Marco S. DiRenzo

A holistic view of employee coaching: Longitudinal investigation of the impact of facilitative and pressure-based coaching on team effectiveness.

This study uses regulatory focus theory to take a holistic perspective on employee coaching. The contrasting effects of facilitative versus pressure-based coaching on changes in team effectiveness were examined over a 54-month period of time. Results of growth curve analysis on a sample of 714 managers and their teams indicated that facilitative and pressure-based coaching had opposing direct and indirect effects on long-term changes in team performance, with team commitment playing a critical role in this process. Specifically, facilitative coaching positively influenced team commitment and, in turn, team effectiveness. In contrast, pressure-based coaching hindered team functioning by negatively influencing team commitment through heightened levels of tension within the team. Limitations and areas for future research are discussed.

Following the Leader in Sports: A Targeted Review and a Rally for Extended Research

Abstract Coaches from both the professional and college ranks are often put forth as archetypal examples of effective leaders – individuals’ whose behaviors, styles, and wisdom provide the ever elusive playbook for how to successfully lead others. While numerous books and articles in the popular press put forth advice from leaders in the sports world, numerous empirical studies of the drivers of successful sports leadership and the factors that contribute to leader success in the context of sports have also been conducted. In this chapter, we first provide a broad review of empirical leadership research conducted within the sports world and examine how research within the sports context provides a suitable and advantageous setting for leadership research in general. Second, we offer a road map of opportunities for future leadership studies within the context of sports. The goal of this chapter is to stimulate and rally more thought-provoking research related to leadership in sports that generates insights for organizational leadership across contexts.

Gender and professional e-networks

A lack of access to high stature, typically male, professional contacts and the social capital they provide is one likely barrier to womens career advancement. The increasing use of electronic professional networking sites is making these high value contacts more accessible and changing the composition characteristics of peoples professional networks; yet limited research explores e-networks in professional contexts. This study examines the role of gender heterophily on e-network facilitation and, in turn, on a set of job-search related outcomes through a survey of full-time, salaried LinkedIn users. We find that womens e-networks are characterized by greater gender heterophilly than mens. E-networks comprised of high proportions of ties with men enabled individuals to experience shorter job search duration and attain higher salaries. These effects were partially explained by the increased likelihood of receiving direct assistance from a network contact to secure new employment (i.e. network facilitation). Womens e-networks are characterized by greater gender heterophilly than mens.A higher proportion of ties with men enabled shorter job search duration.A higher proportion of ties with men enabled higher salaries.Higher likelihood of direct assistance from a contact partially explained effects.

Embeddedness and turnover intentions in extra roles: A mixed-methods analysis of the United States Marine Corp Reserve

Purpose This study investigated the drivers of turnover intention in extra roles. Design/methodology/approach This mixed-methods study began with a qualitative analysis of interviews of U.S. Marine Corps (USMC) reservists, which identified drivers of turnover and suggested a predictive model and hypotheses, tested with a subsequent quantitative analysis. Findings The results show that relations, meaning, and role conflict predict embeddedness in the USMC Reserve (USMCR), which is negatively related to turnover intentions. Sub-dimensions of the three drivers are clarified. Research limitations/implications The research contributes to understanding the antecedents of embeddedness and turnover in extra roles. It also highlights extra roles as a source of role conflict. This study was limited to the USMCR, one extra role. All participants in the qualitative phase of the study were male officers. Although the quantitative study included enlisted and officers, men were still more strongly represented. The resul...

Does Size Really Matter? How Quality Should be Analyzed for the Acquisition Workforce

Abstract : The original purpose of this study was to describe and analyze the success of the acquisition workforce initiative in expanding and improving the quality of the acquisition workforce. Unfortunately, due to lack of data and no clear definition of quality within the acquisitions community, this was not possible. Instead, this study examines and critiques previous notions of workforce quality in the context of government employment. We offer a preliminary framework with which to build and assess workforce quality in the future. We discuss methods used, identify insufficiencies, and provide suggestions for measurement and program evaluation. Furthermore, we provide a conceptual framework behind a generally accepted definition of quality based on the human capital literature and provide recommendations for data collection in order to conduct valid evaluations of the success \201or failure\202 of the Acquisition Workforce Initiative going forward.