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Article
Publication date: 8 July 2021

Isa Nsereko, Juma Wasswa Balunywa, Lawrence Musiitwa Kyazze, Hamidah Babirye Nsereko and Jamidah Nakato

The purpose of this study is to examine the relationship between entrepreneurial alertness, personal initiative and social entrepreneurial venture creation and to examine the…

Abstract

Purpose

The purpose of this study is to examine the relationship between entrepreneurial alertness, personal initiative and social entrepreneurial venture creation and to examine the mediating role of personal initiative in the relationship between entrepreneurial alertness and social entrepreneurial venture creation among social ventures in Uganda.

Design/methodology/approach

The study adopts a quantitative approach where hypotheses were statistically tested using structural equation modeling based on survey data (n = 243) from community-based organization owner-managers in Uganda.

Findings

Results show that both entrepreneurial alertness and social personal initiative are positively and significantly associated with social entrepreneurial venture creation. Results further indicate that personal initiative partially mediates the relationship between entrepreneurial alertness and social entrepreneurial venture creation.

Originality/value

To the authors’ knowledge, this study provides a shred of initial empirical evidence on the relationship between entrepreneurial alertness, entrepreneurial personal initiative and social entrepreneurial venture creation using evidence from Uganda, a developing country. Mostly, this study provides initial evidence of the mediating role of personal initiative in the relationship between entrepreneurial alertness and social entrepreneurial venture creation in an under-researched developing country – Uganda.

Details

Journal of Enterprising Communities: People and Places in the Global Economy, vol. 16 no. 3
Type: Research Article
ISSN: 1750-6204

Keywords

Article
Publication date: 20 February 2009

Annika Lantz and Kin Andersson

Learning at work generalises through socialisation into behaviours away from the workplace. The aim of this study is to give empirical evidence of a positive relationship between…

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Abstract

Purpose

Learning at work generalises through socialisation into behaviours away from the workplace. The aim of this study is to give empirical evidence of a positive relationship between job design, self‐efficacy, competence efficacy and personal initiative at work, and proactive job search while under notice of redundancy and in unemployment.

Design/methodology/approach

The results are based on a detailed work task analysis and self‐reported data by individuals who had been made redundant (n=176).

Findings

The paper finds that the theoretical model received substantial, but not full support. Job design has impact on personal initiative through self‐efficacy and competence‐efficacy as mediating variables between job design and personal initiative. Personal initiative at work affects proactive job search when facing unemployment.

Research limitations/implications

A limitation is that the respondents in general had jobs that were low‐skilled and routine. It is likely that a research group with larger differences in job design would show stronger relations between job design and personal initiative.

Practical implications

Work task analysis identifies conditions at work that minimise and mitigate individual initiative and makes it possible to correct them in order both to enhance organisational effectiveness and the individuals' long‐term employability.

Originality/value

The paper proposes that autonomy and complexity, which are the aspects most predominant in the study of how job design affects personal initiative and self‐efficacy, are too limited. The sequential completeness provides a broader or narrower scope of work tasks and more or less feed back which is crucial for learning and mastery‐experiences. Demand on cooperation, demand on responsibility, cognitive demand and learning opportunities affect initiative‐taking as well.

Details

Journal of Workplace Learning, vol. 21 no. 2
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 17 June 2022

Joana R.C. Kuntz and Shalini Pandaram

This study drew on person-organization fit and ideological psychological contract theories to test whether inclusiveness, operationalized as sense of belonging, could be explained…

Abstract

Purpose

This study drew on person-organization fit and ideological psychological contract theories to test whether inclusiveness, operationalized as sense of belonging, could be explained by congruence/discrepancy between employees' personal value of diversity, equity and inclusion (DEI) initiatives and employees' views of perceived organizational commitment to these initiatives. The study also examined whether sense of belonging, and perspectives of DEI initiatives, differed between majority [New Zealand European (NZE)] and minority [Māori/Pasifika (MP)] workers.

Design/methodology/approach

A total of 771 employees from a New Zealand healthcare organization completed an online survey. Further to mean difference tests to contrast majority and minority group experiences, polynomial regressions with response surface methodology were conducted to examine congruence effects on sense of belonging.

Findings

While MP workers attributed greater personal value to DEI initiatives and viewed the organization as prioritizing these initiatives compared to NZ European (NZE) workers, MP workers experienced a lower sense of belonging. Further, the authors' results show that congruence at higher levels of personal and organizational importance ascribed to DEI initiatives was associated with greater sense of belonging. Contrary to the deficiency-based discrepancy effect proposed, the lowest levels of belonging were experienced at low levels of organizational commitment to DEI, regardless of personal diversity value. Additionally, MP were more susceptible to ideological psychological contract breach than NZE workers.

Practical implications

The authors' study highlights that while positive diversity climate perceptions are closely linked to perceptions of inclusion, organizations will discern the factors that contribute to or undermine inclusiveness by also gaging personal value DEI initiatives and the unique experiences of minority and majority groups.

Originality/value

This study is the first to examine the effect of diversity-related value congruence on employees' sense of belonging, and to uncover racioethnic differences in these effects.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 41 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 9 April 2018

Ashkan Khalili

The purpose of this paper is to determine empirically the influence of leader-member exchange (LMX) on employees’ creativity and innovation. In addition, this study investigated…

1661

Abstract

Purpose

The purpose of this paper is to determine empirically the influence of leader-member exchange (LMX) on employees’ creativity and innovation. In addition, this study investigated the moderating role of employees’ personal initiative on the associations.

Design/methodology/approach

Data were gathered from 1,221 employees working in organizations across various industries in Australia.

Findings

The findings of this study revealed positive and significant relationships between LMX and employees’ creativity and innovation. Also, the findings indicated employees’ personal initiative moderated the LMX-employees’ creativity and LMX-employees’ innovation relationships.

Practical implications

Organizations should invest in LMX training and in the selection of leaders with this leadership style if their aim is to nurture and intensify employees’ creativity and innovation. They also should invest in personal initiative training in order to amplify the effect of LMX on creativity and innovation in organization.

Originality/value

This study makes vital theoretical contributions in different ways. In the domain of creativity and innovation, it addresses factors that impact employees’ creativity and innovation. It expands knowledge about organizational resources that nurture and enhance the creativity and innovation of employees. For LMX, this study supplements existing research by examining employees’ creativity and innovation as outcomes. Also, identifying personal initiative as an amplifier of the LMX-employees’ creativity and innovation relationships extends research in that domain. This study is also a rare investigation of the Australian context.

Details

Journal of Organizational Change Management, vol. 31 no. 2
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 12 March 2018

Martin Mabunda Baluku, Dorothee Löser, Kathleen Otto and Steffen Erik Schummer

The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions…

1360

Abstract

Purpose

The purpose of this paper is to examine the role of protean-related traits and attitudes in the development of international mobility (expatriation) and entrepreneurial intentions among early career professionals. Career mobility is of increasing relevance to achieving career success in the era of protean and boundaryless careers, and in the present day highly globalized labor market. International mobility provides opportunities for work in organizations (corporate expatriation) as well as in entrepreneurship (expat entrepreneurship).

Design/methodology/approach

This paper reports two studies examining the role of “protean career personality,” conceptualized as consisting of personal initiative and flexibility on entrepreneurial and expatriation intention, looking at career orientation attitude as the mediating mechanism. In study 1, the impact of personal initiative and flexibility on the two career mobility paths is explored using a sample of 442 German undergraduate students. Study 2 replicates these relationships among a sample of 100 early career professionals who graduated with a diploma in psychology.

Findings

Results indicate that for the sample of undergraduate students, flexibility and career orientation were positively related to expatriation intention. However, the mediation path was non-significant. On the other hand, personal initiative and career orientation were essential for entrepreneurial intentions, with a significant mediation path. For the early career professionals in contrast, only flexibility turned out to be resourceful for both expatriation and entrepreneurial intentions.

Practical implications

Suggestions for supporting early career professionals to develop interest in working abroad or in entrepreneurship are provided. Particularly, the results indicate that protean traits affect mobility intentions differently. To strengthen intentions for expatriation work, attention should be paid enhancing the ability for staying flexible when it comes to career choices. This applies to both undergraduate students and early career professionals. However, a strong career orientation is also essential to the development of expatriation intention among current students. On the other hand, enhancing proactivity could strengthen entrepreneurial intention among undergraduate students.

Originality/value

This study applies protean-related traits and attitudes; and how they work together in the development of mobility intentions among undergraduate students and early career professionals. The study reveals differential roles of these traits and attitudes among these groups, with regard to expatriation and entrepreneurship. This is important for career guidance.

Article
Publication date: 30 June 2022

Hongxin Wang, Chundong Zheng, Wenqing Wu and Fanhui Sui

Based on a personality-behavior-outcome framework, this study analyzes how entrepreneurs' dual narcissism (i.e. narcissistic admiration and rivalry) affects new venture growth…

Abstract

Purpose

Based on a personality-behavior-outcome framework, this study analyzes how entrepreneurs' dual narcissism (i.e. narcissistic admiration and rivalry) affects new venture growth (NVG) through learning from entrepreneurial failure (LFEF) and discusses the moderating effect of personal initiative on the relationship between dual narcissism and LFEF.

Design/methodology/approach

A total of 294 entrepreneurs from different cities and industries in China were selected as the research sample. The mediation effect was examined using the PROCESS macro, and the moderation effect was tested via hierarchical regression analysis.

Findings

This study found that narcissistic admiration positively affected NVG, while narcissistic rivalry had the opposite effect. LFEF mediated the relationships between narcissistic admiration/rivalry and NVG. In addition, the effects of narcissistic admiration and rivalry on LFEF were moderated by personal initiative.

Practical implications

The findings suggest that entrepreneurs with narcissistic rivalry should deliberately regulate their cognition of failure and strengthen their learning from failure. Moreover, entrepreneurship education mentors should emphasize cultivating and guiding entrepreneurs' personal initiative in the context of frustration education. In addition, venture capitalists can consider incorporating the personality traits (i.e. dual narcissism and personal initiative) of entrepreneurs into the investment decision-making index system.

Originality/value

This study advances the relationship between narcissism and performance through the perspective of dual narcissism and provides a learning theory perspective for analyzing the narcissism–performance relationship. Moreover, by exploring the moderating role of personal initiative, this study enriches the understanding of the conditional factor that affects the ability to learn from failure.

Details

Journal of Organizational Change Management, vol. 35 no. 7
Type: Research Article
ISSN: 0953-4814

Keywords

Book part
Publication date: 27 June 2015

Shannon E. Finn Connell and Ramkrishnan V. Tenkasi

Organizations facing issues related to growth, innovation, and strategy are embracing design thinking, a problem-solving process. This study explores 40 design thinking…

Abstract

Organizations facing issues related to growth, innovation, and strategy are embracing design thinking, a problem-solving process. This study explores 40 design thinking initiatives and identifies operational practices emerge and empirical categories across various contexts. Quantitative analyses of the initiatives and qualitative interview data are used to distinguish four configurations of action analogous to races: training, emphasizing learning-by-doing; marathons, capturing personal reflection over a long project; relays, highlighting team collaboration; and sprints, reflecting fast-paced product innovation. The initiatives are differentiated as designer-led versus team-driven and, low-urgency versus high-urgency. Implications of practicing design thinking in Organization Development and Change are discussed.

Details

Research in Organizational Change and Development
Type: Book
ISBN: 978-1-78560-018-0

Keywords

Article
Publication date: 1 September 2022

Parul Malik and Pooja Malik

Based on the self-determination and affective events theories, the current research examined the mediating role of occupational self-efficacy (OSE) between individualized…

Abstract

Purpose

Based on the self-determination and affective events theories, the current research examined the mediating role of occupational self-efficacy (OSE) between individualized consideration transformational leadership (ICTL) and affective commitment relationship. Furthermore, this study tests the moderating role of personal growth initiative on the relationship between ICTL and OSE.

Design/methodology/approach

To examine the relationship, the authors carried out a time-lagged study spanning over four months for analyzing the indirect effect of ICTL on affective commitment via OSE among 382 Generation Y employees working in Indian IT (information technology) organizations. Results were analyzed using Process macro.

Findings

The study results revealed that OSE significantly mediated the relationship between ICTL and affective commitment. It was also established that the positive relationship between ICTL and OSE was stronger among employees who perceived higher levels of personal growth initiative.

Practical implications

The findings carry substantial implications for researchers and organizational practitioners. Indeed, the results indicate that human resource management practitioners are required to nurture an ICTL approach for boosting employees' affective commitment levels.

Originality/value

The study proposed a model focusing on the role of ICTL in enhancing employees' OSE and affective commitment. Also, the study contributes to existent research by demonstrating the role of personal growth initiative in understanding the relationship between ICTL and OSE. Moreover, this study provides theoretical and practical implications.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 8 August 2016

Anna Carmella G. Ocampo and Melissa Lopez Reyes

A positive perception of work helps counteract the stress and psychological loss because of non-optimal working conditions. This paper aims to hypothesize two pathways through…

Abstract

Purpose

A positive perception of work helps counteract the stress and psychological loss because of non-optimal working conditions. This paper aims to hypothesize two pathways through which social-psychological resources in the workplace contribute to positive work perception: one pathway is direct and the other is through the mediating mechanism of youth’s internal resource.

Design/methodology/approach

Filipino working youth from a government program for out-of-school poor youth, or working students enrolled in a free night high school, completed pertinent scales of the Multicontext Assessment Battery of Youth Development.

Findings

Co-workers’ endorsement of work values and their joint exercise of resilience-building skills build youth’s positive work perception. Youth’s personal initiative contributes to their positive work perception by its direct influence and also by its mediating mechanism.

Research limitations/implications

The cross-sectional survey of this study does not allow for a definitive temporal progression from resources to positive work perception as does a longitudinal study.

Social implications

For poor working youth, the threats of a financially bleak future can be tempered by an attitude that recognizes work not only as financially necessary but also as beneficial to one’s growth. The social-psychological resources in the workplace and the youth’s emerging personal initiative jointly contribute to a positive perception of work.

Originality/value

The current research shifts the focus of analysis from disadvantageous employment conditions to the affective and motivational aspects of employment and uses the conservation-of-resources theory to plot the flow of resources from the workplace to the worker.

Details

Journal of Workplace Learning, vol. 28 no. 6
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 3 April 2019

Saija Mauno, Bettina Kubicek, Jaana Minkkinen and Christian Korunka

In order to understand the driving forces behind intensified job demands (IJDs), the purpose of this paper is to examine demographic factors, structural work-related factors…

Abstract

Purpose

In order to understand the driving forces behind intensified job demands (IJDs), the purpose of this paper is to examine demographic factors, structural work-related factors, personal and job resources as antecedents of IJDs.

Design/methodology/approach

The study is based on cross-sectional (n=4,963) and longitudinal (n=2,055) quantitative data sets of Austrian employees. Data sets were analyzed via regression analyses.

Findings

The results showed that IJDs, as assessed through five sub-dimensions: work intensification, intensified job-related, career-related planning and decision-making demands, intensified demands for skills and for knowledge-related learning, remained fairly stable overtime. The most consistent antecedents of IJDs were personal initiative and ICT use at work. Job resources, e.g. variety of tasks and lacking support from supervisor, related to four sub-dimensions of IJDs.

Research limitations/implications

The findings suggest that personal (being initiative) and job resources (task variety) may have negative effects as they associated with IJDs. Moreover, supervisors’ support is crucial to counteract IJDs.

Practical implications

Employers should recognize that certain personal (e.g. personal initiative) and job-related resources (e.g. lacking supervisory support) might implicate higher IJDs, which, in turn, may cause more job strain as IJDs can be conceived as job stressors.

Originality/value

IJDs have received very little research attention because they are new job demands, which however, can be expected to increase in future due to faster technological acceleration in working life. The study has methodological value as longitudinal design was applied.

Details

Employee Relations: The International Journal, vol. 41 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

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