Yevgen Bogodistov and Susanne Schmidt
Extant research supports the importance of dynamic managerial capabilities in capturing managers’ individual roles in organisations’ adjustments to change. This paper develops a…
Abstract
Purpose
Extant research supports the importance of dynamic managerial capabilities in capturing managers’ individual roles in organisations’ adjustments to change. This paper develops a multidimensional scale for measuring dynamic managerial capabilities consisting of sensing, seizing and reconfiguration capacities that mediate between managers’ affective states and their firms’ performance.
Design/methodology/approach
The scale is validated in a survey-based study among 204 managers in companies in the United States of America (USA). We applied a multiple regression model (a triple mediation) using each of DMCs’ three dimensions to test the effects of managers’ affective states on their firms’ performance.
Findings
The multidimensional construct of DMCs adds about 15 % of variance explained to a firm’s performance, as perceived by its managers. So managers’ affective states do have an impact on DMCs and, later, on their firms’ performance.
Research limitations/implications
We show the impact of negative and positive affect on DMCs. We also show that DMCs’ three dimensions should be treated in a formative manner that advances discussion on DMCs and their role in a firm’s performance.
Practical implications
Understanding managers’ affective states helps incorporate “hot cognition” into firms’ strategising processes. Although both positive and negative emotions can be helpful, depending on the situation, positive affect is generally more valuable than negative affect as it relates to a firm’s performance.
Originality/value
Our work proposes measuring DMCs based on Teece’s (2007) disaggregation of DMCs into sensing, seizing and reconfiguration capacities. We approach each of these dimensions separately and show that managers’ affective states influence each dimension differently.
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Yevgen Bogodistov, Jürgen Moormann, Rainer Sibbel, Oleksandr P. Krupskyi and Olena Hromtseva
This study investigates the impact of the degree of process maturity on the degree of patient orientation in the context of radical process changes. The study is based on a sample…
Abstract
Purpose
This study investigates the impact of the degree of process maturity on the degree of patient orientation in the context of radical process changes. The study is based on a sample of healthcare providers in Ukraine which experiences a fundamental transformation of its healthcare system.
Design/methodology/approach
The investigation was conducted among the full population of the chief physicians from 53 medical institutions (hospitals, general practitioners centers, dental clinics, and maternity clinics) in one of the largest cities in Ukraine. We investigated the maturity of the process of interaction with patients as perceived by these top managers. We applied variance-based structural equation modeling (SmartPLS3).
Findings
The study shows that each stage of process maturity predetermines the following one. With regard to the impact of each stage of process maturity on patient orientation, all stages show a positive and significant relationship toward patient orientation, i.e. even the lowest stage of maturity is critical for patient orientation. A further contradictory finding to extant literature is, that based on the set of indicators, the process appears to be in different stages at the same time. This speaks against the regular sequence-based approach toward process maturity.
Originality/value
Although it has been assumed that higher degrees of process maturity are associated with higher customer (patient) orientation, this work shows that the relationship holds also for each stage of process maturity separately. This research is based on a very unique sample – the almost complete set of chief physicians and their deputies of practically all medical institutions of a large city.
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Yevgen Bogodistov, Moritz Botts and Florian Schlatterer
The purpose of this paper is to present the adoption and application of the causal mapping method for cognitive distances measurement in the multicultural domain.
Abstract
Purpose
The purpose of this paper is to present the adoption and application of the causal mapping method for cognitive distances measurement in the multicultural domain.
Design/methodology/approach
Causal mapping was used to estimate differences in mental models between participants. The developed method was applied in a multicultural setting for the selection of teaching cases.
Findings
In the main study, 129 people participated in the test. Overall, 7,217 relationships were tested. A set of demographic variables were used to test the reliability and external validity of the method. The method proved to be reliable and easy to apply. A smaller second study is an application example of the method.
Research limitations/implications
The main study proposes a formula for distance ratio calculation. Moreover, this formula proved to be externally valid and reliable. Thus, it is of interest for further research in this domain.
Practical implications
Practitioners are provided with a tool for the analysis of intercultural differences with the example of the perception of cultural values to develop a better understanding and improve education in a multicultural setting. Study 2 proposes an example of the methodology application.
Originality/value
This is the first application of causal mapping in the field of values research performed in a multicultural education setting. The formula for comparing causal maps is improved upon, and an application for the field of multicultural university classes is provided.
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Yevgen Bogodistov and Veit Wohlgemuth
The purpose of this study is to enhance the existing enterprise risk-management (ERM) theory by introducing both a resource-based view and a dynamic capability perspective. These…
Abstract
Purpose
The purpose of this study is to enhance the existing enterprise risk-management (ERM) theory by introducing both a resource-based view and a dynamic capability perspective. These strategic management concepts might resolve several theoretical shortcomings in the field of risk management. The concept of risk-management capabilities is proposed as an explanation of a firm’s risk resilience.
Design/methodology/approach
This paper is conceptual in nature. For illustrative purposes, the paper refers to practical examples.
Findings
First, the resource-based view provides a framework that helps to set priorities in risk management. Second, the dynamic capability perspective illustrates how firms can handle unforeseen events. Third, it is proposed that dynamic capabilities are needed to allow a constant reassessment of the impact of specific resources and, consequently, of ERM priorities. Fourth, a risk-management capability, as an integral part of a dynamic capability, allows firms to develop risk resilience in turbulent environments.
Research limitations/implications
This paper develops an enhanced framework for ERM within specific boundary conditions. It shows how priorities at the strategic level are to be set, and how these priorities influence the operational level of risk management.
Practical implications
The framework provides clear guidelines on setting priorities in ERM and implementing a risk-management process within firms.
Originality/value
This study contributes to the theoretical literature on ERM by enhancing it through a new framework. The resource-based view and dynamic capability perspective benefit through insights from risk-management literature.
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Yevgen Bogodistov and Anzhela Lizneva
The purpose of this paper is to investigate the employees’ identities shift in Ukraine based on the relational model theory. The paper concentrates on the role which culture and…
Abstract
Purpose
The purpose of this paper is to investigate the employees’ identities shift in Ukraine based on the relational model theory. The paper concentrates on the role which culture and history play in the use of relational models in firms on different organizational levels.
Design/methodology/approach
The proposed hypotheses were tested by multivariate analysis of variance and covariance tests with the data from 99 surveys of Ukrainian firms describing 219 intraorganizational relationships.
Findings
The results showed that culture and history play a significant role for the preference of a certain relational model. Position in the organization and gender influence the choice of the relational model.
Research limitations/implications
The sample of only Ukrainian employees restricts generalizability of the results. This study applies relational models theory in business domain and provides an alternative explanation of employees’ identities shift due to cultural differences and ideological past. Relational models are investigated on different organizational levels shedding light on models of relationships employees prefer in different settings.
Practical implications
Managers working in international settings should pay more attention to patterns of relationships in the target country since they are not freely chosen but partially predestined by the cultural background and the historical and ideological past. Relationships in firms are path dependent, whereby employees inherit models from their peers to apply them to their subordinates. Ukrainian female and male employees have different preferences concerning relational models.
Originality/value
This study is unique in that it applies an anthropological theory to relationships on different organizational levels and tests it in a business domain of a country in an ideological transition.
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Martin R.W. Hiebl, Rainer Baule, Andreas Dutzi, Volker Stein and Arnd Wiedemann