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A tool for analysing organisational clans and tribes: the case of the transformation of Medellin city, Colombia 分析组织氏族和部落的工具:哥伦比亚麦德林市的转型案例
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-08-23 DOI: 10.1108/ICT-02-2021-0007
M. Escobar-Sierra, F. Calderón-Valencia
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引用次数: 0
The Kirkpatrick model for training evaluation: bibliometric analysis after 60 years (1959–2020) 培训评价的Kirkpatrick模型:60年后的文献计量学分析(1959-2020)
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-08-23 DOI: 10.1108/ict-12-2020-0115
Aljawharah Alsalamah, Carol Callinan
PurposeA number of studies on Kirkpatrick’s four-level training evaluation model have been published, since its inception in 1959, either investigating it or applying it to evaluate the training process. The purpose of this bibliometric analysis is to reconsider the model, its utility and its effectiveness in meeting the need to evaluate training activities and to explain why the model is still worth using even though other later models are available.Design/methodology/approachThis study adopts a “5Ws+1H” model (why, when, who, where, what and how); however, “when” and “how” are merged in the methodology. A total of 416 articles related to Kirkpatrick’s model published between 1959 and July 2020 were retrieved using Scopus.FindingsThe Kirkpatrick model continues to be useful, appropriate and applicable in a variety of contexts. It is adaptable to many training environments and achieves high performance in evaluating training. The overview of publications on the Kirkpatrick model shows that research using the model is an active and growing area. The model is used primarily in the evaluation of medical training, followed by computer science, business and social sciences.Originality/valueThis paper presents a comprehensive bibliometric analysis to reconsider the model, its utility, its effectiveness in meeting the need to evaluate training activities, its importance in the field measured by the growth in studies on the model and its applications in various settings and contexts.
目的柯克帕特里克的四级训练评估模型自1959年成立以来,已经发表了许多研究,对其进行了调查或应用于评估训练过程。本文献计量分析的目的是重新考虑该模型及其实用性和有效性,以满足评估培训活动的需要,并解释为什么即使有其他后续模型可用,该模型仍然值得使用。设计/方法论/方法本研究采用“5Ws+1H”模型(为什么、何时、谁、在哪里、做什么以及如何);然而,“何时”和“如何”在方法论中被融合在一起。使用Scopus检索了1959年至2020年7月期间发表的416篇与柯克帕特里克模型有关的文章。发现柯克帕特里克模型在各种情况下仍然有用、适当和适用。它适用于多种训练环境,并在训练评估中取得了较高的性能。关于柯克帕特里克模型的出版物综述表明,使用该模型的研究是一个活跃且不断发展的领域。该模型主要用于评估医学培训,其次是计算机科学、商业和社会科学。独创性/价值本文进行了全面的文献计量分析,以重新考虑该模型、其实用性、满足评估培训活动需求的有效性、通过对该模型的研究增长来衡量其在该领域的重要性及其在各种环境和背景下的应用。
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引用次数: 17
Effect of employees’ work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour 员工的工作参与和知识共享对增强领导力和创新工作行为的中介作用
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-08-16 DOI: 10.1108/ict-08-2020-0100
Khahan Na-nan, Apiwat Arunyaphum
PurposeThe purpose of this paper is to explore the influences of work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour.Design/methodology/approachA cross-sectional design study was used, and questionnaires were submitted to 385 engineers to test the proposed relationships. AMOS 21 and PROCESS macro 3.1 were used for statistical analysis.FindingsThe results revealed that work engagement and knowledge sharing were partially mediated by empowering leadership and innovative work behaviour.Practical implicationsThe results of the study can be used by leaders for promoting and supporting innovative work behaviour in the organisation. Moreover, employees should be supported and enhanced to learn continuously under the consultation of the leaders.Originality/valueThe findings contribute to the literature on empowering leadership and innovative work behaviour by highlighting that work engagement and knowledge sharing act as mediators to empower leadership and enhance innovative work behaviour.
目的本文旨在探讨工作参与和知识共享对增强领导能力和创新工作行为的中介作用。设计/方法/方法采用了横断面设计研究,并向385名工程师提交了问卷,以测试拟议的关系。AMOS 21和PROCESS宏3.1用于统计分析。研究结果显示,工作参与和知识共享在一定程度上是通过增强领导力和创新工作行为来调节的。实际含义研究结果可供领导者用于促进和支持组织中的创新工作行为。此外,应支持和加强员工在领导的协商下不断学习。原创性/价值研究结果通过强调工作参与和知识共享是增强领导力和增强创新工作行为的中介,为增强领导力和创新工作行为文献做出了贡献。
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引用次数: 8
COVID-19 and the new forms of employment relationship: implications and insights for human resource development 新冠肺炎与新型就业关系:对人力资源开发的影响和见解
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-07-13 DOI: 10.1108/ict-11-2020-0112
Salima Hamouche, Zakariya Chabani
PurposeThe labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge.Design/methodology/approachThis paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels.FindingsCOVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees.Originality/valueThis paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship.
由于2019冠状病毒病的爆发,劳动力市场出现了新型雇佣关系(自由职业者、临时工和零工)的增加,产生了新的劳动力模式,这对组织中的人力资源开发(HRD)专业人员构成了重大挑战。在这次大流行期间,关于这些新形式的雇佣关系和人力资源开发的研究很少。本文旨在通过探讨这些新型雇佣关系对2019冠状病毒病时期人力资源开发的影响,拓宽人力资源开发研究的范围。它还为人力资源开发专业人员和政府提供了如何应对这一挑战的见解。设计/方法/方法本文阐述了2019冠状病毒病大流行产生的新劳动力模式及其对组织、个人和国家层面人力资源开发的影响。2019冠状病毒病的发现揭示了非典型工人的重要性,他们可以为组织创造竞争优势,确保其连续性,并在卫生危机时期显著有利于国家和社会福祉。然而,在培训和发展方面,这些非典型员工往往被忽视。因此,对于人力资源开发专业人员和政府来说,通过超越主要关注标准员工的传统人力资源开发模式,解决他们的情况并将其纳入组织和国家人力资源开发计划和项目是非常重要的。原创性/价值本文探讨了一个相对未被探索的话题。除了研究新形式雇佣关系的影响外,它还为人力资源开发专业人员和政府提供了如何应对这些新形式雇佣关系相关挑战的见解。
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引用次数: 10
Designing diversity training program for business executives 为企业管理人员设计多元化培训项目
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-07-10 DOI: 10.1108/ICT-07-2020-0091
Anita Sarkar
PurposeIn today’s corporate world, effective management of diversity is a critical business and social imperative. This paper aims to identify relevant issues connected to diversity training and suggest course content that can be useful in corporate and academia while offering diversity training.Design/methodology/approachThe authors have conducted a literature review on primary aspects connected to diversity training. Specifically, papers published in recent times are given focus to come up with relevant diversity training content and other connected concerns.FindingsIn this paper, the authors focus on how academicians and practitioners can develop an effective diversity training initiative, based on some of the critical nuances discussed in the literature. Suggested training content includes sensitivity, awareness, behavioral approach, policy guidelines and diversity impact analysis. This training content can further be customized based on the corporate context where the training is to be delivered.Originality/valueBased on the literature review, the paper suggests a holistic diversity training program that is hopefully going to be useful for both practitioners and academicians.
目的在当今的企业界,有效管理多样性是一项至关重要的商业和社会任务。本文旨在确定与多样性培训相关的问题,并提出在提供多样性培训时对企业和学术界有用的课程内容。设计/方法/方法作者对与多样性培训相关的主要方面进行了文献综述。具体而言,最近发表的论文重点提出了相关的多样性培训内容和其他相关问题。发现在本文中,作者重点关注学者和从业者如何根据文献中讨论的一些关键细微差别制定有效的多样性培训计划。建议的培训内容包括敏感性、意识、行为方法、政策指南和多样性影响分析。该培训内容可以根据培训所在的公司环境进行进一步定制。原创性/价值基于文献综述,本文提出了一个全面的多样性培训计划,希望对从业者和学者都有用。
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引用次数: 3
The curvilinear relationship between servant leadership and work-family conflict: the moderating role of age in Chinese female workers 仆人领导与工作家庭冲突的曲线关系——年龄对中国女工的调节作用
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-06-22 DOI: 10.1108/ICT-12-2020-0114
Lei Xie, Shaoping Qiu, Xinyi Bian
PurposeBuilding on social exchange theory and selection, optimization and compensation theory, this study aims to examine a moderated curvilinear relationship between servant leadership (SL) and work-family conflict (WFC).Design/methodology/approachParticipants were 329 female workers recruited from a Chinese small business in the service Industry. A three-step hierarchical regression was conducted to examine the relationships among the variables and the incremental contribution of SL and age and the squared term of SL.FindingsStudy results confirmed a curvilinear relationship between SL and WFC and the moderating effect of age. When younger female employees perceived a moderate range of SL from their supervisors, they reported higher WFC compared to the low or high level of perceived SL. On the contrary, senior female employees reported a lower level of WFC when they perceived a moderate level of SL than when they perceived very low or high levels.Originality/valueSL research has experienced a period of exponential growth in the past decade. This study advanced the field of leadership by arguing that SL perceived by female employees is curvilinearly related to WFC and the curvilinear relationship is moderated by age.
目的基于社会交换理论和选择、优化与补偿理论,探讨服务型领导与工作家庭冲突之间的有调节曲线关系。设计/方法/方法参与者为329名来自中国一家服务行业小企业的女性员工。采用三步层次回归分析了各变量间的关系,并对年龄和生活质量的增量贡献以及生活质量的平方项进行了检验。研究结果证实了生活质量与生活质量之间的曲线关系以及年龄对生活质量的调节作用。当年轻女性员工从上级那里感知到中等程度的语言表达时,她们报告的WFC比感知到低水平或高水平的语言表达时要高。相反,高级女性员工在感知到中等水平的语言表达时,报告的WFC比感知到非常低或高水平的语言表达时要低。在过去的十年里,独创性/价值研究经历了一个指数级增长的时期。本研究提出女性员工感知的SL与WFC呈曲线相关,且曲线关系受年龄的调节,从而推进了领导力领域的研究。
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引用次数: 4
Enabling construction project managers through a management game 通过管理游戏帮助建设项目经理
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-06-17 DOI: 10.1108/ICT-05-2020-0062
Arash Fahmi Hassan, F. Haghighirad, A. Abtahi
PurposeThis paper aims to design and develop a management game in the field of construction project management so that by playing the game, the required level of knowledge, skills, capabilities and overall project management competencies in individuals will be promoted. Also, player’s competencies can be measured.Design/methodology/approachThis study, in terms of application, is applied research. The construction project management simulation game (CPMSG) was played by 18 university students. To evaluate the level of the players’ project management knowledge and quality of the game, questionnaires were used.FindingsThe game improves the players’ project management knowledge by 158%, and the educational program that was formulated in the game has also achieved the first three levels of bloom’s taxonomy of educational objectives. In the field of game quality, analysis of players’ results of responses and scores show that the game has a good quality level.Originality/valueThe CPMS game provides a useful tool for project management training, especially in the field of construction projects. It helps in addition to improving the quality of teaching theoretical topics, making students acquainted with the risks and uncertainties of such projects, and provides a simulated experience. In the field of common behavior analysis and player’s selection, the results indicated that the majority of groups used high-quality materials during the games to perform activities related to the appearance of the building (such as finishing and building facade activities) and used medium quality materials in implementing infrastructural activities such as brickwork and floor construction that are not visible in the appearance of work.
目的本文旨在设计和开发一个建筑项目管理领域的管理游戏,通过玩这个游戏,提高个人所需的知识、技能、能力和整体项目管理能力。此外,玩家的能力也是可以衡量的。设计/方法论/方法这项研究,就应用而言,是应用研究。建设项目管理模拟游戏(CPMSG)由18名大学生玩。为了评估玩家的项目管理知识水平和游戏质量,使用了问卷调查。Findings游戏将玩家的项目管理知识提高了158%,游戏中制定的教育计划也达到了布鲁姆教育目标分类法的前三个级别。在游戏质量领域,对玩家的反应结果和得分进行分析表明,游戏具有良好的质量水平。创意/价值CPMS游戏为项目管理培训提供了一个有用的工具,尤其是在建筑项目领域。它不仅有助于提高理论主题的教学质量,让学生了解此类项目的风险和不确定性,并提供模拟体验。在常见行为分析和玩家选择领域,结果表明,大多数团体在比赛期间使用高质量的材料来进行与建筑外观相关的活动(如装修和建筑立面活动),并在进行基础设施活动时使用中等质量的材料,如砌砖和地板施工,这些活动在工程外观中是看不到的。
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引用次数: 0
The relation of servant leadership with followers' organizational citizenship behaviour (OCB): mediating role of generalized self-efficacy (GSE) and organization–based self-esteem (OBSE) 仆人领导与追随者组织公民行为(OCB)的关系:广义自我效能感(GSE)和基于组织的自尊(OBSE)的中介作用
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-06-08 DOI: 10.1108/ICT-02-2020-0024
Tapas Bantha, S. Sahni
PurposeThis study aims to understand the relationship between servant leadership (SL) and followers’ organizational citizenship behaviour (OCB) along with the mediational role of generalized self-efficacy (GSE) and organization-based self-esteem (OBSE) on the relationship.Design/methodology/approachA review of literature on leadership has been carried out to formulate a conceptual model that has focussed on the relationship between SL and followers’ OCB. The paper has also drawn the role of GSE and OBSE with relation to SL and followers’ OCB.FindingsThe literature has highlighted the importance of SL in promoting followers’ OCB, GSE and OBSE, and the positive relation of GSE and OBSE with followers’ OCB is also demonstrated.Research limitations/implicationsThis is a conceptual work that has drawn from secondary material. A further empirical examination can help validate the ideas that have been proposed here.Practical implicationsThis paper has highlighted the role of SL in organizations. It has also provided ample scope for practitioners to rethink about their current leadership style/approach and to plan their approach in such a way that can facilitate followers’ OCB, GSE and OBSE, which may result in organizational productivity and sustainability.Originality/valueThis paper has tried to connect two mediators, i.e. GSE and OBSE with SL in the Indian context that has been studied differently concerning different contexts, and that may add a new dimension to the discourse on SL.
目的本研究旨在了解仆人式领导(SL)与下属组织公民行为(OCB)之间的关系,以及广义自我效能感(GSE)和组织自尊(OBSE)在这一关系中的中介作用。设计/方法论/方法对领导力方面的文献进行了回顾,以形成一个概念模型,该模型侧重于SL与追随者组织公民行为之间的关系。本文还分析了GSE和OBSE在语言行为和追随者组织行为中的作用。发现文献强调了语言在促进追随者组织行为、GSE和OBSE方面的重要性,并证明了GSE和OBSE与追随者组织行为的正相关关系。研究局限/启示这是一个从二手材料中提取的概念性工作。进一步的实证检验可以帮助验证这里提出的观点。本文强调了语言学习在组织中的作用。它也为实践者提供了充分的空间来重新思考他们当前的领导风格/方法,并以一种能够促进追随者的OCB、GSE和OBSE的方式来规划他们的方法,这可能会导致组织的生产力和可持续性。原创性/价值本文试图将两种中介因素,即GSE和OBSE与印度语境下的第二语言联系起来,这两种中介因素在不同语境下得到了不同的研究,这可能会为第二语言的论述增加一个新的维度。
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引用次数: 9
The power of We in followership: strategies for followership development “我们”在追随中的力量:追随发展的策略
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-06-04 DOI: 10.1108/ICT-04-2021-115
Rachael Thompson, Stephanie Lynn Gresh, M. Hurwitz
In this special issue of Industrial and Commercial Training, we focus on the importance of enabling collaborative followership practices within organizations and consider ways in which development and training can help to achieve and support this. There is a widely acknowledged disparity between leadership and followership studies, despite the two being so interconnected (Hollander, 1992; Hurwitz and Hurwitz, 2015). In academia, we see endless leadership-based publications, research and study opportunities. In practice, we see an emphasis on obtaining formal leadership positions and engaging in training opportunities to develop such skills. And yet, regrettably, the same cannot be said for followership despite the increasing body of research suggesting that followership has a critical impact on workplace relationships (Hoption, 2016; Hurwitz and Hurwitz, 2009a) and effectiveness (Hurwitz and Hurwitz, 2015; Sy et al., 2006). Without such opportunities to talk and relate to followership, the ability to develop followership training remains a difficult endeavour that few attempt. This issue will continue the conversation of followership within Industrial and Commercial Training, drawing on previously published papers that have provided insightful discussions around the need to enable followership to “flourish” (Bufalino, 2018, p.55) and those behaviours considered effective for followership (Manning and Robertson, 2016) and tools to do so (Hurwitz andHurwitz, 2009b).
在本期《工业和商业培训》特刊中,我们将重点关注在组织内实现协作追随实践的重要性,并考虑发展和培训有助于实现和支持这一点的方式。领导力和追随者研究之间存在着公认的差异,尽管两者之间存在着如此密切的联系(Hollander,1992;Hurwitz和Hurwitz,2015)。在学术界,我们看到了无穷无尽的基于领导力的出版物、研究和学习机会。在实践中,我们看到重点是获得正式的领导职位,并参与培训机会来发展这种技能。然而,令人遗憾的是,尽管越来越多的研究表明,追随者对工作场所关系有着至关重要的影响,但追随者的情况却并非如此(Hopion,2016;Hurwitz和Hurwitz,2009a)和有效性(Hurwitz和Hurwiz,2015;Sy等人,2006年)。如果没有这样的机会与追随者交谈和建立联系,发展追随者培训的能力仍然是一项困难的努力,很少有人尝试。本期将继续讨论工商培训中的追随者问题,借鉴之前发表的论文,这些论文围绕使追随者“蓬勃发展”的必要性(Bufalino,2018,第55页)以及那些被认为对追随者有效的行为(Manning和Robertson,2016)和实现追随者有效的工具(Hurwitz和Hurwitz,2009b)进行了深入的讨论。
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引用次数: 0
Construction of followership identity among Kenyan teachers 肯尼亚教师追随认同的建构
IF 1.4 Q3 MANAGEMENT Pub Date : 2021-06-04 DOI: 10.1108/ict-04-2020-0037
H. Bett, F. Nguru, Timothy Mwangi Kiruhi
PurposeThe purpose of this paper is to provide a discussion on the construction of followership identity among teachers in Kenya which has had less attention. Further, as Kenya is currently implementing a new education curriculum (competency-based curriculum) which requires teachers to be more proactive in their work, an understanding of how they construct their followership identity in schools is paramount, as this is linked to the attainment of learning outcomes.Design/methodology/approachSymbolic interactionism theory, which suggests that individuals respond to phenomena based on the meaning they give such phenomena and through interactions with others, has been used to support arguments in this paper. This theory is relevant to this paper, as it helps in understanding the meaning that teachers give to ‘followership’ through interactions with others in their schools.FindingsThe arguments in the current paper suggest that as Kenyan teachers interact with colleagues, their meaning of ‘followership’ is defined and refined. The resulting identity is important for these teachers, especially as they embrace the new curriculum in the country which requires them to be more proactive, unlike the previous one.Research limitations/implicationsAs this is a conceptual paper, there is no empirical data to ground validate the arguments given.Originality/valueThe use of symbolic interactionism in the discussion of this paper adds another dimension to the followership and identity construction among followers. Much of the literature has focused on followership in general but not from the lens of symbolic interactionism.
目的本文旨在探讨肯尼亚教师追随者身份的构建问题。此外,由于肯尼亚目前正在实施一项新的教育课程(基于能力的课程),要求教师在工作中更加积极主动,了解他们如何在学校中构建追随者身份至关重要,因为这与学习成果的实现有关。设计/方法论/方法符号互动主义理论认为,个人对现象的反应是基于他们赋予这些现象的意义,并通过与他人的互动来支持本文的论点。这一理论与本文相关,因为它有助于理解教师通过与学校中其他人的互动赋予“追随者”的含义。发现当前论文中的论点表明,当肯尼亚教师与同事互动时,他们的“追随者”含义得到了定义和提炼。由此产生的身份对这些教师来说很重要,尤其是当他们接受国家的新课程时,这要求他们比以前更积极主动。研究局限性/含义由于这是一篇概念性论文,没有实证数据来验证所给出的论点。独创性/价值在本文的讨论中使用象征互动主义为追随者和追随者之间的身份建构增加了另一个维度。大部分文献都关注一般的追随者,但不是从象征性互动主义的角度。
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引用次数: 0
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