Investigation of the Mediator Role of Cultural Variables in Sports Club Management for Undergraduate Sports Management Curriculum Programs

Change management in sports organizations is important in terms of organizational continuity. Sports Clubs, like other organizations, have their own behavioral patterns, beliefs and values. The sum of these differences constitute the variables within the organizational culture. Sports clubs that are aware of and develop their own cultural variables have a healthy organizational continuity.The aim of this study is to define the cultural variables of a sports club and to examine these variables in sports management education.This research was carried out according to qualitative research methods.According to the findings obtained in the research, it was concluded that Institutional purposes, principles, understanding and rules, norms, beliefs and symbols and basic values are important among the culture variables. Keywords : Sports Club, Culturel Variable,Cirriculum,Mangement,Sustainability

Abrupt new realities amid the disaster landscape as one crisis gives way to crises

Purpose This paper aims to highlight the roles of sudden change and social disruption in the disaster landscape that shapes the environment of tourism destinations when hazards intersect with human systems. Design/methodology/approach This paper draws on the social science literature on disasters and crises. To this end, this paper provides an overview of the role abrupt changes have in transforming the tourism and hospitality industries. Findings This paper serves as a call to seek bold solutions that bring about industry best practices while fostering local community stakeholders in a more integrated way to build a more resilient future. Originality/value The disaster landscape provides opportunities to advance new structures, norms, cultural beliefs and collaborations that can foster resilience. This paper highlights the need to integrate resilience in the form of disaster management, recovery and organizational continuity strategies in the post-COVID-19 hospitality and tourism industries.

Influence of national culture on mentoring relationship: a qualitative study of Japanese physician-scientists

Background Nurturing of physician-scientists is an important mission of academic medical institutes. Although the importance of mentorship in developing future physician-scientists internationally is well established, not much information is available about how they are mentored and how national cultures influence the mentoring relationship. This study explores the cultural characteristics of mentoring relationships between senior mentors and junior mentees of Japanese physician-scientists. Method A qualitative approach has been employed to explore mentoring relationships of Japanese physician-scientists from cultural viewpoints, through semi-structured interviews with 17 mentees who had the experience of working overseas as post-doctoral research fellow. The reflection of their experiences and the perception of mentoring relationships before going abroad were thematically analyzed by applying Hofstede’s model of six cultural dimensions as a theoretical framework. Results Twelve characteristic themes for mentoring were observed, including trustworthy dependency on mentor, embracing paternalistic mentoring, mentee’s initiative within expectations of mentor based on power distance, a sense of loyalty to mentor/organization/colleagues, family-like relationship with mentor based on collectivism, sense of security on being led by mentor through uncertainty avoidance, motivation by role modeling for the competitive academic world, and adaption of female mentee/mentor to a male-dominated academic structure based on masculinity, a long-term relationship between mentor and mentee, receiving advice for organizational continuity based on long-term orientation, putting work before leisure, and friendly relationship between mentor and mentee outside of work based on indulgence. Conclusions This study identified the characteristic mentoring relationships of postgraduate mentees of Japanese physician-scientists. Considering the importance of mentoring for physician-scientists in a globalized society, understanding the characteristics of national cultures would help in ensuring culture-sensitive mentoring and would contribute to the development of academic medicine.

COVID-19 Crisis Management at Historically Black Colleges and Universities (HBCUs): A Contemporary Approach to Governance and Leadership

COVID-19 has forever changed the trajectory of higher education institutions and the delivery of their services, particularly at Historically Black Colleges and Universities (HBCUs). This unprecedented pandemic necessitated HBCUs to undergo rapid, significant alterations to their academic, instructional, and technological infrastructures in order to remain operational and to continually provide students with academic support services and a conducive environment for higher learning. Therefore, how HBCUs approach the strategic transformation of their campus operations with limited resources in order to remain competitive is vital to their organizational continuity. Considering these challenges, this study examined the role of crisis management as well as investigated the efficacy of decision-making processes of the governing boards and leadership at four (4) HBCUs.

Analisis Kinerja Sumber Daya Aparatur Unit Pelaksana Teknis Balai Latihan Kerja Pasuruan dalam Melaksanakan Pelatihan Keterampilan (Studi Kasus pada Unit Pelaksana Teknis Balai Latihan Kerja Pasuruan Dinas Tenaga Kerja dan Transmigrasi Provinsi Jawa Timur

Developing countries are often faced with large numbers of unemployed people because of their relatively large population. Unemployment is a serious problem for the country considering the risks that also have an impact on the economy and social conditions of a country. One of the things that can be done is job training. Vocational Training Centers are training facilities and infrastructure to obtain skills training in certain fields so that graduates have skills and competitiveness in the job market or Entrepreneurial. Organizational continuity can be seen and determined from its success in achieving a goal. Therefore, the performance or performance organizationalis important to know well. The research method used in this research is qualitative research with a descriptive approach. This study uses performance indicators from Wibowo (2016). There are seven indicators according to Wibowo (2016), objectives, standards, feedback, tools or facilities, competencies, motives, and opportunities. Based on the results of the research and discussion that has been described, it can be concluded that the performance of UPT BLK in the implementation of job training has gone well, although from several indicators it still needs additional or improved performance.Keywords: Performance, Human Resource, Training CenterAbstrak. Negara berkembang seringkali dihadapkan dengan besarnya angka pengangguran karena jumlah penduduknya yang tergolong besar. Pengangguran menjadi persoalan yang serius bagi negara mengingat resikonya yang juga berdampak terhadap ekonomi dan sosial suatu Negara. Salah satu hal yang dapat dilakukan adalah pelatihan kerja. Balai Latihan Kerja adalah sarana dan prasarana pelatihan untuk mendapatkan pelatihanketerampilan di bidang tertentu agar lulusan memiliki keterampilan serta daya saing di pasar kerja atau usaha mandiri. Kelangsungan organisasi dapat dilihat dan ditentukan dari keberhasilannya mencapai sebuah tujuan. Maka dari itu kinerja atau performance organisasi merupakan hal yang penting untuk diketahui dengan baik.Metode penelitian yang digunakan dalam penelitian ini adalah penelitian kualitatif dengan pendekatan deskriptif. Penelitian ini menggunakan indikator kinerja dari Wibowo yaitu tujuan, standar, umpan balik, alat atau sarana, kompetensi, motif, dan peluang. Berdasarkan hasil penelitian dan pembahasan yang telah diuraikan maka dapat disimpulkan kinerja UPT BLK dalam pelaksanaan pelatihan kerja sudah berjalan dengan baik meskipun dari beberapa indikator masih perlu penambahan atau perbaikan kinerja.Kata Kunci: Kinerja, Sumber Daya Manusia, Balai Latihan Kerja

Offense or Defense

Using a niche service provider, Zforce Government Solutions (ZGS), this case provides the reader with a first-hand examination of the organizational issues resulting from ineffective recruiting, retention, and succession planning, allowing for the acknowledgment of the coherent, interdependent, and interrelated relationship between the aforementioned topics. This case study performs a revelatory assessment of ZGS's application of Harvard's Soft HRM model and fundamentals of key issues reflecting organizational mismanagement of human talent, where human talent is vital to organizational continuity. Written from the vantage point of a previous ZGS senior management employee, this case study utilizes a qualitative research approach, with empirical data gathered from four in-depth interviews conducted with previous ZGS leadership employees. Ultimately, the case study is intended to induce reader-reflection on the various components of importance in talent management, which play a significant role in accomplishing employee loyalty and employee retention.

Events and the Becoming of Organizational Temporality

This chapter discusses the becoming of events as complex, emerging, and relationally connected phenomena that come into being through their immanent interplay. In this view, events emerge and change as actors move through time. For example, events that turned out to be consequential at a later stage were not seen as such while they were taking place. Yet, there is arguably a potential for “eventness” in every happening. I will draw upon examples furnished by “Time” by Pink Floyd and President Lincoln’s speech at Gettysburg to discuss how, drawing on Whitehead’s epochal theory of time, we may expand our understanding of events. A deeper process ontological understanding of events enables a richer understanding of the mutually constitutive dynamics between organizational continuity and discontinuity.

Interorganizational learning between knowledge-based entrepreneurial ventures responding to COVID-19

Purpose The COVID-19 crisis has significantly affected entrepreneurial ventures, where knowledge resources are limited and contextual uncertainty is heightened. This paper aims to identify if and how interorganizational learning (IOL) may assist entrepreneurial ventures adapt, survive and grow in a crisis. Design/methodology/approach The following research question is asked: How may responding to the adversity induced by the COVID-19 pandemic affect IOL between entrepreneurial ventures? Four hypotheses were developed to carry out a quantitative study of 228 knowledge-based entrepreneurial ventures in Norway. Findings The results illustrate how different combinations of adversity from COVID-19 and the active responses conducted by entrepreneurial ventures influence IOL. Four clusters representing different behaviors are developed accordingly as follows: “collaborators”, “supporters”, “responders” and “victims.” The findings provide empirical support for the importance of engaging in interactive and collaborative activities for IOL. Research limitations/implications The findings can help in understanding how COVID-19 influences IOL between entrepreneurial ventures. Policymakers may use these findings to promote organizational continuity in entrepreneurial ventures by creating and nurturing support systems that promote IOL during a crisis. Originality/value Studying a contemporary and critical situation – the COVID-19 pandemic – the present paper provides an empirical study of the antecedents to IOL, adding to the currently scarce body of research on IOL in and between entrepreneurial ventures.

Organization Sustainability through Human Resource Capital: The Impacts of Supervisor Incivility and Self-Efficacy

The hotel business is globally acknowledged to significantly contribute to the tourism industry. Over time, supervisor’s incivility continues to be a serious issue where cases of the uncivil act are known to be costly to the organization and creating negative effects on employees’ health and organizational continuity. Human capital has also been highlighted as one of the key variables to organizational sustainability. Using convenience sampling method, this study adopted a total of 329 respondents’ perception to test the study variables. The effect of supervisor’s incivility was assessed against employee’s self-efficacy, turnover intention, emotional exhaustion, and job satisfaction. The study employed data gathered from four and five stars hotels in Nigeria using Analysis of a moment structures (IBM AMOS) software to analyze the hypothesized relationships. Empirical evidence shows that self-efficacy mediates the relationship between supervisor incivility, turnover intention, and job satisfaction. The results show that evidence of supervisor’s incivility negatively affects hotel employee.