Turnover intention and its antecedents: The mediating role of work–life balance and the moderating role of job opportunity

Due to the higher attrition rate in higher education institutions (HEIs), the attraction and retention of top talents in higher education have become a challenge for human resource (HR) professionals. The primary area of discussion among business executives and HR professionals is how top talent can be retained and maintained. Thus, the purpose of this study is to examine the impact of human resource management practises (HRMPs), oraganisational reputation (OGR), occupational prestige (OPP) and work–life balance (WLB) on turnover intention (TOI) of the academics working in HEIs. The study also aims to examine WLB as a mediator and job opportunity (JBO) as a moderator of the relationships mentioned above. Data collected through an online survey from 466 respondents were analysed using partial least square structural equation modelling. The findings of the study showed that OGR, OPP and WLB were negatively related to TOI. However, the impact of HRMPs on TOI was not direct; instead, it was mediated by WLB. The findings also demonstrated that WLB significantly mediated the relationship between OGR and OPP. Furthermore, the results also confirmed that JBO significantly moderated the relationship between WLB and TOI. The findings of the study provide guidelines for a comprehensive retention strategy and a holistic model of academics TOI that can assist HR professionals, policymakers and management in developing an effective strategic recruitment and retention plan.

Factors for the implementation of the circular economy in Big Data environments in service companies in post pandemic times of COVID-19: The case of Colombia

In emerging economies, Big Data (BD) analytics has become increasingly popular, particularly regarding the opportunities and expected benefits. Such analyzes have identified that the production and consumption of goods and services, while unavoidable, have proven to be unsustainable and inefficient. For this reason, the concept of the circular economy (CE) has emerged strongly as a sustainable approach that contributes to the eco-efficient use of resources. However, to develop a circular economy in DB environments, it is necessary to understand what factors influence the intention to accept its implementation. The main objective of this research was to assess the influence of attitudes, subjective norms, and perceived behavioral norms on the intention to adopt CE in BD-mediated environments. The methodology is quantitative, cross-sectional with a descriptive correlational approach, based on the theory of planned behavior and a Partial Least Squares Structural Equation Model (PLS-SEM). A total of 413 Colombian service SMEs participated in the study. The results show that managers' attitudes, subjective norms, and perceived norms of behavior positively influence the intentions of organizations to implement CB best practices. Furthermore, most organizations have positive intentions toward CE and that these intentions positively influence the adoption of DB; however, the lack of government support and cultural barriers are perceived as the main limitation for its adoption. The research leads to the conclusion that BD helps business and government develop strategies to move toward CE, and that there is a clear positive will and intent toward a more restorative and sustainable corporate strategy.

The Impact of Leader Humor on Employee Creativity during the COVID-19 Period: The Roles of Perceived Workload and Occupational Coping Self-Efficacy

Based on the relief theory and similarity attraction theory, this study investigates the influence of leader humor on employee creativity through the mediate impact of employees’ perceived workload, occupational coping self-efficacy, and employee similarity perception with a leader as a potential moderator. The data were collected through an online survey that included matched questionnaire data from 351 employees and their direct leaders in China. This study used SPSS 26 software and Mplus 7.0 software to analyze the data and found that (1) leader humor has a significant positive impact on employees’ creativity; (2) employees’ perceived workload and occupational coping self-efficacy mediated the positive relationship between leader humor and employee creativity; (3) similarity perception negatively moderated the influence of leader humor on perceived workload, and it also positively moderated the influence of leader humor on occupational coping self-efficacy. In addition to corroborating and expanding on previous findings regarding the relationship between leader humor and employee creativity during the COVID-19 period, the aforementioned conclusions also derive management implications for fostering employee creativity and reducing employee workload from the perspective of leader humor.

Leadership in a different light: understanding co-worker exchange in a triad

This work analyses the relationship between Leader and Member Exchange (LMX) and Co-worker Exchanges in a triad. Using a large sample of 1579 observations, our work provides theoretical and empirical support to the idea that the quality of the relationship between two co-workers, rather than being an objective characteristic of the dyad, is in fact an individual variable affected by the perception that each co-worker has of the relationship each member of the same dyad holds with their common leader. Our results, based on 1580 observations, offer some new insights and extend the well-known Balance Theory demonstrating that it is not only the similarity and dissimilarity in their LMX, what determines co-workers’ relationships but also the individual perception of own’s LMX. Furthermore, we also point at the relevance of the contingent effect played by the average LMX at the team level and the level of differentiation that the leader holds at the team level.

A review on the sequential ordered behaviour of users’ experiential values, flow state and continuing use of mobile apps

This study investigates whether experiential values, such as escapism, enjoyment, social affiliation, visual appeal and entertainment, affect users’ cognitive flows, as suggested by the grand theories. Meanwhile, this study dismisses the inverse relationship in which flow states affect experiential values. Instead, this study demonstrates that pleasure and enjoyment are antecedent factors of cognitive involvement. In other words, it can be constructed to show that experiential values are an antecedent factor of users’ involvement. Furthermore, this study found that its sequential order had more reasonable validity than the inverted association. Moreover, it explains that the experiential values influencing users’ cognitive flows are relevant in occupational and cognitive behavioural therapies. Thus, the authors infer that a firm could pervasively influence users’ experiential values, and this process will end with their cognitive flows. Therefore, it implies that ordered logic construction is practical when it can affect users’ experiential values, flow states and usage.

Factors Contributing to the Satisfaction of Animal Shelter Volunteers: The Importance of Voice

Volunteers are a critical resource for many types of organizations and efforts need to be made to ensure they are satisfied with their experience. Using data from an online survey of 651 animal shelter volunteers this research explores the role of volunteer input or "voice" in the policies and practices of organizations, and its impact on satisfaction with the volunteer experience. The findings indicate that volunteers more negative about their opportunities for voice were significantly less satisfied with their experience overall. Further, there appears to be a relationship between the nature of the animal shelter and satisfaction with voice and the volunteering experience. Indeed, internal shelter factors are more important to volunteer satisfaction than the traits of the individual volunteer. Specifically, volunteers are more satisfied with their experience and with the extent of their opportunity for voice if they are at a limited intake shelter with higher save rates. Informed by survey data, this research recommends shelters implement several policies and practices to improve satisfaction with volunteer voice.

COVID-19 and employee job performance trajectories: The moderating effect of different sources of status

This study investigates the impact of the COVID-19 pandemic on employee job performance trajectories, and further examines the moderating effects of different sources of status. Drawing from event system theory (EST), we propose that employee job performance decreases upon COVID-19 onset, but gradually increases during the postonset period. Furthermore, we argue that status from society, occupation, and workplace functions to moderate such performance trajectories. We test our hypotheses with a unique dataset of 708 employees that combines survey responses and job performance archival data over 21 consecutive months (10,808 observations) spanning the preonset, onset, and postonset periods of the initial encounter with COVID-19 in China. Utilizing discontinuous growth modeling (DGM), our findings indicate that the onset of COVID-19 created an immediate decrease in job performance, but such decrease was weakened by higher occupation and/or workplace status. However, the postonset period resulted in a positive employee job performance trajectory, which was strengthened for employees with lower occupational status. These findings enrich our understanding of COVID-19's impact on employee job performance trajectories, highlight the role of status in moderating such changes over time, and also provide practical implications to understand employee performance when facing such a crisis.

Female leaders' social network structures and managerial performance: The moderating effects of promotional orientation and climate for inclusion

Leaders' managerial performance is influenced not only by their attributes and leadership styles but also by their social network structures. This study examines the effect of female leaders' in-degree centrality on their managerial performance and how the relationship is moderated by leaders' regulatory focus and workplace climate for inclusion. Hereby, we used survey data of 340 female leaders working in multinational organizations and managerial performance ratings by their supervisors. Results showed that the leaders' in-degree centrality positively related to their managerial performance and that a high climate for inclusion increases this relationship, whereas female leaders' promotional orientation did not. However, when the climate for inclusion was high, female leaders' promotional orientation positively related to managerial performance. This study reveals that female leaders' feeling of inclusion at a workplace complements their promotional orientation and augments the effect of network structures on managerial performance. Our findings provide new prospects for future studies to examine a leader's managerial performance by incorporating social, relational, and structural contexts. This study contributes to women's leadership and social network literature by explaining the boundary conditions that enhance female leaders' managerial performance.

Factors associated with contact tracing compliance among communities of color in the first year of the COVID-19 pandemic

RATIONALE

The disproportionate impact of COVID-19 on communities of color has raised questions about the unique experiences within these communities not only in terms of becoming infected with COVID-19 but also mitigating its spread. The utility of contact tracing for managing community spread and supporting economic reopening is contingent upon, in part, compliance with contact tracer requests.

OBJECTIVE

We investigated how trust in and knowledge of contact tracers influence intentions to comply with tracing requests and whether or not these relationships and associated antecedent factors differ between communities of color.

METHOD

Data were collected from a U.S. sample of 533 survey respondents from Fall (2020) to Spring 2021. Multi-group SEM tested quantitative study hypotheses separately for Black, AAPI, Latinx, and White sub-samples. Qualitative data were collected via open-ended questions to inform the roles of trust and knowledge in contact tracing compliance.

RESULTS

Trust in contact tracers was associated with increased intentions to comply with tracing requests and significantly mediated the positive relationship between trust in healthcare professionals and government health officials with compliance intentions. Yet, the indirect effects of trust in government health officials on compliance intentions were significantly weaker for the Black, Latinx, and AAPI samples compared to Whites, suggesting this strategy for increasing compliance may not be as effective among communities of color. Health literacy and contact tracing knowledge played a more limited role in predicting compliance intentions directly or indirectly, and one that was inconsistent across racial groups. Qualitative results reinforce the importance of trust relative to knowledge for increasing tracing compliance intentions.

CONCLUSIONS

Building trust in contact tracers, more so than increasing knowledge, may be key to encouraging contact tracing compliance. Differences among communities of color and between these communities and Whites inform the policy recommendations provided for improving contact tracing success.

Dissecting the tension of open science standards implementation in management and organization journals

Growing concerns about the credibility of scientific findings have sparked a debate on new transparency and openness standards in research. Management and organization studies scholars generally support the new standards, while emphasizing the unique challenges associated with their implementation in this paradigmatically diverse discipline. In this study, I analyze the costs to authors and journals associated with the implementation of new transparency and openness standards, and provide a progress report on the implementation level thus far. Drawing on an analysis of the submission guidelines of 60 empirical management journals, I find that the call for greater transparency was received, but resulted in implementations that were limited in scope and depth. Even standards that could have been easily adopted were left unimplemented, producing a paradoxical situation in which research designs that need transparency standards the most are not exposed to any, likely because the standards are irrelevant to other research designs.

Understanding peer support: a qualitative interview study of doctors one year after seeking support

BACKGROUND

Doctors' health is of importance for the quality and development of health care and to doctors themselves. As doctors are hesitant to seek medical treatment, peer support services, with an alleged lower threshold for seeking help, is provided in many countries. Peer support services may be the first place to which doctors turn when they search for support and advice relating to their own health and private or professional well-being. This paper explores how doctors perceive the peer support service and how it can meet their needs.

MATERIALS AND METHODS

Twelve doctors were interviewed a year after attending a peer support service which is accessible to all doctors in Norway. The qualitative, semi-structured interviews took place by on-line video meetings or over the phone (due to the COVID-19 pandemic) during 2020 and were audiotaped. Analysis was data-driven, and systematic text condensation was used as strategy for the qualitative analysis. The empirical material was further interpreted with the use of theories of organizational culture by Edgar Schein.

RESULTS

The doctors sought peer support due to a range of different needs including both occupational and personal challenges. They attended peer support to engage in dialogue with a fellow doctor outside of the workplace, some were in search of a combination of dialogue and mental health care. The doctors wanted peer support to have a different quality from that of a regular doctor/patient appointment. The doctors expressed they needed and got psychological safety and an open conversation in a flexible and informal setting. Some of these qualities are related to the formal structure of the service, whereas others are based on the way the service is practised.

CONCLUSIONS

Peer support seems to provide psychological safety through its flexible, informal, and confidential characteristics. The service thus offers doctors in need of support a valued and suitable space that is clearly distinct from a doctor/patient relationship. The doctors' needs are met to a high extent by the peer-support service, through such conditions that the doctors experience as beneficial.

Integrated case management between primary care clinics and hospitals for people with complex needs who frequently use healthcare services: A multiple-case embedded study

INTRODUCTION

Case management (CM) is recognized to improve care integration and outcomes of people with complex needs who frequently use healthcare services, but challenges remain regarding interaction between primary care clinics and hospitals. This study aimed to implement and evaluate an integrated CM program for this population where nurses in primary care clinics worked with a hospital case manager.

METHODS

A multiple embedded case study was conducted in the Saguenay-Lac-Saint-Jean region (Québec, Canada), in four dyads including a clinic and a hospital. Mixed data collection included, at baseline and 6 months, interviews and focus groups with stakeholders, patient questionnaires (patient experience of integrated care and self-management), and emergency department (ED) visits in the previous 6 months.

RESULTS

Integrated CM implementation was optimal when all stakeholders provided collective leadership, and were supportive of the program, particularly the physicians. The 6-month program enabled the observation of positive qualitative outcomes in most clinic-hospital dyads where implementation occurred. Full implementation was associated with improved care integration.

DISCUSSION AND CONCLUSION

Integrated CM between primary care clinics and hospitals is a promising innovation to improve care integration for people with complex needs who frequently use healthcare services. Collective leadership and physicians' buy-in to integrated CM are important to foster the implementation.

Nurses' sense of organizational support, Self-esteem and perceived professional benefits: A mediating model

AIM

To explore the mediating role of self-esteem in the relationship between perceived organizational support and professional benefits among Registered Nurses in China.

DESIGN

This was an online, cross-sectional study involving 1850 nurses from six hospitals in China.

METHODS

Data were collected using a 4-part questionnaire including a sociodemographic questionnaire, perceived organizational support scale, self-esteem scale and brief nurses' perceived professional benefits questionnaire from September to November 2021. Structural equation modelling (SEM) was used to explore the associations among them.

RESULTS

Perceived organizational support was positively correlated with self-esteem and perceived professional benefits among nurses, whereas self-esteem positively predicted nurses' perceived professional benefits . Self-esteem partially mediated the relationship between the two variables. The ratio of the mediating effect to the total effect was 16.7%.

A phenomenological perspective on AI ethical failures: The case of facial recognition technology

As more and more companies adopt artificial intelligence to increase the efficiency and effectiveness of their products and services, they expose themselves to ethical crises and potentially damaging public controversy associated with its use. Despite the prevalence of AI ethical problems, most companies are strategically unprepared to respond effectively to the public. This paper aims to advance our empirical understanding of company responses to AI ethical crises by focusing on the rise and fall of facial recognition technology. Specifically, through a comparative case study of how four big technology companies responded to public outcry over their facial recognition programs, we not only demonstrated the unfolding and consequences of public controversies over this new technology, but also identified and described four major types of company responses—Deflection, Improvement, Validation, and Pre-emption. These findings pave the way for future research on the management of controversial technology and the ethics of AI.

Earnings management in socially responsible firms around seasoned equity offerings: Evidence from France, Germany, Italy and Spain

Earnings manipulation (EM) has been a matter of interest to researchers for decades. How this is measured or the motivations of managers to engage in such actions have been studied in detail. Some studies find that managers have incentives to manipulate the earnings that accompany financing activities such as seasoned equity offerings (SEO). Under the corporate social responsibility (CSR) approach, profit manipulation actions have been shown to be mitigated in socially responsible companies. To the best of our knowledge, there are no studies that analyse whether CSR mitigate EM actions in a SEO context. Our work contributes to filling this gap. We investigate whether socially responsible companies exhibit EM in periods prior to SEO. This study uses a panel data model of listed non-financial firms from countries with the same currency and similar accounting rules (France, Germany, Italy and Spain) between 2012 and 2020. Our results show that in all the countries analysed, except Spain, there is a manipulation of operating cash flows in the year prior to capital increases, and only in French companies is there a decrease in the management of this variable in companies with higher development of corporate social responsibility.

Immigrant academic mothers negotiating ideal worker and mother norms during the COVID-19 pandemic: Duoethnography as a co-mentoring tool for transformative learning

How are immigrant academic mothers negotiating the confounding terrains of work and family during the pandemic? How can they support each other in learning how to resist the prevalent notions of ideal working and mothering amidst the demanding schedule of working remotely and parenting? This study addresses these questions through sharing a narrative of how two immigrant mothers in academia challenged and began the journey of transforming their gendered work and family identities. Building on personal essays and 6 weeks of extensive journaling that reflected our positionalities and experiences of motherhood, work-life, and intersections between work and home during the pandemic, we offer a fine-grained understanding of how we helped each other as co-mentors to identify moments of our lived experiences as triggers for transformative learning. In doing so, we realized how duoethnography could be more than just a research methodology in helping us co-construct a relational space to empathize and challenge each other's perspectives about our roles as mothers and professors and the gendered nature of social forces shaping those roles.

Work engagement, emotional disorders and conflict management styles in paediatric nurse: A mediating effect model

AIM

The mediating role of emotional disorders between conflict management styles and work engagement was explored based on constructing structural equation models in paediatric nurses.

DESIGN

A cross-sectional study.

METHODS

According to a cross-sectional survey, 300 paediatric nurses were selected from three tertiary hospitals (Chang sha, China), the data were collected using demographic questionnaires, the Rahim Organizational Conflict Inventory-II, Depression, Anxiety and Stress Scales and the Utrecht Work Engagement Scale. The Structural Equation Model was employed to investigate the mediating role of emotional disorders between conflict management styles and work engagement.

RESULTS

Among conflict management styles, emotional disorders and work engagement, the associations were all significant (p < .05). In the mediation models, emotional disorders partially mediate the relationships between conflict management styles and work engagement (indirect effect 0.095, p < .01; direct effect -0.330, p < .01; total effect -0.330, p < .01) and between conflict management styles and work engagement (indirect effect 0.095, p < .01; direct effect 0.329, p < .01; total effect 0.424, p < .01).

Perceiving intraorganizational mobility ameliorates the effects of low-level position on detrimental workplace attitudes and behaviors

How do the perceived chances to get a better position in a company affect how individuals feel and behave towards their employer? Confirming the theory of relative deprivation, recent research showed that social mobility belief has attenuating effects on anger about one's relative social standing. When an individual believes they can change their current social status, negative affect about one's disadvantaged standing is appeased compared to when people believe the present hierarchy is fixed. We tested this model in a workplace context, examining whether perceived intraorganizational mobility ameliorates the effects of a low position at work on negative workplace attitudes (Study 1) and behavior (Study 2). Study 1 (n = 498) found that indeed, perceiving chances of promotion weakened the association of position at work with hostile affect towards the employer. Expanding this model to provide a direct test of the theory of relative deprivation, we designed a moderated mediation model testing whether the effect of workplace position on counterproductive work behaviors was mediated by relative deprivation, and whether this indirect effect was moderated by perceived chances of promotion. As hypothesized, Study 2 (n = 408) found that perceiving chances of promotion attenuated the detrimental effect of workplace position via relative deprivation on counterproductive work behaviors. Effects in both studies occurred independently of company hierarchy, salary, educational attainment, sex, and job sector. Overall, the results suggest that perceiving potential for individual promotion is linked to lower levels of negative workplace attitudes and counterproductive work behaviors.

A negative emotional context disrupts the framing effect on outcome evaluation in decision making under uncertainty: An ERP study

The framing effect refers to the phenomenon that different descriptions of the same option lead to a shift in the choice of the decision maker. Several studies have found that emotional contexts irrelevant to a decision in progress still influence the framing effect on decision making. However, little is known about the potential role of emotional contexts in the framing effect on outcome evaluation under uncertainty and the related neural mechanisms. The present study measured event-related potentials (ERPs) to capture the time series of brain activities during the processing of gain- and loss-framed choices and outcomes primed with neutral and negative emotional contexts. The results revealed that in the neutral emotional context, the P300 amplitudes following both positive and negative feedback were greater in the gain-framed condition than those in the loss-framed condition, demonstrating a framing effect, whereas in the negative emotional context, this effect was unstable and observed only following negative feedback. In contrast, regardless of whether the feedback was positive or negative, the framing effect on the feedback-related negativity (FRN) amplitudes was insensitive to neutral and negative emotional contexts. Furthermore, the time-frequency analysis showed that the framing effect on the theta power related to the FRN was also insensitive to neutral and negative emotional contexts. Our findings suggest that brain responses to framing effects on outcome evaluation in a later cognitive appraisal stage of decision making under uncertainty may depend on the emotional context, as the effects were observed only following negative feedback in the negative emotional context.

A two-wave study on the effects of cognitive demands of flexible work on cognitive flexibility, work engagement and fatigue

Cognitive demands of flexible work are the specific cognitive demands of planning of working times, planning of working places, structuring of work tasks and coordinating with others that arise from flexible work organisation. Although these demands have become increasingly widespread, their consequences are not well understood. We propose that cognitive demands of flexible work are challenge stressors that can benefit employees, by adding to their cognitive flexibility and work engagement, but also impair employees by causing fatigue. Hypotheses were tested using a two-wave study design in a sample that recently switched to a more flexible work organisation (N = 279). Data were analysed using structural equation modelling. We found that planning of working times and planning of working places were related to increases in cognitive flexibility, and coordinating with others was related to increases in work engagement. No significant relations with fatigue were found. Thus, the results suggest that cognitive demands of flexible work helped employees to personally develop and feel motivated at work. However, effects on work engagement were rather small. Future research should control potential confounding variables more thoroughly and examine effects on short-term strain outcomes.

"I want to focus on something that I feel really good about every day": Career development in established adulthood

In developed countries, education and career experimentation typically extends into people's twenties (Arnett, 2000, 2015; Mehta et al., 2020). Thus, people are not committing to a career path in which they can build expertise, take on increasing responsibilities, and climb an organizational ladder (Day et al., 2012) until they reach established adulthood, the period of development from 30 to 45. As the conceptualization of established adulthood is relatively new, little is known about career development during this period. As such, in the present study, we aimed to provide a better understanding of career development in established adulthood by interviewing participants (n = 100) aged 30-45 from across the United States about their career development. Some participants described Career Exploration in established adulthood, sharing how they were still searching for a good career fit, and how a sense of diminishing time related to how they explore career paths. Participants also described Career Stability in established adulthood, including feeling committed to a career path, noting that there were some drawbacks to this stability, but also benefits in terms of feeling confident in their roles. Finally, participants described Career Growth, and shared their experiences of climbing the career ladder as well as planning for the future and possible "second acts". Taken together, our results suggest that established adulthood, at least in the USA, brings some stability in terms of career paths and development but that it may also be a period of career reflection for some.

Exploring the Process of Policy Overreaction: The COVID-19 Lockdown Decisions

Policy overreaction is a common phenomenon, especially in complex and emergency situations where politicians are led to make decisions fast. In these emergency decisions, emotions run generally high and cognitive processes are often impaired. The conditions of policy overreaction are in place as emotions overwhelm decision makers' rational processes. Drawing on the response patterns of three countries to the COVID-19 pandemic, we develop a process model of policy overreaction which describes the effects of negative emotions and institutional isomorphism on policy decision-making. Our model highlights four critical stages: negative emotions buildup, propagation of fear, isomorphic decision-making, and leading to an intractable crisis. This article shows precisely how the cascading effect of negative emotions, particularly fear, is contagious and spreads to generate crowd effects, which bend considerably policy makers' ability to make rational decisions. Our theory provides a better understanding of the process by which policy overreaction takes place.

Pursuing innovation in academic medical centers: Models, activities, and influential factors

BACKGROUND

Academic medical centers (AMCs) are well recognized for their innovations that enhance frontline care, but there is little study of their innovation management processes, which is key for advancing theory regarding the effectiveness of innovation efforts to improve care.

PURPOSE

We aimed to identify organizational models used for frontline innovation by AMCs in the United States, core activities within models, and factors that influence innovation success.

METHODS

We conducted a qualitative study of 12 AMCs using data from semistructured interviews with centers' innovation leaders. Inclusion required satisfying two of three criteria in 2021 (only met by 35 AMCs nationally): listed in the professional association of innovation leaders (Council of 33), Becker's review of most innovative hospitals, and/or top 20 U.S. News and World Report best hospitals honor roll. We analyzed the interview data using the constant comparative method.

RESULTS

Innovative AMCs pursue innovation through innovation centers (using a centralized or multicenter model) or within clinical departments (department-level model). All three models emphasize seven activities, although performed differently: sourcing ideas, developing ideas, implementing innovations, fundraising, managing partnerships, measuring success, and managing mindset. Several factors influenced success: role performance, operational challenges, technology, public policy, customer clarity, stakeholder buy-in, diversity of input, and focus. The centralized model struggled less with standardization and coordination issues.

CONCLUSION

AMCs have options for structuring their innovation efforts. However, there are consistent activities for successful innovation management and factors that they must manage.

PRACTICE IMPLICATIONS

AMCs can select among innovation models to fit their circumstances but likely need to perform seven activities well for success.

Factors affecting collaboration between clinical and community service organizations

BACKGROUND

Collaboration between clinical and community-based social service organizations is increasingly seen as vital for preventing and managing chronic diseases but has been challenging to establish and sustain.

PURPOSE

The aim of this study was to identify organizational barriers and facilitators for clinic-community collaboration.

METHODOLOGY/APPROACH

We employed multiple methods to study a national sample of nonprofit community-based organizations that each collaborated with local clinical organizations for diabetes prevention in the United States. We used qualitative data collected longitudinally through 65 semistructured interviews from 2016 to 2017 at seven of these organizations and their clinical collaborators to understand their relationships. We employed survey data ( N = 247 with 73% response rate) to measure and explore relationships among qualitatively identified themes and collaboration performance.

RESULTS

We documented three levels of organizational challenges to community-clinic collaboration. Interorganizational challenges pertain to facing only weakly aligned interests across organizations. Interpersonal challenges pertain to misperceptions and miscommunications that occur as frontline employees from differing organizations seek to work together. Task-related challenges pertain to the inadequacy of current processes to effectively link services across clinical and community settings. We found that bridging leadership , provisional teamwork, and learning processes helped to overcome these challenges by enabling iterative progress. Follow-up national survey results indicated that these facilitators were significantly associated with collaboration performance.

CONCLUSIONS

Because community-clinic collaboration presents substantial interorganizational, interpersonal, and task-related challenges, financial incentives alone are likely insufficient for success.

PRACTICE IMPLICATIONS

Resources that help develop capacity to work across community and clinical settings may be vital and warrant dedicated funding.

Withdrawing from job search: The effect of age discrimination on occupational future time perspective, career exploration, and retirement intentions

Older job seekers dropping out of the active workforce is a major challenge for individuals, organizations, and society, resulting in the need to protect and extend their working lives. Based on the discouraged workers approach, this study used career construction theory to study how past experiences can discourage older job seekers and make them withdraw from the job search. Specifically, we explored how age discrimination is connected to lower levels of older job seekers' occupational future time perspective (i.e., remaining time and future opportunities) and how it results in less career exploration and higher retirement intentions. Using a three-wave design, we followed 483 older job seekers in two countries (the United Kingdom and the United States) over a total period of two months. Results of structural equation modeling showed that perceived age discrimination decreased older job seekers' remaining time and future opportunities. Further, remaining time was negatively linked to retirement intentions, whereas future opportunities were positively linked to career exploration. Furthermore, results revealed two indirect effects of age discrimination on (1) retirement intentions via remaining time and (2) career exploration via future opportunities. These results show how damaging age discrimination can be in the job search context and we call for the search of potential moderators that can buffer the negative impact of age discrimination. Practitioners should work on protecting older job seekers' occupational future time perspective to keep them active instead of losing them to early retirement.

Digital innovation and entrepreneurship through open data-based platforms: Critical success factors for hackathons

Despite the fact that hackathons and digital innovation contests have emerged as substantial intermediaries in open innovation and entrepreneurship, knowledge about how hackathons and digital innovation contests impact innovation in cities is restricted. There is also a scarcity of models that aid in the organization and evaluation of digital innovation contests. The purpose of this article is to examine the stages for organizing hackathons and digital innovation contests and identifies factors leading to the successful implementation of open data hackathons and digital innovation competitions. Three hackathons and innovation contests held in Thessaloniki between 2014 and 2018 were studied. The proposed framework provides practitioners with options to hold digital contests while also advancing the state of the art in the fields of open data and innovation competitions. Organizers of hackathon events may find this paper useful because they can learn about the factors that must be taken into account to ensure the success of these events.

Organizational ambidexterity: The role of technological capacity and dynamic capabilities in the face of environmental dynamism

Organizational ambidexterity has been widely established as necessary for economic sustainability in the financial services sector. Organizational ambidexterity is an organization's ability to be aligned and efficient in management to meet business needs while simultaneously adapting to environmental changes. To meet the challenges of the new digital economy, banking organizations require substantial technological changes and must also recognize that the banking business itself is one of technology. Organizational ambidexterity is essential for financial sector businesses, but their relationship and relative merits are unclear. This research focuses on the role of technological capacity and dynamic capability of the banking sector in Indonesia in an effort to achieve organizational ambidexterity in the face of a dynamic environment. This research uses quantitative methods by surveying leaders from Indonesian commercial banks and analyzed using the SMART PLS program. Our investigation found that technological capacity influences organizational Ambidexterity, with the link becoming stronger when mediated by an organization's dynamic capability. In the meantime, environmental dynamism has no impact on the organizational ambidexterity of the banking sector in Indonesia. Our findings also indicate that the associated security risk will increase if a bank improves its technological capacity in a highly dynamic environment. This paper is an empirical study of technological capacity and presents a method for creating organizational ambidexterity through dynamic capability, especially in the banking sector.

Gender Backlash and the Moderating Role of Shared Racial Group Membership

Research suggests that White women often experience more gender backlash than women of color in response to expressions of agency. We consider whether this differential in backlash is driven by the match or mismatch of the race of both perceivers and targets. Much of the existing work in this space examines the perspective of White perceivers, which might underestimate racial minority women's susceptibility to backlash if backlash occurs primarily in same-race interactions. We examine how the racial group memberships of targets and perceivers jointly affect backlash against gender-norm violating women. In analyses of Dr. Christine Blasey-Ford's accusations of sexual assault against Brett Kavanaugh and Anita Hill's accusations against Clarence Thomas during their respective U.S. Supreme Court confirmation hearings, an archival analysis of the 2016 U.S. presidential election, and two experiments, we find that perceivers of different races tend to express more backlash toward racial in-group than out-group women.

Managing One's Age in Age-Dissimilar Mentoring Relationships

The aging of the workforce creates opportunities for experienced employees to share expertise with newer employees, via mentoring relationships. Age-dissimilar interactions, however, like those between mentor and protégé, can engender challenging interpersonal dynamics such as concern about how others view and respond to them. The current study examines the unique challenges and opportunities of age-dissimilar mentoring relationships, using a sample of doctor and lawyer protégés. Findings suggest that age dissimilarity does not play as large of a role in mentoring relationship outcomes as age-related behaviors. How one manages their age seems to be more important, such that managing one's age in a positive way by redefining age-related stereotypes rather than switching attention away from stereotypes is better for mentoring relationship outcomes no matter the age difference between mentor and protégé. Implications, inferences, and limitations are discussed.

Relationship between employees’ perceived illegitimate tasks and their work procrastination behavior: Role of negative emotions and paternalistic dimensions

Job performance can be negatively affected by work procrastination, and few studies have been conducted on how work tasks affect procrastination. Based on the Temporal Motivation Theory, this study uses an empirical method to explore the relationship between employees' perceived illegitimate tasks and work procrastination by analyzing the mediating role of negative emotions and the moderating role of paternalistic leadership (authoritative, benevolent, and virtuous leadership). These findings indicate that perceived illegitimate tasks are positively related to work procrastination. Negative emotions mediated the relationship between perceived illegitimate tasks and procrastination. Benevolent leadership negatively moderates the relationship between perceived illegitimate tasks and work procrastination, whereas authoritative and virtuous leadership positively moderate it. The findings of this study enrich research on the mechanisms of action between illegitimate tasks and work procrastination and provide a guide for managers to reduce work procrastination.

Affective norms for emotional ambiguity in valence, origin, and activation spaces

We introduce the first tool to measure the emotional ambiguity on three bivariate spaces: valence (dimensions of positivity and negativity); origin (automaticity and reflectiveness); and activation (subjective significance and arousal). Our database consists of 2650 word stimuli, assessed by 1380 participants in total with the usage of Self-Assessment Manikin scales for each dimension. We show that the ambiguity of valence, origin, and activation may be successfully perceived and reported in a behavioral procedure. The study has allowed us to compute characteristics of each word for every emotional dimension, thus providing the category of intensity of ambiguity (low, moderate, or high). We also studied the curvilinear relationships between the dimensions. Possible usage, specifics, and limitations of our database are discussed.