Search results
1 – 10 of over 6000Guiwen Liu, Yue Yang, Kaijian Li, Asheem Shrestha and Taozhi Zhuang
Micro-regeneration can effectively enhance a neighborhood’s commercial vitality and serve as a viable approach to boost economic benefits. However, the small scale of…
Abstract
Purpose
Micro-regeneration can effectively enhance a neighborhood’s commercial vitality and serve as a viable approach to boost economic benefits. However, the small scale of micro-regeneration efforts and the fragmented nature of information currently limit the availability of strong empirical evidence demonstrating its impact on neighborhood commercial vitality. The aim of the study was to examine the link between micro-regeneration and neighborhood commercial vitality, focusing on the average, time-lag, spatial spillover, and spatial heterogeneity effects.
Design/methodology/approach
Using the panel data set of 1,755 neighborhoods in Chongqing from 2016 to 2021 as the research sample, the difference-in-differences (DID) method was employed in this study to explore the impact micro-regeneration has on neighborhood commercial vitality.
Findings
The results illustrate that: (1) micro-regeneration can promote neighborhood commercial vitality in terms of the number and types of local consumption amenities by 27.76 and 5.89%, respectively, with no time-lag effect; (2) the positive spillovers can exist within the range of 5,000 meters–5,500 meters of regenerated neighborhoods; and (3) the effect of micro-regeneration on neighborhood commercial vitality can be greater in peripheral areas than in core areas of the city.
Originality/value
The findings fill the knowledge gap on the relationship between micro-regeneration and neighborhood commercial vitality. Additionally, the results on the time-lag effect, spatial spillover effects, and spatial heterogeneity provide practical implications that can support the government and private sector in developing temporal and spatial arrangements for micro-regeneration projects.
Details
Keywords
Theory suggests that a person who is vital is energetic and fully functioning. Although researchers have recently directed increased attention to studying factors that facilitate…
Abstract
Theory suggests that a person who is vital is energetic and fully functioning. Although researchers have recently directed increased attention to studying factors that facilitate or undermine vitality, this subject of inquiry is in its early stages, particularly in work settings. One critical social factor impacting vitality may be interpersonal relationships. This study examines how interpersonal relationships between co-workers affect employee vitality and job performance. Results of a study on 147 employees in work organizations indicate that both the capacities and experiences of high-quality relationships are positively associated with feelings of vitality, which, in turn, result in enhanced job performance.
Keita Kinoshita and Hirotaka Matsuoka
The purpose of the present study was to investigate the impact of sport fans' team identification on their emotional experiences (i.e. vitality and game satisfaction) using…
Abstract
Purpose
The purpose of the present study was to investigate the impact of sport fans' team identification on their emotional experiences (i.e. vitality and game satisfaction) using two-wave data in a specific sport event during the declaration of the emergency statement in Japan. The study also aims to test the moderating effects of risk perceptions about COVID-19 and the game outcome on the relationship between team identification and vitality/game satisfaction.
Design/methodology/approach
The present research was conducted in the context of a sport event in Tokyo (the Japanese Rugby Top League 2020–2021 Season Playoff Tournament Final) during the declaration of the emergency statement period in Japan. The data were collected through a two-wave design (before and after the game) from the spectators of the event.
Findings
Team identification significantly predicted higher vitality after the game but not game satisfaction. Additionally, the moderation test found that sport fans with high social risk perception about the COVID-19 showed a positive relationship between team identification and vitality but not for the fans with low social risk perception.
Practical implications
The present results suggest that sport events can be advertised for sport fans as a tool to increase physical and psychological energy in their daily lives during the pandemic.
Originality/value
The present study demonstrated that team identification predicted greater vitality after the spectatorship during the COVID-19 outbreak. In particular, higher social risk perception was a significant catalyst to improve vitality after the game.
Details
Keywords
Noor Liza Adnan, Rokiah Muda, Wan Noor Hazlina Wan Jusoh and Rohana Yusoff
Academic vitality and burnout studies can help the university administrators and lecturers to develop a quality education and provide more conducive working environments. Hence…
Abstract
Purpose
Academic vitality and burnout studies can help the university administrators and lecturers to develop a quality education and provide more conducive working environments. Hence, understanding and fostering what contributes to faculty and institutional vitality is central to prevent burnout during times of change. Therefore, the purpose of the study is to investigate the level of vitality amongst lecturers in Malaysia and to see if there is any significant difference in vitality between the subgroups of the demographic variables.
Design/methodology/approach
The study was conducted on 379 academicians from selected public and private universities, polytechnics and university colleges. Data were collected via Survey Monkey application. Descriptive analysis was conducted where mean values, standard deviation and median were calculated. Analysis of variance (ANOVA) was conducted to see whether there is significant difference in vitality between the subgroups of the demographic. Additionally, Box and Whiskers plot was used to analyse the outliers to further scrutinise the extremely low mean scores. Open ended responses were also analysed to support the statistical analysis.
Findings
Results obtained reveal that almost 25% of the respondents indicate high vitality; another 25% are moderately vital; while about 50% fall under the group of low to very low vitality. Only administrative posts were found to have a significant difference in overall vitality, while age, gender, number of children, income level, working experience and teaching field showed no significant difference.
Originality/value
This paper differs from other previous studies as it defined the different levels of vitality amongst academics based on quartiles. One important contribution of this paper is the use of the slider scale with percentage as the scoring units that provide an infinitesimal rating option that enriches the collected data and enables application of mathematical operations, such as the mean. The use of this slider scale had also facilitated the analysis of outliers due to the scale’s discriminative feature to scrutinise those considered as outliers.
Details
Keywords
Yufang Huang and Xin Chen
As personalized work arrangements, idiosyncratic deals can activate employees’ energy and thus affect their innovative performance. The purpose of this study was to examine…
Abstract
Purpose
As personalized work arrangements, idiosyncratic deals can activate employees’ energy and thus affect their innovative performance. The purpose of this study was to examine whether employee vitality mediates the relationships between two different types of idiosyncratic deals and the innovative performance of employees and whether the mediating effects are moderated by employees’ age.
Design/methodology/approach
Matched data were collected from 620 employees and their direct supervisors who work in two large Chinese technology R&D organizations.
Findings
Results indicate that two different types of i-deals (task and work responsibilities i-deals and flexibility i-deals) are positively related to the innovative performance of employees and that vitality mediates those relationships. Further, chronological age enhances the positive relationship between task and work responsibilities i-deals and vitality, and it enhances the indirect effect that task and work responsibilities i-deals relate to the innovative performance of employees through vitality. However, the results of this study indicate that the moderating effect of chronological age on flexibility i-deals and vitality, as well as the moderated mediation effects of vitality on the relationship between flexibility i-deals and the innovative performance of employees, did not meet the standard for significance.
Originality/value
Based on the cognitive evaluation theory, this study explores more deeply the mechanism by which task and work responsibilities i-deals and flexibility i-deals activate employees’ energy and thus influence their innovative performance. In addition, this study comprehensively considers the moderating effect of chronological age, an important demographic variable, on the mechanism of idiosyncratic deals.
Details
Keywords
J. Bruce Gilstrap, Jaron Harvey, Milorad M. Novicevic and M. Ronald Buckley
Research vitality addresses the perseverance that faculty members in the organization sciences experience in maintaining their research quantity and quality over an extended…
Abstract
Purpose
Research vitality addresses the perseverance that faculty members in the organization sciences experience in maintaining their research quantity and quality over an extended period of time. The purpose of this paper is to offer a theoretical model of research vitality.
Design/methodology/approach
The authors propose a model consisting of individual and situational factors which influence the motivation and commitment of a professor to continue to conduct quality research over an extended period of time. Additionally, the authors identify benefits that may accrue when faculty members possess research vitality and discuss human resource management implications for schools engaged in hiring, tenuring, promoting, and socializing faculty members. A set of propositions about research vitality and contextual factors that influence this construct are presented and discussed.
Findings
An individual‐level construct that represents a time related measure of the quality and quantity of individual contributions to the scholarly discipline of management is developed. Every individual in the organizational sciences field has the capability to contribute in a meaningful way.
Research limitations/implications
The model presented has a number of personal implications and departmental implications such as how to predict research vitality in junior faculty members.
Practical implications
The framework should be used for understanding one element of success in the organizational sciences.
Originality/value
The paper develops a model of research vitality to explain why some faculty continue to be productive, even in the face of a challenging research process.
Details
Keywords
Muhammad Adeel Anjum, Ammarah Ahmed, Lin Zhang and Dilawar Khan Durrani
Although past research has looked into myriad consequences of workplace incivility, little attention has been paid to the effects of supervisor incivility (SI) on employees’ sense…
Abstract
Purpose
Although past research has looked into myriad consequences of workplace incivility, little attention has been paid to the effects of supervisor incivility (SI) on employees’ sense of vitality and their discretionary work effort (DWE). Moreover, the mechanisms that drive the harmful effects of SI remain largely unknown. The current study seeks to address these gaps in the literature. In particular, this study aims to examine how SI culminates in decreased DWE.
Design/methodology/approach
Adopting a cross-sectional survey design, data for this study were gathered from 151 employees of two large companies in the financial services sector of Pakistan. A number of analysis techniques (e.g. confirmatory factor analysis and bootstrapping) were used to analyze the data.
Findings
As predicted, SI was found to be negatively associated both with subordinates’ sense of vitality and DWE while vitality was found to be positively associated with DWE. Findings also indicated that one way in which SI negatively affects subordinates’ DWE is by decreasing their sense of vitality.
Practical implications
This study offers several useful implications for management practice in relation to preventing SI and mitigating its effects and bolstering employees’ sense of vitality.
Originality/value
To the best of the knowledge, this study is the first to unpack the relationship dynamics of SI, vitality and DWE, and to introduce a mechanism by which SI translates into reduced DWE.
Details
Keywords
Sumant Kumar Bishwas and Sushil .
The purpose of this paper is to develop an integrated framework for achieving high organization vitality by exploring the concept of vitality, identifying the effect of some of…
Abstract
Purpose
The purpose of this paper is to develop an integrated framework for achieving high organization vitality by exploring the concept of vitality, identifying the effect of some of the important processes on vitality issue, and interrelationships of organization vitalization processes.
Design/methodology/approach
This study is based on an integrated approach of exploratory and empirical research. The exploratory phase includes review of literature and secondary caselets study. Total interpretive structural modeling (TISM) method has been used for developing the conceptual framework that reflects the interrelationships between the identified processes; learning, innovation, flexibility, and entrepreneurship with organization vitality. The developed conceptual framework has been tested using empirical research. Regression analysis has been conducted on 78 sample to find the significance of the relationships among the discussed processes.
Findings
In this study, initially, a conceptual framework has been developed using TISM. Further, the conceptual framework has been tested through empirical research. This framework can be used as a guiding tool for better implementation of the discussed processes and to achieve high organization vitality considering it in a holistic manner.
Research limitations/implications
This study is limited up to development of a framework that can be further tested on specific industry using empirical data or conducting a detail case study. This study can be taken as a base for developing thinking on vitality and vitalization processes for further research.
Practical implications
The paper highlights the organization vitality concept, integration issue of meta organizational processes, and how the vitality can be achieved by integrating the critical organizational processes. The outcome of this study may impact up to a significant extent by focussing in the right direction and developing some policy or providing direction, considering the results of this study toward achieving high organization vitality.
Originality/value
The developed conceptual framework is a unique contribution in literature on the integration aspect of the processes that are critical for achieving high vitality. This paper explores organization vitality issue and process integration, and opens a gate for future research in this direction.
Details
Keywords
Naval Garg and Ayatakshee Sarkar
Vitality is an occurrence of having extremely high energy, stamina, physical or mental vigor. This study tends to investigate whether gratitude and resilience lead to vitality. In…
Abstract
Purpose
Vitality is an occurrence of having extremely high energy, stamina, physical or mental vigor. This study tends to investigate whether gratitude and resilience lead to vitality. In particular, it tends to examine the necessity and sufficiency of gratitude and resilience for vitality among Indian university students.
Design/methodology/approach
The collected data are analyzed with the help of different statistical tools like the measure of central tendency, standard deviation, correlation, linear and multiple regression, and necessary condition analysis.
Findings
The results establish both gratitude and resilience as sufficient and necessary conditions for the occurrence of vitality among students. Theoretical and practical implications, along with scope for future researchers, are also elaborated.
Practical implications
Though universities are the active change agents and change-makers in the lives of the students, the onus of positive transformation lies on both students and the university administration. Hence these prosocial measures like gratitude and resilience, which are self-regulating, self-professed and competent, help to build internal psychological resources to promote sustainable vitality.
Originality/value
The present study is probably the first study that explores sufficiency and necessity of resilience and gratitude for vitality among students. The findings suggest that university administration may rely on gratitude and resilience-based interventions to enhance vitality of students.
Details
Keywords
Lars Tummers, Peter M. Kruyen, Dominique M. Vijverberg and Tessa J. Voesenek
Organizations are continuously under pressure to adapt to changing circumstances. Job proactivity and vitality are important in changing environments. For instance, vital…
Abstract
Purpose
Organizations are continuously under pressure to adapt to changing circumstances. Job proactivity and vitality are important in changing environments. For instance, vital employees can better deal with change because they possess more energy. However, it is still unclear how organizations can stimulate proactivity and vitality. The purpose of this paper is to connect HRM and change management by analyzing how HRM practices can stimulate job proactivity and vitality.
Design/methodology/approach
The authors used survey data collected in three large public healthcare organizations in the Netherlands (n=1,507) to investigate the effects of five important HRM practices on proactivity and vitality. Analyses were performed using structural equation modeling.
Findings
Results suggest that three HRM practices are particularly effective for improving proactivity and vitality: high autonomy, high participation in decision making and high quality teamwork. Based on these results, the authors discuss the possibilities of using HRM to improve employees’ abilities to deal with organizational change.
Originality/value
This study is one of the first to empirically connect HRM to change management. Furthermore, it uses new concepts derived from positive psychology (job proactivity and vitality) to show how HRM can be beneficial for organizational change.
Details