Paul C. Endrejat and Simone Kauffeld
Motivational interviewing (MI) is a collaborative communication style designed to help clients achieve desired behavior changes. MI includes communication methods along with a…
Abstract
Purpose
Motivational interviewing (MI) is a collaborative communication style designed to help clients achieve desired behavior changes. MI includes communication methods along with a mindset that avoids attempting to impose behavior change. Relying on the conservation of resources theory, this research report argues that learning MI helps practitioners communicate more effectively and preserve their own psychological health resources.
Design/methodology/approach
We tested whether MI training resulted in beneficial effects on practitioners' resilience and burnout (i.e. exhaustion and disengagement), surveying participants (N = 42) from various disciplines who learned MI at a training institute. Subjects received a questionnaire before and one month after MI training. The post-training questionnaire also assessed whether participants applied the training content in practice.
Findings
The results revealed that the training reduced participants' disengagement. Practical application was a predictor for this decrease as well as an increase in resilience.
Research limitations/implications
Due to the small sample size and self-reported data, this paper should be considered an experimental study that could inspire future research in this area, using more elaborate research designs.
Practical implications
Learning MI not only helps in facilitating behavior change in clients but also in bolstering practitioners' own resources. MI novices should aim to apply their newly acquired skills.
Originality/value
This study is among the first to explicitly hint at the possibility that learning MI helps practitioners preserve their psychological resources.
Details
Keywords
This study, first, examines whether a low culture person–organization (P-O) fit reduces job satisfaction and organizational citizenship behavior (OCB). Second, the author…
Abstract
Purpose
This study, first, examines whether a low culture person–organization (P-O) fit reduces job satisfaction and organizational citizenship behavior (OCB). Second, the author investigates how an organization's current innovation culture affects employees' attitudes and behaviors. Third, the author focuses on the interplay between leadership and organizational culture by testing whether supervisors' intellectual stimulation can mitigate the negative effects of a low innovation culture.
Design/methodology/approach
Data were collected via online questionnaires from 135 employees. Using the organizational culture assessment inventory, employees described their current and their preferred organizational culture and rated their supervisors' behavior.
Findings
Current-preferred culture discrepancies and a low innovation culture were associated with lower job satisfaction. The negative effect of a low innovation culture on employees' satisfaction was moderated by supervisors' intellectual stimulation (i.e. employees working in a low innovation culture are more satisfied when they have a stimulating supervisor). If employees' preference regarding the desired culture differed from those of their colleagues, they reported less OCB. Intellectual stimulation exacerbated this effect.
Research limitations/implications
The author relied on self-reported cross-sectional data.
Practical implications
Actions are needed to ensure that the current culture and the preferred culture align and that employees agree on how the organizational culture should develop. Unless followers prefer different cultures than their colleagues, supervisors should show intellectual stimulation, especially in a culture whose norms do not support innovation.
Originality/value
The author emphasizes the positive consequences of a culture P-O fit and contributes to the much needed knowledge regarding the interplay between organizational culture and leadership behaviors on employees' attitudes and behaviors.
Details
Keywords
Rahul Mishra, B. Koteswara Rao Naik and Rakesh D. Raut
Although the research promotes deploying renewable energy technologies (RETs) due to their inherently eco-friendly characteristics, consumer acceptance is relatively low, making…
Abstract
Purpose
Although the research promotes deploying renewable energy technologies (RETs) due to their inherently eco-friendly characteristics, consumer acceptance is relatively low, making RETs acceptance a subject of interest for most recent research. This systematic study aims to integrate and synthesize earlier research on the acceptance of RETs, assessing state-of-the-art and painting a complete picture of the consumer's adoption intention.
Design/methodology/approach
A systematic literature review and bibliometric analysis on the topic of RETs acceptance have been conducted to understand the spectrum of theoretical and methodological methods used in the past, as well as how the users perceive and react to the adoption of it.
Findings
The study of selected 70 research articles showed the role of technology, consumer acceptance and decision-making process as factors influencing the acceptance of RET. The findings suggest that it is crucial to comprehend these factors since users' opinions significantly affect the acceptance and use of renewable technologies.
Practical implications
This paper reviews the research on adopting RETs and identifies factors influencing it. The study further endorses that technology like digitalization can promote the acceptability of renewable energy sources and, inadvertently, assist managers and policymakers in managing business models and making better decisions for sustainable investments.
Originality/value
Research on accepting RETs by integrating the social and technological components is still in its infancy. This study is a novel attempt to identify broad patterns of RETs that can improve communication between decision-makers, technologists and users and aid in the switch to a sustainable energy transition.