首页 > 最新文献

JOURNAL OF MANAGEMENT DEVELOPMENT最新文献

英文 中文
Authentic leadership in a pandemic world: an exploratory study in the Indian context 流行病世界中的真正领导:在印度背景下的探索性研究
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-08-04 DOI: 10.1108/jmd-10-2021-0281
A. Chully, Jerin Jose, Luthufi M
PurposeThe purpose of this paper is to explore the strategies that helps leaders be authentic in order to be able to respond proactively and become effective in helping their organisations they lead in the context of the COVID-19 pandemic.Design/methodology/approachUsing a qualitative approach, 25 business leaders from diverse sectors were interviewed to understand what sustained them in an adverse context.FindingsResults reveal various dimensions of authentic leadership in a disruptive environment. Authentic leaders have to exhibit distinct behaviours that stems from re-examining oneself to reaffirming organisational purpose. Reimagining the work is emerged as the newer dimension to the authentic leadership considering the context of COVID-19.Practical implicationsThe results of the study provides insights for anyone leading organisations in today's disruptive business environment. The findings of this study can be used further to undertake quantitative studies to test professional relationships and understand the leadership strategies at different time frames.Originality/valueThis paper addresses the strategies that leaders successfully follow to withstand the COVID crisis and highlights the different roles and behaviours that helped leaders to address the crisis confidently.
目的本文的目的是探索有助于领导者真实性的策略,以便能够在新冠肺炎大流行的背景下积极应对并有效地帮助他们领导的组织。设计/方法/方法采用定性方法,采访了来自不同行业的25位商业领袖,以了解他们在不利环境中的支撑因素。调查结果揭示了在颠覆性环境中真正领导力的各个方面。真正的领导者必须表现出不同的行为,这些行为源于重新审视自己和重申组织目标。考虑到新冠肺炎的背景,重新构想工作已成为真正领导层的新维度。实际含义研究结果为当今颠覆性商业环境中的任何领导组织提供了见解。这项研究的结果可以进一步用于进行定量研究,以测试职业关系并了解不同时间段的领导策略。独创性/价值本文阐述了领导者成功抵御新冠肺炎危机所遵循的战略,并强调了帮助领导者自信应对危机的不同角色和行为。
{"title":"Authentic leadership in a pandemic world: an exploratory study in the Indian context","authors":"A. Chully, Jerin Jose, Luthufi M","doi":"10.1108/jmd-10-2021-0281","DOIUrl":"https://doi.org/10.1108/jmd-10-2021-0281","url":null,"abstract":"PurposeThe purpose of this paper is to explore the strategies that helps leaders be authentic in order to be able to respond proactively and become effective in helping their organisations they lead in the context of the COVID-19 pandemic.Design/methodology/approachUsing a qualitative approach, 25 business leaders from diverse sectors were interviewed to understand what sustained them in an adverse context.FindingsResults reveal various dimensions of authentic leadership in a disruptive environment. Authentic leaders have to exhibit distinct behaviours that stems from re-examining oneself to reaffirming organisational purpose. Reimagining the work is emerged as the newer dimension to the authentic leadership considering the context of COVID-19.Practical implicationsThe results of the study provides insights for anyone leading organisations in today's disruptive business environment. The findings of this study can be used further to undertake quantitative studies to test professional relationships and understand the leadership strategies at different time frames.Originality/valueThis paper addresses the strategies that leaders successfully follow to withstand the COVID crisis and highlights the different roles and behaviours that helped leaders to address the crisis confidently.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47473519","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}
引用次数: 3
Virtual team performance: E-leadership roles in the era of COVID-19 虚拟团队绩效:新冠肺炎时代的电子领导角色
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-07-15 DOI: 10.1108/jmd-05-2021-0151
Neerja Kashive, V. Khanna, Lina Powale
PurposeThe coronavirus disease 2019 (COVID-19) situation has led to the emergence of virtual teams in all organizations, and the role of leadership has become more pertinent. The current research focuses on understanding the factors for better team performance in virtual teams. Based on the contingency perspective, the behavioral complexity in leadership (BCL) theory is the most appropriate as BCL requires the leader to demonstrate multiple contrasting leadership behaviors according to the situation. Both internal as well external roles were explored, which could facilitate better communication quality and role clarity to increase interpersonal trust and leadership effectiveness in the current crisis.Design/methodology/approachData were collected from employees who have worked in virtual teams during the crisis and who have experience of working in a virtual team environment. A total of 200 questionnaires were distributed, and 175 were received. A path model was built applying partial least squares structural equation modeling (PLS-SEM).FindingsCommunication quality has come as a partial mediator for the relationship between internal and external leadership roles and trust. Role clarity fully mediated the relationship between external leadership roles and conflict. Internal and external leadership roles showed a significant effect on leadership effectiveness, which were further related to team performance in virtual teams. Additionally, synchronous technology was used more by virtual teams.Research limitations/implicationsThe study did not examine cultural differences or cultural adaptation in virtual teams. Instead of the BCL theory, future research may apply attribute-based or relational-based theory to examine leadership roles in virtual team performance.Originality/valueUsing the BCL theory, the current study contributes to an understanding of virtual team performance and the internal as well as external role of leaders. This is relevant in an environment of extreme ambiguity such as COVID-19.
目的2019冠状病毒病(新冠肺炎)的形势导致所有组织中出现了虚拟团队,领导的作用变得更加重要。目前的研究重点是了解虚拟团队中提高团队绩效的因素。基于偶然性视角,领导行为复杂性理论是最合适的,因为领导行为复杂性要求领导者根据情况表现出多种截然不同的领导行为。探讨了内部和外部角色,这有助于提高沟通质量和角色清晰度,从而在当前危机中提高人际信任和领导效率。设计/方法/方法数据是从危机期间在虚拟团队中工作过的员工以及有在虚拟团队环境中工作经验的员工那里收集的。共发放了200份调查问卷,收到175份。运用偏最小二乘结构方程模型(PLS-SEM)建立了路径模型。发现沟通质量已成为内部和外部领导角色与信任关系的部分中介。角色明确性充分调解了外部领导角色与冲突之间的关系。内部和外部领导角色对领导效能有显著影响,这与虚拟团队中的团队绩效进一步相关。此外,虚拟团队更多地使用同步技术。研究局限性/含义该研究没有考察虚拟团队中的文化差异或文化适应。未来的研究可能会应用基于属性或关系的理论来检验虚拟团队绩效中的领导角色,而不是BCL理论。独创性/价值利用BCL理论,本研究有助于理解虚拟团队绩效以及领导者的内部和外部角色。这在新冠肺炎等极端模糊的环境中是相关的。
{"title":"Virtual team performance: E-leadership roles in the era of COVID-19","authors":"Neerja Kashive, V. Khanna, Lina Powale","doi":"10.1108/jmd-05-2021-0151","DOIUrl":"https://doi.org/10.1108/jmd-05-2021-0151","url":null,"abstract":"PurposeThe coronavirus disease 2019 (COVID-19) situation has led to the emergence of virtual teams in all organizations, and the role of leadership has become more pertinent. The current research focuses on understanding the factors for better team performance in virtual teams. Based on the contingency perspective, the behavioral complexity in leadership (BCL) theory is the most appropriate as BCL requires the leader to demonstrate multiple contrasting leadership behaviors according to the situation. Both internal as well external roles were explored, which could facilitate better communication quality and role clarity to increase interpersonal trust and leadership effectiveness in the current crisis.Design/methodology/approachData were collected from employees who have worked in virtual teams during the crisis and who have experience of working in a virtual team environment. A total of 200 questionnaires were distributed, and 175 were received. A path model was built applying partial least squares structural equation modeling (PLS-SEM).FindingsCommunication quality has come as a partial mediator for the relationship between internal and external leadership roles and trust. Role clarity fully mediated the relationship between external leadership roles and conflict. Internal and external leadership roles showed a significant effect on leadership effectiveness, which were further related to team performance in virtual teams. Additionally, synchronous technology was used more by virtual teams.Research limitations/implicationsThe study did not examine cultural differences or cultural adaptation in virtual teams. Instead of the BCL theory, future research may apply attribute-based or relational-based theory to examine leadership roles in virtual team performance.Originality/valueUsing the BCL theory, the current study contributes to an understanding of virtual team performance and the internal as well as external role of leaders. This is relevant in an environment of extreme ambiguity such as COVID-19.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41754406","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}
引用次数: 8
Responding to pandemic challenges: leadership lessons from multinational enterprises (MNEs) in India 应对大流行病挑战:来自印度跨国企业的领导经验
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-06-07 DOI: 10.1108/jmd-11-2021-0309
Paul C. Hong, Nitya P. Singh, N. Elangovan, Guydeuk Yeon
PurposeThe business sector plays a major role in achieving comprehensive economic development goals in emerging economies. Consequently, the effects of business responses to the COVID-19 pandemic are receiving increasing research attention from an organizational management development perspective. This article aims to examine the role of leadership in charting the course in an extraordinary crisis context.Design/methodology/approachUsing institutional leadership theory, leadership contingency theory and dynamic leadership capability theory, the authors present a research framework that defines macrochallenges and organizational level responses and outcomes. The article adopts a case study approach, which includes the identification of four target companies and conducting in-depth interviews with senior management professionals within those companies at different time periods.FindingsBased on the interviews, the steps that Indian companies adopted to respond to the COVID-19 challenge are identified. Expanding the insight from the case study, the findings suggest that although feeling overwhelmed at first, organizational leaders combine prudent (i.e. timely and speedy actions for survival first) and bold (i.e. future envisioning for expansion and growth) actions enabling these firms to weather two waves of the COVID-19 pandemic in India.Originality/valueThese multiple case studies are unique in exploring MNEs from different industries. This study also highlights the dynamic relationships between leadership practices, risk management strategies and performance outcomes based on a sound theoretical model and rigorous study methods.
商业部门在实现新兴经济体的全面经济发展目标方面发挥着重要作用。因此,从组织管理发展的角度来看,企业应对COVID-19大流行的影响受到越来越多的研究关注。这篇文章的目的是研究在一个特殊的危机背景下,领导在制定过程中的作用。运用制度领导理论、领导权变理论和动态领导能力理论,作者提出了一个定义宏观挑战和组织层面反应与结果的研究框架。本文采用案例研究的方法,包括确定四个目标公司,并在不同时期对这些公司的高级管理人员进行深入访谈。调查结果根据访谈,确定了印度公司为应对COVID-19挑战而采取的步骤。扩大案例研究的洞察力,研究结果表明,尽管组织领导者一开始感到不知所措,但他们结合了谨慎(即及时和迅速的生存行动)和大胆(即对未来扩张和增长的设想)的行动,使这些公司能够经受住印度COVID-19大流行的两波浪潮。原创性/价值这些多个案例研究在探索来自不同行业的跨国公司方面是独一无二的。本研究还通过完善的理论模型和严谨的研究方法,强调了领导实践、风险管理策略和绩效结果之间的动态关系。
{"title":"Responding to pandemic challenges: leadership lessons from multinational enterprises (MNEs) in India","authors":"Paul C. Hong, Nitya P. Singh, N. Elangovan, Guydeuk Yeon","doi":"10.1108/jmd-11-2021-0309","DOIUrl":"https://doi.org/10.1108/jmd-11-2021-0309","url":null,"abstract":"PurposeThe business sector plays a major role in achieving comprehensive economic development goals in emerging economies. Consequently, the effects of business responses to the COVID-19 pandemic are receiving increasing research attention from an organizational management development perspective. This article aims to examine the role of leadership in charting the course in an extraordinary crisis context.Design/methodology/approachUsing institutional leadership theory, leadership contingency theory and dynamic leadership capability theory, the authors present a research framework that defines macrochallenges and organizational level responses and outcomes. The article adopts a case study approach, which includes the identification of four target companies and conducting in-depth interviews with senior management professionals within those companies at different time periods.FindingsBased on the interviews, the steps that Indian companies adopted to respond to the COVID-19 challenge are identified. Expanding the insight from the case study, the findings suggest that although feeling overwhelmed at first, organizational leaders combine prudent (i.e. timely and speedy actions for survival first) and bold (i.e. future envisioning for expansion and growth) actions enabling these firms to weather two waves of the COVID-19 pandemic in India.Originality/valueThese multiple case studies are unique in exploring MNEs from different industries. This study also highlights the dynamic relationships between leadership practices, risk management strategies and performance outcomes based on a sound theoretical model and rigorous study methods.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46716949","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}
引用次数: 3
How can a leader's humility enhance civility climate and employee voice in a competitive environment? 在竞争激烈的环境中,领导者的谦逊如何提高文明氛围和员工的发言权?
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-06-06 DOI: 10.1108/jmd-11-2021-0297
Achmadi Achmadi, Hendryadi Hendryadi, A. Siregar, Ambo Sakka Hadmar
PurposeThis study aimed to examine the relationship between leader humility, civility climate and employee voice and uncover the moderating effect of competitive climate on the relationship between leader humility, civility climate and employee voice.Design/methodology/approachThree hundred seventy-nine respondents from various sectors in Indonesia participated in this study. All hypotheses were examined using hierarchical multiple regression analysis using the Hayes' macro PROCESS.FindingsLeader humility positively and significantly impacts civility climate and employee voice. Competitive climate was confirmed as a moderator in the relationship between leader humility and civility climate and employee voice. The effect of team humility and civility climate on employee voice was strongest in a highly competitive climate.Practical implicationsBy encouraging the adoption of leader humility, organizations can develop a civility climate and promote employee voice in the workplace. Leader humility is congruent with leadership practices in Asian countries, which are more strongly influenced by the virtues of certain religions. Leaders should demonstrate humble behaviors to generate a civility climate and employee voice. Authoritarian leadership and the high power distance inherent in Asian countries pose a challenge to the prioritization of humble behavior.Originality/valueThis study adds to the extant literature by revealing that leader humility fosters a civility climate and civility climate has positive consequences on employee voice; it is the first study to examine these relationships. Drawing on the social exchange theory, new insights explain the psychological mechanism underlying the relationship between leader humility, civility climate and employee voice while proposing a competitive climate as the boundary condition.
目的本研究旨在检验领导者谦逊、文明氛围与员工话语权之间的关系,揭示竞争氛围对领导者谦逊、礼貌氛围与员工发言权之间关系的调节作用。设计/方法/方法来自印度尼西亚各部门的379名受访者参与了这项研究。所有假设都使用Hayes的宏观过程进行了分层多元回归分析。领导谦逊对文明氛围和员工声音产生了积极而显著的影响。竞争氛围被证实是领导者谦逊、文明氛围和员工声音之间关系的调节因素。在竞争激烈的环境中,团队谦逊和文明氛围对员工声音的影响最为强烈。实际含义通过鼓励领导者谦逊,组织可以营造一种文明的氛围,并提高员工在工作场所的发言权。领导者的谦逊与亚洲国家的领导实践相一致,这些国家更受某些宗教美德的影响。领导者应该表现出谦逊的行为,以营造文明的氛围和员工的声音。亚洲国家固有的威权领导和高权力距离对谦逊行为的优先顺序构成了挑战。独创性/价值本研究补充了现有文献,揭示了领导者的谦逊培养了一种文明氛围,而文明氛围对员工的声音有积极影响;这是第一个研究这些关系。借鉴社会交换理论,新的见解解释了领导谦逊、文明氛围和员工声音之间关系的心理机制,同时提出了竞争氛围作为边界条件。
{"title":"How can a leader's humility enhance civility climate and employee voice in a competitive environment?","authors":"Achmadi Achmadi, Hendryadi Hendryadi, A. Siregar, Ambo Sakka Hadmar","doi":"10.1108/jmd-11-2021-0297","DOIUrl":"https://doi.org/10.1108/jmd-11-2021-0297","url":null,"abstract":"PurposeThis study aimed to examine the relationship between leader humility, civility climate and employee voice and uncover the moderating effect of competitive climate on the relationship between leader humility, civility climate and employee voice.Design/methodology/approachThree hundred seventy-nine respondents from various sectors in Indonesia participated in this study. All hypotheses were examined using hierarchical multiple regression analysis using the Hayes' macro PROCESS.FindingsLeader humility positively and significantly impacts civility climate and employee voice. Competitive climate was confirmed as a moderator in the relationship between leader humility and civility climate and employee voice. The effect of team humility and civility climate on employee voice was strongest in a highly competitive climate.Practical implicationsBy encouraging the adoption of leader humility, organizations can develop a civility climate and promote employee voice in the workplace. Leader humility is congruent with leadership practices in Asian countries, which are more strongly influenced by the virtues of certain religions. Leaders should demonstrate humble behaviors to generate a civility climate and employee voice. Authoritarian leadership and the high power distance inherent in Asian countries pose a challenge to the prioritization of humble behavior.Originality/valueThis study adds to the extant literature by revealing that leader humility fosters a civility climate and civility climate has positive consequences on employee voice; it is the first study to examine these relationships. Drawing on the social exchange theory, new insights explain the psychological mechanism underlying the relationship between leader humility, civility climate and employee voice while proposing a competitive climate as the boundary condition.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48616442","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}
引用次数: 5
Detached but not deviant: the impact of career expectations and job crafting on the dysfunctional effects of amotivation 超然但不偏离:职业期望和工作塑造对动机功能失调的影响
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-05-31 DOI: 10.1108/jmd-10-2021-0284
Huda Masood, Leonard Karakowsky, M. Podolsky
PurposeThis study aims to investigate the link between amotivation and workplace deviance. The authors further outlined how the relationship between amotivation and deviant behavior can be mitigated via proactive work strategies such as job crafting and career outcome expectations.Design/methodology/approachThe authors conducted a convergent design, mixed-method study to investigate workplace deviance as an outcome of amotivation or the lack of motivation towards an activity. The quantitative data from cross-sectional surveys entailed 127 respondents. The qualitative data comprised of 25 in-depth interviews. The authors sought insights from individuals' lived experiences to understand how amotivated individuals behave at work.FindingsThe quantitative findings contended a significant relationship between amotivation and organizational deviance. The authors also found evidence for the buffering role of career outcome expectations on amotivation and deviance. Finally, avoidance job crafting has been shown to significantly attenuate the aforementioned relationship. The qualitative study identified three broader themes about amotivated individuals' work outcomes.Practical implicationsAmotivation can arise among individuals who feel trapped in a job they want to exit and can result in a range of dysfunctional outcomes including workplace deviance. While amotivated employees may be hard to flag, employers can keep such individuals from demonstrating workplace deviance through placing interventions such as job crafting and career development programs.Originality/valueThe existing literature on work motivation has predominantly overlooked the role of amotivation in determining employee outcomes. The current research generates a new line of inquiry by identifying workplace deviance as an outcome of amotivation. The authors further highlighted that such dysfunctional outcomes of amotivation can be mitigated by job crafting and career outcomes expectancies.
目的本研究旨在探讨工作动机与工作异常之间的联系。作者进一步概述了如何通过积极主动的工作策略(如工作制定和职业结果预期)来缓解积极主动和越轨行为之间的关系。设计/方法论/方法作者进行了一项融合设计、混合方法的研究,以调查工作场所的偏差是对某项活动缺乏动力或缺乏动力的结果。横断面调查的定量数据涉及127名受访者。定性数据包括25次深入访谈。作者从个人的生活经历中寻求见解,以了解缺乏动力的个人在工作中的行为。定量研究结果表明,动机和组织偏差之间存在显著关系。作者还发现了职业结果预期对动机和偏差的缓冲作用的证据。最后,回避工作制作已被证明能显著削弱上述关系。这项定性研究确定了三个关于积极性个体工作成果的更广泛主题。实际含义动机可能出现在那些觉得自己被困在想要退出的工作中的人身上,并可能导致一系列功能失调的结果,包括工作场所的偏差。虽然不积极的员工可能很难被发现,但雇主可以通过制定工作制定和职业发展计划等干预措施,防止这些人在工作场所表现出越轨行为。独创性/价值现有的关于工作动机的文献主要忽视了激励在决定员工结果中的作用。目前的研究通过将工作场所的越轨行为确定为动机的结果,产生了一条新的调查路线。作者进一步强调,这种不正常的激励结果可以通过工作制定和职业结果预期来缓解。
{"title":"Detached but not deviant: the impact of career expectations and job crafting on the dysfunctional effects of amotivation","authors":"Huda Masood, Leonard Karakowsky, M. Podolsky","doi":"10.1108/jmd-10-2021-0284","DOIUrl":"https://doi.org/10.1108/jmd-10-2021-0284","url":null,"abstract":"PurposeThis study aims to investigate the link between amotivation and workplace deviance. The authors further outlined how the relationship between amotivation and deviant behavior can be mitigated via proactive work strategies such as job crafting and career outcome expectations.Design/methodology/approachThe authors conducted a convergent design, mixed-method study to investigate workplace deviance as an outcome of amotivation or the lack of motivation towards an activity. The quantitative data from cross-sectional surveys entailed 127 respondents. The qualitative data comprised of 25 in-depth interviews. The authors sought insights from individuals' lived experiences to understand how amotivated individuals behave at work.FindingsThe quantitative findings contended a significant relationship between amotivation and organizational deviance. The authors also found evidence for the buffering role of career outcome expectations on amotivation and deviance. Finally, avoidance job crafting has been shown to significantly attenuate the aforementioned relationship. The qualitative study identified three broader themes about amotivated individuals' work outcomes.Practical implicationsAmotivation can arise among individuals who feel trapped in a job they want to exit and can result in a range of dysfunctional outcomes including workplace deviance. While amotivated employees may be hard to flag, employers can keep such individuals from demonstrating workplace deviance through placing interventions such as job crafting and career development programs.Originality/valueThe existing literature on work motivation has predominantly overlooked the role of amotivation in determining employee outcomes. The current research generates a new line of inquiry by identifying workplace deviance as an outcome of amotivation. The authors further highlighted that such dysfunctional outcomes of amotivation can be mitigated by job crafting and career outcomes expectancies.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44164335","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}
引用次数: 4
The mediating effects of psychological states on the relationship of job dimensions to personal and work outcomes, for fresh graduates 应届毕业生心理状态对工作维度对个人和工作成果关系的中介作用
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-05-25 DOI: 10.1108/jmd-10-2021-0274
Carole Serhan, H. Tsangari
PurposeIn today's challenging markets, organizations need to explore new ways to maximize employees' effectiveness and job satisfaction. Within this context, employed fresh graduates are a special group, which requires attention. Recognizing its needs in job design is one of the keys. The aim of the study is to determine the mediating role of experienced psychological states in the relationship between job dimensions and personal/work outcomes (motivation, satisfaction, effectiveness and commitment).Design/methodology/approachThe new “modified job characteristics model” (MJCM) was implemented, where the focus was on testing if experienced psychological states play a mediating role. An index for summarizing core job dimensions (modified motivating potential score (MMPS)) was also developed in the study. For the empirical testing of the new modeling framework, a sample of 630 employed fresh graduates in Lebanon was selected. Various statistical analyses were performed, including partial correlation and multiple regression analysis.FindingsResults showed that for those core job dimensions that significantly affected fresh graduates' personal/work outcomes, the relation was not direct causal, but was mediated by “experienced meaningfulness of the work”, “experienced responsibility for outcomes of the work”, “knowledge of results”, “self-confidence” and “prestige inside outside”. Further, MMPS was verified as a valid score reflecting the “motivating potential” of a job.Practical implicationsThe findings demonstrate the importance of effectively designing and redesigning jobs: employers should focus on the core job dimensions and adopt an adjusted strategy to enhance fresh graduates' affective and behavioral responses.Originality/valueThe current study innovatively examines fresh graduates' psychological states and their role as a mediator in the relation between job dimensions and job satisfaction or commitment. A new modeling framework is used and an index for summarizing job dimensions is developed.
目的在当今充满挑战的市场中,组织需要探索新的方法来最大限度地提高员工的效率和工作满意度。在这种背景下,就业应届毕业生是一个特殊的群体,需要引起重视。在工作设计中认识到它的需求是关键之一。本研究的目的是确定经验心理状态在工作维度与个人/工作结果(动机、满意度、有效性和承诺)之间的关系中的中介作用,重点是测试有经验的心理状态是否起到了中介作用。研究中还开发了一个总结核心工作维度的指数(修正的激励潜力得分(MMPS))。为了对新的建模框架进行实证检验,选择了630名黎巴嫩在职应届毕业生作为样本。进行了各种统计分析,包括偏相关和多元回归分析。研究结果表明,对于那些显著影响应届毕业生个人/工作结果的核心工作维度,这种关系不是直接的因果关系,而是由“工作的经验意义”、“对工作结果的经验责任”、“结果知识”、“自信”和“内外威望”介导的。此外,MMPS被验证为反映工作“激励潜力”的有效分数。实践意义研究结果表明了有效设计和重新设计工作的重要性:雇主应关注核心工作维度,并采取调整后的策略来增强应届毕业生的情感和行为反应。原创性/价值本研究创新性地考察了应届毕业生的心理状态,以及他们在工作维度与工作满意度或承诺之间关系中的中介作用。使用了一个新的建模框架,并开发了一个用于汇总作业维度的索引。
{"title":"The mediating effects of psychological states on the relationship of job dimensions to personal and work outcomes, for fresh graduates","authors":"Carole Serhan, H. Tsangari","doi":"10.1108/jmd-10-2021-0274","DOIUrl":"https://doi.org/10.1108/jmd-10-2021-0274","url":null,"abstract":"PurposeIn today's challenging markets, organizations need to explore new ways to maximize employees' effectiveness and job satisfaction. Within this context, employed fresh graduates are a special group, which requires attention. Recognizing its needs in job design is one of the keys. The aim of the study is to determine the mediating role of experienced psychological states in the relationship between job dimensions and personal/work outcomes (motivation, satisfaction, effectiveness and commitment).Design/methodology/approachThe new “modified job characteristics model” (MJCM) was implemented, where the focus was on testing if experienced psychological states play a mediating role. An index for summarizing core job dimensions (modified motivating potential score (MMPS)) was also developed in the study. For the empirical testing of the new modeling framework, a sample of 630 employed fresh graduates in Lebanon was selected. Various statistical analyses were performed, including partial correlation and multiple regression analysis.FindingsResults showed that for those core job dimensions that significantly affected fresh graduates' personal/work outcomes, the relation was not direct causal, but was mediated by “experienced meaningfulness of the work”, “experienced responsibility for outcomes of the work”, “knowledge of results”, “self-confidence” and “prestige inside outside”. Further, MMPS was verified as a valid score reflecting the “motivating potential” of a job.Practical implicationsThe findings demonstrate the importance of effectively designing and redesigning jobs: employers should focus on the core job dimensions and adopt an adjusted strategy to enhance fresh graduates' affective and behavioral responses.Originality/valueThe current study innovatively examines fresh graduates' psychological states and their role as a mediator in the relation between job dimensions and job satisfaction or commitment. A new modeling framework is used and an index for summarizing job dimensions is developed.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43154513","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}
引用次数: 5
To shift a paradigm or not: worldviews at play in responsible management education literature 是否要转变范式:在负责任的管理教育文献中起作用的世界观
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-05-02 DOI: 10.1108/jmd-08-2021-0224
T. Stough, Kim Ceulemans, M. Craps, Luc van Liedekerke, Valerie Cappuyns
PurposeThis study analyzes which worldviews on the interrelatedness of the economic, environmental and social systems are adopted in the literature on responsible management education (RME) and explores how this affects the way business schools educate future responsible managers.Design/methodology/approachThe sustainability-focused relational worldviews of Kurucz et al. (2014) were used to perform a content analysis on 100 articles from the field of RME to understand which worldviews are adopted and to distill potential implications of the prevalence of such worldviews in the RME field.FindingsIn the sample, the most adopted view was the intertwined view that imagines a balance between the economic, environmental, and social system (61% of the articles). The subsuming worldview (highlighting the business case for sustainability) accounted for 8% of articles in the sample. The embedded worldview (a new paradigm that respects the limitations of the environmental and social systems) accounted for 31% of the articles in the sample. The disparate view (representing classic economic views of discrete systems) was not adopted, indicating a rather uniform belief that RME is about moving management education away from this view. Examining the evolution of views over the last 20 years, it can be observed that the embedded view is growing in popularity. The continuing prevalence of the ambiguous and malleable intertwined view in the RME literature could explain why so many RME initiatives have been taken in the last two decades, while simultaneously critics remain vocal that business schools are not preparing future managers to engage with ethics, responsibility, and sustainability (ERS).Originality/valueWhile sustainability-focused relational worldviews have been introduced in the RME literature, this study provides empirical evidence of the prevalence of such worldviews in the literature, allowing an exploration of the implications for the field. The presence of multiple — and at times competing — worldviews adds tension to the field of RME. Seen on the trajectory of increasingly progressive worldviews, the intertwined view is not limited by economic rationalism (like the subsuming view) but also stops short of requiring a full paradigm shift (like the embedded view).
本研究分析了责任管理教育(RME)文献中采用了哪些关于经济、环境和社会系统相互关系的世界观,并探讨了这如何影响商学院培养未来负责任管理者的方式。设计/方法/方法Kurucz等人(2014)以可持续发展为中心的关系世界观被用于对来自RME领域的100篇文章进行内容分析,以了解采用了哪些世界观,并提炼出这种世界观在RME领域流行的潜在含义。在样本中,被采纳最多的观点是设想经济、环境和社会系统之间平衡的相互交织的观点(61%的文章)。包容的世界观(强调可持续性的商业案例)占样本文章的8%。嵌入式世界观(一种尊重环境和社会系统局限性的新范式)占样本文章的31%。不同的观点(代表离散系统的经典经济学观点)没有被采纳,这表明了一种相当一致的信念,即RME是关于将管理教育从这种观点中移开。回顾过去20年视图的演变,可以观察到嵌入式视图越来越受欢迎。RME文献中持续流行的模糊和可塑的相互交织的观点可以解释为什么在过去的二十年中有这么多的RME倡议被采取,而同时批评者仍然大声说商学院没有为未来的管理者准备好参与伦理、责任和可持续性(ERS)。原创性/价值虽然RME文献中已经引入了以可持续性为重点的关系世界观,但本研究提供了这种世界观在文献中流行的经验证据,从而可以探索该领域的含义。多重世界观(有时是相互竞争的世界观)的存在增加了RME领域的紧张程度。从日益进步的世界观的轨迹来看,交织的观点并不局限于经济理性主义(如包容的观点),也不需要完全的范式转变(如嵌入的观点)。
{"title":"To shift a paradigm or not: worldviews at play in responsible management education literature","authors":"T. Stough, Kim Ceulemans, M. Craps, Luc van Liedekerke, Valerie Cappuyns","doi":"10.1108/jmd-08-2021-0224","DOIUrl":"https://doi.org/10.1108/jmd-08-2021-0224","url":null,"abstract":"PurposeThis study analyzes which worldviews on the interrelatedness of the economic, environmental and social systems are adopted in the literature on responsible management education (RME) and explores how this affects the way business schools educate future responsible managers.Design/methodology/approachThe sustainability-focused relational worldviews of Kurucz et al. (2014) were used to perform a content analysis on 100 articles from the field of RME to understand which worldviews are adopted and to distill potential implications of the prevalence of such worldviews in the RME field.FindingsIn the sample, the most adopted view was the intertwined view that imagines a balance between the economic, environmental, and social system (61% of the articles). The subsuming worldview (highlighting the business case for sustainability) accounted for 8% of articles in the sample. The embedded worldview (a new paradigm that respects the limitations of the environmental and social systems) accounted for 31% of the articles in the sample. The disparate view (representing classic economic views of discrete systems) was not adopted, indicating a rather uniform belief that RME is about moving management education away from this view. Examining the evolution of views over the last 20 years, it can be observed that the embedded view is growing in popularity. The continuing prevalence of the ambiguous and malleable intertwined view in the RME literature could explain why so many RME initiatives have been taken in the last two decades, while simultaneously critics remain vocal that business schools are not preparing future managers to engage with ethics, responsibility, and sustainability (ERS).Originality/valueWhile sustainability-focused relational worldviews have been introduced in the RME literature, this study provides empirical evidence of the prevalence of such worldviews in the literature, allowing an exploration of the implications for the field. The presence of multiple — and at times competing — worldviews adds tension to the field of RME. Seen on the trajectory of increasingly progressive worldviews, the intertwined view is not limited by economic rationalism (like the subsuming view) but also stops short of requiring a full paradigm shift (like the embedded view).","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47925517","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}
引用次数: 2
Do self-esteem and ethical leadership dampens Machiavellianism–effectiveness relationship: a parallel mediation approach 自尊和道德领导力是否会抑制马基雅维利主义-效果关系:一种平行的调解方法
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-05-02 DOI: 10.1108/jmd-03-2021-0093
Shalini Srivastava, Deepti Pathak, L. Singh, Shalini Verma
PurposeThe present paper intends to study the relationship between Machiavellianism and effectiveness. It investigates the parallel mediating effects of self-esteem and ethical leadership on Machiavellianism and leader effectiveness.Design/methodology/approachThe study was administered to 260 managers from the banking sector. Statistical tools, like descriptive statistics, Pearson product moment correlation, reliability analysis, validity analysis and parallel-mediated regression analysis, were used to analyze the data. Drawing from the conservation of resource (COR) theory, a parallel mediation model was empirically tested.FindingsThe study found a negative association between Machiavellianism and leader effectiveness, and the parallel mediating impact of self-esteem and ethical leadership reduced the impact of Machiavellianism on leader effectiveness.Practical implicationsThe work suggests that the banking sector leaders can adapt ethical behaviors to create positive leader–member relations contributing to increased organizational efficiency and productivity.Originality/valueThe unique contribution of the study includes determining the mediating roles of self-esteem and ethical leadership, especially in the Indian context. Despite the availability of past studies on the constructs, the studies on the parallel mediating relationship between Machiavellianism and effectiveness was limited.
目的研究马基雅维利主义与效率的关系。研究了自尊和道德领导力对马基雅维利主义和领导者效能的平行中介作用。设计/方法/方法这项研究对来自银行业的260名经理进行了管理。使用描述性统计、皮尔逊乘积矩相关、信度分析、有效性分析和平行中介回归分析等统计工具对数据进行分析。借鉴资源守恒理论,对一个平行中介模型进行了实证检验。研究发现,马基雅维利主义与领导者有效性之间存在负相关,自尊和道德领导力的平行中介作用降低了马基雅维利论对领导者有效性的影响。实践意义这项工作表明,银行业领导人可以调整道德行为,创造积极的领导-成员关系,从而提高组织效率和生产力。独创性/价值该研究的独特贡献包括确定自尊和道德领导力的中介作用,尤其是在印度背景下。尽管过去对这些结构的研究是可用的,但对马基雅维利主义与有效性之间平行中介关系的研究是有限的。
{"title":"Do self-esteem and ethical leadership dampens Machiavellianism–effectiveness relationship: a parallel mediation approach","authors":"Shalini Srivastava, Deepti Pathak, L. Singh, Shalini Verma","doi":"10.1108/jmd-03-2021-0093","DOIUrl":"https://doi.org/10.1108/jmd-03-2021-0093","url":null,"abstract":"PurposeThe present paper intends to study the relationship between Machiavellianism and effectiveness. It investigates the parallel mediating effects of self-esteem and ethical leadership on Machiavellianism and leader effectiveness.Design/methodology/approachThe study was administered to 260 managers from the banking sector. Statistical tools, like descriptive statistics, Pearson product moment correlation, reliability analysis, validity analysis and parallel-mediated regression analysis, were used to analyze the data. Drawing from the conservation of resource (COR) theory, a parallel mediation model was empirically tested.FindingsThe study found a negative association between Machiavellianism and leader effectiveness, and the parallel mediating impact of self-esteem and ethical leadership reduced the impact of Machiavellianism on leader effectiveness.Practical implicationsThe work suggests that the banking sector leaders can adapt ethical behaviors to create positive leader–member relations contributing to increased organizational efficiency and productivity.Originality/valueThe unique contribution of the study includes determining the mediating roles of self-esteem and ethical leadership, especially in the Indian context. Despite the availability of past studies on the constructs, the studies on the parallel mediating relationship between Machiavellianism and effectiveness was limited.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47008108","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}
引用次数: 4
CEO overconfidence and forecast accuracy moderated by CEOs' accounting-based attributes CEO的会计属性对CEO过度自信和预测准确性的调节作用
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-05-02 DOI: 10.1108/jmd-08-2021-0236
Faten Ben Ahmed, Anis Jarboui
PurposeThe purpose of this paper is to focus on the moderating effect of CEO's accounting-based attributes on the relationship between chief executive officer (CEO) overconfidence and forecast accuracy in European companies.Design/methodology/approachData from a sample of 347 European firms listed on Stoxx Europe 600 index from 2005 to 2018 are used to test the moderation model using moderation regression analysis.FindingsEvidence reveals that CEO overconfidence is negatively associated with forecast accuracy. Further, CEO's accounting-based attributes significantly moderates the impact of CEO overconfidence on forecast quality.Originality/valueThis study is unique in providing European evidence for the moderating effect of CEO's accounting-based attributes on the relationship between CEO overconfidence and forecast quality. This paper is also relevant as it addresses the interaction between two sciences (psychology) to explain the forecast accuracy (accounting).
目的研究欧洲企业CEO会计属性对CEO过度自信与预测准确性关系的调节作用。设计/方法/方法采用2005年至2018年斯托克欧洲600指数347家欧洲上市公司的样本数据,采用适度回归分析对调节模型进行检验。研究结果表明,CEO过度自信与预测准确性呈负相关。此外,CEO的会计属性显著调节了CEO过度自信对预测质量的影响。原创性/价值本研究的独特之处在于为CEO会计属性对CEO过度自信与预测质量关系的调节作用提供了欧洲证据。这篇论文也是相关的,因为它解决了两门科学(心理学)之间的相互作用,以解释预测的准确性(会计)。
{"title":"CEO overconfidence and forecast accuracy moderated by CEOs' accounting-based attributes","authors":"Faten Ben Ahmed, Anis Jarboui","doi":"10.1108/jmd-08-2021-0236","DOIUrl":"https://doi.org/10.1108/jmd-08-2021-0236","url":null,"abstract":"PurposeThe purpose of this paper is to focus on the moderating effect of CEO's accounting-based attributes on the relationship between chief executive officer (CEO) overconfidence and forecast accuracy in European companies.Design/methodology/approachData from a sample of 347 European firms listed on Stoxx Europe 600 index from 2005 to 2018 are used to test the moderation model using moderation regression analysis.FindingsEvidence reveals that CEO overconfidence is negatively associated with forecast accuracy. Further, CEO's accounting-based attributes significantly moderates the impact of CEO overconfidence on forecast quality.Originality/valueThis study is unique in providing European evidence for the moderating effect of CEO's accounting-based attributes on the relationship between CEO overconfidence and forecast quality. This paper is also relevant as it addresses the interaction between two sciences (psychology) to explain the forecast accuracy (accounting).","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46029987","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}
引用次数: 1
Identifying and assessing talent potential for future needs of a company 识别和评估公司未来需要的人才潜力
IF 3.1 Q3 MANAGEMENT Pub Date : 2022-04-22 DOI: 10.1108/jmd-11-2021-0319
V. Kabalina, A. Osipova
PurposeThis article investigates which definitions, indicators and instruments are used by the companies to identify and assess talented employee potential with successful performance on future pivotal positions.Design/methodology/approachEmpirical data were collected in 2020–2021 in 45 local and multinational companies in Russia with well-established talent management functions using in-depth interviews with human resource (HR) managers and consultants.FindingsThe study found a diversity of approaches to identifying and assessing talent potential with a predominantly contextual approach but so far with little focus on company’s strategic objectives. It was also found that companies assessed cultural (values) fit, social intelligence and impact, engagement and commitment as predictors of managerial and leadership potential of talented employees for future strategic jobs, in addition to characteristics of personal resources. The search for new complex and validated tools and methods of potential assessment under budget constraints show that companies have taken the path of experimentation.Practical implicationsThe results of this research can inform talent and human resource managers how to identify and assess potential of talented employees for future needs of their organizations.Originality/valueThe paper contributes to the existing research in three ways. First, it offers a classification of approaches to potential assessment and explores the underlying dimensions of high-potential talent for future needs of a company. Second, it provides an overview of the current state of potential assessment in the companies in a non-western context. Third, it points out the challenges HR professionals face in implementing potential assessment for identifying talents in a new situation of unprecedented changes and uncertain future.
目的本文研究了公司使用哪些定义、指标和工具来识别和评估在未来关键职位上表现成功的人才潜力。设计/方法/方法2020-2021年,通过对人力资源经理和顾问的深入访谈,在俄罗斯45家具有完善人才管理职能的本地和跨国公司收集了经验数据。发现该研究发现,识别和评估人才潜力的方法多种多样,主要是基于背景的方法,但迄今为止很少关注公司的战略目标。研究还发现,除了个人资源的特征外,公司还将文化(价值观)契合度、社会智力和影响力、敬业度和承诺评估为有才华的员工在未来战略工作中的管理和领导潜力的预测因素。在预算限制下寻找新的复杂且经过验证的潜在评估工具和方法表明,公司已经走上了实验的道路。实践意义本研究的结果可以为人才和人力资源管理者提供信息,帮助他们识别和评估有才华的员工对组织未来需求的潜力。原创性/价值本文从三个方面对现有的研究做出了贡献。首先,它提供了一种潜在评估方法的分类,并探讨了公司未来需求的高潜力人才的基本维度。其次,它概述了非西方背景下公司潜力评估的现状。第三,指出了在前所未有的变化和不确定的未来的新形势下,人力资源专业人员在实施潜力评估以识别人才方面面临的挑战。
{"title":"Identifying and assessing talent potential for future needs of a company","authors":"V. Kabalina, A. Osipova","doi":"10.1108/jmd-11-2021-0319","DOIUrl":"https://doi.org/10.1108/jmd-11-2021-0319","url":null,"abstract":"PurposeThis article investigates which definitions, indicators and instruments are used by the companies to identify and assess talented employee potential with successful performance on future pivotal positions.Design/methodology/approachEmpirical data were collected in 2020–2021 in 45 local and multinational companies in Russia with well-established talent management functions using in-depth interviews with human resource (HR) managers and consultants.FindingsThe study found a diversity of approaches to identifying and assessing talent potential with a predominantly contextual approach but so far with little focus on company’s strategic objectives. It was also found that companies assessed cultural (values) fit, social intelligence and impact, engagement and commitment as predictors of managerial and leadership potential of talented employees for future strategic jobs, in addition to characteristics of personal resources. The search for new complex and validated tools and methods of potential assessment under budget constraints show that companies have taken the path of experimentation.Practical implicationsThe results of this research can inform talent and human resource managers how to identify and assess potential of talented employees for future needs of their organizations.Originality/valueThe paper contributes to the existing research in three ways. First, it offers a classification of approaches to potential assessment and explores the underlying dimensions of high-potential talent for future needs of a company. Second, it provides an overview of the current state of potential assessment in the companies in a non-western context. Third, it points out the challenges HR professionals face in implementing potential assessment for identifying talents in a new situation of unprecedented changes and uncertain future.","PeriodicalId":48006,"journal":{"name":"JOURNAL OF MANAGEMENT DEVELOPMENT","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47106724","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}
引用次数: 3
期刊
JOURNAL OF MANAGEMENT DEVELOPMENT
全部 Acc. Chem. Res. ACS Applied Bio Materials ACS Appl. Electron. Mater. ACS Appl. Energy Mater. ACS Appl. Mater. Interfaces ACS Appl. Nano Mater. ACS Appl. Polym. Mater. ACS BIOMATER-SCI ENG ACS Catal. ACS Cent. Sci. ACS Chem. Biol. ACS Chemical Health & Safety ACS Chem. Neurosci. ACS Comb. Sci. ACS Earth Space Chem. ACS Energy Lett. ACS Infect. Dis. ACS Macro Lett. ACS Mater. Lett. ACS Med. Chem. Lett. ACS Nano ACS Omega ACS Photonics ACS Sens. ACS Sustainable Chem. Eng. ACS Synth. Biol. Anal. Chem. BIOCHEMISTRY-US Bioconjugate Chem. BIOMACROMOLECULES Chem. Res. Toxicol. Chem. Rev. Chem. Mater. CRYST GROWTH DES ENERG FUEL Environ. Sci. Technol. Environ. Sci. Technol. Lett. Eur. J. Inorg. Chem. IND ENG CHEM RES Inorg. Chem. J. Agric. Food. Chem. J. Chem. Eng. Data J. Chem. Educ. J. Chem. Inf. Model. J. Chem. Theory Comput. J. Med. Chem. J. Nat. Prod. J PROTEOME RES J. Am. Chem. Soc. LANGMUIR MACROMOLECULES Mol. Pharmaceutics Nano Lett. Org. Lett. ORG PROCESS RES DEV ORGANOMETALLICS J. Org. Chem. J. Phys. Chem. J. Phys. Chem. A J. Phys. Chem. B J. Phys. Chem. C J. Phys. Chem. Lett. Analyst Anal. Methods Biomater. Sci. Catal. Sci. Technol. Chem. Commun. Chem. Soc. Rev. CHEM EDUC RES PRACT CRYSTENGCOMM Dalton Trans. Energy Environ. Sci. ENVIRON SCI-NANO ENVIRON SCI-PROC IMP ENVIRON SCI-WAT RES Faraday Discuss. Food Funct. Green Chem. Inorg. Chem. Front. Integr. Biol. J. Anal. At. Spectrom. J. Mater. Chem. A J. Mater. Chem. B J. Mater. Chem. C Lab Chip Mater. Chem. Front. Mater. Horiz. MEDCHEMCOMM Metallomics Mol. Biosyst. Mol. Syst. Des. Eng. Nanoscale Nanoscale Horiz. Nat. Prod. Rep. New J. Chem. Org. Biomol. Chem. Org. Chem. Front. PHOTOCH PHOTOBIO SCI PCCP Polym. Chem.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1