scholarly journals Inclusive/exclusive talent management, responsible leadership and organizational downsizing

2019 ◽  
Vol 38 (2) ◽  
pp. 87-104 ◽  
Author(s):  
Mohamed Mousa ◽  
Rami M. Ayoubi
Keyword(s):  
Higher Education ◽  
Business Schools ◽  
Academic Staff ◽  
Talent Management ◽  
Future Research ◽  
Responsible Leadership ◽  
Statistical Association ◽  
Content Type ◽  
Organizational Downsizing ◽  
The Relationship

PurposeThe purpose of this paper is to focus on three Egyptian public business schools in an attempt to explore the effect of inclusive/exclusive talent management on the organizational downsizing of academics and the mediating role of responsible leadership.Design/methodology/approachA total of 330 academics were contacted and given a set of questionnaires. After three follow-ups, a total of 240 responses were collected with a response rate of 72.73 percent. Multiple regressions were employed to show how much variation in organizational downsizing can be explained by inclusive/exclusive talent management and responsible leadership.FindingsThe findings highlighted a very weak statistical association between academics’ inclusive talent management and organizational downsizing, whereas a strong statistical association has been discovered between exclusive talent management and organizational downsizing. Statistical analysis showed that responsible leadership has no role in mediating the relationship between inclusive/exclusive talent management of academics and their downsizing.Research limitations/implicationsThe authors have focused on only three Egyptian public business schools, the matter that may limit opportunities to generalize the results of this study to private business schools and other faculties in Egypt. Future research could use a double source method.Practical implicationsBy preparing a set of academic competences, business schools will be able to classify their academic staff into talented and non-talented, and accordingly they can initiate their tailored downsizing strategies. Furthermore, undertaking a responsible strategy of downsizing, which includes and is not limited to justifying the need to decrease academic staff numbers to guarantee post-redundancy care practices for laid-off academics may alleviate many of the negative psychological, societal and economic consequences of downsizing.Originality/valueThis paper contributes by filling a gap in HR management and higher education literature, in which empirical studies on the relationship between talent management and academics’ organizational downsizing have been limited until now. This may create better research opportunities for cross-disciplinary papers that should be done by HR, higher education and leadership scholars.

scholarly journals Stakeholder engagement in sustainability reporting in higher education

2018 ◽  
Vol 19 (2) ◽  
pp. 313-336 ◽  
Author(s):  
Idoya Ferrero-Ferrero ◽  
María Ángeles Fernández-Izquierdo ◽  
María Jesús Muñoz-Torres ◽  
Lucía Bellés-Colomer
Keyword(s):  
Higher Education ◽  
Stakeholder Engagement ◽  
Academic Staff ◽  
Sustainability Reporting ◽  
Future Research ◽  
Quality Of Reporting ◽  
Stakeholder Expectations ◽  
Content Type ◽  
Exploratory Approach ◽  
Internal Stakeholders

Purpose The purpose of this study is to improve the understanding of stakeholder engagement in the context of sustainability reporting (SR) for higher education institutions (HEIs), together with the materiality principle and stakeholder expectations. Design/methodology/approach This research uses an exploratory approach based on content analysis, a case study and descriptive and inferential statistics. Findings Three key findings come out of this research. First, the results indicate that HEIs use diverse criteria for grouping stakeholders and that stakeholder engagement is a heterogeneous process. Second, the expectations of internal stakeholders align with the material aspects of SR. Finally, among internal stakeholders, students and academics disagree on the prioritisation of some sustainability aspects, with non-academic staff adopting an intermediate position. Practical implications This analysis improves our knowledge of stakeholder engagement in HEIs. It helps to identify the relevant impacts of stakeholder engagement, enhances the quality of reporting and encourages a real dialogue with stakeholders. Originality/value The study examines stakeholder engagement and how the materiality principle is adopted by HEIs through SR. Furthermore, it compares these results with stakeholder expectations, considering the discrepancies between stakeholders. The results open the way to future research to explore the potential conflicts and collaborations between and within stakeholders to advance towards more sustainable institutions in the higher education sector.

The effect of talent management and human capital on sustainable business performance: an empirical investigation in Malaysian hospitals

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nagwan Abdulwahab AlQershi ◽  
Ramayah Thurasamy ◽  
Gamal Abdualmajed Ali ◽  
Hussein Abu Al-Rejal ◽  
Amr Al-Ganad ◽  
...  
Keyword(s):  
Human Capital ◽  
Structural Equation ◽  
Business Performance ◽  
Talent Management ◽  
Mediating Effect ◽  
Future Research ◽  
Sustainable Business ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose This paper aims to examine the mediating role of human capital on the talent management in hospitals’ sustainable business performance in the health-care sector of Malaysia. Design/methodology/approach The study used a quantitative approach, with an initial sample of 174 Malaysian hospitals. The theoretical framework was based on previous studies of talent management (TM), human capital (HC) and sustainable business performance (SBP). Partial least squares-structural equation modelling (PLS-SEM) was used to test the study’s hypotheses. Findings Talent management mindset (TMM), but not talent management strategy (TMS), has a significant relationship with HC and SBP. HC has a significant direct relationship with SBP, and also mediates the relationship between TMM and SBP but not between TMS and SBP. Research limitations/implications This work is one of a limited number of studies to empirically address TM, HC and SBP in this context. The study is limited to Malaysian hospitals. It provides theoretical contributions by broadening the knowledge of HC, TM and the multifocal perspective of hospitals’ SBP, a relevant but underexplored issue, offering several avenues for future research. Practical implications The findings have beneficial practical implications for both policy makers and managers. First, focusing on talented people will directly improve sustainable performance in the Malaysian health sector. The findings also have important theoretical implications both for Malaysia and countries in similar situations. The study will serve as a reference point for such countries in trying to understand factors influencing SBP. Originality/value This is the first study to examine the mediating effect of HC on the relationship between talent management and hospitals’ sustainable business performance in Malaysia, or worldwide.

scholarly journals Talent management practices: perceptions of academics in Egyptian public business schools

2019 ◽  
Vol 38 (10) ◽  
pp. 833-846 ◽  
Author(s):  
Mohamed Mousa ◽  
Rami M. Ayoubi
Keyword(s):  
Management Practices ◽  
Business Schools ◽  
Mother Tongue ◽  
Academic Staff ◽  
Empirical Studies ◽  
Talent Management ◽  
Upper Egypt ◽  
Content Type ◽  
Academic Settings ◽  
Conducting Research

Purpose The purpose of this paper is to focus on 3 out of 24 business schools in Egypt in order to investigate their talent management practices of academics. Design/methodology/approach A total of 350 academics were contacted and 245 of them were interviewed in 49 face-to-face focus groups. The interview length for each focus group is about 45 min and is conducted in Arabic, the mother tongue of all respondents. Upon conducting the interviews, the authors used thematic analysis to determine the main ideas in the transcripts. Findings The authors did not detect any systematic approach for the management of academic talent in the chosen public business schools. Instead, there were irresponsible unorderly procedures undertaken by these business schools in staffing, empowering, motivating, evaluating and retaining those talents. Furthermore, the authors realized an absence of many cultural and technical dimensions like adaptability, consistency and knowledge sharing which may hurdle academic staff desires to do their best effort in teaching and conducting research. Moreover, these addressed academic members narrow perception of the concept “talent” that includes only musical and sports figures – the matter that reflects their lack of understanding for one of the hottest concepts in HR academic and practical arenas nowadays. Research limitations/ implications The focus is only on a single perspective (academics) and a single area (Upper Egypt) – a matter that neglects a variety of views (e.g. minister of Egyptian higher education and schools’ deans). Additionally, the results/findings of this study cannot be generalized to academic settings in other countries because the data are collected only from public business schools in Upper Egypt. Originality/value This paper contributes by filling a gap in HR management, in which empirical studies on the practices of managing talents have been limited so far.

Leadership styles, job satisfaction and organizational commitment among academic staff in public universities

2020 ◽  
Vol 39 (2) ◽  
pp. 253-268 ◽  
Author(s):  
Rogers Mwesigwa ◽  
Immaculate Tusiime ◽  
Bob Ssekiziyivu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Leadership Styles ◽  
Public Universities ◽  
Academic Staff ◽  
Methodological Approach ◽  
The Body ◽  
Future Research ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between leadership styles and Organizational commitment among academic staff in Ugandan Public Universities, mediated by Job Satisfaction.Design/methodology/approachThe study was cross-sectional, quantitative, and used correlation and regression to test the hypothesis. A sample of 353 academic staff was drawn from five public universities in Uganda, of which a response rate of 66 percent was obtained.FindingsOrganizational commitment among academic staff in public universities in Uganda depends on the age of the academic staff, length of service, position level, leadership styles employed, and job satisfaction. Findings further show that job satisfaction partially mediates the relationship between leadership styles and organizational commitment.Research limitations/implicationsOnly a single research methodological approach was employed; thus, future research through interviews could be undertaken to triangulate.Practical implicationsIn order to boost the organizational commitment among academic staff in Ugandan Public Universities, managers should always endeavor to employ a blend of leadership styles that leads to job satisfaction and can add value to the employee-employer relationship.Originality/valueThis study contributes to the body of knowledge by finding further support on the relationship between leadership styles and organizational commitment among academic staff in Ugandan public universities. It further demonstrates that job satisfaction partially transmits the effect of leadership styles on organizational commitment in public universities in Uganda.

University quality and emotional attachment of undergraduate students in a private higher education in Malaysia

2015 ◽  
Vol 42 (7) ◽  
pp. 644-665 ◽  
Author(s):  
Aznur Hajar Abdullah ◽  
Shaista Wasiuzzaman ◽  
Rosidah Musa
Keyword(s):  
Higher Education ◽  
Undergraduate Students ◽  
Structural Equation ◽  
Academic Staff ◽  
Private Higher Education ◽  
Equation Modeling ◽  
Future Research ◽  
Emotional Attachment ◽  
Content Type ◽  
Management Quality

Purpose – The purpose of this paper is to measure the influence of six university qualities, namely academic quality, academic staff quality, management quality, industrial linkage quality and facilities’ quality, on students’ total experience (STE) and emotional attachment. Design/methodology/approach – Judgmental sampling is used to collect data from a sample of 489 undergraduate students of a private higher academic institution. The data are then analyzed using structural equation modeling. Findings – This study finds that only management quality forms a significant direct relationship with emotional attachment, whereas facility quality and industrial linkage form a significant relationship with emotional attachment only when mediated with STE. Originality/value – The results provide important findings to researchers and management of higher education institutions for future research directions.

scholarly journals Antecedents and outcomes of enterprise social network usage within UK higher education

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shakiba Kazemian ◽  
Susan B. Grant
Keyword(s):  
Higher Education ◽  
Social Network ◽  
Structural Equation ◽  
Academic Staff ◽  
Future Research ◽  
Content Type ◽  
Factors Influencing ◽  
Use Of Technology ◽  
Usage Patterns ◽  
Enterprise Social Network

Purpose The purpose of this paper is to investigate factors influencing knowledge sharing on enterprise social network (ESN) use behaviour among academic staff in universities, using the unified theory of acceptance and use of technology (UTAUT) as the underlying research framework Design/methodology/approach A conceptual framework was created by extending the UTAUT by incorporating three additional factors, namely, feature value (FV), relationship expectancy (RE) and professional benefits. A quantitative approach based on the survey was used to collect data from 254 academic staff. Data were analysed using structural equation modelling. Findings The result indicated significant differences around factors influencing both consumptive and contributive usage patterns within ESNs. These factors suggest more contributive than consumptive use. Research limitations/implications Future research should consider a longitudinal study focusing on the change in ESN use behaviour among academic staff and the fundamental aspects influencing this change. Originality/value This study extends the UTAUT model by incorporating three additional factors: FV, RE and professional benefits, to study ESN use behaviour in a higher education context. This study has significantly modified UTAUT to include the dynamic nature of ESN usage.

Organizational inclusion and academics’ psychological contract

2019 ◽  
Vol 39 (2) ◽  
pp. 126-144 ◽  
Author(s):  
Mohamed Mousa
Keyword(s):  
Higher Education ◽  
Psychological Contract ◽  
Positive Impact ◽  
Empirical Studies ◽  
Responsible Leadership ◽  
Content Type ◽  
Hr Management ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to focus on three Egyptian public business schools in an attempt to explore the impact of organizational inclusion on the psychological contract with academics through the mediating the role of responsible leadership. Design/methodology/approach A total of 330 academics were contacted and given a set of questionnaires. After three follow-ups, a total of 240 responses were collected with a response rate of 72.73 percent. Multiple regressions were employed to indicate the level of variation in the types of psychological contract can be explained by organizational inclusion and responsible leadership. Findings The findings highlighted a positive impact for organizational inclusion on the psychological contract with academics through mediating responsible leadership or, in other words, the statistical analysis showed that responsible leadership has a role in mediating the relationship between the organizational inclusion of academics and their psychological contract type. Originality/value This paper contributes by filling a gap in HR management and higher education literature in which empirical studies on the relationship between organizational inclusion, responsible leadership and the psychological contract with academics have been limited until now. This may create better research opportunities for cross-disciplinary papers by scholars of HR, higher education and leadership.

Overconfidence of vocational education students when entering higher education

2015 ◽  
Vol 57 (4) ◽  
pp. 429-447 ◽  
Author(s):  
Mark P. Bowden ◽  
Subhash Abhayawansa ◽  
John Bahtsevanoglou
Keyword(s):  
Higher Education ◽  
Self Efficacy ◽  
Further Education ◽  
Small Sample ◽  
First Year ◽  
Education Students ◽  
Content Type ◽  
The Relationship ◽  
Practical Implications

Purpose – There is evidence that students who attend Technical and Further Education (TAFE) prior to entering higher education underperform in their first year of study. The purpose of this paper is to examine the role of self-efficacy in understanding the performance of students who completed TAFE in the previous year in a first year subject of microeconomics in a dual sector university in Melbourne, Australia. Design/methodology/approach – The study utilises data collected by surveys of 151 students. Findings – A student’s self-efficacy is positively associated with their marks in a first year subject of microeconomics. However, the relationship between final marks and self-efficacy is negative for those students who attended TAFE in the previous year suggesting that they suffer from the problem of overconfidence. When holding self-efficacy constant, using econometric techniques, TAFE attendance is found to be positively related to final marks. Research limitations/implications – The findings are exploratory (based on a small sample) and lead to a need to conduct cross institutional studies. Practical implications – The research points to the need for early interventions so that TAFE students perform well in their first year of higher education. It also points to potential issues in the development of Victorian Certificate of Applied Learning (VCAL) programs. Originality/value – To the best of the authors’ knowledge, this is the first paper to examine the inter-related impact of attendance at TAFE in the previous year and self-efficacy on the subsequent academic performance of TAFE students.

The relationship between MNCs’ strategies and executive staffing

2017 ◽  
Vol 25 (2) ◽  
pp. 233-250 ◽  
Author(s):  
Sangeetha Lakshman ◽  
C. Lakshman ◽  
Christophe Estay
Keyword(s):  
International Business ◽  
Business Strategy ◽  
Global Strategy ◽  
Business Strategies ◽  
Future Research ◽  
Research Approach ◽  
Global Integration ◽  
Content Type ◽  
Managerial Implications ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship of business strategies with executive staffing of multinational companies (MNCs). Design/methodology/approach Based on in-depth interviews conducted with top executives of 22 MNCs’, the authors identify important connections between international business strategies and staffing orientation. The authors used the qualitative research approach of building theory from interviews; thus, creating theoretical propositions from empirical evidence. Findings The authors find that when the pressure for global integration is high, MNCs use more parent-country national (PCNs) (ethnocentric staffing) as against the use of host-country managers (HCNs) (polycentric staffing) when this pressure is low. Additionally, MNCs using a global strategy are more likely to use an ethnocentric staffing approach, those using a multi-domestic strategy use a polycentric approach and firms using transnational strategy adopt a mix of ethnocentric and polycentric approaches. Research limitations/implications Although the authors derive theoretical patterns based on rich qualitative data, their sample is relatively small and comprises mostly of French MNCs. Generalizability to a broader context is limited. However, the authors’ findings have critical implications for future research. Practical implications The authors’ findings provide critical managerial implications for MNCs in matching their HR strategies with business strategies. These are important for effective strategy implementation. Originality/value Although MNC staffing orientations have been studied for a long time, their relationship to international business strategies is still not clearly understood. The authors contribute to the literature by investigating the relationship between MNCs’ business strategy types with staffing orientations.

Generation “X” and “Y” knowledge sharing behaviour

2017 ◽  
Vol 9 (2) ◽  
pp. 325-342 ◽  
Author(s):  
Muhammad Sabbir Rahman ◽  
Nuraihan Mat Daud ◽  
Hasliza Hassan
Keyword(s):  
Knowledge Sharing ◽  
Generational Differences ◽  
Structural Equation ◽  
Academic Staff ◽  
Peninsular Malaysia ◽  
Higher Learning ◽  
Cross Sectional ◽  
Content Type ◽  
Learning Institutions ◽  
The Relationship

Purpose The purpose of this paper is to investigate the relationship between employee motivation and intention for knowledge sharing behaviour. Inter-generational differences (generations X and Y only) were assumed to moderate in the relationship between intention and knowledge sharing behaviour of non-academic staff of higher learning institutions. This research also aims to test the role of behavioural intention as mediation between motivation and knowledge sharing behaviour. Design/methodology/approach This research tested a conceptual framework derived from widely accepted theories. This study was carried out on non-academic staff working at the different higher learning institutions in Malaysia. Respondents from private and public higher learning institutions in Peninsular Malaysia were asked to complete a self-administered questionnaire. This research also applied confirmatory factor analysis and structural equation modelling to examine the proposed hypothesis of this inquiry. Findings Results indicate that non-academic staff knowledge sharing behaviour was significantly mediated by intention between motivation and knowledge sharing behaviour relationship. More specifically, inter-generational differences (generations X and Y) play a significant moderation role between intention and knowledge sharing behaviour. Research limitations/implications The generalizability of this cross-sectional study can be strengthened by adopting a longitudinal approach in the next phase of the study. Practical implications The results of this research highlighted that the higher learning institutions need to institutionalize knowledge sharing behaviour among their non-academic staff (executive and non-executive) by facilitating knowledge sharing-oriented work environment. Originality/value This paper has attempted to furnish a comprehensive understanding of knowledge sharing behaviour among the non-academic staff of higher learning institutions.

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