Pub Date : 2023-11-06DOI: 10.1108/jocm-04-2023-0116
Tianwei Ding, Ziru Qi, Jiaoping Yang
Purpose In today's digitalized world, platform leadership is a novel leadership style that facilitates employee innovation. However, the impact mechanism of platform leadership on employee innovation passion has not been explored. Design/methodology/approach In this study, based on the theory of a self-organizing objective system, 591 new-generation employees were surveyed to explore the impact of platform leadership on the harmonious innovation passion of new-generation employees. Findings The results showed that platform leadership stimulates the harmonious innovation passion of employees by promoting the integration of organizational and employee objectives. This mechanism was found to be weakened by the internal integrated organizational culture and strengthened by the external adaptive organizational culture. Originality/value This study explores the mechanism by which platform leadership style influences the harmonious innovation passion of new-generation employees and provides theoretical guidance and practical insight into ways to improve the innovation capability of new-generation employees.
{"title":"For the organization is for oneself: impact of platform leadership on harmonious innovation passion of new-generation employees","authors":"Tianwei Ding, Ziru Qi, Jiaoping Yang","doi":"10.1108/jocm-04-2023-0116","DOIUrl":"https://doi.org/10.1108/jocm-04-2023-0116","url":null,"abstract":"Purpose In today's digitalized world, platform leadership is a novel leadership style that facilitates employee innovation. However, the impact mechanism of platform leadership on employee innovation passion has not been explored. Design/methodology/approach In this study, based on the theory of a self-organizing objective system, 591 new-generation employees were surveyed to explore the impact of platform leadership on the harmonious innovation passion of new-generation employees. Findings The results showed that platform leadership stimulates the harmonious innovation passion of employees by promoting the integration of organizational and employee objectives. This mechanism was found to be weakened by the internal integrated organizational culture and strengthened by the external adaptive organizational culture. Originality/value This study explores the mechanism by which platform leadership style influences the harmonious innovation passion of new-generation employees and provides theoretical guidance and practical insight into ways to improve the innovation capability of new-generation employees.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"74 6","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135584748","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}
Pub Date : 2023-11-06DOI: 10.1108/jocm-06-2023-0234
Albert James Mills, Päivi Eriksson, Eeva Aromaa, Outi-Maaria Palo-Oja
Purpose The purpose of this article is to address research gaps relating to agency and institutionalism in new institutional theory (NIT) and institutional work (IW) and use the critical sensemaking (CSM) approach to bridge the debates around agency, especially on issues of language and discourse, actor network theory (ANT) and history. Design/methodology/approach A conceptual analysis of the literature is performed to discuss issues of agency in IW and CSM in organizations, and examples of empirical studies are used to illustrate connectivity, contrast and fusion. Findings The analysis illustrates points of distance (rather than disconnect), but most importantly, connectivity and the potential for further developments between the literature on IW and CSM. Social implications Discussion around new possibilities to focus on agency has the potential to contribute to humanist thinking about the (agentic) character of organizations and the potential for social change. Originality/value The article contributes to the discussion of agency in the organization through a starting point (i.e. CSM) outside of NIT.
{"title":"Mind the gap! Building bridges between institutional work and critical sensemaking","authors":"Albert James Mills, Päivi Eriksson, Eeva Aromaa, Outi-Maaria Palo-Oja","doi":"10.1108/jocm-06-2023-0234","DOIUrl":"https://doi.org/10.1108/jocm-06-2023-0234","url":null,"abstract":"Purpose The purpose of this article is to address research gaps relating to agency and institutionalism in new institutional theory (NIT) and institutional work (IW) and use the critical sensemaking (CSM) approach to bridge the debates around agency, especially on issues of language and discourse, actor network theory (ANT) and history. Design/methodology/approach A conceptual analysis of the literature is performed to discuss issues of agency in IW and CSM in organizations, and examples of empirical studies are used to illustrate connectivity, contrast and fusion. Findings The analysis illustrates points of distance (rather than disconnect), but most importantly, connectivity and the potential for further developments between the literature on IW and CSM. Social implications Discussion around new possibilities to focus on agency has the potential to contribute to humanist thinking about the (agentic) character of organizations and the potential for social change. Originality/value The article contributes to the discussion of agency in the organization through a starting point (i.e. CSM) outside of NIT.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"74 4","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135685294","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}
Purpose This research aims to explore the effect of change management on job satisfaction. A conceptual model involving knowledge management and resistance to change as moderators tested the relationships in the context of a developing country, India. Design/methodology/approach Data from 413 respondents from four important sectors – healthcare, education, manufacturing and information technology – were collected from southern India. First, the psychometric properties of the survey instrument were checked, and then hypotheses were tested using Hayes's PROCESS macros. Findings The results indicate that change management significantly predicts employee productivity and job satisfaction. Further, employee productivity mediated the relationship between change management and job satisfaction. This study also found that the resistance to change (first moderator) and knowledge management (second moderator) interacted with change management to enhance employee productivity. Research limitations/implications This study has several contributions to the practitioners and academic scholars. The study has limitations, which are inherent in survey-based research, of common method bias and social desirability bias. However, the authors have taken adequate care to minimize these biases. Originality/value The three-way interaction (moderated moderated-mediation) tested in this research uniquely contributes to the literature on change management. To the best of the authors’ knowledge, this moderated moderated-mediation has been tested for the first time in the context of a developing country, India, and provides valuable insights into the practicing managers and change agents in bringing successful change in organizations.
{"title":"Knowledge management and resistance to change as moderators in the relationship between change management and job satisfaction","authors":"Shamshad Ahamed Shaik, Ankaiah Batta, Satyanarayana Parayitam","doi":"10.1108/jocm-04-2023-0103","DOIUrl":"https://doi.org/10.1108/jocm-04-2023-0103","url":null,"abstract":"Purpose This research aims to explore the effect of change management on job satisfaction. A conceptual model involving knowledge management and resistance to change as moderators tested the relationships in the context of a developing country, India. Design/methodology/approach Data from 413 respondents from four important sectors – healthcare, education, manufacturing and information technology – were collected from southern India. First, the psychometric properties of the survey instrument were checked, and then hypotheses were tested using Hayes's PROCESS macros. Findings The results indicate that change management significantly predicts employee productivity and job satisfaction. Further, employee productivity mediated the relationship between change management and job satisfaction. This study also found that the resistance to change (first moderator) and knowledge management (second moderator) interacted with change management to enhance employee productivity. Research limitations/implications This study has several contributions to the practitioners and academic scholars. The study has limitations, which are inherent in survey-based research, of common method bias and social desirability bias. However, the authors have taken adequate care to minimize these biases. Originality/value The three-way interaction (moderated moderated-mediation) tested in this research uniquely contributes to the literature on change management. To the best of the authors’ knowledge, this moderated moderated-mediation has been tested for the first time in the context of a developing country, India, and provides valuable insights into the practicing managers and change agents in bringing successful change in organizations.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"29 3","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135874140","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}
Pub Date : 2023-10-30DOI: 10.1108/jocm-06-2023-0196
Mengli Liu, Minglei Bai, Bing Liu, Yuhan Li
Purpose Based on goal orientation theory, this study aims to examine how and when employees' performance goal orientations (PGOs) affect their change-supportive behavior in entrepreneurial firms undergoing change. Design/methodology/approach A two-wave time-lagged research design was applied to collect data from companies undergoing change in China. Findings The results showed that employees' performance-proving goal orientation (PPGO) was positively related to change-supportive behavior, and employees' performance-avoiding goal orientation (PAGO) was negatively related to change-supportive behavior. Openness to change played a mediating role in these mechanisms, and employees' learning goal orientation (LGO) played a moderating role. Originality/value By solving the mechanism of the relationship between PGOs and change-supportive behavior that has not been explored before, this study answers the question of how and when different PGOs affect support behavior.
{"title":"The effect of employee goal orientation on change-supportive behavior: a moderated mediation approach","authors":"Mengli Liu, Minglei Bai, Bing Liu, Yuhan Li","doi":"10.1108/jocm-06-2023-0196","DOIUrl":"https://doi.org/10.1108/jocm-06-2023-0196","url":null,"abstract":"Purpose Based on goal orientation theory, this study aims to examine how and when employees' performance goal orientations (PGOs) affect their change-supportive behavior in entrepreneurial firms undergoing change. Design/methodology/approach A two-wave time-lagged research design was applied to collect data from companies undergoing change in China. Findings The results showed that employees' performance-proving goal orientation (PPGO) was positively related to change-supportive behavior, and employees' performance-avoiding goal orientation (PAGO) was negatively related to change-supportive behavior. Openness to change played a mediating role in these mechanisms, and employees' learning goal orientation (LGO) played a moderating role. Originality/value By solving the mechanism of the relationship between PGOs and change-supportive behavior that has not been explored before, this study answers the question of how and when different PGOs affect support behavior.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136107047","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}
Pub Date : 2023-10-30DOI: 10.1108/jocm-05-2023-0153
Hsien-Che Lai, Tai-Yu Lee
Purpose This study aims to investigate how bricolage and improvisation increase the opportunities for supply chain integration of contract manufacturers. Connecting bricolage/improvisation with resource dependence theory offers an appropriate theoretical lens with which to understand the increasing focus on the view that bricolage and improvisation are feasible ways to create desired resources for contract manufacturers. Such resources can then enhance the autonomy of contract manufacturers in supply chain by building contract manufacturer–supply chain partner relationship interdependencies. Design/methodology/approach Given that the primary focus of the study was whether and how contract manufacturers respond to resource constraints, namely, bricolage and improvisation and environmental uncertainty as a moderating effect of fastener contract manufacturers' supplier/buyer integration, only firms that had contractual agreements involving manufacturing services for original equipment manufacturer and/or original design manufacture data were included in this population. This study selected a population from a list of 674 fastener firms provided by the Taiwan Industrial Fastener Institute in 2020 using a mailed survey to test the hypotheses. By the beginning of 2022, 165 completed questionnaires were returned, and the total useable sample was 158. Findings Hypotheses are tested using 158 contract manufacturers of the Taiwanese fastener industry. Results show that bricolage can lead contract manufacturers to initiate supplier and buyer integration. The moderating effect of environmental uncertainty further strengthens the above positive relationships. Without the moderating effect of the environmental uncertainty, improvisation leads contract manufacturers to initiate only supplier but not buyer integration. However, when the moderating effect of environmental uncertainty is included, improvisation leads contract manufacturers to initiate only buyer integration. Originality/value This finding highlights the importance of the environmental uncertainty when contract manufacturers adopt bricolage/improvisation to initiate supply chain integration.
{"title":"How Taiwanese contract manufacturers initiate supply chain integration: the effects of bricolage, improvisation and environmental uncertainty","authors":"Hsien-Che Lai, Tai-Yu Lee","doi":"10.1108/jocm-05-2023-0153","DOIUrl":"https://doi.org/10.1108/jocm-05-2023-0153","url":null,"abstract":"Purpose This study aims to investigate how bricolage and improvisation increase the opportunities for supply chain integration of contract manufacturers. Connecting bricolage/improvisation with resource dependence theory offers an appropriate theoretical lens with which to understand the increasing focus on the view that bricolage and improvisation are feasible ways to create desired resources for contract manufacturers. Such resources can then enhance the autonomy of contract manufacturers in supply chain by building contract manufacturer–supply chain partner relationship interdependencies. Design/methodology/approach Given that the primary focus of the study was whether and how contract manufacturers respond to resource constraints, namely, bricolage and improvisation and environmental uncertainty as a moderating effect of fastener contract manufacturers' supplier/buyer integration, only firms that had contractual agreements involving manufacturing services for original equipment manufacturer and/or original design manufacture data were included in this population. This study selected a population from a list of 674 fastener firms provided by the Taiwan Industrial Fastener Institute in 2020 using a mailed survey to test the hypotheses. By the beginning of 2022, 165 completed questionnaires were returned, and the total useable sample was 158. Findings Hypotheses are tested using 158 contract manufacturers of the Taiwanese fastener industry. Results show that bricolage can lead contract manufacturers to initiate supplier and buyer integration. The moderating effect of environmental uncertainty further strengthens the above positive relationships. Without the moderating effect of the environmental uncertainty, improvisation leads contract manufacturers to initiate only supplier but not buyer integration. However, when the moderating effect of environmental uncertainty is included, improvisation leads contract manufacturers to initiate only buyer integration. Originality/value This finding highlights the importance of the environmental uncertainty when contract manufacturers adopt bricolage/improvisation to initiate supply chain integration.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"135 34","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136106781","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}
Pub Date : 2023-10-11DOI: 10.1108/jocm-03-2023-0096
Lee Kean Yew
PurposeAlthough it is a well-known notion that “a family firm does not survive beyond the third generation”, owing to the ineffective tacit knowledge transfer, studies investigating the relationship between generational evolution and knowledge innovation is scarce. Thus, this case study revolving Sin Kwang Plastic Resources Berhad (SKP) seeks to address this gap in literature.Design/methodology/approachTo assess the development of family business, a longitudinal case study was performed by documenting the entire evolutionary process starting from its establishment until now. The historical profiles for SKP were obtained from the previous annual reports submitted to the government's Companies Commission (SSM). Secondary materials from the Federation of Malaysian Manufacturers (FMM) and the edge newspaper and articles on the company were also gathered. Throughout the in-depth interviews, the author can see how the next generation of this family firm innovates and implements tacit knowledge innovation in original equipment manufacturing (OEM) by adhering to the Japanese industrial standards.FindingsFindings show that the second generation utilized the company's extensive knowledge in plastic contract manufacturing in SKP for tacit knowledge conversion, triggers the birth of STS Tecnic Berhad, a subsidiary company that manufactures plastic parts for the industrial packaging and automotive industry. To simplify the process of managing the complex business, SKP opted to “prune the family tree” by dividing the business, involving fewer managers and restricting the number of family shareholders.Practical implicationsThis case study traces how Gan's family's tacit knowledge in plastic contract manufacturing have been acquired from the experience of contract manufacturing with the Japanese multinational corporations (MNCs) by further commercializing the tacit knowledge into different companies for different plants. SKP promotes tacit knowledge innovation in the learning organization, thus responding to the firm's sustainability.Originality/valueThis study demonstrates that knowledge transformation plays vital roles in product development and gaining competitive advantage. The success of this business is founded by the building of shared values, norms and technical understanding in plastic contract manufacturing among the Japanese MNCs in Malaysia.
{"title":"From family firm to Japanese OEM in tacit knowledge innovation: a case study of Sin Kwang plastic resources in Malaysia","authors":"Lee Kean Yew","doi":"10.1108/jocm-03-2023-0096","DOIUrl":"https://doi.org/10.1108/jocm-03-2023-0096","url":null,"abstract":"PurposeAlthough it is a well-known notion that “a family firm does not survive beyond the third generation”, owing to the ineffective tacit knowledge transfer, studies investigating the relationship between generational evolution and knowledge innovation is scarce. Thus, this case study revolving Sin Kwang Plastic Resources Berhad (SKP) seeks to address this gap in literature.Design/methodology/approachTo assess the development of family business, a longitudinal case study was performed by documenting the entire evolutionary process starting from its establishment until now. The historical profiles for SKP were obtained from the previous annual reports submitted to the government's Companies Commission (SSM). Secondary materials from the Federation of Malaysian Manufacturers (FMM) and the edge newspaper and articles on the company were also gathered. Throughout the in-depth interviews, the author can see how the next generation of this family firm innovates and implements tacit knowledge innovation in original equipment manufacturing (OEM) by adhering to the Japanese industrial standards.FindingsFindings show that the second generation utilized the company's extensive knowledge in plastic contract manufacturing in SKP for tacit knowledge conversion, triggers the birth of STS Tecnic Berhad, a subsidiary company that manufactures plastic parts for the industrial packaging and automotive industry. To simplify the process of managing the complex business, SKP opted to “prune the family tree” by dividing the business, involving fewer managers and restricting the number of family shareholders.Practical implicationsThis case study traces how Gan's family's tacit knowledge in plastic contract manufacturing have been acquired from the experience of contract manufacturing with the Japanese multinational corporations (MNCs) by further commercializing the tacit knowledge into different companies for different plants. SKP promotes tacit knowledge innovation in the learning organization, thus responding to the firm's sustainability.Originality/valueThis study demonstrates that knowledge transformation plays vital roles in product development and gaining competitive advantage. The success of this business is founded by the building of shared values, norms and technical understanding in plastic contract manufacturing among the Japanese MNCs in Malaysia.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"47 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136059082","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}
Pub Date : 2023-10-09DOI: 10.1108/jocm-06-2022-0187
Chia-Ning Chiu
Purpose The purpose of this paper is to investigate publicly traded restaurant companies and food & beverage companies from 2014 to 2019 in Taiwan to explore their human capital efficiency. Design/methodology/approach According to the theoretical framework of human capital in micro and macro perspectives, the empirical model is built with two stages; the first stage is to examine the perspective of micro-level human capital theory through determining whether knowledge ability and working experience (proxies for micro-level human capital) can efficiently convert to employee-level output such as salary. The second stage is to test macro-level human capital theory through checking whether company inputs such as salary expenses and benefits expenditures can be efficiently transferred into enterprise annual revenues. Findings The results of this research reveal that the average efficiency score of stage 1 is 73.6% while that of stage 2 is 75.1%; this indicates that micro-level human capital has more room to improve than macro-level human capital. Meanwhile, the findings also demonstrate that there is negative relationship between efficiency score from stage 1 and turnover rate; this implies that companies with higher micro-human capital have lower turnover rates. Furthermore, there is significantly positive relationship between a company's efficiency score from stage 2 and its return on equity (ROE). Originality/value This study contributes to both academia and industry. From a theoretical perspective, the theory of strategic human resources management is applied through the methodology of production theory to examine human capital management efficiency in the restaurant and food and beverage industry. From a practical perspective, this study identifies the factors that assist the restaurant or food and beverage industry retain employees and gain a solid workforce, because manpower is the core resource for an industry and a country to grow sustainably.
{"title":"Can human capital be transferred efficiently? Evidence from the F&B companies","authors":"Chia-Ning Chiu","doi":"10.1108/jocm-06-2022-0187","DOIUrl":"https://doi.org/10.1108/jocm-06-2022-0187","url":null,"abstract":"Purpose The purpose of this paper is to investigate publicly traded restaurant companies and food & beverage companies from 2014 to 2019 in Taiwan to explore their human capital efficiency. Design/methodology/approach According to the theoretical framework of human capital in micro and macro perspectives, the empirical model is built with two stages; the first stage is to examine the perspective of micro-level human capital theory through determining whether knowledge ability and working experience (proxies for micro-level human capital) can efficiently convert to employee-level output such as salary. The second stage is to test macro-level human capital theory through checking whether company inputs such as salary expenses and benefits expenditures can be efficiently transferred into enterprise annual revenues. Findings The results of this research reveal that the average efficiency score of stage 1 is 73.6% while that of stage 2 is 75.1%; this indicates that micro-level human capital has more room to improve than macro-level human capital. Meanwhile, the findings also demonstrate that there is negative relationship between efficiency score from stage 1 and turnover rate; this implies that companies with higher micro-human capital have lower turnover rates. Furthermore, there is significantly positive relationship between a company's efficiency score from stage 2 and its return on equity (ROE). Originality/value This study contributes to both academia and industry. From a theoretical perspective, the theory of strategic human resources management is applied through the methodology of production theory to examine human capital management efficiency in the restaurant and food and beverage industry. From a practical perspective, this study identifies the factors that assist the restaurant or food and beverage industry retain employees and gain a solid workforce, because manpower is the core resource for an industry and a country to grow sustainably.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"98 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135044208","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}
Pub Date : 2023-10-06DOI: 10.1108/jocm-06-2023-0215
Talat Islam, Ishfaq Ahmed
Purpose Nowadays, employees are more concerned about their career and the same has become challenging for the organizations. Therefore, this study aims to highlight the importance of fun at work towards employees' career satisfaction through organizational inclusion. Further, it sheds light on how inclusive leadership moderates the association between fun at work and organizational inclusion. Design/methodology/approach This study used a questionnaire-based survey to collect data from 321 employees working in the information technology (IT) sector between January to March 2023. Specifically, the study used a cross-sectional time-lag design to collect data using convenience sampling. Findings Structural equation modeling analysis revealed that employees' perceptions of fun at work positively influence their career satisfaction. In addition, organizational inclusion mediated this association, whereas inclusive leadership strengthened the association between fun at work and organizational inclusion. Research limitations/implications The foremost limitation is the cross-sectional time lag design which restricts causality. However, the findings offer some implications for the management by focusing on the working environment (e.g. social gatherings, parties and celebrations), and leadership (that values employees) can create feelings of inclusion among employees which makes them feel energized and enthusiastic about their organization and career. Originality/value Building on evolutionary emancipatory and social exchange theory, this study highlights the importance of organizational inclusion and inclusive leadership between employees' perceptions of fun at work and career satisfaction.
{"title":"Unveiling the mechanism between fun at work and career satisfaction: the roles of organizational inclusion and inclusive leadership","authors":"Talat Islam, Ishfaq Ahmed","doi":"10.1108/jocm-06-2023-0215","DOIUrl":"https://doi.org/10.1108/jocm-06-2023-0215","url":null,"abstract":"Purpose Nowadays, employees are more concerned about their career and the same has become challenging for the organizations. Therefore, this study aims to highlight the importance of fun at work towards employees' career satisfaction through organizational inclusion. Further, it sheds light on how inclusive leadership moderates the association between fun at work and organizational inclusion. Design/methodology/approach This study used a questionnaire-based survey to collect data from 321 employees working in the information technology (IT) sector between January to March 2023. Specifically, the study used a cross-sectional time-lag design to collect data using convenience sampling. Findings Structural equation modeling analysis revealed that employees' perceptions of fun at work positively influence their career satisfaction. In addition, organizational inclusion mediated this association, whereas inclusive leadership strengthened the association between fun at work and organizational inclusion. Research limitations/implications The foremost limitation is the cross-sectional time lag design which restricts causality. However, the findings offer some implications for the management by focusing on the working environment (e.g. social gatherings, parties and celebrations), and leadership (that values employees) can create feelings of inclusion among employees which makes them feel energized and enthusiastic about their organization and career. Originality/value Building on evolutionary emancipatory and social exchange theory, this study highlights the importance of organizational inclusion and inclusive leadership between employees' perceptions of fun at work and career satisfaction.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135304280","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}
Pub Date : 2023-09-29DOI: 10.1108/jocm-02-2023-0039
Masoom Suchdeo, Harshal Lowalekar, Durba Banerjee
Purpose Different stakeholders frequently disagree on what the true problem is that must be solved and what specific actions must be taken during a change exercise. This article demonstrates a visual method for getting buy-in from stakeholders on the specifics of change using a systems thinking tool known as the current reality tree (CRT). Design/methodology/approach This study illustrates the use of a systems-thinking methodology to achieve consensus among stakeholders on “what is the real problem?” when envisioning a change. The authors illustrate the effectiveness of the proposed approach using a real-life case study in the context of contract catering. Findings The CRT enables diverse stakeholders to visualize the cause-and-effect relationships between various problems in a given system and assists them in identifying the set of actions that can address a large number of problems through the change program. Originality/value There is little discussion in the literature on change management of a systematic approach to get agreement from stakeholders regarding what the real problem is. This article demonstrates, by way of a case study, how change agents can not only determine which actions will have the greatest impact, but also garner the support of diverse stakeholders.
{"title":"A visual method for achieving stakeholder consensus on the specifics of change: a case study","authors":"Masoom Suchdeo, Harshal Lowalekar, Durba Banerjee","doi":"10.1108/jocm-02-2023-0039","DOIUrl":"https://doi.org/10.1108/jocm-02-2023-0039","url":null,"abstract":"Purpose Different stakeholders frequently disagree on what the true problem is that must be solved and what specific actions must be taken during a change exercise. This article demonstrates a visual method for getting buy-in from stakeholders on the specifics of change using a systems thinking tool known as the current reality tree (CRT). Design/methodology/approach This study illustrates the use of a systems-thinking methodology to achieve consensus among stakeholders on “what is the real problem?” when envisioning a change. The authors illustrate the effectiveness of the proposed approach using a real-life case study in the context of contract catering. Findings The CRT enables diverse stakeholders to visualize the cause-and-effect relationships between various problems in a given system and assists them in identifying the set of actions that can address a large number of problems through the change program. Originality/value There is little discussion in the literature on change management of a systematic approach to get agreement from stakeholders regarding what the real problem is. This article demonstrates, by way of a case study, how change agents can not only determine which actions will have the greatest impact, but also garner the support of diverse stakeholders.","PeriodicalId":47958,"journal":{"name":"Journal of Organizational Change Management","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135132384","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}
Pub Date : 2023-09-27DOI: 10.1108/jocm-04-2023-0122
Anna Zabłocka-Kluczka, Anna Katarzyna Sałamacha
Purpose The role of brand management in contemporary organizations is very important and consistently growing due to the increasingly difficult competitive conditions on the market. Moreover, the significance of organizational resilience in this process should be noticed, especially in the times of emerging crises. In this context, the purpose of this article is to examine the mediating role of organizational resilience in the relation between brand performance and organizational performance. Design/methodology/approach In order to verify the potential relations, empirical studies were conducted in 268 organizations located in Poland. The CAWI method was used in this research, while the companies were selected on the basis of the purposive manner. The reliability of the scales used in the survey was tested and afterwards the mediation model was built, confirming the presumed relationships between the variables. The calculations were made using the PS Imago Pro and Process macro for SPSS ver. 3.4 by Andrew F. Hayes. Findings It has been proven that organization's resilience partially mediates the relationship of brand performance and organizational performance. Research limitations/implications First of all, the scope of the research covered only Poland, and the obtained results may differ between countries with diversified market characteristics. Second of all, the study was not carried out in a representative manner, it concerned 268 companies that were selected based on the purposive method. Third of all, consideration focused only on one feature – organizational resilience. It would be valuable to include other features to discussion. Finally, the research was conducted in December 2019, so it seems justified to repeat the survey in conditions of modern reality. Originality/value This study is the first that showed the relationship between brand performance and organizational resilience and its meaning for organizational performance.
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