Organizational spiritual leadership of worlds “made” and “found”

2014 ◽  
Vol 35 (2) ◽  
pp. 137-151 ◽  
Author(s):  
Eugene Z. Geh
Keyword(s):  
Experiential Learning ◽  
Organizational Development ◽  
Spiritual Leadership ◽  
Workplace Spirituality ◽  
Learning Model ◽  
Content Type ◽  
Conceptual Paper ◽  
Organizational Constructs ◽  
And Performance ◽  
Organizational Spirituality

Purpose – The purpose of this paper is to introduce and define the concepts of “energy” and “feel” into understanding organizational spiritual leadership. It does so through the following. First, it offers a view of workplace spirituality by defining the role of organizational spiritual leadership. Second, it introduces the metaphors of “made” as well as “found” organizational worlds, reflecting a constructivist and positivist perspective, respectively, and highlight their relevance to organizational spirituality. Third, it adapts David Kolb's experiential learning model to articulate an experiential learning model for navigating feel in both “made” and “found” worlds. Finally, it derives implications for leadership and organizational development research and practice in the context of workplace spirituality moving forward. Design/methodology/approach – This is a conceptual paper. It explores the ideas of “feel,” “energy,” and “inspiration” in the context of organizational spirituality. It also articulates an experiential learning model for navigating feel by taking into considering the constructivist and positivistic ontological perspectives embodied in the metaphors “made” and “found.” Research limitations/implications – This conceptual paper invites a re-consideration of commonly understood concepts such as motivation, and performance in the context of organizational spirituality. Practical implications – This paper includes telling implications for leaders seeking to understand the increasingly important concept of workplace spirituality. It invites them to seek to better understand why and how organizational spirituality matters to themselves and the people they lead. It prompts them to reconsider the value of important organizational constructs and their continued relevance in a rapidly changing workplace. Originality/value – To the best of the author's knowledge, this paper introduces an original conceptual experiential learning model for navigating “feel” in both “made” and “found” organizational worlds in the study of organizational spirituality.

Perceived value of internship experience: a try before you leap

2018 ◽  
Vol 8 (4) ◽  
pp. 376-394 ◽  
Author(s):  
Sonali Bhattacharya ◽  
Netra Neelam
Keyword(s):  
Experiential Learning ◽  
Performance Feedback ◽  
Work Experience ◽  
Selection Process ◽  
Learning Orientation ◽  
Research Approach ◽  
Content Type ◽  
Internship Experience ◽  
And Performance ◽  
Task Variety

Purpose The purpose of this paper is to examine how internship value is manifested in the context of a business school. The authors have examined the internship experience in terms of experiential learning and employability. Specifically, the authors investigate the factors that determine internship at four phases: design, conduct, evaluation and feedback. Design/methodology/approach The authors have applied a mixed method approach. In all, 110 students of a busines school were first surveyed on their expectation, motivation and level of preparation through a self-administered questionnaire before internship. Based on the survey result, eight of these students were interviewed in details about internship expectations from industry, the selection process for internship, communications or exchanges between intern and companies prior to internship and perceived industry expectation from interns. At the next phase, authors used a qualitative research approach by conducting semi-structured, in-depth interviews with 14 interns and their mentors after internship period. They were interviewed on design, conduct, evaluation and feedback process of the internship. Interviews tried capture what kind of leader-member exchange led to satisfactory internship experience and outcome from view of both inter and mentor. Findings The authors find that at various stages of internship program quality of mentor – intern exchanges (as defined by leadership exchange theory), and task characteristics as indicated by autonomy, task variety, task significance and performance feedback determine intern’s performance. An intern’s performance is antecedent to an intern’s and a mentor’s satisfaction and overall internship value. The authors also found that intrinsic capability of intern such as critical thinking ability and learning orientation result in enhanced value of internship experience. The proposed models, postulate that at designing stage, lower the level of communication from employers, higher the feeling of ambiguity and lower the perceived internship value in terms of experiential learning and perceived employability. Feeling of ambiguity is moderated by existence of prior work experience of interns. At conduction stage, mentor-intern exchange is directly related to flexibility in structure of the program and inversely related to dependency on peer learning. Mentor-intern exchange also related to mentor and intern’s learning value. However, the learning value is moderated by learning orientation of the intern. Originality/value The authors have tried the summer internship experience from the perspective of interns and mentors. This is the uniqueness of the research.

The relationship of individual spirituality and organizational spirituality with meaning and community at work

2017 ◽  
Vol 38 (7) ◽  
pp. 986-1003 ◽  
Author(s):  
Badrinarayan Shankar Pawar
Keyword(s):  
Empirical Support ◽  
Workplace Spirituality ◽  
Moderating Effect ◽  
Direct Effects ◽  
Empirical Examination ◽  
Content Type ◽  
Individual Spirituality ◽  
Effect Model ◽  
Organizational Spirituality ◽  
The Relationship

Purpose The purpose of this paper is to carry out an empirical examination to assess the nature of effects an employee’s individual spirituality and organizational spirituality have on the employee’s experience of meaning in work and community at work facets of workplace spirituality. Design/methodology/approach This paper specifies and examines, using a cross-sectional survey research design, the empirical support for two alternative models – a direct effects model and a moderating effect model – of the likely influences of an employee’s individual spirituality and organizational spirituality on the meaning and community facets of workplace spirituality. Findings The findings indicate considerable support for the direct effects model but no support for the moderating effect model. Within the direct effects model, organizational spirituality had much stronger association than employees’ individual spirituality with the workplace spirituality facets of meaning and community. Research limitations/implications This study may encourage future research to examine other antecedents of workplace spirituality, and the moderators and mediators of the relationship between organizational spirituality and workplace spirituality. Practical implications It suggests to the practitioners that for enhancing employee experiences of workplace spirituality, organizational spirituality implementation is a more effective way than developing employees’ individual spirituality. Social implications The study indicates that employees’ spiritual needs of meaning and community at work can be better fulfilled through organizational spirituality implementation than through individual spirituality development. Originality/value This is an original empirical examination and its value partly comes from its research implications and practice implications.

A collective organizational learning model for organizational development

2019 ◽  
Vol 40 (1) ◽  
pp. 107-123 ◽  
Author(s):  
Kung Wong Lau ◽  
Pui Yuen Lee ◽  
Yan Yi Chung
Keyword(s):  
Organizational Learning ◽  
Knowledge Transfer ◽  
Organizational Development ◽  
Learning Model ◽  
Learning Needs ◽  
Learning Models ◽  
Organizational Growth ◽  
Content Type ◽  
New Model ◽  
Business Environments

Purpose Organizational learning is traditionally structured with conventional in-house learning models aiming to equip employees with practical skills for operational needs. In contrast, contemporary goals emphasize unstructured organizational learning provided with learning environments to facilitate employees’ formal and informal knowledge creation. Therefore, the conventional organizational learning models are facing tremendous challenges, and it is crucial to change the traditional modes of practice into a new approach of collective learning and knowledge transfer. As well, the emergence of innovative business environments and tacit knowledge-based society urges a new form of organizational learning model to cope with employees’ learning, knowledge transfer and even knowledge management. The paper aims to discuss these issues. Design/methodology/approach In this study, the authors’ team applied a typological review for systematically analyzing current organizational learning models aiming to modify and create a new collective model. Findings The new model covers the strengths of existing approaches from which the fundamental 3Ps (i.e. principles, purposes and processes of organizational learning) concept is derived from incorporating a development perspective of organizational trajectories and technological innovations. Originality/value The authors envisage that the new model can facilitate organizations to assess and adapt their organizational learning needs and orientations by applying this organic and dynamic model which emphasizes assessment in relation to the competitive environment, technological trends and organizational growth.

scholarly journals Types of professionalization

2018 ◽  
Vol 8 (3) ◽  
pp. 298-316 ◽  
Author(s):  
Grazia Lang ◽  
Torsten Schlesinger ◽  
Markus Lamprecht ◽  
Kaisa Ruoranen ◽  
Christoffer Klenk ◽  
...  
Keyword(s):  
Cluster Analysis ◽  
Organizational Development ◽  
Online Survey ◽  
Hierarchical Cluster ◽  
Organizational Characteristics ◽  
Future Research ◽  
Content Type ◽  
Organizational Patterns ◽  
And Performance ◽  
And Cluster Analysis

Purpose The purpose of this paper is to identify types of professionalization in Swiss national sport federations (NSFs) and analyze organizational characteristics associated with specific types of professionalization. Such types reveal common patterns among the increasingly complex organizational designs of NSFs and thus contribute to the understanding of professionalization in NSFs. Design/methodology/approach An online survey of all Swiss NSFs was conducted to identify types of professionalization in these organizations using hierarchical cluster analysis, based on a multi-dimensional framework of professionalization. Findings The analysis revealed four types of professionalization: formalized NSFs managed by paid staff, NSFs managed by volunteers and a few paid staff off the field, NSFs with differing formalization and paid staff on the field, and moderately formalized NSFs managed by volunteers. The types differ in terms of the NSFs’ organizational characteristics, in particular, size, financial resources, Olympic status, and performance. Originality/value Applying factor and cluster analysis is a new approach to analyzing professionalization in NSFs that makes uncovering distinctive organizational patterns among a large number of NSFs possible. These results lay the foundation for understanding the professionalization of NSFs, counseling NSFs on their organizational development, and conducting future research on the design types of sport organizations.

The influence of spiritual leadership on spirituality, conscientiousness and job satisfaction and its impacts on the reduction of workplace deviant behavior

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wahyono ◽  
Dorojatun Prihandono ◽  
Andhi Wijayanto
Keyword(s):  
Job Satisfaction ◽  
Structural Model ◽  
Deviant Behavior ◽  
Spiritual Leadership ◽  
Workplace Spirituality ◽  
Negative Influence ◽  
Direct Influence ◽  
Content Type ◽  
Indirect Influence ◽  
Interesting Part

PurposeThis study examines the influence of spiritual leadership toward spirituality, conscientiousness, job satisfaction and reduction of deviant behavior.Design/methodology/approachThe method of data analysis used is a structural model based on WarpPLS (Solimun et al., 2017), with the first-order factor analysis based on variables with reflective indicators.FindingsThe research findings indicate that the sustainability of workplace spirituality and conscientiousness can stimulate the employees' job satisfaction, which eventually leads to the reduction of workplace deviant behavior (WDB). Accordingly, the direct influence of workplace spirituality on WDB is quite major ( 0.296), this indicates the importance of workplace spirituality for employees in working so that it can reduce the WDB. Conscientiousness had a negative influence on WDB. However, the interesting part about this study is the indirect influence of workplace spirituality on WDB through job satisfaction, which also has a major value ( 0.208) and almost equal to the direct influence. This circumstance depicts how workplace spirituality influences WDB as well as the importance of the improvement of employees' job satisfaction.Originality/valueThe originality of this study is primarily placed on the causal relationship between the variables of spiritual leadership and WDB; other than the direct influence, there is also an indirect influence that has a big value, which is the path of spiritual leadership toward WDB through workplace spirituality (−0.248). In other words, WDB is not only influenced directly by spiritual leadership but also by workplace spirituality.

Experiential learning in accounting work-integrated learning: a three-way partnership

2015 ◽  
Vol 57 (2) ◽  
pp. 204-218 ◽  
Author(s):  
Evangeline Elijido-Ten ◽  
Louise Kloot
Keyword(s):  
Experiential Learning ◽  
Online Survey ◽  
Study Data ◽  
Accounting Students ◽  
Integrated Learning ◽  
Content Type ◽  
Performance Reviews ◽  
Medium Enterprise ◽  
And Performance ◽  
Work Integrated Learning

Purpose – Work-integrated learning (WIL) helps improve the work readiness of accounting graduates. The purpose of this paper is to explore the role played by large and small-to-medium enterprise (SME) employers in providing experiential learning opportunities to accounting students in an Australian higher education context. Design/methodology/approach – Case-study data for this research were collected from the case university’s processes, semi-structured in-depth interviews with employer representatives and online survey with WIL students. Findings – The analysis reveals that both SMEs and large firms provide good training opportunities that enhance the student’s experiential learning particularly when proper WIL structures for pre-placement processes, training, supervision and performance reviews are in place. The results also confirm that WIL is seen as a positive experience by employers and students alike. Originality/value – There is a three-way partnership between the university, employers and students in a WIL contract. Calls for collaborative research involving all three parties have been made to enhance WIL programs. This study is a response to this call.

Spiritual leadership and work–family conflict: mediating effects of employee well-being

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
William D. Hunsaker
Keyword(s):  
Role Conflict ◽  
Family Conflict ◽  
Leadership Practices ◽  
Spiritual Leadership ◽  
Workplace Spirituality ◽  
Well Being ◽  
Equation Modeling ◽  
Work Family Conflict ◽  
Content Type ◽  
Work Family

PurposeThis study examines how employee well-being, in combination with spiritual leadership, helps mitigate the negative effects of work–family conflict.Design/methodology/approachThis study followed an explanatory research design to explain the relationship between spiritual leadership and work–family conflict. The approach was based on a cross-sectional survey of 278 workers from diverse industries and functional roles in South Korea's manufacturing and service sectors. Structural equation modeling and hierarchical regression analysis were used to test hypothesized relationships.FindingsResults confirmed that spiritual leadership and employee well-being inversely influenced work–family conflict, in terms of work-to-family and family-to-work role interference. Furthermore, employee well-being fully mediated both of these relationships.Practical implicationsThis study suggests that organizational competitiveness can be enhanced through a dual approach of organizational strategies and human resource training that cultivate employee well-being and a family-friendly environment. Notably, this study clarifies the value of leadership practices to both trigger and enhance employee well-being through a sense of meaningfulness in and at work.Originality/valueThis study expands the scope of our current understanding of how employee well-being is an effective mechanism in helping employees cope with work–family role conflict. Moreover, the study demonstrates the role that leadership practices, beyond the narrow interpretation of perceived supervisor support, play in helping employees cope with role conflict. Finally, this study enhances the field of workplace spirituality by examining the influence of spiritual leadership on employees' spiritual well-being and work–family conflict, which has not been currently addressed in the workplace spirituality field.

Experiential learning theory and hybrid entrepreneurship: factors influencing the transition to full-time entrepreneurship

2020 ◽  
Vol 26 (8) ◽  
pp. 1845-1863
Author(s):  
Caitlin Candice Ferreira
Keyword(s):  
Experiential Learning ◽  
Conceptual Model ◽  
Learning Theory ◽  
Perceived Risk ◽  
Secondary Data ◽  
Full Time ◽  
Experiential Learning Theory ◽  
Content Type ◽  
Factors Influencing ◽  
Conceptual Paper

PurposeThrough the lens of experiential learning theory, this conceptual paper examines the factors influencing the likelihood of transitioning from hybrid to full-time entrepreneurship. It is critical to evaluate the experiential learning that takes place during the hybrid phase, in order to establish a more nuanced understanding of the dynamic entrepreneurial journey.Design/methodology/approachThis conceptual paper made use of a secondary data analysis of the existing academic literature, in particular using a thematic analysis, in order to propose a conceptual model and associated propositions.FindingsThe proposed conceptual model identifies four factors: fear of failure, perceived risk, entrepreneurial competency development and self-efficacy that are predicted to influence the transition decision. This paper establishes hybrid entrepreneurship as an effective learning ground and path toward full-time entrepreneurship.Practical implicationsProviding insights into the factors that influence the transition, allows policy makers to establish systems and incubators to support hybrid entrepreneurs reach the tipping point at which they have sufficient knowledge to enter full-time entrepreneurship. This paper establishes the importance of developmental policies aimed at encouraging hybrid entrepreneurship. There are also implications for managers of hybrid entrepreneurs to establish policies that encourage a culture of transparency and reap the benefits of enhanced employee development.Originality/valueThe paper has three predominant sources of value. First, offering a multidisciplinary approach by extending an existing theory to a new context; second, through the establishment of a conceptual model, offering propositions readily linked to hypotheses for future empirical assessment and third, enhancing the visibility of hybrid entrepreneurship in the literature to encourage public policy intervention and support.

Value added: West Virginia University’s approach to innovative experiential learning

2019 ◽  
Vol 46 (5) ◽  
pp. 599-609
Author(s):  
Naomi E. Boyd ◽  
Gulnara R. Zaynutdinova ◽  
Michael Burdette ◽  
Nathan Burks
Keyword(s):  
Experiential Learning ◽  
West Virginia ◽  
Value Added ◽  
Financial Education ◽  
Learning Opportunities ◽  
Student Experiences ◽  
Investment Fund ◽  
West Virginia University ◽  
Content Type ◽  
And Performance

Purpose The purpose of this paper is to expand the domain of experiential learning by sharing the experiences of establishing and developing student managed investment fund (SMIF) at West Virginia University (WVU). Design/methodology/approach This paper discusses the structure and performance of the SMIF at WVU within the context of experiential learning literature in financial education. Findings The adopted structure and coordination of SMIF appears to be effective in bridging the gap between classroom and the professional world, while significantly enhancing student experiential learning opportunities, engagement and professional preparedness. Originality/value The paper presents experience of launching and operating a SMIF at WVU, which has recently joined the ranks of R1 research universities. While the importance of research productivity has been on the rise, the significance of strengthening student experiences has also been growing and maintaining the balanced approach can be challenging. Enrollment in WVUs undergraduate finance program grew 33 percent over the past three years. With growing enrollment and competitiveness of finance degree programs, experiential learning opportunities like WVU’s SMIF are an essential for an evolving curriculum.

Sailing through the COVID-19 pandemic: managing expatriates' psychological well-being and performance during natural crises

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Chhaya Mani Tripathi ◽  
Tripti Singh
Keyword(s):  
Well Being ◽  
Situational Factors ◽  
Virtual Collaboration ◽  
Psychological Well Being ◽  
Content Type ◽  
Crisis Events ◽  
Proposed Model ◽  
Conceptual Paper ◽  
And Performance ◽  
Practical Implications

PurposeThe unprecedented challenges brought about by the coronavirus (COVID-19) pandemic affected people's lives worldwide. The purpose of this study is to propose a conceptual model to explain how natural crisis events, such as COVID-19, cause stress and influence the psychological well-being (PWB) and performance of expatriates.Design/methodology/approachThe model presented in this conceptual paper is based on Bader and Berg's (2014) two-stage stress emergence and outcome model developed to study expatriates' performance in terrorism-endangered countries. The authors apply their model to natural crisis events and provide propositions to explain the postulated relationships.FindingsThe proposed model delineates the stressors that emerge from psychological and situational factors, and how they impact the PWB and performance of expatriates. The article emphasizes how resilience, social network, and support from the organization, supervisor, and family can help mitigate the adverse effects of stress on the PWB of expatriates. Furthermore, keeping in mind the prevailing situations due to COVID-19, the authors shed light on the indispensability of virtual collaboration in ameliorating expatriates' performance in challenging times.Practical implicationsImplications are discussed for organizations in devising plans and strategies to deal with unforeseen crisis events.Originality/valueThis study extends the expatriation literature to the events of natural crisis by incorporating the stress emergence-outcome model. In doing so, the authors identify the factors relevant to natural crises and apply them to understand how they could impact expatriates in such times.

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