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The purpose of this paper is to investigate, using survey data, how a firm may be able to leverage innovation or processes specifically developed for one customer across its entire customer network using on-site, or implanted, employees.

Data collected from a survey of 309 implanted logistics service provider (LSP) representatives are analyzed using structural equation modeling.

The findings show that intra-organizational task interdependence and face-to-face communication can lead to a greater understanding of firm processes developed for specific customers and greater diffusion of these new processes to other customers. Rather than separating customers that require implanted employees, these implants can be a conduit of valuable information and process enhancements that can positively impact a firm’s customer network.

The current research shows how LSPs can effectively use their customer networks to provide process improvements for multiple customers. Specifically, transferring processes between customers can lead to efficiencies and contribute to supply chain robustness not possible without process diffusion.

This research aims to unpack the relationship between employees' perceived organizational politics (POP) and their self-determined motivation by itemizing the mediating role of hostility and a moderating role of organizational injustice.

Data were collected at two different times from 270 employees working in various universities in Pakistan. Structural equation modeling (SEM) was used to test the hypotheses.

The findings revealed that POP negatively influence intrinsic motivation, autonomous extrinsic motivation and positively impact amotivation, whereas POP does not affect employees' controlled extrinsic motivation. Furthermore, POP positively influences hostility. Moreover, hostility mediates the relationships between perceived organizational politics and self-determined motivation. Finally, the findings also revealed that the relationship between perceived organizational politics and hostility was stronger when the perceived organizational injustice was high.

POP can lead to intentional efforts to harm the organization by enhancing employee hostility, which divulges how this peril can be restrained by implanting organizational fairness. Moreover, proactive employees with superior emotional intelligence skills have a greater capability to control their negative emotions. Emotional intelligence (EI) training can effectively reduce the hostility between employees provoked by POP and ultimately diminish self-determined motivation.

The current study revealed that ambiguous forms of political behavior trigger isolated work emotions, negatively affecting organizational sustainability and outcomes. These results have valuable suggestions regarding organizational injustice as a moderator to diminish the hostility resulting from POP.

The purpose of this paper is to analyse contradictions, similarities, and differences between official corporate chronicles and individual stories of international managers of a multinational company.

The analysis was made following methodological and technical approaches of critical analysis of narratives and organizational discourse of an ethnography conducted in a multinational corporation.

It is suggested that contradictions, similarities, and differences are ways that managers have to resist patronage and imposition of meanings. Implications for organizations are suggested.

The discursive manipulation of the meaning of time as a way of organizational patronage is considered.

The purpose of this paper is to extend existing theories of b2b networks over non‐profit networks.

The paper sheds light on the network organisational forms recently implanted in the academic community. the analytic induction method is used to extend b2b network concepts to a non‐profit context. The concepts of b2b networks are critically analysed and applied to explorative case studies of networks in academia. The paradox of open knowledge exchange in these networks is revealed and an attempt is made to elucidate it.

B2b network concepts should be modified before being extended to non‐profits. Propositions are suggested to adapt b2b network concepts to explain non‐profit networks. Questions to address in further research are developed.

The main conclusions are only applicable to specific types of networks. Only academic networks are reviewed. The case study approach does not allow for generalizing the findings and deriving a set of concepts for non‐profit networks, and thus, calls for further research.

There may be space for achieving excellence in research by facilitating interpersonal rather than interorganisational research networks. This is important, since by facilitating interpersonal networks one can escape from organisational bureaucracy.

The study reports networking between the non‐profits, an issue largely neglected by marketing researchers, and contributes to its understanding in the frame of existing b2b network concepts.

The study aims to develop an organizational culture typology and explore how different logistics service provider (LSP) and customer archetypes interact to generate performance improvements in logistics outsourcing relationships.

A multiple case study approach with 12 dyads was employed. Interviews as well as public and internal data from LSPs and customers were analyzed.

The results reveal four archetypes each for LSPs and customers, characterized by two dimensions: “activeness” and “openness”. Furthermore, analyzing the interaction among the archetypes, three relationship patterns are identified (“static”, “restrained”, and “progressive”) that differ in the exploratory and exploitative improvement outcomes.

The study contributes to theory development at the intersection of organizational culture and logistics outsourcing.

The study provides a typology of organizational culture in logistics outsourcing and how different archetypes interact to generate improvements.

Purpose – This chapter aims to construct a scientific microworld to explain the management strategy of yang-ru yin-fa (Confucianism in public and Legalism in private) in Chinese organizations by an emic approach of indigenous psychology.

Design/Methodology/Approach – In consideration of the difficulties faced by either an imposed etic approach or a derived etic approach, this chapter advocates for an emic approach that argues that, in order to understand the specific features of organizational dynamics in China, it is necessary for us to construct an objective system of knowledge (epistemology) on the basis of Chinese cultural values (ontology), which can be examined by methods of social sciences (methodology).

Findings – Based on the theoretical model of Face and Favor, a conceptual scheme was proposed to highlight the contrast between Confucianism and Legalism in traditional as well as contemporary Chinese society. Findings of pervious empirical researches on two types of guanxi, along with two types of official and ethical leadership in Chinese organizations were reviewed to demonstrate the usage of yin/yang balance in strategic management.

Originality/Value – Taking the discourse of this chapter as an example, it is expected that the author's approach may initiate a scientific revolution against the Western paradigms of psychology that had been constructed on the presumption of individualism (Evenden & Sandstrom, 2011; Hwang, 2012).

The purpose of this paper is to present a case study of leadership religiosity in a local non-profit organizational setting, from a larger program evaluation project, and to problematize prevailing theoretical assumptions in the leadership religiosity literature about the nature of religion in organizational settings.

Methods of data collection consisted primarily of in-depth interviewing, observations, and document content analysis of organizational publications, web sites, and social media. The larger program evaluation project also utilized social network analysis and surveys.

The data highlights several important manifestations of leadership religiosity that serve to legitimate potentially unhealthy leadership tendencies and organizational processes: unrealistic future goals in strategic planning and dogmatic decision making. Both stem from the perceived divine origination of the organization in question, and from the perceived divine authority placed upon the leader of the organization.

This research challenges prevailing theoretical assumptions about religion in the workplace that characterize “religion” as wholly distinct from other social, political, and organizational processes and inherently positive or beneficial. Conclusions about the potential benefits of religion for organizational life should therefore be made with caution and with a more robust and balanced understanding of the constructed nature of religion.

This paper adds much-needed nuance to the extant literature on leadership religiosity, the vast majority of which assumes certain a priori qualities and values in religion and considers only the positive manifestations and functions of religion. While religiosity is often associated with certain organizational benefits, more robust discussion must examine the potential for religion to be manifested or used in the service of more negative or harmful purposes and ends.

This paper aims to analyse the impact of different knowledge sources used by firms to adopt organizational innovation, in relation to organization of responsibilities and decision-making in the workplace.

To fulfil the proposed objective, quantitative research, based on a sample of 2,591 Portuguese firms, has been undertaken. Data have been obtained from the Community Innovation Survey 2012.

The results show the importance of external knowledge from suppliers, clients, consultants and commercial laboratories in new innovation practices in firm workplace. Knowledge from competitors, universities, the State and research institutes does not present a significant effect.

Knowledge sources can stimulate the introduction of new management practices in the workplace, consistent with the external search literature on technological innovation, which argues that many of the ideas and implementation skills for organizational innovation come from outside sources.

Within the innovation management literature, very few studies tried to explore organizational innovation in firm workplaces. This paper is innovative and makes a novel contribution mainly to the knowledge management field by highlighting the importance of external knowledge sources in organizational innovation in firm workplaces from a knowledge-based perspective.

Warehouses are large emitters of greenhouse gases and their impact on climate change is under increasing focus. The purpose of this paper is to investigate the barriers that inhibit the adoption of low-carbon warehousing in Asia-Pacific and their links to carbon abatement performance.

An exploratory conceptual model was first developed from a literature review of the general barriers to sustainable supply chain practices and hence potentially in low-carbon warehousing. A large contract logistics services provider in the Asia-Pacific served as the subject of a case study. The perceived barriers to low-carbon warehousing were derived from an internal survey of respondents from the case company and regressed against carbon abatement outcomes at that organization’s operations across the region.

Results show that the case company reduced carbon emissions by 36 percent on a revenue-normalized basis between 2008 and 2014, but with relatively lower success in emerging markets vs mature markets. An Elastic Net regression analysis confirms that technology and government-related factors are the most important barriers in the case company’s efforts to “decarbonize” its local warehousing operations. However, results suggest that the customer-related barrier, which is highly correlated with the government barrier, is in part driven by the latter.

This case study is based on a single multinational company in Asia-Pacific, but nonetheless serves as an impetus for more cross-sectional studies to form an industry-wide view.

An extended stewardship framework based on the natural resource-based view has been proposed, in which logistics services providers take on a proactive boundary-spanning role to lower the external barriers to low-carbon warehousing.

The purpose of this paper is to provide information for the companies that pretend to transfer knowledge to their subsidiaries situated in an least developed country (LDC), because of the local operative specificity which is influenced by three analytical dimensions: first, the multinational enterprise's (MNE) ability to transfer knowledge; second, the climate of cooperation between the MNE and its subsidiary; and third, the subsidiary's absorptive capacity.

The present case study deals with three companies with subsidiaries in Mozambique which develop activities in the industrial sector, where the procedures of the analysis of contents are applied in order to answer the research questions.

The results show that the transferred knowledge must be directed at the operational needs felt locally. It must be avoided that the receiver believes the transferred knowledge is imposed by the transmitter, in order for it to be used as an asset in the production of new products, but without reproducing the MNE headquarters' business model because of the specific local context.

The case study method does not allow the results to be generalized, but it permits the investigation of a combination of problems of the phenomenon thus contributing to its better understanding.

The results obtained contribute to a better understanding and greater efficiency of the process of knowledge transfer to the subsidiaries situated in an LDC, taking into consideration the particular characteristics of the local market and the local absorptive capacity.