Intellectual stimulation and team creative climate in a professional service firm

Purpose: To investigate the precise role of intrinsic motivation and autonomy in relation to intellectual stimulation in creating a creative climate in a professional services firm. The intention is to discover whether neo-classical approaches in Nordic knowledge-work contexts that have stressed the primacy of employee monitoring and control find support, in order to assist practitioners. Design/method: We propose and test a model for the relationship of interest. Our theoretical model is tested through analysis of multilevel data gathered across in two iterations over 2 years from 177 employees and 64 teams in one company. Findings: We find that intrinsic motivation and autonomy fully mediate the relationship between intellectual stimulation and creative climate. Autonomy exercises a stronger mediating effect than intrinsic motivation. Limitations: The single company research context’s specificity; causal relationships between variables cannot be empirically investigated; the verified research model cannot claim to represent how the organization actually functions, for which qualitative work is required. Implications: Theories stressing the primacy of employee autonomy are supported over those emphasising a need for management to monitor and control autonomy-seeking employees Originality/value: We contribute by showing the primacy of perceived employee autonomy in creating a creative climate among knowledge workers

Iterative Schemes for Time Parallelization with Application to Reservoir Simulation

Parallel methods are usually not applied to the time domain because of the inherit sequentialness of time evolution. But for many evolutionary problems, computer simulation can benefit substantially from time parallelization methods. In this paper, they present several such algorithms that actually exploit the sequential nature of time evolution through a predictor-corrector procedure. This sequentialness ensures convergence of a parallel predictor-corrector scheme within a fixed number of iterations. The performance of these novel algorithms, which are derived from the classical alternating Schwarz method, are illustrated through several numerical examples using the reservoir simulator Athena

The discontinuous Galerkin method for fractional degenerate convection-diffusion equations

We propose and study discontinuous Galerkin methods for strongly degenerate convection-diffusion equations perturbed by a fractional diffusion (L\'evy) operator. We prove various stability estimates along with convergence results toward properly defined (entropy) solutions of linear and nonlinear equations. Finally, the qualitative behavior of solutions of such equations are illustrated through numerical experiments

The production of trust during organizational change

This paper investigates the relationships between organizational change and trust in management. It is argued that organizational change represents a critical episode for the production and destruction of trust in management. Although trust in management is seen as a semi stable psychological state, changes in organizations make trust issues salient and organizational members attend to and process trust relevant information resulting in a reassessment of their trust in management. The direction and magnitude of change in trust is dependent on a set of change dimensions that reflect trust relevant experiences and information. We distinguish between dimensions related to trust relevant consequences of the change and trust relevant aspects of how the change process is performed. Empirical results indicate that increases in post change emotional stress and the use of referential accounts for justifying change are both negatively related to post change trust in management. The use of ideological accounts and participation were found to be positively related to post change trust in management, so was perceived decision quality. Findings also indicate that the effects of change on trust are negatively moderated by tenure

Fully adaptive multiresolution schemes for strongly degenerate parabolic equations with discontinuous flux

A fully adaptive finite volume multiresolution scheme for one-dimensional strongly degenerate parabolic equations with discontinuous flux is presented. The numerical scheme is based on a finite volume discretization using the Engquist--Osher approximation for the flux and explicit time--stepping. An adaptivemultiresolution scheme with cell averages is then used to speed up CPU time and meet memory requirements. A particular feature of our scheme is the storage of the multiresolution representation of the solution in a dynamic graded tree, for the sake of data compression and to facilitate navigation. Applications to traffic flow with driver reaction and a clarifier--thickener model illustrate the efficiency of this method

Developing organizational social capital or prima donnas in MNEs? The role of global leadership development programs

The aim of this article is to identify those aspects of global leadership development (GLD) programs that promote social capital and knowledge sharing in multinational enterprises (MNEs). The analysis is conducted within the context of two Scandinavian MNEs. Both MNEs had aimed at the development of inter-unit social networks and knowledge sharing. In the one program, participants bonded with other participants while remaining socially embedded in their business units of origin. As a consequence, bridging social capital was developed, and knowledge sharing across the MNE increased. For the other program, despite apparent similarities in design and goals, we found the reverse. In addition to differences in the selection mechanisms employed by the two programs, our research identified contrasting modes of organizing the in-program learning processes and dissimilarities in the roles played by top management and GLD consultants during the programs. Overall, while the one program was congruent with the Scandinavian corporate culture context, the other was at odds with it, and instead of developing social capital it turned out prima donnas. We argue that MNEs aiming to use GLD programs for developing social capital across their operations must be highly sensitive to the issue of congruence with the established corporate culture