Scott Dynes, M. Eric Johnson, Eva Andrijcic and Barry Horowitz
This paper presents a method for estimating the macro‐economic cost of a firm‐level information system disruption within a supply chain.
Abstract
Purpose
This paper presents a method for estimating the macro‐economic cost of a firm‐level information system disruption within a supply chain.
Design/methodology/approach
The authors combine field study estimates with a Leontief‐based input‐output model to estimate the macro‐economic costs of a targeted internet outage that disrupts the supply chain.
Findings
The authors find that supply chain vulnerability or resiliency to cyber disruptions is not necessarily dependent on the types of technology employed, but rather how the technology is used to enable supply chain processes and the type of attack experienced. The authors find that some supply chains like oil and gas could be significantly impacted by certain cyber disruptions. However, similar to other causes of supply chain disruptions such as labor disputes or natural disasters, the authors find that firms can be very resilient to cyber disruptions.
Research limitations/implications
The validity of the approach is limited by the accuracy of parameters gathered through field studies and the resolution of government economic data.
Practical implications
Managers should examine how information technology is used to enable their supply chain processes and develop capabilities that provide resilience to failures. Lean supply chains that focus on minimizing inventory may be more vulnerable to major information system failures unless they take special steps to build resilience.
Originality/value
This paper provides a new approach to estimating economic vulnerability due to supply chain information failures.
Details
Keywords
Yongzheng Qu, Wen Wu, Fangcheng Tang, Haijian Si and Yuhuan Xia
The purpose of this study is to advance and test a new construct, harmony voice. Furthermore, according to the social influence theory, the relationship between zhongyong, an…
Abstract
Purpose
The purpose of this study is to advance and test a new construct, harmony voice. Furthermore, according to the social influence theory, the relationship between zhongyong, an essential Confucian orientation mode and voice behavior, and the moderating role of coworker’s regulatory focus (promotion focus and prevention focus) has been examined.
Design/methodology/approach
A field study has been designed to test our hypotheses. We used samples of 291 employee–coworker dyads from a variety of organizations in China to test this study’s hypotheses.
Findings
The results of this empirical study show that zhongyong is positively related to harmony voice. Coworkers’ promotion focus strengthens the positive effect of zhongyong on harmony voice, and coworkers’ prevention focus weakens the positive effect of zhongyong on harmony voice.
Research limitations/implications
Traditionally defined voice and harmony voice might cause different risks to the voicer. However, how and what kinds of risks may be differently caused by these two types of voice behaviors have not been examined in this study. Future empirical research can explore the different effects of traditionally defined voice and harmony voice.
Practical implications
Managers responsible for managing Chinese employees should notice the difference in some important ways of thinking between Easterners and Westerners. Specifically, zhongyong may direct people to express issues related to work in ways that are different from those of their Western counterparts. Harmony voice can benefit the Chinese organization without disrupting organizational development.
Social implications
By examining the relationship between zhongyong and harmony voice, we contribute to identifying antecedents of voice by using an emic research perspective.
Originality/value
We made significant theoretical contributions to voice literature. We developed the construct of harmony voice, and we examined the relationship between zhongyong and voice.
Details
Keywords
Jennifer A. Harrison, Marie-Hélène Budworth and Thomas H. Stone
As workplaces and relationships evolve with increasing complexity, co-worker dynamics have become a key concern for HR managers and scholars. An important yet overlooked aspect of…
Abstract
Purpose
As workplaces and relationships evolve with increasing complexity, co-worker dynamics have become a key concern for HR managers and scholars. An important yet overlooked aspect of co-worker dynamics is gratitude. This paper adopts a relationship-specific conceptualization of gratitude and explores its influence on prosocial behaviors within co-worker dyads. The proposed model also suggests structural-relational factors under which these relationships are affected.
Design/methodology/approach
The conceptual paper draws insights from personal relationships to consider an alternative side of gratitude’s prosocial action tendencies, thereby highlighting two: risk-oriented and opportunity-oriented. These assumptions are then situated within the affect theory of social exchange to predict gratitude’s influence on prosocial behaviors within co-worker dyads.
Findings
The proposed model illuminates the importance of studying relationship-specific gratitude within co-worker relations by illustrating its effects on two types of prosocial action tendencies – opportunity-oriented and risk-oriented and varying prosocial behaviors (from convergent to divergent). Structural-relational factors, such as positional and physical distance between co-workers, are considered to affect these relationships.
Originality/value
While the study of gratitude in the workplace is emerging, little research has examined its influence on the nature of prosocial behaviors within co-worker relations. This paper advances the notion that gratitude serves an adaptive function in co-worker dyads, thereby highlighting the risk-oriented and opportunity-oriented continuum, and its implications for the type and scope of prosocial behaviors exchanged.
Details
Keywords
Jaron Harvey, Mark C. Bolino and Thomas K. Kelemen
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept…
Abstract
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.
Details
Keywords
Melody L. Wollan, Mary F. Sully de Luque and Marko Grunhagen
This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group…
Abstract
This paper suggests that motives for engaging in affiliative‐promotive “helping” extra‐role behavior is related to cross‐cultural differences. The cultural dimensions of in‐group collectivism, uncertainty avoidance, performance orientation, and humane orientation, and their differential effect on helping extra‐role behavior in a diverse workforce are examined. Theoretical implications provide guidance for future empirical research in this area, and provide managers with more realistic expectations of employee performance in the workplace.
Details
Keywords
Gabriela Gonçalves, Marta Reis, Cátia Sousa, Joana Santos, Alejandro Orgambídez-Ramos and Peter Scott
Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations…
Abstract
Purpose
Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively.
Design/methodology/approach
This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution.
Findings
It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations.
Practical implications
Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being.
Originality/value
This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.
Details
Keywords
Hsi-An Shih and Nikodemus Hans Setiadi Wijaya
The purpose of this paper is to conceptualize the links among team-member exchange (TMX), voice behavior, and creative work involvement.
Abstract
Purpose
The purpose of this paper is to conceptualize the links among team-member exchange (TMX), voice behavior, and creative work involvement.
Design/methodology/approach
A total of 260 employees were participants in this study. All were alumni of a Business School in Indonesia. Data were gathered at two time points four months apart. Hierarchical regression and bootstrapping analyses were conducted to find the effects of TMX on voice behavior and creative work involvement.
Findings
Results from the analyses showed positive effects of TMX on both voice behavior and creative work involvement. A positive effect of voice behavior on creative work involvement was found. The results also exhibited a partial mediating effect of voice behavior on the relationship between TMX and creative work involvement.
Practical implications
The findings point to the importance of maintaining TMX quality in work teams for enhancing employee voice and creativity. Organizations may need to develop members’ reciprocal relationship skill in teams and maintain the roles of team leaders to develop the quality of TMX. It is also suggested that the practice of self-management teams may enhance the quality of TMX and voice behavior of employees.
Originality/value
This paper offers new insight on how levels of TMX may impact on members’ voice behavior and creative work involvement. Longitudinal data may provide a more accurate prediction of the links among TMX, voice behavior, and creative work involvement.
Details
Keywords
Jeffrey A. Beck, JaeMin Cha, SeungHyun Kim and Bonnie Knutson
The objective of this study was to confirm the dimensions of revenue managers’ proactive work behavior in the lodging setting and to examine the effect of organizational structure…
Abstract
Purpose
The objective of this study was to confirm the dimensions of revenue managers’ proactive work behavior in the lodging setting and to examine the effect of organizational structure on the degree of proactivity in their work behavior.
Design/methodology/approach
The data (n = 280) collected from lodging revenue managers was analyzed, using exploratory factor analysis, confirmatory factor analyses and multivariate analysis of variance.
Findings
The four factor model was confirmed – Voice, Individual Innovation, Taking Charge and Problem Prevention. Revenue managers who manage multiple properties were found to have greater proactivity than their single property counterparts.
Research limitations/implications
A future study can work exclusively with individual companies to better understand the demographics of the Revenue Manager within specific organizations.
Originality/value
This study enhances our understanding of revenue management activities and behaviors by focusing on the concept of proactive work behaviors, and the complexity of responsibility that revenue managers face. This study is to exhibit a greater measure of proactive work behavior.
Details
Keywords
Xiaoyu Wang, Hean Tat Keh and Li Yan
Frontline employees (FLEs) play a pivotal role in service delivery. Beyond their expected in-role behaviors, FLEs often have to perform extra-role behaviors such as providing…
Abstract
Purpose
Frontline employees (FLEs) play a pivotal role in service delivery. Beyond their expected in-role behaviors, FLEs often have to perform extra-role behaviors such as providing additional help to customers. The purpose of this study is to investigate how customers’ power distance belief (PDB) influences their perceptions of FLEs’ warmth and competence when FLEs perform extra-role helping behaviors.
Design/methodology/approach
Four experiments were conducted to test the hypotheses. The first three experiments used a one factor two-level (PDB: low vs high) between-participants design. The fourth one used a 2 (PDB: low vs high) × 2 (firm reputation: low vs high) between-participants design.
Findings
The results indicate that, compared to high-PDB customers, low-PDB customers perceive greater warmth in FLEs’ extra-role helping behaviors but no significant difference in FLEs’ perceived competence. Importantly, these effects are mediated by customer gratitude. Moreover, these effects are moderated by firm reputation such that customers’ perceptions of FLEs’ warmth and competence are both enhanced when the firm has a favorable reputation.
Originality/value
To the best of the authors’ knowledge, the study is the first to identify the differential effects of PDB on customer perceptions of FLEs’ warmth and competence in the context of FLEs’ extra-role helping behaviors and to reveal the mediating role of gratitude. These findings contribute to the literatures on FLEs’ extra-role behaviors and social perceptions of both warmth and competence.