Showing papers in "Group & Organization Management in 2015"
TL;DR: In this article, the authors synthesize formerly dispersed fields of research into an analytical framework, signposting a systems of innovation approach for future studies of social innovation and social entrepreneurship.
Abstract: Corporate social responsibility (CSR) literature suggests CSR initiatives extend beyond meeting the immediate interests of stakeholders of for-profit enterprises, offering the potential to also enhance performance. Growing disillusionment of for-profit business models has drawn attention to social entrepreneurship and social innovation to ease social issues. Adopting a systematic review of relevant research, the article provides collective insights into research linking social innovation with social entrepreneurship, demonstrating growing interest in the area over the last decade. The past 5 years have seen a surge in attention with particular focus on the role of the entrepreneur, networks, systems, institutions, and cross-sectoral partnerships. Based on the findings of the review, the authors synthesize formerly dispersed fields of research into an analytical framework, signposting a “systems of innovation” approach for future studies of social innovation and social entrepreneurship.
448 citations
TL;DR: This paper reviewed and synthesized the empowering leadership literature and, as a result, suggest two new provocative lines of inquiry directing future research, and set an agenda for the next decade of research on empowering leadership.
Abstract: We review and synthesize the empowering leadership literature and, as a result, suggest two new provocative lines of inquiry directing future research. Based on a set of testable propositions, we first encourage researchers to answer the question of why empowering leadership occurs. Second, we encourage researchers to explore less positive and unintended, negative outcomes of empowering leadership. To identify opportunities for future work along these two lines, we use four theoretical perspectives including (1) person–situation interactions, (2) followership theory, (3) contingency approaches to leadership, and, (4) the too-much-of-a-good-thing effect. As a result, we set an agenda for the next decade of research on empowering leadership.
223 citations
TL;DR: The Call for Proposals for Group & Organization Management's (GOM) Conceptual Issue as mentioned in this paper was developed to increase the likelihood that potential authors would submit viable proposals, however, these conversations quickly turned to questions regarding "what is a conceptual paper?" are conceptual papers just papers without data?
Abstract: When developing the Call for Proposals for Group & Organization Management’s (GOM) Conceptual Issue, we had lengthy discussions with colleagues and with each other about the best way to phrase the Call, and to increase the likelihood that potential authors would submit viable proposals. However, these conversations quickly turned to questions regarding “what is a conceptual paper?” Are conceptual papers just papers without data? Are conceptual papers different from theoretical papers? What about review papers, are they different from these? Within the management field, we tend to group nonempirical papers into theory, review, or commentary/critique pieces (Cropanzano, 2009). So, what is a conceptual paper? To some extent, the answer to each of the questions posed above is, “yes, but not quite.” Thus, in the Call for Proposals, we noted that “beyond summarizing recent research, manuscripts should provide an integration of literatures, offer an integrated framework, provide value added, and highlight directions for future inquiry. Papers are not expected to offer empirical data.” So, what does this really mean?
208 citations
TL;DR: In this article, the authors argue that the impact of CSR on employee creativity is contingent upon a focal firm's corporate ability (CA), i.e., its expertise in producing and delivering its products/services.
Abstract: A growing body of research examines whether and how corporate social responsibility (CSR) leads to positive employee attitudes and work behaviors. While previous research suggests that CSR improves employee loyalty, motivation, satisfaction and commitment, little research examines how CSR affects employee creativity. In addition, considerable skepticism remains regarding the significance of CSR in relation to employee attitudes and behaviors and of the potential contingencies that intervene in these relationships. In this study, we argue that the impact of CSR on employee creativity is contingent upon a focal firm’s corporate ability (CA), i.e., its expertise in producing and delivering its products/services. Specifically, we argue that corporate ability not only influences employee organizational identification, hence employee creativity, but also affects how employees react to CSR. We test our arguments within a sample of professional workers in the telecommunication sector in Spain and find strong support for the proposed model.
169 citations
TL;DR: The authors investigated the influence of abusive supervision on knowledge sharing, moderated by support from organization and coworker, and found that abusive employees do not share their knowledge, but the negative effect could be buffered when they perceive high organizational support.
Abstract: Knowledge sharing is essential for achieving sustainable competitive advantages for organizations. Yet, there is a paucity of studies examining how a supervisor’s behavior, particularly, abusive supervision may become a barrier of individuals’ knowledge sharing. Drawing on insights from social exchange theory, this study investigates the influence of abusive supervision on knowledge sharing, moderated by support from organization and coworker. Consistent with our hypotheses, abused employees do not share their knowledge, but the negative effect could be buffered when they perceive high organizational support. Implications and future research directions are discussed.
76 citations
TL;DR: In this paper, the mediating role of trust in policy influence in non-market environment is discussed. And the authors argue that CSR and CPA should be aligned for the successful influence of salient government policy.
Abstract: The extant literature argues that nonmarket strategies can establish, sustain, or enhance a firm’s competitive advantage. Less clear is how and why effective nonmarket strategies influence a firm’s competitiveness. Moreover, the extant literature tends to examine the two building blocks of nonmarket strategy—corporate social responsibility (CSR) and corporate political activity (CPA)—separately. In this article, we extend trust to the nonmarket environment. We analyze how CSR and CPA complement each other to create strong trust between firms and the polity, and how they consequently influence government policy. We show the mediating role of trust in policy influence, and argue that CSR and CPA should be aligned for the successful influence of salient government policy.
65 citations
TL;DR: In this article, the authors make the case for the development of a schema theory perspective on the psychological contract formation process and explore how previous employment experiences and both individual and organizational sources of contract-related information differentially influence the formation of the emerging psychological contract in the new firm.
Abstract: While much is known about the consequences of the psychological contract, comparatively less is understood about how the contract is actually formed in the first instance. We argue that a closer examination of the fundamental building blocks of the psychological contract will facilitate a better understanding of how it should be effectively managed. Based on its cognitive underpinnings, we make the case for the development of a schema theory perspective on the contract formation process. Specifically, we explore how previous employment experiences and both individual and organizational sources of contract-related information differentially influence the formation of the emerging psychological contract in the new firm. Arising from this, we advance several linked propositions to direct future research in this area. Finally, we discuss the methodological challenges facing researchers seeking to access employee–employer schemata and propose how some of these may be addressed.
63 citations
TL;DR: The concept of corporate responsibility has moved a long way over the past six decades, since Bowen's book titled Social Responsibilities of the Businessman marked a modern era of business and society research.
Abstract: The concept of corporate responsibility (CR) has moved a long way over the past six decades, since Bowen’s book titled Social Responsibilities of the Businessman marked a modern era of business and society research. In this article, we trace the development of business and society literature to provide contextual background to contemporary studies of CR. As well as looking backward, however, we also project forward arguing that fundamental changes in the current business environment are likely to propel CR to new heights in the future. In particular, we explore the mechanisms by which CR affects stakeholder behavior and suggest ways in which scholars and practitioners may want to apply advances from psychology to link CR strategy to human motivation and the notion of balance in organizations and society.
55 citations
TL;DR: In this paper, the authors conducted an in-depth qualitative study of multinational companies in the mobile computing industry based in the Great China region, the United Kingdom, and the United States to explore the nature of the co-evolutionary process and its influence on complex product development.
Abstract: A business ecosystem is a community that consists of various levels of interdependent firms which co-evolve in an ongoing cycle and constantly renew themselves. By undertaking an in-depth, qualitative study of multinational companies in the mobile computing industry based in the Great China region, the United Kingdom, and the United States, we explore the nature of the co-evolutionary process and its influence on complex product development. We find that this process consists of three domains of activity: co-vision, co-design, and co-create. We also find that each domain of activity plays a different but important role in stimulating collaborative innovation for complex product development in the mobile computing industry’s business ecosystem. We also discuss the implications for theory and future research directions.
54 citations
TL;DR: In this paper, the authors present a survey measure of TREO dimensions and establish its content validity using a sample of subject matter experts' item classifications, which they refer to as team role experience and orientation (TREO) dimensions.
Abstract: We review and synthesize previous team research and suggest that individuals’ previous experiences and orientations combine to yield predispositions to occupy six different team roles, which we refer to as Team Role Experience and Orientation (TREO) dimensions. We report the development of a survey measure of TREO dimensions and establish its content validity using a sample of subject matter experts’ item classifications. Furthermore, we provide evidence that TREO dimensions are distinguishable from, but related to, measures of the “Big 5” personality constructs. We also illustrate the temporal stability of the measures. Moreover, we test the predictive validity of TREO scores as related to peer ratings of members’ behaviors during team activities. We discuss future theoretical and research implications of TREO dimensions, and potential future applications of the measure.
52 citations
TL;DR: Paternalistic leadership is a multidimensional construct of three elements that together form a profile model consisting of authoritarianism, benevolence, and morality as discussed by the authors, which is used in the Latent profile analysis.
Abstract: Paternalistic leadership (PL) is a multidimensional construct of three elements that together form a profile model consisting of authoritarianism, benevolence, and morality. Latent profile analysis...
TL;DR: The authors developed and tested a model of the effects of transformational leadership beyond the boundaries of a team to the level of collaboration with other teams and also test team size as a boundary condition.
Abstract: We develop and test a model of the effects of transformational leadership beyond the boundaries of a team to the level of collaboration with other teams. We also test team size as a boundary condit...
TL;DR: In this article, the authors propose that creativity occurs along a continuum that can range from incremental to radical, and unpacking variation in the mix of novelty and two common conceptions of usefulness results in seven meaningfully different types of creativity.
Abstract: Organizational creativity research has focused extensively on distinguishing creativity from routine, non-creative work. In this conceptual article, we examine the less considered issue of variation in the type of creative ideas. Starting from the premise that creativity occurs along a continuum that can range from incremental to radical, we propose that unpacking variation in the mix of novelty and two common conceptions of usefulness—feasibility and value—results in seven meaningfully different types of creativity. We group these types of creativity into four creative continua scaled according to novelty to provide an organizing framework for future research.
TL;DR: In this paper, the authors investigate the role of corporate social performance (CSP) within the psychological contract to better illuminate the micro-processes through which CSP promotes improved firm-stakeholder relationships.
Abstract: This study investigates the role of corporate social performance (CSP) within the psychological contract to better illuminate the micro-processes through which CSP promotes improved firm–stakeholder relationships. It extends the study of psychological contract breach beyond the dyadic relationship between the organization and the employee through an analysis of the impact of employee perceptions of internal and external CSP on psychological contract breach. In so doing, we add significantly to the growing evidence base in relation to if, how, and when affective commitment is enhanced by CSP by explicitly accounting for the role of employee expectations in respect of their employers’ socially responsible initiatives in shaping employees’ attitudinal outcomes.
TL;DR: In this article, a testable model of both the antecedents and consequences of workplace boredom is developed, which integrates past research with a more contemporary approach based on societal trends and individual differences in susceptibility to boredom.
Abstract: The purpose of this article is to develop a testable model of both the antecedents and consequences of workplace boredom. This model is needed because recent evidence suggests that boredom in the workplace is on the rise, despite the apparent reduction in boring, monotonous jobs, which have traditionally been seen as the primary causes of boredom. To develop this model, we first clarify the construct of boredom and distinguish it from other related constructs in the psychological literature. We put forth a typology of boredom that we view as more realistic than a single definition. We then present a model of workplace boredom that integrates past research with a more contemporary approach based on societal trends and individual differences in susceptibility to boredom. Based on this model, we offer a number of research propositions as well as suggestions for potential ways of decreasing workplace boredom.
TL;DR: This article examined numerous external pressures from a firm's institutional and task environment, and found that external pressures significantly affect the voluntary corporate responsibility activities that firms direct toward employees, especially if they increase employee-relations concerns.
Abstract: Research has traditionally portrayed voluntary corporate responsibility (CR) actions toward employees as episodic, discretionary activities that individual firms take in response to marginalized, fringe “gadflies.” In this study, which examines numerous external pressures from a firm’s institutional and task environment, our findings suggest more than simple episodic responses that vary from firm to firm, but rather a conformity of action with respect to a firm’s voluntary activities toward its employees. In the absence of explicit mandates, firms are voluntarily strengthening employee relations, especially if they are increasing employee-relations concerns. Overall, external pressures significantly affect the CR activities that firms direct toward employees.
TL;DR: In this article, the authors investigated collective team identification and team member alignment as moderators of the association between task and relationship conflicts, and found that the moderating role of collective identification is dependent on the level of task conflict.
Abstract: This article investigates collective team identification and team member alignment (i.e., the existence of short- and long-term team goals and team-based reward structures) as moderators of the association between task and relationship conflicts. Being indicators of cooperative goal interdependence in teams, both moderators are hypothesized to mitigate the positive association between the two conflict types. Findings from 88 development teams confirm the moderating effect for collective team identification, but not for team member alignment. Moreover, the moderating role of collective team identification is found to be dependent on the level of task conflict: It is more effective in decoupling task and relationship conflicts at medium as compared with high or low levels of task conflict.
TL;DR: This paper found that participants who have deep, underlying differences in perspective from the group engage in less information elaboration, particularly if they perceive themselves as similar to the group, and that recognizing deep-level differences is helpful, however, when an individual also differs from others in the group in surface-level characteristics, because those differences improve information elaborations.
Abstract: Information elaboration is the mechanism through which diverse group members share unique knowledge and perspectives to form better and more creative responses to tasks. However, little is known about the conditions under which group members will be willing and motivated to engage in information elaboration. This article presents a field study conducted in an energy company to investigate that issue. Regression analysis of survey responses suggests that group members who have deep, underlying differences in perspective from the group engage in less information elaboration, particularly if they perceive themselves as similar to the group. Recognizing deep-level differences is helpful, however, when an individual also differs from the group in surface-level characteristics, because those differences improve information elaboration. This finding suggests that surface-level diversity prompts group members to understand and appreciate their deep-level differences.
TL;DR: The authors explored the role of deeply held beliefs, known as social axioms, in the context of employee-organization relationships and found that employees exhibiting strong reward for application are less positively affected by CSR, whereas their experiences of other work-related factors are more likely to reduce distrust.
Abstract: We explore the role of deeply held beliefs, known as social axioms, in the context of employee–organization relationships. Specifically, we examine how the beliefs identified as social cynicism and reward for application moderate the relationship between employees’ work-related experiences, perceptions of CSR, attitudes, and behavioral intentions toward their firm. Utilizing a sample of 130 retail employees, we find that CSR affects more positively employees low on social cynicism and reduces distrust more so than with cynical employees. Employees exhibiting strong reward for application are less positively affected by CSR, whereas their experiences of other work-related factors are more likely to reduce distrust. Our findings suggest the need for a differentiated view of CSR in the context of employee studies and offer suggestions for future research and management practice.
TL;DR: In addition to risk-taking behavior, Li et al. as mentioned in this paper proposed that psychological safety also promotes prosocial behavior through cooperative goal interdependence and contrasted the moderating effects of two interpersonal harmony motives.
Abstract: In addition to risk-taking behavior, we propose that psychological safety also promotes prosocial behavior through cooperative goal interdependence. To differentiate these two types of effects, we contrasted the moderating effects of two interpersonal harmony motives. A survey in China supported the indirect effect of psychological safety on helping behavior through cooperative goal interdependence. This mediated relationship was moderated by harmony enhancement such that the mediated effect of psychological safety was weaker when harmony enhancement was high. Psychological safety was positively related to innovative behavior, and this relationship was moderated by disintegration avoidance such that it was weaker when disintegration avoidance was high. These results shed light on the different effects of psychological safety and their underlying mechanisms.
TL;DR: In this article, the concept of interaction flow was introduced and defined to make collective creative episodes more observable and offer points of attention for facilitating these episodes, and observed during creative episodes in the board meetings of Platform Inspire, an innovation-oriented collaborative governance board in Western Europe.
Abstract: There is a growing awareness of the significance of collective creativity in dealing with the complex problems typical of today’s rapidly changing society. Whereas studies on collective creativity provide insight into what happens during creative episodes in terms of a changing meaning of the interaction content, they do not explain what happens in the conversational interaction process. To shed light on this, we introduce and define the concept of interaction flow. Interaction flow was observed during creative episodes in the board meetings of Platform Inspire, an innovation-oriented collaborative governance board in Western Europe. The concept of interaction flow makes collective creative episodes more observable and offers points of attention for facilitating these episodes.
TL;DR: In this paper, the authors investigated the relationship between structural and content plateauing and work outcomes among professional accounting association members and found that external and internal reasons for structural plateauing were negatively related to job and career satisfaction.
Abstract: Career plateauing has received little attention in the literature of late, even when employees are retaining their positions longer with little likelihood for advancement or increased job responsibilities. Relationships between reasons for structural and content plateauing and work outcomes are investigated among professional accounting association members. Contributing to the literature, our findings confirm existence of external and internal plateauing reasons and various relationships with outcomes. External reasons for structural plateauing were negatively related to job and career satisfaction, while content plateauing for external reasons was negatively related to job involvement and work motivation. Structural plateauing for internal reasons lowered job involvement, but increased job and career satisfaction, as well as intention to stay. Job involvement and work motivation mediated relationships between several reasons and job satisfaction, career satisfaction, and intention to stay. Managerial implications and future research opportunities are noted.
TL;DR: In this paper, the authors tested emotional stability and locus of control as multilevel antecedents of safety climate in the domain of workplace safety and found that emotional stability was significantly associated with safety climate at psychological and workgroup levels.
Abstract: Individual and aggregate personality traits are theoretical antecedents of psychological and workgroup climates, respectively. However, empirical research has yet to test whether or to what degree this is true. Consequently, in the domain of workplace safety, we tested emotional stability and locus of control as multilevel antecedents of safety climate. We also tested a series of homology theories to determine the degree to which personality–climate associations are similar across organizational levels. Results revealed that both emotional stability and locus of control were meaningfully associated with safety climate at psychological and workgroup levels. In addition, multilevel homology tests demonstrated that workgroup-level personality– climate associations were more than 2½ times stronger than corresponding individual-level associations, supporting a proportional theory of homology.
TL;DR: In this paper, the authors examined when and why internal job transitions enhance employees' motivation and retention and argued that transition resources (i.e., social support and personal control) may boost the impact of transition challenges and buffer the impact on transition hindrances.
Abstract: This study examines when and why internal job transitions enhance employees’ motivation and retention. Building on the Challenge–Hindrance Framework and the Self-Determination Theory, we hypothesize that transition challenges (i.e., horizontal and vertical transition magnitude) satisfy people’s basic psychological needs and may therefore enhance motivation and retention, whereas transition hindrances (i.e., increased work–life conflict) thwart basic needs satisfaction and are accordingly likely to decrease motivation and retention. In addition, we argue that transition resources (i.e., social support and personal control) may boost the impact of transition challenges and buffer the impact of transition hindrances. Hypotheses were tested with 173 employees who recently made an internal transition. We found support for the positive impact of vertical transition magnitude and the negative impact of increased work–life conflict on motivation and retention through an impact on basic needs satisfaction. In addition, social support was found to boost the former path. No other moderation effects were found. Implications of the results are discussed
TL;DR: This paper examined antecedents and collective motivational outcomes of group-level achievement goals in a longitudinal study among 125 small student groups engaged in a debating course and found that a group climate focused on learning and improvement was beneficial.
Abstract: While achievement goal theory is well-represented in the individual motivation literature, we know little about its role in groups. In 2001, Elliot and McGregor proposed a 2 × 2 achievement goal framework, which consists of a mastery-performance goal distinction and an approach-avoidance goal distinction. In the present study, we define this 2 × 2 framework at the group level and examine antecedents and collective motivational outcomes of group-level achievement goals in a longitudinal study among 125 small student groups engaged in a debating course. Results support the group-level 2 × 2 framework, although the shared nature of group-level performance-avoidance requires further attention. Individual dispositional achievement goals, measured before group formation, predicted subsequent group-level achievement goals. Concerning group-level motivational outcomes, a group climate focused on learning and improvement seems especially beneficial, as it related positively to sustained collective effort, group reflexivity, and group task strategy effectiveness, and mitigated adverse effects of group performance-approach achievement goals.
TL;DR: Theories concerning the components, types, and functions of rites, rituals, and ceremonies are described, followed by a survey of field research in organizations that applies these theories as mentioned in this paper.
Abstract: This article integrates material from the study of rites, rituals, and ceremonies to apply these constructs to the study of organizations. A brief history of the study of the constructs is offered. Theories concerning the components, types, and functions of rites, rituals, and ceremonies are described, followed by a survey of field research in organizations that applies these theories. Conclusions about the current state of knowledge in the field are followed by implications for future study.
TL;DR: In this paper, the authors adopt an employee-centric perspective and focus on behaviors of professionals who are not in formal leader roles, and apply evolutionary theory as a theoretical lens for proposing that those who perform organizational citizenship behaviors (OCBs) will be seen as transformational leaders.
Abstract: Research has demonstrated robust positive relationships between transformational leadership and employee attitudes and behaviors. To date, the preponderance of the literature has been leader-centric and focused on individuals who are already in leader roles. In this article, we adopt an employee-centric perspective and focus on behaviors of professionals who are not in formal leader roles. Specifically, we apply evolutionary theory as a theoretical lens for proposing that those who perform organizational citizenship behaviors (OCBs) will be seen as transformational leaders. We hypothesize linkages between four types of OCBs and four dimensions of transformational leadership. Multi-source field sample results based on more than 1,000 participants provide general support for the predictions. We discuss theoretical and practical implications.
TL;DR: This paper developed and tested a cross-level model for predicting individual differences in nurses' safety compliance, integrating individual-level differences in goal orientation, unit-level safety climate, and their crosslevel interactions.
Abstract: The study developed and tested a cross-level model for predicting individual differences in nurses’ safety compliance, integrating individual-level differences in goal orientation, unit-level safety climate, and their cross-level interactions. Three hundred nurses from 76 units completed validated questionnaires on goal orientation and safety climate; data on safety compliance were obtained through structured observations on nurses administering medications. Results showed that learning goal orientation and avoid performance goal orientation were significantly and positively associated with safety compliance. Cross-level interactions existed between an individual’s goal orientation and safety climate and his or her safety compliance: A learning goal orientation was positively related to safety compliance only when safety climate was high, thereby exhibiting an enhancing mechanism. By comparison, an individual’s prove performance goal orientation was positively related to safety compliance only when safety...
TL;DR: In this article, the authors examine how two basic organizational design variables, the extent to which organizations use cross-functional teams and the centralization of decision-making authority, interact to influence senior managers' perceptions of the extent of risk taking within their organizations.
Abstract: Despite the importance of managing risk taking in organizations, we know relatively little about how organizational design influences the risk-related perceptions of key organizational decision makers such as senior managers. This study examines how two basic organizational design variables—the extent to which organizations use cross-functional teams (CFTs) and the centralization of decision-making authority—interact to influence senior managers’ perceptions of the extent to which risk taking is supported within their organizations, in a new product development context. Regression results from a survey of 102 senior managers of various organizations in the United States and Norway find that extent of CFT use positively influences senior managers’ perceptions of organizational support for risk taking at low to moderate levels of decision-making authority. At high levels of senior manager authority, risk-related perceptions are not only more positive but also largely independent of the extent of CFT use