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This study aims to investigate the relationship between employee polychronicity and employee creativity. This study also explores the mediating role of employee resilience in the relationship between employee polychronicity and employee creativity.

This study was based on a quantitative research design, and a survey instrument was used to collect data from doctors and nurses. Ordinary least squares (OLS) regression and four-step Baron and Kenney (1986) approaches were used to check the impact of nurses’ polychronicity on creativity through resilience.

Results proved that employee polychronicity positively influences employee creativity. The finding indicates that employee resilience acts as a mediator in the relationship between employee polychronicity and employee creativity.

The worth of this study rests on the deeper understanding of the employee polychronicity–employee creativity link in the health-care sector. Moreover, by bringing to the fore employee resilience as a mediator of the polychronicity–creativity relationship, this study provided a new vantage point to explore the intricacies concerned with the relationships between polychronicity, resilience and creativity.

The purpose of this paper is to explore how polychronicity enables the possibility for nurses to behave in an innovative way through job embeddedness (JE). The notion of polychronicity remained an unexplored topic, especially in healthcare sector. This paper also investigates the moderating role of decentralization.

The study is drawn from a survey research based on a cross-sectional design. Data were collected from 117 doctors (supervisors) and their sub-ordinates (576 nurses) from public sector hospitals. To analyze the relationship among variables, this study used descriptive, correlation and hierarchical multiple-regression approach.

Results showed that polychronic behavior of nurses positively affects their innovative work behaviors (IWB). Furthermore, JE acts as a bridge in the relationship of polychronicity and IWB. Moreover, decentralization strengthens the relationship between polychronicity and IWB.

This research significantly contributes to existing literature by adding new knowledge about the positive impact of polychronicity on IWB. Moreover, this study adds to literature by analyzing the mediating role of JE in the relationship between polychronicity and IWB.

Given the environmental turbulence surrounding organizations today, polychronicity – the preference to attend to more than one task simultaneously – may be an increasingly important characteristic of individuals, groups, and organizations. Polychronicity and its behavioral counterpart, multitasking, are inextricably linked, but high levels of polychronicity may not lead to productive multitasking behavior, as multitasking can vary tremendously in its implementation and effectiveness. This commentary offers further clarification of the differences between polychronicity and multitasking, and it explores the role of task performance strategies in multitasking behavior.

As competitive pressures mount, firms are attempting to do more with less – and far more quickly. They are downsizing, using teams, and pushing the time to market. These trends promote polychronic behavior in that they require additional variety in the tasks, activities, and roles that individuals must handle simultaneously. Although evidence suggests that creativity and polychronic preferences are positively related, demands for polychronic behavior appear to be defeating – and resisted – in creative venues such as R&D. This paper addresses this apparent disjunction by focusing on the definition of polychronicity, emphasizing the critical role of agency and the need to count as activities the not particularly visible workings of the mind. The paper proposes, in part, that among creative workers, individual creativity is more related to polychronicity than to monochronicity. Further, volition will play a moderating role in that the relationship between creative performance and either chronicity will be stronger the higher personal agency is in choosing tasks and schedules.

This study, leveraging the upper echelon and social network theories, aims to explore the association between chief executive officers (CEO’s) polychronicity and small and medium size enterprises (SMEs’) international performance under the complete mediation effect of social networks. The paper explores this relationship under the moderation effect of CEO perceived time pressure and synchrony preference.

The paper investigates a moderated mediating relationship based on a sample of 186 UK firms.

The findings of this study suggest that social network fully mediates the CEO polychronicity and firm international performance relationship. Furthermore, CEO perceived time pressure moderates the social network and SME international performance relationship such that it reduces the positive indirect association between CEO polychronicity and SME international performance. CEO synchrony preference, on the contrary, enhances the positive indirect association between CEO polychronicity and SME performance.

Extant research suggests SMEs having a more robust set of organizational capabilities helps them network and avail foreign market knowledge. However, research exploring antecedents of this organizational capability is scant.

This paper aims to investigate the impact of exploratory innovation on the quality of new product development (NPD), and how do polychronicity of the top management team (TMT) and interfunctional coordination (IFC) moderate the above relationship.

The hypotheses were tested by the survey data of 210 Chinese enterprises. Hierarchical regression analyzes were used to test the hypotheses in this research.

The results indicate that exploratory innovation facilitates NPD quality. TMT polychronicity weakens the effect of exploratory innovation on NPD quality. IFC strengthens the effect of exploratory innovation on NPD quality.

This study provides managers with insight on the relationship between exploratory innovation and NPD quality. To improve NPD quality, managers should be paying more attention to exploratory innovation. Furthermore, this study helps managers to understand how the relationship changes with the increases of TMT polychronicity and IFC.

This study highlights the value of exploratory innovation in increasing NPD quality based on the knowledge-based view. By incorporating TMT polychronicity and IFC based on the attention-based view, it offers much richer understandings of how exploratory innovation affects NPD quality.

The purpose of this paper is to investigate the impact of polychronicity on frontline employees’ (FLEs) service recovery performance, perceived role overload, and work stress in a hotel work setting.

In this survey, a total number of 267 usable questionnaires were personally retrieved from a sample of full-time FLEs in the research location. The hypothesized relationships were tested using hierarchical regression analysis.

Results based on hierarchical regression analysis reveal that polychronicity had positive impact on service recovery performance and negative impact on role overload and work stress. Significantly, while education was found to be positively related to service recovery performance, on the other hand, age, education, and job tenure were found to be negatively related to role overload and work stress.

This paper provides implications for managers in terms of minimizing FLEs role overload and work stress and maximizing their service recovery performance. Also, this study provides useful guidelines to implement effective management practices and improve organizational outcomes within a hotel work setting.

Theoretically, the current study by examining the untried effects and relationships such as the effect of polychronicity on FLEs’ service recovery performance and work stress lends further contribution to the tourism and hospitality management literature.

This paper aims to bring together leadership and boundary theories to conceptualize how transformational leadership behaviors and polychronicity might impact our life satisfaction through the boundaries we maintain around our work and home domains. It is argued that transformational behavior of the supervisor will be negatively associated with the strength of boundary that the followers construct around their home domain but will be positively associated with the boundary strength around the work domain. Additionally, it is posited that polychronicity will be negatively associated with the boundary strengths at home and at work but will be positively related with life satisfaction.

The concepts of leadership, polychronicity and work-home boundaries are explained, and logical arguments are presented to develop a conceptual framework incorporating these constructs.

The conceptual exploration of this study denotes that transformational leadership of supervisors would positively impact the life satisfaction of employees, directly as well as through the boundaries around their work and home domains. Specifically, transformational leadership behaviors of supervisors are expected to be associated with followers’ strong work boundaries but with weak home boundaries. At the same time, highly polychronic individuals are expected to keep weak boundaries around their work and home domains and to have higher life satisfaction.

The conceptualization of this paper focused on constructs that have not been linked before in one framework. As such, empirical research is suggested to validate the model.

Understanding the antecedents of life satisfaction of employees is of crucial interest to managers at workplaces. It is suggested that managers should engage employees in co-constructing their work and home boundaries, with a view to increasing the life satisfaction of employees. Further, it seems possible that the hitherto prevalent practice of fostering strong boundaries at work may be hindering the well-being of employees.

Variables active at workplaces, such as polychronicity, also affect the non-work domain and, thereby, the life satisfaction of employees.

Through this conceptualization, this paper has attempted to fill a gap in boundary management literature by linking transformational leadership of the supervisor to the work and home boundaries of the followers. This study also situates polychronicity as an important player in the work-home interface and life satisfaction of employees. This research links transformational leadership, polychronicity, boundary management and life satisfaction in one model. It thereby contributes to the leadership literature and extends the nomological network of work-non-work boundary management.

Research on polychronicity generally treats time use preference, context, and time tangibility as isomorphic variables that can be represented on a single continuum. An alternative model of temporality that treats these variables as independent dimensions is presented. This model is tested in a sample of 258 middle and senior level executives representing more than 200 organizations and 25 countries. Correlations among the variables and confirmatory factor analyses provide support for the multidimensional view of polychronicity. Further classification provided evidence that all eight possible configurations of the three variables can and do exist. The most frequent “type” reflected a polyphasic time use preference, low context, and high time tangible profile. This profile fits the description of Type A behavior pattern adding support for the multidimensional view.

The purpose of this paper is to uncover the underlying motives for individuals’ polychronicity, the preference to multitask with media.

For this exploratory study, a qualitative research design is chosen, using face-to-face in-depth interviews and triad groups. In total, 34 in-depth interviews are conducted in the UK, Germany and Australia, with four subsequent triads in the UK.

The underlying motives for individuals’ preference for multiple media use include eight dimensions: comfort with multitasking; multi-channel preference; effectiveness and efficiency; convenience; emotional gratification; information and knowledge; social benefits and assimilation.

A non-probability sample of a specific sample group (Digital Natives) is used in this study and despite the reassurance provided by quality criteria and triangulation, generalisation from this study is problematic. Future research to validate the eight exposed dimensions would be valuable.

For marketing communications and media channel planners, endeavouring to optimise clients’ budgets, the unique knowledge provided by the depth of understanding offered by the eight dimensions of polychronicity and their associated facets enables the development of relevant communication campaigns.

This paper presents a unique insight into individuals’ preference for multiple media use, uncovering the underlying dimensions of this behavioural phenomenon. Accordingly, this study makes a valuable contribution to knowledge in this emerging research domain.