This paper develops an understanding of underlying influences shaping leadership learning within a single organization. It is not an exploration of leadership but rather an explanation of how individuals learn how to lead. Through in-depth interviews with six directors of a UK multinational public limited company and, using critical realist grounded-theory, underlying causes have been identified that build upon existing research but then goes further to provide a systemic and integrated explanation of leadership learning. A model is suggested to illustrate how causal influences, operating in a particular context, influence how people develop their ability to lead. I argue that the metaphor of apprenticeship captures the essence of how underlying influences shape the long-term process of leadership learning: an apprenticeship perspective has significant implications to the efficacy and effectiveness of leadership development interventions.

Conflicting empirical findings in studies assessing the relationship between emotional labour and negative job outcomes are partly due to the lack of clarity regarding the conceptualisation and measurement of emotional dissonance. Emotional dissonance has been variously described and measured as an antecedent or as a consequence of the performance of emotional labour, as well as an inherent component of emotional labour. Recent conceptualisations of dissonance have proposed a mediator role for emotional dissonance between emotional labour and the outcome of emotional exhaustion. Concepts from cognitive dissonance theory support this conceptualisation and were used to empirically test this proposed relationship with a sample of 181 staff from two tourism based organisations providing a range of visitor/customer services. The results demonstrated a significant partial mediation role for emotional dissonance in the relationship between emotional labour and emotional exhaustion, supporting the use of a more theoretically and methodologically consistent measure of emotional dissonance.

E-government represents a major change management challenge to public agencies. This paper explores the experience of English local government authorities. The proposition that ‘process’, rather than more conventional ‘event’, approaches to change management are more likely to result in change the goals of e-government being met, is explored. The article concludes by suggesting that conventional models of change management theory and practice fundamentally misunderstand the nature of technology-driven organisational change represented by e-government. A processualperspective, on the other hand, provides a more effective framework for explaining and understanding organisational and socio-technical outcomes and the reasons for variations in different contexts. Moreover, attempts to transform the state through the technologies of e-government present a significant opportunity for the processual perspective to inform practice.

The paper reports the findings of thirteen interviews with prominent Sri Lankan business leaders drawn from Buddhist, Christian, Hindu, and Muslim religious traditions. The in-depth interviews with the leaders were supplemented by documentary sources. When the leaders were asked why they engaged in religion-based workplace spirituality, their responses were often associated with decision-making. Although they had an array of management tools with which to deal with day-to-day management situations, they all indicated that, in ‘difficult’ moments, these tools needed to be complemented by processes by which they connected with the ultimate – variously identified as the transcendent reality, god, or truth that is more powerful, better, and good. The outcomes of decisions, both good and bad, were usually attributed to that connecting experience. The findings suggest that religion plays a significant role in influencing the judgment, emotional and motivational qualities of Sri Lankan leaders' decision-making – in that a frame of reference based on a connection with a transcendent and ultimate reality is likely to be a source of solace, guidance, and inspiration to leaders' critical decision-making.

This paper focuses on themes of emotionality and emotional labour derived inductively from retrospective narratives constructed by employees who experienced rapid organisational change and specifically addresses the question: ‘How do people talk about the need to “dull down” their emotions during situations of organisational change?’ We highlight themes of loss associated with retrospective displays of emotion and argue that loss and emotion management are most typically associated with issues concerning transition from the past or resistance to the future. We show how emotional labour serves both to mute and, ironically, to heighten emotions in the talk of change and extend studies of emotional labour beyond the service encounter and into the realm of organisational change.

This paper argues that individual small firms just like large firms, place differing emphasis on strategy-making and may employ different modes of strategy-making. It offers a typology of the different modes of strategy-making that seem most likely to exist in small firms, and hypothesises how this typology relates to performance. It then describes the results of an empirical study of the strategy-making processes of small firms. The structural equation analysis of the data from 477 small firms with less than 100 employees indicates among other results that the simplistic, adaptive, intrapreneurial and participative modes of strategy-making exist in these small firms. Of these modes, the simplistic mode exhibits the strongest relationship with firm performance.

The literature on new organizational forms commonly stresses the key role of ‘collaborative individuals’ in delivering the challenging balance of creativity and productivity, vision and focus, openness and decisiveness critical to achieving coherence and responsiveness in the turbulent environment of the 21st Century. This paper reports a recent study that considers these requirements as expressed by competing psychological types/brain styles and assesses the impact of stressors within the task environment on the breadth of stylistic repertoire of high-potential managerial aspirants. It finds that stress significantly shrinks stylistic repertoire and, more critically, moves the focus away from creative, collaborative and ambiguity-tolerant styles towards performance-driven, control-oriented, and grounded styles. The implications of this finding for building the strategically coherent but flexible and developmental cultures advocated in the ‘new organization’ literature are discussed.

Although organisations often implement team-based structures to improve performance, such restructuring does not automatically ameliorate poor performance. The study in this article explores the relationship between team members' negative mood and team processes (social cohesion, workload sharing, team conflict) to determine if negative mood has a detrimental effect on team performance via team processes. Two hundred and forty one participants completed surveys and were involved in an independently rated performance task that was completed over eight weeks. Negative mood was found to influence team processes and as a consequence, team performance. The results, however, were not uniformly negative. Implications for theory and practice are discussed.

Much of careers research in recent times has focused on the so called move away from traditional ‘organisational careers’ to what Arthur (1994) coined the ‘boundaryless career’. This paper discusses research that challenges the applicability of the boundaryless career and the claim that ‘organisational careers are dead’. Drawing on interviews with nearly 60 accountants in Australia, the research demonstrates that employees are pursuing an organisational career. For this occupational group, the lack of proactive HR involvement in career development and the emphasis on self-direction was not appreciated. Rather, the research highlighted that the lack of organisational career management had negative implications for employee attitudes and motivation. The issues raised by the participants suggest it is timely to consider whether the unique characteristics of the accounting profession represent an ideal environment for the maintenance of an ‘organisational career’.

The findings from the first, qualitative stage of a larger sequential mixed method study of bullying in the Australian nursing workplace are reported. Interviews with twenty-six nurses, recruited from two health care organizations, were analysed using the constant comparative method. Participants described informal organizational networks as the mechanism through which predatory, cooperative, and planned group bullying acts were promulgated. These predatory alliances enabled the co-option of legitimate organizational systems, the concealment of bullying, and the protection and promotion of perpetrators. By identifying the manner in which workplace bullying can be embedded within informal organizational networks, this research has important implications for further research in this field.

In this article Bill English, New Zealand's Shadow Minister for Education, tells the story of New Zealand's tertiary education policy development over the past several years. His perspective comes from time in government and from time in opposition. He concludes with the lessons to be learnt, and his prognosis of the main issues to be confronted by that tertiary sector, in the years to come. The lessons to be learnt are just as valuable for the Australian sector as they are for New Zealand academicians.

In this article, Polytechnics are the equivalent of the old Colleges of Advanced Education in Australia, or roughly between the TAFE and university sectors. MMP (mixed member proportional) is the proportional system of electing the New Zealand Parliament. This system is similar to the method by which Australians elect their federal Senate. A Wananga is a tertiary institution set up by statute to focus on the educational needs of Maori.

This study explored the relationship between work–family conflict and employee burnout, with a sample of 203 New Zealand government workers. Two types of conflict (work–family and family–work) were significant predictors of employee burnout. This supports the bi-directional nature of work–family conflict. In addition, the moderating effects of employee coping strategies were explored. Positive thinking coping had no significant effect on either work–family or family–work conflict and burnout. Direct action coping intensified the negative relationships for both work–family and family–work conflict, with employees coping through working harder suffering intensified burnout effects. In addition, resignation coping also intensified the family–work conflict and employee burnout relationship. The implications for employers and employees are discussed.

This paper extends the boundaries of theories in leadership studies to sub-cultures of a country. The purpose of this paper is to study the relationship between the concept of an excellent leader and ethnicity in a multicultural society while formulating ten underlying dimensions for this concept. Data on leadership behaviour were gathered from 292 managers in Malaysia and were subjected to factor analysis, MANOVA analysis, regression analysis and structural equation modelling. The results suggest that, in Malaysia, strategic orientation acts through operational behaviours, producing excellence in leadership. However, the study demonstrates that there are significant ethnic differences in regard to the dimensions that relate to excellence in leadership. Studies such as this are useful in extending the understanding of the dimensions of leadership in pluralistic societies where the cultural frameworks of workers may not be the same. Most studies have looked at the leader from a mono-cultural perspective and this study addresses this deficit.

Work–family conflict is impacting on increasingly larger numbers of employees. It is therefore important to identify ways in which the negative effects of this stressor can be ameliorated. In this paper an integrative model of perceived available support, work–family conflict and support mobilisation is developed to explore how perceptions of support availability can help employees to cope with work–family conflict. This model is an explicit reflection of the theory of stress-buffering during secondary appraisal, and extends existing theory by incorporating the principles of both the stress-matching and source of support frameworks. The theoretical model enables a more comprehensive examination of the conditions under which stress-buffering is effective in countering the demands of work–family conflict. Implications for research and practice are discussed.