Explore the relationship between leadership skills, organizational citizenship behavior and organizational culture in Vietnamese public organizationsTran, Quan Hoang Nguyen
2023 Industrial and Commercial Training
doi: 10.1108/ict-10-2022-0078
The purpose of this study is to look into the relationship between leadership skills, especially technical, human and conceptual skills, and organizational citizenship behavior (OCB), with organizational culture acting as a mediator.Design/methodology/approachFor the purpose of this study, a quantitative strategy was adopted. To collect data, paper/online surveys were administered to 294 individuals in various Vietnamese public organizations. Stata 15.1 was used to assess the reliability, validity and consistency of the measurements. Regression analysis was used to evaluate the proposed hypotheses.FindingsIt was discovered that leadership skills have a significant effect on OCB, which partially supported the hypotheses. However, only conceptual skill was found to have a significant impact on individual OCB (OCBI). Conceptual skill was also found to have a significant impact on supportive culture. In addition, only supportive culture had a significant effect on OCBI. Finally, supportive culture was confirmed to mediate the relationship between conceptual skill and OCBI.Originality/valueThis study adds to the social exchange theory by filling three significant gaps in previous research on leadership skills. First, it investigates the impact of three leadership skills on OCB in public organizations. Second, it examines the role of leadership skills in fostering an organizational culture. Third, the paper concludes by investigating the underlying mechanism through which leadership skills contribute to OCB via the mediation of organizational culture. The implications of these findings for practice are discussed.
Fostering employee work engagement and sustainable employment during COVID-19 crisis through HR practices, employee psychological well-being and psychological empowermentRahi, Samar
2023 Industrial and Commercial Training
doi: 10.1108/ict-04-2022-0023
This study aims to investigate employee behavior toward work engagement with an integrative research framework that combines human resource practices, employee psychological empowerment and well-being. Moreover, the moderating effect of transformational leadership is tested between employee engagement at workplace during crisis such as COVID-19 and sustainable employment.Design/methodology/approachThis study empirically investigates research framework with 353 responses retrieved from employees working in private sector organizations. The data were collected through structured, closed-ended questionnaires. For inferential analysis, structural equation modeling approach has been used. To test the predictive power of the research framework, blindfolding procedure Q2 is incorporated.FindingsStatistical findings indicate that HR compensation, HR training, opportunity enhancing, motivation enhancing, psychological well-being and empowerment have explained substantial variance (R2 = 67.5%) in employee work engagement during crisis. Concerning with sustainable employment, the transformational leadership and work engagement have shown significant variance (R2 = 20.6%) in determining sustainable employment. Moving further psychological empowerment has revealed maximum effect size (f2) to determine employee engagement behavior at work place during pandemic crisis. The blindfolding procedure Q2 has exhibited substantial power to predict employee work engagement and sustainable employment during crisis such as COVID-19 pandemic.Practical implicationsThis study has several contributions to theory and practice. Theoretically, this study develops an integrative research framework with the help of human resource practices and employee psychological factors such as employee well-being and empowerment. Therefore, practically, this research suggests that factors such as opportunity enhancing, transformational leadership and employee psychological empowerment need managerial attention to increase employee engagement at workplace and sustainable employment during pandemic crisis.Social implicationsWith the growing concerns of layoff during pandemic crisis, employees have shown lack of interest at workplace because of psychological fears. Nevertheless, this study has established that policymakers could enhance employee engagement at workplace and sustainable employment during crisis by redesigning HR practices and improving employee psychological well-being and empowerment. In addition to that, employee psychological well-being and empowerment are considered healthy factors for human beings and nurture society at large.Originality/valueThis research is original as it establishes an integrative research framework grounded in HR practices, employee psychological empowerment and employee psychological well-being to investigate employee behavior at work place during crisis such as pandemic. In addition to that, this study has enriched leadership literature by examining the moderating effect of transformational leadership between employee work engagement and sustainable employment.
Analysis of training effectiveness from the perspective of managers and employees in the Colombian hospitality industryGil, Alfonso J.; Rodriguez-Cavides, Linzay; Romero-Daza, Deyanith
2023 Industrial and Commercial Training
doi: 10.1108/ict-11-2022-0085
The literature has defined different indicators of training effectiveness. At the performance indicator level of analysis, training effectiveness measures the impact of training on knowledge, skills and job performance. This paper aims to analyse, from the perspective of managers and employees from the hotel sector in Colombia, the relationships between the improvement of knowledge and skills and the improvement of job performance.Design/methodology/approachThe research technique used is a survey. Data are collected from a sample of managers and a sample of employees from the Colombian hospitality industry. The hypotheses are contrasted through regression analysis.FindingsFrom the managers’ perspective, the data indicate a significant relationship between the improvement of knowledge and work performance. In contrast, there is no significant relationship between improving skills and improving job performance. From the employees’ perspective, significant relationships between the improvement of knowledge and the improvement of skills in job performance are revealed.Originality/valueThis work makes significant contributions to the training literature. It analyses the relationships among indicators of training effectiveness from the point of view of managers and employees from the Colombian hotel sector. It reveals differences between the perspectives of managers and employees.
Employees’ perception towards e-learning: an exploratory study in the information technology sector in IndiaSyed, Fazal Uddin; Mohd Abdul, Sikandar
2023 Industrial and Commercial Training
doi: 10.1108/ict-11-2022-0082
The primary purpose of this research paper is to evaluate e-learning among employees of Information Technology (IT) companies based in Hyderabad, India.Design/methodology/approachA survey was undertaken among the employees from different IT companies based in Hyderabad, India, to gauge the perception towards e-learning. The participants were selected randomly. The evaluation is based on a few factors: convenience, usefulness, course content, quality, effectiveness and benefits for employees and organizations. The responses were recorded online through a structured questionnaire. In total, 237 responses have been collected for this present study, of which 227 questionnaires were used for analysis.FindingsThe surveyed employees perceived that e-learning helped them enhance their workplace competency in a flexible but effective manner. The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways.Research limitations/implicationsLimitation of the study – by examining the pris study was confined to employees working with IT companies based in Hyderabad City, India. The data is collected online, and there may be some insufficient responses. Implications of the study – the study results show a deep insight into the critical aspects of e-learning as a tool for employee training for the benefit of employees and organizational development. The surveyed respondents from the IT sector at Hyderabad perceived that keys to successful e-learning programs should give due consideration towards availability of internet bandwidth, making the course more interactive, providing more choices to the learners and user-friendly and personalized learning experience. The study also shows that the e-learning programs primarily benefit the employees as well as the organization in a manner, namely, improved productivity, helping to achieve business objectives of the firm, growth and advancement to the employees and enhancing the job-related knowledge. The study also discovered that e-learning improves employees’ opportunities for professional growth and advancement inside and outside the organization by assisting them in learning new skills and enhancing job-related information.Practical implicationsThe internet penetration in recent years, as well as post-Covid-19, has given rise to online learning in the education and corporate sectors. The emergence of online or e-learning has been gaining ground in the corporate world by replacing the existing face-to-face or physical training model because of the cost factor and flexible learning to the learners. E-learning improves the learner’s ability to adapt to the company’s constantly changing business environment, which in turn helps the company increase departmental productivity and, ultimately, achieve its overall business goals.Social implicationsThe e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways. The e-learning also empowers the learner to perform better at his workplace and at the same time moving on the social ladder as the learning makes him/her confident at the job market.Originality/valueThis study provides a valuable understanding of employee perceptions on the adoption and effectiveness of e-learning, which ultimately improves the benefits of the training and development department in realizing and enhancing the quality in corporate companies.
Guidelines for training design thinking in organizationsTodd, Erin Michelle; Stewart, Payton
2023 Industrial and Commercial Training
doi: 10.1108/ict-10-2022-0076
The purpose of this paper is to critically review the literature on design thinking training to elucidate guidelines for best practices of design thinking training interventions.Design/methodology/approachThe literature was reviewed, which outlined several themes that informed a series of recommendations for organizations considering developing design thinking training.FindingsProcess-based training, delivery activities and content, skills-based approach, delivery format, support for training and training evaluation were identified as key themes in the literature. These themes highlighted practical recommendations for developing design thinking training interventions. Findings also demonstrate current limitations in the literature.Research limitations/implicationsResearch on design thinking training is limited; therefore, recommendations for training should be applied carefully. The limited research points to a fruitful area for future research and development of design thinking training.Practical implicationsThis paper suggests that researchers and practitioners should develop face-to-face or hybrid design thinking training interventions that follow the design thinking process and focus on the development of relevant skills, using interactive, user-focused and design visualization activities. Results suggest that adequate support for training should be provided, and outcomes of training should be empirically evaluated.Originality/valueTo the best of the authors’ knowledge, this paper is the first to review the design thinking training literature and provide general recommendations for both design thinking training development and design thinking research.
Fostering the sustainability of organizational learning: reviewing the role of Gen-Z employeesPandita, Deepika; Agarwal, Yash; Vapiwala, Fatima
2023 Industrial and Commercial Training
doi: 10.1108/ict-09-2022-0064
Organizations must be resilient to be agile and sensitive to numerous shifting situations due to the pandemic. There is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. Therefore, the purpose of the present study is to explore how Gen Z’s competencies can be banked upon to foster organizational learning to sustain.Design/methodology/approachConsidering the constantly changing scenario in business organizations and the growing need for organizational learning to sustain, the authors have conducted an extensive review of the literature to understand how to sustain organizational learning for and through Gen Z. An integrative secondary search was carried out for specific and relevant work on the topic. The authors have considered both empirical and qualitative studies in their review to highlight the various themes that emerge from the extant literature.FindingsThe study indicates that much of the knowledge and experience is filtered through a generational lens, and organizations must encourage the development of Gen Z employees through e-learning, psychological contract, intrapreneurship and reverse mentoring. Based on the findings, the authors have proposed an ICES model which unifies the above four factors. The proposed ICES model encompasses specific interventions of having an Integrated 360 degrees learning experience (I), Coaching leadership for enabling intrapreneurship (C), revamping EVP for Gen Z-specific psychological contract (E) and building a Skill-will inventory for reverse mentoring (S).Practical implicationsThere is limited research on how to bring the disparate perspectives and requirements of different generational cohorts in companies together to achieve outcomes that encourage organizational development and sustainability. This study will enable organizations to break down generational barriers, enhance organizational harmony, foster initiative and innovation and boost organizational performance through sustained organizational learning.Originality/valueIn view of the pandemic situation, organizations need to adapt not just their systems and processes but also to look for ways to engage their talent. The proposed ICES model will enable the sustainability of organizational learning for and through the Gen Z workforce by fostering individual development and organizational performance.
Examining toxic leadership, pay satisfaction and LMX among nurses: evidence from GhanaDartey-Baah, Kwasi; Quartey, Samuel Howard; Asante, Kwame Gyeabour
2023 Industrial and Commercial Training
doi: 10.1108/ict-07-2022-0050
The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana.Design/methodology/approachUsing a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling.FindingsThe results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant.Research limitations/implicationsCross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time.Practical implicationsHospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development.Social implicationsToxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations.Originality/valueNurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.
Invisible and yet hypervisible: gendered misconduct and the U.S. militaryErwin, Stephanie K.; Cseh, Maria
2023 Industrial and Commercial Training
doi: 10.1108/ict-10-2022-0075
The representation of women throughout all levels of military service and the experiences of women in military service remains a challenge for the U.S. military. The purpose of this qualitative study was to understand the gendered experiences of active-duty senior enlisted women in the U.S. military. In particular, this paper addresses gendered misconduct and its implications for training and human resource development.Design/methodology/approachInformed by gendered organizations theory, feminist institutional theory and social learning theory, this interpretive qualitative study used document reviews and in-depth interviews with 12 active-duty senior enlisted women representing various occupational specialties within the four branches of the Department of Defense.FindingsFindings included compelling stories of the gendered experiences of the participants’ related to organizational structures, institutional culture, gendered misconduct and learning to navigate as a woman. Gendered misconduct, to include sexual assault, sexual harassment and sex-based discrimination, particularly reflected the simultaneous visibility and invisibility of women in military service.Originality/valueThe findings of this study are consistent with extant literature and may be used to inform policy and regulatory efforts regarding gendered misconduct in the military. Otherwise, women in the military will remain invisible and yet hypervisible.