首页 > 最新文献

Baltic Journal of Management最新文献

英文 中文
Does organisational politics always hurt employee performance? Moderating–mediating model 组织政治总是会影响员工的表现吗?Moderating-mediating模型
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-10-05 DOI: 10.1108/bjm-09-2021-0338
Dariusz Turek
PurposeDrawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived organisational support (POS) in the relationship between perception of organisational politics (POP) and employee job performance. This study hypothesised that employees with high POS and low abusive supervision can function effectively even in organisations with a high level of organisational politics.Design/methodology/approachThe study was conducted anonymously on 408 employees, from companies operating in Poland which were completed using the computer-assisted telephone interview method. Statistical verifications of the moderation and mediation analyses were conducted with PROCESS macro.FindingsThe results showed that a high level of POP does not diminish employee performance when employees perceive low levels of abusive supervision and a high level of POS. Furthermore, the results revealed that job satisfaction mediates between POP and employee performance.Originality/valueThis study integrated research on politics, abusive supervision and POS to examine the collective impact of these variables on employee performance. The findings have important implications in terms of the potential buffering that can be applied to reduce the negative impacts resulting from POP.
目的运用工作需求资源理论,研究工作满意度以及滥用监督和感知组织支持在组织政治感知与员工工作绩效关系中的中介作用。这项研究假设,即使在组织政治水平较高的组织中,具有高POS和低滥用监督的员工也能有效发挥作用。设计/方法/方法这项研究是对来自波兰运营公司的408名员工匿名进行的,这些员工是使用计算机辅助电话采访方法完成的。使用PROCESS宏对调节和中介分析进行了统计验证。研究结果表明,当员工感知到低水平的滥用监督和高水平的POS时,高水平的POP不会降低员工的绩效。此外,研究结果表明工作满意度在POP和员工绩效之间起中介作用。独创性/价值本研究综合了政治、滥用监督和POS的研究,以检验这些变量对员工绩效的集体影响。研究结果对可用于减少持久性有机污染物产生的负面影响的潜在缓冲具有重要意义。
{"title":"Does organisational politics always hurt employee performance? Moderating–mediating model","authors":"Dariusz Turek","doi":"10.1108/bjm-09-2021-0338","DOIUrl":"https://doi.org/10.1108/bjm-09-2021-0338","url":null,"abstract":"PurposeDrawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived organisational support (POS) in the relationship between perception of organisational politics (POP) and employee job performance. This study hypothesised that employees with high POS and low abusive supervision can function effectively even in organisations with a high level of organisational politics.Design/methodology/approachThe study was conducted anonymously on 408 employees, from companies operating in Poland which were completed using the computer-assisted telephone interview method. Statistical verifications of the moderation and mediation analyses were conducted with PROCESS macro.FindingsThe results showed that a high level of POP does not diminish employee performance when employees perceive low levels of abusive supervision and a high level of POS. Furthermore, the results revealed that job satisfaction mediates between POP and employee performance.Originality/valueThis study integrated research on politics, abusive supervision and POS to examine the collective impact of these variables on employee performance. The findings have important implications in terms of the potential buffering that can be applied to reduce the negative impacts resulting from POP.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43416134","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 4
Resource integration capabilities to enable platform complementarity in healthcare service ecosystem co-creation 资源整合功能,实现医疗保健服务生态系统共同创建中的平台互补性
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-09-27 DOI: 10.1108/bjm-11-2021-0436
M. Pikkarainen, L. Kemppainen, Yueqiang Xu, M. Jansson, Petri Ahokangas, T. Koivumäki, He Hong Gu, Julius Francis Gomes
PurposeCovid has increased the usage of multisided digital platforms. For companies, this has become a business opportunity. Data usage on platforms requires that platform companies co-create services for common customers. In this case, the target is not to make the same value proposition but rather to use the resources such as data, knowledge, technology, or institutions in a complementary manner. Platforms are characterized as a combination of hardware and software including standards, interfaces, and rules making it possible for different ecosystem players to complement and interact in the ecosystem. Current ecosystems include several platforms that do not work without resource integration. The purpose of this study is to increase understanding what do we mean by resource complementarity in service ecosystems.Design/methodology/approachThis study was done via an in-depth qualitative case study in which a health service ecosystem co-creating technological surgery innovation was used as a unit of analysis.FindingsThe authors’ findings suggest that key resource capabilities, to enable complementarity in service ecosystems, are motivation, knowledge, skills, data and complementary designed technology components.Research limitations/implicationsThe authors’ study increases theoretical understanding of what does one mean by construct of resource complementarity.Practical implicationsFrom a managerial perspective, it is shown that organizations need to develop adaptive capabilities to utilize internal and external competencies and resources and enable co-creative processes within the service ecosystem.Originality/valueVery few empirical studies in the marketing literature have focused on multi-sided digital platforms and their resource complementarity in the data-driven healthcare ecosystem settings.
目的:增加了多边数字平台的使用。对于企业来说,这已经成为一个商机。平台上的数据使用要求平台公司为普通客户共同创建服务。在这种情况下,目标不是提出相同的价值主张,而是以互补的方式使用数据、知识、技术或制度等资源。平台的特点是硬件和软件的结合,包括标准、接口和规则,使不同的生态系统参与者能够在生态系统中互补和互动。当前的生态系统包括几个没有资源整合就无法运行的平台。本研究的目的是增加对服务生态系统中资源互补性含义的理解。设计/方法/方法本研究通过深入的定性案例研究来完成,其中卫生服务生态系统共同创造技术手术创新被用作分析单元。作者的研究结果表明,实现服务生态系统互补性的关键资源能力是动机、知识、技能、数据和互补性设计的技术组件。研究局限/启示作者的研究增加了对资源互补性构建含义的理论理解。从管理的角度来看,研究表明组织需要发展适应能力,以利用内部和外部的能力和资源,并在服务生态系统中实现共同创造过程。在营销文献中,很少有实证研究集中在数据驱动的医疗保健生态系统设置中的多边数字平台及其资源互补性。
{"title":"Resource integration capabilities to enable platform complementarity in healthcare service ecosystem co-creation","authors":"M. Pikkarainen, L. Kemppainen, Yueqiang Xu, M. Jansson, Petri Ahokangas, T. Koivumäki, He Hong Gu, Julius Francis Gomes","doi":"10.1108/bjm-11-2021-0436","DOIUrl":"https://doi.org/10.1108/bjm-11-2021-0436","url":null,"abstract":"PurposeCovid has increased the usage of multisided digital platforms. For companies, this has become a business opportunity. Data usage on platforms requires that platform companies co-create services for common customers. In this case, the target is not to make the same value proposition but rather to use the resources such as data, knowledge, technology, or institutions in a complementary manner. Platforms are characterized as a combination of hardware and software including standards, interfaces, and rules making it possible for different ecosystem players to complement and interact in the ecosystem. Current ecosystems include several platforms that do not work without resource integration. The purpose of this study is to increase understanding what do we mean by resource complementarity in service ecosystems.Design/methodology/approachThis study was done via an in-depth qualitative case study in which a health service ecosystem co-creating technological surgery innovation was used as a unit of analysis.FindingsThe authors’ findings suggest that key resource capabilities, to enable complementarity in service ecosystems, are motivation, knowledge, skills, data and complementary designed technology components.Research limitations/implicationsThe authors’ study increases theoretical understanding of what does one mean by construct of resource complementarity.Practical implicationsFrom a managerial perspective, it is shown that organizations need to develop adaptive capabilities to utilize internal and external competencies and resources and enable co-creative processes within the service ecosystem.Originality/valueVery few empirical studies in the marketing literature have focused on multi-sided digital platforms and their resource complementarity in the data-driven healthcare ecosystem settings.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-09-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44375723","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 1
The effects of a firm's capabilities on its innovativeness: the mediating roles of resource flexibility 企业能力对创新的影响:资源灵活性的中介作用
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-09-21 DOI: 10.1108/bjm-02-2022-0064
Yu Gao, Wei Yang, Hao Shen
PurposeThis study examines the effects of technological and marketing capabilities on administrative and product innovativeness, and the mediation effects of resource flexibility.Design/methodology/approachThis study tests a conceptual model based on survey data from 303 Chinese firms using structural equation modeling.FindingsTechnological and marketing capabilities are found to have positive effects on administrative and product innovativeness, as well as resource flexibility. Resource flexibility positively influenced administrative innovativeness and product innovativeness, and resource flexibility mediated the relationships between technological and marketing capability and administrative and product innovativeness.Originality/valueThis study advances the authors' understanding of firm innovativeness and resource flexibility, addresses the missing link between firm capability and firm innovativeness, and contributes to the authors' knowledge of value-generating paths in resource management research.
目的本研究考察了技术和营销能力对行政和产品创新的影响,以及资源灵活性的中介效应。设计/方法论/方法本研究基于303家中国企业的调查数据,使用结构方程模型对概念模型进行了测试。发现技术和营销能力对管理和产品创新以及资源灵活性有积极影响。资源柔性对行政创新性和产品创新性产生正向影响,资源柔性对技术和营销能力与行政创新性、产品创新性之间的关系起中介作用。原创性/价值本研究增进了作者对企业创新性和资源灵活性的理解,解决了企业能力和企业创新性之间缺失的环节,并有助于作者了解资源管理研究中的价值产生路径。
{"title":"The effects of a firm's capabilities on its innovativeness: the mediating roles of resource flexibility","authors":"Yu Gao, Wei Yang, Hao Shen","doi":"10.1108/bjm-02-2022-0064","DOIUrl":"https://doi.org/10.1108/bjm-02-2022-0064","url":null,"abstract":"PurposeThis study examines the effects of technological and marketing capabilities on administrative and product innovativeness, and the mediation effects of resource flexibility.Design/methodology/approachThis study tests a conceptual model based on survey data from 303 Chinese firms using structural equation modeling.FindingsTechnological and marketing capabilities are found to have positive effects on administrative and product innovativeness, as well as resource flexibility. Resource flexibility positively influenced administrative innovativeness and product innovativeness, and resource flexibility mediated the relationships between technological and marketing capability and administrative and product innovativeness.Originality/valueThis study advances the authors' understanding of firm innovativeness and resource flexibility, addresses the missing link between firm capability and firm innovativeness, and contributes to the authors' knowledge of value-generating paths in resource management research.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44137505","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Why do good soldiers in good organizations behave wrongly? The vicarious licensing effect of perceived corporate social responsibility 为什么好组织里的好士兵会有错误的行为?感知企业社会责任的代理许可效应
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-09-15 DOI: 10.1108/bjm-02-2022-0071
S. Dadaboyev, Sungwon Choi, S. Paek
PurposeWhile most corporate social responsibility (CSR) research has focused on its positive effects, the potential “dark side” of CSR has received scant attention. Grounded in vicarious moral licensing theory and insights from related literature, the current study examines how employees' perceptions of external CSR could result in unintentional negative consequences like unethical pro-organizational behavior via psychological entitlement. The study also investigates the direct and conditional effects of private self-awareness.Design/methodology/approachA two-wave survey of 609 full-time employees from various occupations was conducted to empirically test the hypotheses. Several techniques and remedies were applied to control the quality of the sample data and mitigate the effects of potential common method bias.FindingsThe results demonstrate that unethical pro-organizational behavior can be an unintentional negative outcome of perceived external CSR, and psychological entitlement mediates the relationship.Research limitations/implicationsThis work contributes to the moral licensing literature by examining vicarious moral licensing in the work domain. It offers several new and significant implications for research on CSR, psychological entitlement, and unethical pro-organizational behavior. The results suggest that managers should be mindful of unethical pro-organizational behavior as a potential negative consequence of external CSR engagement.Originality/valueThis study is among the first attempts to examine vicarious moral licensing in the work domain and investigates a largely neglected research area – the negative aspect of external CSR.
目的虽然大多数企业社会责任研究都集中在其积极影响上,但企业社会责任潜在的“黑暗面”却很少受到关注。基于替代道德许可理论和相关文献的见解,本研究考察了员工对外部企业社会责任的认知如何通过心理权利导致无意的负面后果,如不道德的亲组织行为。本研究还调查了私人自我意识的直接和条件效应。设计/方法/方法对609名来自不同职业的全职员工进行了两波调查,以实证检验这些假设。应用了几种技术和补救措施来控制样本数据的质量,并减轻潜在的常见方法偏差的影响。研究结果表明,不道德的亲组织行为可能是感知外部社会责任的无意负面结果,而心理权利在这种关系中起中介作用。研究局限性/含义这项工作通过研究工作领域中的替代道德许可,为道德许可文献做出了贡献。它为企业社会责任、心理权利和不道德的亲组织行为的研究提供了一些新的重要启示。研究结果表明,管理者应该注意不道德的亲组织行为,这是外部CSR参与的潜在负面后果。独创性/价值本研究是第一次尝试在工作领域检验替代性道德许可,并调查了一个很大程度上被忽视的研究领域——外部企业社会责任的负面方面。
{"title":"Why do good soldiers in good organizations behave wrongly? The vicarious licensing effect of perceived corporate social responsibility","authors":"S. Dadaboyev, Sungwon Choi, S. Paek","doi":"10.1108/bjm-02-2022-0071","DOIUrl":"https://doi.org/10.1108/bjm-02-2022-0071","url":null,"abstract":"PurposeWhile most corporate social responsibility (CSR) research has focused on its positive effects, the potential “dark side” of CSR has received scant attention. Grounded in vicarious moral licensing theory and insights from related literature, the current study examines how employees' perceptions of external CSR could result in unintentional negative consequences like unethical pro-organizational behavior via psychological entitlement. The study also investigates the direct and conditional effects of private self-awareness.Design/methodology/approachA two-wave survey of 609 full-time employees from various occupations was conducted to empirically test the hypotheses. Several techniques and remedies were applied to control the quality of the sample data and mitigate the effects of potential common method bias.FindingsThe results demonstrate that unethical pro-organizational behavior can be an unintentional negative outcome of perceived external CSR, and psychological entitlement mediates the relationship.Research limitations/implicationsThis work contributes to the moral licensing literature by examining vicarious moral licensing in the work domain. It offers several new and significant implications for research on CSR, psychological entitlement, and unethical pro-organizational behavior. The results suggest that managers should be mindful of unethical pro-organizational behavior as a potential negative consequence of external CSR engagement.Originality/valueThis study is among the first attempts to examine vicarious moral licensing in the work domain and investigates a largely neglected research area – the negative aspect of external CSR.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-09-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44502051","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 2
When working from home might come at a cost: the relationship between family boundary permeability, overwork climate and exhaustion 在家工作可能会付出代价:家庭边界渗透性、过度工作的气候和疲惫之间的关系
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-08-29 DOI: 10.1108/bjm-12-2021-0491
J. Lazauskaitė-Zabielskė, Arūnas Žiedelis, I. Urbanavičiūtė
PurposeDrawing on boundary theory, this study aims to analyse whether the intensity of working from home will be related to higher exhaustion through family boundary permeability, with this relationship being more robust when overwork climate is high.Design/methodology/approachIn this paper eight hundred eighty-three white-collar employees working from home during the COVID-19 pandemic in Lithuania were surveyed online.FindingsThe results confirmed the hypotheses, demonstrating that family boundary permeability may explain the relationship between telework intensity and exhaustion. Furthermore, the mediating relationship between the intensity of working from home, family boundary permeability and exhaustion were moderated by overwork climate. Employees who felt the pressure to overwork were more likely to have a more permeable family boundary when working from home and appeared to experience a much higher psychological cost in terms of emotional exhaustion.Originality/valueThe study provides an insight into the relationships between the intensity of working from home, boundary permeability and exhaustion and their boundary conditions when working from home during the COVID-19 pandemic.
利用边界理论,本研究旨在通过家庭边界渗透性分析在家工作强度是否与较高的疲劳程度相关,当过度工作气氛较高时,这种关系更为牢固。设计/方法/方法本文对立陶宛COVID-19大流行期间在家工作的883名白领员工进行了在线调查。研究结果证实了上述假设,表明家庭边界渗透性可以解释远程工作强度与疲劳之间的关系。此外,在家工作强度、家庭边界渗透性和疲劳之间的中介关系被过度工作气候调节。那些感到过度工作压力的员工在在家工作时更有可能有一个更容易渗透的家庭边界,并且在情绪疲惫方面似乎经历了更高的心理成本。独创性/价值该研究深入了解了COVID-19大流行期间在家工作时,在家工作强度、边界渗透性和疲劳与其边界条件之间的关系。
{"title":"When working from home might come at a cost: the relationship between family boundary permeability, overwork climate and exhaustion","authors":"J. Lazauskaitė-Zabielskė, Arūnas Žiedelis, I. Urbanavičiūtė","doi":"10.1108/bjm-12-2021-0491","DOIUrl":"https://doi.org/10.1108/bjm-12-2021-0491","url":null,"abstract":"PurposeDrawing on boundary theory, this study aims to analyse whether the intensity of working from home will be related to higher exhaustion through family boundary permeability, with this relationship being more robust when overwork climate is high.Design/methodology/approachIn this paper eight hundred eighty-three white-collar employees working from home during the COVID-19 pandemic in Lithuania were surveyed online.FindingsThe results confirmed the hypotheses, demonstrating that family boundary permeability may explain the relationship between telework intensity and exhaustion. Furthermore, the mediating relationship between the intensity of working from home, family boundary permeability and exhaustion were moderated by overwork climate. Employees who felt the pressure to overwork were more likely to have a more permeable family boundary when working from home and appeared to experience a much higher psychological cost in terms of emotional exhaustion.Originality/valueThe study provides an insight into the relationships between the intensity of working from home, boundary permeability and exhaustion and their boundary conditions when working from home during the COVID-19 pandemic.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43186404","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 5
Drivers for SMEs participation in entrepreneurial ecosystems: evidence from health tech ecosystem in Northern Finland 中小企业参与创业生态系统的驱动因素:来自芬兰北部卫生技术生态系统的证据
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-08-16 DOI: 10.1108/bjm-02-2022-0065
Abdollah Mohammadparast Tabas, Jonathan Mukiza Peter Kansheba, Hanna Komulainen
PurposeThe entrepreneurial ecosystem (EE) literature is dominated by conceptual studies with insufficient theoretical foundations and empirical evidence on the micro-level. This study aims to explore the largely overlooked question of what the drivers that motivate small and medium-sized enterprises (SMEs) to participate in an ecosystem are.Design/methodology/approachThe study adopts a qualitative exploratory approach. The empirical data consists of 19 semi-structured interviews with top management of SMEs in the health tech ecosystem in Finland. The data were analyzed using a thematic content analysis.FindingsThis study reveals a typology of drivers that motivate SMEs to participate in an ecosystem. These include social drivers (networking and cooperation and communication and knowledge sharing), resource drivers (access to resources, formal and informal support and market access) and cognitive drivers (shared goals and common values).Research limitations/implicationsThe study contributes to the EE research by highlighting the drivers that motivate health tech SMEs to become members of the local ecosystem. It suggests that managers and entrepreneurs need to be aware of the factors related to social, resource and cognitive drivers to ensure the future success of their business.Originality/valueThe study draws evidence from a micro-level perspective which enriches the understanding of the EE phenomenon. It also explores an increasingly relevant but under-researched field, the health tech ecosystem.
目的创业生态系统研究文献以概念性研究为主,缺乏微观层面的理论基础和经验证据。本研究旨在探讨一个被忽视的问题,即激励中小企业(SMEs)参与生态系统的驱动因素是什么。设计/方法/方法本研究采用定性的探索性方法。实证数据包括对芬兰卫生技术生态系统中小企业高层管理人员的19次半结构化访谈。使用主题内容分析对数据进行分析。本研究揭示了激励中小企业参与生态系统的驱动因素类型。这些驱动因素包括社会驱动因素(网络、合作、沟通和知识共享)、资源驱动因素(获得资源、正式和非正式支持以及市场准入)和认知驱动因素(共同目标和共同价值观)。研究局限性/启示本研究通过强调激励卫生科技中小企业成为当地生态系统成员的驱动因素,对EE研究做出了贡献。这表明,管理者和企业家需要意识到与社会、资源和认知驱动因素相关的因素,以确保他们的企业在未来取得成功。原创性/价值本研究从微观层面的角度获取证据,丰富了对情感表达现象的理解。它还探讨了一个日益相关但研究不足的领域,即卫生技术生态系统。
{"title":"Drivers for SMEs participation in entrepreneurial ecosystems: evidence from health tech ecosystem in Northern Finland","authors":"Abdollah Mohammadparast Tabas, Jonathan Mukiza Peter Kansheba, Hanna Komulainen","doi":"10.1108/bjm-02-2022-0065","DOIUrl":"https://doi.org/10.1108/bjm-02-2022-0065","url":null,"abstract":"PurposeThe entrepreneurial ecosystem (EE) literature is dominated by conceptual studies with insufficient theoretical foundations and empirical evidence on the micro-level. This study aims to explore the largely overlooked question of what the drivers that motivate small and medium-sized enterprises (SMEs) to participate in an ecosystem are.Design/methodology/approachThe study adopts a qualitative exploratory approach. The empirical data consists of 19 semi-structured interviews with top management of SMEs in the health tech ecosystem in Finland. The data were analyzed using a thematic content analysis.FindingsThis study reveals a typology of drivers that motivate SMEs to participate in an ecosystem. These include social drivers (networking and cooperation and communication and knowledge sharing), resource drivers (access to resources, formal and informal support and market access) and cognitive drivers (shared goals and common values).Research limitations/implicationsThe study contributes to the EE research by highlighting the drivers that motivate health tech SMEs to become members of the local ecosystem. It suggests that managers and entrepreneurs need to be aware of the factors related to social, resource and cognitive drivers to ensure the future success of their business.Originality/valueThe study draws evidence from a micro-level perspective which enriches the understanding of the EE phenomenon. It also explores an increasingly relevant but under-researched field, the health tech ecosystem.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-08-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47168233","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 1
Who needs transformational leadership to craft their job? The role of work engagement and personal values 谁需要转型型领导才能胜任自己的工作?工作投入和个人价值观的作用
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-08-08 DOI: 10.1108/bjm-04-2022-0170
Agnieszka Wojtczuk-Turek
PurposeThe purpose of this paper is to discuss relationships between transformational leadership and job crafting. Using the job demands-resource (JD-R) theory, this study investigates the mediating role of work engagement in the relationship between transformational leadership and job crafting. The author has also tested the moderating roles of personal values.Design/methodology/approachThis study is based on data from 450 knowledge workers representing companies of various sizes from the knowledge-intensive business services (KIBS) sector in Poland. The questionnaires were completed using the computer-assisted telephone interview method. The statistical verification of the mediation and moderation analyses was conducted using macro PROCESS (ver. 3.3).FindingsThe findings show that transformational leadership was positively related to job crafting. Statistical analysis also confirmed the research hypothesis that as a personal resource, self-enhancement values moderate relationships between transformational leadership and work engagement, thus strengthening them. The study integrated research on leadership and personal and organisational resources to examine the collective impact of these variables on employee job crafting.Originality/valueThe study is the first to explore the mediating mechanism (through work engagement) between transformational leadership and job crafting in the context of KIBS companies in Poland.
目的本文旨在探讨转型领导与工作塑造之间的关系。运用工作需求资源理论,研究了工作投入在变革型领导与工作塑造关系中的中介作用。作者还测试了个人价值观的调节作用。设计/方法论/方法本研究基于450名知识工作者的数据,这些知识工作者代表了波兰知识密集型商业服务(KIBS)部门的各种规模的公司。问卷调查采用计算机辅助电话访谈法完成。使用宏观过程(第3.3版)对中介和调节分析进行了统计验证。结果表明,变革型领导与工作塑造呈正相关。统计分析也证实了研究假设,即自我提升作为一种个人资源,重视变革型领导与工作投入之间的适度关系,从而加强它们。该研究综合了对领导力、个人和组织资源的研究,以检验这些变量对员工工作制定的集体影响。独创性/价值该研究首次探讨了波兰KIBS公司背景下转型领导与工作塑造之间的中介机制(通过工作参与)。
{"title":"Who needs transformational leadership to craft their job? The role of work engagement and personal values","authors":"Agnieszka Wojtczuk-Turek","doi":"10.1108/bjm-04-2022-0170","DOIUrl":"https://doi.org/10.1108/bjm-04-2022-0170","url":null,"abstract":"PurposeThe purpose of this paper is to discuss relationships between transformational leadership and job crafting. Using the job demands-resource (JD-R) theory, this study investigates the mediating role of work engagement in the relationship between transformational leadership and job crafting. The author has also tested the moderating roles of personal values.Design/methodology/approachThis study is based on data from 450 knowledge workers representing companies of various sizes from the knowledge-intensive business services (KIBS) sector in Poland. The questionnaires were completed using the computer-assisted telephone interview method. The statistical verification of the mediation and moderation analyses was conducted using macro PROCESS (ver. 3.3).FindingsThe findings show that transformational leadership was positively related to job crafting. Statistical analysis also confirmed the research hypothesis that as a personal resource, self-enhancement values moderate relationships between transformational leadership and work engagement, thus strengthening them. The study integrated research on leadership and personal and organisational resources to examine the collective impact of these variables on employee job crafting.Originality/valueThe study is the first to explore the mediating mechanism (through work engagement) between transformational leadership and job crafting in the context of KIBS companies in Poland.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48883632","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
Family- and non-family-related reasons for entrepreneurial exits 企业退出的家庭和非家庭原因
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-08-05 DOI: 10.1108/bjm-02-2022-0078
I. Koładkiewicz, Eugene Kaciak, Marta Wojtyra-Perlejewska
PurposeThis study examines the family- and non-family-related reasons that may determine the choice of the anticipated entrepreneurial exit strategy (exit intention).Design/methodology/approachThe study is based on a survey of 267 owner-managers of micro-and small-sized firms in Poland and focuses on their exit intentions (rather than actual actions) as precursors to entrepreneurial exit. Structural equation modelling (SEM) was used to test the hypotheses.FindingsThe results show that family-related reasons may encourage entrepreneurs to choose the stewardship strategy over the financial harvest or voluntary cessation strategies, while non-family-related reasons such as maintaining financial independence and health may encourage the choice of the financial harvest or the voluntary cessation strategy.Originality/valueThis research contributes to both the entrepreneurial exit literature and psychological ownership theory by demonstrating the potential relevance of psychological ownership in the selection of exit strategies.
目的本研究考察了可能决定预期创业退出战略(退出意向)选择的家庭和非家庭相关原因。设计/方法/方法本研究基于对波兰267家中小企业主-经理的调查,重点关注他们的退出意向(而非实际行动)作为创业退出的前兆。结构方程模型(SEM)被用来检验这些假设。研究结果表明,与家庭相关的原因可能会鼓励企业家选择管理策略,而不是财务收获或自愿停止策略,而与家庭无关的原因,如保持财务独立和健康,可能会鼓励他们选择财务收获或自愿停止策略。原创性/价值本研究通过证明心理所有权在选择退出策略中的潜在相关性,为创业退出文献和心理所有权理论做出了贡献。
{"title":"Family- and non-family-related reasons for entrepreneurial exits","authors":"I. Koładkiewicz, Eugene Kaciak, Marta Wojtyra-Perlejewska","doi":"10.1108/bjm-02-2022-0078","DOIUrl":"https://doi.org/10.1108/bjm-02-2022-0078","url":null,"abstract":"PurposeThis study examines the family- and non-family-related reasons that may determine the choice of the anticipated entrepreneurial exit strategy (exit intention).Design/methodology/approachThe study is based on a survey of 267 owner-managers of micro-and small-sized firms in Poland and focuses on their exit intentions (rather than actual actions) as precursors to entrepreneurial exit. Structural equation modelling (SEM) was used to test the hypotheses.FindingsThe results show that family-related reasons may encourage entrepreneurs to choose the stewardship strategy over the financial harvest or voluntary cessation strategies, while non-family-related reasons such as maintaining financial independence and health may encourage the choice of the financial harvest or the voluntary cessation strategy.Originality/valueThis research contributes to both the entrepreneurial exit literature and psychological ownership theory by demonstrating the potential relevance of psychological ownership in the selection of exit strategies.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43938242","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 2
Female managers' meaningful work and commitment: organizational contexts and generational differences 女性管理者有意义的工作和承诺:组织背景和代际差异
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-07-13 DOI: 10.1108/bjm-12-2021-0474
Eun Jee Kim, Sunyoung Park
PurposeThe aim of this research is to examine the relationships among family-friendly organizational culture, job characteristics, supervisor support, meaningful work, and organizational commitment for female managers. It also investigates generational differences in these relationships.Design/methodology/approachData for the study were analyzed using multi-group structural equation modeling to examine the moderating role of generational differences.FindingsThis study investigates the role of meaningful work as an agent in terms of how it influences organizational commitment for female managers. Empirical results confirm the effect of family-friendly culture on supervisor support and meaningful work, which in turn impacts organizational commitment. The findings also revealed generational differences among Baby Boomers, Generation X, and Millennials in these relationships.Originality/valueThe findings highlight the significance of investigating meaningful work on organizational commitment by examining the relationships with organizational culture, supervisor support, and job characteristics across different generational groups.
目的研究女性管理者的家庭友好型组织文化、工作特点、主管支持、有意义的工作和组织承诺之间的关系。它还调查了这些关系中的代际差异。设计/方法/方法使用多组结构方程模型对研究数据进行分析,以检验代际差异的调节作用。研究结果本研究调查了有意义工作作为代理人的作用,以及它如何影响女性管理者的组织承诺。实证结果证实了家庭友好文化对主管支持和有意义的工作的影响,进而影响组织承诺。研究结果还揭示了婴儿潮一代、X一代和千禧一代在这些关系中的代际差异。原创性/价值研究结果强调了通过考察不同代际群体与组织文化、主管支持和工作特征的关系,调查有意义的组织承诺工作的重要性。
{"title":"Female managers' meaningful work and commitment: organizational contexts and generational differences","authors":"Eun Jee Kim, Sunyoung Park","doi":"10.1108/bjm-12-2021-0474","DOIUrl":"https://doi.org/10.1108/bjm-12-2021-0474","url":null,"abstract":"PurposeThe aim of this research is to examine the relationships among family-friendly organizational culture, job characteristics, supervisor support, meaningful work, and organizational commitment for female managers. It also investigates generational differences in these relationships.Design/methodology/approachData for the study were analyzed using multi-group structural equation modeling to examine the moderating role of generational differences.FindingsThis study investigates the role of meaningful work as an agent in terms of how it influences organizational commitment for female managers. Empirical results confirm the effect of family-friendly culture on supervisor support and meaningful work, which in turn impacts organizational commitment. The findings also revealed generational differences among Baby Boomers, Generation X, and Millennials in these relationships.Originality/valueThe findings highlight the significance of investigating meaningful work on organizational commitment by examining the relationships with organizational culture, supervisor support, and job characteristics across different generational groups.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44945055","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 1
Organizational hierarchical position, perception of unfair pay, and job satisfaction: evidence from large nation-wide surveys in Poland 组织等级地位、对不公平薪酬的感知和工作满意度:来自波兰大型全国性调查的证据
IF 3.1 4区 管理学 Q3 MANAGEMENT Pub Date : 2022-07-12 DOI: 10.1108/bjm-02-2022-0057
Vera A. Adamchik, T. Hyclak, P. Sedlak
PurposeThe study examines the relationship between perceived unfair pay and job satisfaction and how this relationship is contingent on organizational hierarchical rank.Design/methodology/approachThe proprietary data are from ongoing surveys of individual workers conducted by a major Polish human resource consulting firm. The pooled cross-section dataset is comprised of nearly 330,000 individuals working in the Polish labor market during 2015–2017. Drawing upon various theories, the authors formalize and test three hypotheses. The estimations are performed using the ordered probit method.FindingsCeteris paribus, job satisfaction is increasing with organizational hierarchical rank; perceived unfairness of pay is negatively associated with job satisfaction, and organizational hierarchical rank exacerbates this negative relationship by making it stronger for employees holding higher organizational positions.Originality/valueFirst, prior research is mainly confined to studying pay satisfaction as a contributing factor to job satisfaction, and perceived fairness of pay was rarely considered. Second, very few studies examine the role of hierarchical level as a moderator in the relationship between organizational justice and workplace outcomes. Third, the authors add to the scarce empirical literature on job satisfaction for post-Communist Central and East European countries as only a limited number of such studies exist for Poland.
目的本研究考察了感知不公平薪酬与工作满意度之间的关系,以及这种关系是如何取决于组织等级的。设计/方法论/方法专有数据来自波兰一家主要人力资源咨询公司正在进行的工人个人调查。汇集的横截面数据集由2015-2017年间在波兰劳动力市场工作的近33万人组成。根据各种理论,作者对三个假设进行了形式化和检验。使用有序probit方法进行估计。研究发现,在同等条件下,工作满意度随组织层级的增加而增加;感知到的薪酬不公平与工作满意度呈负相关,而组织层级使担任更高组织职位的员工的这种负相关关系更加强烈,从而加剧了这种负相关。原创性/价值首先,先前的研究主要局限于将薪酬满意度作为工作满意度的一个促成因素,很少考虑薪酬的公平性。其次,很少有研究考察层级在组织公正与工作场所结果之间关系中的调节作用。第三,作者补充了关于后共产主义中欧和东欧国家工作满意度的稀缺实证文献,因为波兰的此类研究数量有限。
{"title":"Organizational hierarchical position, perception of unfair pay, and job satisfaction: evidence from large nation-wide surveys in Poland","authors":"Vera A. Adamchik, T. Hyclak, P. Sedlak","doi":"10.1108/bjm-02-2022-0057","DOIUrl":"https://doi.org/10.1108/bjm-02-2022-0057","url":null,"abstract":"PurposeThe study examines the relationship between perceived unfair pay and job satisfaction and how this relationship is contingent on organizational hierarchical rank.Design/methodology/approachThe proprietary data are from ongoing surveys of individual workers conducted by a major Polish human resource consulting firm. The pooled cross-section dataset is comprised of nearly 330,000 individuals working in the Polish labor market during 2015–2017. Drawing upon various theories, the authors formalize and test three hypotheses. The estimations are performed using the ordered probit method.FindingsCeteris paribus, job satisfaction is increasing with organizational hierarchical rank; perceived unfairness of pay is negatively associated with job satisfaction, and organizational hierarchical rank exacerbates this negative relationship by making it stronger for employees holding higher organizational positions.Originality/valueFirst, prior research is mainly confined to studying pay satisfaction as a contributing factor to job satisfaction, and perceived fairness of pay was rarely considered. Second, very few studies examine the role of hierarchical level as a moderator in the relationship between organizational justice and workplace outcomes. Third, the authors add to the scarce empirical literature on job satisfaction for post-Communist Central and East European countries as only a limited number of such studies exist for Poland.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"1 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41835446","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
引用次数: 0
期刊
Baltic Journal of Management
全部 Acc. Chem. Res. ACS Applied Bio Materials ACS Appl. Electron. Mater. ACS Appl. Energy Mater. ACS Appl. Mater. Interfaces ACS Appl. Nano Mater. ACS Appl. Polym. Mater. ACS BIOMATER-SCI ENG ACS Catal. ACS Cent. Sci. ACS Chem. Biol. ACS Chemical Health & Safety ACS Chem. Neurosci. ACS Comb. Sci. ACS Earth Space Chem. ACS Energy Lett. ACS Infect. Dis. ACS Macro Lett. ACS Mater. Lett. ACS Med. Chem. Lett. ACS Nano ACS Omega ACS Photonics ACS Sens. ACS Sustainable Chem. Eng. ACS Synth. Biol. Anal. Chem. BIOCHEMISTRY-US Bioconjugate Chem. BIOMACROMOLECULES Chem. Res. Toxicol. Chem. Rev. Chem. Mater. CRYST GROWTH DES ENERG FUEL Environ. Sci. Technol. Environ. Sci. Technol. Lett. Eur. J. Inorg. Chem. IND ENG CHEM RES Inorg. Chem. J. Agric. Food. Chem. J. Chem. Eng. Data J. Chem. Educ. J. Chem. Inf. Model. J. Chem. Theory Comput. J. Med. Chem. J. Nat. Prod. J PROTEOME RES J. Am. Chem. Soc. LANGMUIR MACROMOLECULES Mol. Pharmaceutics Nano Lett. Org. Lett. ORG PROCESS RES DEV ORGANOMETALLICS J. Org. Chem. J. Phys. Chem. J. Phys. Chem. A J. Phys. Chem. B J. Phys. Chem. C J. Phys. Chem. Lett. Analyst Anal. Methods Biomater. Sci. Catal. Sci. Technol. Chem. Commun. Chem. Soc. Rev. CHEM EDUC RES PRACT CRYSTENGCOMM Dalton Trans. Energy Environ. Sci. ENVIRON SCI-NANO ENVIRON SCI-PROC IMP ENVIRON SCI-WAT RES Faraday Discuss. Food Funct. Green Chem. Inorg. Chem. Front. Integr. Biol. J. Anal. At. Spectrom. J. Mater. Chem. A J. Mater. Chem. B J. Mater. Chem. C Lab Chip Mater. Chem. Front. Mater. Horiz. MEDCHEMCOMM Metallomics Mol. Biosyst. Mol. Syst. Des. Eng. Nanoscale Nanoscale Horiz. Nat. Prod. Rep. New J. Chem. Org. Biomol. Chem. Org. Chem. Front. PHOTOCH PHOTOBIO SCI PCCP Polym. Chem.
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1