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This paper approaches collaborative governance reform as an empirical phenomenon. The purpose of this paper is to gain insights about the systemic and grassroots level…
This paper approaches collaborative governance reform as an empirical phenomenon. The purpose of this paper is to gain insights about the systemic and grassroots level conditions for collaboration, observed from the viewpoint of organisational culture. In this paper, the authors ask what constitutes collaborative development culture in local government organisations?
The research design is founded on secondary use of quantitative data; a survey targeted to Finnish local government organisations (n=172). The authors analyse what factors the different groups, managers, professionals and politicians consider important for collaborative development culture and how they assess their local government organisations in this regard.
According to the results, enabling and supporting management, local government personnel’s input and ability to seek external partners are essential for creating a collaborative development culture. Interestingly, despite the recognition of deterring factors by the respondents the results highlight that the supporting and driving factors are more important for creation of collaborative culture, giving an optimistic message to actors trying to enhance collaborative development culture in local government organisations.
The authors examine the collaborative governance reform in a critical way, from the viewpoint of organisational culture. Through the study, it is possible to better understand the reality and readiness for collaboration of local governments in this respect. This is a valuable aspect for increasing both theoretical and practical understanding of the so-called collaborative governance.
Historically, academic careers in many European universities have been characterized by the civil servant status of academics (i.e., an open vacancy model) based on the…
Historically, academic careers in many European universities have been characterized by the civil servant status of academics (i.e., an open vacancy model) based on the German Lehrstuhl (professorial chair) tradition. The chair system has been abandoned in many countries, and the status of civil servants has been changed to private employment. At the same time, many European universities have introduced some variant of the tenure track model to increase the attractiveness of academic careers at their institutions; however, open vacancy models continue to dominate academic careers in Europe. This chapter describes recent changes in academic promotion systems using case examples from tenure track models in two European countries, Finland and Austria. In conclusion, this chapter offers examples based on the best practices and challenges identified in the analyzed tenure track models.
The purpose of this paper is to examine the role of individual differences particularly self-efficacy (SE) and growth need strength (GNS) as antecedents of employee…
The purpose of this paper is to examine the role of individual differences particularly self-efficacy (SE) and growth need strength (GNS) as antecedents of employee innovation performance (IP).
Using a sample of 354 employees in the United Arab Emirates service sector, the study used exploratory factor analysis, confirmatory factor analysis and structural equation modeling to test the model for IP. The predictors of IP were SE (conceptualized as a three-factor construct including initiative, effort and persistence) and GNS.
SE-effort, SE-persistence and GNS had a significant direct effect on IP with SE-effort displaying strongest relationship, followed by SE-persistence and lastly GNS, while SE-initiative did not have a significant direct effect on IP.
The present study contributes to scant literature pertaining to the relationship of GNS with IP. It is the first study to examine both SE and GNS together in the same model for their impact on IP.
The purpose of this paper is to empirically demonstrate how knowledge management, particularly knowledge integration (KI), acts as a mediator in enterprise systems (ES…
The purpose of this paper is to empirically demonstrate how knowledge management, particularly knowledge integration (KI), acts as a mediator in enterprise systems (ES) post-implementation stage and how transactional and transformational leadership styles are impacted toward ES success.
Drawing on the insights of 508 valid respondents from various business backgrounds that used ES in Malaysia, structural equation modeling was employed and the path modeling approach was used to investigate the underlying relationships between variables. The mediating effects were tested using the bootstrapping procedures presented by Preacher and Hayes.
The results support the mediating effects of KI mechanisms and both leadership styles toward ES success. The analysis revealed the importance of KI in an organization, especially by the leaders who manage the complexity of the ES in the post-implementation stage.
The study can be extended by analyzing other leadership styles in-detail.
This paper is useful for practitioners as it acts as a guide to conduct management practice for business managers.
The results demonstrate the importance of leaders’ adoption of KI mechanisms in various business domains. This study approach can be used to investigate which sub-items of the leadership styles are more likely to promote KI mechanisms.