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1 – 10 of 183Yan Li, Shumei Jin, Qi Chen and Steven J. Armstrong
This research focuses on the work–family facilitation process to theorize and examine the potential positive impact of perceived overqualification (POQ) on an individual’s…
Abstract
Purpose
This research focuses on the work–family facilitation process to theorize and examine the potential positive impact of perceived overqualification (POQ) on an individual’s work–family interface. Drawing on social cognitive theory of self-regulation, this research identifies work–family balance self-efficacy (WFBSE) as a motivational mechanism through which POQ affects work engagement. Additionally, it proposes flexibility human resource (HR) practices as a key moderator of this process.
Design/methodology/approach
This research collected multi-wave time-lagged data from 342 managers in the hospitality industry. The research focused on managers with the title of headwaiter and above, while front-line service personnel were not included.
Findings
The results showed that POQ had an indirect positive relationship with work engagement via WFBSE. The results also showed that employee-experienced flexibility HR practices moderated the effectiveness of WFBSE in translating POQ into work engagement.
Practical implications
This research provides guidance and insights into how HRM systems can be customized to sustain positive outcomes in situations of overqualification. It is crucial that hotels offer flexibility options or individualization of work arrangements for overqualified employees.
Originality/value
The potential positive impact of POQ on employees’ work–family interface has been neglected. In addition, prior research has devoted little attention to potential organizational factors that enhance the positive effects of POQ. By examining the mediating and moderating effects, this research aims to explain how and under what conditions POQ facilitates work engagement.
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Halimah Abdul Manaf, William S. Harvey, Steven J. Armstrong and Alan Lawton
This study aims to identify differences in knowledge-sharing mechanisms and personality among expert, typical and novice managers within the Malaysian public sector. Strengthening…
Abstract
Purpose
This study aims to identify differences in knowledge-sharing mechanisms and personality among expert, typical and novice managers within the Malaysian public sector. Strengthening knowledge sharing function is essential for enabling public institutions around the world to be more productive.
Design/methodology/approach
This quantitative study involves 308 employees from management and professional groups within 98 local authorities in the Malaysian local government. Stratified random sampling techniques were used and the sampling frame comprised 1,000 staff using postal surveys. Data analyses were carried out using analysis of variance and correlations to test the research hypotheses.
Findings
The findings reveal that expert managers are more proactive in sharing their knowledge, particularly those with the personality traits of conscientiousness and openness. These two personality traits were also related to expert behaviours such as thoroughness, responsibility and persistence, which led to work competency and managerial success.
Originality/value
This study provides theoretical insights into how managerial tacit knowledge differs and can accumulate, depending on the personality traits of middle managers. The paper shows the different mechanisms of knowledge sharing, tacit knowledge and personality among expert, typical and novice managers. Practically, this study is important for guiding senior managers in their attempts to identify the most appropriate personalities of their middle managers. This study found that the expert group was higher in conscientiousness, openness and overall personality traits compared with the typical and novice groups. The paper also highlights the value of sharing managerial tacit knowledge effectively.
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Meng Qi and Steven John Armstrong
This paper aims to investigate the influence of cognitive style diversity on intra-group relationship conflict and individual-level organizational citizenship behaviors (OCBs)…
Abstract
Purpose
This paper aims to investigate the influence of cognitive style diversity on intra-group relationship conflict and individual-level organizational citizenship behaviors (OCBs). The role of leader-member exchange as a moderating variable is also examined.
Design/methodology/approach
The authors used hierarchical linear modeling and hierarchical regression analysis to analyze results from a sample of 344 members from 83 teams nested within 126 departments in six manufacturing organizations in the People’s Republic of China.
Findings
Results yielded general support for our hypothesized relationships between cognitive style diversity and intra-group relationship conflict. Leader-member exchange was also found to moderate the relationship between these two variables. Contrary to expectations, there were no relationships between these variables and individual-level organizational citizenship behaviors.
Originality/value
This research addresses calls from the team diversity and conflict literature to address the understudied area of deep-level cognitive diversity. Second, this study addresses previous calls for more team-level and mixed-level theory and methodology to inform OCB research. Third, this is the first study of group-level cognitive style diversity and the moderating influence of leader-member-exchange and provides valuable insights into ways of mitigating some of the negative effects of cognitive diversity on teams.
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Yaqing Lin, Yan Li, Shuming Zhao and Steven Armstrong
By incorporating the resource-based view with the dynamic capability view, this study aims to examine the link between corporate political networking strategy and firm performance…
Abstract
Purpose
By incorporating the resource-based view with the dynamic capability view, this study aims to examine the link between corporate political networking strategy and firm performance in transition economies by focusing on the mediating role of corporate entrepreneurship and the moderating role of dysfunctional competition.
Design/methodology/approach
A large-scale questionnaire survey was conducted among 1,300 senior managers from 650 enterprises in China, and valid survey data were obtained from 401 enterprises.
Findings
Empirical results demonstrate that political networking strategy is positively related to firm performance and that this relationship is fully mediated by corporate entrepreneurship. Moderated path analysis indicates that dysfunctional competition strengthens the direct effect of political networking strategy on corporate entrepreneurship and its indirect effect on firm performance via corporate entrepreneurship.
Originality/value
This research is among the first to examine the mediating mechanism underlying the relationship between political networking strategy and firm performance in the context of transition economies. In addition, existing research has seldom discussed the effects on corporate entrepreneurship of external resource acquisition from government sources. This research fills this important gap and identifies the condition under which political networking benefits corporate entrepreneurship.
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This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/EUM0000000002529. When citing the…
Abstract
This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/EUM0000000002529. When citing the article, please cite: Steven S. Armstrong, (1991), “Another Note on Survey Return Rates”, Journal of Services Marketing, Vol. 5 Iss 2 pp. 17 - 22.
Highlights the importance of ensuring the highest possible returnrates when using mail surveys. Describes a study investigating thedifference in return rates between a parent…
Abstract
Highlights the importance of ensuring the highest possible return rates when using mail surveys. Describes a study investigating the difference in return rates between a parent company and a fictitious consulting firm. Reports that there was no difference between response rates for two different return addresses, and that response bias was not a problem. Concludes therefore that great cost savings can be made as a result of developing and mailing the materials in‐house. Summarizes research literature on response rate surveys.
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John Hayes, Christopher W. Allinson and Steven J. Armstrong
Gender‐centred perspectives of women managers and women in general characterise them as being more intuitive than male managers and men in general. Evidence for gender differences…
Abstract
Gender‐centred perspectives of women managers and women in general characterise them as being more intuitive than male managers and men in general. Evidence for gender differences in cognitive style was sought by administering the Cognitive Style Index, a measure of intuition analysis, to three UK samples of managers and three UK samples of non‐managers. Results indicate that there is no difference between female and male managers in terms of intuitive orientation, that female non‐managers are more analytical (less intuitive) than male non‐managers and more analytical than female managers. This lack of support for stereotypic characterisation of women managers and women in general as being more intuitive than their male equivalents is discussed within the context of structural and gendered cultural perspectives on behaviour in organisations.
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Timothy T. Campbell and Steven J. Armstrong
The purpose of this paper is to empirically examine organisational learning (OL) and individual managerial learning and provide a comparative evaluation of the ability of each to…
Abstract
Purpose
The purpose of this paper is to empirically examine organisational learning (OL) and individual managerial learning and provide a comparative evaluation of the ability of each to generate organisational benefits.
Design/methodology/approach
A theoretical model of organisational learning is developed which was then longitudinally tested in four organisations using causal cognitive mapping methods.
Findings
The results demonstrate that organisational learning can increase shared managerial understandings that may lead to organisational benefits derived from higher degrees of unified action. However, the study also revealed potentially dysfunctional aspects of organisational learning such as cohesive managerial mental models inhibiting learning and organisational learning can be slower than individual learning.
Research limitations/implications
The research methodology and analysis is innovative and unique in this context. The author recognises the need for further research.
Practical implications
There is benefit for managers in promoting organisational learning; however, care must be taken to recognise when this learning is dysfunctional.
Originality/value
Whilst there have been strong theoretical assertions that OL is crucial for organisational survival and success, this is one of the few longitudinal empirical studies to support these claims. Another contribution is the generation of empirical evidence derived from cognitive methods which have rarely been used in the organisational learning context.
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Kerry Daniels, Ian Frederick Wilkinson, Louise Young and Steven (Qiang) Lu
The purpose of this paper is to advance the understanding of brand love by studying its intensity and the nature of extreme forms of it, rather than its presence or absence. The…
Abstract
Purpose
The purpose of this paper is to advance the understanding of brand love by studying its intensity and the nature of extreme forms of it, rather than its presence or absence. The love of a sports team is a type of brand love and is a valuable context to study of brand love intensity because the intensity of love can become more extreme than for products; it has two distinctive features that are theoretically, management and policy relevant; and it is an under-researched context in marketing that is socially and economically significant.
Design/methodology/approach
The authors empirically develop and test a multidimensional hierarchical higher-order measure of the intensity of team love and a model of its drivers and outcomes using a sample of supporter club members of a professional sports team who vary in their intensity of love for the team.
Findings
The results support our measurement model and its distinctive features, especially the importance of the perceived two-way bond fans have with their team. While overall intensity of team love is not related to social influence or on-field performance, as hypothesized, they are related to sub-dimensions of team love, reflecting its multidimensionality. As hypothesized, the intensity of team love and social influence are related to the intention to renew club membership even with increased costs and poor performance and social influence is directly related to word of mouth and game attendance.
Research limitations/implications
The research is limited to the club members of one sports team in a particular sport in one country and one cultural context. Future research opportunities include: extending it to other sports and brand contexts, refining the methodology and addressing other issues highlighted by the research.
Practical implications
The results indicate the limits of management control of team love intensity because it develops over time independently through social processes. However, firms can help facilitate these processes. The social dimensions indicate the need to develop socially, as well as individually-focussed relationship management strategies. Most devoted fans are valuable customers, but some hardcore elements can be dysfunctional and sabotage the brand.
Social implications
Sport is personally, social and economically significant in most cultures and love of a sports team love can be an important glue that binds people and communities. However, the existence of extreme hardcore fans and heated rivalries can also be divisive and pose challenges for social policy. Hence, the need to better understand the factors driving more extreme forms of team love to better inform the development of social policy.
Originality/value
The authors focus on the intensity of brand love rather than its presence and absence as in prior research. The authors develop and test a new hierarchical measure of sports team love intensity and a model of its drivers and outcomes. The sports context is under-researched in marketing but reveals the important role played by dimensions that are obscured in studies of product brand love – its social nature and the perceived reciprocal relation with devoted fans. The results contribute to developing extended theories of brand love, open up new research opportunities and have management and policy implications.
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Steven Kilroy, Karina Van de Voorde, Dorien Kooij and Sophie van den Dungen
The purpose of this study is to investigate if a supportive psychological climate specifically aimed at older workers (i.e. employee perceptions that the organization supports and…
Abstract
Purpose
The purpose of this study is to investigate if a supportive psychological climate specifically aimed at older workers (i.e. employee perceptions that the organization supports and activates older workers) will result in higher levels of older workers' vitality and dedication mediated through increased levels of older workers' perceived organizational support (POS).
Design/methodology/approach
The authors conducted a two-wave survey study among 209 older university employees (aged above 45 years) using structural equation modeling.
Findings
The results revealed that a change in supportive psychological climate is positively associated with a change in vitality and dedication, which was mediated by a change in POS.
Practical implications
Since workforces are aging around the world, one of the most pressing challenges for human resource managers is to find effective strategies to encourage older workers to remain engaged and active members of the workforce for as long as possible. In this study, the authors demonstrate that a supportive psychological climate for older workers is particular important in this regard.
Originality/value
The main contribution of this study is that it identifies the important role of a supportive psychological climate for older workers in predicting older workers engagement i.e. vitality and dedication, while also shedding light on the underlying mechanisms involved.
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