Network-facilitated green innovation capability development in micro-firms

2018 ◽  
Vol 25 (6) ◽  
pp. 1004-1024 ◽  
Author(s):  
Sinead Mellett ◽  
Felicity Kelliher ◽  
Denis Harrington
Keyword(s):  
Positive Impact ◽  
Research Question ◽  
Green Economy ◽  
Full Time ◽  
Innovation Capability ◽  
Capability Development ◽  
Green Innovation ◽  
Theoretical Frameworks ◽  
Resource Base ◽  
Content Type

Purpose The purpose of this paper is to evaluate key criteria underpinning network-facilitated green innovation capability development in micro-firms. Design/methodology/approach Micro-firms, those firms with less than ten full-time employees, need to continuously innovate in order to sustain their business in the emerging green economy. This study uses an interpretive multiple case approach to explore micro-firm owner-manager (O/M) green innovation activities, encompassing O/M views on facilitated network engagement in Ireland and Canada over a 12-month period. Findings The findings show that proactive implementation of green innovation is influenced by the O/M’s natural environment orientation and the potential for economic gain, while facilitated networks provide an additional resource that the O/M can draw from that allows the O/M to test new ideas, comprehend new and existing legislation and identify potential supports in pursuit of green innovation capability development within the micro-firm. Research limitations/implications This study offers a contribution to knowledge in the areas of green innovation, micro-firm capabilities and facilitated network engagement. However, the sample size is small and distance was a challenge, yet data and case protocols are in place which allow for replication of the study. As the research is embedded in the resource and capability theories, alternative theoretical frameworks may shed a different light on the research question. Originality/value Prior studies have found that facilitated networks have a positive impact on micro-firm sustainability as these networks enhance the firm’s constrained resource base. The proposed framework can be used as a guideline for support organisations including facilitated networks in assisting micro-firms in reaching their green innovation goals and objectives. It can also be used by micro-firms in the attainment of the green innovation capability.

How different CSR dimensions impact organization-employee relationships

2019 ◽  
Vol 24 (1) ◽  
pp. 63-78 ◽  
Author(s):  
Zifei Fay Chen ◽  
Cheng Hong ◽  
Aurora Occa
Keyword(s):  
Online Survey ◽  
Relationship Management ◽  
The Body ◽  
Full Time ◽  
Corporate Communications ◽  
Organizational Setting ◽  
Theoretical Frameworks ◽  
Content Type ◽  
Qualitative Approaches ◽  
Employee Relationships

PurposeDrawing on interdisciplinary insights from stakeholder theory, relationship management and organizational justice, the purpose of this paper is to examine corporate social responsibility (CSR) from an internal and relational perspective. Specifically, it examines the effects of CSR in overall as well as the discretionary, ethical, legal and economic CSR dimensions on organization–employee relationships, respectively. The moderating role of employees’ perceived CSR-culture fit on these effects was also explored.Design/methodology/approachAn online survey was conducted with 303 participants from the USA who were full-time employees at for-profit organizations.FindingsResults indicate that CSR performance in overall positively influences organization–employee relationships, and such effect is amplified as employees’ perceived CSR-culture fit increases. Discretionary and ethical CSR positively influence organization–employee relationships, but perceived CSR-culture fit only amplifies the influence from ethical CSR. For legal and economic CSR, the effects on organization–employee relationships are only significant when perceived CSR-culture fit is high.Research limitations/implicationsThis study extends the body of knowledge of CSR and internal relationship management. However, the limitations regarding the factors from culture, business sectors and organizational setting should be addressed in future studies through both quantitative and qualitative approaches.Originality/valueThis study provides a comprehensive understanding of the effects from four different CSR dimensions on organization–employee relationships as well as how such effects were moderated by employees’ perceived CSR-culture fit. Integrating interdisciplinary theoretical frameworks, this study offers insights for corporate communications and public relations professionals on how to effectively build and cultivate relationships with employees through different dimensions of CSR.

Loyalties divided or identities as resources? The role of external relational identification in facilitating socialization

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Peter Anzollitto ◽  
Danielle Cooper
Keyword(s):  
Undergraduate Students ◽  
Well Being ◽  
Initial Study ◽  
Conservation Of Resources ◽  
Full Time ◽  
Resource Base ◽  
Socialization Process ◽  
Content Type ◽  
Relational Identification ◽  
The Impact

PurposeAlthough research regarding socialization processes recognizes the importance of organizational identification for newcomer adjustment outcomes, it has less frequently considered the impact of newcomer identification with targets external to the organization. This study aims to investigate whether relational identification with identities external to the organization can be beneficial for socialization outcomes, a relationship the authors describe through the conservation of resources theory. At a time when newcomers are expending resources and may not have a support system inside the organization, important identities may foster success through building a resource base of support available to the newcomer.Design/methodology/approachTwo studies were conducted with newcomers, both groups responded to multi-wave surveys. The authors conducted an initial study with undergraduate students (n = 45) in their first semester of college and a second study with working individuals employed full time in their first year in a new organization (n = 148).FindingsRelational identification with identities external to the organization is positively related to job engagement through the dual mediation of social support and psychological well-being. The results indicate that these external resources encourage well-being and free newcomers to invest in becoming physically, emotionally and cognitively engaged with their new jobs.Practical implicationsThe results suggest that organizations may wish to take care in helping newcomers maintain strong relational identities outside the organization while becoming connected with their new organization.Originality/valueThe findings suggest that external relational identities are a neglected and important element influencing the socialization process.

The green tinge of success

2019 ◽  
Vol 35 (3) ◽  
pp. 23-24
Keyword(s):  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Cutting Edge ◽  
Green Economy ◽  
Green Innovation ◽  
Content Type ◽  
Pertinent Information ◽  
Innovation Practices ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds his/her own impartial comments and places the articles in context. Findings It is becoming a requirement for micro-firms to become more engaged with the green economy. This briefing looks at what micro-firms need to do to successfully adopt green innovation practices. Originality/value The briefing saves busy executives, strategists, and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Is management education preparing future leaders for sustainable business?

2020 ◽  
Vol 21 (2) ◽  
pp. 372-392 ◽  
Author(s):  
Gaurav Manohar Marathe ◽  
Tanusree Dutta ◽  
Sayantan Kundu
Keyword(s):  
Management Education ◽  
Positive Impact ◽  
Cognitive Empathy ◽  
Business Environment ◽  
Affective Empathy ◽  
Full Time ◽  
Content Type ◽  
Sustainability Initiatives ◽  
Management Curriculum ◽  
The Impact

Purpose The study aims to examine whether management education can successfully cultivate the competency of empathy that is needed in future corporate leaders to promote sustainability initiatives catering to diverse stakeholders. Design/methodology/approach The research highlights the impact of management education on cognitive and affective empathy by analysing the interpersonal reflectivity scores of entering students enrolled in a two-year, full-time MBA programme and the scores of the same students at graduation. Findings The findings show that management education has a positive impact on cognitive empathy, while it reduces affective empathy and general empathy. Further, findings show that the management curriculum brings cognitive and affective empathy to an equilibrium level that is needed for a competitive business environment. Research limitations/implications The research focussed only on the change in empathy of the participants (students) during management education and not during actual corporate work. Practical implications The research infers that current management education creates future executives with higher cognitive empathy. It argues that they would care more about the sustainability of the business in terms of profit or access to capital rather than care and concern for all the stakeholders, society and the environment. A new paradigm in management education also needs to be focussed around inculcating how to empathise affectively. Originality/value The study presents an empirical analysis suggesting that management education is opening the mind but not the heart. It raises a significant concern that higher management curriculum is not developing future executives who can lead the sustainability initiatives.

scholarly journals Green Energy as a Driver for Green Economy and Organizations’ Sustainability

2018 ◽  
Vol 4 (2) ◽  
pp. 242
Author(s):  
Maria José Sousa ◽  
Jorge Miguel Martins ◽  
Miguel Sousa ◽  
◽  
◽  
...  
Keyword(s):  
Literature Search ◽  
Research Question ◽  
Innovation Process ◽  
Green Energy ◽  
Literature Survey ◽  
Green Economy ◽  
Systematic Literature Search ◽  
Green Innovation ◽  
The World ◽  
Innovation Model

Since the last decade, the concepts of green innovation and green economy have become more and more attractive to researchers and policymakers. This research brings some light to the association of those themes with the concept of green energy. Therefore, this paper is a critical review of the green innovations directed explicitly to the green energy challenges faced by organizations and the world economies. The research question is as follows: What are the main dimensions of a model to implement a green innovation process focused on green energy in organizations? The methodology used to answer the research question was qualitative, and the main techniques included a systematic literature search and survey. The main findings of the study were the identification of the most relevant dimensions of a green innovation model to be implemented in organizations. The article structure is based on the different concepts about innovation and green innovation, related to the green economy, and the analysis of two situational cases on green energy. Finally, we present the analysis made on the articles identified by the literature survey and the green innovation model. By making this research on green economy and related concepts of green innovation and green energy, this paper seeks to make a valid contribution to their definitions and for operationalizing the green innovation model in organizations.

The effect of the employee perceived training on job satisfaction: the mediating role of workplace stress

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Harun Sesen ◽  
Senay Sahil Ertan
Keyword(s):  
Job Satisfaction ◽  
Negative Impact ◽  
Positive Impact ◽  
Workplace Stress ◽  
Nursing Assistants ◽  
Full Time ◽  
Certified Nursing Assistants ◽  
Content Type ◽  
Mediating Role ◽  
The Impact

Purpose This study aims to mediate the impact of workplace stress and job satisfaction on nurses’ perception of training. It sheds light on the links between job satisfaction, Certified Nursing Assistants’ perception of training and workplace stress in nursing homes. Design/methodology/approach A cross-sectional questionnaire was distributed in 12 different elderly home care centres in Northern Cyprus during September to October 2017. The sampling frame consists of 317 full-time Certified Nursing Assistants who completed measures of perception of training, job satisfaction and workplace stress. This paper used structural equation modelling to test a theoretical model and hypothesis. Findings The findings emphasize that Certified Nursing Assistants’ perception of training has a positive impact on their job satisfaction and negative impact on workplace stress while workplace stress mediates the relationship between their perception of training and job satisfaction. The results indicate that while the motivation for training and support for training have an effect on job satisfaction, access to training and benefits for training do not yield any significant impact on it and workplace stress plays a mediating role. Originality/value This study confirms that the CNAs’ perception of training and job stress affect the emergence of job satisfaction, and workplace stress mediated the relation between training and satisfaction posited by social exchange theory.

scholarly journals Trade and FDI thresholds of CO2 emissions for a Green economy in sub-Saharan Africa

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Simplice Asongu ◽  
Nicholas M. Odhiambo
Keyword(s):  
Negative Impact ◽  
Positive Impact ◽  
Trade Openness ◽  
Sub Saharan Africa ◽  
Green Economy ◽  
Fdi Inflows ◽  
Content Type ◽  
Sub Saharan ◽  
Generalised Method Of Moments ◽  
The Relationship

Purpose This study aims to focus on assessing how improving openness influences carbon dioxide (CO2) emissions in sub-Saharan Africa (SSA). Design/methodology/approach This study focusses on 49 countries in SSA for the period 2000–2018 divided into: 44 countries in SSA for the period 2000–2012; and 49 countries for the period 2006–2018. Openness is measured in terms of trade and foreign direct investment (FDI) inflows. The empirical evidence is based on the generalised method of moments. Findings The following main findings are established. First, enhancing trade openness has a net positive impact on CO2 emissions, while increasing FDI has a net negative impact. Second, the relationship between CO2 emissions and trade is a Kuznets shape, while the nexus between CO2 emissions and FDI inflows is a U-shape. Third, a minimum trade openness (imports plus exports) threshold of 100 (% of gross domestic product (GDP)) and 200 (% of GDP) is beneficial in promoting a green economy for the first and second samples, respectively. Fourth, FDI is beneficial for the green economy below critical masses of 28.571 of net FDI inflows (% of GDP) and 33.333 of net FDI inflows (% of GDP) for first and second samples, respectively. It follows from findings that while FDI can be effectively managed to reduce CO2 emissions, this may not be the case with trade openness because the corresponding thresholds for trade openness are closer to the maximum limit. Originality/value This study complements the extant literature by providing critical masses of trade and FDI that are relevant in promoting the green economy in SSA.

The driving effect of internal and external environment on green innovation strategy-The moderating role of top management’s environmental awareness

2019 ◽  
Vol 10 (3) ◽  
pp. 342-361 ◽  
Author(s):  
Hongjun Cao ◽  
Zewen Chen
Keyword(s):  
Driving Forces ◽  
Environmental Awareness ◽  
External Environment ◽  
Moderating Effect ◽  
Innovation Strategy ◽  
Innovation Capability ◽  
Green Innovation ◽  
Content Type ◽  
The Relationship ◽  
Market Pressure

Purpose Green innovation strategy is not only a new idea to achieve green development but also the inevitable choice for enterprises to upgrade. At present, the research on the driving forces of green innovation strategy mainly focus on direct impact of single factor, lacking the overall consideration of internal and external environment. At the same time, research on the contingency effect of top management’s environmental awareness is scarce. This paper aims to explore how external environment pressures (policy pressures and market pressures) and internal environment driving force (innovation resources and innovation capability) make enterprises to choose green innovation strategy with moderating effect of top management’s environmental awareness. Design/methodology/approach Based on the sample of 216 enterprises, this paper explores the relationship between policy pressure, market pressure, innovation resources, innovation capability and the green innovation strategy with moderating effect of top management’s environmental awareness from inside and outside driving angle. Findings The results of the hierarchical regression model show, first, the driving effect of factors in the external environment. The coercive policy has an inverted U-shaped impact on the green innovation strategy. The incentive policy and the market pressure both have a significant positive impact on the green innovation strategy. Second, the driving effect of factors in the internal environment. The innovation capability has a significant positive impact on the green innovation strategy. The innovation resources have no significant impact on the green innovation strategy. Third, the moderating effect of top management’s environmental awareness. The relationship between the green innovation strategy and the coercive policy is stronger when the top management’s environmental awareness higher. The relationship between the green innovation strategy and the market pressure is stronger when the top management’s environmental awareness higher. The relationship between the green innovation strategy and the innovation resources is stronger when the top management’s environmental awareness higher. Otherwise, the relationship between the green innovation strategy and the innovation capability is weaker when the top management’s environmental awareness higher. And there is no significant change about the relationship between the green innovation strategy and the incentive policy when the top management’s environmental awareness higher. Originality/value First, the authors have promoted the integrated research on the drivers of the enterprise’s green innovation strategy. From the perspective of internal and external environment driving forces, this paper analyzes the key factors influencing the decision-making of the green innovation strategy. Second, the study has contributed to the strategic choice theory. This paper studies the driving mechanism of the green innovation strategy from a new perspective of the strategic choice theory.

Leader creativity expectations and follower radical creativity

2019 ◽  
Vol 13 (1) ◽  
pp. 214-234 ◽  
Author(s):  
Feng Xu ◽  
Xiaohong Wang
Keyword(s):  
Procedural Justice ◽  
Creative Process ◽  
Information Search ◽  
Management Practices ◽  
Positive Impact ◽  
Full Time ◽  
Content Type ◽  
Moderated Mediation Model ◽  
The Impact ◽  
The Relationship

PurposeThe purpose of this study is to research the effect of leader creativity expectations on follower radical creativity. Highlighting the implications of leader creativity expectations, the authors examined employee creative process engagement as a mediator and follower perceived procedural justice as a moderator in the relationship between leader creativity expectations and employee radical creativity.Design/methodology/approachA sample of 256 dyads comprising full-time employees and their immediate supervisors were collected from the innovation teams of industry-university alliances through questionnaire in China, the authors hypothesized and found support for a moderated mediation model.FindingsThe findings show that leader creativity expectations are significantly and positively related to employee radical creativity; creative process engagement plays a fully mediating role between leader creativity expectations and employee radical creativity; procedural justice moderates the positive relationship between leader creativity expectations and creative process engagement and enhances the positive indirect effect of leader creativity expectations on follower radical creativity.Practical implicationsThe creativity expectations of leaders are prerequisite for leadership to drive followers to be creative, which can pose great effect on extra-role behavior of followers such as radical creativity. Leaders can deliberately set role expectations for subordinates to achieve creative goals. Compared with the traditional management practices emphasizing planning, leaders encourage trial practice, provide enough time to ensure employees fully identify problems and provide resources to facilitate information search and coding, may achieve better results. Organizations should also place greater emphasis on the procedural justice, thereby enhancing the positive impact of other factors on employee radical creativity.Originality/valueThis study examined the relationship between leader creativity expectations and follower radical creativity based on the perspective of creative process engagement. The conclusion expanded the evidence of the impact of leader expectations besides this study strongly demonstrate that procedural justice will affect employees creative process engagement which enriches the literature on radical creativity strategic leadership and work engagement.

Business volatility and employee performance

2018 ◽  
Vol 33 (3) ◽  
pp. 96-119 ◽  
Author(s):  
Wen-Chyuan Chiang ◽  
Li Sun ◽  
Brian R. Walkup
Keyword(s):  
Design Methodology ◽  
Positive Impact ◽  
Employee Performance ◽  
Research Question ◽  
Labor Cost ◽  
Firm Level ◽  
Content Type ◽  
Management Literature ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to examine the impact of business volatility on employee performance. Design/methodology/approach The authors use regression analysis to examine the authors’ research question. Findings The results suggest that business volatility has a significant and positive impact on employee performance. Furthermore, the authors find that the relationship between business volatility and employee performance is stronger for larger firms and firms with higher labor intensity. Originality/value The study links and contributes to two streams of literature: employee/labor cost management from the accounting literature and business volatility from the management literature. Whether business volatility affects employee performance remains an interesting question that has not been definitively answered empirically. To the best of the authors’ knowledge, this is the first empirical study that directly examines the relationship between business volatility and employee performance at the firm level.

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