Search results

Evidence suggests that healthcare system performance may be improved with policy emphasis on primary care, quality improvement, and information technology. The authors therefore sought to investigate the extent to which policy makers in seven countries are emphasizing these areas.

Policies in these three areas in seven high-income countries were compared. A comparative descriptive approach was taken in which each of the country-specialist authors supplied information on key policies and developments pertaining to primary care, quality improvement and information technology, supplemented with routine data.

Each of the seven countries faces similar challenges with healthcare system performance, yet differs in emphasis on the three key policy areas; efforts in each are, at best, patchy. The authors conclude that there is substantial scope for policy makers to further emphasize primary care, quality improvement and information technology if aiming for high-performing healthcare systems.

This is the first study to investigate policy-makers' commitment to key areas known to improve health system performance. The comparative method illustrates the different emphases that countries have placed on primary care, quality improvement and information technology development.

This paper aims to understand the relationships among calling, employee engagement, work-life balance and life satisfaction for executive chefs based on role theory and spillover theory.

Surveys were completed by members of the American Culinary Federation in North America, the Nevada Restaurant Association and attendees at the ChefConnect Annual Conference. The data were analysed with confirmatory factor analysis and structural equation modelling.

All relationships in the model were significantly positive except for calling to life satisfaction. Importantly work-life balance was a significant mediator between calling and life satisfaction as well as for employee engagement and life satisfaction.

The research provides a more comprehensive framework for hospitality scholars to understand the outcomes of work as a calling through meaningfulness. The sample of executive chef limits generalizability.

The identification of a calling through in-depth interviews is recommended. Once recognized, managers should further foster chef’s passion through employee engagement facilitated by workplace autonomy and continuing education and work-life balance supported with human resource management practices including time off for critical life events. This will allow calling to flourish, increase life satisfaction and reduce the likelihood of turnover and burnout.

Outcomes reveal the complexity of the relationship between calling and life satisfaction. Contrary to previous findings, the presence of positive work-life balance was critical to attain life satisfaction, even when work was viewed as a calling.

The purpose of this paper is to elaborate how an adult development perspective can further the understanding of developmental networks as holding environments for developing leaders confronted with challenging experiences.

The article utilizes constructive developmental theory (C‐D theory) to explore and address the implications of an adult development lens for leader development, especially as they confront complex leadership challenges that trigger anxiety.

Theoretical propositions suggest different kinds of holding behaviors (e.g. confirmation, contradiction, and continuity) necessary for enabling growth and effectiveness for leaders located in different developmental orders.

Propositions offered can guide future researchers to explore how leaders confronted with different kinds of leadership challenges sustain responsive developmental networks over time and how the developers in the leader's network coordinate to provide confirmation, contradiction, and continuity needed for leader development.

Leaders and their developers should reflect on how developmental orders may determine which types of holding behaviors are necessary for producing leader effectiveness amidst challenging leadership experiences. Organizations should provide assessment centers and appropriate training and development interventions to facilitate this reflection.

This paper demonstrates the important role that developmental relationships play in leadership effectiveness and growth over time. Individuals and organizations are urged to attend to the quality and availability of high quality developmental relationships for purposes of continuous learning and development.

This article re‐conceptualizes developmental networks as holding environments that can enable leader's growth as an adult and, hence, increase their effectiveness as leaders amidst complex leadership challenges.

This paper aims to describe written and visual data sources useful for researching the history of advertising and marketing that are held in the collections of the McCracken Research Library at the Buffalo Bill Center of the West in Cody, Wyoming.

Knowledge of the McCracken collections has been acquired over several years of online searches and subsequent data analyses, communications with Library staff and from a personal visit to Cody in September 2021.

Several digital collections are surveyed. The Roy Marcot Firearms Advertisement Collection visually documents industry practices and also speaks to larger issues in American gun culture. The Winchester Publications provide insights via company magazines into product and management strategies, hardware retailing and visual merchandising tactics during the 1920s. The Schuyler, Hartley and Graham archive of business correspondence illustrate business-to-business marketing from the nineteenth through the early 20th century. The Buffalo Bill Collection reveals how the culturally important Wild West shows were promoted and experienced.

This paper familiarizes advertising and marketing historians with the primary sources in the McCracken Research Library and suggests some potential areas for study.

The purpose of this paper was to investigate the role of the body in the vocational anticipatory socialization (VAS) processes of classical musicians.

Using grounded theory, the paper analyzed semi-structured interviews with 48 musicians (27 children; 21 parents) to understand how classical musicians’ bodies intermediate the meaning of work. The Aristotelian concepts of potentiality and actuality frame this study.

The paper reveals that: “tuning” bodies is as important as tuning instruments (body as object of work), and diseases, occupational injuries, and accidents pose challenges to both health and performance (body as obstacle).

Theoretically, the paper contributes the notion that phases of VAS are fused not just through cognitive and relational processes, but also through embodied learning for classical musicians.

At the practical level, the paper reminds that the body is an important source of vocational socialization information.

The paper is filling a gap in organizational literature, which has under addressed the materiality of the body.

The purpose of this paper is to present a synthesis of the origins and theoretical frameworks of adult mentoring practices in educational and workplace settings along with an analysis and critique of their application to mentoring processes.

The authors systematically analyzed books and articles published in peer-reviewed journals from 1978 to 2012 using qualitative meta-summary and qualitative meta-synthesis methodological approaches.

This systematic review of the literature resulted first, in an organized, historical framework of theories of adult mentoring in academic and workplace and educational contexts from 1978 to 2012. Second, it provided information regarding the recognized challenges in traditional mentoring endeavors that led to the more expansive concept of developmental networks and participation in communities of practice. Third, it served as a foundation for a critique of the theories as applied to mentoring relationships and programs.

The paper provides the theoretical foundation for future empirical work in the field of adult mentoring in educational and workplace settings.

This paper is the first to condense the vast theoretical frameworks that inform the field of adult mentoring in the twenty-first century.

This chapter deploys qualitative interviews with employees of rural South Carolina cultural institutions to assess the state of their rural community archives in order to understand both the practices and needs of the institutions within their relationship to larger, traditional archives with the aim to better understand national trends around community archives.

The research uses open-ended qualitative interviews based on snowball sampling focused on cultural institutions in populations defined as “rural” by the state of South Carolina. Using snowball sampling allowed for communities to self-identify other cultural institutions previously overlooked in surveys of rural South Carolina archival holdings.

Findings from the interviews provide new community-defined understandings of both practices and needs of rural community archives. Valuable insights include the following:

• A clear awareness on the part of rural community archives of their relationship to larger practices of archiving

• Notable moments of creativity by rural community archives concerning long-term self-sustenance

• A continued need for low-cost, low-barrier methods of digital outreach for both preservation and communication

• A more direct stream of access to grant funding favoring community archival practitioners over user-based research funding

A clear awareness on the part of rural community archives of their relationship to larger practices of archiving

Notable moments of creativity by rural community archives concerning long-term self-sustenance

A continued need for low-cost, low-barrier methods of digital outreach for both preservation and communication

A more direct stream of access to grant funding favoring community archival practitioners over user-based research funding

While many examples of community-based archival practice exist within British, Australian, and New Zealand research, such studies remain sparse and entity specific within the United States. This continued lack of case studies and models for understanding and aiding rural, community archives within the United States is only amplified when divided by regions and states. By focusing directly on the concerns of practitioners working to preserve and make available localized histories, this research illuminates both the incredible agency of rural community cultural institutions while re-conceptualizing the needs of such groups.

Mentoring is more and more studied by researchers on account of its professional and personal impact on mentees. This contribution has two main objectives. First, to empirically validate the benefits for the mentor and to test links between mentoring activities and benefits through a multidimensional analysis. Second, to incorporate two variables structuring the relationship into the analysis: the formal vs informal nature of the mentoring relationship and the gender composition of the dyad. The paper aims to discuss these issues.

In total, 161 French managers have been surveyed.

The results show that mentors value the personal dimension of the relationship more than the professional dimension. Moreover, informal mentoring favours the perception of a rewarding experience by the mentor, whereas formal mentoring is synonymous with improved professional performance. This research calls into question the advantage of same-sex dyads, suggesting that heterogeneity favours improved performance.

The originality of the paper was to focus on the homogeneity of the mentor-protégé dyad in terms of gender.

This study investigates the antecedents of career initiative, a proactive behavior, whereby individuals engage in activities to promote their career development. The authors first argue that organizational tenure – the length of time employed within a specific organization – will exhibit a curvilinear or inverted-U-shaped relationship with career initiative. In the early years of an employment relationship, career initiative gradually increases as employees overcome the initial challenges of joining a new organization. However, career initiative will plateau and eventually decline as employees struggle to envision further development.

This study uses a survey design with data collected from the North American operations of a large global telecommunications company.

This study identifies two key mechanisms, both concerning relational context, that drive the curvilinear relationship between organizational tenure and career initiative: mentoring and barriers to networking. Specifically, increased mentoring and reduced barriers to networking both significantly weaken the curvilinear effect.

The results suggest that organizations can promote proactive behaviors through employee mentoring and by removing network barriers, particularly for those most at risk for reduced career initiative: early- and especially later-tenure employees.

Career initiative is a valued behavior among employees, but individual-level phenomena can be fostered, or inhibited, by relational context. So, while some scholars have found a trend toward “boundaryless” careers, this study reveals the importance of considering how the boundaries and social context within organizations can create an environment in which employee proactivity can flourish.