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The purpose of this paper is to examine how the quality of change information influences employees’ attitude toward organizational change and turnover intention. Additionally, the role of engagement, psychological contract fulfillment and trust in the relationship between change information and attitude toward change is assessed.

In a technology services organization that was implementing a “new way of working,” questionnaire data of 669 employees were gathered. The organizational change in question sought to increase employees’ autonomy by increasing management support and improving IT support to facilitate working at other locations (e.g. at home) or at hours outside of regular working hours (e.g. in evening).

The results showed that change information was positively related to psychological contract fulfillment and attitude toward change. Engagement and psychological contract fulfillment were positively related to attitude toward change and negatively related to turnover intention. Contrary to what was expected, trust did not influence attitude toward change but was negatively related to turnover intention.

The study presents a model that can help management to foster positive affective, behavioral, and cognitive responses to change, as well as to reduce employee turnover. Fulfilling employees’ psychological contracts and cultivating engagement is important in this respect, as well as continuously considering whether information about the organizational change is received in good time, is useful, is adequate and satisfies employees’ questions about the change.

As one of the first studies in its field, attitude toward change was conceptualized and operationalized as a multidimensional construct, comprising an affective, a behavioral and a cognitive dimension.

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.

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.

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.

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.

In this study the authors investigate the relationship of both social (SLMX) and economic (ELMX) leader–member exchange with innovative work behaviour (IWB) and the potential moderating effect of having a paradox mindset. A paradox mindset facilitates the recognition of tensions and the integration of competing demands and goals, which may fuel IWB.

At two points in time the authors gathered survey data from employees working in the mid and back office of a Dutch bank.

SLMX associates with innovative behaviour, whilst ELMX does not. However, when paradox mindset is included as a moderator, the authors find negative interaction effects of paradox mindset with both ELMX and SLMX.

The findings indicate that management should be aware of the impact that having a paradox mindset has on the innovative work behaviour of employees. Managers are well advised to assess the extent to which an employee entertains a paradox mindset and adjust the type of leadership appropriate to the situation, and in particular adjust the intensity of their exchange relationship with these employees.

Paradox mindset acts as a substitute for an employee's social relationship with the leader, as paradox mindset captures most of the variation in IWB, thereby drawing influence away from SLMX. This finding complements studies showing that a person's mindset can greatly influence innovative work behaviour.

The purpose of this paper is to examine the impact of process orientation at the employee level on operational performance (OP) and customer-focused performance (CP), where the components process thinking by staff, process mapping (PM) and process standardization (PS) are cumulative developments, building on each other.

Structural equations modeling is used to analyze survey data collected from 198 participants at a business school in the period 2012/2013.

The results show that the impact of process thinking by staff on both OP and CP is mediated by PM and PS and improvement. The study also shows that process thinking by staff is a prerequisite for PM and standardization.

This research makes several important theoretical and managerial contributions toward the objective of a better understanding of the working of process orientation. It shows that different components of process orientation reinforce each other; process orientation maturity depends on the effort being applied in creating a particular sequence of process management components and that these components should be considered as cumulative developments, building on each other.

Agile manufacturing is largely dependent on the capabilities of its people to learn and evolve with change. However, while agile manufacturing uses e‐commerce enabled technology in a decentralized organizational setting, it remains unclear how these individual capabilities should be linked to other organizational resources to create an agile organization. Another important modern management research perspective is the internal resource‐based perspective, resulting in a phenomenon called competence‐based competition with renewed attention for competence management. Competence management comprises the management, building, leveraging and deployment of strategic and operational competencies, the causal relationships and linkages between them, and the way competencies are embedded in organizational and individual resources. In this paper, we explore the relation between agile management and time‐based competence management, and study its adoption in small batch discrete parts manufacturing environments with the help of a coarse fact‐finding survey research.

The purpose of this paper is to explore the interface between Lean strategy and organisational transformation by scrutinising the literature on why Lean strategies fail to be implemented and/or sustained.

As a conceptual and research paper, it develops a hypothesis. It encompasses philosophical discussions and comparative studies of others’ work and Lean thinking alongside its links to the principles, ideology, philosophy and underpinning values. The search involved a total of 1,931 articles spanning across 75 different journals. The content analysis approach suggested by Mayring (2004) was selected.

Successfully implementing Lean is more complex than often recognized within the literature, and the alignment between strategy and organisational transformation is repeatedly not undertaken. The investigation indicates policymakers need to view Lean as an ideology and not simply another process.

This paper addresses the inaccurate representation in the concept of Lean as a strategy. While a major evolution has occurred comprising the inputs perceived as imperative for Lean success, a translucent empathy of its philosophy alongside an acknowledgement of the magnitude of the change and transformation necessary has been comparatively perplexing. This paper has implications for academic scholars of strategy and organisational change, as well as for practitioners seeking to implement organisational change.

Empirical evidence suggests that most Lean strategies struggle. Customers are becoming more demanding, markets are becoming more customised, and product life-cycles getting shorter are dictating that Lean needs to be embraced as an ideology.

This paper explores the changes in communication patterns when companies implement lean, and how those changes relate to implementation success.

This is a multiple-site case study involving four business units of a manufacturing company in South America, including two repeated measurement instances separating 24 months for approximately 600 direct workers and 65 supervisors. The analytical models include social network analysis measures and Ordinary Least Squares regression.

When companies implement lean, (1) teams have a higher frequency of communication among members; (2) teams become more decentralized; (3) teams communicate more with supervisors and (4) supervisors communicate more amongst themselves and collaborate more. Also, (5) better performing teams change more pronouncedly.

The study contains data for four business units but within only one company, limiting the external validity of the conclusions. The sample was predominantly male. Participant attrition and other potential covariates not included in the study can be additional limitations.

Lean implementations could be practically helped by managers by embracing and supporting the more intense communication patterns associated with lean success, and alternatively, they could proactively detect barriers in communication by measuring how these patterns change or fail to change and try to unlock communication by working on those barriers and supply communications infrastructure and opportunities for collaboration to try to boost the chances of success.

This is to our knowledge the first study measuring communication networks from the point of view of team members and low-level supervisors in lean implementations. This is also the first study showing that communication patterns change more rapidly in more successful teams, and also that communication pattern changes when implementing lean can be an indicator of success.

The present study increases our understanding of strong power in exchange networks by examining its incidence in complex networks for the first time and relating this incidence to characteristics of these networks. A theoretical analysis based on network exchange theory (e.g., Willer, 1999) suggests two network characteristics predicting strong power; actors with only one potential exchange partner, and the absence of triangles, that is, one's potential exchange partners are not each other's partners. Different large-scale structures such as trees, small worlds, buyer–seller, uniform, and scale-free networks are shown to differ in these two characteristics and are therefore predicted to differ with respect to the incidence of strong power. The theoretical results and those obtained by simulating networks up to size 144 show that the incidence of strong power mainly depends on the density of the network. For high density no strong power is observed in all but buyer–seller networks, whereas for low density strong power is frequent but dependent on the large-scale structure and the two aforementioned network characteristics.

Although training is essential to continuous improvement, scant literature examines post-training facilitators for continuous improvement. The study aims to explore the relationship between training and continuous improvement, the mediating role of self-efficacy and the moderate role of training transfer climate.

This study utilizes the questionnaire survey of 455 Vietnamese employees to test the link between continuous improvement training and continuous improvement, the moderate role of the training transfer climate and the mediating role of self–efficacy.

Research results reveal that training positively influences continuous improvement. Furthermore, self-efficacy fully intervenes in the link between training and continuous improvement. Finally, the training transfer climate positively moderates this link.

Although the link between training and continuous improvement is suspicious, there is scant research on post-training facilitators of continuous improvement applications. To the best of the author's knowledge, this study is one of the first to explore the moderation role of transfer climate and the mediation role of self-efficacy in the relationship between training and continuous improvement.

This paper introduces a methodology for strategic intervention in collective decision making. The methodology is based on (1) a decomposition of the problem into a few main controversial issues, (2) systematic interviews of subject area specialists to obtain a specification of the decision setting, consisting of a list of stakeholders with their capabilities, positions, and salience on each of the issues; (3) computer simulation. The computer simulation models incorporate only the main processes through which differences in positions and salience are accommodated in binding decisions: management of meaning through the provision of convincing information, challenges, and exchanges. The methodology generates insights into the likely outcomes of the process, the amount of conflict involved, and the stability of the outcomes. These insights and the investigation of the effects of strategic moves provide major strategic advantages to the user. This is likely to lead to a better representation of the user's own position in the decision outcome and the creation of a broader political and social support behind the decision outcome.