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The purpose of this study is to show that an important antecedent of perceived knowledge quality is an employee’s position in the organizational network due to their participation in different interest groups. In particular, this study theorizes that brokers establish a network of groups, which increases perceived knowledge quality vis-a-vis the social capital that employees draw on.

To test this study’s hypotheses on the influence of the structural position of knowledge brokers on the positive effects of social capital on perceived knowledge quality, this study combines data from an online survey with longitudinal archival data from a youth-care organization who used an enterprise social network (ESN) for knowledge sharing.

This study found a mitigating effect of being a broker on the relationship between trust and perceived knowledge quality, and also between inter-team interaction and perceived knowledge quality for lower levels of both trust and inter-team interaction on perceived knowledge quality.

Although the hypotheses are supported, in light of prior research, the authors would have expected stronger and positive effects.

This research is particularly interesting because it emphasizes the important role of social capital. For organizations that deal with trust issues, it might help to stimulate employees to broaden their activity on ESNs by becoming active in multiple groups.

While knowledge sharing on ESNs is generally conducive for creating organizational value, there is a lack of understanding of what drives employees’ perception of the quality of shared knowledge, and how this perception may depend on their position in the social network. To investigate this question, the authors turn to social capital theory.

The link between relationship typologies and effectiveness of conflict resolution approaches remains to be tested despite its significance in conflict management in construction project delivery. By using the four relationships attributes based on the group attachment theory, the purpose of the study was to explore the cluster of relationships among project teams and organisations and the performance of conflict management strategies across these clusters in the Ghanaian construction industry.

Using a deductive questionnaire survey in the Ghanaian construction industry, a total of 137 responses were gathered and analyzed using cluster analysis, mean scores and ANOVA to reveal the relationship clusters and performance of conflict management strategies across these clusters.

The results revealed eight relationship clusters that exist among project teams and organisations with distinct influence of roles & tasks function, cognition, emotions and behavior attributes across the relationship clusters. In the aspect of the effectiveness of conflict management strategies, it was noted that the performance of these strategies were significantly different across the groups. For instance, integrating as a conflict management strategy was deemed to be effective in resolving conflict in unitary, adversarial, pluralist, mutuality, collaborative and partnering relationship clusters. In the case of coopetitive and coercive relationships, the performance of integrating as a conflict management strategy was less effective. This study thus has empirically proved that, different relationship clusters of teams and organizations exist within the Ghanaian construction industry, and that they perform different roles & tasks functions, cognition, emotions and behavioural attributes in their formation. Additionally, the performance effectiveness of conflict management strategies differed across the relationship clusters.

By aligning the relationship attributes to the dynamics of relationship clusters experienced in project teams and organisations, relationship quality, suitability and effectiveness of conflict management strategies can be optimized. The findings can inform project teams and stakeholders to develop fit-for-purpose relationship attributes among teams and organisations to enhance team effectiveness, relationship quality and conflict management in the industry.

Despite the documented benefits of voice behavior for projects, little is known about antecedents of voice behavior in the project context, especially construction projects. Against this background, adopting a multi-team system perspective, this study attempts to investigate antecedents of team voice behavior from a contextual view.

This study identifies and examines six factors that influence team voice behavior. Specifically, project urgency, project temporality, and project complexity are identified from the project nature perspective. Satisfaction, trust, and commitment are generated from the relationship quality approach. Then, data from completed construction projects in China was collected to verify the effectiveness of these factors. Besides, the partial least squares structural equation modeling (PLS-SEM) technique was used in this study.

All six factors are found to be significant predictors of promotive team voice behavior. For prohibitive team voice behavior, only project complexity and project commitment make significant effects. Further, the differential effects of these factors on two types of voice behavior are revealed.

This study contributes to the literature on voice behavior in the project context, especially construction projects consisting of multiple teams. Also, this research enriches our knowledge on antecedents of team voice behavior in construction projects and thus affords practical implications to foster voice behavior.

Despite widespread recognition of the importance of mindfulness in organizational science literature, little is known about how mindfulness motivates individuals to configure information processing and team member exchange relationships to increase creative process engagement. Drawing on motivated information processing theory, this study conceptualizes and empirically examines whether and how mindfulness motivates individuals toward creative process engagement.

The authors collected data through an online survey from 311 respondents working in the Research and Development (R&D) departments of organizations in multiple industries in Pakistan. For analytical purposes, the authors have applied the structural equation modeling technique.

This study advances a different view of individual mindfulness on the creative process engagement in the following ways. First, mindfulness enables individuals to self-regulate in specific situations and become effective in fostering creative process engagement. Second, this study extends research on relational information processing by linking it to mindfulness and creative process engagement. Relational information processing partially mediates the relationship between mindfulness and creative process engagement. Third, this study highlights that mindfulness motivates individuals to focus more on developing quality working relationships, but they seem less willing to participate in idea generation and problem-solving solutions.

The study findings provide implications for research on mindfulness, creativity and motivated information processing to enhance individuals’ creative process engagements. The authors also discuss the implications for executives on the relational and creative benefits of mindfulness.

Given the general consensus that creativity is a crucial driving force for innovation and progress, understanding how to promote it would benefit individuals, companies, society and academia. Therefore, this paper aims to analyze the independent and contingent impact of individuals’ personality traits, team-member exchange (TMX) and gender on stimulating creativity.

The study uses a survey-sample of 639 university students (51.96% women) between the ages of 17 and 50. Confirmatory factor analysis (CFA) demonstrated reliability and validity of its measures. To test hypotheses, using structural equation modeling, hierarchical regression analyses were performed.

Results show that four of the five personality traits (extraversion, agreeableness, conscientiousness and openness to experience) and TMX positively influence creativity. There are no significant differences between men’s and women’s creativity. High TMX reinforces the influence of extraversion on creativity, while low TMX harms this relationship. High extravert women are more creative than high extravert men, while low extravert men are more creative than low extravert women. Low emotionally stable women are more creative than low emotionally stable men, while high emotionally stable men are more creative than high emotionally stable women. There are differences in how women and men take advantage of their openness to experience when TMX is considered. That is, while women take advantage of openness to experience for any value of TMX, men only increase their creativity as openness to experience increases for low values of TMX.

Like all studies, ours has some limitations that provide opportunities for future research. First, care should be taken when generalizing these findings to other contexts. We use data from Spanish individuals, specifically university students. While they are suitable for testing our hypotheses, future studies should establish whether the general tendencies that we observe hold true for other kinds of people from Spain and other countries. Even more, this paper’s perspective might be biased by the authors’ country of origin (south Europe) in terms of gender. According to Hofstede (2001) south European and South American countries are more masculine than other cultures (Mensa and Grow, 2022). Therefore, analyzing these questions in different cultures (countries and settings) would facilitate the generalization of the results. Second, the data we use is mainly cross-sectional so strict causality cannot be inferred. The theory we use assumes specific causal directions, but alternative causal relationships cannot be ruled out. Finally, ideally, we should have controlled for additional variables that might influence the relationships in our model.

This paper has practical implications, as it demonstrates that neither gender is more creative than the other. It goes a step further, explaining how men and women can leverage their personality traits to be more creative. Moreover, since TMX could reinforce the impact of personality traits on creativity, this paper could help managers better organize teams and companies that want to be more innovative by taking into account the personality traits of their employees and how to get the best out of women and men.

Traditionally, women have considered creativity to be a man’s thing. The results of this work favor society, demonstrating that women are just as creative as men and that through personality traits and TMX, both men and women can be more creative. These results help to reduce the gender gap and may favor women’s place in today’s society.

This work offers academic and practical implications. The main contributions to the creativity and gender literatures are the following: (1) Women are as creative as men. (2) High extravert and low emotionally stable women are more creative than men. (3) High open to experience women with high TMX are more creative than men at any level of TMX. For practitioners, the understanding of what personality traits have higher impact on creativity depending on the levels of TMX for women and men could help companies and politicians in hiring the most suitable people, especially for those positions where creativity is needed. This would increase the quality of their human capital, allowing them to get the most out of their human resources, from the very beginning of the employment relationship.

Professional sports teams employ highly paid managers and coaches to train players and make tactical and strategic team decisions. A large literature analyzes the impact of manager decisions on team outcomes. Empirical analysis of manager decisions requires a quantifiable proxy variable for manager decisions. Previous research focused on manager dismissals, tenure on teams, the number of substitutions made in games or the number of healthy players on rosters held out of games for rest, generally finding small positive impacts of manager decisions on team success.

The authors quantify manager decisions by developing a novel measure of game-specific coaching decisions: the Herfindahl–Hirschman Index (HHI) of playing-time across players on a team roster over the course of a season.

Evidence from two-way fixed effects regression models explaining observed variation in National Basketball Association team winning percentage over the 1999–2000 to 2018–2019 seasons show a significant association between managers’ allocation of playing time and team success. A one standard deviation change in playing-time HHI that reflects a flattened distribution of player talent is associated with between one and two additional wins per season, holding the talent of players on the team roster constant. Heterogeneity exists in the impact across teams with different player talent.

This is one of the first papers to examine playing-time concentration in the NBA. The results are important for understanding how managerial decisions about resource allocation lead to sustained competitive advantage. Linking coaching decisions to wins can help teams to better promote this core product.

Employees’ knowledge management, which influences creativity, is a pivotal resource in organizational innovation activities, as it helps activate the knowledge resource pool and improves knowledge flow. Using social information processing theory, this study aims to construct a cross-level model to examine how knowledge hiding plays a role in the relationship between leader–member exchange differentiation (LMXD) and employee creativity.

This study surveyed 754 leader–employee matching samples from 127 teams in China innovation enterprises at two time points. Confirmatory factor analysis, convergent analysis, hierarchical regression analysis and bootstrapping method by SPSS and AMOS were used to test the hypotheses.

The empirical results demonstrate the cross-level model’s efficiency and reveal the following findings: Team-level LMXD is negatively related to employee creativity, whereas it is positively related to knowledge hiding; knowledge hiding is negatively associated with employee creativity; thus, knowledge hiding plays a mediating role in the relationships between them.

Based on the knowledge-hiding perspective, this study analyzed an underlying mechanism between LMXD and employee creativity, thereby further enriching the literature on the influence of knowledge management. This proposed connection has not been established previously. Moreover, the findings respond to the reasons for the inconsistent conclusions of previous literature on the cross-level relationship between LMXD and employee creativity based on the social information processing theory. It thus clarifies the cross-level influence path, as well as provides a theoretical basis for further research on the relationship between the two.

Drawing upon the social exchange theory, this study examines the interplay of transactive memory system (TMS) with improvisation and market competition intensity for the impact on entrepreneurship performance.

This study used the temporal separation technique and used a questionnaire survey to collect data with a final sample of 423 valid responses forming 74 entrepreneurial teams from firms across 6 cities in China.

The expertise and credibility of the TMS has a significant positive impact on entrepreneurial performance and improvisation which mediates the relationship between the expertise and credibility of the TMS and entrepreneurial performance. The intensity of market competition positively moderates the mediating role of improvisation between the expertise and credibility of the TMS and entrepreneurial performance.

This study contributes to the literature on entrepreneurship in emerging economies and entrepreneurial teams. Literature on TMS lacks studies on entrepreneurship performance. The authors' contextualized TMS perspective examines the impact of specific behavior of improvisation and, therefore, holds the promise to offer a novel angle to investigate how exactly TMS impacts entrepreneurship performance while engaging in micro-level processes and entrepreneurial phenomena such as surprises and response to surprises through improvisation. The study adds the context of social exchange theory to performance of entrepreneurial teams.

Shorter lead time with low price and quality product demand is pivotal in the garment industry. Pressure on production lead time stresses the importance of reducing style changeover time in manufacturing factories, and this paper aims to contribute to solving the challenge by showing how the single minute exchange of die (SMED) methodology in practice can be adapted to garment factories in developing countries.

The paper investigates three cases of SMED implementation integrated with responsible, accountable, consulted, informed (RACI) matrices in garment factories in an action research approach. Both quantitative and qualitative methods are applied.

The study shows a reduction of 50% to 64% of changeover time with SMED implementation measured with two key indicators – throughout time and time to reach peak production. Moreover, the implementation depends on the application of the RACI matrix for the distribution of responsibility as well as integration with the basic production flow before and after the application of SMED.

The study can guide better SMED implementation in garment factories with limited investment by stressing the need to adapt to the specifics of the garment industry, secure the division of responsibility and integrate SMED in the production flow before and after the changeover.

Limited research on the application of SMED in the garment industry. This paper contributes to understanding the specific conditions for successful implementation in the garment industry in developing countries and addresses additional activities that help secure a sustainable implementation process.

This paper explores the current state of Robo-advisory services in India. This paper further highlights the problems experienced by the service providers in disseminating the innovative business model among the Indians.

The study adopts a qualitative approach to investigate the industry experts by conducting semi-structured interviews. The data collected were transcripted and further analyzed using the content analysis technique. Finally, the authors utilized categorization and coding techniques to frame broad study themes.

The study findings reveal that the three pillars of Robo-advisory are ease and convenience, the time factor and transparency in operations. Robo-advisory services are still at a nascent stage in India. Furthermore, keeping the sentiments of Indians in mind, FinTech companies could combine automated Robo-advisory with a human touch of a wealth manager for optimal advisory services.

Since the present study is qualitative, the authors cannot generalize the study results. Future research can focus on empirically proving the constructs of the study using quantitative methods.

Robo-advisors have a well-established market in developed nations but are still nascent in developing countries like India. The current focus of service providers and regulatory authorities must be to increase awareness among investors by educating the investors and building trust.

The present study is the first to qualitatively synthesize the challenges faced by the FinTech service providers in the Indian market.