Practices of knowledge management are context-specific and they can influence organizational effectiveness. This study examines the possible mediating role of knowledge management in the relationship ...between organizational culture, structure, strategy, and organizational effectiveness. A survey was conducted of 301 organizations. The results suggest that knowledge management fully mediates the impact of organizational culture on organizational effectiveness, and partially mediates the impact of organizational structure and strategy on organizational effectiveness. The findings carry theoretical implications for knowledge management literature as they extend the scope of research on knowledge management from examining a set of independent management practices to examining a system-wide mechanism that connects internal resources and competitive advantage.
Although many researches recognize the role of team expertise diversity in providing different ideas, it remains unclear how and under which conditions these various ideas are elaborated and ...integrated to fuel team innovation. To address this question, we develop a model theorizing that paradoxical leadership helps diverse teams overcome the differentiating-integrating paradox to promote innovation. Moreover, we further theorize that paradoxical leadership will cultivate perspective taking among team members. Analyses of the multi-time and multi-source data from 98 teams suggest that teams with expertise diversity exhibit better innovative performance when paradoxical leadership is prevalent. Furthermore, team perspective taking mediates the positive moderating effects of paradoxical leadership on the relationship between expertise diversity and innovative performance. Through these analyses, this study not only addresses the innovation paradox of expertise diverse teams from the perspective of leader influence, but also enriches the understanding of the effects of paradoxical leadership.
ased on the finite element method, the effect of porous osteotomy block on the biomechanics of surrounding joints in the treatment of flat foot by Evans osteotomy is studied. The finite element ...method is used to simulate the osteotomy block for Evans osteotomy to correct flatfoot. The effect of Evans osteotomy on the foot force line is analyzed from the biomechanical point of view. The osteotomy blocks were divided into solid osteotomy blocks and porous osteotomy blocks, and normal foot and flat foot were used as control groups. The results show that Evans osteotomy can effectively improve the force line of the foot to correct the flat foot. Compared with the solid osteotomy block, the porous osteotomy block can also play a corrective effect and reduce the stress shielding effect when used for Evans osteotomy to correct the flat foot.
This study simultaneously examined the two mechanisms (i.e. spillover and crossover effects) that link work-to-family conflict and life satisfaction among Chinese married couples. Data were collected ...from a sample of 123 Chinese managers and their spouses. Work-to-family conflict was measured from two sources: self-reported ratings and spouse-reported ratings. The results provided support for the suggested direct spillover mechanism for both husbands and wives: work-to-family conflict to life satisfaction. In addition, we found that work-to-family conflict crossed over to life satisfaction from wives to husbands but not from husbands to wives. Practical implications and future research directions are discussed.
This article posits that management theories and practices in the P. R. China have been influenced by three cultural forces: Confucianism, socialism, and capitalism. It explores the impact of the ...three ideological systems, cultural values, and beliefs on managerial philosophies and practices. It is suggested that contemporary organizational behavior and management practice in the P. R. China tend to reflect ideologies of three cultural forces.
This study investigates the impact of perceived learning culture, leader-member exchange (LMX) quality, job autonomy, and proactivity on employee creativity for knowledge workers in five Korean ...firms. Overall, the four predictors and control variables explained 57% of the variance in self-rated creativity and 14% of the variance in manager-rated employee creativity. Whereas proactivity was a stronger antecedent for self-rated employee creativity than the contextual factors, the contextual factors (i.e., learning culture, LMX quality, and job autonomy) explained manager-rated creativity better than proactivity did. The relationship between self-rated and manager-rated employee creativity was positive and significant, but modest (r = .24). Owing to the so-called initiative paradox, proactive employees who believe themselves to be more creative may not always be welcome by their managers in the Korean cultural context that is characterized as collectivistic, high in power distance, and high in uncertainty avoidance.
We examined the contingent value of individuals' critical thinking on their creativity at work by focusing on the generation of, process of, and solutions found, in developing novel and useful ideas. ...To extend previous research emphasizing individual characteristics, such as personality
traits, we focused on the value of individuals' critical thinking and its impact on creativity. In the pretest, 442 employees completed a critical thinking questionnaire and then, in a field study, 211 dyads of managers and their subordinates completed the validated questionnaire. Results
revealed a positive relationship between critical thinking and employee creativity, and creative process engagement completely mediated this relationship. Further, leader-member exchange was found to weaken the relationship between critical thinking and creative process engagement. Implications
of the study for practice are discussed.
Celotno besedilo
Dostopno za:
DOBA, FSPLJ, IZUM, KILJ, NUK, PILJ, PNG, SAZU, SIK, UILJ, UKNU, UL, UM, UPUK
•We empirically examined the relationship between paradoxical leadership and employees’ service performance in the hospitality industry.•Employees’ identification with leader mediated this ...relationship.•The positive effect of paradoxical leadership was strengthened by a low level of employees’ need for cognitive closure.•We offer an important identification perspective to understand the effects of paradoxical leadership.
Based on the social identity theory, this study examined the relationship between paradoxical leadership and employees’ service performance in the hospitality industry. Data were collected from a multisource, time-lagged survey of 72 leaders and 556 employees in eight full-service hotels in China. Using hierarchical linear modeling, paradoxical leadership was found to be positively related to employees’ leader identification, which consequently enhanced their service performance. Furthermore, the level of an employee’s need for cognitive closure moderated the relationship between paradoxical leadership and leader identification such that paradoxical leadership exerted a stronger positive influence on leader identification for those employees with a lower need for cognitive closure. These findings have implications for both paradoxical leadership and hospitality management practices.
In this multi-study investigation, we explored the theoretical content and structural dimensions of innovative leadership in organizations. Using both qualitative and quantitative methods, we found ...that innovative leadership comprises five dimensions: thinking creatively, holding the willpower to be innovative, tolerating different opinions and various risks, establishing mechanisms for innovation, and implementing innovation ideas. Through a series of seven studies, we developed and established the reliability and validity of the Innovative Leadership Measure (ILM), which was significantly related to innovative performance in the workplace at both the individual and team levels of analysis. We discuss the theoretical contributions and practical implications of these findings.
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