Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic

Dirani, Khalil M.; Abadi, Mehrangiz; Alizadeh, Amin; Barhate, Bhagyashree; Garza, Rosemary Capuchino; Gunasekara, Noeline; Ibrahim, Ghassan; Majzun, Zachery

doi:10.1080/13678868.2020.1780078

Cited by 483 publications

(435 citation statements)

References 32 publications

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“…During this crisis, public organizations-like other business organizations-also face dramatic turbulence (Ansell et al, 2020). Many scholars agree that leadership is vital as leaders can support employees during the time of uncertainty and insecurity (Dirani et al, 2020;Li et al, 2020). Understanding how leadership functions are essential for managing human resources during the crisis (McLean & Jiantreerangkoo, 2020), including managing personnel in public services.…”

Section: Introductionmentioning

confidence: 99%

Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance

Daraba¹,

Wirawan

Salam

et al. 2021

Cogent Business & Management

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The Corona Pandemic has forced many organizations to limit human interactions by implementing what so-called Work-from-Home (WFH). This study aims to investigate the role of Authentic Leadership, Psychological Capital, and employees' gender in predicting employees' performance in a public organization in Indonesia during the implementation of WFH. Participants were recruited from a governmental institution under the Minister of Home Affairs in Indonesia. An online survey link was sent to 150 full-time employees via email or virtual groups. There were 116 usable responses included in the data analysis. The results supported the study hypotheses suggesting that employees' perception of leaders' authenticity could directly influence employees' performance or indirectly via employees' PsyCap. The effect of Authentic Leadership on PsyCap was significantly moderated by employees' gender in which female respondents showed a positive and significant impact of Authentic Leadership on their PsyCap. Working from home could have a significant impact on how employees perceive supports from leaders.

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Section: Introductionmentioning

confidence: 99%

Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance

Daraba¹,

Wirawan

Salam

et al. 2021

Cogent Business & Management

View full text Add to dashboard Cite

show abstract

“…The emotional impact can lead to higher levels of distorted inferences and arguments. The support that HRD professionals can provide to middle management will be crucial to translate these new strategic references (Dirani et al 2020). According to Sanders et al (2020), three words will define middle managers' role communication: distinctive, consistent, and consensual.…”

Section: Addressing the Threatsmentioning

confidence: 99%

How People Come Back to Workplaces During the Pandemic: three dimensions of intervention for new emotional performance conditions

Manucci

2021

Human Resource Development International

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After months of lockdown, people returned to their workplaces filled with paradoxical emotions. The pandemic's endless duration turned the post-pandemic period into an indefinite transition that generated new coexistence conditions. This situation transformed work relationships, both physically and emotionally. Beyond cultural and economic diversities, international studies showed common patterns of emotional impact on people related to fear, hopelessness, frustration, and loneliness. The uncertainty permeated the subjective world of people, close relationships, and social behaviours. Consequently, workplaces also suffered the effects of these feelings on their daily dynamics. This paper identifies the emotional features of returning to work and proposes three intervention dimensions to manage these consequences. The challenge for HRD professionals is to create new conditions for this work environment, not only in the physical or health aspects but also in the emotional dimension. The quality of the emotions will define the possibilities of recovery and resilience of people in their work. In this sense, HRD professionals' leadership is fundamental in creating processes to address threats (internal and external), promote creativity and innovation in groups, and recover workers' inspiration and confidence.

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“…As new roles for HRD researchers and practitioners emerge in the current global crisis, Dirani et al (2020) emphasize how HRD contributes strategically through sensemaking, communications, and distributed leadership. During the pandemic and beyond, the practical implications of HRD theorizing can be adopted to support employees’ use of technology, their emotional stability, continuing learning and innovation, as well as organizational financial well-being and resilience.…”

Section: From Implications To Impactmentioning

confidence: 99%

Implications for HRD Practice and Impact in the COVID-19 Era

Davies¹

2020

Human Resource Development Review

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Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic

Cited by 483 publications

References 32 publications

Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance

Working from home during the corona pandemic: Investigating the role of authentic leadership, psychological capital, and gender on employee performance

How People Come Back to Workplaces During the Pandemic: three dimensions of intervention for new emotional performance conditions

Implications for HRD Practice and Impact in the COVID-19 Era

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