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The purpose of this study is to develop and validate a theory-based measure presenting the creative and innovative leadership behavior construct.
Abstract
Purpose
The purpose of this study is to develop and validate a theory-based measure presenting the creative and innovative leadership behavior construct.
Design/methodology/approach
The theoretical dimensions of five leadership theories (transformational leadership, change-oriented leadership, innovation champion, leader – member exchange and authentic leadership) were synthesized. Using a quantitative approach, the population sample was composed of 514 respondents who held management and non-management positions. The validity and reliability of the instrument were evaluated.
Findings
The results indicated that the newly developed 24-item measure achieved an acceptable level of reliability and validity in measuring the creative and innovative leadership behavior construct. Eventually, the findings revealed positive and significant influence of creative and innovative leadership behavior on creativity and innovative behavior at the individual level in the workplace.
Practical implications
Organizations should invest in the creative and innovative leadership behavior construct in their training and in the selection of leaders with the newly developed 24-item measurement scale if their purpose is to nurture and enhance creativity and innovation.
Originality/value
This study makes important theoretical contributions in different ways. The newly developed instrument contributes to the relevant literature through the development and validation of a theory-based measure. Also, this study expands knowledge about resources in the workplace that nurture and enhance creativity and innovation at the individual level.
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Tapio Jukka and Jukka Pellinen
Management controls are the processes and mechanisms managers use to influence the behaviour of individuals and groups towards the organisation’s objectives and goals. Discrete…
Abstract
Purpose
Management controls are the processes and mechanisms managers use to influence the behaviour of individuals and groups towards the organisation’s objectives and goals. Discrete management controls and management control system (MCS) frameworks have been extensively researched, but there is little research on organisation-level MCS types. This study aims to identify organisation-level MCS types.
Design/methodology/approach
This study draws on the MCS type literature, the competing values framework and the upper echelons theory to form organisation effectiveness and top management team constructs to characterise firms. Cluster analysis was used to group a sample of 318 firm-years into MCS types.
Findings
This study reports a theory-based measurement construct that is initially validated with new empirical data. The authors found from the empirical data four different categories of firms based on the general type of their MCSs labelled clan, adhocracy, market and hierarchy.
Originality/value
This study makes two contributions to the MCS literature. Firstly, it presents a theory-based measurement construct to identify organisational and top management attributes that can be used to classify organisations’ overall MCS types. Secondly, it demonstrates how information from annual reports and other publicly available data sources can be used to identify the overall MCS types of organisations.
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Kedwadee Sombultawee and Sakun Boon-Itt
This paper aims to study a scale development and validation process for an integrative marketing–operations alignment (MOA) theory. This theory was derived from several distinct…
Abstract
Purpose
This paper aims to study a scale development and validation process for an integrative marketing–operations alignment (MOA) theory. This theory was derived from several distinct theories that have attempted to explain the interaction between marketing and operations functions of manufacturing organizations. An initial qualitative research and literature review identified five antecedents to the MOA construct (decision coordination, reward system, information exchange, leadership strategy and performance evaluation) as well as two outcomes (customer orientation and competitor orientation).
Design/methodology/approach
The scale was developed and validated using successive testing processes including exploratory factor analysis, confirmatory factor analysis and structural equation modeling (LISREL).
Findings
The outcome of the research is a tested and validated model of MOA. While more work needs to be done to test and potentially extend the theory, this research has produced a basic functional model of the MOA process.
Research limitations/implications
The limitations include target populations, choice of industry and geography and cross-sectional time horizon of the study.
Originality/value
This study represents an original contribution to the organizational theory literature, as it provides both a sound theoretical basis and a validated measurement model for the proposed theory of MOA. While this research does draw on existing models, it is more comprehensive and theory-based than the existing models.
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Ad de Jong, Martin Wetzels and Ko de Ruyter
The purpose of this paper is to investigate the linkage between self‐managing team (SMT) member perceptions of collective efficacy and customer‐perceived service quality, and the…
Abstract
Purpose
The purpose of this paper is to investigate the linkage between self‐managing team (SMT) member perceptions of collective efficacy and customer‐perceived service quality, and the most cost‐efficient way to reliably assess collective efficacy and customer‐perceived service quality, using generalizability theory (G‐theory).
Design/methodology/approach
Longitudinal design; employee and customer survey data from 52 teams of a major financial services institution were collected at two points in time.
Findings
First of all, results of OLS regression analysis show a positive effect of collective efficacy on customer‐perceived service quality. In addition, taking a G‐theory approach, the results indicate that collective efficacy possesses a higher psychometric quality than customer‐perceived service quality and that the costs of reliably comparing SMTs on collective efficacy are considerably lower compared to customer‐perceived service quality. Finally, for both constructs, the results reveal subtle but relevant differences in psychometric quality and costs of data collection across different types of service (routine versus non‐routine) settings.
Practical implications
To begin with, as a linkage construct, collective efficacy provides managers a mechanism for team intervention by means of task‐focused team building, role‐play exercises, and using feedback to increase service employee confidence. Secondly, when deciding to use survey data as one means to compare performance of organizational units, managers should first determine to what extent the distinct measurement design facets (e.g. items, persons, and occasions) account for variance in measures and sample correspondingly to save money on data collection. In doing so, they should explicitly take into account the type of service context and type of respondent.
Originality/value
This study identifies collective efficacy and customer‐perceived service quality as a set of service SMT performance measures that meaningfully connects employee and customer perceptions at the group level. Secondly, a G‐theory approach was used to assess the psychometric quality of these two measures and how data collection costs can be minimized to achieve a desired level of generalizability.
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The purpose of this paper is to propose both short-term and long-term recommendations, with the potential to help cultural information systems (IS) research overcome the…
Abstract
Purpose
The purpose of this paper is to propose both short-term and long-term recommendations, with the potential to help cultural information systems (IS) research overcome the definitional and epistemological problems that cause it to remain largely immature.
Design/methodology/approach
The paper uses an extensive literature review to identify the major definitional and epistemological problems inherent in cultural IS research and to propose ways to overcome these problems.
Findings
The paper finds that cultural research in the area of IT and people needs to employ more consistent definitions of the culture construct and that such research could benefit from a diversification of the epistemological approaches employed.
Originality/value
The present paper finds that a more contemporary definition of culture is needed alongside a greater emphasis of the interpretivist approach to move cultural IS research toward maturity. The paper also suggests that anthropology constitutes a promising reference discipline for cultural IS research. In line with recent research in IS and anthropology, future IS research may consider defining culture consistently as shared values among the members of a collective rather than as a nation state since the former definition accounts for the fact that nation states are no longer culturally homogeneous.
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Notes the importance of strategic objectives to facilitate the development of competitive advantage in specific markets or market segments. Further notes the importance of the…
Abstract
Notes the importance of strategic objectives to facilitate the development of competitive advantage in specific markets or market segments. Further notes the importance of the relationship between the firm’s strategies, organizational actions and performance for the development of quality‐focused performance measurement systems, based on results of a study of six firms identified as “world class” by academic and practitioner experts. Concludes with numerous recommendations regarding division and plant strategic quality objectives, quality‐focused performance measurement systems and quality‐focused performance measurement system linkages.
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Le Dang Lang, Abhishek Behl, Nguyen Trung Dong, Yama Temouri and Nguyen Hong Thu
Coronavirus disease 2019 (COVID-19) has seriously affected the global economy. How agribusinessmen are overcoming this crisis is being noticed in emerging markets. Using social…
Abstract
Purpose
Coronavirus disease 2019 (COVID-19) has seriously affected the global economy. How agribusinessmen are overcoming this crisis is being noticed in emerging markets. Using social capital to diversify agribusiness for getting more customers is a useful solution for the growth of agribusiness. However, there is a lack of evidence on the aggregate measurement scale of social capital and the influence of behavioral goals on the intention toward agribusiness diversification. Therefore, this study aims to develop an integrated measurement of social capital and investigate its effect on agribusiness diversification intention using the expanded theory of planned behavior (TPB).
Design/methodology/approach
A mixed-methods approach is used, including four in-depth interviews, three focus group discussions and two surveys. Structural equation modeling is applied to a sample of 484 respondents to test the proposed hypotheses.
Findings
The study shows the role of social capital in influencing the intention to diversify agribusiness under the premises of the resource-based view (RBV). The scale of social capital is also developed, which is the first integrated measurement of this asset. The findings contribute significantly to the existing knowledge of social capital, the TPB and diversifying agribusiness.
Originality/value
This is the first study to explore the comprehensive effect of the facets of social capital on behavioral intention through behavioral goals and determinants of the TPB under the premises of the RBV. The findings will help emerging economies, for example, Vietnam, where most farmers are family business owners or microscaled entrepreneurs in agriculture.
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The purpose of this study is to identify the determinants of the intended use of Islamic banking and financial services by US Muslims. It builds on the plethora of studies…
Abstract
Purpose
The purpose of this study is to identify the determinants of the intended use of Islamic banking and financial services by US Muslims. It builds on the plethora of studies primarily conducted in Muslim-majority countries.
Design/methodology/approach
An extended theory of planned behavior model was tested using structural equation modeling. The hypothesized paths were positive attitude, positive subject norms, perceived behavioral control, greater Islamic religiosity and lower perceived cost of being Muslim. A sample size of n = 251 was analyzed.
Findings
The analysis showed that positive attitudes toward Islamic financial services were found to be statistically significant (p < 0.001), and its path was the strongest. The higher Muslim identification path was trending toward being statistically significant (p < 0.086). The analysis also showed that lower perceived cost of being Muslim path was statistically significant (p < 0.035), but in the opposite hypothesized direction. No support was found for the effect of positive subjective norms or perceived behavior control hypotheses.
Research limitations/implications
The study was exploratory in nature and has limitations, including some discriminant validity problems.
Practical implications
The paper includes recommendations for US Islamic banking and financial services providers to develop more effective market segmentation and targeting, as well as integrated marketing communication strategies.
Originality/value
This paper fulfills a void in research on Islamic marketing in the West, particularly the USA, a country with a nominal Muslim population.
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Gerry Larsson and Christina Björklund
The purpose of this study is twofold. First, to compare the self-rated leadership behaviors, leadership-related competencies and results of the leadership of younger, mid-aged and…
Abstract
Purpose
The purpose of this study is twofold. First, to compare the self-rated leadership behaviors, leadership-related competencies and results of the leadership of younger, mid-aged and older leaders; and second to compare these aspects among younger leaders in different kinds of the work environment and between men and women.
Design/methodology/approach
Data was collected using the developmental leadership questionnaire from a sample of Swedish leadership course participants (N = 7,743).
Findings
The results showed that the younger group of leaders (29 years old or younger n = 539), rated themselves more negatively than the mid-aged (30–50 years, n = 5,208) and older (51 years or older, n = 1,996) leaders. Analysis of the group of younger leaders showed that those working in the private sector scored most favorably. The gender comparison revealed that young male leaders scored higher on negative conventional (transactional) and destructive leadership behaviors. A logistic regression analysis of the younger group showed that social competence, developmental leadership and destructive leadership (negative) influenced self-rated results of leadership.
Research limitations/implications
The study is based on leaders’ self-ratings only.
Practical implications
The results can be used in leadership development contexts and in individualized coaching or mentoring programs.
Originality/value
The results have new implications for leadership theory related to self-confidence, stereotypes, selection and organizational culture.
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Lingling Yu, Xiongfei Cao, Zhiying Liu and Junkai Wang
The purpose of this paper is to explore the effects of excessive social media use on individual job performance and its exact mechanism. An extended stressor–strain–outcome…
Abstract
Purpose
The purpose of this paper is to explore the effects of excessive social media use on individual job performance and its exact mechanism. An extended stressor–strain–outcome research model is proposed to explain how excessive social media use at work influences individual job performance.
Design/methodology/approach
The research model was empirically tested with an online survey study of 230 working professionals who use social media in organizations.
Findings
The results revealed that excessive social media use was a determinant of three types of social media overload (i.e. information, communication and social overload). Information and communication overload were significant stressors that influence social media exhaustion, while social overload was not a significant predictor of exhaustion. Furthermore, social media exhaustion significantly reduces individual job performance.
Originality/value
Theory-driven investigation of the effects of excessive social media use on individual job performance is still relatively scarce, underscoring the need for theoretically-based research of excessive social media use at work. This paper enriches social media research by presenting an extended stressor–strain–outcome model to explore the exact mechanism of excessive use of social media at work, and identifying three components of social media-related overload, including information, communication and social overload. It is an initial attempt to systematically validate the casual relationships among excessive usage experience, overload, exhaustion and individual job performance based on the transactional theory of stress and coping.
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