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101.
Academics often are criticized for doing research that is irrelevant and esoteric. Additionally, the review cycle is lengthy,
and even when high quality research is produced, results are unlikely to reach the practitioner for years. Thus, in order
to address the needs of both scientists and practitioners, a monthly survey of entrepreneurs was begun. Although the research
study topic is how firms grow, the focus of this paper is on the research method used to understand the subject. The paper
will lay out the logic for the monthly research process, explain the outcomes of the system, and provide the reader with some
early and tentative findings from the ongoing work on how firms grow. 相似文献
102.
103.
基于社会信息加工理论,探讨差异化变革型领导对员工创新绩效的跨层次影响,尤其是员工心理安全感的中介作用及团队差错管理氛围的调节作用。采用配对式调查问卷,以74名领导和264名下属为样本,建立层级线性模型。结果发现:①团队一致性变革型领导对员工创新绩效具有显著正向影响,个体差异性变革型领导对员工创新绩效具有显著负向影响;②心理安全感分别在团队一致性变革型领导、个体差异性变革型领导与创新绩效间起部分中介作用;③团队差错管理氛围不仅正向调节团队一致性变革型领导与心理安全感间的正向关系,还正向调节个体差异性变革型领导与心理安全感间的负向关系。 相似文献
104.
The study sought to evaluate the personal values profile, the predominant leadership styles, the leadership effectiveness, and the relationship between personal values balance and leadership effectiveness of a group of Brazilian executives. In order to evaluate the personal values profile a closed instrument of the rank order type has been developed and applied. To identify the predominant leadership styles, as well as the leadership effectiveness of the involved executives, it has been used as an instrument available in the market. To verify the relationship between personal values balance and leadership effectiveness, the linear regression method has been used computing the linear correlation coefficient between the before mentioned variables, involving 400 executives. The study has shown that the executives have an unbalance in their personal values profile, with predominance of economic and theoretical values. Additionally the study has uncovered lack of flexibility regarding the leadership styles, presenting styles of selling and sharing ideas as dominants. The study also showed that the leadership effectiveness of the involved executives was at a moderate level. Finally, the research pointed out a high positive relationship between personal values balance and leadership effectiveness, and, furthermore, it showed a better balance of personal values, if one considered only the part of the sample involving executives working in organizations which presented better results in the three previous years (50 executives). 相似文献
105.
《Business Horizons》2020,63(6):763-772
As firms struggle with high failure rates when developing new products and services, they seek new approaches to innovation. One method garnering attention is design thinking (DT), a design-based method of problem solving. Businesses as varied as Airbnb and PepsiCo are embracing DT in growing numbers, but some may be joining the bandwagon without understanding its distinctions compared to the main alternative, the Stage-Gate (SG) methodology. SG, a project-review process, is used in many firms today to create innovations. To guide managerial consideration of DT, this article provides an explanation of DT as compared with SG, a framework to assess DT’s fit with the firm, and ways DT may be effectively used. 相似文献
106.
Performance measurement impacts on management and leadership: Perspectives of management and employees 总被引:1,自引:0,他引:1
The study focuses on the impacts of performance measurement (PM) on management and leadership—a research area that has not received much attention in the literature. The empirical part of the study is based on 24 interviews from eight case organizations applying the Balanced Scorecard (BSC). Representatives of both management and employees were interviewed in each case organization. The study concludes that performance measurement can only support, not replace managers in leading people. The study shows that when operating with a performance measurement system (PMS), the increased interactivity between the management and the employees leads to higher performance. 相似文献
107.
Inju Yang 《Asia Pacific Journal of Management》2006,23(3):283-298
How does the Korean management system work with open interaction and without excessive power abuse, in spite of the emphasis on authority and hierarchy in Korean society? This paper explicates the concept of jeong exchange, an emotional support mechanism based on informal social ties, as the basis of social capital in Korean collectives (woori). Jeong exchange is first described and then contrasted with related concepts in the other major Confucian societies of China and Japan. It is then used to develop the notion of “collective leadership” to describe the nature and process of Korean leadership. 相似文献
108.
It is increasingly accepted that stakeholders affect the achievement of organisational plans and that ineffective ‘stakeholder involvement’ in developmental initiatives can hinder the achievement of business objectives. Using the context of sustainability, case study research demonstrated that ‘stakeholder involvement’ (how stakeholders become active or inactive) is a complex process influenced by a range of interlinked personal and externally driven factors. Principally, the process is influenced by the type of leadership (leadership quality) and the capability of stakeholders to become involved (stakeholder involvement capacity). These two forces play a significant role in stakeholder involvement and constitute the main part of the ‘Leadership–Stakeholder Involvement Capacity’ (LSIC) nexus that is presented in this paper. The LSIC nexus sheds light on our understanding of key complex issues that underpin the lack of, or ineffective, stakeholder participation in developmental initiatives including stakeholder relationships, stakeholder mind-sets, information quality and accessibility, contextual circumstances and implementation priorities. 相似文献
109.
Recent developments in the leadership literature call for research that emphasizes the role of the follower as well as that of emotion in the leader–member exchange (LMX). In response to these calls, this research examines the relationship between subordinate emotional masking and LMX quality, as well as the mediating role of LMX quality in emotional masking/outcome relationships. We collect data from two samples of MBA students from the United States and China, respectively. In both samples, we find that emotional masking by subordinates is negatively related to LMX quality. The mediating role of LMX quality in the relationship between emotional masking and work-related outcomes is also supported. Suggestions for future research and practice are discussed. 相似文献
110.
Subash Durlabhji 《Journal of Business Ethics》2004,52(4):401-409
Well-known concepts in Organization Behavior are viewed in this paper through a Taoist lens, in particular through the perspective enshrined in the famous yin–yang symbol. Since Tao purports to be a fundamental Law of Nature, it should be possible to find Taoist principles operating within, or at least behind, concepts and theories presented in the field of Organization Behavior as having some degree of truth value. Concepts from personality theory, learning, motivation, leadership, and organization culture are found indeed to accord with the Tao. The review reveals aspects of OB concepts not usually discussed, and suggests a fresh approach for theory evaluation and development. A general principle of yin–yang balance as an essential dynamic for performance and harmony in a wide variety of contexts is suggested. Implications for further research are indicated. 相似文献