Pub Date : 2023-07-25DOI: 10.1108/ict-11-2022-0083
Joather Alwali
Purpose The purpose of this research paper is to study the effect of transformational leadership (TL) and job crafting (JC) on nurses’ innovative work behaviors (IWB) while accounting for the mediating effect of psychological empowerment (PsyEmp). Design/methodology/approach To test the developed hypotheses quantitatively, two statistical methods were used: structural equation modeling via partial least squares and bootstrapping estimation. The survey elicited responses from 270 nurses, but after data screening, only 168 were used. Confirmatory factor analysis was used to establish the distinctness of the variables used in this study. Findings Findings indicate that there are a positive influence of both TL and JC on PsyEmp. Additionally, the findings show a beneficial effect of PsyEmp as a mediator between TL, JC and IWB. Originality/value This study adds to the body of knowledge by demonstrating the effects of nurse TL and JC on nurses’ PsyEmp and IWB. In addition to the role of PsyEmp as a partial mediator in the relationship between TL, JC and IWB. The research novelty resides in the fact that none of these links has before been studied in the context of Iraq.
{"title":"Igniting innovative: how transformational leadership and job crafting empower innovative among Iraqi nurses in public hospitals","authors":"Joather Alwali","doi":"10.1108/ict-11-2022-0083","DOIUrl":"https://doi.org/10.1108/ict-11-2022-0083","url":null,"abstract":"\u0000Purpose\u0000The purpose of this research paper is to study the effect of transformational leadership (TL) and job crafting (JC) on nurses’ innovative work behaviors (IWB) while accounting for the mediating effect of psychological empowerment (PsyEmp).\u0000\u0000\u0000Design/methodology/approach\u0000To test the developed hypotheses quantitatively, two statistical methods were used: structural equation modeling via partial least squares and bootstrapping estimation. The survey elicited responses from 270 nurses, but after data screening, only 168 were used. Confirmatory factor analysis was used to establish the distinctness of the variables used in this study.\u0000\u0000\u0000Findings\u0000Findings indicate that there are a positive influence of both TL and JC on PsyEmp. Additionally, the findings show a beneficial effect of PsyEmp as a mediator between TL, JC and IWB.\u0000\u0000\u0000Originality/value\u0000This study adds to the body of knowledge by demonstrating the effects of nurse TL and JC on nurses’ PsyEmp and IWB. In addition to the role of PsyEmp as a partial mediator in the relationship between TL, JC and IWB. The research novelty resides in the fact that none of these links has before been studied in the context of Iraq.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41570421","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 : 2023-07-18DOI: 10.1108/ict-02-2023-0009
Preeti Goel, Animesh Singh
Purpose The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of EdTech employees (knowledge-intensive population). This is consistent with encouraging the happiness literature as well as facilitating positive approaches at the working place in developing economies. Design/methodology/approach Responses were collected via Questionnaire from the employees of EdTech Companies, and a total of 500 responses were investigated. The factor structures, reliability and validity of the HAW scale were tested with the help of SPSS and Smart PLS Software Version 4.0.8.7. Findings The findings of this study showed that all the criteria of reliability and validity for validation of HAW scale were met when used in Indian culture, and the higher-order construct of HAW scale was retained. Originality/value Because of the differences in work cultures and societal structures among nations, the validation of HAW scale in the Indian context is needed, as the majority of the studies in the field of happiness were conducted in Western countries. So this study contributes significantly by validating the HAW scale in India by using a sample of EdTech employees.
{"title":"Validation of happiness at workplace scale in India – an empirical study on EdTech employees","authors":"Preeti Goel, Animesh Singh","doi":"10.1108/ict-02-2023-0009","DOIUrl":"https://doi.org/10.1108/ict-02-2023-0009","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of EdTech employees (knowledge-intensive population). This is consistent with encouraging the happiness literature as well as facilitating positive approaches at the working place in developing economies.\u0000\u0000\u0000Design/methodology/approach\u0000Responses were collected via Questionnaire from the employees of EdTech Companies, and a total of 500 responses were investigated. The factor structures, reliability and validity of the HAW scale were tested with the help of SPSS and Smart PLS Software Version 4.0.8.7.\u0000\u0000\u0000Findings\u0000The findings of this study showed that all the criteria of reliability and validity for validation of HAW scale were met when used in Indian culture, and the higher-order construct of HAW scale was retained.\u0000\u0000\u0000Originality/value\u0000Because of the differences in work cultures and societal structures among nations, the validation of HAW scale in the Indian context is needed, as the majority of the studies in the field of happiness were conducted in Western countries. So this study contributes significantly by validating the HAW scale in India by using a sample of EdTech employees.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43152460","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 : 2023-07-18DOI: 10.1108/ict-10-2022-0075
Stephanie K. Erwin, Maria Cseh
Purpose The representation of women throughout all levels of military service and the experiences of women in military service remains a challenge for the U.S. military. The purpose of this qualitative study was to understand the gendered experiences of active-duty senior enlisted women in the U.S. military. In particular, this paper addresses gendered misconduct and its implications for training and human resource development. Design/methodology/approach Informed by gendered organizations theory, feminist institutional theory and social learning theory, this interpretive qualitative study used document reviews and in-depth interviews with 12 active-duty senior enlisted women representing various occupational specialties within the four branches of the Department of Defense. Findings Findings included compelling stories of the gendered experiences of the participants’ related to organizational structures, institutional culture, gendered misconduct and learning to navigate as a woman. Gendered misconduct, to include sexual assault, sexual harassment and sex-based discrimination, particularly reflected the simultaneous visibility and invisibility of women in military service. Originality/value The findings of this study are consistent with extant literature and may be used to inform policy and regulatory efforts regarding gendered misconduct in the military. Otherwise, women in the military will remain invisible and yet hypervisible.
{"title":"Invisible and yet hypervisible: gendered misconduct and the U.S. military","authors":"Stephanie K. Erwin, Maria Cseh","doi":"10.1108/ict-10-2022-0075","DOIUrl":"https://doi.org/10.1108/ict-10-2022-0075","url":null,"abstract":"\u0000Purpose\u0000The representation of women throughout all levels of military service and the experiences of women in military service remains a challenge for the U.S. military. The purpose of this qualitative study was to understand the gendered experiences of active-duty senior enlisted women in the U.S. military. In particular, this paper addresses gendered misconduct and its implications for training and human resource development.\u0000\u0000\u0000Design/methodology/approach\u0000Informed by gendered organizations theory, feminist institutional theory and social learning theory, this interpretive qualitative study used document reviews and in-depth interviews with 12 active-duty senior enlisted women representing various occupational specialties within the four branches of the Department of Defense.\u0000\u0000\u0000Findings\u0000Findings included compelling stories of the gendered experiences of the participants’ related to organizational structures, institutional culture, gendered misconduct and learning to navigate as a woman. Gendered misconduct, to include sexual assault, sexual harassment and sex-based discrimination, particularly reflected the simultaneous visibility and invisibility of women in military service.\u0000\u0000\u0000Originality/value\u0000The findings of this study are consistent with extant literature and may be used to inform policy and regulatory efforts regarding gendered misconduct in the military. Otherwise, women in the military will remain invisible and yet hypervisible.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49423215","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 : 2023-07-07DOI: 10.1108/ict-07-2022-0050
K. Dartey-Baah, Samuel Howard Quartey, Kwame Gyeabour Asante
Purpose The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana. Design/methodology/approach Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling. Findings The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant. Research limitations/implications Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time. Practical implications Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development. Social implications Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations. Originality/value Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.
{"title":"Examining toxic leadership, pay satisfaction and LMX among nurses: evidence from Ghana","authors":"K. Dartey-Baah, Samuel Howard Quartey, Kwame Gyeabour Asante","doi":"10.1108/ict-07-2022-0050","DOIUrl":"https://doi.org/10.1108/ict-07-2022-0050","url":null,"abstract":"Purpose\u0000The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana.\u0000\u0000\u0000Design/methodology/approach\u0000Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling.\u0000\u0000\u0000Findings\u0000The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant.\u0000\u0000\u0000Research limitations/implications\u0000Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time.\u0000\u0000\u0000Practical implications\u0000Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development.\u0000\u0000\u0000Social implications\u0000Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations.\u0000\u0000\u0000Originality/value\u0000Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47999731","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 : 2023-07-04DOI: 10.1108/ict-10-2022-0076
E. M. Todd, Payton Stewart
Purpose The purpose of this paper is to critically review the literature on design thinking training to elucidate guidelines for best practices of design thinking training interventions. Design/methodology/approach The literature was reviewed, which outlined several themes that informed a series of recommendations for organizations considering developing design thinking training. Findings Process-based training, delivery activities and content, skills-based approach, delivery format, support for training and training evaluation were identified as key themes in the literature. These themes highlighted practical recommendations for developing design thinking training interventions. Findings also demonstrate current limitations in the literature. Research limitations/implications Research on design thinking training is limited; therefore, recommendations for training should be applied carefully. The limited research points to a fruitful area for future research and development of design thinking training. Practical implications This paper suggests that researchers and practitioners should develop face-to-face or hybrid design thinking training interventions that follow the design thinking process and focus on the development of relevant skills, using interactive, user-focused and design visualization activities. Results suggest that adequate support for training should be provided, and outcomes of training should be empirically evaluated. Originality/value To the best of the authors’ knowledge, this paper is the first to review the design thinking training literature and provide general recommendations for both design thinking training development and design thinking research.
{"title":"Guidelines for training design thinking in organizations","authors":"E. M. Todd, Payton Stewart","doi":"10.1108/ict-10-2022-0076","DOIUrl":"https://doi.org/10.1108/ict-10-2022-0076","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to critically review the literature on design thinking training to elucidate guidelines for best practices of design thinking training interventions.\u0000\u0000\u0000Design/methodology/approach\u0000The literature was reviewed, which outlined several themes that informed a series of recommendations for organizations considering developing design thinking training.\u0000\u0000\u0000Findings\u0000Process-based training, delivery activities and content, skills-based approach, delivery format, support for training and training evaluation were identified as key themes in the literature. These themes highlighted practical recommendations for developing design thinking training interventions. Findings also demonstrate current limitations in the literature.\u0000\u0000\u0000Research limitations/implications\u0000Research on design thinking training is limited; therefore, recommendations for training should be applied carefully. The limited research points to a fruitful area for future research and development of design thinking training.\u0000\u0000\u0000Practical implications\u0000This paper suggests that researchers and practitioners should develop face-to-face or hybrid design thinking training interventions that follow the design thinking process and focus on the development of relevant skills, using interactive, user-focused and design visualization activities. Results suggest that adequate support for training should be provided, and outcomes of training should be empirically evaluated.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this paper is the first to review the design thinking training literature and provide general recommendations for both design thinking training development and design thinking research.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44634478","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 : 2023-06-19DOI: 10.1108/ict-09-2022-0064
Deepika Pandita, Y. Agarwal, Fatima Vapiwala
Purpose Organizations must be resilient to be agile and sensitive to numerous shifting situations due to the pandemic. There is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. Therefore, the purpose of the present study is to explore how Gen Z’s competencies can be banked upon to foster organizational learning to sustain. Design/methodology/approach Considering the constantly changing scenario in business organizations and the growing need for organizational learning to sustain, the authors have conducted an extensive review of the literature to understand how to sustain organizational learning for and through Gen Z. An integrative secondary search was carried out for specific and relevant work on the topic. The authors have considered both empirical and qualitative studies in their review to highlight the various themes that emerge from the extant literature. Findings The study indicates that much of the knowledge and experience is filtered through a generational lens, and organizations must encourage the development of Gen Z employees through e-learning, psychological contract, intrapreneurship and reverse mentoring. Based on the findings, the authors have proposed an ICES model which unifies the above four factors. The proposed ICES model encompasses specific interventions of having an Integrated 360 degrees learning experience (I), Coaching leadership for enabling intrapreneurship (C), revamping EVP for Gen Z-specific psychological contract (E) and building a Skill-will inventory for reverse mentoring (S). Practical implications There is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. This study will enable organizations to break down generational barriers, enhance organizational harmony, foster initiative and innovation and boost organizational performance through sustained organizational learning. Originality/value In view of the pandemic situation, organizations need to adapt not just their systems and processes but also to look for ways to engage their talent. The proposed ICES model will enable the sustainability of organizational learning for and through the Gen Z workforce by fostering individual development and organizational performance.
{"title":"Fostering the sustainability of organizational learning: reviewing the role of Gen-Z employees","authors":"Deepika Pandita, Y. Agarwal, Fatima Vapiwala","doi":"10.1108/ict-09-2022-0064","DOIUrl":"https://doi.org/10.1108/ict-09-2022-0064","url":null,"abstract":"\u0000Purpose\u0000Organizations must be resilient to be agile and sensitive to numerous shifting situations due to the pandemic. There is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. Therefore, the purpose of the present study is to explore how Gen Z’s competencies can be banked upon to foster organizational learning to sustain.\u0000\u0000\u0000Design/methodology/approach\u0000Considering the constantly changing scenario in business organizations and the growing need for organizational learning to sustain, the authors have conducted an extensive review of the literature to understand how to sustain organizational learning for and through Gen Z. An integrative secondary search was carried out for specific and relevant work on the topic. The authors have considered both empirical and qualitative studies in their review to highlight the various themes that emerge from the extant literature.\u0000\u0000\u0000Findings\u0000The study indicates that much of the knowledge and experience is filtered through a generational lens, and organizations must encourage the development of Gen Z employees through e-learning, psychological contract, intrapreneurship and reverse mentoring. Based on the findings, the authors have proposed an ICES model which unifies the above four factors. The proposed ICES model encompasses specific interventions of having an Integrated 360 degrees learning experience (I), Coaching leadership for enabling intrapreneurship (C), revamping EVP for Gen Z-specific psychological contract (E) and building a Skill-will inventory for reverse mentoring (S).\u0000\u0000\u0000Practical implications\u0000There is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. This study will enable organizations to break down generational barriers, enhance organizational harmony, foster initiative and innovation and boost organizational performance through sustained organizational learning.\u0000\u0000\u0000Originality/value\u0000In view of the pandemic situation, organizations need to adapt not just their systems and processes but also to look for ways to engage their talent. The proposed ICES model will enable the sustainability of organizational learning for and through the Gen Z workforce by fostering individual development and organizational performance.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42138876","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 : 2023-06-07DOI: 10.1108/ict-11-2022-0085
Alfonso J. Gil, Linzay Rodriguez-Cavides, Deyanith Romero-Daza
Purpose The literature has defined different indicators of training effectiveness. At the performance indicator level of analysis, training effectiveness measures the impact of training on knowledge, skills and job performance. This paper aims to analyse, from the perspective of managers and employees from the hotel sector in Colombia, the relationships between the improvement of knowledge and skills and the improvement of job performance. Design/methodology/approach The research technique used is a survey. Data are collected from a sample of managers and a sample of employees from the Colombian hospitality industry. The hypotheses are contrasted through regression analysis. Findings From the managers’ perspective, the data indicate a significant relationship between the improvement of knowledge and work performance. In contrast, there is no significant relationship between improving skills and improving job performance. From the employees’ perspective, significant relationships between the improvement of knowledge and the improvement of skills in job performance are revealed. Originality/value This work makes significant contributions to the training literature. It analyses the relationships among indicators of training effectiveness from the point of view of managers and employees from the Colombian hotel sector. It reveals differences between the perspectives of managers and employees.
{"title":"Analysis of training effectiveness from the perspective of managers and employees in the Colombian hospitality industry","authors":"Alfonso J. Gil, Linzay Rodriguez-Cavides, Deyanith Romero-Daza","doi":"10.1108/ict-11-2022-0085","DOIUrl":"https://doi.org/10.1108/ict-11-2022-0085","url":null,"abstract":"\u0000Purpose\u0000The literature has defined different indicators of training effectiveness. At the performance indicator level of analysis, training effectiveness measures the impact of training on knowledge, skills and job performance. This paper aims to analyse, from the perspective of managers and employees from the hotel sector in Colombia, the relationships between the improvement of knowledge and skills and the improvement of job performance.\u0000\u0000\u0000Design/methodology/approach\u0000The research technique used is a survey. Data are collected from a sample of managers and a sample of employees from the Colombian hospitality industry. The hypotheses are contrasted through regression analysis.\u0000\u0000\u0000Findings\u0000From the managers’ perspective, the data indicate a significant relationship between the improvement of knowledge and work performance. In contrast, there is no significant relationship between improving skills and improving job performance. From the employees’ perspective, significant relationships between the improvement of knowledge and the improvement of skills in job performance are revealed.\u0000\u0000\u0000Originality/value\u0000This work makes significant contributions to the training literature. It analyses the relationships among indicators of training effectiveness from the point of view of managers and employees from the Colombian hotel sector. It reveals differences between the perspectives of managers and employees.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44023634","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 : 2023-06-05DOI: 10.1108/ict-11-2022-0082
Fazal Uddin Syed, Sikandar Mohd Abdul
Purpose The primary purpose of this research paper is to evaluate e-learning among employees of Information Technology (IT) companies based in Hyderabad, India. Design/methodology/approach A survey was undertaken among the employees from different IT companies based in Hyderabad, India, to gauge the perception towards e-learning. The participants were selected randomly. The evaluation is based on a few factors: convenience, usefulness, course content, quality, effectiveness and benefits for employees and organizations. The responses were recorded online through a structured questionnaire. In total, 237 responses have been collected for this present study, of which 227 questionnaires were used for analysis. Findings The surveyed employees perceived that e-learning helped them enhance their workplace competency in a flexible but effective manner. The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways. Research limitations/implications Limitation of the study – by examining the pris study was confined to employees working with IT companies based in Hyderabad City, India. The data is collected online, and there may be some insufficient responses. Implications of the study – the study results show a deep insight into the critical aspects of e-learning as a tool for employee training for the benefit of employees and organizational development. The surveyed respondents from the IT sector at Hyderabad perceived that keys to successful e-learning programs should give due consideration towards availability of internet bandwidth, making the course more interactive, providing more choices to the learners and user-friendly and personalized learning experience. The study also shows that the e-learning programs primarily benefit the employees as well as the organization in a manner, namely, improved productivity, helping to achieve business objectives of the firm, growth and advancement to the employees and enhancing the job-related knowledge. The study also discovered that e-learning improves employees’ opportunities for professional growth and advancement inside and outside the organization by assisting them in learning new skills and enhancing job-related information. Practical implications The internet penetration in recent years, as well as post-Covid-19, has given rise to online learning in the education and corporate sectors. The emergence of online or e-learning has been gaining ground in the corporate world by replacing the existing face-to-face or physical training model because of the cost factor and flexible learning to the learners. E-learning improves the learner’s ability to adapt to the company’s constantly changing business environment, which in turn helps the company increase departmental productivity and, ultimately, achieve its overall business goals. Social implications The e-learning also empowered the learners and ultimately contributed to the enhancem
{"title":"Employees’ perception towards e-learning: an exploratory study in the information technology sector in India","authors":"Fazal Uddin Syed, Sikandar Mohd Abdul","doi":"10.1108/ict-11-2022-0082","DOIUrl":"https://doi.org/10.1108/ict-11-2022-0082","url":null,"abstract":"\u0000Purpose\u0000The primary purpose of this research paper is to evaluate e-learning among employees of Information Technology (IT) companies based in Hyderabad, India.\u0000\u0000\u0000Design/methodology/approach\u0000A survey was undertaken among the employees from different IT companies based in Hyderabad, India, to gauge the perception towards e-learning. The participants were selected randomly. The evaluation is based on a few factors: convenience, usefulness, course content, quality, effectiveness and benefits for employees and organizations. The responses were recorded online through a structured questionnaire. In total, 237 responses have been collected for this present study, of which 227 questionnaires were used for analysis.\u0000\u0000\u0000Findings\u0000The surveyed employees perceived that e-learning helped them enhance their workplace competency in a flexible but effective manner. The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways.\u0000\u0000\u0000Research limitations/implications\u0000Limitation of the study – by examining the pris study was confined to employees working with IT companies based in Hyderabad City, India. The data is collected online, and there may be some insufficient responses. Implications of the study – the study results show a deep insight into the critical aspects of e-learning as a tool for employee training for the benefit of employees and organizational development. The surveyed respondents from the IT sector at Hyderabad perceived that keys to successful e-learning programs should give due consideration towards availability of internet bandwidth, making the course more interactive, providing more choices to the learners and user-friendly and personalized learning experience. The study also shows that the e-learning programs primarily benefit the employees as well as the organization in a manner, namely, improved productivity, helping to achieve business objectives of the firm, growth and advancement to the employees and enhancing the job-related knowledge. The study also discovered that e-learning improves employees’ opportunities for professional growth and advancement inside and outside the organization by assisting them in learning new skills and enhancing job-related information.\u0000\u0000\u0000Practical implications\u0000The internet penetration in recent years, as well as post-Covid-19, has given rise to online learning in the education and corporate sectors. The emergence of online or e-learning has been gaining ground in the corporate world by replacing the existing face-to-face or physical training model because of the cost factor and flexible learning to the learners. E-learning improves the learner’s ability to adapt to the company’s constantly changing business environment, which in turn helps the company increase departmental productivity and, ultimately, achieve its overall business goals.\u0000\u0000\u0000Social implications\u0000The e-learning also empowered the learners and ultimately contributed to the enhancem","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48116439","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 : 2023-05-30DOI: 10.1108/ict-04-2022-0023
S. Rahi
Purpose This study aims to investigate employee behavior toward work engagement with an integrative research framework that combines human resource practices, employee psychological empowerment and well-being. Moreover, the moderating effect of transformational leadership is tested between employee engagement at workplace during crisis such as COVID-19 and sustainable employment. Design/methodology/approach This study empirically investigates research framework with 353 responses retrieved from employees working in private sector organizations. The data were collected through structured, closed-ended questionnaires. For inferential analysis, structural equation modeling approach has been used. To test the predictive power of the research framework, blindfolding procedure Q2 is incorporated. Findings Statistical findings indicate that HR compensation, HR training, opportunity enhancing, motivation enhancing, psychological well-being and empowerment have explained substantial variance (R2 = 67.5%) in employee work engagement during crisis. Concerning with sustainable employment, the transformational leadership and work engagement have shown significant variance (R2 = 20.6%) in determining sustainable employment. Moving further psychological empowerment has revealed maximum effect size (f2) to determine employee engagement behavior at work place during pandemic crisis. The blindfolding procedure Q2 has exhibited substantial power to predict employee work engagement and sustainable employment during crisis such as COVID-19 pandemic. Practical implications This study has several contributions to theory and practice. Theoretically, this study develops an integrative research framework with the help of human resource practices and employee psychological factors such as employee well-being and empowerment. Therefore, practically, this research suggests that factors such as opportunity enhancing, transformational leadership and employee psychological empowerment need managerial attention to increase employee engagement at workplace and sustainable employment during pandemic crisis. Social implications With the growing concerns of layoff during pandemic crisis, employees have shown lack of interest at workplace because of psychological fears. Nevertheless, this study has established that policymakers could enhance employee engagement at workplace and sustainable employment during crisis by redesigning HR practices and improving employee psychological well-being and empowerment. In addition to that, employee psychological well-being and empowerment are considered healthy factors for human beings and nurture society at large. Originality/value This research is original as it establishes an integrative research framework grounded in HR practices, employee psychological empowerment and employee psychological well-being to investigate employee behavior at work place during crisis such as pandemic. In addition to that, this study has enriched leadersh
{"title":"Fostering employee work engagement and sustainable employment during COVID-19 crisis through HR practices, employee psychological well-being and psychological empowerment","authors":"S. Rahi","doi":"10.1108/ict-04-2022-0023","DOIUrl":"https://doi.org/10.1108/ict-04-2022-0023","url":null,"abstract":"\u0000Purpose\u0000This study aims to investigate employee behavior toward work engagement with an integrative research framework that combines human resource practices, employee psychological empowerment and well-being. Moreover, the moderating effect of transformational leadership is tested between employee engagement at workplace during crisis such as COVID-19 and sustainable employment.\u0000\u0000\u0000Design/methodology/approach\u0000This study empirically investigates research framework with 353 responses retrieved from employees working in private sector organizations. The data were collected through structured, closed-ended questionnaires. For inferential analysis, structural equation modeling approach has been used. To test the predictive power of the research framework, blindfolding procedure Q2 is incorporated.\u0000\u0000\u0000Findings\u0000Statistical findings indicate that HR compensation, HR training, opportunity enhancing, motivation enhancing, psychological well-being and empowerment have explained substantial variance (R2 = 67.5%) in employee work engagement during crisis. Concerning with sustainable employment, the transformational leadership and work engagement have shown significant variance (R2 = 20.6%) in determining sustainable employment. Moving further psychological empowerment has revealed maximum effect size (f2) to determine employee engagement behavior at work place during pandemic crisis. The blindfolding procedure Q2 has exhibited substantial power to predict employee work engagement and sustainable employment during crisis such as COVID-19 pandemic.\u0000\u0000\u0000Practical implications\u0000This study has several contributions to theory and practice. Theoretically, this study develops an integrative research framework with the help of human resource practices and employee psychological factors such as employee well-being and empowerment. Therefore, practically, this research suggests that factors such as opportunity enhancing, transformational leadership and employee psychological empowerment need managerial attention to increase employee engagement at workplace and sustainable employment during pandemic crisis.\u0000\u0000\u0000Social implications\u0000With the growing concerns of layoff during pandemic crisis, employees have shown lack of interest at workplace because of psychological fears. Nevertheless, this study has established that policymakers could enhance employee engagement at workplace and sustainable employment during crisis by redesigning HR practices and improving employee psychological well-being and empowerment. In addition to that, employee psychological well-being and empowerment are considered healthy factors for human beings and nurture society at large.\u0000\u0000\u0000Originality/value\u0000This research is original as it establishes an integrative research framework grounded in HR practices, employee psychological empowerment and employee psychological well-being to investigate employee behavior at work place during crisis such as pandemic. In addition to that, this study has enriched leadersh","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48743329","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 : 2023-04-03DOI: 10.1108/ict-10-2022-0078
Quan Hoang Nguyen Tran
Purpose The purpose of this study is to look into the relationship between leadership skills, especially technical, human and conceptual skills, and organizational citizenship behavior (OCB), with organizational culture acting as a mediator. Design/methodology/approach For the purpose of this study, a quantitative strategy was adopted. To collect data, paper/online surveys were administered to 294 individuals in various Vietnamese public organizations. Stata 15.1 was used to assess the reliability, validity and consistency of the measurements. Regression analysis was used to evaluate the proposed hypotheses. Findings It was discovered that leadership skills have a significant effect on OCB, which partially supported the hypotheses. However, only conceptual skill was found to have a significant impact on individual OCB (OCBI). Conceptual skill was also found to have a significant impact on supportive culture. In addition, only supportive culture had a significant effect on OCBI. Finally, supportive culture was confirmed to mediate the relationship between conceptual skill and OCBI. Originality/value This study adds to the social exchange theory by filling three significant gaps in previous research on leadership skills. First, it investigates the impact of three leadership skills on OCB in public organizations. Second, it examines the role of leadership skills in fostering an organizational culture. Third, the paper concludes by investigating the underlying mechanism through which leadership skills contribute to OCB via the mediation of organizational culture. The implications of these findings for practice are discussed.
{"title":"Explore the relationship between leadership skills, organizational citizenship behavior and organizational culture in Vietnamese public organizations","authors":"Quan Hoang Nguyen Tran","doi":"10.1108/ict-10-2022-0078","DOIUrl":"https://doi.org/10.1108/ict-10-2022-0078","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to look into the relationship between leadership skills, especially technical, human and conceptual skills, and organizational citizenship behavior (OCB), with organizational culture acting as a mediator.\u0000\u0000\u0000Design/methodology/approach\u0000For the purpose of this study, a quantitative strategy was adopted. To collect data, paper/online surveys were administered to 294 individuals in various Vietnamese public organizations. Stata 15.1 was used to assess the reliability, validity and consistency of the measurements. Regression analysis was used to evaluate the proposed hypotheses.\u0000\u0000\u0000Findings\u0000It was discovered that leadership skills have a significant effect on OCB, which partially supported the hypotheses. However, only conceptual skill was found to have a significant impact on individual OCB (OCBI). Conceptual skill was also found to have a significant impact on supportive culture. In addition, only supportive culture had a significant effect on OCBI. Finally, supportive culture was confirmed to mediate the relationship between conceptual skill and OCBI.\u0000\u0000\u0000Originality/value\u0000This study adds to the social exchange theory by filling three significant gaps in previous research on leadership skills. First, it investigates the impact of three leadership skills on OCB in public organizations. Second, it examines the role of leadership skills in fostering an organizational culture. Third, the paper concludes by investigating the underlying mechanism through which leadership skills contribute to OCB via the mediation of organizational culture. The implications of these findings for practice are discussed.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43896627","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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