bluuebunny/crossref_metadata_2025_split huggingface dataset:
To MBA or not to MBA
Authors: Baruch Yehuda 
Published: October 2009

PurposeThe purpose of this paper is to critically reflect on the value of the MBA – a Master in Business Administration, considered the flagship of business and management education. The author aims to bridge the gap in the understanding of the possible added value of the MBA.Design/methodology/approachThis conceptual paper is enriched by findings from secondary data, surveys with managers in the UK, and interviews with human resource managers of leading US firms.FindingsThe MBA can generate significant tangible and intangible inputs to graduates' careers and their employing organizations. Having an MBA contributes considerably to graduates' human capital. Employers may profit from such contributions, while an indirect positive effect is implied at the national level.Research limitations/implicationsThe knowledge of MBA impact should be based on rigor studies rather than unsupported assertions.Practical implicationsThe MBA is the closest thing to a qualification to manage. It generates positive outcomes and lead to good management. For individuals, embarking on MBA is a major career decision, carrying certain risks, but offer high potential for return on investment.Originality/valueThis contribution is of special importance amid the recent criticism of the MBA by prominent management scholars.
Mood crossover and relational reciprocity
Authors: Munyon Timothy P. , Breaux Denise M. , Rogers Laci M. , Perrewé Pamela L. , Hochwarter Wayne A. 
Published: October 2009

PurposeBuilding on reciprocity and crossover theory, this paper aims to examine how mood crossover from one partner in a relational dyad influences the likelihood of reciprocal mood crossover from the other partner.Design/methodology/approachUsing a survey sample of 180 dual‐career married couples, the paper explores this phenomenon for both positive and negative mood crossover from husbands to wives and wives to husbands.FindingsThe data supported the paper's four hypotheses. Mood crossover was found to operate in a similar fashion for both husbands and wives after controlling for negative and positive affectivity, work and home demands, work autonomy, and support from the organization, non‐work friends, and spouse. Specifically, when wives (husbands) reported positive (negative) mood crossover from their husbands (wives), their husbands (wives) also reported positive (negative) mood crossover from them.Research implications/limitationsThe findings suggest positive and negative mood crossover is reciprocated among individuals in a dual‐career marriage context. This implies that the effects of positive and negative crossover may be magnified through relational interactions at home. However, the design of this study is not sufficient to determine the causality of this relationship.Practical implicationsThe findings suggest that the positive and negative work experiences of one partner in a relationship affect the well being and moods of their partner at home. Consequently, organizations may consider wellness or positive reinforcement programs to encourage positive crossover between the domains of work and home.Originality/valueThis study examines how individuals in a dual‐partner reciprocate the negative and positive crossover of moods of their partner from work to home.
Promotion to partner
Authors: Stumpf Stephen A. 
Published: October 2009

PurposeThis longitudinal study seeks to advance the understanding of consultant relationship competencies and interpersonal style in promotions to partner.Design/methodology/approachThe relationship management survey (RMS), 360‐degree competency assessment and FIRO‐B interpersonal style instrument were completed by 382 principals in two global professional service firms (PSFs) as part of their professional development. Client assessments of competencies in the areas of building relationships, trust, and collaboration, and self‐assessed interpersonal style, were used to predict promotion to partner over a five‐year period.FindingsInterpersonal style preferences for expressing inclusion towards others, and wanting openness from others, are linked to clients' perceptions of relationship competencies each of which predicts promotion to partner (multiple R2=0.474).Practical implicationsPSFs need to select and develop people who have interpersonal style preferences that support the relationship competencies essential for their advancement and firm success. Consultants can enhance their promotion potential by building relationships with clients, developing mutual trust, and fostering collaboration – which may require altering their style to be more inclusive of and open with clients.Originality/valueThe behavioral aspects of consultant‐client relationships can be targeted so as to enhance individual development and promotion potential, and to guide PSFs in apprenticing future partners and obtaining more client work.
The relative importance of motives for international self‐initiated mobility
Authors: Thorn Kaye 
Published: October 2009

PurposeThis paper aims to explore the relative importance of the motives and sub‐motives which influence a highly educated individual's decision to move across global boundaries.Design/methodology/approachThe approach takes a multi‐dimensional perspective of mobility, resulting in the development of a range of motives for self‐initiated mobility. The paper employs a quantitative methodology, with over 2,600 internet survey responses from highly educated New Zealanders living and working around the world.FindingsThe importance of the cultural and travel opportunities and career motives are highlighted as the most important motives in a decision to be mobile. Within these motives, opportunities for travel and adventure and for career development were central. Economics was ranked as the third most important motive, contrary to the extant literature, followed by relationships, quality of life and the political environment. The priority accorded to each of these motives varies according to gender, location and life stage, creating different equations of motivation. The paper explores the implications of these findings to career theory.Research limitations/implicationsThe study focuses only on New Zealanders living abroad and there may be some factors, which apply to these people but not to people from other countries.Practical implicationsThe data could be useful for policy makers trying to either retain highly educated people in the home country, or to attract them back from abroad.Originality/valueThe study utilises a novel methodology to identify the relative importance of motivating factors and shows that there is a different mixture of these motives at different life stages.
Personal control antidotes to the strain consequences of generational conflict as a stressor
Authors: Hochwarter Wayne A. , Rogers Laci M. , Summers James K. , Meurs James A. , Perrewé Pamela L. , Ferris Gerald R. 
Published: October 2009

PurposeThis paper aims to investigate the interactive effects of generational conflict and personal control (i.e. self‐regulation and political skill) on strain‐related outcomes (i.e. job tension, and job tension and job dissatisfaction).Design/methodology/approachThis two‐study investigation employed a survey methodology to assess the efficacy of the predictive relationships. Study 1 consisted of 390 full‐time employees in a broad range of occupations, while 199 state agency employees participated in study 2.FindingsGenerational conflict was significantly positively related to job tension (i.e. in both studies) and job dissatisfaction (i.e. in study 2). Further, for individuals higher in self‐regulation (i.e. study 1) and political skill (i.e. study 2), these effects were attenuated. That is higher self‐regulation reduced job tension in study 1, and political skill was related to decreases in job tension and job dissatisfaction across all levels of generational conflict in study 2.Research limitations/implicationsEmployees with greater personal control (i.e. self‐regulation or political skill) can avoid undesirable work outcomes related to generational conflict.Practical implicationsIndividuals with greater personal control (i.e. self‐regulation or political skill) will be better able to navigate generationally based conflicts to experience less job tension and greater job satisfaction.Originality/valueThe paper focussed on generational conflict as a workplace stressor and substantiates the favourable properties of political skill as a neutralizer. of dysfunctional workplace stressors.
Correlates of intent to leave job and profession for emergency medical technicians and paramedics
Authors: Chapman Susan A. , Blau Gary , Pred Robert , Lopez Andrea B. 
Published: October 2009

PurposeA very limited number of studies have explored factors related to emergency medical services (EMS) workers leaving their jobs and the profession. This paper aims to investigate the correlates of intent to leave EMS jobs and the profession and compared two types of workers: emergency medical technicians (EMTs) and paramedics.Design/methodology/approachA national sample of 308 EMTs and 625 paramedics responded to a cross‐sectional survey. Independent variables were personal, job related, and work attitudes (job satisfaction). Outcomes were intent to leave job and profession. Analytic methods included factor analysis, t‐tests, correlation, and hierarchical regression.FindingsFactor analysis identified a five‐item intrinsic job satisfaction measure and a four‐item extrinsic job satisfaction measure across both samples. Contrary to what hypothesis one predicted, paramedics had lower extrinsic job satisfaction than EMTs. There was no difference between these two groups on intrinsic job satisfaction. Consistent with the second hypothesis, after controlling for personal and job‐related perceptions, extrinsic job satisfaction was negatively related to intent to leave job and profession for both EMTs and paramedics. However, intrinsic job satisfaction was negatively related only to intent to leave the profession for paramedics.Research limitations/implicationsFuture research efforts might utilize stronger measures and incorporate longitudinal methodologies to further explore the career intention of EMS workers and similar occupational groups.Originality/valueThis paper examines job satisfaction and job and career intentions in a rarely studied occupation that provides critical prehospital emergency care to the population.
Slovenian police officers' attitudes towards contemporary security threats and punishment
Authors: Kury Helmut , Meško Gorazd , Mitar Miran , Fields Chuck 
Published: October 2009

PurposeThe purpose of this paper is to identify and describe police officers' opinions on the prevailing anxieties, feeling of fears and threats, attitudes towards crime and punishment.Design/methodology/approachThe paper took a quantitative approach to data collection that included a survey on a representative sample of the Slovene police.FindingsComparisons of attitudes (anxieties of everyday troubles, feelings of insecurity, importance of appropriate measures against crime and adequate severity of punishment) has been conducted to find similarities and differences between police officers regarding gender and age. The results show that male police officers and senior police officers have more conservative attitudes towards the most appropriate measures against crime and are more likely to defend severe punishment of offenders. Such attitudes indicate persistence of traditional authoritarian police orientation in (post)modern society.Research limitations/implicationsThe results are generalizable for the Slovenian police but not generalizable for the police worldwide.Practical implicationsA useful source of information learning about some characteristics of police professional culture and police officers' attitudes towards punishment and their understanding of threats in society.Originality/valueThis paper furthers understanding of police occupational culture in a new democratic country.
Understanding diversity in policing: Serbian perspectives
Authors: Kešetović Želimir 
Published: October 2009

PurposeThe purpose of this paper is to examine relations between police and vulnerable social groups in Serbia as a post‐conflict society in transition.Design/methodology/approachThe research is based on a qualitative methodology that generated data from 13 round tables and focus groups.FindingsAlthough the attitude of the police is gradually changing, representatives of minority groups perceive that the police still hold preconceived stereotypes regarding some societal groups. In order for the police to gain the confidence of these minority groups, they must proactively seek to engage these groups more meaningfully. Institutions in Serbia have still not developed an appropriate strategy for dealing with minority group victims of violence. In addition to legal problems, there are those issues that are embedded within wider cultural stereotypes. Excessive centralization and the hierarchical structure of the police have tended to exacerbate relations between the police and minority communities. Members of these ethnic minorities therefore tend to view the perceived inappropriateness of responses to inter‐ethnic incidents as being due to a number of causes.Research limitations/implicationsOwing to the qualitative approach, the results are not easily generalizable, but they indicate the most important problems of Serbian policing regarding marginal social groups.Practical implicationsThis research may be a useful source of information for the Ministry of Interior in attempts to improve relations with minority groups.Originality/valueThis paper reveals problems in relations between the police and vulnerable social groups and draws on the views of both minorities and the police. In Serbia, there is no similar research into this issue.
Are police and security personnel warming up to each other?
Authors: Nalla Mahesh K. , Johnson Joseph D. , Meško Gorazd 
Published: October 2009

PurposeThe purpose of this paper is to examine the nature of police‐security relationships in three different continents that are unique in their economic, political, and social culture. These countries include a developed economy (USA), an emerging economy (South Korea), and a transitional economy (Slovenia). More specifically, it compares the views that private and public police personnel in a diverse set of countries hold about one another on various issues relating to their working relationships and their efforts to improve them.Design/methodology/approachData for the paper came from 1,158 police and security officers from the USA, South Korea, and Slovenia. All three studies employed survey methodology. The English language instruments are translated into the Korean and Slovenian languages and both instruments are back translated from the respective languages into English to check for validity.FindingsWhile the findings for all the three countries vary in terms of the degree of personnels' positive attitudes toward one another, the overall levels of support from security professionals toward police officers appear positive in all the three countries. Among the police, personnel from the USA relative to other countries appear to have the most progressive and accepting attitude toward security personnel's role as partners. The varying degree of differences between South Korea and Slovenia may be a reflection of the centralized police structures, cultural and historical characteristics, and variations in the levels of economic liberalization policies. Findings suggest that in all the three countries security personnel are trying to reach out to the police to play their part in community policing compared to the police reaching out to the private sector.Research limitations/implicationsThere is a time lag in data collection (seven‐year period) as the data for this paper were not collected at one point in time in these countries. Despite this limitation, the use of many identical questions in surveys in all the three countries offers an opportunity for this comparative research.Originality/valueMost research on police officers' job satisfaction has been done in relation to individual factors while ignoring the role of organizational culture and environmental factors. Further, this setting offers an opportunity to test if democratization of police organizations influences job satisfaction.
Developing a work‐based leadership programme in the UK social care sector
Authors: McCray Janet , Palmer Adam 
Published: October 2009

PurposeThe purpose of this paper is to present a case study of the application of action research in the design of a degree‐level leadership skills programme in the English social care sector.Design/methodology/approachThe action research study involved four formal semi‐structured interviews with strategic leaders in the social care sector and three focus groups with managers. The paper captures some of the reflections of university lecturers who are both researchers and collaborative partners in the project in its early stages.FindingsThe findings demonstrate consensus in the sector at regional strategic and organisational level about leadership skills required for future service models.Research limitations/implicationsThe sample remains small; however, the findings may have relevance for leadership development planning for social care in other regions of England, as the personalised care agenda gains momentum and services need to realign. Service users were not part of the focus groups and future activity that builds on this preliminary study may need to redress this. The implications of the research are that it offers a model of collaboration between a university and the workplace to support change through learning.Practical implicationsThere is potential for a sector or an organisation to access management development accredited by a university that meets its needs, is focused, relevant and provides a model for continuing learning beyond the programme.Originality/valueThe paper brings together a range of well‐established concepts in action research, reflective practice and learning to help deliver change through collaboration. It explores the new demands being placed on care leaders in the independent social care sector when many international governments are facing fiscal challenges which may require care sector reform.
Perceptions of learning among Swiss watch managers
Authors: Tajeddini Kayhan 
Published: October 2009

PurposeThis paper aims to explore managers' perceptions of learning within a sample of Swiss watch firms.Design/methodology/approachA purposeful (judgmental) stratified sampling method was employed, where in‐depth interviews with 13 marketing managers and owners were carried out over a three‐month period. Meaning units (MUs) were abstracted, which were compared and discussed with the interviewees until a basic agreement of terms could be made.FindingsBy providing tangible evidence of qualitative statements, this research suggests that if decision makers wish to influence business performance, they need to be aware of this comprehensive insight into the potential of learning orientation.Research limitations/implicationsThis research has taken a qualitative approach to establish external reliability. Hence, this could be followed by a large‐scale survey to discover how it can influence employee idea generation and performance. Another limitation is the exclusive focus on senior managers and owners of Swiss watch companies, who have a specific culture, history and experience. Consequently, it would be useful to take a similar approach to other established industries with different culture and environmental characteristics and experience, so that comparisons can be made.Practical implicationsThe paper provides strategic insights and practical thinking that have influenced some of the world's leading organisations. The paper has practical implications for managers involved in unifying focus for the efforts and projects of individuals as it shows the importance of an organisation focusing on learning orientation, thereby leading to superior performance.Originality/valueThe paper provides a good example of learning deficiency as one of the main reasons why these companies find it so hard to successfully stay in the market.
Learning in a chaotic environment
Authors: Goldman Ellen , Plack Margaret , Roche Colleen , Smith Jeffrey , Turley Catherine 
Published: October 2009

PurposeThe purpose of this study is to understand how, when, and why emergency medicine residents learn while working in the chaotic environment of a hospital emergency room.Design/methodology/approachThis research used a qualitative interview methodology with thematic data analysis that was verified with the entire population of learners.FindingsAnalysis of the data revealed four different types of learning episodes, each with facilitating factors. The episodes varied in intensity, duration, and the degree of motivation and self‐direction required of the learner. One episode could prompt another. Learning occurred both individually and in social interaction in the workplace during the episode, as well as outside of the workplace environment after the experience had occurred.Research limitation/implicationsRecommendations for individuals to maximize their learning related to this chaotic work environment are identified, along with associated implications for their trainers. These suggestions advocate for current apprenticeship approaches to training to include a developmental perspective, providing effective feedback and supporting learner self‐assessment and reflection.Originality/valueThis paper makes an original contribution to the literature by describing the process of learning by emergency medicine residents in the chaotic work setting of an emergency department. The paper also expands understanding of the types of learning episodes and the factors that contribute to their occurrence. Finally, the research illustrates how the voice of the learners can be used to inform their training.
Demarcation and levels of analysis in knowledge based development
Authors: Carrillo Francisco Javier 
Published: October 2009

PurposeThe purpose of this paper is to identify viable demarcation criteria for knowledge based development (KBD) with reference to current concepts and practices, as an introduction to the JKM 2009 annual special issue on KBD.Design/methodology/approachOutlines viable demarcation criteria for KBD with reference to current concepts and practices.FindingsA synthetic demarcation based on collective knowledge capital mapping and balancing, together with an analytic demarcation based on three continua: territoriality, discreteness and knowledge‐intensity may help characterize and manage all KBD categories. Such demarcation includes conceptual categories such as models and units of analysis as well as practical categories such as policies, programs, publications and events.Originality/valueSynthetic demarcation may contribute to clarify the nature of KBD and systematically differentiate research and practice belonging to the field. Analytic demarcation may contribute to develop a systematic taxonomy of conceptual and practical KBD categories.