Global Business and Organizational Excellence最新文献

“Start today and finish yesterday” wants to emphasize the importance and the potential urgency of social innovation and its positive impacts, since there is a clear impact of social innovation on society and the welfare of individuals, and for that reason, there is a need to gain in-depth knowledge on the topic. Social innovation can be seen as enhanced forms of action, new ways of doing things, or new social inventions, and by addressing different issues through a social innovation lens, we can expect to contribute to the well-being and prosperity of the community, potentially leading to a more sustainable and equitable future. The present research aims to understand how the context, market, potential human performance, and competitive advantage strategies, interfere with the process of social innovation and foster the creation of social value for the community. The case study was the method used, with semi-structured interviews that enabled the comparison of five social innovation projects. Our main conclusions show the importance of contextual factors and the strong presence of the market as important impacts on social projects. Social innovation often stems from the efforts of motivated individuals who strive to bring about change and are willing to take on risks. Evaluating and communicating the social value generated by social innovation projects is vital, but can be difficult to quantify. Finally, the credibility of these projects plays a crucial role in their recognition and competitiveness, and government support through legislation promoting value-sharing and sustainable development can help legitimize them.

Leadership is an essential antecedent to talent development and engagement, but there is a dearth of literature related to transactional or transformational leadership and talent management (TM). The paper investigates the impact of transactional and transformational leadership on talent engagement and the mediating role of talent development between them. Based on a cross-sectional survey of 450 employees, the study employs structural equation modeling using social exchange theory as a lens to test the hypothesized relationship among transactional leadership, transformational leadership, talent development and engagement. The results confirmed that transactional leadership is positively related to talent engagement and development while transformational leadership is neither associated with talent engagement nor talent development. Moreover, talent development mediates the relationship between transactional leadership and talent engagement. The study outcomes are helpful to managers and leaders in comprehending the significance of transactional leadership in developing and engaging talents.

In this study, we examine the effect of cross-cultural experiences on perceptions of the effectiveness of self-protective leadership (SPL). We use survey data from 15 non-western countries collected in the second wave of the GLOBE leadership project to analyze the relationship between the global experiences of non-western managers and the leadership schemas they hold. We examined three types of global experience – working in a multinational corporation, being trained in western management practices (WMP), and living abroad – and the leadership schema of self-protective leadership (SPL). These results show that prior work experience in a multinational company and receiving training in WMP are associated with more negative perceptions of SPL, whereas having lived abroad has a more complex relationship with SPL. These results provide empirical evidence for the link between global experiences and cognitive schemas about leadership. Non-western managers with international work experience and training hold SPL schemas that are significantly different from the SPL schemas of their peers with no such experience. Further, consistent with Implicit Leadership Theory (ILT) and recent research that links leadership effectiveness to expectations about behaviors associated with gender stereotypes, we find that SPL, a leadership style that encompasses behaviors that are traditionally associated with a male stereotype (conflict inducement, procedure orientation, status enhancement), is viewed more negatively by female managers compared to their male counterparts. Practical implications of our findings are provided.

Employees’ engagement is an important aspect of human resources management, which is instrumental in the organization's success. Many studies have shown that corporate social responsibility (CSR) practices have a positive impact on organizational outcomes; however, few have examined the perspectives of employees, and even fewer have concentrated on the CSR practices toward stakeholders, namely employees, customers, community, government, and environment. Here, the present study examines the direct and indirect effects of perceived CSR on employees’ engagement through organizational identification as the mediating variable. A survey of 420 employees in the hospitality industry, using the SEM method, constitutes the basis for the conceptual model analysis. The findings reveal that CSR practices and identification are essential drivers of employees’ engagement. Furthermore, the findings show that perceived CSR practices toward stakeholders, except for customers, significantly influences both organizational identification and employees’ engagement. The findings also show that organizational identification plays a key mediating role in the relationship between perceived CSR and employees’ engagement. The findings emphasize the need for five-star hotels to consider CSR practices as a strategic instrument to build the engagement of their employees. This study discusses the theoretical and practical implications of these findings, and provides suggestions for future research.

On-demand digital platforms are omnipresent in the contemporary marketplace of the digital era. The purpose of this study was to assess the factors influencing consumers’ intention to adopt on-demand digital platforms in the context of a developing country. Based on a modified integration of the unified theory of acceptance and use of technology (UTAUT) and the social influence theory, this study contended that electronic word-of-mouth (eWOM) about on-demand digital platforms shapes consumers' perceived risk and subjective norms, which, along with the other elements of UTAUT, influence their intention to use on-demand digital platforms. A self-administered questionnaire was developed and distributed online, yielding a total of 226 responses, which were analyzed using partial least squares structural equation modelling. The findings revealed that performance expectancy, effort expectancy, subjective norms, and perceived risk significantly affect consumers’ intention, wherein eWOM reduces perceived risk and shapes subjective norms to adopt on-demand digital platforms. Therefore, this study contributes to the literature on consumer adoption of new-age digital products, and in this case, on-demand digital platforms, with implications for theory and practice in this space.

This research aims to study the effectiveness of online teaching, from student and faculty perspectives, during the Covid-19 Pandemic in higher education institutions across India. Using the Student's Evaluation of Online Teaching Effectiveness (SEOTE) scale, a survey was conducted among 1042 students in different Indian universities. The scale measured student faculty contact (SFC), cooperation among students (CAS), active learning (AL), prompt feedback (PF), time on task (TT), high expectations (HE), and diverse talents and ways of learning (DTWL). The research instrument also included three open-ended questions. The quantitative data were analyzed using descriptive statistics and Human Development Index (HDI). The Online Teaching Effectiveness Index (OTEI) value was moderate at 0.62. Challenging aspects of online education were found to be access, learning experience, technology, resources, and infrastructure, the need for face-to-face interaction, and the health hazards of long screen time. The survey of 60 faculty members recorded online teaching to be sustainable, backed by institute support, flexible, and creates the possibility of peer learning. Lack of training resources, unsuitability of course design and practical courses for online mode, and the need for an overhaul of pedagogy were the challenges. Policymakers and digital companies should include infrastructural changes and investments at both the institutional and digital platforms level.

Financial fragility is of considerable concern for consumer well-being. Besides unleashing a public health crisis, COVID-19 also ignited a financial crisis and thus represents a natural event from the field to study financial well-being. We maintain that well-being is a corollary to one's financial situation. We investigate the linkage between financial fragility and well-being and the moderating role of financial literacy and personality using US data. We find that financial fragility is negatively associated with well-being. This pervasive phenomenon during a financial crisis has harmful consequences. We also find evidence of a differential impact of financial fragility on well-being based on Agreeableness, Conscientiousness, and Neuroticism, supporting our argument that personality has varying degrees of explanatory and predictive power in terms of well-being. Surprisingly, financial literacy does not modify this relationship, possibly due to the well-being affecting an individual's cognition and emotions rather than financial knowledge. Our findings could aid policy makers and financial educators in devising timely strategies to deal with post-crisis complications.

Present paper aims to extend the legitimacy of social cognition theory in the context of e-learning by examining the relationship between metacognition and critical thinking. In addition, we test the moderating effect of internet self-efficacy. We contextualize this study to e-learning as digital medium has become the new normal in post-Covid era. A sample set of 357 management professionals who have participated in e-learning recently was obtained, and collected data were analyzed using regression analysis. Our analysis confirms that metacognition is positively associated to critical thinking. The findings establish the need to provide management professionals with tools to develop metacognition as it promotes critical thinking prowess in the context of e-learning.

In an increasingly digitized work environment, techno-stress is becoming one of the most important concerns for employees. Based on the premise of job demands-resources (JD-R) theory, this study looks to determine how techno-stressors affect employees’ work-life balance (WLB) and turnover intention through burnout; and to what level positive psychological capital could moderate this relationship. We gathered data in a time-lagged approach from 528 employees of Indian IT companies. To test the hypotheses, we applied a moderation-mediation model. Further, the statistical analysis of the aforementioned associations was carried out using Smart-partial least squares (PLS). The results suggest that burnout does mediate the relationship between techno-stress and employees’ WLB. Secondly, psychological capital as a resource does moderate the impact of techno-stress on burnout. Through these findings, the authors contribute to an extant literature by emphasizing the significance of recognizing techno-stress, and managing technology-induced burnout along with theoretical and practical implications offered.

Although entrepreneurial and intrapreneurial intentions have been a hot topic recently, the role of self-perceived employability has been neglected. This study investigates the relationship between self-perceived employability and entrepreneurial and intrapreneurial intentions. The relationship was tested using structural equation modeling based on the primary data from 1264 participants in six countries. The results show that self-perceived employability is significantly related to entrepreneurial intentions in all countries and intrapreneurial intentions in four out of six. The findings contribute to the neglected role of self-perceived employability, based on which several implications have been provided.