ORCID Profile
0000-0002-3015-4196
Current Organisations
Loughborough University
,
University of Nottingham
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Publisher: Academy of Management
Date: 08-2006
Publisher: Institute of Electrical and Electronics Engineers (IEEE)
Date: 09-2023
Publisher: Academy of Management
Date: 12-2019
Publisher: Routledge
Date: 27-03-2017
Publisher: Academy of Management
Date: 06-2019
Publisher: Academy of Management
Date: 08-2020
Publisher: Emerald
Date: 24-10-2022
Abstract: The purpose of this paper is to integrate research conducted on work values, political values and cultural values to develop a new heuristic model of values that can be applied to workplace outcomes. This is a conceptual paper that draws upon the work values, political values and cultural values literatures and the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses to advocate an integrative conceptual model spanning these constructs. Integrating the three types of values with the underlying hypotheses of “similarity leads to attraction” and “dissimilarity leads to repulsion”, an internally consistent two-factor model of values is developed. This heuristic model argues that one set of factors causes value congruence and its associated outcomes and a different set of factors causes value incongruence and its associated outcomes. By conceptualizing value congruence and value incongruence as a two-factor theory, the idea is advanced that people do not assess value similarity and value dissimilarity unidimensionally, but these are two separate dimensions supported by different theoretical hypotheses and processes. Previous conceptual work on values has isolated different types of values and considered them separately. A contribution is made by integrating the three main streams of values research. The paper is the first to advocate a two-factor theory to values and the first to incorporate the “similarity leads to attraction” and “dissimilarity leads to repulsion” hypotheses. The model repositions the focus for future research on value congruence and incongruence.
Publisher: Informa UK Limited
Date: 14-09-2022
Publisher: Emerald
Date: 07-2009
DOI: 10.1057/OMJ.2009.17
Publisher: SAGE Publications
Date: 17-03-2010
Publisher: Academy of Management
Date: 08-2018
Publisher: SAGE Publications
Date: 30-06-2010
Publisher: Academy of Management
Date: 2015
Publisher: SAGE Publications
Date: 15-09-2010
Publisher: Academy of Management
Date: 08-2023
Publisher: Journal of Leadership Education
Date: 04-2016
DOI: 10.12806/V15/I2/I1
Publisher: Springer Science and Business Media LLC
Date: 16-01-2023
DOI: 10.1007/S11301-022-00313-5
Abstract: Although the similarity-attraction hypothesis (SAH) is one of the main theoretical foundations of management and industrial/organizational (I/O) psychology research, systematic reviews of the hypothesis have not been published. An overall review of the existing body of knowledge is therefore warranted as a means of identifying what is known about the hypothesis and also identifying what future studies should investigate. The current study focuses on empirical workplace SAH studies. This systematic review surfaced and analyzed 49 studies located in 45 papers. The results demonstrate that SAH is valid in organizational settings and it is a fundamental force driving employees’ behavior. However, the force is not so strong that it cannot be overridden or moderated by other forces, which includes forces from psychological, organizational, and legal domains. This systematic review highlights a number of methodological issues in tests of SAH relating to the low number of longitudinal studies, which is important given the predictive nature of the hypotheses, and the varying conceptualizations of attraction measurement.
Publisher: Academy of Management
Date: 08-2021
Publisher: Palgrave Macmillan UK
Date: 2008
Publisher: Edward Elgar Publishing
Date: 24-11-2017
Publisher: SAGE Publications
Date: 06-01-2010
Publisher: Cambridge University Press (CUP)
Date: 11-2013
DOI: 10.1017/JMO.2014.4
Abstract: Traditional approaches to leadership assert that leadership is a definite quality of leaders. In contrast, the social constructionist approach conceptualises leadership as a quality of observers. The goal of this paper is to show how this philosophical base can be used to create a teaching strategy for leadership. In this strategy, there are three learning objectives: understanding the philosophical approach revealing students’ lay theories of leadership and, skill development. The lessons revolve around understanding how leadership perceptions form so that students appreciate how they are influenced and, in turn, how they might influence other people's perceptions of themselves.
Publisher: Wiley
Date: 07-03-2022
DOI: 10.1002/JOB.2607
Abstract: In this systematic review, we present a comprehensive overview of the temporal person environment (PE) fit literature. To this end, we organize and integrate extant temporal fit research and discuss research trends and developments in the temporal domain. Our analysis reveals that temporal conceptualizations of fit vary in terms of change process (transitional, developmental, transformational), level of aggregation (situational vs. baseline level), and temporal frame (clock time vs. psychological time), all of which ide the temporal fit literature in significant ways. Furthermore, our analysis shows that progress in the temporal fit domain has been confined by five major obstacles: An emphasis on selection and socialization processes, a narrow focus on the between‐person level of analysis, preoccupation with linear change, a strong interest in normal causation questions, and a lack of attention to misfit. We conclude with a discussion of the research challenges that lie ahead and provide suggestions to tackle these challenges and expand temporal PE fit research in new directions.
Publisher: Wiley
Date: 20-06-2007
Publisher: Springer Science and Business Media LLC
Date: 15-11-2007
Publisher: Academy of Management
Date: 2015
Publisher: SAGE Publications
Date: 07-03-2013
Publisher: Wiley
Date: 30-11-2012
Publisher: Emerald
Date: 09-2009
DOI: 10.1057/OMJ.2009.24
Publisher: SAGE Publications
Date: 07-03-2013
Publisher: SAGE Publications
Date: 07-08-2023
DOI: 10.1177/10525629231190840
Abstract: Massive open online courses (MOOCs) are online-based teaching programs designed to accommodate thousands of students without charging any fees. They began appearing in 2009 and 2010, became popular for a while, but are in decline now. This paper contains bibliometric and systematic reviews of research on MOOCs to see what can be learned from the innovation. The primary goals of these reviews are (1) to bibliometrically chart the research conducted on MOOCs and highlight significant milestones, (2) to reveal themes in MOOC research and discover key lessons, and (3) to surface any management education-specific lessons. The results show an increasing interest in scholarly work on MOOCs that demonstrates an enduring interest in reducing drop-out rates, although remedies have not yet been found. Studies demonstrate the importance of increasing opportunities for engagement and interaction. Few studies have explored MOOCs related to business and management. As universities have sought to monetize MOOCs, they have become less massive and less open as key components like credit and certification have been placed behind pay walls. The paper concludes with a critical discussion of MOOC research that suggests that they were a fad whose time has come and gone.
Publisher: SAGE Publications
Date: 07-11-2012
Publisher: SAGE Publications
Date: 07-2013
Publisher: Cambridge University Press (CUP)
Date: 22-03-2019
DOI: 10.1017/JMO.2019.10
Abstract: Leader development has traditionally focused on adults. However, evidence suggests that these efforts are limited to developing and refining skills, encouraging some reflection, and helping the learners plan for the future. The underlying problem is that these are people whose brains are fully developed and relatively set. Hence, adult leader development works with what is already there. In this controversial essay, we argue that leader development activities should instead be directed towards children. Their brains are forming and leader development work will create and shape the leaders of tomorrow. We draw the important caveat that relatively little is known about influencing leadership in young brains making this a fertile and exciting, if challenging, area for leader development research.
Publisher: Philosophy Documentation Center
Date: 2015
Publisher: Emerald
Date: 16-12-2022
Abstract: The purpose of this review is to argue that the way that perceived employee misfit (PEM) has been measured in quantitative studies does not capture the construct identified in qualitative studies. Through reverse citation analysis, this study reveals how low levels of value congruence became the currency of PEM in quantitative studies. This study finds that in the absence of alternatives, researchers have taken low scores of value congruence as a measure of misfit. However, there is limited evidence to show that PEM relates to values, supplementary conceptualization or interactions with the organization (rather than interactions with other employees, tasks, etc.). In addition, the most commonly used instruments measure degrees of similarity, not disparity, making the interpretation of PEM-related data unclear. Combined, these factors raise construct validity concerns about most quantitative studies of PEM. Given the upsurge of interest in PEM, there is an urgent need for greater clarification on the nature of the construct. From the analysis, this study identifies two key dimensions of studying PEM that create four distinctly different ways of conceptualizing the construct. This study highlights a series of major methodological weaknesses in the study of PEM and reveal that almost all published quantitative studies of PEM are actually studying something else something whose nature is very unclear.
Publisher: SAGE Publications
Date: 02-05-2013
Publisher: SAGE Publications
Date: 10-03-2014
Publisher: Emerald
Date: 20-02-2007
DOI: 10.1108/02683940710726401
Abstract: This paper seeks to report an empirical test of Schneider's attraction proposition that organizations attract similar types of people. The person‐people (PP), person‐group (PG) and person‐organization (PO) fit of applicants to eight utility firms were compared with the similar fits of members of a suitable comparison group. The results show an effect for person‐vocation (PV) fit but, once this is controlled for, all significant effects disappear. In other words, the PP, PG and PO fits of applicants to the utilities were no different from those in the comparison group once PV fit was controlled for. These results suggest that applicants choose which organization to apply to based on their desire for a particular type of work rather than their attraction for particular companies, which is contrary to Schneider's attraction proposition. One reason for this might be the nature of graduates who are largely unaware of the organizational environments to which they are applying. Drawing from the interpersonal attraction literature, it is argued that applicants need familiarity, proximity and exposure to the organization for Schneider's attraction proposition to appear. These results suggest graduates choose vocations over organizations and that, if organizations wish to attract people who share their values, they need to put more effort into their recruitment efforts than those described in this study. The absence of an attraction effect suggests that, when applicants make attraction decisions based on their perceived fit, they may not be supported by an actual congruence. This study extends previous work by including multiple conceptualizations of fit, by including person‐group and person‐people fits in addition to person‐organization fit.
Publisher: Emerald
Date: 06-2010
DOI: 10.1057/OMJ.2010.15
Publisher: SAGE Publications
Date: 26-02-2022
DOI: 10.1177/13505076211066384
Abstract: Although teaching in Business Schools takes a theory-driven perspective, there are multiple different interpretations of what this means. We make a contribution by examining how management educators define ‘theory’ and explore how differing definitions lead to variations in the way that teaching is conceptualised and designed. We adopt phenomenographic methods to reveal a five-level hierarchy of theory definitions ranging from simple descriptive notions of ‘theory as an idea’ to more explanatory definitions with causal and practice implications. This hierarchy shapes the way management educators design their teaching with those with the most sophisticated understanding of theory being the most practically focused in their teaching. Although all the interviewees view theory as having an interventional purpose to shape or change managerial action, management educators are haphazard in the ways they teach students to apply theory. We conclude by discussing the implications of these findings for the essential–non-essentialist debate in management education and suggest avenues for future research.
Publisher: Springer Science and Business Media LLC
Date: 19-04-2009
Publisher: Springer Science and Business Media LLC
Date: 05-04-2008
Publisher: Journal of Leadership Education
Date: 09-2009
DOI: 10.12806/V8/I2/AB1
Publisher: Human Kinetics
Date: 03-2018
Abstract: Conventional approaches to leadership in sport management regard leadership as a leader-centric phenomenon. Recent advances in the generic leadership literature have highlighted the way that people construct their own understanding of leadership and shown that these influence their assessment and responses to people they regard as leaders. This observer-centric perspective is collectively known as the social construction of leadership. In this conceptual paper, we demonstrate how this emerging theoretical approach can reframe and invigorate our understanding of leadership in sport management. We explore the research implications of this new approach, reflect on what this might mean for teaching, and discuss the practical ramifications for leadership in sport management that might flow from the adoption of this approach.
Publisher: Macmillan Education UK
Date: 2009
Publisher: Informa UK Limited
Date: 18-03-2019
Publisher: Emerald
Date: 12-2008
DOI: 10.1057/OMJ.2008.20
Publisher: Edward Elgar Publishing
Date: 30-06-2011
Publisher: SAGE Publications
Date: 06-01-2014
Publisher: Cognizant, LLC
Date: 2023
DOI: 10.3727/152599523X16796167688095
Abstract: Universities are hybrid organizations, which increasingly embark in entrepreneurial activities as a means of achieving the United Nations Sustainable Development Goals (UNSDGs). These include outreach and community engagement activities such as sponsoring cultural or sporting events. With our conceptual expository argument, taking a multi-theoretical approach, we contribute to the event management and social entrepreneurship literatures by examining how and why universities engage in UNSDGs-oriented events. This is important as little is known about how they contribute to the UNSDGs and use events. We question the altruistic assumption underpinning their engagement. Informed by institutional theory and strategic management value-based literature, we explore why they have taken this route and suggest self-interest rather than altruism is driving their decisions to engage in social entrepreneurship. They are value-creating strategies. We argue it is serendipity that many interpret universities’ social entrepreneurship decisions and the events that flow from them as acts of altruism.
Publisher: Informa UK Limited
Date: 10-2019
Publisher: SAGE Publications
Date: 24-09-2007
Abstract: This article makes a case for using Roald Dahl's children's fantasy and morality tale Charlie and the Chocolate Factory to teach recruitment and selection. It draws attention to its relevance in illustrating and explaining three different recruitment and selection paradigms: psychometric, social process, and fit. It argues that the use of this fantasy is particularly useful because its unusual nature causes students to approach the analogy in a critical fashion. Moreover, it offers a compelling approach that will stay long in students' memories. The article begins with a discussion of different recruitment and selection paradigms, which is followed by a critical explanation of how the plotlines in Charlie and the Chocolate Factory map onto these paradigms. The article ends with specific guidance to recruitment and selection teachers on different ways of using the 2005 film version of the story in the management classroom.
Publisher: Emerald
Date: 16-09-2019
DOI: 10.1108/IJEM-10-2018-0328
Abstract: The purpose of this paper is to examine the mechanisms that explain the complexities Indonesian higher education (HE) academic leaders (ALs) experience in performing leadership roles. The research addresses the questions: How do Indonesian ALs perceive their roles in HE? What are the challenges facing Indonesian ALs in their roles in the Indonesian HE context? To what extent does gender impact how ALs act and are perceived? In sum, 35 ALs from six Indonesian universities representing top executive positions were interviewed. Data were analysed thematically using a retroductive process followed by a series of on-site member-checking activities to establish credibility and authenticity of the findings. The religious principles of amanah (the “altruistic calling” of their functions needing dedication, commitment, and passion) unique to the Indonesian cultural experience influence ALs views of leadership. ALs face role constraints due to resource limitations, experiencing a double bind, while harmonising differences due to ascribed social status and position. Supportive structures effective for academic leadership practice must be created, further studies on male ALs’ roles in promoting the leadership ascent of female ALs and promoting work-life balance will improve ALs’ visibility and salience in steering institutional growth. This is the first study to focus a critical lens on the complexities of context-based leadership practice as it is influenced by amanah . Layers of constraints confronting female ALs were documented due to exigencies of gender role expectations and resource limitations, yet they exhibited paternal navigational skills beyond the maternal and pastoral calling of their roles.
Publisher: Academy of Management
Date: 2015
Publisher: Oxford Brookes University
Date: 12-08-2092
DOI: 10.3794/IJME.81.268
Publisher: Springer Science and Business Media LLC
Date: 05-08-2022
DOI: 10.1007/S11301-022-00290-9
Abstract: Person-organization (PO) fit is broadly defined as the compatibility between an in idual and their employing organization that occurs when the characteristics of the two entities are well matched. It is related to higher levels of organizational commitment, job satisfaction, job retention, organizational citizenship behaviours, and job performance. In recent years, there has been a significant and hastening increase in the number of journal articles published in which person-organization fit is a major feature of the study. This study documents the historical and contemporary nature of this field using bibliometric methods to provide an overview of PO fit research and to analyse contemporary trends. After screening, 887 refereed journal articles were surfaced in the Scopus database that featured PO fit. Descriptively, this study identifies leading journal articles, authors, countries, and collaborative networks. Analytically, the paper identifies and discusses major and emerging research themes. These include an increase in studies exploring PO fit and its impact on employee engagement during their employment. Other contemporary themes include an increasing interest in ethical issues related to PO fit and the interaction of PO and person-job fit. These three topics are critically discussed. Conversely, the analysis shows a lessening of the occurrence of PO fit studies focusing on the early employment phases of recruitment, selection, and socialization. The paper concludes with a discussion of the ways in which PO fit research is changing, the positive skew in PO fit research, and the limitations of this study.
Publisher: SAGE Publications
Date: 28-10-2013
Publisher: Academy of Management
Date: 2016
Publisher: Academy of Management
Date: 08-2019
Publisher: Emerald
Date: 05-07-2023
Abstract: This paper contributes to leadership categorization theory by advocating a new method to surface people's implicit leadership theories. The purpose of this new approach is to simultaneously capture in idual difference in how they conceptualize leadership but within a common framework to allow for comparison of within- and between-person effects. The authors conduct a narrative review of the implicit leadership theory, leadership categorization theory, cognitive mapping and verbal protocol literature with the purpose of surfacing a research method that will overcome the problems of over-simplification and over-in idualization in existing methods. The authors argue that using a combination of cognitive mapping and verbal protocols can capture the idiosyncrasies of in idual lay theories of leadership while retaining the ability to compare people's responses through a common framework. The authors provide an ex le of how this method can be used to elicit people's perceptions of one aspect of implicit leadership theories, intelligence. This new method will provide a methodology to test the subset propositions advocated by leadership categorization theory. These include the idea that subordinate level implicit leadership theories contain a subset of attributes found in the basic-level implicit leadership theories, that there is attribute integrity in superordinate implicit leadership theories through the levels, and the idea that people define leadership differently depending on the context they are observing. Whereas previous approaches to surfacing people's implicit leadership theories either heavily constrain their responses with a predetermined generic suite of attributes or are totally open-ended and idiosyncratic, the authors advocate an approach that combines the best of both.
Publisher: Informing Science Institute
Date: 2023
DOI: 10.28945/5102
Abstract: Aim/Purpose: The goal of this essay is to critically reflect on the emerging trend for PhDs by Prospective Publication (PbPP) in Australian Business Schools and to explore its appropriateness for fledgling academics. Background: The PbPP is a relatively new and increasingly popular alternative to traditional PhD by monograph (PbM). It is the idea that a doctorate can be completed by writing a series of papers that are published, or close to being published, as journal articles or book chapters. For students, it offers the chance to get a head-start on their publishing careers and helps them find their first academic jobs. For supervisors working in an academic environment increasingly characterized by ‘publish or perish’ dynamics, it guarantees meaningful rewards from doctoral supervision. However, despite the attractiveness of publishing during candidature, it is a very different way to complete a doctorate with many challenges for students, supervisors, and institutions. Methodology: We adopted critical collaborative autoethnography. Through this method, we reflect on our experience supervising and administrating PbPP students and integrate our reflections with the literature on PbPPs to highlight policy concerns and our position on them. Contribution: We argue that the primary goal of the PbPP is to produce students who can conduct research collaboratively after graduation, as opposed to people who can conduct independent research, although the two outcomes are not mutually exclusive. We also argue that assessment of PbPP should be significantly enhanced to determine the nature of the student’s contribution to the thesis, their understanding of research design, and their broader understanding of their subject. Finally, we argue that despite the attractiveness of PbPP, it can only be successfully attempted by students with elite levels of intellect, dedication, critical analytical skills, language skills, resilience, and patience and supervisors with expertise in the field of study, experience of publishing different types of paper, familiarity with the working of the journal publication process, and workload capacity. Findings: PbPP theses should be examined by viva voce. Viva voce examinations of PbPP theses should determine (1) the nature of the doctoral candidates’ contribution to the thesis, (2) whether it is sufficient for the award of a doctorate, (3) the contributions of the papers to advancing the field of research, and (4) the students’ understanding of the theory in their field. Viva voce examinations of PbPP theses should seek to discover the student’s ability to contribute to collaborative efforts of research teams. PbPP students should also sit an examination of their understanding of research philosophy, design, methodologies, and related topics. It should be externally set, administered, and marked by an independent examination board. PbPP candidates need to demonstrate excellent ‘research English’ language skills before commencing. Recommendations for Practitioners: PbPP candidates need excellent intellectual skills – as a rough guide, probably in the top quartile of doctoral candidates. PbPP candidates need to be resilient and able to cope with failure, criticism, and rejection. PbPP candidates need high levels of patience. PbPP candidates should be encouraged to produce their first manuscript early in their candidature. PbPP supervision requires supervisors with advanced levels of subject knowledge, research skills, and publishing outputs. PbPP supervision requires expertise across various forms of research and types of output. Due to the wide range of skills and experience, PbPP supervision is likely to require a team approach. Recommendation for Researchers: As the PbPP grows in popularity, it challenges educational researchers to explore this emerging phenomenon. Does it take a particular type of person to thrive through this process? Does it need supervisors with particular characteristics? How does the experience of PbPP supervisors differ to the experience of PbM supervisors? Do PbPP graduates differ in their abilities to PbM graduates? Impact on Society: People graduating with PhDs typically enter influential and important jobs in society. It is vital that they have the knowledge, skills, and abilities that the qualification confers. In Australia, the PbPP challenges this credibility due to issues of co-authorship, selective study, and shallow assessment. These matters need to be understood and rectified to prevent a loss of credibility in Australia’s Higher Education institutions and its graduates. Future Research: Are there any differences in the knowledge, skills, and abilities of PbPP and PbM graduates? Studies are needed of the characteristics prospective PbPP students need to be successful taking this doctoral route. How does the nature of supervision differ between PbPP and PbM? What is the impact on the skills and abilities supervisors need and the implications for workload? What jobs do PbPP graduates go into and does this differ to PbM graduates? What resistance will the proposals made in this essay meet?
Publisher: Edward Elgar Publishing
Date: 18-12-2015
Publisher: SAGE Publications
Date: 02-05-2013
Publisher: SAGE Publications
Date: 06-12-2012
Publisher: SAGE Publications
Date: 13-05-2014
Publisher: Academy of Management
Date: 08-2020
Publisher: Academy of Management
Date: 2016
Publisher: SAGE Publications
Date: 10-2012
Publisher: Springer Science and Business Media LLC
Date: 06-2005
Publisher: Routledge
Date: 27-03-2017
Publisher: SAGE Publications
Date: 25-08-2023
DOI: 10.1177/23197145231187182
Abstract: Intelligence has always been a key factor in people’s assessments of leaders and has featured on most profiles of leadership traits and competences. However, the disparate nature of research on intelligence in leadership studies means that it is time to take stock and to consider what has been learned. We do this by reporting a bibliometric analysis of published scholarly work on intelligence as it relates to leadership. The article begins with a short narrative review of intelligence in leadership studies before 1991, which demonstrates the long history of intelligence being conceptualized as IQ, general intelligence, wisdom, and intellect. This is followed with a bibliometric analysis of the topic from 1991 to 2022, which demonstrates how emotional intelligence has become the primary focus of leadership intelligence scholars. The implications of this shift of scholarly attention are discussed at the end of the article. In addition, we discuss the implications for implicit leadership theory (ILT) and demonstrate that the intelligence attribute in ILT frameworks is underdeveloped.
Publisher: Macmillan Education UK
Date: 2009
Publisher: Informa UK Limited
Date: 17-06-2019
Publisher: Macmillan Education UK
Date: 2009
Publisher: Academy of Management
Date: 03-2019
Publisher: Academy of Management
Date: 09-2023
Publisher: Academy of Management
Date: 03-2019
Publisher: Cambridge University Press (CUP)
Date: 05-2018
DOI: 10.1017/JMO.2018.25
Publisher: SAGE Publications
Date: 28-08-2013
Publisher: Emerald
Date: 16-11-2020
Abstract: This study aims to explore the factors undergirding knowledge creation in the university-industry complex inter-organizational arrangement. It builds upon social capital and relationship marketing theories. This study uses a qualitative research design. In total, 36 innovation ch ions involved in knowledge creation were interviewed to provide detailed insights into the process. A thematic analysis of the in-depth interviews was conducted. The principal finding was that opportunistic behavior was a significant barrier to knowledge creation. In severe cases, the knowledge creation process was destroyed, resulting in lost investment. Principled behavior and investment in affect-based and cognition-based trust, through five critical trust development activities, provided the best path to successful knowledge creation. This study contributes to the knowledge management literature by providing insights into the enablers and barriers to the formation of cooperation, a crucial antecedent to knowledge creation literature. It also affords practical implications for innovation managers and policymakers on how they can improve knowledge creation by using social capital and relationship marketing theory in complex inter-organizational arrangements.
Publisher: Emerald
Date: 07-11-2016
Abstract: This paper aims to discuss leadership development with social construction as the underpinning theory. This is an autoethnographic study of the author’s insights from teaching leadership from a social construction perspective. The social construction approach to leadership looks and behaves as a threshold concept in leadership. It takes students’ learning to a higher level, opens up a new curriculum, and changes their understanding of leadership for good. The discovery that the social construction approach to leadership looks and behaves as a threshold concept suggests that there is something fundamentally important with this perspective. It positions the social construction approach as an overarching theory that helps students re-evaluate, appreciate, and find value in traditional leadership theories.
Publisher: Academy of Management
Date: 08-2020
Publisher: SAGE Publications
Date: 28-04-2010
Location: United Kingdom of Great Britain and Northern Ireland
Location: United Kingdom of Great Britain and Northern Ireland
No related grants have been discovered for Jon Billsberry.