches to employee engagement: comparing antecedents in remote work and traditional workplaces","authors":"Omaima Hajjami, Oliver S. Crocco","doi":"10.1108/ejtd-10-2022-0103","DOIUrl":"https://doi.org/10.1108/ejtd-10-2022-0103","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to investigate the factors that influenced employee engagement in the context of remote work as a result of the COVID-19 pandemic and compare them with antecedents of employee engagement in traditional workplaces.\u0000\u0000\u0000Design/methodology/approach\u0000This study adopted an integrative literature review design of 27 empirical and conceptual peer-reviewed journal articles from a host of academic databases. Data were analyzed via a matrix and mapped onto individual and organizational antecedents of employee engagement.\u0000\u0000\u0000Findings\u0000This study identified 18 antecedents of remote work, which were categorized into individual antecedents, for example, mindfulness and digital literacy, as well as organizational antecedents, for example, job autonomy and supportive leadership. These findings were compared with antecedents of employee engagement in traditional workplaces to generate new knowledge about the impact of remote work on employee engagement as a result of the large shift to remote work in 2020.\u0000\u0000\u0000Originality/value\u0000This study synthesizes the most recent literature on antecedents of employee engagement in remote work settings as the result of the pandemic and contrasts these new approaches with previously identified antecedents of employee engagement in traditional workplaces.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"6 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87373331","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-23DOI: 10.1108/ejtd-10-2022-0104
L. Nguyen, R. Evan, Sanghamitra Chaudhuri, Marcia S. Hagen, Denise E. Williams
Purpose Organizations increasingly use inclusion initiatives to reflect a meaningful involvement of their entire workforce as part of their larger diversity, equity and inclusion (DEI) strategies. However, the conceptualization of inclusion and its impact on larger DEI efforts and the organization remains unclear, coupled with the organizations’ struggles to find ways to embrace and advance inclusion. Hence, the purpose of this study is to synthesize ways of inclusion conceptualizations and review empirical evidence related to inclusion. Design/methodology/approach The authors conducted a literature review using the method of scoping review coupled with topical cluster mapping techniques. Findings The authors captured three ways of inclusion conceptualizations and provided an overview of topic clusters related to inclusion and its measurement tools. The authors also proposed a path model of inclusion based on emerging empirical evidence related to inclusion in the workplace. Originality/value To the best of the authors’ knowledge, this is one of the pioneering efforts to provide a much-needed review of inclusion in the workplace, which provides guidance for further research and practice to fulfill the goal of inclusion for all in the current workplace.
{"title":"Inclusion in the workplace: an integrative literature review","authors":"L. Nguyen, R. Evan, Sanghamitra Chaudhuri, Marcia S. Hagen, Denise E. Williams","doi":"10.1108/ejtd-10-2022-0104","DOIUrl":"https://doi.org/10.1108/ejtd-10-2022-0104","url":null,"abstract":"\u0000Purpose\u0000Organizations increasingly use inclusion initiatives to reflect a meaningful involvement of their entire workforce as part of their larger diversity, equity and inclusion (DEI) strategies. However, the conceptualization of inclusion and its impact on larger DEI efforts and the organization remains unclear, coupled with the organizations’ struggles to find ways to embrace and advance inclusion. Hence, the purpose of this study is to synthesize ways of inclusion conceptualizations and review empirical evidence related to inclusion.\u0000\u0000\u0000Design/methodology/approach\u0000The authors conducted a literature review using the method of scoping review coupled with topical cluster mapping techniques.\u0000\u0000\u0000Findings\u0000The authors captured three ways of inclusion conceptualizations and provided an overview of topic clusters related to inclusion and its measurement tools. The authors also proposed a path model of inclusion based on emerging empirical evidence related to inclusion in the workplace.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is one of the pioneering efforts to provide a much-needed review of inclusion in the workplace, which provides guidance for further research and practice to fulfill the goal of inclusion for all in the current workplace.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"44 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77893188","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-23DOI: 10.1108/ejtd-10-2022-0105
Pham Tien Thanh, N. T. Thu Ha
Purpose Because employees’ positive attitudes and behaviors are important to ensure organizational performance, organizations attempt to carry out human resource practices to shape these attitudes and behaviors. This paper aims to examine this issue by focusing on the effects of training and development (TD) on employee engagement (EE), satisfaction (ES) and retention (ER). Design/methodology/approach For empirical analysis, the authors use structural equation modeling and data collected from employees in a developing economy. Findings TD is positively and directly associated with EE, ES and ER. In addition, EE is found to mediate the indirect effects of TD on ES and ER. Practical implications The findings suggest some practical implications for TD activities to enhance employees’ positive attitudes and behaviors. Originality/value To the best of the authors’ knowledge, this research is among the early attempts to examine the direct and indirect effects of TD on EE, ES and ER in a developing economy. The findings add to the growing literature suggesting that TD can contribute to the improvement of employees’ positive attitudes and behaviors.
{"title":"Linking training and development to employees’ attitudes and behaviors: the mediating role of engagement","authors":"Pham Tien Thanh, N. T. Thu Ha","doi":"10.1108/ejtd-10-2022-0105","DOIUrl":"https://doi.org/10.1108/ejtd-10-2022-0105","url":null,"abstract":"\u0000Purpose\u0000Because employees’ positive attitudes and behaviors are important to ensure organizational performance, organizations attempt to carry out human resource practices to shape these attitudes and behaviors. This paper aims to examine this issue by focusing on the effects of training and development (TD) on employee engagement (EE), satisfaction (ES) and retention (ER).\u0000\u0000\u0000Design/methodology/approach\u0000For empirical analysis, the authors use structural equation modeling and data collected from employees in a developing economy.\u0000\u0000\u0000Findings\u0000TD is positively and directly associated with EE, ES and ER. In addition, EE is found to mediate the indirect effects of TD on ES and ER.\u0000\u0000\u0000Practical implications\u0000The findings suggest some practical implications for TD activities to enhance employees’ positive attitudes and behaviors.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this research is among the early attempts to examine the direct and indirect effects of TD on EE, ES and ER in a developing economy. The findings add to the growing literature suggesting that TD can contribute to the improvement of employees’ positive attitudes and behaviors.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"17 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87668227","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-14DOI: 10.1108/ejtd-04-2022-0050
Qi Kou, Roziah Mohd Rasdi, Nurfazreen Aina Muhamad Nasharudin, Ahmad Aizuddin Md Rami, Peng Cao, Nordahlia Umar Baki
Purpose This study aims to examine the relationship between contextual factors and career exploration. Career adaptability mediates the relationship between social support, sense of belonging and career exploration. Design/methodology/approach This quantitative study involved 291 undergraduates recruited from two universities in China. Data were analyzed using structural equation modeling. Findings The results indicated that social support and sense of belonging were positively related to career adaptability. Career adaptability was found to be a mediator between relational predictors and career exploration. Contrary to our hypothesis, the direct path from sense of belonging to career exploration was insignificant. Originality/value This study highlights the importance of career adaptability in connecting contextual indicators and career exploration in the Chinese context.
{"title":"Does fit perception influence career exploration in a relational context? The mediating role of career adaptability","authors":"Qi Kou, Roziah Mohd Rasdi, Nurfazreen Aina Muhamad Nasharudin, Ahmad Aizuddin Md Rami, Peng Cao, Nordahlia Umar Baki","doi":"10.1108/ejtd-04-2022-0050","DOIUrl":"https://doi.org/10.1108/ejtd-04-2022-0050","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine the relationship between contextual factors and career exploration. Career adaptability mediates the relationship between social support, sense of belonging and career exploration.\u0000\u0000\u0000Design/methodology/approach\u0000This quantitative study involved 291 undergraduates recruited from two universities in China. Data were analyzed using structural equation modeling.\u0000\u0000\u0000Findings\u0000The results indicated that social support and sense of belonging were positively related to career adaptability. Career adaptability was found to be a mediator between relational predictors and career exploration. Contrary to our hypothesis, the direct path from sense of belonging to career exploration was insignificant.\u0000\u0000\u0000Originality/value\u0000This study highlights the importance of career adaptability in connecting contextual indicators and career exploration in the Chinese context.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"37 4 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84691986","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-07DOI: 10.1108/ejtd-11-2022-0119
R. Sartori, F. Tommasi, Andrea Ceschi, S. Noventa, Mattia Zene
Purpose Given the instability and volatility of the labour market and the global talent scarcity, placing more attention on job employability is fundamental. In this context, the literature has already extensively examined employability as a crucial individual aspect, identifying some significant antecedents, including the applicability of training on the job. The present study aims to examine the impact that teaching employees to craft their job may have on the levels of applicability of training and if, in turn, this improves self-perceived employability. Design/methodology/approach The authors involved three private organizations that followed three workshops on job crafting behaviour. To empirically assess the intervention, the authors asked participants of the workshop to complete four quantitative diaries on a weekly basis, i.e. one per week, one before the intervention and three after the intervention. The diaries comprised measures of job crafting behaviours, applicability of training and self-perceived employability. Findings Multi-level analysis of data collected provided support to the positive associations between job crafting behaviour and self-perceived employability with the mediating effect of applicability of training. Notably, the applicability of training improves when individuals search for challenges, which indirectly affects perceived employability in terms of organizational sense. Research limitations/implications In the present study, no control group was used with which the results of our intervention could be compared. However, this does not affect the overall results, given the amount of intraindividual variability. Originality/value The paper proposes initial avenues for promoting employability at work via the use of behavioural job crafting intervention.
{"title":"Learning in the workplace: evidence on the role of behavioural job crafting on fostering self-perceived employability","authors":"R. Sartori, F. Tommasi, Andrea Ceschi, S. Noventa, Mattia Zene","doi":"10.1108/ejtd-11-2022-0119","DOIUrl":"https://doi.org/10.1108/ejtd-11-2022-0119","url":null,"abstract":"\u0000Purpose\u0000Given the instability and volatility of the labour market and the global talent scarcity, placing more attention on job employability is fundamental. In this context, the literature has already extensively examined employability as a crucial individual aspect, identifying some significant antecedents, including the applicability of training on the job. The present study aims to examine the impact that teaching employees to craft their job may have on the levels of applicability of training and if, in turn, this improves self-perceived employability.\u0000\u0000\u0000Design/methodology/approach\u0000The authors involved three private organizations that followed three workshops on job crafting behaviour. To empirically assess the intervention, the authors asked participants of the workshop to complete four quantitative diaries on a weekly basis, i.e. one per week, one before the intervention and three after the intervention. The diaries comprised measures of job crafting behaviours, applicability of training and self-perceived employability.\u0000\u0000\u0000Findings\u0000Multi-level analysis of data collected provided support to the positive associations between job crafting behaviour and self-perceived employability with the mediating effect of applicability of training. Notably, the applicability of training improves when individuals search for challenges, which indirectly affects perceived employability in terms of organizational sense.\u0000\u0000\u0000Research limitations/implications\u0000In the present study, no control group was used with which the results of our intervention could be compared. However, this does not affect the overall results, given the amount of intraindividual variability.\u0000\u0000\u0000Originality/value\u0000The paper proposes initial avenues for promoting employability at work via the use of behavioural job crafting intervention.\u0000","PeriodicalId":46786,"journal":{"name":"European Journal of Training and Development","volume":"28 1","pages":""},"PeriodicalIF":2.2,"publicationDate":"2023-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78071498","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：