JOURNAL OF MANAGEMENT DEVELOPMENT最新文献

{"title":"The entrepreneurial journey in Vietnam's public relations industry: the motivation, the role and the challenges","authors":"Tuong-Minh Ly-Le","doi":"10.1108/jmd-04-2022-0101","DOIUrl":"https://doi.org/10.1108/jmd-04-2022-0101","url":null,"abstract":"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.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2023-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43330046","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}

{"title":"Impact of diversity management on innovative work behavior: mediating role of human resource management and affective commitment","authors":"Kayhan Tajeddini, Taylan Budur, T. Gamage, Ahmet Demir, Halil Zaim, Ramazan Topal","doi":"10.1108/jmd-06-2022-0154","DOIUrl":"https://doi.org/10.1108/jmd-06-2022-0154","url":null,"abstract":"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.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42811061","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}

{"title":"Elements of management and leadership strengthening in health systems: a qualitative study from Iran","authors":"Rona Bahreini, Masumeh Gholizadeh, Mahmood Yousefi, Ali Janati","doi":"10.1108/jmd-12-2021-0338","DOIUrl":"https://doi.org/10.1108/jmd-12-2021-0338","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>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.”</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>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.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>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.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>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.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>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.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>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.</p><!--/ Abstract__block -->","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138519422","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}

{"title":"The influence of socio-cognitive mindfulness and resilience on middle managers' stress and thriving during COVID-19: results from two studies","authors":"Rachel R. Slaymaker, K. K. O’Byrne, Peter E. Williams","doi":"10.1108/jmd-05-2022-0112","DOIUrl":"https://doi.org/10.1108/jmd-05-2022-0112","url":null,"abstract":"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.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44433322","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}

{"title":"The future of work post Covid-19: key perceived HR implications of hybrid workplaces in India","authors":"Anju Verma, M. Venkatesan, M. Kumar, J. Verma","doi":"10.1108/jmd-11-2021-0304","DOIUrl":"https://doi.org/10.1108/jmd-11-2021-0304","url":null,"abstract":"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.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41312124","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}

{"title":"Developing positive self-leadership through “Inner Engineering”","authors":"Tracy F. H. Chang, Rebecca N. Baelen, T. T. Ramburn, Pradeep Purandare","doi":"10.1108/jmd-05-2021-0129","DOIUrl":"https://doi.org/10.1108/jmd-05-2021-0129","url":null,"abstract":"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.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45915172","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}

{"title":"The impact of digital leadership on sustainable performance: a systematic literature review","authors":"Tze Yin Khaw, A. Teoh, Siti Nabiha Abdul Khalid, S. Letchmunan","doi":"10.1108/jmd-03-2022-0070","DOIUrl":"https://doi.org/10.1108/jmd-03-2022-0070","url":null,"abstract":"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.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45480019","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}

{"title":"Gatekeepers influencing careers of Canadian public sector employees: views from managers and union employees","authors":"Sean Darling, J. Cunningham","doi":"10.1108/jmd-11-2021-0298","DOIUrl":"https://doi.org/10.1108/jmd-11-2021-0298","url":null,"abstract":"PurposeThe purpose of this paper is to develop a better understanding of the types of career models that different managerial and union employees view influencing their career development.Design/methodology/approachIn this study, the authors gathered interview data from 74 public sector employees in management and union positions illustrating examples of the career models they experienced.FindingsThe study explains how unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The results, based on interviews in a Canadian government organization, suggest that employees perceive that different gate keepers are central in shaping careers of management and union employees in a more traditional career hierarchy, even though other perspectives or orientations of career progression exist in encouraging people to take more responsibility for career development. Management participants were more likely to be guided by upper level managers who acted as gatekeepers within a ‘perception of organizational politics’ model where “the system has a procedural merit rather than real merit….and systemic biases are not even realized by the people doing the hiring.” Key gatekeepers for union employees were those in human resource departments and the union who defined the fairness of the procedures within a human capital model which generally managed career development as a reward for higher levels of experience, education, and training. The findings illustrate unique ways that each set of gatekeepers shape the way that selection and promotion processes are carried out.Research limitations/implicationsThe authors are mindful that our results are, at best, exploratory. The qualitative interviews were from a sample of 74 government workers in the Canadian public service and should be verified with further research. Although the authors felt that interviews illustrated saturation and might only be a reliable reflection of a specific sample, other research should examine these findings in other contexts. Further examination of these findings might help us understand the challenges of developing systems and procedures which illustrate a distributive rather than merely a procedural fairness.Practical implicationsThe process of socialization for a career in management and union positions is demonstrated by the boundaries through which a person moves from being an outsider to an insider to the organization. Unique career models are often defined by gatekeepers who act in setting out the procedures, incentives, and norms for the careers of others. The research and practical implications point to: (i) designing supplemental behavioral interview questions and tools in selection and promotion as a way to respond to systemic biases, (ii) building awareness of how to respond to biases of the powerful role of referrals and networks in shaping careers of managerial employees, and (iii) taking steps t","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46967674","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}

{"title":"Evaluating the effect of knowledge risks on sustainability: the mediating role of organizational performance","authors":"R. A. El Khatib, A. A. Ali","doi":"10.1108/jmd-01-2022-0006","DOIUrl":"https://doi.org/10.1108/jmd-01-2022-0006","url":null,"abstract":"PurposeThe purpose of this paper is to examine the links between knowledge risks, organizational performance and knowledge-intensive firms (KIFs)' sustainability.Design/methodology/approachA questionnaire was administered with a sample of 427 respondents from Lebanon. The gathered data were analyzed using SEM approach.FindingsThe empirical evidence confirms the potential role of knowledge risks in reducing the sustainability of firms. Furthermore, organizational performance was revealed to partially mediate the relationship between knowledge risks and sustainability.Practical implicationsThe study's findings inspire managers of KIFs to use effective knowledge management practices to mitigate potential knowledge risks.Originality/valueKnowledge risks and knowledge risk management are still unexplored in the literature. This paper is a pioneering study that advances the knowledge management field by emphasizing the significance of knowledge risks and their influence on the performance and sustainability of KIFs in Lebanon, a country with a culture distinct from that of Western contexts.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44824991","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}

{"title":"The link between transformational leadership and organizational development: testing the mediating role of employees' maturity","authors":"Naghi Radi Afsouran, M. Charkhabi, Fatemeh Mohammadkhani, Laura Seidel","doi":"10.1108/jmd-06-2021-0167","DOIUrl":"https://doi.org/10.1108/jmd-06-2021-0167","url":null,"abstract":"PurposeThis 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/approachHypotheses 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.FindingsPearson 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/valueTransformational leaders may use the maturity of employees to increase their impact in the process of organizational development.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46042700","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}