Subjects -> BUSINESS AND ECONOMICS (Total: 3570 journals)
    - ACCOUNTING (132 journals)
    - BANKING AND FINANCE (306 journals)
    - BUSINESS AND ECONOMICS (1248 journals)
    - CONSUMER EDUCATION AND PROTECTION (20 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (212 journals)
    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (235 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (145 journals)
    - INTERNATIONAL DEVELOPMENT AND AID (103 journals)
    - INVESTMENTS (22 journals)
    - LABOR AND INDUSTRIAL RELATIONS (61 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (595 journals)
    - MARKETING AND PURCHASING (116 journals)
    - MICROECONOMICS (23 journals)
    - PRODUCTION OF GOODS AND SERVICES (143 journals)
    - PUBLIC FINANCE, TAXATION (37 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

BUSINESS AND ECONOMICS (1248 journals)            First | 1 2 3 4 5 6 7 | Last

Showing 201 - 400 of 1566 Journals sorted alphabetically
Cuadernos de Economía     Open Access   (Followers: 1)
Cuadernos de Economia - Latin American Journal of Economics     Open Access   (Followers: 2)
Cuadernos de Estudios Empresariales     Open Access   (Followers: 1)
Cuadernos Latinoamericanos de Administración     Open Access  
Current Opinion in Creativity, Innovation and Entrepreneurship     Open Access   (Followers: 11)
Data Science in Finance and Economics     Open Access   (Followers: 2)
DBS Business Review     Open Access  
De Economist     Hybrid Journal   (Followers: 14)
Decision Analysis     Full-text available via subscription   (Followers: 8)
Decision Analytics Journal     Open Access  
Decision Sciences     Hybrid Journal   (Followers: 19)
Decision Support Systems     Hybrid Journal   (Followers: 13)
Defence and Peace Economics     Hybrid Journal   (Followers: 17)
der markt     Hybrid Journal   (Followers: 1)
Desenvolvimento em Questão     Open Access  
Development     Hybrid Journal   (Followers: 33)
Development and Change     Hybrid Journal   (Followers: 58)
Development and Learning in Organizations     Hybrid Journal   (Followers: 6)
Development Growth and Differentiation     Hybrid Journal   (Followers: 2)
Development in Practice     Hybrid Journal   (Followers: 27)
Development Policy Review     Hybrid Journal   (Followers: 55)
Development Southern Africa     Hybrid Journal   (Followers: 19)
Developmental Review     Hybrid Journal   (Followers: 10)
Developmental Science     Hybrid Journal   (Followers: 18)
DHARANA - Bhavan's International Journal of Business     Full-text available via subscription  
Digital Business     Open Access   (Followers: 1)
Dimensión Empresarial     Open Access  
Dinamika Administrasi Bisnis     Open Access  
Dirassat Journal Economic Issue     Open Access  
Distributed and Parallel Databases     Hybrid Journal   (Followers: 2)
E-Jurnal Ekonomi dan Bisnis Universitas Udayana     Open Access  
e-Jurnal Ekonomi Sumberdaya dan Lingkungan     Open Access  
E-Jurnal Manajemen Universitas Udayana     Open Access  
e-Jurnal Perdagangan Industri dan Moneter     Open Access  
e-Jurnal Perspektif Ekonomi dan Pembangunan Daerah     Open Access  
E3 : Revista de Economia, Empresas e Empreendedores na CPLP     Open Access   (Followers: 2)
Early Education and Development     Hybrid Journal   (Followers: 22)
Earth Perspectives - Transdisciplinarity Enabled     Open Access   (Followers: 1)
East Asian Community Review     Hybrid Journal  
Eastern Economic Journal     Hybrid Journal   (Followers: 8)
Eastern European Economics     Full-text available via subscription   (Followers: 10)
Ecoforum Journal     Open Access  
Ecological Economics     Hybrid Journal   (Followers: 111)
Ecological Indicators     Hybrid Journal   (Followers: 22)
Ecological Management & Restoration     Hybrid Journal   (Followers: 15)
Econometric Reviews     Hybrid Journal   (Followers: 15)
Econometrics Journal     Hybrid Journal   (Followers: 37)
Economía     Full-text available via subscription   (Followers: 14)
Economia e Diritto del Terziario     Full-text available via subscription  
Economia e Politica Industriale     Hybrid Journal   (Followers: 20)
Economia e Sociedade     Open Access  
Economia e società regionale     Full-text available via subscription   (Followers: 1)
Economia Pubblica     Full-text available via subscription   (Followers: 18)
Economía y Administración (E&A)     Open Access  
Economic Affairs     Hybrid Journal   (Followers: 8)
Economic Analysis and Policy     Hybrid Journal   (Followers: 8)
Economic and Business Review     Open Access   (Followers: 6)
Economic and Industrial Democracy     Hybrid Journal   (Followers: 12)
Economic and Regional Studies / Studia Ekonomiczne i Regionalne     Open Access  
Economic Bulletin     Hybrid Journal   (Followers: 6)
Economic Change and Restructuring     Hybrid Journal   (Followers: 1)
Economic Cybernetics. International scientific journal     Open Access   (Followers: 3)
Economic Development and Cultural Change     Full-text available via subscription   (Followers: 54)
Economic Development Quarterly     Hybrid Journal   (Followers: 17)
Economic Inquiry     Hybrid Journal   (Followers: 25)
Economic Journal     Hybrid Journal   (Followers: 137)
Economic Management Journal     Open Access   (Followers: 5)
Economic Modelling     Hybrid Journal   (Followers: 25)
Economic Notes     Hybrid Journal   (Followers: 14)
Economic Outlook     Hybrid Journal   (Followers: 7)
Economic Papers : a Journal of Applied Economics and Policy     Hybrid Journal   (Followers: 12)
Economic Policy     Hybrid Journal   (Followers: 51)
Economic Record     Hybrid Journal   (Followers: 7)
Economic Systems     Hybrid Journal   (Followers: 1)
Economic Systems Research     Hybrid Journal   (Followers: 2)
Economic Themes     Open Access   (Followers: 1)
Economica     Full-text available via subscription   (Followers: 40)
Economics & Politics     Hybrid Journal   (Followers: 16)
Economics and Business     Open Access   (Followers: 3)
Economics and Business Administration Journal Thaksin University     Open Access   (Followers: 1)
Economics and Business Letters     Open Access   (Followers: 1)
Economics and Business Review     Open Access   (Followers: 1)
Economics and Finance in Indonesia     Open Access  
Economics and Management     Open Access   (Followers: 2)
Economics and Philosophy     Hybrid Journal   (Followers: 19)
Economics Letters     Hybrid Journal   (Followers: 64)
Economics of Disasters and Climate Change     Hybrid Journal   (Followers: 13)
Economics of Transition and Institutional Change     Hybrid Journal   (Followers: 12)
Économie et Institutions     Open Access   (Followers: 1)
Économie et Solidarités     Open Access   (Followers: 2)
EconoQuantum     Open Access  
Ecosystems     Hybrid Journal   (Followers: 32)
Education, Business and Society : Contemporary Middle Eastern Issues     Hybrid Journal   (Followers: 1)
Educational Technology Research and Development     Partially Free   (Followers: 45)
Ekonomi Bisnis     Open Access  
Electronic Commerce Research and Applications     Hybrid Journal   (Followers: 5)
Electronic Journal of Business Research Methods     Open Access   (Followers: 5)
Electronic Journal of Information Systems Evaluation     Open Access   (Followers: 2)
Empirica     Hybrid Journal   (Followers: 7)
Empirical Economics     Hybrid Journal   (Followers: 16)
Employee Relations     Hybrid Journal   (Followers: 7)
Employee Responsibilities and Rights Journal     Hybrid Journal   (Followers: 7)
Employment Relations Today     Hybrid Journal   (Followers: 4)
Energy Conversion and Economics     Open Access  
Energy Economics     Hybrid Journal   (Followers: 42)
Energy Prices and Taxes     Full-text available via subscription   (Followers: 6)
Enfoque : Reflexão Contábil     Open Access  
Engineering Economics     Open Access   (Followers: 4)
Enlace Universitario     Open Access  
Entrepreneurial Business and Economics Review     Open Access   (Followers: 8)
Entrepreneurship & Regional Development: An International Journal     Hybrid Journal   (Followers: 26)
Entrepreneurship and Sustainability Issues     Open Access  
Entrepreneurship Education and Pedagogy (EE&P)     Full-text available via subscription   (Followers: 1)
Environment and Development Economics     Hybrid Journal   (Followers: 43)
Environment and Urbanization     Hybrid Journal   (Followers: 10)
Environment, Development and Sustainability     Hybrid Journal   (Followers: 39)
Environmental Economics and Policy Studies     Hybrid Journal   (Followers: 5)
Environmental Engineering Science     Hybrid Journal   (Followers: 9)
Environmental Forensics     Hybrid Journal  
Estudios de Administración     Open Access  
Estudios Demográficos y Urbanos     Open Access   (Followers: 5)
Estudios economicos.     Open Access  
Estudos Econômicos     Open Access  
Ethiopian Journal of Business and Economics     Full-text available via subscription   (Followers: 1)
Etikonomi : Jurnal Ekonomi     Open Access  
Eurasian Business Review     Full-text available via subscription  
Eurasian Economic Review     Full-text available via subscription   (Followers: 1)
Eurasian Geography and Economics     Hybrid Journal   (Followers: 2)
EUREKA : Social and Humanities     Open Access  
EURO Journal of Transportation and Logistics     Open Access   (Followers: 12)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 1)
Eurochoices     Hybrid Journal   (Followers: 1)
EuroEconomica     Open Access   (Followers: 1)
EuroMed Journal of Business     Hybrid Journal  
European Business Review     Hybrid Journal   (Followers: 8)
European Competition Journal     Full-text available via subscription   (Followers: 15)
European Cooperation     Open Access  
European Economic Review     Hybrid Journal   (Followers: 98)
European Journal of American Culture     Hybrid Journal  
European Journal of Business and Management     Open Access   (Followers: 20)
European Journal of Development Research     Hybrid Journal   (Followers: 17)
European Journal of Health Economics     Hybrid Journal   (Followers: 24)
European Journal of Industrial Relations     Hybrid Journal   (Followers: 34)
European Journal of Management and Business Economics     Open Access   (Followers: 1)
European Journal of Operational Research     Hybrid Journal   (Followers: 25)
European Research on Management and Business Economics     Open Access   (Followers: 1)
European Review     Hybrid Journal   (Followers: 19)
Eutopía - Revista de Desarrollo Económico Territorial     Open Access  
Evaluation Journal of Australasia     Hybrid Journal  
Evolution & Development     Hybrid Journal   (Followers: 10)
Executive Journal     Open Access  
Experimental Economics     Hybrid Journal   (Followers: 23)
Facilities     Hybrid Journal   (Followers: 4)
Facta Universitatis, Series : Economics and Organization     Open Access  
Federal Grants & Contracts     Hybrid Journal   (Followers: 1)
FEU Academic Review     Open Access  
FIIB Business Review     Hybrid Journal  
Finance and Stochastics     Hybrid Journal   (Followers: 19)
Finance Contrôle Stratégie     Open Access   (Followers: 1)
Finance Research Letters     Hybrid Journal   (Followers: 8)
Fiscal Studies     Hybrid Journal   (Followers: 17)
Fokus Bisnis : Media Pengkajian Manajemen dan Akuntansi     Open Access  
Folia Oeconomica Stetinensia     Open Access  
Forbes     Full-text available via subscription   (Followers: 22)
Forum Empresarial     Open Access  
Forum for Social Economics     Hybrid Journal   (Followers: 4)
Foundations and Trends® in Econometrics     Full-text available via subscription   (Followers: 6)
Foundations and Trends® in Entrepreneurship     Full-text available via subscription   (Followers: 8)
Foundations and Trends® in Finance     Full-text available via subscription   (Followers: 3)
Foundations and Trends® in Microeconomics     Full-text available via subscription   (Followers: 3)
Frontiers of Business Research in China     Open Access   (Followers: 1)
Futures     Hybrid Journal   (Followers: 15)
Futures & Foresight Science     Hybrid Journal   (Followers: 1)
Gadjah Mada International Journal of Business     Open Access  
Games     Open Access   (Followers: 4)
Games and Economic Behavior     Hybrid Journal   (Followers: 25)
Gaming Law Review and Economics     Hybrid Journal   (Followers: 3)
Ganesha Journal     Open Access  
Gender & Development     Hybrid Journal   (Followers: 71)
Gender, Work & Organization     Hybrid Journal   (Followers: 61)
German Economic Review     Hybrid Journal   (Followers: 8)
GESTÃO.Org - Revista Eletrônica de Gestão Organizacional     Open Access  
Gestión & Desarrollo     Open Access  
Global Advances in Business Communication     Open Access   (Followers: 5)
Global Business and Economics Review     Hybrid Journal   (Followers: 3)
Global Business and Organizational Excellence     Hybrid Journal   (Followers: 3)
Global Business Perspectives     Hybrid Journal   (Followers: 3)
Global Business Review     Hybrid Journal   (Followers: 6)
Global Economic Review     Hybrid Journal   (Followers: 8)
Global Finance Journal     Hybrid Journal   (Followers: 14)
Global Implementation Research and Applications     Hybrid Journal   (Followers: 2)
Global Journal of Economics and Business Studies     Open Access  
Global Journal of Flexible Systems Management     Hybrid Journal   (Followers: 1)
Global Strategy Journal     Hybrid Journal   (Followers: 7)
Gold Bulletin     Hybrid Journal  
Group Decision and Negotiation     Hybrid Journal   (Followers: 10)
Group Processes & Intergroup Relations     Hybrid Journal   (Followers: 8)
Growth and Change     Hybrid Journal   (Followers: 6)
GSI Journals Serie B : Advancements in Business and Economics     Open Access  
GVexecutivo     Open Access  

  First | 1 2 3 4 5 6 7 | Last

Similar Journals
Journal Cover
Development and Learning in Organizations
Journal Prestige (SJR): 0.138
Number of Followers: 6  
 
Hybrid Journal Hybrid journal   * Containing 1 Open Access Open Access article(s) in this issue *
ISSN (Print) 1477-7282 - ISSN (Online) 1758-6097
Published by Emerald Homepage  [360 journals]
  • Entrepreneurship education effectiveness: does personality matter'

    • Free pre-print version: Loading...

      Authors: Panagiotis A. Tsaknis , Alexandros G. Sahinidis , Evangelos E. Vassiliou
      Abstract: The purpose of this study is to examine the personality traits that are responsible for changes in entrepreneurial intention levels following an entrepreneurship education course. This is a questionnaire-based survey employing a pretest-posttest group design. The first questionnaire was completed at the beginning of a university-level entrepreneurship course and a repeat one at the end of a semesterly course. A total of 315 university students from a Business School faculty of Business Administration participated voluntarily in the survey and completed both questionnaires. Our findings indicate that specific personality traits (namely, Openness, Conscientiousness, Extraversion, and Risk Aversion) can cause statistically significant changes in entrepreneurial intention levels upon the completion of the entrepreneurship course. It would be interesting to examine more characteristics of the sample such as gender, age, prior working experience, and parent’s employment type, among other variables. The results of this study should also be compared across ethnic groups, before drawing more generalizable conclusions. Additionally, with regard to personality, we tried to explain only changes in entrepreneurial intention, whereas many studies proposed an approach combining variables, such as the triad of elements of the Theory of Planned Behavior (Perceived behavioral control, Social Norms and Personal attitude toward entrepreneurship). The findings of this study can be useful to public and private organizations, employees, policy makers, teachers, students, and governments in designing tailor-made entrepreneurship programs and to identify the individuals, who could benefit from entrepreneurship education. The studies examining the role personality traits play in entrepreneurship education effectiveness, regarding entrepreneurial intention, are scant. This research is making an attempt to add to the knowledge gap existing to date on this issue.
      Citation: Development and Learning in Organizations
      PubDate: 2022-04-04
      DOI: 10.1108/DLO-12-2021-0230
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Organizational silofication: implications in grouping experts for
           organizational performance

         This is an Open Access Article Open Access Article

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      Authors: Dave Silberman , Rob E. Carpenter , Elena Cabrera , Jasmine Kernaleguen
      Abstract: This paper presents a viewpoint that considers the construction of ‘expertise’ as an impediment to successfully using cross-functional expertise in the organization. The construction of expertise forms a bounded perspective that creates hidden impediments to success that culminate in organizational underachievement. Experiential knowledge of the authors that incorporated 20 years of organizational management experience and extensive practice of hiring experts to progress organizational learning, knowledge, and development is the primary basis of this work. A common misperception of ‘expertise’ relates to a limiting perspective on what expertise is' Organizations segregate expertise (silo) as a way of increasing functionality and division of labor in an organizational structure. However, organizational underachievement is not due to functional arrangement in the organization’s structure (which is a commonly held belief) rather a byproduct of a bounded perspective necessary to construct expertise. Organizations who understand that the bounded perspective of expertise is the source constraining use of their acquired expertise gain insight to an actionable opportunity to rectify cross-functional restraints. Core elements are offered to minimize the impact of organizational silofication. This paper is unique in that it introduces a bounded perspective as the source impeding the use of workplace expertise rather than functional placement.
      Citation: Development and Learning in Organizations
      PubDate: 2022-03-30
      DOI: 10.1108/DLO-10-2021-0193
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Overcoming challenges faced by digital entrepreneurs: a design thinking
           approach

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      Authors: Paramjit Singh Lamba , Neera Jain
      Abstract: The swift emergence of digital entrepreneurs since the pandemic began motivated us to study how these individuals have overcome challenges in such a dynamic, highly competitive landscape. Emergent themes were mapped using a design thinking approach for understanding these entrepreneurs’ actions during the early days of their start-up organizations. We selected a purposive sample of 24 digital business founders whose ventures were less than two years old from various domains. Manual thematic analysis was conducted to arrive at the themes, and the design thinking approach helped us to conceptualize the integrative model. We arrived at six themes for understanding how digital entrepreneurs overcame the challenges they faced. We traced four of these themes to the existing literature, and two were newly emergent themes. Given the findings of this study, practitioners may benefit from leveraging a design thinking approach before initiating their entrepreneurial journeys. This study may additionally propel the interest of founders seeking to grow their businesses into larger organizations across geographical regions. This in-depth qualitative study is among the earliest to explore ways to overcome the challenges digital entrepreneurs face during the early stages of their ventures. The theoretical contributions of this paper are in the application of design thinking and the creation of a conceptual model in the field of digital entrepreneurship.
      Citation: Development and Learning in Organizations
      PubDate: 2022-03-16
      DOI: 10.1108/DLO-11-2021-0195
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Committed and satisfied employees

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The results indicated that learning orientation emerged as the key factor in knowledge sharing. The influence that job satisfaction and organizational commitment have on knowledge sharing is only significant through the mediating effect of learning orientation. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-28
      DOI: 10.1108/DLO-07-2021-0137
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Dedicated despite disappointment

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The findings suggest that there is a significant negative relationship between career dissatisfaction and organizational citizenship behaviors but this can be mitigated by employee peer group congruence, supervisor communication efficiency and organizational-level informational justice. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-25
      DOI: 10.1108/DLO-09-2021-0165
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Employee voice behaviour and high-performance work systems

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The key factors for effective high-performance work systems as regards employee voice behavior were identified as an employee relations climate characterized by mutuality of gain, line management abilities, motivation and opportunity and showing support for employee voice behaviors and employee abilities, opportunity and motivation to use employee voice opportunities. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-01-2022-0012
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Small and medium-sized enterprises [SMEs] and knowledge sharing and
           knowledge transfer

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. 1. Knowledge sharing and knowledge transfer enhance the strategic focus of small and medium-sized enterprises for human resources 2. Within small and medium-sized enterprises, trust, performance and innovation are human factors linked to knowledge sharing and knowledge transfer 3. Research in human resource management can contribute to knowledge transfer and knowledge sharing The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-01-2022-0013
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Gender’s impact on the bottom-line mentality

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The results included the following: 1. Supervisor bottom-line mentality was positive related to subordinate bottom-line mentality. 2. Subordinate bottom-line mentality was positively related to subordinate work performance. 3. The interaction between gender and subordinate bottom-line mentality did have a positive effect on knowledge-hiding. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-01-2022-0014
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The transformational triangle and work-family policies

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The results indicated: 1. Having a higher percentage of women in the workforce increases the accessibility of work family policies. 2. A supportive work family culture acts as a mediator between a largely female workforce and work family policies. 3. Such a workforce drives managerial strategy. 4. Managerial strategy acts as a mediator between such a workforce and work family policies. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-06-2021-0103
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Employee retention and the effects of supportive work environment

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The data was supportive of the four hypotheses: H1. Supportive work environment is positively related to employee retention. H2. Supportive work environment is positively related to the person-organization fit. H3. Person-organization fit is positively related to employee retention. H4. Person-organization fit positively mediates the relationship between supportive work environment and employee retention. text The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-07-2021-0133
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Top management behavioral integration and the performance of their
           companies

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. his briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The paper noted a wide range of findings but essentially suggests that CEOs with high levels of narcissism and grandiose visions would be well advised to favor TMTs that are more behaviorally integrated. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. 10;
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-07-2021-0138
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Informal learning

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The data analysis, which had controlled for known antecedents of informal learning, indicated that NWW as a bundle of practices was positive related to informal learning. When the individual elements of NWW were separated out, access to organizational knowledge was the only element that related positively to informal learning. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-09-2021-0166
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Taking charge and task performance

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. 1. Employee performance impacted on their taking charge; 2. Employee performance impacted on the LMX relationship; 3. Leader task orientation [LTO] predicted the LMX relationship; 4. The interaction between LTO and employee performance also impacted on the LMX relationship The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-11-2021-0199
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Organizational identification during change

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. 1. The construct of organizational identification was known implicitly rather than explicitly. 2. The most important leadership behaviors were identified. 3. A large number of individual outcomes were identified. 4. Observable behaviors were included in the leadership competencies which were defined. 5. A revised leadership competencies framework was constructed. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-11-2021-0200
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Taking charge and task performance

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The results indicated that: 1. Employee performance impacted on their taking charge. 2. Employee performance impacted on the LMX. 3. Leader-task orientation predicted the LMX relationship. 4. The interaction between leader-task orientation and employee performance also impacted on the LMX relationships. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-18
      DOI: 10.1108/DLO-11-2021-0202
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Quantitative or qualitative data in the assessment of individual
           competencies

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The results indicated low levels of convergence between data from quantitative and qualitative methods. For individual skills the level of convergence was very low. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-10
      DOI: 10.1108/DLO-01-2022-0011
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Job burnout and employee behavior

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The results showed positive correlations between job burnout and counterproductive workplace behaviors, negative correlations between job burnout and organizational citizenship behaviors .and between perceived organizational support and counterproductive work behaviors. Perceived organizational support acted as the moderator in these relationships. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-10
      DOI: 10.1108/DLO-06-2021-0101
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Corporate social responsibility [CSR] best practices

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The relationship between organizational CSR practices and employee Job Performance was not significant. CSR practices were significantly and positively related to affective organizational commitment, and work engagement. Affective organizational commitment was significantly related to employee job performance. Worker engagement and job performance were significantly related. Affective organizational commitment mediates the relationship between CSR practices and employee job performance. Work engagement mediates the relationship between CSR practices and employee job performance. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-09
      DOI: 10.1108/DLO-06-2021-0102
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Workplace learning in quantitative research

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Of the 45 studies, 11 did not offer a clear definition of workplace learning. 35 of them sorted workplace learning into types. Some used learning outcomes to clarify what was meant by workplace learning. A range of measures were used to quantify workplace learning. The locations of the studies were skewed geographically with 26 of them conducted in Europe. Approximately half of the studies used workplace learning as a dependent variable. In 26 it was an antecedent, an outcome in 28, a mediator in 6 and a moderator in 2. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-09
      DOI: 10.1108/DLO-07-2021-0134
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Perceived transformational leadership – what to expect for work
           motivation

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. The perceived individualized support, fostering the acceptance of group goals, articulating a vision, intellectual stimulation and providing an appropriate role model were positively related to intrinsic motivation. The perceived high performance expectations of transformational leadership was positively related to extrinsic motivation. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-08
      DOI: 10.1108/DLO-06-2021-0104
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Sustainable Companies and Organizational Learning

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. A wide range of sustainable practices relating to learning processes were identified. The analytical framework which was presented listing the organizational characteristics which occur within each learning dimension. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-08
      DOI: 10.1108/DLO-09-2021-0163
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Organizational learning viewed through the pragmatic lens

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Bureaucracy can be facilitative of organizational learning and organizations can take steps to sustain their skills and knowledge and prevent erosion of these assets. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-08
      DOI: 10.1108/DLO-09-2021-0164
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Employee Readiness for Change During COVID

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Mindfulness was positively related to readiness to change and also to well-being. It was negatively related to distress. Readiness to change was positively related to well-being and negatively related to distress. 10;Both well-being and distress moderated the effect of mindfulness on readiness for change. The significant impact that mindfulness had on readiness for change was observed where levels of distress were low and levels of well-being were high. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-08
      DOI: 10.1108/DLO-11-2021-0201
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • An informed practice for leading change collaboratively

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      Authors: Eleanor Lawrence , Suri Weisfeld-Spolter , Leslie Tworoger , Yuliya Yurova , Bahaudin G. Mujtaba
      Abstract: The purpose of this paper is to offer an informed method of collaboration for leaders in organizations to support adaptation to dynamic changes and challenges. A qualitative analysis was undertaken to utilize change style preferences and personal resources in coping and responding to the extraordinary change brought about by the Covid pandemic. The Change Style Indicator (CSI) instrument and a qualitative reflection were the methods used to understand the near-term effect of this crisis. Our findings require leaders to focus change efforts beyond organizational structure, as the work of change leadership is built upon interpersonal and individual responses and behaviors. Recommendations for leading through and recovering during dynamic change require customizing leader responses using inherent individual preferences for change and personal resource needs beyond system-wide organizational change initiatives The paper offers an informed and intentional practice of leading during abrupt unpredictable change by examining typical change style preferences and reflections on personal resources utilized to respond during dynamic change. A strong recommendation for empathetic and collaborative leadership practice to support all stakeholders to adapt to change events is presented. Providing insight into how individuals typically respond to complex, unplanned change, helps inform and increase leadership capabilities and capacities for adapting during complex change.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-07
      DOI: 10.1108/DLO-10-2021-0191
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Factors that impact on employee turnover intentions

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Negative consequences of high employee turnover provide much cause for concern in many organizations. Adopting transformational leadership behaviors better positions managers to address the issue and reduce turnover intentions at both individual and collective levels. The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-03
      DOI: 10.1108/DLO-01-2022-0016
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Mindfulness-based practices, psychological capital, burnout and
           performance anxiety

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      Authors: Kalyani Biswal , Kailash B.L. Srivastava
      Abstract: The study examined the role of classroom-based mindfulness-based interventions (MBI) on psychological capital, burnout, and performance anxiety among business executives. 52 mid-level and senior leaders filled up a structured questionnaire on mindfulness, psychological capital, and performance anxiety before and after the intervention. They also participated in 2 week-long classroom-based mindfulness intervention programs for 1 hour daily. The finding suggests that mindfulness-based intervention significantly improved PsyCap and reduced burnout and performance anxiety among the executives. Self-report measures, sample size, and programmed duration could be a limitation. We can plan long-term (4 weeks) intervention on cross-section data for better outcomes and generalizations. Mindfulness-based interventions can help save healthcare costs by reducing anxiety and burnout. Leaders can also quantify the value of such intervention for developing PsyCap. Management should conduct mindfulness-based training programs, and leaders can practice it in their daily routine to improve psychological resources to reduce stress and better face workplace challenges. The study's contribution was using the classroom-based mindfulness-based intervention to improve psychological capital and reduce dysfunctional outcomes in leaders.
      Citation: Development and Learning in Organizations
      PubDate: 2022-01-17
      DOI: 10.1108/DLO-10-2021-0188
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Considerations associated with synchronous and asynchronous video use in
           online learning

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      Authors: Jay Andrew Cohen
      Abstract: A substantial amount of the heavy lifting associated with getting face-to-face courses online as part of the emergency remote teaching response to the global COVID-19 pandemic has fallen, at times rather awkwardly at the feet of teachers and trainers. Teachers and trainers have had to become both learning designers, and online tutors overnight. In many instances what we have seen as part of this pivoting to online learning is the perpetuation of existing classroom based pedagogical approaches. This has, in most instances equated to the delivery of live lectures via video-conferencing software (such as Zoom and Skype), or previously recorded classroom-based lectures being reused. This paper explores the affordances of synchronous and asynchronous lecture video use in online learning based on the view that whilst pre-recorded videos are customary and can add added value to the online learning environment, they should be used based pedagogical pertinence, rather than through convenience or simply to save time. The pedagogical nuances of online learning and student engagement must be broadly considered, so that the formation of conditions in which learning is most likely is at the forefront. This is a viewpoint paper. Much of the paper is based on the views of the author – supported by references/research.
      Citation: Development and Learning in Organizations
      PubDate: 2022-01-13
      DOI: 10.1108/DLO-10-2021-0185
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • My job is to hide it! A role strain perspective

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      Authors: Sweta Sinha , Agrata Pandey
      Abstract: The study presents a framework of knowledge hiding (KH) driven by positive and negative intentions. The study also highlights the impact of KH on the employee’s role-related responsibility to engage in KH. We review the literature on KH from the perspective of role strain theory and propose a conceptual framework. The study proposes a conceptual framework of KH practices driven by positive and negative intent, further segregated into organizational and personal causes of KH. The framework also depicts the positive and negative impact of KH on the employees and highlights the impact of role-related responsibility of KH. This paper provides a framework to understand how role-related KH responsibilities (organization driven) and personal motives map to employee outcomes.
      Citation: Development and Learning in Organizations
      PubDate: 2022-01-11
      DOI: 10.1108/DLO-10-2021-0186
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Authentic leadership and employee safety behaviors

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Human factors account for most concerns about workplace safety in high risk industries. Authentic leaders able to increase the person-organization fit of employees have the capacity to help improve safety in the workplace. The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-22
      DOI: 10.1108/DLO-01-2022-0021
      Issue No: Vol. 36 , No. 3 (2022)
       
  • Emotional exhaustion and turnover intention

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Lack of social interaction at work can leave employees experiencing a sense of loneliness and alienation. Managers might help prevent these feelings escalating to emotional exhaustion and higher turnover intention with measures which serve to reduce the workload and stress of employees, while simultaneously increasing their autonomy and involvement in decision-making. The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-22
      DOI: 10.1108/DLO-01-2022-0017
      Issue No: Vol. 36 , No. 3 (2022)
       
  • Ethical climate and pay secrecy policies

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Employee dissatisfaction with pay has negative implications for commitment and performance. Leaders might suitably address the issue and minimize conflict by adopting pay policies most appropriate to the type of ethical climate that prevails in the firm. The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-22
      DOI: 10.1108/DLO-01-2022-0018
      Issue No: Vol. 36 , No. 3 (2022)
       
  • Dimensions of organizational climate which influence employees most

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Dimensions of organizational climate vary in their influence of how workers perceive the firm. Adopting an approach which combines psychological networks analysis and Thriving at Work constructs can help practitioners ascertain which dimensions have greatest scope to increase the level of organizational commitment among employees. The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-02-08
      DOI: 10.1108/DLO-01-2022-0019
      Issue No: Vol. 36 , No. 3 (2022)
       
  • Towards more effective wrongdoing prevention

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      Abstract: Using learning and knowledge is important for organizations hoping to prevent wrongdoings and their harmful consequences. It is crucial to consider the varied and sometimes conflicting perspectives of different stakeholders in order to build a culture of prevention that focuses on personal psychological safety and diffusion of knowledge needed to help raise awareness and increase the effectiveness of prevention efforts. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Using learning and knowledge is important for organizations hoping to prevent wrongdoings and their harmful consequences. It is crucial to consider the varied and sometimes conflicting perspectives of different stakeholders in order to build a culture of prevention that focuses on personal psychological safety and diffusion of knowledge needed to help raise awareness and increase the effectiveness of prevention efforts. The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-01-26
      DOI: 10.1108/DLO-06-2021-0110
      Issue No: Vol. 36 , No. 3 (2022)
       
  • Women in the boardroom

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Financial sector firms can improve performance by increasing the number of women directors in the boardroom. However, the likelihood of an indirect impact makes it important to identify factors able to mediate or moderate the relationship. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-01-13
      DOI: 10.1108/DLO-11-2021-0205
      Issue No: Vol. 36 , No. 3 (2022)
       
  • Using experience-based learning to enhance management education

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      Abstract: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. 10; 10; 10; 10; Management education might be most effective when an experienced-based approach to learning is adopted. Firm can achieve desired outcomes by encouraging participants to engage in different types of dialogue in order to interpret experiences that can subsequently help generate new knowledge and inspire greater creativity. The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.
      Citation: Development and Learning in Organizations
      PubDate: 2022-01-13
      DOI: 10.1108/DLO-11-2021-0206
      Issue No: Vol. 36 , No. 3 (2022)
       
  • Developing Industry 4.0 accountants: implications for higher education
           institutions in Namibia

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      Authors: Joseph Olorunfemi Akande , Sulaiman Olusegun Atiku
      Abstract: This study aims to examine the accounting skills required in Industry 4.0 to assist higher education institutions in developing Industry 4.0 accountants in Namibia. This study adopted a qualitative approach for data collection and analysis. The participants (accountants and finance consultants) were selected using a purposive sampling technique. A self-administered questionnaire (open-ended) was administered to 120 participants. Useful information was retrieved from 99 participants in the participating accounting firms in Namibia. The data was analyzed using non-numerical content analysis via Atlas.ti, version 9.0. Findings revealed the need to teach soft, technical and digital skills by higher education institutions in Namibia to enhance accounting graduates’ employability in Industry 4.0. The practical implication for higher education in Namibia is to do more in curriculum retooling. There is a shortage of literature on the competency framework for Industry 4.0 accountants, particularly in Namibia. The outcomes of this study contribute to the extant literature and assist higher education institutions with helpful information for accounting programs review and enhance graduates’ employability in Namibia.
      Citation: Development and Learning in Organizations
      PubDate: 2021-12-02
      DOI: 10.1108/DLO-09-2021-0177
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Identifying and cultivating voluntary helpful employee behavior

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      Authors: Paul Lyons , Randall Bandura , Kenneth J. Levitt
      Abstract: This essay is practitioner-focused and aims to provide the manager or supervisor with a summary of critical information regarding voluntary, employee helpful behavior or organizational citizenship behavior (OCB). The summary helps explain motivation and predispositions per OCB, as well as explicit advice regarding ways to encourage and, perhaps, recognize this desired behavior. Methodology is grounded on two elements. First, a literature review of empirical and other research on OCB, pro-social behavior, extra-role behavior, and contextual performance. Second, based on review and brief analysis of features of the behavior to include: definitions, motivation/predispositions, and employee performance, explicit guidance is offered for managers. Critical information is provided about OCB and voluntary helpful behavior. The objective is to identify important aspects of the behavior and place it in a format that is accessible to the typical manager or supervisor. This approach can assist the manager to create appropriate means to identify the desired behavior as well as to encourage it. Virtually all of the empirical research on OCB and other forms of voluntary helpful behavior make the case that such behavior is most desirable for the organization, manager, and co-workers. The research also points out that not all employees who engage in the behavior have expectations of recognition or any form of reward for their actions. This essay gives the practitioner information regarding observation of the behavior and its motivation. In addition, advice is provided to assist in stimulating the desired behavior. Currently, nearly all of the expressions of OCB and voluntary helpful employee behavior are found in academic journals and related literature. Typically, these sources of information are not readily available to practicing managers. This condition is what prompts an essay aimed at practitioners that captures the essential aspects of the voluntary, desirable employee behavior as well as practical advice.
      Citation: Development and Learning in Organizations
      PubDate: 2021-11-25
      DOI: 10.1108/DLO-09-2021-0173
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Impact of AI technologies on organisational learning: proposing an
           organisation cognition schema

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      Authors: P.M. Nimmi , Giulia Vilone , V.P. Jagathyraj
      Abstract: The work depicts an organizational learning schema, which reflects on the cognition structure of workplaces during the integration of AI-powered technologies. This paper summarizes the most recent advances on organizational cognition from organizational studies. The article tries to capture how learning is impacted at the individual level and organization level, with incorporation of AI technologies. The theoretical schema on organizational cognition could be studied and integrated to fill this gap and support an effective and smooth transition from electronic, computer-based industries (characteristics of the third industrial revolution) to AI powered enterprises. It's one of the first works to discuss organization learning along with AI technologies.
      Citation: Development and Learning in Organizations
      PubDate: 2021-11-19
      DOI: 10.1108/DLO-08-2021-0148
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Learning through automated processes: negative social influence among
           coworkers

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      Authors: Daniel L. Morrell , Timothy R. Moake , Michele N. Medina-Craven
      Abstract: This paper discusses how minor counterproductive workplace behavior (CWB) scripts can be acquired or learned through automated processes from one employee to another. This research is based on insights from social information processing and automated processing. This paper helps explain the automated learning of minor CWBs from one’s coworkers. While some employees purposefully engage in counterproductive workplace behaviors with the intent to harm their organizations, other less overt and minor behaviors are not always carried out with harmful intent, but remain counterproductive, nonetheless. By understanding how the transfer of minor CWBs occurs, employers can strive to set policies and practices in place to help reduce these occurrences. This paper discusses how negative workplace learning can occur. We hope to contribute to the workplace learning literature by highlighting how and why the spread of minor CWBs occurs amongst coworkers and spur future research focusing on appropriate interventions.
      Citation: Development and Learning in Organizations
      PubDate: 2021-11-17
      DOI: 10.1108/DLO-08-2021-0149
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Case law: Learning tools for organizations

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      Authors: Kimberly W. O'Connor , Michelle Drouin , Laci Johnson
      Abstract: In this paper, we examine the use of court cases as learning tools for organizations, drawing upon a case involving a workplace wellness program. The study measures employee perceptions and provides an insight into employee beliefs about wellness plan programming. Practical insights for organizations wanting to incorporate court cases into organizational learning are provided. This exploratory study was conducted via Amazon Mechanical Turk survey data (n= 396). We asked participants about their levels of trust in employer-sponsored wellness programs, their understanding of wellness program parameters and limitations, and their perceptions of liability by utilizing the 2017 Whitman v. Interactive Health Solutions court case. The results of this study show that, although employees may not fully understand their employer-sponsored wellness programs, they have a high degree of trust in their employers. Additionally, employees have strong beliefs about potential employer and third-party vendor liability when unintended consequences related to wellness plan programming occur. This study adds to the small, but growing body of research focused on wellness programming in the workplace. Additionally, by measuring employee perceptions of this court case, we discovered a unique approach to problem-based learning.
      Citation: Development and Learning in Organizations
      PubDate: 2021-11-17
      DOI: 10.1108/DLO-09-2021-0156
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Inducing organizational resilience through collective mindfulness: A path
           towards an uninterrupted metamorphosis

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      Authors: V. Shela , T. Ramayah , Noor Hazlina Ahmad
      Abstract: This paper aims to highlight the potential role of collective mindfulness as a key success factor for organizational resilience. It also outlines the processes and essential contexts that support the cultivation of collective mindfulness capability in organizations. A review of the relevant articles and current development in the area of organizational resilience and collective mindfulness provided an in-depth understanding and valuable insights into how collective mindfulness can be utilized to engender organizational resilience in the challenging business world. This paper provides a brief overview over the crucial role of collective mindfulness capability in augmenting organizational resilience. Additionally, the processes of collective mindfulness and the essential contexts for developing and sustaining this capability is also unveiled. The paper offers practical solutions for the anxiety faced by many organizations around the globe due to the relentless disruptions by highlighting on the potential role of collective mindfulness. It reveals the way that organizations can undertake to wade through the waves imposed by the current volatile environment by leveraging on collective mindfulness capability.
      Citation: Development and Learning in Organizations
      PubDate: 2021-11-08
      DOI: 10.1108/DLO-08-2021-0147
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Effectiveness of web-based learning environment: role of intrinsic
           learning motivation, computer self-efficacy, and learner engagement

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      Authors: Nimitha Aboobaker , Muneer K.H.
      Abstract: In the context of the abrupt shift to technology-enabled distance education, this paper examines the role of intrinsic learning motivation, computer self-efficacy and learning engagement in facilitating higher learning effectiveness in a web-based learning environment. Data was collected using a self-administered online questionnaire from a sample of randomly selected 508 university students from different disciplines, including science, technology, and management. Learning motivation and computer self-efficacy positively influenced students' learning engagement, with computer self-efficacy having a more substantial impact. Proposed mediation hypotheses too were supported. The insights gained from this study will help in devising strategies for improving students' learning effectiveness. Game-based learning pedagogy and computer simulations can help students understand the higher meaning and purpose of the learning process.
      Citation: Development and Learning in Organizations
      PubDate: 2021-10-29
      DOI: 10.1108/DLO-07-2021-0139
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Tacit knowledge sharing and creative performance: a transformative
           learning perspective

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      Authors: Neethu Mohammed , T.J. Kamalanabhan
      Abstract: The purpose of this paper is to examine the relationship between tacit knowledge-sharing and creative performance of employees from a transformative learning perspective. This paper uses Structural Equation Modeling to analyze data collected from 440 employees working in Information Technology industry, using a survey-based questionnaire. The dimensions of tacit knowledge-sharing - tacit knowledge-seeking and tacit knowledge-contribution, positively affect employees' creative performance. Further, an individual’s bisociative cognitive style reinforces the positive association between tacit knowledge-sharing and employee creativity. The study contributes to the field of knowledge management by using a new theoretical lens, Transformative Learning Theory, to examine how tacit knowledge-sharing adds value to knowledge workers in terms of enhancing their creativity.
      Citation: Development and Learning in Organizations
      PubDate: 2021-10-24
      DOI: 10.1108/DLO-09-2021-0161
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Mentoring programs implementation: differences between group and
           individual mentoring

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      Authors: Nuria Gisbert-Trejo , Eneka Albizu , Jon Landeta , Pilar Fernández-Ferrín
      Abstract: This article aims to present the differences in implementation between individual mentoring programs (IMPs) and group mentoring programs (GMPs). This exploratory study used semi-structured interviews with 16 experts: mentoring program (MP) coordinators, consultants and mentors. During the interviews, the steps in implementing a mentoring program were reviewed and discussed by practitioners. Based on the interviews and contrasting with the proposed implementation model, the authors compared IMPs and GMPs. The results highlight the role of the GMP coordinators, especially in the selection of mentors, mentees and generating resources that favor the beneficial effects of group dynamics on mentoring processes. This model for implementing MPs and the differences identified between IMPs and GMPs provide practical help to program coordinators (PCs) and mentors to deploy MPs by highlighting the relevant aspects. Mentoring is a Human Resource Development (HRD) technique whose implementation at the program level needs further deepening for practitioners. This is the first work that emphasizes the differences to be considered in the design and implementation of MPs by taking the individual or group dimension of mentoring.
      Citation: Development and Learning in Organizations
      PubDate: 2021-10-11
      DOI: 10.1108/DLO-05-2021-0091
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • How do I become a Servant Leader' A practitioner’s approach to
           Servant Leadership development

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      Authors: Sonakshi Gupta , Ranjeet Nambudiri
      Abstract: The purpose of the article is to discuss the characteristics of a Servant Leader and assist practitioners in developing Servant Leadership. The paper focuses on ten characteristics of a Servant leader as discussed by Greenleaf & Spears and discusses ways in which one can develop these characteristics. The crucial contribution of the paper is to present a framework that would help practitioners and managers in Servant Leadership development. The implications of the paper are focused on managers and practitioners who are interested in Servant Leadership Development. The paper develops a framework that focuses on the development of Servant Leadership based on Spears and Greenleaf’s characterization of Servant Leadership.
      Citation: Development and Learning in Organizations
      PubDate: 2021-10-11
      DOI: 10.1108/DLO-07-2021-0126
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Social media activity: its impact on career-related perceptions

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      Authors: Kimberly W. O'Connor , Kimberly S. McDonald , Brandon T. McDaniel , Gordon B. Schmidt
      Abstract: The purpose of this exploratory study is to examine individual perceptions about the impact that social media use has on career satisfaction and perceived career benefits. We examined whether informal online learning through “typical” types of social media behaviors (e.g. liking a post or messaging another user) and “networking” types of social media behaviors (e.g. endorsing another user, writing recommendations, going “live,” or looking for a job) impacted career-related perceptions. In this study, we analyzed Amazon Mechanical Turk survey data gathered from adult participants (n = 475). We focused our inquiry specifically on two social media sites, Facebook and LinkedIn. We asked participants about their social media use and behaviors, as well as their perceptions of career satisfaction and career benefits related to social media. We found that both typical and networking types of social media behaviors positively predicted the “knowing whom” career competency (defined as career relevant networks and contacts that individuals use to develop their careers) and career satisfaction. Only networking behaviors were positively associated with perceived career benefits of social media use. We further found that LinkedIn users’ career satisfaction was lower compared to non-LinkedIn users. This study adds to the small, but growing body of career research focusing on social capital and social media. Our results suggest that informal online learning via social media may have a positive impact on employees’ career-related perceptions.
      Citation: Development and Learning in Organizations
      PubDate: 2021-10-11
      DOI: 10.1108/DLO-09-2021-0162
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Self-efficacy: A key mediator between transformational leadership and
           volunteers’ performance'

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      Abstract: The purpose of this study is to examine the relationship between transformational leadership and volunteers' performance and the role of self-efficacy as a mediator in this relationship. This is a study based on responses to a questionnaire completed by a sample of volunteers in a voluntary sector organization in Hong Kong. This was an application of intrinsic motivation theory. 1. Transformational leadership is positively associated with volunteers' performance, both in-role and extra-role. 2. The positive relationships between transformational leadership and volunteers' performance, both in-role and extra-role, are mediated by self-efficacy. This research has originality in that it studies these relationships in a voluntary sector organization. It uses questionnaire responses for data and hence there is no direct observation or measurement of volunteer performance. Voluntary service organizations need to focus on issues of intrinsic motivation and personal development for volunteers. This study has originality in enhancing the understanding of mechanisms mediating the relationship between transformational leadership and volunteers' performance.
      Citation: Development and Learning in Organizations
      PubDate: 2021-06-15
      DOI: 10.1108/DLO-04-2021-0066
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • The meaning of work for Italian school principals

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      Abstract: Firstly, to verify whether and how school principals' meaning of work is associated with personal, organizational and relational aspects of work. Secondly, to verify whether the organizational and relational factors mentioned incrementally predict the meaning of work, when compared with the effect of personal dimensions. Self-report data was collected using a questionnaire adapted to the cultural and work setting of Italian school principals. The data was analyzed using hierarchical multiple regression. The results showed the meaning of work correlated positively [moderately] with all of the predictors considered in the study. Job satisfaction and self-efficacy explained 21% of the variance in the meaning of work. A further 24% of the variance was explained by role clarity, possibilities for development and sense of belonging to the workplace. Finally, positive feedback from colleagues did not explain an incremental variance of the meaning of work. The authors note the following limitations of the research: firstly, the cross-sectional design does not allow the inference of causal links among the variables; secondly, because of the use of a self-report questionnaire, non-significant effects such as relationships at work are not explained as they would likely to be by cross-informant approaches. The practical implications are the occupation-specific approach to the study of the meaning of work and the need to focus on different roles within the same types of occupation. The more we can understand how principals perceive and value their work, the more effectively training for school leadership can be tailored to the role this entails. This study has originality and value in that it investigates an area that has previously been under-researched.
      Citation: Development and Learning in Organizations
      PubDate: 2021-06-15
      DOI: 10.1108/DLO-04-2021-0068
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Inclusive organizations: developmental reciprocity through authentic
           leader-employee relationships

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      Abstract: The purpose of this paper is to investigate how managers develop employees with disabilities, to investigate how managerial decision-making accomplished in an inclusive environment, and what empowers managers to integrate and develop employees with disabilities. This is a qualitative methodology which consisted of semi-structured interviews with managers at an inclusive organization, plus observation on site and examination of artifacts. The results showed that creating an inclusive workplace had transformed the culture of the organization. This involved a major change in management style. The success of the inclusive organization was based on the authentic relationships that had been built. Empathy and mindfulness were important in these change processes. This study, replicating two previous studies, implies that mindfulness and empathy and a change in management style results in authentic relationships. These relationships allow significant progress for the organization. Building authentic relationship within and outside the workplace is important for the quality of life and life chances of people with disabilities. The replication of previous research design in the current study seeks to bring about generalizability and hence beings additional value to the findings.
      Citation: Development and Learning in Organizations
      PubDate: 2021-06-04
      DOI: 10.1108/DLO-04-2021-0067
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Smooth power: identifying high-level leadership skills promoting
           organizational adaptability

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      Abstract: The purpose of this research is to gain deeper understanding of the leadership skills that are important to enhance adaptability in a hierarchical organization together with the antecedent factors that influence the potential development of these sets of skills. This is a qualitative research design applying grounded theory to investigate the specific skills of military senior officers and their interactions. Semi structured interviews were conducted and analyzed. Military organizations are hierarchical which may act against informal networking. Adaptability is however essential especially in emergency situations. The organizational smooth power consisted of structural smoothness, emotional smoothness and relational smoothness. Four distinct superior categories emerged from the data: the professional background of the leader, professional name-branding, contextual appraisal and organizational smooth power. The authors advise that while it can be hypothesized that other organizational context may show similar behaviors, this would have to be tested by further research. Further research would be required to explore the generalizability of these finding to other parts of the world and to contexts other than the military. The authors do not claim to have captured all the relevant factors and the model developed by this research should be regarded as preliminary. This research has practical implications for the recruitment and retention of personnel for senior military posts. It also has implications for leadership development initiatives and increasing both awareness of and skills in smooth power. Previous research had not identified the specific skills needed to achieve the organizational adaptability necessary to meet the changing demands of the environment. While previous research has indicated that building networks and relationships are important it has not specified the skill set necessary for leaders to do so effectively. Thus, this research has originality and value and it also opens ways forward in future research.
      Citation: Development and Learning in Organizations
      PubDate: 2021-02-02
      DOI: 10.1108/DLO-12-2020-0251
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Understanding learning spillover

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      Abstract: The study explored whether and how satisfaction with and the perceived utility of the formal training positively influenced subsequent informal learning and the ways in which employee uncertainty avoidance impacted on these processes. Employees of an automotive company in six countries were asked to complete two surveys following formal training, the first 7-12 days after the training and the second 5-7 weeks later. Results showed a spillover effect when employees were satisfied with formal training and this was associated with enhanced informal learning. No effects from utility of training were found. Uncertainty avoidance was an important factor for both formal and informal learning. It is not clear whether or not there may be differences between those employees who responded and those who did not. Future replication could address this issue. This research should help the automotive industry cope with the challenges of the future through targeted personnel development. So far as the authors are aware, this is the first longitudinal study to investigate the formal-informal learning interaction and to introduce reflection as a mediator. It also provides evidence that uncertainty avoidance is an important factor in formal and informal learning in a globalized context.
      Citation: Development and Learning in Organizations
      PubDate: 2021-02-02
      DOI: 10.1108/DLO-12-2020-0253
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Project managers’ roles

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      Abstract: The purpose of the research was to investigate which management roles were adopted in this merger process and to look at project management skills and competencies and how they may influence the management roles in practice. This is a qualitative case study design relating to the merger of two municipalities in Norway, one of which was much larger than the other. Data was gathered from semi-structured interviews in addition to reading relevant documentation. In diminishing order of importance the management roles were entrepreneur, leader, spokesman, monitor, liaison, resource allocator. While the research was carried out with the intention of making it replicable, the authors acknowledge that different researchers, with different participants on different occasions may show differences in the results. This study suggests that particular attention and practical decisions are needed to support public sector project managers in gaining the technical skills of project work. Another practical implication of this study is the importance of interpersonal skills, leadership experience and informal authority in public sector change management projects. This paper has originality in that there is little previous data on how public project managers exercise their management roles in parallel in an organizational change project. It has value in that previous research indicates a disappointing outcome for many change projects but not how better outcomes may best be sought by public project change managers.
      Citation: Development and Learning in Organizations
      PubDate: 2021-01-26
      DOI: 10.1108/DLO-12-2020-0252
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Multiple jobholders and workplace learning

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      Abstract: The purpose of this research is to explore the career development and workplace learning of Finnish multiple jobholders who are university graduates. 45 in-depth interviews were conducted with graduate multiple jobholders in Finland. The transcripts were analyzed by abductive content analysis using the Chaos Theory of Careers. Research participants were recruited via social media, invitations, snowball sampling and through networks. Meaningful work was the attractor, the central factor in the decision to be a multiple jobholder. Interviewees attempted to adjust to future changes through their learning and choice of jobs and reported on their role as creators of future working life. Interviewees regarded organizing of their work and timetable as a core competency with their identity closely linked to their competencies and networks. The author acknowledges that the national context of Finland is unusually favorable to those becoming multiple job holders. The identification of meaningful work as the key attractor, the intention to adapt to future contexts and the specifying of organization of work and timetabling as core competencies in multiple jobholding have clear practical implications at the national, local, organizational and individual levels. Little has previously been known of the role of multiple jobholding as a facilitator in skill development and limited knowledge of how the various jobs combine into one portfolio. Previous studies have focused on individuals who take a second job to earn more money. Elite multiple jobholding has attracted little research attention yet seems to have an important role in achieving changes in society.
      Citation: Development and Learning in Organizations
      PubDate: 2021-01-26
      DOI: 10.1108/DLO-12-2020-0255
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Bridging the industry-education skills gap for human resource development

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      Abstract: The purpose of the study was to describe one advanced engineering company's efforts to build a channel of skilled workforce by developing an apprenticeship program with high schools. This was a longitudinal study, in which Interview, observation and document analysis provided the data. The essential conditions identified for this scheme were employer commitment, the employer realizing they needed to be an industry champion, employer flexibility to enable career progression and hence promote student motivation. The program had a positive impact on the organization’s culture and workforce morale. The research provided evidence of the essential conditions for such schemes to be successful. The author acknowledged that the company may have incurred hidden costs which could impact on such schemes in the future. The lessons from this research will benefit other employers seeking to establish such schemes successfully. Most other studies have focused on apprenticeship schemes for adult participants; hence, this study has originality and value.
      Citation: Development and Learning in Organizations
      PubDate: 2021-01-04
      DOI: 10.1108/DLO-11-2020-0218
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • “Reinventing the wheel, over and over again”. organizational learning,
           memory and forgetting in doing diversity work

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      Abstract: The purpose of this paper is to advance knowledge of organizational change towards diversity by bringing together concepts from organizational learning and diversity studies. This longitudinal study was conducted over two years. It involved interviews, observation of meetings and consultation of documentation and the analysis focused on organizational learning. The key research question was how do organizational members institutionalize their individual learning process to change in organizational cultures, routines and structures in a sustainable way' The results showed that there had been learning at the individual level but this did not necessarily mean that participants had been able to transfer their learning into behaviour change. The research suggested that training alone may not be sufficient to promote effective organizational change regarding diversity. Additional measures are likely to be required, for example, including diversity targets in performance management plans and reviews. In order to achieve greater diversity, organizations are likely to need to use a number of methods to supplement initial training. This research gives insight into how greater diversity may be achieved in organizations. Previous literature understates the complexity of the change processes for enhanced diversity to be sustained in organizations. This study has originality in its focus on organizational learning.
      Citation: Development and Learning in Organizations
      PubDate: 2021-01-04
      DOI: 10.1108/DLO-11-2020-0219
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Regulatory focus and learning. How the pursuit of promotion and
           prevention-focus goals influence informal learning in the workplace

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      Abstract: The purpose of the study is to understand how regulatory focus influences informal learning behaviors. This is a qualitative research study. Sixteen individuals were interviewed using a semi-structured format with open-ended questions. Data analysis used a typological analytical approach as was a software program which conducted indexing and reorganization to facilitate further data analysis. Individuals with a promotion-focus engage in informal learning more when they are experiencing or anticipating success with their goals. Prevention-focused individuals engage in informal learning more when they are experiencing or anticipating failure with their goals. Individuals with a promotion-focus engage in experimentation and feedback-seeking but few reported engagement in self-reflection. Individuals with a prevention-focus engaged in feedback and reflection in particular as informal learning activities. The sample was drawn from a specific student body. Informal learning operates in different ways for different individuals. Organizations and individuals can consider how best to tailor types of informal learning activities to the particular regulatory focus of the individual. This study is one of the first to examine the relationship between regulation focus and informal learning.
      Citation: Development and Learning in Organizations
      PubDate: 2021-01-04
      DOI: 10.1108/DLO-11-2020-0220
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2021)
       
  • Informal learning behaviors and the role of workplace support: preliminary
           findings from an India-USA workforce

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      Authors: Nidheesh Joseph , E. Sownthara Rajan
      Abstract: The purpose of this paper is to study engagement of employees in informal learning behaviors (ILBs) and to understand the role of workplace support (organizational support, supervisor support and job support) in facilitating such behaviors. The study uses descriptive design with data collected through voluntary non-probability sampling method of 58 employees from India and the USA through Amazon Mechanical Turk. Preliminary findings suggest that 81% of the employees are likely to engage in ILBs and 65.5% agreed to have received workplace support. Employees from India rate their workplace support as higher and are more likely to engage in ILBs than those from the USA. This study contributes to workplace informal learning literature and highlights the need for more studies on workforce ILBs across multiple countries and job role variations.
      Citation: Development and Learning in Organizations
      PubDate: 2021-10-04
      DOI: 10.1108/DLO-05-2021-0089
      Issue No: Vol. 36 , No. 3 (2021)
       
  • Human resources, organizational learning and due diligence: avoiding the
           honeymoon hangover effect in mergers & acquisitions

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      Authors: Frank Lattuch , Enno Ruppert
      Abstract: Mergers & acquisitions (M&As) can be an effective way to expand into new markets or business opportunities. Yet, a considerable number of failed M&As can be attributed to disregarded human resource (HR) concerns. In particular, an organization’s leadership tends to hail the advantages of a merger or acquisition during the early stages, raising employees’ expectations (honeymoon effect). Many documented failures in such corporate transactions indicate organizational members’ declining satisfaction following a deal (hangover effect). Drawing on in-depth interviews with senior M&A experts (n = 12) at a global big-four accountancy firm and focus group sessions with their respective clients, this study investigates in two cases the interplay between HR issues and M&A transactions and infers effective risk management actions. A honeymoon hangover after a transaction may appear in organizations if HR issues are neglected. Study results provide notable implications for HR departments and HR professionals facing a merger or acquisition. These implications include (1) focusing on HR risks, (2) involving HR executives to manage the HR due diligence efforts, (3) setting up transition teams that communicate well, (4) creating policies for learning and knowledge sharing, (5) developing new competencies for the NewCo, (6) being sensitive to cultural differences and (7) considering legal aspects. The two transactions studied revealed patterns that are important for successful change. However, we should not underestimate the individual perspective in M&As. Further studies with interview data directly from stakeholders are important to analyze further the relationships between HR due diligence, organizational learning, effective knowledge transfer, and culture. Due to our research approach, we cannot claim that the results can be generalizable to all major M&As. Further research is needed to measure the impact of the HR Due Diligence aspects outlined on M&A success. Although M&As have been much researched, relatively little has been written on practical managerial adaptation from a human resource perspective and its implications for organizational learning. This article helps address this imbalance by providing a people-oriented approach for effectively managing M&As from beginning to integration.
      Citation: Development and Learning in Organizations
      PubDate: 2021-10-01
      DOI: 10.1108/DLO-07-2021-0120
      Issue No: Vol. 36 , No. 3 (2021)
       
  • Leading as sensing: connecting within to navigate through chaos

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      Authors: Roland K. Yeo
      Abstract: The aim of the paper is to explore leadership behavior as a process of sensing through the connection of various aspects of the self to external dynamics. The paper is based on an in-depth study of an international technology firm where 36 managers were interviewed. Content analysis was used to interpret the data. If leaders learn to be more authentic in the way they think, feel, and act, they will be more connected to who they are and what they stand for in the face of uncertainty. Leaders should embrace adversity as an opportunity to connect more deeply to their inner senses by breaking away from their comfort zones and acting courageously through their decisions. The paper offers a different understanding of adaptive leadership from the sensing perspective. The firsthand experience of managers challenged by the Covid-19 pandemic offers fresh insights into the study of leadership behavior.
      Citation: Development and Learning in Organizations
      PubDate: 2021-09-27
      DOI: 10.1108/DLO-03-2021-0050
      Issue No: Vol. 36 , No. 3 (2021)
       
  • Successful family business succession: Utilizing peer groups for critical
           leadership skills development

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      Authors: Jenell Lynn-Senter Wittmer , Clinton Oliver Longenecker , Angie Jones
      Abstract: The current study explores the necessary leadership skills required for leadership succession in family businesses as well as best development activities for each skill. The current study provides suggestions for best practices in developing and utilizing peer groups as a leadership development method. A needs assessment was conducted by surveying 150 family-business leaders. Leaders were asked, “What are your most pressing leadership development needs for your organization as you move toward succession' A follow-up question was then asked: “For each of these skills, what method would best help develop this skill for family business leaders'” The responses were content analyzed, placed into themes, and rank ordered. High agreement amongst business leaders was found as eight leadership skills were cited by high percentages of family-business leaders. Leaders overwhelmingly reported peer developmental activities as being the best method for developing these skills. Succession planning in family-businesses is critical as many family business fail to make it past the first or second generation. However, little research explores what specific leadership skills are necessary for optimal succession. As well, many leaders in public organizations seek individual methods of development, such as executive coaching, whereas family business leaders seek group activities to learn with/through their peers.
      Citation: Development and Learning in Organizations
      PubDate: 2021-09-24
      DOI: 10.1108/DLO-07-2021-0116
      Issue No: Vol. 36 , No. 3 (2021)
       
  • Reframing educator preparation to collaboratively prepare teachers and
           administrators: challenges and advantages

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      Authors: Ginger Rhodes , Kerry K. Robinson , Dennis S. Kubasko , Andrew J. Ryder , Steven D. Hooker , Angelia Reid-Griffin , William L. Sterrett
      Abstract: This study examines reframing an organization that permitted three typically siloed university programs to collaborate around a shared experience focused on teaching, leadership, evaluation, and applied learning. Participants were seven faculty members who designed and implemented the shared experience. Data sources included participants’ responses to a feedback survey, meeting notes, and project documents. The data were coded and grouped based on themes. Themes revealed challenges and advantages faculty experienced during the project. Challenges included creating shared expectations, technology, and continuity with student evaluators. Advantages included reflecting on teaching practices, frameworks, instructional strategies, and professional goals. Despite the difficulty and rarity of cross-program collaborations, this study demonstrates how such efforts may incorporate best practices in preparing educators.
      Citation: Development and Learning in Organizations
      PubDate: 2021-09-08
      DOI: 10.1108/DLO-04-2021-0065
      Issue No: Vol. 36 , No. 3 (2021)
       
  • Why won’t people speak up' Unpacking silence at work

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      Authors: Angela Workman-Stark
      Abstract: This paper examines employee silence, namely, the causes of silence and how it might be overcome. Drawing from academic research and work with organizations, the author explains that workplace diversity is insufficient to guarantee the contributions of diverse voices. The author then provides an overview of why individuals choose to remain silent and explores aspects of organizational culture and climate that contribute to silencing behaviors. Finally, the author offers suggestions on how organizational leaders can overcome silence. The findings suggest that employee voice can be activated through a psychologically safe working environment in which leaders adopt a learning mindset, practice humility, create opportunities for all team members to contribute, treat people with fairness and respect, and hold others accountable to do the same. The findings also indicate that leaders can support safe and inclusive working environments by challenging basic assumptions and accepting vulnerability. This paper makes an important contribution to the field of organization development and change by providing suggestions for how organizations can address workplace concerns and enhance performance by removing the inhibitors of “employee voice”.
      Citation: Development and Learning in Organizations
      PubDate: 2021-09-06
      DOI: 10.1108/DLO-05-2021-0092
      Issue No: Vol. 36 , No. 3 (2021)
       
  • Development and Learning in Organizations

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