Student leadership development

An increasing amount of leadership development programs (LDPs) is being promoted to enhance individual skills and to foster the development of leadership capabilities, particularly in response to today’s volatile, complex and ambiguous business world. Investment in soft skills and leadership development also enables industries to prosper in the long term as management and leadership skill gaps are reduced.With the anticipated tourism and hotel development growth across the world, there is a rising need for managers who have the right skills and capabilities to help businesses and organisations achieve sustainable business performance. As industry practitioners look for graduates with the right mix of hard and soft skills, tourism and hospitality educators should further nurture the development of such skills to allow their graduates to prosper. The aim of this exploratory research is to determine leadership development needs of students studying tourism and hospitality courses, and inform the development of student leadership program initiatives, encouraging individual and industry growth

Parental role models and the decision to become self-employed: The moderating effect of personality

Role model, Self-employment, Personality, Openness, Moderator, Entrepreneurship, C12, L26, M13, R11,

"Look at him...he\u27s failing" : male executives\u27 experiences of redundancy

Participation and success in paid work is a key element of identity for many men. The increased prevalence of downsizing and the associated discarding of individuals from their workplaces, then, has particular relevance for men. This paper shares qualitative findings from an exploratory phenomenological study investigating the experiences of Australian executives who had been made redundant. Three themes related to male identity are presented here: Failing as the breadwinner; Being less of a person; and, Losing success. The participants in this study shared feelings of anger, sadness, fear and embarrassment as a result of the assault to their identity that accompanied their involuntary redundancies. The impacts of redundancy were not only felt in relation to their job loss, but continued after returning to work. At a time when downsizing continues to feature as a routine part of organisational life&mdash;for some, an experience repeated throughout their careers&mdash;further exploration of the experience of redundancy and its implications is required.<br /

Fear of Being Exposed:The Trait-Relatedness of the Impostor Phenomenon and its Relevance in the Work Context

Purpose – The Impostor Phenomenon (IP) refers to the intense feelings of intellectual fraudulence, often experienced by high achieving individuals. The purpose of this study is threefold: (1) examine the trait-relatedness of the IP; (2) investigate the potential impact of impostor tendencies on relevant work attitudes (i.e., job satisfaction and organizational commitment) and organizational citizenship behavior (OCB); and (3) explore whether workplace social support can buffer the potential harmful effects of impostor tendencies. Design/methodology/approach – Belgian employees (N=201) from three different sectors participated in a cross-sectional survey study. Findings – Hierarchical regressions revealed that Big Five personality traits, core self-evaluations, and maladaptive perfectionism explain large proportions of the variance in impostor tendencies (∆R²=.59). A relative weight analysis indicated self-efficacy as the most important predictor, followed by maladaptive perfectionism and Neuroticism. Further, results showed that employees with stronger impostor tendencies indicate lower levels of job satisfaction and OCB, and higher levels of continuance commitment. However, workplace social support buffered the negative effects of impostor tendencies on job satisfaction and OCB. Implications – Employees hampered by impostor tendencies could benefit from coaching programs that focus on the enhancement of self-efficacy and the alleviation of maladaptive perfectionistic concerns. Impostor tendencies have an impact on career attitudes and organizational behavior. Extra attention could be devoted to the assessment of this specific trait constellation in selection or development contexts. Interventions designed to increase social support are particularly relevant in this regard. Originality/value – Despite its relevance for contemporary work settings, the IP has barely been investigated in adult working samples