Canadian Journal of Administrative Sciences-Revue Canadienne Des Sciences De L Administration最新文献

Research suggests employees are more productive when they feel their supervisor trusts them. However, the underlying processes that explain this relation are not well understood. We investigated whether self-determination (a motivational construct) mediates the relation between felt trust and task performance. We tested our hypotheses across two studies, which employed work simulation tasks. We found that our felt trust manipulation had a direct positive effect on task performance (Study 1), as well as an indirect positive effect on task performance via the competence satisfaction facet of self-determination (Study 2). These results support the causal effect of felt trust on self-determination, as well as the viability of a self-determination pathway that accounts for the relationship between felt trust and task performance.

The tourism industry was drastically impacted during the COVID-19 pandemic which caused managers to face uncertainty and unprecedented challenges. An interpretative case study of an international airline was conducted which revealed rich insights and descriptive stories captured through interviews. A cross-interview analysis and iterative coding, inductively led to concept development. A new concept of Rapid Resiliency is distinguished from Organizational Resiliency based on the element of compressed time. Organizational Resiliency is a capacity built over time whereas Rapid Resiliency describes the building of resiliency quickly while living through a crisis experience. The model shows that pandemic driven environmental changes including decreasing passenger demand, travel restrictions and stringent health measures placed extraordinary pressure on the airline. Four propositions are presented describing management approaches that culminate to help organizations build resiliency swiftly during crisis.

Researchers now understand that the Great Recession stemmed from a “systemic leadership failure,” involving various entities such as the government, financial institutions, investors, homeowners, and regulators. Consequently, traditional leadership approaches of the time came under intense scrutiny, necessitating a shift in leadership perception and mentality. This paper conducts a comprehensive examination of existing literature on the primary leadership approaches prevalent before, during and after the global economic and financial crisis era (i.e., 2007–2009). The study aims to synthesize existing approaches and explore new leadership paradigms necessary to foster a more inclusive, prosperous, and responsible business environment. Furthermore, through critical analysis, this paper proposes a new type of leader capable of predicting, avoiding, and effectively overcoming potential future economic crises: the hybrid artificial intelligent (AI) leader. Considering contemporary technological advancements, the study contributes to the theory by providing a description of the proposed innovative leadership approach and justifying its effectiveness in addressing economic crises.

Work–family enrichment has attracted interest from the perspective of the individual, entrepreneur, and family business. This study investigates how family–work enrichment (FWE) influences Family satisfaction (FS), the moderating role of family ownership, and the three-way interaction between FWE, FS and gender, which provides a more synergistic understanding of family businesses. In a sample from four South African provinces, this study shows that FWE has a positive association with FS and that family ownership moderates the association between FWE and FS. The effect is more pronounced in families than in non-family businesses. The three-way interaction among FWE, family ownership, and gender is significantly associated with FS, but the effect is more substantial for women in non-family businesses; only male entrepreneurs in family businesses benefit from family resources. The study concludes with implications for practice.

Research on intrapreneurship -venturing entrepreneurial initiatives by employees within organizations-is beginning to receive the prominence it deserves within the academy. In this paper, we analyze this approach following a regional-global context and comparing the different perceptions of the entrepreneurial process between countries. It also analyses the relationship between the entrepreneurial activity rate (TEA) of a given country and its level of intra-entrepreneurship (intra-entrepreneurship (EEA)), as key factors for defining this concept. Our findings provide evidence of how countries such as Austria, Italy, Slovenia, Spain and Australia have used intrapreneurship as a growth strategy in the context of the COVID-19 pandemic.

A cornerstone for economic growth, universities have been impelled to the entrepreneurial turn to transform their knowledge into innovations and new ventures. A common strategy from university managers is to rely on the best practices and benchmarks of entrepreneurial universities. However, universities are heterogeneous and context-dependent, thus requiring an in-depth understanding of their missions, structural characteristics, and regional history, among other factors. Using the entrepreneurial architecture approach, this paper presents space and place differences from universities in Europe, Latin America, and the United States. Data was collected from 41 leaders from universities worldwide and analyzed through lexicometry methods. Results indicate how heterogeneity implies distinct organizational structures in universities, such as in strategy making, science commercialization culture, and the role of Technology Transfer Offices.

This study analyzes survey data from front-line employees across three shopping malls in Myanmar to investigate the mediating role of social capital in the relationship between psychological capital (PsyCap) and individual performance. Social capital was measured using the in-degree centrality of two types of social networks: expressive (i.e., friendship) and instrumental (i.e., advice) networks. The findings indicate that the instrumental network partially mediates the relationship between PsyCap and individual performance, but the expressive network does not. The implications of the findings are discussed in terms of the utility and limitations of social exchange theory, with particular focus on the relationship between PsyCap and the expressive network.

More knowledge about the relationships among innovation ecosystem-oriented coopetition capability (IEOCC), organizational learning, and service innovations is necessary. Using contingency theory as its theoretical basis, this study examines the impact of IEOCC on organizational learning and its subsequent effects on RSI and ISI. A survey of 177 information technology (IT) manufacturers in Taiwan, with senior managers as respondents for data collection, strongly supports the model. This study adopts structural equation modeling (SEM) to analyze the data via SmartPLS. Our results indicate that organizational learning mediates the IEOCC and service innovations relationships and that IEOCC moderates the organizational learning and service innovations relationships. We provide a rich context for studying business innovation ecosystems, service innovations, organizational learning, and coopetition capabilities.

This study examines the role of academic psychological capital (PsyCap) in buffering the negative impact of organizational crises (COVID-19 pandemic) on educational outcomes in higher education institutions. Drawing on positive organizational behavior theory and crisis management literature, we hypothesize that students with higher levels of academic PsyCap will have significantly higher retention and graduation rates during the crisis, and that academic PsyCap is a better predictor of these outcomes than traditional predictors such as high school GPA and standardized test scores (Scholastic Assessment Test (SAT)). Using a longitudinal approach, we found that academic PsyCap is positively related to 1-year retention and graduation rates. Academic PsyCap also explains additional variance in these outcomes beyond high school GPA. The findings highlight the importance of cultivating psychological resources like hope, efficacy, resilience, and optimism to promote student success and well-being during challenging times.