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The purpose of this paper is to investigate the roles of online leadership in open collaborative innovation success by extending functional leadership theory in the context of open source projects.

This study uses negative binomial regression models to empirically test the proposed hypotheses with samples of blockchain open source projects on GitHub.

The results indicate that task-oriented leadership behaviors in forms of technical contributions have little influence on open collaborative innovation success; relation-oriented leadership behaviors embedded in internal social capital and external social capital contribute to open collaborative innovation success prominently. Furthermore, the joint effects of technical contributions, internal social capital and community commitment with openness orientation are positively significant on open collaborative innovation success, respectively.

For leaders and participants of open collaborative innovation projects, they should attach importance to both leadership behaviors and the joint effects with openness orientation so as to make informed decisions.

This study offers a new fine-grained framework of open collaborative innovation success by investigating specific dimensions of task-oriented and relation-orientated leadership behaviors, as well as their joint effects with openness orientation.

Measuring the efficacy of workplace culture-shift efforts presented a substantial challenge in the author's research exploring how culture shifts during deliberate change initiatives. In response to this challenge this conceptual article proposes that the relative value participants attribute to desired culture outcomes can function as a proxy for measuring culture shift over time, providing applied researchers and practitioners with a simple way to measure efficacy of change initiatives.

This conceptual article reviews the difficulties of defining and measuring workplace culture using widely known, contemporary models and instruments. It then builds an argument for using differential measurement of the relative value attributed to culture shift outcomes (valuing) as a proxy for workplace culture shift, followed by discussion of how to conduct measurement.

This article deductively demonstrates that parsimonious measurement of culture shift is not only simple and feasible, but that practitioners and researchers alike can use a valuing approach to determine the efficacy of efforts to shift workplace culture.

Used to complement existing methods and instruments, or on its own, this approach to measurement can build deeper insights into what is going on during deliberate change initiatives, while answering the reflexive questions “are we doing the right things,” and “are we doing those things the right way?”

Outlines the implementation of Total Quality Management at the US Air Force Development Test Centre at Elgin Air Force Base in Florida. Discusses the steps in the implementation process, focusing on management awareness, strategic planning, management implementation and employee training. Details the procedure of cascading the concepts, philosophy, methods and tools of quality management from the top of the organization downwards and relates the timescale necessary to do this.

This chapter presents empirical evidence on the effects of attributional retraining (AR), a motivation-enhancing treatment that can offset maladaptive explanatory mind-sets arising from adverse learning experiences. The evidence shows that AR is effective for assisting college students to adapt to competitive and challenging achievement settings.

This chapter describes the characteristics of AR protocols and details three primary advances in studying AR efficacy in terms of achievement performance, psychosocial outcomes, and processes that mediate AR-performance linkages. The psychological mechanisms that underpin AR effects on motivation and performance are outlined from the perspective of Weiner’s (1974, 1986, 2012) attribution theory.

Laboratory and field studies show that AR treatments are potent interventions that have short-term and long-lasting psychosocial, motivation, and performance benefits in achievement settings. Students who participate in AR programs are better off than their no-AR counterparts not just in their cognitive and affective prospects, but they also outperform their no-AR peers in class tests, course grades, and grade-point-averages, and are more persistent in terms of course credits and graduation rates.

This paper contributes to the emerging literature on treatment interventions in achievement settings by documenting key advances in the development of AR protocols and by identifying the next steps critical to moving the literature forward. Further progress in understanding AR efficacy will rest on examining the analysis of complex attributional thinking, the mediation of AR treatment effects, and the boundary conditions that moderate AR treatment efficacy.

This article explores the contingent role that social ties play in the emergence of status hierarchies. We argue that, while status is formed based on actors’ perception and understanding of social cues, network structure, and position influence this process by influencing the attention and legitimacy given to the focal actor in accordance with social cues that signal an actor’s identity. Using a large data set from an open-source software development community, we find that a broker linking diverse network members is less likely to receive status ratings from others and that the rating is more likely to be low when a broker receives a rating. Furthermore, we find evidence that the effects of brokerage are contingent upon certain factors that may affect the attention and legitimacy given to actors in the process of status evaluation, such as the actor’s prior status. An actor’s prior status was found to weaken the negative effect of brokerage. The importance of this study for theories of status, social networks, and attention is discussed.

Within marketing channels, reputation and status matter a great deal, not only for brand success but for the creation of relationships within the channel. Understanding the dynamics of status within entrepreneurial communities can help us to understand the interface between marketing and entrepreneurship. Open innovation communities are, by definition, entrepreneurial. This study examines the temporal dynamics that influence an individual’s status mobility within an open innovation community of software developers. Because stable status hierarchies emerge within such communities, it is important for innovators who wish to establish high status to do so quickly. Structural and institutionals forces begin to work immediately to establish an individual’s status position. As tenure increases and an individual’s reputation becomes increasingly entrenched, it becomes difficult to generate changes in status position, in essence trapping the individual within a particular social stratum. Therefore, members of an entrepreneurial community who desire high status should work swiftly, or else they run the risk of being cast into an inert, low‐status position.

To remain sustainable, open source software (OSS) projects must attract new members—or newcomers—who make contributions. In this paper, the authors develop a set of hypotheses based on the knowledge barriers framework that examines how OSS communities can encourage contributions from newcomers.

Employing longitudinal data from the source code repositories of 232 OSS projects over a two-year period, the authors employ a Poisson-based mixed model to test how community characteristics, such as the main drivers of knowledge-based costs, relate to newcomers' contributions.

The results indicate that community characteristics, such as programming language choice, documentation effort and code structure instability, are the main drivers of knowledge-based contribution costs. The findings also suggest that managing these costs can result in more inclusive OSS communities, as evidenced by the number of contributing newcomers; the authors highlight the importance of maintaining documentation efforts for OSS communities.

This paper assumes that motivational factors are a necessary but insufficient condition for newcomer participation in OSS projects and that the cost to participation should be considered. Using the knowledge barriers framework, this paper identifies the main knowledge-based costs that hinder newcomer participation. To the best of the authors' knowledge, this is the first empirical study that does not limit data collection to a single hosting platform (e.g., SourceForge), which improves the generalizability of the findings.