Do compassionate firms outperform? The role of organizational learning

Purpose – Based on a new management paradigm rooted on care and compassion, this study explores the consequences of compassion at work on organizational learning and firm performance. Design/methodology/approach – Structural equation modeling (SEM) was employed to analyze the research model by using data from two different samples. Findings – Results confirm that compassion increases firm performance through organizational learning capability; however, compassion do not enhances directly firm performance. Research limitations/implications – The study findings indicate that when compassion is propagated among organizational members, organizations are better able to learn so they obtain a competitive advantage that is difficult to imitate and leads to higher firm performance. Originality/value – This study takes a step forward on literature by providing empirical evidence for a promising area of management research such is compassion in organizations

Moebius strip enterprises and expertise in the creative industries: new challenges for lifelong learning?

The paper argues that the emergence of a new mode of production – co-configuration is generating new modes of expertise that EU policies for lifelong learning are not designed to support professionals to develop. It maintains that this change can be seen most clearly when we analyse Small and Medium Size (SMEs) enterprises in the creative industries. Drawing on concepts from Political Economy - ‘Moebius strip enterprise/expertise’ and Cultural Historical Activity Theory - project-object’ and the ‘space of reasons’, the paper highlights conceptually and through a case study of an SME in the creative industries what is distinctive about the new modes of expertise, before moving on to reconceptualise expertise and learning and to consider the implications of this reconceptualisation for EU policies for lifelong learning. The paper concludes that the new challenge for LLL is to support the development of new forms expertise that are difficult to credentialise, yet, are central to the wider European goal of realising a knowledge economy

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

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 SLIM (Social learning for the integrated management and sustainable use of water at catchment scale) Final Report

Background: SLIM stands for 'Socuak Learning for the Integrated Management and Sustainable Use of Water at Catchment Scale'. It is a multi-country research project funded by the European Commission (DG RESEARCH - 5th Framework Programme for research and technological development, 1998-2002). Its main theme is the investigation of the socio-economic aspects of the sustainable use of water. Within this theme, its main focus of interest lies in understanding the application of social learning as a conceptual framework, an operational principle, a policy instrument and a process of systemic change

Understanding behaviour in problem structuring methods interventions with activity theory

This is the author accepted manuscript. The final version is available from the publisher via the DOI in this record.This article argues that OR interventions, particularly problem structuring methods (PSM), are complex events that cannot be understood by conventional methods alone. In this paper an alternative approach is introduced, where the units of analysis are the activity systems constituted by and constitutive of PSM interventions. The paper outlines the main theoretical and methodological concerns that need to be appreciated in studying PSM interventions. The paper then explores activity theory as an approach to study them. A case study describing the use of this approach is provided

The role of Intangible Assets in the Relationship between HRM and Innovation: A Theoretical and Empirical Exploration

This paper, as far as known, provides a first attempt to explore the role of intellectual capital (IC) and knowledge management (KM) in an integrative way between the relationship of human resource (HR) practices and two types of innovation (radical and incremental). More specifically, the study investigates two sub-components of IC – human capital and organizational social capital. At the same time, four KM channels are discussed, such as knowledge creation, acquisition, transfer and responsiveness.\ud The research is a part of a bigger project financed by the Ministry of Economic Affairs and the province of Overijssel in the Netherlands. The project studies the ‘competencies for innovation’ and is conducted in collaboration with innovative companies in the Eastern part of the Netherlands. \ud An exploratory survey design with qualitative and quantitative data is used for\ud investigating the topic in six companies from industrial and service sector in the region of Twente, the Netherlands. Mostly, the respondents were HR directors. The findings showed that some parts of IC and KM configurations were related to different types of innovation. To make the picture even more complicated, HR practices were sometimes perceived interchangeably with IC and KM by HR directors. Overall, the whole picture about the relationships stays unclear and opens a floor for further research

Understanding behaviour in problem structuring methods interventions with activity theory

This article argues that OR interventions, particularly problem structuring methods (PSM), are complex events that cannot be understood by conventional methods alone. In this paper an alternative approach is introduced, where the units of analysis are the activity systems constituted by and constitutive of PSM interventions. The paper outlines the main theoretical and methodological concerns that need to be appreciated in studying PSM interventions. The paper then explores activity theory as an approach to study them. A case study describing the use of this approach is provided

Work Organisation and Innovation in Ireland

[Excerpt] Innovations in work organisation have the potential to optimise production processes in companies and improve employees’ overall experience of work. This report explores the links between innovations in work organisation – under the broader label of high performance work practices (HPWPs) – and the potential benefits for both employees and organisations. It draws on empirical evidence from three case studies carried out in the Republic of Ireland, where workplace innovations have resulted in positive outcomes and where social partners played a significant role in their design and development

Beyond knowledge brokerage: an exploratory study of innovation intermediaries in an evolving smallholder agricultural system in Kenya

The recognition that innovation occurs in networks of heterogeneous actors and requires broad systemic support beyond knowledge brokering has resulted in a changing landscape of the intermediary domain in an increasingly market-driven agricultural sector in developing countries. This paper presents findings of an explorative case study that looked at 22 organisations identified as fulfilling an intermediary role in the Kenyan agricultural sector. The results show that these organisations fulfill functions that are not limited to distribution of knowledge and putting it into use. The functions also include fostering integration and interaction among the diverse actors engaged in innovation networks and working on technological, organisational and institutional innovation. Further, the study identified various organisational arrangements of innovation intermediaries with some organisations fulfilling a specialised innovation brokering role, even as other intermediaries take on brokering as a side activity, while still substantively contributing to the innovation process. Based on these findings we identify a typology of 4 innovation intermediation arrangements, including technology brokers, systemic brokers, enterprise development support and input access support. The results indicate that innovation brokering is a pervasive task in supporting innovation and will require policy support to embed it in innovation support arrangements. The paper is not normative about these arrangements