bluuebunny/crossref_metadata_2025_split huggingface dataset:
Entrepreneurship education
Authors: Marques Carla S. , Ferreira João J. , Gomes Daniela N. , Gouveia Rodrigues Ricardo 
Published: March 2013

PurposeBased on the Theory of Planned Behaviour (TPB), the purpose of this paper is to approach entrepreneurial intention (EI) and the factors preceding the founding of EI among secondary students, both studying general academic and specific professional programs, and thereby establish causal relationships between psychological, demographic and behavioural factors.Design/methodology/approachA sample of secondary students, both studying general academic and specific professional programs, was chosen. Data were collected through questionnaires and analysed with resource to structural equation models (SEM) to measure the causal relationships among different constructs.FindingsThe results show that the EI of secondary school students is influenced by such demographic, psychological and behavioural factors. However, the hypothesis of becoming entrepreneurs in the future remains independent of the fact of whether or not students had already experienced engagement with entrepreneurship‐related themes having no impact on EI. These results raise a series of pertinent questions and deserve being subject to a more profound reflection and not only among the scientific and academic community but also among political and government entities.Originality/valueThe paper provides important evidence to expand entrepreneurship education specifically in the field of secondary school education. These students are already about to face choices over their professional careers. This remains valid whether or not students intend to proceed with higher education studies or to join the workforce. Therefore this research contributes towards meeting a better understanding of EI and the factors preceding the formation of this intention among secondary school students.
Readiness towards entrepreneurship education
Authors: Othman Norasmah , Hashim Norashidah , Ab Wahid Hariyaty 
Published: March 2013

PurposeThe purpose of this paper is to observe the readiness of students and the internal environment of Malaysian public universities in the implementation of entrepreneurship education.Design/methodology/approachThe authors employed a quantitative approach and the main instrument used to gauge the entrepreneurship readiness among students in Malaysia public universities was the questionnaire. The data were analysed using Statistical Package for Social Sciences (SPSS) software to obtain descriptive statistics that describe the profile of entrepreneurship readiness, both among the students themselves and in the internal environment of the universities, as the students perceive it.FindingsAccording to the findings, students in Malaysian public universities demonstrate strong readiness, in terms of entrepreneurial willingness and capabilities. Within the internal environment of public universities, however, readiness for entrepreneurship education remains, from the students’ perspective, imperfect, and requires improvement if these institutions are to support future entrepreneurship education.Research limitations/implicationsThis research is limited to students in Malaysian public universities. It is suggested that further research should include the students of private universities also, in order to mine a wealth of information pertinent to the readiness of Malaysian students, as well as to provide material for the remodelling of the internal environments of higher learning institutions.Practical implicationsReadiness profiles of students and institutions towards the implementation of entrepreneurship education provide important resources for policymakers responsible for Malaysian public universities, enabling them to enhance the implementation of entrepreneurship education.Originality/valueThere has been little discussion or analysis of the readiness of students and the internal environments of public universities in Malaysia towards the implementation of entrepreneurship education. This paper attempts to fill this gap in current research.
Enterprise education: for all, or just some?
Authors: Jones Colin , Matlay Harry , Maritz Alex 
Published: March 2013

PurposeThe purpose of this paper is to provocatively enter four imagined worlds of enterprise education with the express aim of contemplating an emerging future. The authors do so not to expressly determine what positioning is most appropriate for enterprise/entrepreneurship education, but rather to consider the issues associated with each of the four imagined worlds.Design/methodology/approachThe authors’ approach is built around a combination of cycles of reflective practice and the use of scenario development processes. The authors seek to suspend their collective judgement whilst entering the four imagined worlds, but ultimately do not claim to have hidden their personal biases.FindingsIt is concluded that enterprise/entrepreneurship education should be shared across the university and not owned by any school or faculty. While the authors find it difficult to dismiss the underlying purpose of each scenario, they sense an opportunity to unite their common focus on the development of a transformative student experience.Practical implicationsThis process has provided unexpected insights into the potential of scenario planning as a tool that could conceivably be employed more often to tackle complex issues, such as the positioning of enterprise/entrepreneurship education in Higher Education.Originality/valueThis paper, despite its inherent biases, offers the reader an opportunity to gain a sense of the various roles forced upon enterprise/entrepreneurship education by its various key stakeholders. In doing so, the shortcomings of the current situation are highlighted.
Increasing learners’ satisfaction/intention to adopt more e‐learning
Authors: Sawang Sukanlaya , Newton Cameron , Jamieson Kieren 
Published: March 2013

PurposeE‐learning is an organizationally risky investment given the cost and poor levels of adoption by users. In order to gain a better understanding of this problem, the aim of this paper is to conduct a study into the use of e‐learning in a rail organization.Design/methodology/approachUsing an online survey, employees of a rail‐sector organization were questioned about their use and likelihood of adoption of e‐learning. This study explores the factors that affect the way in which learners experience and perceive such systems. Using statistical analysis, 12 hypotheses are tested and explored. Relationships between learning satisfaction, intention to adopt, and the characteristics of e‐learning systems were established.FindingsThe study found that e‐learning characteristics can buffer the relationship between learner characteristics and intention to adopt further e‐learning in the future. Further, the paper found that high levels of support can compensate individuals who are low in technological efficacy to adopt e‐learning.Research limitations/implicationsThe cross‐sectional design of the study and its focus on measuring intention to adopt as opposed to actual adoption are both limitations. Future research using longitudinal design and research employing a time lag design measuring actual adoption as well as intention are recommended.Practical implicationsFrom a practical perspective, organizations can focus on the actual content and authenticity of the learning experience delivered by the e‐learning system to significantly impact how employees will perceive and use e‐learning in the future. Low technological efficacy individuals tend not to adopt new technology. Instead of changing individuals’ personalities, organizations can implement supportive policies and practices which would lead to higher e‐learning adoption rate among low efficacy individuals.Originality/valueThe study integrates technology adoption and learning literatures in developing enablers for e‐learning in organizations. Further, this study collects data from rail employees, and therefore the findings are practical to an industry.
The effects of core self‐evaluations and transformational leadership on organizational commitment
Authors: Joo Baek‐Kyoo (Brian) , Jun Yoon Hea , Jeung Chang‐Wook 
Published: March 2013

PurposeThe purpose of this study is to examine the joint effects of employees’ core self‐evaluations and perceived transformational leadership of their supervisors on employees’ affective commitment to the organization.Design/methodology/approachSubjects were drawn from aFortuneGlobal 500 company in Korea. Descriptive statistics and hierarchical multiple regression analyses were used to explain the variance in organizational commitment.FindingsCore self‐evaluations and transformational leadership positively influenced employees’ organizational commitment. In terms of effect size, organizational commitment was more related to transformational leadership than core self‐evaluations. As for transformational leadership, employees exhibited the highest organizational commitment when their leaders articulated the vision, promoted group goals, and provided intellectual stimulation.Research limitations/implicationsThe sample of this study is likely restricted to a certain group with similar demographic characteristics (e.g. male junior managers with relatively high education levels). This study, like most organizational commitment studies, relied on self‐reported and cross‐sectional survey method.Practical implicationsSince core self‐evaluations tend to be stable over time, HR professionals need to recruit and select those with higher core self‐evaluations. HR/OD professionals can help managers change their leadership in a transformative fashion (vision articulation, group goal promotion, and intellectual stimulation) by providing relevant training programs and developmental relationships such as coaching and mentoring.Originality/valueThis study took an integrative approach that encompasses personal and contextual factors in a study. It found not only a significant relationship between core self‐evaluations and organizational commitment, but also the interaction effects of core self‐evaluations and one of the dimensions of transformational leadership.
Relationships of leader reward behavior with employee behavior
Authors: Jackson Erin M. , Rossi Michael E. , Rickamer Hoover E. , Johnson Russell E. 
Published: March 2013

PurposeThe purpose of this paper is to examine employee perceptions of fairness and work morale as mediators of the relationship between leader reward behavior and employee behavior.Design/methodology/approachA matrix of meta‐analytic estimates containing the focal variables (leader reward behavior, fairness, morale, and employee behavior) was constructed following a literature review of published studies. This matrix was then analyzed using structural equation modeling to test a series of nested models.FindingsLeader reward behavior is positively related to higher task performance and organizational citizenship behavior, and fewer intentions to turnover. These relationships are mediated by employees’ perceptions of fairness and work morale.Research limitations/implicationsThe paper extends the leadership literature by identifying two mechanisms (viz., fairness and morale) through which leader reward behavior relates to employee behavior. Possible limitations are the drawbacks associated with meta‐analysis (e.g. inability to make causal inferences).Practical implicationsRewarding subordinate performance alone is not sufficient to increase task performance and organizational citizenship behavior and decrease turnover intentions. Instead, managers must ensure that their contingent reward behaviors are seen as fair by employees in order to have favorable effects.Originality/valueTo date, research on possible mediators of the effects of leader reward behavior has been scarce.
Women's union leadership in Barbados: exploring the local within the global
Authors: Kirton Gill , Healy Geraldine 
Published: March 2013

PurposeThe purpose of this article is to explore the under‐representation of women in union leadership in Barbados. The article asks if there are specific conditions faced by women there or if the barriers for Barbadian women are the same or similar to those facing union women in developed countries.Design/methodology/approachThe study was a small qualitative one. In‐depth interviews were carried out in 2007‐2008 with 17 women leaders from the two dominant general unions in Barbados, from two smaller female‐dominated unions and an international union federation.FindingsThe findings show that many of the barriers union women in developed countries face are also encountered in Barbados, including family and domestic and workplace/union. However, the paper shows that the local context of Barbados produces a locally specific version of oppressive gender relations that impact on union women and their ability to access leadership. In particular, the “male marginalisation thesis” holds purchase in the public mindset and has created a backlash against one of the major strategies for addressing women's under‐representation in unions – women's separate organising.Research limitations/implicationsThis was a small study based on one Caribbean island and the findings do not necessarily apply to the wider region. Nevertheless, it raises sufficient questions about gender relations in union in the Caribbean to warrant further investigation both by unions and academics.Originality/valueThere is little in the international literature on women and unions in the Caribbean region.
Trade union delegate leadership and membership commitment: a cross‐sectional analysis
Authors: Plimmer Geoff , Blumenfeld Stephen 
Published: March 2013

PurposeThis paper aims to identify what workplace representative behaviours are most strongly associated with members’ commitment. This is increasingly important, as decentralised management practices have shifted management decisions to workplace levels, placing new demands on workplace representatives.Design/methodology/approachThe methodological approach is quantitative and cross sectional. A total of two unions and 32 workplaces are examined.FindingsMembers’ commitment corresponds to workplace delegate leadership that is responsive. Transparency had a negative relationship to commitment, possibly because it is also interpreted as bureaucratic and overly formal for workplace issues. Innovation was not significantly associated with members’ commitment. This applies regardless of occupational class, gender or age. It was also found that workplaces that had adopted the organising model had more committed members.Research limitations/implicationsCross sectional relationships do not equal causation. However, the findings suggest that workplace level responsiveness by delegates is potentially very effective in building member commitment.Practical implicationsUnions can, with more confidence than previously, invest in developing responsive delegate leadership teams.Originality/valueThis paper provides insight into effective leadership behaviours that apply across two unions covering diverse workplaces and occupational types. As management decentralises, unions need to as well. This provides assistance to unions on how to do so. The cross sectional nature of the study builds on earlier research that may have been prone to common method variance.
Union leadership in UK social housing
Authors: Preece David , Ward Carolyn 
Published: March 2013

PurposeThe purpose of this paper is to examine the impact of the privatisation and restructuring of social housing provision upon union leadership in the sector. The paper explores how local union leaders have adapted to radical reforms in the nature and organization of social housing provision in the UK.Design/methodology/approachThe paper draws upon empirical material collected by the authors from social housing associations, informed by the union leadership literature and Habermas’ concepts of “communicative action” and “colonization”, drawing in particular upon the recent work of Edwards.FindingsThere are indications of moves to a more formalised relationship between management and local union leaders/staff representatives, with management keen to promote more “openness, partnership and collaboration” in working with the union leaders and staff reps. There was some evidence of senior managers involving local union leaders at earlier stages of policy and procedural initiatives, and of senior managers being more explicitly incorporated in the management‐union leader nexus.Research limitations/implicationsGiven the limited amount of research to date on union leadership in social housing organizations, and the exploratory nature and limited scope of this study (which, to the best of the authors’ knowledge, is the first to look at these matters), it follows that we still have limited knowledge of practice. Amongst other considerations, it is necessary to broaden the scope of future studies to take in a larger number of UK social housing providers, and to gather data from union/staff association members as well as managers and local union leaders.Originality/valueThe paper examines a matter which has been neglected by researchers to date, that is the changing nature and role of union leadership in social housing organizations, and it does this through an examination of the changing intra‐ organizational contexts within which this is taking place.
The importance of multiple leadership roles in fostering participation
Authors: Sadler Julie 
Published: March 2013

PurposeThe purpose of this study is to examine the direct and indirect effect of high and low‐level local union leaders on various forms of member participation.Design/methodology/approachInterviews and surveys of the leaders and members of an Educators Association operating in the USA were used to explore these complex relationships. Multiple regression, hierarchical regression, and path analyses were used to test direct and indirect relationship and the amount of variance explained by participatory leadership.FindingsSurvey results indicate that a member's perception of the participatory style of the local union president positively related to, and explained a significant amount of additional variance in, union activities that require moderate and high levels of effort. No support was found for the workplace representative's direct relationship with various measures of member participation. The indirect effects of the union president's and the workplace representatives’ participatory style on union involvement highlight the importance of various union leadership roles on developing various union attitudes.Research limitations/implicationsLimitations include the cross‐sectional nature of the study, common method bias, and a small sample size (N=113).Practical implicationsResults of the study highlight the importance of the union president in fostering union attitudes and certain forms of union participation. The findings suggest areas for leadership development and training opportunities of union officials.Originality/valueUnique elements of the study include an exploration of multiple leadership roles on union attitudes and various forms of union participation.
“It's not you, it's me”: transformational leadership and self‐deprecating humor
Authors: Hoption Colette , Barling Julian , Turner Nick 
Published: March 2013

PurposeThe purpose of this paper is to investigate leaders’ use of humor as an expression of how they value themselves relative to others. The paper suggests that humor can minimize or exacerbate the status differences between leaders and followers. The paper hypothesizes that leaders’ use of self‐ or in‐group‐deprecating humor would be positively associated with ratings of transformational leadership as they minimize those distinctions, whereas leaders’ use of aggressive humor would be negatively associated with ratings of transformational leadership because it exacerbates status distinctions.Design/methodology/approachA total of 155 undergraduates (58 males, 97 females; M age=20 years, SD=1.31) were assigned randomly to one of four conditions, each depicting a different type of humor in a leader's speech.FindingsLeaders using self‐deprecating humor were rated higher on individualized consideration (a factor of transformational leadership) than those that used aggressive humor.Research limitations/implicationsThe authors encourage future field research on the role of humor as an expression of leaders’ self‐ versus other‐orientation.Originality/valueHumor and work might seem inconsistent, but this study demonstrates how leadership can use humor to improve leader‐follower relationships. Furthermore, it contributes to our understanding of self‐deprecating humor which has received scant attention relative to other forms of humor.
Gender and personality in transformational leadership context
Authors: Brandt Tiina , Laiho Maarit 
Published: March 2013

PurposeThere are many studies of personality and leadership and gender and leadership, but only few leadership studies have taken into account both personality and gender. That may partly be due to the fact that there are relatively few female leaders, however, the aim of this paper is to discover if similar personality types exhibit the same kind of leadership behavior irrespective of gender.Design/methodology/approachThe quantitative analysis involves 459 leaders (283 men and 176 women) and 378 subordinates working in various fields. Leaders rated their leadership behavior and subordinates also appraised them.FindingsResults indicated differences in leadership behavior by gender, in that women exhibited more enabling behavior, and men more challenging behavior. Further, gender and personality had an impact on leadership behavior, as viewed by both leaders and subordinates. For example, extraverted and intuitive male leaders along with those exhibiting the perceiving dimension regarded themselves as more challenging than their introverted, sensing and judging male counterparts, a view confirmed by subordinates in the case of perceiving male leaders.Research limitations/implicationsAs limitations, the Myers‐Briggs Type Indicator offers only one view of the personality, and future studies would be needed with different methods. Also the study did not control confounding factors, and it should be taken into account with the study.Practical implicationsFrom a practical view point, this study offers specific knowledge for people seeking to develop themselves as leaders.Originality/valueVery few studies have concentrated on the relationship between personality and gender in the transformational leadership context, and this study provides a new perspective on this area.