In today‘s intensely competitive and changing business environment, employee resilience plays an important role as a capability to enhance individual and organizational performance. Although organizational contexts matters greatly for the development of this capability, so far little research has been conducted on employee resilience in different organizational cultural contexts. This thesis systematically investigates the relationship between organizational culture, employee resilience, and job performance in the international banking industry. First, using a sample of 1501 employees from 14 banks in China, we examine the mediating effect of employee resilience on the ‗employee learning orientation – performance‘ relationship based on a conceptual framework from conservation of resource theory. We find that employee learning orientation not only directly and positively influences job performance, but also indirectly does so via employee resilience as a mediator. Second, by analysing the in-depth interview data of 32 Chinese-origin employees with over five years working experience from eight international banks, we identify three types of organizational culture – jungle culture, caring culture and conservative culture, and explore how employee resilience evolves in these different cultural contexts. We find that: in the jungle cultural context, organizational culture influences employee resilience in a U-shaped pattern; in the caring cultural context, organizational culture positively affects employee resilience; in the conservative cultural context, organizational culture negatively relates to employee resilience. Lastly, by using a unique data set from 236 Chinese-origin employees from six international banks, we examine that to what extent employee resilience is influenced by the match or mismatch between employee motivation and organizational culture. We find that: in the jungle culture, employees with a short-term motivation show a higher level of resilience than those with a long-term motivation, while employees with a long-term motivation display higher resilience than those with a short-term motivation in the caring culture. In addition, employees with a short-term motivation exhibit more resilience in the jungle culture than in the caring culture; however, employees with a long-term motivation show higher resilience in the caring culture than in the jungle culture. As such, theoretical and managerial implications of our findings are discussed.

The Development of Thought: Equilibration of Cognitive Structures

Organizational culture, employee resilience and performance in the international banking industry

Doubts about the form of development

Purpose – The purpose of this paper is to advance understandings of the subjectivities that influence auxiliary‐level female employees' work and learning experiences in general legal practice. Moreover, the aim is to maximise the opportunities for these workers.Design/methodology/approach – A broader critical ethnographic study investigated socio‐cultural perspectives of women, work, and learning. This paper represents part of the study exploring the empirical relationships of female workers and the subjectivities that impact on their work and learning. This approach was based on critical epistemologies and examines sources of workplace barriers. Data were triangulated through interview transcripts, observations, and reflective diaries. The collection of data involved gathering information from nine female workers and an analysis of the data were activated at the research settings and organised into categories through comparison and inductive coding.Findings – Findings suggest that negotiating subjectivit...

Women, subjectivities and learning to be adaptable

The advent of Industry 4.0 where humans and intelligent machines coexist, allows machines to assist humans on production lines. During such processes, humans work with other humans and/or machines to produce the required products, forming human-related collaborations. Therefore, Industry 4.0 goes beyond a digital ecosystem by being considered as a System of Information Systems which matches heterogeneous systems. This heterogeneity causes poor information interoperability, weakening the effectiveness of collaboration. This poses an issue: how to facilitate human-related collaborations on production lines into Industry 4.0? Addressing it requires better information interoperability and the definition of indicators that can be used to generate recommendations during collaborations. In this article, we focus on indicators of collaboration context and integrate them into a collaboration context ontology to enhance human-related collaborations into Industry 4.0. We then show how to use it in generating context-aware collaborator recommendations.

A collaboration context ontology to enhance human-related collaboration into Industry 4.0

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The Development of Thought: Equilibration of Cognitive Structures

Citations

Organizational culture, employee resilience and performance in the international banking industry

Doubts about the form of development

Women, subjectivities and learning to be adaptable

A collaboration context ontology to enhance human-related collaboration into Industry 4.0

Meaningful Consumption: A Eudaimonic Perspective on the Consumer Pursuit of Happiness and Well-being

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