Articles
Publication Date: 2025
International Journal of Business Excellence (17560055)37(4)pp. 506-523
This study was conducted to explain the necessity of designing a coaching model in the workplace. Semi-structured interviews, purposeful sampling, and conventional data analysis were used in this qualitative study. The participants and informants included 22 experts and managers in Isfahan’s Mobarakeh Steel Company (MSC). The data were analysed in three stages, namely, open coding, axial coding, and selective coding, which resulted in the emergence of six core categories: 1) phenomenon; 2) causal conditions; 3) context; 4) intervening conditions; 5) strategies; 6) consequences. Standard training according to educational principles is one of the coaches’ requirements and an essential condition for coaching process efficiency. Therefore, it is necessary that a scientific and functional guide be used for coordinating and integrating the coaching process. Copyright © 2025 Inderscience Enterprises Ltd.
Publication Date: 2024
Management Research Review (20408269)47(9)pp. 1360-1399
Purpose: This study aims to develop and test a model of the antecedents, mediators and consequences of the glass cliff phenomenon through public sector service organizations in Iran to explore more insights on gender inequality in managerial positions. Design/methodology/approach: The current research was conducted based on a mixed-method approach, using both qualitative and quantitative research designs. First, the qualitative method includes content analysis by conducting semi-structured interviews with 20 university professors and expert managers working in public sector service organizations in Iran. The outcomes of the qualitative phase lead to designing the conceptual framework and research hypothesis. Then, through a quantitative phase, 384 female managers working in public sector service organizations in Iran are selected using stratified random sampling and fill out the research questionnaire. The exploratory factor analysis was used to verify the model. Moreover, structural equation modeling, using AMOS 24, was used to test the research hypothesis. Findings: The findings of the qualitative phase were represented in three categories including antecedents (e.g. the characteristics of women’s leadership, the selection of women based on meritocracy criteria, women’s preferences and organizational factors), mediation effect (e.g. succession planning, personal development planning and support networks) and consequences of the glass cliff phenomenon (e.g. positive and negative consequences). The results of the exploratory factor analysis show there are ten components, explaining 88.5% of variances. Moreover, the test of the structural model supports the direct effect of antecedents on the glass cliff phenomenon. The results also show the effect of the glass cliff phenomenon on consequences through mediation effects. Research limitations/implications: There are some limitations that can be addressed by other researchers. Accordingly, the limited number of female managers in Iran prevented larger quantitative research. Moreover, the current research only found casual and mediation consequences of the glass cliff phenomenon, and potential moderators were not considered in this study. Originality/value: The present study’s innovations may include using a mixed-method approach to investigate the antecedents, mediators and consequences of the glass cliff phenomenon in this study and examining the model constructs in some public sector service organizations. This research may provide a deep understanding of the antecedents, mediators and consequences of the glass cliff phenomenon by finding new factors using a mixed-method approach. © 2024, Emerald Publishing Limited.
