Pub Date : 2023-03-02DOI: 10.1108/ict-07-2022-0047
Nuria Gisbert-Trejo, P. Fernández‐Ferrín, Eneka Albizu, J. Landeta
Purpose This paper aims to identify, assess and classify the most significant mentee outcomes of formal mentoring processes aimed at managerial development. Design/methodology/approach After conducting an extensive literature review to identify the most significant mentee outcomes in the management field, a survey was conducted with a sample of 80 experienced mentees. An exploratory factor analysis (EFA) has been performed to simplify and contribute to operationalizing these results. Finally, focus group and nominal group techniques were conducted with practitioners to better understand the findings. Findings A total of 27 mentee outcomes have been identified in the literature. EFA analysis has allowed us to downsize the 27 outcomes into four factors encompassing the most relevant mentee outcomes. The authors then provide an interpretation and discussion of the results. Originality/value This work compiles, reviews and systematizes existing studies on mentee outcomes in the field of management, classifying the results in a novel manner.
{"title":"Mapping mentee outcomes in mentoring programs for managers","authors":"Nuria Gisbert-Trejo, P. Fernández‐Ferrín, Eneka Albizu, J. Landeta","doi":"10.1108/ict-07-2022-0047","DOIUrl":"https://doi.org/10.1108/ict-07-2022-0047","url":null,"abstract":"\u0000Purpose\u0000This paper aims to identify, assess and classify the most significant mentee outcomes of formal mentoring processes aimed at managerial development.\u0000\u0000\u0000Design/methodology/approach\u0000After conducting an extensive literature review to identify the most significant mentee outcomes in the management field, a survey was conducted with a sample of 80 experienced mentees. An exploratory factor analysis (EFA) has been performed to simplify and contribute to operationalizing these results. Finally, focus group and nominal group techniques were conducted with practitioners to better understand the findings.\u0000\u0000\u0000Findings\u0000A total of 27 mentee outcomes have been identified in the literature. EFA analysis has allowed us to downsize the 27 outcomes into four factors encompassing the most relevant mentee outcomes. The authors then provide an interpretation and discussion of the results.\u0000\u0000\u0000Originality/value\u0000This work compiles, reviews and systematizes existing studies on mentee outcomes in the field of management, classifying the results in a novel manner.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41427993","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 : 2023-02-28DOI: 10.1108/ict-10-2021-0074
Charles Carvalho, Prasad Oommen Kurian, Sheldon Carvalho, Fallan Kirby Carvalho
Purpose The purpose of this paper is to discuss several obstacles that can reduce the effectiveness of managerial coaching. Furthermore, the paper highlights the role played by various stakeholders [i.e. the organization, senior leaders, the human resources (HR) function and managers] in overcoming or reducing the potency of such obstacles. Design/methodology/approach The views presented here have been derived from the authors’ professional experience in managerial coaching and a review of the literature on managerial coaching. Findings The authors discuss six common obstacles to effective managerial coaching: time for coaching, willingness to coach, ability to coach, employees’ ability and willingness, societal expectations and the intrusion of technology. They describe the critical role of various stakeholders (i.e. the organization, senior leaders, the HR function and line managers) in overcoming or mitigating the impact of such obstacles, thus contributing to effective managerial coaching. Originality/value A discussion of the obstacles to effective managerial coaching and the role of stakeholders in managerial coaching is valuable for organizations that seek to enhance the performance of employees through managerial coaching.
{"title":"Managing managerial coaching: the role of stakeholders","authors":"Charles Carvalho, Prasad Oommen Kurian, Sheldon Carvalho, Fallan Kirby Carvalho","doi":"10.1108/ict-10-2021-0074","DOIUrl":"https://doi.org/10.1108/ict-10-2021-0074","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to discuss several obstacles that can reduce the effectiveness of managerial coaching. Furthermore, the paper highlights the role played by various stakeholders [i.e. the organization, senior leaders, the human resources (HR) function and managers] in overcoming or reducing the potency of such obstacles.\u0000\u0000\u0000Design/methodology/approach\u0000The views presented here have been derived from the authors’ professional experience in managerial coaching and a review of the literature on managerial coaching.\u0000\u0000\u0000Findings\u0000The authors discuss six common obstacles to effective managerial coaching: time for coaching, willingness to coach, ability to coach, employees’ ability and willingness, societal expectations and the intrusion of technology. They describe the critical role of various stakeholders (i.e. the organization, senior leaders, the HR function and line managers) in overcoming or mitigating the impact of such obstacles, thus contributing to effective managerial coaching.\u0000\u0000\u0000Originality/value\u0000A discussion of the obstacles to effective managerial coaching and the role of stakeholders in managerial coaching is valuable for organizations that seek to enhance the performance of employees through managerial coaching.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45230165","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 : 2023-02-28DOI: 10.1108/ict-06-2022-0045
M. Hayfron, Nana Kojo Ayimadu Baafi, Kwame Gyeabour Asante
Purpose The purpose of this research is to address the importance of human resource development (HRD) and its resultant climate in an organization. Specifically, the study examines the cause-effect relationship between HRD climate and organisational citizenship behaviour (OCB), as well as the role of organisational trust in this relationship. The study is underpinned by the social exchange theory. Design/methodology/approach The study adopted the quantitative research approach and the cross-sectional survey design in data collection. Two hundred seventy-four employees were sampled from the food manufacturing sector, out of which 219 responded. Data was entered using SPSS v.23 and analysed with Pearson’s Product correlation, hierarchical regression analysis and independent t-test. The mediation effect was analysed using Process Macro v 3.5 for SPSS. Findings Results indicate that HRD climate has a positive effect on OCB, hence, a predictor. Also, HRD climate was observed to be a predictor of organisational trust and that organisational trust mediates the cause and effect relationship between HRD climate and OCB. This study recommends that management continues to invest in the development of employees as it goes a long way to ensure the survival and growth of the organisation. Originality/value To the best of the authors’ knowledge, this study is the first of its kind to examine the interplay between HRD climate, trust and OCBs.
目的本研究的目的是解决人力资源开发(HRD)的重要性和由此产生的气候在一个组织。具体而言，本研究考察了人力资源开发氛围与组织公民行为(OCB)之间的因果关系，以及组织信任在这种关系中的作用。这项研究以社会交换理论为基础。设计/方法/方法本研究在数据收集上采用了定量研究方法和横断面调查设计。从食品制造业抽取了274名员工，其中219人做出了回应。使用SPSS v.23软件录入数据，采用Pearson’s Product correlation、分层回归分析和独立t检验进行分析。采用SPSS统计软件Process Macro v 3.5对中介效应进行分析。研究结果表明，HRD气候对组织行为有正向影响，因此是一个预测因子。人力资源开发氛围是组织信任的预测因子，组织信任在人力资源开发氛围与组织公民行为的因果关系中起中介作用。本研究建议管理层继续投资于员工的发展，因为这对确保组织的生存和发展有很长的路要走。原创性/价值据作者所知，这项研究是第一个研究人力资源开发氛围、信任和组织公民行为之间相互作用的研究。
{"title":"Trust as a mediator of the relationship between human resource development climate and organisational citizenship behaviours","authors":"M. Hayfron, Nana Kojo Ayimadu Baafi, Kwame Gyeabour Asante","doi":"10.1108/ict-06-2022-0045","DOIUrl":"https://doi.org/10.1108/ict-06-2022-0045","url":null,"abstract":"\u0000Purpose\u0000The purpose of this research is to address the importance of human resource development (HRD) and its resultant climate in an organization. Specifically, the study examines the cause-effect relationship between HRD climate and organisational citizenship behaviour (OCB), as well as the role of organisational trust in this relationship. The study is underpinned by the social exchange theory.\u0000\u0000\u0000Design/methodology/approach\u0000The study adopted the quantitative research approach and the cross-sectional survey design in data collection. Two hundred seventy-four employees were sampled from the food manufacturing sector, out of which 219 responded. Data was entered using SPSS v.23 and analysed with Pearson’s Product correlation, hierarchical regression analysis and independent t-test. The mediation effect was analysed using Process Macro v 3.5 for SPSS.\u0000\u0000\u0000Findings\u0000Results indicate that HRD climate has a positive effect on OCB, hence, a predictor. Also, HRD climate was observed to be a predictor of organisational trust and that organisational trust mediates the cause and effect relationship between HRD climate and OCB. This study recommends that management continues to invest in the development of employees as it goes a long way to ensure the survival and growth of the organisation.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this study is the first of its kind to examine the interplay between HRD climate, trust and OCBs.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42158086","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 : 2023-02-16DOI: 10.1108/ict-06-2022-0041
S. Jha
Purpose The purpose of this paper was to study the effect of workplace loneliness on job performance. This paper also examined the mediating role of employee well-being and psychological safety and the moderating role of person–environment fit (PE fit). Design/methodology/approach A multi-rated research design was used to collect data. Data were collected from 382 employees and their 97 supervisors of various Indian organizations. The data of job performance was collected from the supervisor of every team. The questionnaire for data collection was distributed at two different time intervals to reduce common method bias. Findings The findings of this paper supported the role of PE fit in minimizing the negative effect of workplace loneliness–well-being relationship and workplace loneliness and psychological safety relationship. The model also tested the association between workplace loneliness and job performance when the relationship is moderated by PE fit and mediated by well-being and psychological safety. Originality/value This paper examines the workplace loneliness from the lens of PE fit theory.
{"title":"Workplace loneliness and job performance: moderating role of person-environment fit","authors":"S. Jha","doi":"10.1108/ict-06-2022-0041","DOIUrl":"https://doi.org/10.1108/ict-06-2022-0041","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper was to study the effect of workplace loneliness on job performance. This paper also examined the mediating role of employee well-being and psychological safety and the moderating role of person–environment fit (PE fit).\u0000\u0000\u0000Design/methodology/approach\u0000A multi-rated research design was used to collect data. Data were collected from 382 employees and their 97 supervisors of various Indian organizations. The data of job performance was collected from the supervisor of every team. The questionnaire for data collection was distributed at two different time intervals to reduce common method bias.\u0000\u0000\u0000Findings\u0000The findings of this paper supported the role of PE fit in minimizing the negative effect of workplace loneliness–well-being relationship and workplace loneliness and psychological safety relationship. The model also tested the association between workplace loneliness and job performance when the relationship is moderated by PE fit and mediated by well-being and psychological safety.\u0000\u0000\u0000Originality/value\u0000This paper examines the workplace loneliness from the lens of PE fit theory.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2023-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62539514","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 : 2023-02-13DOI: 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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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}
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