Budi and Malay workplace ethics

2016 ◽  
Vol 10 (1) ◽  
pp. 78-92 ◽  
Author(s):  
Christopher Richardson ◽  
Md Salleh Yaapar ◽  
Sabrina Amir
Keyword(s):  
Social Relations ◽  
Work Performance ◽  
Content Type ◽  
Cultural Traditions ◽  
Managerial Practices ◽  
Workplace Ethics ◽  
Management Literature ◽  
Conceptual Paper ◽  
Workplace Practices

Purpose – The purpose of this paper is to explore the role of budi, a concept incorporating moral values and intellect, in shaping the Malay workplace ethics and behaviour of the Malays. Design/methodology/approach – This is a conceptual paper investigating how existing knowledge of budi and Malay cultural traditions manifests and affects contemporary workplace practices. Findings – Although the origins of budi can be traced back to pre-Islamic Malay civilisation, its influence can still be found in contemporary workplace settings. For example, the hierarchical organisational structure and workplace etiquette that characterise Malay managerial practices are related to budi. At the same time, this paper also suggests that budi may potentially serve as a catalyst for certain less desirable work practices, including the greater importance attached to prioritising social relations over work performance. Originality/value – In analysing budi, the paper explores a largely overlooked cultural concept within management literature. Although the Malay world is a rapidly growing centre of economic and business activity, relatively little scholarly attention has been devoted to exploring the cultural underpinnings and foundations that shape and influence Malay managerial and workplace practices among Malays.

Artificial intelligence in personnel management: the development of APM model

2020 ◽  
Vol 33 (4) ◽  
pp. 377-388
Author(s):  
Kirk Chang
Keyword(s):  
Artificial Intelligence ◽  
Organizational Performance ◽  
Personnel Management ◽  
Narrative Analysis ◽  
Well Being ◽  
Content Type ◽  
Managerial Practices ◽  
Management Literature ◽  
Job Levels

Purpose Managers have mixed views of how artificial intelligence (AI) affects personnel management (PM). The purpose of this paper is to identify potential knowledge gap and bring new insights to the AI-personnel-management literature. Design/methodology/approach Both applicability and theoretical perspectives are adopted to critically discuss the constraint and opportunity of AI in PM. Tables and narrative analysis are used to clarify the role of AI in managerial practices. Findings Research findings have helped to develop a new model titled AI in Personnel Management (APM). The APM model unfolds itself in three levels, followed by potential outcome. The three levels comprise “organizational, managerial and individual job levels,” and the outcome comprises “organizational performance, employees’ well-being and staff turnover rate”. Research limitations/implications The APM model helps managers to understand the implication of AI in their workplace. With better understanding of AI’s implication, managers are more likely to develop appropriate AI-driven managerial policies, which in turn benefit employees and their organizations. The APM model acts as a reference guide, helping managers to evaluate the AI’s constraint and opportunity in their managerial practices. Originality/value The APM model is valuable and informative to the academic researchers, as it has first responded to Malik et al. (2019)’s call (re: the absence of AI and management literature), and, more importantly, it has advanced the knowledge of AI–management relationship, supporting scholars to further understand the role of AI in PM.

The effect of occupational self-efficacy on work performance through intrinsic work motivation

2018 ◽  
Vol 41 (2) ◽  
pp. 186-201 ◽  
Author(s):  
Fatih Çetin ◽  
Duysal Aşkun
Keyword(s):  
Intrinsic Motivation ◽  
Self Efficacy ◽  
Design Methodology ◽  
Work Performance ◽  
Work Motivation ◽  
Employee Motivation ◽  
Content Type ◽  
Managerial Practices ◽  
And Performance

Purpose Today, organizations work hard to improve the motivation of their employees and related knowledge, skills and abilities to enhance work performance. Among many other variables, self-efficacy proved to have an influential role in work performance. The main purpose of the current study is to investigate the role of occupational self-efficacy on work performance through intrinsic motivation by using a longitudinal analysis. Design/methodology/approach Participants were 76 employees from diverse organizations operating in an organized industrial region in Turkey. Participants filled in a weekly questionnaire during ten consecutive weeks. Findings Results of multilevel analyses confirmed our hypotheses by showing that occupational self-efficacy and intrinsic motivation have a significant influential role over work performance, and intrinsic motivation serve as a partial mediator in this relationship. Originality/value The study findings also reveal important information for organizational and managerial practices to improve employee motivation and performance.

scholarly journals Paradox and market renewal

2018 ◽  
Vol 36 (7) ◽  
pp. 750-763 ◽  
Author(s):  
Joel Hietanen ◽  
Pekka Mattila ◽  
Antti Sihvonen ◽  
Henrikki Tikkanen
Keyword(s):  
Design Methodology ◽  
Content Type ◽  
Conceptual Paper

Purpose The purpose of this paper is to continue the emerging stream of literature that has found knockoffs and counterfeits to be unobtrusive or even beneficial to luxury companies by analyzing how they produce paradoxes of meaning and contribute to the renewal of luxury markets. This is done by exploring them as doppelgänger brand images that reappropriate brand imagery for their own purposes. Design/methodology/approach This is a conceptual paper that focuses on the role of knockoffs and counterfeits in the renewal of luxury markets. Findings The findings highlight how knockoffs and counterfeits can contribute to the emergence and cyclical diffusion of luxury. As luxury offerings are introduced to the market, knockoffs and counterfeits accelerate the snob effect, aid in anchoring trends and contribute to induced obsolescence. During diffusion, knockoffs and counterfeits can strengthen aspiration, bandwagon and herding effects. In doing so, knockoffs and counterfeits create a paradox as they simultaneously legitimize the idea of the “authenticity” of genuine offerings through their presence in the market and create cyclical demand for novel offerings by undermining the authenticity claims of existing luxury offerings. Thus, knockoffs and counterfeits can be understood as a paradox of luxury markets that contributes to the market cyclicality not despite but because of this paradoxical interplay. Originality/value While research on knockoffs and counterfeiting is plentiful in the field of marketing, this is among the few studies that analyze how these offerings contribute to luxury markets and their renewal.

Understanding level 5 leaders: the ethical perspectives of leadership humility

2017 ◽  
Vol 36 (5) ◽  
pp. 724-732 ◽  
Author(s):  
Cam Caldwell ◽  
Riki Ichiho ◽  
Verl Anderson
Keyword(s):  
Research Information ◽  
Content Type ◽  
Building Trust ◽  
Good To Great ◽  
Conceptual Paper ◽  
The Relationship ◽  
Follower Trust ◽  
Practical Implications ◽  
Ethical Perspectives

Purpose The purpose of this paper is to explore the ethical perspectives of leadership humility. Jim Collins, in his seminal work, Good to Great, noted that all great organizations are led by “Level 5 leaders (L5Ls).” These leaders exhibit fierce resolve, but incredible humility. This paper examines the nature of humility and its assumptions associated with 12 frequently cited ethical perspectives. Humility builds high follower trust and commitment so often lacking in the modern organization. The paper identifies four practical contributions for scholars and leaders who seek to understand the role of humility in leadership effectiveness. Design/methodology/approach This paper is a conceptual paper which relies heavily on research from the current literature about leadership, trust, and humility. Findings This paper compares humility with 12 well-regarded ethical perspectives and presents humility as an ethically-relevant leadership construct that helps leaders to build trust, commitment, and followership. Research limitations/implications Because this paper is not an empirical study, it does not present research information, propositions, or hypotheses. Practical implications This paper suggests that leaders can be more effective if they come to understand the implicit ethical nature of leadership and the importance of humility in building trust. Originality/value Although Collins’ research about great organizations identified the importance of Level 5 leadership 15 years ago, very little has been written about the nature of humility as a leadership virtue. More importantly, this paper is among the first to identify the relationship between ethics and humility for L5Ls.

scholarly journals Zooming out: actor engagement beyond the dyadic

2018 ◽  
Vol 29 (3) ◽  
pp. 333-351 ◽  
Author(s):  
Matthew J. Alexander ◽  
Elina Jaakkola ◽  
Linda D. Hollebeek
Keyword(s):  
Structuration Theory ◽  
Multiple Roles ◽  
Content Type ◽  
Meta Level ◽  
Analytical Perspective ◽  
Conceptual Paper ◽  
Multiple Levels ◽  
Service Ecosystem ◽  
Organizational Mechanisms

Purpose The purpose of this paper is to broaden extant understanding of actor engagement behavior beyond its currently dominant dyadic (micro-level) focus, by examining it from multiple levels of aggregation within a service ecosystem framework. Design/methodology/approach This conceptual paper draws on service-dominant logic and structuration theory as theoretical lenses to inform engagement research. Findings By means of a stepwise exercise of “zooming out,” the paper introduces a multi-perspective (micro-, meso-, macro- and meta-level) view of actor engagement that develops understanding of multiple engagement contexts, and suggests that balancing multiple roles may result in actor disengagement behavior. The role of reference groups and role conflict associated with balancing multiple roles is critical to understanding why engaged actor proclivities may wax and wane between contexts. Research limitations/implications The paper offers a set of five propositions that can be utilized by engagement scholars undertaking further research in this area. Practical implications Firms need to understand the values and norms embedded in diverse engagement contexts which can affect actor groups’ needs and motivations. Firms should develop appropriate organizational mechanisms to facilitate (rather than impede or obstruct) the desired behaviors of engaged actors. Originality/value The broader context within which engaged actors operate, and its effects on engagement, has been largely overlooked to date. By broadening the analytical perspective on engagement beyond the dyadic this paper reveals previously unaddressed aspects of this phenomenon, such as the role of disengagement behavior, and the effects of multiple engagement contexts on actors’ future behaviors.

Fear after being fired: the moderating role of resilience in lessening the time between employment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alex Scrimpshire ◽  
Marcia Lensges
Keyword(s):  
Personality Trait ◽  
Design Methodology ◽  
Affective Events Theory ◽  
Content Type ◽  
Future Analysis ◽  
Natural Response ◽  
Conceptual Paper ◽  
Job Termination ◽  
Moderating Role

PurposeThe purpose of this paper is to study how the interplay of the emotion of fear and the personality trait of resilience affect time to reemployment after job termination. The authors carried out the research by extending affective events theory (AET) beyond the workplace.Design/methodology/approachThis paper is a conceptual paper intended to lay the groundwork for future analysis in the areas of fear and resilience, specifically in the time after job termination.FindingsThe paper suggests that fear is a natural response to job termination, and there are two responses to fear: one of action to rid oneself of fear (“fight or flight”) and one of paralysis, in which an individual remains in a fear state. The authors put forth that one's level of resilience is a factor in determining time to reemployment.Originality/valueWhile there are numerous studies on the role emotions play in the workplace and in particular, the role of fear about potentially getting fired, there are few, if any, studies on the role of fear after losing a job. The authors feel this is a warranted area of study as fear can have both positive and negative responses. The authors also contend that a major diver of these fear responses is an individual's level of resilience, and this can be a significant predictor of the individual's time to reemployment.

Does work engagement mediate the perceived career support- and career adaptability- work performance relationship?

2019 ◽  
Vol 12 (2) ◽  
pp. 310-327 ◽  
Author(s):  
Manish Gupta
Keyword(s):  
Work Engagement ◽  
Work Performance ◽  
Career Adaptability ◽  
Career Support ◽  
Content Type ◽  
Mediating Role ◽  
Positive Effects ◽  
Relationship Of ◽  
The Relationship

Purpose The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance. Design/methodology/approach Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework. Findings Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially. Research limitations/implications Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance. Practical implications The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work. Originality/value To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.

The truth (as I see it): philosophical considerations influencing a typology of fake news

2019 ◽  
Vol 29 (2) ◽  
pp. 150-158
Author(s):  
Caitlin Candice Ferreira ◽  
Jeandri Robertson ◽  
Marnell Kirsten
Keyword(s):  
Knowledge Creation ◽  
Design Methodology ◽  
Alternative View ◽  
Extensive Literature ◽  
Fake News ◽  
Power Structures ◽  
Content Type ◽  
Conceptual Paper ◽  
Practical Implications

Purpose The purpose of this paper is to provide an overview of the philosophical considerations of fake news and provide an alternative view to current conceptualizations of its binary nature. Through an evaluation of existing research, a typology of fake news is presented that considers the possibility that the propagation of fake news about a brand, may be stemming from the brand itself, a previously unexplored field in the literature. Design/methodology/approach This is a conceptual paper based on extensive literature review on the fields of fake news and knowledge creation, resulting in the creation of a synthesized typology. Findings The role of power structures greatly influences the ability for a brand to respond to fake news. Externally constructed disinformation is seemingly more difficult for a brand to address, as a result of having limited control over the message. Internally constructed information, while stemming from the brand itself provides the brand with more control, but a greater public distrust as the source of the fake news seems to confirm the disinformation. Practical implications This paper presents a typology that contrasts the source of the construction of disinformation and the extent to which the facts have been fabricated. Furthermore, this paper provides future researchers with an alternate understanding of the conceptualization of fake news. Originality/value This paper is the first of its kind to establish a typology of fake news on the basis of the source of construction of disinformation. The source plays an important role when assessing the associated brand risks and developing an approach to combat potential negative implications.

The collective consumption network

2014 ◽  
Vol 24 (6) ◽  
pp. 545-564 ◽  
Author(s):  
Elina Närvänen ◽  
Evert Gummesson ◽  
Hannu Kuusela
Keyword(s):  
Social Relations ◽  
Participant Observation ◽  
Case Study Research ◽  
Weak Links ◽  
Data Generation ◽  
Content Type ◽  
Face To Face ◽  
Heterogeneous Consumption

Purpose – The purpose of this paper is to introduce a network perspective to the study of collective consumption. The authors examine the characteristics of heterogeneous consumption collectives formed around a Finnish footwear brand. The case is both theoretically and practically relevant. It differs from previous research by featuring consumer grassroot activities, face-to-face interaction and strong pre-existing social relationships. Design/methodology/approach – Qualitative case study research was conducted with different methods of data generation including interviews, participant observation and cultural materials such as newspaper articles and photos. Findings – A new concept of collective consumption network is introduced. Five kinds of consumption collectives are identified, including place focussed, brand focussed, activity focussed, idea focussed and social relations focussed consumption collectives. The strength of ties as well as the role of the brand varies within the collectives. Practical implications – Suppliers should find an appropriate network position, where they can enable and support shared value creation. Developing skills to identify and cultivate weak links as well as mobilize resources are important. Originality/value – The findings illustrate the heterogeneity and complexity of collective consumption. In particular, the paper discusses the way self-organizing and emergent consumption collectives and the supplier interact and integrate resources within the network.

Benevolent leadership, perceived supervisory support, and subordinates’ performance

2017 ◽  
Vol 38 (7) ◽  
pp. 897-911 ◽  
Author(s):  
Simon C.H. Chan
Keyword(s):  
Work Performance ◽  
Psychological Empowerment ◽  
Manufacturing Plant ◽  
Supervisory Support ◽  
Content Type ◽  
Mediating Role ◽  
Perceived Supervisory Support ◽  
Benevolent Leadership ◽  
Objective Performance

Purpose The purpose of this paper is to examine the mediating role of perceived supervisory support (PSS) and the moderating role of psychological empowerment between benevolent leadership and subordinates’ objective performance (from appraisal report evaluated by immediate supervisors after a year) over time. Design/methodology/approach A sample of 312 employees in a manufacturing plant in the People’s Republic of China was collected. Descriptive statistics and linear regression analyses were used to analyze the data. Findings The results indicated that PSS mediated the relationship between benevolent leadership and subordinates’ objective performance. This positive relationship of benevolent leadership and subordinates’ performance was stronger when supervisors exhibited higher levels of psychological empowerment. Research limitations/implications The main limitation of this study is that the sample was collected from the administrative staff of a manufacturing plant in China. The results may not be generalized in different contexts and professions, given the contextually and culturally specific setting. Practical implications Benevolent leadership appears to be effective in driving the work performance of subordinates. Originality/value The relationships among benevolent leadership, PSS, and work performance of subordinates have shown significant explanation.

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