Pub Date : 2023-02-13DOI: 10.1108/ict-06-2022-0042
Anasuya K. Lingappa, Lewlyn Rodrigues L.R., Dasharathraj K. Shetty
Purpose The purpose of this paper is to present a conceptual model that explains how necessity and opportunity start-up motivation affects firm performance among women entrepreneurs (WEs) through the mediating influences of motivation to learn (MtL) and women entrepreneurial competencies (WEC). Design/methodology/approach Necessity (NEC) and Opportunity (OPP) motivation is used as the guiding theory to acknowledge the contraries of women entrepreneurial motivation. Female Entrepreneurial Competency (FEC) framework is used as a basis for WEC. Embedded in this reasoning, MtL and FECs are integrated into the conceptual model to understand the connection between start-up motivation and business performance among WEs in a developing economy. Findings To date, there is a limited understanding of how learning motivation and competencies together explain the business performance of WEs through the lens of their differences in start-up motivation. In this respect, this conceptual model advances scholarly insights by conceptualizing the relationship between NEC and OPP motivation, and business performance through the mediating influences of MtL and WECs. Research limitations/implications The proposed conceptual model does not consider any aspects other than entrepreneurial motivation, learning motivation and competencies related to business performance such as access to finance, sociocultural aspects and personality traits. Practical implications The proposed conceptual model can contribute to academics by adding to the body of knowledge on women entrepreneurship. It can also aid policymakers in understanding the critical link between differentials in start-up motivation and firm performance through the mediating influences of learning motivation and competencies, thus potentially providing a basis for formulating focused skilling strategies for WEs. Originality/value This paper proposes a unique conceptual framework that incorporates theories of learning motivation and FECs to examine the critical link between start-up motivation and business performance among WE.
{"title":"Women entrepreneurial motivation and business performance: the role of learning motivation and female entrepreneurial competencies","authors":"Anasuya K. Lingappa, Lewlyn Rodrigues L.R., Dasharathraj K. Shetty","doi":"10.1108/ict-06-2022-0042","DOIUrl":"https://doi.org/10.1108/ict-06-2022-0042","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to present a conceptual model that explains how necessity and opportunity start-up motivation affects firm performance among women entrepreneurs (WEs) through the mediating influences of motivation to learn (MtL) and women entrepreneurial competencies (WEC).\u0000\u0000\u0000Design/methodology/approach\u0000Necessity (NEC) and Opportunity (OPP) motivation is used as the guiding theory to acknowledge the contraries of women entrepreneurial motivation. Female Entrepreneurial Competency (FEC) framework is used as a basis for WEC. Embedded in this reasoning, MtL and FECs are integrated into the conceptual model to understand the connection between start-up motivation and business performance among WEs in a developing economy.\u0000\u0000\u0000Findings\u0000To date, there is a limited understanding of how learning motivation and competencies together explain the business performance of WEs through the lens of their differences in start-up motivation. In this respect, this conceptual model advances scholarly insights by conceptualizing the relationship between NEC and OPP motivation, and business performance through the mediating influences of MtL and WECs.\u0000\u0000\u0000Research limitations/implications\u0000The proposed conceptual model does not consider any aspects other than entrepreneurial motivation, learning motivation and competencies related to business performance such as access to finance, sociocultural aspects and personality traits.\u0000\u0000\u0000Practical implications\u0000The proposed conceptual model can contribute to academics by adding to the body of knowledge on women entrepreneurship. It can also aid policymakers in understanding the critical link between differentials in start-up motivation and firm performance through the mediating influences of learning motivation and competencies, thus potentially providing a basis for formulating focused skilling strategies for WEs.\u0000\u0000\u0000Originality/value\u0000This paper proposes a unique conceptual framework that incorporates theories of learning motivation and FECs to examine the critical link between start-up motivation and business performance among WE.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47750918","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 : 2023-01-11DOI: 10.1108/ict-03-2022-0017
D. Said, Sucheta Agarwal, Y. Alzoubi, M. Momin, Ariz Naqvi
Purpose Several organizations decided to work remotely after the Indian Government proclaimed a state of emergency on March 24, 2020, to prevent the spread of COVID-19. Employees across all industries, particularly the Generation-Y, were stressed as a result of the COVID-19 outbreak. The purpose of this study is to fills that gap by looking at the effects of occupational stress factors (such as coworker support, work–life balance [WLB] and role expectation conflict) on Generation-Y employees in the educational sector during COVID-19. Design/methodology/approach The causes and consequences of the three occupational stresses listed above were investigated. In total, 231 surveys from workers at private and public educational institutions in India were analyzed using partial least square-structural equation modeling analysis. Findings The results revealed that support from coworkers greatly reduced job stress, the WLB had a positive impact on the work and personal lives, and the lack of role specification in Generation-Y employees had a negative impact on their job performance. Originality/value This study has considered the occupational stress variables among Generation-Y in the era of COVID-19, which need attention to improve the performance of the academic sector.
{"title":"Occupational stress among Generation-Y employees in the era of COVID-19: cases from universities in India","authors":"D. Said, Sucheta Agarwal, Y. Alzoubi, M. Momin, Ariz Naqvi","doi":"10.1108/ict-03-2022-0017","DOIUrl":"https://doi.org/10.1108/ict-03-2022-0017","url":null,"abstract":"\u0000Purpose\u0000Several organizations decided to work remotely after the Indian Government proclaimed a state of emergency on March 24, 2020, to prevent the spread of COVID-19. Employees across all industries, particularly the Generation-Y, were stressed as a result of the COVID-19 outbreak. The purpose of this study is to fills that gap by looking at the effects of occupational stress factors (such as coworker support, work–life balance [WLB] and role expectation conflict) on Generation-Y employees in the educational sector during COVID-19.\u0000\u0000\u0000Design/methodology/approach\u0000The causes and consequences of the three occupational stresses listed above were investigated. In total, 231 surveys from workers at private and public educational institutions in India were analyzed using partial least square-structural equation modeling analysis.\u0000\u0000\u0000Findings\u0000The results revealed that support from coworkers greatly reduced job stress, the WLB had a positive impact on the work and personal lives, and the lack of role specification in Generation-Y employees had a negative impact on their job performance.\u0000\u0000\u0000Originality/value\u0000This study has considered the occupational stress variables among Generation-Y in the era of COVID-19, which need attention to improve the performance of the academic sector.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41990741","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 : 2022-12-27DOI: 10.1108/ict-05-2022-0026
Minisha Gupta, Sucheta Agarwal
Purpose This study aims to propose a conceptual framework describing the relationship between enablers of knowledge sharing (KS) and organizational sustainability. Design/methodology/approach An in-depth literature review based on preferred reporting items for systematic reviews and meta-analyses flowchart was conducted to identify the enablers of KS. The study develops a conceptual framework by assimilating enablers of KS on three levels: individual, technical and organizational, to attain organizational sustainability. Findings Enablers of KS are beneficial for organizations to enable problem-solving, better and faster decision-making, stimulating creativity and innovation, improved customers’ services and leveraging employees’ talent. Research limitations/implications Within organizational structure, KS can be fostered by a culture that encourages employees to generate novel and creative ideas. Originality/value The model of KS presented in this study is applicable to organizations in more complex and uncertain contexts, e.g. the postpandemic era to retain and sustain talented employees.
{"title":"Enablers of knowledge sharing for organizational sustainability: proposing a conceptual framework","authors":"Minisha Gupta, Sucheta Agarwal","doi":"10.1108/ict-05-2022-0026","DOIUrl":"https://doi.org/10.1108/ict-05-2022-0026","url":null,"abstract":"\u0000Purpose\u0000This study aims to propose a conceptual framework describing the relationship between enablers of knowledge sharing (KS) and organizational sustainability.\u0000\u0000\u0000Design/methodology/approach\u0000An in-depth literature review based on preferred reporting items for systematic reviews and meta-analyses flowchart was conducted to identify the enablers of KS. The study develops a conceptual framework by assimilating enablers of KS on three levels: individual, technical and organizational, to attain organizational sustainability.\u0000\u0000\u0000Findings\u0000Enablers of KS are beneficial for organizations to enable problem-solving, better and faster decision-making, stimulating creativity and innovation, improved customers’ services and leveraging employees’ talent.\u0000\u0000\u0000Research limitations/implications\u0000Within organizational structure, KS can be fostered by a culture that encourages employees to generate novel and creative ideas.\u0000\u0000\u0000Originality/value\u0000The model of KS presented in this study is applicable to organizations in more complex and uncertain contexts, e.g. the postpandemic era to retain and sustain talented employees.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45852943","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 : 2022-11-30DOI: 10.1108/ict-09-2022-0068
Josephine Namugumya, J. Munene, Samuel Mafabi, James R. K. Kagaari
Purpose The purpose of this paper is to examine the mediating role of systems adaptability in the relationship between emotional intelligence and talent management in tertiary institutions in Uganda. Design/methodology/approach To achieve the study purpose, the authors used responses from 91 tertiary institutions following a cross-sectional survey design. Partial least structural equation modelling (PLS-SEM) was used to analyse the data and done at an institutional level. Findings The results reveal that systems adaptability plays a full mediating role in the relationship between emotional intelligence and talent management in tertiary institutions as it accounts for 96.68% variance. Research limitations/implications Managing talented employees is not a snapshot process, yet the authors used a cross-sectional design. This paper is limited in this regard. Also, talent management in this paper is only explained by emotional intelligence and systems adaptability. Practical implications Talent management is explained by emotional intelligence and systems adaptability, which are metaphors of emotional intelligence and complex adaptive system theories. The authors also add to theory by establishing a fully mediating role of systems adaptability between emotional intelligence and talent management. Originality/value This paper establishes the mediating role of systems adaptability in the relationship between emotional intelligence and talent management in tertiary institutions.
{"title":"Mediation role of systems adaptability between emotional intelligence and talent management","authors":"Josephine Namugumya, J. Munene, Samuel Mafabi, James R. K. Kagaari","doi":"10.1108/ict-09-2022-0068","DOIUrl":"https://doi.org/10.1108/ict-09-2022-0068","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to examine the mediating role of systems adaptability in the relationship between emotional intelligence and talent management in tertiary institutions in Uganda.\u0000\u0000\u0000Design/methodology/approach\u0000To achieve the study purpose, the authors used responses from 91 tertiary institutions following a cross-sectional survey design. Partial least structural equation modelling (PLS-SEM) was used to analyse the data and done at an institutional level.\u0000\u0000\u0000Findings\u0000The results reveal that systems adaptability plays a full mediating role in the relationship between emotional intelligence and talent management in tertiary institutions as it accounts for 96.68% variance.\u0000\u0000\u0000Research limitations/implications\u0000Managing talented employees is not a snapshot process, yet the authors used a cross-sectional design. This paper is limited in this regard. Also, talent management in this paper is only explained by emotional intelligence and systems adaptability.\u0000\u0000\u0000Practical implications\u0000Talent management is explained by emotional intelligence and systems adaptability, which are metaphors of emotional intelligence and complex adaptive system theories. The authors also add to theory by establishing a fully mediating role of systems adaptability between emotional intelligence and talent management.\u0000\u0000\u0000Originality/value\u0000This paper establishes the mediating role of systems adaptability in the relationship between emotional intelligence and talent management in tertiary institutions.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41693163","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}
Purpose This paper aims to contribute to the research on the use of reflection in the work environment, highlighting its use in the development of interpersonal skills. This study presents procedures for promoting critical reflection using critical incidents, dialogue and reflective diaries, which can be a reference for researchers, managers, consultants and corporate educators. Design/methodology/approach This research was guided by an interpretative qualitative approach that is suitable for the study of critical reflection. The authors chose the method of action research because of its interactionist and interventionist character, which allows for the evaluation of the leadership soft skills development experience. Findings A leadership soft skills development program based on the concept of critical reflection in the work context leads to leaders having potential to promote changes in management practices and enhancing behavior, and the study points out the conditions necessary for success in instituting the desired changes and transformation. Practical implications The proposed developmental model, based on reflective conversations of critical incidents, dialogue and reflective diaries, stimulates critical reflection. This can be applied by other actors who are interested in promoting assessment and the development of soft skills. Originality/value There are few studies that discuss critical reflection in the corporate environment. In particular, few present models or tools that foster a reflective view of one’s assumptions, beliefs and values. This research not only advances this proposal by introducing considerations from practical experience as developed through action research, but it also signals the high potential of the study’s approach to promoting the development of soft skills.
{"title":"Fostering soft skills leadership through a critical reflection approach","authors":"Vanessa Angioletti Ferreira Lemos, Janette Brunstein","doi":"10.1108/ict-01-2022-0001","DOIUrl":"https://doi.org/10.1108/ict-01-2022-0001","url":null,"abstract":"\u0000Purpose\u0000This paper aims to contribute to the research on the use of reflection in the work environment, highlighting its use in the development of interpersonal skills. This study presents procedures for promoting critical reflection using critical incidents, dialogue and reflective diaries, which can be a reference for researchers, managers, consultants and corporate educators.\u0000\u0000\u0000Design/methodology/approach\u0000This research was guided by an interpretative qualitative approach that is suitable for the study of critical reflection. The authors chose the method of action research because of its interactionist and interventionist character, which allows for the evaluation of the leadership soft skills development experience.\u0000\u0000\u0000Findings\u0000A leadership soft skills development program based on the concept of critical reflection in the work context leads to leaders having potential to promote changes in management practices and enhancing behavior, and the study points out the conditions necessary for success in instituting the desired changes and transformation.\u0000\u0000\u0000Practical implications\u0000The proposed developmental model, based on reflective conversations of critical incidents, dialogue and reflective diaries, stimulates critical reflection. This can be applied by other actors who are interested in promoting assessment and the development of soft skills.\u0000\u0000\u0000Originality/value\u0000There are few studies that discuss critical reflection in the corporate environment. In particular, few present models or tools that foster a reflective view of one’s assumptions, beliefs and values. This research not only advances this proposal by introducing considerations from practical experience as developed through action research, but it also signals the high potential of the study’s approach to promoting the development of soft skills.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-11-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47987680","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 : 2022-10-28DOI: 10.1108/ict-01-2022-0006
Q. Tran
Purpose The purpose of this paper is to investigate the impact of the work–family interface on organizational commitment with the mediating role of occupational stress and organizational justice in Vietnamese state sectors. Design/methodology/approach Empirical research is completed with a sample of 294 local respondents. Linear regression analysis is used to test hypotheses. Findings The findings of this paper indicate that work–family interfaces partially affect organizational commitment and occupational stress. Also, occupational stress partly plays a mediating role in the relationship between work–family interfaces and organizational commitment. This paper opens the scope of work–family interfaces in an emerging country (Vietnam). Practical Implications The results of this paper provide two practical implications for public Vietnamese organizations and leaders. First, superiors and administrators must establish policies for employees to decrease the adverse effects of work–family conflict. Second, supervisors and administrations at local public organizations should distribute additional training to help employees understand the detrimental impact of work–family conflict and occupational stress and how to solve them. Originality/value This paper strengthens the work–family theory by integrating the relationship between work–family interfaces, organizational justice, occupational stress and organizational commitment. As none of the prior literature has studied the relationship among four factors in Vietnam, the results are expected to fulfil this gap.
{"title":"Exploring relationships among work–family interfaces, organizational commitment, organizational justice and occupational stress in Vietnamese state organizations","authors":"Q. Tran","doi":"10.1108/ict-01-2022-0006","DOIUrl":"https://doi.org/10.1108/ict-01-2022-0006","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to investigate the impact of the work–family interface on organizational commitment with the mediating role of occupational stress and organizational justice in Vietnamese state sectors.\u0000\u0000\u0000Design/methodology/approach\u0000Empirical research is completed with a sample of 294 local respondents. Linear regression analysis is used to test hypotheses.\u0000\u0000\u0000Findings\u0000The findings of this paper indicate that work–family interfaces partially affect organizational commitment and occupational stress. Also, occupational stress partly plays a mediating role in the relationship between work–family interfaces and organizational commitment. This paper opens the scope of work–family interfaces in an emerging country (Vietnam).\u0000\u0000\u0000Practical Implications\u0000The results of this paper provide two practical implications for public Vietnamese organizations and leaders. First, superiors and administrators must establish policies for employees to decrease the adverse effects of work–family conflict. Second, supervisors and administrations at local public organizations should distribute additional training to help employees understand the detrimental impact of work–family conflict and occupational stress and how to solve them.\u0000\u0000\u0000Originality/value\u0000This paper strengthens the work–family theory by integrating the relationship between work–family interfaces, organizational justice, occupational stress and organizational commitment. As none of the prior literature has studied the relationship among four factors in Vietnam, the results are expected to fulfil this gap.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42187253","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 : 2022-10-19DOI: 10.1108/ict-03-2021-0021
Taejun Cho, Yongho Park, Jaeyeon Jang
Purpose The purpose of this study is to investigate the relationships among abusive supervision, in-role behavior, career commitment and work–life balance. Design/methodology/approach The data were collected from 310 South Korean company employees using the survey method. To investigate the research hypotheses, structural equation modeling analysis was conducted. Findings This study found negative effects of abusive supervision on in-role behavior, career commitment and work–life balance. Career commitment and work–life balance has the positive influences on in-role behavior. These results support the research hypotheses. Research limitations/implications Although this study empirically confirmed the negative effects of abusive supervision on employees’ attitudes toward their careers, lives and working behavior, the influence of cultural aspects was not considered. This study found mediating effects of work–life balance and career commitment. Practical implications This study points out that one leader with abusive supervision can negate all organizational efforts aimed at employees’ well-being because the influence of leaders on employees’ careers, lives and working behavior is very critical. Originality/value This paper provides a comprehensive understanding of the relationships between abusive supervision and other related variables from a human resource development perspective.
{"title":"Identifying the relationship between abusive supervision and organizational members’ deviant behavior, in-role behavior and work–life balance","authors":"Taejun Cho, Yongho Park, Jaeyeon Jang","doi":"10.1108/ict-03-2021-0021","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0021","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to investigate the relationships among abusive supervision, in-role behavior, career commitment and work–life balance.\u0000\u0000\u0000Design/methodology/approach\u0000The data were collected from 310 South Korean company employees using the survey method. To investigate the research hypotheses, structural equation modeling analysis was conducted.\u0000\u0000\u0000Findings\u0000This study found negative effects of abusive supervision on in-role behavior, career commitment and work–life balance. Career commitment and work–life balance has the positive influences on in-role behavior. These results support the research hypotheses.\u0000\u0000\u0000Research limitations/implications\u0000Although this study empirically confirmed the negative effects of abusive supervision on employees’ attitudes toward their careers, lives and working behavior, the influence of cultural aspects was not considered. This study found mediating effects of work–life balance and career commitment.\u0000\u0000\u0000Practical implications\u0000This study points out that one leader with abusive supervision can negate all organizational efforts aimed at employees’ well-being because the influence of leaders on employees’ careers, lives and working behavior is very critical.\u0000\u0000\u0000Originality/value\u0000This paper provides a comprehensive understanding of the relationships between abusive supervision and other related variables from a human resource development perspective.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45008768","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 : 2022-10-17DOI: 10.1108/ict-09-2021-0067
S. Kpinpuo, Johnson Antwi, John Yaw Akparep
Purpose A core responsibility of organizational leaders in a world of increasing competition for best talents is positioning right persons and plans for sustainable growth and progress of their respective organizations. However, attracting top talents for key positions is meaningless if it is not backed by winning retention or succession strategies. This paper aims to assess succession management techniques in the Nzema East District (NED) of Ghana to determine incumbent reliability on its own succession knowledge, practice and sustainability. Design/methodology/approach Through a cross-organizational investigation, this study used qualitative approaches to explore succession knowledge and practice as they relate to effective management and sustainability of selected NED organizations. In all, 60 purposively selected participants were involved in the study. Findings This study revealed not only that most NED organizational leaders have no succession plans but also that some senior management officials of these organizations, much as their subordinates, lack knowledge and practice of the concept altogether. It also emerged that a leadership succession paradox, where management expressed profound interest in succession planning (SP) learning and practice, adopting SP as a strategic tool and in using SP as insurance for sustainability of NED firms, but presides over the contrary, characterized much of NED management activity. Research limitations/implications As a case study, this research is limited in terms of generalizability, but its implications are quite limitless. Originality/value The originality of this study lies in an emerging leadership succession paradox where business executives advocate what, in practice and theory, they are themselves opposed to. Contrary to the logic that we practice what we learn, succession management in NED organizations is not only unethical but also paradoxical. This study has not been published and is not being considered for publication anywhere else.
{"title":"Succession management and corporate sustainability in Ghana: a leadership succession paradox","authors":"S. Kpinpuo, Johnson Antwi, John Yaw Akparep","doi":"10.1108/ict-09-2021-0067","DOIUrl":"https://doi.org/10.1108/ict-09-2021-0067","url":null,"abstract":"\u0000Purpose\u0000A core responsibility of organizational leaders in a world of increasing competition for best talents is positioning right persons and plans for sustainable growth and progress of their respective organizations. However, attracting top talents for key positions is meaningless if it is not backed by winning retention or succession strategies. This paper aims to assess succession management techniques in the Nzema East District (NED) of Ghana to determine incumbent reliability on its own succession knowledge, practice and sustainability.\u0000\u0000\u0000Design/methodology/approach\u0000Through a cross-organizational investigation, this study used qualitative approaches to explore succession knowledge and practice as they relate to effective management and sustainability of selected NED organizations. In all, 60 purposively selected participants were involved in the study.\u0000\u0000\u0000Findings\u0000This study revealed not only that most NED organizational leaders have no succession plans but also that some senior management officials of these organizations, much as their subordinates, lack knowledge and practice of the concept altogether. It also emerged that a leadership succession paradox, where management expressed profound interest in succession planning (SP) learning and practice, adopting SP as a strategic tool and in using SP as insurance for sustainability of NED firms, but presides over the contrary, characterized much of NED management activity.\u0000\u0000\u0000Research limitations/implications\u0000As a case study, this research is limited in terms of generalizability, but its implications are quite limitless.\u0000\u0000\u0000Originality/value\u0000The originality of this study lies in an emerging leadership succession paradox where business executives advocate what, in practice and theory, they are themselves opposed to. Contrary to the logic that we practice what we learn, succession management in NED organizations is not only unethical but also paradoxical. This study has not been published and is not being considered for publication anywhere else.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43249339","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 : 2022-09-22DOI: 10.1108/ict-06-2022-0043
Dan Li, Michael Patterson
Purpose This paper aims to determine whether performing an emotional intelligence (EI) intervention improves employees’ self-perceived emotional–social competencies (ESC) to achieve relational outcomes in firms based in China. Design/methodology/approach Based on a qualitative, interpretive approach through purposive sampling, this paper explored the impacts the Strengths Deployment Inventory (SDI) 2.0 intervention might have upon Chinese employees regarding ESC and relational outcomes. Data was collected from 18 semi-structured interviews with Chinese executives and individual contributors. Findings The findings suggested that ESC could be developed and improved in Chinese employees. The SDI 2.0 intervention may effectively bring about positive EI shifts and relevant attitudinal and behavioral changes related to work relationships. Practical implications The developed ESC and relational outcomes provide practitioners with insight to better understand the role training plays in organizational effectiveness, as well as to implement the SDI 2.0 program in human resource practices of Chinese organizations to develop personnel and promote high-quality work relationships. Originality/value This study gains significance by highlighting the effectiveness of the SDI 2.0 intervention in enhancing respondents’ ESC with relational outcomes from the perspectives of Chinese firms. Thus, supporting the effectiveness of EI training in the Chinese workplace and introducing the EI training literature the SDI 2.0 tool.
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Pub Date : 2022-09-22DOI: 10.1108/ict-01-2022-0007
R. Yildiz, Soner Esmer
Purpose The primary purpose of this study was to identify and conceptualize talent management (TM) functions by combining management and human resources functions, based on a rigorous, in-depth literature review. The secondary purpose was to identify the most common TM strategies and classify them in terms of TM functions to provide a more systematic foundation for the concept of TM. Design/methodology/approach A systematic literature review supported by qualitative content analysis was used to determine the main TM strategies in the current literature and to classify them under basic TM functions. Findings This study identified seven core TM functions that were previously addressed in the TM literature but not labeled and conceptualized as TM functions. These seven core functions (talent planning, talent identification, talent attraction, talent acquisition, talent development, talent deployment and talent retention) structure the TM system, influence each other and operate as a cycle through their respective strategies in identifying, formulating and achieving business objectives (e.g. enhanced firm performance and sustainable competitive advantage). The findings also indicate that talent retention strategies were the most discussed topic within this field between 2006 and July 2022, followed by talent planning and talent development strategies. Originality/value TM is still a young and developing field that needs more conceptual work for its development and recognition as a discipline. To the best of the authors’ knowledge, this unique study is one of the first attempts to comprehensively define TM functions and offer a framework for the detailed and systematic classification of TM strategies under seven core TM functions. This framework makes clear the multidimensional concept and system of TM and reveals, through the notion of TM functions, the main lines and structural factors necessary to implement the strategies effectively. Based on the strategies presented in this study, TM is an important source of ideas for organizations that want to implement TM and provides a bench-marking tool for organizations that are currently implementing TM.
{"title":"Talent management strategies and functions: a systematic review","authors":"R. Yildiz, Soner Esmer","doi":"10.1108/ict-01-2022-0007","DOIUrl":"https://doi.org/10.1108/ict-01-2022-0007","url":null,"abstract":"\u0000Purpose\u0000The primary purpose of this study was to identify and conceptualize talent management (TM) functions by combining management and human resources functions, based on a rigorous, in-depth literature review. The secondary purpose was to identify the most common TM strategies and classify them in terms of TM functions to provide a more systematic foundation for the concept of TM.\u0000\u0000\u0000Design/methodology/approach\u0000A systematic literature review supported by qualitative content analysis was used to determine the main TM strategies in the current literature and to classify them under basic TM functions.\u0000\u0000\u0000Findings\u0000This study identified seven core TM functions that were previously addressed in the TM literature but not labeled and conceptualized as TM functions. These seven core functions (talent planning, talent identification, talent attraction, talent acquisition, talent development, talent deployment and talent retention) structure the TM system, influence each other and operate as a cycle through their respective strategies in identifying, formulating and achieving business objectives (e.g. enhanced firm performance and sustainable competitive advantage). The findings also indicate that talent retention strategies were the most discussed topic within this field between 2006 and July 2022, followed by talent planning and talent development strategies.\u0000\u0000\u0000Originality/value\u0000TM is still a young and developing field that needs more conceptual work for its development and recognition as a discipline. To the best of the authors’ knowledge, this unique study is one of the first attempts to comprehensively define TM functions and offer a framework for the detailed and systematic classification of TM strategies under seven core TM functions. This framework makes clear the multidimensional concept and system of TM and reveals, through the notion of TM functions, the main lines and structural factors necessary to implement the strategies effectively. Based on the strategies presented in this study, TM is an important source of ideas for organizations that want to implement TM and provides a bench-marking tool for organizations that are currently implementing TM.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49199323","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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