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Article
Publication date: 29 May 2024

Cailing Feng, Lisan Fan and Xiaoyu Huang

This study aims to break through the limitations of previous studies that have focused too much on the individual-level effects of humble leadership. Based on the affective events…

216

Abstract

Purpose

This study aims to break through the limitations of previous studies that have focused too much on the individual-level effects of humble leadership. Based on the affective events theory (AET), this study provides to construct an individual-team multilevel model of humble leadership focusing on the followers’ affective reaction and attribution of intentionality.

Design/methodology/approach

On the basis of subordinates’ attribution of humble leadership, it is believed that there are actually two motivations for humble leadership: true intention (serve the organizational collective interest) and pseudo intention (serve the leader’s self-interest), to which subordinates have different affective reactions, causing different leadership effectiveness. Thus, this study conducted an extensive review based on the qualitative method and proposed an integrated multilevel model of leader humility on individual and team outputs.

Findings

Followers’ attribution of intentionality moderates the relationship between humble leadership and followers’ affective reaction, which also determines followers’ performance (task performance, interpersonal deviant behavior and leader–member exchange); the interaction between team leaders’ humble leadership and collective attribution of intentionality influences team outputs (team outputs, organizational deviant behavior and team–member exchange) through team affective reaction; team humble leadership affects individual outputs through affective reaction and team affective climate plays a moderating role between affective reaction and individual outputs.

Originality/value

This study explores the individual-team multilevel outputs of humble leadership based on the AET theory, which is relatively rare in the current field. This study attempts to incorporate leaders’ motivation (such as attributions of intentionality) into the humble leadership research, by confirming that humble leadership affects affective reaction, which further influences individual-team multilevel outputs.

Details

Chinese Management Studies, vol. 18 no. 6
Type: Research Article
ISSN: 1750-614X

Keywords

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Article
Publication date: 12 September 2020

Xiaoyu Huang, Lihua Zhang, Cailing Feng and Craig Richard Seal

The current study aims to investigate the temporal mechanisms in HRM systems by focusing on how HRM systems evolve over time and how such changes affect organizational innovation.

992

Abstract

Purpose

The current study aims to investigate the temporal mechanisms in HRM systems by focusing on how HRM systems evolve over time and how such changes affect organizational innovation.

Design/methodology/approach

This paper draws on organizational entrainment theory to examine how pace of change in employee involvement programs (EIPs) influences innovation via data from an eight-year longitudinal survey collected by Statistics Canada. The final sample includes 15,679 workplace–year observations.

Findings

This research shows that the effects of HRM programs on performance are more than just the mean effect – the pace of change by which changes are implemented in HRM programs matters in the long run. The optimal level of change pace occurs when the EIPs are changing at a pace that entrains (or synchronizes) with organizational rhythm of strategic changes. Results suggest that change pace in EIPs has an inverted-U-shaped relationship with both pace and quality of innovation. The curvilinear effect is more pronounced for organizations with relatively lower mean level of EIPs.

Research limitations/implications

First, this study captures only key measures of the EIPs and may not be generalizable to other dimensions of the HR systems. Second, the results of this paper should be interpreted at the HR program level or bundles of HR practices – the findings may not be generalizable to lower levels of analysis. Third, as a result of annual measurement, this study cannot capture short-lived minor dynamic HR misfits where workplaces quickly adjust to regain alignment. Fourth, to attain meaningful and consistent measures of strategic HR change, this study only includes surviving workplaces with at least five years of observations.

Practical implications

This paper provides insights to managers and business leaders on how to implement strategic changes in HRM systems effectively to attain sustained innovation outcomes in the long run. To achieve an optimal level of innovation, organizations need to consider not only what and how many EIPs should be used but also how to strategically change EIPs to meet dynamic internal and external changes.

Originality/value

The current research introduces organizational entrainment theory to explain and empirically test the conflicting predictions of the universalist and contingency perspectives on the effects of strategic changes in HRM.

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Article
Publication date: 10 March 2022

Lisan Fan, Cailing Feng, Mulyadi Robin and Xiaoyu Huang

Transformational leadership and service performance of civil servants greatly affect the government’s administrative effectiveness. However, there are few studies on the influence…

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Abstract

Purpose

Transformational leadership and service performance of civil servants greatly affect the government’s administrative effectiveness. However, there are few studies on the influence mechanism of transformational leadership on service performance in the context of public organizations. Based on the social exchange theory, this study aims to construct and examine the dual path mediating process of affective trust and cognitive trust for the effects of transformational leadership on service performance.

Design/methodology/approach

Drawing from 268 supervisor–subordinate dyads civil servants at the municipal level in China across three waves.

Findings

Both affective trust and cognitive trust partly mediated the relationships between transformational leadership and service performance, which supported the underlying theoretical mechanism of social exchange theory and transformational leadership theory in explaining the dual relationship between leaders and subordinates. This study innovatively and empirically examined the effects of transformational leadership on service performance through dual trust in civil servants in China, thus bridging the gap in this knowledge.

Originality/value

This study innovatively and empirically examined the effects of transformational leadership on service performance through dual trust in civil servants in China, thus bridging the gap in this knowledge.

Details

Chinese Management Studies, vol. 17 no. 1
Type: Research Article
ISSN: 1750-614X

Keywords

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Article
Publication date: 18 December 2019

Cailing Feng, Mulyadi Robin, Lisan Fan and Xiaoyu Huang

Commitment to change is vital for the success of any organizational change initiative. However, despite a sustained increase in research interest on employees’ commitment to…

1224

Abstract

Purpose

Commitment to change is vital for the success of any organizational change initiative. However, despite a sustained increase in research interest on employees’ commitment to change, there is still no consistency about the unidimensional or multi-dimensional construct of commitment to change, and previous research tends to ignore the impact vocational drivers may have on it. The paper aims to discuss these issues.

Design/methodology/approach

Drawing on prospect theory, the authors extended Herscovitch and Meyer’s (2002) commitment to change construct by developing and testing an additional dimension of commitment to change centered on employees’ vocational commitment across two studies, adopting a longitudinal design within a Chinese context. As organizational change often has implications that impacts individual decision making, vocational development and work adjustments and attitudes within the workplace, the authors presented the case for vocational commitment to change as an important extension to the commitment to change literature. The authors first provided evidence for the internal consistency, factor structure and the validity of the commitment to change in the Chinese context. Subsequently, the authors examined the changes of employees’ commitment to change across time, and demonstrated its predictive validity by exploring the relationship between commitment to change and change-related behaviors.

Findings

The current research represents improvements in commitment to change measurement, provides construct clarification in the Asia context, and sheds light on theoretical and empirical evidence for how to support change in the Chinese context. Limitations, implications and directions for future research are further discussed.

Originality/value

The current study responds to a call for research to further investigate the mechanisms of commitment to change within non-Western contexts, specifically within the Chinese context. Through a rigorous scale development process, the authors clarified Herscovitch and Meyer’s (2002) commitment to change model and present an augmented model with a fourth dimension –vocational commitment to change. Furthermore, through a longitudinal study, the current study also demonstrates that the cultivation of commitment to change has great importance to improving employees’ change-supportive behavior and reducing their resistance to change. This is consistent with cross-cultural research, which shows that Chinese individuals are more likely to possess inconsistent attitudes toward an object, including themselves, compared to Western individuals (Spencer-Rodgers et al., 2004). The study also explained the change of commitment to change over time, showing the significant relationships among the commitment to change and change-related behaviors.

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Article
Publication date: 3 October 2016

Cailing Feng, Xiaoyu Huang and Lihua Zhang

Based on dual organizational theory, the purpose of this paper is to examine the relationship between transformational leadership and innovative behavior in groups. The authors…

5004

Abstract

Purpose

Based on dual organizational theory, the purpose of this paper is to examine the relationship between transformational leadership and innovative behavior in groups. The authors proposed that group innovative behavior was influenced by transformational leadership as a group-level construct which was moderated by dual organizational change that represent organization-level resources. Furthermore, the authors identified two organizational change-related situational variables-radical change and incremental change and examined their effects on group innovative behavior.

Design/methodology/approach

The authors collected data from full-time employees working in groups in 43 companies, located in five cities in China including Beijing, Yantai, Chengdu, Xi’an, and Chengde. These enterprises were from a wide range of industries, including manufacturing, financing, information technology, and geological exploration. The authors chose a middle- or senior-level manager from each company to act as chief survey respondent, who were asked to contact managers and employees from a list they had provided and invite them to participate in a web-based survey (via an e-mailed link) or a paper-and-pencil survey. A total of 192 managers and 756 direct subordinates from 112 groups completed the survey.

Findings

Results found that transformational leadership was positively related to group innovative behavior, and this relationship was moderated by radical change, but not incremental change; radical change and incremental change were also positively related to group innovative behavior.

Research limitations/implications

This study adopts a cross-sectional study design, which is insufficient for deriving causal inferences. Future research may adopt a longitudinal study design to investigate causal impacts. Besides, some unmeasured variables could be related to transformational leadership and innovative behavior.

Practical implications

The paper includes implications for adopting appropriate leadership style to motivate innovative behavior, promoting dual organizational change to boost innovative behavior, and generating greater innovative behavior for transformational leaders in times of radical change.

Originality/value

This cross-level study contributes to the relationship between transformational leadership and group innovative behavior in the context of dual organizational change.

Details

Journal of Organizational Change Management, vol. 29 no. 6
Type: Research Article
ISSN: 0953-4814

Keywords

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Article
Publication date: 24 September 2021

Mathieu Guerin, Fayu Wan, Konstantin Gorshkov, Xiaoyu Huang, Bogdana Tishchuk, Frank Elliot Sahoa, George Chan, Sahbi Baccar, Wenceslas Rahajandraibe and Blaise Ravelo

The purpose of this paper is to provide the high-pass (HP) negative group delay (NGD) circuit based (RL) network. Synthesis and experimental investigation of HP-NGD circuit are…

59

Abstract

Purpose

The purpose of this paper is to provide the high-pass (HP) negative group delay (NGD) circuit based (RL) network. Synthesis and experimental investigation of HP-NGD circuit are developed.

Design/methodology/approach

The research work methodology is organized in three phases. The definition of the HP-NGD ideal specifications is introduced. The synthesis method allowing to determine the RL elements is developed. The validation results are discussed with comparison between the calculated model, simulation and measurement.

Findings

This paper shows a validation of the HP-NGD theory with responses confirming NGD optimal frequency, value and attenuation of about (9 kHz, −1.12 µs, −1.64 dB) and (21 kHz, −0.92 µs, −4.81 dB) are measured. The tested circuits have experimented NGD cut-off frequencies around 5 and 11.7 kHz.

Research limitations/implications

The validity of the HP-NGD topology depends on the coil self-inductance resonance. The HP-NGD effect is susceptible to be penalized by the parasitic elements of the self.

Practical implications

The NGD circuit is usefully exploited in the electronic and communication system to reduce the undesired delay effect context. The NGD can be used to compensate the delay in any electronic devices and system.

Social implications

Applications based on the NGD technology will be helpful in the communication, transportation and security research fields by reducing the delay inherent to any electronic circuit.

Originality/value

The originality of the paper concerns the synthesis formulations of the RL elements in function of the expected HP-NGD optimal frequency, value and attenuation. In addition, an original measurement technique of HP-NGD is also introduced.

Details

COMPEL - The international journal for computation and mathematics in electrical and electronic engineering , vol. 40 no. 5
Type: Research Article
ISSN: 0332-1649

Keywords

Available. Content available
Article
Publication date: 3 October 2016

Slawomir Jan Magala

422

Abstract

Details

Journal of Organizational Change Management, vol. 29 no. 6
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 18 May 2021

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

343

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Three hypotheses were supported: 1. Initial and later commitment to change were positively correlated 2. Commitment to change and change supportive behaviour was positively correlated 3. Initial commitment to change was negatively related to resistance to change.

Originality

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Development and Learning in Organizations: An International Journal, vol. 36 no. 1
Type: Research Article
ISSN: 1477-7282

Keywords

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Article
Publication date: 27 June 2019

Ruhua Huang, Chunying Wang, Xiaoyu Zhang, Dan Wu and Qingwen Xie

The purpose of this paper is to describe the process of designing, developing and evaluating a prototype of an open government data (OGD) platform that provided user-centred…

908

Abstract

Purpose

The purpose of this paper is to describe the process of designing, developing and evaluating a prototype of an open government data (OGD) platform that provided user-centred experiences.

Design/methodology/approach

Based on the OGD lifecycle, an OGD prototype was created, which involved the system functionality, user interface, standard specification and security mechanism. The main functionalities of the system included data acquisition, data processing and data management. A usability test was conducted following the prototype implementation.

Findings

The usability test indicated that an OGD platform was desired to help the public to find, access, reuse and share government data effectively and efficiently. Functions, such as visualization, local download and digital watermark should be provided and integrated into the platform.

Originality/value

This paper provided a complete case study on the design of an OGD platform and a reference for information system developers to design such system in the future.

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Article
Publication date: 2 June 2023

Weiwei Liu, Yuqi Liu, Xiaoyu Zhu, Pantaleone Nespoli, Francesca Profita, Lei Huang and Yimeng Xu

This study aims to present the critical role of knowledge management in digital entrepreneurship by reviewing the literature and proposing future research directions for digital…

1298

Abstract

Purpose

This study aims to present the critical role of knowledge management in digital entrepreneurship by reviewing the literature and proposing future research directions for digital entrepreneurship and knowledge management through an interdisciplinary framework.

Design/methodology/approach

This study uses the Derwent Data Analyzer to identify and visualise the extant studies on digital entrepreneurship. This study qualitatively analyses the hot topics and trends in digital entrepreneurship research to understand digital entrepreneurship from the knowledge management perspective.

Findings

The authors found two dominant trends in existing research: logical and development trend exploration at the theoretical background and empirical research at the practical dimension. To understand digital entrepreneurship from a knowledge management perspective, the authors summarised the theoretical logic and internal and external reasons why knowledge management is required in digital entrepreneurship. Moreover, the authors analysed the new features of digital entrepreneurship under five aspects: management concept, object, content, scope and focus. The authors concluded that existing research on integrating knowledge management and digital entrepreneurship is primarily conducted from three perspectives: technology, platform and ecosystem.

Originality/value

This study provides an in-depth analysis of digital entrepreneurship from a knowledge management perspective. The findings can further promote the theoretical research and practical development of digital entrepreneurship and knowledge management. This approach provides a new direction for interdisciplinary study and enriches entrepreneurship research. In addition, this study proposes a knowledge management framework for digital entrepreneurship research. The findings contribute to understanding the role and function of knowledge management in digital entrepreneurship.

Details

Journal of Knowledge Management, vol. 28 no. 2
Type: Research Article
ISSN: 1367-3270

Keywords

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