Search results

The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.

This study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).

This research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.

This study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.

This study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.

The purpose of this paper is to examine the influences of negative performance feedback on firms' cost behaviors including productive behaviors (i.e. R&D behaviors) and non-productive behaviors (i.e. selling behaviors and business entertainment behaviors), as well as to investigate the roles of ownership types and marketization.

A sample of Chinese manufacturing firms from 2007 to 2018 is analyzed employing multiple regression models.

The results show that negative performance feedback has a positive but not significant effect on R&D behaviors, while its effect on selling behaviors is significantly positive. Meanwhile, there is an inverted U-shaped relationship between negative performance feedback and business entertainment behaviors. Furthermore, when facing a performance dilemma, state-owned enterprises tend to adjust selling behaviors, while nonstate-owned enterprises pay more attention to business entertainment behaviors. In terms of marketization, the firms in high-marketization regions are more likely to adjust their R&D, selling and business entertainment behaviors, while the firms in low-marketization regions are difficult to adjust these cost behaviors.

This study explores the role of negative performance feedback in firms' cost behaviors and provides empirical evidence about the differentiated influences regarding ownership types and marketization.

Integrating insights from existing studies and introducing the behavioral theory of the firm and prospect theory, this study proposes a more inclusive framework that addresses the impacts of negative performance feedback on firms' cost behaviors. This paper deepens the understanding of firms' decision behaviors in the dilemma of performance shortfall.

Sustainability is regarded as a core value that the coworking movement aspires to. However, most sustainability efforts focus on the providers’ perspective while neglecting the coworking members’ role. Therefore, this paper aims to explore sustainable coworking from the members perspective by focusing on sustainable behaviors.

This study uses a flexible pattern matching approach. Theoretical patterns are identified using literature on coworking space and sustainable behavior while matching them with the empirical data. Data were collected from three different coworking spaces in Sweden through interviews and observations.

Based on the theoretical patterns, three constructs for sustainable coworking were identified, namely, productive behavior, prosocial behavior and responsible space sharing behavior. Through the empirical data, the constructs were further concretized to understand their different aspects. The findings uncovered a new layer of complexity where members can show the same behavior and be perceived differently.

This study offers a more holistic understanding of sustainable coworking by highlighting the members’ role and identifying different member perceptions on sustainable coworking behaviors.

The purpose of this paper is to answer two questions: How do temporary workers achieve well‐being and optimal functioning? and how is it possible to promote commitment and productive behaviours among temporary workers?

The paper takes the form of a literature review and synthesis.

Temporary employment can no longer be seen as exclusively bad or as a signal of labour market segmentation. Instead, mechanisms to promote commitment and productive behaviour that are beneficial for all parties involved can be identified. Temporary employment is a reality that is here to stay and that searches for mechanisms to reconcile the sometimes conflicting perspectives of employees and employers. This new approach is promising but researchers should also account for and create awareness about potential and sometimes less visible drawbacks associated with temporary employment (e.g. social isolation or negative implications for career success).

The paper shows a new approach to temporary work from both the employer and employee perspective.

The purpose of this study is to identify the characteristics of employee loyalty and counter-productive work behaviour (CWB) among employees working in the Indian hospitality sector. The study also compared the status of employee loyalty among managers, who exhibit either very high and or very low traits of CWB. The study also examined the factors responsible for the high tendency of employee loyalty and for that of CWB.

Primary data were collected by using questionnaire and interview methods from employees and managers working in hotels situated in the National Capital Region (NCR), Delhi, India. A sample of total 220 junior and middle level managers and other employees was taken and a selected sample was tested for tendencies of employee loyalty and CWB and analyzed to interpret the findings.

The findings reveal that the tendency of employee loyalty among managers in the hospitality sector was high, whereas the status of CWB was low. Results also predicted that the tendency of employee loyalty was high among the managers with low traits of counter-productive behaviour and very low among managers with a higher tendency of CWB. Factors such as compensation and benefits, job security and growth and satisfaction were found to be responsible for high tendency of employee loyalty; the controlling of factors such as ignoring or arguing with others, physically damaging organizational property, stealing organizational or employee’s property, intentionally working slowly, doing work incorrectly, neglecting to follow procedures, taking longer breaks than allowed, coming late and leaving early was responsible for a high degree of CWB.

This study was conducted by involving lower and middle level hospitality sector managers in the NCR Delhi region only. To generalize the findings effectively, a more comprehensive study should be conducted that also involves senior level managers.

There are relatively few prior studies of the factors addressed in this study which has sought to explore an under-research aspect of workplace behaviour.

The purpose of this paper is to examine the potential pathway of influence of formal and informal institutions and economic development on the business productive behaviour at the national level.

In the paper SEM models and regression analysis are used to define the causal relationships. Using data from cultural dimensions of Hofstede, Inglehart and Tabellini, proxies for formal institutions and economic development this research empirically examines the way of influence of these factors on entrepreneurship performance in the national economy.

This paper demonstrates that, stimulating by the economic growth, formal and informal institutions could affect business productive behaviour at the macro level in both direct and indirect ways through each other. Formal and informal institutions were found to act as substitutes. The author argues that the decision to act productively is not just a result of the formal institutional framework – “bad” outcomes of business development may also be a consequence of the activity of certain informal institutions as well as caused by poor levels of national economic development.

Based on the findings of this research it is possible to improve the methods of formation of stimulation policy for driving business behaviour in a productive way by taking into account existing formal and informal institutions and the level of development of the national economy.

This paper by using SEM techniques examines the causal relationships between the quality of formal and informal institutions and productivity of entrepreneurs at the national level.

This paper aims to explore how narcissistic traits and personality influence entrepreneurial behaviour. In entrepreneurship and psychology, research has shown that narcissism and personality have “productive” and “unproductive” influences on entrepreneurial activities. Therefore, this paper explores the entrepreneur from a social constructionist perspective by using the narrative from the emerging literature. The narrative focus is on narcissism, entrepreneurial personality and the intention to start a new venture, focusing on activities in the early stages of entrepreneurship.

This study draws upon the narcissism theory and the big five personality models. Using the conceptual model, the authors identify commonalities with entrepreneurial activities such as product and service development, market competitive strategies, marketing, networking, performance management, learning from failure and fund-raising activities. The conceptual framework demonstrates a connection between narcissism, the big five personality and entrepreneurial activities.

This study proposes an innovative conceptual framework for productive entrepreneurial behaviour. Productive traits of the grandiose narcissist are extraversion and openness to experience, which may have positive influences on the entrepreneurship process. Traits such as assertiveness, overconfidence and intellect have been found to be instrumental in resource acquisition activities. Findings also suggest that the grandiose narcissist will be high in openness to experience (intellect) and extraversion (excitement and social networking). The narcissist is most likely to choose an internal source of funding to protect their fragile ego and maintain control over their entities. Those with high extraversion and openness to experience may be more open to pursuing external sources of funding, as they are more inclined to have social networks and enjoy the external process. Though the study focuses on the “dark trait productivity” of narcissism, it is important not to overlook the damaging side of the narcissistic entrepreneur – “dark trait unproductivity”. The study also discusses the unproductive traits of narcissistic entrepreneurs, such as constantly chasing goals, deflecting and blaming the environment and others for failure, embarking on risky financial decisions, a lack of empathy in team dynamics and poor stakeholder management.

The influence of narcissism on entrepreneurial activities and its impact have gained traction among academia and practitioners. Yet, this is an insufficiently understood area of study and has not been explored in depth. Previous research has focused chiefly on entrepreneurial intentions in the context of entrepreneurship, and what influences the choice to start a business. There is limited research that bridges the gap between entrepreneurial finance and psychology–narcissism personality.

The purpose of this Real Impact Research Article is to empirically explore one of the most controversial and elusive concepts in knowledge management research – practical wisdom. It develops a 10-dimensional practical wisdom construct and tests it within the nomological network of counterproductive and productive knowledge behavior.

A survey instrument was created based on the extant literature. A model was developed and tested by means of Partial Least Squares with data obtained from 200 experienced employees recruited from CloudResearch Connect crowdsourcing platform.

Practical wisdom is a multidimensional construct that may be operationalized and measured like other well-established knowledge management concepts. Practical wisdom guides employee counterproductive and productive knowledge behavior: it suppresses knowledge sabotage and knowledge hiding (whether general, evasive, playing dumb, rationalized or bullying) and promotes knowledge sharing. While all proposed dimensions contribute to employee practical wisdom, particularly salient are subject matter expertise, moral purpose in decision-making, self-reflection in the workplace and external reflection in the workplace. Unexpectedly, practical wisdom facilitates knowledge hoarding instead of reducing it.

Managers should realize that possessing practical wisdom is not limited to a group of select, high-level executives. Organizations may administer the practical wisdom questionnaire presented in this study to their workers to identify those who score the lowest, and invest in employee training programs that focus on the development of those attributes pertaining to the practical wisdom dimensions.

The concept of practical wisdom is a controversial topic that has both detractors and supporters. To the best of the author’s knowledge, this is the first large-scale empirical study of practical wisdom in the knowledge management domain.

This chapter seeks to investigate the role of student emotional intelligence (EI) in countering in-class cyberloafing behaviour by students, by exploring the mediating role of boredom proneness through a quantitative approach. A sample of 163 postgraduate university students in India was selected. The authors assessed the mediation model using PROCESS macro. The authors found that students who are more aware of their emotions are better equipped to handle internal and external distractions and work towards a desired goal or outcome and therefore are less likely to experience boredom. Results from this study revealed a significant direct and indirect negative relationship between students’ EI and cyberloafing behaviour. This chapter contributes to the body of literature by highlighting the positive effects of EI as an important antidote to student cyberloafing behaviour. On the practical front, the findings of this study can be used by academicians who are charged with the responsibility of understanding and enhancing student learning by diminishing cyberloafing behaviour among them. The proposed framework could provide a foundation for countering cyberloafing behaviour in educational settings.

Due to the fact that most individuals tend to engage in some form of procrastination, it is important for organizations to investigate this phenomenon. The purpose of this study is to explore the impact of family–work conflict, grit, engagement and emotional exhaustion on productive procrastination for business-to-business salespeople. These specific antecedents are used to better understand what leads a salesperson to engage in productive procrastination in the workplace.

Using a Qualtrics panel, 305 business-to-business salespeople were surveyed to investigate what factors lead a salesperson to engage in productive procrastination. These salespeople were from a variety of industries to increase generalizability. All measures were taken from the extant literature. Partial least squares structural equation modeling was used to analyze the data.

Using the job demands-resources model as the framework, the results indicate that the type of engagement has a differential impact on a salesperson’s usage of productive procrastination such that cognitive engagement has a negative impact while emotional engagement has a positive impact on productive procrastination. Emotional exhaustion and family–work conflict lead to productive procrastination but grit minimizes productive procrastination usage.

To the best of the authors’ knowledge, this study is one of the first to explore the positive aspects of procrastination among salespeople. Specifically, this study focuses on productive procrastination and its antecedents. Relevant managerial implications that can help organizations better understand productive procrastination are discussed and examples are provided.