Partnership,high performance work systems and quality of working life

The paper measures the effects of workplace partnership and selected high performance work practices on four different dimensions of employee experience. Whilst the partnership– high performance work systems nexus seems to have little impact on employees’ job satisfaction or sense of attachment, it does, however, have a negative impact on both workplace stress and employee evaluations of union performance. The analysis thus questions common assumptions about the inevitability of ‘mutual gain’ and the necessity of employer/union partnership.     

Knowledge creation and new product performance: the role of creativity

This research is concerned with how knowledge creation influences new product performance through creativity, which includes novelty and appropriateness. The following relationships are examined in our proposed model: (1) the influence of knowledge creation on new product performance; (2) the influence of novelty and appropriateness on new product performance; and (3) the influence of knowledge creation on novelty and appropriateness. A questionnaire was designed and mailed to the sampled Taiwanese manufacturing companies. The analysis results show that knowledge creation helps research and development personnel create novel and appropriate products, which in turn increase new product success. New product performance is affected by both novelty and appropriateness, the former of which has a greater influence. Through additional exploratory analyses, in which socialization, externalization, combination, and internalization are antecedents, we show that socialization's effect on new product performance is fully mediated by novelty and appropriateness, but internalization's influence is only partially mediated. Meantime, the influence of externalization on performance is fully mediated by novelty, but not by appropriateness. Combination has a direct influence on new product performance. Finally, this research provides theoretical and managerial implications based on these results.     

The limits of high performance work systems in unionised craft‐based work settings

This paper focuses on constraints on the effectiveness of high performance work techniques deriving from the traditions of craft‐based trade unionism and long‐established structures and cultures within sector‐based employment relationships. The findings question the fundamentally managerialist nature of HPW accounts that assume labour's position in the high‐performance equation to be simply one of recipient of managerial initiatives.     

Innovation and creativity: woods, trees and pathways

The terms 'innovation' and 'creativity' are in danger of complete degeneracy into a single blurred catch-all concept. This paper examines 'potted thinking', and some of the main sources of confusion in everyday thinking, and then considers four current theories which help resolve aspects of the confusion. Creativity is studied as intrinsically motivated behaviours and as a form of intelligence. Creativity and Innovation are compared within a systems framework, and as examples of complex problem-solving. The models help distinguish the highly personal nature of the creative process and the essentially social nature of the innovation process.     

Implementing high performance HR practices in Asia: HR practice consistency,employee roles,and performance

High performance HR (human resources) practices are well understood to positively impact employee behavior and performance. However, much is still not known about the implementation of effective HR practices and their specific impact on employee behaviors. In this regard, this study identifies the significance of HR practice consistency, develops direct measures of that consistency, and examines the impact on employee role performance. This study also explores how consistency affects shared perceptions of procedural justice and employees’ role performance by employing a cross-level research design. The data in the study were collected from 355 employees of 42 companies within the manufacturing and service industries in Taiwan. This study makes theoretical and methodological contributions by identifying the significance of HR practice consistency, and provides empirical evidences for its potential influences. It also offers practical suggestions that can be used as important reference points by organizations, particularly those in Asia seeking to implement high performance HR practices.     

Difference in time influencing creativity performance between design and management majors

This study is aimed to obtain a better understanding of difference in time of day as a factor influencing creativity performance between design and management programs students. Two hundred and ninety-seven college students, consisting of 154 design majors and 143 management majors at a university, participated in this study. Two idea generation tasks adapted from the Torrance Tests of Creative Thinking verbal tests were used to collect data on their creativity performance across school time intervals. The results show that the distributions of creativity performance across school time intervals reveal statistically significant differences in the fluency and originality measures between the two disciplines. Further, for the design majors, statistically significant differences are found in the fluency, originality, and elaboration measures of creativity; for the management majors, no difference is found for any of the creativity measures. That is, time of school day is a concern in creativity performance for the design students but not a significant factor for their counterparts. It is suggested that the timing issue should be taken into account when we try to assess the instructional and learning performance of creativity-related courses. An open mind and awareness of program differences are expected. More alternatives to improve time-constrains in traditional in-class learning and instruction are also suggested at the end, to create a more individualized and flexible learning environment for creativity.     

The effects of creative problem solving training on creativity, cognitive type and R&D performance

The effects of Creative Problem Solving (CPS) training on creativity, cognitive type, and R&D performance were investigated with 106 R&D workers of a large government–owned manufacturing company in Taiwan. Seventy–one of them volunteered to participate in the CPS training and were divided into three groups. Each group received 12 hours of CPS training and two follow–up training sessions over a one–year long period in a time–series design. The 'Circle Test of the Torrance Test of Creative Thinking', and the 'Myers–Briggs Type Indicator' were administered before and after the CPS training. R&D performance averaged over the past three years before the CPS training and one year after the pretest were obtained from the company. Results showed that participant's scores on fluency and flexibility of ideas were higher after the CPS training. There was also an increase in the number of persons being classified as extrovert or feeling type of cognition. In terms of R&D performance, the participants' number of co–authored service projects increased significantly from pretest to posttest, whereas no such change was observed among those 35 R&D workers who did not participated in the CPS.     

The role of humor usage on creativity,trust and performance in business relationships: An analysis of the salesperson-customer dyad

Using humor wisely is known to have many benefits in a work-related setting. Despite these potential benefits, there is limited research on this phenomenon in a business-to-business selling context. In light of this absence, the authors introduce a theoretical model explaining the role of humor usage in a salesperson-customer encounter. Specifically, the purpose of this paper is to examine the simultaneous influence of salesperson humor usage on creativity and customer trust, which in turn affect objective sales performance. Using 149 salesperson-customer dyads from a cross-industry survey, the results indicate that (1) salesperson humor usage positively influences salesperson creativity and customer trust, (2) which in turn mediates the influence of humor on objective sales performance. In addition, (3) customer trust also influences word-of-mouth propensity and expectation of relationship continuity. The article's broader contribution is that humor usage may be a fundamental human ability that is central for enhancing creativity and developing strong relationships in a business-to-business setting.     

A multi-level investigation of international marketing projects: The roles of experiential knowledge and creativity on performance

This study, using a sample of Korean multinational corporations, focuses on testing the relationships between the constructs of experiential knowledge, creativity, and performance in the context of international marketing projects. Relying on a multi-level conceptualization of experiential knowledge and creativity, our findings suggest that process-based creativity is enhanced when the team members have a higher level of experiential knowledge, but outcome-based creativity is not significantly influenced by either team- or firm-level experiential knowledge. It is concluded that, in the context of international marketing projects, the domain-relevant knowledge of the actors (i.e., the team-level experiential knowledge in the foreign markets) largely governs the level of their process-based creativity. The findings also suggest that project performance is directly influenced by firm-level experiential knowledge and process-based creativity, and is indirectly influenced by team-level experiential knowledge through the mediation of process-based creativity.     

Experienced professionals and doctoral study: A performative agenda

The paper considers doctoral supervision between a candidate grounded in practice and a practice sensitive supervisor. The paper presents five autoethnographies to embellish a. conceptual argument. The contribution made lies at the nexus between three literatures; doctoral supervision, engaged scholarship and performativity. The paper contributes to the performativity literature by adding a principle of performative co-creation to frameworks which consider the emergence of performativity after theory formation. A core contention is that by considering engaged scholarship, the potential for performative outcomes in doctoral programs can be enhanced. The paper enters the black box of the emergence of performative theory and asks whether the formation of a theory can affect its eventual performative effects. Taking the doctoral supervision process as a performance, a series of tensions in the supervision process are identified and four acts are proposed to unlock the potential of performative outcomes. It is suggested that doctoral candidates engaged in practice are more likely to identify practice based on anomalies and experiment with the subsequent theoryin a professional context due to their ongoing embeddedness in communities of practice. The authors suggest that this has particular relevance to industrial marketing scholars due to high levels of embeddedness in practice.     

A systematic small group approach to creativity and innovation: A case study

The paper reports a longitudinal study of the result of applying systematic creative problem-solving techniques in a particular multinational firm. The first section of the paper describes the way the system was applied to the five stages of an innovation from conception to implementation. Fifteen different techniques were used, the choice varying with the stage. The paper then describes three examples of actual innovations (disguised), stage by stage, giving a judgment of the value of the techniques used, the frequency of success or failure of all the sessions undertaken, the relative success of the techniques used, and the usage of the techniques by stage of innovation.
Two further points are made; firstly, creative thinking is needed and manifested at all stages of a project and not just in the early stages; secondly, although Synectics was shown to be rather effective it gradually lost ground to a less successful technique because the managers concerned did not like its seeming inconsequentiality and abandonment of logic.     

建立健全班组安全活动制度是搞好安全生产的前提

2003年8月23日，中国煤炭工业协会和中国能源化学工会在北京隆重举行全国煤炭工业模范和优秀班组长表彰大会。王德学副局长代表国家安全生产监督管理局(国家煤矿安全监察局)到会，并向与会代表发表了讲话。     

Founding strategy and performance: A comparison of high and low growth high tech firms

Some firms grow very rapidly; others much more slowly. Potential explanations for differences in performance levels between high growth firms and low growth firms operating in the same industry are sought by comparing the firms' founding strategies. Results indicate that founding strategies of high and low growth firms differ systematically among the firms studied.     

Team control mode,workers' creativity,and new product innovativeness

Scholars of creativity and innovation argue that successful innovations originate from the creative ideas of workers. However, few studies have empirically examined how management mechanisms, such as the control mode adopted by the new product development team, may work together with workers' creativity to deliver a successful new product. Drawing on the theory of opposing action strategies of team innovation, we propose that different team control modes may work together with team members' creativity to jointly influence the innovativeness of teamwork outcomes. With survey data collected from different sources in new product development teams, we find that restrictive control can effectively help teams composed of very creative members to successfully develop innovative new products. Conversely, promotive control can effectively help teams composed of less creative members to deliver innovative new products.     

The role of personality and motivation on key account manager job performance

Key account management (KAM) has strengthened its relevance as a managerial process in business-to-business (B2B) markets. In many companies, the success of KAM initiatives often rely on individual-level achievement, that is, the performance of key account managers. Despite the relevance of research on individual-level KAM, these topics are largely neglected. This research addresses the problem by developing and testing a structural equation model of personality, motivation, and key account manager job performance. Our results show that two motivational constructs—learning orientation and performance orientation—play major roles in key account manager job performance. In addition, relationships between personality traits and motivational constructs are observed: Extraversion, agreeableness, conscientiousness, and emotional stability are found to have significant relationships to motivational constructs. Two of the personality traits, extraversion and conscientiousness are linked to both learning orientation and performance orientation. We discuss theoretical and managerial implications of our findings and finally provide future research directions.     

调整优化增效益开拓创新求发展

无锡纺织把握国家将纺织工业作为国企扭亏解困突破口的历史机遇,解放思想,开拓进取,在大力实施棉纺压锭的同时,通过调整产业和产品结构,优化了资源配置,通过实施全球经贸战     

High performance work systems and workplace partnership: a case study of aerospace workers

This article provides case study analysis of the impact of high performance work practices and workplace partnership on skilled workers in the UK's aerospace industry. In contrast to assumptions that such practices increase empowerment and participation we find evidence of a democratic deficit in workplace decision-making and deterioration in the quality of working life.