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  • Emerald  (4)
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  • Emerald  (4)
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  • 1
    Online Resource
    Online Resource
    Innovative behaviour in the workplace : The role of HR flexibility, individual flexibility and psychological capital: the case of Poland
    Emerald ; 2015
    In:  European Journal of Innovation Management Vol. 18, No. 3 ( 2015-8-10), p. 397-419
    Details
    In: European Journal of Innovation Management, Emerald, Vol. 18, No. 3 ( 2015-8-10), p. 397-419
    Abstract: – The purpose of this paper is to describe and explain the manner in which HR system’s flexibility, in combination with employees’ individual flexibility (IF) and their positive character traits, such as: optimism, hope, resistance or self-efficacy (which comprise psychological capital (PsychCap)), allow to predict employees’ readiness to display innovative behaviors in the workplace. Design/methodology/approach – A quantitative research methodology was adopted which resulted in the development of a both self-administered online survey instrument ( n =166) and employees students in the postgraduate program at the Warsaw School of Economics ( n =70). Using a national database of service companies, a random sample of 700 e-mail addresses was generated and respondents were invited to participate in the online survey. This resulted in the completion of 166 online surveys, representing a response rate of 26 percent. The second group of respondents consisted of 70 employees from different organizations in Poland. Findings – On the basis of the analyses it was shown that HR flexibility (HRF) and IF are a generally weak predictor of innovative behaviors. However, in a situation when PsychCap is set to be a mediator, these variables allow to predict innovative work behavior. Originality/value – Research on the relation of HRF to innovative behaviors has not been sufficiently clarified so far. The achieved results shed new light on the relations of these two variables and indicate that HRF does not translate directly into behaviors of the personnel. However, it should be noted that the relationship of these variables are of indirect nature.
    Type of Medium: Online Resource
    ISSN: 1460-1060
    URL: Article
    DOI: 10.1108/EJIM-03-2014-0027
    Language: English
    Publisher: Emerald
    Publication Date: 2015
    detail.hit.zdb_id: 2028189-4
    SSG: 3,2
    Location Call Number Limitation Availability
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    Online Resource
  • 2
    Online Resource
    Online Resource
    The significance of perceived social-organization climate for creating employees’ innovativeness : The mediating role of person-organization fit
    Emerald ; 2016
    In:  Management Research Review Vol. 39, No. 2 ( 2016-2-15), p. 167-195
    Details
    In: Management Research Review, Emerald, Vol. 39, No. 2 ( 2016-2-15), p. 167-195
    Abstract: – The purpose of this study is to describe and explain the relationship between perceived social-organizational climate (PSOC), organizational citizenship behaviors (OCB) of other employees and innovative workplace behaviors (IWB) initiated and performed by employees. The mediating role of person-organization fit (P-O Fit) is tested within the relationship of PSOC, OCB and IWB. Design/methodology/approach – The study was conducted anonymously on a group of 246 employees from 76 companies operating in Poland. Structural equation modeling (SEM) was used in the process of statistical analysis. Findings – The research confirmed a significant statistical relationship between IWB and all studied variables: PSOC, OCB and P-O Fit. On the basis of the analysis, using SEM, it may be concluded that PSOC and OCB of other employees have an indirect influence on IWB, via P-O Fit. Research limitations/implications – A cross-sectional design and use of self-reported questionnaire data are limitations of this study. Originality/value – The combination of variables presented in the research model may explain the significance of the chosen determinants of behaviors which are the key ones from the perspective of the company’s effectiveness and competitiveness on the market. The results of this research extend the knowledge in the area of relationships of innovation in the workplace with aspects of social functioning in the organization.
    Type of Medium: Online Resource
    ISSN: 2040-8269
    URL: Article
    DOI: 10.1108/MRR-11-2015-0268
    Language: English
    Publisher: Emerald
    Publication Date: 2016
    detail.hit.zdb_id: 2538372-3
    SSG: 3,2
    Location Call Number Limitation Availability
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    Online Resource
  • 3
    Online Resource
    Online Resource
    HPWSs and employee performance in KIBS companies: a mediating–moderating analysis
    Emerald ; 2021
    In:  Baltic Journal of Management Vol. 16, No. 3 ( 2021-05-20), p. 345-365
    Details
    In: Baltic Journal of Management, Emerald, Vol. 16, No. 3 ( 2021-05-20), p. 345-365
    Abstract: The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy. Design/methodology/approach This study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3). Findings This research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours. Research limitations/implications This study has two limitations: its cross-sectional design and the use of self-reported questionnaire data. Originality/value This study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.
    Type of Medium: Online Resource
    ISSN: 1746-5265
    URL: Article
    DOI: 10.1108/BJM-03-2020-0081
    Language: English
    Publisher: Emerald
    Publication Date: 2021
    detail.hit.zdb_id: 2241820-9
    SSG: 3,2
    Location Call Number Limitation Availability
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    Online Resource
  • 4
    Online Resource
    Online Resource
    Who needs transformational leadership to craft their job? The role of work engagement and personal values
    Emerald ; 2022
    In:  Baltic Journal of Management Vol. 17, No. 5 ( 2022-09-30), p. 654-670
    Details
    In: Baltic Journal of Management, Emerald, Vol. 17, No. 5 ( 2022-09-30), p. 654-670
    Abstract: The purpose of this paper is to discuss relationships between transformational leadership and job crafting. Using the job demands-resource (JD-R) theory, this study investigates the mediating role of work engagement in the relationship between transformational leadership and job crafting. The author has also tested the moderating roles of personal values. Design/methodology/approach This study is based on data from 450 knowledge workers representing companies of various sizes from the knowledge-intensive business services (KIBS) sector in Poland. The questionnaires were completed using the computer-assisted telephone interview method. The statistical verification of the mediation and moderation analyses was conducted using macro PROCESS (ver. 3.3). Findings The findings show that transformational leadership was positively related to job crafting. Statistical analysis also confirmed the research hypothesis that as a personal resource, self-enhancement values moderate relationships between transformational leadership and work engagement, thus strengthening them. The study integrated research on leadership and personal and organisational resources to examine the collective impact of these variables on employee job crafting. Originality/value The study is the first to explore the mediating mechanism (through work engagement) between transformational leadership and job crafting in the context of KIBS companies in Poland.
    Type of Medium: Online Resource
    ISSN: 1746-5265
    URL: Article
    DOI: 10.1108/BJM-04-2022-0170
    Language: English
    Publisher: Emerald
    Publication Date: 2022
    detail.hit.zdb_id: 2241820-9
    SSG: 3,2
    Location Call Number Limitation Availability
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    Online Resource
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