This study examines whether and how innovative work behaviour is related to explorative and exploitative activities. Polynomial regression analyses are used to test the relationship between ...ambidexterity (being engaged in explorative and exploitative activities in equal amounts) and innovative work behaviour, as well as between specialisation (being engaged in either explorative or exploitative activities) and innovative work behaviour. Furthermore, we use moderated polynomial regression analyses to examine a possible moderating effect of high-performance work systems (HPWS) on these relationships. Results indicate that balance at a high level, as well as specialisation, are conducive to innovative work behaviour. A moderating effect of HPWS was not supported by our data.
Purpose
The purpose of this paper is to demonstrate how inter-organizational learning (including supply chain learning and imitation prevention) mediates the relationships between supply chain ...integration (SCI) and two dimensions of focal firm performance (i.e. customer service performance and innovation performance).
Design/methodology/approach
A cross-sectional approach was adopted with primary data collected through a survey in China. Data were analyzed using structural equation modeling with partial least-squares estimations.
Findings
The findings verify that inter-organizational learning mediates the relationship between SCI and focal firm performance. The results of sub-group model analysis illustrate that both powerful and weak focal firms benefit from inter-organizational learning, but in different ways.
Research limitations/implications
The responses were all from young executives who had four years’ work experience on average. Top-level executives may provide more comprehensive and accurate input for similar future research.
Practical implications
The results suggest that successfully integrating the supply chain to create customer value requires both supply chain learning and imitation prevention.
Originality/value
This paper responds to calls for an inter-disciplinary research between supply chain management and inter-organizational learning by taking into account supply chain learning and imitation prevention as links between SCI and both customer service performance for current success and innovation performance for future prosperity.
The aim of this study is to propose and empirically test theorizing on the alignment of social and economic leader-member (SLMX and ELMX) approaches for employee resilience. Additionally, we explore ...a new approach to LMX relationships that views follower narcissism as a trait that is adaptive in certain contexts. The findings of our polynomial regression analysis with surface response analysis indicate that for LMX to optimally contribute to employee resilience, SLMX needs to dominate over ELMX. However, for narcissistic followers, employee resilience is strongest at both the low SLMX-low ELMX end of the spectrum and at the high SLMX-high ELMX end of the spectrum, thus questioning the usefulness of an average or imbalanced shaping of LMX for narcissists' thriving in a dynamic organizational environment. Our findings imply that by developing and nurturing reciprocal trust-based long-term relations with their followers, leaders can strengthen employee resilience. When being confronted with narcissistic followers, leaders need to either embrace an ambidextrous approach additionally emphasizing the transactional nature of the relationship, or a laissez-faire approach to foster employees' effective dealing with change and setbacks at work.
Purpose
The aim of this study is to empirically test the link between employee ambidexterity and two supportive organizational cultures, namely, a perceived culture of empowerment and a ...knowledge-sharing culture. Furthermore, the paper addresses the mechanisms through which these supportive organizational cultures work to enable employees to engage in ambidextrous behaviour. Specifically, the role of intrinsic motivation is investigated.
Design/methodology/approach
Data were obtained from 136 managers employed in the five main Belgian service sectors.
Findings
The findings indicate that a perceived culture of empowerment is positively related to intrinsic motivation, which in turn facilitates employee ambidexterity. Also, a moderating effect of extrinsic motivation on employee ambidextrous behaviour is found. At the same time, a perceived knowledge-sharing culture is having no effect on ambidexterity or intrinsic motivation.
Research limitations/implications
Insights into the roles of individuals in achieving ambidexterity help to advance the theoretical understanding of how a supportive organizational context may enhance employee ambidexterity.
Originality/value
Despite the growing body of research on antecedents of ambidexterity, there is still lack of thorough understanding of how a supportive organizational context may enhance employee ambidexterity and the roles of individuals in achieving ambidexterity. This is one of the first studies that investigate these factors in relation to individual level ambidexterity (as opposed to organization level ambidexterity).
This study develops and tests a model of the relationship between a learning-oriented organizational climate, employee individual resilience and three broad categories of proactive behaviors, i.e. ...proactive work behavior, proactive strategic behavior and proactive person–environment fit behavior. The study tests a mediation model. Cross-sectional data was gathered from 108 employees in four Dutch organizations. Results demonstrate that employee resilience mediates the relationships between a learning-oriented organizational climate and proactive work behaviors. By investigating three proactive behaviors, this study answers to the call for studies that empirically investigate multiple related proactive behaviors within one study design. This design sheds light on whether a learning-oriented organizational climate promotes certain proactive behaviors more than others.
Summary
Despite the critical importance of teams in organizational change processes, we still know little about how collective change readiness (CR) in teams associates to team outcomes. In this ...study, we take a multilevel approach to CR and investigate how collective CR associates with team performance. Specifically, we examine (a) how ambivalence between emotional and collective cognitive CR associates with collective intentional CR and (b) how both the level and diversity of collective intentional CR associate to team performance. We test our team‐level hypotheses using 59 teams and 366 individual team members. The results show that the levels of collective emotional and cognitive CR interact in their association with intentional CR. Collective intentional CR is the highest when both collective emotional and cognitive CR are high and the lowest under a condition of high collective cognitive CR and low collective emotional CR. Moreover, diversity in collective intentional CR negatively associates to leader‐rated team performance. Implications for theory and suggestions for practice are discussed.
Smart cities use integrated information and communication technology in order to help their citizens and organizations deal with the challenges of urbanization, safety, and sustainability. Smart ...cities need complex forms of governance involving a great variety of actors. The aim of this study is to illustrate how elements of governance structures in smart city ecosystems evolve over time, and to understand in which way these elements enable or inhibit the success of such ecosystems in different phases of evolution. We draw on the ecosystem literature and the smart city literature to identify governance aspects relevant to projects with multiple stakeholders. We illustrate our framework with extensive empirical evidence from an in-depth single case study of a smart city initiative in The Netherlands. We find that the use of specific governance elements varies across the phases of evolution of the smart city ecosystem. In the initiation phase, governance structures aimed at strengthening the internal relations are key. In this phase, elements such as trust, commitment, and common goals are important as they help to create a common ground. In the growth phase, the ecosystem focuses on establishing external relations with other parties, such as competitors and suppliers. In this phase, governance elements such a co-creation strategy and a dedicated organization for promotion gain importance, as these elements facilitate communication with external parties.
Leadership is essential for creating a healthy and happy work environment for employees. Due to the COVID-19 pandemic, working remotely from home has become prevalent for many employees, which ...challenges leaders to reach out to their followers even if these followers are not physically at work. Drawing on positive psychology theories, the aim of this study is to investigate the relationship between positive leadership and psychological energy (i.e., vigor), and particularly the extent in which this relationship is affected by whether employees are working from home, as well as the tenure of the leader-follower relationship.
A two-wave time-lagged study design is used with a sample of 186 followers.
Findings indicate that the effect of positive leadership on followers' vigor is especially strong when employees work from home, and even more so when leaders and followers have a long lasting work relationship.
The study shows that positive leadership behaviors are positively related to employee vigor. Such positive leadership behaviors consist of praising follower's individual performance, personally thanking followers, cheering them up, and helping them with specified tasks.
The aim of this study is to investigate the relationship between subfacets of creative process engagement and how these are moderated by proactivity and supervisor support. On the basis of ...self-reported data from 747 professional-level employees from a Dutch high-tech organization, we show the moderating effect of proactivity and supervisor support on different stages of the creative process, namely problem identification, information search, and idea generation. We find that proactivity positively and significantly moderates the relationship between the first two phases in the creative process. Supervisor support negatively and significantly moderates the relationship between the last two phases in the creative process.
The intrapreneurial behavior of employees has become of strategic importance for the performance of organizations. However, the literature on intrapreneurship is dispersed and in need of an ...integrated overview of the characteristics and behaviors of intrapreneurial employees. Based on a systematic literature review, we propose a new definition of intrapreneurship that emphasizes its multilevel nature. Moreover, we propose a comprehensive model of intrapreneurship in which we integrate the new definition, dimensions, and determinants applicable to individual employees. We find that innovativeness, proactiveness, risk-taking, opportunity recognition / exploitation and internal / external networking are important behavioral dimensions of intrapreneurship. A certain skillset, a perception of their own capabilities, personal knowledge, past experience, the relation with the organization, motivation, satisfaction and intention are the determinants of intrapreneurial behavior that we derived from the literature review. Based on our results and an integrated model of intrapreneurship, we suggest a number of future research directions.
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