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Durand F, Ridde V, Touré L, Coulibaly A. The moderating role of support for innovation in sub-Saharan African healthcare teams: a multilevel perspective. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-023-04341-6] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/25/2023]
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2
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Alipour N, Nazari-Shirkouhi S, Sangari MS, Vandchali HR. Lean, agile, resilient, and green human resource management: the impact on organizational innovation and organizational performance. ENVIRONMENTAL SCIENCE AND POLLUTION RESEARCH INTERNATIONAL 2022; 29:82812-82826. [PMID: 35761135 DOI: 10.1007/s11356-022-21576-1] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 01/24/2022] [Accepted: 06/15/2022] [Indexed: 06/15/2023]
Abstract
There are four paradigms of lean, agile, resilient, and green (LARG) which can promote human resource culture to create novel ideas and increase performance in organizations. This study aims to conceptualize, develop, and validate four lean, agile, resilient, and green paradigms in human resource management (HRM) context and investigates how different LARG HRM elements can affect organizational innovation and performance. In this way, a conceptual model for investigating the LARG concept in HRM is proposed. A new tool to measure lean, agile, resilient, and green indicators in service industry has been developed. Using convenience sampling method, an online survey questionnaire is managed to collect data from 102 service sector organizations, including banking and financial services, transportation, hotel, telecom, and insurance, having more than 50 employees in Iran. The collected data are analyzed by partial least squares-structural equation modeling (PLS-SEM). The results indicate that the LARG HRM significantly and positively influences organizational performance. In addition, the LARG HRM indirectly affects organizational performance through organizational innovation. The findings also showed that employee's ability to perform several different jobs from the lean paradigm, paying attention to employee's ideas in decision-making from the agile paradigm, increasing the ability of staff to change rules in different situations from the resilient paradigm, and having employees with a full understanding of environmental policies from the green paradigm, is the most effective elements among the LARG paradigms factors. This study provides valuable insights into recognizing the most effective LARG elements and factors for implementing the LARG HRM in organizations and how it contributes to enhancing organizational performance and organizational innovation in order to achieve competitive advantage.
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Affiliation(s)
- Nima Alipour
- Department of Industrial Engineering, Fouman Faculty of Engineering, College of Engineering, University of Tehran, Tehran, Iran
| | - Salman Nazari-Shirkouhi
- Department of Industrial Engineering, Fouman Faculty of Engineering, College of Engineering, University of Tehran, Tehran, Iran.
| | - Mohamad Sadegh Sangari
- Ted Rogers School of Management, Toronto Metropolitan University (Formerly Ryerson University), Toronto, ON, Canada
| | - Hadi Rezaei Vandchali
- Department of Maritime and Logistics Management, Australian Maritime College, University of Tasmania, Launceston, Australia
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3
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Yaghmaei S, Raiesdana N, Nobahar M. Novice nurses' experiences from teamwork in the emergency department: A qualitative content analysis. Int Emerg Nurs 2022; 61:101116. [PMID: 35074714 DOI: 10.1016/j.ienj.2021.101116] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/11/2021] [Revised: 11/10/2021] [Accepted: 11/23/2021] [Indexed: 02/05/2023]
Abstract
BACKGROUND AND AIM Teamwork is assumed crucial in nursing. Nevertheless, nursing shortages in medical centers have thus far compelled nurse managers to use novice nurses. The present study aimd to explaining the challenges and experiences of novice nurses regarding teamwork in emergency departments. MATERIALS AND METHODS Using qualitative content analysis, 11 novice nurses working at emergency department, participated in this study. Data were collected with semi structured interview and analyzed by Graneheim and Lundman. RESULTS The data analysis led to the emergence of four themes of "essential teamwork skills development", "contradictory relationships between team members", "unpleasant feelings and experiences", and, "personal growth and maturation during teamwork". CONCLUSION Fostering different personal aspects as prerequisites for teamwork, novice nurses will be able to deal with unpleasant feelings and experiences as well as contradictory relationships between team members in an effective manner. This challenging experience will thus give rise to personal growth and maturation during teamwork among them in emergency department.
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Affiliation(s)
- Safura Yaghmaei
- Student Research Committee, Semnan University of Medical Sciences, Semnan, Iran
| | - Nayyereh Raiesdana
- Nursing Care Research Center, Semnan University of Medical Sciences, Semnan, Iran; School of Nursing and Midwifery, Semnan University of Medical Sciences, Semnan, Iran.
| | - Monir Nobahar
- Nursing Care Research Center, Semnan University of Medical Sciences, Semnan, Iran; School of Nursing and Midwifery, Semnan University of Medical Sciences, Semnan, Iran; Social Determinants of Health Research Center, Semnan University of Medical Sciences, Semnan, Iran
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Xia Z, Yu H, Yang F. Benevolent Leadership and Team Creative Performance: Creative Self-Efficacy and Openness to Experience. Front Psychol 2022; 12:745991. [PMID: 35126229 PMCID: PMC8814604 DOI: 10.3389/fpsyg.2021.745991] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/23/2021] [Accepted: 12/20/2021] [Indexed: 11/25/2022] Open
Abstract
We examine the association between benevolent leadership and team creative performance in scientific research teams. Moreover, the mediating effects of creative self-efficacy and the moderating effects of openness to experience on the relationship were also analyzed. The study sample comprised 251 postgraduates from 58 scientific research teams in Chinese universities. Results revealed that benevolent leadership was positively related to team creative performance, and creative self-efficacy partially mediated this positive relationship. When team personality composition had a high average team level of or a low level of variance on openness to experience, the relationship between creative self-efficacy and team creative performance was stronger. The same situation also occurred as an indirect effect of benevolent leadership on team creative performance through creative self-efficacy. This study suggests that while people may pay focus on benevolent leadership and creative self-efficacy, team personality composition should also be considered in scientific research team practices.
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Affiliation(s)
- Zhichen Xia
- Normal College, Changshu Institute of Technology, Changshu, China
| | - Hong Yu
- School of Education, Soochow University, Suzhou, China
| | - Fan Yang
- School of Education, Soochow University, Suzhou, China
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Viale L, Ruel S, Zouari D. A mixed-methods approach to identifying buyers’ competencies for enabling innovation. INTERNATIONAL JOURNAL OF LOGISTICS-RESEARCH AND APPLICATIONS 2022. [DOI: 10.1080/13675567.2021.2020226] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Laurence Viale
- EM Strasbourg Business School, Université de Strasbourg, Strasbourg, France
| | - Salomée Ruel
- Kedge Business School (Bordeaux), MOSI – Sustainability Excellence Center, Marseille, France
| | - Dorsaf Zouari
- Université Grenoble Alpes, IUT de Valence, CERAG, Valence, France
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6
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Akeju D, Nance N, Salas-Ortiz A, Fakunmoju A, Ezirim I, Oluwayinka AG, Godpower O, Bautista-Arredondo S. Management practices in community-based HIV prevention organizations in Nigeria. BMC Health Serv Res 2021; 21:489. [PMID: 34022857 PMCID: PMC8141130 DOI: 10.1186/s12913-021-06494-1] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/29/2020] [Accepted: 05/06/2021] [Indexed: 01/19/2023] Open
Abstract
Background Nigeria has one of the largest Human Immunodeficiency Virus (HIV) epidemics in the world. Addressing the epidemic of HIV in such a high-burden country has necessitated responses of a multidimensional nature. Historically, community-based organizations (CBOs) have played an essential role in targeting key populations (eg. men who have sex with men, sex workers) that are particularly burdened by HIV. CBOs are an essential part of the provision of health services in sub-Saharan Africa, but very little is known about the management practices of CBOs that provide HIV prevention interventions. Methods We interviewed 31 CBO staff members and other key stakeholders in January 2017 about management practices in CBOs. Management was conceptualized under the classical management process perspective; these four management phases—planning, organizing, leading, and evaluating—guided the interview process and code development. Data analysis was conducted thematically using Atlas.ti software. The protocol was approved by the ethics committees of the National Institute of Public Health of Mexico (INSP), the National Agency for the Control of AIDS in Nigeria (NACA), and the Nigerian Institute for Medical Research (NIMR). Results We found that CBOs implement variable management practices that can either hinder or facilitate the efficient provision of HIV prevention services. Long-standing CBOs had relatively strong organizational infrastructure and capacity that positively influenced service planning. In contrast, fledgling CBOs were deficient of organizational infrastructure and lacked program planning capacity. The delivery of HIV services can become more efficient if management practices are taken into account. Conclusions The delivery of HIV services by CBOs in Nigeria was largely influenced by inherent issues related to skills, organizational structure, talent retention, and sanction application. These, in turn, affected management practices such as planning, organizing, leading, and evaluating. This study shows that KP-led CBOs are evolving and have strong potentials and capacity for growth, and can become more efficient and effective if attention is paid to issues such as hierarchy, staff recruitment, and talent retention. Supplementary Information The online version contains supplementary material available at 10.1186/s12913-021-06494-1.
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Affiliation(s)
- David Akeju
- Department of Sociology, University of Lagos, Lagos, Nigeria
| | | | - Andrea Salas-Ortiz
- National Institute of Public Health, Mexico and University of York, York, UK
| | | | - Idoteyin Ezirim
- National Agency for the Control of AIDS (NACA), Abuja, Nigeria
| | | | | | - Sergio Bautista-Arredondo
- Center for Health Systems Research, National Institute of Public Health, Universidad 655 Colonia Santa María Ahuacatitlán, Cerrada Los Pinos y Caminera C.P, 62100, Cuernavaca, Morelos, Mexico.
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Innovative Work Behavior—A Key Factor in Business Performance? The Role of Team Cognitive Diversity and Teamwork Climate in This Relationship. JOURNAL OF RISK AND FINANCIAL MANAGEMENT 2021. [DOI: 10.3390/jrfm14040185] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The aim of our paper is to examine whether the support of innovative work behavior by management is positively related to business performance and at the same time, whether this relationship is mediated by the teamwork climate and cognitive diversity of teams. Cognitive diversity is defined as differences in knowledge and perspective, which arise from professional diversity and account for its positive effects. A teamwork climate represents staff perceptions of collaboration between personnel. Business performance is defined by the level of sales. Our sample consisted of 211 managers of companies operating in Slovakia, and data collection took place in the form of a questionnaire. The main tool for examining the mechanism of operation of the investigated relationships is mediation using regression analysis and the Sobel test to determine the significance of the indirect effect of mediation variables. The findings point to a significant direct relationship between the innovative work behavior of company employees and business performance. The intensity of this relationship can be partly influenced by promoting cognitive diversity, especially in the area of knowledge and ways of thinking. The significant role of a teamwork climate was not demonstrated in the examined model.
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Ozturk E, Ozen O. How Management Innovation Affects Product and Process Innovation in Turkey: The Moderating Role of Industry and Firm Size. EUROPEAN MANAGEMENT REVIEW 2020. [DOI: 10.1111/emre.12444] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
- Ebru Ozturk
- Faculty of Economics and Administrative Sciences, Department of Business Administration Tokat Gaziosmanpasa University Tokat 60250 Turkey
| | - Ozlem Ozen
- Faculty of Economics and Administrative Sciences, Department of Business Administration Sirnak University Sirnak 73000 Turkey
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BOURINI ISLAM. THE EFFECT OF SUPPORTIVE LEADER ON EMPLOYEES’ ABSORPTIVE CAPACITY TOWARDS INNOVATIVE BEHAVIOUR. INTERNATIONAL JOURNAL OF INNOVATION MANAGEMENT 2020. [DOI: 10.1142/s1363919621500080] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
Innovative behaviour and its antecedents attracted research interest recently. To address this need, the researcher draws on State-Trait Curiosity Inventory and self-determination theory to examine the impacts of work-related curiosity (WRC) and employee absorptive capacity on innovative employee behaviour. The mediating variable of employee absorptive capacity (EAC) was examined. Data was collected and analysed from 292 full-time employees who are working within the service sector in Jordan. The outputs from smart partial least square SmartPLS analysis reveal that WRC effects EAC, which consequently affects innovative employee behaviour. Surprisingly, supportive leadership behaviour was found to play a moderating role in the relationship between WRC and EAC, but it has an inverse effect. These findings provide managers knowledge on how to enhance innovative employee behaviours by encouraging employee curiosity and absorptive capacity.
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Affiliation(s)
- ISLAM BOURINI
- Department of Business Administration, College of Business Administration, Al-Falah University, Dubai-UAE
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10
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Lisbona A, Las-Hayas A, Palací FJ, Bernabé M, Morales FJ, Haslam A. Team Efficiency in Organizations: A Group Perspective on Initiative. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:ijerph17061926. [PMID: 32187999 PMCID: PMC7142817 DOI: 10.3390/ijerph17061926] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 01/30/2020] [Revised: 02/24/2020] [Accepted: 02/25/2020] [Indexed: 11/16/2022]
Abstract
Organizational research has shown that personal initiative is related to both climate for initiative and work engagement. Yet little is known about what happens to this relationship once the focus shifts to the team level. When organizational and team goals are involved this renders the relationship more complex, and team identification and organizational identification are likely to be key to understanding it. In this paper we develop a model to deal with these complexities. This predicts (a) that team identification will impact on team initiative through team work engagement while (b) organizational identification will impact on team initiative through climate for initiative. It is also expected that team initiative will, in turn, impact on team productivity, and on radical innovation as evaluated by the team leader. This model was tested in a field study with 327 participants of 76 workteams belonging to 50 organizations. Results of SEM and regression analysis supported our main hypotheses. Findings showed that initiative is related to performance and also underline the importance of initiative at a team level. At the same time they suggest that to develop teams with high levels of initiative it is important to promote both organizational and team identification.
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Affiliation(s)
- Ana Lisbona
- Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, Juan del Rosal 10, 28040 Madrid, Spain (F.J.P.); (M.B.); (F.J.M.)
- Correspondence: ; Tel.: +34-913987956
| | - Abel Las-Hayas
- Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, Juan del Rosal 10, 28040 Madrid, Spain (F.J.P.); (M.B.); (F.J.M.)
| | - Francisco J. Palací
- Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, Juan del Rosal 10, 28040 Madrid, Spain (F.J.P.); (M.B.); (F.J.M.)
| | - Miguel Bernabé
- Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, Juan del Rosal 10, 28040 Madrid, Spain (F.J.P.); (M.B.); (F.J.M.)
| | - Francisco J. Morales
- Departamento de Psicología Social y de las Organizaciones, Universidad Nacional de Educación a Distancia, Juan del Rosal 10, 28040 Madrid, Spain (F.J.P.); (M.B.); (F.J.M.)
| | - Alexander Haslam
- University of Queensland, School of Psychology, St Lucia QLD 4072, Australia;
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DABOUSSI AYADI ASMA, ZHANG CHI, ZOUAOUI SAMIAKAROUI, OHANA MARC. INTERPERSONAL JUSTICE AND INNOVATIVE BEHAVIOURS: THE ROLE OF THE WORKGROUP. INTERNATIONAL JOURNAL OF INNOVATION MANAGEMENT 2019. [DOI: 10.1142/s1363919620500735] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/18/2022]
Abstract
In this research, we examine the effect of workgroup interpersonal justice (WIJ) (defined as the extent to which employees are treated with dignity and respect by their co-workers) on innovative work behaviours (IWB). Specifically, we first test the mediating role of group identification (GI) in this relationship. Next, we examine the moderating role of reflexivity of the group on this mediation effect. Based on 204 employees, our results showed that the indirect effect of the WIJ on IWB, through GI, is moderated by the reflexivity of the group. Theoretical and practical implications are discussed.
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Affiliation(s)
- ASMA DABOUSSI AYADI
- Université de Tunis El Manar, Faculté des Sciences Économiques et de gestion de Tunis, Unité de Recherche Innovation, Stratégie et Organisation, Tunisia
| | - CHI ZHANG
- Kedge Business School, 680 Cours de la Libération, 33405 Talence, France
| | - SAMIA KAROUI ZOUAOUI
- Université de Tunis El Manar, Faculté des Sciences Économiques et de gestion de Tunis, Unité de Recherche Innovation, Stratégie et Organisation, Tunisia
| | - MARC OHANA
- Kedge Business School, 680 Cours de la Libération, 33405 Talence, France
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12
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HR Practices for Supporting Interpersonal Trust and Its Consequences for Team Collaboration and Innovation. SUSTAINABILITY 2019. [DOI: 10.3390/su11164423] [Citation(s) in RCA: 16] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
Innovation fosters sustainable management and allows managers to achieve a competitive advantage. Understanding the mechanisms that explain innovation’s antecedents provides an important contribution to theory and practice. The purpose of this study was to assess the importance of human resources (HR) practices in developing trust-based cooperation, which facilitates organizational innovation. Using the foundation of the Shea and Guzzo model, the roles of HR mechanisms were investigated. This study analyzes how effective cooperation can increase innovation and how certain HR practices can help to nurture a trust-based work environment. The conceptual model was developed by drawing on social exchange theory (SET). An empirical analysis of the results of a survey conducted on telecommunications companies (n = 175) aimed to verify the conceptual model. Structural equation modeling was used to assess the data. The findings indicated that competency development opportunities, team interdependence, and group rewards were the most significant determinants of interpersonal trust. As a consequence, a trust-based team generates effective cooperation, and as a result organizational innovation is strengthened. This study was based on large-scale survey data and provides a comprehensive outlook on how to promote organizational innovation through HR practices. This is the first study linking HR practices with trust, collaboration, and innovation.
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Widmann A, Mulder RH, König C. Team learning behaviours as predictors of innovative work behaviour – a longitudinal study. INNOVATION-ORGANIZATION & MANAGEMENT 2018. [DOI: 10.1080/14479338.2018.1530567] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
Affiliation(s)
- Andreas Widmann
- Institute of Educational Science, University of Regensburg, Regensburg, Germany
| | - Regina H. Mulder
- Institute of Educational Science, University of Regensburg, Regensburg, Germany
| | - Christoph König
- Institute of Educational Science, Friedrich Schiller University Jena, Jena, Germany
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Paulus PB, Baruah J, Kenworthy JB. Enhancing Collaborative Ideation in Organizations. Front Psychol 2018; 9:2024. [PMID: 30405501 PMCID: PMC6204394 DOI: 10.3389/fpsyg.2018.02024] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/18/2018] [Accepted: 10/02/2018] [Indexed: 11/13/2022] Open
Abstract
Extensive research and theory has focused on organizational innovation and the organizational factors that influence that innovation. Research on teams has highlighted a similar set of factors as important for team innovation. However, these literatures have not provided a clear picture of the key factors that influence the collaborative idea exchange processes that occur in teams and organizations. The literature on collaborative ideation has provides a useful theoretical and empirical basis for understanding these processes and the conditions required for optimizing creativity in group interactions. We provide the theoretical and empirical basis for a pragmatic approach to enhancing collaborative innovation processes in various organizational settings and highlight additional research needs and future directions.
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Affiliation(s)
- Paul B. Paulus
- Department of Psychology, University of Texas at Arlington, Arlington, TX, United States
| | - Jonali Baruah
- Department of Psychological Sciences, Tarleton State University, Stephenville, TX, United States
| | - Jared B. Kenworthy
- Department of Psychology, University of Texas at Arlington, Arlington, TX, United States
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Chasanidou D, Sivertstøl N, Hildrum J. Exploring employee interactions and quality of contributions in intra-organisational innovation platforms. CREATIVITY AND INNOVATION MANAGEMENT 2018. [DOI: 10.1111/caim.12290] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Dimitra Chasanidou
- Department of Software and Service Innovation; SINTEF Digital; Oslo Norway
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Griep Y, Vantilborgh T, Hansen SD, Conway N. Editorial: Unravelling the Role of Time in Psychological Contract Processes. Front Psychol 2018; 9:813. [PMID: 29887822 PMCID: PMC5981224 DOI: 10.3389/fpsyg.2018.00813] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/12/2018] [Accepted: 05/07/2018] [Indexed: 11/16/2022] Open
Affiliation(s)
- Yannick Griep
- Department of Psychology, University of Calgary, Calgary, AB, Canada.,Stress Research Institute, Stockholm University, Stockholm, Sweden
| | - Tim Vantilborgh
- Department of Psychology, Vrije Universiteit Brussel, Brussels, Belgium
| | - Samantha D Hansen
- Department of Management, University of Toronto-Scarborough and Rotman School of Management, University of Toronto, Toronto, ON, Canada
| | - Neil Conway
- Royal Holloway, University of London, Egham, United Kingdom
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Urbini F, Callea A, Chirumbolo A, Talamo A, Ingusci E, Ciavolino E. Team performance in the Italian NHS: the role of reflexivity. J Health Organ Manag 2018; 32:190-205. [PMID: 29624131 DOI: 10.1108/jhom-07-2017-0180] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose The purpose of this paper is twofold: first, to investigate the goodness of the input-process-output (IPO) model in order to evaluate work team performance within the Italian National Health Care System (NHS); and second, to test the mediating role of reflexivity as an overarching process factor between input and output. Design/methodology/approach The Italian version of the Aston Team Performance Inventory was administered to 351 employees working in teams in the Italian NHS. Mediation analyses with latent variables were performed via structural equation modeling (SEM); the significance of total, direct, and indirect effect was tested via bootstrapping. Findings Underpinned by the IPO framework, the results of SEM supported mediational hypotheses. First, the application of the IPO model in the Italian NHS showed adequate fit indices, showing that the process mediates the relationship between input and output factors. Second, reflexivity mediated the relationship between input and output, influencing some aspects of team performance. Practical implications The results provide useful information for HRM policies improving process dimensions of the IPO model via the mediating role of reflexivity as a key role in team performance. Originality/value This study is one of a limited number of studies that applied the IPO model in the Italian NHS. Moreover, no study has yet examined the role of reflexivity as a mediator between input and output factors in the IPO model.
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Affiliation(s)
- Flavio Urbini
- Department of Human Science, Libera Universita Maria Santissima Assunta , Rome, Italy
| | - Antonino Callea
- Department of Human Science, Libera Universita Maria Santissima Assunta , Rome, Italy
| | | | - Alessandra Talamo
- Department of Social and Developmental Psychology, Sapienza University of Rome , Rome, Italy
| | - Emanuela Ingusci
- Department of History, Society and Human Studies, University of Salento , Lecce, Italy
| | - Enrico Ciavolino
- Department of History, Society and Human Studies, University of Salento , Lecce, Italy
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Dediu V, Leka S, Jain A. Job demands, job resources and innovative work behaviour: a European Union study. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2018. [DOI: 10.1080/1359432x.2018.1444604] [Citation(s) in RCA: 17] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
- Vlad Dediu
- Centre for Organizational Health and Development, School of Medicine, University of Nottingham, Nottingham, UK
| | - Stavroula Leka
- Centre for Organizational Health and Development, School of Medicine, University of Nottingham, Nottingham, UK
| | - Aditya Jain
- Nottingham University Business School, University of Nottingham, Nottingham, UK
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The role of human resource-related quality management practices in new product development. INTERNATIONAL JOURNAL OF OPERATIONS & PRODUCTION MANAGEMENT 2018. [DOI: 10.1108/ijopm-07-2016-0387] [Citation(s) in RCA: 76] [Impact Index Per Article: 12.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to adopt the dynamic capability (DC) view as a theoretical framework to empirically investigate the relationships among human resource (HR)-related quality management (QM) practices: new product development (NPD) as a specific DC, learning orientation, knowledge integration, and strategic flexibility. Learning orientation and knowledge integration represent two antecedents of strategic flexibility, and strategic flexibility is the developed ability that facilitates NPD.
Design/methodology/approach
To empirically test the relationships, the authors used data from 236 European firms and performed structural equation modeling.
Findings
Results indicate that HR-related QM practices contribute to creating a learning-oriented company, integrating knowledge, and supporting successful NPD. Furthermore, knowledge integration is positively related to NPD through strategic flexibility.
Practical implications
This study is relevant for practitioners because it identifies key points in QM implementation that enable firms to be more strategically flexible and thus better able to regularly develop new products.
Originality/value
When organizations must sustain their competitive positions by continuously adapting to environmental changes, it is important to study not only how QM implementation is positively related to the firm performance on which a significant portion of the QM literature has focused but also to study whether QM implementation is related to strategic variables and can make a contribution to strategic processes. To fill the void in the HR and QM literature, this study offers an integrated framework with empirical support that identifies the role of HR-related QM practices in learning orientation, knowledge integration, strategic flexibility, and NPD.
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Gibbard K, Griep Y, De Cooman R, Hoffart G, Onen D, Zareipour H. One Big Happy Family? Unraveling the Relationship between Shared Perceptions of Team Psychological Contracts, Person-Team Fit and Team Performance. Front Psychol 2017; 8:1966. [PMID: 29170648 PMCID: PMC5684182 DOI: 10.3389/fpsyg.2017.01966] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/14/2017] [Accepted: 10/26/2017] [Indexed: 11/18/2022] Open
Abstract
With the knowledge that team work is not always associated with high(er) performance, we draw from the Multi-Level Theory of Psychological Contracts, Person-Environment Fit Theory, and Optimal Distinctiveness Theory to study shared perceptions of psychological contract (PC) breach in relation to shared perceptions of complementary and supplementary fit to explain why some teams perform better than other teams. We collected three repeated survey measures in a sample of 128 respondents across 46 teams. After having made sure that we met all statistical criteria, we aggregated our focal variables to the team-level and analyzed our data by means of a longitudinal three-wave autoregressive moderated-mediation model in which each relationship was one-time lag apart. We found that shared perceptions of PC breach were directly negatively related to team output and negatively related to perceived team member effectiveness through a decrease in shared perceptions of supplementary fit. However, we also demonstrated a beneficial process in that shared perceptions of PC breach were positively related to shared perceptions of complementary fit, which in turn were positively related to team output. Moreover, best team output appeared in teams that could combine high shared perceptions of complementary fit with modest to high shared perceptions of supplementary fit. Overall, our findings seem to indicate that in terms of team output there may be a bright side to perceptions of PC breach and that perceived person-team fit may play an important role in this process.
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Affiliation(s)
| | - Yannick Griep
- Department of Psychology, University of Calgary, Calgary, AB, Canada.,Division of Epidemiology, Stress Research Institute, Stockholm University, Stockholm, Sweden
| | - Rein De Cooman
- Department of Work and Organisation Studies, University of Leuven, Leuven, Belgium
| | - Genevieve Hoffart
- Department of Psychology, University of Calgary, Calgary, AB, Canada
| | - Denis Onen
- Schulich School of Engineering, University of Calgary, Calgary, AB, Canada
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Gupta H, Barua MK. A novel hybrid multi-criteria method for supplier selection among SMEs on the basis of innovation ability. INTERNATIONAL JOURNAL OF LOGISTICS-RESEARCH AND APPLICATIONS 2017. [DOI: 10.1080/13675567.2017.1382457] [Citation(s) in RCA: 26] [Impact Index Per Article: 3.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Himanshu Gupta
- Department of Management Studies, Indian Institute of Technology, Roorkee, India
| | - Mukesh Kumar Barua
- Department of Management Studies, Indian Institute of Technology, Roorkee, India
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22
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Agreli HF, Peduzzi M, Bailey C. Contributions of team climate in the study of interprofessional collaboration: A conceptual analysis. J Interprof Care 2017; 31:679-684. [DOI: 10.1080/13561820.2017.1351425] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Heloise F. Agreli
- School of Nursing, Department of Professional Guidance, University of São Paulo, Cerqueira Cesar, São Paulo-SP, Brazil
| | - Marina Peduzzi
- School of Nursing, Department of Professional Guidance, University of São Paulo, Cerqueira Cesar, São Paulo-SP, Brazil
| | - Christopher Bailey
- School of Health Sciences, The University of Nottingham, Queen’s Medical Centre, Nottingham, UK
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23
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Wang W, Heyes J. Flexibility, labour retention and productivity in the EU. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2017. [DOI: 10.1080/09585192.2016.1277370] [Citation(s) in RCA: 10] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
Affiliation(s)
- Wen Wang
- Business School, University of Wolverhampton Business School, Wolverhampton, UK
| | - Jason Heyes
- Sheffield University Management School, Sheffield, UK
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24
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Børing P. The relationship between training and innovation activities in enterprises. INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT 2017. [DOI: 10.1111/ijtd.12096] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Pål Børing
- Senior Researcher, NIFU Nordic Institute for Studies in Innovation, Research and Education; Oslo, Norway
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Widmann A, Messmann G, Mulder RH. The Impact of Team Learning Behaviors on Team Innovative Work Behavior. HUMAN RESOURCE DEVELOPMENT REVIEW 2016. [DOI: 10.1177/1534484316673713] [Citation(s) in RCA: 31] [Impact Index Per Article: 3.9] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
The aim of this review was to get insight into the impact of learning behaviors on innovative behavior in work teams. We addressed this issue by carrying out a systematic literature review. Thirty-one articles that reported studies on learning and innovation development in work teams were included in the review. By integrating the correlational findings of the original studies, we found that, at large, all investigated team learning behaviors had an effect on aspects of team innovative work behavior. Concerning specific team learning behaviors, sharing, team reflection, and team activity had the strongest impact on teams’ engagement in innovation development. A central conclusion is that learning and innovation development are mutually dependent aspects of teamwork and that fostering one aspect will also be beneficial for the other. Based on our findings, we draw practical implications for fostering team development through enhancing learning behaviors and innovative work behavior in teams.
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26
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Caniëls MC, Rietzschel EF. Organizing Creativity: Creativity and Innovation under Constraints. CREATIVITY AND INNOVATION MANAGEMENT 2015. [DOI: 10.1111/caim.12123] [Citation(s) in RCA: 58] [Impact Index Per Article: 6.4] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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