Winterizing the Egyptian spring: why might business schools fail to develop responsible leaders?

Mousa, Mohamed

doi:10.1108/ejtd-11-2021-0194

Cited by 20 publications

(38 citation statements)

References 84 publications

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“…It is worth noting that academic scholars (e.g., Silzer & Dowell, 2010;Mellahi & Collings, 2010) constantly use the concept of talent to reflect one of the following three aspects: (a) a person who effectively contributes to the productivity of his/her organisation, (b) a group of members who successfully add value to the performance of their organisation or (c) a set of knowledge, skills, and abilities in individuals that entail a contribution to the organisation's performance. Noticeably, and despite its dependence on human interactions and the ongoing close relations between hosts and guests, empirical studies on talent management in the hospitality industry are relatively few in comparison to multidisciplinary studies produced in the disciplines of organisational psychology, human resources management, public administration, and politics (see e.g., Dries, 2013;Thunnissen et al, 2013;Sanjeev, 2016;Mousa, 2022). Consequently, we have decided to address talent management practices in the hospitality sector by focusing on Egypt, where hotels have witnessed rather dramatic events and/or disruptions over the past decade, including the spread of Covid-19 pandemic (Ramadan et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Talent management practices in the extreme context of hospitality sector: an exploratory study

Arslan

Szczepańska-Woszczyna

2022

IJOA

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Purpose This paper aims to specifically analyse the extent to which talent management practices in the post-COVID-19 era differ from those before the pandemic in the extreme work context of Egyptian hospitality sector. Design/methodology/approach The study uses an exploratory qualitative research approach where semi-structured interviews were conducted with 30 full-time employees working at hotels in Sharm El-Sheikh (Egypt). Moreover, thematic analysis was undertaken on the interview transcripts. Findings The findings revealed that in the post-COVID-19 era, the case hotels exclusively use the inclusive talent management approach, in which all staff are recognised by the management as talents with the same workplace privileges. This approach helped to mitigate the negative influences caused by the COVID-19 pandemic. Moreover, the findings highlighted the criticality of competencies such as multitasking along with in hospitality sector employees in relation to extreme context necessitated by COVID-19. The findings further established that when facing extreme events, such as COVID-19, a shift in training activities towards activating positive mental health and effective shock management among employees is also needed. This study found that organisational support and continuous learning play a vital role in individual employees’ resilience development, which also helped in retaining them. Originality/value This paper is one of the pioneering empirical studies on the relationship between talent management practices in extreme contexts and the influences of global disruptions resulting from COVID-19. Moreover, it is one of the few studies to specifically undertake a comparative assessment of the differences in talent management practices pre- and post-COVID-19 time period in the hospitality sector. The study findings contribute to multiple literature streams including extreme context, hospitality, human resource management and transaction stress model.

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Section: Introductionmentioning

confidence: 99%

Talent management practices in the extreme context of hospitality sector: an exploratory study

Arslan

Szczepańska-Woszczyna

2022

IJOA

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“…Although disabled employees (non-academic disabled employees in this case) have recently been required to report their disability status to their employers (Mousa, 2022), this requirement seems to be relevant only when governments and employers collaborate in ensuring (non-academic disabled employees) social support and workplace adaptations for disabled employees (Mousa and Mahmood, 2022). Unfortunately, this was not the case in the Egyptian academic context, post the emergence of Covid-19 and even post the availability of vaccines for the virus.…”

Section: Resultsmentioning

confidence: 99%

“…Therefore, disabled non-academic employees wonder whether they have been hired only because of the governmental pressure on public universities to ensure the 5% disability quota that guarantees the representation of people with disabilities or also because of the credentials they might have. Although disabled employees (non-academic disabled employees in this case) have recently been required to report their disability status to their employers (Mousa, 2022), this requirement seems to be relevant only when governments and employers collaborate in ensuring (non-academic disabled employees) social support and workplace adaptations for disabled employees (Mousa and Mahmood, 2022). Unfortunately, this was not the case in the Egyptian academic context, post the emergence of Covid-19 and even post the availability of vaccines for the virus.…”

Section: Work Experience Before the Emergence Of Covid-19mentioning

confidence: 99%

Disability of non-academic employees in public universities: an exploration of daily work experiences

Mousa

2022

IJEM

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PurposeThrough addressing non-academic disabled employees in seven public universities in Egypt, the author aims to find out the main struggles facing disabled non-academic employees in their work context pre and post Covid-19.Design/methodology/approachThe author employed a qualitative research method through semi-structured interviews with 28 disabled non-academic employees from seven universities in Egypt. The author subsequently used thematic analysis to determine the main ideas in the transcripts.FindingsThe author of the present paper has discovered the main struggles facing disabled non-academic employees in public universities in Egypt before and after the spread of Covid-19 and grouped them into the following three categories: macro-level struggles (government not serious about adopting a quota system, using disability quotas for political reasons, lack of understanding of the needs of disabled employees, poor infrastructure in work contexts), meso-level struggles (unaware of overqualified disabled employees, underrepresentation of disabled employees at senior administrative positions, assigning disabled employees unfair access to university resources) and micro-level struggles (disabled employees' lack of confidence in accepting promotion, inability of disabled employees to join informal networks and disabled employees' exposure to speech-related harassment).Originality/valueThis paper contributes by filling a gap in HR management and educational leadership, in which empirical studies on the struggles facing disabled non-academic employees in their work contexts have been limited so far.

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“…These material resources can be represented in freedom to talk, complain, criticize, blame, discuss, refuse and even offend, particularly when actively participating in formal and informal activities such as student-mentoring, conferences and other social events. In Egyptian universities, female academics are poorly represented at both professorial level and senior academic positions (Mousa, 2021a, c; Mousa, 2022; Mousa and Alas, 2016). This may explain why women-related issues are difficult to be prioritized on the university agenda.…”

Section: Findings and Discussionmentioning

confidence: 99%

Coping with sexual harassment in the Egyptian context: a study on female academics

Abdelgaffar

2022

EDI

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PurposeTo understand the position of female academics in public universities in Egypt, the authors of this paper aim to answer the question of what comes between victims breaking their silence about workplace sexual harassment (WSH).Design/methodology/approachA qualitative research method is employed, and semi-structured interviews were conducted with 40 female academics from four public universities selected from among 26 public institutions of higher education in Egypt. Thematic analysis was used to extract main ideas from the transcripts.FindingsAt the macro level in Egypt, stipulating an anti-harassment law and harsher penalties were found to be a motivator for female academics to speak up against WSH. At the meso organizational level, establishing anti-harassment units in universities is perceived as an effective mechanism for empowering female academics to respond to, expose and seek punitive action against WSH perpetrators. What was found to be a real challenge to reporting perpetrators is the assumption of some female academics that they will never be heard because of socio-cultural norms that hold university professors as honourable and impeccable. Another challenge is that female academics are poorly represented at both professorial levels and in senior administrative positions in Egyptian academic contexts. Sadly, challenges faced by women in academic contexts, such as WSH, are not being prioritized on the agenda of their universities. Although organizational behaviours and country-specific culture challenge female academics' proactive stance against WSH, new anti-harassment laws and university policies are changing this scenario.Originality/valueThis paper contributes by filling a gap in human resource (HR) management, higher education and public administration in which empirical studies of WSH in academic contexts have been limited so far.

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Winterizing the Egyptian spring: why might business schools fail to develop responsible leaders?

Cited by 20 publications

References 84 publications

Talent management practices in the extreme context of hospitality sector: an exploratory study

Talent management practices in the extreme context of hospitality sector: an exploratory study

Disability of non-academic employees in public universities: an exploration of daily work experiences

Coping with sexual harassment in the Egyptian context: a study on female academics

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