While burgeoning research has shown the relevance of dynamic capabilities in terms of managers identifying and pursuing business opportunities, much less is known about the role of involving ...employees without managerial status in those activities. In this paper, we examine the impact of employee participation on the enactment of dynamic capabilities. The results of our survey-based linear regression analysis show that employee participation is positively related to the dynamic capabilities of a firm. Furthermore, we hypothesize and find that managers can facilitate employee participation through both trust in and informal control of subordinates. Our findings also suggest a positive relationship between informal control and dynamic capabilities, and point to employee participation as a mediator in the relationship between trust and dynamic capabilities. Our results extend the literature on dynamic capabilities by highlighting and demonstrating the important role of employee participation in identifying and pursuing business opportunities through dynamic capabilities as well as the relevance of trust and informal control therein.
Existing research on the relationship between high‐performance work systems (HPWS) and organizational innovation has paid insufficient attention to the boundary effects of employee participation and ...human capital. Bridging the human resource management (HRM) and employment relations literature, this study contributes to the contingency view of HRM and China‐specific research by investigating how human capital and employee participation, direct voice mechanism, and corporate governance participation jointly moderate the relationship between HPWS and organizational innovation. We test our three‐way interaction model using a sample of 108 firms and 1,250 employees in China. The results suggest that HPWS are positively associated with organizational innovation when employees with relatively less human capital are coupled with more direct voice mechanism or less corporate governance participation. In contrast, HPWS are negatively related to organizational innovation when employees possessing greater human capital are coupled with more direct voice mechanism. The theoretical and managerial implications and future research directions are discussed.
Attempts to improve gender parity at workplaces are more effective when organizations mobilize their entire workforce, including men, to participate (i.e., speak up with ideas, volunteer, or serve as ...champions) in gender-parity initiatives. Yet, frequently, men are hesitant to participate in such initiatives. We explicate one reason for such hesitation on the part of men and suggest ways organizations can address this challenge. Using four studies (correlational as well as experimental), we demonstrate that men experience lower psychological standing (i.e., a subjective judgment of legitimacy to perform an action) with respect to gender-parity initiatives that leads them to participate less in such initiatives. We explain how psychological standing provides a complementary explanation to the current narrative in the literature suggesting that men’s poor participation results from sexist or discriminatory attitudes toward gender parity. We also establish that psychological standing influences participation over and above efficacy, instrumentality, and psychological safety and highlight how organizations can increase men’s participation by providing them with psychological standing when soliciting their participation in gender-parity initiatives. We discuss the implications of our findings for the literatures on gender parity, change management, and employee voice and participation.
The online appendix is available at
https://doi.org/10.1287/orsc.2017.1118
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With the near bankruptcy of centrally planned economies now apparent and with capitalism seemingly incapable of generating egalitarian outcomes in the first world and economic development in the ...third world, alternative approaches to managing economic affairs are an urgent necessity. Until now, however, descriptions of alternatives have been unconvincing. Here Michael Albert and Robin Hahnel support the libertarian socialist tradition by presenting a rigorous, well-defined model of how producers and consumers could democratically plan their interconnected activities. After explaining why hierarchical production, inegalitarian consumption, central planning, and market allocations are incompatible with "classlessness, " the authors present an alternative model of democratic workers' and consumers' councils operating in a decentralized, social planning procedure. They show how egalitarian consumption and job complexes in which all engage in conceptual as well as executionary labor can be efficient. They demonstrate the ability of their planning procedure to yield equitable and efficient outcomes even in the context of externalities and public goods and its power to stimulate rather than subvert participatory impulses. Also included is a discussion of information management and how simulation experiments can substantiate the feasibility of their model.
Green building gains its popularity by having various benefits like optimising energy consumption, promoting long-term cost savings, and addressing global climate change. Inevitably, inappropriate ...operation and maintenance practice becomes a barrier in sustaining green buildings. Thus, there is an urgent need to recommend a sound operation and maintenance strategy that can tackle the issues. Total Productive Maintenance (TPM) is seen as the comprehensive strategy, provided the organisation employees can take part in the operation and maintenance activities. So, this paper aims to investigate the TPM enablers to encourage the employee participation in operation and maintenance activities of green buildings. Seven TPM enablers were identified via literature review. Then, 417 responded questionnaires were analysed to examine the association between the TPM enablers and employee participation. Subsequently, semi-structured interviews were carried out to verify and further elaborate the survey results. The findings demonstrated that all determined TPM enablers have significant associations with employee participation. The regression analysis further filtered and retained only three TPM enablers as the significant predictors of employee participation. This study is valuable to the organisations in effort to implement TPM in operation and maintenance of green buildings. It signifies the importance of knowledge, awareness, and communication to promote employee participation in operation and maintenance. It also aids to plan and conduct the training and education programmes in a more rational direction prior to the TPM implementation.
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•Inappropriate operation and maintenance are barriers in sustaining green buildings.•Total productive maintenance (TPM) is seen as the key to solve the issues.•TPM requires employee participation in operation and maintenance activities.•TPM enablers include relevant employees' knowledge, awareness, and communication.•Training and education programmes are crucial prior to the TPM implementation.
Despite the growing attention given to the connection between transformational leadership (TL) and job performance (JP), the precise mechanisms driving this association remain inadequately ...understood. This research delves into diverse causal factors that elucidate the TL–JP relationship. Drawing upon both TL theory and self-determination theory, the study explores the mediating role of employee participation in developing performance measures (PM participation) and public service motivation in the TL–JP relationship. The survey encompassed 208 pairs of employees and their direct managers operating in 208 different public organizations in Vietnam. Employing partial least square regression, the study validates that PM participation and public service motivation partly mediate the TL–JP relationship. The findings furnish valuable insights for managers seeking to enhance the performance of public employees in Vietnam and within emerging economies characterized by comparable structures. Points for Practitioners This study advocates for public sector leaders to adopt a transformational leadership approach. It emphasizes the importance of encouraging employee participation in the design, implementation and improvement of performance measures. Such engagement is anticipated to boost public service motivation, subsequently contributing to increased work efficiency among employees.
Towards a model of work engagement Bakker, Arnold B.; Demerouti, Evangelia
Career development international,
05/2008, Letnik:
13, Številka:
3
Journal Article
Recenzirano
Purpose - This paper aims to provide an overview of the recently introduced concept of work engagement.Design methodology approach - Qualitative and quantitative studies on work engagement are ...reviewed to uncover the manifestation of engagement, and reveal its antecedents and consequences.Findings - Work engagement can be defined as a state including vigor, dedication, and absorption. Job and personal resources are the main predictors of engagement; these resources gain their salience in the context of high job demands. Engaged workers are more creative, more productive, and more willing to go the extra mile.Originality value - The findings of previous studies are integrated in an overall model that can be used to develop work engagement and advance career development in today's workplace.
Competency development and career success De Vos, Ans; De Hauw, Sara; Heijden, Beatrice I. J. M. van der
Journal of vocational behavior,
10/2011, Letnik:
79, Številka:
2
Journal Article
Recenzirano
Odprti dostop
The present study aims to unravel the relationship between competency development, employability and career success. To do so, we tested a model wherein associations between employee participation in ...competency development initiatives, perceived support for competency development, self-perceived employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of employability. Moreover, self-perceived employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.
► We model the relationship between competency development and career success. ► Employee participation in competency development relates to career success. ► Perceived support for competency development relates to career success. ► Self-perceived employability mediates these relationships.
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