While the world population is aging, the aim of this study is to bring new knowledge into age management research by investigating the most important factors that encourage older employees to remain ...in the labour market longer, also after meeting the official retirement age, based on an in-depth qualitative case study of the high-end luxury fashion designer with more than 50 years of working experience.
We conducted an inductive case study in fashion industry. Specifically, our case study is build based on the content analysis of secondary data as well as an in-depth interview with the general manager in the fashion and high-end luxury industry in Slovenia.
The proposed conceptual model shows key facets, as assigned overarching categories, namely-vitality, intrinsic motivation, adapting, lifelong learning, and positive emotions and therefore contributes to the age management phenomena. Within the presented case study, we found out that the selected facets are the most important factors for the encouragement to remain in the labor market and to ensure flexible retirement processes in dealing with the challenges of an aging population and workforce.
Our study contributes to the theory and practice of age management by narrowing our focus on the best practice from selected high-end luxury fashion industry designer in Slovenia. What can we learn from high-end luxury fashion designer with more than 50 years of working experience? As the presented case study cannot be generalized to population, the presented case contributes to the field of age management and empowers people to rethink and stay active after meeting the official retirement age.
PurposeThe purpose of this paper is to analyse the moderating role of psychological empowerment on the relationships between authentic leadership and innovative work behaviour, as well as ...transformational leadership and innovative work behaviour.Design/methodology/approachWe have applied the mixed-method research on the selected case study. The quantitative field study was conducted on a sample of 126 employees in a multinational technological company. A series of paired sample t-tests were followed by a hierarchical regression analysis to test the hypotheses. The qualitative study consists of a content analysis of in-depth semi-structured interviews with four leaders.FindingsThe research provides further confirmation of the positive relationship between leadership and innovative work behaviour. Specifically, the results showed that psychological empowerment moderates the relationship between leadership (authentic as well as transformational leadership) and innovative work behaviour.Originality/valueThis paper contributed to leadership and innovation literature and provided insights in studying the boundary conditions on the relationship between authentic leadership, as well as transformational leadership, in stimulating innovative work behaviour through the moderating role of psychological empowerment. The added value is expanded by introducing the comparison of the two leadership theories.
This study aims to develop an actuarial model to recognize and determine the quality of the healthcare policies, needed to ensure the sustainability of health care systems in terms of a sufficient ...number of skilled nurses that will cater to the demand of healthcare services from a growing number of older adults in an ageing society and due to pandemics. We have applied the actuarial-mathematical method, which resulted in the proposed multiple decrement model of nurse workforce dynamics. It enables the measurement of the quality of a given national policy system. We built the case of the selected EU economy by applying the proposed model to available statistical data and 15 interviews with nurses, analysed by content analysis. The findings emphasise a lack of nurses in the present as well as a possible lack in the future. It is up to national policies to improve this situation based on the use of the proposed multiple decrement model.
We propose and empirically test a multilevel model of cross-level interactions between leader self-perceptions (team level) and follower perceptions of authentic leadership on job satisfaction. Data ...from 24 supervisors and 171 team members were used. Applying hierarchical linear modelling, we found that follower perceptions of authentic leadership predict employee job satisfaction. We also found support for the interaction effect of leader self-perceptions and follower perceptions of authentic leadership in predicting job satisfaction, integrating the leader- and follower-centric perspectives of authentic leadership. Polynomial regression analysis further supported the fact that the congruence between leader self-perceptions and follower perceptions of authentic leadership is beneficial and that both need to be present at high levels to produce the most beneficial results in terms of followers’ job satisfaction.
The purpose of this study is to develop and test empirically a multilevel model of cross-level interactions between authentic leadership at the team level and job satisfaction and work engagement at ...the individual level. Using data from 23 team supervisors and 289 team members, the study also investigates the mediating role of perceived supervisor support in the proposed cross-level relationships. For validation of the measurement instrument, we first applied confirmatory factor analysis using LISREL 8.80 software. The hierarchical linear modelling analysis demonstrated a positive relationship between authentic leadership, employees' job satisfaction, and work engagement. In addition, the relationship between authentic leadership and job satisfaction is fully mediated by perceived supervisor support, whereas we have also found support for partial mediation of perceived supervisor support in the relationship between authentic leadership and employees' work engagement. A key originality and the theoretical and methodological contribution of this study lies in a multilevel approach that builds upon a sample of leaders and a number of their followers. We also address managerial implications and discuss future research suggestions.
The paper presents the methodology of appreciative inquiry with the aim of fostering understanding of the Slovenian and Chinese educational environments. Besides using various methods within an ...action-based, longitudinal case study, we applied a novel methodology – chain pair interviews – that were conducted by the stakeholders of the Confucius Institute Ljubljana. The findings show that community building is the core value of both Slovenian and Chinese representatives; we therefore propose that sustainability represents a common frame of communication. We recommend that the development of sustainable leadership becomes the focus of the Confucius Institute Ljubljana's educational activities, thereby presenting it with a competitive advantage. Der Artikel stellt die Methode der wertschätzenden Befragung dar, um damit das Verständnis für das slowenische und chinesische Bildungsumfeld zu fördern. Neben der Verwendung von verschiedenen Methoden innerhalb einer aktionsbasierten Längsschnitt-Fallstudie haben wir eine neue Methode – sog. Chain pair Interviews – eingesetzt. Die Interviews wurden von den Mitarbeitern des Konfuzius-Instituts in Ljubljana durchgeführt. Die Ergebnisse zeigen, dass die Gemeinschaftsbildung der Grundwert der slowenischen und chinesischen Vertreter ist, weshalb wir vorschlagen, dass die Nachhaltigkeit einen gemeinsamen Rahmen der Kommunikation bildet. Wir empfehlen, dass sich die Bildungsaktivitäten des Konfuzius-Institut in Ljubljana auf die Entwicklung von nachhaltiger Führung fokussieren sollte, wodurch das Institut einen Wettbewerbsvorteil erhalten würde.
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