Leadership for sustainability: fostering organizational learning to achieve radical

Purpose – While concerns about the social and environmental impact that result from business activity continue to grow, a stream of research consolidates to understand the mechanisms that can favor more sustainable companies. The present study tries to expand the knowledge of the antecedents of radical innovation by analyzing the effects of alternative and understudied constructs. Grounded on stewardship and organizational learning theories, this paper analyzes how leaders that are concerned with sustainability and the social impact of their companies may boost this type of innovation by facilitating an organizational context that promotes experimentation, dialog, participative decision-making, risk-taking and interaction with the external environment. Design/methodology/approach – Through structural equation modeling, the study provides empirical evidence of the positive effect of stewardship leader behavior on radical innovation, using organizational learning capability as an explanatory variable. Findings – Results suggest that organizational learning capability fully mediates the relationship between stewardship leader behavior and radical innovation. Research limitations/implications – This research focuses on a sample frame of Spanish companies with recognized excellence in human resources management. Practical implications – In the context of a growing interest in sustainable development, and concern for the consequences of economic and business activities, this study highlights the role played by stewardship leader behavior to foster radical innovation and organizational learning capability which, in turn, represent essential tools to compete in a globalized and turbulent context. Originality/value – To the authors’ knowledge, this is the first empirical study that analyzes the mediating effect of organizational learning capability in the relationship between stewardship leader behavior and radical innovation. This paper contributes to the understanding of how stewardship leader behavior affects radical innovation and the key role played by organizational learning capabilit

When leaders forgive: encouraging radical innovation in more altruistic organizations

Purpose There is general agreement on the importance of innovation to improve business performance and competitiveness. In recent years, many studies have sought to unravel what conditions are conducive to innovation. Following this trend, the present study seeks to broaden the understanding of the antecedents of radical innovation. To this end, and drawing on positive organizational psychology, the study focuses on the role of leaders and the importance of improving working conditions within companies, favoring innovation in more respectful and prosocial organizations. Design/methodology/approach The study provides, through structural equations, empirical evidence of the relationship between leader's forgiveness and radical innovation, using altruism as an explanatory variable. The study was conducted in a population of 11,594 Spanish companies. A sample frame of 554 questionnaires from 277 different firms was obtained. Findings Results confirm the hypotheses proposed in the model. Forgiveness, analyzed as a leader behavior, promotes altruism within companies and, in turn, radical innovation. Originality/value This is one of the few empirical studies that analyzes the consequences of leader's forgiveness in the organizational context

Structural modelling of medieval walls

International Seminar on Structural Analysis of Historical Constructions (3º 2001 Guimaraens)Sistemas constructivos medievales a menudo involucrados la construcción de múltiples capas paredes formadas por dos caras de sillería o mampostería con un relleno central que consiste en escombros ligada con mortero, generalmente cal-basado. Se trata de una construcción simple y eficiente sistema que se siguió utilizando en los siglos posteriores. Sin embargo, el modelado estructural de este tipo de pared no es fácil de lograr. Los dos pared caras no están vinculados rígidamente y, por otro lado, las bóvedas son normalmente compatibles sólo en el la cara interna, lo que resulta en la eficiencia reducida de la unidad de pared. Modelos comunes de elementos finitos no son capaces de resolver muchos de los problemas que surgen cuando se aplican a una monumental construcción. En este trabajo se aborda el problema y propone varias posibilidades de solución con diferentes tipos de elementos .. También proporciona dos ejemplos de monumentos góticos en Galicia (España) en el que comportamiento estructural se ha estudiado el uso de algunos de estos modelos de cálculo: las iglesias de Guimaraens y Cambados.[Abstract]Medieval construction systems usually involved the construction of multi-layer walls formed by two faces of ashlar work or masonry with a central infilling consisting of rubble bound with mortar, generally lime-based. It is a simple and efficient construction system which continued to be used in subsequent centuries. Nevertheless, structural modelling of this type of wall is not easy to achieve. The two wall faces are not rigidly bound and on the other hand, vaults are normally supported only on the intemal face, resulting in reduced efficiency of the wall unit. Common models of finite elements are unable to solve many of the problems that arise when they are applied to a monumental construction. This paper tackles the problem and puts forward various possibilities of solution with different element types.. It also provides two examples of Gothic monuments in Galicia (Spain) in which structural behaviour was studied using some of these calculation models: the churches of Guimarei and Cambados

How does altruistic leader behavior foster radical innovation? The mediating effect of organizational learning capability

Purpose – The purpose of this paper is to provide empirical evidence of the relationship between altruistic leader behavior and radical innovation, using organizational learning as an explanatory variable. Design/methodology/approach – To confirm the hypotheses, structural equations were used on a data set from a survey carried out on Spanish firms with recognized excellence in human resources management. Findings – The study empirically validates the conceptu al model. Results suggest that organizational learning capability fully mediates the r elationship between altruistic lead er behavior and radical innovation. Research limitations/implications – The database used in the study is very heterogeneous. Future research might delimit the database by organization size or sector. Practical implications – Results suggest ideas for organizations that want to implement a working environment that fosters innovation performance in order to achieve radical innovations. Originality/value – This is one of the few studies to concentrate on altruistic leader behaviors as such. This paper contributes to understanding how altruistic leader behavior affects radical innovation and the key role played by organizational learning capability.The authors thank the University Jaume I (Ref. P11B2008-13) and the Spanish Innovation Ministry (Ref. ECO2011-26780) for its financial support for this research

Effects of emotional healing on organisational learning and radical innovation: a leadership-based approach

Purpose The objective of this study was to provide empirical evidence of the relationship between emotional healing, analysed as a leader behaviour and radical innovation. Design/methodology/approach To test the hypotheses, structural equations were used, with organisational learning capability as an explanatory variable. The study was conducted in a population of 402 Spanish companies. A sample frame of 292 questionnaires was obtained from 146 different organisations. The fieldwork took place in two stages, in 2010 and again in 2015. Findings Results confirm the hypotheses proposed in the model. Emotional healing promotes organisational learning capability and, in turn, radical innovation. Practical implications Our results provide some guidelines for companies that are trying to develop radical innovations by improving the workplace conditions. Originality/value To our knowledge, there are no previous studies which studied the relationship between emotional healing and its effect on radical innovation. Therefore, providing empirical evidence of such a relationship is the main contribution of this paper

Promoting firm innovativeness through servant leadership and corporate social responsibility to employees

Purpose – Based on the upper echelons and organisational identification theories, this paper focuses on the relationship between servant leadership and firm innovativeness, as well as the underlying mechanisms that explain this relationship. More specifically, we analyse the relationship between servant leadership, firm innovativeness and corporate social responsibility to employees (CSRE). Design/methodology/approach – A total of 285 Spanish firms took part in the study, and 570 questionnaires were gathered. Structural equation modelling was used to validate the proposed hypotheses. Findings – Results suggest that servant leadership has a positive relationship with firm innovativeness, and this relationship is fully mediated by CSRE. Research limitations/implications – HR managers have an overall view of their company and of the behaviour of other leaders. However, future research should also consider employees perceptions. The present study is cross-sectional, and it would be interesting to study the development of the interaction between leaders and followers, which calls for longitudinal and multilevel studies. Practical implications – According to our results, managers could foster firm innovativeness if they select and promote leaders who display the different leadership behaviours related to servant leadership: empowerment, servitude, accountability, courage, authenticity, humility and stewardship. Moreover, training programmes should also foster these behaviours. Originality/value – Few empirical studies analyse the relationship between servant leadership and innovation. The main contribution of the present research is to further the current knowledge of this relationship by disentangling the mediating role of corporate social responsibility to employees

Acciones para la mejora del rendimiento académico a través de la autoevaluación en el aula virtual

Este artículo presenta una experiencia de innovación docente que intenta favorecer la autoevaluación entre el alumnado a través de la utilización de cuestionarios en el aula virtual. El objetivo de este proyecto es medir la comprensión de los contenidos y los objetivos de una asignatura, resolver dificultades que aparecen en el proceso de aprendizaje y mejorar las tasas de rendimiento académico.

How do servant leaders promote radical innovation ? The role of organizational learning capability

Through structural equations, this study provides empirical evidence of the positive effect of servant leadership on radical innovation, using organizational learning capability as a mediator variable. The study is based on a sampling frame of 402 Spanish companies, which are characterized by the excellent management of their human resources. 142 different firms participated in the study, and 2 questionnaires were obtained per company. Data were collected between 2010 and 2015. Human resource and innovation managers participated by answering the questionnaires during telephone interviews. All the hypotheses were validated. Servant leadership has a positive effect on organizational learning capability, while the effect of the latter construct on radical innovation is also positive. This study has implications for the literature on leadership, innovation and organizational learning. In addition, it has practical applications, suggesting how to foster innovative organizational performance by improving workplace conditions

Improving performance through leaders' forgiveness: the mediating role of radical innovation

Purpose. The objective of the study is to analyze the relationship between leaders’ forgiveness and organizational performance, using radical innovation as an explanatory variable. Design/methodology/approach. The study was conducted in a sample frame of 11,594 Spanish companies. 600 valid questionnaires were obtained. Structural equations were used to validate the proposed hypotheses. Findings. Results confirmed the hypotheses proposed in the model: we provided, through structural equations, empirical evidence of the relationship between leaders’ forgiveness and organizational performance, mediated by radical innovation. Leaders’ forgiveness promotes radical innovation and, in turn, performance. Research limitations/implications. The sample of companies is heterogeneous in terms of firm turnover, size, and age. The study is focused on radical innovation. Practical implications. The present study may help to develop more humane policies to manage human resources, by taking into account employees’ feelings and needs. Originality/value. The business field is closer to competitive values and has traditionally underestimated the importance of leaders’ forgiveness. This is one of the few studies that empirically analyze the consequences of leaders’ forgiveness within organizations

Promoting radical innovation through end-user computing satisfaction

Purpose The purpose of this paper is to provide empirical evidence of the relationship between end-user computing satisfaction (EUCS) and radical innovation, using organizational learning as an explanatory variable. Design/methodology/approach An empirical study was conducted in a population of 402 Spanish companies. A sample of 251 valid questionnaires was obtained. Structural equations were used to validate the proposed hypotheses. Findings Organizational learning capability fully mediates the relationship between EUCS and radical innovation. Research limitations/implications The sample of companies is heterogeneous in terms of size, sector, age and market share. The study uses single informants. Practical implications Results highlight the need to implement adequate information systems to promote radical innovation. In addition, it is necessary to facilitate organizational contexts that encourage dialogue, experimentation, risk-taking, participative decision-making and openness to the external environment. Originality/value This research contributes to the study of alternative antecedents of radical innovation by highlighting the importance of EUCS