José Luís Lopes and Leonardo Fernando Cruz Basso
This study aims to present a bibliometric analysis combined with a systematic review of the empirical literature to verify whether the relationship between the impact of…
Abstract
Purpose
This study aims to present a bibliometric analysis combined with a systematic review of the empirical literature to verify whether the relationship between the impact of eco-innovation and the financial performance of companies is corroborated.
Design/methodology/approach
This study uses bibliometric analysis and systematic review methods on 122 articles from Web of Science, Scopus and Science Direct, combining quantitative frequency and co-citation analysis with a qualitative exploration of themes in eco-innovation research.
Findings
In their research on eco-innovation, the authors found that there is a need to better understand the impact of eco-innovation on companies’ financial performance in the knowledge gaps.
Research limitations/implications
Research on eco-innovation identifies knowledge gaps and directions for future studies exploring environmental strategies to boost corporate commitment to sustainability.
Originality/value
This study finds that eco-innovation is decisive for enhancing operational performance and understanding its effect on companies’ financial outcomes, offering perspectives on how environmental practices influence organizational finance.
Details
Keywords
Constantin Bratianu, Dan Paiuc and Laura Brancu
This article aims to delve into the connections between DNA, cultural intelligence (CQ) and knowledge dynamics (KD) as native ingredients of the global mindset of multicultural…
Abstract
Purpose
This article aims to delve into the connections between DNA, cultural intelligence (CQ) and knowledge dynamics (KD) as native ingredients of the global mindset of multicultural managers and leaders. Cognitive science and knowledge management researchers show that business process decision-making is not entirely rational, based on explicit knowledge. They depend on the dynamics of rational, emotional and spiritual knowledge fields and on the capacity to integrate those dynamics into cultural intelligence. Most business process management studies show that managerial competencies depend on native and educational components. The literature usually addresses the developing process of those competencies through educational programs and leaves a knowledge gap concerning their native ingredients.
Design/methodology/approach
We designed an integrated research approach containing a critical literature review, supported by a bibliometric analysis using VOSviewer and a quantitative analysis derived from questionnaires and their statistical processing using SPSS, version 28. Based on VOSviewer variant 1.6.20, the bibliometric approach is used to understand the intricate correlation between DNA, CQ and KD, while the quantitative analysis is rooted in a questionnaire’s results from a sample of 101 managers with cross-cultural experience.
Findings
The analysis reveals that DNA diversity can play a notable role as a vector and predictor of CQ and KD. The results demonstrate the connection between geo-genetic diversity, CQ and the ability to be effective in multicultural business environments. Furthermore, the study highlights the impact of DNA on knowledge dynamics, revealing how geo-genetic variations impact the transfer and transformation of knowledge within sociocultural contexts—with implications for organizational behavior and cross-cultural and multicultural management.
Research limitations/implications
This study may encounter limitations in establishing a direct and unique causal relationship between DNA, cultural intelligence and knowledge dynamics, as the complex interplay of various factors, such as individual experiences, social environment and education, could influence the interpretations of the findings. Additionally, generalizing the results across diverse populations would be challenging due to the potential ethnic and geographic variations in genetic and cultural contexts (Alexander et al., 2021). Also, for future research, we could reverse the process and measure a self-reported CQ before the DNA test in order to avoid any potential cultural bias or extended perception. Business process management within a multicultural environment is strongly nonlinear and more complex models should be developed to reveal the inner correlations between main constructs.
Practical implications
This research extends beyond academia into practical domains such as organizational behavior, cross-cultural and multicultural leadership, and sustainable business processes. Acknowledging the role of genetic diversity in these phenomena encourages further inquiry, prompting scholars and practitioners to investigate the organization’s concrete ways to increase creativity and innovation, adaptability and resilience toward successful navigation in the international business environment based on diversity, inclusion and global mindset.
Social implications
Comprehending the genetic underpinnings of cultural intelligence and knowledge dynamics has potential implications for various fields, such as education, cross-cultural communication and even policy-making. By acknowledging and harnessing the influence of genetic diversity in these domains, we aim to create more inclusive and opportunity-rich environments that foster intercultural learning and cooperation. We also aim to generate more sustainable business approaches based on flexibility, continuous learning and cultural adaptation.
Originality/value
Previous literature mainly concentrated on environmental and individual factors acting on CQ and KD; however, this study is focused on uncovering DNA’s influence on these concepts and topics. The originality of this study lies in challenging conventional views on CQ and KD by introducing genetic factors to understand individual differences. Recognizing the impact of diverse genetic roots on CQ and KD, this paper emphasizes values like respect for the culture and historical background, understanding others' values, diversity and inclusion, and learning and agilely adapting. These vectors are the foundation for modern business processes in multicultural environments.
Details
Keywords
The present research aims to analyze the mediating role of proactive behavior in linking perceived team reflexivity to perceived employability and career satisfaction.
Abstract
Purpose
The present research aims to analyze the mediating role of proactive behavior in linking perceived team reflexivity to perceived employability and career satisfaction.
Design/methodology/approach
A structural equation model was conducted, using a two-wave survey with managers in a regional bank in Japan (n = 408).
Findings
This study found that proactive behavior fully mediated between perceived team reflexivity and perceived employability, and that proactive behavior partially mediated between perceived team reflexivity and career satisfaction.
Research limitations/implications
As proactive behavior, perceived employability and career satisfaction were evaluated at time 2, future research needs to perform a three-wave survey to assess these variables separately.
Practical implications
Organizations should note that the practicality of team reflection can be an effective measure for enhancing employees’ proactive behavior, employability and career satisfaction.
Originality/value
The present research contributes to the existing literature by identifying the role of perceive team reflexivity in enhancing employees’ career-related well-being through proactive behaviors.