Pub Date : 2022-03-28DOI: 10.1108/ict-10-2021-0071
Chijioke E. Nwachukwu, H. Chládková, C. Moses, H. Vu
Purpose Millennials’ perception of work, personal and family life is different from other generations. Building on studies on workforce generations, this paper aims to uncover not only the effect of work-to-family conflict (WFC) and family satisfaction (FS) on millennial managers engagement but also the moderating effect of (gender and marital status) in predicting engagement. Design/methodology/approach This paper used a survey to collect data from managers of selected companies in Nigeria. In total, 127 questionnaires were analysed using the partial least square structural equation modelling method. Findings Results reveal that the relationship between WFC, FS and millennial managers’ engagement is direct and significant. Besides, the effect of WFC on engagement is stronger in men and for married. The effect of FS on engagement is greater for women than men and for married. Practical implications This study informs the research community as well as practitioners and affirms the importance of supportive work-to-family life and FS in fostering millennial managers’ engagement with their organisations. Originality/value This study is among the initial attempts to evaluate the impact of WFC and FS on engagement among millennial managers, especially in Africa, Nigeria in particular. The results identify millennial managers’ unique perspectives towards engagement and how gender and marital status may enhance engagement. With millennials fast attaining leadership roles, such knowledge is important.
{"title":"Work-to-family conflict, family satisfaction and engagement nexus: insights from millennial managers","authors":"Chijioke E. Nwachukwu, H. Chládková, C. Moses, H. Vu","doi":"10.1108/ict-10-2021-0071","DOIUrl":"https://doi.org/10.1108/ict-10-2021-0071","url":null,"abstract":"\u0000Purpose\u0000Millennials’ perception of work, personal and family life is different from other generations. Building on studies on workforce generations, this paper aims to uncover not only the effect of work-to-family conflict (WFC) and family satisfaction (FS) on millennial managers engagement but also the moderating effect of (gender and marital status) in predicting engagement.\u0000\u0000\u0000Design/methodology/approach\u0000This paper used a survey to collect data from managers of selected companies in Nigeria. In total, 127 questionnaires were analysed using the partial least square structural equation modelling method.\u0000\u0000\u0000Findings\u0000Results reveal that the relationship between WFC, FS and millennial managers’ engagement is direct and significant. Besides, the effect of WFC on engagement is stronger in men and for married. The effect of FS on engagement is greater for women than men and for married.\u0000\u0000\u0000Practical implications\u0000This study informs the research community as well as practitioners and affirms the importance of supportive work-to-family life and FS in fostering millennial managers’ engagement with their organisations.\u0000\u0000\u0000Originality/value\u0000This study is among the initial attempts to evaluate the impact of WFC and FS on engagement among millennial managers, especially in Africa, Nigeria in particular. The results identify millennial managers’ unique perspectives towards engagement and how gender and marital status may enhance engagement. With millennials fast attaining leadership roles, such knowledge is important.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-03-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41780891","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 : 2022-03-23DOI: 10.1108/ict-07-2020-0090
H. Djajadikerta, Tricia Ong, D. Ng, Terri Trireksani
Purpose This study aims to explore the benefits of participation in a topic-relevant business conference as a learning and professional development apparatus for senior managers of small- and medium-sized enterprises (SMEs). It analyzes the experiences of 12 Australian SME senior managers who participated in a Belt and Road Initiative (BRI) business conference in Hong Kong. Design/methodology/approach Data were collected through pre- and post-conference attendance interviews. Kirkpatrick and Kirkpatrick’s (2005) four levels framework was used to analyze the effectiveness of business conferences on the participants at four different levels of the framework: reaction, learning, behavior and results. Findings This study finds that the business conference has shown effectiveness for the participants at the reaction (Level 1), learning (Level 2) and behavior (Level 3), indicating that participation in a topic-relevant business conference is useful for the learning and professional development of SME managers. However, only a moderate level of results (Level 4) was identified from attending the BRI conference, which implies that the content and quality of the business conference may influence the achievement of expected results. Originality/value This paper contributes a new understanding of the benefits of topic-relevant business conference participation as a learning and professional development apparatus for SME senior managers.
{"title":"Benefits of business conference participation for Australian SME managers: a case study of a belt and road initiative conference","authors":"H. Djajadikerta, Tricia Ong, D. Ng, Terri Trireksani","doi":"10.1108/ict-07-2020-0090","DOIUrl":"https://doi.org/10.1108/ict-07-2020-0090","url":null,"abstract":"\u0000Purpose\u0000This study aims to explore the benefits of participation in a topic-relevant business conference as a learning and professional development apparatus for senior managers of small- and medium-sized enterprises (SMEs). It analyzes the experiences of 12 Australian SME senior managers who participated in a Belt and Road Initiative (BRI) business conference in Hong Kong.\u0000\u0000\u0000Design/methodology/approach\u0000Data were collected through pre- and post-conference attendance interviews. Kirkpatrick and Kirkpatrick’s (2005) four levels framework was used to analyze the effectiveness of business conferences on the participants at four different levels of the framework: reaction, learning, behavior and results.\u0000\u0000\u0000Findings\u0000This study finds that the business conference has shown effectiveness for the participants at the reaction (Level 1), learning (Level 2) and behavior (Level 3), indicating that participation in a topic-relevant business conference is useful for the learning and professional development of SME managers. However, only a moderate level of results (Level 4) was identified from attending the BRI conference, which implies that the content and quality of the business conference may influence the achievement of expected results.\u0000\u0000\u0000Originality/value\u0000This paper contributes a new understanding of the benefits of topic-relevant business conference participation as a learning and professional development apparatus for SME senior managers.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43737104","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 : 2022-02-25DOI: 10.1108/ict-02-2021-0012
C. Valmohammadi, Vahid Shahrashoob
Purpose Due to the important role of strategic human resources in fulfilling the main objectives of organizations on the one hand and the necessity of having suitable functional strategies in place to operationalize the developmental programs on the other hand, this study aims to identify the factors and sub-factors of developmental programs and their priorities as well as the relationship and interactions of the identified criteria in human capital developmental programs through a hybrid fuzzy decision-making trial and evaluation laboratory –analytic network process approach. Also, the rank of functional strategies to achieve these human resource developmental programs is determined using fuzzy VIsekriterijumska Optimizacija I KOmpromisno Resenje (VIKOR) technique. Design/methodology/approach Through an in-depth review of the relevant literature, the most important criteria and sub-criteria were determined. Then, a questionnaire was designed and distributed among 20 top managers and experts of the surveyed bank. Using geometric mean, the criteria were screened. In the next step, the second pairwise questionnaire was designed and distributed among eight experts, to determine the relations and interrelations among these factors their relevant sub-factors and prioritize them. Finally, using the third designed questionnaire and fuzzy, VIKOR (FVIKOR) technique the ranks of functional strategies were determined. Findings Analysis of the results showed that “future wellness and retirement” is the most influential factor and the “retention” factor is the most permeable factor. Also, human capital planning is the most important factor of this department’s developmental programs in achieving its strategic objectives. Factors “recruiting and hiring,” “retention,” “empowerment” and “future wellness and retirement” were ranked second to fifth, respectively. Finally, the application of the FVIKOR technique revealed that “enhancement and improvement of incentive systems” is the best functional strategy to achieve the developmental plans of the human capital department. Research limitations/implications One of the limitations of this study is the generalizability of the findings, which may be limited by the single case study method used. Practical implications This study presents a comprehensive and effective tool which could specifically help policymakers and top managers of the survey company and other managers of the banking sector in general, to use a quantitative approach toward identification and prioritizations of the determinants factors of the human capital developmental programs toward achieving functional strategic objectives to enhance the satisfaction of their internal customer as the most important asset of their organizations which might lead to the increased external customer satisfaction and, subsequently, increased competitive advantage. Originality/value To the best knowledge of the authors, this is one the first studies of its kind
目的由于战略人力资源一方面在实现组织的主要目标方面发挥着重要作用，另一方面又有必要制定适当的职能战略来实施发展计划，本研究旨在通过混合模糊决策试验与评估实验室&分析网络过程方法，识别开发项目的因素和子因素及其优先级，以及所识别的标准在人力资本开发项目中的关系和相互作用。此外，实现这些人力资源开发计划的功能策略的等级是使用模糊VIsecriterijumska Optimizacija I KOmpromino-Resenje（VIKOR）技术确定的。设计/方法/方法通过对相关文献的深入审查，确定了最重要的标准和子标准。然后，设计了一份问卷，并将其分发给被调查银行的20名高级管理人员和专家。使用几何平均数对标准进行筛选。下一步，设计了第二份成对问卷，并在八名专家中分发，以确定这些因素及其相关子因素之间的关系和相互关系，并对其进行优先排序。最后，使用第三次设计的问卷和模糊、VIKOR（FVIKOR）技术确定了功能策略的等级。结果分析表明，“未来健康和退休”是最具影响力的因素，“保留”因素是最具渗透性的因素。此外，人力资本规划是该部门发展计划中实现战略目标的最重要因素。因素“招聘和雇佣”、“保留”、“赋权”和“未来健康和退休”分别排名第二至第五。最后，FVIKOR技术的应用表明，“加强和改进激励制度”是实现人力资本部门发展计划的最佳职能策略。研究局限性/含义本研究的局限性之一是研究结果的可推广性，这可能受到所使用的单一案例研究方法的限制。实际含义本研究提供了一个全面有效的工具，可以专门帮助调查公司的决策者和高级管理人员以及银行业的其他管理人员，使用定量方法来识别和优先考虑人力资本发展计划的决定因素，以实现职能战略目标，从而提高其内部客户的满意度，这是其组织中最重要的资产，可能会导致外部客户满意度的提高，随后，提高了竞争优势。独创性/价值据作者所知，这是第一次尝试通过混合模糊分析网络过程和模糊DEMATEL方法进行此类研究，提出了一个结构网络模型来检验人力资本发展计划之间的相互关系并对其进行优先排序，同时使用FVIKOR技术对实现这些程序的功能策略进行排序。
{"title":"Determinants of the human capital department development programs toward achieving functional strategic objectives: a fuzzy hybrid approach","authors":"C. Valmohammadi, Vahid Shahrashoob","doi":"10.1108/ict-02-2021-0012","DOIUrl":"https://doi.org/10.1108/ict-02-2021-0012","url":null,"abstract":"Purpose\u0000Due to the important role of strategic human resources in fulfilling the main objectives of organizations on the one hand and the necessity of having suitable functional strategies in place to operationalize the developmental programs on the other hand, this study aims to identify the factors and sub-factors of developmental programs and their priorities as well as the relationship and interactions of the identified criteria in human capital developmental programs through a hybrid fuzzy decision-making trial and evaluation laboratory –analytic network process approach. Also, the rank of functional strategies to achieve these human resource developmental programs is determined using fuzzy VIsekriterijumska Optimizacija I KOmpromisno Resenje (VIKOR) technique.\u0000\u0000\u0000Design/methodology/approach\u0000Through an in-depth review of the relevant literature, the most important criteria and sub-criteria were determined. Then, a questionnaire was designed and distributed among 20 top managers and experts of the surveyed bank. Using geometric mean, the criteria were screened. In the next step, the second pairwise questionnaire was designed and distributed among eight experts, to determine the relations and interrelations among these factors their relevant sub-factors and prioritize them. Finally, using the third designed questionnaire and fuzzy, VIKOR (FVIKOR) technique the ranks of functional strategies were determined.\u0000\u0000\u0000Findings\u0000Analysis of the results showed that “future wellness and retirement” is the most influential factor and the “retention” factor is the most permeable factor. Also, human capital planning is the most important factor of this department’s developmental programs in achieving its strategic objectives. Factors “recruiting and hiring,” “retention,” “empowerment” and “future wellness and retirement” were ranked second to fifth, respectively. Finally, the application of the FVIKOR technique revealed that “enhancement and improvement of incentive systems” is the best functional strategy to achieve the developmental plans of the human capital department.\u0000\u0000\u0000Research limitations/implications\u0000One of the limitations of this study is the generalizability of the findings, which may be limited by the single case study method used.\u0000\u0000\u0000Practical implications\u0000This study presents a comprehensive and effective tool which could specifically help policymakers and top managers of the survey company and other managers of the banking sector in general, to use a quantitative approach toward identification and prioritizations of the determinants factors of the human capital developmental programs toward achieving functional strategic objectives to enhance the satisfaction of their internal customer as the most important asset of their organizations which might lead to the increased external customer satisfaction and, subsequently, increased competitive advantage.\u0000\u0000\u0000Originality/value\u0000To the best knowledge of the authors, this is one the first studies of its kind","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-02-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49105407","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 : 2022-02-17DOI: 10.1108/ict-05-2021-0034
Mansi Maheshwari, Usha Lenka
Purpose The purpose of this study is to understand the effects of usage of family friendly policies on the careers of women executives. Design/methodology/approach An in-depth and systematic review of literature on family friendly policies (FFPs) was carried out using Scopus database. Findings The study consolidates positive and negative consequences of usage of FFPs on women executives’ careers. Originality/value This study is one of the foremost attempts to consolidate the literature on different effects of usage of FFPs.
{"title":"Family friendly policies: a double-edged sword?","authors":"Mansi Maheshwari, Usha Lenka","doi":"10.1108/ict-05-2021-0034","DOIUrl":"https://doi.org/10.1108/ict-05-2021-0034","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to understand the effects of usage of family friendly policies on the careers of women executives.\u0000\u0000\u0000Design/methodology/approach\u0000An in-depth and systematic review of literature on family friendly policies (FFPs) was carried out using Scopus database.\u0000\u0000\u0000Findings\u0000The study consolidates positive and negative consequences of usage of FFPs on women executives’ careers.\u0000\u0000\u0000Originality/value\u0000This study is one of the foremost attempts to consolidate the literature on different effects of usage of FFPs.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42142688","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 : 2022-02-16DOI: 10.1108/ict-06-2021-0045
Yoonhee Park, Jin Gu Lee, H. Jeong, Min Sub Lim, Mihye Oh
Purpose The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability. Design/methodology/approach This study sampled 212 training apprentice employees who participated in training programs using a proportional stratified sampling in South Korea. The study tested the research model using structural equation modeling. Findings This study revealed that protean career attitude influenced external employability through career resilience and proactive career behavior. Career resilience fully mediated the relationship between protean career attitude and external employability and partially mediated protean career attitude and proactive career behavior. Proactive career behavior also mediated the relationship between protean career attitude and external employability. Research limitations/implications This study has a limitation by relying on cross-sectional data. In terms of theoretical implications, this study can add new knowledge to the protean career research by demonstrating that the protean career attitude influences perceived external employability through career resilience and proactive career behavior for the sample of young training apprentice employees. Originality/value This study uncovers the dynamic processes between protean career attitude and perceived external employability. Moreover, this study’s sample is significant because training apprentice employees are mostly young in their 20s and 30s with less than three years of working experience and working in small and medium-sized enterprises in South Korea.
{"title":"How does the protean career attitude influence external employability? The roles of career resilience and proactive career behavior","authors":"Yoonhee Park, Jin Gu Lee, H. Jeong, Min Sub Lim, Mihye Oh","doi":"10.1108/ict-06-2021-0045","DOIUrl":"https://doi.org/10.1108/ict-06-2021-0045","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to investigate the structural relationships between protean career attitude, career resilience, proactive career behavior and external employability.\u0000\u0000\u0000Design/methodology/approach\u0000This study sampled 212 training apprentice employees who participated in training programs using a proportional stratified sampling in South Korea. The study tested the research model using structural equation modeling.\u0000\u0000\u0000Findings\u0000This study revealed that protean career attitude influenced external employability through career resilience and proactive career behavior. Career resilience fully mediated the relationship between protean career attitude and external employability and partially mediated protean career attitude and proactive career behavior. Proactive career behavior also mediated the relationship between protean career attitude and external employability.\u0000\u0000\u0000Research limitations/implications\u0000This study has a limitation by relying on cross-sectional data. In terms of theoretical implications, this study can add new knowledge to the protean career research by demonstrating that the protean career attitude influences perceived external employability through career resilience and proactive career behavior for the sample of young training apprentice employees.\u0000\u0000\u0000Originality/value\u0000This study uncovers the dynamic processes between protean career attitude and perceived external employability. Moreover, this study’s sample is significant because training apprentice employees are mostly young in their 20s and 30s with less than three years of working experience and working in small and medium-sized enterprises in South Korea.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47386535","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 : 2022-02-10DOI: 10.1108/ict-03-2021-0022
Mansi Rastogi, Rupashree Baral, J. Banu
Purpose This paper aims to provide relevant knowledge about entrepreneurship and women’s leadership in the Indian context. More specifically, it unleashes the veiled challenges as well as success stories of select women entrepreneurs of a developing country to bridge the gap between entrepreneurship theory and practice. It aims to provide directions to the policymakers, educationists, society and families in creating a conducive environment that is essential for the success of women entrepreneurs. Design/methodology/approach With a qualitative case study approach, data were collected from Tamil Nadu, a southern Indian state which has a maximum number of women entrepreneurs. Face-to-face interviews were conducted to explore the supportive as well as challenging dimensions of their entrepreneurial journey. Findings Content analysis of the interview transcripts indicated that successful entrepreneurs are opportunity-driven and they focus on innovation, service, generation of wealth and employment. Support from family, especially from fathers or husbands, is as important as the entrepreneurial drive, skills and abilities of an entrepreneur. Success for them is being happy, thriving work, having a happy family, having a great work-life balance and the satisfaction to have served society apart from being independent (economically/ financially). Among India’s societal and cultural realities, women have to conquer many hurdles (both implicit and explicit) in their way concerning the societal attitudes toward women stepping out of the home boundaries and traditional gender role expectations. The silver line is societal attitudes are changing, especially in urban India. There are enough support and encouragement from the family, which helps these women pursue their passion and eventually become a successful leader. Social implications The success stories of women will bring a wave of positive developmental change in India by fostering respect for women in a male-dominated society and flashing the importance of women’s entrepreneurship. Originality/value This paper provides a new examination of women entrepreneurs that significantly further the debate about the underrepresentation of women in leadership roles, especially in entrepreneurship in an emerging economy context like India. Apart from the deterrents, it aims to highlight the enablers and motivations to choose this unconventional profession.
{"title":"What does it take to be a woman entrepreneur? Explorations from India","authors":"Mansi Rastogi, Rupashree Baral, J. Banu","doi":"10.1108/ict-03-2021-0022","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0022","url":null,"abstract":"\u0000Purpose\u0000This paper aims to provide relevant knowledge about entrepreneurship and women’s leadership in the Indian context. More specifically, it unleashes the veiled challenges as well as success stories of select women entrepreneurs of a developing country to bridge the gap between entrepreneurship theory and practice. It aims to provide directions to the policymakers, educationists, society and families in creating a conducive environment that is essential for the success of women entrepreneurs.\u0000\u0000\u0000Design/methodology/approach\u0000With a qualitative case study approach, data were collected from Tamil Nadu, a southern Indian state which has a maximum number of women entrepreneurs. Face-to-face interviews were conducted to explore the supportive as well as challenging dimensions of their entrepreneurial journey.\u0000\u0000\u0000Findings\u0000Content analysis of the interview transcripts indicated that successful entrepreneurs are opportunity-driven and they focus on innovation, service, generation of wealth and employment. Support from family, especially from fathers or husbands, is as important as the entrepreneurial drive, skills and abilities of an entrepreneur. Success for them is being happy, thriving work, having a happy family, having a great work-life balance and the satisfaction to have served society apart from being independent (economically/ financially). Among India’s societal and cultural realities, women have to conquer many hurdles (both implicit and explicit) in their way concerning the societal attitudes toward women stepping out of the home boundaries and traditional gender role expectations. The silver line is societal attitudes are changing, especially in urban India. There are enough support and encouragement from the family, which helps these women pursue their passion and eventually become a successful leader.\u0000\u0000\u0000Social implications\u0000The success stories of women will bring a wave of positive developmental change in India by fostering respect for women in a male-dominated society and flashing the importance of women’s entrepreneurship.\u0000\u0000\u0000Originality/value\u0000This paper provides a new examination of women entrepreneurs that significantly further the debate about the underrepresentation of women in leadership roles, especially in entrepreneurship in an emerging economy context like India. Apart from the deterrents, it aims to highlight the enablers and motivations to choose this unconventional profession.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49422999","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 : 2022-02-10DOI: 10.1108/ict-03-2021-0016
N. Jha, Renato Pereira, Siddharth Misra
Purpose The purpose of this study is to provide human resource (HR) practitioners of multinational companies aspiring to invest in these two countries with guidelines for attaining organizational effectiveness through people. Design/methodology/approach This study develops and tests a multiple criteria decision-making model with data collected in the banking sectors of India and Mozambique. It compares the job engagement, team building and innovation strategy preferences of Indian personnel with those of Mozambican employees. Findings The findings of the study reveal the differences in the perceptions of the respondents of both countries regarding the importance of the strategies for organizational effectiveness. Research limitations/implications Despite several contributions, the study has certain limitations too. Although utmost care was taken to avoid the issue of common method variance, the cross-sectional self-reported design of the study might be adversely affected by common method bias (MacKenzie and Podsakoff, 2012). Hence, future research might be conducted using different designs, such as diary studies or longitudinal studies. Future research might also be conducted making use of organizational productivity case studies to demonstrate the practicability of customizing the HR strategies using the multi-attribute decision-making approach. Practical implications This body of work is an addition to the existing literature on cross-national studies in the field of HR management (HRM) and adds to the limited literature on HRM in the least developed countries. The study is designed to provide guidelines for the HR practitioners of multi-national companies in these two countries to help them achieve enhanced organizational effectiveness. This should be of particular interest to the HR managers of the Indian companies aspiring to invest in Mozambique. Originality/value Research in the area of HRM is mainly limited to the developed and developing nations, with very few studies centering on emerging economies. While most cross-national studies on organizational effectiveness are also largely focused on developed and developing nations, this study is unusual, in that its focus is on a fast-developing nation (India) and an emerging economy (Mozambique).
{"title":"Achieving organizational effectiveness of MNCs through People: Evidence from India and Mozambique","authors":"N. Jha, Renato Pereira, Siddharth Misra","doi":"10.1108/ict-03-2021-0016","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0016","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to provide human resource (HR) practitioners of multinational companies aspiring to invest in these two countries with guidelines for attaining organizational effectiveness through people.\u0000\u0000\u0000Design/methodology/approach\u0000This study develops and tests a multiple criteria decision-making model with data collected in the banking sectors of India and Mozambique. It compares the job engagement, team building and innovation strategy preferences of Indian personnel with those of Mozambican employees.\u0000\u0000\u0000Findings\u0000The findings of the study reveal the differences in the perceptions of the respondents of both countries regarding the importance of the strategies for organizational effectiveness.\u0000\u0000\u0000Research limitations/implications\u0000Despite several contributions, the study has certain limitations too. Although utmost care was taken to avoid the issue of common method variance, the cross-sectional self-reported design of the study might be adversely affected by common method bias (MacKenzie and Podsakoff, 2012). Hence, future research might be conducted using different designs, such as diary studies or longitudinal studies. Future research might also be conducted making use of organizational productivity case studies to demonstrate the practicability of customizing the HR strategies using the multi-attribute decision-making approach.\u0000\u0000\u0000Practical implications\u0000This body of work is an addition to the existing literature on cross-national studies in the field of HR management (HRM) and adds to the limited literature on HRM in the least developed countries. The study is designed to provide guidelines for the HR practitioners of multi-national companies in these two countries to help them achieve enhanced organizational effectiveness. This should be of particular interest to the HR managers of the Indian companies aspiring to invest in Mozambique.\u0000\u0000\u0000Originality/value\u0000Research in the area of HRM is mainly limited to the developed and developing nations, with very few studies centering on emerging economies. While most cross-national studies on organizational effectiveness are also largely focused on developed and developing nations, this study is unusual, in that its focus is on a fast-developing nation (India) and an emerging economy (Mozambique).\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46882310","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 : 2022-01-25DOI: 10.1108/ict-08-2021-0062
Jaroslava Kubátová, Ondřej Kročil
Purpose The purpose of this paper is to propose a conscious leadership competency framework to be used in business training as well as in managerial study programs. Design/methodology/approach First, using literature review, the current state of knowledge in conscious leadership competency frameworks was examined. Subsequently, a framework analysis on a specific topical book was conducted to find competencies that determine a conscious leader. The output of this analysis was compared with a comprehensive leadership competency framework to propose a conscious leadership competency framework. This conscious leadership competency framework was then verified in interviews with conscious leaders. Findings Until now, a conscious leadership competency framework has not been proposed. Yet, there are competencies specific to conscious leaders that are not included in existing leadership competency frameworks. A new conscious leadership competency framework including possible ways of how to train and develop the conscious leadership competencies is suggested for future discussion. Research limitations/implications Research limitations are discussed in this paper. More research in this area and further development of the conscious leadership competency framework are suggested. Practical implications The proposed conscious leadership competency framework can be further discussed and developed, therefore becoming an effective tool for companies as well as educational institutions. Social implications More consciousness in leadership will help tackle many current societal challenges. Originality/value To the best of the authors’ knowledge, the proposed conscious leadership competency framework is the first of its kind.
{"title":"A conscious leadership competency framework for leadership training","authors":"Jaroslava Kubátová, Ondřej Kročil","doi":"10.1108/ict-08-2021-0062","DOIUrl":"https://doi.org/10.1108/ict-08-2021-0062","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to propose a conscious leadership competency framework to be used in business training as well as in managerial study programs.\u0000\u0000\u0000Design/methodology/approach\u0000First, using literature review, the current state of knowledge in conscious leadership competency frameworks was examined. Subsequently, a framework analysis on a specific topical book was conducted to find competencies that determine a conscious leader. The output of this analysis was compared with a comprehensive leadership competency framework to propose a conscious leadership competency framework. This conscious leadership competency framework was then verified in interviews with conscious leaders.\u0000\u0000\u0000Findings\u0000Until now, a conscious leadership competency framework has not been proposed. Yet, there are competencies specific to conscious leaders that are not included in existing leadership competency frameworks. A new conscious leadership competency framework including possible ways of how to train and develop the conscious leadership competencies is suggested for future discussion.\u0000\u0000\u0000Research limitations/implications\u0000Research limitations are discussed in this paper. More research in this area and further development of the conscious leadership competency framework are suggested.\u0000\u0000\u0000Practical implications\u0000The proposed conscious leadership competency framework can be further discussed and developed, therefore becoming an effective tool for companies as well as educational institutions.\u0000\u0000\u0000Social implications\u0000More consciousness in leadership will help tackle many current societal challenges.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, the proposed conscious leadership competency framework is the first of its kind.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48917415","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-30DOI: 10.1108/ict-06-2021-0044
Michael J. Kirchner, F. Stull
Purpose The purpose of this study was to identify primary issues related to employee onboarding and satisfaction in US-based manufacturing companies. Design/methodology/approach In total, 19 focus groups using semi-structured interviews with senior management, middle management, tenured employees and new employees were conducted with personnel from five manufacturing companies located in the Midwest USA. Onboarding procedures, training manuals, employee satisfaction surveys and performance evaluations were subsequently reviewed. Findings Insufficient onboarding, poor communication and a perceived lack of support were reported as satisfaction concerns by manufacturing employees. In addition, management had vastly differing perspectives regarding the work environment when responses were contrasted with those from new or tenured employees. Originality/value This paper reveals contributing factors that influence satisfaction early and throughout an employee’s tenure with small- to medium-sized US manufacturing companies.
{"title":"Employee onboarding and satisfaction in US manufacturing companies","authors":"Michael J. Kirchner, F. Stull","doi":"10.1108/ict-06-2021-0044","DOIUrl":"https://doi.org/10.1108/ict-06-2021-0044","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study was to identify primary issues related to employee onboarding and satisfaction in US-based manufacturing companies.\u0000\u0000\u0000Design/methodology/approach\u0000In total, 19 focus groups using semi-structured interviews with senior management, middle management, tenured employees and new employees were conducted with personnel from five manufacturing companies located in the Midwest USA. Onboarding procedures, training manuals, employee satisfaction surveys and performance evaluations were subsequently reviewed.\u0000\u0000\u0000Findings\u0000Insufficient onboarding, poor communication and a perceived lack of support were reported as satisfaction concerns by manufacturing employees. In addition, management had vastly differing perspectives regarding the work environment when responses were contrasted with those from new or tenured employees.\u0000\u0000\u0000Originality/value\u0000This paper reveals contributing factors that influence satisfaction early and throughout an employee’s tenure with small- to medium-sized US manufacturing companies.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48619714","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-22DOI: 10.1108/ict-05-2021-0038
Yasmin Yaqub, A. Singh
Purpose This study aims to advance understanding of the critical role of training variables (trainer performance, transfer design and an identical element) and motivation to improve work through learning (MTIWL) the least researched construct of motivation in human resource development (HRD). Design/methodology/approach A self-report online survey was conducted to collect responses from 280 managers working in different industries. Participants attended open skills training program organized by an in-house training institute in India. Findings The trainer performance and transfer design had a positive and significant impact on MTIWL. However, an identical element found no significant direct impact on MTIWL. Practical implications The trainer performance positively cultivates trainees’ MTIWL and training approaches according to trainees’ preferences improve MTIWL. The training content is needed to resemble with work assignment for enhancement of trainees MTIWL. Originality/value This study improved understanding of the impact of training variables on a comprehensive and practical aspect of trainees' motivation in HRD, MTIWL.
{"title":"Impact of training design on trainees' motivation: an empirical study","authors":"Yasmin Yaqub, A. Singh","doi":"10.1108/ict-05-2021-0038","DOIUrl":"https://doi.org/10.1108/ict-05-2021-0038","url":null,"abstract":"\u0000Purpose\u0000This study aims to advance understanding of the critical role of training variables (trainer performance, transfer design and an identical element) and motivation to improve work through learning (MTIWL) the least researched construct of motivation in human resource development (HRD).\u0000\u0000\u0000Design/methodology/approach\u0000A self-report online survey was conducted to collect responses from 280 managers working in different industries. Participants attended open skills training program organized by an in-house training institute in India.\u0000\u0000\u0000Findings\u0000The trainer performance and transfer design had a positive and significant impact on MTIWL. However, an identical element found no significant direct impact on MTIWL.\u0000\u0000\u0000Practical implications\u0000The trainer performance positively cultivates trainees’ MTIWL and training approaches according to trainees’ preferences improve MTIWL. The training content is needed to resemble with work assignment for enhancement of trainees MTIWL.\u0000\u0000\u0000Originality/value\u0000This study improved understanding of the impact of training variables on a comprehensive and practical aspect of trainees' motivation in HRD, MTIWL.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41688673","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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