Motivation as determinant of bootlegging innovation

One key source of innovation is the individual employee, who can develop innovations either with or without the official authorization by management–the latter phenomenon is called bootlegging. Previous research focused mostly on structural determinants while little is known about individual determinants of bootlegging behavior. We relate two research streams that address deviance and motivation to develop a conceptual model that explains bootlegging behavior in the workplace. Based on the assumption that an innovating agent can simultaneously engage in compliant and in deviant innovative behavior (ie bootlegging), we conceptualize these distinctly different types of behavior as two dependent variables and derive intrinsic and extrinsic motivational sources as independent variables. Our conceptual model contributes to existing literature on individual-level determinants of bootlegging and offers a basis to further study workplace innovation

Protection-motivated behaviors of organizational insiders

Protecting information from a wide variety of security threats is an important and sometimes daunting organizational activity. Instead of solely relying on technological advancements to help solve human problems, managers within firms must recognize and understand the roles that organizational insiders have in the protection of information. The systematic study of human influences on organizational information security is termed behavioral information security (Fagnot 2008; Stanton, Stam, Mastrangelo, and Jolton 2006), and it affirms that the protection of organizational information assets is best achieved when the detrimental behaviors of organizational insiders are effectively deterred and the beneficial activities of these individuals are appropriately encouraged. Relative to the former, the latter facet has received little attention in the academic literature. Given this opportunity, this dissertation explicitly focuses upon protective behaviors that help promote the protection of organizational information resources. These behaviors are termed protection-motivated behaviors (PMBs) and are defined as the volitional behaviors organizational insiders can enact that protect (1) organizationally-relevant information within their firms and (2) the computer-based information systems in which that information is stored, collected, disseminated, and/or manipulated from information-security threats. Each of the chapters herein is dedicated to fostering knowledge about these beneficial behaviors and acts as a complement to existing research in order to more fully support the entire scope of behavioral information security. Chapter 2 focuses upon the development of a formal typology of PMBs and relies on the complementary classification techniques of Multidimensional Scaling (MDS), Property Fitting (ProFit) analysis, and cluster analysis. 67 individual PMBs were discovered, and the above classification techniques uncovered a three-dimensional perceptual space common among organizational insiders regarding PMBs. This space verifies that insiders differentiate PMBs according to whether the behaviors (1) require minor or continual level of improvements within organizations, (2) are widely or narrowly standardized and applied throughout various organizations, and (3) are a reasonable or unreasonable request of organizations to make of their insiders. 14 unique clusters were also discovered during this process, which finding further assists information security researchers in their understanding of how organizational insiders perceive the behaviors that help protect information assets. Chapter 3 uses the findings from Chapter 2 to develop a self-report measure of insiders\u27 engagement in PMBs within their organizations. PMBs are modeled as a multiple indicators and multiple causes (MIMIC) structure (Joreskog and Goldberger 1975) with the clusters found in Chapter 2 being first-order, formative constructs of the overall, second-order PMB measure. These clusters explain over 70% of the variance in overall PMB activity. The nomological validity of the newly constructed measure is also empirically examined in this chapter, and the results largely support the conceptualization of PMBs. Chapter 4 places the measure developed in the previous chapter in a motivational model founded on Protection Motivation Theory (PMT) (Rogers 1975, 1983). The findings from covariance-based structural equation modeling show that insiders\u27 motivation to engage in PMBs is largely influenced by the perceived efficacy of protective responses and potential adaptive response costs—both components of the coping appraisal process. Fear, however, is shown to have little influence on these motivational levels. In addition to the PMT components, several rival explanations are examined. Job satisfaction and management support are found to significantly explain variance in organizational insiders\u27 motivation to engage in PMBs. In summary, this dissertation comprises a significant work in the field of behavioral information security by conducting 33 semi-structured interviews, eliciting the participation of 13 subject matter experts, and issuing 6 individual data collections. When these efforts are combined, the results of this dissertation are based on the responses of more than 1,700 organizational insiders. The findings help both information security researchers and managers within organizations more fully understand the protective role that organizational insiders play in the protection of information resources

The moderating effect of transformational leadership on the relationship between individual and organizational factors and deviant workplace behaviour

This thesis aims to empirically examine the moderating role of transformational leadership in defining the impact of individual and organizational factors on deviant workplace behaviour. Deviant workplace behaviour is arguably one of the most vital areas of research. Previous literatures indicate that there is a connection between the impact of employee’s behaviour and the performance of public organizations. Hence, this explanatory research reviews existing literatures on transformational leadership, individual and organizational factors, and deviant workplace behaviour from different methodological strands. Through this approach, its findings are subsequently synthesized to formulate a new theoretical framework which is supported by other theories, including social exchange theory, social learning theory and psychological breach contract theory. Hypotheses are developed to test the relationship among the variables used in this study. For the purpose of data collection, a self-administered questionnaire is used to collect data from 380 individual employees of 20 public organizations in the Punjab province of Pakistan. SPSS-21 and Smart PLS.3 packages are employed to analyze the acquired quantitative data. To test the hypotheses, partial least squares method of structural equation modeling (PLS-SEM) is adopted. Results from PLS-SEM reveal a significant relationship of the direct impact of individual and organizational factors on deviant workplace behaviour in the public organizations in Punjab. Nonetheless, the findings indicate that the moderated effect of transformational leadership on deviant workplace behaviour is not fully consistent with the hypothesis. When compared to the correlation of dark triad personality traits and deviant workplace behaviour, the findings show a weaker relationship between the individual factor, notably big five personality traits and the deviant workplace behaviour. In sum, the analysis of the findings supports the view that transformational leadership can override predispositions of individuals to engage in deviant workplace behaviour. This research is significant in enriching the body of knowledge in the existing literature, particularly transformational leadership, individual and organizational factors and deviant workplace behaviour. In terms of its practical contribution, this study could serve as a guideline for leaders and office bearers of Pakistani public organizations to develop effective mechanism in overcoming the prevalent incidents of deviant workplace behavior in the country

Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua

Tesis por compendio[ES] El objetivo principal de la presente tesis es dilucidar los aspectos del modelo de habilidades, motivación y oportunidades (modelo AMO) que permitan determinar la relación que existe entre las prácticas de RRHH y la mejora de los resultados a nivel organizacional o individual. El objetivo se vehicula a través de preguntas de investigación específicas. Además, a través de métodos estadísticos evaluamos el alcance y difusión de los sistemas de alta implicación en el contexto laboral español, que posee unas particularidades específicas. Finalmente, investigamos qué modelo de interacción predice mejor la satisfacción laboral a nivel individual, el sumativo o el multiplicativo, lo cual constituye una de las grandes cuestiones no resueltas hasta la fecha. De nuestra investigación se desprende que el modelo AMO proporciona una estructura apropiada para explorar la relación entre la gestión de RRHH y los resultados a distintos niveles. Muchas investigaciones articulan sus análisis en base a las agrupaciones de prácticas planteadas por el modelo, y numerosos estudios confirman los efectos positivos de los sistemas de alta implicación. Sin embargo, no existe un consenso claro que permita generalizar los resultados y establecer una metodología única. De acuerdo con nuestra investigación, existen dos razones. En primer lugar, hay una gran variedad de enfoques metodológicos, que conducen a resultados muy diversos. Por otro lado, el modelo AMO se integra en un sistema de relaciones complejo, donde además de los mecanismos que moderan las relaciones internas de los sistemas de RRHH y los resultados, operan otros factores organizacionales, personales y externos. Puesto que existen múltiples realidades, definir políticas que garanticen un modelo de gestión único que se adapte a cualquier situación es complejo. Sin embargo, las evidencias demostradas en la literatura juegan sin duda un papel relevante a la hora de tomar decisiones. Con respecto a la difusión y grado de uso de los sistemas de RRHH en el contexto español, nuestros resultados indican que existe poca influencia de incentivos económicos basados en el rendimiento, quizás debido a la rigidez de la legislación laboral. Los modelos planteados, relacionados con la aplicación formal de sistemas de alta implicación tampoco predicen en gran medida los resultados individuales, aunque sí apuntan a que la categoría de habilidades, y en menor medida la de oportunidades tienen un efecto mayor sobre la satisfacción laboral. Sin embargo, observamos que muchos empleados tienen percepciones positivas en relación con la capacidad de participación, el trabajo en equipo, el intercambio de información, o la formación en el puesto de trabajo, que podrían no estar vinculadas con el diseño y la implantación formal de sistemas de RRHH. En este sentido, algunos estudios evidencian las diferencias entre España y otros países de referencia en relación con la utilización de prácticas de alta implicación. Esta tesis ofrece diversas contribuciones. En primer lugar, realizamos una síntesis exhaustiva de las características del modelo AMO y sus implicaciones teóricas y prácticas, y señalamos los aspectos que dificultan la generalización de resultados. En segundo lugar, analizamos el grado de uso de los sistemas de alta implicación en el contexto español, señalando las posibles carencias. Nuestras conclusiones pueden fomentar el desarrollo de medidas para incrementar la participación de los empleados, así como para romper las barreras que ralentizan la implantación de los sistemas de alta implicación. Por último, evaluamos la validez de los enfoques sumativo y multiplicativo del modelo para predecir la satisfacción laboral. Contribuimos de este modo al creciente interés por las percepciones de los empleados y los resultados a nivel individual, así como a la conveniencia de explorar enfoques distintos al aditivo para confirmar las supuestas sinergias de los sistemas de alta implicación.[CA] L'objectiu principal de la present tesi és dilucidar els aspectes del model d'habilitats, motivació i oportunitats (model AMO) que permeten determinar la relació que existeix entre les pràctiques de RRHH i la millora dels resultats a nivell organitzacional o individual. L'objectiu es vehicula a través de preguntes d'investigació específiques. A més, a través de mètodes estadístics avaluem l'abast i difusió dels sistemes d'alta implicació en el context laboral espanyol, que posseeix unes particularitats específiques. Finalment, investiguem quin model d'interacció prediu millor la satisfacció laboral a nivell individual, el sumatiu o el multiplicador, la qual cosa constitueix una de les grans qüestions no resoltes fins hui. De la nostra investigació es desprén que el model AMO proporciona una estructura apropiada per a explorar la relació entre la gestió de RRHH i els resultats a diferents nivells. Moltes investigacions articulen les seues anàlisis sobre la base de les agrupacions de pràctiques plantejades pel model, i nombrosos estudis confirmen els efectes positius dels sistemes d'alta implicació. No obstant això, no existeix un consens clar que permeta generalitzar els resultats i establir una metodologia única. D'acord amb la nostra investigació, existeixen dues raons. En primer lloc, hi ha una gran varietat d'enfocaments metodològics, que condueixen a resultats molt diversos. D'altra banda, el model AMO s'integra en un sistema de relacions complex, on a més dels mecanismes que moderen les relacions internes dels sistemes de RRHH i els resultats, operen altres factors organitzacionals, personals i externs. Com que existeixen múltiples realitats, definir polítiques que garantisquen un model de gestió únic que s'adapte a qualsevol situació és complex. No obstant això, les evidències demostrades en la literatura juguen sens dubte un paper rellevant a l'hora de prendre decisions. Respecte a la difusió i grau d'ús dels sistemes de RRHH en el context espanyol, observem diversos aspectes. Els nostres resultats indiquen que existeix poca influència d'incentius econòmics basats en el rendiment, potser a causa de la rigidesa de la legislació laboral. Els models plantejats, relacionats amb l'aplicació formal de sistemes d'alta implicació tampoc prediuen en gran manera els resultats individuals, encara que sí que apunten al fet que la categoria d'habilitats, i en menor mesura la d'oportunitats tenen un efecte major sobre la satisfacció laboral. No obstant això, observem que molts empleats tenen percepcions positives en relació amb la capacitat de participació, el treball en equip, l'intercanvi d'informació, o la formació en el lloc de treball, que podrien no estar vinculades amb el disseny i la implantació formal de sistemes de RRHH. En aquest sentit, alguns estudis evidencien les diferències entre Espanya i altres països de referència en relació amb la utilització de pràctiques d'alta implicació. Aquesta tesi ofereix diverses contribucions. En primer lloc, realitzem una síntesi exhaustiva de les característiques del model AMO i les seues implicacions teòriques i pràctiques, i assenyalem els aspectes que dificulten la generalització de resultats. En segon lloc, analitzem el grau d'ús dels sistemes d'alta implicació en el context espanyol, assenyalant les possibles mancances. Les nostres conclusions poden fomentar el desenvolupament de mesures per a incrementar la participació dels empleats, així com per a trencar les barreres que alenteixen la implantació dels sistemes d'alta implicació. Finalment, avaluem la validesa dels enfocaments sumatiu i multiplicador del model per a predir la satisfacció laboral. Contribuïm d'aquesta manera al creixent interés per les percepcions dels empleats i els resultats a nivell individual, així com a la conveniència d'explorar enfocaments diferents a l'additiu per a confirmar les suposades sinergies dels sistemes d'alta implicació.[EN] The main objective of this thesis is to elucidate the aspects of the abilities, motivation, and opportunities model (AMO model) that allow determining the relationship between HR practices and organizational or individual results improvement. The objective is conveyed through specific research questions. In addition, we assess the scope of high-involvement work systems (HIWS) in the Spanish labour context, which has specific particularities. Finally, we compare the predictive capacity of the summative and multiplicative approaches at the individual level, which is one of the unresolved questions to date. Our research shows that the AMO model provides an appropriate structure for exploring the relationship between HR management and outcomes at different levels. Many studies articulate their analyses based on the groupings of practices proposed by the model, and numerous studies confirm the positive effects of HIWS. However, there is no clear consensus to generalize the results and establish a single methodology. According to our research, there are two main reasons. First, there is a wide range of methodological approaches, which lead to very mixed results. On the other hand, the AMO model is integrated into a complex system of relationships, where in addition to the mechanisms that moderate the internal relationships of HR systems and the results, other organizational, personal, and external factors that shape these relationships operate. Since there are multiple realities, defining policies guaranteeing a single management model that adapts to any situation is complex. However, the evidence demonstrated in the HR literature undoubtedly plays an important role when making decisions. We observe several facets regarding the use of HR systems in the Spanish context. Our results indicate little influence of performance-based incentives, perhaps due to the rigidity of labour legislation. Concerning the formal implementation of HIWS, our proposed models do not predict, to a large extent, variations in job satisfaction, although abilities and opportunities categories have greater effects than motivation. Nevertheless, many employees have positive perceptions regarding engagement, teamwork, information sharing, or on-the-job training, which may not be linked to the formal implementation of HR systems. In this sense, some studies show differences between Spain and other reference countries concerning the use of HIWP. This thesis offers several contributions. First, we offer an exhaustive synthesis of the AMO model features and its theoretical and practical implications, and we point out the aspects that hinder the generalization of results. In-depth knowledge of the model acts as a guide for future research. Secondly, we analyse the degree of use of HIWS in the Spanish context, pointing out the possible shortcomings. Our conclusions may promote the development of policies to increase employee autonomy and participation, job satisfaction, and competitiveness, as well as to break down the institutional and cultural barriers that slow the implementation of HIWS. Finally, we assess the validity of the model's summative and multiplicative approaches to predicting job satisfaction. We thus contribute to the growing interest in employee perceptions and outcomes at the individual level and the desirability of exploring approaches other than additive to confirm the supposed synergies of HIWS.Martínez Tomás, J. (2022). Especificación del modelo de habilidades, motivación y oportunidades (AMO) como multiplicativo o aditivo y comprobación de su validez en su aplicación a las prácticas de alta implicación de recursos humanos enfocadas a la mejora continua [Tesis doctoral]. Universitat Politècnica de València. https://doi.org/10.4995/Thesis/10251/191463Compendi

Qigong at Work: Where East Meets West

State of the Art Qigong is part of Traditional Chinese Medicine (TMC) and aims to balance body and mind. The roots of Qigong lie in China, where Confucian and Daoist scholars (500-400 B.C.) noted that one must learn to balance and relax one’s thoughts and emotions to avoid illness (Yang, 1997). In the Western world, Qigong is best known for its slow and coordinated movements. According to TCM, these movements will help regulate one’s ‘qi’, or life energy, through the body to improve the health and harmony of mind and body. During the practice of Qigong, one’s breathing, attention and movement are aligned. As such, Qigong is sometimes considered Mindfulness in movement (although there are many important differences). New perspectives / contributionsQigong has many positive outcomes on health and wellness. In both patient groups and healthy individuals, Qigong has been shown to improve psychological well-being, quality of life, immune function, balance and related risk-factors, and bone density (Jahnke et al., 2010). As such, Qigong offers a validated way to reduce the physical and mental activation that results from a person's work. While recent research has demonstrated how important it is to take short breaks at work, there is still little attention for Qigong exercises as a means to recover at work.Practical Implications In this presentation, we will explain and practice several Qigong exercises. These movements can be used at work (and at home) to recover from (hormonal) activation, ‘empty’ one’s head, and restore the body-mind balance. <br/

IFPOC Symposium:Discovering antecedents and consequences of complex change recipients' reactions to organizational change.

IFPOC symposium: Discovering antecedents and consequences of complex change recipients' reactions to organizational change Chairs: Maria Vakola (Athens University of Economics and Business) &amp; Karen Van Dam (Open University) Discussant: Mel Fugate (American University, Washington, D.C) State of the art Organisations are required to continuously change and develop but there is a high failure rate associated with change implementation success. In the past two decades, change researchers have started to investigate change recipients' reactions to change recognizing the crucial role of these reactions for successful change. This symposium aims at identifying and discussing the complex processes that underlie the relationships among antecedents, reactions and outcomes associated with organizational change. New perspective / contributions This symposium consists of five studies that extend our knowledge in the field by (i) providing an analysis of change recipients' reactions going beyond the dichotomous approaches (acceptance or resistance) (ii) revealing understudied antecedents-reactions and reactions-consequences patterns and relationships (iii) shedding light on the role of contextual factors i.e team climate and individual factors i.e emotion regulation on the adaptation to change. This symposium is based on a combination of both quantitative (i.e diary, survey) and qualitative (i.e interviews) research methodology. Research / practical implications This symposium aims to increase our understanding of the complex processes associated with change recipients' reactions to change. Discovering how these reactions are created and what are their results may reveal important contingencies that can explain how positive organizational outcomes during times of change can be stimulated which is beneficial for both researchers and practitioners