Pub Date : 2021-10-27DOI: 10.1108/ict-03-2021-0020
S. Hoe, Tamsin Greulich-Smith
Purpose The purpose of this paper is to discuss the importance of a role play activity as part of an experiential instructional strategy to develop an empathetic mindset among professionals, managers and executives attending an executive education program in change management. Design/methodology/approach This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy. Findings Role play is a useful teaching method that helps adult learners understand the importance of seeing things from another person’s point of view especially within a short period of time. Practical implications Management educators and facilitators could introduce and teach role play for the busy executives to learn about empathy based on the proposed approach and process in this paper. Originality/value This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy especially within a short a period of time.
{"title":"Using role play to develop an empathetic mindset in executive education","authors":"S. Hoe, Tamsin Greulich-Smith","doi":"10.1108/ict-03-2021-0020","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0020","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to discuss the importance of a role play activity as part of an experiential instructional strategy to develop an empathetic mindset among professionals, managers and executives attending an executive education program in change management.\u0000\u0000\u0000Design/methodology/approach\u0000This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy.\u0000\u0000\u0000Findings\u0000Role play is a useful teaching method that helps adult learners understand the importance of seeing things from another person’s point of view especially within a short period of time.\u0000\u0000\u0000Practical implications\u0000Management educators and facilitators could introduce and teach role play for the busy executives to learn about empathy based on the proposed approach and process in this paper.\u0000\u0000\u0000Originality/value\u0000This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy especially within a short a period of time.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49452139","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-25DOI: 10.1108/ict-05-2020-0060
Sumbul Zaman, A. Ansari, S. Chaturvedi
Purpose This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship. Design/methodology/approach The study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results. Findings Results depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type. Practical implications The study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors. Originality/value The study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.
{"title":"Work-life enablers for job satisfaction in healthcare: moderating role of organization type","authors":"Sumbul Zaman, A. Ansari, S. Chaturvedi","doi":"10.1108/ict-05-2020-0060","DOIUrl":"https://doi.org/10.1108/ict-05-2020-0060","url":null,"abstract":"\u0000Purpose\u0000This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.\u0000\u0000\u0000Design/methodology/approach\u0000The study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results.\u0000\u0000\u0000Findings\u0000Results depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type.\u0000\u0000\u0000Practical implications\u0000The study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors.\u0000\u0000\u0000Originality/value\u0000The study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42815201","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-11DOI: 10.1108/ict-08-2020-0099
Nick Dukakis, Angeliki Chasioti, Efthymios Valkanos, Miltiadis Staboulis, Iosif Fragkoulis
Purpose The purpose of this paper is to explore the views of Greek Life-Long Learning Centers (LLLCs) trainers, who worked as educational managers and took on informal mentoring roles in the context of counseling guidance and their trainees (who are adults’ trainers), on the effectiveness of mentoring in the post-Greek Debt Crisis era. Design/methodology/approach The authors performed a quantitative analysis using the SPSS software package’s simple random sampling. The bibliographic review, the identification and specialization of the research objectives, as well as the study of the participants’ unique characteristics, were used in the construction of a research tool. Findings The majority of participants confirmed the importance of mentoring as a human resource strategy. Regarding its effectiveness in the field of the Greek LLLCs, there were several discrepancies in the perceptions of trainers and trainees, as well as specific malfunctions in its implementation. Research limitations/implications The research omitted certain qualitative features and was conducted in a relatively limited geographical context. Originality/value Given the lack of similar studies in the field of the Greek LLLCs, this study illustrates the reality of the mentoring function in the training field of adult trainers, after the onset of the Greek economic crisis, while also highlighting realistic ways to improve the effectiveness of these organizations and conduct future, larger-scale research.
{"title":"The Greek life-long learning centers in the post-debt crisis era: evaluation of the effectiveness of mentoring in adult trainers training","authors":"Nick Dukakis, Angeliki Chasioti, Efthymios Valkanos, Miltiadis Staboulis, Iosif Fragkoulis","doi":"10.1108/ict-08-2020-0099","DOIUrl":"https://doi.org/10.1108/ict-08-2020-0099","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to explore the views of Greek Life-Long Learning Centers (LLLCs) trainers, who worked as educational managers and took on informal mentoring roles in the context of counseling guidance and their trainees (who are adults’ trainers), on the effectiveness of mentoring in the post-Greek Debt Crisis era.\u0000\u0000\u0000Design/methodology/approach\u0000The authors performed a quantitative analysis using the SPSS software package’s simple random sampling. The bibliographic review, the identification and specialization of the research objectives, as well as the study of the participants’ unique characteristics, were used in the construction of a research tool.\u0000\u0000\u0000Findings\u0000The majority of participants confirmed the importance of mentoring as a human resource strategy. Regarding its effectiveness in the field of the Greek LLLCs, there were several discrepancies in the perceptions of trainers and trainees, as well as specific malfunctions in its implementation.\u0000\u0000\u0000Research limitations/implications\u0000The research omitted certain qualitative features and was conducted in a relatively limited geographical context.\u0000\u0000\u0000Originality/value\u0000Given the lack of similar studies in the field of the Greek LLLCs, this study illustrates the reality of the mentoring function in the training field of adult trainers, after the onset of the Greek economic crisis, while also highlighting realistic ways to improve the effectiveness of these organizations and conduct future, larger-scale research.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49429815","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-09-22DOI: 10.1108/ict-07-2020-0092
Lei Xie, Shaoping Qiu, M. Biggs
Purpose This study aims to examine the relationship between supervisor’s altruistic leadership behavior (ALB) and family-to-work development (FWD) in the context of Chinese small and medium-sized enterprises (SMEs); and test the mediation effect of learning organization culture (LOC) between ALB and FWD. Design/methodology/approach A non-experimental, quantitative, cross-sectional survey research approach was applied. A structural equation modeling technique was used to test all hypotheses. Findings Results indicated that ALB is positively and significantly correlated with FWD. Additionally, the relationship between ALB and FWD is mediated by LOC. Practical implications This study suggests that building and maintaining an effective LOC requires leaders to champion, human resource (HR) professionals to strengthen and employees to support learning as a system. Thus, HR professionals should implement altruistic leadership mentoring and coaching programs. In the case of Chinese SMEs, altruistic leaders are especially instrumental in generating followers’ positive outcomes in both work and family domains. Originality/value This study looks into the influence of organizational factors on the direction of FWD. In particular, this study seeks to examine organizational factors that relate to spillover from family to work.
{"title":"The influence of altruistic leadership behavior and learning culture on work–family relationship in Chinese SMEs","authors":"Lei Xie, Shaoping Qiu, M. Biggs","doi":"10.1108/ict-07-2020-0092","DOIUrl":"https://doi.org/10.1108/ict-07-2020-0092","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine the relationship between supervisor’s altruistic leadership behavior (ALB) and family-to-work development (FWD) in the context of Chinese small and medium-sized enterprises (SMEs); and test the mediation effect of learning organization culture (LOC) between ALB and FWD.\u0000\u0000\u0000Design/methodology/approach\u0000A non-experimental, quantitative, cross-sectional survey research approach was applied. A structural equation modeling technique was used to test all hypotheses.\u0000\u0000\u0000Findings\u0000Results indicated that ALB is positively and significantly correlated with FWD. Additionally, the relationship between ALB and FWD is mediated by LOC.\u0000\u0000\u0000Practical implications\u0000This study suggests that building and maintaining an effective LOC requires leaders to champion, human resource (HR) professionals to strengthen and employees to support learning as a system. Thus, HR professionals should implement altruistic leadership mentoring and coaching programs. In the case of Chinese SMEs, altruistic leaders are especially instrumental in generating followers’ positive outcomes in both work and family domains.\u0000\u0000\u0000Originality/value\u0000This study looks into the influence of organizational factors on the direction of FWD. In particular, this study seeks to examine organizational factors that relate to spillover from family to work.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41388437","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-23DOI: 10.1108/ICT-02-2021-0007
M. Escobar-Sierra, F. Calderón-Valencia
{"title":"A tool for analysing organisational clans and tribes: the case of the transformation of Medellin city, Colombia","authors":"M. Escobar-Sierra, F. Calderón-Valencia","doi":"10.1108/ICT-02-2021-0007","DOIUrl":"https://doi.org/10.1108/ICT-02-2021-0007","url":null,"abstract":"","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47832601","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-23DOI: 10.1108/ict-12-2020-0115
Aljawharah Alsalamah, Carol Callinan
Purpose A 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/approach This 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. Findings The 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/value This 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.
{"title":"The Kirkpatrick model for training evaluation: bibliometric analysis after 60 years (1959–2020)","authors":"Aljawharah Alsalamah, Carol Callinan","doi":"10.1108/ict-12-2020-0115","DOIUrl":"https://doi.org/10.1108/ict-12-2020-0115","url":null,"abstract":"\u0000Purpose\u0000A 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.\u0000\u0000\u0000Design/methodology/approach\u0000This 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.\u0000\u0000\u0000Findings\u0000The 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.\u0000\u0000\u0000Originality/value\u0000This 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48098376","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-16DOI: 10.1108/ict-08-2020-0100
Khahan Na-nan, Apiwat Arunyaphum
Purpose The 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/approach A 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. Findings The results revealed that work engagement and knowledge sharing were partially mediated by empowering leadership and innovative work behaviour. Practical implications The 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/value The 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.
{"title":"Effect of employees’ work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour","authors":"Khahan Na-nan, Apiwat Arunyaphum","doi":"10.1108/ict-08-2020-0100","DOIUrl":"https://doi.org/10.1108/ict-08-2020-0100","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to explore the influences of work engagement and knowledge sharing as mediators of empowering leadership and innovative work behaviour.\u0000\u0000\u0000Design/methodology/approach\u0000A 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.\u0000\u0000\u0000Findings\u0000The results revealed that work engagement and knowledge sharing were partially mediated by empowering leadership and innovative work behaviour.\u0000\u0000\u0000Practical implications\u0000The 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.\u0000\u0000\u0000Originality/value\u0000The 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-08-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48551929","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-13DOI: 10.1108/ict-11-2020-0112
Salima Hamouche, Zakariya Chabani
Purpose The 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/approach This 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. Findings COVID-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/value This 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.
{"title":"COVID-19 and the new forms of employment relationship: implications and insights for human resource development","authors":"Salima Hamouche, Zakariya Chabani","doi":"10.1108/ict-11-2020-0112","DOIUrl":"https://doi.org/10.1108/ict-11-2020-0112","url":null,"abstract":"\u0000Purpose\u0000The 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.\u0000\u0000\u0000Design/methodology/approach\u0000This 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.\u0000\u0000\u0000Findings\u0000COVID-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.\u0000\u0000\u0000Originality/value\u0000This 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44744662","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-10DOI: 10.1108/ICT-07-2020-0091
Anita Sarkar
Purpose In 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/approach The 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. Findings In 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/value Based on the literature review, the paper suggests a holistic diversity training program that is hopefully going to be useful for both practitioners and academicians.
{"title":"Designing diversity training program for business executives","authors":"Anita Sarkar","doi":"10.1108/ICT-07-2020-0091","DOIUrl":"https://doi.org/10.1108/ICT-07-2020-0091","url":null,"abstract":"\u0000Purpose\u0000In 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.\u0000\u0000\u0000Design/methodology/approach\u0000The 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.\u0000\u0000\u0000Findings\u0000In 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.\u0000\u0000\u0000Originality/value\u0000Based on the literature review, the paper suggests a holistic diversity training program that is hopefully going to be useful for both practitioners and academicians.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-07-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48101390","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-22DOI: 10.1108/ICT-12-2020-0114
Lei Xie, Shaoping Qiu, Xinyi Bian
Purpose Building 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/approach Participants 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. Findings Study 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/value SL 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.
{"title":"The curvilinear relationship between servant leadership and work-family conflict: the moderating role of age in Chinese female workers","authors":"Lei Xie, Shaoping Qiu, Xinyi Bian","doi":"10.1108/ICT-12-2020-0114","DOIUrl":"https://doi.org/10.1108/ICT-12-2020-0114","url":null,"abstract":"\u0000Purpose\u0000Building 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).\u0000\u0000\u0000Design/methodology/approach\u0000Participants 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.\u0000\u0000\u0000Findings\u0000Study 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.\u0000\u0000\u0000Originality/value\u0000SL 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41474675","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}
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