Undermanaged and not yet led: Reconciling management gap and leadership challenge for the new nature of the Chinese firm

The People's Republic of China is already the world's largest social system. It is now well on its way to becoming the world's largest national economy. This rapid economic development of the last 30 years is a result of the economic reforms carefully architected since 1978 by the former Paramount Leader Deng Xiaoping. There are several remarkable characteristics of this uniquely Chinese experience. First, it was not conceived as a paradigmatic shift. The Chinese transition to market‐economic models is closely controlled, incremental, selective, seemingly harmonious, and yet sustainable. Second, it was conceived as a paradox. The scope of these reforms deliberately did not extend to institutional reform. The famous characterization “One Country, Two Systems” captures this almost un‐Western idea of disassociating the evolution of the two spheres and allowing the co‐existence of two competing ideologies. Third, it was conceived as a pragmatic transformation, without proper ontological grounding as to how this dissonance will eventually be reconciled. At this point, the main actors caught between the two fronts (markets and institutions), the firms, will have to rise to the occasion and provide change leadership autonomously. The purpose of this conceptual article is to identify the required changes in nature of the Chinese firms navigating this dualist system, in particular with respect to their leadership component by exploring the presence of antecedents that will allow leadership to emerge. In the alternative we tentatively suggest carefully transferring some of our Western leadership wisdom, but we have to carefully evaluate to what extent existing conditions may also prevent us from doing so.     

The nexus of business sustainability and organizational learning: A systematic literature review to identify key learning principles for business transformation

Companies play a central role in the quest for sustainable development. Organizational learning theories have been utilized to explain sustainability-related change processes in firms. However, implications from studies at the nexus of business sustainability and organizational learning are highly dependent on varying conceptualizations. The objective of this study is to provide clarity on the plurality of conceptual underpinnings in research and to uncover principles that are associated with deeper organizational change processes, that is, business transformation. Building on insights from a systematic literature review, we develop a sustainability learning typology, from which we distill three learning principles for business transformation: (1) the deutero learning mode, (2) the societal learning scope, and (3) the cooperative advantage objective. We formulate needs for future research to further elaborate on the learning principles associated with business transformation and suggest implications for practice.     

The teacher as leader: The relationship between emotional intelligence and leadership effectiveness,commitment, and satisfaction

Emotional intelligence has emerged in the past decade as one of the crucial components of leadership effectiveness in many different contexts. The present study aimed at examining the relationships among emotional intelligence, leadership effectiveness, commitment, and satisfaction in education. Three hundred thirty‐two primary education teachers participated in the study conducted in Greece. Results, using structural equation modeling, showed that emotional intelligence, especially the intrapersonal and interpersonal dimensions, has a positive effect on leadership roles, explaining 51% of variance. A strong positive effect was also apparent on teachers' commitment and effectiveness, as measured by teachers' perception. Leadership roles such as performance evaluation, motivation support, and development improvement had a strong influence on effectiveness. The findings could have implications for the selection and training of future educators.     

Time and the Entrepreneurial Journey: The Problems and Promise of Studying Entrepreneurship as a Process

We examine the growing disconnect between the process‐oriented conception of entrepreneurship taught in the classroom and theorized about in premier journals and the variance‐oriented conception of entrepreneurship that characterizes empirical studies of the phenomenon. We propose that a shift in inquiry from entrepreneurship as an act to entrepreneurship as a journey could facilitate process‐oriented research by initiating a dialogue about the nature of the entrepreneurial journey, when it has begun and ended, whether it might be productively subdivided into variables or events, and what if anything remains constant throughout the process. Finally, we propose that a clearer understanding of the entrepreneurial journey is necessary to distinguish the field horizontally from research on creativity and strategy, and vertically from research on more practical business functions or more abstract systems‐level concepts.     

Exploring the linkages of green transformational leadership,organizational green learning,and radical green innovation

Radical green innovation is the necessary way for countries and firms to achieve sustainable development. Although the influencing factors of green innovation have attracted extensive attention, there is little research on the antecedents of radical green innovation. Drawing on organizational learning theory and attention-based view, this study proposes R-I ratio to measure the configuration of exploratory green learning and exploitative green learning, then analyzes the relationships among green transformational leadership, R-I ratio and radical green innovation, and examines the moderating effects of green R&D investment and environmental regulatory pressure. Based on a sample of 243 manufacturing firms in China's strategic emerging industries, the empirical results reveal that green transformational leadership promotes R-I ratio, and R-I ratio has inverted U-shaped relationship with radical green innovation. The results also find that green R&D investment plays U-shaped moderating role in the relationship between green transformational leadership and R-I ratio, and environmental regulatory pressure positively moderates the relationship between green transformational leadership and R-I ratio. The study not only reveals the relationships of green transformational leadership, organizational green learning and radical green innovation, but also provides theoretical guidance and management practice for manufacturing firms and government to promote radical green innovation.     

Transformational leadership and job involvement in the Middle East: the moderating role of individually held cultural values

This study examines whether individually held cultural values moderate the relationship between transformational leadership behavior of supervisors and the job involvement of subordinates in the Middle Eastern organizational context. Hierarchical regression analysis was used to analyze survey data from 229 employees of 10 organizations in the United Arab Emirates. In line with the findings of studies in Western countries, transformational leadership was found to influence job involvement positively. In addition, the cultural value orientations of individuals were found to moderate this relationship. Collectivism positively influenced the relationship between transformational leadership and job involvement, whereas uncertainty avoidance had a negative effect. These findings provide an insight into how transformational leadership may be used to motivate culturally diverse groups of employees within the Middle East. To enhance job involvement, organizations need to realize that the attitudinal response of subordinates to transformational leadership can depend on their cultural values. This has significant implications regarding the training and effective deployment of transformational leaders within Middle Eastern organizations.     

Repercussions of reunification: patterns and trends in the socio-economic transformation of East Germany

This article presents empirical evidence about the first stage of the social and economic transformation process of East Germany after political reunification. It shows that, while political and institutional unification may have been achieved in 1990, the social and economic gaps have been widening since then. The authors identify groups which have become clear winners in this transition as well as the losers.     

Managers’ exploration activities and individual unlearning: the mediating role of learning orientation and reflection

Abstract

The main goal of this study was to investigate the effects of managers’ exploration activities on learning orientation, reflection, and unlearning of team members. A questionnaire survey was conducted among 115 employees in 23 teams from a Japanese pharmaceutical company. The results of multi-level analyses suggest that managers’ exploration activities had a direct influence on team members’ learning orientations, which subsequently had a positive influence on their unlearning, with and without the mediation of reflection. These findings suggest that a subordinate’s unlearning is driven by managers’ activities through motivational and cognitive processes. The theoretical and practical implications of the findings are discussed.     

Performance implications for the relationships among top management leadership,organizational culture,and appraisal practice: testing two theory-based models of organizational learning theory in Japan

The purpose of this study was to examine the interrelationships among top management leadership, organizational culture and human resource (HR) practices, and their associative effects on organizational performance. Based on the theory of organizational learning, we developed and tested two different causal models: (1) a feed-forward learning flow model in which supportive leadership by top management would create a community culture and HR practices within organizations; and (2) a feedback learning flow model in which a community culture would support the practice of supportive leadership by top management and HR practices within a firm. Our structural equation modelling (SEM) results for a sample of 225 Japanese small and medium-sized enterprises (SMEs) in Japan supported the second model, in which the dominance of a community culture within the firm is an antecedent of top management's supportive leadership, which in turn necessitates a performance-based appraisal practice and eventually leads to better organizational performance in terms of objective indicators of turnover and absenteeism rates and workforce productivity. The findings are used to discuss the role of top management leadership in a particular organizational culture from the organizational learning perspective. Limitations and directions for future research are also discussed.     

Work stress and leadership development: The role of self-leadership, shared leadership, physical fitness and flow in managing demands and increasing job control

Leaders work in highly stressful environments, yet few leadership development efforts have focused on managing work stress. We posit that self- and shared leadership practices can help leaders manage high job demands and increase long-term job control. We examine the effects of high-strain jobs; identify the outcomes of active jobs, and highlight physical fitness as a key strategy of, and flow as a natural outcome of self- and shared leadership. We argue that self- and shared leadership, and the consequent and entailed fitness and flow benefits, support healthful regeneration and increased engagement and are thus vital to the leader's ability to manage work stress and create an active work environment. Our multi-disciplinary model offers a proactive way for leaders to manage the stressful demands of today's work environments.     

Adapting leadership theory and practice for the networked,millennial generation

Current research offers a complex perspective on the main characteristics of Millennials (or Gen‐Ys, as they are also called) as a generation in which knowledge is acquired, shared, and created as an extension of the primacy of relationships and networks and embedded in the connections that information technology provides. Aspects of the servant‐leadership model provide a context from which to examine the construction of workplace practice (action) and purpose (meaning) among members of the Millennial generation. However, theories developed in previous generations are not automatically applicable and require critical examination and adaptation if they are to offer an understanding of means for motivating and influencing Millennials toward more broadly defined goals and aspirations in multigenerational workplaces. After a review of recent literature, we conclude that future organizational paradigms will have to develop a multigenerational collaborative culture. With this in mind, we discuss how service leadership contributes to these new networked and collaborative organizations to help Millennials flourish and prepare them for leadership positions as well.     

The road to foreign language competency in the United States: A leadership perspective

A prevailing thought regarding foreign language competency (FLC) is that it can lead to an advantaged workforce by improving performance, especially in service‐oriented professions. This prevailing thought is logical, considering banking, hospitality and tourism, social services, sales, and health care industries. Foreign language teachers, training and development professionals, workforce education professionals, and government agencies (e.g., the military) all play a leading role in the effort to improve FLC in segments of the U.S. workforce. Workplace learning and performance (WLP) establishes the framework for companies that can quantitatively demonstrate that having a foreign‐language‐competent staff will increase performance and company profits (or value for the nonprofit sector). Leadership competencies guide the function of workplace foreign language training and development and has a direct impact on the success of achieving workplace FLC. In addition, scenarios demonstrating how a foreign‐language‐competent staff might improve overall company performance are explored. Methods of conducting appropriate assessments prior to implementing a workplace foreign language training and development program are addressed.     

The Influence of Uncertain Job Location on Urban Form and the Journey to Work

Standard urban models assume residents never think about their next job. More likely, the individual value of a given home and the choice of commute length are based not only on the current job site, but also on the expectation of where future jobs will be and the likelihood of both job separations and residential moves. The first factor lessens the value of access to the present job, while the second determines the opportunity cost of moving. Both sets of factors lead to flatter rent gradients and more sprawl than predicted by standard theories. The analysis further suggests that relatively stable jobs are likely associated with relatively shorter commutes. Past studies of the regional balance of jobs and housing, of “wasteful” commuting, of differences in the length of commute by gender, and of spatial tests for discrimination in housing and local labor markets have neglected these considerations, and may yield biased results as a consequence.     

浅谈以过程为核心的企业标准体系自我评估方法

建立和完善标准体系是企业的一项重要的基础性工作,也是当前我国企业管理工作中亟待加强的环节。《浅谈以过程为核心的企业标准体系自我评估方法》一文参考软件过程能力成熟度模型,提出了检验企业标准及标准体系完善程度的自我评估方法,为企业标准体系建设提供了新的方法和思路。     

Examining the role of leadership,trust for school culture and policy

Quality of life relies on also the quality of working context and the group dynamic. Culture of schools, trust and leadership facilitate quality in fostering strategic policies in establishing policy and development. The aim of the research study is to examine the role of leadership, trust for school culture in regard to the perceptions of inspectors. As this research stands on qualitative nature, experiences, perceptions of research participants shape the current understanding to give insights on the role of leadership, trust. In addition, establishing school culture is a part of quality to set policy in terms of development, inspection is a moderation of encapsulating the nature of school culture. Interview was employed to gain understanding and experiences of inspectors in relation to leadership, trust for the school culture. Mission, vision of schools, principles of schools, loyalty to schools, policies, objectives of practices in schools, social interaction in schools. Thematic analysis through laddering was done that five themes were established in examining leadership, trust in the school culture. It is important that employees in the training organization act in a joint view on implementing educational objectives. This is achieved by developing positive attitudes in people and by being able to act constructively with each other. The research results revealed that the inspectors who are currently working at the Ministry of National Education have their views on the mission, vision and leadership of schools and what they think about school culture trust in schools.