INDUSTRIAL AND COMMERCIAL TRAINING最新文献

{"title":"Guidelines for training design thinking in organizations","authors":"E. M. Todd, Payton Stewart","doi":"10.1108/ict-10-2022-0076","DOIUrl":"https://doi.org/10.1108/ict-10-2022-0076","url":null,"abstract":"\u0000Purpose\u0000The 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.\u0000\u0000\u0000Design/methodology/approach\u0000The literature was reviewed, which outlined several themes that informed a series of recommendations for organizations considering developing design thinking training.\u0000\u0000\u0000Findings\u0000Process-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.\u0000\u0000\u0000Research limitations/implications\u0000Research 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.\u0000\u0000\u0000Practical implications\u0000This 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.\u0000\u0000\u0000Originality/value\u0000To 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44634478","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Fostering the sustainability of organizational learning: reviewing the role of Gen-Z employees","authors":"Deepika Pandita, Y. Agarwal, Fatima Vapiwala","doi":"10.1108/ict-09-2022-0064","DOIUrl":"https://doi.org/10.1108/ict-09-2022-0064","url":null,"abstract":"\u0000Purpose\u0000Organizations 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.\u0000\u0000\u0000Design/methodology/approach\u0000Considering 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.\u0000\u0000\u0000Findings\u0000The 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).\u0000\u0000\u0000Practical implications\u0000There 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.\u0000\u0000\u0000Originality/value\u0000In 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42138876","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Analysis of training effectiveness from the perspective of managers and employees in the Colombian hospitality industry","authors":"Alfonso J. Gil, Linzay Rodriguez-Cavides, Deyanith Romero-Daza","doi":"10.1108/ict-11-2022-0085","DOIUrl":"https://doi.org/10.1108/ict-11-2022-0085","url":null,"abstract":"\u0000Purpose\u0000The 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.\u0000\u0000\u0000Design/methodology/approach\u0000The 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.\u0000\u0000\u0000Findings\u0000From 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.\u0000\u0000\u0000Originality/value\u0000This 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44023634","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employees’ perception towards e-learning: an exploratory study in the information technology sector in India","authors":"Fazal Uddin Syed, Sikandar Mohd Abdul","doi":"10.1108/ict-11-2022-0082","DOIUrl":"https://doi.org/10.1108/ict-11-2022-0082","url":null,"abstract":"\u0000Purpose\u0000The primary purpose of this research paper is to evaluate e-learning among employees of Information Technology (IT) companies based in Hyderabad, India.\u0000\u0000\u0000Design/methodology/approach\u0000A 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.\u0000\u0000\u0000Findings\u0000The 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.\u0000\u0000\u0000Research limitations/implications\u0000Limitation 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.\u0000\u0000\u0000Practical implications\u0000The 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.\u0000\u0000\u0000Social implications\u0000The e-learning also empowered the learners and ultimately contributed to the enhancem","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48116439","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Fostering employee work engagement and sustainable employment during COVID-19 crisis through HR practices, employee psychological well-being and psychological empowerment","authors":"S. Rahi","doi":"10.1108/ict-04-2022-0023","DOIUrl":"https://doi.org/10.1108/ict-04-2022-0023","url":null,"abstract":"\u0000Purpose\u0000This 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.\u0000\u0000\u0000Design/methodology/approach\u0000This 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.\u0000\u0000\u0000Findings\u0000Statistical 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.\u0000\u0000\u0000Practical implications\u0000This 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.\u0000\u0000\u0000Social implications\u0000With 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.\u0000\u0000\u0000Originality/value\u0000This 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 leadersh","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48743329","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Explore the relationship between leadership skills, organizational citizenship behavior and organizational culture in Vietnamese public organizations","authors":"Quan Hoang Nguyen Tran","doi":"10.1108/ict-10-2022-0078","DOIUrl":"https://doi.org/10.1108/ict-10-2022-0078","url":null,"abstract":"\u0000Purpose\u0000The 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.\u0000\u0000\u0000Design/methodology/approach\u0000For 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.\u0000\u0000\u0000Findings\u0000It 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.\u0000\u0000\u0000Originality/value\u0000This 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.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43896627","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Mapping mentee outcomes in mentoring programs for managers","authors":"Nuria Gisbert-Trejo, P. Fernández‐Ferrín, Eneka Albizu, J. Landeta","doi":"10.1108/ict-07-2022-0047","DOIUrl":"https://doi.org/10.1108/ict-07-2022-0047","url":null,"abstract":"\u0000Purpose\u0000This paper aims to identify, assess and classify the most significant mentee outcomes of formal mentoring processes aimed at managerial development.\u0000\u0000\u0000Design/methodology/approach\u0000After conducting an extensive literature review to identify the most significant mentee outcomes in the management field, a survey was conducted with a sample of 80 experienced mentees. An exploratory factor analysis (EFA) has been performed to simplify and contribute to operationalizing these results. Finally, focus group and nominal group techniques were conducted with practitioners to better understand the findings.\u0000\u0000\u0000Findings\u0000A total of 27 mentee outcomes have been identified in the literature. EFA analysis has allowed us to downsize the 27 outcomes into four factors encompassing the most relevant mentee outcomes. The authors then provide an interpretation and discussion of the results.\u0000\u0000\u0000Originality/value\u0000This work compiles, reviews and systematizes existing studies on mentee outcomes in the field of management, classifying the results in a novel manner.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":"1 1","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41427993","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Managing managerial coaching: the role of stakeholders","authors":"Charles Carvalho, Prasad Oommen Kurian, Sheldon Carvalho, Fallan Kirby Carvalho","doi":"10.1108/ict-10-2021-0074","DOIUrl":"https://doi.org/10.1108/ict-10-2021-0074","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to discuss several obstacles that can reduce the effectiveness of managerial coaching. Furthermore, the paper highlights the role played by various stakeholders [i.e. the organization, senior leaders, the human resources (HR) function and managers] in overcoming or reducing the potency of such obstacles.\u0000\u0000\u0000Design/methodology/approach\u0000The views presented here have been derived from the authors’ professional experience in managerial coaching and a review of the literature on managerial coaching.\u0000\u0000\u0000Findings\u0000The authors discuss six common obstacles to effective managerial coaching: time for coaching, willingness to coach, ability to coach, employees’ ability and willingness, societal expectations and the intrusion of technology. They describe the critical role of various stakeholders (i.e. the organization, senior leaders, the HR function and line managers) in overcoming or mitigating the impact of such obstacles, thus contributing to effective managerial coaching.\u0000\u0000\u0000Originality/value\u0000A discussion of the obstacles to effective managerial coaching and the role of stakeholders in managerial coaching is valuable for organizations that seek to enhance the performance of employees through managerial coaching.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45230165","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Trust as a mediator of the relationship between human resource development climate and organisational citizenship behaviours","authors":"M. Hayfron, Nana Kojo Ayimadu Baafi, Kwame Gyeabour Asante","doi":"10.1108/ict-06-2022-0045","DOIUrl":"https://doi.org/10.1108/ict-06-2022-0045","url":null,"abstract":"\u0000Purpose\u0000The purpose of this research is to address the importance of human resource development (HRD) and its resultant climate in an organization. Specifically, the study examines the cause-effect relationship between HRD climate and organisational citizenship behaviour (OCB), as well as the role of organisational trust in this relationship. The study is underpinned by the social exchange theory.\u0000\u0000\u0000Design/methodology/approach\u0000The study adopted the quantitative research approach and the cross-sectional survey design in data collection. Two hundred seventy-four employees were sampled from the food manufacturing sector, out of which 219 responded. Data was entered using SPSS v.23 and analysed with Pearson’s Product correlation, hierarchical regression analysis and independent t-test. The mediation effect was analysed using Process Macro v 3.5 for SPSS.\u0000\u0000\u0000Findings\u0000Results indicate that HRD climate has a positive effect on OCB, hence, a predictor. Also, HRD climate was observed to be a predictor of organisational trust and that organisational trust mediates the cause and effect relationship between HRD climate and OCB. This study recommends that management continues to invest in the development of employees as it goes a long way to ensure the survival and growth of the organisation.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this study is the first of its kind to examine the interplay between HRD climate, trust and OCBs.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42158086","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Workplace loneliness and job performance: moderating role of person-environment fit","authors":"S. Jha","doi":"10.1108/ict-06-2022-0041","DOIUrl":"https://doi.org/10.1108/ict-06-2022-0041","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper was to study the effect of workplace loneliness on job performance. This paper also examined the mediating role of employee well-being and psychological safety and the moderating role of person–environment fit (PE fit).\u0000\u0000\u0000Design/methodology/approach\u0000A multi-rated research design was used to collect data. Data were collected from 382 employees and their 97 supervisors of various Indian organizations. The data of job performance was collected from the supervisor of every team. The questionnaire for data collection was distributed at two different time intervals to reduce common method bias.\u0000\u0000\u0000Findings\u0000The findings of this paper supported the role of PE fit in minimizing the negative effect of workplace loneliness–well-being relationship and workplace loneliness and psychological safety relationship. The model also tested the association between workplace loneliness and job performance when the relationship is moderated by PE fit and mediated by well-being and psychological safety.\u0000\u0000\u0000Originality/value\u0000This paper examines the workplace loneliness from the lens of PE fit theory.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":"1 1","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-02-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62539514","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}