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Article
Publication date: 20 September 2018

Emilio Domínguez-Escrig, Francisco Fermín Mallén Broch, Rafael Lapiedra and Ricardo Chiva

The purpose of this paper is to provide empirical evidence of the relationship between end-user computing satisfaction (EUCS) and radical innovation, using organizational…

Abstract

Purpose

The purpose of this paper is to provide empirical evidence of the relationship between end-user computing satisfaction (EUCS) and radical innovation, using organizational learning as an explanatory variable.

Design/methodology/approach

An empirical study was conducted in a population of 402 Spanish companies. A sample of 251 valid questionnaires was obtained. Structural equations were used to validate the proposed hypotheses.

Findings

Organizational learning capability fully mediates the relationship between EUCS and radical innovation.

Research limitations/implications

The sample of companies is heterogeneous in terms of size, sector, age and market share. The study uses single informants.

Practical implications

Results highlight the need to implement adequate information systems to promote radical innovation. In addition, it is necessary to facilitate organizational contexts that encourage dialogue, experimentation, risk-taking, participative decision-making and openness to the external environment.

Originality/value

This research contributes to the study of alternative antecedents of radical innovation by highlighting the importance of EUCS.

Details

Industrial Management & Data Systems, vol. 118 no. 8
Type: Research Article
ISSN: 0263-5577

Keywords

Article
Publication date: 21 February 2020

Jacob Guinot, Sandra Miralles, Alma Rodríguez-Sánchez and Ricardo Chiva

Based on a new management paradigm rooted on care and compassion, this study explores the consequences of compassion at work on organizational learning and firm performance.

Abstract

Purpose

Based on a new management paradigm rooted on care and compassion, this study explores the consequences of compassion at work on organizational learning and firm performance.

Design/methodology/approach

Structural equation modeling (SEM) was employed to analyze the research model by using data from two different samples.

Findings

Results confirm that compassion increases firm performance through organizational learning capability; however, compassion do not enhances directly firm performance.

Research limitations/implications

The study findings indicate that when compassion is propagated among organizational members, organizations are better able to learn so they obtain a competitive advantage that is difficult to imitate and leads to higher firm performance.

Originality/value

This study takes a step forward on literature by providing empirical evidence for a promising area of management research such is compassion in organizations.

Details

Employee Relations: The International Journal, vol. 42 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 7 November 2016

Emilio Domínguez Escrig, Francisco Fermín Mallén Broch, Ricardo Chiva Gómez and Rafael Lapiedra Alcamí

The purpose of this paper is to provide empirical evidence of the relationship between altruistic leader behavior and radical innovation, using organizational learning as…

2176

Abstract

Purpose

The purpose of this paper is to provide empirical evidence of the relationship between altruistic leader behavior and radical innovation, using organizational learning as an explanatory variable.

Design/methodology/approach

To confirm the hypotheses, structural equations were used on a data set from a survey carried out on Spanish firms with recognized excellence in human resources management.

Findings

The study empirically validates the conceptual model. Results suggest that organizational learning capability fully mediates the relationship between altruistic leader behavior and radical innovation.

Research limitations/implications

The database used in the study is very heterogeneous. Future research might delimit the database by organization size or sector.

Practical implications

Results suggest ideas for organizations that want to implement a working environment that fosters innovation performance in order to achieve radical innovations.

Originality/value

This is one of the few studies to concentrate on altruistic leader behaviors as such. This paper contributes to understanding how altruistic leader behavior affects radical innovation and the key role played by organizational learning capability.

Details

Leadership & Organization Development Journal, vol. 37 no. 8
Type: Research Article
ISSN: 0143-7739

Keywords

Open Access
Article
Publication date: 24 August 2022

Zina Barghouti, Jacob Guinot and Ricardo Chiva

The authors draw on this approach to explore the consequences of compassion and altruism in the workplace for firm performance, using organizational resilience as a…

Abstract

Purpose

The authors draw on this approach to explore the consequences of compassion and altruism in the workplace for firm performance, using organizational resilience as a mediating variable.

Design/methodology/approach

In recent years, a paradigm shift has been proposed in the organizational sciences that includes a change from self-centeredness to interconnectedness. This emergent management paradigm considers that employees are not only motivated by self-interest but also by other-centered values, such as altruism and compassion for others. This alternative proposal suggests the need for a more humanistic perspective for management. To carry out the research, the authors applied a structural equation model to a sample of highly innovative companies from different sectors.

Findings

The results confirm that compassion at work leads to a climate based on altruism, which indirectly increases firm performance by means of organizational resilience. This study contributes to the organizational literature by revealing some benefits of promoting altruism and compassion in organizations.

Originality/value

This study therefore provides a detailed analysis of the consequences of altruism and compassion in organizations and reveals some organizational conditions that can drive firm performance. Moreover, this study is the first to suggest and empirically validate that a work climate based on altruism enhances organizational resilience. In turn, organizational resilience enables the firm to take appropriate actions to convert unexpected and adverse situations that potentially threaten its survival into sources of opportunity and growth.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 10 April 2017

Ricardo Chiva

The purpose of this paper is to analyze learning organization by comparing with other types of organizations. This typology is based on the levels of consciousness and…

2203

Abstract

Purpose

The purpose of this paper is to analyze learning organization by comparing with other types of organizations. This typology is based on the levels of consciousness and relates each type of organization with a level of learning and an organizational structure.

Design/methodology/approach

This is a conceptual paper based on the concept of levels of consciousness.

Findings

The paper proposes that learning organization requires the highest level of consciousness.

Originality/value

The paper uses the levels of consciousness to compare learning organization with other types of organizations.

Details

The Learning Organization, vol. 24 no. 3
Type: Research Article
ISSN: 0969-6474

Keywords

Open Access
Article
Publication date: 14 May 2018

Max Visser, Ricardo Chiva and Paul Tosey

545

Abstract

Details

The Learning Organization, vol. 25 no. 4
Type: Research Article
ISSN: 0969-6474

Article
Publication date: 12 January 2021

Emilio Domínguez-Escrig, Francisco Fermín Mallén Broch, Ricardo Chiva Gómez and Rafael Lapiedra Alcamí

The objective of this study is to analyze the relationship between leaders' forgiveness and organizational performance using radical innovation as an explanatory variable.

Abstract

Purpose

The objective of this study is to analyze the relationship between leaders' forgiveness and organizational performance using radical innovation as an explanatory variable.

Design/methodology/approach

The study was conducted in a sample frame of 11,594 Spanish companies. A total of 600 valid questionnaires were obtained. The structural equations were used to validate the proposed hypotheses.

Findings

Results confirmed the hypotheses proposed in the model: the authors provided, through structural equations, empirical evidence of the relationship between leaders' forgiveness and organizational performance, mediated by radical innovation. Leaders' forgiveness promotes radical innovation and, in turn, performance.

Research limitations/implications

The sample of companies is heterogeneous in terms of firm turnover, size and age. The study is focused on radical innovation.

Practical implications

The present study may help to develop more humane policies to manage human resources, by taking into account employees' feelings and needs.

Originality/value

The business field is closer to competitive values and has traditionally underestimated the importance of leaders' forgiveness. This is one of the few studies that empirically analyze the consequences of leaders' forgiveness within organizations.

Details

Personnel Review, vol. 51 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 18 April 2022

Emilio Domínguez-Escrig, Francisco Fermín Mallén Broch, Ricardo Chiva and Rafael Lapiedra Alcamí

Despite the growing interest in the study of authentic leadership, there is little empirical evidence of the consequences of this type of leadership for companies. On the…

1015

Abstract

Purpose

Despite the growing interest in the study of authentic leadership, there is little empirical evidence of the consequences of this type of leadership for companies. On the other hand, the mediating variables that may explain these results have not been explored in depth either. Although the academic literature suggests, from a theoretical point of view, that these leaders could favour innovation, little has been studied from an empirical perspective. This study aims to try to cover these gaps.

Design/methodology/approach

The main goal of this study is to analyse the mediating effect of organisational learning capability in the relationship between authentic leadership and innovation success. Considering a sample frame of 263 Spanish companies, this study tested the proposed hypotheses through structural equations.

Findings

The results provide empirical evidence of the positive effect of authentic leaders to promote organisational learning capability. In addition, this study confirms the positive effect of organisational learning capability on innovation success. Finally, organisational learning capability mediates the relationship between authentic leadership and innovation success.

Originality/value

To the best of the authors’ knowledge, this is the first attempt to empirically study the effects of authentic leadership on organisational learning capability and innovation success.

Details

The Learning Organization, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0969-6474

Keywords

Article
Publication date: 28 May 2021

Jacob Guinot, Adrián Monfort and Ricardo Chiva

In the last few years a new management style and paradigm has emerged with the aim of improving employee motivation, commitment and satisfaction through participatory…

1493

Abstract

Purpose

In the last few years a new management style and paradigm has emerged with the aim of improving employee motivation, commitment and satisfaction through participatory management practices and more democratic organizational structures. Based on this new paradigm, this study examines the consequences of participative decision making for job satisfaction and trust.

Design/methodology/approach

To examine the proposed relationships structural equation modelling was used on a sample of 3,364 employees conducted by the European Foundation for the Improvement of Living and Working Conditions (Eurofound).

Findings

Results confirm that participative decisions positively influence job satisfaction both directly and indirectly by means of employees' perception of trust.

Originality/value

Based on democratic management style, this study shows how participative decisions and trust can increase job satisfaction.

Details

Employee Relations: The International Journal, vol. 43 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 17 December 2021

Emilio Domínguez-Escrig, Francisco Fermín Mallén-Broch, Ricardo Chiva and Rafael Lapiedra Alcamí

The objective of this study was to provide empirical evidence of the relationship between emotional healing, analysed as a leader behaviour and radical innovation.

Abstract

Purpose

The objective of this study was to provide empirical evidence of the relationship between emotional healing, analysed as a leader behaviour and radical innovation.

Design/methodology/approach

To test the hypotheses, structural equations were used, with organisational learning capability as an explanatory variable. The study was conducted in a population of 402 Spanish companies. A sample frame of 292 questionnaires was obtained from 146 different organisations. The fieldwork took place in two stages, in 2010 and again in 2015.

Findings

Results confirm the hypotheses proposed in the model. Emotional healing promotes organisational learning capability and, in turn, radical innovation.

Practical implications

Our results provide some guidelines for companies that are trying to develop radical innovations by improving the workplace conditions.

Originality/value

To our knowledge, there are no previous studies which studied the relationship between emotional healing and its effect on radical innovation. Therefore, providing empirical evidence of such a relationship is the main contribution of this paper.

Details

Journal of Organizational Change Management, vol. 35 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

1 – 10 of 44