Showing papers in "Journal of Management & Organization in 2017"
TL;DR: In this article, the authors developed and tested a research model that investigates whether career adaptability mediates the effect of work social support on career satisfaction and turnover intentions in hotel employees.
Abstract: Applying career construction theory, this study develops and tests a research model that investigates whether career adaptability mediates the effect of work social support on career satisfaction and turnover intentions. Data obtained from frontline hotel employees with a 2-week time lag in three waves in Nigeria were used to assess the previously mentioned relationships. The results from structural equation modeling suggest that work social support boosts career adaptability and career satisfaction, while it mitigates turnover intentions. Surprisingly, the results suggest that career adaptability triggers turnover intentions, while it has no bearing on career satisfaction. The results further suggest that career adaptability partially mediates the relationship between work social support and turnover intentions.
72 citations
TL;DR: In this article, the authors consider how employees' perceptions of organizational politics might reduce their engagement in organizational citizenship behavior, and they also consider the moderating role of two contextual resources and one personal resource (i.e., supervisor transformational leadership, knowledge sharing with peers, and resilience).
Abstract: Based on the job demands–resources model, this study considers how employees’ perceptions of organizational politics might reduce their engagement in organizational citizenship behavior. It also considers the moderating role of two contextual resources and one personal resource (i.e., supervisor transformational leadership, knowledge sharing with peers, and resilience) and argues that they buffer the negative relationship between perceptions of organizational politics and organizational citizenship behavior. Data from a Mexican-based manufacturing organization reveal that perceptions of organizational politics reduce organizational citizenship behavior, but the effect is weaker with higher levels of transformational leadership, knowledge sharing, and resilience. The buffering role of resilience is particularly strong when transformational leadership is low, thus suggesting a three-way interaction among perceptions of organizational politics, resilience, and transformational leadership. These findings indicate that organizations marked by strongly politicized internal environments can counter the resulting stress by developing adequate contextual and personal resources within their ranks.
58 citations
TL;DR: In this paper, the effect of corporate governance mechanisms on companies' decision to assure their sustainability reports and their choice of assurance provider in countries with a greater stakeholder orientation is examined.
Abstract: This paper examines the effect of corporate governance mechanisms on companies’ decision to assure their sustainability reports and their choice of assurance provider in countries with a greater stakeholder orientation. The corporate governance factors analyzed are related to the strength of the board’s monitoring function, which is determined by the size, independence and activity of the sustainability committee. The international sample consists of 610 companies operating in countries that are more stakeholder oriented from the period 2007–2014. We propose alternative logit models of analysis using the random effects estimator. Consistently with our propositions, our results provide evidence that a firm’s sustainability assurance and its choice of the accounting profession are positively associated with board independence and the activity of the sustainability committee. In addition, the empirical evidence obtained shows a U-shaped relationship between the board size and assurance issues.
56 citations
TL;DR: In this article, the authors explore the relationship between human resource management practices and innovation outcomes at the workplace level and find that workplaces that set strategic goals related to innovation, that motivate their employees, that create opportunity for their employees to act, and that make greater use of technology tend to be more persistent innovators.
Abstract: This study makes a theoretical contribution by taking a persistent characteristics approach to explore the relationship between human resource management practices and innovation outcomes at the workplace-level. Innovators are categorized by the degree to which they are successful at achieving new product/processes and/or improved product/processes outcomes year over year. The human resource management practices explored include the use of highly qualified personnel, and skill-enhancing, motivation-enhancing, and opportunity-enhancing sub-bundles of practices. Further, work organization practices are also explored including integration and collaboration, introduction of organizational changes, and the use of technology. The findings indicate workplaces that set strategic goals related to innovation, that motivate their employees, that create opportunity for their employees to act, and that make greater use of technology tend to be more persistent innovators. These findings can contribute to the development of government policy, which seeks to improve innovation performance outcomes.
52 citations
TL;DR: In this article, a structural model that examines the influence exerted by family involvement in the top management team on the relationships between innovation and internal social capital is presented, in the form of family social capital and non-family social capital.
Abstract: Research on innovation in family firms has been increasing recently; however, the results are mixed, especially for non-listed firms. Based on internal social capital, we explore whether the relational antecedents of innovation are contingent on family involvement in management. Using a sample of 172 Spanish family small and medium-sized enterprises – an organisational form with prominent social and emotional factors – we test a structural model that examines the influence exerted by family involvement in the top management team on the relationships between innovation and internal social capital – in the form of family social capital and non-family social capital (family group and non-family group, respectively). The empirical findings obtained using the partial least squares technique show the importance of family involvement in management in such relationships in family firms. Family involvement in management was found to have negative effects in the relationship between internal social capital and innovation.
49 citations
TL;DR: In this article, the authors suggest that inclusive leadership is positively related with innovative work behavior, and psychological safety mediates the effect of inclusive leadership on innovative work behaviour, and suggest that inclusion is positively associated with innovative behavior.
Abstract: The following errors have been noted in the above mentioned article: The affiliations of the authors were listed incorrectly in the above publication. The correct affiliations are provided below: BASHARAT JAVED,* SAYYEDMUHAMMADMEHDI RAZA NAQVI,* ABDUL KARIM KHAN,** SURENDRA ARJOON and HAFIZ HABIB TAYYEB * * Department of Management and Social Sciences, Capital University of Science and Technology, Islamabad, Pakistan ** College of Business & Economics, United Arab Emirates University, Abu Dhabi, United Arab Emirates § The University of the West Indies, St Augustine Campus, Trinidad and Tobago In the abstract, on line four, the ‘a’ should be omitted from the sentence beginning ‘Our findings suggest that inclusive leadership is a positively related’; And should read; Our findings suggest that inclusive leadership is positively related with innovative work behavior, and psychological safety mediates the effect of inclusive leadership on innovative work behavior.
37 citations
TL;DR: In this paper, the authors discuss and review the importance and relevance of adopting also a descriptive approach that is grounded in the behavioral sciences (referred to as behavioral business ethics), which has the advantages to promote our insights into how people can show both good and bad behavior and why this is the case.
Abstract: Issues of morality and ethics have increasingly become more important in organizations and business settings. Traditionally, these issues of ethics and social responsibility in business settings have been discussed and commented on by prescriptive approaches that are grounded in philosophical traditions. Building on the idea that we need to develop a more comprehensive and complete understanding of the value that people assign to ethics and how it influences their actions and decisions, in the present article we discuss and review the importance and relevance of adopting also a descriptive approach that is grounded in the behavioral sciences (referred to as behavioral business ethics). This approach has the advantages to promote our insights into how people can show both good and bad behavior and why this is the case. Behavioral business ethics therefore represents an important research challenge for organizational researchers to pursue and engage more meaningfully with more prescriptive approaches.
35 citations
TL;DR: In this article, a special issue focusing on indigenous entrepreneurship in Australia, New Zealand and the Pacific Islands, but also extends to contributors from other countries, is presented, where the authors acknowledge the importance of context, place and history, recognizing the need to reconcile history and understand indigenous values.
Abstract: Tuatahi, ka mihi ki a Ranginui rāua ko Papatūānuku. Tuarua, ka mihi ki te hunga mate, rātau ki a rātau, nō reira, moe mai rā, moe mai ra. Tuatoru, ka mihi ki te hunga ora, āra, ko tātau ēnei. Tēnā koutou ngā tāngata taketake o te ao, me ērā o mātau e whaiwhai taki haere nei i te oranga i a rātau mā. Ka mihi ki te kaupapa i raro iho nei te whakamārama i ngāmahi rangahau e pā ana ki tā te rakahinonga taketake o Aotearoa, Ahitereiria, te Moananui a Kiwa, me te ao whānui anō hoki. Ka mihi ki ngā ringa raupa nāna nei i tuhi i te ao i te pō, me ngā reo o koro mā o kui mā, o pakeke mā, o taiohi mā o roto i ngā tuhituhinga. Ko te tūmanako, he timata noa iho tēnei. Tīhei mauri ora! First, greetings to sky father and earth mother. Second, greetings to the dearly departed, may they forever rest. Third, greetings to the living. Greetings also to indigenous peoples of the world and those of us working alongside and with them for a good life. We acknowledge the subject matter that follows as one which seeks to enlighten us on indigenous entrepreneurship research in New Zealand, Australia, the Pacific and other places in the world. We acknowledge the ‘callous hands’ of those who write in the day and in the night, and the voices of our elders, parents and children in the writings. Our hope is that this is only the beginning. With the breath of life, we wish to speak! Entrepreneurship scholars have long recognised that entrepreneurship is influenced by context (Welter, 2011). What it means to be an entrepreneur, who can be an entrepreneur and what we expect of them in terms of legitimate behaviour is negotiable and fluid within different social contexts, times and places (Lounsbury & Glynn, 2001; Warren, 2004; Downing, 2005; Watson, 2009). The growing prominence given to context is timely as globalisation and digital technologies are set to have an exponential impact over the next 30 years, for indigenous and non-indigenous peoples alike. Recognising the importance of context, place and history, this special issue focuses on indigenous entrepreneurship in Australia, New Zealand and the Pacific Islands, but also extends to contributors from other countries. Indigenous people can be understood as those groups and individuals ‘who have maintained a relationship through descent, self-identification and community acceptance with the precolonial populations’ in their ancestral homeland (Paradies, 2005: 1). According to the United Nations, there are 370 million indigenous people in the world accounting for 5% of the world’s population (Spiller, Barclay-Kerr, & Panoho, 2015). Peredo, Anderson, Galbraith, Honig, and Dana (2004) and Hindle and Moroz (2009) argue for the notion of indigenous entrepreneurship as a separate field, where there is a need to reconcile history and understand indigenous values. In this perspective, entrepreneurship has often been aligned with the history of an indigenous people which may have been disrupted through colonisation, typically by Europeans (Foley, 2003; Ivory, 2003). Correspondingly, Anderson and Giberson (2003) point out the strong tie between process and place for indigenous entrepreneurship. The imperative now is to move forward from past injustices and develop new perspectives on entrepreneurship, innovation and enterprise that realise the potential of indigenous peoples. Indigenous entrepreneurs represent a growing segment of the business community in many countries, but face sometimes stark challenges in starting and running enterprises. The success of indigenous entrepreneurs matters because they draw upon their indigeneity as sources of inspiration and innovation, contribute to the collective well-being of indigenous peoples, and some represent world class exemplars of sustainable ways of doing business (Mika, 2016, 2017). There is some consensus in the literature that entrepreneurship has always been part of indigenous society (Waa & Love, 1997; Cachon, 2012), but how this should be expressed is subject to debate,
32 citations
TL;DR: In this paper, the authors examined the interactive effects of perceived organizational politics and overall satisfaction on job stress, interpersonal conflict, job performance, and creativity, and found that highly satisfied individuals participated in interpersonal conflict and experienced high stress.
Abstract: In a time-lagged study with independent measures (N=115, paired responses), we examined the interactive effects of perceived organizational politics and overall satisfaction on job stress, interpersonal conflict, job performance, and creativity. The data were collected from a diverse sample of employees from various workplaces in Pakistan. The findings showed that perceived politics had a positive effect on job stress, while overall satisfaction had a negative effect on interpersonal conflict and a positive effect on creative performance. The results also revealed that in the face of high politics, highly satisfied individuals demonstrated higher levels of creativity and job performance. However, in this context of high politics negative effects were also observed, namely that highly satisfied individuals participated in interpersonal conflict and experienced high stress.
31 citations
TL;DR: The Measure of Employee Entitlement (MEE) as discussed by the authors is a measure of employee's sense of entitlement in the workplace, which is defined as the expectation of being entitled to more than one item in a contract of employment.
Abstract: A basic underlying assumption of the psychological contract is that both parties come to a mutual agreement about the expectations and obligations of a contract of employment. Recent research provides evidence of the potential for employees to develop unrealistic expectations from this contract and this has been described as a sense of entitlement. In this article, we outline two studies. In the first study, we test the internal structure and reliability of a scale we developed and named the Measure of Employee Entitlement. In the second study, we test the predictive validity of the Measure of Employee Entitlement against a measure of reciprocity. The development and validation of the Measure of Employee Entitlement extends our knowledge of sense of entitlement in the workplace and situates entitlement as a factor that may impact on the development of psychological contracts. This research provides a platform from which researchers and practitioners can continue to coherently and consistently investigate the phenomenon of employee entitlement.
30 citations
TL;DR: In this article, the authors examined the relationship between performance appraisal satisfaction, job stress and work-family conflict and explored the role of job stress as a mediator between satisfaction with performance appraisal and workfamily conflict.
Abstract: The purpose of this paper is to examine the relationship between performance appraisal satisfaction, job stress and work–family conflict. Furthermore, the study explores the role of job stress as a mediator between satisfaction with performance appraisal and work–family conflict. The total sample consisted of 120 participants from different industries. The findings revealed that performance appraisal satisfaction was negatively correlated with job stress and work–family conflict. However, job stress fully mediated the relationship between performance appraisal satisfaction and work–family conflict. The study contributes to the limited body of knowledge on employee reactions to performance appraisal and in particular, performance appraisal satisfaction. The findings can help to shed more light on the relationship between performance appraisal satisfaction and employees’ psychological responses.
TL;DR: In this article, a systematic literature review was conducted to identify the main indigenous entrepreneurship models and their potential theoretical and practical applications to the study and practice of indigenous entrepreneurship ecosystems were also outlined.
Abstract: Governmental development strategies focus on entrepreneurship as a major resource for the economic development of indigenous peoples. While initiatives and programs are locally based, there is a debate in the academic literature about how contextual factors affect the identification of indigenous entrepreneurship. The purpose of this paper is to analyze and integrate indigenous entrepreneurship literature to identify the main indigenous entrepreneurship models. Thus, a systematic literature review was conducted. In total, 25 relevant articles were identified in selected electronic databases and manual searches of Australian Business Deans Council ranked journals from January 1, 1995 to the end of 2016. Using a systematic analysis of sociocultural contexts and locations, the paper proposed that a typology of contextualized indigenous entrepreneurship models was possible, that were classified as urban, remote and rural. The parameters of these models, and their potential theoretical and practical applications to the study and practice of indigenous entrepreneurship ecosystems were also outlined.
TL;DR: In this paper, the emancipatory impulse of Indigenous social innovation and social enterprise is explored, highlighting that it is not power per se that enables social change: rather, it is power shifts.
Abstract: This paper explores the emancipatory impulse of Indigenous social innovation and social enterprise Indigenous approaches to solving social disparities reflect a perpetual search for innovative ways to change the circumstances of Māori Power is an understudied dimension of social innovation and social enterprise This paper explores the power dynamics that structure the disadvantage and marginalisation that cause populations to be underserved by markets and that limit their access to resources We highlight that it is not power per se that enables social change: rather, it is power shifts Through a single, richly contextualised case study of a well-known Māori social innovator, Dr Lance O’Sullivan, we reveal and illustrate the nuances of Indigenous entrepreneurship in the Far North of Aotearoa New Zealand The case epitomises the transformative impact a social entrepreneur can have on the provision of healthcare amid market and policy failures
TL;DR: In this paper, the most important sources of social support for independent professionals appeared to be their partner, family, as well as work and non-work-related friends who were able to provide emotional and instrumental support.
Abstract: This qualitative study aims to explain how social support enables independent professionals to achieve work–life balance. Face-to-face interviews were conducted with 50 independent professionals in the Netherlands, Spain, and Sweden. The interview data were analyzed from a capability approach, from which work–life balance is understood in terms of capabilities. The most important sources of social support for independent professionals appeared to be their partner, family, as well as work and nonwork-related friends who were able to provide emotional and instrumental support. However, the extent to which social support can be converted into capabilities is influenced by individual (gender and cohabitation), institutional (the ease of doing business and formal childcare), and societal factors (financial hardship and familialism). The cross-national comparison shows that the institutional and societal context may hinder or reinforce social support for work–life balance, resulting in different experiences across countries.
TL;DR: In this paper, the authors explore core business development activities of micro-firms and the challenges they perceive in conducting them, based on interviews with 30 microfirms, they identify three core Business Development activities that leverage the firm's resource base, complemented by three support activities that secure and organize the resources.
Abstract: As a concept stemming from practice, business development has received scarce academic attention. In this paper, we explore core business development activities of micro-firms and the challenges they perceive in conducting them. Based on interviews with 30 micro-firms, we identify three core business development activities that leverage the firm’s resource base, complemented by three support activities that secure and organize the firm’s resources. We find the business development activities to be tightly related to the three practices of leveraging, securing and organizing resources. We also identify three important contextual influences on business development in micro-firms: industry, age and if the firm is in an incubator. Our findings contribute to developing a conceptualization and theorization of business development for micro-firms, which is relevant as the vast majority of companies worldwide are micro-firms, but many never embark on a growth path. Based on our results, we outline practical implications, for example, how companies could overcome their perceived lack of time and an agenda for future research encouraging further studies comprising micro-firms with different qualities.
TL;DR: In this article, the impact of TMTs' functional background heterogeneity and international experience on innovation and internationalization, as well as examine the relationship between innovation, internationalization and performance, were empirically investigated in a sample of Taiwanese-listed companies operating in the electronics industry.
Abstract: This paper explores whether top management teams’ (TMTs) knowledge and experience are significant predictors of a firm’s strategic decisions and organization outcomes. The existing research throws little light on how firms with limited resources embedded in TMTs, particularly in emerging markets, innovate and achieve success in foreign countries. We focus on the impact of TMTs’ functional background heterogeneity and international experience on innovation and internationalization, as well as examine the relationship between innovation, internationalization and performance. The proposed relationships are empirically investigated in a sample of Taiwanese-listed companies operating in the electronics industry. The results demonstrate a positive association between a TMT’s functional background heterogeneity and a firm’s innovation. Moreover, a TMT’s international experience relates positively to a firm’s innovation and internationalization, therefore firms with a higher level of innovation achieve a higher level of internationalization.
TL;DR: In this article, the authors argue that customary land provides a solid foundation for indigenous entrepreneurs who wish to achieve social, cultural and environmental, as well as economic, goals for their businesses.
Abstract: Customary land is commonly perceived as a barrier to economic development and indigenous entrepreneurship in Pacific Island countries. We turn this proposition on its head, arguing that customary land provides a solid foundation for indigenous entrepreneurs who wish to achieve social, cultural and environmental, as well as economic, goals for their businesses. Furthermore, we assert that appropriate tools are needed to measure the success of indigenous businesses on customary land, as conventional tools have a narrow focus on economics that fails to capture the more holistic, sustainable development goals that indigenous people hope to achieve through their businesses. The indicators we utilise relate to socio-cultural, economic and environmental sustainability. The tool’s usefulness was scrutinized through pre-testing on two indigenous businesses in Fiji; this revealed that culturally oriented tools are essential if the sustainability of indigenous business is to be measured in terms that are meaningful to Pacific communities.
TL;DR: In this paper, a model of corporate reputation, its social performance, and firm-level variables in the context of an emerging country has been specified, where the authors defined the social performance of a firm in terms of its demonstrative responsible behavior toward community, environment, and employees.
Abstract: This study estimated and specified a model of corporate reputation, its social performance, and firm-level variables in the context of an emerging country. Corporate reputation is the overall estimation of a firm by its stakeholders expressed by the demonstrative behaviors to its customers, employees, investors, business partners, and general public. The social performance of the firm has been conceptualized in terms of its demonstrative responsible behavior toward community, environment, and employees. Organizational variability has been captured in this study through the representation of firms from various industries as the relationship between corporate reputation and firm’s social performance was contingent on the type of industry and expectation of industry-specific stakeholders relevant to the firm. Data were collected from 220 organizations representing 11 different industry verticals. The findings supported that corporate reputation is determined by the conjoint influence of a host of firm specific as well as its social performance factors. In addition, the reputational effect of firm’s social performance was found to vary both across and within sectors, according to the various types of social performance activities the firm was engaged in. This study demonstrated the comprehensive measures of the firm’s reputation, social performance, and the associative relationship between them conditioned by firm-specific attributes and nature of the industry. The study has far reaching implications in terms of managing the firm’s boundary spanning activities and relationships in the perspective of emerging markets.
TL;DR: In this paper, the authors found that gender differences in the type of business and in the manager profile found in the management literature disappear in family firms, only a sectoral gender effect persists.
Abstract: Firms managed by women present some differences in organizational conditions in terms of type of business and manager profile. The aim of this study is to check if those differences persist in family firms where the presence of female managers is higher, especially in second or subsequent generation family firms, than in non-family firms. The results reveal that family firms run by women are not smaller, but are concentrated in the services sector like non-family firms. Regarding the manager profile there are no differences either in the level of training or the age of female managers. They possess, however, less management experience but only in first generation family firms. In sum, gender differences in the type of business and in the manager profile found in the management literature disappear in family firms, only a sectoral gender effect persists.
TL;DR: In this article, the authors explore the concept of knowledge networks in order to disclose how firms are able to increase innovative performance as a result of network structure and network content, which concern how firms connect with network partners (network structure), what the essence of exchange is for firms to acquire knowledge in the network (knowledge heterogeneity), and why firms need to cooperate with others (knowledge cognition).
Abstract: This paper explores the concept of knowledge networks in order to disclose how firms are able to increase innovative performance as a result of network structure and network content, which concern how firms connect with network partners (network structure), what the essence of exchange is for firms to acquire knowledge in the network (knowledge heterogeneity), and why firms need to cooperate with others (knowledge cognition). By using a sample of 144 high-technology firms in Taiwan’s science parks to test the hypotheses, the results of this study show that, while network structures do impact on a firm’s innovative performance, access to heterogeneous knowledge and increasing a firm’s knowledge in terms of defining and recognizing novel knowledge should be considered, since both play critical roles in facilitating innovative performance. These findings suggest that knowledge flow through a firm’s relationships must be understood in terms of network structure and content.
TL;DR: In this paper, the authors examine the impact of proactive market orientation on innovation capability and performance in a sample of predominantly service firms, in a culture characterized by high power distance and low uncertainty avoidance.
Abstract: Despite the implication of organizational resources and the resource-based view of the firm, the market orientation literature has not examined associated constructs. Additionally, while it is recognized that emerging economies (e.g., India) are key drivers of economic growth, this literature has not paid sufficient attention to such markets, with few exceptions. We examine the impact of proactive market orientation on innovation capability, and performance in a sample of predominantly service firms, in a culture characterized by high power distance and low uncertainty avoidance. We contribute by conceptualizing and demonstrating the moderating impact of intrafirm causal ambiguity, drawn from resource-based theories of the firm. Based on Structural Equation Modelling analysis of responses to a survey of marketing managers, we find that intra-firm causal ambiguity moderates the proactive market orientation-innovation capability relationship, while this strategic orientation is linked to business performance through innovation. We discuss these findings, limitations, implications, and directions for future research.
TL;DR: In this paper, the influence of the management team and more specifically their knowledge and capabilities in the process of strategic change is analyzed, and it is shown that managerial change precedes strategic change.
Abstract: The relationship between managerial change and strategic change is a complex issue that challenges our understanding of how firms react to their business environment. In this study, we analyse the influence of the management team and more specifically their knowledge and capabilities in the process of strategic change. To do so, we delve deeper into the relationship between managerial change and strategic change by identifying the sequence of these changes. Using qualitative methodology, we analyse 10 companies listed on the Spanish Stock Exchange over an extensive period to formulate our propositions. Our analysis shows that managerial change precedes strategic change. Top management team reorganization, even without Chief Executive Officer succession, was a sufficient condition for strategic change to take place. Moreover, we identified key modifications that took place whenever strategic change occurred. Our results provide meaningful insights into the processes of strategic change within firms that broaden our theoretical knowledge in this area.
TL;DR: In this paper, the authors examine how agency theory and stewardship theory lead to different firm-level outcomes on an array of different outcomes and argue for the development of an agent-steward measurement scale.
Abstract: The purpose of this study is examine how agency theory and stewardship theory lead to different firm-level outcomes on an array of different outcomes. Based on these differences, we argue for the development of an agent–steward measurement scale, which will help researchers classify chief executive officers (CEOs) along an agent–steward continuum. This, in turn, will spur research to predict and test CEO behaviors and firm-level outcomes. Agency theory suggests CEOs take advantage of their powerful positions to maximize their personal economic utility, whereas stewardship theory suggests CEOs are motivated through intrinsic awards and will balance their interests with those of other stakeholders. We use these theories to examine possible differences in CEO behaviors. This is important because different CEO behaviors might lead to differing impacts on important firm-level outcomes. This paper reviews the relevant agency and stewardship literatures, then offers propositions regarding CEO behaviors from agent and steward perspectives.
TL;DR: In this paper, a conceptual model is proposed to show that the characteristics of innovative sources can determine a firm's absorptive capacity, which in turn can impact its performance, and the model can be used to enable the mediation of the relationships of innovative source with the performance of firms.
Abstract: Firms are continually trying to identify innovation sources in order to improve organizational performance, but the identification of such origins is a complex and poorly understood issue, particularly as far as nonprofit firms are concerned. The social and cooperative agrifood arrangement has become one of the main and newest types of nonprofit organization in China since the implementation of the law related to specialized cooperatives, on July 1, 2007. In this research, a conceptual model is proposed to show that the characteristics of innovative sources can determine a firm’s absorptive capacity, which in turn can impact its performance. Therefore, absorptive capacity can be expected to enable the mediation of the relationships of innovative sources with the performance of firms. By means of theoretical analysis and practical investigation, this paper provides an assessment of the use of innovation sources and finds critical factors that may foster competitive and sustainable advantages.
TL;DR: This article identified the resource needs of international entrepreneurs and examined the role of government and industry networks as providers of resource opportunities deemed essential by international entrepreneurs for international growth, and found that government networks provide essential resources at the planning and pre-entry stage of internationalisation, at the postentry stage industry networks offer more relevant resource opportunities.
Abstract: This paper identifies the resource needs of international entrepreneurs and examines the role of government and industry networks as providers of resource opportunities deemed essential by international entrepreneurs for international growth. Unique resource challenges confront international entrepreneurs in their pursuit of international markets. Our qualitative study of Australian entrepreneurs in the health industry reveals that international entrepreneurs emphasise information, knowledge and relational resources as crucial for international market entry. Although government networks provide essential resources at the planning and pre-entry stage of internationalisation, at the postentry stage industry networks offer more relevant resource opportunities. Both networks, however, fall short of expectations in affording knowledge and relational resources that are instrumental in entering international markets.
TL;DR: In this paper, the authors present an agent-stakeholders model of interaction which includes and integrates extrinsic, intrinsic and pro stakeholder motivation as a type of prosocial motivation related to the sense of contribution to benefitting the company's stakeholders.
Abstract: The motivation of employees is one of the main reasons why companies define mission statements and other declarations of commitment to the company’s stakeholders. Research on organizational behavior has identified three main types of motivation: extrinsic, intrinsic and prosocial motivation. However, the three forms of motivation have hardly ever been considered together, nor has it been studied which motivation is linked to the stakeholders of business companies. The main contribution of this paper is to present an agent-stakeholders model of interaction which includes and integrates extrinsic, intrinsic and pro-stakeholders motivation, as a type of prosocial motivation related to the sense of contribution to benefitting the company’s stakeholders. By basing the research on 119 Spanish companies it is verified that the three types of motivation are present in employee motivation. This finding has implications for management, as it presents the dimensions of the motivational task to be performed by managers.
TL;DR: In this paper, the authors explore capacity development from the international development literature and identify capacity development principles in the context of an Indigenous social enterprise in remote northeast Arnhem Land, where Aboriginal Australians continue to experience poverty and marginalisation.
Abstract: With the widespread shift from models of welfare to business-led development, capacity development offers a useful lens from which to consider the emergence of Indigenous social enterprise as a business-led development approach. We explore capacity development from the international development literature and identify capacity development principles in the context of an Indigenous social enterprise in remote northeast Arnhem Land. Here, Aboriginal Australians continue to experience poverty and marginalisation. This paper provides an ethnographic example of the relationship between Indigenous social enterprise and capacity development. Identifying principles of capacity development in this rich context reveals the remit of the Indigenous social enterprise privileges environmental stewardship and cultural maintenance.
TL;DR: This study investigated how four SMMEs in China’s electrical appliance industry cluster attained high performance through interactions with KIBS, and found that interactions with technology-based KI BS improved the performance ofSMMEs by influencing their knowledge accession and knowledge utilization.
Abstract: Empirical support for the process and mechanism of interactions with knowledge-intensive business services (KIBS) is scarce, particularly with regard to small and medium manufacturing enterprises (SMMEs). Our study investigated how four SMMEs in China’s electrical appliance industry cluster attained high performance through interactions with KIBS. For our research, knowledge integration can be understood as knowledge identification, knowledge accession, and knowledge utilization. We investigated the mechanism involved in interactions between SMMEs and KIBS by tentative multiple case studies, and found that interactions with technology-based KIBS improved the performance of SMMEs by influencing their knowledge accession and knowledge utilization. Interactions with traditional professional KIBS, however, mainly influence SMMEs’ knowledge identification and knowledge accession. technology-based KIBS generally acts as a knowledge source and professional KIBS as a knowledge bridge for SMMEs. Interaction with technology-based KIBS is a kind of complementary interaction, while interaction with professional KIBS is a kind of supplementary interaction.
TL;DR: In this paper, the authors investigated whether the relationship between some specific leadership styles and more effective collective entrepreneurship is affected by moderator variables, and they found that participative leadership style had the highest joint and indirect effect on more effective CE.
Abstract: Collective entrepreneurship (CE) is the ability of several individuals to jointly innovate and create within organisations. In this exploratory study, we investigate whether the relationship between some specific leadership styles and more effective CE is affected by moderator variables. The unit of analysis were staff members of a Portuguese group of small- and medium-sized enterprises (SMEs). A total of 204 questionnaires were returned, representing almost half the employee population we approached. For measurement, we employed 19 items to gather the six latent variables related to our model. For data analysis, we used partial least squares. We found that participative leadership style had the highest joint and indirect effect on more effective CE. Job satisfaction appears to be an important moderator for the occurrence of CE. The impact of employees’ organisational commitment and collaboration on CE is rather weak. Our study contributes to advancing knowledge in the fields of organisational psychology and entrepreneurship. We combine and extend previous research, which allows us to reconcile the sometimes contradictory findings so far concerning leadership and CE in the realm of small- and medium-sized enterprises.
TL;DR: In this article, the authors identify a number of characteristics of change management that may be unique to the nonprofit sector, including formal reflection for change agents and change recipients, development of trust, and confidence in the organisation before the actual change, focusing on the individual experience of change, and the sequencing of events from a planning perspective.
Abstract: Existing change management models have been developed from research undertaken largely within the for-profit sector, with little reference to the unique challenges of the nonprofit sector. This article identifies a number of characteristics of change management that may be unique to the nonprofit sector. The research sought to understand change from the perspective of those within the sector who experienced it using Grounded Theory in a rich single case study as the methodology, applying an inductive reasoning approach to the development of theory. Results point to the impact of four key characteristics that require a more substantial focus in planned change models when applied to nonprofits. These include formal reflection for change agents and change recipients, development of trust, and confidence in the organisation before the actual change, focussing on the individual experience of change, and the sequencing of events from a planning perspective.