Search results

This study aimed to investigate the underlying boundary conditions under which boundary-spanning behaviour has a positive or negative effect on innovative behaviour.

A multi-wave and multi-source research design was adopted to collect data. Data were analysed using the multilevel structural equation modelling and latent moderated structural equation approach.

The results showed that boundary-spanning behaviour was significantly and negatively associated with employees' innovative behaviour via ego depletion when employees' intrinsic motivation or organisational support was low. Additionally, boundary-spanning behaviour was significantly and positively associated with employees' innovative behaviour via ego depletion when employees' intrinsic motivation or organisational support was high.

This research suggests that the consequences of boundary-spanning behaviour are conditional, explaining the contrasting conclusions in this regard.

There is evidence that students’ experiences in higher education can be adversely affected by mental health issues, whilst well-being can be bolstered through a sense of belonging. This study aims to draw from Student Minds research into student mental health to consider the importance of peers to constructing a sense of belonging.

This paper draws from a thematic review of 12 focus groups – involving student services staff in six UK universities (69 participants) – conducted as part of the consultation and creation of the Student Minds University Mental Health Charter. The schedule considered student support, service structures and developments to enhance student well-being and manage mental health risks.

A significant theme explored here is the positionality of student peers in terms of relatability, and the importance of orientation and belonging for student mental health and well-being. The findings also consider types of peer involvement (formal/informal) and the influence of structure, training and boundaries in interventions.

Findings reveal the importance of feeling a sense of belonging in the university community to achieve well-being and good mental health. Peer support is an important contributor that supports transitions into university and creates a sense of belonging, which is important to all students, but more so to those less familiar with university, who lack role models and more easily feel isolated.

The research has implications for higher education providers, which should inform the promotion of peer support within student services, based on the recognised contribution to well-being and mental health. This is important for student success and related opportunities.

Success in higher education will open opportunities and create improved future prospects for individuals. This will not be realised for individuals who face boundaries and barriers to successful transition through university. The importance of belonging and role of peer support has implications for those who find themselves excluded in society.

This is a qualitative study which gives voice to individuals in universities across the UK. The theme of peer support within this context and linked with mental health and well-being is underexplored.

According to the Project Management Institute, 70% of projects fail globally. The causes of project failure in many instances can be identified as non-technical or behavioral in nature arising from interactions between participants. These intangible risks can emerge in any project setting but especially in project settings having diversity of cultures, customs, beliefs and traditions of various companies or countries. This paper provides an objective framework to address these intangible risks.

This paper presents a structured approach to identify, assess and manage intangible risks to enhance a project team’s ability to meet its objectives. The authors propose a user-friendly framework, Intangible Risk Assessment Methodology for Projects (IRAMP), to address these risks and the factors that cause them. Meta-network (e.g., a network of networks) simulation and established social network analysis (SNA) measures provide a quantitative assessment and ranking of causal events and their influence on the intangible behavior centric risks.

The proposed IRAMP and meta-network approach were utilized to examine the project delivery process of an international energy firm. Data were gathered using structured interviews, surveys and project team workshops. The use of the IRAMP to highlight intangible risk areas underpinned by the SNA measures led to changes in the company’s organizational structure to enhance project delivery effectiveness.

This work extends the existing project risk management literature by providing a novel objective approach to identify and quantify behavior centric intangible risks and the conditions that cause them to emerge.

Through the study of visualizations, virtual worlds and information exchange, the purpose of this paper is to reveal the complex connections between technology and the work of design and construction. The authors apply the sociotechnical view of technology and the ramifications this view has on successful use of technology in design and construction.

This is a discussion paper reviewing over a decade of research that connects three streams of research on architecture, engineering and construction (AEC) teams as these teams grappled with adapting work practices to new technologies and the opportunities these technologies promised.

From studies of design and construction practices with building information modeling and energy modeling, the authors show that given the constructed nature of models and the loose coupling of project teams, these team organizational practices need to mirror the modeling requirements. Second, looking at distributed teams, whose interaction is mediated by technology, the authors argue that virtual world visualizations enhance discovery, while distributed AEC teams also need more traditional forms of 2D abstraction, sketching and gestures to support integrated design dialogue. Finally, in information exchange research, the authors found that models and data have their own logic and structure and, as such, require creativity and ingenuity to exchange data across systems. Taken together, these streams of research suggest that process innovation is brought about by people developing new practices.

In this paper, the authors argue that technology alone does not change practice. People who modify practices with and through technology create process innovation.

Utilising componential theory of creativity the study aims to examines the roles of green transformational leadership, organizational culture and green mindfulness as antecedents of green creativity.

A three-wave data collection method was used to collect data from the 304 hotel employees belonging to hotels located in the tourist’s location of India. The study used PROCESS macro to test the hypothesized model.

The results found a significant serial mediating effect of green organizational culture and green mindfulness for strengthening the association between green transformational leadership and green creativity.

The study establishes that a transformational leadership can bring about a much-needed green turnaround and thus makes significant practical contribution. As customers are becoming environmentally conscious, the industry can translate the green practices and motivate their subordinates by exhibiting the environmentally conscious behaviour and exhibit the same in their actions at work.

The current research work expands the body of literature on green transformational leadership and green creativity nexus in tourism and hospitality industry by exploring the boundary condition that increases the strength of this relationship.

This paper's purpose centres on advancing the current financialisation strategies within digital transformation (DT) through a rebalanced synthesis of both financialisation and people/centric, non-financialisation strategies of the DT field. Based on empirical data from Bahrain's energy sector, a new framework on People-centric, Sustaining Network Leadership is developed, capturing DT's human values deficit and proposing a new model on financialisation and non-financialisation strategies showing ‘how’ and ‘why’ DT is implemented in contemporary organisations.

This study conducted a mixed methodology of narrative interviews, case studies and reviewed significant contributions from the DT, leadership and change management debates. A total of 26 operational and high-level leaders from Bahrain, 8 top energy companies and Braun and Clarke's 6-phase analysis were combined to form four empirical thematic bundles on ‘how’ and ‘why’ leaders adopted financialisation and non-financialisation strategies to resolve organisational sustainability issues in an Arabic context.

Four sets of findings (bundles 1–4) highlight participants' financial and structural understanding when implementing DT initiatives, the different leadership styles ranging from authoritarian to network leadership, the socio-economic, political and cultural ramifications of their practices and the urgency of staff reskilling for organisational resilience and strategic sustainability. Based on the eight energy cases and interviews, a new values-driven, People-centric Sustaining Network Leadership Model is developed to show a more effective and efficient use of financial and non-financial resources when organisations implement DT initiatives in efforts to resolve global energy sustainability problems.

Leadership, change management, DT, energy and environmental sustainability is a huge area of scholarship. While new studies emerge and contribute to this growing body of knowledge, this investigation has focused on those that significantly highlight how to make effective use of financialisation and non-financialisation resources. Therefore, all the literature on the topic has not been included. Although this study has filled the non-financialisation gap in current DT studies, a further rebalancing of the financialisation versus non-financialisation debates will be needed for theoreticians, practitioners and policy makers to continue addressing emerging and more complex socio-economic, political and cultural issues within and beyond organisations. Limitations are the study's focus on the Bahrain energy sector and the limited sample of 26 leaders.

The study provides practitioners and policy makers with an approach for the successful implementation of DT initiatives in the oil and gas sector. For academics, this study provides empirically unique and interesting thematic bundles, insightful analyses into leadership, organisational change, digital transformation and network leadership theories to develop an innovative and creative People-centric, Sustaining Network Leadership Approach/Model on the practical barriers, implications/impacts of various leadership styles and potential solutions via a socio-cultural values-based alternative to the current financialisation discourse of DT.

While there is a growing body of literature on DT, Leadership and Organisational Transformation and Change, there is a dearth of scholarship on the human-orientated strategies of DT implementation outside of western contexts. A contemporary and comprehensive, empirically evidenced analysis of the field has led to the development of this study's People-centric, Sustaining Network Leadership model which frames, captures, synthesises and extends the dominant cost-minimisation rhetoric of DT discourse to include a shared set of leadership practices, behaviours, intentions, perceptions and values. This helped to reveal the previously missing ‘how’ and ‘why’ of DT’s operational and strategic implementation.

The authors contribute to the literature on leadership by investigating how characteristics of principal investigators (PIs) affect innovation performance, and how collaborative and non-collaborative projects moderate this relationship within the context of inter-organisational research projects.

The authors analysed panel data from the National Science and Technology Information Service on 171 research projects within a biomedical and regenerative medicines programme overseen by the Korea Health Industry Development Institute. The authors used a hierarchical regression model, based on the ordinary least squares method, to examine the relationship between PI characteristics and performance, considering both quantity and quality.

The results show that the characteristics of PIs have diverse effects on the quantity and quality of innovation performance. Gender diversity within PIs negatively affects the quality of innovation performance, while the capacity of PIs positively influences it. Moreover, the degree of PI’s engagement is positively associated with the quantity of innovation performance but does not have a significant relationship with the quality of performance. In terms of moderating effects, collaborative projects with multiple leaders seem less reliant on PI capacity than non-collaborative projects led by a single leader, in terms of innovation performance.

The results contribute significantly to the literature on innovation management by examining the role of leadership in collaborative environments to enhance innovation performance, addressing the need for empirical evidence in this area. Analyses of PI characteristics in government R&D management can lead to improved team performance, more efficient processes and effective resource allocation, ultimately fostering innovation.

The purpose of this paper is to examine the evolution of the literature on technology transfer and culture, identifying the main contents of the current body of knowledge encompassing culture and technology transfer (TT), thus contributing to a better understanding of the relationship between TT and culture based on bibliometric and multivariate statistical analyses of the relevant body of literature.

Data for this study were collected from the Web of Science (WoS) Core Collection database. Based on a bibliometric analysis and in-depth empirical review of major TT subjects, supported by multivariate statistical analyses, over 200 articles were systematically reviewed. The use of these methods decreases biases since it adds rigor to the subjective evaluation of the relevant literature base.

The exploratory analysis of the articles shows that first, culture is an important topic for TT in the literature; second, the publication data demonstrate a great dynamism regarding the different contexts in which culture is covered in the TT literature and third, in the last couple of years the interest of stimulating a TT culture in the context of universities has continuously grown.

This study focuses on culture in the context of TT and identifies the main contents of the body of knowledge in the area. Based on this first insight, obtained through more detailed bibliometric and multivariate analyses, it is now important to develop and validate a theory on TT culture, emphasizing the dimensions of organizational culture, entrepreneurial culture and a culture of openness that fosters economic and societal spillovers, and to link those dimensions to the performance of TT activities.

From the practical point of view, managers in companies and universities should be aware of the importance of identifying those dimensions of culture that contribute most to the success of their TT activities.

Despite several literature reviews on the TT topic, no studies focusing specifically on culture in the context of TT have been developed. Therefore, given the multifaceted nature of the research field, this study aims to expand and to deepen the analysis of the TT literature by focusing on culture as an important and commonly cited element influencing TT performance.

Based on the resource orchestration perspective, this study aims to explore whether and how strategic supply management (SSM) affects firms’ operational performance (OP) and innovation performance (IP).

Survey data comprising 404 valid responses are collected from traditional manufacturing firms in China. Confirmatory factor analysis confirms the reliability and validity of the measures. Structural equation modeling and bootstrapping are used to test all hypotheses.

SSM improves firms’ OP and IP. Furthermore, supply base resource mobilization (SBRM) and supply market resource mobilization (SMRM) have partial mediating effects on the relationships. SBRM has a greater effect on OP, while SMRM has a greater effect on IP. In addition, these two types of resource mobilization form different mediating paths between SSM and firm performance, and environmental uncertainty positively moderates this relationship.

With the development of national innovation strategies such as the “Made in China 2025” plan, the Chinese manufacturing industry aims to move from low-cost manufacturing to innovative and high-quality manufacturing. The study’s findings further emphasize the role of purchasing and supply management in external resource management. In addition to demonstrating the differential effects of heterogeneous resource mobilization on OP and IP, different mediation pathways through external resources mobilization are identified in the relationship between SSM and firm performance.

Based on the conservation of resource theory and the affective events theory, the study aims to explore the role of workplace incivility in predicting work engagement through emotional exhaustion and how psychological capital moderates this relationship.

Using the questionnaire survey with a sample of 278 restaurant employees in Ghana and through process macro analysis, the hypotheses were tested.

The results depict the mediating role of emotional exhaustion on the workplace incivility–engagement relationship. Also, the level of an individual’s psychological capital buffers the impact of workplace incivility on engagement through emotional exhaustion. When psychological capital is high, the negative effect of workplace incivility on work engagement through emotional exhaustion weakens.

The findings suggest that organizations, particularly those in developing economies in Africa, can derive immense benefit from giving psychological capital training to employees to help buffer the effects of incivility on engagement through emotional exhaustion.

With a focus on a developing economy in Africa, to the best of the author’s knowledge, this study is novel in exploring the mediating and moderating mechanisms of the incivility–engagement relationship.