Carroll M. Graham

Culture, organizational learning and selected employee background variables in small‐size business enterprises

Purpose – The purpose of this study is to determine the relationship between four independent variables educational level, longevity, type of enterprise, and gender and the dependent variable culture, as a dimension that explains organizational learning readiness in seven small‐size business enterprises.Design/methodology/approach – An exploratory correlational research design was employed to survey 498 employees in seven small‐size business enterprises in the Southern and mid‐Western United States. Findings – Three pseudo‐interval variables (education, longevity, and type of enterprise) accounted for 15.3 percent of the variance in the dependent variable culture as a means to explain organizational learning readiness.Research limitations/implications – Generalizing results beyond the specific context of small‐size business enterprise may not be possible. Thus, the interpretations are limited to the seven small‐size business enterprises studied.Practical implications – Certain types of enterprises form le...

Determining the Relationship among Organizational Learning Dimensions of a Small-Size Business Enterprise.

Purpose – The primary purpose of the study was to determine the type of relationships that existed among organizational learning dimensions studied. In addition, the study sought to establish whether the correlations were statistically significant at 0.05 and 0.01 levels.Design/methodology/approach – This study adopted a correlational quantitative research design. It has been established that quantitative methods enable researchers to conduct comparisons across individuals. The correlational research design was found appropriate since it enabled the researchers to determine if statistically significant correlations existed among the learning dimensions studied.Findings – The results of the correlation analysis showed that the learning organization dimensions leadership and culture had the highest level of association, followed by correlations between rewards and recognition and culture. The correlations were statistically significant at 0.01. Meaning that for the small business unit studied to be successf...

Harnessing and Optimal Utilization of Human Capital in Virtual Workplace Environments

The primary purpose of this article is to demonstrate the role of virtual human resource development (VHRD) in promoting optimal utilization of human capital in virtual workplace settings currently characterized by millennial generation who surf the Internet, Tweet, talk, listen to iTunes, and text-message while working. To achieve the objective of the article, selected review of literature was conducted. The article defines human capital and demonstrates how technology can be positively used to promote virtual learning, workplace learning, and eventually lead to performance improvement in the workforce. Also discussed are the challenges of using Virtual HRD and implications for HRD theory, research, and practice.

Integrative Literature Review: Organizational Commitment and Workplace Outcomes: A Conceptual Model for Truckload Transportation Carriers

A selective literature review resulted in the conceptualization of a model illustrating the expected relationships of antecedents, processes, practices, and consequences of truckload carriers in the transportation industry. Thus, collection of data and analysis is recommended if the model and applicable theory are to be developed to the fullest extent possible. Accordingly, the authors provide a working model that illustrates the basis for investigating the conceptualized relationship among work climate relationships, job satisfaction, organizational commitment, turnover intentions and/or retention, crash rates, and residual costs. Limited empirical evidence exists that correlates a combination of these factors. In addition, a diminished level of organizational commitment may affect truckload drivers’ attitude and/or focus while operating these very large trucks and as a result lead to an increase in crashes. Injuries, fatalities, and accident costs are reviewed as evidence of the magnitude and consequences of truckload crashes. The conceptual model advanced in this study emphasizes the essential need for a fully developed and empirically proven model and includes propositions to examine the strength and direction of relationships among important constructs, processes, practices, demographic, and environmental variables. Suggestions for further research based on the literature reviewed are discussed.

Communications Technology, Emotional Intelligence, and Impact on Performance: A Conceptual Exploration of Connections

The purpose of this exploratory conceptual article is to stimulate dialogue about limitations to performance that may be associated with leadership’s inability to appropriately express emotional intelligence when primarily relying on innovative, Web-based communication technologies. Based on this concept and anecdotal evidence, the notion exists that extensive use of newer technologies may undermine the expression of a leader’s emotional intelligence (EI) characteristics during communications with stakeholders. Consequently, recipients of suboptimal communications from leadership may accept this as the status quo and performance may suffer. Although we have embraced innovative communication technologies without hesitation and often with much enthusiasm, there is limited empirical evidence as to how these newer approaches may enhance or diminish the quality of leader interactions and ultimately affect worker development and performance.