Search results
1 – 6 of 6Alexander O. Smith, Jeff Hemsley and Zhasmina Y. Tacheva
Our purpose is to reconnect memetics to information, a persistent and unclear association. Information can contribute across a span of memetic research. Its obscurity restricts…
Abstract
Purpose
Our purpose is to reconnect memetics to information, a persistent and unclear association. Information can contribute across a span of memetic research. Its obscurity restricts conversations about “information flow,” the connections between “form” and “content,” as well as many other topics. As information is involved in cultural activity, its clarification could focus memetic theories and applications.
Design/methodology/approach
Our design captures theoretical nuance in memetics by considering a long standing conceptual issue in memetics: information. A systematic review of memetics is provided by making use of the term information across literature. We additionally provide a citation analysis and close readings of what “information” means within the corpus.
Findings
Our initial corpus is narrowed to 128 pivotal memetic publications. From these publications, we provide a citation analysis of memetic studies. Theoretical directions of memetics in the informational context are outlined and developed. We outline two main discussion spaces, survey theoretical interests and describe where and when information is important to memetic discussion. We also find that there are continuities in goals which connect Dawkins’s meme with internet meme studies.
Originality/value
To our knowledge, this is the broadest, most inclusive review of memetics conducted, making use of a unique approach to studying information-oriented discourse across a corpus. In doing so, we provide information researchers areas in which they might contribute theoretical clarity in diverse memetic approaches. Additionally, we borrow the notion of “conceptual troublemakers” to contribute a corpus collection strategy which might be valuable for future literature reviews with conceptual difficulties arising from interdisciplinary study.
Details
Keywords
Innocent Chigozie Osuizugbo, Olalekan Shamsideen Oshodi, Patricia Omega Kukoyi, Amos Okemukoko Lawani and Anthony Ogochukwu Onokwai
The current study seeks to investigate and determine the principal barriers to the adoption of work–life balance (WLB) practices amongst construction companies operating in the…
Abstract
Purpose
The current study seeks to investigate and determine the principal barriers to the adoption of work–life balance (WLB) practices amongst construction companies operating in the developing countries using Lagos, Nigeria as a case study.
Design/methodology/approach
This study adopts a survey research technique. Snowball sampling technique was adopted to identify the target respondents for the administration of questionnaire. A total of 156 questionnaires were distributed and a response rate of 66% (103 questionnaires were completely filled and returned) was attained. Data elicited were analysed using descriptive and inferential statistics.
Findings
The results from the exploratory factors analysis show that the principal barriers to the adoption of WLB practices amongst construction companies in Lagos, Nigeria are categorised into four components: nature of construction job and limited evidence on impact of WLB, support, awareness and culture, lack of involvement of management staff and organisational factors.
Originality/value
This study contributed to more effective WLB studies by highlighting the barriers to the adoption of WLB practices in the construction sector. An understanding of these barriers can aid policy makers and management personnel in construction organisations as well as facilitate development of strategies required to reduce the barriers to WLB practices in the construction sector.
Details
Keywords
Neuza Ribeiro, Daniel Gomes, Gabriela Pedro Gomes, Atiat Ullah, Ana Suzete Dias Semedo and Sharda Singh
This study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees’ intention to leave the organisation, as well as the…
Abstract
Purpose
This study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees’ intention to leave the organisation, as well as the mediating role of burnout in the relationship between workplace bullying and turnover intention.
Design/methodology/approach
The sample included 884 employees from different Portuguese organisations operating in the tertiary sector and industry. This study uses structural equation modelling to evaluate the hypothesised model.
Findings
The results suggest that workplace bullying causes high levels of burnout in victims and increases their turnover intentions. The results further suggest that burnout fully mediates the effect of workplace bullying on turnover intentions.
Practical implications
Organisations should work to reduce these problems in workplace environments, focusing on HRM models that prevent the precursors of workplace bullying, particularly those associated with low determination of HR practices and the emphasis on employee participation. Implementing workplace ethical guidelines as part of an annual action plan can contribute to cultivating organisational cultures that reject any form of devaluation of human worth within the organisation.
Originality/value
There is little knowledge on the mediating role of burnout in the relationship between workplace bullying and turnover intention. This study answers the call for further empirical research from those who have argued that more information is needed and contributes to the growing debate on this topic and its effects on Portuguese employees. This study seeks to fill these gaps by developing a model of workplace bullying and its consequences and exploring burnout’s potential mediating role.
Details
Keywords
Since the past two years, workplace dynamics has changed, as employees have witnessed uncertainty and a constantly fluctuating business environment due to COVID-19. The outbreak…
Abstract
Purpose
Since the past two years, workplace dynamics has changed, as employees have witnessed uncertainty and a constantly fluctuating business environment due to COVID-19. The outbreak is nearly over, but it has led to new work settings in most parts of the world. This requires a suitable leadership approach to derive strategic decisions and cultivate proficiency amongst employees in the new work setting. The purpose of the article is to explore the effects of ambidextrous leadership (AL) in boosting social capital (SC) which further lead to employee creative work behavior. Further, the study also examined the moderating role of well-being in enriching creative work behavior.
Design/methodology/approach
In this study, 281 knowledge workers working in Mumbai were selected as subjects for the study. Structural equation modelling using analysis of moment structure was used to test the mediation. Later, moderated regression analysis confirmed the moderating role of well-being in employee creative behaviour.
Findings
The results confirmed the role of AL comprising closed and open leadership behaviours in enhancing the SC, which is an important element to cultivate creative behaviour amongst employees. In addition, the role of well-being is found to be critical for enhancing creative work behaviour.
Practical implications
The study will help organizations to understand the role of AL, SC and well-being in enhancing creative behaviour amongst knowledge workers.
Originality/value
This study contributes to leadership literature by attempting to integrate the concepts of leadership with SC, well-being and creative work behaviour, which has rarely been done in the Indian context.
Details
Keywords
Aurelia Engelsberger, Jillian Cavanagh, Timothy Bartram and Beni Halvorsen
The purpose of the study was to maximize team members' collaboration and develop relationships in a newly formed team to engage with internal and external partners to achieve open…
Abstract
Purpose
The purpose of the study was to maximize team members' collaboration and develop relationships in a newly formed team to engage with internal and external partners to achieve open innovation (OI) in product development. The authors examine the role of collaborative human resource management (HRM) and relational leadership (RL) in this process.
Design/methodology/approach
The study took a two-stage qualitative methodological approach to examine relational leadership as it emerges in a newly formed cross-functional team at a large German fashion house. In stage one, 10 interviews were conducted with members of the new project team over three months and in stage two six external knowledge exchange partners were interviewed.
Findings
Collaborative HRM promotes greater social exchange, trust and commitment of team members internal and external to the organization to support the emergence of RL, which is critical for OI. The authors found that collaborative HRM practices such as team-based recruitment, team-based training, team-based performance management with rewards systems and job design support the emergence of RL. Moreover, RL practices such as congruence and commitment towards team goals subsequently promoted the development of knowledge sourcing and sharing (KSS) to support OI.
Originality/value
The study is the first to demonstrate how collaborative HRM enables RL practices to help newly formed teams overcome challenges with achieving KSS to successfully engage with internal and external partners for OI. The authors contribute to HRM theory development of the relationship between HRM and OI by conceptualizing the OI process as a social construction through collaborative HRM and relational leadership.
Details
Keywords
Sandra G.L. Schruijer and Petru Lucian Curseu
This paper aims to provide a deeper understanding of what collaborative leadership in interorganizational systems entails.
Abstract
Purpose
This paper aims to provide a deeper understanding of what collaborative leadership in interorganizational systems entails.
Design/methodology/approach
The empirical basis consists of the dynamics observed during two behavioral simulations involving seven stakeholders with managers and professionals as participants, dealing with a complex regional development issue.
Findings
The authors describe what functions collaborative leadership in multiparty collaboration serve by discussing relevant literature and introducing a system psychodynamic perspective on leadership that focuses on the emerging dynamics between a leading party and other stakeholders. The relational dynamics between the leading party on the one hand and the other stakeholders on the other, are described and interpreted, taking the larger systemic context into account.
Practical implications
The authors discuss some important group dynamics aspects that emerge in a multiparty context that can be used by participants in and facilitators of such complex systems in order to foster effective collaboration.
Social implications
Multiparty systems are set up to deal with some important societal challenges that require the integration of insights, resources and interests across several organizations and societal actors, therefore this study provides important insights into the complexity of collaborative leadership emergent in such contexts in which position power is lacking.
Originality/value
The study provides a qualitative, in depth analysis of the collaborative leadership as it emerges in a multiparty context simulated by an experiential learning context.
Details