This study investigates the mediating role of organizational citizenship behaviours (OCBs) on the leader-member exchange (LMX) and employee performance relation and the degree to which work experience moderates the relation between leader-member exchange and OCBs. Lecturers from six technical universities in Ghana, making up three hundred and thirty-six lecturers, were selected using convenience sampling. The participants completed self-administered surveys. OCBs fully mediated the association between LMX and employee performance. Furthermore, the findings indicate that the interplay between LMX and work experience on OCBs is compensatory in nature such that as work experience increases, the positive association between LMX and OCBs decrease. Managers of higher education institutions should create enabling work environments that encourage high-quality LMX and citizenship behaviours. Moreover, as work experience tends to attenuate the positive influence of LMX on OCBs, managers in higher education should focus their attention on employees with low rather than high work experience. This research adds to the employee performance literature through examining a novel link among leader-member exchange, organizational citizenship behaviours and performance.
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A case study and method development research of online simulation gaming to enhance youth care knowlegde exchange. Youth care professionals affirm that the application used has enough relevance as an additional tool for knowledge construction about complex cases. They state that the usability of the application is suitable, however some remarks are given to adapt the virtual environment to the special needs of youth care knowledge exchange. The method of online simulation gaming appears to be useful to improve network competences and to explore the hidden professional capacities of the participant as to the construction of situational cognition, discourse participation and the accountability of intervention choices.
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Collaborative Online International Learning (COIL) is often framed as an example of a broader practice known as Virtual Exchange (VE). The term Virtual Exchange has increasingly been used as an attempt to unify a fragmented field of Higher Education practice and is often used interchangeably with the term COIL. However, the design of COIL, with its strong focus on collaborative and intercultural learning, is often very different to other VE initiatives. Labelling all VE initiatives, including COIL, generally as VE, can lead to both educators and researchers having difficulty identifying and distinguishing COIL. Therefore, the purpose of this paper is to provide a critical review of VE and define COIL and its key characteristics. This article also describes how theory can inform practice and explains why continued interchangeable use of the term COIL with the umbrella term Virtual Exchange is unhelpful for future research and practice.
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In this mixed methods study, a moderated mediation model predicting effects of leader-member exchange (LMX) and organizational citizenship behaviors (OCB) on innovative work behaviors, with employability as a mediator, has been tested. Multi-source data from 487 pairs of employees and supervisors working in 151 small and medium-sized enterprises (SMEs) supported our hypothesized model. The results of structural equation modelling provide support for our model. In particular, the benefits of close relationships and high-quality exchanges between employee and supervisor (LMX), and fostering individual development as a result of employees’ OCB have an indirect effect on innovative work behaviors through positive effects on workers’ employability. Innovative work behaviors depend on employees’ knowledge, skills, and expertise. In other words, enhancing workers’ employability nurtures innovative work behaviors. In addition, we found a moderation effect of organizational politics on the relationship between employability and innovative work behaviors. Secondly, qualitative methods focusing on experiences of the antecedents and outcomes of employability were used to complement our quantitative results. All in all, this study has important consequences for managerial strategies and practices in SMEs and call for an awareness of the dysfunctional effect of perceived organizational politics.
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Dit artikel beschrijft een onderzoek naar werkzame elementen in de samenwerking binnen innovatieve leeromgevingen, professionele werkplaatsen (PW) genoemd. In PW werken onderwijs en beroepspraktijk samen aan complexe vraagstukken waarbij de ontwikkeling van betrokkenen en de innovatie van de beroepspraktijk centraal staan. Op basis van literatuuronderzoek, verkennende interviews met 11 sleutelfiguren en een meervoudige casestudie waarin vanuit 4 cases 75 betrokkenen participeerden, is het model Lerend en Onderzoekend Samenwerken in PW ontwikkeld. Het model omvat zes elementen en laat zien dat het lerend en onderzoekend samenwerken centraal staat in een PW en zich ontwikkelt binnen een grensoverstijgende en ontwikkelingsgerichte cultuur. Betrokkenen in een PW leren gezamenlijk doordat ze samenwerken in de dienstverlening en hierbij waarde hechten aan het delen van verschillende perspectieven. Door facilitering van mensen en middelen en door de samenwerking vorm te geven vanuit een gezamenlijke visie, kunnen betrokkenen elkaar leren kennen en afstemmen op welke manier zij samen kunnen bijdragen aan de innovatie van de beroepspraktijk. Hiervoor zijn zowel het opbouwen van relaties als het expliciteren en verdelen van taken en verantwoordelijkheden essentieel. Het model, dat een systemisch perspectief kent, biedt uitgangspunten en handvatten om de samenwerking binnen een PW te evalueren en te versterken.
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We study the relation between formal incentives and social exchange in organizations where employees work for several managers and reciprocate a manager’s attention with higher effort. To this end we develop a common agency model with two-sided moral hazard. We show that when management attention is not contractible, the first-best can only be achieved by granting autonomy to employees together with incentive pay for both managers and employees. When neither attention nor effort are contractible, an ‘attention race’ arises, as each manager tries to sway the employee’s effort his way. While this may result in too much social exchange, the attention race may also be a blessing because it alleviates managers’ moral-hazard problem in attention provision. Lastly, we show how organizational structure can be used to motivate managers and employees in the absence of formal incentives.
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Deze studie beschrijft de ontwikkeling, het gebruik en de toetsing van een model voor het uitvoeren en beoordelen van onderzoeksjournalistieke projecten. Het model is bedoeld voor het HBO-onderwijs in de journalistiek, waar behoefte is aan een didactisch hanteerbaar en theoretisch verantwoord concept voor het onderwijzen van onderzoeksjournalistiek. Het geconstrueerde model is op zijn conceptuele relevantie getoetst aan onderzoeksjournalistieke projecten zoals beschreven in de jaarboeken van de VVOJ. Dit is gedaan door een interpretatieve inhoudsanalyse. De bruikbaarheid van het model is getoetst in het journalistieke onderwijs. Het model levert zes kwaliteitscriteria op voor het beoordelen van onderzoeksjournalistieke projecten.
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Technical conditions and actor behavior both affect the evolution of Industrial Symbiosis Networks (ISNs) that exchange local materials and energy in a Circular Economy. In order to design interventions that shape ISNs toward financially robust exchanges, it is necessary to understand the effects of different actor behaviors during waste exchange negotiations. This study aimed to show to what extent and how the financial robustness of ISNs is influenced by negotiation behavior of ISN firms. We created an agent-based model based on empirical data and literature, in which the Theory of Planned Behavior (TPB) can be added to a tit-for-tat negotiation process. The model showed that the added self-evaluation and feedback to behavioral intention and behavior of actors is crucial for the sta-bility of ISNs. In addition, model simulations revealed divergent financial results for waste suppliers when we compare different design scenarios, indicating that the model contributes to understanding effects of design interventions in ISNs. In the future, we will calibrate the model with more empirical evidence, and ex-tend the experiments with other scenarios.
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A business model describes how business is carried out; it includes a description of the stakeholders, their roles, value proposition for the stakeholders involved, and the underlying logic of value creation, value exchange, and value capture at an organisational level, and at a network level.
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Pressure on natural resources, unsustainable production and consumption, inequality and a growing global population lie at the base of the big challenges that people face. This chapter investigates how businesses can take responsibility in dealing with these challenges by means of frugal business model innovation. The notion of ‘frugal innovation’ was first introduced in the context of emerging markets, giving non-affluent customers opportunities to consume affordable products and services suited to their needs. Business modelling with a frugal mindset opens up a path that provides significant value while minimizing the use of resources such as energy, capital and time. Business models require intentional design if they are to deliver aspired sustainability impacts. Diminish or simplify resources can be described as the means to remove or reduce features, resources, required activities and/or waste streams. Decompose can be described as the removal of resources from the commercial value proposition and replacing them with resources the user/consumer already can access or uses. This is an Accepted Manuscript of a book chapter published by Routledge/CRC Press in Circular Economy : Challenges and Opportunities for Ethical and Sustainable Business on 2021, available online: https://doi.org/10.4324/9780367816650
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