bluuebunny/crossref_metadata_2025_split huggingface dataset:
Learning to learn differently
Authors: Olsen Trude Høgvold , Glad Tone , Filstad Cathrine 
Published: December 2017

Purpose
This paper aims to investigate whether the formal and informal learning patterns of community health-care nurses changed in the wake of a reform that altered their work by introducing new patient groups, and to explore whether conditions in the new workplaces facilitated or impeded shifts in learning patterns.

Design/methodology/approach
Data were collected through interviews with experienced nurses in community health care to learn whether and how they changed their learning patterns and the challenges they experienced in establishing new work practices.

Findings
In established learning patterns among nurses, the most experienced nurse passes on the knowledge to novices. These knowledge boundaries were challenged and they created new contexts and tasks calling for more cross-disciplinary cooperation. The informants acknowledged the need for formal and informal learning activities to change their learning pattern in addressing new knowledge challenges. Structural and cultural factors in community health care impeded changes in individual and collective learning patterns.

Research limitations/implications
This paper reports a single case study. Further study is needed on how changes in structural and contextual conditions challenge the established formal and informal learning patterns.

Practical implications
It is crucial that managers facilitate the development of new routines, structures and cultures to support individual initiatives and the growth of necessary changes in established practice to implement a new reform.

Originality/value
This study’s contribution to the literature primarily concerns how changes in structural conditions challenge formal and informal learning patterns, and the structural and cultural conditions for these learning patterns.
Impacts of organizational knowledge sharing practices on employees’ job satisfaction
Authors: Malik Muhammad Shaukat , Kanwal Maria 
Published: December 2017

PurposeThe purpose of this paper is to investigate empirically impacts of organizational knowledge-sharing practices (KSP) on employees’ job satisfaction (JS), interpersonal adaptability (IA) and learning commitment (LC). Indirect effects of KSP on JS are also confirmed through mediating factors (LC and IA).Design/methodology/approachSelf-administered questionnaire was used for data collection. Knowledge workers from service sector organizations were taken as population of study. Therefore, three types of institutes (banks, insurance and telecom companies) from services sector of Pakistan were selected for sampling purpose. A sample size of 435 employees, comprising 145 employees from each type of institute, was selected. Linear regression analysis and mediation analyses were performed for statistical analysis.FindingsOrganizational support for knowledge sharing fosters learning commitment (LC), and interpersonal adaptability (IA) among workforce that ultimately grounds employees’ job satisfaction. Therefore, in our findings, the mediating role of IA is greater than the mediating effect of LC.Research limitations/implicationsThis study presents a firm reasoning to decision makers for implementation of KSP in the organizations. Findings of study offer several subjects for discussion in the field of KS by academics and research. Present research is limited to test the composite effect of KSP for some selected employee outcomes only.Originality/valueThis research attempts to provide empirical evidence about impacts of KSP on employee outcomes. Research work on such issues was lacking in Pakistani context. Therefore, this paper supplies ample of theoretical base for future research as well as management decision makers to maximize the benefits of implementing KSP at their organizations.
Corporate ethics, governance and social responsibility in MENA countries
Authors: ElGammal Walid , El-Kassar Abdul-Nasser , Canaan Messarra Leila 
Published: January 2018

PurposeStudies show that corporate governance (CG) and corporate social responsibility (CSR) are driven by ethical practices. The relationships between corporate ethics, CG and CSR have been heavily studied indicating significant associations. The purpose of this paper is to examine the mediating role of CG on the relationship between ethics and CSR.Design/methodology/approachData were collected through questionnaires from small to medium-sized enterprises (SMEs) in the Middle East and North Africa (MENA) countries. The results were analyzed using structural equation modeling.FindingsThe results indicate that ethical practices have positive impact on CG, and in turn CG has a positive impact on CSR. The results also reveal a mediating effect of CG on the relationship between ethics and CSR.Research limitations/implicationsThe sample selected is based on two countries in the MENA region, Egypt and Lebanon. Only SMEs are considered.Practical implicationsThe innovative capabilities of SMEs in developing and emerging economies could be enhanced through corporate ethical practices which guide management for more CSR engagement through good CG.Originality/valueThe study contributes to corporate ethics, CG and CSR literature by providing evidence from a significant region, with both developing and emerging economies, on the mediating role of CG on the relationship between ethics and CSR.
A model for the comparison of business units
Authors: Dobrodolac Momčilo , Švadlenka Libor , Čubranić-Dobrodolac Marjana , Čičević Svetlana , Stanivuković Bojan 
Published: December 2017

PurposeThe purpose of this paper is to propose a methodology for the comparison of business units and to illustrate its implementation. Job stress is introduced as a mediator variable. A postal company is taken as a case study and its three business units are compared. The units (i.e. employees who have direct contact with customers) analyzed are postal clerks, couriers and call center operators.Design/methodology/approachQuantitative data were collected using two questionnaires: the first to assess the state of predefined organizational parameters, and the second to measure the stress levels of employees. Theχ2test of independence (χ2test) and Fisher’s exact test are used to calculate correlation. Work stress score and stress distribution index, which are proposed in this study, are used to quantify the levels of stress, the state of organizational parameters and possible improvement points, as well as to compare the business units.FindingsAccording to the results, the most demanding job is that of couriers, followed by postal clerks and call center operators.Originality/valueThe proposed model could be used to assess and improve businesses and to reduce the stress levels of employees. Further, a model for the comparison of business units might be a useful tool for managers in defining working hours, breaks, length of holiday periods and even in creating a wage structure.
The performance effects of attitudes of managementvis-à-visemployee representatives in Belgium
Authors: van den Berg Annette , van Witteloostuijn Arjen , Boone Christophe , Van der Brempt Olivier 
Published: December 2017

PurposeThe purpose of this paper is to move beyond the usual analysis of the effects of worker representation. Instead of estimating the impact of the mere presence of works councils on business achievements, the focus is on the performance effects of managerial attitudesvis-à-visworker representation. More precisely, the authors study whether managerial willingness to cooperate with employee representatives and giving them a (timely) say in company policies translates into better company performance.Design/methodology/approachAfter an introduction of the typical Belgian workplace representation, the authors briefly discuss the relevant literature and the sample, leading to several hypotheses. The data are from a survey in Belgium complemented with annual report information. Hypotheses are tested with hierarchical OLS regression. Special attention is given to moderating and mediating effects.FindingsThe authors find that especially the timing of involving worker representatives in company decision making has a significant impact on labor productivity. More broadly, the authors reveal that these managerial attitudes matter more in larger establishments.Research limitations/implicationsAlthough nationwide, representative, and statistically valid, the data set is quite small (142 usable observations), which obstructs the application of refined estimation techniques.Practical implicationsPractical advice should be conditional on country context and size class. In Belgium, smaller enterprises can boost their performance by involving the works council rather late in the process. Probably, this has to do with the powerful position of Belgian unions in works councils. The managerial implications for larger Belgian establishments are very different, however. In these cases, earlier involvement of the works council is advised, as this will enhance the establishment’s performance.Originality/valueBelgian works councils reflect a specific employee representation system that is rarely studied. More broadly, attitudinal effects are under-researched. The data set is unique, combining subjective with objective data, so reducing the risk of respondents’ bias.
Creating strategic fit
Authors: Eva Nathan , Sendjaya Sen , Prajogo Daniel , Cavanagh Andrew , Robin Mulyadi 
Published: December 2017

PurposeWhile research and adoption of servant leadership are on the increase, little is known about the mechanisms through which it affects organizational performance. Drawing on the contingency theory, the purpose of this paper is to examine the extent to which organizational strategy and structure affect the relationship between servant leadership and organizational performance.Design/methodology/approachSurvey data were collected from 336 direct reports of CEOs/GM/MDs in Australian SMEs, and multiple regression analysis was used in the hypotheses testing.FindingsThe study found that the relationship between servant leadership and performance is moderated by the three-way interaction effects of differentiation and centralization as well as cost leadership and formalization.Practical implicationsThis study shows that the positive effects of servant leadership on performance are more pronounced in organizations with minimal organizational structure that are not fixated on cost minimization. To that end, ensuring that there is a fit among organizational strategy, structure, and leadership is a key priority for senior executives.Originality/valueThis research is one of the first to examine the boundary conditions of servant leadership, demonstrating the effects organizational structure has on servant leadership’s influence. Further, this research extends the contingency theory by focusing on strategy and structure, rather than just structural impacts.
Perception of politics and job outcomes: moderating role of Islamic work ethic
Authors: Rawwas Mohammed Y.A. , Javed Basharat , Iqbal Muhammad Naveed 
Published: December 2017

PurposeThe purpose of this paper is to expand previous theories of motivation and religious ethics by examining the moderation effect of Islamic work ethic (IWE) on the relationship between perception of politics (POP) and job satisfaction, and turnover intention and negligent behavior (NB).Design/methodology/approachThe sample consisted of 260 workers employed in various sectors in an Asian country. Multiple linear regression analyses were used to test the main effect of the five hypotheses. In addition, moderated models are used to identify factors (IWE) that may change the relationship between independent and dependent variables.FindingsResults revealed that POP was negatively related to job satisfaction, and positively related to turnover intention and NB. IWE was positively related to job satisfaction, and negatively related to turnover intention (confirming previous research findings), and NB (a contribution of the current study). Furthermore, when the moderator variable of IWE was introduced to the relationship between POP and job outcomes, the influence and direction of the POP were altered (a major contribution of this study). In other words, the moderator variable strengthened job satisfaction and reduced both turnover intention and NB of organizational workers.Originality/valueWhen the moderator variable of IWE was introduced to the relationship between the POP and job outcomes, the influence and direction of the POP were altered (a major contribution of this study).
HRM practices of MNEs and domestic firms in Ghana: divergence or convergence?
Authors: Ayentimi Desmond Tutu , Burgess John , Brown Kerry 
Published: December 2017

PurposeThe purpose of this paper is to adopt the convergence-divergence perspective to examine the extent of similarities and differences in human resource management practices between multinational enterprise subsidiaries and local firms in Ghana.Design/methodology/approachThis paper draws from multiple case study evidence using in-depth face-to-face interviews and document analysis. The data were analyzed in four stages using both thematic analysis and cross-case analysis techniques.FindingsThe authors found both convergence and divergence, however, the evidence points to more convergence and direction toward convergence between MNEs and local firms’ HRM practices.Research limitations/implicationsEven though there was evidence of cultural embeddedness within local firms in the adoption of certain HRM practices, the influence of national culture on HRM practice convergence between MNEs and local firms has been limited. Thus, the convergence-divergence debate through the lens of national culture may need to be re-examined.Practical implicationsThe evidence of convergence and direction toward convergence tendencies within the context can be argued to be less underpinned by local isomorphism limited host-country influence. Practically, there is something to learn from indigenous Ghanaian organizations that can contribute to HRM advancement, the Ghanaian concept of annual durbars, annual or semi-annual gatherings to take stock of past activities and to award hard working staff, could provide the platform to strengthen the employer-employee relationship at the firm level.Originality/valueThis study fills an important contextual gap (a less developed country’s context) within the convergence-divergence debate and contributes to informing new knowledge of the convergence-divergence debate, which points to more convergence and direction toward convergence between MNEs and local firms’ HRM practices.
How does managerial coaching affect individual learning? The mediating roles of team and individual reflexivity
Authors: Matsuo Makoto 
Published: December 2017

PurposeThe purpose of this paper is to examine the mediating role of team and individual reflexivity in linking managerial coaching with individual learning.Design/methodology/approachData obtained from 506 individuals in 98 engineering teams in the automobile and electronic industries were used to investigate specific hypotheses.FindingsThe results indicated that managerial coaching directly influenced team learning and individual learning, team reflexivity acted as substantial mediator for the relationship between managerial coaching and team learning, as well as the relationship between managerial coaching and individual reflexivity and team reflexivity and individual reflexivity co-acted each other as mediators for the relationship between managerial coaching and individual learning.Research limitations/implicationsAs the subjects of this study were engineering teams in which tasks are interdependent, there is a possibility that the task trait may have affected the results.Practical implicationsManagers should recognize the importance of collectively reflective activities in promoting both individual and team learning. Facilitating coaching skills are indispensable to enhance reflexivity within teams.Originality/valueThis study extends prior research by demonstrating the mediating role of team and individual reflexivity as mediators in linking managerial coaching to team and individual learning, which has never been investigated in previous studies.
Personality traits, social support, and training transfer
Authors: Ng Kueh Hua , Ahmad Rusli 
Published: December 2017

Purpose
Substantially few or no known empirical studies have explicitly focused on the higher-order construct of motivation in human resource development (HRD), namely, motivation to improve work through learning (MTIWL) as a mediator linking personality traits and social support to training transfer. Hence, the purpose of this paper is to redress the inadequacy by exploring the role of MTIWL as a mediator on such relationships.

Design/methodology/approach
Consistent with positivism, quantitative data based on self-rating were collected from 131 trainees attending management training programs organized by a public sector training provider in Malaysia.

Findings
The findings indicate that personality traits (i.e. conscientiousness, extraversion, and agreeableness) and social support (i.e. perceived organizational support and peer support) influenced training transfer via the mediating role of MTIWL. Supervisor support, nonetheless, was not a significant predictor of training transfer through MTIWL.

Originality/value
This study focuses on a more holistic motivational construct than simple motivation in HRD. The focus on MTIWL extends the existing understanding of the underlying motivational influences that link dispositional and situational factors to training transfer in occupational settings.
How and when team regulatory focus influences team innovation and member creativity
Authors: Li Ci-Rong , Li Chun-Xuan , Lin Chen-Ju 
Published: December 2017

PurposeThe purpose of this paper is to test how team regulatory focus may relate to individual creativity and team innovation; and address the fit/misfit issue of team regulatory focus and team bureaucracy.Design/methodology/approachThe authors collected data from 377 members and their leaders within 56 R&D teams in two Taiwanese companies.FindingsA team promotion focus was positively related, whereas a team prevention focus was negatively related, to both team innovation and member creativity through team perspective taking and employee information elaboration, respectively. Furthermore, team bureaucracy played a moderating role that suppressed the indirect relationship between team regulatory focus and creativity.Originality/valueThis is one of first studies to explore an underlying mechanism linking team regulatory focus and both team innovation and member creativity. The authors provide a more complete view of the creative and innovation implications of team-level self-regulation.
Worker participation in union activities: a conceptual review
Authors: Chawla Ginni , Singh Tripti , Singh Rupali , Agarwal Sonal 
Published: December 2017

PurposeViewed in the context of liberalization, privatization and globalization, the socio-economic and legal environment facing the unions have changed, throwing them into clutches of adversity and destitution. The purpose of this paper is to identify the reasons (i.e. antecedents) behind workers’ participation in union activities (such as strikes, rallies, demonstrations) in today’s scenario, and to understand how these participation tactics influence workers’ performance (i.e. worker behavior effectiveness) at work.Design/methodology/approachA range of published sources is drawn on, including quantitative, survey based and qualitative, case-study and other evidence for building the conceptual review.FindingsThe investigation clearly indicates that contemporary challenges facing unions in the present scenario prompt industrial actions. Only specific and genuine grievances and justifiable demands motivate workers to form a strong emotional attachment to their unions and engage in union participation activities such as strike activity (Darlington, 2006; Bean and Stoney, 1986).Originality/valueContrary to the traditional view, which sights unions as detrimental to worker productivity, turnover, and attendance at work (via restrictive work rules, featherbedding and disruptive strikes or other adversarial tactics), the investigation, through extensive review of literature proposes that unions positively influence worker behavior at work. The model, however, requires empirical testing to validate the proposed relationships.
Stereotype threat and older worker’s attitudes: a mediation model
Authors: Oliveira Eduardo , Cabral Cardoso Carlos 
Published: December 2017

PurposeTaking a social identity approach, the purpose of this paper is to examine the extent to which age-based stereotype threat mediates the relationships between older workers’ negative age-based metastereotypes and two negative work attitudes: organizational disidentification and work disengagement.Design/methodology/approachA two-wave cross-sectional design was adopted to collect data from 423 blue-collar older workers of the Portuguese manufacturing sector. Structural equation modeling was used to test the mediation model.FindingsThe analyses show that age-based stereotype threat partially mediates the relationship between negative age-based metastereotypes and negative work attitudes. Moreover, findings suggest that older workers respond to negative age-based metastereotypes through threat reactions, and undesirable work attitudes.Originality/valueThis paper contributes to the literature by showing the importance of negative age-based metastereotypes and age-based stereotype threat in workplace dynamics. It also provides evidence that age threats impair the relationship older workers keep with their organization and their work.
The relationship between the enabling use of controls, employee empowerment, and performance
Authors: Baird Kevin , Su Sophia , Munir Rahat 
Published: December 2017

PurposeThe purpose of this paper is to examine the association between Simons’ (2000) enabling (beliefs and interactive) use of controls with employee empowerment, and the subsequent influence on organisational performance.Design/methodology/approachA survey questionnaire was distributed to 636 Australian manufacturing organisations.FindingsThe findings indicate that the enabling use of controls is associated, both directly and indirectly, through the level of employee empowerment, with organisational performance.Originality/valueThis paper provides an initial empirical insight into the relationship between the use of controls with the level of employee empowerment. The findings highlight the significant interrelationship between the enabling use of controls and employee empowerment and the importance of both facets in enhancing organisational performance.