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1 – 10 of over 88000March L. To, Neal M. Ashkanasy, Cynthia D. Fisher and Patricia A. Rowe
In this chapter, we seek to resolve the long-running controversy as to whether moods foster or inhibit creativity. We base our arguments on a new theory, which we refer to as…
Abstract
In this chapter, we seek to resolve the long-running controversy as to whether moods foster or inhibit creativity. We base our arguments on a new theory, which we refer to as “creativity-as-mood-regulation,” where employees experiencing moods are envisaged to engage in creative behavior in the hope of regulating their moods. We further suggest that employees with different goal orientations will have different likelihoods of choosing creative activities to regulate their moods. Finally, we identify the specific goal-orientation conditions under which positive and negative moods may facilitate or depress creativity, and develop and discuss six related propositions.
Stanley M. Gully and Jean M. Phillips
The purpose of this chapter is to extend research and theory on learning and performance orientations to multiple levels of analysis. We begin by introducing a model describing…
Abstract
The purpose of this chapter is to extend research and theory on learning and performance orientations to multiple levels of analysis. We begin by introducing a model describing the impact of individual learning and performance orientations on attentional focus, response to failure, experimentation, and motivation, and identify potential sources of these orientations. We then describe how learning and performance orientations are linked to incremental and profound change, and theoretically based propositions are presented to guide future research efforts. Leadership, organizational learning, and strategic human resource management are discussed in relation to the model, and implications of the framework for future research and practice are revealed.
Sumit Kumar, Zahoor Ahmad Paray and Amit Kumar Dwivedi
This study is aimed to measure and understand the relationship between individual entrepreneurial orientation (IEO) and entrepreneurial intention (EI) among students of higher…
Abstract
Purpose
This study is aimed to measure and understand the relationship between individual entrepreneurial orientation (IEO) and entrepreneurial intention (EI) among students of higher learning institutions (HLI’s) in India. This study is focused on understanding IEO dimension of proactiveness, innovativeness and risk-taking attitude and EI across gender, academic background, and regions. Many recent and past studies confirm that there is an apparent gap in the literature to understand this phenomenon among students of higher learning institutions.
Design/methodology/approach
The study is based on a sample of 393 students studying in 35 different universities and institutions in the North, South and Western regions of India. The data were analyzed using hierarchical regression and ANOVA.
Findings
The empirical result shows a relationship and a positive impact of individual entrepreneurial orientation dimensions upon entrepreneurial intentions. Controlling for gender, males depict higher perseverance toward individual entrepreneurial orientation and entrepreneurial intentions. The same result was found for management and entrepreneurship students who also depict a higher (mean) t-value than science, engineering students. The findings of this study reveal a significant contribution to the academic literature by highlighting the influencing role of gender, academic background, and region upon entrepreneurial intentions.
Practical implications
The study reveals that institutional culture, lack of academic rigor, regional difference, economic gaps, gender perception, and overall culture may be considered as bothering forces for entrepreneurship to grow via institutions. These forces, if eliminated, can help build an institutional environment helpful for entrepreneurial progression in the country.
Originality/value
There are limited studies available in the context of individual entrepreneurial orientation and entrepreneurial Intention relationship. This study provides the analysis for Indian regions and uses data collected from different universities and institutions of India.
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Niluh Putu Dian Rosalina Handayani Narsa and Dwi Marlina Wijayanti
Even though many studies have been conducted in exploring the determinants of job stress, limited research has been conducted in exploring how the internal factors of religious…
Abstract
Purpose
Even though many studies have been conducted in exploring the determinants of job stress, limited research has been conducted in exploring how the internal factors of religious orientation and the relatively new variable in the field of psychology, psychological capital (PsyCap), may relate to job stress. This study aims to examine the influence of PsyCap as a mediating variable on the relationship between religious orientation and job stress.
Design/methodology/approach
This study used self-administered surveys. Data was collected through the completion of online questionnaires. The participants include 208 accountants and business practitioners in Indonesia. Data were analysed using structural equation model-partial least squares.
Findings
The results show that intrinsic (extrinsic) religious orientation is negatively (positively) related to job stress and positively (negatively) related to PsyCap. Additionally, PsyCap mediates the relationship between religious orientation (intrinsic and extrinsic) and job stress. Other results indicate a positive relationship between PsyCap and job stress.
Research limitations/implications
Firstly, the sample used comes from various professions in companies or agencies that function differently. Secondly, this study asks individuals to assess their own job stress, which increases the chance of bias.
Practical implications
The findings of this study will provide a recommendation to the company, particularly the human resources division, to consider candidates’ religious orientation and PsyCap levels during the recruitment process. Thus, the company may observe the employees or individuals who can effectively manage job stress.
Originality/value
This study provides new empirical evidence regarding the relationship between religious orientation, PsyCap and job stress. It shows that the individual’s religious orientation (intrinsic and extrinsic) affects their level of PsyCap (higher and lower), which is a determinant factor in the experience of job stress.
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S. Meera and A. Vinodan
This study aims to examine individual-specific market orientation as an innovative approach and its relationship with marketing skills among artisan entrepreneurs in India.
Abstract
Purpose
This study aims to examine individual-specific market orientation as an innovative approach and its relationship with marketing skills among artisan entrepreneurs in India.
Design/methodology/approach
The study adopted an in-depth interview to explore variables, a questionnaire survey to understand their latent dimensions through exploratory factor analysis and structural equation modeling to test the relationship between constructs under study.
Findings
The interview result indicates that 20 variables explain factors affecting individual-specific market orientation with four latent dimensions: customer orientation, competitor orientation, external coordination orientation and personal selling orientation. There is a significant and positive relationship between customer orientation and personal selling orientation with the marketing skills of artisan entrepreneurs in India.
Research limitations/implications
The study is confined to three southern states of India and weaving villages known for their endemic product specifications.
Practical implications
The study found significance in orienting artisan entrepreneurs of developing countries and equipping them with desired skills to meet the changing dynamics of the market and meet their livelihood needs. The study further supports policymaking in strengthening the capability of artisans to enter the market without mediators.
Social implications
The model provides insight into other unorganized sectors to formulate innovative approaches to strengthen marketing skills and entrepreneurial ability.
Originality/value
As an exploratory study, examining individual-level market orientation as an innovative approach and their relationship with marketing skills among artisan entrepreneurs was unexplored in several unorganized sectors, including handlooms.
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Michele Swift, David B. Balkin and Sharon F. Matusik
The purpose of this paper is to develop a model that takes into account both personal and contextual factors in explaining individuals' motivation to share their knowledge.
Abstract
Purpose
The purpose of this paper is to develop a model that takes into account both personal and contextual factors in explaining individuals' motivation to share their knowledge.
Design/methodology/approach
Drawing from research on achievement motivation and social exchange, it is posited that goal orientations provide a framework for individuals' knowledge sharing by shaping how they cognitively value the costs and benefits associated with sharing their knowledge. It is argued each of the goal orientations is associated with preferences for sharing specific types of knowledge and is that a focus on different aspects of the knowledge provider‐recipient relationship.
Research limitations/implications
The model provides a possible explanation for some of the inconsistencies in existing knowledge‐sharing research on the factors that motivate knowledge sharing as well as expanding understanding of the conditions that facilitate knowledge sharing.
Practical implications
For organizations to encourage the desired knowledge sharing, they may need to maintain human resource management (HRM) practices that recognize the different motivations associated with each of the goal orientations.
Originality/value
The model developed integrates research on goal orientations and knowledge transfer to expand understanding of how individuals cognitively value the costs and benefits of sharing their knowledge.
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This study aims to examine the effects of trait goal orientations (mastery, performance-prove and performance-avoid goals) on individual-level absorptive capacity (AC), ultimately…
Abstract
Purpose
This study aims to examine the effects of trait goal orientations (mastery, performance-prove and performance-avoid goals) on individual-level absorptive capacity (AC), ultimately adaptive performance. This study also explores the cross-level moderating effects of transformational leadership climate on these mediated relationships.
Design/methodology/approach
Data from 480 participants in 76 teams from accounting firms in Northeast Thailand were analyzed using the multilevel method.
Findings
Findings showed support for positive indirect effects from approach-related goal orientations (mastery and performance-prove) to adaptive performance via AC and a negative indirect effect from avoid goal orientation to adaptive performance via AC. Results showed that a transformational leadership climate strengthens the relationship between goal orientations and AC, but only when team members have a high level of approach-related goals.
Originality/value
This study extends previous work by providing an understanding of how a transformational leadership context and the differences in goal orientations interact to promote or impede an individual's AC. It also extends our understanding of the mechanism of how AC mediated the effects of trait goal orientations and transformational leadership climate on adaptive performance.
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Sut I. Wong Humborstad, Christina G.L. Nerstad and Anders Dysvik
The purpose of this paper is to investigate the possible curvilinear relationship between empowering leadership and individual in-role and extra-role work performance and the…
Abstract
Purpose
The purpose of this paper is to investigate the possible curvilinear relationship between empowering leadership and individual in-role and extra-role work performance and the potential moderating role of individual goal orientations.
Design/methodology/approach
Hierarchical regression analyses were conducted based on data from 655 certified accountants. Leaders' empowering behavior was measured using Ahearne et al.'s scale. Mastery and performance goal orientations were measured using items from VandeWalle. In-role work performance was measured via a ten-item scale developed and used by Kuvaas and Dysvik. Organizational citizenship behavior was measured using items validated by Van Dyne and LePine.
Findings
Too little empowerment might have a negative or limited impact – or none at all – on individual in-role and extra-role work performance. In addition, individual mastery orientation positively moderates these curvilinear relationships.
Research limitations/implications
Empowering leadership-employee performance relationships are not necessarily linear. The present study provides an alternative explanation to the somewhat inconsistent findings in the current literature.
Practical implications
Due to the curvilinear nature of empowering leadership, leaders should not just casually adopt this leadership style but ensure that they implement it at high levels with clear clarification of the goals and work roles.
Originality/value
Even though empowering leadership is important to individual performance, scant research has explored whether and when empowering leadership could be detrimental. This study provides an additional view to empowerment research by examining the potential curvilinear influence of empowering leadership.
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Janet L. Sutton, Linda G. Pierce, C.Shawn Burke and Eduardo Salas
Barriers to cultural adaptability include perceptual, interpretive, and evaluative biases. Differences in culturally based perceptual patterns can be problematic given that…
Abstract
Barriers to cultural adaptability include perceptual, interpretive, and evaluative biases. Differences in culturally based perceptual patterns can be problematic given that interpretation and evaluation of behavior is a critical element of teamwork. Altogether, perceptual patterns are “selective, learned, culturally determined, consistent, and inaccurate” (Adler, 1986, p. 54). Selective exposure, selective attention, and selective retention are all hallmarks of the process of perception. Bagby (1970) demonstrated how perceptual patterns become selective even in childhood. He had American and Mexican children watch a bullfight and a baseball game simultaneously using a tachistoscope. When asked what they had seen, the American children claimed to have watched a baseball game, and the Mexican children claimed to have watched a bullfight. Neither group was aware that they had been presented two stimuli simultaneously. Both groups of children selected stimuli that had meaning for their culture and ignored or forgot the stimuli that had no meaning for them. The children's culture predisposed them to notice some things and not others. Perceptual selectivity is a key barrier to cultural adaptability and influences both interpretation and evaluation.
Marjolein 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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