ABSTRACT
Implicit psychological contract (PC) represents the dynamic employee-employer relationship, and unlike explicit human resource (HR) practices, PC is an underexplored topic in the crisis management literature. By capturing the dual perspective of hotel employers and employees through interviews, this study investigates the content of PCs and breaches of PCs during the COVID-19 pandemic crisis. The study identifies salient dimensions of employer obligations such as safety assurance and of employee obligations such as personal protection. While employees emphasized the transactional contracts to protect their individual interests, the employers tried to balance the transactional and relational contracts. The study proposes a dynamic PC breach model that indicates contract breaches lead to varied responses through a complex interpretation process. In general, the study suggests that ensuring mutual consideration is the best way for hotel employees and employers to pull through a crisis. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Making sense of a markets is a necessary precursor to any strategizing such as shaping. Still, the nature of this sense-making is oftentimes kept in the dark. It is somehow subordinate to what follows. The lack of such explicit market portrayals entails the risk of myopia to the detriment of seeing shaping possibilities. It also means that ensuing strategic efforts risk to go in vain as they possibly mirror an oversimplified reality. Making agile sense of the surrounding market context turns these two potential shortcomings into opportunities. Such contextual agility is an aptitude of some firms. It is a knowledge ability which prepares for agency in a prompt and responsive way as some representational practices translate into shaping practices. This conceptual research introduces contextual agility which hosts representational, entrepreneurial, and agile elements. This ability of individual firms promises to inform market shaping as its points of departure are clarified. It is here illustrated via contested product qualification, consumer Covid-19 vaccine skepticism. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Purpose: The coronavirus disease 2019 (COVID-19) situation has led to the emergence of virtual teams in all organizations, and the role of leadership has become more pertinent. The current research focuses on understanding the factors for better team performance in virtual teams. Based on the contingency perspective, the behavioral complexity in leadership (BCL) theory is the most appropriate as BCL requires the leader to demonstrate multiple contrasting leadership behaviors according to the situation. Both internal as well external roles were explored, which could facilitate better communication quality and role clarity to increase interpersonal trust and leadership effectiveness in the current crisis. Design/methodology/approach: Data were collected from employees who have worked in virtual teams during the crisis and who have experience of working in a virtual team environment. A total of 200 questionnaires were distributed, and 175 were received. A path model was built applying partial least squares structural equation modeling (PLS-SEM). Findings: Communication quality has come as a partial mediator for the relationship between internal and external leadership roles and trust. Role clarity fully mediated the relationship between external leadership roles and conflict. Internal and external leadership roles showed a significant effect on leadership effectiveness, which were further related to team performance in virtual teams. Additionally, synchronous technology was used more by virtual teams. Research limitations/implications: The study did not examine cultural differences or cultural adaptation in virtual teams. Instead of the BCL theory, future research may apply attribute-based or relational-based theory to examine leadership roles in virtual team performance. Originality/value: Using the BCL theory, the current study contributes to an understanding of virtual team performance and the internal as well as external role of leaders. This is relevant in an environment of extreme ambiguity such as COVID-19. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
PurposeOrganizational culture has been identified as an important factor in increased employee commitment. Particularly during a shortage of skilled workers, commitment is a meaningful indicator of higher loyalty and retention. However, limited research has studied the relationship between organizational culture and commitment from a global perspective. Most research focuses on specific aspects of culture and examines the aspects' effects on commitment separately. The author's objective is to identify influential organizational culture's dimensions and assess dimensions' relationship to commitment holistically.Design/methodology/approachFor this purpose, the author analyzed a data set with 241,648 participants from 9 industries in Germany. The survey captures individual attitudes toward certain aspects of organizational culture and assesses workers' commitment to their organizations.FindingsThe results of a linear regression show that all cultural dimensions considered, namely transformational leadership behavior, team cohesion, compensation, fairness and caring attitude, if well-developed, positively and significantly influence organizational commitment. Interestingly, team cohesion has the greatest effect on commitment, followed by transformational leadership behavior, compensation, caring attitude and fairness.Originality/valueThis paper aims to examine the relationship between organizational culture and commitment holistically, thereby revealing which aspects of corporate culture are particularly important for increasing workers' commitment.
ABSTRACT
Within the context of the current global economic crisis, employees generally have a high level of fear that may lead them to use unethical pro-organizational behavior (UPB) to increase their sense of control. We used self-control theory to explore the mechanisms and boundary conditions of employees' fear of external threats and how this affects their levels of UPB. We conducted a twowave survey of 544 finance personnel in China. The results indicated that fear of external threats was positively correlated with UPB and that sense of control mediated this relationship. Perceived ethical climate reinforced the negative relationship between sense of control and UPB, which, in turn, weakened the positive effect of participants' sense of control, whereas fear of external threats increased the incidence of UPB. Implications are discussed.
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The concept of decent work highlights important aspects related to the tangible and intangible aspects that render work sustainable and adequate in different organisational contexts. This paper, starting with an introduction about the etymology of the term decent, outlines its distinctive aspects connected to canonical themes of work and organisational psychology, from well-being and safety to tangible and intangible, personal and collective, and managerial and organisational conditions. The value of the paradigm of meaning for decent work is underlined. Furthermore, in the current complex scenario and with the Covid-19 pandemic, we raise awareness of the fact that in order to manage the unexpected, adhocratic organisations (which are flexible, adaptive and agile) are needed, and these in turn require hybrid professionalism, generated by well-developed organisational learning processes. The dialogue between the Psychology of Working Theory and other, consolidated conceptual frameworks (practice-based studies, social constructivist perspectives etc.) is opened in order to spark generative and productive debates on additional issues, points of focus and research questions, and create tangible, authentic decent work experiences. (PsycInfo Database Record (c) 2023 APA, all rights reserved) (Italian) Il tema del decent work sottolinea importanti aspetti relativi alle condizioni materiali e immateriali che rendono sostenibile e adeguato il lavoro nei differenti contesti organizzativi. Il presente contributo partendo dall'etimologia del termine decent, ne delinea aspetti distintivi connessi con temi canonici della Psicologia del lavoro e delle organizzazioni, dal benessere, alla sicurezza, alle condizioni materiali e immateriali, personali e collettive, manageriali e organizzative. Viene ribadito il valore del paradigma del significato per il decent work. Inoltre nella complessita dello scenario attuale e della pandemia Covid-19 si evidenzia la consapevolezza che per governare l'inatteso servono organizzazioni adhocratiche (flessibili, adattive, agili) che richiedono a loro volta professionalita Ibride, generate da processi di apprendimento organizzativo opportunamente sviluppati. Viene aperto il dialogo tra la Psychology of Working Theory e altri e consolidati framework concettuali (practice based studies, prospettive socio-costruzioniste, ...) per alimentare dibattiti generativi e produttivi di ulteriori interessi, centrature e domande di ricerca e costruire in concreto autentiche esperienze di decent work. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Purpose: As social distancing procedures can be facilitated by various hotel technologies, the purpose of this paper is to investigate the extent to which consumers develop perceptions of value regarding the use of certain hotel technologies for social distancing in hotels. Design/methodology/approach: Drawing from the social exchange theory, this study conceptualized the benefits of using technologies for social distancing, health risks, social rewards and privacy concerns as antecedents of value of using technologies for social distancing in hotels. The structural model was validated by using data from more than 1,000 nationwide US consumers. Findings: Benefits and consumers' privacy concerns of using technologies for social distancing in hotels were the strongest predictors of value. Social rewards also had a significant but relatively lower effect on value. Health risks was found to have no influence on value. Originality/value: The study is the first to examine the role of technologies in mitigating the effects of coronavirus. Thus, it extends the information technology and hospitality literature by examining the role of these technologies in safeguarding individual and public health. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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The purpose of this study was to address the issue of the fear of COVID-19 among nurses and to determine the extent to which three factors affected their fear of COVID-19: (a) personal factors, (b) working conditions, and (c) coping behaviors. We conducted a web-based survey of 152 nurses working in the Tohoku region. A hierarchical multiple regression analysis showed that living with elderly people, working in the small hospital, and working long hours at night affected their fear of COVID-19. The results also revealed that "escape from anxiety" as a coping behavior led to a fear of COVID-19. These results suggested that the fear of becoming a source of infection may increase a nurse's fear of COVID-19 and that the accumulation of physical fatigue may also lead to a fear of COVID-19. In addition, the results suggested that avoidant coping behaviors were related with infection fears, and that organizational support may be able to reduce nurses' fear of COVID-19. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
The COVID-19 pandemic has created an environment that is dynamically uncertain - routines are upended, normal interactions are disrupted, and risk must be reassessed on an ongoing basis. The pandemic offers the unique opportunity to study sensemaking within a context that is enormously complex, novel, and rapidly changing. At the same time, this pandemic brings to the foreground assumptions and questions about sensemaking theory that have remained largely unexamined. In a field often focused on corporate managers and elite first responders, these organizational actors are neither powerful nor sexy (from a research standpoint). This points to the need to revisit the alignment between where critical sensemaking is currently taking place and where we tend to study it. Sensemaking research can be enhanced by exploring it in a much wider range of organizations. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Countries around the world have suffered widespread disruption from the COVID-19 pandemic. Tens of millions have been infected and economies have suffered severe downturns. Firms in Asia quickly took up central roles in developing novel responses to the pandemic. The COVID-19 pandemic has created pressure for the refinement and implementation of temporal strategies to speed helpful therapies through testing and safely on to market. Facing this speed challenge, healthcare firms in Asia have responded with various alternative strategies to accelerate therapy development, testing, and distribution. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Purpose: This study aims to reflect on the future of work dimensions through the new concept of inclusive organizational behaviour (IOB) and its practices. Design/methodology/approach: This work is a reflective concept development paper that focuses on new dimensions of organizational behaviour (OB) exploring IOB practices in the new workplace which can broaden the concept of OB that fits into the future of work. Findings: The IOB practices will adapt and help in adapting to the new work dynamics that can create more humane and stimulating workplaces, thereby benefiting society at large. Individual positive psychological traits, team dynamics and a fusion of digital corporate culture with a human-centric approach and sustainability are highlighted in the redefined IOB, expanding the concept of OB from the three levels of analysis (individual, group and the entire organization's behaviour) in the new normal post-COVID situation. Research limitations/implications: Limited research studies are being conducted to investigate the future of work dynamics in the new standard post-COVID environment, which is dominated by digitization. The lack of literature and the changing situations that impact OB are the limitations. Practical implications: Corporate houses, policymakers and leaders who understand the workplace dynamics in the post-COVID scenario can effectively leverage the insights from this work and may chalk out a road map for future work through IOB practices. Originality/value: This research extends knowledge pertaining to IOB practices and the changing dynamics that need to be followed in the future OB practices. © 2023, Emerald Publishing Limited.
ABSTRACT
As the world opens up from the clutches of the pandemic to heightened demand for goods and services, businesses inextricably interconnected globally are coping to meet this demand due to worker shortages. In honor of Peter Keen, this editorial offers insight into how the quest for global talent can be addressed. Our work on how knowledge networking enables innovation through the creation of talent pools and the Global Capability Sourcing (GCS) model are combined to offer a view into addressing this challenge. The GCS explains why wages are declining for some skills while rising for others and asks: what role does a company most effectively play in the global sourcing economy? When workers are free to choose where and when they offer their services, the development imperative comes into effect. The development imperative is freedom of choice and can occur through innovation in talent pools stimulated through knowledge networking. When people have greater freedom and capabilities to improve their knowledge and skills, their incomes increase along with the range of choices and capabilities enjoyed by their households and governments. The papers in this issue add to what is known about how digital competency can be stimulated through investments in ICT training programs, how innovations take place in the development context and insights into conducting context-sensitive research. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
With the onset of the "Great Resignation" following the onset of the COVID-19 pandemic, employees are quitting jobs at unprecedented levels. Although the traditional model of turnover (Mobley, 1977;Mobley, Griffeth, Hand, & Meglino, 1979) links job attitudes and turnover intentions as key determinants in understanding the turnover process, there is a growing recognition of the importance of studying contextual variables, namely social relations, in expanding our understanding of employee turnover and retention. Job embeddedness (Mitchell et al., 2001) and social capital theories (Granovetter, 1973;Burt, 1992;Lin, 1982) implicate employees' social networks as additional factors worth investigating in understanding employee turnover. The aim of the current study was to study an expanded model of turnover by examining whether different types of social relationships at work differentially related to work experiences and attitudes that, in turn, related to turnover intentions. The current research leveraged an ego-centric method to collect information on employees' social networks at work along with work experience and attitudinal constructs. The results of the study found that expressive relationship networks (i.e., friendship networks) had a positive, significant effect on employees' job embeddedness, with an indication of a marginal indirect effect with organizational commitment. Surprisingly, employees' instrumental networks were not significantly related to any work experience or attitudinal factors. There was no support for the hypothesized indirect effects linking social networks, work experiences and attitudes, and turnover intentions. Practical implications and directions for future research are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved)
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We examine how the experience of time and locus of control influence organizational change in disruptive contexts. Through the cycles of the COVID-19 pandemic restrictions and their relaxations in Turkey, we found that organizations approached change similarly in the short term but differently in the long term. To unpack the mechanism behind these observations, we analyzed in-depth qualitative data from five organizations from March 2020 to September 2021. We reveal that the change process creates time pressure in disruptive contexts, and a time paradox emerges to the extent that the change outcomes increase the available time under time pressure. Depending on their locus of control, individuals either complement organizational change or resist it even more after triggering events that signal the lastingness of the post-disruption situation. Our framework may enhance organizational resilience to future disruptions by highlighting the requirement for change recipients to make complementary moves to regain control. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
I consider a market for differentiated products with an online marketplace (the platform) and two types of firms. Marketplace firms sell through the platform. Branded firms sell to consumers directly and, if they choose, through the platform. When a branded firm joins the platform, the firm expands its reach beyond its branded website/physical store(s) to consumers who visit the platform for all their purchases. The drawback is that the firm has to pay a referral fee for all sales on the platform, some of which are from its loyal consumers who would otherwise have purchased from the firm directly. I investigate the role of the firm composition in determining the equilibrium outcome. Interestingly, a higher fraction of branded firms translates into more firms on the platform and intense price competition. In the midst of the COVID-19 pandemic, consumers who used to shop at physical stores turn to the platform. I show that if they do (do not) consider other products, more (fewer) branded firms will join the platform in equilibrium. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Purpose: This paper aims to propose an operation policy of multi-capacity room service robots traveling within a hotel. As multi-capacity robots can serve many requests in a single trip, improved operation policy can reduce the investment cost of robots. Design/methodology/approach: Using a mathematical model-based optimization technique, an optimal set of robots with minimum installation cost is derived while serving the entire room service demands. Through testing a variety of scenarios by changing the price and function of robots to be installed, insights that consider the various situations are offered. Findings: Though the increase in capacity saves much time for room service at a lower capacity level, the amount of time saved gradually decreases as the capacity increases. Besides, the installation strategy is divided into two cases depending on the purchase cost of robots. Research limitations/implications: Currently, the studies focusing on the adoption of service robots from an operations view are rarely be found. To reduce the burden of investment cost, this study takes the unique approach to improve the operation policy of service robots by using the multi-capacity robots. Practical implications: This study guides the hotel to install an adequate set of robots. The result confirms that the optimal installation set of robots is affected by various factors, such as the room service information, the hotel structure and the unit execution cycle. Originality/value: After the outbreak of COVID-19, people avoid face-to-face contact and interest in non-contact service is growing. This paper deals with the efficient way to implement non-contact delivery through logistic robots, a timely and important topic. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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"Building back better" in the post-COVID-19 Anthropocene era requires novel ideas and ways of working to truly challenge "business as usual" and contribute to urgently needed systems transformations. This article invites post-normal evaluation professionals to engage with the concept of the Rights of Nature, a generative form of institutional innovation that recognizes ecosystems and natural communities as entities that have an independent right to exist and flourish that can be enforced under legal or social norms. Pathways are suggested to use evaluation as values-driven practice to reflect on and encourage human-nature relationships founded on mutual dependence, cooperation, and synergy. (PsycInfo Database Record (c) 2023 APA, all rights reserved) (French) Pour "reconstruire en mieux" a l'ere de l'Anthropocene post-COVID-19, il faut de nouvelles idees et methodes de travail qui nous permettent veritablement de remettre en question le "business as usual" et de contribuer aux transforma tions systemiques necessaires et urgentes. Cet article invite les professionnels de l'evaluation de l'ere << post-normale a s'engager dans le concept des droits de la nature, une forme generative d'innovation institutionnelle qui reconnait les ecosystemes et les communautes naturelles comme des entites ayant un droit in dependant a l'existence et a l'epanouissement qui peut etre applique en vertu de normes juridiques ou sociales. Des pistes sont suggerees pour utiliser l'evaluation comme une pratique axee sur les valeurs afin de reflechir aux relations entre l'humain et la nature, fondees sur la dependance mutuelle, la cooperation et la synergie, et de les encourager. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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This contribution to the journal Gruppe. Interaktion. Organisation. (GIO) presents a case study for an approach to design sustainable innovation. No nation is on track to achieve the UN sustainable development goals for 2030. The traditional innovation ecosystem is insufficient. Rather than only solving problems, technological innovation is creating new challenges that society is struggling with. Innovation needs to be developed differently to focus on impact. Geneva Macro Labs initiated a new approach to foster sustainable innovation which was based on a combination of systems theory, collective intelligence, agile development and design thinking. The initiative, called Geneva impACTs, brought together a diverse group of experts, start-ups and investors to develop innovative projects, aiming to make inroads towards achieving the Sustainable Development Goals 2030. It started at a time when COVID-19 measures made it impossible for groups to meet in person and so the entire process was conducted virtually using a range of online tools. A critical reflection shows the methodological strengths of the Geneva impACTs approach and identifies suggestions for improvement to be considered for future iterations. As an overall result, this new methodology is highly conducive to impact innovation. (PsycInfo Database Record (c) 2023 APA, all rights reserved) (German) Dieser Beitrag der Zeitschrift Gruppe. Interaktion. Organisation. (GIO) stellt anhand einer Fallstudie einen Ansatz zum Design nachhaltiger Innovation vor. Die Ziele der Vereinten Nationen fur nachhaltige Entwicklung bis 2030 zu erreichen, scheint keiner Nation zu gelingen. Die bestehenden Innovationsmechanismen haben sich als unzureichend herausgestellt. Statt blos Probleme zu losen, schafft Innovation zusatzliche Herausforderungen, mit denen die Gesellschaft zu kampfen hat. Daher muss Innovation darauf fokussiert werden, die Nachhaltigkeitsziele zu fordern. Geneva Macro Labs initiierte und verfolgte einen neuen Ansatz zur Forderung nachhaltiger Innovation, der auf einer Kombination aus Systems Theory, kollektiver Intelligenz, agiler Entwicklung und Design Thinking basiert. Die Initiative Geneva impACTs brachte eine Vielzahl von Experten, Start-ups und Investoren zusammen, um innovative Projekte zu entwickeln, die einen Beitrag zum Erreichen der Ziele fur nachhaltige Entwicklung 2030 leisten sollen. Als die Initiative ins Leben gerufen wurde, machten COVID-19-Masnahmen es den Beteiligten unmoglich, sich personlich zu treffen und zwang sie dazu, komplett via Online-Tools zu interagieren. Eine kritische Reflexion zeigt die methodischen Starken dieses Ansatzes und identifiziert Verbesserungsvorschlage, die bei kunftiger Anwendung berucksichtigt werden sollten. Im Ergebnis konnen Innovationen, die Nachhaltigkeit zum Ziel haben, sehr von dieser neuen Methodik profitieren. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Research on corporate social responsibility (CSR) flourished pre-COVD-19 and could reasonably claim to be one of the most widely read and cited sub-fields of management. However, the pandemic has clearly challenged a number of existing CSR assumptions, concepts, and practices. We aim to identify four key areas where CSR research has been challenged by COVID-19 - stakeholders, societal risk, supply chain responsibility, and the political economy of CSR - and propose how future CSR research should be realigned to tackle them. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
ABSTRACT
Purpose: The COVID-19 pandemic has tremendously affected the hospitality industry. With the experiences of severe acute respiratory syndrome in 2003 and commitments to ensure guests' health and safety, many hotels in Asia have actively engaged in updating and implementing new service standards and measures. This study aims to investigate hotels' service standard changes, processes of management decisions and preparations for the future. Design/methodology/approach: Using grounded theory methodology, this research interviews 24 hotel managers from mainland China and Hong Kong. It examines the differences among hotels with different operation types, classifications and locations, and analyzes the service standards in physical and social services cape. Findings: Building on the service marketing and crisis management literature, this research provides a synthesis that reflects how hotels have coped with the COVID-19 crisis. It depicts the service standard update process during the COVID-19. Research limitations/implications: In line with the literature in disaster management, hotels experienced the outbreak, response and recovery phases of the crisis management procedure. However, given the severity and scope of the COVID-19 pandemic, undertaking particular processes is necessary at every procedure such as following local guidelines and updating local standard operating procedures (LSOPs). This research also expands the literature on the process of adopting new technology in hotels during crisis management. Practical implications: The paper suggests that hotel managers should update and use well-thought-out standards on the bases of available scientific evidence. For example, hotels should use LSOPs according to the local situations. Hotels are also suggested to exert additional efforts and attention in service innovation, guest experience and enhancing hospitableness. Originality/value: To the best of the authors' knowledge, this paper is one of the first efforts to investigate the impact of COVID-19 on hotel operations. It offers empirical evidence from hotel operators who worked against the crisis during the pandemic and provides valuable theoretical contribution to the hospitality service literature as well as managerial implications for hotel operators globally. (PsycInfo Database Record (c) 2023 APA, all rights reserved)