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1 – 10 of 33Denise O'Leary and David Coghlan
In the context of tourism and hospitality studies, the potential of action research for generating robust actionable knowledge has not been yet realized. This chapter provides an…
Abstract
In the context of tourism and hospitality studies, the potential of action research for generating robust actionable knowledge has not been yet realized. This chapter provides an account of the theory and practice of action research, demonstrates how it may be designed and implemented, and how it may generate actionable knowledge. It provides illustrative examples and shows how this research approach aligns effectively with some of the themes that currently engage the attention of researchers in the fields of tourism and hospitality such as process improvement, sustainability, and community-based tourism development. Thus, it makes a case for more widespread use of action research in the field.
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Paul Coughlan, David Coghlan, Denise O’Leary, Clare Rigg and Doireann Barrett
The chapter describes and reflects upon an EU-funded research initiative, TRADEIT, which has attempted to develop a learning network among European traditional food producers as…
Abstract
Purpose
The chapter describes and reflects upon an EU-funded research initiative, TRADEIT, which has attempted to develop a learning network among European traditional food producers as one way of contributing to the economic sustainability of the ventures, the social sustainability of the food’s regional character and the environmental sustainability of food production through the use of traditional methods.
Methodology/approach
The chapter describes TRADEIT before moving on to an exploration of learning in organizations and networks. It outlines the action learning research methodology developed and implemented to explore the development of a learning network in TRADEIT. A single case history is presented to illustrate the engagement of a small food producer in the network.
Findings
The discussion reflects on the application of action learning in supporting sustainability evident in TRADEIT.
Originality/value
The chapter focuses on the application of action learning in the development of a learning network among traditional food producers across Europe.
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Susan Albers Mohrman and Stu Winby
We argue that in order to address the contemporary challenges that organizations and societies are facing, the field of organization development (OD) requires frameworks and…
Abstract
We argue that in order to address the contemporary challenges that organizations and societies are facing, the field of organization development (OD) requires frameworks and skills to focus on the eco-system as the level of analysis. In a world that has become economically, socially, and technologically highly connected, approaches that foster the optimization of specific actors in the eco-system, such as individual corporations, result in sub-optimization of the sustainability of the natural and social system because there is insufficient offset to the ego-centric purposes of the focal organization. We discuss the need for OD to broaden focus to deal with technological advances that enable new ways of organizing at the eco-system level, and to deal with the challenges to sustainable development. Case examples from healthcare and the agri-foods industry illustrate the kinds of development approaches that are required for the development of healthy eco-systems. We do not suggest fundamental changes in the identity of the field of organizational development. In fact, we demonstrate the need to dig deeply into the open systems and socio-technical roots of the field, and to translate the traditional values and approaches of OD to continue to be relevant in today’s dynamic interdependent world.
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This first chapter provides an overview of all the chapters included in this book. This book focuses on contemporary research methods in hospitality and tourism. Revisiting the…
Abstract
This first chapter provides an overview of all the chapters included in this book. This book focuses on contemporary research methods in hospitality and tourism. Revisiting the traditional research methods is necessary for academia and practitioners in the hospitality and tourism field. New understandings and interpretations of traditional research paradigms such as positivism and interpretivism as well as more recent paradigms such as realism and pragmatism in the context of hospitality and tourism are vital to strengthen the research practices. We hope that the edited book can help researchers and practitioners in our field in their research journeys and applications.
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Michael Rosander and Denise Salin
In this paper the authors argue that organizational climate and workplace bullying are connected, intertwined and affect each other. More precisely, the focus of the present study…
Abstract
Purpose
In this paper the authors argue that organizational climate and workplace bullying are connected, intertwined and affect each other. More precisely, the focus of the present study is how a hostile climate at work is related to workplace bullying. A hostile work climate is defined as an affective organizational climate permeated by distrust, suspicion and antagonism. The authors tested four hypotheses about the reciprocal effects and possible gender differences.
Design/methodology/approach
The study is based on a longitudinal probability sample of the Swedish workforce (n = 1,095). Controlling for age, the authors used structural equation modelling and cross-lagged structural regression models to assess the reciprocal effects of a hostile work climate on workplace bullying. Gender was added as a moderator to test two of the hypotheses.
Findings
The results showed a strong reciprocal effect, meaning there were significant associations between a hostile work climate and subsequent bullying, β = 0.12, p = 0.007, and between baseline bullying and a subsequent hostile work climate, β = 0.15, p = 0.002. The forward association between a hostile work climate and bullying depended on gender, β = −0.23, p < 0.001.
Originality/value
The findings point to a possible vicious circle where a hostile work climate increases the risk of bullying, which in turn risks creating an even more hostile work climate. Furthermore, the findings point to gender differences in bullying, showing that the effect of a hostile work climate on workplace bullying was stronger for men.
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