22,705 research outputs found

    ILR Research in Progress 2013-14

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    The production of scholarly research continues to be one of the primary missions of the ILR School. During a typical academic year, ILR faculty members published or had accepted for publication over 25 books, edited volumes, and monographs, 170 articles and chapters in edited volumes, numerous book reviews. In addition, a large number of manuscripts were submitted for publication, presented at professional association meetings, or circulated in working paper form. Our faculty's research continues to find its way into the very best industrial relations, social science and statistics journals.Research_in_Progress_2013_14.pdf: 54 downloads, before Oct. 1, 2020

    Striving for innovation; working in CFT - a case study of Audi

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    The purpose of this thesis is to study and determine how working in cross functional teams can generate value in an effort to facilitate innovation. An inductive scientific perspective is chosen as the research approach. A single case is investigated with the theoretical framework based on Resource Based View, Intellectual Capital, Innovation theory and theories concerning Cross Functional Teams. The empirical material has been collected through primary data; surveys, interviews and secondary data; literature, websites and further complementary data. The practice of using Cross Functional Teams will enhance organizational learning, knowledge transfer, increase communication and innovation, which in turn will increase the speed and performance of the new product development process. The research shows that a firm’s internal resources (human,- structural and intellectual capital) are a fundamental source of value creation. Effective cross functional teamwork creates an environment which stimulates creativity and strengthens the human- and structural capital leading to increased intellectual capital, suggesting the intangible resources to be the main source of competitive advantage

    The impact of workspace environment on creativity and innovation: empirical evidence from makerspaces in China

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    Numerous studies have identified the critical role of creativity and innovation on the sustainable development of an enterprise especially facing with uncertain and complex external environment. Among the various aspects affecting the creativity and innovation, workspace environment is a factor that has not been fully considered for most of organizations. Compared to the existing literature on innovation, few empirical studies have investigated the influence of workspace environment on creativity and innovation. Based on the previous literature, this thesis first develops a theoretical framework, i.e., workspace environment-employee’s conduct- innovation performance paradigm to reveal the mechanism. We differentiate between the physical and non-physical environments to examine their roles on creativity and innovation performance, respectively. Then taking Ucommune as example (i.e., one of the largest makerspaces in China), this study empirically explores to what extent workspace environment affects the individual and team creativity and innovation in an organization. The main results include: (1) physical and non-physical workspace environments positively contribute to employees’ individual and team behaviors; (2) individual behavior can help to improve employee creativity and enhance team behavior, but its direct impact on innovation is not significant; (3) team behaviors can improve organizational innovation performance. Our findings empirical support the increasing importance of workspace environment - particularly the physical one - on creativity and innovation, providing both theoretical and practical implications. In particular, the main theoretical contribution is to enrich both the environmental psychological theory and innovation theory by providing a mechanism on how workspace environment influence creativity and innovation within an enterprise.São vários os estudos que identificam o papel crítico da criatividade e da inovação no desenvolvimento sustentável de uma empresa, especialmente em ambientes externos incertos e complexos. Entre os vários fatores que afetam a criatividade e a inovação, o ambiente do espaço de trabalho é algo que não é tido em consideração pela maioria das organizações. Nesse sentido, a presente tese apresenta, em primeiro lugar, um enquadramento teórico que projeta o paradigma do desempenho individual e organizacional face ao ambiente de trabalho, tendo em conta a conduta do empregado e os determinantes de inovação. De seguida, procede-se à distinção entre ambiente físico e não-físico para examinar as suas influências na criatividade e na inovação. Por fim, tendo o "Ucommune" como exemplo (i.e., um dos maiores espaços partilhados de fabricantes da China), este estudo explora empiricamente até que ponto o ambiente de trabalho afeta o indivíduo e a criatividade e a inovação da equipe nas organizações. Os principais resultados alcançados sustentam que: (1) ambientes de trabalho físico e não-físico estão positivamente relacionados com os comportamentos individuais e de equipe dos colaboradores; (2) o comportamento individual pode ajudar a melhorar a criatividade dos colaboradores e da equipe, mas o seu impacto direto na inovação não é significativo; e (3) o comportamento da equipe pode melhorar o desempenho da inovação organizacional. Estes resultados suportam ainda a crescente importância do ambiente do espaço de trabalho - particularmente o espaço físico - na criatividade e na inovação, trazendo implicações teóricas e práticas para a gestão empresarial

    Dynamic Capability Building through partnering: An Australian Mobile handset case Study

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    Dynamic capabilities are increasingly seen as an organisational characteristic for innovation and are regarded as a source of competitive advantage. In a quest for sustainability, service organisations are partnering with their stakeholders, and subsequently are aptly bringing innovation in services to market. Most of existing empirical research regarding dynamic capabilities seeks to define and identify specific dynamic capabilities, as well as their organizational antecedents or effects. Yet, the extent to which the antecedents of success in particular dynamic capabilities, contribute to innovation in service organisations remains less researched. This study advances the understanding of such dynamic capability building process through effective collaboration, and highlights the detailed mechanisms and processes of capability building within a service value network framework to deliver innovation in services. Deploying a case study methodology, transcribing interviews with managers and staff from an Australian telco and its partnering organisations, results show that collaboration, collaborative organisational learning, collaborative innovative capacity, entrepreneurial alertness and collaborative agility are all core to fostering innovation in services. Practical implications of this research are significant, and that the impacts of collaboration and the dynamic capabilities mentioned above are discussed in the context of a mobile handset case study

    The impact of teamwork quality on new product development cycle time : Evidence from Saudi Arabia Telecom Industry

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    The research filled a gap in existing knowledge regarding the impact of teamwork quality on new product development (NPD) cycle time through the mediation of internal market orientation in the telecommunication industry in Saudi Arabia. The present research also considered environmental turbulence as a moderator in the relationship between teamwork quality and NPD cycle time. Specifically, this research extended previous effort done by providing evidence that high teamwork quality and internal market orientation could decrease the time taken in producing new products or services. Random sampling was used to select respondents for a survey from among members of NPD teams in Saudi telecommunications firms with total respondents 149 teams and response rate of 88.67 percent. PLS-SEM was used to analyze the direct and indirect relationships between teamwork quality, internal market orientation, environmental turbulence, and NPD cycle time, while path coefficient and assessment of measurement and structural model used to test the research hypotheses. Findings indicate that five out of six teamwork quality factors had significant effects on NPD cycle time but not on communication among teamwork members. Internal market orientation was found to affect positively NPD cycle time. Internal market orientation fully mediated the relationship between balance of member contribution and mutual support, and NPD cycle time. Internal market orientation partially mediated communication, coordination, efforts and cohesion, and NPD cycle time. Environmental turbulence moderated the relationship between two factors of teamwork quality, namely, communication and coordination, and NPD cycle time. Environmental turbulence did not moderate balance of member contribution, mutual support, effort and cohesion. The findings suggest that managers should facilitate an environment conducive to teamwork. The study also provides a theoretical understanding of how teamwork qualities drive new product development cycle time. Recommendations for future research and limitations of the study are also highlighted

    The effect of transformational leadership on organizational change: Evidence from Chinese manufacturing firms

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    Focused on the theme of the influence of transformational leadership on organizational change in Chinese private enterprises, this thesis identifies the paths of factors (transformational leadership, organizational learning, organizational innovative climate and organizational innovation) influencing organizational performance, and adopts survey and case study methods to verify them. Several conclusions are made. First, this thesis further confirms that transformational leadership positively and significantly affects organizational innovation. Second, organizational learning mediates the relationship between transformational leadership and organizational innovation. Organizational innovative climate does not moderate the relationship between organizational learning and organizational learning. Finally, organizational innovation has a positive impact on organizational performance, and it further plays a mediating role in the positive relationship between organizational learning and organizational performance.Focada no tema da influência da liderança transformacional na mudança organizacional em empresas privadas chinesas, esta tese identifica os caminhos dos fatores (liderança transformacional, aprendizagem organizacional, clima organizacional inovador e inovação organizacional) que influenciam o desempenho organizacional e adota métodos de pesquisa e estudo de caso para verificá-los. Várias conclusões são feitas. Em primeiro lugar, esta tese confirma ainda mais que a liderança transformacional afeta positiva e significativamente a inovação organizacional. Em segundo lugar, a aprendizagem organizacional medeia a relação entre liderança transformacional e inovação organizacional. O clima organizacional inovador não modera a relação entre a aprendizagem organizacional e a aprendizagem organizacional. Finalmente, a inovação organizacional tem um impacto positivo no desempenho organizacional e, além disso, desempenha um papel mediador na relação positiva entre aprendizagem organizacional e desempenho organizacional

    The Impact of an Executive High Performance Work System on Business Model Innovation

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    Business model innovation is a phenomenon that has been gaining traction since the 1990s. Recently, a global survey of more than 4,000 senior managers by the Economic Intelligence Unit found that business model innovation was overwhelmingly preferred versus new products and new services (Amit & Zott, 2012). Both executives as well as practitioners suggest that business model innovation is ideal for future competitive advantage (Amit & Zott, 2012; Foss & Saebi, 2017). Increasing competition, globalization, and rapid changes in technology have all provided the impetus for organizations to reconsider the approaches they use to manage their numerous resources and capabilities, in order to achieve and maintain their competitive advantage (Cuskelly et al., 2006). Organizations have to implement strategies to differentiate themselves from competitors so as to create value for their various stakeholders (Ridder et al., 2012). For instance, organizations, such as non-profit organizations (NPOs), are faced with increasing pressure to make efficient use of their resources (Ridder et al., 2012). The top management team in an organization is responsible for creating value in their organizations through their management of organization capabilities and resource allocation. Many scholars (Akinlade & Shalack, 2017; Brown & Yoshioka, 2003; Barkema & Shvyrkov, 2007) have suggested the importance of human resources, such as top management team knowledge, skills, and abilities for achieving organizational goals. Although the research has received little attention (Chen et al., 2016), the implementation of an executive high-performance work system is suggested to create an ideal TMT behavior and composition. Compared to high-performance work system at the employee level, high performance work system at the executive level aims to “improve team collaboration and effectiveness among strategic decision makers and thus produce widespread effects on firm strategic and financial results” (Chen et al., 2016: 920). I show how the executive high-performance work system (Lin & Shih, 2008; Chen et al., 2016) creates a top management team that will pursue business model innovation. My dissertation is intended to contribute to the business model innovation literature (Foss & Saebi, 2017) and the high-performance work system literature (Huselid, 1995; Posthuma et al., 2013). First, I conceptualize executive high-performance work system as an HR system to enhance the effectiveness of TMT to pursue business model innovation. Second, I investigate entrepreneurial orientation, creative climate, and strategic agility as mediators of the executive high-performance work system and business model innovation relationship. I used established scales of entrepreneurial orientation, creative climate and complemented Hock and colleagues’ (2016) strategic agility scale by including the 5 subcomponents for each component of strategic agility: strategic sensitivity, collective commitment, and resource fluidity. To analyze the model, I collected data from a sample of dean’s office team business schools in USA listed in the Association to Advance Collegiate Schools of Business (AACSB) website to understand how top management teams operate within an independent business unit. I sent questionnaires to the dean’s office team using a Qualtrics survey link via email. Further details are provided in Chapter 4. In addition to contributing to research, the dissertation contributes to managerial practice. The executive high-performance work system developed in this dissertation should create a top management team who will more likely become strategically agile in order to keep the organization at a competitive advantage. Additionally, the executive high-performance work system should develop and further enhance the skills, knowledge, and abilities of the top management team members as well as influence their decision-making and interaction-processes. Development of skills, knowledge, and abilities of top management team members is crucial in the given context with myriad of uncertainties such as receiving resource support from the Board of Trustees, balancing institutional pressures from the Board of Trustees and the local community

    Influencing factors of employee innovation and satisfaction in fast growing medical and internet service companies

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    This thesis studies the factors that affect the innovation and satisfaction of employees in fast-growing medical and Internet service companies. More and more enterprises, especially the managers of medical and Internet enterprises, are constantly aware that employees are really the core competitiveness of modern enterprises and can attract and retain excellent employees, even to encourage employees' continuous innovation is the key for medical and Internet enterprises to grow and win the market competition. This thesis mainly studies three problems: (1) The influences of incentive mechanisms and dynamic capability on innovation and employee satisfaction? (2) Team factors that affect incentive mechanisms and dynamic capabilities? (3) The mediating roles of incentive mechanisms and dynamic capabilities between team factors and innovation/employee satisfaction? The two research methods of this thesis are qualitative case study based on action and quantitative study based on questionnaire survey data. The research model in this thesis mainly comes from literature and case studies, and the measurement model also verifies whether the indicators in the literature adapt to the current enterprise environment through case studies. In the case study, by company started to build in June 2015, located in Beijing. It is an Internet finance company established with regulatory approval. By interviewing company leaders and related employees, the thesis studies the changes and evolution of the variables in the three different growth stages of the enterprise. In the questionnaire survey, 774 questionnaires were sent out to 12 Internet companies and medical service companies, and 523 valid survey samples were collected to quantitatively test the research models and hypotheses in the thesis. The results show that team diversity, team leadership, team culture, career development and dynamic ability have a significant positive impact on employee innovation, while team leadership, team culture, financial incentive, career development and dynamic ability have a significant positive impact on employee satisfaction. My research results show that in order to improve employee satisfaction and innovation ability, we need to effectively manage team factors and incentive mechanism to improve the management mechanism.Esta tese estuda os fatores que afetam a inovação e a satisfação dos funcionários em empresas de serviços médicos e de Internet em rápido crescimento. Cada vez mais empresas, especialmente gerentes de empresas médicas e de Internet, estão constantemente percebendo que os funcionários são realmente o núcleo da competitividade das empresas modernas. Atrair e ser capaz de reter funcionários excepcionais, e até mesmo incentivar os funcionários a continuar a inovar, é a chave para o desenvolvimento e crescimento contínuos das empresas médicas e de Internet e, em última instância, a capacidade de vencer a concorrência no mercado. Esta tese estuda principalmente três questões: (1) O impacto dos mecanismos de incentivo e capacidades dinâmicas na inovação e na satisfação dos funcionários? (2) Fatores da equipe que afetam o mecanismo de incentivo e as capacidades dinâmicas? (3) O papel mediador do mecanismo de incentivo e as capacidades dinâmicas entre os fatores da equipe e a inovação / satisfação do funcionário? Os dois métodos de pesquisa nesta tese são um estudo de caso qualitativo baseado em ação e o outro é uma pesquisa quantitativa baseada em dados de pesquisa por questionário. O modelo de pesquisa na tese é derivado principalmente da literatura e estudos de caso, e o modelo de medição também usa estudos de caso para verificar se os indicadores da literatura são adequados para o ambiente corporativo atual. No estudo de caso, a empresa BY iniciou os preparativos em junho de 2015 e está localizada em Pequim. É uma empresa financeira de Internet estabelecida com aprovação regulamentar. Por meio de entrevistas com os diretores da empresa e funcionários relacionados, estudamos as mudanças e a evolução das variáveis do papel nas três diferentes fases de crescimento da empresa. Na pesquisa de pesquisa por questionário, 774 questionários foram distribuídos a um total de 12 empresas de Internet e empresas de serviços médicos, e um total de 523 amostras de pesquisa válidas foram recuperadas para testar quantitativamente os modelos de pesquisa e hipóteses no artigo. Os resultados da pesquisa mostram que a diversidade da equipe, liderança da equipe, cultura da equipe, desenvolvimento de carreira e capacidades dinâmicas têm um impacto positivo significativo na inovação do funcionário, e liderança da equipe, cultura da equipe, incentivos financeiros, desenvolvimento de carreira e capacidades dinâmicas têm efeitos significativos na satisfação do funcionário Impacto positivo. Os resultados da minha pesquisa mostram que, para melhorar a satisfação dos funcionários e as capacidades de inovação de uma empresa, é necessário aprimorar o seu mecanismo de gestão por meio da gestão eficaz dos fatores da equipe e dos mecanismos de incentivo

    How does differential leadership influence extra-role behavior?: an employee identity perspective

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    How to motivate employees' work attitude and behavior through scientific and effective leadership behavior, and thereby improve organizational performance is one of the realistic dilemmas faced by Chinese enterprises in the process of transformation. The study analyzed the relationship between variables, proposes the research hypotheses based on the relevant theory in the field of organizational behavior and human resource management, constructs the research model, and explores the influencing mechanism of differential leadership on extra-role behavior. By collecting 403 paired questionnaires, analyzing the reliability and validity of scales, and adopting the analysis method of hierarchical regression, the study comes to the conclusions that: (1) The differential leadership perceived by employees is significantly positively related to organizational citizenship behavior and significantly negatively related to counterproductive behavior; (2) Employee psychological empowerment and insider identity play a partial mediating role in the above influencing process; (3) Besides, emotional intelligence of leaders and ethical climate in organizations have a cross-level moderating effect in the above influencing process. The research conclusions have implications for guiding the management practice of Chinese enterprises: (1) Leaders should show moderate partial behavior to effectively control employees’ counterproductive behavior and activate employees' organizational citizenship behavior; (2) Enterprises and leaders should cooperate to improve employees' insider identity and psychological empowerment, and cultivate appropriate ethical climate to management employee's extra-role behavior using informal method. Moreover, the study has posed questions for future research.Como motivar as atitudes e o comportamento dos trabalhadores, bem como o comportamento de liderança de forma a melhorar o desempenho organizacional, sempre foi um dos dilemas dos processos de transformação das empresas Chinesas. Neste sentido, este estudo analisa a relação entre variáveis, desenvolvendo as suas hipóteses ancoradas em teorias relevantes nos domínios dos recursos humanos e comportamento organizacional. Desta forma, é desenvolvido um modelo de investigação que explora a influência dos mecanismos de liderança diferencial nos comportamentos extra-papel. Através da recolha de 403 questionários emparelhados, analisou-se a validade e fidelidade das escalas utilizadas, e recorreu-se a uma análise metodológica de regressão hierárquica, para concluir que: (1) a liderança diferencial percecionada pelos trabalhadores encontra-se significativamente associada aos comportamentos de cidadania organizacional e negativamente associada aos comportamentos contra-produtivos; (2) as variáveis "psychological empowerment e insider identity" exercem um papel de mediação parcial no processo descrito anteriormente; (3) para além disso, a inteligência emocional dos líderes e o clima ético das organizações exercem um efeito moderador nas relações estudadas. As conclusões obtidas proporcionam implicações relevantes para a gestão de empresas Chinesas: (1) os líderes devem mostrar comportamentos que moderem a existência de comportamentos contra-produtivos e aumentem os comportamentos de cidadania dos seus subordinados; (2) as empresas e os seus líderes devem cooperar para aumentar os níveis de "insider identity e de psychological empowerment", bem como desenvolver um clima ético que conduza a um aumento dos comportamentos extra-papel. Por último, esta tese providencia importantes questões que poderão conduzir a investigações futuras nos domínios estudados
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