The Effect of Leader Member Exchange on Voice

The new digital age introduces new challenges and opportunities for leaders to engage their followers in voice behavior. Drawing on the conservation of resources theory, the objective of this paper is to examine the mediating role of employee engagement and the moderating role of the degree of digital communication by conducting two independent studies comprised of 116 and 188 employees. Results indicated that the positive effect of LMX on voice was mediated by employee engagement. Analyzing the moderation effects of the degree of digital communication, we found that the degree of digital communication attenuated the increase in employee engagement associated with LMX. We contribute to the literature on LMX and employee engagement by showing that while voice behaviors are reduced via the increased use of digital communication in the workplace, leaders can leverage digital communications to engage employees with lower LMX.

Analysis of Health Protocol Application to Compliance Level In Informal Workers During the Covid-19 Pandemic

Objective and Background: The high number of Covid-19 cases until the end of 2020 is acomplicated problem in all countries including Indonesia. The dilemma between health choices or thecontinuity of life to keep working and making ends meet has become a struggle during the Covid-19pandemic. The purpose of this study was to analyze the application of health protocols to the level ofadherence to informal workers during the Covid-19 pandemic.Method: This research method using cross-sectional, data collection was done by interviewmethod. The population of this research is in the informal work unit in the district Tanjung MasSemarang, and we obtained a sample of 52 respondents. Data processing SPSS program andbivariate test using Fisher Exact Test.Result: The results of this study are there is a relationship between the application of healthprotocols with the level of compliance in the workplace with a p-value of 0.000. The low availability ofsanitation facilities in implementing health protocols by workplace leaders and the lack of monitoringby leaders are one of the reasons for the high number of Covid-19 cases.Keywords: Covid-19, health protocol, level of compliance, workplace.

Instrument to Measure the Impact of Hope in Strategic Plan Implementation

This chapter addresses how Winston et al.'s “An Instrument to Measure the Impact of Hope in Strategic Plan Implementation” can be implemented within the workplace. Leaders should have a way to measure the impact of hope on strategic plans. Winston et al.'s instrument include three main theories: hope, expectancy, and value chain theories. This instrument is unlike any other tool to date in its conceptualization of employee hope in the organizational context. This chapter explains the validity, reliability, and practical application steps of Winston et al.'s instrument.

Union Renegades

Union Renegades follows the individuals who did not see the value of following union orders in the Gilded Age. As unions grew more centralized to combat worker grievances in the workplace, leaders were shocked to find that workers were often reluctant to fully follow labor organizations. Although union leaders were quick to cast these individuals as nonunion workers who were “indifferent to their own interests,” this book argues that workers’ decisions to follow or reject unions was based on their own assessment of what course would be most beneficial to them and their families. As corporations sought to increase capitalist gain, rural workers applied these same capitalist mindsets to their own economic needs. It looks closely at the seasonal work patters of rural industries like farming and coal mining to show how workers moved between occupations, causing many to see themselves as business-minded investors rather than as wage earners. This continuous effort to increase income caused farmers and laborers to form their own understandings of unionism that did not always fit with what union leaders envisioned. Workers’ decisions to break away from formal unions, then, did not come from an inability to look after their own interests as some union leaders claimed. Instead, it came from the belief that the union did not offer the surest means to secure their economic, social, and political needs.

The Changing Learning Technological Landscape for Trainers in the Wake of COVID-19

The Problem Due to the unexpected and rapid spread of COVID-19 throughout the world, training professionals are faced with three distinct problems: (1) lack of technological infrastructure; (2) the conflict between essential and non-essential workers; and (3) the ability to rapidly train workers to use new technology while working from home. Trainers are seeking to help workers and organizations use learning technologies to navigate the continuously changing workplace landscape in the midst of and after the COVID-19 pandemic. Recommendation Forced expansion of learning technologies by trainers during COVID-19 provides an opportunity to expand worker development. Not only will trainers expand their knowledge of the use of technology, they will also become better proficient at selecting appropriate technology for employee development. Trainers should become better advocates for the use of technology by demonstrating their own expertise in using learning technologies; use their communication skills to teach workers about context and how to transition current skills into new jobs; and help workplace leaders better understand how technology and people can co-exist in the workplace. Stakeholders The stakeholders who can benefit from this article are trainers, workplace leaders, workers who are forced to work from home, essential workers who must go to work each day, displaced workers, furloughed workers, and laid off workers.

“Contradictions among the People”

Chapter 8 turns to the Maoist practices of resolving civil disputes through mediation by courts, workplace leaders, and residents committees, guided by the notion that such disputes were “contradictions among the people.” The focus is on the impact of the Marriage Law of 1950, since other kinds of civil disputes were rather rare under the Maoist Socialist system. The principle of gender and marital equality and the way marital disputes and divorces were handled by community and workplace leaders as well as courts were continuation of the same practices in the revolutionary years. The emphasis on mediation before adjudication in divorce cases was also similar to the earlier times, even though mediators were different.

Double Whammy: Why the Underrepresentation of Women among Workplace and Political Decision Makers Matters in Pandemic Times

In this article, we explore whether women's underrepresentation among political and workplace decision makers may subject female citizens and employees to COVID-19-related decisions that are at odds with their preferences. We find that women overall, as well as female political party members, workers, and workplace leaders in particular, share a distinctively female perspective that more heavily emphasizes caution with respect to COVID-19 compared with men. Given the limited representation of women leaders across most industries and in politics, COVID-19 regulations are thus likely to be less cautious than would be the case if there were an equitable representation of women across leadership roles. We argue that female employees, in particular, face a representational “double whammy” for COVID-19: gender imbalances in workplace leadership create inequities that are compounded—rather than redressed—by unequal political representation. We conclude by addressing how this dynamic may enhance the movement of women away from Republican candidates moving forward.

Developing resilient graduates to be future workplace leaders

PurposeVocational higher education and skills are recognised as key factors in shaping an economy to adapt to fast-emerging business models that disrupt workplace behaviours. Employers require graduates to be “work-ready”, emphasising the need to demonstrate resilience, as a critical desired behaviour (CBI, 2019). This case study shares the integrated curriculum design, co-creation and operationalisation of “Graduate Transitions” workshops that were piloted in a compulsory final-year module across a number of programmes in a higher education institutions’ business faculty to enhance graduates “work readiness”.Design/methodology/approachThe collaboration and leadership thinking of industry professionals, academics and career consultants designed and co-created a workshop that enhances transitioning student resilience and prepares them for their future of work. Action research gathered data using a mixed-methods approach to evaluate student and stakeholder feedback.FindingsEvidence indicates that the workshops actively embed practical coping strategies for resilience and mindful leaders in transitioning graduates. It assures employers that employability and professional practice competencies are experienced by transitioning graduates entering the future workplace.Research limitations/implicationsLimitations to this research are clearly in the methodology and concentrating on the co-creation of an innovative curriculum design project instead of the tools to accurately evaluate the impact in a systematic manner. There was also limited time and resource to design a more sophisticated platform to collect data and analyse it with the imperative academic rigour required. Emphasis on piloting and operationalisation of the intervention, due to time and resource restrictions, also challenged the methodological design.Practical implicationsThe positive feedback from these workshops facilitated integration into the curriculum at an institution-wide level. This paper shares with the academic community of practice, the pedagogy and active learning design that could be customised within their own institution as an intervention to positively influence the new metrics underpinning graduate outcomes.Originality/valueThis pioneering curriculum design ensures that employability and professional practice competencies are experienced by graduates transitioning to the workplace.