scholarly journals Weathering a Crisis: A Multi-Level Analysis of Resilience in Young Ventures

2021 ◽  
pp. 104225872110465
Author(s):  
Ali Anwar ◽  
Nicole Coviello ◽  
Maria Rouziou
Keyword(s):  
Theory And Practice ◽  
Organizational Resilience ◽  
Team Members ◽  
Individual Level ◽  
Individual Resilience ◽  
Multi Level ◽  
Relational Resources ◽  
Time Lagged ◽  
The Individual ◽  
Level Analysis

In the context of the external disruption presented by the COVID-19 pandemic, we investigate (1) how individual-level resilience and inter-functional coordination relate to organizational resilience and (2) the link between organizational resilience and firm performance. We view organizational resilience as a resource-based capability and draw on insights regarding psychological capital and relational resources to inform our hypotheses. Our hypotheses are tested with a time-lagged, multi-level study of young technology ventures. The results show that when such firms are resilient, they tend to perform significantly better in a crisis. Further, organizational resilience is positively influenced by the individual resilience of top management team members, as well as inter-functional coordination. We discuss implications for theory and practice and suggest avenues for research on resilience in entrepreneurship.

scholarly journals Racialised professionals’ experiences of selective incivility in organisations: A multi-level analysis of subtle racism

2020 ◽  
pp. 001872672095772
Author(s):  
Mustafa Bilgehan Ozturk ◽  
Aykut Berber
Keyword(s):  
Structured Interviews ◽  
Dynamic Changes ◽  
Individual Level ◽  
Subtle Racism ◽  
Societal Level ◽  
Conditions Of Possibility ◽  
Multi Level ◽  
The Individual ◽  
Level Analysis ◽  
Organisational Level

This article explores how racialised professionals experience selective incivility in UK organisations. Analysing 22 in-depth, semi-structured interviews, we provide multi-level findings that relate to individual, organisational and societal phenomena to illuminate the workings of subtle racism. On the individual level, selective incivility appears as articulated through ascriptions of excess and deficit that marginalise racialised professionals; biased actions by white employees who operate as honest liars or strategic coverers; and white defensiveness against selective incivility claims. On the organisational level, organisational whitewashing, management denial and upstream exclusion constitute the key enablers of selective incivility. On the societal level, dynamic changes relating to increasing intolerance outside organisations indirectly yet sharply fuel selective incivility within organisations. Finally, racialised professionals experience intersectional (dis-)advantages at the imbrications of individual, organisation and society levels, shaping within-group variations in experiences of workplace selective incivility. Throughout all three levels of analysis and their interplay, differences in power and privilege inform the conditions of possibility for and the continual reproduction of selective incivility.

A Multi-Level Analysis of Organizational Justice Climate, Structure, and Employee Mental Health†

2007 ◽  
Vol 33 (5) ◽  
pp. 724-751 ◽  
Author(s):  
Chester S. Spell ◽  
Todd J. Arnold
Keyword(s):  
Mental Health ◽  
Organizational Justice ◽  
Interactive Effects ◽  
Anxiety And Depression ◽  
Individual Level ◽  
Multi Level ◽  
The Individual ◽  
Employee Mental Health ◽  
Main Effects ◽  
Level Analysis

This study uses a sample of 483 employees to investigate how fairness assessments and organizational structure relate to employee mental health. The authors explain these effects using a social contagion framework, which describes the creation of group effects that would occur in addition to individual-level influences. They found that the interactive effects of distributive and procedural justice climates significantly influence individual feelings of both anxiety and depression. This effect goes beyond the main effects of justice at the individual level.

scholarly journals Religiousness and existential insecurity: A cross-national comparative analysis on the macro- and micro-level

2019 ◽  
Vol 34 (1) ◽  
pp. 19-37 ◽  
Author(s):  
Franz Höllinger ◽  
Johanna Muckenhuber
Keyword(s):  
Final Section ◽  
Macro Level ◽  
Individual Level ◽  
Life Conditions ◽  
Micro Level ◽  
Multi Level ◽  
Using Data ◽  
The Individual ◽  
Level Analysis ◽  
Cross National

In Sacred and Secular (2011 [2004]) Norris and Inglehart argued that improvements in material living conditions and higher degrees of existential security lead to a decline in religiousness both on the macro-level of the comparison between countries and on the individual level. Since then, a number of studies have examined this relationship and confirmed the assumptions of the existential security thesis. This article revisits this thesis using data from the sixth wave of the World Values Survey (2010–2014). The multi-level analysis reveals two key results. Consistent with previous studies, a strong correlation was found between better life conditions and lower levels of religiousness on the macro-level. Individual life conditions and threatening experiences, however, have only a very small impact on religiousness. Possible explanations for the discrepancy between macro-level and micro-level results are discussed in the final section.

The role of knowledge sharing and LMX to enhance employee creativity in theme park work team

2018 ◽  
Vol 30 (5) ◽  
pp. 2343-2359 ◽  
Author(s):  
Shu-hsien Liao ◽  
Chih-chiang Chen ◽  
Da-chian Hu
Keyword(s):  
Knowledge Sharing ◽  
Theme Park ◽  
Employee Creativity ◽  
Content Type ◽  
Team Members ◽  
Individual Level ◽  
Member Exchange ◽  
Multi Level ◽  
Customer Services ◽  
The Individual

Purpose This paper aims to empirically test individual, team and multi-level relationships among knowledge sharing (KS), leader–member exchange (LMX), employee creativity (EC) and team innovation (TI). The study tests how KS affects EC via LMX at lower and multi levels. At a higher level, how creativity affects TI is also tested. Design/methodology/approach Questionnaires were sent to 43 team leaders and 215 team members from the largest theme park in Taiwan, E-DA, who are engaged in offering creative and innovative customer services. Multilevel analysis was conducted based on the questionnaires received. Findings Major findings agree the contention that KS can improve EC via LMX at both employee and multi-level. The results also indicate that KS affects team creativity (TC) at the team level; however, TC and TI do not have a significant positive relationship. Originality/value The study examined how to enhance employees’ creativity from the individual and team levels in a theme park, an area with rare literature. The authors found that LMX is an important mediator between KS and EC. The mediated effect of KS on EC through LMX is higher in a cross level than individual level. In addition, a team’s KS has more effect on EC than the individual level.

Authentic Leadership and Team Members’ Outcomes: A Cross-level and Multi-level Analysis

2021 ◽  
pp. 0258042X2110346
Author(s):  
Beena Prakash Nair ◽  
T. Prasad ◽  
Shreekumar K. Nair
Keyword(s):  
Work Engagement ◽  
Authentic Leadership ◽  
Individual Level ◽  
Managerial Implications ◽  
Multi Level ◽  
The Cross ◽  
The Individual ◽  
The Impact ◽  
Authentic Followership ◽  
Level Analysis

This study considers the multi-level research design to build on the Conservation of Resource (COR) theory to help develop a model that links authentic leadership to followers’ outcomes. Though previous studies have examined the direct effect of leadership and followers’ outcome at the individual level, findings of the impact of authentic leadership at the cross-level and multi-level are limited. Consistent with our hypotheses, the findings of the study, from a sample of 547 dyads from the financial sector in India, revealed that authentic leadership has a significant impact on authentic followership and team-level work engagement. The cross-level analysis indicated that 8.4 per cent of the variance in authentic followership is attributable to authentic leadership at the team level. Likewise, the multi-level analysis revealed that 9.4 per cent of the variance at work engagement between the teams is attributable to authentic leadership. Theoretical and managerial implications are discussed further JEL: M12

scholarly journals A Multi-level Review of Engineering Ethics Education: Towards a Socio-technical Orientation of Engineering Education for Ethics

2021 ◽  
Vol 27 (5) ◽  
Author(s):  
Diana Adela Martin ◽  
Eddie Conlon ◽  
Brian Bowe
Keyword(s):  
Engineering Education ◽  
Ethics Education ◽  
Engineering Ethics ◽  
Theoretical Research ◽  
Policy And Practice ◽  
Individual Level ◽  
Multi Level ◽  
Engineering Ethics Education ◽  
Four Levels ◽  
The Individual

AbstractThis paper aims to review the empirical and theoretical research on engineering ethics education, by focusing on the challenges reported in the literature. The analysis is conducted at four levels of the engineering education system. First, the individual level is dedicated to findings about teaching practices reported by instructors. Second, the institutional level brings together findings about the implementation and presence of ethics within engineering programmes. Third, the level of policy situates findings about engineering ethics education in the context of accreditation. Finally, there is the level of the culture of engineering education. The multi-level analysis allows us to address some of the limitations of higher education research which tends to focus on individual actors such as instructors or remains focused on the levels of policy and practice without examining the deeper levels of paradigm and purpose guiding them. Our approach links some of the challenges of engineering ethics education with wider debates about its guiding paradigms. The main contribution of the paper is to situate the analysis of the theoretical and empirical findings reported in the literature on engineering ethics education in the context of broader discussions about the purpose of engineering education and the aims of reform programmes. We conclude by putting forward a series of recommendations for a socio-technical oriented reform of engineering education for ethics.

Coworkers’ Relationship Quality and Interpersonal Emotions in Team-Member Dyads in China: the Moderating Role of Cooperative Team Goals

2016 ◽  
Vol 12 (4) ◽  
pp. 687-716 ◽  
Author(s):  
Catherine K. Lam ◽  
Xu Huang ◽  
Frank Walter ◽  
Simon C. H. Chan
Keyword(s):  
Relationship Quality ◽  
Work Performance ◽  
Team Member ◽  
Performance Outcomes ◽  
Dyadic Relationships ◽  
Team Members ◽  
Individual Level ◽  
Interpersonal Emotions ◽  
Cooperative Team ◽  
The Individual

ABSTRACTThis study investigates the origins of discrete interpersonal emotions in team-member dyads using two independent samples from an education institute and a telecommunication services company in China. Results across both studies showed that the quality of team members’ dyadic relationships positively relates to interpersonal admiration, sympathy, and envy, and negatively relates to interpersonal contempt. Furthermore, teams’ cooperative goals moderate these dyad-level linkages. The association of relationship quality with interpersonal emotions is particularly pronounced in teams with less cooperative goals but buffered in teams with more cooperative goals. Finally, on the individual level of analysis, envy and contempt are inversely associated with team members’ work performance, objectively measured. These findings provide new insights about key antecedents and crucial moderators in the development of interpersonal emotions in Chinese work teams and reiterate the relevance of these emotions for tangible performance outcomes.

scholarly journals Isolated individuals and groups show opposite preferences toward humidity

2018 ◽  
Author(s):  
Mariano Calvo Martín ◽  
Stamatios C. Nicolis ◽  
Isaac Planas-Sitjà ◽  
Jean-Christophe de Biseau ◽  
Jean-Louis Deneubourg
Keyword(s):  
Relative Humidity ◽  
Environmental Conditions ◽  
Group Level ◽  
Individual Level ◽  
Negative Effect ◽  
Multi Level ◽  
The Individual ◽  
Shed Light ◽  
Selection Of

AbstractCockroaches, like most social arthropods, are led to choose collectively among different alternative resting places. These decisions are modulated by different factors, such as environmental conditions (temperature, relative humidity) and sociality (groups size, nature of communications). The aim of this study is to establish the interplay between environmental conditions and the modulation of the interactions between individuals within a group leading to an inversion of preferences. We show that the preferences of isolated cockroaches and groups of 16 individuals, on the selection of the relative humidity of a shelter are inversed and shed light on the mechanisms involved. We suggest that the relative humidity has a multi-level influence on cockroaches, manifested as an attractant effect at the individual level and as a negative effect at the group level, modulating the interactions.

Levels of Aggregation in Conjoint Analysis: An Empirical Comparison

1980 ◽  
Vol 17 (4) ◽  
pp. 516-523 ◽  
Author(s):  
William L. Moore
Keyword(s):  
Conjoint Analysis ◽  
Predictive Power ◽  
Aggregate Level ◽  
Segmentation Method ◽  
Empirical Comparison ◽  
Individual Level ◽  
Aggregate Analysis ◽  
The Individual ◽  
Level Analysis

Two segmented methods of performing conjoint anal/sis, clustered and componential segmentation, are compared with each other as well as with individual level and totally aggregate level analyses. The two segmented methods provide insights to the data that (1) are not obtainable at the aggregate level and (2) are in a form that is more easily communicated than the information from the individual level analysis. The predictive power of the clustered segmentation method is higher than that of componential segmentation, and both are superior to the aggregate analysis but inferior to individual level analysis.

scholarly journals Green human resource management

2020 ◽  
Vol 41 (7) ◽  
pp. 1041-1060 ◽  
Author(s):  
Azadeh Shafaei ◽  
Mehran Nejati ◽  
Yusmani Mohd Yusoff
Keyword(s):  
Positive Outcome ◽  
Theory And Practice ◽  
Research Model ◽  
Online Questionnaire ◽  
Content Type ◽  
Individual Level ◽  
Study Approach ◽  
The Individual ◽  
Green Human Resource Management ◽  
Organisational Level

PurposeThe study aimed to provide insights on antecedent and outcome of green HRM at the organisational level and the outcome of green HRM at the individual level. It also sought to examine the mechanism through which green HRM would lead to employees’ positive outcome.Design/methodology/approachA quantitative study design using a two-study approach was employed to collect and analyse the data. For study 1, 206 hotels from Malaysia were included in analysis at the organisational level, while in study 2 at the individual level, 508 employees from different sectors provided insights through an online questionnaire. For both studies, partial least squares (PLS–SEM) was used to assess the research model.FindingsAll the proposed hypotheses were supported. Specifically, at the organisational level, organisational environmental culture is positively related to green HRM, and green HRM management positively associates with organisation's environmental performance. At the individual level, green HRM positively influences employees' job satisfaction, and meaningfulness through work is a strong mediator in this relationship.Originality/valueThis study is significant as it contributes to both theory and practice by providing fresh insights on green HRM and its antecedent and outcomes at two levels (organisational and individual) and across two economies (emerging and developed). It also sheds some light on the outcome of green HRM at the employee level which is an area that is still under-researched. By focusing on meaningfulness through work as an important factor, the study contributes to better understanding of green HRM and employees’ positive outcomes.

Sign in / Sign up

Export Citation Format

Share Document