Search results

This paper aims to investigate employee well-being in relation to office landscapes in a post-relocation context. The aims are to identify spatial attributes of the office landscape that influence employee well-being and underlying contextual factors that explain employee well-being post-relocation.

A mixed-method approach was adopted. The data collection involved 16 semi-structured interviews with employees, an interview with the leading architect of the office renovation, study of a dossier on the renovation project and observations.

Most of the informants experienced the new office landscape positively despite few shortcomings. Spatial attributes were identified that influenced the informants’ well-being positively in terms of affects, satisfaction, social relations and environmental mastery. Conversely, negative influences on well-being were also reported regarding affects, satisfaction and environmental mastery. Conflicting views on some of the spatial attributes and contextual factors related to the planning process and the former office landscape were identified.

The value of this paper lies in investigating the office landscape at the spatial attributes level, despite office type, and their influence on hedonic and eudaimonic components of employee well-being. The research approach adopted proved its usefulness for in-depth studies of the interrelations between office landscapes and employee well-being.

The purpose of this study is to investigate the influence of work-related value conflicts on information security in two organisations in nuclear power production and related industry.

A mixed-methods design was applied. Individual interviews were conducted with 24 employees of two organisations in Sweden and questionnaire data on information security climate were collected from 667 employees (62%) in the same two organisations.

The qualitative part of the study identified five different types of value conflicts influencing information security behaviour. The quantitative part of the study found that value conflicts relating to information security had a negative relationship with rule-compliant behaviour. The opposite was found for participative security behaviour where there was a positive relationship with value conflicts. A high climate of information security was positively related to both rule-compliant and participative information security behaviour. It also moderated the effect of value conflicts on compliant information security behaviour.

This paper highlights organisational contextual conditions that influence employees’ motivation and ability to manage value conflicts relating to information security in a high-risk industry. It also enables a better understanding of the influence of the information security climate on information security in the presence of value conflicts in this type of industry.

The purpose of this paper is to investigate the relations among job resources, value conflicts, information security climate and information security behaviour in the nuclear industry.

Longitudinal questionnaire data on information security climate and psychosocial working conditions were collected from two organisations in Sweden (response rate 62% and 59%, respectively).

A high occurrence of value conflicts decreased the participative information security behaviour, while psychosocial job resources and high job demands had positive effects on such behaviour. High rule-compliant information security behaviour led to fewer perceived value conflicts. When job resources were high, high job demands had a positive effect on rule compliance. Information security climate had a strong and positive cross-sectional relationship with information security behaviour but no longitudinal influence on behaviour. This suggests that the time interval, one year between measurements, may have been too long and events between measurements may have masked the causal process.

As one of very few longitudinal studies of information security, this study illuminated causal relationships regarding information security behaviour that have not been possible to identify in previous cross-sectional research. This enables better understanding of psychosocial phenomena and processes of importance for information security. This study does not provide conclusive results but indicates new important directions for research.

The purpose of this study is to explore how effective new venture teams are developed in venture creation programmes.

This paper presents a multiple case study focusing on the development of effective new venture teams. Semi-structured interviews with 15 new venture teams from two different venture creation programmes were conducted and an abductive analysis approach was used.

Three key phases of the development of an effective new venture team are identified: (1) establishing a foundation for collaboration, (2) structuring the teamwork and (3) adapting to changes. Key activities undertaken by effective new venture teams in each phase are explicated. The findings suggest that new venture teams that are able to establish a foundation for team collaboration and teamwork structuring have the capacity to persevere through the challenges inherent in emerging ventures.

This study offers a much-needed practical perspective about how effective new venture teams are developed in venture creation programmes, and how venture creation programme educators can facilitate the development of effective new venture teams. For educators, these findings provide important insights about team-based learning in entrepreneurship education.

This paper aims to examine the individual and combined effects of organisational and behavioural factors on employees’ attitudes and intentions to establish an information security policy compliance culture (ISPCC) in organisations.

Based on factors derived from the organisational culture theory, social bond theory and accountability theory, a testable research model was developed and evaluated in an online survey that involves the use of a questionnaire to collect quantitative data from 313 employees, from ten different organisations in Ghana. The data collected were analysed using the partial least squares-structural equation modelling approach, involving the measurement and structural model tests.

The study reveals that the individual measures of accountability – identifiability (2.4%), expectations of evaluation (38.8%), awareness of monitoring (55.7%) and social presence (−41.2%) – had weak to moderate effects on employees’ attitudes towards information security policy compliance. However, the combined effect showed a significant influence. In addition, organisational factors – supportive organisational culture (15%), security compliance leadership (2%) and user involvement (63%) – showed positive effects on employees’ attitudes. Further, employees’ attitudes had a substantial influence (65%), while behavioural intentions demonstrated a weak effect (24%) on the establishment of an ISPCC in the organisation. The combined effect also had a substantial statistical influence on the establishment of an ISPCC in the organisation.

Given the findings of the study, information security practitioners should implement organisational and behavioural factors that will have an impact on compliance, in tandem, with the organisational effort to build a culture of compliance for information security policies.

The study provides new insights on how to address the problem of non-compliance with regard to the information security policy in organisations through the combined application of organisational and behavioural factors to establish an information security policy compliance culture, which has not been considered in any past research.

Wellness has moved beyond its original emancipatory roots to become a mechanism for self-optimisation. In this chapter, the authors examine how wellness transforms or ‘wellness washes’ pleasurable practices into rationalised and instrumentalised ones. The authors argue that one of the key drivers of ‘wellness washing’ is the entanglement of wellness with and in contemporary workplaces. In advance of this analysis, the authors examine digital pleasures, ASMR and digital drugs to examine how pleasures mediated and afforded by the screen are ‘wellness washed’ to better position them as normative cultural practices.

The aim of this study was to explore the organizational and social prerequisites for employees' participative and rule-compliant information security behaviour in Swedish nuclear power production and its related industry. These industries are high-risk activities that must be meticulously secured. Protecting the information security in the related organizations is an essential aspect of this.

Individual in-depth interviews were conducted with 24 employees in two organizations within the nuclear power industry in Sweden.

We found that prerequisites for employees' participative and rule-compliant information security behaviour could be categorized into structural, social and individual aspects. Structural aspects included well-adapted rules, knowledge support and resources. Social aspects included a supportive organizational culture, collaboration and adequate resources, and individual aspects included individual responsibility.

The qualitative approach of the study provided comprehensive descriptions of the identified preconditions. The results may thus enable organizations to better promote conditions important for information security in a high-risk industry.

The purpose of this research is to present a model for values‐based sustainable service business grounded in the concept of values‐based service quality.

Based on a literature review and interpretations of five narratives from a values‐driven company, IKEA, the paper proposes a model of values‐based service quality for sustainable service business.

The study distinguishes four dimensions of values‐based service quality and five dimensions of sustainability. These are all incorporated in the proposed model.

This is a fundamental study of the role of values‐based service quality in creating sustainable service business based on value‐in‐use for customers and the desirable values of corporate culture with which products and services are associated.

William J. Baumol was one of the most prolific economists of his generation, analyzing a broad range of central economic issues addressing real problems of the world. In this essay, we present and critically evaluate Baumol’s research contributions in entrepreneurship economics and point to areas for future research. Baumol contributed an impressive number of important insights, increasing our understanding of entrepreneurship from both a macro and a micro perspective. He also devoted a large part of his writings to discussing public policy, linking his theoretical insights with policy issues in practice. His analyses are rooted in contemporary mainstream neoclassical economics, and one of his main objectives was to integrate the entrepreneur into this tradition. Today, Baumol is best known for his tripartite distinction between productive, unproductive, and destructive entrepreneurship and his associated idea that the institutional framework, “the rules of the game,” will determine how entrepreneurs allocate their time and effort across different – productive or unproductive – activities. An institutional environment that encourages productive entrepreneurship and spontaneous experimentation while disincentivizing unproductive activities becomes, through this insightful lens, the driving force of economic growth. As an economist, Baumol was knowledgeable and well acquainted with earlier scholars and their writings about entrepreneurship. Baumol’s writings were greatly inspired by Joseph Schumpeter’s views on entrepreneurship, and he made several attempts to formalize Schumpeter’s concept of the innovative entrepreneur. Baumol was in all senses an innovative contributor to entrepreneurship economics. His work has inspired the research community of entrepreneurship scholars, but like all great scientists, he also encountered criticism. His effort to integrate entrepreneurship into the mainstream theory of the firm was only partly successful.