Norwegian ship-owners' adoption of alternative fuels

The shipping sector's rising greenhouse gas emissions are often considered “hard-to-abate”. Some ship-owners have recently adopted or started to consider the adoption of alternative fuels, but systematic studies of this are still lacking. We address this gap by studying how ship-owners differ in both actual and intended adoption of alternative fuels. We analyze data from a unique survey with 281 ship-owners in Norway, a major ship-owning country and center for maritime technology development, with descriptive statistics and analysis of variance. We find early adopters among large and established ship-owners in offshore, international cargo and domestic passenger shipping segments, which are often subjected to specific contractual demands for alternative fuel adoption. Laggards were typically small and young ship-owners operating in shipping segments where demands for alternative fuel adoption are weak. Our findings also suggest that firms' business strategy and financial and knowledge resources may have relevance for ship-owner's adoption of alternative fuels. Our study has implications for national and international policymaking, highlighting for example how contracting mechanisms can be an effective tool in incentivizing the adoption of alternative fuels.publishedVersio

Motivational antecedents to high-tech R&D employees' innovative work behavior: Self-determined motivation, person-organization fit, organization support of creativity, and pay justice

Employees' innovative work behavior (IWB) contributes to organizational innovativeness in the form of new processes, products, and services, and therefore it is worthwhile to examine motivational antecedents of employees' IWB. This study analyzes the relationship between motivation forms from self-determination theory and the concept of person-organization (PO) fit to provide insight into some of the factors that can influence high-tech R&D employees' IWB. Survey data from R&D employees in three high-tech organizations show that employees with higher levels of PO fit have higher levels of autonomous (identified and intrinsic) work motivation and that autonomously motivated employees engage in more frequent IWB. Autonomous motivation forms mediate PO fit's relationship with IWB. Furthermore, pay justice (i.e., distributive justice) and organization support of creativity are significantly associated with PO fit, indicating that these may be useful for managers to consider in relation to employee fit, motivation, and innovative work behavior. Ultimately, managers interested in fostering innovative behavior of R&D employees would be prudent to seek congruence between employee and organization values and support employees' autonomous motivation

Creativity-Contingent Rewards, Intrinsic Motivation, and Creativity: The Importance of Fair Reward Evaluation Procedures

Pay for performance is a common practice used by organizations to increase employees’ motivation and performance, and creativity-contingent rewards have been shown to support creativity. But are all creativity-contingent rewards equal? Procedural justice can potentially affect the way that creativity-contingent rewards impact employees’ intrinsic motivation and creativity. To shed light on this practice-relevant issue, this study investigates how aspects of procedural justice—reward allocation clarity and reward evaluation fairness—impact changes in intrinsic motivation and creativity in the presence of creativity-contingent rewards. Using an incomplete factorial pretest–posttest between subjects design with four reward conditions and one control (no reward) condition, I analyzed changes in intrinsic motivation and creativity. Relative to the control condition, significant increases in both intrinsic motivation and creativity were found in the reward conditions with high evaluation fairness. However, reward allocation clarity did not yield any significant effects on changes in intrinsic motivation and creativity. The results highlight the importance of fair evaluation procedures for determining rewards if creativity-contingent rewards are to increase both intrinsic motivation and creativity

The impact of individual motivations on idea submission and future motivation to participate in an organization's virtual idea campaign

We used time-lagged survey data to investigate the effects of various types of motivation on idea submission and future motivation to participate in a virtual idea campaign (VIC). We also used qualitative data to illuminate context and enrich explanations. Applying forms of motivation from self-determination theory—intrinsic motivation and external motivation—and the additional composite form of identified-prosocial motivation, our study offers insight into their effects on idea submission and future motivation to participate in idea campaigns. We found that intrinsic motivation led to idea submission and future motivation to participate, while external motivation negatively related to idea submission. Identified-prosocial motivation positively related to participants' motivation to participate in future idea campaigns, but surprisingly, its interaction with intrinsic motivation did not lead to idea submission. We provide managers and innovation researchers with useful lessons for the effective management of idea campaigns in organizations, and our results highlight the value of autonomous forms of motivation, especially intrinsic motivation

Entering a Brave New World: Market Entry Assessments Into a Born Global Industry

This chapter investigates key motivations, drivers, and barriers for firms that are seeking to enter new international supply chains for renewable energy. Offshore wind (OW) is a born global industry with a fully internationalized supply chain from inception. The study adopts a mixed-methods approach by first doing 11 case studies of Norwegian industrial companies entering OW and secondly by conducting an online survey targeting the whole population of Norwegian firms in OW. The study finds that new green industries' distinctive features, managerial motivation, and industry relatedness shape a firm's entry strategies and behavior. Risk and uncertainty, complexity and turbulence, high transaction costs and disadvantages of scale postpone industry entry from established actors. The study finds that environmental motivation tops the list of motivations for managers to enter, but financial motivation is the strongest of perceived market performance. Finally, the study finds that market relatedness is more critical than technological relatedness

Conditions for growth in the Norwegian offshore wind industry. International market developments, Norwegian firm characteristics and strategies, and policies for industry development

publishedVersio

Sustainability among Norwegian maritime firms: Green strategy and innovation as mediators of long‐term orientation and emission reduction

This study investigates the relationships between emission reduction, long-term orientation, green strategy, and green innovation among maritime vessel-owning firms of various sizes in the Norwegian maritime sector. A change from the utilization of fossil fuels and move toward more sustainable sources of energy demand substantial financial investments and behavioral changes but are fundamental to preventing further climate change. This study examines the greening of the Norwegian fleet through a structural equation model based upon 246 survey responses. Although our model does not show a significant direct relationship between long-term orientation and emission reductions, we do find that long-term orientation is indirectly related to emission reductions because of its relationships with green strategy and green innovation. Moreover, as mediators, green innovation and green strategy share direct associations with firms' reductions of greenhouse gases and environmentally harmful emissions. Implications for practitioners and policy makers are proposed

Making sense of frustration and complexity when introducing sustainability in teacher education

Barn og unge vokser i dag opp til et liv med klimakrise og miljøkrise. Dette må skolen forholde seg til, og lærerutdannere må reflektere over hvorvidt vi forbereder våre studenter godt nok til denne oppgaven. Denne artikkelen er en studie av innføringen av bærekraftdidaktikk i en større lærerutdanningsinstitusjon i Norge. Intervensjonen varte én uke og ble gjennomført innenfor rammene av eksisterende strukturer, prosesser og lokale ressurser. Vi utforsker hvilke muligheter, spenninger og hindringer som viser seg i intervensjonen med henblikk på å videreutvikle lærerutdanningen i møte med bære­kraftutfordringene. Analysene er særlig orientert mot å få fram studentstemmer, med et empirisk materiale som består av gruppeintervjuer, spørreundersøkelser og videopptak av gruppearbeid. Lærerstudentene som deltok måtte forholde seg til kompleksitet med hensyn til både tverrfaglighet og bærekraft. Autentisitet var også et anliggende som trådte fram. Noen av studentene stilte spørsmål ved hvorvidt det tverrfaglige arbeidet i intervensjonen reflekterte bærekraftundervisningen i dagens skole. Studien indikerer at i lærerutdanningsprogrammer som vil romme både tverrfaglighet og bærekraft, er det nødvendig med strukturelle endringer. Hvis lærerstudentene er blitt fortrolige med tverrfaglige tilnærminger, vil de også bedre være i stand til å møte kompleksiteten forbundet med bærekraft som et ontologisk, normativt og politiske anliggende. Vårt forsøk på å innføre bærekraftdidaktikk i våre lærerutdanningsprogrammer har ikke ført til betydelige endringer, og bærekraftdidaktikk er fortsatt et begrenset perspektiv i disse programmene. Men gitt utfordringene som global oppvarming og tap av biologisk mangfold representerer, er det behov for raskt å få på plass større endringer