JOURNAL OF MANAGEMENT DEVELOPMENT最新文献_第7页

Building leader credibility: guidance drawn from literature 建立领导信誉:从文献中获得指导

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2023-02-28 DOI: 10.1108/jmd-09-2022-0230

Ralph I. Williams, W. R. Clark, D. Raffo, L. Clark

PurposeLeader credibility is often discussed in literature. Although the literature discusses many facts related to building leader credibility, organized and structured knowledge of how leaders build leader credibility is missing. The present study's purpose is to begin closing that gap by drawing concepts from the literature related to building leader credibility, categorizing them into relevant constructs and building a model. The present study provides a foundation, built from items drawn from peer-reviewed literature, for future research on how leaders build credibility.Design/methodology/approachThe authors reviewed 66 articles discussing or exploring building leader credibility. From those articles, they drew potential leader credibility antecedents. They analyzed the antecedents, seeking to group them into understandable constructs that provide a building leader credibility model. Seeking nomological validity (evidence that our building leader credibility constructs reflect real-world thinking), they conducted an open-ended survey to compare what practitioners say builds leader credibility to our model.FindingsThe leader credibility antecedents the authors drew from the literature fell into two dimensions: competence and character. The competence antecedents fell into three subdivisions: interpersonal competence, technical competence and leader competence. The character antecedents fell into two subdivisions: character behaviors and character attributes. Responses from our open-ended survey fit our five subdimensions for building leader credibility, providing some nomological validity for our model.Practical implicationsThe authors’ model may help practitioners see the big picture of building leader credibility, develop specific tactics for building leader credibility and provide a basis for assessing their building leader credibility approach.Originality/valueAlthough leader credibility is vastly researched and leader credibility antecedents are discussed or explored, a big-picture model of building leader credibility is lacking. This study pursues a path previously not taken, developing a credibility-building model drawn from concepts presented in the literature.

文献中经常讨论领导者的可信度。虽然文献讨论了许多与建立领导者信誉有关的事实，但缺乏关于领导者如何建立领导者信誉的有组织和结构化的知识。本研究的目的是通过从文献中提取与建立领导者可信度相关的概念，将其分类为相关结构并建立模型，开始缩小这一差距。本研究从同行评议文献中提取的项目为未来关于领导者如何建立可信度的研究提供了基础。设计/方法/方法作者回顾了66篇讨论或探索建立领导者可信度的文章。从这些文章中，他们找到了潜在领导者的可信度先例。他们分析了前因，试图将它们归类为可理解的结构，从而提供了一个建立领导者可信度的模型。为了寻求符号学上的有效性(证明我们构建的领导者可信度结构反映了现实世界的思维)，他们进行了一项开放式调查，将实践者所说的构建领导者可信度的方法与我们的模型进行比较。作者从文献中得出的领导者可信度前因分为两个维度:能力和性格。胜任力前因可分为人际胜任力、技术胜任力和领导胜任力三大类。角色前因分为两个子类:角色行为和角色属性。我们开放式调查的回答符合我们建立领导者可信度的五个子维度，为我们的模型提供了一些法理上的有效性。实践意义作者的模型可以帮助实践者看到建立领导者信誉的大局，制定建立领导者信誉的具体策略，并为评估他们建立领导者信誉的方法提供基础。原创性/价值尽管人们对领导者的可信度进行了广泛的研究，并且讨论或探索了领导者可信度的前因，但缺乏建立领导者可信度的宏观模型。本研究走了一条以前没有走过的道路，从文献中提出的概念中开发了一个可信度建立模型。

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引用次数: 0

A conceptual framework for understanding the learning processes integral to the development of responsible management practice 一个概念框架，用于理解学习过程中不可或缺的负责任的管理实践的发展

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2023-02-27 DOI: 10.1108/jmd-07-2022-0181

Louise Preget

PurposeThis paper aims to examines responsible management (RM) practice and the learning processes that underpin its development. It presents a conceptual framework to highlight the relationship between the learning experience of the individual and their capacity to develop responsible practice.Design/methodology/approachThis conceptual paper synthesises knowledge from studies of how managers learn for ethical and responsible practice. A scoping review of peer-reviewed academic papers was conducted using key search terms that included “responsible management learning” (RML), “ethics”, “Human Resource Development (HRD)”, “responsible management (RM)”, “responsible leadership (RL)” and “work-based learning”. Analysis resulted in development of a conceptual framework of RML processes.FindingsThe review of studies concerned with how individuals learn to manage “responsibly” identified a range of learning processes that are necessary for the development of responsible practice. These learning processes are presented in a conceptual model that offers insights for the design of HRD interventions. Learning for responsible practice is presented as occurring in learning spaces where the learner/manager experiences a combination of learning processes. These are found to include situated, social and experiential learning that is “transformative”, potentially “troublesome” and “reflexive” such that learners develop responsible values and practices.Research limitations/implicationsThe paper contributes to the field of management development by focussing on the intersection between what is known about how individuals learn for ethical and responsible practice and the implications for work-based learning pedagogies. The paper will be of interest to HRD professionals tasked with fostering a responsible and ethical culture within organisations.Practical implicationsFor HRD practitioners, this paper highlights the importance of work-based learning intervention design. What is suggested is that not all HRD interventions are likely to provide the learning conditions required for the development of “responsible practice”. A review of research into RML points to the need for interventions that offer a deep, personal, situated and transformative learning experience. There are organisational implications that arise from the type of learning found to develop responsible practice. For example, facilitating managers skills and awareness of how they learn such as: developing reflective practices and supporting developmental/collaborative networks that examine existing workplace practices. HRD professionals will need to recognise the need to support individual's learning for responsible practice given that it may entail questioning existing practice, and confronting troublesome knowledge, such as recognising where areas of irresponsibility exist. This may have implications for wider HR practices such as line management support, reward and performance management.Originality/va

目的本文旨在探讨责任管理(RM)的实践和学习过程，巩固其发展。它提出了一个概念框架，以突出个人的学习经验和他们发展负责任的实践能力之间的关系。设计/方法/途径这篇概念性论文综合了管理者如何学习道德和负责任的实践的研究知识。对同行评议的学术论文进行了范围审查，关键词包括“负责任的管理学习”、“道德”、“人力资源开发”、“负责任的管理”、“负责任的领导”和“基于工作的学习”。分析的结果是开发了RML过程的概念框架。关于个人如何学会“负责任地”管理的研究综述确定了一系列学习过程，这些过程对于发展负责任的实践是必要的。这些学习过程以概念模型的形式呈现，为人力资源开发干预措施的设计提供了见解。负责任实践的学习是在学习者/管理者经历学习过程组合的学习空间中出现的。这些被发现包括情境学习、社会学习和体验学习，这些学习具有“变革性”、潜在的“麻烦”和“反身性”，从而使学习者发展负责任的价值观和实践。研究局限/启示本文通过关注个人如何学习道德和负责任的实践与基于工作的学习教学法的含义之间的交叉点，为管理发展领域做出了贡献。负责在组织内培养负责任和道德文化的人力资源开发专业人员将对该文件感兴趣。对于人力资源开发从业者，本文强调了基于工作的学习干预设计的重要性。所建议的是，并非所有人力资源开发干预都可能提供发展“负责任的做法”所需的学习条件。对RML研究的回顾指出，有必要采取干预措施，提供深刻的、个性化的、情境化的、变革性的学习体验。开发负责任实践的学习类型对组织产生影响。例如，促进管理人员的技能和对他们如何学习的认识，例如:开发反思实践并支持检查现有工作场所实践的发展/协作网络。人力资源开发专业人员需要认识到支持个人学习负责任的实践的必要性，因为这可能需要质疑现有的实践，并面对棘手的知识，例如认识到存在不负责任的领域。这可能会对更广泛的人力资源实践产生影响，如直线管理支持、奖励和绩效管理。原创性/价值本文通过关注个人如何学习道德和负责任的实践与基于工作的学习教学法的含义之间的交叉点，为管理发展领域做出了贡献。负责在组织内培养负责任和道德文化的人力资源开发专业人员将对该文件感兴趣。

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引用次数: 0

Integrity, positive psychological capital and academic performance 诚信、积极心理资本与学业成绩

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2023-02-03 DOI: 10.1108/jmd-07-2022-0162

T. Chaffin, B. Luthans, K. Luthans

PurposeIn this study, the authors consider the mediating role of psychological capital (i.e. PsyCap) in the relationship between integrity and academic performance. Specifically, the authors propose that integrity is a relatively stable and distal character strength that is likely to have a minimal direct effect on academic performance. Going further, the authors argue that integrity is more likely to have an indirect effect on academic performance via the psychological resources that encompass one's PsyCap.Design/methodology/approachDrawing from a sample of 179 undergraduate business students and student grade point average (GPA) data, the authors find support for the notion that PsyCap partially mediates the relationship between integrity and academic performance.FindingsThese findings reveal the key role that PsyCap plays in translating a student's integrity toward behaviors that lead to higher levels of academic performance.Originality/valuePrior research suggests the direct relationship between integrity and academic performance has been mixed. In this study, the authors consider how mediation may help explain this relationship. The authors believe this to be among the first empirical studies to consider integrity, PsyCap and academic performance.

目的探讨心理资本(psychological capital, PsyCap)在诚信与学业成绩关系中的中介作用。具体来说，作者提出，诚信是一种相对稳定的、远端的性格优势，可能对学习成绩产生最小的直接影响。进一步说，作者认为，诚信更有可能通过包含一个人心理cap的心理资源对学习成绩产生间接影响。设计/方法/方法从179名本科商科学生的样本和学生的平均绩点(GPA)数据中，作者发现PsyCap部分地中介了诚信和学习成绩之间的关系。这些发现揭示了心理测试在将学生的正直转化为导致更高水平学习成绩的行为方面所起的关键作用。先前的研究表明，诚信与学习成绩之间的直接关系好坏参半。在这项研究中，作者考虑如何调解可能有助于解释这种关系。作者认为，这是第一个考虑诚信、心理cap和学业成绩的实证研究。

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引用次数: 3

The entrepreneurial journey in Vietnam's public relations industry: the motivation, the role and the challenges 越南公关行业的创业之旅:动机、角色和挑战

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2023-01-19 DOI: 10.1108/jmd-04-2022-0101

Tuong-Minh Ly-Le

PurposeWith the growing importance of small and medium entreprises (SMEs), especially in Asia Pacific, the demand for research on these topics continues to grow. This study examines the growth challenges faced by Vietnamese entrepreneurs by exploring the founders' challenges, decisions and motivations during their company's growth stage. The study aims to expand the body of knowledge about entrepreneurship in an emerging Asian market, Vietnam, as well as to give practical advice to entrepreneurs and businesspeople in Vietnam.Design/methodology/approachThe study adopted an inductive, grounded theory approach, using a series of in-depth interviews with public relations agencies' founders in Vietnam.FindingsThe study found that founders in Vietnam's public relations industry are challenge-driven, firmly attached to their founded consulting businesses. These founders appreciate learning and earning opportunities more than company growth or control; thus, they did not demonstrate the growth dilemma usually seen in SME founders.Practical implicationsThis study provides guidance to nascent entrepreneurs in Vietnam, especially those in the public relations sector. As founders in this industry usually lack a business management background or experience, understanding what lies ahead in the start-up venture will help them better prepare themselves and avoid failure early in their business.Originality/valueThe study findings challenge the widely-held assumption that all entrepreneurs pursue growth and typically experience the growth versus delegation crisis. The study also contributes by expanding the limited body of knowledge about Vietnamese entrepreneurship, an area that has not been well studied and the Vietnamese public relations agencies.

目的随着中小型企业（SME）的重要性日益增长，特别是在亚太地区，对这些主题的研究需求持续增长。本研究通过探索创始人在公司成长阶段面临的挑战、决策和动机，考察了越南企业家面临的成长挑战。该研究旨在扩展关于越南新兴亚洲市场创业的知识体系，并为越南的企业家和商人提供切实可行的建议。设计/方法/方法该研究采用了归纳、扎根的理论方法，通过对越南公共关系机构创始人的一系列深入采访，研究发现，越南公共关系行业的创始人是挑战驱动型的，坚定地致力于他们创办的咨询业务。这些创始人更喜欢学习和赚钱的机会，而不是公司的成长或控制；因此，他们没有表现出中小企业创始人通常面临的增长困境。实际意义这项研究为越南的新兴企业家，特别是公共关系部门的企业家提供了指导。由于该行业的创始人通常缺乏商业管理背景或经验，了解创业企业的未来将有助于他们更好地做好准备，避免在创业初期失败。独创性/价值研究结果挑战了人们普遍认为的所有企业家都追求增长，并且通常会经历增长与授权危机的假设。这项研究还扩大了对越南创业的有限了解，这一领域尚未得到很好的研究，也有助于越南公共关系机构。

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引用次数: 1

Impact of diversity management on innovative work behavior: mediating role of human resource management and affective commitment 多样性管理对创新工作行为的影响:人力资源管理和情感承诺的中介作用

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2022-12-30 DOI: 10.1108/jmd-06-2022-0154

Kayhan Tajeddini, Taylan Budur, T. Gamage, Ahmet Demir, Halil Zaim, Ramazan Topal

PurposeThis paper investigates the effect of diversity management on employees' innovative work behavior (IWB) through human resource management (HRM) and affective commitment (AC).Design/methodology/approachData were collected from 358 employees of small- and medium-sized enterprises in the Kurdistan Region of Iraq. The hypothesized model has been evaluated using structural equation modeling.FindingsFindings suggest that workforce diversity management directly and significantly affected HRM and AC. Furthermore, findings revealed that HRM significantly influenced both employees' IWB and AC, while AC had a significant positive influence on IWB. Moreover, concerning the indirect effects, AC and HRM significantly mediated the relationship between DM and employees' IWB.Research limitations/implicationsA cross-sectional single source dataset is used to evaluate the hypothesized model.Originality/valueGrounded in the social exchange and institutional theories, this research fills the gap in the literature by addressing the “black box” of how workforce DM influences employees' IWB while examining the mediating role of employees' AC and firm HRM policies.

目的通过人力资源管理(HRM)和情感承诺(AC)研究多样性管理对员工创新工作行为(IWB)的影响。设计/方法/方法数据收集自伊拉克库尔德斯坦地区中小型企业的358名员工。利用结构方程模型对假设模型进行了评估。研究结果表明，劳动力多样性管理直接显著地影响了人力资源管理和AC。此外，研究结果表明，人力资源管理对员工的IWB和AC都有显著影响，而AC对IWB有显著的正向影响。此外，在间接效应方面，AC和人力资源管理显著地中介了DM与员工IWB之间的关系。研究的局限性/意义一个横断面的单源数据集被用来评估假设的模型。原创性/价值本研究以社会交换理论和制度理论为基础，填补了文献中的空白，解决了劳动力DM如何影响员工IWB的“黑箱”，同时考察了员工AC和企业人力资源管理政策的中介作用。

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引用次数: 5

Elements of management and leadership strengthening in health systems: a qualitative study from Iran 加强卫生系统管理和领导的要素:来自伊朗的定性研究

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2022-12-29 DOI: 10.1108/jmd-12-2021-0338

Rona Bahreini, Masumeh Gholizadeh, Mahmood Yousefi, Ali Janati

Purpose

The importance of management capacity in the health sector has been increasingly recognized. The World Health Organization (WHO) (2008) has claimed that limited “management capacity” in low-income countries is one of the main obstacles toward achieving health-related goals. The aim of this study is to answer the research question: “What are the elements of management and leadership capacity of senior managers from the perspective of senior managers.”

Design/methodology/approach

Semi-structured individual interviews were conducted with 20 senior health managers. Sampling method was purposive. Data were collected using a researcher-made interview guide. The transcribed text was analyzed using framework analysis.

Findings

Five main themes emerged from the analysis are: (1) competencies required for managers; (2) selection and appointment of managers; (3) establishment of managers' database; (4) deployment of functional support system; and (5) environmental sensitivity. Each of these themes contains sub-themes.

Research limitations/implications

Due to the COVID-19 pandemic, the interviews were conducted virtually. This may have had an impact on obtaining wealthy data because in a face-to-face interview, it is possible to question and answer, get additional explanations and understand the interviewee's mentality.

Practical implications

Extracting elements of management and leadership capacity helps managers to assess management capacity and leadership comprehensively and effectively. In addition, effective and useful operations can be done to strengthen the management and leadership capacity.

Originality/value

This is the first study that has identified the main elements of management and leadership capacity from the perspective of senior health managers in Iran. This article provides the components of the health system management and leadership capacity that can be used at top management level.

目的人们日益认识到卫生部门管理能力的重要性。世界卫生组织(世卫组织)(2008年)声称，低收入国家有限的"管理能力"是实现卫生相关目标的主要障碍之一。本研究的目的是回答研究问题:“从高级管理者的角度来看，高级管理者的管理和领导能力的要素是什么?”设计/方法/方法对20名高级卫生管理人员进行了半结构化的个人访谈。抽样方法有目的性。数据收集使用研究人员制定的访谈指南。对转录文本进行框架分析。从分析中得出的五个主要主题是:(1)管理人员所需的能力;(二)选拔和聘任管理人员;(3)建立管理者数据库;(4)功能支持系统部署;(5)环境敏感性。每个主题都包含子主题。研究局限性/意义由于COVID-19大流行，访谈采用虚拟方式进行。这可能会对获得丰富的数据产生影响，因为在面对面的采访中，可以提问和回答，获得额外的解释，并了解受访者的心态。提取管理能力和领导能力的要素有助于管理者全面有效地评估管理能力和领导能力。此外，可以采取有效和有用的行动来加强管理和领导能力。原创性/价值这是首次从伊朗高级卫生管理人员的角度确定管理和领导能力的主要要素的研究。本文提供了可用于最高管理层的卫生系统管理和领导能力的组成部分。

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引用次数: 0

The influence of socio-cognitive mindfulness and resilience on middle managers' stress and thriving during COVID-19: results from two studies COVID-19期间社会认知正念和弹性对中层管理人员压力和繁荣的影响:两项研究的结果

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2022-12-27 DOI: 10.1108/jmd-05-2022-0112

Rachel R. Slaymaker, K. K. O’Byrne, Peter E. Williams

PurposeThe purpose of this study was to examine the influence of socio-cognitive mindfulness on resilience, stress and thriving among middle managers in higher education at two separate periods during the COVID-19 pandemic. In Study 1, the authors examined how socio-cognitive mindfulness predicted perceived stress and whether the relationship between mindfulness and perceived stress was mediated by resilience. In Study 2, the authors replicated the first study and further hypothesized that the link between mindfulness and thriving was also mediated by resilience.Design/methodology/approachThe authors conducted cross-sectional correlational studies to test the hypotheses using data from 163 middle managers in higher education early in the pandemic in Study 1 and 204 middle managers a year later in Study 2.FindingsStudy 1 findings showed socio-cognitive mindfulness predicted perceived stress, and that resilience fully mediated this relationship. In Study 2, socio-cognitive mindfulness did not predict perceived stress, but it did predict thriving, and that relationship was fully mediated by resilience.Originality/valueThis research is the first to address how socio-cognitive mindfulness directly impacts perceived stress and thriving and its impact through building resilience. To date, few studies have focused on stress in higher education middle managers or addressed the importance of building socio-cognitive mindfulness and resilience to thrive amid ongoing challenges. Implications of the pandemic's influence on the results are also addressed.

目的本研究的目的是在COVID-19大流行期间的两个不同时期，研究社会认知正念对高等教育中层管理人员的恢复力、压力和繁荣的影响。在研究1中，作者研究了社会认知正念如何预测感知压力，以及正念与感知压力之间的关系是否由弹性介导。在研究2中，作者重复了第一项研究，并进一步假设正念和繁荣之间的联系也是由弹性介导的。设计/方法/方法作者进行了横断面相关研究，使用研究1中163名高等教育中层管理人员和研究2中一年后204名中层管理人员的数据来检验假设。研究1的发现表明，社会认知正念预测感知压力，而弹性完全介导了这种关系。在研究2中，社会认知正念不能预测感知到的压力，但它确实预测了繁荣，这种关系完全由弹性介导。原创性/价值这项研究首次探讨了社会认知正念如何直接影响感知压力和繁荣，以及它通过建立弹性产生的影响。迄今为止，很少有研究关注高等教育中层管理人员的压力，也很少有研究关注建立社会认知正念和适应力的重要性，以便在持续的挑战中茁壮成长。还讨论了大流行病对结果的影响。

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引用次数: 2

The future of work post Covid-19: key perceived HR implications of hybrid workplaces in India 新冠肺炎后工作的未来：印度混合工作场所对人力资源的关键影响

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2022-11-24 DOI: 10.1108/jmd-11-2021-0304

Anju Verma, M. Venkatesan, M. Kumar, J. Verma

PurposeHuman history observed an arduous time fighting the novel infectious respiratory disease Covid-19 coronavirus, which started in Wuhan, China and spread rapidly across the globe in 2020. Economies and the countries including India around the world experienced dismay with nationwide lockdowns and the fear of the unknowing. The unforeseen circumstances enforced immediate transitions in the organizations' work environment through remote working, digital infrastructure, online collaborations and new ways of interaction. The pandemic altered the workplace trajectories in lasting ways as the employees settled into a new routine of working from home more quickly than imagined. Now, as India and many other countries slowly move beyond the crisis, there exists a need to realize the implications of the pandemic on the workplace and articulate the future of work. This article, therefore, investigates the key perceived benefits and the HR implications of the new and emerging concept of hybrid workplaces and presents an HRM framework for their successful adoption in India. The findings may prove crucial in framing new workplace norms and shaping them. Moreover, this research would provide practitioners, policymakers, business leaders and HR professionals insights about the need to review the existing workplaces and successfully roll out hybrid work models in accordance with HR strategies.Design/methodology/approachThe methodology of Systematic Review of Literature (SLR) was adopted to study the key perceived benefits and the HR implications of hybrid workplaces.FindingsThe findings of the study would help business leaders, HR professionals, policymakers and researchers in developing HR policies and approaches for the adoption of the hybrid workplace as they chart the path toward the post-pandemic future.Research limitations/implicationsThe study stresses the HR implications of the future of work as the hybrid workplace paradigm evolves. The approach is explorative and would require quantitative validation in different sectors and countries.Originality/valueThe study makes a direct link between the hybrid workplaces and the impetus for the transformation of HR strategies. It also examines the changing role of the human resources (HR) functions and professionals after the pandemic.

目的人类历史见证了抗击新型传染性呼吸道疾病新冠肺炎冠状病毒的艰难时期，该疾病始于中国武汉，并于2020年在全球迅速传播。世界各地的经济体和包括印度在内的国家都对全国封锁和对未知情况的恐惧感到沮丧。不可预见的情况迫使组织的工作环境通过远程工作、数字基础设施、在线合作和新的互动方式立即转变。疫情以持久的方式改变了工作场所的轨迹，因为员工比想象中更快地适应了在家工作的新习惯。现在，随着印度和许多其他国家慢慢摆脱危机，有必要认识到疫情对工作场所的影响，并阐明工作的未来。因此，本文调查了新出现的混合工作场所概念的关键感知利益和人力资源影响，并为其在印度的成功采用提供了人力资源管理框架。这些发现可能对制定新的工作场所规范和塑造这些规范至关重要。此外，这项研究将为从业者、政策制定者、商业领袖和人力资源专业人士提供关于审查现有工作场所并根据人力资源战略成功推出混合工作模式的必要性的见解。设计/方法/方法采用文献系统综述（SLR）的方法来研究混合工作场所的关键感知效益和人力资源影响。发现这项研究的发现将有助于商业领袖、人力资源专业人士、政策制定者和研究人员制定人力资源政策和方法，以采用混合工作场所，为疫情后的未来规划道路。研究局限性/含义随着混合工作场所范式的发展，该研究强调了未来工作对人力资源的影响。这种方法是探索性的，需要在不同部门和国家进行定量验证。独创性/价值本研究将混合工作场所与人力资源战略转型的动力直接联系起来。它还考察了疫情后人力资源职能和专业人员角色的变化。

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引用次数: 10

Developing positive self-leadership through “Inner Engineering” 通过“内在工程”培养积极的自我领导能力

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2022-10-18 DOI: 10.1108/jmd-05-2021-0129

Tracy F. H. Chang, Rebecca N. Baelen, T. T. Ramburn, Pradeep Purandare

PurposeThe study evaluated the effect of a comprehensive yogic methodology called “Inner Engineering Online” (IEO) on developing positive self-leadership. The authors hypothesized that IEO would equip participants with knowledge and skills to optimize their functioning in major experiential dimensions of the self (body, mind, emotion, and energy) and produce a synergistic effect in enhancing well-being and positive organizational behavior for employees, leaders, and entrepreneurs.Design/methodology/approachThe study uses a field quasi-experimental one group design with pre- and post-tests. The sample consists of 97 employees, 84 leaders and 76 entrepreneurs in various industries (N = 264).FindingsThe pairwise t-test results show that IEO has a positive effect on well-being (mindfulness, joy, vitality, and restfulness) and positive organizational behavior (meaningful work, psychological capital, and work engagement).Research limitations/implicationsThe study is limited by the lack of a control group. Future research may use a randomized control design to confirm the present findings and explore the mechanisms through which IEO exercises its effect and other positive outcomes.Practical implicationsIEO complements the behavioral and cognitive strategies of self-leadership by including emotional and energetic strategies to produce a synergistic effect on positive outcomes. The program is multi-lingual and scalable and can be implemented in and outside of the organizational settings globally.Originality/valueThe study proposes the concept of positive self-leadership and is the first study to investigate the potentiality of an emerging program for developing positive self-leadership.

目的:本研究评估了一种名为“内心工程在线”(IEO)的综合瑜伽方法对发展积极自我领导的影响。作者假设，IEO将为参与者提供知识和技能，以优化他们在自我的主要体验维度(身体、思想、情感和能量)上的功能，并在提高员工、领导者和企业家的幸福感和积极的组织行为方面产生协同效应。设计/方法/方法本研究采用现场准实验的一组设计，包括前后测试。样本由各行各业的97名员工、84名领导和76名企业家组成(N = 264)。两两t检验结果表明，IEO对幸福感(正念、快乐、活力和安宁)和积极的组织行为(有意义的工作、心理资本和工作投入)有积极影响。研究的局限性/意义这项研究因缺乏对照组而受到限制。未来的研究可能会采用随机对照设计来证实目前的研究结果，并探索IEO发挥其作用和其他积极结果的机制。sieo通过包括情绪策略和精力策略来补充自我领导的行为策略和认知策略，从而产生积极结果的协同效应。该计划是多语言和可扩展的，可以在全球组织设置内外实施。该研究提出了积极自我领导的概念，并且是第一个调查发展积极自我领导的新兴项目的潜力的研究。

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引用次数: 3

The impact of digital leadership on sustainable performance: a systematic literature review 数字化领导对可持续绩效的影响:系统的文献综述

IF 3.1 Q3 MANAGEMENT

JOURNAL OF MANAGEMENT DEVELOPMENT

Pub Date : 2022-10-17 DOI: 10.1108/jmd-03-2022-0070

Tze Yin Khaw, A. Teoh, Siti Nabiha Abdul Khalid, S. Letchmunan

PurposeIn today's constantly changing workplace, leaders encounter new challenges consequent to rising digitization. Tackling these problems effectively requires digital leadership, a prominent idea in discussions about what abilities the managers need to be developed in the digital age. The study analyses the leadership elements needed and determines the impact of digital leadership on sustainable performance. The aim of this systematic literature review (SLR) is to identify the relationship between digital leadership concepts and leadership development by proposing digital leadership for management development to ensure sustainable performance in an organisation.Design/methodology/approachROSES (RepOrting Standards for Systematics Evidence Syntheses) was used as the publication standard for this systematic literature review, which incorporated a variety of research approaches. For this study's article selection, one of the most important scientific databases, Scopus, was used. Only articles published between 2001 and 2021 were reviewed. The focus of the article was on digital leadership and performance.FindingsThis review identified five main themes: leadership styles, measurements of leadership, antecedents to good leadership, outcomes of good leadership and gaps in current research areas. An additional ten sub-themes were derived from the five primary topics.Originality/valueThis paper systematically reviewed two decades of literature related to digital leadership and its impact on sustainable performance. The findings allow leaders to better understand the leadership trend and develop appropriate leadership practices to overcome future challenges for sustainable performance.

目的在当今不断变化的工作场所，领导者面临着数字化浪潮带来的新挑战。有效解决这些问题需要数字领导力，这是讨论数字时代管理者需要培养哪些能力的一个突出想法。该研究分析了所需的领导力要素，并确定了数字领导力对可持续绩效的影响。本系统文献综述（SLR）的目的是通过为管理发展提出数字领导力，以确保组织的可持续绩效，从而确定数字领导力概念与领导力发展之间的关系。设计/方法论/方法ROSES（系统学证据合成的RepOrting Standards for Systematics Evidence Synthesis）被用作本系统文献综述的出版标准，该综述包含了各种研究方法。在本研究的文章选择中，使用了最重要的科学数据库之一Scopus。只审查了2001年至2021年间发表的文章。这篇文章的重点是数字领导力和绩效。发现这篇综述确定了五个主要主题：领导风格、领导能力的衡量标准、良好领导能力的前因、良好领导的结果以及当前研究领域的差距。从五个主要专题中又衍生出十个分专题。原创性/价值本文系统回顾了20年来与数字领导力及其对可持续绩效的影响有关的文献。研究结果使领导者能够更好地了解领导趋势，并制定适当的领导实践，以克服未来可持续绩效的挑战。

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引用次数: 14