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Article
Publication date: 21 November 2023

Xuecheng Yang and Yunfei Shao

This paper aims to reveal how different types of events and top management teams' (TMTs’) cognitive frames affect the generation of breakthrough innovations.

Abstract

Purpose

This paper aims to reveal how different types of events and top management teams' (TMTs’) cognitive frames affect the generation of breakthrough innovations.

Design/methodology/approach

Drawing on the event system theory and upper echelon theory, this study chose a Chinese manufacturing enterprise as the case firm and conducted an exploratory single-case study to unpack how breakthrough innovation generates over time.

Findings

By conducting the in-depth case analysis, the study revealed that firms do not produce breakthrough innovation in the catch-up stage and parallel-running stage but achieve it in the leading stage. It also indicated that when facing proactive events in the catch-up stage, TMTs often adopt a contracted lens, being manifested as consistency orientation, less elastic organizational identity and narrower competitive boundaries. In addition, they tend to adopt a contracted lens when facing reactive and proactive events in the parallel-running stage. In the face of reactive and proactive events in the leading stage, they are more inclined to adopt an expanded lens, being manifested as a coexistence orientation, more elastic organizational identity and wider competitive boundaries.

Originality/value

First, by untangling how TMT's cognitive frame functions in breakthrough innovations, this paper provides a micro-foundation for producing breakthrough innovations and deepens the understanding of upper echelon theory by considering the cognitive dimension of TMTs. Second, by teasing out several typical events experienced by the firm, this paper is the first attempt to reveal how events affect the generation of breakthrough innovation. Third, the work extends the application of the event system theory in technological innovation. It also provides insightful implications for promoting breakthrough innovations by considering the role of proactive and reactive events a firm experiences and TMT's perceptions.

Details

Management Decision, vol. 62 no. 1
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 23 February 2024

Jing Jiang, Huijuan Dong, Yanan Dong, Huimin Gu and Yina Lv

This study aims to use event system theory and job demands–resources (JD-R) model to examine the double-edged sword effect of event strength of Beijing Winter Olympics (BWO) on…

Abstract

Purpose

This study aims to use event system theory and job demands–resources (JD-R) model to examine the double-edged sword effect of event strength of Beijing Winter Olympics (BWO) on volunteers’ in-role performance and proactive behavior as mediated by work overload and meaningfulness.

Design/methodology/approach

The sample included 193 volunteer–leader dyads working at one BWO venue. The authors conducted a multitime and multisource study using Mplus 8 to examine the hypotheses.

Findings

Volunteers’ perceived BWO event strength was positively related to work overload, which reduced in-role performance and proactive behavior. Volunteers’ perceived BWO event strength was also positively related to work meaningfulness, which promoted in-role performance and proactive behavior. Perceived organizational support served as a moderator by mitigating the positive relationship between perceived BWO event strength and work overload; however, it did not strengthen the positive relationship between perceived BWO event strength and work meaningfulness.

Originality/value

This study developed a comprehensive model of how BWO event strength affected volunteers’ performance from the perspective of event system theory and the JD-R model, which enriches theoretical application and research in the context of mega sport events.

研究目的

本研究运用事件系统理论和工作需求-资源(JD-R)模型, 探讨了2022年北京冬奥会(BWO)事件强度通过工作负荷和工作意义感知进而对志愿者角色内绩效和主动性行为的双刃剑效应。

研究设计

我们在冬奥会场所之一实施了多时点、多来源的收集数据的方式, 最终样本包括193份志愿者-领导配对数据, 并使用Mplus 8来检验我们的假设。

研究发现

志愿者感知的BWO事件强度与工作负荷呈正相关, 进而会降低他们的角色内绩效和主动性行为。志愿者感知的BWO事件强度与工作意义感也呈正相关, 进而会促进他们的角色内绩效和主动性行为。感知的组织支持通过弱化BWO事件强度与工作负荷之间的正相关关系, 进而调节了志愿者的角色内绩效和主动性行为; 然而, 感知的组织支持并没有强化BWO事件强度与工作意义感之间的正相关关系。

原创性

本研究结合事件系统理论和JD-R模型, 发展了一个BWO事件强度对志愿者绩效表现影响的综合模型, 丰富了有关大型体育赛事志愿者的理论应用和研究。

Objetivo

Este estudio utiliza la teoría del sistema de eventos y el modelo de demandas de trabajo-recursos (JD-R) para examinar el efecto de doble filo de la fuerza del evento de los Juegos Olímpicos de Invierno de Pekín (BWO) sobre el rendimiento en el rol y el comportamiento proactivo de los voluntarios, mediado por la sobrecarga laboral y la significatividad del trabajo.

Diseño/metodología/enfoque

Nuestra muestra incluyó 193 díadas de voluntarios-líderes que trabajaban en una sede de BWO. Realizamos un estudio multitemporal y multifuente utilizando Mplus 8 para examinar nuestras hipótesis.

Resultados

La intensidad percibida por los voluntarios en los eventos de BWO también se relacionó positivamente con la significación del trabajo, que promovió el rendimiento en el rol y el comportamiento proactivo. Además, el apoyo organizativo percibido sirvió como moderador al mitigar la relación positiva entre la intensidad percibida del evento BWO y la sobrecarga de trabajo; sin embargo, no reforzó la relación positiva entre la intensidad percibida del evento BWO y la significatividad del trabajo.

Originalidad/valor

Este estudio desarrolló un modelo integral de cómo la fuerza del evento BWO afectaba al rendimiento de los voluntarios desde la perspectiva de la teoría del sistema de eventos y el modelo JD-R, lo que enriquece la aplicación teórica y la investigación en el contexto de los megaeventos deportivos.

Book part
Publication date: 17 August 2020

Michael P. Lerman, Timothy P. Munyon and Jon C. Carr

Although scholarly inquiry into entrepreneurial stress has existed for nearly 40 years, little is known about how events drive stress responses in entrepreneurs, and how…

Abstract

Although scholarly inquiry into entrepreneurial stress has existed for nearly 40 years, little is known about how events drive stress responses in entrepreneurs, and how entrepreneur coping responses impact their well-being, relationships, and venture performance. In response to these deficiencies, the authors propose a stress events theory (SET) which they apply to an entrepreneurial context. The authors begin by providing a brief review of existing literature on entrepreneurial stress, which highlights unique stressors and events that entrepreneurs encounter. The authors then introduce event systems theory as developed by Morgeson, Mitchell, and Liu (2015). From this foundation, the authors develop SET, which describes how entrepreneurs react to particular event characteristics (novelty, disruptiveness, criticality, and duration). Additionally, the authors propose that how entrepreneurs interpret events drives coping choices, and that the accuracy of these coping choices subsequently differentiates the quality of entrepreneur well-being, interpersonal relationships, and venture-related consequences. The authors conclude with a discussion of contributions and areas of future research using our proposed theory.

Details

Entrepreneurial and Small Business Stressors, Experienced Stress, and Well-Being
Type: Book
ISBN: 978-1-83982-397-8

Keywords

Article
Publication date: 17 April 2023

Jun Yu, Jieli Liu and Qin Xu

This study empirically explores how firms configure the strength and the temporal and spatial features of corporate volunteering (CV) events to promote corporate reputation (CR).

Abstract

Purpose

This study empirically explores how firms configure the strength and the temporal and spatial features of corporate volunteering (CV) events to promote corporate reputation (CR).

Design/methodology/approach

Using event system theory as a framework and applying fuzzy-set qualitative comparative analysis (fsQCA) to 385 firms and 2,783 public respondents, this study explores the configurational effects of five elements of CV events—employee engagement, customer engagement, meagre incentive, duration and scope of influence—on two types of CR: capability reputation (CAR) and character reputation (CHR).

Findings

The results indicate that (1) the impact of volunteering on CR is not only configurational in nature, but also characterised by equifinality (i.e. the presence of multiple paths to success); (2) with meagre incentive and in the absence of scope-of-influence support, long-term employee and customer engagement in CV is sufficient to achieve high CAR; (3) adequate and diverse incentives, high employee engagement and a sufficiently broad scope of influence work well with either high customer engagement or long duration to achieve high CAR and CHR, respectively; (4) there are identical configurations that can achieve high CAR and CHR.

Originality/value

This study contributes to the CV and CR literature by extending the application of event system theory to proactive events.

Details

Management Decision, vol. 61 no. 10
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 15 March 2023

Lihan Zhang, Yongcheng Fu, Wenxue Lu and Jian Liu

How to depict conflict characteristics? Previous literature has overwhelmingly used intensity and frequency of conflict, resulting in an incomplete understanding of conflict…

Abstract

Purpose

How to depict conflict characteristics? Previous literature has overwhelmingly used intensity and frequency of conflict, resulting in an incomplete understanding of conflict itself and its impacts. To fill this knowledge gap, this paper aims to develop a comprehensive theoretical framework for conflict attributes.

Design/methodology/approach

Through a systematic and integrative literature review, this study has achieved the objectives by synthesizing the current state of knowledge on conflict and borrowing insights from event system theory.

Findings

A total of 16 conflict attributes were identified to constitute the event-oriented conceptualization of conflict, describing conflict from three dimensions – strength, time and space. Four promising areas for future conflict inquiry are proposed: linking the effectiveness of conflict to its attributes; exploring the interplay and configuration of multiple conflict attributes; progressing from variance- to process-oriented conflict theories; and developing symmetric/asymmetric views of conflict.

Originality/value

This paper conceptually clarifies conflict attributes from the event perspective and offers a nuanced understanding of conflict, which contributes to the current fragmented knowledge of conflict attributes. Scholars can build on this study’s findings to fill gaps and move conflict research forward. It also enhances researchers’ awareness of time and space and thus encourages more longitudinal exploration into the dynamics of conflict.

Details

International Journal of Conflict Management, vol. 34 no. 3
Type: Research Article
ISSN: 1044-4068

Keywords

Article
Publication date: 12 September 2008

James Nutaro, Phani Teja Kuruganti, Mallikarjun Shankar, Laurie Miller and Sara Mullen

This paper aims to address a central concern in modeling and simulating electric grids and the information infrastructure that monitors and controls them. The paper discusses the…

1050

Abstract

Purpose

This paper aims to address a central concern in modeling and simulating electric grids and the information infrastructure that monitors and controls them. The paper discusses the need for and methods to construct simulation models that include important interactions between the physical and computational elements of a large power system.

Design/methodology/approach

The paper offers a particular approach to modeling and simulation of hybrid systems as an enabling technology for analysis (via simulation) of modern electric power grids. The approach, based on the discrete event system specification, integrates existing simulation tools into a unified simulation scheme. The paper demonstrates this approach with an integrated information and electric grid model of a distributed, automatic frequency maintenance activity.

Findings

Power grid modernization efforts need powerful modeling and simulation tools for hybrid systems.

Research limitations/implications

The main limitation of this approach is a lack of advanced simulation tools that support it. Existing commercial offerings are not designed to support integration with other simulation software products. The approach to integrating continuous and discrete event simulation models can overcome this problem by allowing specific tools to focus on continuous or discrete event dynamics. This will require, however, adjustments to the underlying simulation technology.

Originality/value

This paper demonstrates an approach to simulating complex hybrid systems that can, in principle, be supported by existing simulation tools. It also indicates how existing tools must be modified to support our approach.

Details

International Journal of Energy Sector Management, vol. 2 no. 3
Type: Research Article
ISSN: 1750-6220

Keywords

Article
Publication date: 28 December 2020

Jie He, Yan Mao, Alastair M. Morrison and J. Andres Coca-Stefaniak

This paper aims to investigate the influence of socially- responsible human resource management (SRHRM) on employee fears of external threats during the COVID-19 outbreak, based…

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Abstract

Purpose

This paper aims to investigate the influence of socially- responsible human resource management (SRHRM) on employee fears of external threats during the COVID-19 outbreak, based on social support and event system theories. COVID-19 caused sharp profit declines and bankruptcies of hotels, restaurants and travel agencies. In addition, employees faced threats to their health and job security. How to overcome employee anxieties and fears about the negative impacts of this crisis and promote psychological recovery is worthy of attention from researchers and practitioners. This research investigated the impacts of SRHRM on employee fears through organizational trust, with the COVID-19 pandemic playing a moderating role between SRHRM and employee fears.

Design/methodology/approach

The hypotheses were tested through multiple linear regression analysis based on a survey of 408 employees in hospitality and tourism firms in China. Qualitative data were also gathered through interviews with selected managers.

Findings

The results showed that SRHRM had a negative influence on employee fears of external threats by enhancing trust in their organizations. In addition, the strength of the COVID-19 pandemic positively moderated the effect of SRHRM on employee fears. When the pandemic strength was more robust, the negative effects of SRHRM on employee fears were more significant.

Research limitations/implications

This research illustrated the contribution of SRHRM in overcoming employee fears of external threats in the context of COVID-19. It shed light on the organizational contribution of SRHRM to hospitality and tourism employee psychological recovery during the crisis.

Originality/value

This research explored strategic HRM by examining the effects of SRHRM on employee fears in the midst of a severe crisis, specifically COVID-19. The moderation effect of event strength and mediation effect of organizational trust were tested. It is of great value for hospitality and tourism firms to foster employee psychological recovery during a crisis such as COVID-19.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 1
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 1 January 1968

R. OLIVER GIBSON

Educational administration still relics greatly on “wise” generalizations from the experiences of outstanding practitioners. Hence, a great many decisions in educational practice…

670

Abstract

Educational administration still relics greatly on “wise” generalizations from the experiences of outstanding practitioners. Hence, a great many decisions in educational practice are still at the “professional lore” level. With the rapid expansion in knowledge, emphasis has tended to shift to the expert and the technician. Nevertheless, value decisions should not be permitted to be eroded. The educational decision‐maker needs to be both humanist and scientist. A rational basis exists for such a nexus. There is need for the joint operation of knowledge and value systems in decision‐making Both systems pass from the rather uncritical “Common Sense Stage” through the Empirical to the Scientific Stage. Self‐conscious rational action becomes possible only at the Scientific Stage. It is only within comparatively recent times that decision‐making in education has begun to move into the Scientific Stage, primarily because scientific knowledge about human behaviour is largely a product of this century. A decision is seen to be concerned primarily with predictions of future events that are desirable to people. The decision process involves (1) monitoring, (2) control (diagnosis, selection, transformation) and (3) action.

Details

Journal of Educational Administration, vol. 6 no. 1
Type: Research Article
ISSN: 0957-8234

Book part
Publication date: 4 August 2017

Caitlin E. McClurg, Jaimie L. Chen, Alexandra Petruzzelli and Amanda L. Thayer

This chapter reviews the challenges associated with measuring and studying cohesion over time and provides guidance for addressing these issues in future research.

Abstract

Purpose

This chapter reviews the challenges associated with measuring and studying cohesion over time and provides guidance for addressing these issues in future research.

Methodology/approach

We reviewed the team cohesion and team development literatures, including definitions and conceptualizations of cohesion as well as the seminal team development taxonomies. We then integrated these literatures to identify the challenges and potential solutions for studying team cohesion as a dynamic construct.

Findings

We identified five key challenges – theoretical and practical in nature – that researchers and organizations often face in capturing and studying team cohesion emergence: problems with self-report measures; measuring multiple dimensions of cohesion at appropriate times; failure to combine multilevel and temporal frameworks; and tracking of team and organizational events. In response, we provide actions that researchers can take in addressing these challenges: using indirect/unobtrusive measures; using social network analysis; studying “swift cohesion”; adopting an event system theory framework; and applying agent-based modeling.

Research implications

This comprehensive chapter provides recommendations for studying team cohesion as a dynamic, emergent process rather than as a static state. We discuss the challenges pertaining to study design and measurement when capturing team cohesion emergence, and provide theoretical and practical ideas to guide researchers in overcoming these issues in future research.

Practical implications

This chapter suggests tools and data collection techniques that organizations and practitioners can use for measuring and improving team cohesion, such as using unobtrusive measures and timing measurement according to team and organizational events.

Article
Publication date: 19 July 2023

Uma Jogulu, Nicola Green, Esme Franken, Alexis Vassiley, Tim Bentley and Leigh-ann Onnis

This study explored one form of remote working – work from home – to understand the impact of work disruptions on workers and human resource management (HRM) practice and…

Abstract

Purpose

This study explored one form of remote working – work from home – to understand the impact of work disruptions on workers and human resource management (HRM) practice and therefore how to adapt to future crises. Specifically, the purpose is to understand the impact of events on employees when they are forced to move back and forth (yo-yoing) between work from home and a central office, using the case of Perth, Western Australia (WA).

Design/methodology/approach

Thirty-nine interviews with leaders, managers and co-workers working in private and public organisations suggest that forced changes to work arrangements affect job content and demands, well-being and potentially career trajectories.

Findings

The authors critically applied and developed the tenets of event system theory (EST) (novelty, disruption and criticality) by analysing an ongoing or “long” event rather than a discrete or time-limited one. The study found that the work-from-home experience influenced the individual perception of whether remote working would suit employees in the future, potentially influencing career paths. In addition, the selection of locations to live, preferred properties (e.g. home office space) and access to services (e.g. broadband infrastructure) has also become dominant features of work decisions.

Research limitations/implications

While the study generated rich data, it is not without limitations. The participants were from one Australian state which may not reflect the COVID-19 experiences of other jurisdictions. In addition, the participants were mostly female so this may offer a different perspective than a more gender-balanced sample. The study was limited to the perspectives of employees and middle managers.

Practical implications

The authors note three areas of implications for practitioners. First, the findings suggest that strong organisational and HRM support assists employees to cope well with change. Second, the importance of technological and social preparedness in improving employee experiences highlights the role of HRM in job design. Third, it is key that salient events are recognised as potential determinants of career pathways.

Originality/value

The evidence from this research broadens the application of EST showing that forced flexibility has an influence on work arrangements by influencing a series of changes in features of work and experiences of employees. As such, this impacts employee's well-being and potentially future career decisions.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

1 – 10 of 332