Search results

Organizational change is usually stressful and destabilizing for employees, for whom coping with the induced stress is primordial to commit to the change. This paper aims to unravel how and when change recipients can enact different coping strategies and, ultimately, manifest different forms of commitment to change.

We propose a theoretical model that identifies challenge appraisal and hindrance appraisal as two primary appraisals of organizational change that fuel, respectively, proactive and preventive coping strategies and, indirectly, affective and normative forms of commitment to change. Moreover, this framework suggests that coping strategies and commitment are influenced by the secondary appraisal of two vital resources – resilience and POS – allowing individuals to react effectively to primary change-related appraisals. Finally, the relationship between coping strategies and the components of commitment to change is proposed to be moderated by employees' regulatory focus.

Using appraisal theory and conservation of resources theory as guiding frameworks, our integrated model describes the antecedents, processes and boundary conditions associated with coping with the stress of organizational change and how they ultimately influence commitment to it.

This is the first theoretical paper to identify a conditional dual path to disclose the different reactions that change recipients can manifest in response to the stressful aspects of organizational change.

Behavioural outcomes of empowerment are not often studied comprehensively and in a specific manner in the literature. The purpose of this paper is to test a research model that specifies how two empowering conditions (empowering leadership and job autonomy) influence specific behavioural outcomes expected from empowered subordinates (discretionary-empowered behaviours and participation in decision making). A mediated model through psychological empowerment is hypothesised.

A cross-sectional questionnaire study relying on 141 dyads of subordinates-supervisors was conducted. Subordinates provided information on psychological empowerment and empowering leadership, while supervisors assessed job autonomy and behavioural outcomes.

Structural equation modelling analyses lent partial support to the hypothesised model. Psychological empowerment completely mediated the relationships between empowering leadership and behavioural outcomes. However, psychological empowerment was a partial mediator of the relationships between job autonomy and behavioural outcomes. A strong direct link was found between job autonomy and participation in decision making.

This study enables to extend the empowerment literature by showing how job design and leadership factors contribute to boost two types of specific empowered behaviours. The contribution is particularly original in the case of subordinates’ participation in decision making that is not often considered as a subordinate’s empowered behaviour.

This study aims to shed light on the relationship between gender diversity and group performance by considering the moderating role of relative cultural distance. Drawing from the categorization–elaboration model (CEM), the authors hypothesize that gender-diverse collaborative learning groups perform better when a low level of relative cultural distance in country-level individualism–collectivism or power distance exists among group members.

To test this hypothesis, the authors conducted a study on 539 undergraduate students organized into 94 groups. The assessment of group performance was based on scores given by external raters.

The authors found that relative cultural distance significantly moderated the gender diversity–group performance relationship such that gender diversity was positively related to group performance when the collaborative learning group included members who similarly valued individualism–collectivism or power distance (i.e. relative cultural distance was low) and was negatively related to group performance when the collaborative learning group comprised members who differently valued individualism–collectivism or power distance (i.e. relative cultural distance was high).

This study contributes to understanding when gender diversity is positively associated with group performance by expanding the range of previously examined diversity dimensions to include relative cultural distance in country-level individualism–collectivism and power distance.

The purpose of this paper is to propose and test a theoretical model linking individual perceptions of participative leadership style and managerial practices (i.e. teamwork and information sharing) to individual innovative behavior through the mediating mechanisms of: perceptions of team support for innovation and team vision; and psychological empowerment.

Self-report data were collected from 394 employees working in five organizations. Structural equation models were conducted to empirically test the hypothesized research model.

As hypothesized, participative leadership, teamwork and information sharing positively predicted perceptions of team support for innovation and team vision, which in turn fostered psychological empowerment. The latter was further positively associated with innovative performance.

The results of the present study inform management of the group processes (i.e. team vision and support for innovation) that can mobilize employees to engage in effective innovative activities. Importantly, the findings indicate that for such processes to be developed and nurtured, teamwork activities should be promoted within work groups, effective communication systems should be implemented throughout the organization, and participatory skills should be developed among supervisors.

The study represents one of the first attempts to investigate the perceived group and psychological processes that can explain how managerial practices and leadership style jointly benefit employee innovative behavior.

This study aims to analyse the current trends and set the future research agenda in employee-level innovative work behaviour (IWB) research.

A portfolio of 910 publications on IWB collected from the Scopus database was systematically analysed using different bibliometric techniques.

Based on the performance analysis and science mapping of innovative work behaviour research, the study identifies the most prolific sources of IWB publications and lists several future research directions.

This paper could serve as one-stop information that may facilitate transdisciplinary endeavours by assisting scholars and practitioners in identifying peer-recognised publications and scholarly communities.

This study aims to look at the current state of academic research on innovative work behavior (IWB) and how far it has progressed by using key performance analysis and science mapping techniques of bibliometric analysis.

This study has analyzed 246 publications from Web of Science database on IWB from 1989 to 2021. Data were analyzed using MS Excel and VOSviewer.

There has been a rise in the number of academic studies on IWB during the past decade. In addition, it was discovered that a significant percentage of papers had multiple authors working together on them and that collaborations between institutes in Asia and the developed world are taking place.

IWB research trends and trajectories may be assessed to enable academics and practitioners better understand the current and future trends and research directions. Future studies in this field might use the findings as a starting point to highlight the nature of the topic.

Bibliometric techniques provide a far more comprehensive and reliable picture of the field. This article has the potential to serve as a one-stop resource for researchers and practitioners seeking information that can aid in transdisciplinary endeavors by leading them to recognized, peer-reviewed papers, journals and networks.

Medical training is a foundation on which better health care quality has been built. Freshly graduated doctors have required a good knowledge of practical competencies, which demands the importance of medical training activities. As of this, we propose a methodology to discover a process model for identifying the sequence of medical training activities that had implemented in the installation of a Central Venous Catheter (CVC) with the ultrasound technique. A dataset with twenty medical video recordings were composed with events in the CVC installation. To develop the process model, the adoption of process mining techniques of infrequent Inductive Miner (iIM) with a noise threshold value of 0.3 had done. A combination of parallel and sequential events of the process model was developed. Besides, process conformance was validated with replay fitness value about 61.1%, and it provided evidence that four activities were not correctly fit in the process model. The present study can assist upcoming doctors involved in CVCs surgery by providing continuous training and feedback on better patient care.

The purpose of this paper is to understand why the neo‐Thomist natural law approach to social economics does not represent a trustworthy epistemological reference for the current social economists but, rather, definitively belongs to the past history of economics.

The approach ventures beyond an epistemological, methodological, and historical analysis of the causes that led to the rediscovery of Thomism, its golden age, and its abandonment. The theoretical and practical contents of the neo‐Thomist natural law approach to social economics are also carefully examined in order to identify its originality.

From this study, it clearly emerges that the modern conception of economics as a value‐free and context‐independent science is due to historical facts and ideological convictions and not to evidence in nature. This study also demonstrates that the disappearance of the neo‐Thomist natural law approach from the social economics debate is basically attributable to political, scholarly, and ecclesiastical factors and not to the loss of scientific reliability.

The treatment of the neo‐Thomist school is deployed in general terms with special reference to the principal scholars, Taparelli, Liberatore, and Leo XIII. In order to focus on the paper's aim, the author has not explored the particularity of each neo‐Thomist author's thought.

The practical desirability is to always render economists more aware of the fact that the societal and ethical context significantly mattered and continues to matter in the elaboration process of the economic theories.

The novelty consists of the attempt to explain the theoretical and practical reasons that historically and currently determine the sharp separation between the neo‐Thomist natural approach tradition and the social economics theory.

This paper examines the effect of intellectual capital (IC) and market capitalization (MC) on corporate investment decisions (ID) through the mediating and moderating effects of knowledge/information sharing (KS) and the Covid-19 pandemic.

With the use of SPSS 26 and SmartPLS version 3.0, the partial least square structural equation modelling (PLS-SEM) technique is employed with 1,036 observations to examine the effects.

Our findings show that IC and social interactions (SI) have a positive effect on KS. KS affects positively both MC and ID. KS has the mediating and moderating effects while the Covid-19 has the moderating impact on ID.

This research suggests that company leaders should understand the important role of IC and MC in enhancing ID through KS. They should pay attention to MC to enhance their investment and SI among employees, partners, consumers and authorities should be encouraged.

This research contributes to the existing literature by employing the perceptual scale to examine the effect of IC and MC, the mediating and moderating effects of KS, and analyze the moderating role of the Covid-19 on ID. It also expands the current models by including the Covid-19 and MC to clarify the ID determinants. New measurements of MC and the Covid-19 constructed are also another contribution.