Darija Aleksić, Katarina Katja Mihelič, Matej Černe and Miha Škerlavaj
Drawing on role theory, the purpose of this paper is to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this…
Abstract
Purpose
Drawing on role theory, the purpose of this paper is to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this, it explores a three-way interaction of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity.
Design/methodology/approach
The paper reports a quantitative study of 251 employees from a European company. An online survey was used to collect data. The proposed hypotheses were tested using moderated hierarchical regression analysis.
Findings
Results demonstrate a U-shaped curvilinear relationship between perceived time pressure and creativity. Results further confirm the proposed three-way interaction of perceived time pressure, SWFB, and LMX as joint predictors of creativity.
Research limitations/implications
The cross-sectional research design limits the ability to demonstrate causality. Moreover, the data were collected from a single source causing concern for common method bias. Nonetheless, recent research suggests that common method bias cannot create an artificial interaction effect.
Originality/value
This study is one of the rare attempts to examine a curvilinear relationship between perceived time pressure and creativity. Moreover, it contributes to the work-family literature by providing the first empirical examination of the linkage between SWFB and creativity. Furthermore, the authors find a three-way interaction between time pressure, SWFB and LMX, and creativity. These findings broaden our understanding of how personal and contextual factors interact to foster creativity.
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Darija Aleksić, Kaja Rangus and Alenka Slavec Gomezel
The purpose of this research is to better understand the human aspects of open innovation in small- and medium-sized enterprises (SMEs) by exploring how intrinsic and extrinsic…
Abstract
Purpose
The purpose of this research is to better understand the human aspects of open innovation in small- and medium-sized enterprises (SMEs) by exploring how intrinsic and extrinsic motivation influence enjoyment in helping others, knowledge sharing and knowledge hiding and consequently firms' open innovation.
Design/methodology/approach
We collected data with a survey among CEOs in 140 SMEs and performed confirmatory factor analysis applying structural equation modeling in IBM SPSS AMOS (v. 26).
Findings
Results reveal that intrinsic motivation is positively associated with helping behavior and knowledge sharing and negatively associated with knowledge hiding. We also confirm the positive relationship between extrinsic motivation and knowledge sharing. Moreover, we find that knowledge sharing increases and knowledge hiding decreases the firm-level open innovation. Especially in high-tech industry, knowledge sharing is a vital determinant of open innovation.
Originality/value
Responding to the calls for a deeper understanding of the individual-level factors that determine organization-level open innovation, in this research we focus on the human aspect of open innovation in SMEs. Open innovation is a widely recognized and implemented concept among large corporations and facilitates better understanding of new technological and market developments both within and outside of organizations. However, understanding of the microfoundations of open innovation in smaller firms is still limited, but this steam of research is growing rapidly.
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Grazia Garlatti Costa, Darija Aleksić and Guido Bortoluzzi
The purpose of this paper is to investigate the inverted U-shaped relationship that exists between exploitative leadership styles and innovation implementation. In addition…
Abstract
Purpose
The purpose of this paper is to investigate the inverted U-shaped relationship that exists between exploitative leadership styles and innovation implementation. In addition, drawing on the social cognitive theory, the paper explores the effect of the three-way interaction between exploitative leadership style (ELS), work–family balance (WFB) and family-friendly workplace practices (FFWPs) on innovation implementation.
Design/methodology/approach
A quantitative study of 440 employees from 38 medium and large companies based in Italy and Croatia was conducted, using an online survey. The proposed hypotheses were tested using hierarchical regression analysis.
Findings
The results show that there is an inverted U-shaped curvilinear relationship between ELS and innovation implementation. Furthermore, the findings support the existence of the three-way interaction suggesting that the combination of high-level WFB and high-level FFWPs strengthens the relationship between ELS² and innovation implementation.
Originality/value
This is the first contribution that examines a curvilinear relationship between ELS and innovation implementation. Additionally, it contributes to the work–family literature by providing the first empirical examination of the joint impact of WFB and FFWPs in enhancing innovation implementation. Our results suggest that individuals who perceive a high level of WFB and who work in an organization with family-friendly practices are more accepting of an exploitative leader, and that the positive feelings from the family domain encourage the implementation of innovation. These results may change the attitudes of managers, encouraging them to consider WFB and FFWPs as important for the implementation of innovation.
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The purpose of this paper is to examine the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover…
Abstract
Purpose
The purpose of this paper is to examine the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country.
Design/methodology/approach
This study examined the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country.
Findings
While work-family enrichment was significantly and positively related to job satisfaction, family-work enrichment was not. A similar pattern was observed for conflict, whereby only work-family conflict exhibited a positive relation to job satisfaction. Moreover, job satisfaction partially mediated the relationships between work-family interface and turnover intentions. The results revealed indirect effects of work-family enrichment and work-family conflict on turnover intentions.
Originality/value
This study is unique because it tested the relationships among the negative and positive sides of the work-family interface and job attitudes in a transition country in CEE, an underrepresented cultural context in the work-family literature. Furthermore, it tested the direct and indirect effects of work-family interface on turnover intentions. In addition, it provided evidence of the significance of same-domain effects and insignificance of cross-domain effects.