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PurposeThe purpose of this research was to develop a conceptualization and measure of workplace coachability.Design/methodology/approachUsing four independent samples of employed adults, we developed a short and long version of the Coachability Scale. We followed standard scale development practices, presenting evidence of the scales’ factor structure, reliability and validity.FindingsWith the first two samples, we derived an initial three-dimensional version of the Coachability Scale and provided evidence of convergent validity. With Samples 3 and 4, we expanded the scale with additional dimensions related to coaching feedback processes and accumulated additional evidence of the scale's validity, and provided evidence of convergence between the two versions of the Coachability Scale.Research limitations/implicationsWe encourage continued research on the Coachability Scale, as well as research on coachability in formal coaching relationships and with more diverse populations and cultures. It is also important to examine how coachability relates to specific coachee behaviors and outcomes. Although common method bias may be a limitation, we used temporally separated measurements to minimize method bias in Sample 4.Practical implicationsKnowledge about coachability can inform coaching practice decisions and help tailor the coaching engagement to better fit the coachee's needs.Social implicationsMeasuring how individuals respond to coaching and coaching relationships has important implications for managerial behavior and the quality of work life.Originality/valueThis is one of the first studies to develop valid scales for assessing workplace coachability.

Purpose The purpose of this study is to identify components of contributing conditions to strengthen leadership and management capacity in the health system. Design/methodology/approach A systematic search was undertaken in databases including PubMed, Scopus, Web of Science and local resources of Scientific Information Database and Magiran in January 2020. Two independent researchers checked the research process, screening of articles and quality assessment. The quality of the studies was assessed by JBI critical appraisal tools for qualitative studies. The components of the dimensions of health system management and leadership capacity were categorized according to the WHO conceptual framework using a content analysis approach. Findings A total of 17 articles were included in this study. In total, 16 categories of components include human resource information system (n = 5); criteria, plans and procedures for selection and appointment (n = 5); development of education system (n = 11); skills (n = 39); knowledge (n = 8); attitudes (n = 6); behaviors (n = 10); resource and critical management system (n = 7); performance and processes management (n = 3); operational planning for critical systems (n = 4); establish control systems (n = 2); inputs and outputs of organizations (n = 2); accountability and responsibility to customers and stakeholders (n = 4); legal authority and requirements to play the role of managers (n = 9); external and internal environment management (n = 7); establish a system of appreciation and encouragement (n = 6). Each of these categories also contains subcategories. Originality/value Identifying prerequisite conditions are necessary for building leadership and management capacity in health systems. Therefore, extracted components provide a simple but coherent framework that can be adapted or modified for use in local situations. The components have a variety of uses, including mapping current activities, needs assessment, planning leadership and management development strategies and monitoring and evaluation.

Purpose This paper aims to contribute to the growing body of research which demonstrates corporate social responsibility (CSR) initiatives can be linked to individual-level outcomes, such as employee engagement, using a quasi-experimental field study to provide initial evidence of a casual effect for such programs. Design/methodology/approach The authors examined whether participating in an international corporate-sponsored volunteer program increased employee engagement by comparing a sample of employees, matched on their pre-trip engagement scores and other demographic variables, with employees who did not volunteer in the program and comparing the differences in this employee engagement after completing the volunteer experience. Findings Using an exact matching technique, the authors were able to isolate the influence of the volunteer program on employee engagement and demonstrate that the program was associated with increased employee engagement after the program ended. Originality/value This study provides additional, and stronger, support on the CSR and employee engagement relationship through isolating the causal influence of the volunteer program on engagement. Thus, it provides additional justification for the use of, and financial investment in, such programs by organizations.

Purpose There is a growing trend in higher education institutions to develop multi-disciplinary approaches to education for sustainable development and to implement student-centered and problem-based methodologies to increase student engagement and satisfaction. This paper aims to present an innovative methodology to increase student awareness about the effects of economic decisions on sustainability. Design/methodology/approach This method uses a videogame and two board games to simulate three spheres of economic interaction, namely, local, national and international. For every sphere, three key economic sectors and their relationships with fundamental sustainable development goals (SDGs) are addressed. This study uses pre- and post-simulation data to analyze the students’ perceptions regarding the usefulness of the simulations and their awareness about the effects of economic decisions on sustainability. Findings The implementation of this teaching and learning method demonstrated not only that active learning can effectively increase student awareness about the potential social and environmental consequences of economic decisions but also that students perceive games and simulations as useful teaching and learning tools. Social implications Students in these areas need to learn not only how to transform original ideas into successful projects but also to align financial results with social and environmental objectives. The methodology presented in this research allows to enhance learning from a multi-disciplinary perspective, helping the students to analyze different economic sectors and their connection with a number of SDGs through the lens of public economics. Originality/value The outbreak of the COVID-19 virus has shown the effects of a global pandemic at the economic, social and environmental levels. This paper presents an innovative active learning framework to increase sustainability awareness among students of economics, business and management.

PurposeThis study investigates whether subordinates who rate their managers higher on narcissism are also more likely to view their managers as abusive. In particular, the study explores the extent to which managers whom subordinates rate higher on narcissism use certain behaviors (self-promotion and unpredictability) that mediate the relationship between narcissism and perceived abuse.Design/methodology/approachSurvey participants (n = 949) rated their most-destructive manager in terms of self-promotion, unpredictability, narcissism and abusiveness. A bootstrap analysis assessed the positive, mediating effects of leader self-promotion and unpredictability on the narcissism–abuse relationship.FindingsDegree of perceived supervisor narcissism predicted subordinates' perceptions of abusive supervision. However, the supervisor's self-promotion activities and unpredictability fully mediated this relationship.Research limitations/implicationsThis study identifies perceived narcissism as an antecedent of abusive supervision and identifies two mediators relevant to subordinates' perceptions of abuse. Using multiple methods and multiple sources, the authors recommend that scholars identify additional mediators. Further research should consider variables such as gender, organizational culture and occupational status.Practical implicationsFindings highlight how subordinates connect supervisor narcissism to abuse; this allows human resource practitioners to better predict and address subordinates' perceptions of their managers and to design interventions for improving supervisors' behaviors.Originality/valueThis study helps in explaining destructive leadership by empirically examining perceptions of narcissism as a driver of abusive supervision. Also, the study reveals the characteristics of narcissistic managers that impede productive relationships with subordinates.

Purpose The purpose of this study is to examine the possible benefits of approaching sustainability-related teaching cases from the perspective of problem-posing (PP) instead of problem-solving (PS). Design/methodology/approach A document analysis methodology (Silverman, 2011) was used to analyze sustainability teaching case study abstracts and learning objectives from business databases. Cases were reviewed and classified as PP, PS or other. PP cases were further subclassified on one of three axes. Findings Of 117 cases reviewed, most were PS (66%) with only 9% PP. Theoretical and pedagogical implications are discussed with recommendations for writing or converting, PS to PP cases for classroom use. Theoretical contributions include identification of three distinct and complementary views of PP, described in these axes: emancipatory; problematizing metaphors and premises; and rational, process and means-focused cases, not triggering transformative learning theory. Of 10 cases classified as PP cases, 3 were subclassified as emancipatory. Research limitations/implications This research is limited to case study titles containing “sustainability” and analyses of their descriptions and learning objectives only. Next phases of the research will examine differences in student learning between PS and PP in situ. Practical implications The research identifies a unique approach to the authoring and use of case studies that hold the potential for increasing students’ critical thinking capabilities and production of solutions to sustainability issues. Originality/value There is limited research and analysis of the identification and implications of using PP pedagogy.

PurposeThe purpose of this study is to predict the transfer of training (ToT) from management training. This study empirically examined the predictive power of ToT factors, namely, individual characteristics (self-efficacy), training intervention design (training approaches) and work climate (organizational support) among the study respondents.Design/methodology/approachAll the proposed research hypotheses were tested through survey data. Data was collected using a questionnaire from managers working in different departments of an Indian public manufacturing organization. A sum of 273 usable data was analyzed, and the structural equation modeling technique was used to test the proposed theoretical model.FindingsThe study results showed a direct and positive association among self-efficacy, work climate and training intervention design with training transfer. The study findings suggest that self-efficacy, training approaches and organizational support predict ToT.Practical implicationsThe study findings have a beneficial impact on designing and delivering successful management training intervention among managers. To enhance training transfer, organizations could consider all these three factors. A replication of the study in national and international settings would help improve generalizability.Originality/valueTo the best of the authors’ knowledge, this is the first study that explored the new relationships of selected factors with ToT in management training. An improved understanding of the interactive impact of self-efficacy, training approaches and organizational support on the ToT is provided.

PurposeThe study aims to explore, via empirical evidence, executive assessment of Master of Business Administration (MBA) graduates in Nigerian companies.Design/methodology/approachThe research utilized a descriptive research design with structured questionnaire developed from relevant extant literature. Relevant data analysis, including determination of the psychometric properties of the research instrument, was undertaken via the Statistical Package for the Social Sciences (SPSS) software.FindingsThe research results indicate that MBA graduates in the surveyed Nigerian organizations exhibited desired managerial tendencies only at an average extent.Research limitations/implicationsThe limitations associated with the research include the use of convenience sampling approach, limited sample size and combination of respondents from different industrial sectors.Practical implicationsThe research has practical implications for organizational executives associated with management development programmes via MBA, in addition to university administrators with regard to content, format, curricula and process for MBA education programmes.Originality/valueThe research is original and has practical and theoretical values.

PurposeWe introduce a new approach to developmental reflection in which the focus is on differences in how people reflect. When reflecting on challenging experiences, people achieve better development when they tend to look for causes of what happened within changeable personal characteristics, and they subsequently focus on the improvement of those personal characteristics.Design/methodology/approachSupervisors and subordinates with leadership responsibilities in diverse jobs in varied industries provided survey data (444 individuals in a psychometric testing sample, and 419 paired subordinate/supervisor dyads in a model-testing sample).FindingsThe reflection difference construct had the expected factor structure, reliability, and was distinguishable from eight conceptually related variables in the literature. Reflection differences were predicted by the theoretically relevant job, person, and situational variables and were associated with development and performance outcomes.Practical implicationsThe reflection construct might be used for prediction to identify the individuals who are likely to get the most from challenging experiences and improve. Further, by identifying predictors of reflection, ideas for enhancing reflection are provided. Also, by uncovering specific underlying dimensionality of reflection, this offers specific targets for interventions beyond generally encouraging people to reflect.Originality/valueThis study establishes support for: (1) the new theoretical framing of reflection differences, (2) a new preliminary model of antecedents and outcomes, and (3) an initial scale for future research and practice that can be more explicit about understanding and addressing underlying differences in how people reflect.

PurposeUtilizing employee strengths contributes to humanizing organizations. However, the current concept of strengths has evolved from the domain of social work, advanced by personality and positive psychologists and adopted in management. The trait-like conceptualization of strengths conceptualized by psychologists is of lesser relevance to organizations as it discounts the significance of contextual factors for manifesting employee strengths. This study traces the evolution of strengths conceptualization, identifies gaps in its relevance to organizations, employs the concept relation method for developing a conceptualization of employee strengths at work and proposes a framework for management development that predicts improved employee engagement and performance.Design/methodology/approachThe study utilizes the Cochrane method for carrying out a systematic conceptual review and shortlists 19 articles from an initial selection of 430 articles. Drawing insights from the 19 reviewed studies, the study deploys the concept relation method to conceptualize the concept of employees' strengths at work (ESAW) that has a higher relevance for management and organizational behavior. Thereafter, utilizing ESAW, the study proposes a conceptual framework that has huge implications for improving employee engagement and performance by carrying out effective management development. The conceptual framework additionally serves as a springboard for future empirical research.FindingsThe conceptualization of human strengths in extant literature favors a trait-based conceptualization advanced by personality psychologists. Concepts borrowed from other domains have lesser relevance than those indigenously developed in the field of management. Incorporating the recent empirical evidence highlighting the importance of factoring in key contextual attributes for the strengths to manifest at work, this study develops a new higher-order construct of ESAW that factors in personal as well as situational variables. Thereafter, the study suggests a conceptual framework for effectively carrying out management development by utilizing the new construct of ESAW.Practical implicationsDeployment of ESAW will contribute to humanize organizations, improve employee engagement and performance. The construct of ESAW is relevant to practice as it has evolved from the domain of organization science, unlike the earlier trait-based conceptualization of strength that emerged in personality psychology. The conceptual framework proposed in the study can be utilized by practitioners for carrying out effective management development.Social implicationsAny contribution to increasing employee engagement predicts increasing social capital. If employees are happy at work, their productivity increases. Furthermore, higher engagement and productivity at work creates a spiral of positivity that transcends the working life of an employee. Hence, the study has huge social implications at times when the social fabric is stretched due to multiple demands on an employee.Originality/valueConstructs developed in other fields and adopted in management have less relevance than those evolved indigenously in the domain of management. The systematic conceptual review of the concept of human strengths reveals a gap in its relevance to organizations. The study develops a new concept of ESAW that has higher relevance for organizational behavior and holds the promise of humanizing organizations. The next originality of the study lies in proposing a conceptual framework for carrying out effective management development that predicts higher employee engagement and performance. The methodological originality lies in utilizing the systematic conceptual review for developing a new concept.

Purpose This study aims to investigate how to improve the project management (PM) curriculum by evaluating the nature and alignment of learning outcomes in the PM course syllabi with Bloom’s Taxonomy framework. Design/methodology/approach The research methodology for this study is an integrative approach that uses document analysis and content analysis. The data set was selected based on a purposeful sampling method and came from PM course syllabi for classes that were taught during the 2016–2018 academic years. Findings Results revealed that most of the reviewed PM course syllabi contained learning outcomes although they were written and assessed at the lower levels of Bloom’s Taxonomy and knowledge dimensions. The study calls for the academy and industry to partner in improving the PM curriculum to lower the PM talent deficit and increase project success rates. Research limitations/implications The absence of PM learning outcomes or the presence of poorly written PM learning outcomes in a course implies that the academy should provide professional development programs to help professors learn how to formulate and write specific, measurable, achievable, relevant and timely learning outcomes. The professors should also ensure that the learning outcomes use a type of cognitive taxonomy that is aligned with the appropriate assessments to measure, monitor and guarantee assurance of learning. Practical implications Academy and industry partners can work collaboratively to provide students with opportunities that expose them to real-world experiential projects, internships and job opportunities while concurrently giving them hands-on practical applications of learned PM knowledge and skills. The society will be well served when the academy is able to produce well-qualified PM personnel capable of successfully carrying out PM activities and lowering the project’s failure rates. Social implications The society will be well served when the academy is able to produce well-qualified PM personnel capable of successfully carrying out PM activities and lowering the project’s failure rates. Originality/value To the researchers’ knowledge, this is the first study to specifically investigate the presence and nature of PM learning outcomes in course syllabi. By evaluating the alignment between PM learning outcomes and Bloom’s Taxonomy action verbs and cognitive processes, the study provides some exemplars of well-written and measurable learning outcomes that professors can use to inform their PM curriculum through course design or redesign.

PurposeThis study aims to examine managers’ considerations for leveraging management research for their work and the implications of such considerations on using inquiry-based learning (IBL) in customised executive education programmes (CEEPs) offered by business schools (b-schools).Design/methodology/approachThe study proposes a conceptual framework that is validated using a single case study analysis. For the case study, semi-structured interviews were carried out with the top leadership of an organisation. Using the findings of the interviews, a survey was designed and administered to the managers of the organisation to further validate the findings.FindingsThis study identifies four considerations of the managers for leveraging management research. It analyses how faculty members can use IBL to design CEEPs to meet these considerations and link management research with managerial work.Research limitations/implicationsThe single organisational context in which the study was carried out and the small sample size of the survey can be seen as a limitation of this article to produce generalisable considerations of managers.Practical implicationsThe findings in this study have practical implications on the design and teaching practices of using IBL in CEEPs.Originality/valueThe main contribution of this study is the conceptual framework for deciding the teaching practices of IBL in CEEPs. Another contribution is its analysis at the level of individual managers, which provides novel insights about the relationship between management research and managerial work.

Purpose As the need for effective physician leaders caring for underserved populations grows, it is important to initiate interventions for medical professionals early in their education. Board experience on a student-run free clinic serving vulnerable populations within the community has the potential to educate medical students in a hands-on environment. This paper aims to determine if serving as a leader of a student-run free clinic impacts leadership skills and future leadership goals of medical students. Design/methodology/approach Medical students leading a student-run free clinic completed an anonymous electronic survey to determine how this experience affected their teamwork skills, interprofessional leadership skills and future leadership career goals. The survey consisted of 12 items to which students responded with how closely they agreed via a five-point Likert scale with 1 = strongly disagree and 5 = strongly agree. Descriptive statistics are reported. Findings From the 46 students (42.2% response rate) responding to the survey, 95.45% had a previous leadership experience and 89.2% expressed previous interest in a leadership position. Students scored on average 4.36 (out of 5) for improvement in teamwork skills, 4.34 (out of 5) for improvement in interprofessional skills and 3.88 (out of 5) for impact on future leadership career goals. Originality/value This study suggests that service on a student-run free clinic improves teamwork and interprofessional leadership skills as well as future leadership plans of medical students in an underserved vulnerable population environment. Other institutions could use student-run free clinics for early development of effective leaders in medical health care for the vulnerable population.

PurposeWe propose an integrative model of how leaders (individual level) effectively relate to their social networks as a whole (network level). Additionally, we focus both on the leader constructs and the followers shared constructs about those networks.Design/methodology/approachOur conceptual paper uses the integration of literature from two main bodies of knowledge: individual and shared cognitions, fundamentally from psychology, and a structural perspective, mainly from sociology, organisational studies and social network analysis. We take a psycho-structural approach which allows the emergence of new perspectives on the study of leadership and more specifically on the study of relational leadership.FindingsWe propose a leader-network exchange (LNX) theory focussed on the behaviours and cognitions of leaders and followers as well as the relations between them.Research limitations/implicationsOur model represents a new perspective on leader–followers relationship by stressing the importance of both followers and leaders' cognitions. We highlight the importance of the relationships between followers on the creation of shared meaning about the leader.Practical implicationsOur model helps leaders and managers make sense of the cognitions and behaviours of their teams. By considering the teams characteristics, i.e. cognitions and network structure, it allows leaders to adopt the most appropriate behaviours for effective leadership. Leadership and management development programmes designed around our model will enhance the use of networking skills.Originality/valueContrary to the traditional view of LMX, our approach considers the social context of leaders and followers. It also adds a new layer of knowledge going beyond what members think of their leaders by considering the social networks of leaders and followers.

PurposeThe purpose of this study is to investigate the impact of opportunity recognition and entrepreneurial self-efficacy on the entrepreneurial intention of Indian university students. This paper also examines the moderating role of entrepreneurship education and gender on the opportunity recognition–intention and self-efficacy–intention relationships.Design/methodology/approachThe data were collected through a comprehensive questionnaire from 334 students having business and management background. Confirmatory factor analysis was used to ensure the reliability and validity of all the constructs, and structural equation modeling was used to test the proposed hypotheses.FindingsThis study unveils three important findings. First, opportunity recognition and self-efficacy both show a significant positive impact on the entrepreneurial intention of students. Second, education positively moderates “self-efficacy–intention relationship”, and third, gender negatively moderates “opportunity recognition–intention” and “self-efficacy–intention” relationships.Research limitations/implicationsThis study has been carried out using a sample of students from only one university, and the study included only business and management background students. Similar studies can be conducted by adding more motivational and contextual factors with an increased sample size of students having different educational backgrounds.Practical implicationsThis study provides pragmatic support to formulate new educational initiatives that can support students in their present or future entrepreneurial projects.Originality/valueThis study adds to the scarce literature on opportunity recognition and entrepreneurial intention and also highlights the moderating role of entrepreneurship education and gender on opportunity recognition–intention and entrepreneurial self-efficacy–intention relationships.

Purpose This study aims to investigate the aspects that influence reflective practice during an action learning approach to management development programmes (MDPs). Design/methodology/approach A narrative inquiry approach was used to gather interview and pictorial data from 16 participants who had attended an action learning oriented MDP. Data were translated into interpretive stories using McCormack’s lenses, which were further analysed using thematic analysis. Findings Two key themes emerged: dealing with emotions and practising reflection. Participants initially found reflecting uncomfortable, but showed courage by persevering. Participants had to learn how to reflect and set aside time for it, while valuing support and guidance from their action learning facilitator. Research limitations/implications The findings and recommendations may not be relevant to all types of action learning as action learning forms and contexts differ. Practical implications Reflective practice is the responsibility of both the participant and the action learning facilitator. Participants need to create the time and space to learn, be fully present during reflection, practice mindfulness and have the courage to be uncomfortable while reflecting. Action learning facilitators could encourage reflection by creating a safe learning environment, selecting a diverse action learning team, designing reflection time into the MDP and helping participants apply reflection tools. Originality/value Reflective practice enhances learning; yet there is a need to better understand reflective practice in an action learning context. This study provides empirical evidence of the aspects that influence the reflection process and outcomes as well as practical guidelines to participants and facilitators on how to promote reflection.

PurposeTo identify key factors that are contributing to vulnerability in business schools in Australian public universities and determine the degree of vulnerability exhibited by these schools.Design/methodology/approachUsing a multi-criteria assessment (MCA) approach, a framework is developed to determine which business schools are most vulnerable to disruptions and uncertainty.FindingsThe findings show a lack of preparedness on the part of many business schools, particularly those relying heavily on international students.Practical implicationsThe implication is that business schools in Australian public universities need to diversify revenue streams and continue to seek legitimacy through external stakeholders such as employers and international accrediting bodies.Originality/valueThis study presents an empirical perspective of business schools in Australian public universities and offers valuable insights for university leaders and policymakers.

PurposeThe purpose of this paper is to examine the synergy between strategic resources and operational tool orchestration for organization development.Design/methodology/approachThe article has a progressive empirical multiple-level research design. With a cross-sectional analysis, this investigation confirms the organization development can be related to strategic resources and a complex interplay of factors. Along with this method, our study enables rich empirical conceptualization and helps with extending theory.FindingsThe results indicate that in operational tool orchestration, the higher the synergy in the factors of production, the greater the strategic development, competitive positioning and sustainability of the organization. In sum, according to these results, the synergy between operational tool orchestration and the factors of productivity could have a significant effect on organizational objectives achievement.Originality/valueThis research provides researchers with an empirical base stating that organization development can be related to strategic resources in an operational context. The article also provides a new contribution to the existing literature in management development by confirming the significance of vital resources and functional tool orchestration in organization optimization and will be referenced by other authors in the future.

PurposeThe purpose of this study was to determine whether self-efficacy is a key mediator of the relationship between transformational leadership and volunteers' performance, based on intrinsic motivation theory. The study extended the literature on self-efficacy to transformational leadership in non-formal voluntary service education.Design/methodology/approachOne hundred and seventy-eight scouts and scout leaders were sampled from a Hong Kong voluntary service organization that involved volunteers in the process of non-formal education.FindingsTransformational leadership was positively associated with the volunteers' performance. In addition, self-efficacy mediated the relationship between transformational leadership and volunteers' performance.Originality/valueThe study thus yielded novel insights for management development into the relationship between transformational leadership and volunteers' performance, suggesting that self-efficacy mediates this relationship for volunteers in non-formal voluntary service education.

PurposeExtensive research has been done to measure the effect of personality and cognitive styles on creativity. However, an in-depth study is required to identify the impact of cognitive style and creativity on organizational problem-solving. The objective of this paper is to look into this lacuna and study the effect of cognitive style and creativity of leaders on their organizational problem-solving.Design/methodology/approachThe study uses a survey-based design. Data have been collected from 90 middle and senior-level managers from a diverse range of industries. The authors assessed their proposed hypotheses by conducting statistical analysis using SPSS and SmartPLS.FindingsThe results of the study reveal that leaders, who've scored high on intuition feeling (NF) cognitive style and proactive creativity, are suitable for solving open type of organizational problems. On the other hand, NF type of leaders with “contributory creativity” are ideal for solving closed type of organizational problems. Further, leaders scoring high on intuition thinking (NT) and proactive creativity are suitable for solving open types of organizational problems. Interestingly, the combination of NT with expected creativity is not suitable for closed type of organizational problems. On the other hand, a leader scoring high on sensing thinking (ST) cognitive style is more prone to perform contributory creativity.Practical implicationsThe study would help the human resource (HR) planning processes of an organization. It would assist HR professionals while recruiting, selecting or deploying employees for creative works within an organization. Therefore, the paper would be useful for HR managers, personnel, management development specialists, consultants and HR academicians.Originality/valueThe relationship among cognitive style, creativity and problem type has not been adequately explored in extant literature on leadership and organizational development. This study would thereby enrich the literature.

PurposeThe purpose of this paper is to propose a new theory promoting long-term learning among mid-level leaders in schools via simulation training.Design/methodology/approachThe proposed model is derived from the socioecological model, a model that takes into account the multifaceted effects of different disciplines. The proposed interdisciplinary model may be assimilated by considering the ethical-social context of mid-level leaders undergoing simulation training.FindingsA new interdisciplinary model emerges from the original socioecological model. The model's interdisciplinary approach, crossing disciplines such as leadership, management and learning, enables this model to serve as a platform for research that enhances long-term learning among mid-level leaders in schools.Practical implicationsThe elicited model, which can be assimilated via simulation training, may enhance long-term learning among mid-level leaders in schools and help to shape educational policy, improve learning and impact the exchange of knowledge between countries.Originality/valueThe emergent interdisciplinary model is expected to foster thinking beyond the traditional boundaries of each discipline and to enhance long-term learning in an ethical context among mid-level school leaders. The model's interdisciplinary approach, which creates new emergent dimensions suited to the challenges of the 21st century, makes this model a unique platform for research and simulation training that enhances long-term learning.

PurposeThe purpose of this paper is to describe a qualitative observational study of how middle managers in healthcare in the UK on a work-based masters programme in leadership were introduced to foundational aspects of creativity and delivering innovation through an assignment on contemporary architectural design.Design/methodology/approachThe assignment involved individual research of a recent architectural design followed by group poster presentations of findings and structured analysis. No prior knowledge of design was required. An activity theory approach was used to explore common principles of creativity and leading innovation, key features of design processes and tools for facilitating implementation.FindingsA total of 89 managers in seven cohorts completed the assignment. Data from process records and group work, artefacts and follow-up evaluation questionnaires were analysed within an interpretive approach. Analysis of data lent support for the view that exploring architectural design as an activity system helped participants to develop conceptual and applied links between management performance, creative collaboration and delivering innovation in their own, different field of practice. Where participants expressed limited self-efficacy regarding the capacity for fostering creativity, this was usually ascribed to systemic inhibitors.Practical implicationsExploring architectural design could provide a relatively low-cost, highly stimulating component of management development programmes seeking to harness the contribution of creative industries to foster work-based creativity and innovation.Originality/valueThis study explores a novel use of architectural design within the context of work-applied development programmes for healthcare managers.

Purpose This paper aims to identify the ethical foundations and principles underpinning the learning organization (LO) concept. Design/methodology/approach By interviewing one thought leader in the field, Professor Robin Snell, this paper traces how his early days in academia shaped the development of an ethics-driven research agenda on LO. Findings An ethical perspective advocates the importance of establishing a covenant or constitutional foundation of rights that would enable and empower organizational members at all levels to enact the processes of LOs, thus signifying the importance of employee development and a more sustainable approach for developing LO. Originality/value A personal reflection of Robin Snell on his own academic career development and research trajectory offers some insights into how an ethical perspective of LO evolved and flourished as a field of study.

PurposeThis paper reviews literature on interim leadership and management through the lens of effective interim performance. The purpose of this review is to advance understanding of interim assignment performance and the antecedent individual psychological characteristics of effective interim leaders and managers, to improve the practice of managing interim leaders from a human resources (HR) perspective.Design/methodology/approachThe paper reports a targeted review of the literature on interim leadership and management.FindingsThe main proposition from this review is that the influence of individual factors on interim performance operates within the stages and contexts of assignments. Accordingly, the authors propose a framework of the demands on interim assignments (the interim assignment cycle), comprising stages of preparation, entry, delivery and exit. The paper subsequently reviews evidence of the potential individual characteristics (focussing on individual differences in personality, leadership approach, motivation and competencies) of effective preparation and entry to an assignment, actions and performance during an assignment and exit/disengagement.Practical implicationsThe findings of the review have implications for the selection and placement of interims into organizations and their management once appointed.Originality/valueThe main original contribution of the paper is to provide a framework around which interim assignments can be modelled and better understood. The paper discusses implications for future research, theory and human resource management practice and calls for a renewed research effort in this critical area of management and leadership.

Purpose The purpose of this study was to identify and critically discuss how healthcare middle managers’ (HMMs) development of the capacity and capability for leadership are experienced to influence quality improvement (QI) in nursing homes. Design/methodology/approach This study had a critical hermeneutic perspective with data gathered using focus groups, one individual interview and participative observations. Analysis was guided by a qualitative interpretive approach. Findings The results show how HMMs’ development of the capacity and capability for leadership are experienced to influence QI in nursing homes through grasping complexity in a conflicting practice. This involves continuous knowledge development and compensating contrasted by resource shortages, role conflicts and the lack of trust and cooperation. Originality/value HMMs have a key role in implementing QIs in healthcare. There are few studies on how HMMs develop the capacity and capability for leadership and it is unclear how clinical contexts are influenced by HMMs’ development. This study provides new knowledge supporting a change facilitating HMMs’ developmental processes targeting practical influence; it emphasizes continuity, coherence, presence and trust.

PurposePerformance management systems (PMS) are integral to an organization's human resource management but research is ambivalent on their positive impact and the mechanism through which they influence employee behavior. This study fills this gap by positing work engagement as a mediator in the relationship between perceptions of PMS effectiveness, employee job satisfaction and turnover intentions.Design/methodology/approachThe study uses a survey-based design. Data were collected from 322 employees in India attending a management development program at a premier business school. Partial least squares–based structure equation modeling package ADANCO was used for data analysis.FindingsPositive perception of PMS effectiveness was found to enhance employee work engagement. This increased job satisfaction and reduced turnover intentions among employees. Thus, work engagement mediated the relationship between PMS perceptions and job satisfaction and turnover intentions.Practical implicationsThe results suggest that organizations need to focus on three characteristics of PMS, namely its distinctiveness, consistency and consensus. These characteristics determine the effectiveness of PMS in engaging employees and influencing their job satisfaction and turnover intentions.Originality/valuePrior studies on performance management have largely been limited to aspects of justice and focused disproportionately on the appraisal aspect of performance management. This study takes a systems view of performance management and addresses prior shortcomings by examining the role of clarity and horizontal fit between PMS practices in determining employee engagement. The study also provides much needed empirical support to theoretical studies which have argued that PMS is a driver of engagement in organizations (Gruman and Saks, 2011; Mone and London, 2014).

PurposeSpiritual leadership focuses on intrinsically motivating the workforce though shared values, attitudes and behaviours and is about achieving organizational excellence through shared aspirations. In the context of tough competition among organizations and relentless disruptions of existing business processes, leaders look forward to devise strategies that will help keep their employees stay alongside, offering constructive criticisms as well. This study aims to examine the influence of spiritual leadership style on employees' intention to stay with the organization, mediated through their voice behaviour.Design/methodology/approachThis cross-sectional study followed a descriptive research design, and data were collected from 357 employees working in the information technology sector in India. Validated instruments in the existing literature were used among the sample respondents, and structural equation modelling was done to test the proposed hypotheses.FindingsThe findings of the study suggest that employees' experience of dimensions of spiritual leadership style had varying influences on their voice behaviour and intention to stay with the organization. Also, employee voice behaviour mediated the relationships between two dimensions of spiritual leadership (hope and altruistic love) and intention to stay, but not the relationship between vision and intention to stay.Originality/valueThis study is pioneering in conceptualizing and testing a theoretical model linking spiritual leadership style, employee voice behaviour and their intention to stay with the organization. The results of the study emphasis the need for cultivating a leadership style of shared vision, value congruence and facilitating standards of excellence grounded on values of integrity, humility, compassion and perseverance. Implications for management development on how to promote employee voice behaviour are also discussed.

PurposeBased on the tenets of the conservation of resources (COR) theory, this study investigated the influence of different leadership styles on organizational performance in the context of a Eurasian country (i.e. Kazakhstan). It further examined the moderating role of corporate culture in the leadership-organizational performance relationship.Design/methodology/approachUsing the quantitative survey method, the study collected data from 321 managerial employees working in local and multinational corporations in Kazakhstan. The collected data were analysed using SPSS software, and factor analysis, path analysis and hierarchical regression analysis were conducted to validate the hypotheses. Furthermore, structural equation modelling was developed to assess the moderating effects of the variables.FindingsThe findings reveal that among different leadership styles, transformational, transactional and paternal leadership have higher influences on organizational performance. Among different corporate cultures, clan culture appears to have higher moderating effects on the leadership-organizational performance relationship. The moderating role of corporate culture on the leadership influence-organizational performance relationship supports the “resource caravan” effects of the composition model theory.Research implicationsBased on the premises of the COR theory, this study suggests developing multiple leadership competencies among managerial employees to be more effective in any given organizational or country context. As a result of the inclusiveness of multiple competencies, the study further suggests the consideration of an “integrated leadership approach” in the Eurasian context. Consistent with the national cultural syndrome, and as preferred by employees, managers could focus on developing a clan or group culture to strengthen their influencing power on employees.Originality/valueThe study adopts the COR theory by considering leadership competencies as unique resources of individual managers, which suggests the development of an “integrated leadership approach” for better management development and improved organizational performance. Furthermore, the study contributes by validating the applicability of the “conservation of resources” and the “composition model” theories in leadership studies.

Purpose This study aims to explore the impact of management training on organizational performance in the small business context to evaluate whether formal management learning interventions bring organizational benefits to small enterprises. Design/methodology/approach A qualitative approach was adopted consisting of 100 interviews with small firm owners/managers and employees working in 50 Greek small enterprises operating in the manufacturing and services sectors. Participant firms consisted of 25 small enterprises (9 manufacturing firms and 16 firms in the services sector) whose owners/managers have completed various formal training interventions (i.e. accredited seminars and workshops, business and management courses, etc.,) and 25 small enterprises (16 manufacturing firms and 9 firms in the services sector) whose owners/managers have not completed any sort of formal business training and have never attended formal management courses. Findings The findings revealed that management training in small businesses had a positive impact on organizational performance. In particular, those respondents that completed formal training interventions argued that their firms achieved increased profitability during 2017 and 2018; improved staff productivity; very low staff turnover rate; and enhanced staff satisfaction and motivation compared with the less-trained owners of small firms in the same sector. The participants pointed out that their formal education in business and management has enabled them to realize the importance of employee learning and job design for staff motivation, whereas it has helped them to manage change more effectively. Practical implications The present findings have major implications for practitioners (i.e. small firm owners/managers), as they point to a positive link between management training and organizational performance, thus encouraging them to invest in their self-development. Originality/value The existing evidence around the impact of management training on firm performance has been based mostly on quantitative research in large organizations. However, the available empirical studies fail to explore in-depth how formal management training can help smaller enterprises achieve improved organizational performance. Against this background, the present study sheds new light on this area.

PurposeThe purpose of this paper is to examine the effects of individual difference variables and social relationships on student learning outcomes of short-term study abroad programs.Design/methodology/approachThis study used a social network analysis (SNA) approach to examine the effects of friendship, advice and communication networks on student learning outcomes.FindingsResults indicated that demographic characteristics (e.g. sex, years of work experience) did not influence learning outcomes nor the enjoyment of the experience. Social networks positively influenced students’ perceived improvement in managerial skills, their ability to reflect on their international experience and their intercultural sensitivity.Research limitations/implicationsSocial relationships may be an important factor to consider in understanding the relationship between short-term study abroad programs and learning outcomes.Practical implicationsProgram directors and faculty members need to consider the design of assignments and activities that may facilitate the development of specific types of social relationships (e.g. friendship, communication and advice). These specific social relationships may have unique influences on specific learning outcomes of short-term study abroad programs.Originality/valueThis study is the first study that examined the effects of different types of social relationships on learning outcomes for short-term study abroad programs. The results have important implications for both future research and the design of international study-abroad programs.

PurposeThe purpose of this paper is to evaluate the service quality of university library more accurately and dynamically and improve the service efficiency of library. The paper realizes quantified representation of library service quality and overcomes the shortcoming of the traditional library evaluation system, which does not consider reader’s identity and cannot be evaluated separately. In addition, according to the function configuration of each department of library, a relation between library evaluation parameter and its organization structure is built. According to the evaluation results and the chain of relations, some suggestions for improving library service can be put forward; thus, it can improve the quality of library service and management efficiency.Design/methodology/approachIn this paper, a four-dimensional (4-D) representation method is put forward to express four kinds of parameters, namely, the category of participants, the number of people evaluated, the rating level and the weight of parameters, which is expressed by chromaticity and a three-dimensional column coordinate space. Considering the existing evaluation methods such as LibQUAL+TM, the content of evaluation parameters, the grade of evaluation parameters and the weight of evaluation parameters are modified. Using the volume and the equivalent number of people under this evaluation system, the evaluation grade can be quantified and the total results can be evaluated quantitatively.FindingsThe evaluation model proposed in this paper is a 4-D system that is based on content parameters to evaluate the number of participants, score segments, evaluation content weights and reader information. It gives full consideration to the good advice of many scholars and combines the actual operation of domestic libraries. The situation effectively integrates successful experience abroad. Both the undergraduate and teacher sampling evaluation results and their analysis in this paper show the accuracy and credibility of the method.Originality/valueAlthough the satisfaction index model has a good effect in foreign countries, taking into account that readers of university libraries in China are different from those in foreign countries in the evaluation methods of the tutorial, professional multi-level evaluation will produce greater errors in practical applications. The traditional four-level method based on Chinese education evaluation (excellent, good, pass and fail) has reached consensus among teachers and students in practical application, and it is easy to achieve consistency. Therefore, this paper also adopts four-level evaluation, that is, very satisfied, satisfied, generally satisfied and very dissatisfied. The embedded application will be able to perform dynamic evaluation and thus can be used in China. The evaluation of service quality in university libraries provides an effective new method.

Purpose Spiritual topics emerge in executive leadership coaching. However, the scholarly literature has emphasized the performance development aspects of executive coaching (EC) more than the development of executives’ inner lives, although there is some evidence of practitioners addressing spiritual topics. Executive leaders have spiritual needs and executive coaches may be well positioned to address the intersection of the leaders’ work and spiritual lives, provided coaches observe skill boundaries and the limitations of the coaching context. The purpose of this paper is to discuss the merits of including spiritual development (SDev) in EC and how executive coaches can incorporate it in their practice. Design/methodology/approach EC, SDev and spiritual direction are compared, drawing attention to conflicting and complementary aspects of SDev applied in EC. Organizations’, clients’ and coaches’ likely concerns about such integration are explored and addressed. Suitable contexts, principles, a basic developmental framework and practical steps for executive coaches considering the inclusion of SDev in EC are proposed. Findings The paper provides coaches, consultants, executives and those charged with executive development with a foundational understanding of the role of SDev in EC. Originality/value A framework is provided for professionals involved in executive management development to address executive leaders’ spiritual needs through EC.

Purpose A plethora of principal development programs based on myriad leadership theories currently abounds in many educational jurisdictions globally. Today’s principals, consequently and fortuitously, often feel less isolated and better supported that has been indicated in school leadership research over the past two decades. The purpose of this paper is to discover, however, how principals, through well-designed postgraduate study, can effectively become the transformational leaders, schools regularly require of them. Design/methodology/approach Action research involving postgraduate leadership students at an Australian university over a two year period, involved three cycles: identification of leadership learning needs, introduction of innovations to their learning and identification of the transformative learning which contributed to their leadership development. Findings Transformative learning impacts significantly on transformational leadership development. This happens when disorienting dilemmas challenge and open minds to possibilities, and paradigmatic assumptions are questioned. The ensuing awareness enables leaders to demonstrate characteristics of transformational leadership especially the dimension of individualised consideration. Originality/value Few studies have aligned transformative learning with transformational leadership theory, but this paper found that school leaders benefit from transformative learning in their quest to become such a leader. The scariness of a metaphoric principal bungee-jump could ultimately lead to rocket launching of the most transformative kind.

PurposeThe purpose of this paper, based on reflections from practice, is to shed light on the realities of using walking as a tool for learning and development. This is done through an initial analysis of longitudinal reflective data spanning seven years and connecting these reflections to the concepts: being-in-the-world, belonging and Ba.Design/methodology/approachThis research takes a practice based phenomenological and reflective approach. The value of this approach is to seek a new understanding, through three distinct conceptual frames, of the effective use of walking within management development.FindingsThe findings connect three conceptual approaches of being-in-the-world, belonging and “Ba” to the practicalities of delivery, thus encouraging practitioners and designers to deeply reflect on the role of walking in management development.Research limitations/implicationsA limitation is that this is largely a personal story exploring the impact of an intuitively developed set of interventions. Despite this, the paper represents a unique and deep interpretation of walking as a mechanism for management development.Practical implicationsThe paper concludes with three recommendations to practitioners wanting to use walking in management development programmes. These are: facilitators need to be familiar with their surroundings; they should look for spaces and places where participants can connect and build relationships; and organisers and sponsors need to recognise how walking not only consolidates knowledge but can help create knowledge too.Originality/valueThis is a unique, seven-year longitudinal study that broadens the theoretical focus of walking as a mechanism for management and leadership development that combines the theoretical lenses of being-in-the-world, belonging and “Ba”, the authors believe, for the first time in research on management development.

PurposeThe objective of this paper is to draw up management guidelines on environmental sustainability for architectural and engineering design firms.Design/methodology/approachThe paper is derived from a research experience between 2010 and 2018. That experience comes from three source sets: Management Development Program for Design Firms from the Research Line of Management Design, Department of Civil Construction Engineering, University of São Paulo in Brazil; papers including a doctoral thesis; and literature review. Revisiting and investigating processes were conducted by research questions, resulting in lessons learned, management difficulties and guidelines.FindingsThe guidelines were drawn up from a strategic sphere, understanding internal and external factors to the firm, diagnosis of the firm's management and sustainability, a building sustainability plan, implications of the plan for management processes, plan monitoring and control and plan evaluation.Research limitations/implicationsThe studies were mostly conducted in Brazil, and one of them in the USA. Other studies could be carried out in other countries comparing findings or implementing the guidelines.Practical implicationsThe findings will provide feedback to Management Development Program for Design Firms (PDGEP) in the action research method. Moreover, the knowledge about firm's capabilities can advance understanding of architectural and engineering (AE) design firm management as support for sustainability, performance and building information modeling (BIM).Originality/valueArchitectural and engineering design firms are hardly discussed; design is treated in the building project context, giving prominence to technical solutions, not to management ones.

Purpose The paper aims to provide a coaching framework for the millennial workforce using the Functional Fluency model. The coach empowers the millennials by asking powerful questions on each of the nine modes of the model. This will support them in “being in-charge”, “being self”, and “being with-it” to improve their personal effectiveness in workplace and personal life. Design/methodology/approach The framework offers the coach indicative powerful question based on nine modes of Functional Fluency model for coaching the millennials to improve their personal effectiveness in workplace and personal life. Findings Coaching the millennials is about making them aware on the way they expend their energies. Based on a millennial’s need for coaching, a coach asks powerful questions from one or more modes and explores their story to elicit realistic options for the next best step. Research limitations/implications The coach must possess the appropriate credentials to be a coach and have the knowledge of Functional Fluency. The questions in the framework are indicative of the modes. Practical implications The framework provides the coach using the Functional Fluency model to ask powerful “what-how” questions on each of the nine modes to elicit realistic options for way forward with a millennial “coachee”. Originality/value The organizations are devising innovative methods on training & development for the millennials. Coaching them with powerful questions on Functional Fluency Model provides the value on improving their interpersonal effectiveness at workplace and in personal life as well.

Purpose This article highlights two potentially overlooked and undervalued features of custom management development program architecture that can facilitate and further the positive impact of program participants upon their return to work. Design/methodology/approach The insights presented are based on having worked with a number of large, custom management development program clients and seeking to foster greater, better, and a longer lasting impact accruing to the program sponsor when the program participants returned to work. Findings Two program design features are highlighted and discussed: (1) tiered critical mass participant throughput and (2) program transportability. A real-world based example is provided to depict these two program design aspects. Practical implications The two program design ideas presented are easily understood and immediately actionable for anyone engaged in responding to a custom management development program opportunity with an eye towards enhancing the impact for a sponsoring client. Originality/value Organizational sponsors of custom management development programs are interested in their program providers enhancing returning program participants’ ability to impact their work teams, departments, and business units with their program learnings. This article is unique in identifying and describing two potentially overlooked program design considerations that can aid in that pursuit.

Purpose This paper aims to summarize the existing literature on workplace respect and to help explain how employees who feel excluded and disrespected at work may retaliate against the organization. Design/methodology/approach A thorough review of the literature was conducted. This review is prepared by an independent writer who adds her own impartial comments and places the studies in context. Findings Based on the findings of the studies reviewed, employees who feel disrespected at work may retaliate by complaining or withdrawing from work. The emotions and hurt feelings resulting from disrespectful behavior are often hard to articulate, and managers may not realize how hurtful their actions are to the employee. The paper offers suggestions on how organizations may reduce the potential damage by reflecting on their work environment that may be fueling employee negativity. Originality/value This briefing saves busy executives and researchers hours of reading time by selecting only the best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Purpose The purpose of this paper is to investigate leadership curricula in UAE business and education management programmes and examine the extent to which they are derived from and linked to students’ cultural and Islamic values using Habermas’ critical theory. Design/methodology/approach The study employs a mixed methods approach that takes classical pragmatism as its philosophical foundation and critical theory as a theoretical lens. Data are collected in four sequential phases using critical discourse analysis of course materials, class observations, student survey and faculty interviews. Results are integrated at the interpretative level and abductive reasoning is used as the logic of justification. Findings Results show that despite the increasing efforts to incorporate cultural and Islamic values into the curriculum, it is still mainly dominated by Western theories and models of leadership, especially in the leadership courses offered by business schools, mainly because of accreditation requirements and the lack of English resources and theories on UAE and Islamic models of leadership. Research limitations/implications The study is limited to leadership curricula in the UAE. Researchers may extend and broaden the scope of the study by investigating leadership curricula in the Gulf and/or the Middle East. Future studies may also look at other theoretical frameworks recommended by other management scholars such as Mezirow’s transformational learning and the socio-constructivist approach (Hotho and Dowling, 2010). This study aims to open an ongoing debate and further investigation on the topic. Practical implications The results of the current study may inspire faculty members and programme coordinators to develop critical and culturally relevant curricula that are informed by Habermas’ critical theory and best teaching practices. Originality/value The study adds to the current knowledge base through its research design and approach that address an under-investigated topic. None of the current studies empirically investigated leadership curricula in the UAE. The theoretical framework and research findings can be used to develop culturally relevant and value-oriented leadership curricula that reflect indigenous and Western perspectives of leadership.

Purpose This paper aims to look at the growing need for ethical leaders, suggesting that a strata of society called “cultural creatives” may answer that need. It investigates how the cultural creatives can be attracted and nurtured in positions of leadership and puts forward tangible action points and suggestions to help organizations take practical actions. Design/methodology/approach The paper is an interpretative phenomenological analysis of four cultural creatives who are in positions of leadership. Findings The finding with the maximum impact for organizations perhaps is that they all left positions where they felt unsupported and undeveloped, rather than push their employer for that support. Participants were predictably people-oriented, although this meant different things for each person. Their styles of leadership varied, but all shared a desire to become role models and leave a legacy. Only one worked within the third sector, and all were quite pragmatic and motivated by money, something that seems to be different from the original research on this group. Practical implications The paper highlights five key indicators organizations must consider to attract and nurture cultural creatives: flexibility in leadership style, levels of autonomy, acting as mentors, appropriate financial rewards, and opportunities for authentic, self-determined work. Social implications The cultural creatives are reportedly the third largest social strata in Western society, after the modernists and traditionalists. They are growing as a group, and this study looks at how they operate and feel about their workplace. It provides insights into what it is like to be a cultural creative. Originality/value This is the only known research on cultural creatives since the original research in the early 2000s.

Purpose The purpose of this paper is to gain original evidence of the perception of Open Distance Learning (ODL) library middle managers towards the meaning of career success from the perspective of the individual. Design/methodology/approach This quantitative research study was conducted with the help of a survey questionnaire designed by the first researcher. Findings Results revealed that career success no longer only relates to criteria such as the hierarchical position or progression through high ratings obtained during performance appraisal. A high premium is placed by ODL library middle managers on other success criteria identified in the literature, such as the positive effect of their work on the institution, success achieved through a focus on work life and home life balance and personal recognition due to competence. Research limitations/implications The research findings presented in this paper form an important part of a comprehensive study on ODL library middle management development but is limited to the only ODL library in South Africa. Practical implications The paper provides current perceptions of ODL library middle managers to be considered during career path planning. Originality/value The paper provides the first findings of an overview of the perception of South African ODL library middle managers towards the meaning of career success. The study is timely as the number of ODL institutions is growing. The target population to benefit from this study is ODL library practitioners.

PurposeThe purpose of this paper is to suggest a methodology for evaluating the effectiveness of the flipped classroom (FC) model over traditional lecture-based teaching. It also proposed a tool to measure students’ perception toward the flipped approach in context of Indian management education.Design/methodology/approachThis study employs an experimental research design to assess the effectiveness of the FC pedagogy over traditional teaching methods. Both qualitative and quantitative research methods are used in order to judge student engagement, content understanding, students’ perception and student academic performance. Experimental research design, along with survey research, is implemented in order to judge the students’ perception toward FCs.FindingsThe study proposes a six-dimensional tool to measure learning in an FC setting. These dimensions are as follows: students’ in-class involvement, comprehensive content understanding, students’ academic performance, students’ cognitive capabilities, collaborative learning environment and students’ inclination toward teaching and learning process. Results of this research are promising and encouraging toward the adoption of the FC model.Research limitations/implicationsThe present research work is limited to assess the effectiveness of FC teaching for a management subject. Future studies may be carried out in other management subjects and other streams.Practical implicationsThe present study provides several valuable insights for future researchers, academicians and management institutions. Although implementation of flipped approach leads to a collaborative learning environment and prepares students for self-learning, it also offers educationalists to remodel their teaching pedagogy as per students’ learning and understanding needs.Originality/valueThe research demonstrates the successful implementation of qualitative and quantitative research techniques to evaluate the effectiveness of FC model in context of management education in India.

Purpose This study aims to examine the adoption and efficacy level of progressive human resource management (HRM) practices in various organizations operating in India. Design/methodology/approach Primary data based on 615 respondents from 103 domestic firms and 116 foreign multinational corporations (MNCs) operating in India were gathered and analyzed using statistical techniques like t-test, confirmatory factor analysis and structural equation modeling. Findings The results reveal that the adoption of progressive HRM practices in form of self-managed teams, flexibility to work flexible hours, use of online mediums to invite applicants, selection of candidates using assessment center and integrity test, performance based incentives, flexible benefits, facility of e-learning and innovative management development programs is positively related to firm performance in Indian context. Using institutional and cultural perspective, the findings have also demonstrated that their exist differences in adoption of progressive HRM practices between foreign MNCs and domestic firms. Practical implications Domestic firms in India are needed to learn some important managerial lessons from the foreign MNCs, especially when their adoption of progressive practices results in more increase in firm performance. These are suggested to implement a broad range of innovative HR practices like MNCs to improve growth potential, instead of focusing on two or three practices. Originality/value By exploring the differences between domestic and foreign MNCs, this study has offered some key insights on the extent of adoption and operationalization of progressive HRM in current Indian business environment.

Purpose This paper aims to contribute to the discussion of the role of education in developing a new mindset for sustainability leadership by analyzing a project of a Brazilian business school that implemented a sustainability training module regarding the UN 2030 Agenda. Considering the purpose of signatory school of the UN Principles for Responsible Management Education, this analysis reflects on the student capacities to become sustainable future value generators for business and society in general. Design/methodology/approach This study is characterized as a quantitative research whose strategy is the investigation between variables to understand the learning evolution of the study participants in each of the topics addressed in the training module. The research has a positivist approach that explores data using statistical methods to detect possible behavior patterns in the analyzed data volume, based on secondary data sourced from the questionnaire that validated student knowledge at the beginning and end of the class. Findings The data show a considerable impact of education in developing a new mindset for sustainability leadership as there is a big variation students’ average knowledge of the themes that made up the sustainability mindset suggesting that the students’ exposure to the content in the school environment helps increase their knowledge. Originality/value This paper fulfills the need to understand the effectiveness of the creation of specific modules of sustainability for students from different areas of activity.

Kiera, a young, enthusiastic sales rep, was recently promoted to manager of a sales team of five. In her first year on the job, she tackled a major revamp of the company's outdated training materials and organized a regional conference for her area, but neither her boss nor corporate seemed to appreciate the work she had been doing. Without support or guidance from her boss, Kiera was confused. What was she supposed to do? Parts A and B of the case present two different perspectives on coaching. Part A contains a narrative from the point of view of the “coachee,” Kiera, who was learning how to work with her boss, ultimately with the assistance of an executive coach. This case focuses on coaching as a tool to enhance self-management and relationship management and to improve personal performance. Part B describes how Kiera started to learn the “coach approach” to managing her team with the continued guidance of her executive coach. She learned to apply the same skills that her coach used with her in Part A to diagnose her team, share feedback, and communicate expectations. She was learning how to listen and ask thoughtful questions, but she also needed to expand her awareness to “other-management” and build her own coaching skills to enhance her team's performance.

Purpose The purpose of this paper is to examine the strategic impacts of performance appraisal on the corporate governance dynamics (in the private sector) in addition to the advanced assumptions which traditionally explain the declining tendency related to the board of governance's evaluation. Design/methodology/approach A quantitative analysis by regression approach was mobilized for the needs of this technical and conceptual paper. In order to proceed, the author use a model of workforce determination which examines the influence of appointments, the termination of functions, the solid mechanisms of evaluation and strategies of control. Findings The results' degree proved itself to be slightly higher and consequently, the influence of management evaluation was significant. As expected, the planning mainly reflected, in a unique way, a large and growing proportion of new appointments. Originality/value The objective of the paper is to validate the impacts of business management evaluation on the dynamics of the governance workforce in the private sector. This has never been done in any empirical study before. The approach allows to present an original conception of the influence model of evaluation and the planning evaluation relationship factors.

Purpose This paper aims to answer the call for greater humanization of the corporation, introducing aphorisms as a new tool for developing management awareness, creativity, and multiple-perspective mind-set. Design/methodology/approach The paper elaborates on a theoretical base to suggest a new tool for management development. Findings A firm is not only a technical system but rather a community of people, and due to increasing environmental complexity, humanities can provide managers with great help. In this line of thought, aphorisms are an under-considered literary genre that can prove helpful in humanizing the corporation. Practical implications Aphorisms can assist management in several ways: they help to understand what the organization stands for and to focus organizational values; they contribute to define corporate identity to people inside and outside the organization; they favor open-minded examination of problems from multiple perspectives, giving way to unexpected possibilities; and they generate critical dialogue within the management team about strategic decisions. Originality/value Although several arts and disciplines have already been considered in management literature, as far as the authors know, this is the first paper attempting to introduce aphorisms in the management toolbox.

Purpose Analyzing data collected from the charter school board members and the superintendent in a charter school district in a southeastern state about the quality and usefulness of training, the purpose of this paper is to provide an important foundation for understanding training and development for charter school boards in the USA. Design/methodology/approach This study uses a qualitative case study approach to examine a charter school district and the preparedness of charter school board members to serve in that district. The authors sampled one charter school district in the southeast region of the USA and interviewed five charter school board members and the superintendent. Findings The first theme is composition and responsibility of charter school board members, which outlines the roles and responsibilities that charter school board members assume when they serve on this charter district board. The second theme is preparedness to serve, which traces the readiness of charter school board members to serve on a board. The final theme is training and documents related to the kind of training charter school board members receive once they are appointed to the board. Originality/value This study provides a conceptual framework about the dimensions and standards associated with preparedness to serve as a charter school board member and broadens the authors’ understanding of the roles and responsibilities of charter school boards, their preparedness to serve and the training and development they receive.

PurposeThis study aims to test a theoretical research model specifying how two emerging job stressors, i.e. centralized authority and reporting requirements, influence hotel managers’ well-being. A mediated model through reappraisal is hypothesized.Design/methodology/approachThe model was tested on 600 Norwegian and Swedish hotel managers using a questionnaire survey (72 per cent response rate). Data were analyzed using descriptive statistics, confirmatory factor analyses, correlation and structural equation modeling, which included bootstrapping.FindingsJob stressors were negatively related to well-being, whereas reappraisal had a positive influence on well-being. A positive relationship was found between reporting requirements and reappraisal, while the opposite appeared for centralized authority. A negative mediating role of reappraisal existed in the relationship between centralized authority and well-being, while there was a positive one in the relationship between reporting requirements and well-being.Practical implicationsThe findings will have important implications for management practices, as they illuminate how job stressors reduce well-being on the one hand and how reappraisal positively influences well-being on the other. This knowledge indicates that reappraisal is important for well-being when faced with stressful environments. The findings illustrate the importance of controlling stress in the managerial environment, and for hotel managers to maintain the ability to reappraise.Originality/valueThe study advances the knowledge of the managerial role, as well as the importance of reappraisal and well-being. This is the first empirical study among hotel managers testing a research model that illustrates how job stressors and reappraisal influence well-being.