bluuebunny/crossref_metadata_2025_split huggingface dataset:
Learning from others via team conflicts
Authors: Wang Wei-Tsong , Lai Wen-Yi , Lu Chih-Tsen 
Published: December 2019

PurposeWhile it is important for entrepreneurship educators to understand the dynamics behind the formation of an individual entrepreneurial identity, challenges remain if they are to facilitate this process. Furthermore, while managing conflicts in entrepreneurial teams is a key to effective entrepreneurial learning, very few studies have focused on the relationships between individual entrepreneurial characteristics, interpersonal conflicts and the construction of an individual entrepreneurial identity. The purpose of this paper is to explore these relationships in a learning-by-doing educational context.Design/methodology/approachThis study adopts an in-depth dual case study design to explore the relationships between individual characteristics, interpersonal conflicts and the construction of individual entrepreneurial identity in a learning-by-doing entrepreneurship educational context.FindingsA theoretical framework that addresses the construction of the entrepreneurial identity of entrepreneurial team members in a learning-by-doing environment from the perspectives of conflicts and entrepreneurial characteristics is developed.Research limitations/implicationsThe research findings illustrate the influence of differences in individuals’ entrepreneurial characteristics on the occurrence of interpersonal task and relationship conflicts and, consequently, on individuals’ entrepreneurial identity. A number of intervening factors that mediate the relationships between entrepreneurial characteristics, interpersonal conflicts and entrepreneurial identity are also identified.Originality/valueThis study is among the first research efforts to connect individual entrepreneurial characteristics, interpersonal conflicts and the construction of the individual entrepreneurial identity.
Principal and teacher instructional leadership: a cultural shift
Authors: Ezzani Miriam D. 
Published: December 2019

Purpose
The purpose of this paper (case study) is to capture a novel school culture that values instructional leadership (school leaders and teachers) and serves students in ways that create a culturally responsive and socially just schooling environment.

Design/methodology/approach
A qualitative methodology was best suited for the collection and analysis of data with the hope that the study will assist practitioners in seeing the connective threads that bind school leaders, teachers, students and parents in an organizational cultural shift that is student focused. Interviews and observations of professional learning communities, meetings and classrooms were the types of data collected and analyzed.

Findings
The principal and assistant principal were professionally and ethically challenged with an all too familiar problem – 30 percent of their Latinx and economically disadvantaged students scored below proficient in reading comprehension. To address this opportunity gap, consideration was given to data-informed decision-making; professional learning communities; and distributed leadership for social justice. Findings suggested that problems of practice are solved when educators engage in a continuous culture of learning through authentic dialogue focused on student data with an eye on equity.

Originality/value
Although research demonstrates that school improvement works best when principals distribute leadership to teachers, principals tend to maintain the share of the responsibility. Examples of instructional leadership beyond the school principal are rare. This case study provides an example of how principals can build leadership capacity in teachers and develop them to be instructional leaders.
Assessing Google reviews to monitor student experience
Authors: Shah Mahsood , Pabel Anja , Martin-Sardesai Ann 
Published: December 2019

Purpose
The emergence of social media has provided an alternative mechanism for students to provide and access online reviews about universities. These forms of feedback are often not systematically monitored and interpreted by universities. The purpose of this paper is to analyse quantitative ratings and qualitative comments provided by students via Google reviews of 40 Australian universities. The qualitative comments were analysed via thematic coding which identified four key themes including quality of teaching, course design, learning environment and administrative support. The data were also subjected to automated content analysis using the text analytics software Leximancer to enhance the objectivity and reliability of findings.

Design/methodology/approach
The study involved the extraction of quantitative ratings as well as qualitative comments from Google reviews of 40 Australian universities. Each university was searched on Google and their rating and comments were collected as of August 2019. The qualitative data were included in an Excel spreadsheet along with the name of the universities, and their quantitative ratings. Using thematic coding techniques, the qualitative data were manually coded into four themes: quality of teaching, course design, learning environment and administrative support. Furthermore, the qualitative comments were grouped into two categories: positive comments and negative comments.

Findings
The paper argues the need for universities to actively monitor these new forms of student feedback which have provided autonomy and freedom for students and other stakeholders to access and provide 24/7 feedback. The study found common themes emerging from the positive and negative student comments related to: quality of teaching, course design, learning environments and administrative support. These aspects contributed to the students’ satisfaction levels when they reflected on their educational experience on Google reviews. The study also found that institutions with high numbers of negative comments tend to have lower ratings compared to those with positive comments.

Research limitations/implications
The study did not use other learning analytic tools to measure and assess the feedback from students using social media and other forms of feedback.

Originality/value
Many studies have been undertaken on student experience. Studies have focussed on the experience of home and international students, on-campus and online students, and students from various underrepresented backgrounds. So far no study has been undertaken on the reviews provided by students using Google reviews.
High-performance work practices and organizational performance in Pakistan
Authors: Ahmad Mansoor , Raziq Muhammad Mustafa , Rehman Wali ur , Allen Matthew M.C. 
Published: December 2019

PurposeResearch on the relationship between high-performance workplace practices (HPWPs) and organizational performance has largely focussed on western settings, limiting the knowledge of how these systems influence performance in other countries, including Pakistan. Universalistic assumptions underpin the HPWP paradigm; to examine the validity of these assumptions, the purpose of this paper is to study the links between HPWP and performance in Pakistan, a country with different cultural norms and institutional settings to those in which most research has been conducted.Design/methodology/approachThe authors draw on a unique survey of 392 establishment managers in the banking, pharmaceutical and information technology sectors. The authors include managers of foreign-owned multinational subsidiaries and domestic firms to ensure the sample represents firms in Pakistan.FindingsThe authors find that some individual HPWPs (recruitment and training) are associated in a statistically significant way with lower labour turnover, higher productivity and higher financial performance. Employee involvement is associated with lower labour turnover and higher labour productivity. Compensation is associated with higher financial performance. None is linked to higher labour turnover, lower productivity or lower financial performance in a statistically significant way. Performance appraisal was not statistically significantly associated with any of the three outcome variables.Originality/valueThe results provide some relatively strong support for universalistic assumptions, but also highlight the need for future research to examine the variable links of some HPWPs and the lack of any association for the performance appraisal measure.
Do performance measures matter in the relationship between high-performance work system and organizational performance?
Authors: Zhai Xiaoxuan , Tian Xiaowen 
Published: December 2019

PurposeThe purpose of this paper is to develop a resource-based framework to explain the relationship between high-performance work system (HPWS) and organizational performance (OP) and the moderating role of performance measures.Design/methodology/approachThe paper takes a meta-analysis approach, and tests hypotheses against data of 47,741 firms and establishments in 192 studies published by June 2016.FindingsThe paper finds that HPWS has a greater positive effect on operational than financial performance. Moreover, HPWS influences operational performance more strongly in developing than advanced countries and at the firm level than the establishment level, but such variations are not evident in the effect of HPWS on financial performance.Practical implicationsThe paper suggests that managers should treat human resource management (HRM) practices as a system, and develop HPWS for operational gains which in turn lead to financial gains. Managers need to take different approaches to develop HPWS for high performance depending on the country of origin and the level of organization.Originality/valueBased on studies of individual HRM practices, previous meta-analytical studies suggested that the HPWS-OP relationship is invariant across performance measures. Taking HRM practices as integral components of HPWS, this paper extends the resource-based theory to demonstrate that performance measures interact with country of origin and level of analysis to moderate the HPWS-OP relationship.
Assessing employers’ satisfaction with Indian engineering graduates using expectancy-disconfirmation theory
Authors: Sinha Saitab , Jawahar I.M. , Ghosh Piyali , Mishra Ashutosh 
Published: December 2019

Purpose
Casting employers as customers, the purpose of this paper is to investigate the association between expectations, perceptions and disconfirmation beliefs with the satisfaction of employers regarding the competencies possessed by fresh engineering graduates hired by such employers in the Indian context.

Design/methodology/approach
Using data collected from 284 employers, the authors have hypothesized and examined a partial mediation model in which disconfirmation beliefs mediate the relationships between expectations and perceptions, and employer satisfaction. Furthermore, the authors have tested if this mediated relationship is moderated by the age and sex of respondents representing employers.

Findings
Results indicate that employers’ satisfaction can be explained from the framework of the expectancy-disconfirmation theory. Employers’ expectations and perceptions are established to be associated with employers’ satisfaction with new hires, and positive disconfirmation mediates these relationships. Results also indicate that age moderates the effect of predictor variables employers’ expectations and employers’ perception on the mediator disconfirmation. Sex, however, did not moderate any relationship.

Practical implications
The results demonstrate the usefulness of the expectancy-disconfirmation theory for studying employer satisfaction with competencies of recent engineering graduates in India. Findings are relevant to multiple stakeholders including employers hiring engineering graduates, engineers and technical institutions.

Originality/value
Expectancy-disconfirmation theory has been successfully applied to measure customer satisfaction in consumer behaviour research, while satisfaction of employers has been studied in the field of organizational behaviour. The paper stands out in the literature as one of its major implications is to extend the expectancy-disconfirmation theory to predict employers’ satisfaction.
Understanding the achieving styles of Chinese millennials and implications on HRM policy
Authors: Zhao Yixuan , Xu Qin 
Published: December 2019

Purpose
Matching with the timeline of major events in China, as well as major shifts in China’s human research management, the purpose of this paper is to present the comparisons of achieving styles among Chinese millennial employees, millennial university students and Generation X employees.

Design/methodology/approach
Drawing from the achieving styles literature as well as the life course theory, this study first proposes hypotheses on specific differences in nine achieving styles. The authors tested by using data from 889 millennial employees and 364 millennial students from five cities in China.

Findings
The results showed that the power direct achieving style stood out for the Chinese millennials, and the competitive direct achieving style ranked higher for Generation X. Moreover, millennial employees had higher scores for all nine achieving styles than millennial students.

Practical implications
This study advises that when motivating Chinese millennial employees, human resource managers can create a competitive environment and provide career planning guidance, and that to better assist millennial university students to socialize, human resource managers can develop matched internship programs.

Originality/value
The paper contributes to the life course literature and the achieving styles literature by comparing the differences among Chinese millennial employees, university students and Generation X.
How does green talent influence China’s economic growth?
Authors: Song Malin , Xie Qianjiao 
Published: December 2019

Purpose
The purpose of this paper is to analyze the influence of the green talent dividend on China’s economic growth and regional differences using a theoretical derivation of the Cobb–Douglas production function.

Design/methodology/approach
This study develops a measurement model with human capital based on Chinese inter-provincial panel data for 2001–2017, and analyzes the influences on economic growth of employees’ education level, per capita material capital, green labor participation rate and green jobs. The study explores the impact of the green talent dividend on regional economic growth for different regions.

Findings
Employees’ education level, per capita material capital, green labor participation rate and green jobs promote China’s economic growth. The dependency ratio hinders economic growth. The green labor participation rate impacts economic growth more than green jobs do. Furthermore, the scale of green talent in China and its dividend effect are regionally unbalanced. Therefore, to fully release the dividend of green talent, the green labor participation rate should be improved to promote the rational flow of talent among regions.

Practical implications
These findings shed light on the talent dividend, provide a theoretical basis for the formulation of relevant talent policies, and show that the demographic dividend can be transformed into the green talent dividend, which has practical significance for the sustainable development of China’s economy given its aging population.

Originality/value
This study provides a macro perspective on the green talent dividend’s impact on economic growth. The Cobb–Douglas production function in this study differs from the traditional micro perspective on green labor.
Do stereotypes about older workers change? A panel study on changing attitudes of managers
Authors: van Dalen Hendrik P. , Henkens Kène 
Published: December 2019

PurposeThe purpose of this paper is to see whether attitudes toward older workers by managers change over time and what might explain development over time.Design/methodology/approachA unique panel study of Dutch managers is used to track the development of their attitudes toward older workers over time (2010–2013) by focusing on a set of qualities of older workers aged 50 and older. A conditional change model is used to explain the variation in changes by focusing on characteristics of the manager (age, education, gender, tenure and contact with older workers) and of the firm (composition staff, type of work and sector, size).FindingsManagers have significantly adjusted their views on the so-called “soft skills” of older workers, like reliability and loyalty. Attitudes toward “hard skills” – like physical stamina, new tech skills and willingness to train – have not changed. Important drivers behind these changes are the age of the manager – the older the manager, the more likely a positive change in attitude toward older workers can be observed – and the change in the quality of contact with older workers. A deterioration of the managers’ relationship with older workers tends to correspond with a decline in their assessment of soft and hard skills.Social implicationsAttitudes are not very susceptible to change but this study shows that a significant change can be expected simply from the fact that managers age: older managers tend to have a more positive assessment of the hard and soft skills of older workers than young managers.Originality/valueThis paper offers novel insights into the question whether stereotypes of managers change over time.
Ageism and perceived job sustainability: a comparative European analysis
Authors: Zhang Mengyang , Gibney Sarah 
Published: December 2019

Purpose
The purpose of this paper is to explore the association between experiencing ageism in the workplace and working conditions on perceived job sustainability among current workers aged 40 and over in Europe, within the context of positive and active ageing strategies and programmes.

Design/methodology/approach
Data are from the 6th round of the European Working Conditions Survey (n=22,229), and the analytical sample contains adults aged 40 and older in 28 European Member States grouped by employment regime: social-democratic regime, corporatist regime, liberal regime, Southern European regime, post-socialist corporatist regime and post-socialist liberal regime. Perceived job sustainability estimated based on whether the respondent thinks (yes/no) that they can do their current job or similar role until the age of 60 or in next five years if the respondent is aged 56 and over. Experience of ageism in the workplace (yes/no) is self-reported. Generalised structural equation modelling was used to control for both individual- and organisational-level influences and to correct for potential endogeneity in estimating the impact of experienced ageism on perceived job sustainability. In addition, employment regimes are included in the model to investigate differences in this relationship by setting.

Findings
Adults who have not experienced ageism are more likely to have positive perceptions of job sustainability, net of other factors and employment regime. Job sustainability is positively associated with age, being male, being in good health status and higher levels of work satisfaction.

Research limitations/implications
The main limitation of this study is that data are cross-sectional, and time variant factors and individual fixed characteristics are excluded from the estimation. The results are influenced by the self-reported data about experienced ageism and evaluation of workplace environment, which may lead to potential endogeneity caused by unobservable personal characteristics such as personality type.

Originality/value
Although the average reported prevalence of ageism in the workplace is 3.4 per cent across the 28 European Union Member States, this study shows that ageism imposes significant negative influence on current workers. This study has highlighted the interrelationship between ageism, workplace satisfaction and job sustainability in this comparative setting. Efforts to reduce ageism in the workplace are likely to lead to improved working conditions and job sustainability.
Employers’ age-related norms, stereotypes and ageist preferences in employment
Authors: Oude Mulders Jaap 
Published: December 2019

PurposeSocial norms about the timing of retirement and stereotypes about qualities of younger and older workers are pervasive, but it is unclear how they relate to employers’ ageist preferences. The purpose of this paper is to study the effects of employers’ retirement age norms and age-related stereotypes on their preferences for younger or older workers in three types of employment practices: hiring a new employee; offering training; and offering a permanent contract.Design/methodology/approachSurvey data from 960 Dutch employers from 2017 are analysed to study employers’ preferences for younger or older workers. Effects of organisations’ and managers’ characteristics, retirement age norms and stereotypes are estimated with multinomial logistic regression analyses.FindingsMany employers have a strong preference for younger workers, especially when hiring a new employee, while preferences for older workers are highly uncommon. Higher retirement age norms of employers are related to a lower preference for younger workers in all employment decisions. When employers are more positive about older workers’ soft qualities (such as reliability and social skills), but not about their hard qualities (such as their physical capacity and willingness to learn), they rate older workers relatively more favourable for hiring and offering training, but not for providing a permanent contract.Originality/valueThis is one of the first studies to estimate the effects of retirement age norms and age-related stereotypes on ageist preferences for a diverse set of employment practices.
A tool to systematise discrimination in labour market integration
Authors: Naegele Laura , De Tavernier Wouter , Hess Moritz , Frerichs Frerich 
Published: December 2019

PurposeThe purpose of this paper is to contribute to the discourse on labour market discrimination by introducing an analytical process model that offers a template for the systematic analysis of discrimination within the process of labour market integration. Its usage and contribution to the field is exemplified by applying the proposed model to the case of ageism in labour market integration.Design/methodology/approachFive phases and four actors are distinguished that, added together, compose the proposed analytical process model. In the following, the model is used as an analytical framework for a mapping review, aimed at identifying and critically evaluating the vast and extensive literature on ageism in the process of labour market integration.FindingsThe paper concludes that ageism occurs in all five phases of the integration process, pinpointing potential areas for policy interventions. Furthermore, the authors conclude that the existing literature on ageism in labour market integration is fragmented, with some elements and/or actors within the process so far having received little attention.Originality/valueThe analytical process model developed in this paper provides the scientific community with a tool to systematise the literature, detect underlying mechanisms and uncover existing research gaps, not only for the case of ageism presented here, but for a vast variety of other –isms. In addition, policy makers, trade unions and employers can use the model to better target and tailor anti-discrimination measures in labour market integration.