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1 – 10 of over 3000Marjolein C.J. Caniëls and Marcel F. van Assen
Whereas many studies address ambidexterity at the organizational level, much less is known about individual level ambidexterity. Moreover, there is a lack of thorough…
Abstract
Purpose
Whereas many studies address ambidexterity at the organizational level, much less is known about individual level ambidexterity. Moreover, there is a lack of thorough understanding of how motivational orientations are related to individual level ambidexterity. Yet, it is crucial to have an understanding of what motivates employees who perform explorative and exploitative activities. This study aims to empirically test the link between the constellation of motivational orientations of employees and their ambidexterity.
Design/methodology/approach
The authors use polynomial regression analysis and surface response analysis to analyze data from 103 employees employed in one Dutch organization. Polynomial regressions allow for analyzing linear and nonlinear direct and interactive effects between different motivational orientations in relation to individual level ambidexterity.
Findings
For individual ambidexterity, it is important to have an assessment orientation that is balanced with a locomotion orientation. Alternatively, people high on only locomotion orientation or only assessment orientation are also ambidextrous.
Originality/value
Insights into the motivational orientation of employees in relation to ambidexterity help to advance the theoretical understanding of how employees may enhance their individual ambidexterity.
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Michał T. Tomczak, Paweł Ziemiański and Małgorzata Gawrycka
The study aims to examine the digital competence of young employees (under 30 years of age) who graduated from the technical university. Self-assessment of selected digital…
Abstract
Purpose
The study aims to examine the digital competence of young employees (under 30 years of age) who graduated from the technical university. Self-assessment of selected digital competencies was examined along with the determination of a self-efficacy level in the area of using digital competencies.
Design/methodology/approach
Quantitative research was conducted using the computer-assisted web interview method on a sample of 4532 respondents.
Findings
Young employees' self-assessment of digital competencies and self-efficacy in the area of using them is high, and it can be assumed that they perceive themselves as digitally competent. Both digital self-efficacy and assessed digital competencies have a positive impact on satisfaction with the university.
Research limitations/implications
The research sample consisted only of employees who graduated from the technical university, but the results may provide feedback on the demand for digital competencies sought in the labor market and constitute valuable information useful in university curriculum development and in vocational education and training.
Originality/value
This is the first study that focuses on the Kozanoglu and Abedin approach to the concept of digital literacy in the context of research on self-assessment and self-efficacy in using digital competencies among technical university graduates, adapting the creative self-efficacy scale by Tierney and Farmer, for measuring digital self-efficacy.
Highlights/value
Young employees' digital competencies self-assessment is high.
Young employees' self-efficacy of using digital competencies is high.
Graduating from a DT-focused department has a positive impact on satisfaction.
Digital self-efficacy has a positive impact on satisfaction with the university.
Assessed digital competencies have a positive impact on satisfaction.
Young employees' digital competencies self-assessment is high.
Young employees' self-efficacy of using digital competencies is high.
Graduating from a DT-focused department has a positive impact on satisfaction.
Digital self-efficacy has a positive impact on satisfaction with the university.
Assessed digital competencies have a positive impact on satisfaction.
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The human resource and talent management fields have been increasingly focusing on the process and criteria to identify employees’ potential for career advancement due to their…
Abstract
Purpose
The human resource and talent management fields have been increasingly focusing on the process and criteria to identify employees’ potential for career advancement due to their impact on the competitive advantage of organizations. This paper expands the extant theoretical and empirical evidence regarding these complex decisions, namely through the combined analysis of multidimensional sources of employees' capital.
Design/methodology/approach
This is a cross-sectional study. Data were collected from 384 individuals assessed by their line managers. The research model and hypotheses were tested using structured equation modeling.
Findings
The results show a positive and significant influence of four employees’ capital sources, namely: human capital (what you know), social capital (whom you know), psychological capital (who you are) and reputational capital (how others perceive us) with regard to judgments of potential for career advancement. The model explains 52% of the total variance in those judgments.
Research limitations/implications
The data were collected using a questionnaire at a single point in time and thus, not allowing cause-effect inferences.
Practical implications
The results provide guidance to organizational leaders to improve the decision-making process regarding judgments of potential for career advancement.
Originality/value
To our knowledge, this is the first study to examine managers’ judgments regarding the potential for career advancement using four sources of employees' capital: human, social, psychological and reputational capital. Furthermore, it considers that reputation plays a mediation role.
研究目的
:在人力資源和人才管理的領域裡,越來越多的焦點被放在找出員工職業發展所需潛能的過程和標準上,這是因為機構和組織的競爭優勢會受其影響。本文擬擴展關於這類複雜的判斷和決定的現存理論和經驗證據; 研究人員使用的方法為對員工資本的多維來源進行綜合分析。
研究設計/方法/理念
:本研究為橫斷面研究。數據來自384 名受其直線經理評估的個別員工; 研究人員使用了結構方程模型,去測試其研究模型和各個假設。
研究結果
:研究結果顯示,就員工職業發展所需潛能的判斷而言,存在著會帶來正面和重大影響的四個員工資本來源,這包括人力資本 (你所瞭解的事物) 、社會資本 (你所認識的人物) 、心理資本 (你是誰) 和聲譽資本 (我們予人的印象) 。有關的模型可說明判斷百分之五十二的總方差。
研究的局限/啟示
:由於數據的收集是於單一時間點和透過問卷調查而完成的,故未能收因果推斷的效果。
實務方面的啟示
:研究結果給予組織領袖實際的指引,使他們在關於職業發展所需潛能的判斷上,能夠改善其決策的過程。
研究的原創性/價值
:就我們所知,本研究為首個研究、以四個員工資本來源,即人力資本、社會資本、心理資本和聲譽資本,去探討經理如何就職業發展所需的潛能作出判斷; 而且,本研究認為聲譽是扮演著調節角色的。
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Areej Alyami, David Sammon, Karen Neville and Carolanne Mahony
This study explores the critical success factors (CSFs) for Security Education, Training and Awareness (SETA) program effectiveness. The questionable effectiveness of SETA…
Abstract
Purpose
This study explores the critical success factors (CSFs) for Security Education, Training and Awareness (SETA) program effectiveness. The questionable effectiveness of SETA programs at changing employee behavior and an absence of empirical studies on the CSFs for SETA program effectiveness is the key motivation for this study.
Design/methodology/approach
This exploratory study follows a systematic inductive approach to concept development. The methodology adopts the “key informant” approach to give voice to practitioners with SETA program expertise. Data are gathered using semi-structured interviews with 20 key informants from various geographic locations including the Gulf nations, Middle East, USA, UK and Ireland.
Findings
In this study, the analysis of these key informant interviews, following an inductive open, axial and selective coding approach, produces 11 CSFs for SETA program effectiveness. These CSFs are mapped along the phases of a SETA program lifecycle (design, development, implementation and evaluation) and nine relationships identified between the CSFs (within and across the lifecycle phases) are highlighted. The CSFs and CSFs' relationships are visualized in a Lifecycle Model of CSFs for SETA program effectiveness.
Originality/value
This research advances the first comprehensive conceptualization of the CSFs for SETA program effectiveness. The Lifecycle Model of CSFs for SETA program effectiveness provides valuable insights into the process of introducing and sustaining an effective SETA program in practice. The Lifecycle Model contributes to both theory and practice and lays the foundation for future studies.
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Areej Alyami, David Sammon, Karen Neville and Carolanne Mahony
Cyber security has never been more important than it is today in an ever more connected and pervasive digital world. However, frequently reported shortages of suitably skilled and…
Abstract
Purpose
Cyber security has never been more important than it is today in an ever more connected and pervasive digital world. However, frequently reported shortages of suitably skilled and trained information system (IS)/cyber security professionals elevate the importance of delivering effective Security Education,Training and Awareness (SETA) programmes within organisations. Therefore, the purpose of this study is the questionable effectiveness of SETA programmes at changing employee behaviour and an absence of empirical studies on the critical success factors (CSFs) for SETA programme effectiveness.
Design/methodology/approach
This exploratory study follows a three-stage research design to give voice to practitioners with SETA programme expertise. Data is gathered in Stage 1 using semi-structured interviews with 20 key informants (the emergence of the CSFs), in Stage 2 from 65 respondents to a short online survey (the ranking of the CSFs) and in Stage 3 using semi-structured interviews with nine IS/cyber security practitioners (the emergence of the guiding principles). Using a multi-stage research design allows the authors to propose and evaluate the 11 CSFs for SETA programme effectiveness.
Findings
This study conducted a mean score analysis to evaluate the level of importance of each CSF within two independent groups of IS/cyber security professionals. This multi-stage analysis produces a ranked list of 11 CSFs for SETA programme effectiveness, while the difference in the rankings leads to the emergence of five CSF-specific guiding principles (to increase the likelihood of delivering an effective SETA programme within an organisational context). This analysis also reveals that most of the contradictions/differences in CSF rankings between IS/cyber security practitioners are linked to the design phase of the SETA programme life cycle. While two CSFs, “maintain quarterly evaluation of employee performance” (CSF-DS6) and “build security awareness campaigns” (CSF-EV1), represent the most significant contradiction in this study.
Originality/value
The 11 CSFs for SETA programme effectiveness, along with the five CSF-specific guiding principles, provide a greater depth of knowledge contributing to both theory and practice and lays the foundation for future studies. Therefore, the outputs of this study provide valuable insights on the areas that practice needs to get right to deliver effective SETA programmes.
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Purpose: This study examines the relationship between gender, nationality, care responsibilities for children, and the psychological work climate of researchers.Basic Design:…
Abstract
Purpose: This study examines the relationship between gender, nationality, care responsibilities for children, and the psychological work climate of researchers.
Basic Design: Based on a dataset of approximately 2,900 cases, the main effects of gender and nationality, their interaction effect and the interaction effects of gender with care responsibilities for minor children, and with hierarchical position are considered in relation to work climate. Dummy regressions and t-tests were performed to estimate and compare the means and regression parameters of the perceived group climate and the view of leaders as evaluated by researchers. The dataset used was taken from a full survey of employees of the Max Planck Society, which is one of Germany’s largest research organizations with over 80 facilities and institutes in various disciplines and a focus on basic research.
Results: Gender differences concerning the evaluation of the work climate are particularly pronounced among doctoral candidates and researchers who have a non-EU nationality. Gender gaps increasingly level out with each successive career step. Additionally, a main effect of gender and a weak interaction of gender and care responsibility for minor children was supported by the data. A main effect of nationality on work climate ratings was found but could not be meaningfully interpreted.
Interpretation and Relevance: The interaction effect between gender and the position of a researcher can be interpreted as being a product of the filtering mechanism of the research system. With this interpretation, the results of the study can plausibly be explained in the light of previous research that concludes that female researchers face higher career hurdles than male researchers.
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The different dimensions and contexts within which value is co-created has generated varied views of how value is understood or formed. This study aims to examine employee-guest…
Abstract
Purpose
The different dimensions and contexts within which value is co-created has generated varied views of how value is understood or formed. This study aims to examine employee-guest perceived value as important factors for the successful implementation of value co-creation (VCC).
Design/methodology/approach
The study employs an interpretive paradigm, using in-depth interviews, focus group discussions and participant observation in a qualitative design to increase understanding of employee-guest perceived value to aid the implementation of VCC at the dyadic level.
Findings
Findings highlight eight value perceptions including value for money, hotel location, physical evidence, mutual respect, appreciation, safety & security, quality & varieties of food and technological characteristics of service as important factors for the successful implementation of VCC at the dyadic level.
Research limitations/implications
Generalisability of the findings is a limitation not only due to the smaller sample size but also due to industry-specific context. The study follows rigorous procedures to minimise biases, yet research limitation is acknowledged from the researcher’s participation in the research process.
Practical implications
The notion that actor’s assess value differently from the same service suggests that diverse service elements might be experienced differently. This study provides insights for hotel managers to recognise not only individuals’ value preferences but also service types that reflect employee-guest collective service preferences for sustainability.
Originality/value
This study integrates and extends extant literature by examining employees’ and guests’ individual and collective views at distinct hotel contexts to gain useful insights into value and VCC. The study proposes a framework that hospitality firms can use to address service failure and competition-related issues.
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Sinikka Lepistö, Justyna Dobroszek, Lauri Lepistö and Ewelina Zarzycka
This paper aims to explore controls within an inter-organisational relationship involving outsourced management accounting services from the contractor’s perspective.
Abstract
Purpose
This paper aims to explore controls within an inter-organisational relationship involving outsourced management accounting services from the contractor’s perspective.
Design/methodology/approach
Qualitative data from within the relationship are analysed in a legitimacy-theory framework, illustrating how controls within the relationship are intended to build the contractor’s legitimacy and what kinds of implications the controls have in relation to conflicts between interests inherent in the relationship.
Findings
The legitimacy perspective clarifies that while controls are aimed at ensuring efficiency for the client, they may also provide symbolic displays of the appropriateness of the contractor’s actions both at an inter-organisational level for the client and at an individual level for the contractor’s employees. While the contractor intends to build legitimacy with the client by demonstrating utility in the form of efficiency, the process also gives the client influence and allows the disposition in terms of shared values to be demonstrated. However, this process has some negative consequences for the contractor’s employees as it is insufficient for serving the boundary-spanning employees’ interests connected with the nature of their work. Hence, the same controls need to yield benefits and fair outcomes for employees. The controls simultaneously foster interconnections that contribute to permanence and formalise the outsourcing of complex services, thereby rendering such processes comprehensible and transferable to other settings, which can be seen to serve the contractor’s continuity interests.
Originality/value
The paper contributes to academic research by illustrating how controls within inter-organisational relationships not only steer boundary-spanners’ work to conform to a client’s needs but may also help to build legitimacy via symbolic properties in the presence of conflicting interests at both an inter-organisational and individual level. It specifically highlights the important role of boundary-spanners lower in the organisational structure, who both affect and are influenced by the intentions to build legitimacy with the client.
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Joanna Krasodomska and Ewelina Zarzycka
The paper aims to explore the effect of stakeholder pressure on the disclosure of key performance indicators (KPIs) and the patterns of this disclosure in large public interest…
Abstract
Purpose
The paper aims to explore the effect of stakeholder pressure on the disclosure of key performance indicators (KPIs) and the patterns of this disclosure in large public interest entities (PIEs).
Design/methodology/approach
The study is based on the content analysis of the disclosures provided by 169 large (PIEs) operating in Poland in 2019. The data was hand-collected from the companies’ non-financial statements. The research hypotheses were empirically tested with the use of linear regression.
Findings
The explanation for the disclosure of KPIs can be found in stakeholder theory, operationalized by stakeholder pressure linked to industry. In line with the expectations, business-related KPIs are disclosed by companies operating in industries with high pressure from investors, environment-related KPIs are presented by companies operating in environmentally sensitive industries and companies operating in industries with high pressure from employees disclose society-related KPIs. According to the results of the study, reporting on employee-related KPIs is accompanied by environmental and social KPI disclosures.
Originality/value
The study contributes to the literature on corporate non-financial disclosures as it provides new insights into non-financial KPI disclosures in a new and relatively unexplored institutional setting established by the Directive 2014/95/EU. While researchers recognize the stakeholders’ environmental and social concerns, there is nevertheless a lack of understanding of their implications for KPIs in measuring social practice. The research fills that gap by addressing the specific impact of different stakeholder groups on the disclosure of KPIs.
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Ellen R. Peeters, Marjolein C.J. Caniëls and Marijke Verbruggen
To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as…
Abstract
Purpose
To deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.
Design/methodology/approach
The authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.
Findings
Openness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.
Originality/value
Altogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.
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