This paper offers guidance to conducting a rigorous literature review. We present this in the form of a five-stage process in which we use Grounded Theory as a method. We first probe the guidelines ...explicated by Webster and Watson, and then we show the added value of Grounded Theory for rigorously analyzing a carefully chosen set of studies; it assures solidly legitimized, in-depth analyses of empirical facts and related insights. This includes, the emergence of new themes, issues and opportunities; interrelationships and dependencies in or beyond a particular area; as well as inconsistencies. If carried out meticulously, reviewing a well-carved out piece of literature by following this guide is likely to lead to more integrated and fruitful theory emergence, something that would enrich many fields in the social sciences.
Executives in family firms are often confronted with emotionally loaded issues, in part due to the need to include the interests of the owning family. Given this context, we hypothesize how high ...family-firm performance is affected by the emotional intelligence (EI) of a family-based CEO and top-management team (TMT), in addition to the CEO's transformational leadership (TFL) and TMT's behavioral integration. Survey measures were taken from a random sample of 72 CEOs of German family firms and 245 members of their TMTs. We found that TMT behavioral integration mediates between CEO TFL and objective firm performance while CEO EI is significantly related to both CEO TFL and TMT EI. Implications are discussed for future research thereby suggesting an extension to upper-echelon theory.
PurposeWhy are some lean workfloor teams able to improve their already high performance, over time, and others not? By studying teams' and leaders' behaviour-value patterns, this abductive field ...study uncovers a dynamic capability at the team level.Design/methodology/approachVarious methods were employed over three consecutive years to thoroughly examine five initially high-performing lean workfloor teams, including their leaders. These methods encompassed micro-behavioural coding of 59 h of film footage, surveys, individual and group interviews, participant observation and archival data, involving objective and perceptual team-performance indicators. Two of the five teams continued to improve and perform highly.FindingsContinuously improving high lean team performance is found to be associated with (1) team behaviours such as frequent performance monitoring, information sharing, peer support and process improvement; (2) team leaders who balance, over time, task- and relations-oriented behaviours; (3) higher-level leaders who keep offering the team face-to-face support, strategic clarity and tangible resources; (4) these three actors' endorsement of self-transcendence and openness-to-change work values and alignment, over time, with their behaviours; and (5) coactive vicarious learning-by-doing as a “stable collective activity pattern” among team, team leader, and higher-level leadership.Originality/valueSince lean has been undertheorised, the authors invoked insights from organisational behaviour and management theories, in combination with various fine- and coarse-grained data, over time. The authors uncovered actors' behaviour-value patterns and a collective learning-by-doing pattern that may explain continuous lean team performance improvement. Four theory-enriching propositions were developed and visualised in a refined model which may already benefit lean practitioners.
Career success in a boundaryless career world Arthur, Michael B.; Khapova, Svetlana N.; Wilderom, Celeste P. M.
Journal of organizational behavior,
March 2005, Letnik:
26, Številka:
2
Journal Article
Recenzirano
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This paper compares contemporary career theory with the theory applied in recent career success research. The research makes inconsistent use of career theory, and in particular neglects the ...interdependence of the objective and subjective careers, and 'boundaryless career' issues of inter-organizational mobility and extra-organizational support. The paper offers new guidelines for bringing about a rapprochement between career theory and career success research. These guidelines cover adequacy of research designs, further dimensions of career success, broader peer group comparisons, deeper investigation of the subjectively driven person, and seeing new connections between boundaryless career theory and career success research.
PurposeCombining the goal-setting and job demands-resources (JD-R) theories, we examine how two project resources, collaborative project leadership and financial project resources, enhance high ...project performance in community-academic health partnerships.Design/methodology/approachWith a sequential explanatory mixed-method research design, data were collected through a survey (N = 318) and semi-structured interviews (N = 21). A hypothesised three-path mediation model was tested using structural equation modelling with bootstrapping. Qualitative data were examined using thematic analysis.FindingsProject workers’ hope, goal-commitment and -stress: (1) fully mediate the hypothesised relationship between highly collaborative project leadership and high project performance; and (2) partially mediate the relationship between financial project resources and high project performance. The qualitative data corroborate and deepen these findings, revealing the crucial role of hope as a cognitive-motivational facilitator in project workers’ ability to cope with challenges.Practical implicationsProject leaders should promote project workers’ goal commitment, reduce their goal stress and boost project performance by securing financial project resources or reinforcing workers’ hope, e.g. by fostering collaborative project leadership.Originality/valueThe findings contribute to the project management and JD-R literature by considering the joint effects of project workers’ hope and two commonly studied project resources (collaborative project leadership and financial project resources) on high project performance. Moreover, we demonstrate the importance of the goal-setting and JD-R theories for understanding complex health-promotion projects connecting academic to community work.
Regional networks have become popular routes for central governments to translate national arnbitions into regional policies and actions; but these networks face challenges, having to balance between ...the dual objectives of obtaining short-term goals and establishing enduring network relations.This empirical article addresses the question as to whether there is any tension between these objectives, and if so, how can it be explained and managed. We report two studies on regional networks in the public-policy areas of Education and Employment in the Netherlands. Multiple methods were used: Interviews, surveys, archival records, social network data, and participatory observations. The findings suggest that this tension exists, and that it is especially found in young networks; more mature networks demonstrate better balance between network relations and goal attainment. Network governance was found to be a key explanatory factor whereby a network which had an administrative organization with a merely facilitative role, performed best in both respects.
Using leadership theory we examined whether transformational leadership mediates the link between the emotional intelligence of team leaders and three outcomes as perceived by followers: leader ...effectiveness, team effectiveness, and service climate. Data were collected from 859 employees, working in 55 teams in a South Korean public-sector organization and results were analyzed at the group level. All variables were modeled in a path diagram and tested using hierarchical regression analysis and structural equation modeling. Same-source bias in the findings was controlled for by randomly splitting the sample into three separate groups. The results show that transformational leadership mediates the relationships between emotional intelligence and leader effectiveness, as well as between emotional intelligence and service climate, although not between emotional intelligence and team effectiveness. Practical implications of the findings are discussed, together with limitations and ideas for future research.
We investigated the combined effects of charismatic leadership and organizational culture on perceived and objective company performance using a longitudinal design. Employees (N=1214) in 46 branches ...of a large Dutch bank rated branch management on charismatic leadership, organizational culture in terms of work practices, as well as perceived organizational performance. Objective performance data were collected twice, two years apart. The split sample technique attenuated common source bias. Results of structural equation modeling, in which Time 1 financial performance measures were controlled, revealed that charisma increased financial performance; however culture did not do so. Culture and charisma were significantly related to perceived performance, and culture and charisma were interrelated. A longer time interval may be necessary before the effects of culture on financial performance become apparent. The findings are discussed against the backdrop of the value of intangible resources.
Lean Management is a managerial approach focused on enhancing customer value through the elimination of non-value adding steps from work processes. Lean Management is also enjoying a resurgence, ...largely because its ‘do more with less’ philosophy is particularly well-suited for the austere conditions of a 'Great Recession' recovery. Despite this resurgence with practitioners, however, academic research of Lean Management, in particular research on the leadership of lean initiatives, remains limited. In this study, we identify a constellation of lean values and behaviors of effective lean managers, based on extant research and the views of expert practitioners, and a field study of lean managers. In the first of two empirical studies, we produce an initial list of values and behaviors, derived from both the lean and leadership literature, and from three Delphi rounds with 19 expert lean practitioners. In study 2, we corroborate and refine the list with a sample of effective lean middle managers, through 18 interviews; a survey (N = 43); and fine-grained video-analyses of their in situ behaviors during meetings with subordinates. The values identified include: honesty, candor, participation and teamwork, and continuous improvement—all indicative of self-transcendence and openness to change. Regarding behaviors, we find that the effective lean middle managers of our sample, compared to other middle managers, engage significantly more in positive relations-oriented “active listening” and “agreeing” behaviors, and significantly less in “task monitoring” and counterproductive work behaviors (such as “providing negative feedback” and “defending one's own position”). To conclude, we put forward five new propositions intended to guide future research and a more successful practice of ‘lean leadership.’
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