Organizational outcomes of leadership style and resistance to change (Part Two)

2015 ◽  
Vol 47 (3) ◽  
pp. 135-144 ◽  
Author(s):  
Steven H. Appelbaum ◽  
Medea Cesar Degbe ◽  
Owen MacDonald ◽  
Thai-Son NGUYEN-QUANG
Keyword(s):  
Organizational Development ◽  
Leadership Style ◽  
Resistance To Change ◽  
Organizational Outcomes ◽  
The Body ◽  
Change Initiatives ◽  
Content Type ◽  
Organizational Outcome ◽  
Body Of Knowledge ◽  
Major Factors

Purpose – Organizations must react rapidly to evolving environments by engaging in change, ranging from minor adjustments to radical transformation. Many obstacles are encountered on the path towards achieving positive organizational outcomes, among which resistance to change prevents the level of mobilization critical to achieve a successful transformation. The purpose of this two-part paper is to offer a review of the body of knowledge explaining how leadership styles may address resistance to change in order to achieve desired organizational outcomes. For this purpose, multiple organizational concepts are visited and linked through a synthesized model proposing causality relationships between the various elements. Design/methodology/approach – A range of recently published empirical and practitioner research papers were reviewed to analyse the relationships in search of the variables that affect resistance during a major organizational change. In order to synthesize and bridge many concepts that are often studied separately, an overall model is proposed to help establish causal relationships between the elements of interest influencing organizational outcomes, in the context of a change. Findings – Leadership acts as an input at multiple levels, influencing organizational outcomes both directly – by continuously shaping employee attitude throughout change – and indirectly – by regulating the antecedents and moderators of their predisposition to change. These subsequently shape the extent of resistance to change, which translates from the perception of, commitment to and involvement in the change process. The interaction of the organizational environment with these factors ultimately determines the organizational outcome resulting from the change initiatives. Research limitations/implications – The model must be tested in another empirical article to measure its effectiveness. The complexity of the model may, however, hinder the ability to successfully correlate all the concepts. Practical implications – The paper suggests an overall framework that may help leaders and organizational development practitioners identify the major factors which may be considered during a change initiative or a transformation. Social implications – This paper highlights the multi-dimensional role of leadership style in successfully achieving organizational changes. Leaders’ emotional aptitude to influence their followers and employees’ natural and contextual predisposition to change transact to shape organizational outcomes. These social elements must be carefully assessed not only prior to embarking on a change implementation, but also to proactively invest in psychologically directed organizational training and development, at all hierarchical levels. Originality/value – The synthesis model is the novel contribution of the paper. It proposes an organized approach to relate multiple close yet distinct concepts that have so far been predominantly discussed separately.

Organizational outcomes of leadership style and resistance to change (Part One)

2015 ◽  
Vol 47 (2) ◽  
pp. 73-80 ◽  
Author(s):  
Steven H. Appelbaum ◽  
Medea Cesar Degbe ◽  
Owen MacDonald ◽  
Thai-Son NGUYEN-QUANG
Keyword(s):  
Organizational Development ◽  
Leadership Style ◽  
Resistance To Change ◽  
Organizational Outcomes ◽  
The Body ◽  
Change Initiatives ◽  
Content Type ◽  
Organizational Outcome ◽  
Body Of Knowledge ◽  
Major Factors

Purpose – Organizations must react rapidly to evolving environments by engaging in change, ranging from minor adjustments to radical transformation. Many obstacles are encountered on the path towards achieving positive organizational outcomes, among which resistance to change (RTC) prevents the level of mobilization critical to achieve a successful transformation. The purpose of this two-part paper is to offer a review of the body of knowledge explaining how leadership styles may address RTC in order to achieve desired organizational outcomes. For this purpose, multiple organizational concepts are visited and linked through a synthesized model proposing causality relationships between the various elements. Design/methodology/approach – A range of recently published empirical and practitioner research articles were reviewed to analyse the relationships in search of the variables that affect resistance during a major organizational change. In order to synthesize and bridge many concepts that are often studied separately, an overall model is proposed to help establish causal relationships between the elements of interest influencing organizational outcomes, in the context of a change. Findings – Leadership acts as an input at multiple levels, influencing organizational outcomes both directly – by continuously shaping employee attitude throughout change – and indirectly – by regulating the antecedents and moderators of their predisposition to change. These subsequently shape the extent of RTC, which translates from the perception of, commitment to and involvement in the change process. The interaction of the organizational environment with these factors ultimately determines the organizational outcome resulting from the change initiatives. Research limitations/implications – The model must be tested in another empirical article to measure its effectiveness. The complexity of the model may, however, hinder the ability to successfully correlate all the concepts. Practical implications – The paper suggests an overall framework that may help leaders and organizational development practitioners identify the major factors which may be considered during a change initiative or a transformation. Social implications – This paper highlights the multi-dimensional role of leadership style in successfully achieving organizational changes. Leaders’ emotional aptitude to influence their followers and employees’ natural and contextual predisposition to change transact to shape organizational outcomes. These social elements must be carefully assessed not only prior to embarking on a change implementation, but also to proactively invest in psychologically directed organizational training and development, at all hierarchical levels. Originality/value – The synthesis model is the novel contribution of the paper. It proposes an organized approach to relate multiple close yet distinct concepts that have so far been predominantly discussed separately.

Corporate psychopathy: deviant workplace behaviour and toxic leaders – part one

2015 ◽  
Vol 47 (4) ◽  
pp. 165-173 ◽  
Author(s):  
Henry S. Cheang ◽  
Steven H. Appelbaum
Keyword(s):  
Organizational Development ◽  
Organizational Adaptation ◽  
The Body ◽  
Good Reliability ◽  
Content Type ◽  
Psychopathy Checklist ◽  
Corporate Psychopathy ◽  
Corporate Psychopaths ◽  
Major Factors ◽  
Galvanic Skin Responses

Purpose – Increasingly, it is recognized that (larger) organizations have many employees who present with corporate psychopathy (i.e. a milder version of antisocial personality disorder (APD)). Importantly, such a disorder contributes to the presence of deviant workplace behaviour. Organizations must therefore adapt its practices to both identify and manage employees who either present with, or have tendencies towards, corporate psychopathy. As a means of developing a guiding framework for organizational adaptation, the purpose of this two-part paper is to offer two reviews of relevant research. The first revolves around the body of knowledge regarding corporate psychopathy and the primary, established behavioural method of identifying its presence; the second is a brief review on physiological measures that can complement current gold standards. Design/methodology/approach – A range of published empirical and practitioner research articles were reviewed to elaborate on APD and corporate psychopathy; showcase the efficacy of the currently most accepted method of detecting psychopathic behaviour – the Psychopathy Checklist (PCL) and; highlight physiological methods of detecting psychopathic tendencies which may complement usage of the PCL – electroencephalography, measurement of galvanic skin responses, and electromyography. Findings – Deviant workplace behaviours cause losses of billions of dollars across all business organizations, and much of this behaviour stems from corporate psychopaths in positions of leadership; the PCL, while useful, can nonetheless yield sharp differences in the identification of psychopathy across different administrators of the test; measures of physiological states show good reliability in discriminating psychopathic persons from non-psychopathic persons. Based on these findings, the authors propose guidelines for how to identify and mitigate the effects of corporate psychopathy for organizations. Research limitations/implications – The proposed guidelines must be tested in an empirical paper to measure their effectiveness. Practical implications – The paper suggests an overall framework that may help leaders and organizational development practitioners identify the major factors which may be considered to safeguard against the potentially detrimental conduct of corporate psychopaths in their organizations. Social implications – This paper highlights the need to identify and ward against the presence of corporate psychopaths. There needs to be guidelines for organizations on how to identify and mitigate the effects of corporate psychopathy for organizations. Originality/value – The suggestion of integrating physiological methods of detection with the PCL, as well as urging proactive education of all employees as the symptoms and effects of corporate psychopathy, is the novel contribution of the paper.

In extremis leadership of Sartrean authenticity

2014 ◽  
Vol 20 (3) ◽  
pp. 292-310 ◽  
Author(s):  
Mario Hayek ◽  
Wallace A. Williams ◽  
Russell W. Clayton ◽  
Milorad M. Novicevic ◽  
John H. Humphreys
Keyword(s):  
Authentic Leadership ◽  
Organizational Outcomes ◽  
The Body ◽  
Content Type ◽  
Body Of Knowledge ◽  
Positive Individual ◽  
Common Goals ◽  
Extreme Contexts ◽  
Leadership Research ◽  
Practical Implications

Purpose – The purpose of this paper is to extend the body of knowledge of authentic leadership in extreme contexts by developing a framework grounded in the Sartrean existentialist perspective on authenticity and illustrating this framework using the works of Xenophon. Design/methodology/approach – The authors use Sartre’s existential view of authenticity to develop a framework of authentic leadership in extreme contexts. They then use this framework to examine Xenophon’s recount of the retreat of the 10,000 in the classic work, Anabasis. For this analysis, the authors iterate between the ideas of the past and the concepts of the present to understand how this classic has influenced and informed the current body of knowledge about leadership. Findings – Using a Sartrean existentialist lens, “in extremis” authentic leaders exhibit an awareness of context extremity, responsibility in leading and following to share risks in extreme contexts and self-determination that inspires mutual trust and loyalty. Practical implications – A Sartrean existentialist perspective suggests that authentic leaders in extreme contexts reflect authenticity by exhibiting and encouraging freedom of choice. By espousing this perspective, authentic leaders create common goals and interests that appeal to followers' intrinsic motivation which has been found to result in positive individual and organizational outcomes. Originality/value – This paper contributes to the authentic leadership literature by using an existential conceptualization of authenticity to examine leadership in extreme contexts. This conceptualization might be more appropriate than the Aristotelian virtue-based deterministic philosophy that has dominated authentic leadership research.

Police chief leadership: styles and effectiveness

2014 ◽  
Vol 37 (1) ◽  
pp. 126-143 ◽  
Author(s):  
Mary B. Sarver ◽  
Holly Miller
Keyword(s):  
Leadership Styles ◽  
Leadership Style ◽  
The Body ◽  
Transformational Leaders ◽  
Police Chief ◽  
Police Chiefs ◽  
Content Type ◽  
Body Of Knowledge ◽  
Neo Five Factor Inventory ◽  
The Relationship

Purpose – The purpose of this paper is to examine the leadership styles of police chiefs and how these styles related to demographic, personality, and effectiveness. Design/methodology/approach – Participants included 161 police chiefs in Texas who completed the Multifactor Leadership Questionnaire (MLQ 5X-Short) leader form, the NEO Five-Factor Inventory (NEO-FFI), and a background characteristics form. Findings – Results indicate that the police chiefs were fairly evenly classified across leadership styles with the Transformational leaders rated as most effective. Transformational leaders are characterized as confident, energetic, and open-minded. Although few of the demographic variables predicted leadership styles, several of the personality characteristics were significant predictors. Originality/value – Few previous studies have reported the relationship between police leadership style, personality, and effectiveness. This study adds to the body of knowledge regarding the relationship between these variables by specifically targeting police chiefs.

Corporate psychopathy: deviant workplace behaviour and toxic leaders (part two)

2015 ◽  
Vol 47 (5) ◽  
pp. 236-243 ◽  
Author(s):  
Henry S. Cheang ◽  
Steven H. Appelbaum
Keyword(s):  
Personality Disorder ◽  
Organizational Development ◽  
Organizational Adaptation ◽  
The Body ◽  
Good Reliability ◽  
Content Type ◽  
Corporate Psychopathy ◽  
Corporate Psychopaths ◽  
Major Factors ◽  
Galvanic Skin Responses

Purpose – Increasingly, it is recognized that (larger) organizations have many employees who present with corporate psychopathy (i.e. a milder version of anti-social personality disorder). Importantly, such a disorder contributes to the presence of deviant workplace behavior. Organizations must therefore adapt its practices to both identify and manage employees who either present with, or have tendencies toward, corporate psychopathy. As a means of developing a guiding framework for organizational adaptation, this two part paper offers two reviews of relevant research. The first revolves around the body of knowledge regarding corporate psychopathy and the primary, established behavioral method of identifying its presence; the second is a brief review on physiological measures that can complement current gold standards. The paper aims to discuss these issues. Design/methodology/approach – A range of published empirical and practitioner research articles were reviewed to first, elaborate on anti-social personality disorder and corporate psychopathy; second, showcase the efficacy of the currently most accepted method of detecting psychopathic behavior – the Psychopathy Checklist (PCL); and third, highlight physiological methods of detecting psychopathic tendencies which may complement usage of the PCL – electroencephalography, measurement of galvanic skin responses, and electromyography. Findings – First, deviant workplace behaviors cause losses of billions of dollars across all business organizations, and much of this behavior stems from corporate psychopaths in positions of leadership. Second, the PCL, while useful, can nonetheless yield sharp differences in the identification of psychopathy across different administrators of the test. Third, measures of physiological states show good reliability in discriminating psychopathic persons from non-psychopathic persons. Based on these findings, the authors propose guidelines for how to identify and mitigate the effects of corporate psychopathy for organizations. Research limitations/implications – The proposed guidelines must be tested in an empirical paper to measure their effectiveness. Practical implications – The paper suggests an overall framework that may help leaders and organizational development practitioners identify the major factors which may be considered to safeguard against the potentially detrimental conduct of corporate psychopaths in their organizations. Social implications – This paper highlights the need to identify and ward against the presence of corporate psychopaths. There needs to be guidelines for organizations on how to identify and mitigate the effects of corporate psychopathy for organizations. Originality/value – The suggestion of integrating physiological methods of detection with the PCL, as well as urging pro-active education of all employees as the symptoms and effects of corporate psychopathy, is the novel contribution of the paper.

scholarly journals Operations management body of knowledge and its relevance to manufacturing and service organizations

2018 ◽  
Vol 25 (4) ◽  
pp. 373-389 ◽  
Author(s):  
Jurandir Peinado ◽  
Alexandre Reis Graeml ◽  
Fernando Vianna
Keyword(s):  
Operations Management ◽  
Lean Manufacturing ◽  
Process Management ◽  
Work Organization ◽  
The Body ◽  
Service Organizations ◽  
Manufacturing Companies ◽  
Content Type ◽  
Service Companies ◽  
Body Of Knowledge

Purpose The purpose of this paper is to assess the differences in importance assigned by manufacturing or service organizations to topics related to operations management and its attendant body of knowledge. Design/methodology/approach The authors did this by cataloguing and analyzing vacancy announcements related to operations management, presented by manufacturing and services companies in major Brazilian human resources websites. Findings The results show that manufacturing companies primarily hire personnel with skills in routine process management, quality management, lean manufacturing, ergonomics and work organization. Service companies generally seek professionals with knowledge and experience in logistics, supply chain management and project management. Research limitations/implications This study presents some limitations that reduce the power of its conclusions. There is some degree of subjectivity in the interpretation of the contents of the analyzed ads. In order to reduce this problem, the authors who did the tabulation of data marked the situations for which there were some doubts about the classification, discussing them with the other author, until they reached a consensus on the best way to classify each one. Originality/value The discussion about the importance assigned by manufacturing and service companies to the topics of operations management is crucial for not only the results obtained, but also to stimulate the debate on topics that comprise or should comprise the body of knowledge of operations management, and the way they are incorporated into business practice. This provides an additional opportunity to reflect on the potential of operations management in supporting business managers now and in the future.

Developing organizations: a system of enquiry, action and learning

2017 ◽  
Vol 31 (1) ◽  
pp. 12-14
Author(s):  
Wayne Graham
Keyword(s):  
Health Services ◽  
Small Business ◽  
Organizational Development ◽  
Design Methodology ◽  
Action Learning ◽  
Organizational Outcomes ◽  
Business Owners ◽  
Content Type ◽  
Business Practitioners ◽  
Practical Implications

Purpose This paper aims to demonstrate the applicability of an action learning model to improve organizational outcomes. Design/methodology/approach This paper extends previous work by applying the system of enquiry, action and learning (SEAL) model using an action research methodology to a small business operating in the health services industry. Findings The SEAL model is a useful approach to introduce small business practitioners to the principles of organizational development (OD). Research limitations/implications The application is limited to one small business, and subsequent studies could apply the model to more organizations that operate in industries other than health services. Practical implications Business owners from this study and previous studies have found the model to be useful in the improvement of organizational outcomes. Originality/value The SEAL model is a simplified model that introduces principles of OD and has provided value to the business owners of this study.

Event innovation induced corporate branding

2017 ◽  
Vol 29 (3) ◽  
pp. 862-882 ◽  
Author(s):  
Fiona X. Yang ◽  
Sherry Xiuchang Tan
Keyword(s):  
Corporate Branding ◽  
Structural Equation ◽  
Corporate Image ◽  
The Body ◽  
Equation Modeling ◽  
Future Research ◽  
Event Management ◽  
Content Type ◽  
Body Of Knowledge ◽  
Corporate Loyalty

Purpose This paper aims to empirically investigate how event innovation may induce desirable corporate branding. Design/methodology/approach A survey yielded 280 complete responses from tourists who had attended an event in Macau. Structural equation modeling was used to test the innovation-corporate loyalty framework through perceived event value and corporate image, with a multi-group comparison to examine differences between first-time and repeat customers. Findings The results indicate that innovation is not only the key to value enhancement of the event but also an efficacious instrument of branding the parent company and building corporate loyalty; only product-related innovation has a significant impact on event value; both functional and emotional values induce a more favorable corporate image; and event-induced corporate branding is more effective in securing repeat business than attracting new clientele. Practical implications The findings help hospitality operators and event planners to leverage innovative events for corporate branding and cater to different customer segments by providing distinct marketing strategies. Originality/value The study contributes to the body of knowledge regarding event management and corporate branding and sheds light on future research to explore the initiative and benefit of pushing forward event innovation.

Heritagisation of pop culture by museums and an analysis of visitor feedback

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
David S. Waller ◽  
Helen J. Waller
Keyword(s):  
Conceptual Framework ◽  
Cultural History ◽  
Pop Culture ◽  
The Body ◽  
Cultural Institutions ◽  
Visitor Experience ◽  
Content Type ◽  
Body Of Knowledge ◽  
Online Comments ◽  
Victoria And Albert Museum

PurposeIn recent years, there has been a “heritagisation” of pop culture, including music, whereby cultural institutions, such as galleries and museums in primarily Western countries, have run exhibitions based on pop culture to successfully market to a new audience of visitors. The purpose of this qualitative study is to explore the issue of the “heritagisation” of pop culture by museums and observe visitor response to a specific music-related exhibition, linking intangible and tangible elements of the exhibition to provide a framework to understand the visitor experience.Design/methodology/approachThe purpose will be achieved by observing the “heritagisation” of pop culture in the literature and past exhibitions, proposing how cultural institutions have linked the intangible and tangible elements of music in pop culture for an exhibition and observe visitors' feedback from online comments posted on Tripadvisor undertaken during the original “David Bowie is” exhibition at the Victoria and Albert Museum (V&A), London.FindingsFrom the Leximancer analysis, a new conceptual framework for visitor experience at an exhibition was developed, which contains three visitor-related categories: pre-exhibition, exhibition space and exhibition experience, with five themes (tickets, exhibition, displayed objects, David Bowie and visitors) and 41 text concepts.Practical implicationsFor cultural institutions the implications are that there can be opportunities to curate exhibitions on pop culture or music-related themes, which can include intangible and tangible elements, such as songs, videos, tickets, costumes, musical instruments and posters. These exhibitions can also explore the changing socio/political/historical/cultural background that contextualises pop cultural history.Originality/valueThis theory-building study advances the body of knowledge as it links music in pop culture and cultural institutions, specifically in this case a highly successful music-related exhibition at a museum, and provides a theoretical model based on tangibility elements. Further, it analyses museum visitor comments by using the qualitative software program, Leximancer, to develop a new conceptual framework for visitor experience.

Perceived effectiveness of e-governance as an underlying mechanism between good governance and public trust: a case of Indonesia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dadang Hartanto ◽  
Juhriyansyah Dalle ◽  
A. Akrim ◽  
Hastin Umi Anisah
Keyword(s):  
Local Governments ◽  
Good Governance ◽  
Underlying Mechanism ◽  
Public Trust ◽  
The Body ◽  
Perceived Effectiveness ◽  
Content Type ◽  
Body Of Knowledge ◽  
Governance Effectiveness ◽  
The Government

Purpose This study aims to investigate the association of perceived accountability, perceived responsiveness and perceived transparency, and public trust in local government. Additionally, mediation of the perceived effectiveness of e-governance was also tested between these relationships. Design/methodology/approach Using a quantitative cross-sectional field survey, primary data was collected at local administration levels from two cities in Indonesia. The final data set of 355 respondents was then analyzed using SmartPls3 and the measurement and structural models were tested. Findings Positive results were obtained for all the hypothesized links (direct and indirect relationships). The study’s findings revealed useful insights for policymakers and researchers regarding the public’s perception of good governance and their expectations from the government, which further lead toward trust in local governments. Practical implications The study concluded that good governance practices develop and enhance the public’s trust in the government, thus provided key policy directions. Originality/value This study contributes to the body of knowledge related to good governance elements and their impact on public trust in the local government via the underlying mechanism of perceived e-governance effectiveness in developing countries in general and particularly the Indonesian context. Moreover, it is a unique study in the good governance domain while considering three good governance elements into a single theoretical framework. Previous studies have explored these elements individually with public trust, so this combined framework advances the body of knowledge. This research’s findings also contributed toward validating good governance theory with e-governance effectiveness and public trust integration in a single comprehensive framework. This research also helped answer the questions arising from past literature about declining public trust trends in local governments.

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