Miguel Pina e Cunha, António Nogueira Leite, Arménio Rego and Remedios Hernández-Linares
This paper aims to discuss the work of non-executive directors (NEDs) as inherently paradoxical. Paradox refers to the presence of persistent contradictions between interdependent…
Abstract
Purpose
This paper aims to discuss the work of non-executive directors (NEDs) as inherently paradoxical. Paradox refers to the presence of persistent contradictions between interdependent forces. Those persistent tensions are explored, and approaches are indicated to stimulate the adaptive use of paradoxes as forces of innovation and renewal.
Design/methodology/approach
This conceptual approach can be read as an invitation for corporate governance scholars to embrace the logic of paradox to expand the understanding of this topic. Paradox is not conceptualized as an alternative to dominant structural views, including board composition, but as a complementary conceptual perspective, a meta-theoretical lens to shed light on the tensions inherent to governance.
Findings
The authors propose that paradox theory offers a fresh conceptual lens to study the role of NEDs. This approach may help NEDs to turn tensions and paradoxes visible to develop a rich understanding of their work, as well as helping them navigate the complexities of organizing, a process rich in inherent paradoxicality.
Originality/value
Organizational paradox theory is a bourgeoning field of study, but the conceptual lens of paradox has still been underexplored in the study of corporate governance.
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María Obeso, Remedios Hernández-Linares, María Concepción López-Fernández and Ana María Serrano-Bedia
The purpose of this paper is twofold. First, it aims to analyze the individual influence of different knowledge management practises (KMP) on firm performance. Second, it aims to…
Abstract
Purpose
The purpose of this paper is twofold. First, it aims to analyze the individual influence of different knowledge management practises (KMP) on firm performance. Second, it aims to analyze the mediating role of organizational learning (OL) between each KMP and performance.
Design/methodology/approach
A telephone-survey was applied in 2018 to the managers of 400 Spanish firms. The data retrieved was analyzed by using multiple regression analysis.
Findings
Knowledge generation (KG) and knowledge flow (KF) promote firm performance, while there is not a direct association between knowledge storage and performance. OL mediates the relationship between KG and performance, as well as between KF and performance.
Research limitations/implications
First, this research confirms that not all the KMP have a direct effect on firm performance, thus, future research would need to differentiate between different KMP. Second, this paper is pioneering in providing empirical evidence that OL mediates the KMP – performance relationship. Third, the empirical study was performed in a context non-researched yet by the literature considering KMP individually: Spain.
Practical implications
First, besides the results managers should focus their efforts in practises related to KG and application. Second, OL mediating suggests that managers should invest in managerial commitment to promote a shared culture, shared vision, open-mind to new ideas and a lot of dialogue.
Originality/value
This is the first study that investigates how KMP contribute to firm performance by incorporating the mediating impact of OL. The results will help organizations to identify the KMP improving the performance.
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Miguel Pina e Cunha, Maria João Soares Leitão, Stewart Clegg, Remedios Hernández-Linares, Horia Moasa, Kathleen Randerson and Arménio Rego
The purpose of the study is to explore inductively the unique paradoxical tensions central to family business (FB) and to analyze how FB's members face these tensions and their…
Abstract
Purpose
The purpose of the study is to explore inductively the unique paradoxical tensions central to family business (FB) and to analyze how FB's members face these tensions and their implications in the personal and professional realms.
Design/methodology/approach
A multiple-case study with 11 parent–offspring dyads from Portuguese FBs was conducted putting the focus on the micro-level interactions.
Findings
The slopes of roles and relationality in FBs produces three persistent sets of tensions around cognition, emotion and action. These tensions exist in a paradoxical state, containing potentiality for synergy or trade-off.
Originality/value
Our study is the first to empirically demonstrate that paradoxical tensions between parent and offspring are interrelated, by emphasizing the uniqueness of FB as a paradoxical setting and offering insights to negotiating of these singular paradoxes.
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Remedios Hernández-Linares, Vanessa Diaz-Moriana and Valeriano Sanchez-Famoso
It has long been known that family firms have a high mortality rate and that increasing these firms' survival rate is one of the most difficult challenges faced by both public…
Abstract
It has long been known that family firms have a high mortality rate and that increasing these firms' survival rate is one of the most difficult challenges faced by both public policies and scholars. While most policies and researchers have focused on the business side, in recent years, more attention has been paid to the family sphere. This chapter goes one step further by not focusing on one side or another of this binomial, but on the relationship between both. In particular, we analyze the paradoxes emerging between the different inter- and intragenerational dyads that coexist in family firms (mother-daughter, father-son, mother-son, father-daughter, brother-sister, wife-husband, etc.) to open new lines of debate and propose new basis for the establishment of family firms-targeted public politics. We propose policies that will help family decision-makers to manage unique paradoxes that characterize family businesses.
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Alisha Rath and Lalatendu Kesari Jena
The competency trap can occur when organizations become resistant to change due to their existing competencies, leading to a culture of complacency and hindering adaptability and…
Abstract
Purpose
The competency trap can occur when organizations become resistant to change due to their existing competencies, leading to a culture of complacency and hindering adaptability and innovation. This paper aims to understand this trap and its hindrance to organizational learning and knowledge acquisition. The study aims to integrate employee well-being into knowledge management (KM) strategies to overcome obstacles and demonstrate its significant contribution to effective KM and improving overall organizational health.
Design/methodology/approach
A systematic literature review (SLR) process was used in this research, with the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) protocol used to scrutinize articles for review. Only 50 peer-reviewed articles from 2000 to 2023 that focused on KM and employee well-being were included for review.
Findings
Organizations can tackle the competency trap by managing knowledge effectively and prioritizing employee well-being. When considered for effective KM, the PERMA (positive emotions, engagement, relationship, meaning and accomplishment) facets of well-being strategically supports knowledge sharing and sustainable organizational change through KM.
Practical implications
Focusing on PERMA facets of well-being in KM, an organization can emphasize employees' sense of achievement, addressing the competency trap to build a culture of knowledge sharing. This approach benefits professionals in developing an effective KM system.
Originality/value
This paper addresses the challenge of the competency trap, which has gained less academic attention, and explores KM from a well-being perspective.