Savedrecs

FN Clarivate Analytics Web of Science
VR 1.0
PT J
AU Kim, Bokyung
Yu, Soyoung
TI Factors affecting the patient safety activities of hospital nurses: A
cross-sectional study focusing on shared leadership
SO SAFETY SCIENCE
VL 174
AR 106460
DI 10.1016/j.ssci.2024.106460
DT Article
PD JUN 2024
PY 2024
AB Shared leadership is a team state of mutual leadership influence among
peers. The current study investigates the effects of nurses' perceptions
regarding shared leadership and organizational commitment on the patient
safety activities of nurses. Results have been reported on the
effectiveness of shared leadership across multiple disciplines,
including healthcare. In this descriptive study, the participants were
160 nurses working at 2 hospitals in South Korea. Data were collected
from October 14 to 21, 2020, using a structured questionnaire measuring
shared leadership, organizational commitment, and patient safety
activities. The STROBE checklist was used to ensure the quality of
reporting. Shared leadership averaged 3.72, organizational commitment
averaged 3.35, and patient safety activities averaged 4.28 out of 5. The
difference in patient safety activities according to the participant's
general characteristics showed significant statistical differences in
terms of the education level, current working ward, and number of
department workers. Through regression analysis, shared leadership was
identified as the variable that influenced patient safety activities the
most. To increase the quality of the patient safety activities of
nurses, it is necessary to build an organizational culture formation and
development system so that all staff can participate in not only problem
-solving but also decision -making, while exercising shared leadership.
OI Yu, Soyoung/0000-0001-6327-5747
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C1 Bundang CHA Womens Hosp, Seongnam, Gyeonggi Do, South Korea
C1 CHA Univ, Coll Nursing, 120 Haeryong Ro, Pochon, Gyeonggi Do, South
Korea
C3 Bundang CHA Womens Hosp
SN 0925-7535
EI 1879-1042
DA 2024-05-01
UT WOS:001203486400001
ER
PT J
AU Kor, Burcu
Wakkee, Ingrid
van der Sijde, Peter
TI How to promote managers' innovative behavior at work: Individual factors
and perceptions
SO TECHNOVATION
VL 99
SI SI
AR 102127
DI 10.1016/j.technovation.2020.102127
DT Article
PD JAN 2021
PY 2021
AB With the rapid development of Information and Communication Technology
(ICT), digital technology changes how banks translate new customer
demands into new products and services. To achieve this translation,
banks should increase their intrapreneurship capability through
Individual-level Innovative Behavior (IIB). However, research on how to
manage and promote manager's IIB in the workplace is still at the
nascent stage. Therefore, this study investigates an under-researched
topic: how Perceived Organizational Innovativeness (POI) affects
manager's IIB through self-leadership strategies, and whether perceived
organizational risk-taking and the gender of the respondents facilitate
or impede the process. The study surveys 340 managers in the Turkish
banking sector and analyses the results through SEM. The findings
indicate that POI, self-leadership, and strategies of self-leadership
are positively related to manager's IIB. Further, the results show that
self-leadership fully mediates the relationship between POI and
manager's IIB and that the perceived organizational risk-taking and
gender of the respondents moderate the mediating effect of
self-leadership on the relationship between POI and manager's IIB.
Overall, the contribution of the research is not only to gain a more
holistic understanding of manager's IIB antecedents but also to provide
managers or practitioners with guidance on designing organizational
environments that encourage innovation in the technology-driven sector.
RI Wakkee, Ingrid/F-8499-2013
ZR 0
TC 33
ZA 0
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Z9 36
C1 Amsterdam Univ Appl Sci, Fraijlemaborg 133, NL-1102 CV Amsterdam,
Netherlands
C1 Vrije Univ Amsterdam, Amsterdam, Netherlands
C3 Amsterdam Univ Appl Sci
SN 0166-4972
EI 1879-2383
DA 2021-01-12
UT WOS:000598079000001
ER
PT J
AU Warshawsky, Nora E
TI A Complexity-Informed Model to Guide Nurse Manager Practice.
SO Nursing administration quarterly
VL 44
IS 3
BP 198
EP 204
DI 10.1097/NAQ.0000000000000424
DT Journal Article
PD 2020 Jul/Sep
PY 2020
AB Nurse manager practice is a broad concept that reflects the defined role
responsibilities and the manner in which nurse managers perform their
role. The outcome of nurse manager practice is commonly known as their
job performance. The job performance of nurse managers reflects their
effectiveness and is assessed by organizational, staff, and patient
outcomes. There is strong evidence that nurse managers with relational
leadership styles are the key drivers of positive practice environments
and job satisfaction among nurses. Concluding that the solution to
positive environments and satisfied nurses rests solely on the
leadership style of the nurse manager seems logical; however, it ignores
the role of the larger organizational context. This article applies a
complexity lens to understand nurse manager practice and other
organizational factors influencing job performance. The evidence
developed thus far yielded the identification of dimensions of the
organizational context that support nurse manager practice and nurse
manager job performance. Additional research is needed to identify the
essential ingredients to support nurse manager practice. Organizational
success depends on developing synergy among the administrative,
adaptive, and enabling leadership functions of organizations.
OI Warshawsky, Nora/0000-0002-4488-1458
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ZA 0
TC 7
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Z9 7
C1 College of Nursing, University of Central Florida, Orlando.
EI 1550-5103
DA 2020-06-10
UT MEDLINE:32511178
PM 32511178
ER
PT J
AU Wu, Yaoliang
Xu, Quan
Jiang, Jun
Li, Yuan
Ji, Ming
You, Xuqun
TI The influence of safety-specific transformational leadership on safety
behavior among Chinese airline pilots: The role of harmonious safety
passion and organizational identification
SO SAFETY SCIENCE
VL 166
AR 106254
DI 10.1016/j.ssci.2023.106254
EA JUL 2023
DT Article
PD OCT 2023
PY 2023
AB Safety is a key consideration in the worldwide civil aviation industry,
in which an increasing number of aviation accidents are related to
flight crew performance. Based on social exchange theory and social
identity theory, the primary objective of this study is to examine the
relationships among safety-specific transformational leadership,
harmonious safety passion, organizational identification, and safety
behavior among Chinese airline pilots. Data was collected from 332
commercial airline pilots from China Eastern Airlines Co., Ltd. using
self-report questionnaires. Correlation analysis, mediation analysis and
moderated analysis were conducted. The results show that safety-specific
transformational leadership has a positive effect on safety behavior and
an indirect effect on safety behavior through the influence of
harmonious safety passion. Harmonious safety passion acts as a mediating
role, whereas organizational identification acts as a moderating role in
the relationship between safety-specific transformational leadership and
safety behavior. The managerial implications stemming from the findings
of this study may promote pilots' safety behavior, improve airline
management and maintain safety of flight operation.
TC 0
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ZA 0
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C1 Shaanxi Normal Univ, Sch Psychol, Xian 710062, Shaanxi, Peoples R China
C1 Shaanxi Prov Key Lab Behav & Cognit Neurosci, Xian 710062, Shaanxi,
Peoples R China
C1 China Eastern Airlines Co Ltd, Anhui Branch, Flight Dept, Hefei 230031,
Anhui, Peoples R China
C1 199 Changan South Rd, Xian 710062, Shaanxi, Peoples R China
C3 Shaanxi Prov Key Lab Behav & Cognit Neurosci
C3 China Eastern Airlines Co Ltd
SN 0925-7535
EI 1879-1042
DA 2023-08-15
UT WOS:001039265000001
ER
PT J
AU Fadhillah, Arief
Sukmadilaga, Citra
Farida, Ida
TI The influence of business strategy, leadership style, and effectiveness
of internal control system on implementation of good government
governance and its implication on organizational performance
SO DECISION SCIENCE LETTERS
VL 12
IS 3
BP 499
EP 514
DI 10.5267/dsl.2023.5.001
DT Article
PD JUL 2023
PY 2023
AB This research conducted testing on the influence of business strategy,
leadership style, and internal control system (IC) on implementation of
Good Government Governance (GGG) and its implication on organizational
performance of Social Security Administrator for Health (known as BPJS
Kesehatan). Data analysis was performed using a descriptive method,
assisted by a statistical tool Structural Equation Modeling
(SEM)-Lisrel. The data was tabulated from distributed and returned
questionnaires from 325 deputy offices, branch offices, and service
offices. The results showed that business strategy, leadership style,
and the effectiveness of IC influenced the implementation of Good
Government Governance. The result also provides evidence that leadership
style had a positive significant influence on performance. Conversely,
the business strategy and effectiveness of IC did not have a positive
significant influence on BPJS performance.(c) 2023 by the authors;
licensee Growing Science, Canada.
ZA 0
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C1 Padjadjaran State Univ, Fac Business & Econ, Accounting Sci, Dipatiukur
Rd 35, Bandung, West Java, Indonesia
C1 Supreme Audit Agcy Republ Indonesia, Jakarta, Indonesia
C3 Supreme Audit Agcy Republ Indonesia
SN 1929-5804
EI 1929-5812
DA 2023-06-29
UT WOS:001008518700001
ER
PT J
AU Chen, Lujie
Jia, Fu
Li, Taiyu
Zhang, Tianyu
TI Supply chain leadership and firm performance: A meta-analysis
SO INTERNATIONAL JOURNAL OF PRODUCTION ECONOMICS
VL 235
AR 108082
DI 10.1016/j.ijpe.2021.108082
EA MAR 2021
DT Article
PD MAY 2021
PY 2021
AB The effect of transformational vis-`a-vis transactional supply chain
leadership on firm performance has been studied in the existing
literature, but results remain mixed. Therefore, it is important to
provide a meta-analysis literature review to investigate this
relationship. In this study, 32 empirical journal articles published
over the past 10 years have been reviewed and evaluated through a
meta-analysis. The results reveal that supply chain leadership is
positively related to firm performance; specifically, transformational
supply chain leadership has a more significant influence than
transactional supply chain leadership on firm performance. Further, the
effect of leadership varies according to region, industry and
performance type. This study provides the first meta-analysis on this
relationship.
RI Li, Taiyu/AAV-9267-2021
OI Li, Taiyu/0000-0002-3033-3725
ZR 0
TC 74
ZB 2
ZS 1
Z8 0
ZA 0
Z9 76
C1 Xian Jiaotong Liverpool Univ, Int Business Sch Suzhou, 8 Chongwen Rd,
Suzhou, Jiangsu, Peoples R China
C1 Chongqing Jiaotong Univ, Sch Econ & Management, Chongqing, Peoples R
China
C1 Univ Liverpool, Management Sch, Chatham St, Liverpool L69 7ZH,
Merseyside, England
SN 0925-5273
EI 1873-7579
DA 2021-05-14
UT WOS:000640412600015
ER
PT J
AU Schwantz, Patricia Ines
Klein, Leander Luiz
Simonetto, Eugenio de Oliveira
TI The Relationship between Lean Practices and Organizational Performance:
An Analysis of Operations Management in a Public Institution
SO LOGISTICS-BASEL
VL 7
IS 3
AR 52
DI 10.3390/logistics7030052
DT Article
PD SEP 2023
PY 2023
AB Background: This study aims to analyze the relationship between lean
practices and organizational performance in a public institution,
specifically, a military organization. Methods: The research has a
quantitative approach with a descriptive character, having as a sample
the members of a military unit located in Rio Grande do Sul. A valid
sample of 116 answered questionnaires was obtained. Data analysis was
carried out through multivariate statistical treatment, known as
Structural Equation Modeling (SEM), using the Smart-PLS software.
Results: At the end of the study, it was possible to confirm the central
hypothesis of the study and conclude that lean practices (waste
elimination, continuous improvement, support and leadership, member
involvement, education and training, long-term thinking, quality, and
systemic vision) positively impact organizational performance. Together,
these elements combine to engender organizational effectiveness and
success, promoting more productivity, quality, profitability, and
customer satisfaction, thus improving the organization's performance.
Conclusions: It is evident that the members of the military unit are
committed to optimizing organizational performance, showing constant
improvement in productivity, rarely committing errors, cost reduction in
activities and works, high effectiveness in meeting goals, prioritizing
cost reduction in the execution of activities, as well as achieving
goals and objectives related to the services provided.
RI Klein, Leander Luiz/AAI-8973-2020; SIMONETTO, EUGENIO DE OLIVEIRA/Q-8880-2016;
Schwantz, Patricia Ines/
OI Klein, Leander Luiz/0000-0001-6075-6107; SIMONETTO, EUGENIO DE
OLIVEIRA/0000-0001-7572-5338; Schwantz, Patricia
Ines/0000-0002-1110-7490
TC 0
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ZA 0
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C1 Univ Fed Santa Maria, Postgrad Program Management, Ave Roraima 1000,
BR-97105900 Santa Maria, Brazil
C1 Univ Fed Santa Maria, Ctr Social & Humans Sci, Ave Roraima 1000,
BR-97105900 Santa Maria, RR, Brazil
EI 2305-6290
DA 2023-10-18
UT WOS:001073687300001
ER
PT J
AU Abbu, Haroon
Mugge, Paul
Gudergan, Gerhard
Hoeborn, Gerrit
Kwiatkowski, Alexander
TI Measuring the Human Dimensions of Digital Leadership for Successful
Digital Transformation Digital leaders can use the authors' Digital
Leadership Scale to assess their own readiness and ability to accelerate
digital transformation.
SO RESEARCH-TECHNOLOGY MANAGEMENT
VL 65
IS 3
BP 39
EP 49
DI 10.1080/08956308.2022.2048588
DT Article
PD MAY 4 2022
PY 2022
AB Overview: The digital transformation of organizations continues at a
frenetic pace. While some companies have achieved trailblazer status,
others are lagging because they find the transition difficult. Digital
leaders play a pivotal role in digital transformation successes because
they can inspire organizational and employee confidence in these
disruptive and sometimes risky initiatives. We present a Digital
Leadership Scale with 15 dimensions. Our scale focuses on successful
leadership in digital transformation. We aimed to capture the qualities
of leaders leading digitally mature organizations so that leaders of
digitally developing organizations can increase their likelihood of
success. We also mention the future development of a Digital Leadership
Scale self-assessment tool that digital leaders can use to assess their
own readiness and ability to accelerate digital initiatives.
RI Silva, Flavio/JTT-2763-2023; Abbu, Haroon/
OI Abbu, Haroon/0000-0002-4654-4578
ZB 0
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TC 21
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ZA 0
Z9 23
C1 Bell & Howell, Digital Data & Analyt, Durham, NC 27713 USA
C1 IBM Corp, Prod Dev Global Business Strategy & Business Inno, Armonk, NY
USA
C1 North Carolina State Univ, Ctr Innovat Management, Raleigh, NC 27695 USA
C1 Rhein Westfal TH Aachen, FIR Inst Ind Management, Aachen, Germany
C1 Rhein Westfal TH Aachen, FIR Inst Ind Management, Ecosyst Design Sect,
Aachen, Germany
C3 Bell & Howell
SN 0895-6308
EI 1930-0166
DA 2022-04-29
UT WOS:000783734000006
ER
PT J
AU Wu, Chunlin
Yao, Han
Ning, Xin
Wang, Lei
TI Emergence of Informal Safety Leadership: A Social-Cognitive Process for
Accident Prevention
SO PRODUCTION AND OPERATIONS MANAGEMENT
VL 30
IS 11
BP 4288
EP 4305
DI 10.1111/poms.13523
EA JUL 2021
DT Article
PD NOV 2021
PY 2021
AB As an important domain of disaster management, accident prevention is an
urgent and crucial subject because of the high frequency and severe
consequences of industrial accidents in recent times. Current
researchers focus on organization-level safety antecedents, among which
leadership receives the highest attention. However, formal leadership of
senior managers is limited by the level-by-level effect attenuation,
such that frontline accidents cannot be controlled substantially. Thus,
this study proposes the construct of informal safety leadership (ISL),
which emerges among frontline workers through socially cognitive
interactions. We develop a moderated mediating conceptual model to
explore the ISL emergence mechanism from the social-cognitive
perspective. Across two studies, that is, a three-wave field study and
an agent-based modeling simulation experiment, we find that three
social-cognitive elements are positively associated with ISL emergence,
which in turn predicts safety organizational citizenship behavior and
perceived followership. Moreover, this relationship is conditional on
formal leadership support. We contribute to disaster management
literature by articulating how informal leaders emerge from the
operational frontline to possess safety leadership traits. We also give
insight into leadership emergence by clearly indicating that who becomes
a leader is an inherently social process, dependent on peers who bestow
influence to a person engaging in leader-like behaviors. We thus provide
a unique perspective on practical efforts to leverage benefits of the
closest and most immediate leadership in frontline accident prevention.
RI Wu, Chunlin/U-2605-2017; Ning, Xin/
OI Ning, Xin/0000-0002-6547-9812
ZB 0
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TC 6
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Z9 6
C1 Beihang Univ, Sch Econ & Management, 37 Xueyuan Rd, Beijing 100191,
Peoples R China
C1 Beihang Univ, Beijing Key Lab Emergency Support Simulat Technol, Beijing
100191, Peoples R China
C1 Dongbei Univ Finance & Econ, Sch Investment & Construct Management, 217
Jianshan St, Dalian 116025, Peoples R China
C1 Univ China, Criminal Invest Police, Sch Narcot Control & Publ Order
Studies, 83 Tawan St, Shenyang 110854, Peoples R China
C3 Univ China
SN 1059-1478
EI 1937-5956
DA 2021-08-03
UT WOS:000678157100001
ER
PT J
AU Olsen, Olav Kjellevold
Hetland, Jorn
Matthiesen, Stig Berge
Hoprekstad, Oystein Lovik
Espevik, Roar
Bakker, Arnold B.
TI Passive avoidant leadership and safety non-compliance: A 30 days diary
study among naval cadets
SO SAFETY SCIENCE
VL 138
AR 105100
DI 10.1016/j.ssci.2020.105100
EA MAR 2021
DT Article
PD JUN 2021
PY 2021
AB The leadership literature suggests that passive leadership undermines
employee safety performance; because passive leadership behavior signals
that the leader is not committed to organizational safety goals. We
tested this hypothesis and investigated the role of two possible
moderators, moral disengagement and intolerance of uncertainty.
Participants were 78 naval cadets who responded to daily surveys during
a 30 days voyage on board of a sailing ship (N occasions is 2166 for H1
and 1910 for H2- H4). The results of multilevel analyses showed as
expected that a substantial portion (49%) of the daily safety
non-compliance was caused by variation within each crewmember from day
to day, and that an increase in daily passive avoidant leadership was
related to increased daily safety non-compliance. More unexpectedly,
those crewmembers high (and not low) on moral disengagement and
intolerance of uncertainty were less influenced by passive avoidant
leadership in terms of daily safety violations. Several explanations for
the results are discussed.
RI Bakker, Arnold B./F-8494-2010; Bakker, Arnold B./JBJ-6916-2023; espevik, roar/
OI Bakker, Arnold B./0000-0003-1489-1847; espevik, roar/0000-0002-6472-4636
ZA 0
ZR 0
ZS 0
ZB 1
TC 9
Z8 0
Z9 11
C1 Univ Bergen, Bergen, BI, Norway
C1 Norwegian Business Sch, Bergen, BI, Norway
C1 Erasmus Univ, Rotterdam, Netherlands
C1 Univ Johannesburg, Johannesburg, South Africa
SN 0925-7535
EI 1879-1042
DA 2021-06-04
UT WOS:000648879200005
ER
PT J
AU Maalouf, Miguel Malek
Hoque, Imranul
TI Applying fuzzy set qualitative comparative analysis to identify pathways
for improving occupational health and safety performance
SO SAFETY SCIENCE
VL 156
AR 105903
DI 10.1016/j.ssci.2022.105903
EA AUG 2022
DT Article
PD DEC 2022
PY 2022
AB Under pressure from international buyers and local government, garment
suppliers in Bangladesh have inten-sified their efforts to improve work
conditions in their factories. Available studies have identified a range
of interdependent organizational factors leading to improved OHS
outcomes using large-N statistical studies and estimating average effect
sizes. Yet, with such interdependence among organizational factors, no
study has yet identified and compared combinations of organizational
factors or pathways across a set of cases examining OHS outcomes. In
this paper, we use small-N fuzzy set qualitative comparative analysis to
identify combinations of organizational factors leading to improved OHS
performance in the garment industry of Bangladesh. Fourteen cases were
selected through purposeful sampling aiming to maximize the variations
in causal conditions and output, which facilitates the identification of
pathways among the selected garment suppliers. Based on the available
studies, we identified and coded five organizational factors (causal
conditions) to examine their in-fluence on OHS performance. Results
reveal two distinct pathways leading to improved OHS performance. Common
to the two pathways are three causal conditions: Accountability,
Auditing, and Training. In addition, to the three common causal
conditions, pathway 1 and pathway 2 include respectively Leadership and
Buyers, revealing two distinct approaches to improve OHS performance
among garment suppliers. Contrary to the ex-pectations in the
literature, our study indicates that long-term relationships and
partnerships with international buyers is the main driver for improved
OHS performance in pathway 2, thus compensating for the absence of
active leadership and management commitment.
RI Hoque, Imranul/; Maalouf, Malek Miguel/G-3572-2018
OI Hoque, Imranul/0000-0002-8606-6582; Maalouf, Malek
Miguel/0000-0001-8787-8489
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TC 2
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C1 Univ Southern Denmark, Dept Technol & Innovat, Odense, Denmark
C1 Jagannath Univ, Dept Mkt, Dhaka, Bangladesh
C3 Jagannath Univ
SN 0925-7535
EI 1879-1042
DA 2022-09-08
UT WOS:000848148600001
ER
PT J
AU Liu, Yuan-yuan
Liu, Ping-qing
Liu, Dong-xu
Liu, Shu-zhen
TI Effect of paternalistic leadership on safety performance of transit bus
drivers: Activation effect of positive followership traits
SO SAFETY SCIENCE
VL 153
AR 105821
DI 10.1016/j.ssci.2022.105821
EA MAY 2022
DT Article
PD SEP 2022
PY 2022
AB Leadership is defined as the process of interaction between leaders and
followers. Organizational context issues in leader-follower dyads have
been widely explored in management studies. However, methods of applying
said issues into the field of safety science require more attention. In
the present study, the impact of paternalistic leadership on the safety
performance of employees was investigated. Additionally, the mediating
effects of autonomous safety motivation and activation effects of
positive followership traits were discovered predicated on 456
leader-follower paired samples of Chinese transit bus drivers. From the
findings of the present study, it was observed that paternalistic
leadership yielded a direct positive impact on the safety performance of
transit bus drivers (beta = 0.761, p < 0.001). Furthermore,
paternalistic leadership could enhance the safety performance of transit
bus drivers by stimulating their autonomous safety motivations (95 %CI
[0.0309, 0.1307]); positive followership traits could facilitate the
effectiveness of paternalistic leadership. Specifically, positive
followership traits could not only strengthen the influence of
paternalistic leadership on employees' autonomous safety motivation
(beta = 0.099, p < 0.01), but also moderate the mediating role of
autonomous safety motivation between paternalistic leadership and safety
performance (CI [0.0150, 0.1087]). In the present study, guidance and
suggestions for companies to improve safety performance of employees are
provided.
RI liu, yuanyuan/GWZ-5838-2022; liu, yuanyuan/HSG-8372-2023; liu, yuanyuan/IQS-
2755-2023; liu, 园园/HJI-4438-2023
TC 2
Z8 1
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Z9 4
C1 Beijing Inst Technol, Sch Management & Econ, Beijing 100081, Peoples R
China
C1 Beijing Union Univ, Management Coll, Beijing 100101, Peoples R China
SN 0925-7535
EI 1879-1042
DA 2022-06-22
UT WOS:000807811200004
ER
PT J
AU Frick, Nicholas R. J.
Mirbabaie, Milad
Stieglitz, Stefan
Salomon, Jana
TI Maneuvering through the stormy seas of digital transformation: the
impact of empowering leadership on the AI readiness of enterprises
SO JOURNAL OF DECISION SYSTEMS
VL 30
IS 2-3
SI SI
BP 235
EP 258
DI 10.1080/12460125.2020.1870065
EA JAN 2021
DT Article
PD JUL 3 2021
PY 2021
AB Digital transformation exposes enterprises of altering business
strategies and adapt technological advancements such as artificial
intelligence (AI). AI is expected to fundamentally transform the future
of work, however, associated changes cause resistance behaviour of
employees and hindered AI readiness, i.e., missing preparedness for the
implementation. This study examines whether leadership reduces
resistance and how it contributes to the AI readiness of enterprises.
Expert interviews indicate that empowering leadership, precisely
autonomy and development support, is favourable to maneuver AI-induced
change. Nevertheless, the quantitative evaluation on the impact of
empowering leadership shows neither a significant effect on resistance
to change nor on AI readiness. We discuss that employees strive for
consistency and leaders who provide stable environments. Researchers
understand which factors implicate AI readiness of employees and how
leadership and resistance to change contribute. Practitioners comprehend
which leadership attributes are fruitful for organizational alignments
and how leaders generate appropriate readiness.
RI Silva, Flavio/JTT-2763-2023; Frick, Nicholas/; Stieglitz, Stefan/; Mirbabaie,
Milad/C-3948-2019
OI Frick, Nicholas/0000-0002-9075-4433; Stieglitz,
Stefan/0000-0002-4366-1840; Mirbabaie, Milad/0000-0002-9455-5773
Z8 0
ZA 0
ZB 2
ZS 0
ZR 0
TC 32
Z9 32
C1 Univ Duisburg Essen, Profess Commun Elect Media Social Media, Duisburg,
Germany
C1 Univ Bremen, Dept Business Studies & Econ, Bremen, Germany
SN 1246-0125
EI 2116-7052
DA 2021-01-22
UT WOS:000607099600001
ER
PT J
AU Srimulyani, Veronika Agustini
Rustiyaningsih, Sri
Farida, Florentina Anif
Hermanto, Yustinus Budi
TI Mediation of "AKHLAK" corporate culture and affective commitment on the
effect of inclusive leadership on employee performance
SO SUSTAINABLE FUTURES
VL 6
AR 100138
DI 10.1016/j.sftr.2023.100138
EA NOV 2023
DT Article
PD DEC 2023
PY 2023
AB Researchers and practitioners have claimed that leadership, culture, and
employee commitment are important elements of an organization's success
in the business world. The main objectives of this article are to
analyze: 1) the mediating role of "AKHLAK" corporate culture on the
effect of inclusive leadership on affective commitment and employee
performance; 3) analyze the role of mediating affective commitment to
the influence of inclusive leadership and corporate culture "AKHLAK" on
employee performance. The research sample was 135 permanent employees at
three BUMNs in the Madiun area, East Java, Indonesia. Data analysis used
SPSS version 24, Smart PLS, and the online Sobel test. The test results
show that: 1) "AKHLAK" corporate culture as a partial mediation of the
influence of inclusive leadership on affective commitment; 2) "AKHLAK"
corporate culture does not mediate the effect of inclusive leadership on
employee performance, because the direct effect of "AKHLAK" corporate
culture on employee performance is not significant; 3) affective
commitment as a full mediation of the influence of inclusive leadership
on employee performance; 4) affective commitment as a full mediation of
the influence of corporate culture "AKHLAK" on employee performance.
RI hermanto, yustinus budi/ABA-5500-2021
OI hermanto, yustinus budi/0000-0002-4117-5750
TC 0
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ZA 0
ZB 0
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Z9 0
C1 Widya Mandala Surabaya Catholic Univ, Fac Business, Surabaya, Indonesia
C1 Darma Cendika Catholic Univ, Fac Econ, Surabaya, Indonesia
C3 Darma Cendika Catholic Univ
SN 2666-1888
DA 2024-02-20
UT WOS:001113146500001
ER
PT J
AU McKimm, Judy
Redvers, Nicole
El Omrani, Omnia
Parkes, Margot W.
Elf, Marie
Woollard, Robert
TI Education for sustainable healthcare: Leadership to get from here to
there
SO MEDICAL TEACHER
VL 42
IS 10
BP 1123
EP 1127
DI 10.1080/0142159X.2020.1795104
EA AUG 2020
DT Article
PD OCT 2 2020
PY 2020
AB The current global crises, including climate, COVID-19, and
environmental change, requires global collective action at all scales.
These broad socio-ecological challenges require the engagement of
diverse perspectives and ways of knowing and the meaningful engagement
of all generations and stages of personal and professional development.
The combination of systems thinking, change management, quality
improvement approaches and models, appreciative/strength-based
approaches, narratives, storytelling and the strengths of Indigenous
knowledges, offer synergies and potential that can set the stage for
transformative, strengths-based education for sustainable healthcare
(ESH). The need for strong leadership to enact a vision for ESH is
outlined here with the intent to enable and nurture the conditions for
change, ultimately improving health and well-being across generations.
RI Woollard, Robert/JOZ-9296-2023; Redvers, Nicole/HCI-5707-2022; Redvers,
Nicole/AAD-2109-2020; Woollard, Robert/; Elf, Marie/; El-Omrani, Omnia/; Parkes,
Margot/; McKimm, Judy/
OI Redvers, Nicole/0000-0001-8521-2130; Woollard,
Robert/0000-0002-9537-1052; Elf, Marie/0000-0001-7044-8896; El-Omrani,
Omnia/0000-0002-1655-1195; Parkes, Margot/0000-0003-1967-2977; McKimm,
Judy/0000-0002-8949-5067
ZB 2
ZR 0
ZA 0
Z8 0
TC 24
ZS 2
Z9 29
C1 Swansea Univ, Med Sch, Swansea, W Glam, Wales
C1 Univ North Dakota, Sch Med & Hlth Sci, 1301 N Columbia Rd,Stop 9037,
Grand Forks, ND 58202 USA
C1 Int Federat Med Students Assoc IFMSA, Copenhagen, Denmark
C1 Univ Northern British Columbia, Sch Hlth Sci, Prince George, BC, Canada
C1 Northern Med Program, Prince George, BC, Canada
C1 Dalarna Univ, Sch Educ Hlth & Social Studies, Falun, Sweden
C1 Univ British Columbia, Dept Family Practice, Vancouver, BC, Canada
C3 Int Federat Med Students Assoc IFMSA
C3 Northern Med Program
SN 0142-159X
EI 1466-187X
DA 2020-08-21
UT WOS:000557943800001
PM 32776858
ER
PT J
AU Qiu, Jing-Hui
Soubeyran, Antoine
He, Fei
TI Equilibrium versions of set-valued variational principles and their
applications to organizational behavior
SO OPTIMIZATION
VL 69
IS 12
SI SI
BP 2657
EP 2693
DI 10.1080/02331934.2020.1718127
EA JAN 2020
DT Article
PD DEC 1 2020
PY 2020
AB By using a pre-order principle in [Qiu JH. A pre-order principle and
set-valued Ekeland variational principle. J Math Anal Appl.
2014;419:904-937], we establish a general equilibrium version of
set-valued Ekeland variational principle (denoted by EVP), where the
objective function is a set-valued bimap defined on the product of
left-complete quasi-metric spaces and taking values in a quasi-ordered
linear space, and the perturbation consists of a cone-convex subset of
the ordering cone multiplied by the quasi-metric. Moreover, we obtain an
equilibrium EVP, where the perturbation contains a sigma-convex subset
and the quasi-metric. From the above two general EVPs, we deduce several
interesting corollaries, which extend and improve the related known
results. Several examples show that the obtained set-valued EVPs are
new. Finally, applying the above EVPs to organizational behavior
sciences, we obtain some interesting results on organizational change
and development with leadership. In particular, we show that the
existence of robust organizational traps.
TC 5
ZS 0
ZA 0
ZB 0
Z8 0
ZR 0
Z9 6
C1 Soochow Univ, Sch Math Sci, Suzhou, Peoples R China
C1 Aix Marseille Univ, Aix Marseille Sch Econ, Marseille, France
C1 Inner Mongolia Univ, Sch Math Sci, Hohhot, Peoples R China
SN 0233-1934
EI 1029-4945
DA 2020-02-03
UT WOS:000509030800001
ER
PT J
AU Turner, Neil
Baxter, David
TI How to Enable Ambidexterity in Safety-Critical Software Development
VL 67
IS 2
BP 35
EP 43
DI 10.1080/08956308.2023.2293647
DT Article
PD MAR 3 2024
PY 2024
AB In a competitive environment, continually improving new products and
services requires new knowledge and novel solutions. Managing projects
also requires the careful control of resources for effective delivery.
Ambidexterity, the simultaneous achievement of novelty through
exploration and efficiency through exploitation, is challenging to
achieve in practice. The ways in which companies can achieve
ambidexterity are context dependent. It is especially hard to promote
new and uncertain concepts in situations where lives are at stake. This
article reports on a case study of a safety-critical IT development
project that successfully achieved ambidexterity. Leadership behaviors
that support ambidexterity in this setting are critical. We highlight
four leadership behaviors key to developing an environment where
creative solutions can flourish.
RI Baxter, David/D-5071-2009
OI Baxter, David/0000-0003-1983-7786
Z8 0
ZA 0
TC 0
ZR 0
ZB 0
ZS 0
Z9 0
C1 Cranfield Univ, Bedford, England
C1 Innovat Southampton Business Sch, Southampton, England
C3 Innovat Southampton Business Sch
SN 0895-6308
EI 1930-0166
DA 2024-03-18
UT WOS:001173233400009
ER
PT J
AU Liu, Zhidi
Li, Jia
Zhang, Xiao
TI How does CEO curiosity affect firm innovation?
SO TECHNOVATION
VL 127
AR 102848
EA AUG 2023
DT Article
PD SEP 2023
PY 2023
AB In the present study, we introduce CEO curiosity as a new personality
dimension of CEOs to explain corporate strategy. Prior research has
implied that CEO curiosity may play a critical role in firm innovation.
However, exploration linking curiosity at the executive level to
organizational innovation is surprisingly lacking. To this end, we aim
to examine the impact of CEO curiosity on firm innovation. Based on a
sample of 563 Chinese firms, we found that CEO curiosity positively
influences firm innovation via boundary-spanning search, while
organizational inertia weakens both the direct effect of CEO curiosity
on boundary-spanning search and its indirect effect on firm innovation.
With this study we contribute to both the upper echelons theory and the
microfoundation of innovation and offer new insights into the study of
curiosity by unveiling the understudied but important role of CEO
curiosity in firm innovation.
TC 2
ZB 0
ZS 0
ZR 0
ZA 0
Z8 0
Z9 2
C1 Nanjing Univ, Business Sch, Nanjing, Peoples R China
SN 0166-4972
EI 1879-2383
DA 2023-09-27
UT WOS:001066450400001
ER
PT J
AU Cady, Phil
TI Applied systems thinking: The impact of system optimization strategies
on financial and quality performance in a team-based simulation.
SO Healthcare management forum
VL 34
IS 1
BP 29
EP 33
DI 10.1177/0840470420950378
DT Journal Article
PD 2021-Jan
PY 2021
AB At its core, this research was undertaken to explore the extent to which
system optimization leadership strategies such as innovation,
collaboration, and data-driven decision-making affect financial and
quality performance in organizations. A quasi-experimental
pretest-posttest research design was used to examine the increase or
decrease in system performance as a result of treatment in the form of a
systems thinking workshop and strategy discussion. The application of
three-core system strategies lead to significant gains in financial
performance across all teams, and an increase in quality performance in
all but one team. In addition to an increase in performance, this
research also revealed the tendency of social systems to reflexively
sub-optimize their performance and at times lose focus on higher order
system goals. Helpful recommendations for leadership practice and future
research are presented with a view to helping optimize whole systems and
not solely their parts.
OI Cady, Phil/0000-0002-3746-5595
ZA 0
ZS 0
ZR 0
ZB 0
Z8 0
TC 2
Z9 5
C1 8202Royal Roads University, Victoria, British Columbia, Canada.
SN 0840-4704
DA 2020-08-27
UT MEDLINE:32844701
PM 32844701
ER
PT J
AU Hossain, Mohamamd Alamgir
Quaddus, Mohammed
Hossain, Md Moazzem
Gopakumar, Gopika
TI Data-driven innovation development: an empirical analysis of the
antecedents using PLS-SEM and fsQCA
SO ANNALS OF OPERATIONS RESEARCH
VL 333
IS 2-3
SI SI
BP 895
EP 937
DI 10.1007/s10479-022-04873-3
EA DEC 2022
DT Article
PD FEB 2024
PY 2024
AB Data-driven innovation (DDI) is a primary source of competitive
advantage for firms and is a contemporary research priority. However,
what facilitates the development of DDI has largely been understudied in
literature. Through a systematic literature review, this study finds
technological, organizational, and environmental variables under the TOE
framework, which would drive effective DDI development. We thus develop
a research model, which is tested using survey data from 264 Australian
firms engaged in DDI development. The data have been analysed using both
symmetric (partial least squares based structural equation modelling
(PLS-SEM)) and asymmetric (fuzzy-set qualitative comparative analysis
(fsQCA)) methods. The mixed method enhances the confidence in our
empirical analyses of the antecedent variables of DDI development.
PLS-SEM has revealed that technological readiness (i.e., data quality
and metadata quality), and organizational absorptive capacity and
readiness (i.e., technology-oriented leadership and availability of IT
skilled professionals) affect DDI development. Our fsQCA results
complement and extend the findings of PSL-SEM analysis. It reveals that
quality of data and metadata, technology-oriented leadership, and
exploitation capacity individually are necessary-but are not
sufficient-conditions for high DDI development. Further, it identifies
three different solutions each for small, medium, and large firms by
combining the TOE factors. Additionally, this study suggests that the
TOE framework is more applicable to small firms, on DDI context.
Findings of our study have been related with theoretical and practical
implications.
RI Hossain, Mohammad Alamgir/B-5631-2016
OI Hossain, Mohammad Alamgir/0000-0002-4292-8478
ZB 0
TC 1
ZR 0
ZS 0
ZA 0
Z8 0
Z9 1
C1 RMIT Univ, Sch Accounting Informat Syst & Supply Chain, Melbourne, Vic,
Australia
C1 RMIT Univ, Business & Human Rights BHRIGHT Ctr, Melbourne, Vic,
Australia
C1 Curtin Univ, Sch Management & Mkt, Perth, WA, Australia
C1 Murdoch Univ, Murdoch Business Sch, Perth, WA, Australia
C1 PricewaterhouseCoopers, Melbourne, Vic, Australia
SN 0254-5330
EI 1572-9338
DA 2023-01-15
UT WOS:000895590600002
ER
PT J
AU van Dun, Desiree H.
Tortorella, Guilherme L.
Carminati, Lara
TI Lean leadership across different national cultures: a comparative study
SO PRODUCTION PLANNING & CONTROL
DI 10.1080/09537287.2023.2223541
EA JUN 2023
DT Article; Early Access
PY 2023
AB Most studies on organisational lean transformation have been conducted
in the North-Western hemisphere. This questions the cross-cultural
generalisability and understanding of managers' leadership style that is
required to effectively guide lean transformations. Our mixed-methods
study compares effective Brazilian to Dutch lean managers' behaviours
and values and builds on a total of 43 in-depth interviews and 100
surveys with focal managers, their bosses, and subordinates. While
self-transcendence and openness-to-change values were similar across
cultures, Brazilian lean managers were perceived to show more
relations-, change-, and task-oriented behaviours than the Dutch ones.
The Brazilian managers also strongly identified with lean leaders,
noting that lean values were quite different from Brazilian ones. Thus,
Identity Theory is introduced to explain these striking differences and
three propositions are formulated to guide future longitudinal
mixed-methods research across the globe. Multinational organisations are
advised to build a strong 'lean identity' across their plants to
stimulate lean-leadership development.
OI van Dun, Desiree/0000-0002-6279-5510; Tortorella,
Guilherme/0000-0003-2396-4665
ZB 0
Z8 0
ZR 0
TC 0
ZS 0
ZA 0
Z9 0
C1 Univ Twente, Fac Behav Management & Social Sci, Dept Hightech Business &
Entrepreneurship, Enschede, Netherlands
C1 Univ Melbourne, Melbourne, Australia
C1 Univ Austral, IAE Business Sch, Buenos Aires, Argentina
C1 Univ Fed Santa Catarina, Florianopolis, Brazil
SN 0953-7287
EI 1366-5871
DA 2023-06-28
UT WOS:001008642000001
ER
PT J
AU Lee, Jin
Sylvara, Ashley
Choi, Jinhong
Lee, Sunhee
TI On different pages? More dangerous than a papercut: Implications of
incongruence between leader and member safety climate perceptions
SO SAFETY SCIENCE
VL 163
AR 106111
DI 10.1016/j.ssci.2023.106111
EA FEB 2023
DT Article
PD JUL 2023
PY 2023
AB The present study examined the presence of a gap between leaders' and
members' safety climate perceptions in South Korean chemical companies.
Also, it examined how this gap relates to workplace safety and
organizational attitudes at the work-unit level by endorsing the notion
that the psychological contract theory is an appropriate approach to
understanding incongruence in safety climate perceptions. Paired t-test
and response surface analysis were conducted using the sample of 4,978
organizational members nested within 122 work-units. Leaders reported
significantly higher safety climate perceptions than members. When
safety climate perceptions between leaders and members were
significantly different, safety compliance behavior was low and injury
rates, cynicism, and turnover intentions were greater. Incongruence in
safety climate might compromise organizational safety and foster
negative organizational attitude. Also, when safety climate perceptions
of leaders and members were both high, then safety compliance behavior
was high and cynicism was lower suggesting that convergent thinking
regarding safety climate amongst leaders and members can be beneficial.
The present study demonstrated the importance of monitoring and
addressing the gap between leaders' and members' safety climate
perceptions in hazardous industries.
OI Lee, Sunhee/0000-0003-2031-9900
TC 0
ZA 0
Z8 0
ZB 0
ZS 0
ZR 0
Z9 0
C1 Kansas State Univ, Dept Psychol Sci, Manhattan, KS USA
C1 Chungnam Natl Univ, Dept Psychol, 99 Daehak Ro, Daejeon, South Korea
SN 0925-7535
EI 1879-1042
DA 2023-03-30
UT WOS:000948936800001
ER
PT J
AU Upton, Harvey
TI Implicit Incentives and Delegation in Teams
SO MANAGEMENT SCIENCE
DI 10.1287/mnsc.2022.02212
EA SEP 2023
PY 2023
AB We study an infinitely repeated game of team production, where agents
must supply costly effort under moral hazard. The principal also has the
option to delegate an additional production-relevant decision to a team
member. We provide conditions under which delegation changes the scope
of peer sanction and thus influences the implicit incentives generated
by the agents' repeated interaction. Delegation can then become strictly
optimal, despite misaligned preferences and symmetric information
regarding the efficient decision. We show that implicit incentives under
delegation are strongest in diverse teams and use our results to discuss
various aspects of organizational design, including self organized
teamwork.
RI Upton, Harvey/KDN-4077-2024
OI Upton, Harvey/0000-0002-2668-9403
ZS 0
TC 0
ZA 0
ZR 0
Z8 0
ZB 0
Z9 0
C1 Humboldt Univ, Sch Business & Econ, D-10178 Berlin, Germany
SN 0025-1909
EI 1526-5501
DA 2023-10-12
UT WOS:001073071200001
ER
PT J
AU Zhang, Xinyue
Denicol, Juliano
Chan, Paul W.
Le, Yun
TI Designing the transition to operations in large inter-organizational
projects: Strategy, structure, process, and people
SO JOURNAL OF OPERATIONS MANAGEMENT
VL 70
IS 1
SI SI
BP 107
EP 136
DI 10.1002/joom.1275
EA SEP 2023
DT Article
PD JAN 2024
PY 2024
AB The transition from projects to operations requires a spanning from more
temporary, goal-oriented, and evolving organizational forms to more
permanent, routine, and ongoing organizational forms. A question of
practical and theoretical significance is how to organize the transition
to operations in large inter-organizational projects. To answer this
question, we conducted a longitudinal case study of Beijing Daxing
International Airport, which is the largest transportation hub in China
to date, and provides rich evidence for successfully managing the
transition to operations. By analyzing the organizational design
strategy, structures, processes, and management of people in the
transition, we provide a synthetic framework for designing the
transition to operations in large inter-organizational projects. The
framework provides a set of considerations to design organizational
boundaries that build connections, emphasize coordination, and achieve
continuity between projects and operations. This study contributes to
the nexus of operations management and project management and the
organizational design of large inter-organizational projects.
The transition should be designed to achieve continuity between projects
and operations, emphasizing coordination, information exchange, and
reconciling temporary and permanent organizational forms.Ad hoc
integrated organizations should be designed to manage transitions,
emphasizing concurrent leadership, and job rotation in temporary
(project) and permanent (operations) organizations.The framework moves
from capabilities to actions by providing strong owners with the
building blocks for designing the transition of large projects to
operations (strategy, structure, process, people).
RI Zhang, Xinyue/IXN-4564-2023; Zhang, Xinyue/; Chan, Paul/
OI Zhang, Xinyue/0000-0003-1720-4571; Chan, Paul/0000-0002-0609-4250
ZS 0
TC 4
ZB 0
Z8 0
ZA 0
ZR 0
Z9 4
C1 Tongji Univ, Sch Econ & Management, Shanghai 200092, Peoples R China
C1 Delft Univ Technol, Architecture & Built Environm Fac, Dept Management
Built Environm, Delft, Netherlands
C1 UCL, Bartlett Fac Built Environm, Sch Sustainable Construct, London,
England
SN 0272-6963
EI 1873-1317
DA 2023-09-12
UT WOS:001057339600001
ER
PT J
AU Faridian, Parisa Haim
TI Leading open innovation: The role of strategic entrepreneurial
leadership in orchestration of value creation and capture in GitHub open
source communities
SO TECHNOVATION
VL 119
AR 102546
EA DEC 2022
DT Article
PD JAN 2023
PY 2023
AB This study investigates the role of entrepreneurial leadership in the
orchestration of resource domains towards effective value creation and
capture in open innovation (OI). To do so, it proposes a threefold
framework that, first it explores the role of OI leaders in cultivating
an environment that supports diverse motivational drivers of network
members in the input domain. Second, it explains the impact of
establishing facets of power by emergent OI leaders on setting the
direction of a dominant flow of innovation in the institutional domain.
Third, it postulates the impact of entrepreneurial contributions of OI
leaders - opportunity-seeking and advantage-seeking activities - in
aligning knowledge-asset creation and monetization strategies with the
dominant demands and dynamics in the market domain. The proposed model
is discussed by drawing on instances from open source communities hosted
on GitHub. This study makes contributions to literature on open
innovation and entrepreneurial leadership. By highlighting the
importance of entrepreneurial contributions of OI leaders, it expands
the research on open innovation beyond the traditional focus on leaders'
social and technical contributions. By examining the construct of
entrepreneurial leadership from the OI perspective, this study offers
insights into the complexities of developing and monetizing innovation
in novel collaborative environments, which deviates from the
organizational proprietary approach dominant in this literature.
RI Haim Faridian, Parisa/AAM-4111-2020
OI Haim Faridian, Parisa/0000-0003-0954-1287
ZR 0
Z8 0
ZA 0
ZB 0
ZS 0
TC 7
Z9 7
C1 San Diego State Univ, San Diego, CA 92182 USA
SN 0166-4972
EI 1879-2383
DA 2023-03-08
UT WOS:000925665400016
ER
PT J
AU Mezentseva, Alena
Gracia, Francisco J.
Silla, Inmaculada
Martinez-Corcoles, Mario
TI The role of empowering leadership, safety culture and safety climate in
the prediction of mindful organizing in an air traffic management
company
SO SAFETY SCIENCE
VL 168
AR 106321
DI 10.1016/j.ssci.2023.106321
EA SEP 2023
DT Article
PD DEC 2023
PY 2023
AB Mindful organizing is the collective capability of teams to anticipate,
detect, and contain early signs of emerging problems, act proactively,
and recover quickly if unexpected events and errors occur. The present
study aimed to add to our currently limited understanding of antecedents
of mindful organizing: empowering leadership, safety culture, and team
safety climate. To do so, we tested a moderated mediation model using a
sample of 73 Air Traffic Management company employees. The model
evaluated whether safety climate mediates the relationship between
empowering leadership and mindful organizing, and whether safety culture
understanding as enacted value of safety moderates the effect of
empowering leadership on team safety climate. The results showed that a
strong safety climate was a significant predictor of mindful organizing.
Moreover, empowering leadership influenced mindful organizing indirectly
through its positive effect on the safety climate in a work unit.
However, the moderating role of safety culture was not confirmed.
RI Silla, Inmaculada/AAA-4764-2019
OI Silla, Inmaculada/0000-0002-2797-5727
ZB 0
ZA 0
Z8 0
ZR 0
ZS 0
TC 1
Z9 1
C1 Univ Valencia, IDOCAL, Av Blasco Ibanez 21, Valencia 46010, Spain
SN 0925-7535
EI 1879-1042
DA 2023-12-19
UT WOS:001118644400001
ER
PT J
AU Alrasheedi, Naimah Saeed
Sammon, David
McCarthy, Stephen
TI Understanding the characteristics of workforce transformation in a
digital transformation context
VL 31
BP 362
EP 383
DI 10.1080/12460125.2022.2073636
EA MAY 2022
SU 1
DT Article
PD DEC 15 2022
PY 2022
AB Current literature has increased our knowledge of particular aspects of
Workforce Transformation (WT), yet we need a comprehensive picture of
its characteristics within a Digital Transformation (DT) context.
Therefore, the objective of this review paper is to present the defining
characteristics of WT. We fulfil this objective through a systematic
review of 70 empirical papers published in leading journals listed on
the CABS Academic Journal Guide (between 2010 and 2022). Following an
inductive open coding approach, we identified six characteristics of WT:
(1) 'Actors and Digital Competency'; (2) 'Digital Culture'; (3)
'Digitally Engaged Workspace'; (4) 'Empowerment, Engagement, and
Motivation'; (5) 'Improvisation and Collaborative Visioning'; and (6)
'Transformational Leadership and Governance'. Based on these
characteristics, we detail a future research agenda that proposes the
need to examine the relationship between WT characteristics and DT
outcomes.
RI alrasheedi, naimah/KHW-9041-2024; Silva, Flavio/JTT-2763-2023; Sammon, David/;
McCarthy, Stephen/
OI alrasheedi, naimah/0000-0001-6638-1860; Sammon,
David/0000-0001-6138-0105; McCarthy, Stephen/0000-0002-5761-7162
ZA 0
Z8 0
ZS 0
ZR 0
ZB 0
TC 2
Z9 3
C1 Univ Coll Cork, Business Informat Syst, Cork, Ireland
SN 1246-0125
EI 2116-7052
DA 2022-06-06
UT WOS:000800885800001
ER
PT J
AU Salem, Mojtaba
Van Quaquebeke, Niels
Besiou, Maria
TI Aid worker adaptability in humanitarian operations: Interplay of
prosocial motivation and authoritarian leadership
SO PRODUCTION AND OPERATIONS MANAGEMENT
VL 31
IS 11
BP 3982
EP 4001
DI 10.1111/poms.13798
EA AUG 2022
DT Article
PD NOV 2022
PY 2022
AB Many field office leaders contend that authoritarian leadership improves
the performance of humanitarian operations. The common narrative is that
authoritarian leadership helps aid workers more quickly adapt to changes
and thus deliver better job performance (e.g., by improving operations
in their field office). However, given that field reports often
highlight extant leadership as the source of serious operational
failures, could leaders with an authoritarian style be part of the
problem? We draw on psychological theorizing on the nature of human
motivation to address this question. Specifically, we note that many aid
workers primarily join humanitarian operations with the prosocial motive
to help beneficiaries. While proactive adaptability is inherent to
prosocial motivation, we hypothesize that authoritarian leadership may
curtail the relationship by impeding aid workers' autonomy. We find
support for our theorizing in a sample of 299 humanitarian aid workers
from the field. Additionally, we conducted 31 expert interviews to
contextualize and validate our empirical findings. The paper concludes
by discussing the findings' theoretical and managerial implications for
humanitarian operations.
RI Van Quaquebeke, Niels/Q-9546-2016; Besiou, Maria/
OI Van Quaquebeke, Niels/0000-0002-6141-4659; Besiou,
Maria/0000-0001-6401-2738
ZA 0
ZB 0
Z8 0
ZR 0
ZS 0
TC 4
Z9 4
C1 Tech Univ Munich, Chair Res & Sci Management, Munich, Germany
C1 Kuhne Logist Univ KLU, Dept Operat & Technol, Dept Leadership &
Management, Hamburg, Germany
C3 Kuhne Logist Univ KLU
SN 1059-1478
EI 1937-5956
DA 2022-08-10
UT WOS:000834843900001
ER
PT J
AU Liu, Su-Xia
Zhou, Ying
Cheng, Yao
Zhu, Yu-Qing
TI Multiple mediating effects in the relationship between employees' trust
in organizational safety and safety participation behavior
SO SAFETY SCIENCE
VL 125
AR 104611
DI 10.1016/j.ssci.2020.104611
DT Article
PD MAY 2020
PY 2020
AB This study defines the concept of employees' trust in organizational
safety and divides it into three dimensions. A structural equation model
is proposed to examine the impact of trust in organizational safety on
employees' safety participation behavior. Data are collected over a
three-month period from 716 frontline employees belonging to 11 Chinese
enterprises. Results show that trust in an organization's safety
equipment can predict safety participation behavior. Psychological
safety and sense of belonging, as well as the multiple mediators
composed of these two variables, can mediate the relationship between
trust in organizational safety and safety participation behavior. Trust
in the organization's safety institutions has no direct and significant
effect on safety participation behavior. The study findings provide a
new perspective for strengthening trust in organizational safety and
improving safety behavior. In addition, the findings provide significant
implications for theory and practice in this field.
TC 22
ZB 0
ZA 0
ZR 0
ZS 1
Z8 1
Z9 27
C1 Jiangsu Univ, Sch Management, 301 Xuefu Rd, Zhenjiang, Jiangsu, Peoples
R China
C1 Suzhou Hong Kong & China Gas Co Ltd, 699 Tongyuan Rd, Suzhou, Jiangsu,
Peoples R China
C3 Suzhou Hong Kong & China Gas Co Ltd
SN 0925-7535
EI 1879-1042
DA 2020-05-08
UT WOS:000524359800020
ER
PT J
AU Madigan, Cassandra
Way, Kirsten
Capra, Mike
Johnstone, Kelly
TI Influencing organizational decision-makers - What influence tactics are
OHS professionals using?
SO SAFETY SCIENCE
VL 121
BP 496
EP 506
DI 10.1016/j.ssci.2019.09.028
DT Article
PD JAN 2020
PY 2020
AB Ability to influence within organizations has been identified as a key
capability for occupational health and safety (OHS) professionals. By
utilising aspects of intra-organizational influence theory, this study
explores the specific behaviors that OHS professionals use to influence
organizational decision-makers. Survey data was collected from OHS
professionals (n = 385) on proactive influence tactics used and the
perceived outcomes of influencing attempts. The results show that
certain individual factors (i.e. gender, age, OHS experience) and
organizational factors (i.e. level of safety maturity and organisation
size) impact on tactics used and influencing effectiveness. The use of
influence tactics explains a significant amount of variation in OHS
professionals' effectiveness in influencing organizational
decision-makers, and certain tactics (rational persuasion and
inspirational appeal) were positively associated with influencing
effectiveness, while others (legitimating and exchange) had a negative
association. This study extends existing research in the upward
influencing context by exploring how OHS professionals exert influence
at a granular level and proposes implications for professional practice.
RI Way, Kïrsten A/AAG-7315-2019; Johnstone, Kelly/AEV-0786-2022; Madigan,
Cassandra/
OI Way, Kïrsten A/0000-0002-7493-7336; Johnstone,
Kelly/0000-0002-4808-6435; Madigan, Cassandra/0000-0002-1016-6237
ZA 0
ZB 0
ZS 0
Z8 0
TC 6
ZR 0
Z9 6
C1 Univ Queensland, Sch Earth & Environm Sci, St Lucia, Qld 4072, Australia
C1 Univ Queensland, Sch Psychol, St Lucia, Qld 4072, Australia
SN 0925-7535
EI 1879-1042
DA 2019-12-09
UT WOS:000496603900040
ER
PT J
AU Impink, Stephen Michael
Prat, Andrea
Sadun, Raffaella
TI Communication Within Firms: Evidence from CEO Turnovers
DI 10.1287/mnsc.2022.02719
EA APR 2024
PY 2024
AB This paper uses novel, firm-level communication measures derived from
communications metadata several months before and after a CEO transition
for 102 firms to study whether and how this organizational event is
reflected in employees' communication flows. We find that CEO turnover
is associated with an initial decrease in intrafirm communication (-20%
relative to the pre-CEO transition period), followed by a significant
increase approximately five months after the CEO turnover (+20% relative
to the pre-CEO transition period). The increase in communication is
driven primarily by interdepartmental (i.e., communication involving
employees of different functional departments) and vertical (i.e.,
communication among managers and employees) communication flows. This
study suggests that communications metadata are a useful tool to examine
how organizational change and related uncertainty impact information
flows within firms.
ZB 0
Z8 0
TC 0
ZS 0
ZA 0
ZR 0
Z9 0
C1 HEC Paris, F-78350 Jouy En Josas, France
C1 Columbia Univ, New York, NY 10027 USA
C1 Harvard Univ, Boston, MA 02163 USA
SN 0025-1909
EI 1526-5501
DA 2024-04-25
UT WOS:001198841300001
ER
PT C
AU Briguglio, Runa
Xompero, Marco
Riva, Marco M.
Selmi, Chiara
Urban, Cristiano
Azzaroli, Nicolo
Oggioni, Luca
Scalera, Marcello
Riccardi, Armando
Balestra, Andrea
Landoni, Marco
Fierro, Davide
Caito, Letizia
Smareglia, Riccardo
Sponza, Massimo
Knapic, Cristina
Pariani, Giorgio
Poppi, Sergio
BE Angeli, GZ
Dierickx, P
TI Be social, be agile: team engagement with Redmine
SO MODELING, SYSTEMS ENGINEERING, AND PROJECT MANAGEMENT FOR ASTRONOMY X
SE Proceedings of SPIE
VL 12187
AR 121870R
DI 10.1117/12.2628729
DT Proceedings Paper
PD 2022
PY 2022
AB System engineering and project-team management are essential tools to
ensure the project success and the Redmine is a valuable platform for
the work organization and for a system engineered approach. We review in
this work the management needs related to our project, and suggest the
possibility that they fit to many research activities with a similar
scenario: small team, technical difficulties (or unknowns), intense
activity sprints and long pauses due to external schedule management, a
large degree of shared leadership. We will then present our
implementation with the Redmine, showing that the use of the platform
resulted in a strong engagement and commitment of the team. The explicit
goal of this work is also to rise, at least internally, the awareness
about team needs and available organizational tools and methods; and to
highlight a shareable approach to team management and small scale system
engineering.
CT Conference on Modeling, Systems Engineering, and Project Management for
Astronomy X
CY JUL 17-20, 2022
CL Montreal, CANADA
SP SPIE
RI Xompero, Marco/JNS-4172-2023; Smareglia, Riccardo/; Fierro, Davide/; Selmi,
Chiara/; Riccardi, Armando/; Poppi, Sergio/
OI Xompero, Marco/0000-0002-5565-084X; Smareglia,
Riccardo/0000-0001-9363-3007; Fierro, Davide/0000-0001-6189-2389; Selmi,
Chiara/0000-0001-7730-6137; Riccardi, Armando/0000-0001-5460-2929;
Poppi, Sergio/0000-0002-4698-2607
ZA 0
Z8 0
TC 0
ZB 0
ZS 0
ZR 0
Z9 0
C1 INAF Ist Nazl Astrofis, Rome, Italy
SN 0277-786X
EI 1996-756X
BN 978-1-5106-5356-6; 978-1-5106-5355-9
DA 2022-10-15
UT WOS:000860929900024
ER
PT J
AU Xu, Lu
Peng, Xianghui
Pavur, Robert
Prybutok, Victor
TI Quality management theory development via meta-analysis
VL 229
AR 107759
DI 10.1016/j.ijpe.2020.107759
DT Article
PD NOV 2020
PY 2020
AB Quality management (QM) research has frequently focused on investigating
the QM system, while a collective consideration of the effects of
individual QM practices on organizational performance and performance
dimensions remains an under-investigated area of research. The current
research provides insights for expanding quality management theory using
evidence from a meta-analysis that examines the correlations presented
in prior empirical studies. Specifically, this study investigates
whether QM practices influence aggregate organizational performance and
how individual QM practices influence different performance dimensions.
Furthermore, this study investigates whether moderators exist among the
relationships between QM and performance. This meta-analysis examined a
sample of 28 empirical studies spanning a twenty-year period from 1995
to 2015. The results show that most individual QM practices have a
positive impact on aggregate organizational performance and performance
dimensions including financial performance, operational performance,
customer service, and product quality. The results also reveal that
moderators exist among relationships between most pairs of QM practices
and performance. In particular, the results suggest a high level of
importance is associated with management leadership and supplier quality
management compared to other QM practices, as evidenced by their
positive relationships with both aggregate organizational performance
and the four performance dimensions. In addition, no moderating effects
changed the relationships. This research contributes to the QM
literature by providing a systematic understanding that addresses more
complexity than previous research about the relationships between QM
practices and organizational performance. This research also contributes
to quality management theory development given the current state of
information technology (IT). These findings suggest implications for
managers interested in the effect of QM practices on performance.
RI Peng, Xianghui (Richard)/AAM-9076-2020
OI Peng, Xianghui (Richard)/0000-0002-3466-5209
ZB 0
TC 25
ZA 0
ZS 0
Z8 0
ZR 0
Z9 25
C1 Univ North Georgia, Mike Cottrell Coll Business, Dept Management & Mkt,
3820 Mundy Mill Rd, Oakwood, GA 30566 USA
C1 Penn State Univ Erie, Behrend Coll, Black Sch Business, Eire, PA USA
C1 Univ North Texas, G Brint Ryan Coll Business, Dept Informat Technol &
Decis Sci, Denton, TX 76203 USA
SN 0925-5273
EI 1873-7579
DA 2020-11-09
UT WOS:000582335000007
ER
PT J
AU Fruhen, Laura S.
Andrei, Daniela M.
Griffin, Mark A.
TI Leaders as motivators and meaning makers: How perceived leader behaviors
and leader safety commitment attributions shape employees' safety
behaviors
SO SAFETY SCIENCE
VL 152
AR 105775
DI 10.1016/j.ssci.2022.105775
EA APR 2022
DT Article
PD AUG 2022
PY 2022
AB Theory and research identify leadership behaviors as critical for safety
outcomes at work. To gain further understanding of the nature of
leadership's link with employee safety behaviors, we examine the joint
role of generic perceived leadership behaviors (i.e., leader support and
inspirational communication) and employee attributions of their leaders'
safety commitment (i.e., affective, normative and calculative safety
commitment) in shaping employee safety behavior (i.e. participation and
compliance). A sample of workers from the resources industry (N = 1503)
responded to survey questions online. Results indicated that employees'
affective leader safety commitment attributions were positively linked
to both types of employees' safety behaviors, while employees'
calculative leader safety commitment attributions were associated only
with lower levels of employee compliance. Employees' normative leader
safety commitment attributions were not linked to self-reported employee
safety behavior. Moderation analysis indicated that the motivating
effects of perceived inspirational leader communication and perceived
leader support on safety participation were affected by high levels of
normative and affective safety commitment attributions, but not
calculative safety commitment. The results illustrate the distinct
functions of perceived leadership behaviors and different attributions
of leaders' safety commitment in motivating safety behavior in
employees. They suggest reflection about safety commitment and its
projections to employees to have add-on value in safety leadership
training and development.
OI Fruhen, Laura/0000-0002-9599-3468; Andrei, Daniela
Maria/0000-0002-2610-759X
ZB 0
ZR 0
ZS 0
Z8 0
ZA 0
TC 6
Z9 8
C1 Univ Western Australia, Sch Psychol Sci, M304,35 Stirling Highway,
Perth, WA 6009, Australia
C1 Curtin Univ, Future Work Inst, Bentley, WA, Australia
SN 0925-7535
EI 1879-1042
DA 2022-07-21
UT WOS:000821675400009
ER
PT J
AU Ye, Gui
Yue, Hongzhe
Yang, Jingjing
Li, Hongyang
Xiang, Qingting
Fu, Yuan
Cui, Can
TI Understanding the Sociocognitive Process of Construction Workers' Unsafe
Behaviors: An Agent-Based Modeling Approach
SO INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH
VL 17
IS 5
AR 1588
DI 10.3390/ijerph17051588
DT Article
PD MAR 2020
PY 2020
AB Previous literature has recognized that workers' unsafe behavior is the
combined result of both isolated individual cognitive processes and
their interaction with others. Based on the consideration of both
individual cognitive factors and social organizational factors, this
paper aims to develop an Agent-Based Modeling (ABM) approach to explore
construction workers' sociocognitive processes under the interaction
with managers, coworkers, and foremen. The developed model is applied to
explore the causes of cognitive failure of construction workers and the
influence of social groups and social organizational factors on the
workers' unsafe behavior. The results indicate that (1) workers' unsafe
behaviors are gradually reduced with the interaction with managers,
foremen, and workers; (2) the foreman is most influential in reducing
workers' unsafe behaviors, and their demonstration role can hardly be
ignored; (3) the failure of sociocognitive process of construction
workers is affected by many factors, and cognitive process errors could
be corrected under social norms; and (4) among various social
organizational factors, social identity has the most obvious effect on
reducing workers' unsafe behaviors, and preventive measures are more
effective than reactive measures in reducing workers' unsafe behaviors.
RI Yang, Jing/IRZ-2137-2023; Qingting, Xiang/AAJ-4000-2020; gui, ye/HNI-1492-2023;
cui, can/KDP-3602-2024; FU, Yuan/; xiang, qingting/
OI FU, Yuan/0000-0002-4919-3347; xiang, qingting/0000-0001-8861-6245
Z8 2
ZB 0
ZR 0
ZS 0
ZA 0
TC 24
Z9 26
C1 Chongqing Univ, Sch Management Sci & Real Estate, Chongqing 400045,
Peoples R China
C1 Chongqing Univ, Int Res Ctr Sustainable Built Environm, Chongqing
C1 Chongqing Univ, Modern Project Management Res Ctr, Chongqing 400045,
Peoples R China
C1 South China Univ Technol, Sch Civil Engn & Transportat, Guangzhou
C1 South China Univ Technol, State Key Lab Subtrop Bldg Sci, Guangzhou
EI 1660-4601
DA 2020-04-27
UT WOS:000522389200128
PM 32121507
ER
PT J
AU Jimmieson, Nerina L.
Bergin, Adele J.
Bordia, Prashant
Tucker, Michelle K.
TI Supervisor strategies and resources needed for managing employee stress:
A qualitative analysis
SO SAFETY SCIENCE
VL 136
AR 105149
DI 10.1016/j.ssci.2020.105149
EA JAN 2021
DT Article
PD APR 2021
PY 2021
AB In Australia, employers are legally required to ensure, as far as
reasonably practical, that they do not place the mental health of their
employees at risk. Because of the critical role of supervisors in
responding to their employees' stress, it is important to understand the
strategies supervisors use, as well as the challenges faced by
supervisors in executing the organization's duty of care, and the
competencies and resources they find most helpful in doing so.
Semi-structured interviews were conducted with 29 supervisors from 15
organizations in Australia. Thematic content analysis revealed 19
strategies specific to the stress context used by supervisors to manage
employee stress. These strategies were categorized into six overarching
themes: four reflecting a risk assessment process model (i.e., problem
identification; execution of the immediate problem; coping assistance;
follow-up and evaluation) and two reflecting supervisor leadership
behavior that promotes prevention and an organizational culture that
supports health. Supervisors reported that the complex nature of stress
was the most challenging aspect of resolving stress. Previous experience
in assisting employees under stress was reported as the most helpful
personal competence, and support from both formal and informal avenues
was the most helpful organizational resource. In practice, this
knowledge can inform targeted supervisor training that focuses on the
step-by-step process of psychosocial risk management. Such training also
should acknowledge the complexities of employee stress and the value of
emotional competencies for stress detection.
RI BEZERRA, JUAB CARLOS/AAO-8383-2021; Bergin, Adele/HKO-8237-2023; Jimmieson,
Nerina/
OI Jimmieson, Nerina/0000-0003-4901-7949
ZR 0
ZA 0
ZS 0
ZB 0
TC 8
Z8 0
Z9 8
C1 Queensland Univ Technol, Sch Management, Brisbane, Qld 4000, Australia
C1 Australian Natl Univ, Res Sch Management, Canberra, ACT, Australia
SN 0925-7535
EI 1879-1042
DA 2021-05-28
UT WOS:000648734200017
ER
PT J
AU Chu, Fulei
Liu, Shuzhen
Guo, Ming
Zhang, Qichao
TI I am the top talent: Perceived overqualification, role breadth
self-efficacy, and safety participation of high-speed railway operators
in China
SO SAFETY SCIENCE
VL 144
AR 105476
DI 10.1016/j.ssci.2021.105476
EA SEP 2021
DT Article
PD DEC 2021
PY 2021
AB With the rapid development of Chinese high-speed railways, the
phenomenon of "perceived overqualification" has begun to appear among
high-speed railway operators in China. Relying on social cognition
theory, we conducted a hierarchical regression and Bootstrap analysis
with a moderated mediation model. Specifically, we proposed that
perceived overqualification positively affects high-speed railway
operators' safety participation via the role breadth self-efficacy.
Further, this indirect effect is moderated by operators' perceived
organizational support. Using matching data from 263 Chinese HSR
operators and their leaders, we found that all hypotheses were
supported. Our results showed that the level of operators' role breadth
self-efficacy mediates and elaborately explains the relationship between
perceived overqualification and safety participation. Moreover, the
operators' perceived organizational support regarding safety is a
catalytic factor that increases the positive effects of perceived
overqualification. From a practical perspective, the results spark
encouraging suggestions for the onboarding process, for intervention
planning regarding operators' perceived overqualification, and for
organizational socialization in safety-related enterprises.
RI Liu, Shuzhen/IQW-6980-2023
ZA 0
Z8 0
ZR 0
ZB 0
ZS 0
TC 13
Z9 13
C1 Capital Univ Econ & Business, Coll Business Adm, Beijing 100070, Peoples
R China
C1 Beijing Union Univ, Management Coll, Beijing 100101, Peoples R China
C1 Beijing Jiaotong Univ, Sch Econ & Management, Beijing 100044, Peoples R
China
C1 Beijing Informat Sci & Technol Univ, Sch Econ & Management, Beijing
SN 0925-7535
EI 1879-1042
DA 2021-10-07
UT WOS:000698084900026
ER
PT J
AU Tortorella, Guilherme Luz
Prashar, Anupama
Carim Junior, Guido
Mostafa, Sherif
Barros, Alistair
Lima, Rui M. M.
Hines, Peter
TI Organizational culture and Industry 4.0 design principles: an empirical
study on their relationship
DI 10.1080/09537287.2023.2170294
EA JAN 2023
PY 2023
AB In this paper, we investigate the relationship between organizational
culture (OC) profiles and the adoption of Industry 4.0 (I4.0) design
principles. We surveyed 153 middle and senior managers from Brazil and
India, whose manufacturing companies have been implementing I4.0.
Participants provided answers regarding the perceived OC characteristics
that prevail in their companies, which were assessed based on the
Competing Values Framework. We also collected data on the adoption
levels of I4.0 design principles, whose analysis was conducted through
the utilization of multivariate data analysis techniques. Our results
indicated that, depending on the I4.0 design principle, OC profiles
(Clan, Adhocracy, Market and Hierarchy) may either corroborate or impair
its adoption, allowing the verification of the hypothesized
relationships. The understanding of the association between OC profiles
and I4.0 design principles provides practitioners with arguments to
identify possible problems during their digital transformation. As
changes in OC require significant efforts and are usually
time-consuming, companies that can anticipate those issues might face a
smoother transition towards the Fourth Industrial Revolution, hence,
obtaining competitive advantages.
RI Mostafa, Sherif/A-6020-2013; Lima, Rui/B-7386-2008; Tortorella, Guilherme/;
Hines, Peter/
OI Mostafa, Sherif/0000-0002-5708-3770; Lima, Rui/0000-0002-7991-0132;
Tortorella, Guilherme/0000-0003-2396-4665; Hines,
Peter/0000-0003-1169-5912
ZB 0
TC 2
ZA 0
ZR 0
ZS 0
Z8 0
Z9 2
C1 Univ Melbourne, Mech Engn Dept, Melbourne, Australia
C1 Univ Austral, IAE Business Sch, Buenos Aires, Argentina
C1 Univ Fed Santa Catarina, Florianopolis, Brazil
C1 Management Dev Inst Gurgaon, Business Sch, Gurgaon, India
C1 Griffith Univ, Engn Dept, Brisbane, Australia
C1 Queensland Univ Technol, Comp & Informat Syst, Brisbane, Australia
C1 Univ Minho, LASI Res Ctr, Sch Engn, Dept Prod & Syst,ALGORITMI LASI Res
Ctr, Guimaraes, Portugal
C1 Southeast Technol Univ, Waterford, Ireland
C1 Univ Melbourne, Mech Engn Dept, Melbourne 3010, Australia
C3 Southeast Technol Univ
SN 0953-7287
EI 1366-5871
DA 2023-03-07
UT WOS:000928344200001
ER
PT J
AU Naqshbandi, M. Muzamil
Meeran, Sheik
Wilkinson, Adrian
TI On the soft side of open innovation: the role of human resource
practices, organizational learning culture and knowledge sharing
SO R & D MANAGEMENT
VL 53
IS 2
BP 279
EP 297
DI 10.1111/radm.12566
EA NOV 2022
DT Article
PD MAR 2023
PY 2023
AB This paper examines the role of HR practices in shaping inbound open
innovation outcomes through the lens of the competency, motivation and
opportunity (CMO) model. The paper investigates the aforementioned
associations by considering the intervening roles of organizational
learning culture and knowledge sharing. The data were collected from
managers working in different sectors in the United Kingdom. The
findings reveal positive linkages between the different types of HR
practices studied and establish the mediating mechanisms of
organizational learning culture and knowledge sharing. This study
contributes to the current body of knowledge by developing and
empirically testing an integrated model of open innovation that is at
the intersection of four broad areas - strategic HRM, organizational
learning, knowledge management, and innovation management. By
identifying processes that can improve the odds of success in the open
innovation paradigm, this study can assist managers in designing more
effective strategies.
RI Meeran, Sheik/; Naqshbandi, M Muzamil/B-2828-2010
OI Meeran, Sheik/0000-0002-8524-1924; Naqshbandi, M
Muzamil/0000-0001-5815-3219
ZS 0
Z8 0
ZA 0
ZR 0
TC 11
ZB 0
Z9 11
C1 Univ Brunei Darussalam, Sch Business & Econ, Jalan Tugku Link, BE-1410
Gadong, Brunei
C1 Univ Bath, Sch Management, Bath BA2 7AY, Avon, England
C1 Griffith Univ, Dept Employment Relat & Human Resources, Nathan
Campus,170 Kessels Rd, Nathan, Qld 4111, Australia
C1 Univ Sheffield, Sheffield Univ Management Sch, Conduit Rd, Sheffield S10
1FL, S Yorkshire, England
SN 0033-6807
EI 1467-9310
DA 2022-12-08
UT WOS:000891569900001
ER
PT J
AU Opazo-Basaez, Marco
Monroy-Osorio, Juan Carlos
Maric, Josip
TI Evaluating the effect of green technological innovations on
organizational and environmental performance: A treble innovation
approach
SO TECHNOVATION
VL 129
AR 102885
EA OCT 2023
DT Article
PD JAN 2024
PY 2024
AB The debate surrounding the relationship between organizational and
environmental performance remains unresolved and requires further
scrutiny in order to be clarified. Similarly, the integration of
environmental practices by companies to ensure environmental protection
remains a controversial issue, giving rise to diametrically-opposing
views both in favor and against their adoption. Hence, this paper aims
to address these debates by providing empirical evidence of the effect
of green technological innovations on both organizational and
environmental performance. To this end, it broadens traditional research
from a single/dual-based to a treble innovation approach comprising the
simultaneous effect of green process, product, and service innovations
on firms' environmental performance. In addition, this study explores
the influence of green technological innovations on the
organizational-environmental relationship so as to reveal a plausible
configurational arrangement to ensure both organizational and
environmental performance outcomes. In order to bridge this theoretical
gap, our hypotheses were tested on a sample of 354 medium-sized Spanish
firms operating in manufacturing industries. The findings provide
evidence that organizational performance positively impacts
environmental performance, while the individual and simultaneous
deployment of green technological innovations, in turn, exerts a
positive effect on both organizational and environmental performance.
The empirical findings offer important theoretical and managerial
implications when promoting the adoption of green technological
innovations to accommodate the pursuit of organizational and
environmental objectives.
OI Monroy-Osorio, Juan Carlos/0000-0002-0518-5011
ZS 0
TC 4
ZA 0
Z8 0
ZB 0
ZR 0
Z9 4
C1 Univ Deusto, Deusto Business Sch, Dept Management, Bilbao, Spain
C1 EAFIT Univ, Business Sch, Dept Mkt, Medellin, Colombia
C1 EM Normandie Business Sch, Metis lab, Dept Supply Chain & Digital
Management, Paris, France
C3 EM Normandie Business Sch
SN 0166-4972
EI 1879-2383
DA 2024-02-29
UT WOS:001159660700001
ER
PT J
AU Zhang, Jingqiang
Raza, Mohsin
Khalid, Rimsha
Parveen, Rehana
Ramirez-Asis, Edwin Hernan
TI Impact of team knowledge management, problem solving competence,
interpersonal conflicts, organizational trust on project performance, a
mediating role of psychological capital
VL 326
IS SUPPL 1
BP 41
EP 42
DI 10.1007/s10479-021-04334-3
EA NOV 2021
SU 1
DT Article
PD JUL 2023
PY 2023
AB There has been substantial research on megaprojects in project
management literature. However, there is dearth of studies empirically
investigating performance of new launched megaproject of Thailand that
named as "Phuket sandbox". The core purpose of this project is to
normalize covid-19 situation and resuming tourism in Thailand.
Therefore, the evaluation of project performance is essential to achieve
the targeted goal for success. The purpose of this study is to
investigate the factors that affect project performance (Phuket sandbox)
in Thailand. This study used quantitative approach based on structured
questionnaire and the data was collected from Phuket, Thailand. The
survey conducted from team members which are tourism stake holders'
team, immigration team and public service teams including hospitals and
hotels who were supposed for the management of Phuket tourism sandbox
operations. The study got 222 valid responses only as the members were
so busy and partial lockdowns in Thailand hindered the data collection
process. The proposed hypothetical model tested by partial least square
structural equation modelling. The results of the study found mix
findings. The independent variables are team knowledge management,
interpersonal conflict, organizational trust, and as significant and
dependent variable as project performance through the mediation of
psychological capital. The all relationships found to be significant
except problem solving competence which have insignificant relationship
with project performance as well as problem solving competence and
organizational trust have insignificant relation with psychological
capital.
RI Ramirez Asis, Edwin/W-6312-2018; Raza, Mohsin/HSF-1982-2023; Raza, Mohsin/HDM-
2483-2022; Ramirez, Edwin Hernan/
OI Ramirez Asis, Edwin/0000-0002-9918-7607; Ramirez, Edwin
Hernan/0009-0002-8066-7448
ZR 0
ZS 0
TC 18
ZB 2
ZA 0
Z8 0
Z9 18
C1 Univ York, Management Sch, Heslington YO10 5DD, East York, England
C1 Phuket Rajabhat Univ, Fac Management Sci, Phuket, Thailand
C1 Limkokwing Univ Creat Technol, Dept Business Management, Cyberjaya,
Malaysia
C1 Prince Sultan Univ, Coll Law, Riyadh, Saudi Arabia
C1 Univ Nacl Santiago Antunez de Mayolo, Fac Adm & Turismo, Huaraz, Peru
C3 Limkokwing Univ Creat Technol
SN 0254-5330
EI 1572-9338
DA 2021-11-11
UT WOS:000714846200002
PM 34776572
ER
PT J
AU Frake, Justin
Harmon, Derek
TI Intergenerational Transmission of Organizational Misconduct: Evidence
from the Chicago Police Department
DI 10.1287/mnsc.2022.00580
EA JUL 2023
PY 2023
AB This paper investigates how organizational misconduct is perpetuated
through intergenerational transmission. We theorize that early exposure
to a subculture of misconduct imprints newcomers with the belief that
misconduct is normal, which is then carried by these individuals into
managerial positions and passed down to their subordinates. We test this
using longitudinal administrative data from the Chicago Police
Department from 1980 to 2017. We exploit a lottery that assigns
applicants to training cohorts to demonstrate that officers exposed
early on to a subculture of misconduct not only engage in more
misconduct over their entire careers, but also increase the misconduct
of their subordinates after they become managers. We also find that this
intergenerational dynamic is stronger when subordinate officers were
exposed to a subculture of misconduct themselves, are earlier in their
tenure, and have not yet received their annual review from their
manager. Taken together, these findings reveal a bottom-up dynamic
whereby beliefs about misconduct are developed in an organization's
lowest ranks, carried by these individuals over time, and passed down to
future generations. This study expands our understanding of how
organizational misconduct is perpetuated as well as offers important
policy implications for addressing the problem of police misconduct.
OI Harmon, Derek/0000-0003-4482-8400
TC 1
Z8 0
ZR 0
ZB 1
ZS 0
ZA 0
Z9 1
C1 Univ Michigan, Ann Arbor, MI 48109 USA
SN 0025-1909
EI 1526-5501
DA 2023-08-17
UT WOS:001041760800001
ER
PT J
AU Martinez-Corcoles, Mario
Tomas, Ines
Gracia, Francisco J.
Peiro, Jose M.
TI The power of empowering team leadership over time: A multi-wave
longitudinal study in nuclear power plants
SO SAFETY SCIENCE
VL 133
AR 105015
DI 10.1016/j.ssci.2020.105015
DT Article
PD JAN 2021
PY 2021
AB Team attitudes in critical infrastructures are essential to achieving
reliable operations despite internal and external challenges, and
empowering team leadership (ETL) may be an important precursor of these
attitudes. The present study aimed to test whether ETL was related to
teams' satisfaction trajectories, measured as changes in job
satisfaction and safety satisfaction at three time points. Hypotheses
were tested in a sample of 48 teams from two Spanish nuclear facilities
in three different waves (2008, 2011, and 2014). Growth Modeling using
hierarchical linear models with SPSS 20.0 revealed that ETL was
positively related to initial levels of teams' job and safety
satisfaction, and that teams with greater increases in ETL over time
also showed greater increases in job satisfaction and safety
satisfaction over time. Implications of these findings for safety
research are outlined, as well as their practical implications.
RI Martínez-Córcoles, Mario/AAA-8874-2019; Tomás, Inés/E-8160-2017; Gracia,
Francisco J./H-1696-2011
OI Tomás, Inés/0000-0002-3874-9629;
ZA 0
ZB 0
Z8 0
ZS 0
TC 5
ZR 0
Z9 6
C1 Univ Valladolid, Dept Psychol, D-112,Campus La Yutera, Palencia 34004,
Spain
C1 Univ Valencia, Res Inst Personnel Psychol Org Dev & Qual Working,
Valencia, Spain
C1 Valencian Inst Econ Res IVIE, Valencia, Spain
C3 Valencian Inst Econ Res IVIE
SN 0925-7535
EI 1879-1042
DA 2020-12-22
UT WOS:000590202600027
ER
PT J
AU Thomas, Asha
Sumbal, M. Saleem Ullah Khan
Malik, Mehwish
Sahibzada, Umar Farooq
TI Nexus of knowledge management and organizational performance: a
cross-country study of China and Pakistan higher educational institutes
SO KYBERNETES
VL 52
IS 12
BP 6348
EP 6378
DI 10.1108/K-08-2021-0768
EA SEP 2022
DT Article
PD NOV 28 2023
PY 2023
AB Purpose The study explores the impact of knowledge management (KM)
enablers, i.e. trust and organizational climate, on KM processes. The
study further observes the indirect relationship of KM processes on
organizational performance via the mediating role of knowledge workers'
satisfaction in cross-cultural settings. Design/methodology/approach
This research used a survey of 784 educational and administrative
personnel from higher education institutions (HEIs) in Pakistan and
China. Smart Partial Least Square (PLS) 3.2.9 was employed to perform
the analysis. Findings The result shows that trust and organizational
climate influences KM processes, and these KM processes, in turn, impact
organizational performance via the partial mediating effect of knowledge
worker satisfaction (KWS) in Pakistan. The multi-group analysis
confirmed the substantial differential effect of KM processes on KWS in
culturally different HEIs. At the same time, the study's overall sample
substantiated full mediation in China. Furthermore, the impact of KM
processes on organizational performance did not substantiate in China.
Practical implications Outcomes of this research affirm KM university
practice and recommend how higher education academics and administrators
prioritize trust, organizational climate, KM processes, and KWS while
strengthening organizational performance in a culturally different
environment. Originality/value A lack of research ascertains the
inter-relationship between trust, organizational climate, KM processes,
KWS, and organizational performance in culturally different
environments. This is one of the initial studies that examine the
relationship between trust, organizational climate, KM processes, KWS,
and organizational performance in HEIs. The study empirically examines
the inter-relationships among these variables and enlightens insights
into the current literature by immediately investigating the mediating
role of KWS in culturally different environments.
RI Sahibzada, Umar Farooq/X-4236-2019; Malik, Mehwish/ABG-4537-2020; Thomas,
Asha/IXX-2180-2023; Sumbal, Muhammad Saleem/U-7889-2019; THOMAS, ASHA/ABF-1387-2020
OI Sahibzada, Umar Farooq/0000-0001-5271-4062; Malik,
Mehwish/0000-0003-2094-2575; Sumbal, Muhammad
Saleem/0000-0003-2134-3654; THOMAS, ASHA/0000-0003-3871-4394
TC 6
Z8 0
ZB 0
ZR 0
ZA 0
ZS 0
Z9 6
C1 Jagan Inst Management Studies, Dept Management, Delhi, India
C1 Delhi Technol Univ, Delhi, India
C1 Hong Kong Polytech Univ, Dept Ind & Syst Engn, Hong Kong, Peoples R
China
C1 Griffith Univ, Sch Engn & Built Environm, Brisbane, Qld, Australia
C1 Liaoning Univ, Asia Australia Business Coll, Shenyang, Peoples R China
SN 0368-492X
EI 1758-7883
DA 2022-09-23
UT WOS:000854902100001
ER
PT J
AU Maneechaeye, Pattarachat
Potipiroon, Wisanupong
TI The impact of fleet-level and organization-level safety climates on
safety behavior among Thai civilian pilots: The role of safety
motivation
SO SAFETY SCIENCE
VL 147
AR 105614
DI 10.1016/j.ssci.2021.105614
DT Article
PD MAR 2022
PY 2022
AB Past research suggests that safety climate plays an important role in
influencing safety-related behaviors; however, little research has
considered whether, how and why different levels of safety climates may
interact to influence individuals' safety behaviors. Based on a unique
sample of 610 civilian pilots in Thailand, this research aims to examine
whether pilots' perceptions of 'group' safety climate (herein called
'fleet' safety climate) and organizational safety climate can lead to
more safety behaviors. This study also examines the mediating role of
safety motivation. Based on the latent moderated mediation structural
equation modeling (SEM) analysis, the result confirmed that both fleet
safety climate and organization safety climate had independent positive
effects on pilots' safety behaviors (i.e., safety compliance and safety
courtesy) via an increase in their safety motivation. Furthermore, fleet
safety climate was found to interact with organizational safety climate
such that its influence became stronger when organizational safety
climate was low. These findings suggest that, while both fleet and
organizational safety climates can play a crucial role in directly
influencing pilots' safety motivation and safety behaviors, fleet safety
climate can emerge as a substitute when there is a lack of emphasis on
safety at the organizational level. The knowledge from this research can
be used to formulate safety policies at different organizational levels
to mitigate aviation risks.
RI Potipiroon, Wisanupong/L-1535-2019; Maneechaeye, Pattarachat/JAC-7053-2023
OI Potipiroon, Wisanupong/0000-0001-5796-1011; Maneechaeye,
Pattarachat/0000-0001-5020-1140
ZB 0
ZS 0
Z8 0
ZA 0
ZR 0
TC 8
Z9 8
C1 Prince Songkla Univ, Fac Management Sci, Hat Yai 90112, Thailand
SN 0925-7535
EI 1879-1042
DA 2022-05-19
UT WOS:000788243100012
ER
PT J
AU Triguero-Sanchez, Rafael
Pena-Vinces, Jesus
Matos Ferreira, Joao J.
TI The effect of collectivism-based organisational culture on employee
commitment in public organisations
SO SOCIO-ECONOMIC PLANNING SCIENCES
VL 83
AR 101335
DI 10.1016/j.seps.2022.101335
EA AUG 2022
DT Article
PD OCT 2022
PY 2022
AB In the context of public organisations, this research explores the
effect that a collectivism-based organizational culture may have on
employee commitment (EC) from a triple perspective -affective,
normative, and continu-ance. A sample of 214 employees of public
organisations in Spain was used, and the data were analysed through the
Structural Equation Model (SEM). The findings show that the prevalence
of collectivism in public organi-sations favours higher levels of
employees' commitment. Such commitment can be seen in the employees'
intention to remain in the organisation to provide their services or
their emotional attachment. The following research contributes to
expanding upon HRM-literature in several ways. First, it assumes a
broader view of social exchange theory, highlighting EC's importance
when planning HRM in the public sector. Second, it considers the
cultural environment (i.e., collectivism-based organisational culture)
of public entities as determinants of pro -commitment policies or
policies governing public employees.
RI Ferreira, João J.M./K-7669-2012; ferreira, joao/JJE-8433-2023; Ferreira,
Joao/HNP-5121-2023; Triguero-Sánchez, Rafael/H-7549-2015; Pena-Vinces, Jesus/D-
3635-2018
OI Ferreira, João J.M./0000-0002-5928-2474; Pena-Vinces,
Jesus/0000-0001-8962-7608
ZR 0
ZB 0
ZA 0
Z8 0
ZS 0
TC 3
Z9 4
C1 Univ Seville, Fac Ciencias Econ & Empresariales, Dept Adm Empresas &
Mkt, Seville, Spain
C1 Univ Beira Interior UBI, Dept Management & Econ, Covilha, Portugal
C1 NECE Res Unit, Covilha, Portugal
C3 NECE Res Unit
SN 0038-0121
EI 1873-6041
DA 2022-10-12
UT WOS:000862699800012
ER
PT J
AU Suki, Norazah Mohd
Rony, Nazneen Islam
Suki, Norbayah Mohd
TI Do gender and income really moderate on employees' job satisfaction?
Insights from Malaysia's oil and gas industry
SO INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND ENGINEERING MANAGEMENT
VL 15
IS 1
BP 47
EP 58
DI 10.1080/17509653.2019.1597657
DT Article
PD 2020
PY 2020
AB The aim of this study is twofold: to investigate the impact of internal
marketing factors on employees' job satisfaction in the oil and gas
industry context, and to assess the moderations of gender, and income on
this relationship. Using a quantitative method, we approached base and
administration managers in the oil and gas industry in a developing
nation and obtained 215 usable questionnaires. A hierarchical moderated
regression analysis revealed that gender, and income are significant
moderators of Malaysia's oil and gas employees' job satisfaction, which
is influenced by internal marketing factors such as employee extrinsic
reward, employee intrinsic reward, leadership, internal communication,
and training and development. Specifically, male employees heavily
underscored the aspect of training and development whereas female
employees placed their emphasis on leadership, thus showing different
satisfiers within their jobs in the challenging oil and gas sector.
Moreover, those employees in higher-income groups were seen to value
certain aspects of leadership more than those in lower-income groups.
Alongside the effort to strengthen leadership ability, managers in the
oil and gas industry should, therefore, provide employees with more
dedicated safety training to prevent unexpected operational hazards,
unforeseen shut-downs of the system, or fatal accidents in the offshore
plants. Directions for future research are suggested.
RI Suki, Norbayah Mohd/O-6299-2016; Mohd Suki, Norazah/C-9312-2016
OI Suki, Norbayah Mohd/0000-0003-4756-7787; Mohd Suki,
Norazah/0000-0002-8422-2449
TC 4
ZR 0
ZA 0
Z8 0
ZB 0
ZS 0
Z9 4
C1 Univ Utara Malaysia, Othman Yeop Abdullah Grad Sch Business, Changlun,
Kedah, Malaysia
C1 Univ Malaysia Sabah, Labuan Fac Int Finance, Changlun, Labuan, Malaysia
C1 Univ Utara Malaysia, Sch Creat Ind Management & Performing Arts,
Changlun, Kedah, Malaysia
C3 Univ Malaysia Sabah
SN 1750-9653
EI 1750-9661
DA 2020-05-04
UT WOS:000527318900006
ER
PT J
AU Henderson, Rebecca
TI Innovation in the 21st Century: Architectural Change, Purpose, and the
Challenges of Our Time
VL 67
IS 9
BP 5479
EP 5488
DI 10.1287/mnsc.2020.3746
DT Article
PD SEP 2021
PY 2021
AB Understanding the process of innovation has been a central concern of
management researchers, but despite this progress, there remains much
that we do not understand. Deepening our knowledge is critically
important given the enormous environmental and social challenges we face
as a society. Pursing incremental innovation will continue to be hugely
important, but this paper argues that building a richer understanding of
architectural or systemic innovation will also be crucial. This paper
suggests that the study of organizational purpose may provide a
particularly fruitful avenue for future research.
OI Henderson, Rebecca/0000-0001-5902-1891
ZB 0
ZR 0
ZA 0
TC 41
Z8 0
ZS 0
Z9 43
C1 Harvard Sch Business, Dept Gen Management & Strategy, Boston, MA 02163
USA
SN 0025-1909
EI 1526-5501
DA 2021-10-02
UT WOS:000696941500012
ER
PT J
AU Schopf, Anna Katharina
Stouten, Jeroen
Schaufeli, Wilmar B.
TI The role of leadership in air traffic safety employees' safety behavior
SO SAFETY SCIENCE
VL 135
AR 105118
DI 10.1016/j.ssci.2020.105118
DT Article
PD MAR 2021
PY 2021
AB Safety behavior is the most critical task for air traffic controllers
and other air traffic safety (ATS) employees. The literature shows that
one of the main antecedents for ensuring safety is leadership. Yet, the
understanding of leadership within air traffic control (ATC) is very
limited. Drawing on both social learning theory and social exchange
theory, the current research proposes and investigates the relationship
between leadership aspects and ATS employees' safety behaviors.
Data were obtained from 49 ATS employees of a European air navigation
service provider (ANSP), who rated their current supervisor's servant
leadership, trustworthiness, leader-member exchange, and support for
safety as well as their own safety compliance and safety citizenship
behavior during one to five consecutive shifts. The results of
hierarchical regression analyses showed, unexpectedly, a significant
negative association between supervisors' trustworthiness and employees'
safety citizenship behavior. None of the other hypothesized
relationships was significant. These findings as well as additional
findings from post-hoc interviews and open comment fields suggest that
the specific ATC context may require different processes than other
industries. Additionally, trustworthiness may be related to lower safety
citizenship behavior, possibly because ATS employees believe trustworthy
supervisors take care of everything. Although a closer additional
examination is warranted, ANSPs might want to take into account
difficulties associated with supervisors' trustworthiness.
RI Schaufeli, Wilmar/B-9645-2013; Stouten, Jeroen/; Schopf, Anna Katharina/
OI Schaufeli, Wilmar/0000-0002-6070-7150; Stouten,
Jeroen/0000-0002-6406-0884; Schopf, Anna Katharina/0000-0003-3196-6564
ZB 0
ZS 0
TC 16
ZR 0
Z8 0
ZA 0
Z9 17
C1 Katholieke Univ Leuven, Occupat & Org Psychol & Profess Learning Res
Unit, Dekenstr 2,Box 3725, B-3000 Leuven, Belgium
C1 Univ Utrecht, Social Hlth & Org Psychol, Box 80-140, NL-3508 TC Utrecht,
Netherlands
SN 0925-7535
EI 1879-1042
DA 2021-02-16
UT WOS:000610188700016
ER
PT J
AU Ostovari, Mina
Liu, Sandra S.
Yih, Yuehwern
Yu, Denny
TI Understanding local health departments decision to pursue/defer
accreditation: A mixed-method systems thinking approach
SO IISE TRANSACTIONS ON HEALTHCARE SYSTEMS ENGINEERING
VL 11
IS 1
BP 70
EP 78
DI 10.1080/24725579.2020.1854396
DT Article
PD 2021
PY 2021
AB This study explores factors impacting local health departments (LHDs)
decision to pursue accreditation in states with low public health
expenditures. With only three accredited LHDs so far and as a state with
a low public health expenditure, Indiana serves as an example for
exploring possible factors impacting the LHD's decision to pursue
accreditation. We used the systems thinking approach to understand LHDs'
organizational characteristics impacting their decision to pursue
accreditation using a mixed-method of quantitative (descriptive
statistics/random forests) and qualitative (interviews) approaches. We
interviewed 12 local health departments across Indiana, six of which
were pursuing accreditation while the others had deferred it. Using the
descriptive analysis of the interviews and the random forests variable
importance, we identified significant organizational factors that
impacted the LHD decision. The variable importance method identified
guiding-information measure as the most significant factor for pursuing
accreditation. Guiding information shows whether the guidelines provided
by the governing entities were clear and coordinated. Another
distinguishing factor among the pursuing/deferring LHDs was the
implementation measure. Similar to pursuing LHDs, the deferring LHDs had
started the quality improvement process for accreditation, but the
activities got halted during the implementation phase. The priorities
and leadership of the governing entities were the main drivers for the
successful implementation of accreditation. Moreover, aligning the tasks
required in the accreditation process with the LHDs regular quality
improvement activities may facilitate achieving accreditation.
RI Ostovari, Mina/W-9692-2019; Yih, Yuehwern/
OI Ostovari, Mina/0000-0001-5239-4046; Yih, Yuehwern/0000-0003-2087-7718
ZB 0
Z8 0
TC 0
ZR 0
ZS 0
ZA 0
Z9 0
C1 Christiana Care Hlth Syst, Value Inst, Wilmington, DC 19899 USA
C1 Purdue Univ, Dept Publ Hlth, W Lafayette, IN 47907 USA
C1 Purdue Univ, Sch Ind Engn, W Lafayette, PA USA
C3 Purdue Univ
SN 2472-5579
EI 2472-5587
DA 2021-01-01
UT WOS:001108926400006
ER
PT J
AU Elifneh, Yohannes Workeaferahu
Embilo, Takele
TI The effect of organizational culture on employees' performance in
research institutes- evidence from Ethiopian Institute of Agricultural
Research
SO BRAZILIAN JOURNAL OF OPERATIONS & PRODUCTION MANAGEMENT
VL 20
IS 2
AR e20231603
DI 10.14488/BJOPM.1603.2023
DT Article
PD 2023
PY 2023
AB Goal: This paper presents a case study, which examined the effect of
organizational culture (clan culture, adhocracy culture, market culture,
and hierarchy culture) on employees' performance in a developing country
context taking the case of Ethiopian Institute of Agricultural Research
(EIAR).Design / Methodology / Approach: Using survey questionnaire and
convenience sampling techniques, 302 complete questionnaires were
returned after being filled by respondents (employees) and considered
for descriptive and inferential analysis. Based on their willingness to
participate in the study, four research centers within Ethiopian
Institute of Agricultural Research (EIAR) were included in the
study.Results: This study found out that all organizational culture
types (clan culture, adhocracy culture, market culture, and hierarchy
culture) have statistically significant results and have positive
relationship with employees' performance. And, of all, the regression
analysis result showed that the clan culture is the most dominant
culture type.Limitations of the investigation: The findings of the study
depended on a single case study, and this limitation could be taken as
an avenue for future researchers to examine other research institutes in
similar contexts. Practical implications: The presented resul sheds
light regarding the effect of organizational culture on employees'
performance in agricultural research institutes; the research's outcome
provides a useful input for agricultural research institutes and policy
makers in the study setting concerning the effect of organizational
culture on employees' performance.Originality/Value: this study adds to
the current body of knowledge in the area of organizational culture and
its effect on employees' performance. Besides, not much earlier studies
have been done on the subject of the study in the context of
agricultural institutes in the developing worldGoal: This paper presents
a case study, which examined the effect of organizational culture (clan
culture, adhocracy culture, market culture, and hierarchy culture) on
employees' performance in a developing country context taking the case
of Ethiopian Institute of Agricultural Research (EIAR).Design /
Methodology / Approach: Using survey questionnaire and convenience
sampling techniques, 302 complete questionnaires were returned after
being filled by respondents (employees) and considered for descriptive
and inferential analysis. Based on their willingness to participate in
the study, four research centers within Ethiopian Institute of
Agricultural Research (EIAR) were included in the study.Results: This
study found out that all organizational culture types (clan culture,
adhocracy culture, market culture, and hierarchy culture) have
statistically significant results and have positive relationship with
employees' performance. And, of all, the regression analysis result
showed that the clan culture is the most dominant culture
type.Limitations of the investigation: The findings of the study
depended on a single case study, and this limitation could be taken as
an avenue for future researchers to examine other research institutes in
similar contexts. Practical implications: The presented resul sheds
light regarding the effect of organizational culture on employees'
performance in agricultural research institutes; the research's outcome
provides a useful input for agricultural research institutes and policy
makers in the study setting concerning the effect of organizational
culture on employees' performance.
Originality/Value: this study adds to the current body of knowledge in
the area of organizational culture and its effect on employees'
performance. Besides, not much earlier studies have been done on the
subject of the study in the context of agricultural institutes in the
developing world
RI Elifneh, Yohannes/HSF-1137-2023
ZB 0
ZS 0
Z8 0
ZA 0
TC 1
ZR 0
Z9 1
C1 Addis Ababa Univ AAU, Addis Ababa, Ethiopia
C1 Ethiopian Inst Agr Res EIAR, Addis Ababa, Ethiopia
C3 Addis Ababa Univ AAU
SN 2237-8960
DA 2023-03-17
UT WOS:000935298100002
ER
PT J
AU Fournier, Pierre-Luc
Chenevert, Denis
Jobin, Marie-Helene
TI The antecedents of physicians' behavioral support for lean in
healthcare: The mediating role of commitment to organizational change
VL 232
AR 107961
DI 10.1016/j.ijpe.2020.107961
EA JAN 2021
DT Article
PD FEB 2021
PY 2021
AB The purpose of this paper is to study physicians' reactions to Lean
implementation in healthcare organizations. More precisely, we aim to
answer the following question: what is the impact of pre-change and
change antecedents on physicians' behavioral reactions to Lean
implementation? To do so, we used a quantitative research methodology
anchored in two significant frameworks from change management theory,
while considering the unique characteristics of physicians as
organizational actors. Using a survey of 176 physicians in healthcare
organizations across the USA, the analysis revealed significant effects
of pre-change and change antecedents on physicians' behavioral support
for Lean change, mediated by their commitment to organizational change.
We concluded that process antecedents linked to change management
practices were instrumental in engaging physicians toward Lean, whereas
efficiency driven Lean implementation and traditional managerial
techniques of rewards and incentives were counterproductive. This paper
contributes to the developing literature on Lean implementation and,
more broadly, on service operations management in healthcare, notably by
focusing on its most influential group of actors.
TC 17
ZS 0
ZA 0
ZR 0
Z8 0
ZB 1
Z9 19
C1 Univ Sherbrooke, Sch Business, Dept Informat Syst & Quantitat Methods,
2500 Boul Univ, Sherbrooke, PQ J1K 2X9, Canada
C1 Dept Human Resources Management HEC Montreal, 3000 Chemin Cote St
Catherine, Montreal, PQ H3T 2A7, Canada
C1 Dept Logist & Operat Management HEC Montreal, 3000 Chemin Cote St
Catherine, Montreal, PQ H3T 2A7, Canada
C3 Dept Human Resources Management HEC Montreal
C3 Dept Logist & Operat Management HEC Montreal
SN 0925-5273
EI 1873-7579
DA 2021-03-04
UT WOS:000615918400008
ER
PT J
AU Wang, Xincheng
Li, Yuan
Tian, Longwei
Hou, Ye
TI Government digital initiatives and firm digital innovation: Evidence
from China
SO TECHNOVATION
VL 119
AR 102545
EA DEC 2022
DT Article
PD JAN 2023
PY 2023
AB Although the prevalence of digital innovation has attracted increasing
attention from policymakers, academics, and practitioners, it remains
under-theorized. Using the attention-based view, we examine why and how
government digital-initiative intensity drives a firm's digital
innovation. Using a mixed-methods approach and the unique context of
China's aspirant economy, we find that managerial digital attention
mediates the link between government digital-initiative intensity and
firm digital innovation. Firm political guanxi and digital leadership
have moderating effects on the relationship between government
digital-initiative intensity and managerial digital attention, and the
relationship between managerial digital attention and firm digital
innovation. These findings have important theoretical and practical
implications.
OI Wang, Xincheng/0000-0001-8027-018X
ZS 0
Z8 0
ZB 1
ZA 0
TC 28
ZR 0
Z9 28
C1 Tongji Univ, Sch Econ & Management, 1 Zhangwu Rd, Shanghai, Peoples R
China
C1 Shanghai Jiao Tong Univ, Antai Coll Econ & Management, Shanghai, Peoples
R China
C1 Univ Greenwich, Fac Business, Sch Syst Management & Strategy, London,
England
SN 0166-4972
EI 1879-2383
DA 2023-03-08
UT WOS:000925665400015
ER
PT J
AU Rispler, Clara
Luria, Gil
TI Employee experience and perceptions of an organizational road-safety
intervention - A mixed-methods study
SO SAFETY SCIENCE
VL 134
AR 105089
DI 10.1016/j.ssci.2020.105089
DT Article
PD FEB 2021
PY 2021
AB Phone use while driving is a common cause of road casualties. This study
examines whether organizational influence can be leveraged to reduce
employees' phone use at the wheel. It explores employees' views on a
"nophone-use-while-driving" road safety organizational intervention.
Forty-five employees from six different organizations completed a
four-month no-phone use-while-driving Organizational Health and Safety
(OHS) intervention. Quantitative data on organizational safety climate
and safety motivation were gathered through a survey, and a smartphone
monitoring application provided objective data on the number of times
the driver touched the phone screen while driving. Employees'
experiences and perceptions of the intervention and its impact were
measured qualitatively through interviews.
Content analysis of the interview data provided insights into the impact
of the intervention on participants, how the organization influenced the
intervention, and where participants perceived the locus of control over
their behavior (internally or externally). A mixed-methods analysis
showed that employees who perceived the organizational safety climate as
higher saw the workplace as a reliable means of promoting a safety
program. Participants who frequently spoke in terms of an internal locus
of control had higher safety motivation, and were more likely to reduce
the degree to which they touched the screen while driving.
Organizational safety climate and safety motivation have a positive role
in predicting participation in a safety intervention within an
organizational setting, and in promoting the desired behavior change.
These findings can help organizations better manage their safety
intervention programs and improve employees' safety performance.
TC 7
ZA 0
ZB 3
Z8 0
ZS 0
ZR 0
Z9 7
C1 Univ Haifa, Fac Welf & Hlth Sci, Dept Human Serv, IL-31905 Haifa, Israel
SN 0925-7535
EI 1879-1042
DA 2021-01-12
UT WOS:000600062200039
ER
PT J
AU Aktas, Ersin
Kagnicioglu, Celal Hakan
TI Factors affecting safety behaviors of aircraft maintenance technicians:
A study on Civil Aviation Industry in Turkey
SO SAFETY SCIENCE
VL 164
AR 106146
DI 10.1016/j.ssci.2023.106146
EA APR 2023
DT Article
PD AUG 2023
PY 2023
AB Research over the years has drawn attention to the role of safety
behaviors in determining safety outcomes. A good understanding of the
predictors of safety behaviors is important for improving safety
performance. Therefore, this study investigated factors affecting safety
behaviors of aircraft maintenance technicians (AMTs). The effects of
safety leadership and safety climate, which are considered as the main
antecedents of safety behaviors, on safety compliance and safety
citizenship behaviors were examined. Data was gathered from 359 AMTs
employed in Turkish Civil Aviation industry through a questionnaire. The
relationship between variables was tested by regression and path
analysis. The results indicated that safety leadership and safety
climate predict safety behaviors of AMTs. In addition, safety climate
partially mediated the effects of safety leadership on safety behaviors.
Furthermore, the whistleblowing dimension, which indicates to what
extent maintenance teaminduced unsafe acts is reported by AMTs, scored
lower than expected. Group cohesion and collective nature of culture are
considered as the causes of this underreporting problem and control
practices of maintenance managers are suggested as a solution.
Furthermore, controlling dimension of safety leadership is suggested for
development of assertive safety behaviors among AMTs, which means acting
in favor of safety without compromise. Lastly, considering the positive
impact of the safety climate on various categories of safety behaviors,
its role in building a high reliability organization for aircraft
maintenance is highlighted.
RI Aktas, Ersin/KHY-0242-2024; Kagnicioglu, Celal Hakan/
OI Kagnicioglu, Celal Hakan/0000-0001-7164-3538
ZR 0
ZS 0
ZA 0
Z8 0
TC 1
ZB 0
Z9 1
C1 Necmettin Erbakan Univ, Fac Aeronaut & Astronaut, Dept Aviat Management,
Koycegiz Mah, TR-42140 Meram Konya, Turkiye
C1 Anadolu Univ, Fac Econ & Adm Sci, Dept Business Adm, Yunus Emre Kampusu,
Tepebasi Eskisehir, Turkiye
SN 0925-7535
EI 1879-1042
DA 2023-05-30
UT WOS:000985847600001
ER
PT J
AU Flatau-Harrison, Huw
Griffin, Mark A.
Gagne, Marylene
TI Trickling down: The impact of leaders on individual role clarity through
safety climate strength across time
SO SAFETY SCIENCE
VL 121
BP 485
EP 495
DI 10.1016/j.ssci.2019.09.009
DT Article
PD JAN 2020
PY 2020
AB Safety researchers and practitioners seeking to have a long lasting
impact on important variables such as safety climate typically
investigate constructs operating within the immediate organisational
environment such as leader support. These frequently have an impact on
individual level perceptions. This paper contributes to theoretical
development in this area by examining the impact of positive forms of
leader support and negative forms such as passive management by
exception on safety climate and safety climate strength (i.e.
consistency in safety climate perceptions within a group). Results
provide strong evidence for the negative influence of passive management
by exception on safety climate strength across time and concur and
support previous research demonstrating significant positive
relationships between safety climate perceptions across time.
Importantly, the impact of passive management by exception on safety
climate strength flowed through to a cross-level moderation of the
relationship between individual conscientiousness and role clarity
suggesting that both leaders and safety climate strength fundamentally
change individual behaviour. The results suggest an important potential
for intervention work specifically correcting leadership styles which
are passive to instead encourage proactivity in order to improve group
safety climate strength and individual role clarity. In addition, the
results indicate that safety climate constructs are highly related
across time and efforts to change perceptions may lie earlier in the
nomological network.
RI Harrison, Huw Flatau/ACO-8911-2022; Griffin, Mark/AFS-9946-2022; Griffin,
Mark/H-9312-2014; Gagne, Marylene/H-4957-2013; Flatau Harrison, Huw/
OI Griffin, Mark/0000-0003-4326-7752; Gagne, Marylene/0000-0003-3248-8947;
Flatau Harrison, Huw/0000-0002-5934-1542
ZS 1
Z8 0
ZB 0
TC 11
ZA 0
ZR 0
Z9 13
C1 Deakin Univ, Deakin Business Sch, Geelong, Vic 3220, Australia
C1 Curtin Univ, Business Sch, Kent St, Perth, WA 6102, Australia
SN 0925-7535
EI 1879-1042
DA 2019-12-09
UT WOS:000496603900039
ER
PT J
AU Xie, Heng
Wei, Xinyu
Peng, Xianghui
Prybutok, Victor
TI Relationship between quality management and organizational performance
in the healthcare industry
SO INTERNATIONAL JOURNAL OF PRODUCTION RESEARCH
DI 10.1080/00207543.2024.2344657
EA APR 2024
PY 2024
AB This study investigates how Quality Management (QM) programmes,
particularly the Baldrige excellence framework, provide an approach to
enhance healthcare organisational performance. Two independent methods
were used to examine the short-term and long-term effects of winning the
Baldrige award and the specific influence of common QM practices on
results. The first method assesses the Baldrige Award's impact on
hospital performance by examining patient survey data and shows that
initial quality improvements are not sustained in the long term. The
second method uses confirmatory semantic analysis (CSA), a text-mining
method, to analyse 22 Baldrige award-winning applications to determine
the relationship between QM practices and organisational results in
healthcare settings. The results show that only three QM practices -
measurement, analysis, and knowledge management (MAKM), leadership, and
operations focus - significantly contribute to organisational
performance. Furthermore, CSA findings highlight the dominant role of
leadership in driving performance outcomes, with other factors in the
framework showing nonsignificant mediation effects. By exploring both
the overarching effectiveness of QM programmes across different time
lengths and specific practices that contribute to performance, this
research provides academic insights with practical application in the
healthcare industry. Importantly, the findings highlight the nuanced
relationship between QM initiatives and organisational excellence.
Z8 0
ZB 0
ZS 0
TC 0
ZA 0
ZR 0
Z9 0
C1 Calif State Univ Sacramento, Coll Business, Dept Informat Syst &
Business Analyt, Sacramento, CA 95819 USA
C1 Calif State Univ Chico, Coll Business, Dept Informat Syst Finance &
Accounting, Chico, CA USA
C1 Behrend Coll, Black Sch Business, Penn State Erie, Erie, PA USA
C1 Univ North Texas, Coll Business, Dept Informat Technol & Decis Sci,
Denton, TX USA
SN 0020-7543
EI 1366-588X
DA 2024-04-27
UT WOS:001207024100001
ER
PT J
AU McCausland, Tammy
TI Innovating in a VUCA World
VL 65
IS 6
BP 57
EP 59
DI 10.1080/08956308.2022.2120325
DT Editorial Material
PD NOV 2 2022
PY 2022
ZA 0
ZS 0
TC 2
ZR 0
Z8 0
ZB 0
Z9 2
SN 0895-6308
EI 1930-0166
DA 2022-11-18
UT WOS:000877340300009
ER
PT J
AU Hatlie, Martin J.
Nahum, Armando
Leonard, Roger
Jones, Laria
Nahum, Victoria
Krevat, Seth A.
Mayer, David B.
Smith, Kelly M.
TI Lessons Learned from a Systems Approach to Engaging Patients and
Families in Patient Safety Transformation
SO JOINT COMMISSION JOURNAL ON QUALITY AND PATIENT SAFETY
VL 46
IS 3
BP 158
EP 166
DI 10.1016/j.jcjq.2019.12.001
DT Article
PD MAR 2020
PY 2020
AB Background: Effective patient- and family-centered care requires a
dedication to engaging patients and family members in health system
redesign to improve the quality, safety, and experience of care.
Provided here are lessons learned six years after establishing an
infrastructure of patient and family advisory councils (PFACs) focused
on improving health care quality and safety.
Context: A large regional health care system with multiple hospitals and
ambulatory care delivery sites in the eastern United States adopted a
system wide approach to Patient and Family Advisory Councils on Quality
and Safety (PFACQS (R)) in 2012.
Approach: This conceptual article describes the barriers and
facilitators of adopting, implementing, and sustaining the PFACQS model
across a large, geographically diffuse health system. Successful
strategies that emerged include active board engagement, co-creation and
mentorship by experienced patient advocates to support enhanced
engagement by local PFACQS community members, and clear alignment with
and line of sight on organizational quality and safety goals.
Conclusion: Implementing a robust network of PFACQS focused on improving
quality and patient safety requires leadership commitment to
transparency, as well as mutual respect and trust. Establishing clear
guidelines, structures, and processes supports early adoption. Openness
to continuous improvement and adaptations are important to program
success and contribute to program sustainability.
RI Smith, Kelly Michelle/HNI-9257-2023
OI Smith, Kelly Michelle/0000-0002-9483-5118
ZS 0
Z8 1
ZA 0
ZR 0
TC 5
ZB 2
Z9 5
C1 MIQS, Columbia, MD 21044 USA
C1 MedStar Hlth, Hosp Qual & Safety, Columbia, MD USA
C3 MIQS
C3 MedStar Hlth
SN 1553-7250
EI 1938-131X
DA 2020-03-17
UT WOS:000517792500006
PM 31982348
ER
PT J
AU Thomas, Albi
Suresh, M.
TI Readiness for agility adaptability and alignment in healthcare
organizations
SO IISE TRANSACTIONS ON HEALTHCARE SYSTEMS ENGINEERING
VL 13
IS 2
BP 161
EP 174
DI 10.1080/24725579.2022.2144966
DT Article
PD APR 3 2023
PY 2023
AB This paper aims to 'identify,' 'analyze,' and 'categorize' Agility,
Adaptability, and Alignment (Triple-A) readiness factors in healthcare
organizations using Total Interpretive Structural Modeling (TISM). This
study identified nine triple-A readiness factors for healthcare
organizations. The present research looked at the interrelationships
between readiness variables for agility, adaptability, and alignment
deployment in healthcare organizations. The findings would assist
healthcare practitioners in implementing triple-A in hospitals to
enhance service quality. TISM and MICMAC analysis is utilized to
determine the importance of each of the elements, allowing organizations
to prioritize the most important variables first, followed by the rest
of the factors. The identified key factors are organizational
leadership, flexible service design, advanced technology and
innovativeness, strategy fits. This research will aid key stakeholders
and academics in better understanding the readiness factors that
influence agility, adaptability, and alignment in a healthcare
organization. This study proposes the TISM technique for healthcare,
which is a novel attempt in the subject of Triple-A in this sector. This
research contributes to the Triple-A theory of knowledge, model
conceptualizing, and organizational change.
OI Thomas, Albi/0000-0001-6939-566X
ZS 0
ZB 0
ZR 0
TC 1
Z8 0
ZA 0
Z9 1
C1 Amrita Vishwa Vidyapeetham, Amrita Sch Business, Coimbatore, India
C1 Amrita Vishwa Vidyapeetham, Amrita Sch Business, Coimbatore 641112,
India
SN 2472-5579
EI 2472-5587
DA 2024-01-07
UT WOS:001115212900002
ER
PT J
AU Gray, Cheryl E.
Merlo, Kelsey L.
Lawrence, Roxanne C.
Doaty, Jeremiah
Allen, Tammy D.
TI Safety not guaranteed: Investigating employees? safety performance
during a global pandemic
SO SAFETY SCIENCE
VL 158
AR 105950
DI 10.1016/j.ssci.2022.105950
EA OCT 2022
DT Article
PD FEB 2023
PY 2023
AB The COVID-19 pandemic threatened employees' health and safety more than
any event in recent years. Although millions of employees transitioned
to working from home to mitigate infectious disease exposure, many
worksites re-opened amid the pandemic as high infection rates persisted
longer than expected. Safety guidelines were issued by the Centers for
Disease Control and Prevention, the World Health Organization, and other
national initiatives to improve the health and safety of employees
returning to on-site work. The current work addresses predictors of
infection control safety behaviors in a general working population that
largely lacks infection control training and expertise. Drawing from
Neal and Griffin's model of safety behavior, we investigated
organizational factors (i.e., perceived safety climate, safety-related
organizational constraints, occupational risk of COVID-19 exposure) and
individual factors (i.e., infection control safety attitudes,
consci-entiousness, and risk aversion) associated with employees'
infection control safety behaviors shortly after returning to on-site
work during the pandemic. Survey results from 89 full-time employees
across industries demonstrated that the organizational and individual
factors accounted for 51.19 percent of the variance in employees'
infection control safety behaviors. Organizational factors accounted for
49.02 percent of the explained variance, and individual factors
accounted for 50.98 percent of the explained variance.
Conscientiousness, perceived safety climate, safety-related
organizational constraints, and infection control safety attitudes
explained significant variance in employees' infection control safety
behaviors, while the occupational risk of COVID-19 exposure and risk
aversion did not. Or-ganizations may benefit from considering employees'
conscientiousness and safety attitudes during employee selection as well
as enhancing their organization's safety climate and mitigating
safety-related organizational constraints.
ZA 0
ZS 0
ZB 0
Z8 0
ZR 0
TC 1
Z9 1
C1 Montclair State Univ, Dept Psychol, Montclair, NJ USA
C1 Univ S Florida, Dept Psychol, Tampa, FL USA
SN 0925-7535
EI 1879-1042
DA 2022-12-08
UT WOS:000880831800016
PM 36313797
ER
PT J
AU Gluschkoff, Kia
Kaihlanen, Anu
Palojoki, Sari
Laukka, Elina
Hypponen, Hannele
Karhe, Liisa
Saranto, Kaija
Heponiemi, Tarja
TI Reporting of health information technology system-related patient safety
incidents: The effects of organizational justice
SO SAFETY SCIENCE
VL 144
AR 105450
DI 10.1016/j.ssci.2021.105450
EA AUG 2021
DT Article
PD DEC 2021
PY 2021
AB Factors influencing the reporting of patient safety incidents that
result from health information technology (HIT) failure are poorly
understood. We examined whether organizational justice is associated
with the non-reporting of HIT system-related safety incidents among
registered nurses. Cross-sectional survey data were collected from
nurses (N = 1399) who reported encountering a HIT system-related patient
safety incident within the past 12 months. Selecting one or more reasons
for not filing an incident report from a predefined list of potential
reasons was used as an indicator for non-reporting. Logistic regression
models were fit to predict the reason-specific likelihood of
non-reporting with organizational justice. High organizational justice
was associated with a reduced likelihood of non-reporting if
non-reporting occurred because reporting was too hard or took too much
time (OR = 0.81, 95% CI 0.67 to 0.96), because the reporting had no
impact on the organization's processes (OR = 0.63, 95% CI 0.53 to 0.76),
because the respondent was worried about the consequences (OR = 0.61,
95% CI 0.43 to 0.87), or because the respondent was not required to file
a report (OR = 0.67, 95% CI 0.51 to 0.89). Justice was not associated
with non-reporting if it occurred due to the lack of access to a
reporting system, because no actual harm was caused to the patient, or
some other, non-specified reason. The associations were robust to
adjustment for several nurse and work characteristics. The results
suggest that non-reporting of HIT system-related safety incidents is
less common in a high-justice work environment. Fair treatment of nurses
may encourage their reporting of safety incidents.
Z8 0
TC 2
ZB 0
ZA 0
ZR 0
ZS 0
Z9 2
C1 Finnish Inst Hlth & Welf, Social & Hlth Syst Res, Helsinki, Finland
C1 Univ Helsinki, Dept Psychol & Logoped, Helsinki, Finland
C1 Minist Social Affairs & Hlth, Helsinki, Finland
C1 Univ Oulu, Res Unit Nursing Sci & Hlth Management, Oulu, Finland
C1 Finnish Nurses Assoc, Helsinki, Finland
C1 Univ Eastern Finland, Dept Hlth & Social Management, Kuopio, Finland
C3 Finnish Inst Hlth & Welf
C3 Minist Social Affairs & Hlth
C3 Finnish Nurses Assoc
SN 0925-7535
EI 1879-1042
DA 2021-08-24
UT WOS:000698084900011
ER
PT J
AU Newaz, Mohammad Tanvi
Ershadi, Mahmoud
Jefferies, Marcus
Davis, Peter
TI Assessing safety management factors to develop a research agenda for the
construction industry
SO SAFETY SCIENCE
VL 142
AR 105396
DI 10.1016/j.ssci.2021.105396
EA JUL 2021
DT Article
PD OCT 2021
PY 2021
AB Previous research enables managers to apply appropriate safety
management factors for increased site safety. However, the heterogeneity
of such factors in contemporary studies makes it difficult for
practitioners to keep up to date with relevant alternatives. There is a
paucity of systematic reviews that examine factors, map out their
relationships, categorize research gaps, assess the practicality of
research findings, and offer direction for future research. In this
paper, a systematic review of 2574 articles published between 2010 and
2020 and a full-text examination of 75 quantitative surveys were
conducted to catalogue, synthesize, and assess safety management factors
in contemporary literature. Thematic analysis subsequently revealed 38
interrelated safety management factors to be classified under three
individual, workgroup, and organizational groups. A critical content
analysis of the representative studies was conducted to identify five
future research trends as well as associated research gaps and
directions on construction safety management in the form of an agenda
suggesting a shift in research emphasis from physical safety issues to
organizational and culture-related factors that have the potential to
systematically enhance the overall safety performance. Furthermore,
directions are provided to safety practitioners concerning the useful
implementation of safety management factors.
RI Ershadi, Mahmoud/ABH-2341-2021; Jefferies, Marcus/
OI Jefferies, Marcus/0000-0003-2273-9511
ZS 0
ZB 0
ZA 0
TC 14
Z8 1
ZR 0
Z9 15
C1 Univ Newcastle, Sch Architecture & Built Environm, Callaghan, NSW,
Australia
SN 0925-7535
EI 1879-1042
DA 2021-08-02
UT WOS:000675899400003
ER
PT J
AU Curcuruto, Matteo
Strauss, Karoline
Axtell, Carolyn
Griffin, Mark A.
TI Voicing for safety in the workplace: A proactive goal-regulation
perspective
SO SAFETY SCIENCE
VL 131
AR 104902
DI 10.1016/j.ssci.2020.104902
DT Article
PD NOV 2020
PY 2020
AB Safety voice refers to proactive communication actions that aim to
improve safety by identifying current limitations and possibilities to
create a safer workplace. This entails individuals to identify hazards
and dangerous ways of working in advance, and provide constructive
suggestions to generate a positive change. Drawing on goal regulation
literature, we aim to investigate safety voice as a part of a dual
safety-specific proactivity process: a goal generation phase
characterised by mental simulation and anticipation of risks (namely
'safety envisioning'), and a goal striving stage which involves acting
aimed at enhancing safety (here represented by 'safety voice'). Study la
provides support to the distinction between these two phases in a large
sample of laboratory supervisors (N = 233). Study lb showed the
predictive validity of safety envisioning on safety voice (N = 71
managers). Study 2 evidenced the effects of organizational antecedents
(perceived job control; supervisor and coworker support) on goal safety
envisioning in a large sample of chemical workers from Central Europe (N
= 157). Our paper adds an emergent stream of research by applying a
goal-regulatory perspective in occupational safety.
RI Griffin, Mark/AFS-9946-2022; Curcuruto, Matteo/; Strauss, Karoline/; Griffin,
Mark/H-9312-2014
OI Curcuruto, Matteo/0000-0002-4898-2440; Strauss,
Karoline/0000-0003-2532-9219; Griffin, Mark/0000-0003-4326-7752
ZB 0
ZR 0
ZA 0
TC 28
ZS 0
Z8 0
Z9 30
C1 Leeds Beckett Univ, Leeds Sch Social Sci, Leeds, W Yorkshire, England
C1 ESSEC Business Sch, Management Dept, Cergy, France
C1 Univ Sheffield, Inst Work Psychol, Sheffield, S Yorkshire, England
C1 Curtin Univ, Future Work Inst, Perth, WA, Australia
C1 ESSEC Business Sch, Av Bernard Hirsch,BP 50105, F-95021 Cergy Pontoise,
France
C1 Univ Sheffield, Western Bank, Sheffield S10 2TN, S Yorkshire, England
C1 Curtin Univ, Kent St, Perth, WA 6102, Australia
SN 0925-7535
EI 1879-1042
DA 2020-09-07
UT WOS:000561967600005
ER
PT J
AU Montani, Francesco
Stagliano, Raffaele
Sommovigo, Valentina
Setti, Ilaria
Giorgi, Gabriele
TI Managers' compassionate goals, innovation, and firm performance: an
examination of mediating processes, and boundary conditions in small-
and medium-sized enterprises
SO R & D MANAGEMENT
VL 53
IS 1
BP 97
EP 114
DI 10.1111/radm.12549
EA JUL 2022
DT Article
PD JAN 2023
PY 2023
AB This study aims to examine the relationships of managers' compassionate
goals with innovation and performance in small- and medium-sized
enterprises (SMEs). By integrating social exchange theory with social
information processing theory, we hypothesize a serial mediation model
in which organizational cooperation and firm innovation sequentially
mediate a positive relationship between managers' compassionate goals
and firm performance. However, we predict that this positive indirect
effect would occur only when managers have low self-image goals and
there is a high innovation-supportive work environment. Based on survey
data from a sample of 116 SMEs in France, our results provide support
for our predictions. This study contributes to the literature by
disclosing the mechanisms and boundary conditions of the relationship of
managers' compassionate goals with SMEs' innovation and performance.
Theoretical and managerial implications of this study are discussed.
OI Stagliano, Raffaele/0000-0001-6709-461X
Z8 0
ZR 0
ZS 0
TC 3
ZA 0
ZB 0
Z9 3
C1 Univ Bologna, Dept Management, Rimini Campus,Via Anghera 22, I-47900
Rimini, Italy
C1 Univ Messina, Dept Econ, Piazza Pugliatti 1, I-98122 Messina, Italy
C1 Univ Pavia, Dept Brain & Behav Sci, Appl Psychol Unit, Piazza Botta 11,
I-27100 Pavia, Italy
C1 Univ Europea Roma, Dept Psychol, Via Aldobrandeschi,190, I-00163 Rome,
Italy
SN 0033-6807
EI 1467-9310
DA 2022-07-10
UT WOS:000820914500001
ER
PT J
AU Huang, Yijing
Ferreira, Fernando A. F.
He, Zheng
TI Impact of workspace environment on creativity and innovation: empirical
evidence from a makerspace in China
SO R & D MANAGEMENT
VL 53
IS 4
SI SI
BP 620
EP 637
DI 10.1111/radm.12504
EA SEP 2021
DT Article
PD SEP 2023
PY 2023
AB Among the various factors affecting creativity and innovation, workspace
environment has not been fully considered by most organizations. The
literature on innovation shows that few empirical studies have
investigated the influence of workspace environment on creativity and
innovation. Using Ucommune (i.e., one of the largest makerspaces and
entrepreneurial ecosystems in China) as an example, this research
explored to what extent workspace environments affect individual and
team creativity and innovation in organizations. The main results
include that physical and non-physical environments contribute
positively to employees' individual and team behaviors. In addition,
individual behavior can help improve employee creativity and enhance
team behavior, but the direct impact of individual behavior on
innovation is insignificant. Finally, team behavior can enhance
organizational innovation. The findings thus provide empirical support
for the increasing importance of the impact of workspace environments -
especially their physical aspects - on creativity and innovation.
ZA 0
TC 7
ZS 0
ZB 0
ZR 0
Z8 0
Z9 7
C1 Univ Inst Lisbon, ISCTE Business Sch, BRU IUL, Ave Forcas Armadas,
P-1649026 Lisbon, Portugal
C1 Univ Elect Sci & Technol China UESTC, Sch Management & Econ, Chengdu,
Sichuan, Peoples R China
C1 Univ Memphis, Fogelman Coll Business & Econ, Memphis, TN 38152 USA
SN 0033-6807
EI 1467-9310
DA 2021-09-10
UT WOS:000692269700001
ER
PT J
AU Xia, Qinghua
Tan, Manqing
Cao, Qinwei
Li, Luyao
TI The microfoundations of open innovation: CEO overconfidence and
innovation choices
SO R & D MANAGEMENT
VL 53
IS 1
BP 43
EP 57
DI 10.1111/radm.12544
EA MAY 2022
DT Article
PD JAN 2023
PY 2023
AB How to successfully drive open innovation (OI) has been an important
issue. However, the existing literature on the determinants of OI mainly
focuses on organizational and contingent factors, and the "human side"
of it is still not well understood, which also motivates us to explore
it more deeply. This paper attempts to link upper echelon theory with OI
research using data from a large sample of Chinese listed companies to
investigate how the overconfident tendency of the CEO affects his or her
preference for different OI modes. At the same time, what role do other
top management team (TMT) members play in this process. The results show
that overconfident CEOs favor market and organization-oriented OI over
technology-oriented OI, and TMT governance can moderate such
relationship, that is, as the level of TMT governance increases, the
preference of overconfident CEOs for market and organization-oriented OI
will be weakened, avoiding the negative effect of excessive adoption of
such activities on firm performance. By focusing on the human side of
OI, this paper adds to the literature on the impact of strategic
leadership, namely the influence of key individual CEO and other
executives within the organization on OI management, which is also a
response to the emphasis that more attention should be paid to the
microfoundations of OI in the future.
OI Cao, Qinwei/0000-0002-9936-4167; Tan, Manqing/0000-0003-3847-022X
Z8 0
ZA 0
TC 10
ZR 0
ZB 2
ZS 0
Z9 10
C1 Wuhan Univ, Econ & Management Sch, Wuhan 430072, Peoples R China
C1 Wuhan Univ Technol, Sch Management, Wuhan 430070, Peoples R China
C1 Xiangtan Univ, Business Sch, Xiangtan 411105, Peoples R China
SN 0033-6807
EI 1467-9310
DA 2022-06-08
UT WOS:000802767000001
ER
PT J
AU de Albuquerque, Andre Philippi Gonzaga
de Melo, Fagner Jose Coutinho
Xavier, Larissa de Arruda
de Medeiros, Denise Dumke
TI Analyzing the profile of the manager from the perspective of the
employees: a case study
VL 19
IS 1
AR e2022930
DI 10.14488/BJOPM.2021.032
DT Article
PD 2022
PY 2022
AB Goal: This paper proposes to study the leader's profile using the Johari
Window to establish feedback on the leader's behavior in comparison with
the employees' point of view.
Design / Methodology / Approach: The case study was carried out in a
given material distribution center for civil construction through a
questionnaire, based on the Johari window model. The research was
classified as applied, exploratory, qualitative and case study.
Results: Most of the respondents in the surveyed sector have the opinion
that their leader is inserted in the "blind" area of Johari window, that
is, it is an area unknown to the leader, either because subordinates do
not want to share feedback or because the leader is not able or does not
care about it. Through these results, improvements were proposed.
Limitations of the investigation: The questionnaire was only applied in
one moment, and it is not possible to compare the leader's Johari window
with the posterior view of each team member.
Practical implications: When leaders share their way of thinking and
acting and are willing to receive feedback, there will be greater
clarity in communication and executing objectives. With this, it is
possible to obtain more qualified and motivated personnel for the
performance of the organization's activities, reducing costs, increasing
productivity, generating a competitive advantage.
Originality / Value: Understanding the relationship between the leader
and followers in the researched sector, verifying the confrontation of
the opinion of the followers about the behavior of the leader in order
to improve the organizational environment to achieve the objectives.
RI Medeiros, Denise D./D-9431-2017; Melo, Fagner/JEF-5956-2023; Albuquerque,
Andre/ITT-1958-2023
OI Albuquerque, Andre/0000-0002-2764-0732
ZB 0
ZR 0
Z8 0
ZA 0
ZS 0
TC 2
Z9 2
C1 Fed Univ Pernambuco UFPE, Dept Prod Engn, Recife, PE, Brazil
C1 Univ Pernambuco UFE, Business Dept, Recife, PE, Brazil
C3 Univ Pernambuco UFE
SN 2237-8960
DA 2021-10-17
UT WOS:000703856400007
ER
PT J
AU Nanjundeswaraswamy, T. S.
Kulenur, Sridevi
Nagesh, P.
TI The Human Resource Management Practices for the Implementation of TQM in
Indian Manufacturing Industries
VL 20
IS 2
AR e20231339
DI 10.14488/BJOPM.1339.2023
DT Article
PD 2023
PY 2023
AB Purpose: Examine the association between human resource management(HRM)
practices and the total quality management (TQM) practices in the
meppchanical manufacturing industries. Design/Methodology/Approach:
Pata and information were gathered using a survey instrument. Data were
collected from the managerial level employees working in the HR, quality
and production departments. Collected data and information were analyzed
using descriptive statistics, factor analysis and structural equation
modelling. Findings: Human resource management practices are
associated with total quality management practices. The result of the
study also reveals that Functional Leadership (FL), Positive
Organizational Scholarship (POS), Employee Involvement (El), Empowerment
(EMP) and Employee Training (ET) are the predominant factors of human
resource management. At the same time, Benchmarking (BEN), Customer
Satisfaction (CS), Top Management Commitment (TMC) and Supplier
Relations (SR) are the critical success factors of TQM practices.
"Functional Leadership" has the most significant impact on
Benchmarking. Research limitations/implications: The empirical
research was on mechanical manufacturing industries in India only.
Further, the study can be extended to other sectors to gather relevant
TQM and HRM @ssociations. Practical implications: Successful
implementation of HRM practices enhances employees' motivation level;
this will significantly help to implement the organization's TQM
practices. Overall implementation of HRM and TQM practices will improve
employee satisfaction and customer satisfaction level and continuous
improvement. Originality/value: The research tender imminent into
associations between HRM and TQM practices focusing on Indian
manufacturing prganizations. This conceptual framework is a valuable
reference for future research.
RI Nanjundeswaraswamy, T S/J-9973-2019; T S, Nanjundeswaraswamy/KIA-7548-2024; T S,
Nanjundeswaraswamy/L-6400-2017; Kulenur, Sridevi/
OI Nanjundeswaraswamy, T S/0000-0001-5011-1700; T S,
Nanjundeswaraswamy/0000-0001-5011-1700; T S,
Nanjundeswaraswamy/0000-0001-5011-1700; Kulenur,
Sridevi/0000-0003-3672-8071
ZR 0
ZB 0
ZS 0
ZA 0
Z8 0
TC 0
Z9 0
C1 JSS Acad Tech Educ, Bengaluru, Karnataka, India
C1 JSS Sci & Technol Univ, Sri Jayachamarajendra Coll Engn, Mysuru,
Karnataka, India
C3 JSS Acad Tech Educ
SN 2237-8960
DA 2023-05-21
UT WOS:000967664800005
ER
PT J
AU Amengual, Matthew
Apfelbaum, Evan P.
TI True Motives: Prosocial and Instrumental Justifications for Behavioral
Change in Organizations
VL 67
IS 8
BP 5032
EP 5051
DI 10.1287/mnsc.2020.3708
DT Article
PD AUG 2021
PY 2021
AB When organizations want their employees to adopt behaviors that advance
prosocial and instrumental aims, which motive should they express? A
groundswell of recent work suggests that highlighting prosocial actions
inspires and motivates employees. Building on this work, we embed a
field experiment in the context of an organizational change initiative
(Study 1). A large university sought to change the behavior of
administrative employees who purchase office supplies, encouraging them
to place orders of at least $50, referred to as 'bundling." We exploit
the fact that the organization could justify the same behavior in
contrasting ways. We randomly assign employees to view either a
prosocial ("limiting pollution"), instrumental ("limiting costs"), or
mixed motive ("limiting pollution and limiting costs") for caring about
bundling each time they access the organization's procurement system. We
then evaluate changes in employees' behavior by comparing a six-month
baseline to a six-month experimental period, covering 10,169 purchases
in 556 offices. Contrary to expectations from related research, the
instrumental motive was most effective for changing behavior, leading to
significantly more bundling than the prosocial motive. Two follow-up
vignette experiments probe theoretical mechanisms. They indicate that an
instrumental motive seems more genuine (i.e., reflecting the
organization's true motive) than a prosocial motive (Study 2) and that
seeming genuine increases individuals' intention to bundle (Study 3).
This research reveals that prosocial justifications can be less
effective than instrumental ones and suggests that perceptions of
genuineness may shape the effectiveness of behavioral change efforts in
organizations.
RI Amengual, Matthew/KFB-7702-2024; Apfelbaum, Evan/
OI Amengual, Matthew/0000-0001-6024-1920; Apfelbaum,
Evan/0000-0002-1941-4700
Z8 0
TC 5
ZS 0
ZB 0
ZA 0
ZR 0
Z9 6
C1 Univ Oxford, Said Business Sch, Oxford OX1 1HP, England
C1 Boston Univ, Questrom Sch Business, Boston, MA 02215 USA
SN 0025-1909
EI 1526-5501
DA 2021-10-09
UT WOS:000697828200020
ER
PT J
AU Schmidt, Evanthia Kalpazidou
Graversen, Ebbe Krogh
TI Developing a conceptual evaluation framework for gender equality
interventions in research and innovation
SO EVALUATION AND PROGRAM PLANNING
VL 79
AR 101750
DI 10.1016/j.evalprogplan.2019.101750
DT Article
PD APR 2020
PY 2020
AB In this article, we discuss the development of a conceptual evaluation
framework to design and assess gender equality interventions and their
effects in research and innovation. The conceptual framework presented
herewith embraces the complexity, gender-sensitive and theory-based
evaluation approaches ensuring that design and evaluation of gender
equality interventions consider the complex systems that constitute the
context in which the interventions operate. The evaluation framework
offers a non-linear concept, where the notion of contribution - not
attribution - to achieve impact is central to the integration of team,
organizational and system factors in policy design and evaluation. The
paper opens the "black box" to address the question of how and why a
policy intervention works and in which context and discusses a
systematic process on how to approach the interwoven linkages between
input, implementation and effects in gender equality interventions in
research and innovation, accounting for context sensitivity and
methodological pluralism. The evaluation framework may serve as
reference for researchers, evaluators, policymakers and other
stakeholders in designing and assessing gender equality interventions,
and in further developing their evidence, and theoretical and
methodological base.
OI Graversen, Ebbe Krogh/0000-0003-4009-2678
ZB 2
ZS 0
ZA 0
Z8 0
TC 18
ZR 0
Z9 19
C1 Aarhus Univ, Dept Polit Sci, Aarhus, Denmark
SN 0149-7189
EI 1873-7870
DA 2020-05-06
UT WOS:000527986600013
PM 31785474
ER
PT J
AU Das, Sibanjan Debeeprasad
Bala, Pradip Kumar
TI What drives MLOps adoption? An analysis using the TOE framework
DI 10.1080/12460125.2023.2214306
EA MAY 2023
PY 2023
AB MLOps is essential to streamline the machine learning (ML) development
process, ensure ML models stay operational, and provide users with the
desired value. MLOps enhances the auditability, dependability,
repeatability, and quality of ML data, models, and systems. MLOps
technologies tackle several operational difficulties in an ML process.
This research used the TOE framework to identify drivers and challenges
to adopting MLOps tool. Data were collected from 277 professionals from
various industries and AI/ML-related job roles. The responses were
analysed using a three-step approach - Data Profiling, Chi-square tests
and Logistic regression (LR) model. The analysis uncovered that ML
usage, performance drivers, and security drive MLOps adoption, whereas
regulatory environment, organizational preparation, and ML
infrastructure moderately influence it. The investigation shows that
management/leadership needs to be aware of MLOps technologies' benefits.
This study provides insights to AI/ML professionals, academics,
researchers, and machine learning model users on MLOps adoption.
OI Bala, Pradip Kumar/0000-0002-9028-4902; Das,
Sibanjan/0000-0002-2437-0482
ZA 0
TC 2
ZB 0
ZS 0
ZR 0
Z8 0
Z9 2
C1 Indian Inst Management Ranchi, Area Informat Syst & Business Analyt,
Ranchi, India
C1 Indian Inst Management Ranchi, Area Informat Syst & Business Analyt,
Nayasarai Rd, Ranchi 835303, Jharkhand, India
SN 1246-0125
EI 2116-7052
DA 2023-06-10
UT WOS:000994770400001
ER
PT J
AU Koelle, Felix
Lauer, Thomas
TI Understanding Cooperation in an Intertemporal Context
DI 10.1287/mnsc.2020.03757
EA JAN 2024
PY 2024
AB Cooperation between individuals, a critical component of organizational
and societal success, typically involves costs and benefits that accrue
at different points in time. Using a series of controlled experiments,
this paper provides a comprehensive analysis of the determinants of
cooperation in an intertemporal context. Our findings demonstrate that
cooperation is significantly reduced when the benefits of cooperation
are shifted into the future, whereas delaying costs leads to an increase
in cooperation. Our analysis of the underlying behavioral mechanisms
reveals that the change in the level of cooperation can be explained by
three factors: (i) a shift in the beliefs about others' efforts, (ii) a
shift in the willingness to conditionally cooperate, and (iii) an
individual's degree of impatience. We further find that injunctive norms
of cooperation are unaffected by the timing of consequences, indicating
that changes in behavior are due to a change in norm compliance rather
than the norm itself. Implications for management practices are
discussed.
RI Kölle, Felix/JZD-3268-2024
OI Kölle, Felix/0000-0003-4036-8566
ZR 0
ZB 0
ZS 0
Z8 0
ZA 0
TC 1
Z9 1
C1 Univ Cologne, Dept Econ, D-50923 Cologne, Germany
C1 Univ Erfurt, Ctr Empir Res Econ & Behav Sci CEREB, D-99089 Erfurt,
Germany
SN 0025-1909
EI 1526-5501
DA 2024-02-04
UT WOS:001150158800001
ER
PT J
AU Gumustas, Cihangir
Kusku, Fatma
TI Dynamics of Organizational Distrust: An Exploratory Study in Workplace
Safety
SO SAFETY SCIENCE
VL 134
AR 105032
DI 10.1016/j.ssci.2020.105032
DT Article
PD FEB 2021
PY 2021
AB Although there are numerous studies on how to establish a safety-climate
within organizations, knowledge about how distrust, as a distinct
factor, develops and can be best managed in the occupational safety
context is limited. Instead of taking a normative perspective of how
distrust is developed in Individualist-Western cultures, and using it as
the center to understand distrust development in collectivist
non-Western cultures, this paper takes an exploratory method, which
allows participants to identify the content and variety of elements they
think significant in distrust development. This study also aims to
address how distrust might best be managed by identifying a set of
practices. Data from occupational health and safety (OHS) specialists
and OHS academicians working in Turkey were collected through open-ended
questionnaire forms, and content analysis was performed. While the
opposite ends of Ability, Benevolence, and Integrity, respectively
Incompetence, Malevolence, and Deceit were found to be essential aspects
of organizational (dis)trustworthiness, External factors appeared as a
context-specific dimension of distrust. It is found that the absence of
hygiene factors and good relations with employees has a noticeable
influence on distrust formation. Drawing on this evidence and the data
collected, distrust overcoming practices, which are more affective in
nature and focus on better material conditions, are offered.
RI Gümüştaş, Cihangir/AAP-3554-2021; Kusku, Fatma/D-6877-2014
OI Gümüştaş, Cihangir/0000-0002-0487-2282; Kusku, Fatma/0000-0002-1436-4230
ZS 0
ZA 0
ZR 0
ZB 0
TC 3
Z8 0
Z9 4
C1 Istanbul Tech Univ, Grad Sch Arts & Social Sci, TR-34469 Istanbul,
Turkey
C1 Istanbul Tech Univ, Fac Management, TR-34367 Istanbul, Turkey
SN 0925-7535
EI 1879-1042
DA 2021-01-12
UT WOS:000600062200007
ER
PT J
AU Meng, Xiangcheng
Chan, Alan H. S.
TI How safety culture changes safety consciousness and safety citizenship
behavior of construction personnel in China: The mediating roles of
personnel engagement and social relationship exchange
SO SAFETY SCIENCE
VL 173
AR 106437
DI 10.1016/j.ssci.2024.106437
EA JAN 2024
DT Article
PD MAY 2024
PY 2024
AB Personnel safety issues in the construction industry in China have
attracted increasing attention from scholars. Safety culture (SCU) is
considered influential for the promotion of safety of construction
personnel, whereas safety consciousness (SC) and safety citizenship
behavior (SCB) are recognized as the conscious and behavioral
representations of personnel safety, respectively. However, few studies
have focused on quantitatively analyzing the influence of SCU on the SC
and SCB of construction personnel, posing obstacles to the safety
development of the industry. Therefore, this research was conducted to
examine the influence of SCU on the SC and SCB among construction
personnel by involving personnel engagement and social relationship
exchange (SRE) as the mediating variables given their socio-cognitive
correlations revealed by previous studies. The data were collected from
505 construction personnel in China and processed by applying structural
equation modeling, test of mediating effect, and hierarchical regression
analysis in SPSS 24 and AMOS 24, such that the underlying mechanisms of
the influence were revealed in the modeling. Findings provide valuable
contributions to the academe and industry because they indicate the
importance of enhancing the SRE and engagement of personnel. The study
also provides practical recommendations into the improvement of SC and
SCB through the promotion of organizational culture toward safety.
OI MENG, Xiangcheng/0000-0001-5715-683X
ZA 0
Z8 0
ZR 0
TC 0
ZS 0
ZB 0
Z9 0
C1 China Natl Inst Standardizat, Sub Inst Publ Secur, ZhiChun Rd, Beijing,
Peoples R China
C1 City Univ Hong Kong, Dept Adv Design & Syst Engn, Kowloon, Tat Chee Ave,
Hong Kong, Peoples R China
SN 0925-7535
EI 1879-1042
DA 2024-03-29
UT WOS:001176171200001
ER
PT J
AU Zhao, Nan
Chong, Heap-Yih
Li, Qian
TI Agent-based modelling of helping behaviour diffusion in project teams as
an evolutionary process
SO JOURNAL OF SIMULATION
VL 17
IS 3
BP 279
EP 296
DI 10.1080/17477778.2021.1997342
EA FEB 2022
DT Article
PD MAY 4 2023
PY 2023
AB While behavioural diffusion is highly significant in behaviouristics,
the relevant management studies remain limited, particularly for the
extra-role of helping behaviour in project-based organisation. The
helping behaviour diffusion mechanism could profoundly impact teamwork
and project teams' performance improvement. Therefore, this research
aims to promote helping behaviour in project teams by exploring helping
behavioural diffusion based on dynamic behavioural analyses and
simulations. This research set up the Agent-based Modelling to simulate
the helping behaviour diffusion, and considered influential factors,
including team task characteristics, team size, and incentive system.
Then, this research conducted simulation experiments in Netlogo and
found that an increase in task dependence and cooperative spillover
effect can promote the spread of helping behaviour, while an increase in
team size, profit-sharing coefficient, and individual fixed income could
inhibit such diffusion. The research provides new insights into
cultivating a mutual helping culture within project teams.
RI Chong, Heap-Yih/M-8354-2017
OI Chong, Heap-Yih/0000-0002-6080-7530
TC 5
Z8 1
ZR 0
ZA 0
ZB 0
ZS 0
Z9 5
C1 Nanjing Univ, Sch Management & Engn, Nanjing, Peoples R China
C1 Curtin Univ, Sch Design & Built Environm, Perth, WA, Australia
SN 1747-7778
EI 1747-7786
DA 2022-02-27
UT WOS:000755503900001
ER
PT J
AU Gamble, Brenda
Gamble, Kathleen Jean
TI A systems approach to address the impact of second victim phenomenon
SO HEALTH SERVICES MANAGEMENT RESEARCH
VL 35
IS 2
BP 110
EP 113
AR 0951484820971455
DI 10.1177/0951484820971455
EA NOV 2020
DT Article
PD MAY 2022
PY 2022
AB Over the last decade, second victim phenomenon (SVP) has been identified
as a serious issue for healthcare workers (HCWs). Results from a 2018
survey of Canadian HCWs demonstrated that the majority of those who
responded had experienced SVP and indicated that there was a lack of
support in the workplace. The overall objectives of this paper are to a)
heighten the awareness about SVP and its impact on HCWs and 2) to
recommend an organizational/systems approach to support HCWs as second
victims. This will be accomplished by first defining SVP and its
relationship to patient safety. We will apply a health geography
framework which incorporates the concepts of location, place, human
interaction, movement and region to demonstrate the variability across
care settings and the need for a systems approach to support HCWs. A
human geography approaches to SVP would allow policymakers, leadership
teams and managers within a health care setting to uniquely tailor their
support systems to their individual contexts, which in turn will create
a workplace culture of safety that builds on the organization's unique
qualities.
TC 1
Z8 0
ZB 0
ZR 0
ZS 0
ZA 0
Z9 1
C1 Ontario Tech Univ, Fac Hlth Sci, 2000 Simcoe St N, Oshawa, ON L1G 0C5,
Canada
C1 St Michaels Hosp, Toronto, ON, Canada
C3 Ontario Tech Univ
SN 0951-4848
EI 1758-1044
DA 2021-01-05
UT WOS:000598833200001
PM 33176478
ER
PT J
AU Holtz, Brian C.
De Cremer, David
Hu, Biyun
Kim, Joseph
Giacalone, Robert A.
TI How certain can we really be that our boss is trustworthy, and does it
matter? A metacognitive perspective on employee evaluations of
supervisor trustworthiness
SO JOURNAL OF ORGANIZATIONAL BEHAVIOR
VL 41
IS 7
BP 587
EP 605
DI 10.1002/job.2447
EA JUN 2020
DT Article
PD SEP 2020
PY 2020
AB This research helps to integrate the metacognitive concept of evaluation
certainty into the trust literature by demonstrating that certainty can
amplify the effects of trustworthiness evaluations and stabilize
trustworthiness evaluations over time. Across an experimental study
(Study 1) and a multiwave survey of employees (Study 2), we show that
trustworthiness evaluations exert a stronger influence on individuals'
trust at higher levels of certainty and that trust transmits the
multiplicative effects of trustworthiness evaluations and certainty on
key indicators of employee risk-taking including reliance and disclosure
behavior. Further, in Study 2, we show that certainty can help predict
change in trustworthiness evaluations over time. Finally, in a two-wave
field survey (Study 3), we examine factors that influence evaluation
certainty and show that relational transparency and leader
prototypicality (LP) have interactive effects on employees' certainty
such that the influence of relational transparency on certainty will be
more positive at higher levels of LP. Theoretical and practical
implications are discussed.
RI Hu, Biyun/GVU-3972-2022; Holtz, Brian/; Hu, Biyun/
OI Holtz, Brian/0000-0002-0666-5834; Hu, Biyun/0000-0002-2012-1913
ZR 0
Z8 0
ZB 0
ZS 0
ZA 0
TC 11
Z9 14
C1 Temple Univ, Fox Sch Business, 1801 Liacouras Walk,Alter Hall 342,
Philadelphia, PA 19122 USA
C1 Natl Univ Singapore, NUS Business Sch, Singapore, Singapore
C1 John Carroll Univ, Boler Coll Business, University Hts, OH USA
C1 Shanghai Int Studies Univ, Shanghai, Peoples R China
SN 0894-3796
EI 1099-1379
DA 2020-06-12
UT WOS:000536901200001
ER
PT J
AU Ben Rehouma, Mariem
Geyer, Tim
Kahl, Timo
TI Investigating Change Management Based on Participation and Acceptance of
IT in the Public Sector: A Mixed Research Study
SO INTERNATIONAL JOURNAL OF PUBLIC ADMINISTRATION IN THE DIGITAL AGE
VL 7
IS 4
BP 51
EP 70
DI 10.4018/IJPADA.20201001.oa4
DT Article
PD OCT-DEC 2020
PY 2020
AB The digitalization of public administrations faces big challenges
regarding employees' acceptance of IT. Change management approaches
based on participation should help achieving acceptance and success of
IT projects in the public sector. The research investigated how
participation methods can be integrated into change management and which
effects participation has on the acceptance of the introduced system in
this sector. The authors followed a mixed research approach and
conducted a quantitative and a qualitative study within public
administrations and ministries in two states in Germany. The findings
reveal that employees' participation in the form of information,
communication, training, support, and active participation as well as
the role of managers all have a significant positive relationship with
employees' attitudes towards IT. Furthermore, they identified four key
aspects of applying change-management based on employee participation in
IT-projects, which they recommend to consider when implementing IT
projects in the public sector in the future.
ZR 0
ZB 0
TC 1
ZA 0
ZS 0
Z8 0
Z9 1
C1 Univ Bremen, Dept Math & Comp Sci, Bremen, Germany
C1 Hsch Rhein Waal, Fak Kommunikat & Umwelt, Kleve, Germany
C3 Hsch Rhein Waal
SN 2334-4520
EI 2334-4539
DA 2021-01-26
UT WOS:000605444800004
ER
PT J
AU Malik, Akanksha
Sinha, Shuchi
Goel, Sanjay
TI A Qualitative Review of 18 Years of Research on Workplace Deviance: New
Vectors and Future Research Directions
SO HUMAN PERFORMANCE
VL 34
IS 4
BP 271
EP 297
DI 10.1080/08959285.2021.1948548
EA JUL 2021
DT Review
PD AUG 8 2021
PY 2021
AB Workplace deviance is a major cause of concern for organizations. It
leads to an unpleasant work environment and results in decreased
productivity, as well as financial and reputational losses for the
organization. This paper synthesizes the vast amount of literature in
the field of workplace deviance by qualitatively reviewing 245 papers
published from 2003 till October 2020, highlighting the theoretical
frameworks and set of antecedents of negative workplace deviant
behavior. It further lays out future research directions concordant with
the changing nature and scope of acts of deviance in the workplace that
are rapidly transforming due to technology advancement, infusion and
globalization. We discuss the changing socio-technological factors and
their implications for perpetrator-victim dynamics and urge future
researchers to study workplace deviance within this context.
OI Sinha, Shuchi/0000-0001-9687-3444
ZR 0
Z8 0
ZB 0
ZA 0
ZS 0
TC 10
Z9 10
C1 Indian Inst Technol, Delhi, India
C1 SUNY Albany, Albany, NY 12222 USA
SN 0895-9285
EI 1532-7043
DA 2021-08-08
UT WOS:000678939800001
ER
PT J
AU Huntsman, David
Greer, Alex
Murphy, Haley
Haynes, Steven
TI Enhancing adaptive performance in emergency response: Empowerment
practices and the moderating role of tempo balance
SO SAFETY SCIENCE
VL 134
AR 105060
DI 10.1016/j.ssci.2020.105060
DT Article
PD FEB 2021
PY 2021
AB Fire departments, like other organizations that follow rigid
hierarchical structures, face difficulties in being flexible or adaptive
enough to address the needs generated by large and complex disaster
environments. Research is lacking, however, on the ability of
empowerment practices to enhance adaptive performance in emergency
response organizations, which today face increasingly complex threats
and growing responsibilities. The present study explores the
relationships between the empowerment practices of career development
opportunities, work autonomy, employee voice with two leadership levels,
and department adaptive performance. Moreover, tempo balance and the
empowerment practices are tested for interactive effects, a measure we
developed to capture firefighter stress and fatigue from excessive
mandatory overtime policies. Data were collected from 756 United States
firefighters located on the west coast. The results show that the
empowerment practices enhance adaptive performance by helping
firefighters respond to unpredictable aspects of their work environment.
In addition, tempo balance moderates career development opportunities,
work autonomy, and adaptive performance, specifically. The findings show
that firefighters are better able to overcome stress and fatigue during
complex incidents by relying on their training and ability to improvise,
meaning these empowerment practices help compensate for poor tempo
balance in fire departments from ineffective scheduling.
RI Haynes, Steven/KFB-6927-2024; Greer, Alex/ABB-8560-2021; Murphy, Haley/
OI Haynes, Steven/0000-0002-3448-976X; Greer, Alex/0000-0002-5910-1637;
Murphy, Haley/0000-0001-7066-8047
ZA 0
ZR 0
ZS 0
ZB 0
Z8 0
TC 9
Z9 12
C1 Oklahoma State Univ, Fire & Emergency Management Program, Div Engn
Technol, Stillwater, OK 74078 USA
C1 SUNY Albany, Coll Emergency Preparedness Homeland Secur & Cybe, Albany,
NY 12222 USA
C1 Univ Texas Dallas, Naveen Jindal Sch Management, Richardson, TX 75083
USA
SN 0925-7535
EI 1879-1042
DA 2021-01-12
UT WOS:000600062200020
ER
PT J
AU Bensonch, Chizubem
Argyropoulos, Christos D.
Dimopoulos, Christos
Mikellidou, Cleo Varianou
Boustras, Georgios
TI Analysis of safety climate factors and safety compliance relationships
in the oil and gas industry
SO SAFETY SCIENCE
VL 151
AR 105744
DI 10.1016/j.ssci.2022.105744
EA MAR 2022
DT Article
PD JUL 2022
PY 2022
AB The oil and gas industry's capability to operate effectively in
acceptable risks and hazardous situations is mainly dependent on safety.
Infractions of safety standards and procedures are frequently
highlighted as a causal factor that leads to accidents and other
expected outcomes. As a result, having a broad understanding of
effective management strategies for improving compliance with safety
rules and procedures is more than necessary. The present study focuses
on safety climate factors and their impact on safety compliance,
enhancing safety rules and procedures to reduce the accident risks in
Nigerian's oil and gas industry. The obtained associations were analyzed
using a questionnaire-based methodology. The workers were given a total
of 1000 questionnaires, of which 327 were returned to the team of
researchers. As a consequence of the data analysis, the causal
relationship was stable, which improved the factor structure's
predictability and reliability. Workplace pressure was the safety
climate characteristic that had the most significant consequence on
safety compliance. The research findings have added to our understanding
of improving and ensuring workplace safety compliance, including
practical safety supervision approaches, accessibility of safety
systems, and employee safety competency. Also, adequate supervision and
monitoring should be the primary priority of the management and always
keep the workers on the effective track in their job compliance.
Integrating workers into organizational activities will aid in improving
safety compliance and adhering to any project or task's safety standards
and procedures. Finally, management should avoid putting workers under
any strain to prevent violating safety rules while executing their
duties.
RI Argyropoulos, Christos D./AAL-3862-2020; Varianou-Mikellidou, Cleo/; Boustras,
Georgios/H-6165-2013
OI Argyropoulos, Christos D./0000-0002-2090-2162; Varianou-Mikellidou,
Cleo/0000-0002-9545-1749; Boustras, Georgios/0000-0003-2133-9575
ZR 0
ZA 0
TC 7
Z8 0
ZS 0
ZB 0
Z9 8
C1 European Univ Cyprus, CERIDES Excellence Innovat & Technol, Occupat
Safety & Hlth, 6 Diogenes St, CY-2404 Nicosia, Cyprus
SN 0925-7535
EI 1879-1042
DA 2022-05-23
UT WOS:000792913700006
ER
PT J
AU He, Changquan
McCabe, Brenda
Jia, Guangshe
TI Effect of leader-member exchange on construction worker safety behavior:
Safety climate and psychological capital as the mediators
SO SAFETY SCIENCE
VL 142
AR 105401
DI 10.1016/j.ssci.2021.105401
EA JUL 2021
DT Article
PD OCT 2021
PY 2021
AB There are ubiquitous binary leader-member exchanges between construction
workers and their supervisors. Leader-member exchange (LMX) has been
regarded as an antecedent variable of work performance. However, few
studies empirically examined the influence pathways of LMX on worker
safety behavior, especially in the context of construction industry,
thereby reducing its potential to improve construction safety. This
study explored the relationship between LMX and construction worker
safety behavior (CWSB), while the mediating roles of safety climate (SC)
and psychological capital (PC) for the LMX-CWSB relationship and the
mediating role of SC for the LMX-PC relationship were also tested. Data
were collected from 536 construction workers in China through field
survey. The hypothesized model was examined with the structural equation
modeling (SEM) techniques. Results show that: (a) LMX directly impacted
SC and PC, and indirectly affected CWSB through SC and PC, demonstrating
LMX's cascading role on CWSB; (b) SC directly impacted PC and CWSB, and
mediated the LMX-PC and LMX-CWSB relationships; and (c) PC positively
associated with safety participation behavior (SPB), and mediated the
LMX-SPB and SC-SPB relationships. These findings illustrate the
complexity of LMX-safety interrelationship and the necessity of
initiating both organizational and individual safety interventions
simultaneously. This study sheds lights on safety performance research
based on the cross-level model. Systematic intervention measures such as
cultivating supervisor-worker exchanges and positive safety climate, and
enhancing construction workers' psychological capital are suggested to
upgrade construction safety performance.
RI wu, lufeng/ABD-1120-2020; He, Changquan/AAE-7330-2021; He, Changquan/
OI He, Changquan/0000-0003-4120-6075
ZB 0
ZA 0
TC 27
Z8 0
ZR 0
ZS 0
Z9 30
C1 Shanghai Normal Univ, Coll Civil Engn, Shanghai 201418, Peoples R China
C1 Univ Toronto, Dept Civil Engn, Toronto, ON M5S 1A4, Canada
C1 Tongji Univ, Dept Construct Management & Real Estate, Shanghai 200092,
Peoples R China
SN 0925-7535
EI 1879-1042
DA 2021-08-02
UT WOS:000675899400038
ER
PT J
AU Boadu, Francis
Du, Yifei
Xie, Yu
Dwomo-Fokuo, Elizabeth
TI Is the correlation between knowledge sharing and firm innovation
performance contingent on network trust and hierarchical culture?
Evidence from the Chinese high-tech sector
SO INTERNATIONAL JOURNAL OF TECHNOLOGY MANAGEMENT
VL 92
IS 3
BP 206
EP 228
DI 10.1504/IJTM.2023.128839
DT Article
PD 2023
PY 2023
AB Innovation is of great significance to firms seeking competitive
advantage and survival. Building upon the resource-based view and social
exchange theory, we explore whether the association between knowledge
sharing and firm innovation performance is contingent on network trust
and hierarchical culture. Using a survey dataset from 151 Chinese
high-tech employees. We find that: 1) knowledge sharing affects firm
innovation performance; 2) knowledge sharing influences network trust;
3) network trust played a significant mediation role in the knowledge
sharing - firm innovation performance relationship; 4) network trust
affects firm innovation performance; 5) hierarchical culture
significantly moderates the correlation among network trust and firm
innovation performance. The study proposes a moderated mediation model
to fully illustrate the linkages amongst knowledge sharing, network
trust, hierarchical culture, and innovation performance to offer a guide
regarding how high-tech sectors can attain superior innovation outcomes.
RI Boadu, Francis/ABI-3509-2020; Boadu, Francis/AAA-2642-2021
OI Boadu, Francis/0000-0001-7029-2828
ZS 0
TC 0
Z8 0
ZR 0
ZB 0
ZA 0
Z9 0
C1 Kumasi Tech Univ, Fac Entrepreneurship & Enterprise Dev, POB 854,
Kumasi, Ghana
C1 Univ Elect Sci & Technol China, Sch Management & Econ, Chengdu 611731,
Peoples R China
C1 Chongqing Technol & Business Univ, Res Ctr Enterprise Management,
Chongqing 400067, Peoples R China
C1 Chongqing Technol & Business Univ, Sch Management, Chongqing 400067,
Peoples R China
C3 Kumasi Tech Univ
SN 0267-5730
EI 1741-5276
DA 2023-03-10
UT WOS:000931126300004
ER
PT J
AU Talaei-Khoei, Amir
Yang, Alan T.
Masialeti, Masialeti
TI How does incorporating ChatGPT within a firm reinforce agility-mediated
performance? The moderating role of innovation infusion and firms'
ethical identity
SO TECHNOVATION
VL 132
AR 102975
EA FEB 2024
DT Article
PD APR 2024
PY 2024
AB The expansion of ChatGPT has sparked substantial discussions on the
capabilities of generative artificial intelligence AI to profoundly
reshape the business environment. However, empirical data on ChatGPT and
its effects on firm performance are still lacking. In accordance with
relevant literature, this study investigates the influence of
ChatGPT-enabled agility, encompassing both operational and market
facets, on firm performance. This work studies the moderating roles of
innovative infusion of ChatGPT and ethical identity in the association
between incorporating ChatGPT into standard processes with operational
and market agilities. Data from a survey of IT executives were analyzed
to validate our proposed hypotheses. We found that while the infusion of
ChatGPT in an organization moderates the relationship between ChatGPT
incorporation and operational agility, infusion does not significantly
impact market agilities. In addition, we found that a firm's ethical
identity moderates ChatGPT-enabled market agilities but not operational
agility. We also found that both types of agility play mediating roles
in improving firm performance. This study adds to the growing body of
literature on dynamic capabilities by presenting and testing a theory on
the influence of a firm's capability to incorporate ChatGPT on agility,
firm performance, and the role of ChatGPT infusion and firm ethical
identity.
OI Masialeti, Masialeti/0000-0002-5507-1207; Yang, Alan/0000-0002-8520-7435
ZR 0
ZA 0
Z8 0
TC 0
ZS 0
ZB 0
Z9 0
C1 Univ Nevada, Reno, NV 89557 USA
SN 0166-4972
EI 1879-2383
DA 2024-04-29
UT WOS:001200291700001
ER
PT J
AU Leung, Sharon
Pastores, Stephen M.
Oropello, John M.
Lilly, Craig M.
Galvagno, Samuel M.
Badjatia, Neeraj
Jacobi, Judith
Herr, Daniel L.
Oliveira, Jason David
TI Regionalization of Critical Care in the United States: Current State and
Proposed Framework From the Academic Leaders in Critical Care Medicine
Task Force of the Society of Critical Care Medicine*
SO CRITICAL CARE MEDICINE
VL 50
IS 1
BP 37
EP 49
DI 10.1097/CCM.0000000000005147
DT Article
PD JAN 2022
PY 2022
AB Objectives: The Society of Critical Care Medicine convened its Academic
Leaders in Critical Care Medicine taskforce on February 22, 2016, during
the 45th Critical Care Congress to develop a series of consensus papers
with toolkits for advancing critical care organizations in North
America. The goal of this article is to propose a framework based on the
expert opinions of critical care organization leaders and their
responses to a survey, for current and future critical care
organizations, and their leadership in the health system to design and
implement successful regionalization for critical care in their regions.
Data Sources and Study Selection: Members of the workgroup convened
monthly via teleconference with the following objectives: to 1) develop
and analyze a regionalization survey tool for 23 identified critical
care organizations in the United States, 2) assemble relevant medical
literature accessed using Medline search, 3) use a consensus of expert
opinions to propose the framework, and 4) create groups to write the
subsections and assemble the final product. Data Extraction and
Synthesis: The most prevalent challenges for regionalization in critical
care organizations remain a lack of a strong central authority to
regulate and manage the system as well as a lack of necessary
infrastructure, as described more than a decade ago. We provide a
framework and outline a nontechnical approach that the health system and
their critical care medicine leadership can adopt after considering
their own structure, complexity, business operations, culture, and the
relationships among their individual hospitals. Transforming the current
state of regionalization into a coordinated, accountable system requires
a critical assessment of administrative and clinical challenges and
barriers. Systems thinking, business planning and control, and essential
infrastructure development are critical for assisting critical care
organizations. Conclusions: Under the value-based paradigm, the goals
are operational efficiency and patient outcomes. Health systems that can
align strategy and operations to assist the referral hospitals with
implementing regionalization will be better positioned to regionalize
critical care effectively.
RI Herr, Daniel/X-4215-2019; Pastores, Stephen/HPF-1308-2023; CHRISTMAN, JOHN/
OI CHRISTMAN, JOHN/0000-0001-6926-9313
ZB 1
ZS 0
TC 7
ZR 0
Z8 0
ZA 0
Z9 7
C1 Albert Einstein Coll Med, Off Med Director, Montefiore Hlth Syst, Bronx,
NY 10467 USA
C1 Mem Sloan Kettering Canc Ctr, Dept Anesthesiol & Crit Care Med, New
York, NY 10021 USA
C1 Icahn Sch Med Mt Sinai, Inst Crit Care Med, New York, NY 10029 USA
C1 Univ Massachusetts, Med Sch, Dept Med, Worcester, MA USA
C1 Univ Massachusetts, Med Sch, Dept Anesthesiol, Worcester, MA USA
C1 Univ Massachusetts, Med Sch, Dept Surg, Worcester, MA USA
C1 Univ Maryland, Dept Anesthesiol, Maryland Crit Care Network, Baltimore,
MD 21201 USA
C1 Univ Maryland, Dept Neurol, Maryland Crit Care Network, Baltimore, MD
21201 USA
C1 Indiana Univ, Dept Pharm, Med Ctr, Indianapolis, IN USA
C1 Univ Maryland, Dept Surg, Maryland Crit Care Network, Baltimore, MD
21201 USA
C1 Montefiore Hlth Syst, Dept Finance, Bronx, NY USA
C3 Montefiore Hlth Syst
SN 0090-3493
EI 1530-0293
DA 2021-12-27
UT WOS:000730780000007
PM 34259453
ER
PT J
AU Meng, Xiangcheng
Chan, Alan H. S.
Lui, Lester K. H.
Fang, Yongle
TI Effects of individual and organizational factors on safety consciousness
and safety citizenship behavior of construction workers: A comparative
study between Hong Kong and Mainland China
SO SAFETY SCIENCE
VL 135
AR 105116
DI 10.1016/j.ssci.2020.105116
DT Article
PD MAR 2021
PY 2021
AB In view of the great number of accidents in the construction industry of
both Hong Kong and Mainland China, research on the safety issues of
construction personnel plays a significant role in industrial
development and occupational health. Recently, although the safety
consciousness (SC) and safety citizenship behavior (SCB) have been
considered promising for safety enhancement, the relevant influence
factors still remain unclarified. Therefore, the present study aimed to
explore the main factors that influence the SC and SCB of construction
workers by conducting a cross-sectional questionnaire survey with 207
responses from Hong Kong and 208 responses from Mainland China. The
specifically designed questionnaires consisted of eight subscales
measuring direct and indirect effects among six factors (safety climate,
pmactivity, prosociality, leader-to-member exchange, peer-to-peer
exchange and work stress) and two constructs (SC and SCB). The collected
data were analyzed through SPSS 24 and AMOS 24 to verify the influence
mechanism in individual and organizational aspects of SC and SCB and
further provide implications and suggestions for academic circles and
industrial practitioners in line with the territorial comparison between
Hong Kong and Mainland China. This study is unique as it offers a
considerably good explanation for the territorial distinction of
influence factors on SC and SCB for construction personnel in Mainland
China and Hong Kong.
RI 孟, 祥/KHX-7464-2024; MENG, Xiangcheng/
ZR 0
TC 19
ZB 1
Z8 0
ZS 0
ZA 0
Z9 19
C1 City Univ Hong Kong, Dept Syst Engn & Engn Management, Hong Kong,
Peoples R China
C1 Hong Kong Univ Sci & Technol, Dept Civil & Environm Engn, Hong Kong,
Peoples R China
SN 0925-7535
EI 1879-1042
DA 2021-02-16
UT WOS:000610188700014
ER
PT J
AU Zwikael, Ofer
Pathak, Raghuvar Dutt
Ling, Florence Y. Y.
Titov, Sergei
Husain, Zafar
Sharma, Bhavya
Tay, Chin Yang
Samson, Danny
TI Variation in project management practices across borders
VL 33
IS 13
BP 1270
EP 1282
DI 10.1080/09537287.2020.1858362
EA DEC 2020
DT Article
PD OCT 3 2022
PY 2022
AB As project teams become more global and culturally diverse, it is
important for project managers to understand how various project
management practices are implemented in different countries. We use
hierarchical linear modelling to explore variation in project management
practices among seven countries using GLOBE dimensions of these
countries to understand patterns. Of the nine GLOBE dimensions, two
particular elements had an impact on project management practices.
Performance orientation has a significant positive influence and gender
egalitarianism had a significant negative impact on the adoption of
project management practices. Practical implications include that for
those two specific GLOBE factors, executives and project team leaders
should use such knowledge to anticipate how they will impact on the
natural tendencies of project team members in various countries,
Further, when operating projects with international team membership,
such as global virtual teams, this study illuminates that some cultural
differences might lead to differences in style and practice of project
team members, requiring cognizant and careful team leadership. The
article contributes to theory by showing that only some and not all
aspects of national culture impact on project management practices that
are theoretically deemed attractive as part of project management's body
of knowledge.
RI Ling, Florence/L-5316-2018; Zwikael, Ofer/A-4199-2008; sharma, bhavya/HLQ-5553-
2023; Sharma, Bhavya/JPK-5981-2023; Husain, Zafar/F-8033-2015; PATHAK, RAGHUVAR/
OI Ling, Florence/0000-0003-3451-4061; sharma, bhavya/0000-0002-0416-9116;
Husain, Zafar/0000-0003-4455-0189; PATHAK, RAGHUVAR/0000-0002-5949-7993
TC 9
ZB 0
ZS 0
Z8 0
ZR 0
ZA 0
Z9 10
C1 Australian Natl Univ, Res Sch Management, Canberra, ACT, Australia
C1 Univ South Pacific, Grad Sch Business, Suva, Fiji
C1 Natl Univ Singapore, Dept Bldg, Singapore, Singapore
C1 Moscow Technol Inst, Sch Management, Moscow, Russia
C1 Al Ain Univ, Al Ain, U Arab Emirates
C1 Birla Inst Technol, Ranchi, Bihar, India
C1 Univ Melbourne, Dept Management & Mkt, SPOT Bldg, Melbourne, Vic,
Australia
C3 Moscow Technol Inst
C3 Al Ain Univ
SN 0953-7287
EI 1366-5871
DA 2021-02-26
UT WOS:000620579700001
ER
PT J
AU Mathisen, Gro Ellen
Tjora, Tore
Bergh, Linn Iren Vestly
TI Speaking up about safety concerns in high-risk industries: Correlates of
safety voice in the offshore oil rig sector
SO SAFETY SCIENCE
VL 145
AR 105487
DI 10.1016/j.ssci.2021.105487
EA SEP 2021
DT Article
PD JAN 2022
PY 2022
AB Speaking up about safety issues - or safety voice - is a proactive
response involving people at all levels of the organization who are
willing to express their concern in response to perceived hazards. This
study investigated psychosocial correlates of safety voice and effects
of safety voice on safety measures. Drawing on Job Demand Resources
theory (JD-R) we suggested that job resources in the form of supportive
leadership and job control are positively associated to safety voice and
that job demands are negatively associated with safety voice.
Furthermore, we studied the association between safety voice and the
outcome variables safety risk and personal injuries. Data were derived
from the "Trends in risk level in the petroleum activity" (RNNP) survey
and included 7505 respondents from the Norwegian offshore oil rig
sector. As hypothesized, we found a negative association between job
demands and safety voice and positive associations between safety voice
and the resource variables leader support and job control. Moreover,
safety voice behaviour was negatively associated with the outcome
variables safety risk and personal injuries. An implication from these
findings is that safety voice should be encouraged in the high-risk
industries by nurturing healthy work environments in which employees
have the capacity and support to speak up to prevent hazards.
ZR 0
ZB 0
ZA 0
Z8 0
TC 11
ZS 0
Z9 11
C1 Univ Stavanger, Fac Social Sci, Stavanger, Norway
C1 Petr Safety Author, Stavanger, Norway
C3 Petr Safety Author
SN 0925-7535
EI 1879-1042
DA 2021-11-04
UT WOS:000699833300008
ER
PT J
AU Rusoja, Evan
Swanson, R. Chad
Swift, Mini
TI Using Systems Thinking and Complexity Theory to understand and improve
Emergency Medicine: Lessons from COVID-19 in a safety net health system
SO JOURNAL OF EVALUATION IN CLINICAL PRACTICE
VL 30
IS 2
BP 330
EP 336
DI 10.1111/jep.13920
EA SEP 2023
DT Article
PD MAR 2024
PY 2024
AB RationaleCOVID-19 has fundamentally changed the practice of Emergency
Medicine (EM). Care delivery on the front lines has historically
depended upon ostensibly reliable input-output models for staffing,
supplies, policies, and therapies. Challenged by the complexity of
healthcare during the pandemic, the fallibility of these reductionist
models was quickly revealed. Providers and systems quickly had to
reconceptualize their dependence on the wider, complex system in which
healthcare operates and find adaptive solutions to rapid
changes.Aims/MethodThis papers seeks to review and describe how Systems
Thinking and Complexity Theory (ST/CT)-concepts, principles, and tools
that can be used to understand and impact our constantly evolving health
system-can be applied to better understand and enact change in complex
settings such as during COVID-19. Some of these ST/CT are described
through the real world example of the Alameda Health System Vaccine
Taskforce.ResultsST/CT concepts such as Unintended Consequences,
Interrelationships, Emergent Behavior, Feedback Loops, and Path
Dependence can help EM providers and planners understand the context in
which their system operates. Key principles such as Collaboration,
Iterative Learning, and Transformational Leadership can help these
actors respond to current and future challenges. The integration of
these concepts and principles into the Learning Health System offers a
model for tying these key concepts and principles together into an
adaptive, cross-sectoral organizational approach.ConclusionBy
integrating ST/CT into the practice of EM, we can not only improve our
ability to care for patients but also our capacity to understand and
strengthen our wider systems of care.
ZS 0
ZR 0
ZA 0
TC 1
Z8 0
ZB 0
Z9 1
C1 Alameda Hlth Syst, Oakland, CA USA
C1 Orem Commun Hosp, Orem, UT USA
C1 Alameda Hlth Syst, 1411 E 31st St, Oakland, CA 94602 USA
C3 Alameda Hlth Syst
C3 Orem Commun Hosp
C3 Alameda Hlth Syst
SN 1356-1294
EI 1365-2753
DA 2023-09-28
UT WOS:001067613800001
PM 37723831
ER
PT J
AU Saihi, Afef
Ben-Daya, Mohamed
As'ad, Rami
TI Underpinning success factors of maintenance digital transformation: A
hybrid reactive Delphi approach
VL 255
AR 108701
DI 10.1016/j.ijpe.2022.108701
EA OCT 2022
DT Article
PD JAN 2023
PY 2023
AB In today's competitive landscape, maintenance is one of the critical
functions that may greatly benefit from digital transformation (DT).
Advances in technological developments are proving to be a game changer
for improving maintenance strategies and practices. However, several
challenges related to the lack of adequate managerial aspects, and
adoption of wrong approaches to this transformation hinder its success.
Research has shown that technology alone is not sufficient for
organizations to ensure the success of their digitalization at-tempts.
Therefore, the aim of this research is to adopt a holistic approach to
identify, evaluate and rank a comprehensive list of the various
influencing variables, multifaceted in nature, that drive the success of
main-tenance DT initiatives. To that end, the authors solicited the
different success factors based on a systematic literature review, then
conducted a purification phase of these enablers and categorized them.
Subsequently, a hybrid reactive Delphi approach, combined with AHP
method, was adopted to evaluate and rank the success factors and their
corresponding clusters through a panel of 17 highly qualified experts.
The verified final list includes 41 factors mapped into 10 categories.
The clusters are ranked according to their relative level of importance,
and normalized weights are attributed to their factors. In particular,
"Digital strategy -strategic alignment" cluster ranked highest followed
by "Top management and leadership skills" then "Organizational
development and change management". The findings of this study
contribute to enriching the extant literature, serve as a foundation to
conduct further academic research, and provide proper guidance to
practitioners in this field.
RI Saihi, Afef/KIE-8264-2024; Ben-Daya, Mohamed/AAG-5851-2021; Silva, Flavio/JTT-
2763-2023; Saihi, Afef/
OI Saihi, Afef/0000-0002-3664-8664
ZS 0
Z8 0
ZA 0
ZR 0
ZB 0
TC 7
Z9 8
C1 Amer Univ Sharjah, Ind Engn Dept, Sharjah, U Arab Emirates
SN 0925-5273
EI 1873-7579
DA 2022-11-24
UT WOS:000882132400001
ER
PT J
AU Wang, Xia
Li, Xiaoyan
Liang, Xuedong
Zhu, Chuanjin
TI An improved WINGS-ISM approach with consensus model in group
decision-making for addressing critical success factors of collaborative
emergency management
SO EXPERT SYSTEMS WITH APPLICATIONS
VL 248
AR 123217
DI 10.1016/j.eswa.2024.123217
EA FEB 2024
DT Article
PD AUG 15 2024
PY 2024
AB Since the variety and destructiveness of unexpected natural disasters
and health emergencies, and the weakness of emergency systems around the
world, studies on collaborative emergency management (CEM) are receiving
increasingly attention recently. The existing literature has proved that
with respect to the constraint of limited resources, it's usually
unrealistic for CEM practitioners to push forward all influential
factors that affect the comprehensive performance of CEM simultaneously.
Thus, identifying the most critical success factors (CSFs) is of great
significance to promote the effectiveness of CEM practices. To achieve
this intention, we proposed a novel multi-granularity extended
probabilistic linguistic weighted influence nonlinear gauge system and
interpretative structural modeling (WINGS-ISM) approach with a consensus
model optimized by the convolutional neural network algorithm. The new
technique specializes in addressing the CSFs of episodes involving CEM
characterized by the combination of uncertainty and complexity in group
decision-making process. To validate its feasibility and robustness, we
mainly investigate 10 CSFs to conduct an illustrative CEM case, the
result shows that 'Applicable emergency response plan and regulations',
'Government unity of leadership and coordination' and 'Reasonable
organizational structure and clear functions' are identified out of 10
influential factors. Besides, the cause-effect and hierarchal
relationship digraphs indicate that the CSFs of CEM are interconnected,
and this finding can support CEM practitioners to devote more attention
to the most important factors, which may yield more improvements in CEM
practices. Finally, some research implications are provided for better
improving the effectiveness of CEM practices based on the findings of
this study.
RI Zhu, Chuanjin/ABS-7084-2022; Li, Xiaoyan/
OI Zhu, Chuanjin/0000-0001-7774-2529; Li, Xiaoyan/0000-0003-2639-0994
Z8 0
ZS 0
ZB 0
TC 0
ZA 0
ZR 0
Z9 0
C1 Sichuan Univ, Inst Disaster Management & Reconstruct, Chengdu 610207,
Peoples R China
C1 Sichuan Univ, Business Sch, Chengdu 610065, Peoples R China
C1 Chongqing Technol & Business Univ, Sch Management Sci & Engn, Chongqing
SN 0957-4174
EI 1873-6793
DA 2024-03-22
UT WOS:001178391500001
ER
PT J
AU Vendrell-Herrero, Ferran
Bustinza, Oscar F.
Opazo-Basaez, Marco
Gomes, Emanuel
TI Treble innovation firms: Antecedents, outcomes, and enhancing factors
VL 255
AR 108682
DI 10.1016/j.ijpe.2022.108682
EA OCT 2022
DT Article
PD JAN 2023
PY 2023
AB Drawing on the interplay between strategic ambidexterity, resource-based
view, and digital servitization, we conceptualize how the rise of
digitalization and service business models in industrial settings have
materialized in a distinctive category of innovation-oriented
manufacturing firms, labeled as treble innovation firms. We propose that
said firms are characterized by simultaneously developing the three
types of technological inno-vation -process, product, and digital
service. We use a random and representative survey of 423 Spanish
manufacturing firms to analyze antecedents, outcomes, and enhancers of
digital service innovation adoption in firms that already possess
process and product innovations (i.e., dual innovation firms). We report
several findings. First, treble innovation firms epitomize the new norm
(rather than the exception), representing 21.7% of all manufacturing
firms. Second, product leadership and open innovation breadth increase
the probability that dual innovation firms implement digital service
innovation. Third, treble innovation firms achieve considerably greater
profit margins than dual innovation firms. Finally, treble innovation
firms can enhance said profit advantage by adopting resource
retrenchment and value migration practices.
RI Bustinza, Oscar F./N-9524-2014; Gomes, Emanuel/
OI Bustinza, Oscar F./0000-0002-9071-9494; Gomes,
Emanuel/0000-0001-5320-7767
ZR 0
ZS 0
ZA 0
TC 17
ZB 0
Z8 0
Z9 17
C1 Univ Edinburgh, Business Sch, Strategy Grp, 29 Buccleuch Pl, Edinburgh
EH8 9JS, Scotland
C1 Univ Granada, Fac Econ & Business, Dept Management 1, Granada 18071,
Spain
C1 Deusto Univ, Deusto Business Sch, Bilbao, Spain
C1 Univ Nova, Nova Sch Business & Econ, Campus Carcavelos, P-2775405
Carcavelos, Portugal
SN 0925-5273
EI 1873-7579
DA 2022-11-18
UT WOS:000878181900007
ER
PT J
AU Guerrero, Maribel
Pugh, Rhiannon
TI Entrepreneurial universities? metamorphosis: Encountering technological
and emotional disruptions in the COVID-19 ERA
SO TECHNOVATION
VL 118
AR 102584
EA OCT 2022
DT Article
PD DEC 2022
PY 2022
AB Entrepreneurial universities (EU) have received much attention over the
last few years. Although the well -articulated contributions in the
literature, empirical evidence substantiating the EU's disruptive
responses in challenging times is scarce (e.g., crises, natural
disasters, pandemics, Belic conflicts, or wars). This study theo-rizes
the EU's metamorphosis due to technological/emotional disruptions to
respond to evolving COVID-19 stakeholders' needs. We design a two-step
qualitative methodological design in twenty well-representative EUs
across the globe by adopting a mixed theoretical approach. Our findings
shed some light on two relevant insights: (a) how the EU disruptively
re-oriented the core activities to respond to the stakeholders' needs
during a shake-out event (the COVID-19 pandemic); and (b) how a
disruptive shake-out event (the COVID-19 pandemic) re-stimulates an EU
structural and identity metamorphosis. A proposed theoretical framework
extends previous studies on understanding how the EU's metamorphosis
could occur due to an external shake-out event. A pro-voking discussion
and implications for theory, practice, and policymakers emerge from our
findings.
RI Guerrero, Maribel/C-5978-2008
OI Guerrero, Maribel/0000-0001-7387-1999
ZR 0
Z8 0
TC 8
ZA 0
ZS 0
ZB 0
Z9 8
C1 Univ Desarrollo, Fac Econ & Negocios, Concepcion, Chile
C1 Arizona State Univ, Global Ctr Technol Transfer, Sch Publ Affairs,
Tempe, AZ USA
C1 Lund Univ, CIRCLE Ctr Innovat Res, Lund, Sweden
C1 Stockholm Sch Econ, House Innovat, Stockholm, Sweden
SN 0166-4972
EI 1879-2383
DA 2022-11-18
UT WOS:000878718500001
ER
PT J
AU Xu, Yuanyuan
Wang, Moran
Feng, Yuting
Xu, Yaoshan
Li, Yongjuan
TI Does managers? walking around benefit workplace safety? A safety climate
intervention field study
SO SAFETY SCIENCE
VL 161
AR 106062
DI 10.1016/j.ssci.2023.106062
EA JAN 2023
DT Article
PD MAY 2023
PY 2023
AB The present research uses a pre-post quasi-experiment to investigate the
effect of a manager-based intervention on organization-level safety
climate promotion by managers' safety management actions, which is
operationalized as safety management by walking around (SMBWA).
Considering that the highly observable and consistent management actions
in SMBWA are effective signals to demonstrate managers' commitment to
safety and can provide favorable information concerning safety climate,
we hypothesized that the SMBWA would improve the organization-level
safety climate. In addition, we argued that the intervention could bring
other benefits to employees, that is, a positive organization-level
safety climate boosted by SMBWA, as a form of organizational resource,
could reinforce safety motivation and alleviate burnout, which, in turn,
could benefit safety behavior at the individual level. A total of 19
working sites with 224 employees from a Chinese petrochemical
organization participated in our study (n = 119 in 10 experimental
groups; n = 105 in 9 control groups). The results of the linear mixed
models indicated that the organization-level safety climate,
individual-level safety motivation, burnout, and safety behavior
significantly changed in the experimental group but not in the control
group. Furthermore, the multilevel path modeling results showed that the
relationship between SMBWA and safety behavior was mediated by
organization-level safety climate (first-stage mediator), and safety
motivation and burnout (second-stage mediators). The theoretical and
practical contributions to safety climate intervention research and
workplace safety improvement are discussed.
RI chen, jiayi/KHV-5520-2024; Zhao, ZiHao/KHT-4413-2024; wang, moran/; feng,
yuting/
OI wang, moran/0000-0002-4320-0200; feng, yuting/0000-0002-5836-0813
ZA 0
ZS 0
ZB 0
TC 1
Z8 0
ZR 0
Z9 1
C1 Chinese Acad Sci, Inst Psychol, CAS Key Lab Behav Sci, Beijing, Peoples
R China
C1 Univ Chinese Acad Sci, Dept Psychol, Beijing, Peoples R China
C1 Cent Univ Finance & Econ, Business Sch, Dept Human Resource Management,
Beijing, Peoples R China
C1 16 Lincui RdX, Beijing, Peoples R China
SN 0925-7535
EI 1879-1042
DA 2023-02-18
UT WOS:000922195600001
ER
PT J
AU Peretz, Renana Arizon
Luria, Gil
Kalish, Yuval
Zohar, Dov
TI Safety climate strength: The negative effects of cliques and negative
relationships in teams
SO SAFETY SCIENCE
VL 138
AR 105224
DI 10.1016/j.ssci.2021.105224
EA MAR 2021
DT Article
PD JUN 2021
PY 2021
AB Safety climate is one of the most valid predictors of safety outcomes in
organizations. Safety climate studies usually refer to formal
organizational units (the team/department) as the main level of analysis
for predicting climate emergence and safety outcomes. The current
research extends the traditional perspective toward safety climate by
proposing a complementary framework based on social network theory.
Specifically, this research aims to understand how two common features
of formal units, namely (1) the presence of informal subgroups of
friends (i.e. cliques), and (2) the prevalence of negative relationships
between team members, affect the team's safety climate strength. We
hypothesized that employees who are members of cliques would exhibit
high internal agreement, at the clique level, regarding the team's
safety climate, and that both the number of cliques and the prevalence
of negative relationships in a team would be negatively related to team
safety-climate strength. We sampled 568 workers in 118 cliques within 46
formal teams in nine organizations. Findings showed the cliques to be a
valid meso level of analysis for safety-climate research. The number of
cliques in a team was negatively related to the team's safety-climate
strength. In addition, we found an interaction effect between the number
of cliques and the prevalence of negative relationships in the team,
such that the negative association between the number of cliques and
climate strength grew stronger as the prevalence of negative
relationships increased.
OI Luria, Gil/0000-0002-7983-2517
ZR 0
TC 4
ZA 0
Z8 0
ZB 0
ZS 0
Z9 4
C1 Tel Aviv Univ, Fac Management, Tel Aviv, Israel
C1 Technion Israel Inst Technol, Fac Ind Engn, Haifa, Israel
SN 0925-7535
EI 1879-1042
DA 2021-06-04
UT WOS:000648879200017
ER
PT J
AU Zwetsloot, Gerard
Leka, Stavroula
Kines, Pete
Jain, Aditya
TI Vision zero: Developing proactive leading indicators for safety, health
and wellbeing at work
SO SAFETY SCIENCE
VL 130
AR 104890
DI 10.1016/j.ssci.2020.104890
DT Article
PD OCT 2020
PY 2020
AB The importance of leading occupational safety and health (OSH)
indicators in complementing lagging indicators is an emerging topic for
the promotion of a prevention culture in organizations. The purpose of
this paper is to describe the development process of a set of proactive
leading indicators for safety, health and wellbeing (SHW) at work, which
was carried out as part of the International Social Security
Association's (ISSA) Vision Zero strategy. Principles of integrated
knowledge transfer and exchange between research, policy and practice
were followed in both the conception and development phases, and a mixed
methods approach was applied across four stages consisting of: a
literature review and input from industry; a quantitative evaluation
through an online survey; a qualitative evaluation through feedback from
organizational representatives and key stakeholders; and a consensus
building workshop with the ISSA Steering Committee. A set of fourteen
indicators was developed to complement the ISSA Vision Zero strategy,
two in relation to each of its seven golden rules for promoting SHW at
work. The indicators deal with integrating each aspect of SHW in e.g.
visible and competent leadership, procurement, pre-work briefings,
evaluating risk management and targeted programmes, learning from
unplanned events, innovation and change, work organization, onboarding
and refresher training. Results can be presented qualitatively and
quantitatively as e.g. 'yes' or 'no' responses, on a Likert or continuum
(five-point) scale, or with frequencies and percentages. The indicators
are designed for use by both small and large organizations across all
sectors, and can be used for benchmarking and as key performance
indicators. They are not only intended to better direct and control SHW
processes, but also to support the development of a prevention culture.
Recommendations are provided on how the indicators can be refined and
improved through future research.
OI Leka, Stavroula/0000-0003-3847-6816; Kines, Pete/0000-0002-8660-6366;
Jain, Aditya/0000-0002-9656-6513
ZS 0
ZR 0
TC 26
ZB 0
Z8 0
ZA 0
Z9 29
C1 Gerard Zwetsloot Res & Consultancy, Amsterdam, Netherlands
C1 Cork Univ, Univ Coll Cork, Business Sch, Coll Rd, Cork T12 K8AF, Ireland
C1 Univ Nottingham, Ctr Org Hlth & Dev, Sch Med, Nottingham, England
C1 Natl Res Ctr Working Environm, Copenhagen, Denmark
C1 Univ Nottingham, Business Sch, Nottingham, England
C3 Gerard Zwetsloot Res & Consultancy
SN 0925-7535
EI 1879-1042
DA 2020-09-03
UT WOS:000560700900038
ER
PT J
AU Nirmal, Deepak Datta
Reddy, K. Nageswara
Sohal, Amrik S. S.
Kumari, Minakshi
TI Development of a framework for adopting Industry 4.0 integrated
sustainable supply chain practices: ISM-MICMAC approach
DI 10.1007/s10479-023-05427-x
EA AUG 2023
PY 2023
AB Sustainable supply chain (SSC) practices are identified as the key
solutions to deal with the rise in environmental issues, institutional
pressures related to the environment, and pollution. Literature
highlights that Industry 4.0 technologies enable the implementation of
SSC practices and have the great potential to achieve sustainable
performance by minimizing the use of resources and energy. Scholars have
acknowledged the need to understand how Industry 4.0 technologies
enabled SSC practices lead to gain sustained competitive advantage and
sustainable performance. This research study investigates the recent
trends in the literature on Industry 4.0 and SSC management areas by
using a systematic literature review (SLR) and bibliometric analysis.
Based on the findings of the SLR and inputs from the experts (both from
academia and industry) associated with Indian manufacturing industries,
an indicative list of critical success factors (CSFs) has been
identified. The interrelationships between these CSFs have been analyzed
using interpretive structural modeling (ISM) and MICMAC analysis.
Further, using the insights gained from the SLR and ISM-MICMAC analysis
and combining them with the relevant existing organizational theories
namely institutional pressure (IP) theory, resource-based view (RBV),
and dynamic capabilities view (DCV), this study puts forward a
theoretical model and six propositions. The analysis shows that
"Governmental support and policies", "Futuristic goals, vision", "Top
management support, commitment, and leadership", and "Competition", are
some of the important CSFs to adopt SSC practices in the Industry 4.0
era. Further, it is observed that a "Skilled workforce", "Knowledge
management", and "Technological capabilities" aid in the generation of
innovative competencies such as the better implementation of SSC
practices integrated with Industry 4.0 technologies, better supply chain
integration, waste reduction, etc. These high-order innovative
capabilities help organizations to achieve higher profitability, higher
sustainable performance, and continuous competitive advantage in the
dynamic business environment.
RI Nirmal, Deepak Datta/ABL-9007-2022
OI Nirmal, Deepak Datta/0000-0003-0738-4329
ZS 0
ZB 0
TC 1
ZA 0
ZR 0
Z8 0
Z9 1
C1 Indian Inst Management Jammu, Operat & Supply Chain, Jammu, Jammu &
Kashmir, India
C1 Monash Univ, Monash Business Sch, Dept Management, Melbourne, Australia
C1 Indian Inst Technol Delhi, Dept Mech Engn, Delhi, India
SN 0254-5330
EI 1572-9338
DA 2023-08-27
UT WOS:001050297100001
ER
PT J
AU Samson, Danny
Swink, Morgan
TI People, performance and transition: A case study of psychological
contract and stakeholder orientation in the Toyota Australia plant
closure
SO JOURNAL OF OPERATIONS MANAGEMENT
VL 69
IS 1
SI SI
BP 67
EP 101
DI 10.1002/joom.1218
EA SEP 2022
DT Article
PD JAN 2023
PY 2023
AB Operations managers often manage in times of change that exert pressure
on values and methods usually developed during more stable eras. With
increasing global volatility, companies open and close plants because of
demand shifts, cost and reshoring considerations, and government-induced
and market forces. Impacts of plant closures on local communities,
employees, suppliers, and other stakeholders have been documented, but
plant closure processes have not been extensively studied. This paper
describes an engaged research study of Toyota Australia's manufacturing
closure processes. We apply psychological contract theory, particularly
of contract breach, to examine the "respectful" approach Toyota used to
close its assembly operation in Melbourne. We examined the role that
stakeholder theory plays in describing managerial motivations. Toyota
allocated resources beyond typical expectations to prepare its workforce
for their post-Toyota careers and lives. During the 4-year transition
process, employee performance, and engagement improved, supporting
propositions that reserves of employee goodwill can come into play when
a psychological contract breach occurs. Further, leadership actions can
moderate the negative impacts predicted by that theory, beyond outcomes
that more transactional views would predict. Our study offers an
elaborated model of psychological contract breach that future
researchers can apply to plant closures and related operational
contexts.
RI Swink, Morgan Lee/JLL-6545-2023; JEGANATHAN, VIJAYALAKSHMI/GQY-6034-2022;
samson, danny/
OI samson, danny/0000-0003-3159-0624
ZA 0
Z8 0
TC 4
ZR 0
ZS 0
ZB 0
Z9 5
C1 Univ Melbourne, Dept Management & Mkt, Melbourne, Vic, Australia
C1 Texas Christian Univ, Neeley Sch Business, Ft Worth, TX 76129 USA
SN 0272-6963
EI 1873-1317
DA 2022-09-17
UT WOS:000852982200001
ER
PT J
AU Dubey, Rameshwar
Bryde, David J.
Blome, Constantin
Dwivedi, Yogesh K.
Childe, Stephen J.
Foropon, Cyril
TI Alliances and digital transformation are crucial for benefiting from
dynamic supply chain capabilities during times of crisis: A multi-method
study
VL 269
AR 109166
DI 10.1016/j.ijpe.2024.109166
EA JAN 2024
DT Article
PD MAR 2024
PY 2024
AB During times of crisis, businesses need strategic partnerships and
digital transformation to survive. Understanding how digital
transformation and alliance management capability can work together to
enhance supply chain capabilities during a crisis is important. We have
developed a theoretical framework that explains how the alliance
management capability, under the mediating influence of digital
transformation, helps build supply chain capabilities for unprecedented
crises. This framework highlights key enablers such as alliance
management capability, digital transformation, supply chain agility, and
supply chain adaptability that are essential for organisational
performance. We tested our theoretical model using a survey of 157
individuals working in the manufacturing industry in India. Our findings
suggest that combining alliance management capability and digital
transformation enhances supply chain capabilities, which improves an
organisation's ability to respond to crises. Moreover, digital
transformation, supply chain agility, and adaptability are critical
determinants of organisational performance during crises. Therefore,
companies that use digital technologies to increase their agility and
adaptability are more likely to perform well during times of crisis. To
collect qualitative data, we interviewed key participants (n = 27) and
identified four key enablers for a digital transformation strategy for
supply chains: coordination, digital leadership, digital culture, and
digital talent management. Our study offers a detailed understanding of
the dynamic capability view in digital transformation, highlighting key
drivers for competitive advantage.
RI Dwivedi, Yogesh Kumar/A-5362-2008; Foropon, Cyril/AAF-5640-2019; DUBEY,
Rameshwar/U-7022-2018; Bryde, David/; Blome, Constantin/
OI Dwivedi, Yogesh Kumar/0000-0002-5547-9990; Foropon,
Cyril/0000-0003-3083-0016; DUBEY, Rameshwar/0000-0002-3913-030X; Bryde,
David/0000-0003-1779-9691; Blome, Constantin/0000-0001-5927-7205
Z8 0
ZR 0
ZS 0
TC 0
ZB 0
ZA 0
Z9 0
C1 Montpellier Business Sch, 2300 Ave Moulins, F-34185 Montpellier, France
C1 Liverpool John Moores Univ, Liverpool Business Sch, Liverpool L3 5UG,
Merseyside, England
C1 Lancaster Univ Leipzig, Univ House, Lancaster LA1 4YW, England
C1 Swansea Univ, Sch Management, Digital Futures Sustainable Business & Soc
Res Grp, Bay Campus,Fabian Bay, Swansea, Wales
C1 Symbiosis Int, Pune, Maharashtra, India
C1 Plymouth Univ, Plymouth Business Sch, Plymouth PL4 8AA, England
C3 Lancaster Univ Leipzig
SN 0925-5273
EI 1873-7579
DA 2024-03-20
UT WOS:001174345200001
ER
PT J
AU Kavyashree, M. B.
Kulenur, Sridevi
Nagesh, P.
Nanjundeswaraswamy, T. S.
TI Relationship between Human Resource Management Practices and Employee
Engagement
VL 20
IS 1
AR e20231331
DI 10.14488/BJOPM.1331.2023
DT Article
PD 2023
PY 2023
AB Purpose: Employee Engagement is mainstream attention for organizations
in the current business scenario. The purpose of the current research
focused on analysing the relationship between HRM Practices and Employee
Engagement considering employees working in various IT industries,
especially considering employees working in HR Department.
Design/Methodology/Approach: The research was cross-sectional in nature
and survey method was employed to collect the data. Exploratory Factor
Analysis, Confirmatory Factor Analysis, Structural Equation Modelling
were used to analyse the hypothesis. Data was collected among 345
employees employed in the HR department of various private sector
organizations. Results: The model fit indices were adequate and
acceptable. The model fit indices obtained were: CMIN/DFI- 2.909;
Goodness of Fit index (GFI) = 0.945; adjusted goodness of fit index
(AGFI) = 0.909; incremental fit index (IFI) = 0.976; Tucker-Lewis index
(TLI) = 0.981; comparative fit index (CFI) = 0.966; root mean square
error of approximation (RMSEA)=0.06. Findings: The results of the study
disclose that HRM practices and Employee Engagement were related to each
other. HRM practices in organizations empowered employees and made them
more engaged to perform better in their job roles. The study results
imply that HRM practices need to be considered as priority in business
organizations for the long term success. Research Limitations: Non
probabilistic sample method was adopted and it was possible to gather
data only from 345 employees working in the HR Department of various
private sector organizations. Practical implications: Business
organizations are constantly working towards adopting new strategies and
programs in the workplace to empower employees and keep them engaged in
their work roles and responsibilities. Therefore, organizations to focus
on human resource management practices and implement them effectively to
make their employees committed and engaged towards their job. In this
context, the present research attempts to analyse the association
between human resource practices and employee engagement. The results
provide insights for business managers on the importance of having
eflective Human Resource practices to enhance employees level of
engagement towards their work roles. Originality/ Value: Current
research contributes to the existing literature on Human Resource
Practices and Employee Engagement. While considering the current
business scenario, it becomes very important to understand the role of
human resource management practices on the engagement level of
employees.
RI Nanjundeswaraswamy, T S/J-9973-2019; T S, Nanjundeswaraswamy/L-6400-2017; T S,
Nanjundeswaraswamy/KIA-7548-2024; M B, Kavyashree/W-2843-2018; Kulenur, Sridevi/
OI Nanjundeswaraswamy, T S/0000-0001-5011-1700; T S,
Nanjundeswaraswamy/0000-0001-5011-1700; T S,
Nanjundeswaraswamy/0000-0001-5011-1700; M B,
Kavyashree/0000-0002-9432-3294; Kulenur, Sridevi/0000-0003-3672-8071
TC 0
ZR 0
Z8 0
ZA 0
ZB 0
ZS 0
Z9 0
C1 JSS Sci & Technol Univ, Mysuru, Karnataka, India
C1 JSS Acad Tech Educ, Bangalore, Karnataka, India
C3 JSS Acad Tech Educ
SN 2237-8960
DA 2022-12-06
UT WOS:000889987600001
ER
PT J
AU Hutchinson, Derek
Luria, Gil
Pindek, Shani
Spector, Paul
TI The effects of industry risk level on safety training outcomes: A
meta-analysis of intervention studies
SO SAFETY SCIENCE
VL 152
AR 105594
DI 10.1016/j.ssci.2021.105594
EA MAY 2022
DT Article
PD AUG 2022
PY 2022
AB This meta-analysis quantitatively summarizes the effect of workplace
safety training interventions on safety performance antecedents (safety
motivation, knowledge, and climate) and safety performance (safety
compli-ance and participation). One hundred unique samples from 90
published reports representing a wide variety of industries were
included in this meta-analysis. While we found that safety training
improved all the studied outcomes (d statistics ranging from 0.25 for
safety participation to 0.87 for safety knowledge), the effect of
industry risk-level was not consistent across the outcomes assessed. In
high-risk industries (compared to low-risk industries), safety
performance saw smaller gains (in line with Homeostasis Theory), but
safety climate and motivation saw larger gains after safety training
(contrary to the predictions of Homeostasis Theory) compared to low-risk
industries.
RI Hutchinson, Delyse May/I-8574-2017; Spector, Paul E./; Luria, Gil/; Pindek,
Shani/
OI Spector, Paul E./0000-0002-6881-8496; Luria, Gil/0000-0002-7983-2517;
Pindek, Shani/0000-0001-9423-872X
TC 6
Z8 0
ZR 0
ZB 0
ZA 0
ZS 0
Z9 6
C1 Univ S Florida, Dept Psychol, Tampa, FL 33620 USA
SN 0925-7535
EI 1879-1042
DA 2022-06-22
UT WOS:000807564100006
ER
PT J
AU Li, Keyao
Griffin, Mark A.
TI Unpacking human systems in data science innovations: Key innovator
perspectives
SO TECHNOVATION
VL 128
AR 102869
EA SEP 2023
DT Article
PD DEC 2023
PY 2023
AB Despite optimistic forecasts, industry innovations in data science have
extraordinarily high rates of failure. It is essential to minimise the
failure of data science projects, for both businesses and data
professionals. Human systems are critical to the success of data science
innovations. However, the human aspects of innovation management are
often neglected or omitted in most guidelines and frameworks for data
science. This provides limited guidance about the necessary human
conditions for successful data science innovations. In this article we
address this concern by developing a systematic framework for
understanding human systems that support data science innovations. We
first reviewed the elements of human system at different levels of
analysis and how they contribute to innovation. Substantial research and
theory indicate successful innovation requires supports at different
levels of organisations, which combine to create the organisation's
innovation capability. The review provided an initial framework for
integrating human systems with data science innovations. Then, we drew
on a series of interviews with key innovators engaged in developing
current data science innovations. The interviews generated a more
complete picture of human systems in practice. The findings support a
range of practices to energise and facilitate innovation as an integral
part of strategic planning and business processes. This study
contributes to the advancement of innovation management theories and
calls attention to guiding and engaging individuals through providing
support and removing barriers to data science at different
organisational levels. More practically, innovation managers could use
this as a guide to optimise work systems and inform pathways to improve
organisation data science efforts.
RI Griffin, Mark/H-9312-2014
OI Griffin, Mark/0000-0003-4326-7752
ZB 0
TC 0
ZR 0
ZA 0
Z8 0
ZS 0
Z9 0
C1 Curtin Univ, Future Work Inst, Fac Business & Law, Perth 6000, Australia
SN 0166-4972
EI 1879-2383
DA 2023-10-22
UT WOS:001080457100001
ER
PT J
AU Meng, Xiangcheng
Chan, Alan H. S.
TI Demographic influences on safety consciousness and safety citizenship
behavior of construction workers
SO SAFETY SCIENCE
VL 129
AR 104835
DI 10.1016/j.ssci.2020.104835
DT Article
PD SEP 2020
PY 2020
AB The number and scale of construction industry projects have developed
rapidly worldwide. However, accidents in the industry still occur with
unacceptable frequency leading to serious consequences for workers,
companies and communities. Safety consciousness (SC) and safety
citizenship behavior (SCB) have been identified as influential
constructs that have the potential to play significant roles in
improving personnel safety of construction workers. So far, the
obviously important influences of demographic factors on the safety
consciousness and safety citizenship behavior of construction workers
have not been studied. To address this research gap, a crosssectional
questionnaire survey involving 532 Chinese construction workers was
conducted to collect demographic data which were classified into
subgroups according to personal characteristics to investigate the
demographic differences between the two safety constructs.
Significant differences between safety consciousness and safety
citizenship behavior were found for different genders, education levels,
and lengths of service. The safety consciousness and safety citizenship
behavior of female workers were worse than for males. Male and female
workers with lower education backgrounds showed poor SC and SCB levels.
SC and SCB for both male and female workers were found to have an
initial downtrend followed by an uptrend as length of service increased.
These findings suggest that construction organizations should pay much
more attention to vulnerable workers such as females, young males and
poorly-educated workers. Managerial strategies are recommended to
enhance the occupational safety of construction workers.
RI 孟, 祥/KHX-7464-2024; MENG, Xiangcheng/
ZS 0
ZA 0
TC 43
Z8 2
ZB 2
ZR 0
Z9 45
C1 City Univ Hong Kong, Dept Syst Engn & Engn Management, Kowloon, Hong
Kong, Peoples R China
SN 0925-7535
EI 1879-1042
DA 2020-07-16
UT WOS:000541146200014
ER
PT J
AU Glover, Wiljeana Jackson
Nissinboim, Noa
Naveh, Eitan
TI Examining innovation in hospital units: a complex adaptive systems
approach
SO BMC HEALTH SERVICES RESEARCH
VL 20
IS 1
AR 554
DI 10.1186/s12913-020-05403-2
DT Article
PD JUN 18 2020
PY 2020
AB Background We are in an innovation age for healthcare delivery. Some
note that the complexity of healthcare delivery may make innovation in
this setting more difficult and may require more adaptive solutions. The
aim of this study is to examine the relationship between unit complexity
and innovation, using a complex adaptive systems approach in a hospital
setting. Methods We conducted a quantitative study of 31 hospital units
within one hospital and use complex adaptive systems (CAS) theory to
examine how two CAS factors, autonomy and performance orientation,
moderate the relationship between unit complexity and innovation.
Results We find that unit complexity is associated with higher
innovation performance when autonomy is low rather than high. We also
find that unit complexity is associated with higher innovation
performance when performance orientation is high rather than low. Our
findings make three distinct contributions: we quantify the influence of
complexity on innovation success in the health care sector, we examine
the impact of autonomy on innovation in health care, and we are the
first to examine performance orientation on innovation in health care.
Conclusions This study tackles the long debate about the influence of
complexity on healthcare delivery, particularly innovation. Instead of
being subject to the influence of complexity with no means of making
progress or gaining control, hospitals looking to implement innovation
programs should provide guidance to teams and departments regarding the
type of innovation sought and provide support in terms of time and
management commitment. Hospitals should also find ways to promote and
make successful pilot implementations of such innovations visible in the
organization. A close connection between the targeted innovation and the
overall success and performance of the hospital unit is ideal.
RI Naveh, Eitan/N-5603-2014
ZR 0
TC 17
ZS 0
ZA 0
ZB 0
Z8 0
Z9 22
C1 Babson Coll, Technol Operat & Informat Management Div, Babson Pk,
Wellesley, MA 02457 USA
C1 Technion Israel Inst Technol, Ind Engn & Management, Haifa, Israel
EI 1472-6963
DA 2020-07-10
UT WOS:000543395100002
PM 32552869
ER
PT J
AU Bieder, Corinne
Callari, Tiziana C.
TI Individual and environmental dimensions influencing the middle managers'
contribution to safety: the emergence of a 'safety-related universe'
SO SAFETY SCIENCE
VL 132
AR 104946
DI 10.1016/j.ssci.2020.104946
DT Article
PD DEC 2020
PY 2020
AB Even if enhancing safety remains a key challenge in civil aviation,
safety research has mainly focussed on front line operators, senior
managers and safety managers. This paper aims to shed light on the
middle managers, more specifically on the overall context that
influences their contribution to safety in their daily operations, and
the challenges they face. Over a two-year period, extensive field
research was undertaken involving six sector organisations, and overall
forty-three middle managers. Interviews were conducted to capture the
participants' views and experiences in embedding safety-related aspects
in their daily activities and actions. A data-driven approach was used
to support the emergence of recurring codes/themes that could describe
the conditions the middle managers face in their organisations, and
explain how the specific factors interplay and impact on their action.
NVivo, with its tools, supported the entire research process (data
storage, codification, both qualitatively and quantitatively descriptive
analysis at code level, and explanatory analysis at codes-relationship
level). Our results suggest a number of conditions/dimensions (internal
and external to the organisation) that interplay to either support or
hinder the middle managers' contribution to safety. This contribution is
translated in practices (i.e. strategies and actions that the middle
managers apply to support safety-related outcomes) modulated by a
certain `mindset' that each middle manager possesses as a result of past
experiences, background education and view on the role of a manager.
These aspects are interrelated not only with the middle managers'
safety-related practices directly, but also with one another. To
understand management contribution to safety, and what may promote or
hinder it, one should adopt a systemic view combining individual,
organisational, external aspects and their interrelations.
OI Callari, Tiziana C./0000-0001-9046-1342
ZA 0
ZR 0
Z8 0
ZS 0
TC 2
ZB 0
Z9 3
C1 Univ Toulouse, ENAC Ecole Natl Aviat Civile, Toulouse, France
C1 Univ Leeds, Leeds Univ Business Sch, Socio Tech Ctr, Leeds, W Yorkshire,
England
C1 Trinity Coll Dublin, Sch Psychol, Ctr Innovat Human Syst CIHS, Dublin,
Ireland
SN 0925-7535
EI 1879-1042
DA 2020-11-10
UT WOS:000582127200007
ER
PT J
AU Tear, Morgan J.
Reader, Tom W.
TI Understanding safety culture and safety citizenship through the lens of
social identity theory
SO SAFETY SCIENCE
VL 158
AR 105993
DI 10.1016/j.ssci.2022.105993
EA NOV 2022
DT Article
PD FEB 2023
PY 2023
AB There is considerable overlap between the concepts of culture and social
identity. Here, in the context of organisational safety culture, we
investigate the extent to which social identity processes can inform our
un-derstanding of organisational culture on safety citizenship
behaviour. We test this relationship via two different social identity
processes: (1) individuals' organisational identity (a classically
individual-level conceptualisation of social identity); and (2)
individuals' perceptions of others' organisational identities
(meta-identity; a social identity framing of culture). Safety culture
survey data from 1,427 air traffic workers were analyses using a simple
holdout cross-validation approach for model testing. We find that both
identity processes mediate the link between safety culture and safety
behaviour. The data also demonstrate that the strength of indirect
effect of safety culture on safety citizenship via meta-identity is
stronger with increasing levels of organisational identity. Moving
forward, safety culture research and interventions may benefit from
taking a social identity lens to understanding their culture (e.g.
developing identity for safety and safe practice), which has
implications for safety behaviour. Consideration of meta-identity has
implications for behaviour change initiatives, as individuals who
perceive strong group commitment in other group members may be more
influenced by interventions that leverage group norms.
ZA 0
TC 5
ZR 0
ZS 0
ZB 0
Z8 0
Z9 6
C1 London Sch Econ & Polit Sci, Dept Psychol & Behav Sci, London, England
C1 Monash Univ, Monash Sustainable Dev Inst, Behaviour Works Australia,
Melbourne, Australia
SN 0925-7535
EI 1879-1042
DA 2023-01-21
UT WOS:000902129700009
ER
PT J
AU Curcuruto, Matteo
Griffin, Mark A.
TI Upward safety communication in the workplace: How team leaders stimulate
employees' voice through empowering and monitoring supervision
SO SAFETY SCIENCE
VL 157
AR 105947
DI 10.1016/j.ssci.2022.105947
EA SEP 2022
DT Article
PD JAN 2023
PY 2023
AB The importance of employees' voice for workplace safety management is
receiving growing attention. The present contribution focuses on three
different categories of safety-specific voice behaviours and their links
with complementary safety supervision styles: promotive voice (i.e.
offering original suggestions to improve safety in work practices),
preventive voice (i.e. raising personal concerns for potential risks),
and proscriptive voice (i.e. speaking up against violations of safety
standards). The first aim of the study is to provide evidence of the
differential validity of the three categories of safety voice. Second,
it intends to investigate how team leaders can stimulate these different
kinds of employees' voice. A survey investigation was conducted in a
multinational chemical industry (N = 192). The statistical results of
the study unveil that only empowering supervision affected promotive and
preventive voices, whereas proscriptive voice was found to be affected
by both empowering and monitoring supervision. Overall, the findings
seem to indicate a substantial conceptual independence between the three
categories of safety voice. At the same time, the study suggests that
distinct supervision actions may affect these different expressions of
employees' safety voice in different ways, underlining the importance of
a differential approach to these constructs, not only for research
advancement, but also for the design of appro-priate organisational
programs aimed at stimulating open safety communication in the
workplace, and to develop a more articulated approach to safety
supervision, in order to support employees' propensity to engage in
appropriate safety voice actions, in accordance with their working
situations.
ZS 0
ZA 0
Z8 0
ZB 0
TC 6
ZR 0
Z9 7
C1 Leeds Beckett Univ, Leeds Sch Social Sci, Leeds, England
C1 Curtin Univ, Future Work Inst, Perth, Australia
SN 0925-7535
EI 1879-1042
DA 2022-12-17
UT WOS:000888086400013
ER
PT J
AU Syed-Yahya, Sharifah N. N.
Noblet, Andrew J.
Idris, Mohd Awang
Lee, Michelle Chin Chin
TI Examining the role of supervisory and co-worker safety support in
mediating the relationship between safety climate and safety performance
SO SAFETY SCIENCE
VL 155
AR 105880
DI 10.1016/j.ssci.2022.105880
EA AUG 2022
DT Article
PD NOV 2022
PY 2022
AB The aim of the current investigation was to undertake a longitudinal,
multi-level study involving frontline fire and rescue personnel to
assess the extent to which the effects of safety climate unfold over
time and impact on safety compliance and participation via the
safety-related support provided by both direct supervisors and
co-workers. The study sample consisted of 317 firefighters from 46 fire
stations in Malaysia, and data was collected using a two-wave
longitudinal survey with a six-month gap. SPSS regression analysis was
used to test upper-level direct effects, while all lower-level and
cross-level effects were assessed using hierarchical linear modelling
(HLM). The intermediary effects associated with the two sources of
safety support were analysed using the Monte Carlo mediation test.
Consistent with the social exchange and social impact theories, the
results indicated that the intermediary pathway attributed to co-worker
support for safety was over and above that accounted for by supervisory
support. There were also firm signs that the intermediary effects
associated with coworker support were more potent than those attributed
to supervisory safety support, and that this heightened influence
applied irrespective of the safety performance outcome (compliance or
participation) or whether the support data were assessed from an
individual or team perspective. The theoretical and applied implications
of these and other key findings are discussed.
RI Idris, Mohd Awang/F-5113-2011; SYED-YAHYA, SHARIFAH NOOR NAZIM/C-1806-2014
OI Idris, Mohd Awang/0000-0001-7995-9617;
ZR 0
ZA 0
ZS 0
Z8 0
ZB 1
TC 3
Z9 3
C1 Univ Malaya, Fac Arts & Social Sci, Kuala Lumpur, Malaysia
C1 Deakin Univ, Melbourne, Vic, Australia
C1 Massey Univ, Auckland, New Zealand
SN 0925-7535
EI 1879-1042
DA 2022-10-17
UT WOS:000864010800006
ER
PT J
AU Grocutt, Alyssa
Granger, Steve
Turner, Nick
Fordham, Melanie
Chmiel, Nik
TI Relative influence of senior managers, direct supervisors, and coworkers
on employee injuries and safety behaviors
SO SAFETY SCIENCE
VL 164
AR 106192
DI 10.1016/j.ssci.2023.106192
EA MAY 2023
DT Article
PD AUG 2023
PY 2023
AB This paper aims to examine the relative importance of safety support
from three sources-senior managers, direct supervisors, and coworkers-in
predicting employee injuries and safety behaviors. While previous
research has found that each of these three sources of support is
related to better employee safety outcomes, they have never been tested
simultaneously in the same model. Using Latane's (1981) social impact
theory as a guide, we hypothesized that safety support from coworkers
would be more strongly associated with fewer employee injuries and more
frequent safety behaviors than safety support from either senior
managers or direct supervisors. We tested this hypothesis in three
samples of employees in safety-intensive occupations (Studies 1 and 2: N
= 307 and N = 123 railway maintenance workers, respectively; Study 3: N
= 205 steelworkers) using relative importance analysis. In Study 1,
senior managers were the only source of safety support that
significantly related to fewer injuries in the presence of the safety
support from the other two sources. In Study 2, coworkers were the
strongest predictor of safety compliance, and coworkers and direct
supervisors were equally important in predicting safety participation.
In Study 3, no source emerged as strongest in predicting safety
behaviors. Across all studies, no single source of safety support was
consistently strongest in predicting injuries, but all sources of safety
support played some role among the three samples in predicting fewer
injuries and more frequent safety behaviors. These inconsistent findings
call into question the utility of social impact theory in predicting the
importance of safety support and suggest that features of context may
moderate the relationships. Based on these findings, organizations
should ensure safety support from all three sources and consider
possible conditions under which sources of safety support may play more
or less important roles.
OI Grocutt, Alyssa/0000-0002-5906-4346; Granger, Steve/0000-0003-2924-356X;
Turner, Nick/0000-0001-8369-931X
ZB 0
Z8 0
ZA 0
ZR 0
TC 1
ZS 0
Z9 1
C1 Queens Univ, Smith Sch Business, Kingston, ON, Canada
C1 Concordia Univ, John Molson Sch Business, Montreal, PQ, Canada
C1 Univ Calgary, Haskayne Sch Business, Calgary, AB, Canada
C1 Human Factors Work, Vancouver, BC, Canada
C1 Univ Chichester, Dept Psychol & Counselling, Chichester, England
C1 Queens Univ, Smith Sch Business, Kingston, ON K7L 3N6, Canada
C3 Human Factors Work
SN 0925-7535
EI 1879-1042
DA 2023-06-14
UT WOS:001001582300001
ER
EF

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