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Implicit change leadership theory (ICLT) highlights the importance of determining congruence between the ideal and actual change leadership schemas of employees in successful change management. This paper utilized ICLT in exploring effective change leadership and management in secondary schools and examined how these influence teachers' commitment to change. Data were gathered from 707 secondary school teachers from both private and public high schools in the Philippines. Findings indicated that (1) teachers seem to have a more holistic and integrative view of change leadership schemas than employees of business organizations, (2) teachers' change leadership schemas significantly predicts perceived effectiveness of change management, and teachers' affective commitment to change, and (3) perceived effectiveness of change management significantly mediates the effect of change leadership schemas on teachers' affective commitment to change. This study expanded the applicability of ICLT in basic education settings and contributes to the understanding of effective change leadership and change management in schools. Implications on practice and further recommendations for school leaders are also discussed.

The information technology and business process (IT&BP) offshoring sector in Asia continues to experience internal challenges and pressures from the external environment that lead to employee attrition. Despite the many human resources (HR)‐related interventions and practices, there remains a considerable turnover rate, not just within individual firms but across the entire IT&BP offshoring industry. We therefore question the current state of HR management within the sector and review the literature from 2000 to 2020. Utilizing the antecedents, decisions, and outcomes (ADO) organizing framework, we synthesize the different HR practices, their antecedents, and their outcomes. Our synthesis enables us to identify areas for future research, guided by the ADO framework, such as strengthening the theoretical grounding for the investigation of HR practices, greater contextualization regarding Asian culture, and acknowledgement of recent and emerging trends. These avenues can both build knowledge and inform practice as to how to effectively manage HR in the IT&BP offshoring sector in Asia, thereby reducing the high employee attrition rates. [ABSTRACT FROM AUTHOR]

This study examined structural changes in social network influences of recovering drug users. Anchored on the theory of social influences and social network, recovering drug users' social network interactions were mapped out using social network analysis (SNA). This study utilized exploratory sequential mixed method design. A focused group discussion (n = 12) using the name generator approach was conducted to develop a survey of the recovering drug users' social network influences. This survey was administered preand post-community-based drug rehabilitation (n = 52). Results of the SNA show that members of the drug users' immediate families, their friends, and their neighborhoods were significant influencers in their social network. This study also found structural changes in the social network influence post-drug intervention. There was a significant reduction in the use and mobilization of network provisions with negative influences (i.e., stigma, maltreatment, financial aid, experiences of abandonment, carrying burdens). Participants also reported a significant increase in their recovery capital and a decrease in substance use disorder symptoms over time. As community-based programs gain wider acceptance, policy makers and interventionists should consider the dynamics of social network structure and influences when designing drug rehabilitation and aftercare programs. [ABSTRACT FROM AUTHOR]

This study examined the sexual identity management strategies employed by GLB emerging adults when interacting with their parents, siblings, and close peers. For each context, perceived acceptance of sexual orientation and relationship closeness were examined as predictors of being explicitly out. Being explicitly out was also examined as a predictor of psychological well-being. Data were collected from 98 self-identified GLB individuals, who ranged from 18 to 22 years old and were currently college students from the Philippines. Results showed significant differences in the use of sexual identity management strategies depending on who they are interacting with. There was a greater likelihood to be explicitly out to close friends rather than family members. Perceived acceptance was a consistent predictor of being explicitly out across contexts although relationship closeness was not. However, relationship closeness significantly moderated the relationship between perceived acceptance and being explicitly out to parents. As hypothesized, being explicitly out significantly predicted psychological well-being with parents and siblings. This study expands the scope of the Identity Management Theory by showing how sexual identity is managed differently across various contexts. [ABSTRACT FROM AUTHOR]

This research examined the challenges, enablers and outcomes of organisation transformation in Philippine local governments. We combined a multi-case study research design and backward mapping approach in collecting and analysing narratives from 55 leaders in 9 Filipino local government units (LGUs) that have successfully undergone transformation. Results show that the transformations of the LGUs appear to have been catalysed by three interrelated elements: vision, LGU leadership and citizen engagement. The transformation in the local governments concentrated on multiple foci of reform including structure and systems improvement, culture change, human-resource development as well as policy and programme development. This holistic approach enabled the transformation of bureaucratic and unprofessional government service to transparent, professional and efficient public service that engendered pride, transparency and social equity. Implications of the proposed model for transforming LGUs and in developing LGU leaders for good governance are discussed. [ABSTRACT FROM PUBLISHER]

Purpose – This study sought to explain the high turnover rates in Philippine call centers using a cultural lens. Specifically, the study looks at the phenomenon of work-life conflict and its impact on turnover intent. It also examined the moderating role of perceived organization support on the relationship between work-life conflict and turnover intent.Design/methodology/approach – The study utilized a two-phased, mixed-method approach. In the first phase, qualitative data from 30 interviews were obtained to validate the existence of the constructs among Filipino call center agents. In the second phase, 991 surveys were administered to quantitatively test the hypothesized relationships between the study variables. Findings – Results show that work-life conflict predicts intent to leave over and beyond that explained by job satisfaction. Findings also show that organizational support moderates the relationship between work-life conflict and intent to leave. The results also reveal the context-specific sources of work-life conflict: physical and psychological impact of work schedule, social isolation and lack of social support. Research limitations/implications – The study focused on work-life conflict and perceived organizational support. However, there are other variables that may be examined in future research such as personality, family, and organizational variables. Practical implications – Beyond the traditional responses to the issue of work-life conflict, the results suggest the importance of cultural nuanced responses to address work-life conflict. Social implications – Although outsourcing is a boon to the economy of developing countries, policies encouraging call centers need to be coupled with an understanding of the personal and social costs of call center work. Originality/value – This study highlights the importance of considering culture in viewing management practices and their impact on workers' behavior and wellbeing. It calls attention to the unique experience of call centers in developing countries and the importance of developing work-life interventions that are contextualized to local culture. [ABSTRACT FROM AUTHOR]