Organizational learning culture,learning transfer climate and perceived innovation in Jordanian organizations

This paper examines the relationship between organizational learning culture, learning transfer climate, and organizational innovation. The objective was to test the ability of learning organization culture to account for variance in learning transfer climate and subsequent organizational innovation, and to examine the role of learning transfer climate as a mediator between learning organization culture and innovation. Results showed that organizational learning culture predicted learning transfer climate, and both these factors accounted for significant variance in organizational innovation.     

Team innovation in retail services: the role of ambidextrous leadership and team learning

Service Business - Drawing upon the ambidextrous leadership theory for innovation, this study investigates the role of opening and closing leadership behaviors in both exploratory and exploitative...     

Team learning,transactive memory system and team performance: A longitudinal study based on the IMOI approach

This study examines how team learning behaviors transfer into team effectiveness, and analyzes the dynamic mechanism of team learning within a time series framework. 99 teams were recruited as our initial sample at the first stage, and 55 teams were traced at the second stage. We employed the input-mediator-output-input (IMOI) approach as proposed by Ilgen et al. (2005), instead of the traditional input-process-output (I-P-O) model in industrial and organizational psychology. Results show that the mediating effect of transactive memory system (TMS) on the relationship between team learning and performance is significant at both stages, which means TMS can adequately account for how team learning influences team performance as a mediator. Team performance, as an output received at the end of stage one, also acts as an important input variable at stage two, which in turn positively influences the subsequent team learning process. The circular causal model based on path analysis shows that the IMOI approach can be used to explain organizational mechanisms better than the classic I-P-O approach; the result is consistent with the new trends within the team relevant IO psychological understanding. Findings suggest that developing and maintaining a TMS is critical to achieving team outputs under a team learning setting. In addition, performance evaluation and feedback are also important factors within team learning processes. We argue that organizational behavior research based on an IMOI approach would have more generalizability and ecological validity than the traditional I-P-O model.     

Error management culture: impact on cohesion,stress, and turnover intentions

An error management culture involves organizational practices related to communicating about errors, sharing error knowledge, quickly detecting and handling errors, and helping in error situations. Building on error management research, this study examined the influence of organizational error management culture on the turnover intentions of frontline service employees. The study also investigated the underlying mechanism that links this culture with turnover intentions. Data were collected from 345 frontline employees of hotels in Turkey. Structural Equation Modeling results revealed that employee perceptions of organizational error management culture have a direct and significantly negative impact on their turnover intentions. Furthermore, results showed that this relationship is mediated through perceived group cohesion and work stress. Using the job demands-resources model as a theoretical framework, this study revealed that organizational error management culture leads to increased group cohesion; increased group cohesion lowers work stress; and lower work stress lowers turnover intentions. This study contributes to the services management literature by demonstrating how organizational error management culture impacts employee turnover intentions.     

Team deep-level diversity,relationship conflict,and team members' affective reactions: A cross-level investigation

Drawing from recent advances in the study of deep-level diversity in work teams and the similarity–attraction paradigm, this study examines the ways in which diversity in personality characteristics and preference for teamwork among team members influences the relationship between relationship conflict and subsequent team member affective reactions. Using a longitudinal, multilevel sample of 53 teams (260 respondents), results reveal that similarity or homogeneity in agreeableness, conscientiousness, and emotional stability weakens the negative influence of relationship conflict on team member affective reactions, while heterogeneity in extraversion and preference for teamwork also weakens these relationships. A discussion of theoretical and practical implications follows.     

Empirical investigation of the domain knowledge and team advertising creativity typology: The case of Nescafe coffee

This study proposes and tests a typology of domain knowledge and team creativity by empirically assessing the effects of varying levels of domain knowledge on the creative outcomes of the team members. Two separate studies were conducted to address this inquiry. Study one aimed at determining the level of domain knowledge of each team member in the teams. Eleven groups comprising of thirty-three business students designed eleven advertisements for the products of their own choices. Utilizing the situation judgment test and the grade earned in the advertising course, four teams were formed comprising two balanced and two imbalanced domain knowledge teams. To test the hypotheses of the study, these teams were asked to develop a print advertisement for Nescafe for the summer season (Study Two). Upon creativity assessment of the final ads by twenty-six independent creative personnel in a total of seven advertising agencies in Pakistan, the results revealed that a balanced team with low domain knowledge outperformed the other balanced team with high domain knowledge. Further, unexpectedly, one of the imbalanced domain knowledge teams also outperformed the balanced high domain knowledge team. The study in the light of extant literature presents worthwhile implications for academia and practitioners.     

The effects of leader‐member exchange and employee learning on perceived employability

In today’s rapidly changing society, the critical issues for organizations are how to attract individuals with high‐level employability and what role to play in maintaining and enhancing that employability. This study primarily aimed to investigate the effects of leader‐member exchange and employee learning on perceived employability. The literature review showed that leader‐member exchange is about the mutual relationship between the leader and members of an organization, and that employee learning consists in the individual employees’ continuing learning behaviours. The data for this study were collected from 257 South Korean insurance company employees. The study findings demonstrated that leader‐member exchange has a significant positive influence on the one dimension of perceived employability: corporate sense. Employee learning, on the contrary, was shown to have statistically significant positive effects on all the five dimensions of employability. Conclusions were drawn, and the implications and limitations of the study are discussed.     

Organizational learning and entrepreneurship in family firms: exploring the moderating effect of ownership and cohesion

Organizational learning can significantly improve family firms’ ability to counter by stimulating entrepreneurship. Applying the behavioral theory of the firm, this study empirically examines the effect of family ownership on the breadth, depth, and speed of organizational learning. Each of these dimensions can influence entrepreneurship. Furthermore, the effect of ownership on organizational learning depends on family cohesiveness, the extent to which members of the owner family feel closeness, mutual solidarity, and the desire to stick together. Data from 741 firms show that family ownership is positively associated with the breadth and speed of learning but is negatively associated with the depth of learning. Though cohesiveness does not alleviate the negative effect of family ownership on the depth of learning, it amplifies the effect of family ownership on the breadth and speed of learning. Organizational learning, especially its breadth and depth, positively influences the pace of family firms’ entrepreneurship.     

Why solidarity matters (and sociability doesn't): The effects of perceived organizational culture on expatriation adjustment

This study examines the relationship between perceived organizational culture and cross‐cultural adjustment. Using the organizational culture framework of Goffee and Jones (1996, 1998) that describes organizational culture as the intersection of sociability (e.g., the level of friendliness and socialization between organization members) and solidarity (e.g., the commonality of interests and goals among organization members), this research examines home and host organizational culture as they affect expatriation adjustment regardless of culture novelty (e.g., national cultural differences). The data were obtained through a self‐administered questionnaire filled in by 166 expatriates from 29 nationalities and assigned to 39 countries. The analyses showed that perceived home and host solidarity predicts expatriates' work and general adjustment, though not interactional adjustment. These results confirm that perceived organizational culture is a predictor of expatriation cross‐cultural adjustment. ©2011 Wiley Periodicals, Inc.     

The role of entrepreneurs in firm-level innovation: Joint effects of positive affect,creativity, and environmental dynamism

Innovation is often a crucial ingredient in new venture success but at present, we know relatively little about the role of individual entrepreneurs in encouraging its occurrence. The present research addressed this issue by investigating the joint effects, on firm-level innovation, of two variables pertaining to entrepreneurs (their creativity and positive affect) and a key environmental variable (environmental dynamism). Although it has been predicted that affect plays an important role in entrepreneurship [Baron, R. A., 2008. The role of affect in the entrepreneurial process. Academy of Management Review 33(2), 328–340.], relatively little empirical evidence on its effects has been obtained to date (e.g., [Foo, M.D. In press. Emotions and entrepreneurial opportunity evaluation. Entrepreneurship Theory and Practice.]). Further, although the link between creativity and innovation has been described in past literature [Amabile, T.M., 1988. A model or creativity and innovation in organizations. In B.M. Staw and L.L. Cummings (Ed.)., Research in organizational behavior 10, 123–167.], direct evidence for its existence is currently lacking. Findings of the present research indicate that positive affect among founding entrepreneurs is significantly related to their creativity and that creativity, in turn, is positively related to firm-level innovation. Both of these relationships are moderated by environmental dynamism, being stronger in highly dynamic than stable environments.     

Team Climate,Team Cognition,Team Intuition,and Software Quality: The Moderating Role of Project Complexity

Teams represent a prevailing approach to getting work done in today’s hypercompetitive business environment. Although there is a widely held assumption that team-related capabilities determine the success of new product development projects, empirical research on team capabilities is scant. Based on the resource-based view of the firm, organizational learning theory, and situated learning theory, this study investigates the interrelationships among team climate, two information-processing capabilities (i.e., team cognition and team intuition), and software quality. As well, this study explores the moderating effect of project complexity between the information-processing capabilities and the quality of the software. In studying the data from 139 software development projects using the partial least squares structural equation modeling methods, we found that team climate has a direct influence on team cognition. Moreover, the findings showed that team cognition was positively related to the quality of the software product in general; in particular, this relationship was found to be far more significant when project complexity was used as a moderator. This finding indicates that the software development team’s ability to process information logically in order to interpret situations effectively allows the team to launch superior software products when unexpected and undesirable events make a project complicated and challenging to perform. In particular, managers should encourage teams to benefit from new ideas and make collective efforts for reaching goals. Managers should also enable teams to specialize in their tasks and improve their collective information-processing capabilities.     

Facilitate active learning: The role of perceived benefits of using technology

The authors examine factors influencing student active learning and the ensuing class learning experience in the context of applying technologies in the classroom. The results suggest that the psychological benefit directly and indirectly influences class learning experience. In addition, the functional benefit only indirectly influences class learning experience through the mediator active learning. The results of multiple group analysis further suggest that the impacts of both psychological and functional benefits on active learning are stronger when the level of faculty-student interaction is low. The authors conclude with managerial implications and directions for future research.     

Toward a contingency view of new product creativity: Assessing the interactive effects of consumers

Although creativity is widely recognized as a critical element for firms to develop new products, knowledge about how consumers evaluate product creativity remains far from definitive. The authors analyze how the relevance of novelty and appropriateness—two main elements of creativity—varies according to the characteristics of the consumer. A sample of 283 consumers indicates a negative interaction effect between novelty and appropriateness, suggesting that creativity depends on either, according to contingencies. Novelty is more relevant when consumers are highly involved or have little knowledge of the product. Appropriateness is more relevant when consumers are minimally involved or have significant knowledge. Theoretical and managerial implications are provided.     

Examining learning strategies,creativity, and innovation at SMEs using fuzzy set Qualitative Comparative Analysis and PLS path modeling

Some degree of ambiguity and inconsistency in organizational learning capability and its outcomes still exists, especially among small and medium-sized enterprises (SMEs). This study argues that exploitative learning strategy, explorative learning strategy, improvisational creativity, and compositional creativity are several antecedents (causal conditions) of innovation as an outcome (solution) within SMEs. This study analyzes data from a survey of 206 top managers of SMEs using PLS-structural equation modelling (PLS-SEM) and fuzzy set Qualitative Comparative Analysis (fsQCA) to demonstrate innovation and its dependence on combinations of complex antecedent conditions and various alternative paths. Though the results of the PLS-SEM analysis support the hypothetical paths except explorative learning and compositional creativity; the fsQCA findings indicate conditional support for the proposed antecedents and outcomes except explorative learning and exploitative learning. Furthermore, the complex solutions of the fsQCA analysis indicate that five combinations sufficiently explain innovation.     

Adolescent brand consciousness and product placements: awareness,liking and perceived effects on self and others

Product placements in entertainment media are increasing, particularly in content targeted to adolescents. This marketing communication tactic is examined in the context of media socialization and individual differences in brand consciousness. The relative influence of commercial media (TV, radio, movies, online) and perceived peer and parent brand consciousness on US adolescent brand consciousness is assessed, as well as differences in how low and high brand‐conscious adolescents view product placements. Awareness, liking and perceived effects of product placements on self and others (third‐person perception) were measured. Results of hierarchical multiple regression analyses show that movies and perceived parent and peer brand consciousness were positively related to adolescent brand consciousness. Those adolescents considered to be highly brand‐conscious were also those who were most aware of and favourable towards product placements. All adolescents demonstrated third‐person perception of media effects in that they considered others to be more influenced by product placements than themselves, with peers influenced more than friends. Highly brand‐conscious teens perceived the greatest effects of product placements on their own and others’ buying behaviours, yet low brand‐conscious teens revealed the largest gap in perceptions of impact on self vs. peers. The results are discussed in view of media effects; ramifications for marketers and public policy makers are also appraised.     

Antecedents of perceived national and corporate culture differences: evidence from Chinese international strategic alliances

We investigate the determinants of managers' perceptions of national and corporate culture differences, using data obtained from Chinese partner managers of international strategic alliances. An expected positive relationship is found between the extent to which the managers have experienced culture-related management impediments and their perceptions of national and corporate culture differences. An expected negative relationship is found between the extent to which the Chinese partner firms have adopted cultural management policies and the perception of national culture difference, but is not found for the perception of corporate culture difference. The authors find no support for the expected negative relationship between cultural sensitivity and the perception of national and corporate culture differences. Adoption of cultural management policies moderates the relationship between the extent to which managers have experienced culture-related management impediments and their perception of corporate culture difference, but not their perception of national culture difference. It was also found that the degree of cultural sensitivity moderates the relationship between the extent to which the Chinese managers have experienced culture-related management impediments and their perceptions of national and corporate culture differences.     

Effect of technological and digital learning resources on students' soft skills within remote learning: The mediating role of perceived efficacy

The study analyses the effects of the technological and digital learning resources (DLRs) on the development of students' soft skills (SSk) in remote learning, mediated by the perceived efficacy of students in this modality of education. The study employed a survey research method, and the data were collected through a self-administered questionnaire. Participants included 637 students experiencing remote learning during the second COVID-19 lockdown in the north of Portugal (between 1 and 15 March 2021). The structural equation modelling analysis technique tested the hypothesized model. The study showed that technological and DLRs were strongly interconnected. The results supported our hypotheses, evidencing that, in remote learning, the adequacy of DLRs had a direct effect on the development of SSk, presenting the efficacy perceived by the students as a mediator of this relationship. The study demonstrated that, with the experience of remote learning, students perceived the development of their SSk, which is consistent with the literature review we carried out. Implications of these findings are discussed, considering the literature on technology-mediated learning and the development of human resources SSk in the context of the digital transition.     

Bricolage effects on new-product development speed and creativity: The moderating role of technological turbulence

This study provides a theoretical account of bricolage effects on two critical new-product advantages. Survey data from 222 firms reveal that bricolage hastens new-product development (NPD), but has an inverted U-shaped relationship with new-product creativity. However, under high technological turbulence, bricolage has an enhanced positive association with NPD speed. Consequently, this study contributes to bricolage theory and practice by revealing how bricolage influences new-product advantages and identifying boundary conditions for successful NPD.     

Involving mind, body, and friends: Management that engenders creativity

Based on the careful observation and interviews of employees at three companies, and supplemented by cases from the popular business press, a discovery approach is used to derive four management principles that engender creativity and innovation in organizations: (1) manage organizations so that their knowledge base is more diverse than what would occur naturally; (2) encourage employees to embrace a collaborative and non-complacent attitude towards work and the organization; (3) make it possible for organization members to engage in the quick testing of ideas and solutions as they emerge; (4) reward employee and supervisor behaviors that support these principles and punish resistance to their implementation. The principles work in companies even if creativity and innovation are not stated organizational objectives, and do not require large investments or disruptions to work processes to yield valuable results.