1,721,217 research outputs found
Top Management Team Diversity: A systematic Review
Full text linkEmpirical research investigating the impact of top management team (TMT)
diversity on executives’ decision making has produced inconclusive results.
To synthesize and aggregate the results on the diversity-performance
link, a meta-regression analysis (MRA) is conducted. It integrates more
than 200 estimates from 53 empirical studies investigating TMT diversity
and its impact on the quality of executives’ decision making as reflected
in corporate performance. The analysis contributes to the literature by
theoretically discussing and empirically examining the effects of TMT diversity
on corporate performance. Our results do not show a link between TMT
diversity and performance but provide evidence for publication bias. Thus,
the findings raise doubts on the impact of TMT diversity on performance
Creating learning organizations in higher education: applying a systems perspective
No full textPurpose – The purpose of this paper is to offer an application of a system model for Senge's five disciplines in higher education (HE) institutions.Design/methodology/approach – The paper utilizes a conceptual framework for the analysis of antecedents and outcomes of Senge's five disciplines, focusing on specific factors unique to the HE sector.Findings – The explication of the model manifests its relevance and applicability for the HE sector: it represent how universities operate as learning organizations and posits the anticipated interactions among specific constructs associated with Senge's five disciplines within the HE sector.Practical implications – The paper manifests a causal model that links variables in the learning organization, a perspective that would be instrumental for HE institutions to achieve competitive advantage.Originality/value – The paper provides added value both for academics and executives interested in the analysis of the complexity of Senge's five disciplines for HE institutions
Creating learning organizations: a systems perspective
No full textPurpose - The purpose of this paper is to offer a theoretical contribution to explicate the various factors and aspects that influence Senge's five disciplines and their outcomes. Design/methodology/approach - The paper develops a conceptual framework for the analysis of antecedents and outcomes of Senge's five disciplines, and offers moderators to explain the prospect associations, employing a multi-level analysis to explore issues, from the individual level (personal mastery) through the collective level (team learning, mental model) up to the organizational level (shared vision, systems thinking). Based on this theoretical framework, the paper offers a set of propositions in the shape of a causal model that links the constructs of the model together. Findings - The development of the model manifests wide areas of relevance to the learning organization and points out significant interdependences and interactions among the various constructs associated with Senge's five disciplines of the learning organization. Practical implications - The paper proposes a causal model that links variables in the learning organization that would be instrumental for organizations to achieve competitive advantage. For academia, it offers a further avenue for research, introducing a number of opportunities to test this model. Originality/value - The paper provides significant added value both for academics and executives interested in the analysis of the complexity of Senge's five disciplines
Personal factors as mediators of the relationships between high-involvement HRM practices and work attitudes
No full textStudent-supervisor expectations in the doctoral supervision process for business and management students
No full textThis research explores whether, and if so, how an effective relationship is created from both supervisor and doctoral student perspectives in the context of internationalisation of business and management studies in HE. Interviews were conducted with 12 supervisor-student dyads, totalling 24 interviews, to explore both student and supervisor perspectives on their own lived experiences of their expectations during the journey through the PhD. The research revealed four main dimensions that the interviewees expressed during the interview process: (a) their perceptions of the role of the primary supervisor on the doctoral student’s work; (b) what they expect from their counterparts in terms of intellectual capacity; (c) in terms of emotional intelligence; and (d) in terms of resources or logistics. New findings related to intellectual capacity and emotional intelligence will be useful for both students and supervisors
Perceptions of HR practices on job motivation and work-life balance: mixed drives and outcomes in a labor-intensive sector
Full text linkPurpose: Based on regulatory focus theory and social exchange theory, this study explains how care service workers’ job attitudes, such as job satisfaction, organizational commitment and perceived organizational support, help form their promotion-focus or prevention-focus perceptions of firms’ HR practices.Design/methodology: A survey study of 709 residential care service workers was used to test the developed framework with structure equation modelling analysis.Findings: The empirical results show that the perceptions of HR practices in the British care service sector can simultaneously enhance workers’ job motivation and help to correct their work-life imbalance, which have different effects on workers’ job attitudes.Research implications: Perceptions of HR practices can create both promotion- and prevention-focused perceptions from the workers’ perspective. The mixed perceptions about HR practices trigger both perceptions of job motivation and perceptions of work-life imbalance that can then lead to different outcomes with regard to job attitudes.Practical implication: This study helps practitioners apply HR practices suitably, to certain types of employees in order to drive positive, rather than negative impacts. It is important for managers in the care service industry to take into account the conditions that determine the impacts of perceptions of HR practices on workers’ job attitudes when deciding to adopt HR practices.Originality: This study contributes to the management literature by providing empirical evidence of the critical role played by job motivation and work-life imbalance in the perceptions of HR practices and job attitudes link.<br/
- …
