Modeling team knowledge sharing and team flexibility : the role of within-team competition

This study examines the role of within-team competition (i.e. team hypercompetition and team development competition) in a team process. We developed and tested a model that associates team collectivism as the antecedent of within-team competition, and knowledge sharing and team flexibility as the outcomes. The model was empirically tested with data from 141 knowledge-intensive teams. The empirical findings showed that team collectivism had a positive relationship with team development competition and a negative relationship with team hypercompetition. Regarding the outcomes, team development competition and team hypercompetition had an indirect relationship with knowledge sharing and team flexibility through team empowerment. We offer a number of original contributions to the team effectiveness literature, especially by showing that team hypercompetition and team development competition have different impacts on team knowledge sharing and team flexibility

Perceived organizational support and organizational identification : joint moderating effects of employee exchange ideology and employee investment

Organizational identification (OID) can be developed out of social exchange practices within an organizational setting. Drawing on social exchange theory, we propose that the effect of perceived organizational support (POS) on OID is stronger for employees with stronger exchange ideology. We further argue that employee investment in an organization may also create a social exchange process that positively influences OID. We expect that employee investment moderates not only the effect of POS on OID, but also the enhancing effect of exchange ideology on the effect of POS on OID. Specifically, POS has a stronger positive effect on OID when exchange ideology is high and when employee investment is low. When employee investment is high, POS has a weaker effect on OID regardless of employees’ exchange ideology. These effects were empirically supported by a survey. Theoretical and practical implications are also discussed

On the way to self-employment::The dynamics of career mobility

This qualitative study offers empirically-based explanations of the dynamics of career mobility trajectories to self-employment, a popular phenomenon in real life but less so in the literature. Embedded in the career ecosystem of an emerging-economy country, we investigate the mobility dynamics of people in different stages of their self-employment career. We conducted in-depth interviews with 35 individuals who opted for entrepreneurship or self-employed careers, and deploy the interpretive phenomenology to explore the dynamics of career mobility of self-employment. The results demonstrate different patterns of mobility between self- and paid employment during individuals’ career sequences. The different push and pull forces that influence mobility are identified and explained. The study advances the theories of career and entrepreneurship literature by not only illustrating the mobility dynamics of self-employment as a stage of one’s career but by also exploring the dynamic mechanisms of the mobility, drawing on the career ecosystem framework

Factors related to knowledge creation and career outcomes in French academia: The case of the human resource management field

In response to the increasing discourse on academic careers and knowledge creation, we develop and test a model predicting research performance in the field of management outside the Anglo-Saxon countries. Based on comprehensive data of French academics, we examine various factors – career-related and demographic factors like gender – that play a role in determining academic research performance in an increasingly global academia. The role of the English language is positively related to citations but not to the volume of papers or their global/national recognition. Higher institutional reputations were positively associated to number of papers, citations, and national recognition. Strikingly, there was no relationship with global recognition, suggesting that the reputation of institutions plays a role, but only insofar as the national context and without spillover into the global academic scene. Finally, men were over-performing in both publications’ quality and quantity. Career experience had a positive effect, although this reduced gradually over time. Our findings can help individuals’ career decision-making and institutional investment in human-capital. We offer an original contribution to facilitate the understanding of factors that may influence research performance outside the Anglo-Saxon academia by opening of the black box of knowledge development, exposing the role of academic publications and recognition

Team Performance in Cross Cultural Project Teams: The Moderated Mediation role of Consensus, Heterogeneity, Faultlines and Trust

Purpose To test the conditional effect of team composition on team performance, specifically, how collective team orientation, group consensus, faultline configurations and trust among team members explain team project objective performance in cross-cultural contexts. Design/methodology/approach Employing path analytical framework and bootstrap methods, we analyze data from a sample of 73 cross-cultural project teams. We assess the impact of group functioning on overall objective performance through dispersion and faultline measures aggregated at the team level. Relying on ordinary least square regression, we estimate the direct and indirect effects of the moderated mediation model. Findings This study demonstrates that the indirect effect of collective team orientation on performance through team trust is moderated by team member consensus, diversity heterogeneity, and faultlines strength. By contrast, high dispersion among members, heterogeneous team configurations and strong team faultlines lead to low levels of trust and team performance. Research limitations/implications Although we integrated the different measures of group consensus and diversity configurations to provide a more accurate picture at the team level, some other limits such as team members' countries-of-origin and the cultural effects of collective team orientation should be taken into further consideration. Moreover, the specific context of the study (MBA and upper undergraduate student work projects) may also have undermined external validity and limited the generalization of our findings. Practical implications From a practical standpoint, these results may help practitioners understand how the emergence of trust contributes to performance. It will also help them comprehend the importance of managing teams while bearing in mind the cross-cultural contexts in which they operate. Social implication In order to foster team consensus and overcome the effects of group members' cross-cultural dissimilarities as well as team faultlines, organizations should invest in improving members' dedication, cooperation, and trust before looking to achieve significant results, specially in heterogeneous teams and cross-cultural contexts. Originality/value This study advances organizational group research by showing the combined effect of team configurations and collective team orientation to overall team performance and by exploring significant constructs such as team consensus, team trust, and diversity fault line strength to examine their possible moderated mediation role in the process

A career ecosystem perspective on societal and organizational characteristics and careers to the top in higher education

The context in which careers develop is attracting increasing scholarly attention. Building on career ecosystem theory, we examine how societal and organizational actors within career ecosystems influence the development of careers. In our study of university leaders in 60 countries, we find that career trajectories are more similar within than across countries and that the overall organizational context relates to the similarity of career trajectories within the career ecosystem. We identify six distinct career patterns to the top of organizations within the ecosystem of higher education (e.g., ‘university president’ or ‘rector’). Furthermore, we identify several societal and organizational characteristics that are related to the prevalence of specific career patterns. Key findings include that academic leaders' careers tend to follow career patterns within the same organization in countries with low power distance, low labour market flexibility and low meritocracy, as well as in universities with less research focus. Our findings add to the literature on career ecosystems and advance the understanding of career paths to the top of organizations, using the case of academic careers

Developing new understanding of how global talent flow impact individual and firm performance by using big data

Drawing on human capital theory, we explore the impact of global mobility on individuals and their employing firms. We also investigate the role of cultural distance between workers who move across country borders and the local culture, and the role that HRM may play to improve capitalizing on global talent mobility. We use a big data set comprising the entire population in one country, including about 30,000 expatriates from 143 countries employed by 15,000 firms, over 11 years of data covering about 100,000 observations on expatriates and 80,000 on their firms. Our findings support the existence of positive impact of global firms on performance (6.7% higher revenues after labor costs) and individuals' wages (10%–20% higher salaries). Both relationships are statistically and economically significantly influenced by cultural distance for the performance of global firms, leading to HRM implications.publishedVersio

Storytelling in an age of uncertainty: exploring managerial cognitive capability, expectations and sense giving in narratives post the financial crisis of 2007

Drawing on the theories of the managerial cognitive capability, sociology of expectations, and sense giving, we conducted a longitudinal study based on storytelling. We focus on how the banking and finance sectors in the UK communicated with their stakeholders in an age of high uncertainty, via annual reports during the period of 2007-2015. We investigated how organizational narratives and stories regarding the TMT’s managerial cognitive capability were changed by events which resulted in uncertainty, and how critical events could produce variations of the narratives by employing content analysis with two cycles of coding with NVivo 10. The findings significantly contribute to theory development in the areas of storytelling and sensegiving as part of TMT’s managerial cognitive capability during periods of change and uncertainty in business management, as well as to practice