bluuebunny/crossref_metadata_2025_split huggingface dataset:
Using the proper tool for the task: RCTs are the gold standard for estimating programme effects – a response to Stewart‐Brown et al.
Authors: Ritter Gary W. 
Published: June 2012

PurposeThe article's purpose is to critique a paper (Stewart‐Brown et al., 2011) in a previous issue of the Journal of Children's Services, which challenges the utility of randomised controlled trials (RCTs) to evaluate the effectiveness of preventive interventions for children.Design/methodology/approachThe article is a critical reflection on the primary issue discussed by Stewart‐Brown et al. namely that RCTs do not work well in the evaluation of complex social interventions.FindingsThe author finds fault with several of the claims made in the earlier essay and concludes that RCTs remain the most credible research methodology for estimating programme impacts. It is certainly true that RCTs do not tell us everything about programmes and implementation. However, if researchers are attempting to assess whether social interventions have the intended measured impact on their participants, then RCTs do indeed represent the “gold standard” research design.Originality/valueThe article is a re‐assertion of the value of RCTs in research on preventive interventions in children's services.
More thoughts on the RCT question: a rejoinder to Forrester and Ritter
Authors: Stewart‐Brown Sarah 
Published: June 2012

PurposeThe paper's purpose is to participate in a debate about the role of randomised controlled trials in evaluation of preventive interventions for children.Design/methodology/approachThe paper is a response to critiques on Stewart‐Brown et al. published in the Journal of Children's Services, Vol. 6 No. 4, pp. 228–35.FindingsRandomised controlled trials are likely to be at their best in the evaluation of interventions that do not require the active engagement and personal development of participants. The latter may depend on a series of interventions and events that potentiate each other over time. Randomised controlled trials are likely to be least valuable in evaluating universal level interventions that aim to change population norms. Because of the challenges involved in conducting RCTs in this setting they cannot be relied upon to give accurate estimates of programme effect and therefore do not deserve the privileged position that has been accorded them in the hierarchy of evidence.Originality/valueThis paper develops the argument that the privileged position of RCTs in the evidence hierarchy of preventive services for children is undeserved.
Narrative analysis of Dale Carnegie's How to Stop Worrying and Start Living
Authors: Hayek Mario , Novicevic Milorad M. , Buckley M. Ronald , Clayton Russell W. , Roberts Foster 
Published: June 2012

PurposeThe purpose of this paper is to examine how one of Dale Carnegie's historically best selling self‐help books, How to Stop Worrying and Start Living, resonates with the contemporary conceptualization of psychological capital (PsyCap).Design/methodology/approachThe authors use a narrative historical interpretation to analyze Dale Carnegie's book How to Stop Worrying and Start Living. Initially, two of the co‐authors independently identified passages mirroring each of the four PsyCap capacities, while in the final stage a consensus on the interpretation was reached with the remaining co‐authors.FindingsThe components of the PsyCap construct resonate well with the prescriptions that Carnegie narrated and outlined in his best selling book How to Stop Worrying and Start Living.Research limitations/implicationsThe findings of this study should be interpreted with a recognition that an alternative critical approach to narrative analysis could have been conducted based on the narrative logic of social power structure.Originality/valueThis paper is unique in placing an emphasis on the insights researchers and practitioners alike can gain by re‐evaluating the self‐help books from the past.
Groupthink and the Sanhedrin
Authors: Schnall Eliezer , Greenberg Michael J. 
Published: June 2012

PurposeDespite the emphasis on contemporary historical case studies in groupthink research, Janis believed that examining decision‐making processes recorded in antiquity was also relevant. However, neither Janis nor other groupthink researchers have adequately explored the model among decision‐making bodies described in earlier history. The current paper aims to begin to fill this gap by analyzing the judicial and legislative body of ancient Israel, known as the “Sanhedrin,” in the context of Janis's groupthink model.Design/methodology/approachThe authors focus on classic Jewish rabbinic sources such as the Mishna, Talmud, and writings of Maimonides, exploring the functioning of the Sanhedrin, the authoritative body of ancient Israel, in the context of Irving Janis's groupthink model.FindingsThe authors highlight the insightful ways the Sanhedrin's members may have avoided groupthink and the symptoms of defective decision‐making that have plagued other groups.Research limitations/implicationsThe authors' analysis enables them to further understand the rationale behind many of the Sanhedrin's unique regulations, granting insight into an important and authoritative ancient group.Practical implicationsThis analysis of the Sanhedrin's procedures also highlights multiple practical ways that Janis's ideas and prescriptions may be implemented by juries, modern day managers, and organizational bodies.Originality/valueThe authors are the first to explore the functioning of the Sanhedrin in the context of the groupthink model, highlighting the insightful ways its members may have avoided the symptoms of defective decision‐making that have plagued other groups. Their approach should be of interest to researchers and theorists in both the fields of management and history. Importantly, they include practical application relevant to the science of modern organizational behavior.
The personification of an object and the emergence of coaching
Authors: Stec Deryk 
Published: June 2012

PurposeThis article aims to place the emergence of coaching in its appropriate historical context and address the lack of historical attention given to this subject. In tracing the path the coach has taken in becoming a management concept, the article seeks to draw attention to its unique history as an object that has been transformed into a popular management concept.Design/methodology/approachThis article reviews how coaching has been portrayed in various books, articles and research papers since appearing as a transportation object in the 15th century.FindingsThe coach began as a technology used for transportation, evolved into an object that was associated with a type of status and then became a prominent character in sport, before ultimately becoming an influential management concept. Across historical periods discussions of coaching have tended to involve individuals who experience coaching. A consistent feature of these discussions is the issue of professionals and professionalism.Research limitations/implicationsIt is difficult to determine the date when our contemporary notions of the coach were first discussed, as these discussions originally involved slang, and a lag exists between talking about coaching and writing about it.Practical implicationsConcerns have been raised in the management discipline regarding the influence of research on practice and as advocates of coaching seek professional and scientific legitimacy, this historical review offers a perspective that can enhance discussions of these issues.Originality/valueThis paper places the popularity of this concept within a historical context that outlines how the idea of coaching evolved from a form of technology to a concept associated with a wide array of management topics.
Managerial understanding of presenteeism and its economic impact
Authors: Cocker Fiona , Martin Angela , Sanderson Kristy 
Published: June 2012

PurposeThe economic impact of ill‐health in employed individuals is largely experienced via absenteeism‐related and presenteeism‐related productivity loss. Using cognitive interviewing, the purpose of this paper is to evaluate a recently published interview method by which managers determine key job characteristics and their relationship to the cost of acute and chronic illness‐related absenteeism and presenteeism in the workplace: the team production approach.Design/methodology/approachManagers (n=20) from various industries in Australia completed the team production interview by telephone. Quantitative items measured replaceability, team production, time sensitivity of output and illness‐related absenteeism and presenteeism costs. Concurrent verbal probes followed five items which assessed the productivity impact of illness‐related presenteeism, identified as cognitively challenging.FindingsContent analysis of interview outputs examined cognitive processes underlying managers’ responses and revealed difficulties understanding and quantifying chronic illness and presenteeism. Difficulties were categorised as misunderstanding of key concepts/terminology, inability to provide answers due to lack of knowledge, difficulty applying questions/scenarios to employees/workplaces and miscellaneous problems.Practical implicationsInterview modifications are proposed to address concerns of managers. These changes aim to minimise measurement error in future applications of the instrument and improve valuation of chronic illness and presenteeism in the workforce.Social implicationsImproved understanding of chronic illness and presenteeism could enhance estimation of productivity loss recoverable via health management/promotion strategies and may increase managers’ willingness to implement such programs. Development of valuation methods in a manner acceptable to and informed by business leaders/employers ensures findings have “real‐world” value.Originality/valueTo the authors’ knowledge, this is the first use of cognitive interviewing to identify sources of response error in a productivity evaluation method.
Perceived organizational support, employee health and emotions
Authors: Arnold Kara A. , Dupré Kathryne E. 
Published: June 2012

PurposeThe purpose of this paper is to examine work‐related emotion as a mechanism explaining the relationship between perceived organizational support (POS) and employee physical health.Design/methodology/approachStudy participants were employees at a large Canadian health care organization (n=72). A survey methodology was utilized.FindingsPOS was positively related to physical health. Negative emotion fully mediated this relationship between POS and health, and positive emotion was found to partially mediate this relationship.Research limitations/implicationsCross sectional survey data is one potential limitation. Findings suggest that further investigation of the links between POS, positive and negative job‐related emotion and physical health would be a fruitful avenue of research.Practical implicationsOrganizations can increase POS through actions that have been investigated in past research. Increasing POS would appear to be one avenue that an organization can utilize to positively influence employee health through its effect on employee work‐related emotion.Originality/valueThe paper addresses previous calls to investigate mechanisms underlying the relationship between POS and physical health, and shows that job‐related emotion plays a role in explaining why POS is positively correlated with physical health.
Doing gender well and differently in management
Authors: Mavin Sharon , Grandy Gina 
Published: June 2012

PurposeThe purpose of this paper is to revisit theoretical positions on gender and the implications for gender in management by building upon current research on doing gender well (or appropriately in congruence with sex category) and re‐doing or undoing gender and argue that gender can be done well and differently through simultaneous, multiple enactments of femininity and masculinity.Design/methodology/approachThis is a theoretical paper.FindingsThe authors argue that individuals can perform exaggerated expressions of femininity (or masculinity) while simultaneously performing alternative expressions of femininity or masculinity. The authors question claims that gender can be undone and incorporate sex category into their understanding of doing gender – it cannot be ignored in experiences of doing gender. The authors contend that the binary divide constrains and restricts how men and women do gender but it can be disrupted or unsettled.Research limitations/implicationsThis paper focuses upon the implications of doing gender well and differently, for gender and management research and practice, drawing upon examples of leadership, entrepreneurship, female misogyny and Queen Bee.Originality/valueThis paper offers a conceptualization of doing gender that acknowledges the gender binary, while also suggesting possibilities of unsettling it.
Developing women's career competencies through an EMBA
Authors: Chen Aurora , Doherty Noeleen , Vinnicombe Susan 
Published: June 2012

PurposeThe purpose of this paper is to report a qualitative study with British women managers, which explored the career competencies accrued from undertaking an Executive MBA (EMBA).Design/methodology/approachThe research drew on in‐depth interviews with a sample of 18 female alumni from three British business schools. Data were analyzed using NVivo 8.0. within the career‐competencies framework of Knowing‐how, Knowing‐why and Knowing‐whom.FindingsWomen aged between 30 and 34 years emphasized the importance of gaining confidence (Knowing‐why) and skills (Knowing‐how) while those aged between 35 and 45 years focused on developing networks (Knowing‐whom). This study suggests that age and career stage may have considerable impact on perceptions of acquired career competencies.Research limitations/implicationsThis is an exploratory piece with limited generalisability; however, it exposes the need to clarify the concept of career stage for women.Practical implicationsBusiness schools have historically stressed the career benefits of MBA programmes in terms of improved capital and of changing career directions. This research indicates that an EMBA may offer a more level playing field for women with respect to networking activities. In the competitive global environment, business schools may benefit from more fully exploring career competencies, such as networking skills, for increasing the appeal of EMBA programmes. The paper also draws attention to the need for HR managers to increase efforts for improving women's career competencies.Originality/valueFindings extend previous research on the development of career competencies from an EMBA, indicating the importance of developing networks, particularly at mid‐career. The paper highlights the need to redefine women's mid‐career stage.
Pay dispersion and earnings for women and men: a study of Swedish doctors
Authors: Konrad Alison M. , Yang Yang , Cannings Kathleen 
Published: June 2012

PurposeRelatively little research has examined whether pay dispersion influences men's and women's earnings differently. The purpose of this paper is to fill this research gap.Design/methodology/approachThe authors used survey design and multiple regressions to analyze a sample of 650 Swedish medical doctors.FindingsPay dispersion was found to be negatively associated with both men's and women's earnings. These effects were contingent on compensation informality and the individual's position in the pay structure. Specifically, when pay dispersion was high, high compensation informality resulted in women being paid less. The interaction of pay dispersion and compensation informality was unrelated to men's earnings. Also, women who were paid less suffered larger penalties when pay dispersion was higher, but their female counterparts who were paid more gained from the existence of greater pay dispersion.Originality/valueExamining the structure of labor markets on individual outcomes is increasing in importance due to the boundaryless nature of contemporary careers. As people cross functional, organizational, industrial, and even occupational boundaries more frequently in their career lifetimes, they are increasingly exposed to the structural effects of external labor markets. As such, the effects of factors such as pay dispersion and compensation informality in the market are becoming increasingly significant to the fortunes of women and men facing those conditions.
Romantic relationships in organisational settings
Authors: Biggs David , Matthewman Lisa , Fultz Claire 
Published: June 2012

PurposeResearch illustrates that workplace romance is on the rise and has potentially negative and beneficial consequences. The purpose of this paper is to understand, from an individual manager and employee perspective in the UK and USA, what personal experience individuals had on workplace romance and what this meant to them personally and in terms of company policy.Design/methodology/approachA thematic analysis approach was taken to understand what experiences individuals had on workplace romance and how this experience should be reflected in company policy. The research utilised qualitative interviews which were preferred over other methods, such as focus groups by the participants. These interviews were recorded, transcribed and coded to formulate themes in the research.FindingsThe sample consists of 21 employees and 15 managers from Maryland, Oregon, Pennsylvania and England. Regardless of whether participants were from the USA or England, their opinions were similar. Managers and entry level employees feel that workplace romance was acceptable if it has minimal impact on the workplace. Managers and entry level employees are most concerned with the negative impacts of workplace romance on the atmosphere of the workplace, more so than the risk of sexual harassment lawsuits. Managers and entry level employees agree on the importance of companies having a policy on how workplace romance will be handled.Practical implicationsBoth managers and employees stress that company policy should not place a complete ban on workplace romance; that workplace romances should be handled on a case by case basis.Originality/valueThe paper adds to existing research by comparing managers' and entry level employees' perceptions of consensual romantic relationships between people who work for the same organisation.
Gender differences in early group formation
Authors: Prytherch Anna , Sinnott Eileen , Howells Anne , Fuller‐Love Nerys , O'Gorman Bill 
Published: June 2012

PurposeThe purpose of this paper is to establish whether different gender groups develop in similar or dissimilar ways to conventional group formation patterns. Focussing primarily on Tuckman's model of group development, male, female and mixed gender learning networks (groups) of entrepreneurs were observed over a six month period, with the observations recorded and analysed, to establish whether different gender networks of business people adhere to Tuckman's model of group development in terms of early development and cohesion through the forming, storming and norming stages.Design/methodology/approachA total of 100 entrepreneurs were recruited in Autumn 2009/Spring 2010 and allocated to three different gender networks, male, female and mixed, in Ireland and Wales (six networks in total), as part of the Sustainable Learning Networks Ireland Wales (SLNIW, for detailed information about SLNIW seewww.slniw.com) INTERREG 4A funded project. The groups began networking in January 2010, observed by impartial observers who noted group behaviour and dynamics and recorded observations quantitatively (based on adapted Bales criteria) and qualitatively. It is the results of these observations that form the basis of this paper.FindingsThis paper analyses the results of the group dynamic witnessed over subsequent network meetings for different gender mixes in Ireland. Whilst the observations are still ongoing, early results indicate that early engagement with group members, team bonding and group dynamics are formed sooner in the single gender groups. The paper explores why this could be the case and considers factors that could then address problems with early group development in mixed gender networks, so that the ultimate “performing” stage of group development and optimal business performance is achieved as early as possible.Originality/valueThis paper will be of considerable value to academics, theorists and practitioners. It will specifically add to the body of knowledge on single gender networks to see if they provide a more effective learning environment.
Women leaders in the creative industries: a baseline study
Authors: Dodd Fiona 
Published: June 2012

PurposeThe under‐representation of entrepreneurial women, or women leaders, in the higher levels of organisations is an increasingly debated issue. Comments in the media regarding the lack of women in senior management positions in the creative industries have attracted much attention, both for and against. Despite opposing viewpoints there is little doubt that this is an issue that requires investigation. However, understanding the under‐representation of women in senior management, leadership and ownership roles has been problematic due to a lack of “hard data”. The purpose of this paper is to provide a quantitative understanding of the under‐representation of female leaders in the UK's creative and cultural industries. Based on a study completed by TBR for the Cultural Leadership Programme (CLP) it presents baseline data and groundbreaking analysis to understand gendered leadership in organisations.Design/methodology/approachThe study for CLP established a quantitative evidence base to benchmark the number of women in leadership in the creative and cultural industries. This was possible by utilising a unique data resource, TCR, which enabled detailed analysis of gendered management structures in creative and cultural organisations. We use this evidence base to further understand gender diversity in organisational leadership positions and the characteristics of different leadership styles.FindingsThe study generated unique understanding regarding gendered leadership within the creative and cultural industries. It identified that there are 32,800 female and 82,450 male leaders in the creative and cultural industries and despite there being a comparatively high proportion of all‐female managed organisations, there are half the number of female executives per organisation compared to the UK average.Practical implicationsA trend of polarisation of all female and all male led organisations was identified over the last 25 years, which was reflected in recognition of distinct female and male leadership styles. The study proves some assumptions about the leadership approach of men and women and identifies characteristics similar to the transactional and transformational styles described inWomen at the Topby Holden and McCarthy. Unless this trend is reversed, it is likely to become increasingly important for women and men to develop skills in both transactional and transformational leadership styles.Originality/valueThe paper provides a new examination of the balance of male and female leadership in organisations and significantly furthers debate about the under‐representation of women in leadership. It provides “hard‐data” to inform future dialogue regarding entrepreneurial women and further investigates the lack of women in leadership.