Providing strategic leadership for learning: optimizing managerial coaching to build learning organizations

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andrea D. Ellinger ◽  
Alexander E. Ellinger
Keyword(s):  
Learning Organization ◽  
Learning Organizations ◽  
Performance Outcomes ◽  
Strategic Leadership ◽  
Future Research ◽  
Managerial Coaching ◽  
Content Type ◽  
Leadership For Learning ◽  
Work Related ◽  
Highly Correlated

Purpose The purpose of this paper and the contribution to this Special Issue is to build on Kim and Watkins’ (2018) recent finding that “leaders mentor and coach those they lead” is the item in the Dimensions of the Learning Organization Questionnaire (DLOQ©) that is most highly correlated with performance. Given the criticality of providing strategic leadership for learning and, more specifically, the consistent associations between leaders who mentor and coach and work-related performance outcomes, a better understanding of the associations between the learning organization concept and managerial coaching is warranted. Watkins and Kim (2018, p. 22) contend that “future directions for learning organization research include a search for the elusive interventions that would create a learning organization.” In response to this call for research, a research agenda for assessing managerial coaching as a learning organization (LO) intervention is proposed. Design/methodology/approach This conceptual paper briefly reviews literature on the learning organization and the DLOQ© instrument, followed by a more in-depth review of the managerial coaching literature and suggestions for how future research could be conducted that more closely integrates these two concepts. Findings Existing literature suggests that “provide strategic leadership for learning”, a dimension in the DLOQ, is one of the most pivotal dimensions for creating learning cultures that build learning organizations. Specifically, an item within this dimension, “leaders who mentor and coach” has been recently identified as one of the most critical aspects associated with strategic leadership for learning. Originality/value The extant managerial coaching literature offers a solid foundation for more closely integrating and mainstreaming the developmental intervention of managerial coaching into learning organizations. Directions for future research that identifies fine-grained perspectives of the discrete facets of managerial coaching in learning organization contexts are suggested.

scholarly journals The job demands-resources model and the international work context – a systematic review

2014 ◽  
Vol 2 (3) ◽  
pp. 260-279 ◽  
Author(s):  
Lucy T.B. Rattrie ◽  
Markus G. Kittler
Keyword(s):  
Systematic Review ◽  
Empirical Studies ◽  
Domestic Work ◽  
Job Demands ◽  
Empirical Literature ◽  
Future Research ◽  
Content Type ◽  
International Work ◽  
Work Related ◽  
Work Contexts

Purpose – The purpose of this paper is to provide a synthesis and evaluation of literature surrounding the job demands-resources (JD-R) model (Demerouti et al., 2001) in the first decade since its inception, with particular emphasis on establishing an evidence-based universal application towards different national and international work contexts. Design/methodology/approach – The study uses a systematic review approach following the stages suggested by Tranfield et al. (2003). Based on empirical data from 62 studies, the authors systematically analyse the application of the JD-R model and queries whether it is applicable outside merely domestic work contexts. Findings – The authors find convincing support for the JD-R model in different national contexts. However, the authors also found an absence of studies employing the JD-R model in cross-national settings. None of the empirical studies in the sample had explicitly considered the international context of today’s work environment or had clearly associated JD-R research with the IHRM literature. Research limitations/implications – Based on the wide acceptance of the JD-R model in domestic work contexts and the increased interest in work-related outcomes such as burnout and engagement in the IHRM literature, the study identifies a gap and suggests future research applying the JD-R model to international work and global mobility contexts. Originality/value – This study is the first to systematically assess the application of the JD-R model in domestic and international work contexts based on a systematic review of empirical literature in the first decade since the inception of the model. The study identifies a lack of internationally focussed JD-R studies and invites further empirical research and theoretical extensions.

Sustainability balanced scorecard architecture and environmental performance outcomes: a systematic review

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Suaad Jassem ◽  
Zarina Zakaria ◽  
Anna Che Azmi
Keyword(s):  
Conceptual Framework ◽  
Balanced Scorecard ◽  
Environmental Performance ◽  
Performance Outcomes ◽  
Decision Makers ◽  
Future Research ◽  
Double Blind ◽  
Holistic Model ◽  
Content Type ◽  
The Relationship

PurposeThis study aims to assess the current state of research on the use of sustainability balanced scorecards (SBSCs), as they relate to environmental performance-related outcomes. It also seeks to present a conceptual framework proposing relationships between SBSC and environmental performance.Design/methodology/approachThis paper conducts a systematic literature review of articles published in double-blind peer-reviewed journals that are listed on Scopus and/or Web of Science databases.FindingsThe first part of the paper reveals that two architectures of SBSC appear to be dominant in the literature (SBSC-4 where sustainability parameters are integrated with the four perspectives of the balanced scorecard and SBSC-5 where sustainability is shown as an additional standalone fifth perspective). The next part of the paper presents a conceptual model relating SBSC as decision-making tools to environmental performance outcomes. The paper also indicates that SBSC knowledge mediates the above relationships. Furthermore, based on the theory of expert competence, the presence of experts possibly moderates the relationship between SBSC architecture and environmental performance outcomes.Research limitations/implicationsThe literature indicates a lack of consensus on establishing a clear linkage on the relationship between SBSC architecture and environmental performance outcomes. As a result, a holistic conceptual framework where SBSC knowledge acts as a mediator and presence of experts as a moderator may be able to provide a more consistent relationship between SBSC architecture and environmental performance outcomes.Practical implicationsThe conceptual framework proposed provides factors to be considered by decision makers, for effective outcomes when aiming to achieve environmental stewardship objectives.Social implicationsEnvironmental performance by business organisations have come under close scrutiny of stakeholders. As a result, the holistic model proposed in the current study may pave the path for decision-makers to achieve superior environmental outcomes, leading to greater satisfaction of stakeholders such as the communities that are impacted by the business operations of an organisation.Originality/valueThis is the first paper to propose a model for future research regarding the link between SBSC and environmental performance outcomes – with expert managers acting as moderators and SBSC knowledge acting as a mediator.

Strategic leadership and management factors driving sustainability in health-care organizations in Thailand

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Suparak Suriyankietkaew ◽  
Pavinee Kungwanpongpun
Keyword(s):  
Health Care ◽  
Health Care Organizations ◽  
Performance Outcomes ◽  
Equation Modeling ◽  
Strategic Leadership ◽  
Sustainable Leadership ◽  
Leadership And Management ◽  
Content Type ◽  
Positive Effects ◽  
Management Factors

Purpose This empirical study aims to identify the essential strategic leadership and management factors underlying sustainability in healthcare. It also examines which factors drive sustainability performance outcomes (SPO) in health-care organizations, an analysis lacking to date. It provides a strategic leadership and management perspective toward sustainable healthcare, responding to the United Nations Sustainable Development Goals.Design/methodology/approachThe investigation adopted Sustainable Leadership as its research framework. Using a cross-sectional survey, 543 employees working in health-care and pharmaceutical companies in Thailand voluntarily provided responses. Factor analyses and structural equation modeling were employed.Findings The results revealed an emergent research model and identified 20 unidimensional strategic leadership and management factors toward sustainability in healthcare. The findings indicate significant positive effects on SPO in health-care organizations. Significant factors include human resource management/development, ethics, quality, environment and social responsibility, and stakeholder considerations.Research limitations/implicationsThe study was conducted in one country. Future studies should examine these relationships in diverse contexts. In practice, health-care firms should foster significant strategic leadership and management practices to improve performance outcomes for sustainability in healthcare.Originality/value This paper is the first empirical, multidisciplinary study with a focus on strategic leadership, health-care management and organizational sustainability. It identifies a proxy for measuring the effects of essential strategic leadership and managerial factors for sustainability in pharmaceutical health-care companies. It advances our currently limited knowledge and provides managerial implications for improving performance outcomes toward sustainable healthcare.

Work–family enrichment: an integrative review

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Monika Agrawal ◽  
Ritika Mahajan
Keyword(s):  
Integrative Review ◽  
Family Type ◽  
Future Research ◽  
Content Type ◽  
Work Related ◽  
Managerial Implications ◽  
Antecedents And Consequences ◽  
Work Family ◽  
Work Family Enrichment ◽  
Family Enrichment

PurposeThe purpose of this study is to provide an integrative review of work–family enrichment literature.Design/methodology/approachThe study is based upon 206 peer-reviewed papers derived from systematic search in the Scopus database. The review ascertains its relevance by analyzing the publication trends, research designs, data analysis techniques, sample characteristics, measures and findings of selected articles.FindingsThe study notes a rising trend of publication activity in the Asian region on this topic. Empirical research using regression is the most popular research design in this field. Most of the research studies have targeted samples based on family type and/or gender. The majority of the studies include directionality to measure work–family enrichment. Notably, work-related antecedents and consequences have received the most attention from the research community. Crossover models have concentrated on spousal dyad samples.Originality/valueAs per the authors' knowledge, the study is a primary attempt to integrate the extant literature on this subject. Additionally, the study presents the gender role ideology as a potential moderator and provides future research directions along with managerial implications.

Implementing strategic responses in the COVID-19 market crisis: a study of small and medium enterprises (SMEs) in India

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Guydeuk Yeon ◽  
Paul C. Hong ◽  
Elangovan N. ◽  
Divakar G. M.
Keyword(s):  
Emerging Economies ◽  
Management Practices ◽  
Small And Medium Enterprises ◽  
Performance Outcomes ◽  
Future Research ◽  
Strategic Responses ◽  
Content Type ◽  
Study Results ◽  
Medium Enterprises

Purpose The COVID-19 pandemic presents unprecedented challenges for small and medium enterprises (SMEs) in emerging economies. This paper aims to examine how India's SMEs implement their strategic responses in this crisis. Design/methodology/approach The study uses dynamic capability theory to explore the strategic responses of SMEs. Strategy implementation theory helps to explain how they implement innovative practices for outcomes. A research model defines the COVID-19 challenges, strategic responses and performance outcomes. The study reports the findings of an initial pilot study of 75 firms and follow-up case study results in the context of COVID-19. Findings Firms choose their approaches according to their perceived market risks. Case studies illustrate that firms display diverse attitudes depending on their strategic direction, leadership vision and organizational culture. They achieve different outcomes by implementing specific styles of risk management practices (e.g. risk-averting, risk-taking and risk-thriving). Research limitations/implications Although the study context is Indian SMEs, the findings suggest meaningful lessons for other emerging economies in similar crisis events. The propositions may be extended to future research in broad contexts. Practical implications Even in the extraordinary COVID-19 market crisis, SMEs with limited resources display their strategic potential by recognizing their unique capabilities, translating them into effective actions and achieving desirable outcomes. Social implications In the COVID-19 pandemic, top leaders' mental attitude, strategic perspective and routine practices are contagious. Positive leadership motivates both internal and external stakeholders with an enormous level of collaboration. Originality/value This rare study of Indian SMEs provides a theoretical framework for designing a pilot survey and conducting a case study of multiple firms. Based on these findings, testable propositions are articulated for future research in diverse organizational and national contexts.

A review of research into knowledge sharing

2019 ◽  
Vol 28 (1) ◽  
pp. 20-22
Keyword(s):  
Life Satisfaction ◽  
Knowledge Sharing ◽  
Well Being ◽  
Future Research ◽  
Content Type ◽  
Work Related ◽  
Review Protocol ◽  
Process Perspective ◽  
The Impact ◽  
Positive Effect

Purpose The purpose of this study is to summarize findings from research into knowledge sharing and to provide suggestions for further research. Design/methodology/approach A systematic literature review was carried out through three phases – review protocol, conducting the review and reporting the review. A thematic analysis was carried out on 61 peer reviewed studies. Findings The review looks at the impact of knowledge sharing in three categories – individual, team and organizational. The main factors studied were creativity, performance and learning. Knowledge sharing goes beyond work-related impacts and has a positive effect on team climate, job satisfaction and life satisfaction. Directions for future research were identified as adopting an interaction and process perspective, investigating negative, differential and psychological impacts and improving methodology through use of qualitative and longitudinal studies. Practical implications As knowledge sharing does have positive psychological effects including enhanced job and life satisfaction it would be beneficial to build it into the organization’s well-being program. Originality/value This paper has an original approach as it is the first systematic review to be carried out on research into knowledge sharing and suggests areas for further investigation.

scholarly journals Between hope and fear: developing social media guidelines

2017 ◽  
Vol 39 (2) ◽  
pp. 130-144 ◽  
Author(s):  
Michaël Opgenhaffen ◽  
An-Sofie Claeys
Keyword(s):  
Social Media ◽  
Media Use ◽  
Future Research ◽  
Social Media Use ◽  
Content Type ◽  
Work Related ◽  
Potential Risks ◽  
Use Of Social Media ◽  
Depth Interviews ◽  
Practical Implications

Purpose The purpose of this paper is to examine employers’ policy with regard to employees’ social media use. Specifically, the authors examine the extent to which employers allow the use of social media in the workplace, what opportunities can be related to employees’ social media use and how social media guidelines are implemented within organizations. Design/methodology/approach In-depth interviews were conducted with HR and communication managers of 16 European companies from different sectors and of varying size. Findings Some organizations believe that social media should be accessible to employees while others ban them from the workplace. Most respondents believe that organizations can benefit from employees sharing work-related content with their own network. However, they encourage the sharing and retweeting of official corporate messages rather than employees developing their own messages. This fear regarding employees’ messages on social media is reflected in the broad adoption of social media guidelines. Research limitations/implications Future research should chart the nature of existing social media guidelines (restrictive vs incentive). Accordingly, the perceived sense and nonsense of social media guidelines in companies should be investigated, not only among the managers but also among employees. Practical implications Organizations should remain in dialogue with employees with regard to social media. Managers seem overly concerned with potential risks and forget the opportunities that can arise when employees operate as ambassadors. Originality/value The use of in-depth interviews allowed the authors to assess the rationale behind social media guidelines within organizations in depth and formulate suggestions to organizations and communication managers.

The place of civilians in policing

2014 ◽  
Vol 37 (2) ◽  
pp. 259-284 ◽  
Author(s):  
Megan Alderden ◽  
Wesley G. Skogan
Keyword(s):  
Job Satisfaction ◽  
Organizational Level ◽  
Future Research ◽  
Employee Morale ◽  
Law Enforcement Agencies ◽  
Content Type ◽  
Work Related ◽  
Efficiency And Effectiveness ◽  
Related Stress ◽  
Civilian Employees

Purpose – The purpose of this paper is to examine the correlates of job satisfaction among civilian employees of law enforcement agencies, to assess how features of the policing workplace influence employee morale. Design/methodology/approach – The data for this study were drawn from surveys conducted as part of the National Police Research Platform. In total, 472 civilians from 19 police agencies completed the survey. Findings – The findings indicate that contentment with pay and benefits, lower levels of work-related stress, equality in the workplace, and feelings of acceptance were associated with civilian employee satisfaction. Research limitations/implications – The analyses presented here focusses on factors more unique to policing and did not include all of factors correlated with job satisfaction in past literature. Future research should address this as well as control for the effect of organizational-level factors. Practical implications – The research identifies key factors in each of those categories that inhibit the effective incorporation of civilians into the workforce. It indicates that reaping the full advantages of civilianization is complex and requires attention to fundamental aspects of police organizations. How administrators deal with this reality will impact the efficiency and effectiveness of their organizations in important ways. Originality/value – To date, much of what has been written about the place of civilians in policing consists of descriptions of their numeric representation and discussions of the presumed advantages of hiring them in larger numbers. Less is known about how well civilians have been integrated into the policing workforce.

Learning organization and firm performance

2018 ◽  
Vol 13 (4) ◽  
pp. 689-708
Author(s):  
C. Muhammad Siddique
Keyword(s):  
Resource Management ◽  
Firm Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Learning Organization ◽  
Organizational Support ◽  
Performance Outcomes ◽  
Superior Performance ◽  
Gulf Region ◽  
Content Type

Purpose The purpose of this paper is to identify organizational resources that may enhance the performance outcomes of a learning culture; this study was undertaken in the United Arab Emirates (UAE), an emerging economy in the Arabian Gulf region. Design/methodology/approach A survey questionnaire was used to collect data on a sample of 254 firms from the Emirates of Dubai and Abu Dhabi. The target respondents included middle to senior managers working in logistics, operations, finance and general management positions. Findings The data revealed a positive relationship between learning organization (LO) initiatives and four measures of firm performance considered in the study: employee skills development, product/service innovation, cost-effectiveness and growth in revenues. This relationship was moderated by strategic orientation of the human resource management function and perceived organizational support. Effective HRM strategies and organizational support systems were identified as critical resources that can add substantial value to the performance outcomes of an LO culture. These findings suggest that investing in the development of an LO culture makes a good business sense. Research limitations/implications Use of perceptual measures was one of the major limitations of the present study. Practical implications The largely positive impact of LO-related programs underscores the strategic importance of the LO concept to maintain superior performance outcomes in the emerging knowledge economy of UAE. Originality/value The paper represents an initial effort at making a business case for the LO concept in a non-western context. It brings into focus the role of organizational support and strategically oriented human resource management initiatives in optimizing the performance impact an LO culture.

The dialectical development of “storytelling” learning organizations

2017 ◽  
Vol 24 (4) ◽  
pp. 226-235 ◽  
Author(s):  
Yue Cai Hillon ◽  
David M. Boje
Keyword(s):  
Learning Organization ◽  
Process Model ◽  
Research University ◽  
Learning Organizations ◽  
Model Development ◽  
Great Part ◽  
Theory And Practice ◽  
Narrative Development ◽  
Content Type ◽  
Counter Narrative

Purpose Calls for dialectical learning process model development in learning organizations have largely gone unheeded, thereby limiting conceptual understanding and application in the field. This paper aims to unify learning organization theory with a new understanding of Hegelian dialectics to trace the development of the storytelling learning organization. The “storytelling learning organization” is a conceptual framework presented along with criteria to evaluate different kinds of dialectical development claims in “storytelling learning organization” work that are bona fide instances of one or another dialectical ontology ranging from Marxian, to Hegelian, to Brierian, to Žižekian. Design/methodology/approach Ontological evaluation and critique of a variety of “storytelling learning organization” practices posit different dialectical ontology and consequences for theory and practice. Through a case example of business process reengineering (BPR) in a “public research university (PRU)”, the storytelling of “schooling” versus “education” ideas and practices, in a place, in a period and in material ways of mattering, never achieves synthesis. The dialectical development of resistance to implementation evolves toward transcendence into irreducible oppositions of ontological incompleteness – the essence of a learning organization. Findings This ontological analysis focuses on the use of ideas and practices by opposing storytelling agents and actants to uncover a learning organization’s dialectical development in its own storytelling, its narrative and counter-narrative enactments, and its attempts to unpack contradictions. The PRU under study has gone through a series of financial crises, and its learning organization responses were downsizing staff and faculty positions and implementing BPR in ways that worsened the situation. The process resulted in staff and faculty leaving even before the reorganization was completed and enrollment dropped dramatically, in great part due to the negative press and the excessive standardization of the curriculum that accompanies “schooling” displacing acts of “education” practices and ideations. Meanwhile, the administrators are still trying to manage the narrative and control it so as to forestall additional attrition. Originality/value The theory of “storytelling learning organization” is original. The question answered here has practical value because institutions have choices to make concerning the kind of dialectical narrative and counter-narrative development that is cultivated, and there are options for transforming or moving to an alternative narrative and counter-narrative development process. The analysis of the case also illustrates a pattern of intervention that is, on the one hand, unsuccessful in developing “higher” education and, on the other hand, successful in shutting down the efficacy of a PRU by centrist use of reengineering to accomplish more schooling, more downsizing and more installation of “academic capitalism” ideas and practices.

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