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1 – 10 of 18M. Teresa Ortega Egea, María Isabel Roldán Bravo, Antonia Ruiz Moreno, Carmen Haro Domínguez and Dainelis Cabeza Pullés
Although most research considers organizational learning as an antecedent of innovation, the relationship is complex and could be reciprocal. Therefore, more research is needed on…
Abstract
Purpose
Although most research considers organizational learning as an antecedent of innovation, the relationship is complex and could be reciprocal. Therefore, more research is needed on the profit gained from the learning and organization acquires from its innovation activities. Using the concept of fit, this paper aims to investigate whether organizational learning increases when an organization’s technical innovation level exceeds that of its competitors (positive misfit), theorizing the curvilinear effect of positive technical innovation misfit on organizational learning.
Design/methodology/approach
This paper uses regression analysis with survey data gathered from 202 European firms.
Findings
The findings support the argument that positive technical innovation misfit has an inverted-U shaped effect on organizational learning.
Practical implications
The findings obtained should orient firm managers to developing a work environment that enables optimal levels of technical innovation and learning – levels at which the technical innovation developed drives learning among the organization’s members but avoids becoming trapped in the organizational complexity involved in very high levels of positive technical innovation misfit.
Originality/value
This study resolves conflicting views of the relationship between organizational learning and technical innovation and adds to the existing literature that indicates that proactive innovative firms can fail when becoming learners.
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Paola S. Arce-López, Antonia Ruiz-Moreno and Dainelis Cabeza-Pullés
This study advances research on cognitive diversity from the perspective of public employees by studying the effect of cognitive diversity on team viability, the mediating effect…
Abstract
Purpose
This study advances research on cognitive diversity from the perspective of public employees by studying the effect of cognitive diversity on team viability, the mediating effect of transactive memory systems (TMS) and the moderating effect of technology integration.
Design/methodology/approach
We used SmartPLS to analyze a unique data set from 193 public employees. The information was collected through an online questionnaire administered by the LimeSurvey Professional platform. In addition to analyzing the data through partial least squares structural equation modeling with higher-order latent variables, we analyzed mediating and moderating effects.
Findings
The results show that TMS act as partial mediators between cognitive diversity and team viability. Although technology integration (for both external diffusion and internal integration) moderates this relationship to mitigate negative effects, technological infrastructure does not.
Originality/value
This study expands previous research on TMS and technology integration. Our findings support the significance of TMS and technology integration in a context of cognitive diversity, identify ways to develop good management behavior and assess the results of these practices for team viability. We recommend that public managers in contexts of cognitive diversity work to create effective workplace environments. Training programs can foster TMS capabilities and support implementation of technology integration to improve team viability and results for public service delivery to citizens.
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María Isabel Roldán Bravo, Antonia Ruiz-Moreno and Francisco Javier Lloréns Montes
The purpose of this paper is to explain how a buying organization’s desorptive capacity relative to its supply network enhances the organization’s supply chain competence. The…
Abstract
Purpose
The purpose of this paper is to explain how a buying organization’s desorptive capacity relative to its supply network enhances the organization’s supply chain competence. The research also analyzes the contingent role of the balanced and combined dimensions of ambidexterity in this relationship.
Design/methodology/approach
Empirical results are obtained through analysis of survey data from a sample of 270 European firms. Hierarchical regression analysis is used to test the hypotheses.
Findings
The results confirm, first, the positive and significant relationship between the buying organization’s desorptive capacity and supply chain competence; and, second, the key moderating role of organizational ambidexterity, especially in its combined dimension, in this relationship.
Practical implications
The study suggests that desorptive capacity is key to the organization’s contribution to supply chain competitiveness. The authors also provide practitioners with better understanding of the extent to which they should attempt to balance exploration and exploitation or/and to maximize both simultaneously when seeking greater benefit from desorptive capacity.
Originality/value
This study extends desorptive capacity research to supply chain management. It responds to calls in the desorptive capacity literature for deeper understanding of the benefits of desorptive capacity and of the role organizational ambidexterity plays in the success of desorptive capacity. By analyzing the independent effects of the combined and balanced dimensions of ambidexterity, the authors advance conceptual and operational understanding of the role of ambidexterity needed in the literature.
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Irene Huertas-Valdivia, F. Javier Llorens-Montes and Antonia Ruiz-Moreno
This paper aims to disclose some mechanisms whereby job engagement can be created in a hospitality context. A study was conducted to examine the relationships among…
Abstract
Purpose
This paper aims to disclose some mechanisms whereby job engagement can be created in a hospitality context. A study was conducted to examine the relationships among high-performance work practices (HPWPs), empowering leadership behaviors, psychological empowerment and engagement.
Design/methodology/approach
A theoretical serial mediation model was developed to examine the proposed relationship. The hypotheses were tested using regression analysis with bootstrapping. In total, 340 hotel workers participated in this study.
Findings
Both empowering leadership and psychological empowerment were found to be independent mediators of the HPWPs–engagement relationship; in addition, empowering leadership and psychological empowerment mediated this relationship serially.
Research limitations/implications
Results suggest that hospitality organizations should implement HPWPs and encourage empowering leadership behavior in their managers to create a work context that fosters psychological empowerment. These strategies will, in turn, generate employee job engagement. A richer, deeper understanding of various antecedents of engagement is the main theoretical contribution of this work.
Practical implications
This research stresses the importance of specific organizational conditions and managerial strategies in achieving psychological fulfillment of hospitality employees. In sum, the present study provides important insights for managers and human resource managers in the hospitality industry who seek to foster empowered, engaged employees.
Originality/value
The findings suggest that HPWPs are associated with employee engagement through a serial mediation model with two mediators. No research to date has used this nascent methodology to explore the association between HPWPs and engagement.
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María Isabel Roldán Bravo, Francisco Javier Lloréns Montes and Antonia Ruiz Moreno
This study aims to use expectation disconfirmation theory (EDT) to investigate how an organization’s satisfaction with its supply network’s behavior influences its intention to…
Abstract
Purpose
This study aims to use expectation disconfirmation theory (EDT) to investigate how an organization’s satisfaction with its supply network’s behavior influences its intention to open innovation with that network. This paper proposes that an organization’s orientation to open innovation is influenced by confirmation of previously held expectations of trust and commitment and level of perceived procedural justice in its open innovation partner. This paper also examines the effect of this orientation on the organization’s supply chain competence.
Design/methodology/approach
Using data from a survey of 286 European firms, the study proposes and evaluates a structural equation model.
Findings
The results show that a positive disconfirmation of trust (where perceived trust exceeds expectations) plays a crucial role in shaping organizations’ intentions to continue open innovation with their supply networks. These results show that disconfirmation is a good predictor of overall satisfaction with open innovation. This paper also confirms the positive effect of orientation to open innovation on supply chain competence. Finally, this paper obtained evidence for the positive effect of supply chain competence on firm performance.
Originality/value
This study shows the importance of managing expectations in open innovation under the EDT. To the best of the authors’ knowledge, no previous research has analyzed the consistency between the trust and commitment an organization expects from its open innovation partner and the trust and commitment it ultimately perceives as a factor explaining its degree of orientation to open innovation. Therefore, this research contributes to a better understanding of open innovation enablers and also its consequences.
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Antonia Ruiz Moreno, María Isabel Roldán Bravo, Carlos García-Guiu, Luis M. Lozano, Natalio Extremera Pacheco, Ginés Navarro-Carrillo and Inmaculada Valor-Segura
This paper aims to report the findings of a study examining the relationship between different leadership styles and engagement through the mediating role of proactive personality.
Abstract
Purpose
This paper aims to report the findings of a study examining the relationship between different leadership styles and engagement through the mediating role of proactive personality.
Design/methodology/approach
Servant leadership, paradoxical leadership, authentic leadership, employee engagement and proactive personality were assessed in an empirical study based on a sample of 348 military personnel in Spain. The questionnaire data were analyzed through SEM using EQS and bootstrapping analysis using the PROCESS macro for SPSS.
Findings
The results reveal that servant leadership style in officers partially impacts their cadets' engagement through proactive personality but that authentic and paradoxical leadership styles do not mediate the relationship. The authors also verify a direct relationship between proactive personality and engagement.
Practical implications
The study implications advance the literature on leadership in emphasizing new leadership styles to increase proactive personality and engagement in the military context. This study verifies the importance of military leaders fostering servant leadership as an antecedent of proactive personality. Finally, the authors show that servant leadership partially impacts engagement through proactive personality.
Originality/value
This study explores the relationship among servant, paradoxical and authentic leadership styles, proactive personality, and engagement – relationships that have not been explored theoretically and tested empirically in the military context.
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María Isabel Roldán Bravo, Antonia Ruiz Moreno and Francisco Javier Llorens-Montes
This paper aims to seek to explain the influence of power asymmetry and the moderating role of an organization’s absorptive and desorptive capacity on enhancing supply chain…
Abstract
Purpose
This paper aims to seek to explain the influence of power asymmetry and the moderating role of an organization’s absorptive and desorptive capacity on enhancing supply chain competence from its orientation to open innovation with its supply network.
Design/methodology/approach
To perform this study, the authors use data collected from 262 European firms. They apply regression analysis to test the moderating role of an organization’s absorptive and desorptive capacity on enhancing its supply chain competence from its orientation to open innovation.
Findings
The results confirm both the influence of power asymmetry and absorptive capacity on obtaining benefits that derive from an organization’s orientation to open innovation. The results do not, however, support the moderating effect of an organization’s desorptive capacity. Subsequent analyses performed in the study show that organizations that achieve complementarity among their own absorptive capacity and the capacities of its supply network manage to obtain greater benefits from its orientation to open innovation.
Originality/value
This paper responds to the need to study innovation in the context of a supply network and respond to calls in the literature on open innovation and supply chain management for the need to study the moderating role of absorptive and desorptive capacity.
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Rami Mohammad Al-dweeri, Antonia Ruiz Moreno, Francisco Javier Llorens Montes, Zaid Mohammad Obeidat and Khaldoon M. Al-dwairi
The purpose of this paper is to examine the dimensions of e-service quality, its effects on e-satisfaction and e-trust and its impact on behavioural and attitudinal loyalty in…
Abstract
Purpose
The purpose of this paper is to examine the dimensions of e-service quality, its effects on e-satisfaction and e-trust and its impact on behavioural and attitudinal loyalty in Jordanian youth users of online retailing.
Design/methodology/approach
The scale proposed in this study has been specifically constructed using the four models most recognised for measuring e-service quality: E-S-QUAL, WebQual, eTransQual and eTailQ. The dimensions used in this study are efficiency, privacy, reliability, emotional benefit and customer service. The research model was statistically tested by students in Jordan, using Amazon.com.
Findings
It is found that privacy, reliability, emotional benefit and customer service are important elements to measure the e-service quality, but efficiency is not. E-trust was found to be an antecedent of e-satisfaction, and behavioural loyalty an antecedent of attitudinal loyalty.
Originality/value
The contribution of this study is thus the investigation of the causal relationship between the e-service quality dimensions, e-satisfaction, e-trust, behavioural loyalty and attitudinal loyalty, where it is necessary to consider the subject in more depth and to examine e-service quality dimensions based on a proposed model constructed from the four most common models.
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María Isabel Roldán Bravo, Antonia Ruiz Moreno, Alejandro Garcia Garcia and Irene Huertas-Valdivia
This paper aims to investigate whether and under what conditions open innovation (OI) drives innovation performance (IP) in the financial sector. To this end, the paper first…
Abstract
Purpose
This paper aims to investigate whether and under what conditions open innovation (OI) drives innovation performance (IP) in the financial sector. To this end, the paper first analyzes in-depth the indirect effect of overcoming two attitudinal mediators, namely, not-invented-here syndrome (NIHS) and not-sold-here syndrome (NSHS). It then uses dynamic capabilities theory to hypothesize that the indirect effects are moderated by absorptive and desorptive capabilities, respectively.
Design/methodology/approach
The authors perform an empirical study of major Spanish financial entities. Data are collected from 288 questionnaires from employees at branches of 13 bank entities. Regression analysis tests the mediating role of overcoming syndromes and the moderated-mediating role of dynamic capabilities in the OI–IP relationship.
Findings
Results confirm the indirect effect of overcoming NIHS on the relationship between outside-in OI and IP, and the indirect effect of overcoming NSHS on the relationship between inside-out OI and IP. Further, absorptive capacity moderates the indirect effect between outside-in OI practices and IP by overcoming NIHS, and desorptive capacity moderates the indirect effect between inside-out OI practices and IP by overcoming NSHS.
Originality/value
This paper advances knowledge by explaining discrepancies in the sign of the OI–IP relationship. By introducing comprehensive absorptive and desorptive capacity models to explain OI, it advocates an integrative framework to understand OI activities and their outcomes. Managers should develop these capacities using human talent training and cultural values development to mitigate NIHS and NSHS and optimize firms’ OI efforts and the improved IP benefits derived from them.
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Antonia Ruiz Moreno, Víctor García Morales and Francisco Javier Lloréns Montes
The goal of this research is to provide a model of how service firms respond to their environment by developing both different quality management (QM) practices and organizational…
Abstract
Purpose
The goal of this research is to provide a model of how service firms respond to their environment by developing both different quality management (QM) practices and organizational learning.
Design/methodology/approach
We review the different contributions to the study of the relationship between organizational learning and quality. Based on prior research, we propose a series of hypotheses concerning the influence in service firms of QM practices on organizational learning and the influence of the degree of implementation of the practices. Finally, we tested these hypotheses empirically using a sample of 127 service firms operating in the European Union.
Findings
The results of the investigation reveal first, a strong relationship exists among organizational learning and QM practices. Second, we verified that the relations between different QM practices and between QM practices and organizational learning are stronger in service firms with a high degree of implementation of these practices. Finally, we have verified that, although QM practices have been derived from the experience of consultants and practitioners in manufacturing, these practices can be transferred to services.
Research limitations/implications
The conclusions of this study may be subject to several limitations that suggest further possibilities for empirical research. First, survey data based on self‐reports may be subject to social desirability bias. Second, the conclusions established by our study should be interpreted with care when generalizing, since we have concentrated exclusively on the service sector. Third, the cross‐sectional nature of the research allows us to analyze only a specific situation in time of the organizations studied, not their overall conduct through time. Future research should place more emphasis on longitudinal studies.
Practical implications
We have obtained a model of QM practices that encourages learning in service organizations, enabling directors to manage service environments while taking into account their unique characteristics.
Originality/value
This paper identified a model of QM practices (Leadership, policy‐strategy, people, processes and partnerships resources) that encourages organizational learning in service organizations.
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