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Process-oriented behavior is a prerequisite for transforming a company into a process-oriented organization, but is difficult to achieve among employees. The purpose of this paper is to examine the effectiveness of role plays on adapting process-oriented behavior in daily work practices.

Using the theory of cognitive dissonance, the authors investigate whether role plays are an effective learning method. This study was conducted over a period of two years and included 212 participants of a financial services provider.

The results reveal that the role play used had a persistent impact on employees’ process-oriented behavior in terms of their process knowledge, their cross-functional coordination, and their continuous process reflection, but not on their process awareness. Thus, the authors conclude that despite high application costs, role plays are beneficial for financial services companies to train their employees.

While the data stem from participants within one financial service provider only, this study contributes to the understanding how process-oriented behavior can be promoted sustainably in organizations.

The results indicate that companies aiming for process orientation should apply role plays to achieve a change in behavior of employees.

This research contributes to the understanding of role plays as an effective learning method to adopt process-oriented behavior.

While much research exists on methods and tools to support business processes, little research exists on the interrelationship with cultural and structural aspects. The purpose of this paper is to explore the chronological sequence in which culture and structure are important, as evidenced in 13 non-profit organisations that are changing towards a process-oriented way of working.

The authors use a positivist case study methodology with pattern-matching to falsify or confirm three theoretical perspectives that claim to explain the phenomena of organisational structure and culture, and their impact on business processes. The competing perspectives are: process lifecycle theories, organisational design theories and cultural and motivational theories.

The case studies cover six scenarios based on a recurrent sequence of changes and perceived outcome. The (theoretical and empirical) relationships between business processes, a process-oriented culture and a process-oriented structure are then combined in a process capability success model.

Although limited to the non-profit sector, the findings agree that the process lifecycle is insufficient. Cultural and motivational theories prevail over organisational design theories to explain and predict process success.

From the process capability success model, a roadmap for (un)successful business process management (BPM) is derived with best practices and advice on the sequence of process improvements.

While the relevance of culture and structure has been touched in research before, the aspect of chronological sequence and pattern-matching sheds new light on the topic. The case studies performed also help to evidence how important it is to believe in process-oriented developments for organisations that want to apply BPM.

To build resilient supply chains, buyers should implement risk mitigation tactics. The purpose of this paper is to provide insights into the risky decision-making process that underlies buyers’ decisions to adopt supply risk mitigation tactics for creating supply-side resilience.

The authors employ experimental scenarios to simulate supply disruptions of low and high likelihood. The authors then assess buyers’ decisions to adopt supply risk mitigation tactics in response to these scenarios.

The authors find that buyers’ perceptions of supply disruption likelihood are positively related to their adoption of buffer- and process-oriented risk mitigation tactics and preference for process-oriented risk mitigation tactics. Conversely, risk propensity negatively affects buyers’ adoption of buffer- and process-oriented mitigation tactics.

Beyond risk perceptions, the authors consider how risk propensity also affects the risky decision-making process. Moreover, whereas previous studies often focus on a single mitigation tactic, the authors study buyers’ adoption of multiple buffer- and process-oriented risk mitigation tactics to create supply-side resilience.

While the business process management (BPM) literature highlights the significance of aligning employee appraisals and rewards practices with business processes, little is known about the realization. The purpose of this paper is to concretize the impact of process-oriented appraisals and rewards on business process performance and to provide empirical evidence on how organizations actually align their appraisals and rewards practices with BPM.

A mixed-method approach has been employed by combining survey results with case studies to offer first-hand evidence. Survey data have been used to quantify the real impact of process-oriented appraisals and rewards. Next, case studies with 10 organizations have allowed us to gain deeper insight into organizational practices for making appraisals and rewards more process-oriented.

The survey proves that process-oriented employee appraisals and rewards positively affect performance if different employee levels are involved. The case studies reveal similarities and differences in alignment efforts across organizations, based on pattern-matching and a multidimensional analysis, resulting in four alignment patterns.

The findings extend knowledge about appraisals and rewards within a business process context by providing a quantification and pattern refinement, which specifically advance a BPM-facilitating culture.

Managers and executives benefit from the recommendations for a gradual BPM adoption to improve the success of their business processes and their people-related practices.

The authors offer one of the first in-depth, cross-disciplinary studies that intend to bridge between the disciplines of BPM and human resource management (HRM).

Well-founded measurements are of high value because a better connection between business process management (BPM) and maturity models (MMs) improves an organization’s performance. Although MMs are appropriate tools for organizations to manage their business processes and, therefore, enjoy popularity, most of these models suffer from their foundation, validation and/or capability coverage. The purpose of this paper is to address this issue by providing metrics to measure and manage business processes.

A high-standard and multistaged procedure was followed to systematically develop and validate the measurement instrument involving international academics and practitioners across four continents. Different rounds were used for item identification, item selection, item revision, instrument preparation (pretest and pilot) and instrument application using partial least squares structural equation modeling.

The instrument measures 4 main capability areas, 13 subareas and 62 items. The work explains how to conduct BPM assessments in a more theoretically sound way and reports on the instrument’s development to show high levels of construct validity, content validity and reliability.

The author provides a rigorous and more evidence-based instrument, facilitating the BPM discipline’s need of empirical research.

The author proposes parameters to configure the instrument.

Serving as a reference framework, the instrument strengthens BPM’s empirical and theoretical foundations. Since the instrument is free for scholars and practitioners, the author illustrates the research streams and business situations in which the instrument can be applied (in full or in part). This paper paves the way for transforming the instrument into an optimization MM with advice or improvement paths, bridging the gap between theory and practice.

The purpose of this paper is to increase understanding of the influence of behaviour factors (corporate cultural differences and transformational leadership) on acquisition performance, through the mediating role of speed of post-acquisition change (as a process factor), in the specific context of a transitional economy.

A model was tested on a sample of acquisitions in Serbia carried out by domestic and European companies. In total, 208 valid questionnaires were collected from 10 acquired companies. Linear regression analysis was used to test the research hypotheses. To test the mediator hypothesis, Baron and Kenny's (1986) procedure was used. Statistical significance of indirect or mediated effect was calculated with Statistical Product and Service Solutions (SPSS) macro provided by Preacher and Hayes (2004).

Mediator analysis shows that corporate cultural differences and transformational leadership have direct and indirect impacts on acquisition performance.

The results may be significant for managers involved in the processes of acquisitions, in terms of helping them to make appropriate decisions in different phases of an acquisition process, so as to obtain sufficient levels of employee commitment and trust to improve acquisition performance.

This research contributes to a better understanding of the relationships between behaviour factors and acquisition performance. In particular, no research into the speed of post-acquisition changes as a mediator variable between behaviour factors and acquisition performance has previously been conducted, to the best of the authors' knowledge. Thus, this research offers a unique understanding in the transitional economy context of Serbia.

Organizations rely on their business processes to achieve their business objectives and ensure compliance with relevant laws and regulations. Hence, conformance to process specifications is essential to remain compliant. Various factors influence an organization’s ability to operate in conformance to its process specifications. This study investigates the influence of business process management (BPM)-supportive culture and individual process orientation on process conformance.

A construct was created for perceived process conformance and two constructs were selected from literature to represent BPM-supportive culture and individual process orientation. A survey was conducted with 178 employees of a global enterprise, hypotheses were formulated, and a statistical model was constructed and validated.

Results pinpoint the key role of the BPM-supportive culture in influencing both individual process orientation and conformance. Individual process orientation is also found to have a significant influence on process conformance. The findings provide additional evidence for the significance of human-related aspects of BPM in achieving BPM success.

The contributions of this paper help better understand how soft factors of BPM contribute to employees’ process conformance drawing on and relating concepts of BPM and organizational routines.

Storytelling is one of many instructional strategies used in leadership education with the promise of providing transformative learning through individual and communal meaning-making. In this application manuscript, we offer examples and discussion of how learners identify storytelling in course design and approach, and their perception of its impact in classroom experiences. We present two undergraduate leadership courses at our former respective institutions and reflect on how learner insights about storytelling can inform future course design and delivery. Framing teaching and learning as a relational enterprise, storytelling can facilitate purposeful, inclusive, ethical, and process-oriented learning when used as an instructional strategy. Additionally, our reflection provides leadership educators with a broader view of the responsibilities incurred when using storytelling and offers strategies to build trust and community in classroom spaces.

The purpose of the article is to examine the interplay between charismatic leadership and two follower characteristics in predicting safety behaviors during the Covid-19 pandemic in two distinct countries.

The quantitative investigation was conducted during the first wave of the Covid-19 crisis in India and Germany. Given the importance of safety behaviors during the pandemic, the authors proposed high charismatic public leadership, the perception of crisis and belief in science of the constituent influence safety behaviors.

Consistent with the hypothesis, the authors found that there was a positive relationship between charismatic leadership and safety behaviors. Contrary to the expectations, belief in science did not moderate the relationship between charisma and safety behaviors. Opposite to the hypotheses, the relationship between charisma and crisis was stronger under followers' low in perception of crisis.

The findings contribute to the understanding of charisma during a crisis and the role of followers' perceptions. Implications include raising awareness about the importance of charismatic leadership in encouraging critical safety behaviors during a crisis, but these effects depend in part on the followers' attributions of the public leader.

This paper reconsiders the approaches to measuring Confucian values, and tests their association with workforce performance. The purpose of this paper is to examine how such values and performances are prioritized across three East Asian societies, but more importantly, identifies how variations across societies might result from the way in which Confucianism has been transformed/appropriated differently across history.

A Best-Worst experimental design is used to measure three aspects of Confucianism (relational, pedagogical, and transformative), and three aspects of workforce performance (mindset, organization, and process) to capture the trade-offs by respondents from three East Asian societies: China (n=274), Taiwan (n=264), and South Korea (n=254). The study employs analysis of variance with post-hoc tests to examine differences between societies. A hierarchical cluster analysis using Ward’s method is utilized to identify clusters based on similarities within the data. And last, multiple regression analysis is applied to determine the explanatory power of Confucian values on workforce performance.

Findings confirm the prioritization of three aspects of Confucianism (relational, pedagogical, and transformative) to differ between Mainland Chinese, Taiwan Chinese, and Korean respondents – producing five distinct clusters based on similarities across three societies. Overall, between 7 and 27 percent of the variance in workforce performance could be explained by the Confucian values included in this study.

This study highlights the “different shades of Confucianism” across East Asian societies, which we coin as Confucian Origin, Preservation, and Pragmatism, and demonstrates the need to take a multifaceted perspective in the measurement of Confucian culture. The study provides empirical support for the link between Confucianism and performance at the micro-level, as originally proposed by Baumann and Winzar (2017), and identifies specific antecedents of behavior for research moving forward.