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The article aims to present the results of adapting the team boosting behaviors (TBB) scale to Polish cultural conditions and validating it.
Abstract
Purpose
The article aims to present the results of adapting the team boosting behaviors (TBB) scale to Polish cultural conditions and validating it.
Design/methodology/approach
The research methodology consisted of three steps. In the first step, I translated the TBB scale into Polish using a rigorous back-translation method. Next, to assess content validity, nine domain experts reviewed the initial version of the instrument for clarity and relevance. Finally, I applied the scale to a sample of 532 team members and underwent thorough psychometric testing to assess construct validity. I employed structural equation modeling (SEM) with the partial least squares (PLS) factor-based algorithm technique for confirmatory factor analysis to assess the scale’s reliability and validity.
Findings
After development, the Polish version of the TBB scale kept its three sub-scale structures. However, the validation process led to a slight reduction in the number of test items compared to the original scale.
Research limitations/implications
The findings imply that the Polish version of the scale is a valid and reliable tool for assessing TBB. However, I recommend additional studies to confirm this instrument’s structure.
Originality/value
The results confirmed the reliability and relevance of the tool for measuring TBBs in Polish cultural conditions. The tool provides the basis for implementing further research with the TBB construct in Poland and internationally.
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Maria Banagou, Saša Batistič, Hien Do and Rob F. Poell
Understanding employee knowledge hiding behavior can serve organizations in better implementing knowledge management practices. The purpose of this study is to investigate how…
Abstract
Purpose
Understanding employee knowledge hiding behavior can serve organizations in better implementing knowledge management practices. The purpose of this study is to investigate how personality and work climate influence knowledge hiding, by examining the respective roles of openness to experience and relational (specifically, communal sharing and market pricing) climates.
Design/methodology/approach
Multilevel modeling was used with two distinct samples, one from Vietnam with 119 employees in 20 teams and one from The Netherlands with 136 employees in 32 teams.
Findings
In both samples, the hypothesized direct relationship between openness and knowledge hiding was not found. In the Vietnamese sample, only the moderating effect of market pricing climate was confirmed; in the Dutch sample, only the moderating effect of communal sharing climate was confirmed. The findings of the Vietnamese sample suggest that people with a high sense of openness to experience hide knowledge less under low market pricing climate. In the Dutch sample, people with high openness to experience hide knowledge less under high communal sharing climate. The authors conclude that, in comparison with personality, climate plays a stronger role in predicting knowledge hiding behavior.
Research limitations/implications
Small sample size and self-reported data might limit the generalizability of this study’s results.
Practical implications
The paper highlights how organizational context (relational climate) needs to be taken into account in predicting how personality (openness to experience) affects knowledge hiding.
Originality/value
This paper contributes to a better understanding of the knowledge hiding construct by extending the set of known antecedents and exploring the organizational context in which such phenomena happen.
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Gisela Demo, Ana Carolina Rezende Costa and Karla Veloso Coura
Considering the significant increase in researchers’ interest in human resource management (HRM) in the public sector domain, this study aims to focus on producing a scale of HRM…
Abstract
Purpose
Considering the significant increase in researchers’ interest in human resource management (HRM) in the public sector domain, this study aims to focus on producing a scale of HRM practices customized for the context of public organizations.
Design/methodology/approach
Experts and semantic analysis were performed for the scale development (qualitative stage), and exploratory and confirmatory factor analysis through structural equation modeling was conducted for the scale validation (quantitative stage).
Findings
The public HRM practices scale (public HRMPS) is composed of 19 items, distributed along four factors/dimensions, named training, development and education; relationship; work conditions; and competency and performance appraisal. The scale showed evidence of internal and construct validity (convergent, divergent, criterion-related and discriminant), as well as reliability and content validity.
Research limitations/implications
The public HRMPS can be applied in relational studies to test structural models of prediction, mediation and moderation to evaluate relationships with organizational behavior variables, such as leader-members exchange, engagement at work, life quality at work and well-being at work, among others.
Practical implications
The public HRMPS may also serve as a useful diagnostic tool for the decision-making process made by public managers so they can promote a strategic, evidence-based HRM. Furthermore, the transforming role of strategic HRM can be operationalized by adopting practices gathered in the public HRMPS, advancing toward new HRM strategies to promote healthier and more productive work environments.
Social implications
Healthier and more productive environments translate into real impacts for society, the first beneficiary of public services with more quality, efficiency and accountability.
Originality/value
The public HRMPS is the first attempt to produce an operationally valid and reliable measure to evaluate strategic HRM practices, responding to calls in the literature concerning the need for an integrated, comprehensive and customized HRM practices scale for the public service context.
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Pedro Albuquerque, Gisela Demo, Solange Alfinito and Kesia Rozzett
Factor analysis is the most used tool in organizational research and its widespread use in scale validations contribute to decision-making in management. However, standard factor…
Abstract
Purpose
Factor analysis is the most used tool in organizational research and its widespread use in scale validations contribute to decision-making in management. However, standard factor analysis is not always applied correctly mainly due to the misuse of ordinal data as interval data and the inadequacy of the former for classical factor analysis. The purpose of this paper is to present and apply the Bayesian factor analysis for mixed data (BFAMD) in the context of empirical using the Bayesian paradigm for the construction of scales.
Design/methodology/approach
Ignoring the categorical nature of some variables often used in management studies, as the popular Likert scale, may result in a model with false accuracy and possibly biased estimates. To address this issue, Quinn (2004) proposed a Bayesian factor analysis model for mixed data, which is capable of modeling ordinal (qualitative measure) and continuous data (quantitative measure) jointly and allows the inclusion of qualitative information through prior distributions for the parameters’ model. This model, adopted here, presents considering advantages and allows the estimation of the posterior distribution for the latent variables estimated, making the process of inference easier.
Findings
The results show that BFAMD is an effective approach for scale validation in management studies making both exploratory and confirmatory analyses possible for the estimated factors and also allowing the analysts to insert a priori information regardless of the sample size, either by using the credible intervals for Factor Loadings or by conducting specific hypotheses tests. The flexibility of the Bayesian approach presented is counterbalanced by the fact that the main estimates used in factor analysis as uniqueness and communalities commonly lose their usual interpretation due to the choice of using prior distributions.
Originality/value
Considering that the development of scales through factor analysis aims to contribute to appropriate decision-making in management and the increasing misuse of ordinal scales as interval in organizational studies, this proposal seems to be effective for mixed data analyses. The findings found here are not intended to be conclusive or limiting but offer a useful starting point from which further theoretical and empirical research of Bayesian factor analysis can be built.
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Marian Crowley–Henry, Shamika Almeida, Santina Bertone and Asanka Gunasekara
Skilled migrants' careers are heterogeneous, with existing theories capturing only some of their diversity and dynamic development over time and circumstance. This paper aims to…
Abstract
Purpose
Skilled migrants' careers are heterogeneous, with existing theories capturing only some of their diversity and dynamic development over time and circumstance. This paper aims to draw out the multilevel (macro, meso and micro levels) influences impacting skilled migrants' careers by using the lens of the intelligent career framework. Furthermore, structuration theory captures the agency of skilled migrants facing different social structures at and across levels and explains the idiosyncratic nature of skilled migrants' careers.
Design/methodology/approach
Following an abductive approach, this paper examines the career influences for a sample of 41 skilled migrants in three different host countries. Individual career stories were collected through qualitative interviews. Important career influences from these narratives are categorised across the intelligent career competencies (knowing why, how and whom) at the macro, meso and micro levels.
Findings
Findings illustrate the lived reality for skilled migrants of these interrelated multilevel career influences and go some way in elucidating the heterogeneity of skilled migrants' careers and outcomes. The interplay of individual agency in responding to both facilitating and challenging social structures across the multilevels further explains the idiosyncratic nature of skilled migrants' careers and how/whether they achieve satisfying career outcomes. Some potential policy implications and options arising from these findings are suggested.
Originality/value
By considering multilevel themes that influence skilled migrants' career capital, the authors were able to better explain the complex, relational and idiosyncratic shaping of their individual careers. As such, the framework informs and guides individuals, practitioners and organisations seeking to facilitate skilled migrants' careers.
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Tünde Erdös, Joshua Wilt and Michael Tichelmann
Little is known about how individual differences play out in the process of authentic self-development (ASD) through workplace coaching. This article explores whether the Big Five…
Abstract
Purpose
Little is known about how individual differences play out in the process of authentic self-development (ASD) through workplace coaching. This article explores whether the Big Five personality traits and affective, behavioral, cognitive and desire (ABCDs) components of the Big Five personality traits were relevant to ASD, specifically examining the role of affect as a potential mediator.
Design/methodology/approach
In total, 176 clients' personality was assessed pre-coaching. Aspects of ASD (perceived competence, goal commitment, self-concordance and goal stability) were assessed post-coaching. Clients' affect balance (AB) scores were obtained post-session.
Findings
Multilevel path models showed that higher levels of mean AB (but not the slope) mediated the associations between personality and perceived competence and goal commitment. Personality predicted goal self-concordance, but these effects were not mediated by AB, neither personality nor AB predicted goal stability.
Research limitations/implications
The authors encourage randomized controlled trials to further test findings of this study. Ruling out method variance is not possible completely. However, the authors put forth considerations to support the authors' claim that method variance did not overly influence our results.
Practical implications
These results suggest the necessity of an optimal experience of affect for ASD in workplace coaching and the understanding of how ABCDs, AB and ASD are related beyond coaching psychology.
Social implications
A deeper understanding of personality processes is important for fostering ASD to meet the challenges of management development in the authors' volatility, uncertainty, complexity and ambiguity (VUCA) world.
Originality/value
This is the first study to test personality as a process in workplace coaching linking personality to one of the most valued leadership skills: authenticity.
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Keywords
Mahmoud Ahmad Mahmoud, Shuhymee bin Ahmad and Donny Abdul Latief Poespowidjojo
The purpose of this study is to assess the validity of the psychological safety (PS), psychological empowerment (PE), intrapreneurial behaviour (IB) and individual performance…
Abstract
Purpose
The purpose of this study is to assess the validity of the psychological safety (PS), psychological empowerment (PE), intrapreneurial behaviour (IB) and individual performance (IP) construct measurements originally developed in Western individualistic cultures.
Design/methodology/approach
Proportionate stratified systematic sampling was used among the production/operations middle managers in Nigerian medium enterprises (MEs), resulting in 355 valid responses. The measurements were analysed through internal consistency analysis, content, convergent and discriminant validity analysis.
Findings
The result shows that all four construct measurements are suitable and appropriate to gauge the respective constructs in collectivistic cultures such as Nigeria.
Research limitations/implications
Cross-sectional self-reported data were used to analyse the result of this study, which may lead to common method variance.
Practical implications
Organizations, especially MEs, can use the validated measurements of this study to enhance work results in the Nigerian context.
Social implications
Collectivistic cultures can benefit from the widely used measurements of PS, PE, IB and IP despite been originally developed in Western individualistic cultures.
Originality/value
This paper extends the body of knowledge by validating the measurements of PS, PE, IB and IP in collectivistic cultures such as Nigeria. Measurement validation for these constructs is scarce in this context. Thus, this study will provide a consistent and efficient reference for forthcoming studies and improve the credibility and replicability of future research results in collectivistic cultures.
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Elina Jaakkola and Harri Terho
The quality of the customer journey has become a critical determinant of successful service delivery in contemporary business. Extant journey research focuses on the customer path…
Abstract
Purpose
The quality of the customer journey has become a critical determinant of successful service delivery in contemporary business. Extant journey research focuses on the customer path to purchase, but pays less attention to the touchpoints related to service delivery and consumption that are key for understanding customer experiences in service-intensive contexts. The purpose of this study is to conceptualize service journey quality (SJQ), develop measures for the construct and study its key outcomes.
Design/methodology/approach
The study uses a discovery-oriented research approach to conceptualize SJQ by synthesizing theory and field-based insights from customer focus group discussions. Next, using consumer survey data (N = 278) from the financial services context, the authors develop measures for the SJQ. Finally, based on an additional survey dataset (N = 239), the authors test the nomological validity and predictive relevance of the SJQ.
Findings
SJQ comprises of three dimensions: (1) journey seamlessness, (2) journey personalization and (3) journey coherence. This study demonstrates that SJQ is a critical driver of service quality and customer loyalty in contemporary business. This study finds that the loyalty link is partially mediated through service quality, indicating that SJQ explains loyalty above and beyond service quality.
Research limitations/implications
Since service quality only partially mediates the link between service journey quality and customer loyalty, future studies should examine alternative mediators, such as customer experience, for a more comprehensive understanding of the performance effects.
Practical implications
The study offers concrete tools for service managers who wish to understand and develop the quality of service journeys.
Originality/value
This study advances the service journey concept, demonstrates that the quality of the service journey is a critical driver of customer performance and provides rigorous journey constructs for future service research.
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Franciany Cristiny Venâncio Dugonski and Cleonir Tumelero
This study analyzed the multilevel barriers and facilitators of technological eco-innovations.
Abstract
Purpose
This study analyzed the multilevel barriers and facilitators of technological eco-innovations.
Design/methodology/approach
The authors carried out an in-depth case study in a Brazilian cosmetics company, recognized for its eco-innovative initiatives, which has the technological eco-innovation of products as a central sustainability strategy.
Findings
The results contribute to the existing literature, showing that multilevel analysis is effective for minimizing barriers and increasing facilitators, especially through the company's adoption of an eco-innovation strategy and planning methodologies. The authors identified four groups of barriers: market, raw material, governmental and company's internal factors; and four groups of facilitators: legislation, market and technological innovation, communication and environmental management.
Originality/value
The original research results contribute both to the literature and to the companies that aim to implement eco-innovative measures. The results showed that the adoption of innovation strategies and planning methodologies by the company can minimize barriers and enhance facilitators. In addition the fact is that barriers and facilitators of implementing eco-innovations are dynamic factors that require continuous monitoring since they can be a barrier in one circumstance and a facilitator in another.
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Barbara Santana Gonzaga, Paulo Soares Figueiredo, Elisabeth Loiola Regina da Cruz Souza and Francisco Uchoa Passos
This empirical and exploratory study analyzed the role of interaction with the innovation environment and of the organizational learning capacity (OLC) development stage in…
Abstract
Purpose
This empirical and exploratory study analyzed the role of interaction with the innovation environment and of the organizational learning capacity (OLC) development stage in startups in Northeast Brazil based on the perception of managers of these companies.
Design/methodology/approach
This was a quantitative study. Questionnaires were sent electronically to the managers of startups in the nine states of Northeast Brazil. A total of 54 managers participated, composing a non-probabilistic sample. The data collected were analyzed by multiple linear regressions.
Findings
The results obtained seek to evidence whether the interaction of startups in Northeast Brazil with the startup ecosystem and the development stage in which these companies are found are associated with OLC. The results confirmed the hypothesis that higher startup development stages are positively associated with higher levels of OLC in the sample. A negative association was identified between the manufacturing startup type and the OLC level, and the level of interaction with the innovation environment was still infrequent.
Research limitations/implications
This study contributes to the literature on the determinants of organizational learning and to startup managers who wish to more effectively promote this learning. Implications of the findings are discussed.
Practical implications
This study contributes to the literature on the determinants of organizational learning and to startup managers who wish to more effectively promote this learning. Implications of the findings are discussed.
Originality/value
Studies on Brazilian startups are still relatively scarce, especially studies that focus on learning capacity. No other studies addressing the hypotheses tested here were found.
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