Employee Ideas Research Articles

ORGANISATIONAL CREATIVITY AND ARTIFICIAL INTELLIGENCE: INTRODUCTION OF A CREATIVITY ASSESSMENT FOR IDEATION

The assessment of creativity is both elaborating and challenging with today’s tools and methods in organisational creativity. This study presents the result of an AI-based model for the originality assessment of creative ideas using an artificial intelligence (AI) tool (Word2Vec). First, we define everyday creativity and outline the relevance and challenges of its evaluation. Then, the Word2Vec algorithm is introduced and used to develop three different models for originality assessment by calculating a semantic distance between ideas. We conclude with an empirical validation of the three models. While results indicate that all three models can be used to measure idea originality, they further point out that merely human-based assessments may be task-dependent. The paper closes with implications for research and practice to integrate AI in creative idea originality measurement. Managers can use the methods presented in this study to benefit from AI-supported creativity within their companies. Furthermore, idea managers of companies with large idea databases can implement the algorithms to analyse employee ideas regarding specific contexts or topics within their innovation management processes.

What leader behaviors evoke employee innovative work behavior in Asia? Validation of a new survey scale

Abstract In Asian workplaces, effective innovative work behavior (IWB) presents challenges. Knowledge on how Asian leaders can promote employee IWB through their behavioral repertoire is needed. This assumption prompted us to develop and validate the so-called Innovative Leader Survey (ILS), covering a repertoire of leader behaviors by which employee IWB is stimulated in Asia. Study 1 interviewed 60 high-performing leaders and employees on such behaviors, bringing forth three leader-behavioral dimensions and survey items for fostering employee idea generation, promotion, and implementation, labeled Envisioning, Energizing, and Enabling. Study 2 involved 1,037 survey respondents through which we validated these three sets of specific leader behaviors. Study 3, with 287 respondents, established ILS’s discriminant validity while all of its 11 operationalized leader behaviors were found to predict their followers’ IWB after 4 months. Future research with the ILS is proposed to enrich theory and empirical research on the relationship between effective leadership and employees’ IWB in Asian organizations.

A study of the ideas of future employees of traffic safety departments about the image of a traffic police officer

A study of the ideas of future employees of traffic safety departments about the image of a traffic police officer

Employees’ Participation in Organization Management in the EAEU Member States: Traditions and Innovations

The paper provides a comprehensive analysis of the issues of employees’ participation in administration of an organization within the framework of the Eurasian Economic Union. The author begins the research with the history of the emergence of the right of employees to participate in the management of the organization, moving on to the analysis of current trends in corporate governance, where he pays special attention to the role of employees in making key decisions. It is emphasized that the active involvement of employees in the management of the organization not only contributes to the democratization of labor relations, but also directly correlates with increased labor productivity, improved corporate culture and overall job satisfaction. Through a historical review, the development of the idea of employees’ participation in management is shown: starting from the period of the birth of labor law in medieval Europe to modern practices in the member states of the Eurasian Economic Union. A separate section is devoted to the theoretical foundations of employees’ participation in management. The main part of the study focuses on the analysis of general trends and national characteristics of employees’ participation in the management of organizations in each of the EAEU member States. In conclusion, recommendations are presented concerning optimizing the mechanisms of employees’ participation in management at the level of the Eurasian Economic Union. Attention is focused on the need to take into account both common approaches and national characteristics. The author describes key problems and challenges that need to be overcome for the effective implementation of employees’ participation practices in management.

Spawned by opportunity or out of necessity? Organizational antecedents and the choice of industry and technology in employee spinouts

AbstractResearch summaryI examine how the organizational antecedents of spinouts shape the new firms' industry and technological trajectory choices compared to those of the parent firms. Building on prior research on employee entrepreneurship and integrating insights from the literature on opportunity and necessity entrepreneurship, I hypothesize that spinouts launched to exploit a new business opportunity shunned by the parent firm (i.e., opportunity spinouts) are more likely to enter a different but related industry and technological field to those of the parent firm. I hypothesize also that spinouts triggered by adverse developments in the parent firm (i.e., necessity spinouts) are more likely to target the same industry and technological field as the parent. Analysis of data from the European biotech industry supports these predictions.Managerial summaryThe prevailing view of employee entrepreneurship is that the established firm's unwillingness to commercialize an employee's ideas leads to the employee leaving to start a new firm. However, evidence suggests that spinout activity (new firm formation by former employees) can be also triggered by adverse developments in the established firm that disrupt an employee's job. This study examines how the organizational antecedents of spinouts shape the new firms' early‐stage strategic choices. Using data from the biotech industry, I show that opportunity driven spinouts are more likely to enter a different but related industry and technological field to those of their founders' prior employer and that necessity driven spinouts are more likely to target the same industry and technological field as the prior employer.

TWO STUDIES EXAMINING THE INTERCONNECTED EFFECTS OF WORK-LIFE BALANCE BENEFITS, EMPLOYEE RECOMMENDATIONS, AND JOB QUALITIES ON EMPLOYEE ATTRACTION AND JOB ACQUISITION INTENT.

Our proposal is based on Spence's (1978) signaling theory, which states that companies intentionally boost their attractiveness as employers by communicating about work-life balance benefits, positive employee recommendations, and highly desirable job attributes. In order to test these theories, we do two experiments. Findings from our initial study corroborate the combined and direct effects of these factors on an applicant's attractiveness as an employer. In a two-part, two-level collaborative design, we were able to do this by using carefully crafted scenarios to manage and impact the positive effects of work-life balance, employee ideas, and job attributes. A total of 320 MBA students from India were polled for this data. Examining information gathered from 360 Indian graduates of MBA programs using a 3x2x2 cross-subject design, Study 2 assessed the impact of three unique alternative work arrangements.

When Subjective Judgments Lead to Spinouts: Employee Entrepreneurship Under Uncertainty, Firm-Specificity, and Appropriability

We advance a theoretical framework of how entrepreneurial ideas of employees are commercialized as a function of their uncertainty, firm-specificity, and appropriability. We argue that as uncertain...

Lean Optimization of Batch Production in an Aluminium Company

This work investigates the optimization of a batch type of production and operational management in an aluminium company using a lean manufacturing system. The operation and production system of the case study company runs in various sectors, which led to waste in the system, hindering the company's ability to meet customer demand. Through operational data analysis and questionnaires, the team identified the types of waste generated by the case study company. Lean manufacturing techniques such as eight deadly wastes, Heijunka, takt time, 5S approach, quality tool management, value stream mapping, Kaizen, Kaban, Gemba, and top and bottom-level involvement were employed to manage the waste. The findings reveal defects in inventory, transportation, waiting times, and untapped ideas of employees, all of which significantly impact the company's performance. This allows for daily production of small batches of aluminium alloys (AA3001, AA3105, and AA3110) without issues, supported by the principle of pull production. Additionally, the application of Takt time results in a significant reduction of production time, leading to improved efficiency. The study also highlights the high interaction effect of transportation, defects, and inventory wastes on various production lines, such as the bogie fitting line paint line, and anti-intrusion. Among the lean manufacturing tools, Kaban, standard work, and 5S are identified as the most frequently used. The research findings provide valuable insights for manufacturing industry leaders to spot the performance gaps and enhance the application of lean manufacturing practices.

Keep Off My Turf! Low-Status Managers’ Territoriality as a Response to Employees’ Novel Ideas

Although employees come up with creative (i.e., novel and useful) ideas, many of those ideas are not endorsed or implemented by managers. In shedding light on this phenomenon, we propose that managers who have lower social status in the organization are more likely to reject employees’ novel (but still useful) ideas. Guided by associative-propositional evaluation theory (AP-E) and the literature on the psychology of having low status, we hypothesize that when employees propose novel (compared with more mundane) ideas, it triggers greater feelings of insecurity and threat in low-status (versus high-status) managers, who perceive that these employees, if successful, could potentially infringe on their own domains at work. In turn, such low-status managers feel the need to be territorial—that is, to maintain and protect their existing work domains from potential infringement by others—and therefore refrain from endorsing their employees’ novel, yet useful ideas. However, we suggest that such negative effects are attenuated when low-status managers have high levels of organizational identification, allowing them to subordinate their self-interest to the interests of the broader organization. We demonstrate these effects in four preregistered studies—three laboratory experiments and a field study (with real employee ideas provided to managers for their assessment). We discuss the implications for the literature on the receiving side of creativity, territoriality, and status in organizations. Funding: This research was partly supported by the National Natural Science Foundation of China [Grant 72002214, 72372151 and 72302122] and Humanities and Social Sciences Research of Ministry of Education of China [Grant 22YJC630105]. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2021.15132 .

Promotive Voice, Leader-member Exchange, and Creativity Endorsement: The Role of Supervisor-Attributed Motives

Employee voice is perceived as an approach with both significant advantages and disadvantages. The current study aims to analyse the behaviours of supervisors when endorsing the ideas of employees who raise promotive voices and consider the employees positively for the development of quality relationships. Specifically, 970 employees were recruited from various small and medium enterprises (SMEs), including manufacturing and electronics companies, in Pakistan for the current study participation. Data collection was conducted in two stages through two sources (supervisors and subordinates) before examining the collected data on the Mplus software for random coefficient regression analyses. Subordinates’ promotive voice was significantly and positively correlated to the Leader-Member-Exchange (LMX) quality and creative idea endorsement when supervisors interpreted the voice as driven more by performance enhancement motives instead of impression management motives. The findings suggested that performance enhancement motives and impression management motives would produce contrasting material consequences for subordinates. The present study limitations and future research directions were also discussed.

‘He is the customer, I will say yes’: Notions of power, precarity and consent to sexual harassment by customers in the gay tourism industry

AbstractThis article explores the sexualized nature of the gay tourism industry and examines how ‘pink dollar’ organizations tacitly encourage incidences of sexual harassment from customers. Drawing on qualitative data from two popular gay tourism destinations, the article shows the embeddedness of sex, as a selling point, in the industry which creates blurred lines between service, sexuality, and sex. This consequently leads to sexual harassment by customers which is accepted and to which workers consent. Consent is driven by the hyper‐sexualization of the workplace and the power imbalance within the service triangle and the interaction with the customer and the precarious nature of the sector. Mirroring Burawoy’s (1979) idea of employees consenting (giving in) to organizational norms, we contribute to theory by suggesting that the power imbalance constructed within the service triangle gives high interactive power to the customer to harass workers without evident consequences for their misbehavior, whilst the latter consent and accept this as part of the job, due to the limited support from management.

Formation of the Professional Worldview of Future Journalists in the Process of Studying at University (Opinion of the Expert Community from the CIS Countries)

The article is devoted to the role of higher journalism education as an institution of professional socialization of future journalists. The purpose of this research was to study the ideas of employees of the higher education system about the mission of journalism educators to introduce students to the values of the professional community. The empirical basis of the study was the materials from a series of semi-structured interviews conducted in 2022–2023 with teachers of professional journalistic disciplines and/or organizers of journalistic education from Armenia, Belarus, Russia and Tajikistan. In the self-reflection of journalism educators, assessments of the degree of influence of the education system on the process of forming the worldview of a future journalist, ideas about the role of theoretical disciplines as a source of normative attitudes and a set of ideas that should be included in the ideological core of professional journalism education in the studied countries in accordance with current social expectations were highlighted. In particular, expert from Russia and Armenia called the patriotic education of journalists a key public demand in recent years. In Russia, the education system is only trying to adapt to the new demands of the social environment, while in Armenia the idea of educating journalists in a patriotic way has been implemented for the last 20 years. Experts from Belarus named the defense of historical truth in relation to the role of the USSR as a winner in World War II as a key idea requiring inclusion in the thematic register of journalistic disciplines. The participants of the study noted the need for regular contacts in the educational space of the CIS.

The characteristics of excellent leaders and their impact on enterprise development

Leaders are of great significance to the development of enterprises, determining the direction and success or failure of enterprise development. Good leaders can be a huge help to the development of a business. This article delves into the characteristics of good leaders, the difference between good leaders and bad leaders, and finds that good leaders are good at listening and talking, and can deeply understand the ideas of employees, so as to better lead the team. The analysis in this article can provide some insights for business management and leaders.

Effect of reward systems on workers' performance at the university of Abuja

This study examined the effect of reward systems on workers' performance at the University of Abuja. It utilized descriptive and inferential statistics on a sample of 337 workers’ derived from 2145 workers through the random sampling technique. The results showed that employees are contented with the recognition accorded to them for executing good works, supervisors are open to assist or direct employees, supervisors encourage the ideas of employees’ and their styles of accomplishing things, supervisors’ expectations from employees in terms of job done are unclear to them and promotions and pay increases depend on the attainment of known performance goals exerted a positive effect on workers’ performance. However, this university does not automatically reward good performance, exceptional incentives and rewards are provided by management to all employees and the process of performance appraisal is connected to the reward system had a negative impact on workers' performance. The study recommends that the University of Abuja management should ensure that rewards are based on merit and matched with performance to inspire workers to perform optimally. In addition, reward management practices on rewards for good performance, promotions going to people that deserve them and celebration of excellent service should be reviewed and strengthened.

Hear Me Out! This Is My Idea: Transformational Leadership, Proactive Personality and Relational Identification

This study proposes that there is relationship between transformational leadership and employee’s voice as well as relational identification as a mediation and proactive personality as a moderator. Structural Equation Modeling was used to analyze data gathered from employees at the Ministry of Law and Human Rights through questionnaires. The findings revealed that transformational leadership has a significant effect on employee’s voice and relational identification; relational identification mediates the relation between transformational leadership and employee voice behavior, and proactive personality will weaken the transformational effect on employee’s voice behavior. This study enriches empirical studies that employee’s voice can represent the opinions and ideas of employees with the presence of relational identification, proactive personality, and transformational leadership in the organization. Furthermore, transformational leadership can build relational identification that is strengthened by a proactive personality so that employees are happy to convey their voices.

Exploring the buffer effect of intrinsic interest on the relationship between idea implementation and negative workplace gossip

Purpose Although idea implementation is a praised useful resource, the psychological and behavioral costs that employees may pay for idea implementation are rarely discussed. This study aims to examine the buffer effect of intrinsic interest on dark side of idea implementation. Design/methodology/approach Based on the conservation of resources theory, this study tested hypotheses with a multi-wave survey study of four information technology companies in China. Findings First, idea implementation increased emotional exhaustion. Second, emotional exhaustion mediated the relationship between employee idea implementation and negative workplace gossip about a leader. Third, intrinsic interest negatively moderated the relationship between idea implementation and emotional exhaustion. Fourth, idea implementation increased workplace negative gossip about a leader as a result of increased emotional exhaustion when intrinsic interest was low. Originality/value These findings are conducive to further understanding of the psychological mechanism and boundary condition of the negative impact of idea implementation. It provides practical guidance for buffering the dark side of idea implementation and effectively controlling the workplace negative gossip in the workplace.

Intra-Organizational Social Media and Employee Idea Generation: Analysis based on the Spanning-Relevance Framework

Intra-Organizational Social Media and Employee Idea Generation: Analysis based on the Spanning-Relevance Framework

Managing strategies of transformational leadership to create service standard of boutique hotel in Thailand

The boutique hotels were more of an independent kind of lodging are unlike other hotels in terms of architecture and decoration, as the majority of them are tall buildings. The boutique hotels will exude a distinct sense of place. The tourists are interested in learning about the local culture. Boutique hotels are popular with guests who want to learn about diverse cultures and traditions. Investigate the techniques of change agents in order to build a boutique hotel service standard. Study change leaders' common or unique techniques for building a standard of service boutique hotel in Thailand, and define change leaders' strategies for establishing a standard of service boutique hotel. The major informants were 25 hotel managers and directors from boutique hotels. Grounded theory research of qualitative research using in-depth interview within observation method. The results of the study revealed that, in the idealized influence aspect, hotels leaders used experiences. Expertise in management and problem solving in terms of inspiration motivation, the focus is on communication mainly through discussion, intellectual stimulation, and leadership listening to opinions and support problem solving ideas of employees Individualized consideration take care of employees individually and affect to employees feeling valued and important technology.

Team faultlines and upward voice in India: The effects of communication and psychological safety

While voice contributes to improved organizational functioning, employee ideas and opinions can be diverse and at cross-purposes. Despite voice pertinence, there is little scholarly work on how group composition influences members’ voice behavior. Drawing on the categorization-elaboration model (CEM) perspective of faultline theory and the value-in-diversity paradigm, we examine the effect of team diversity faultlines on members' upward voice. The research model is tested across two time-lagged studies in India. The results of study 1 reveal that gender diversity strengthens the positive influence of age diversity on team communication. Built on study 1, study 2 demonstrates that team communication mediates the link between team diversity faultlines and upward voice, with psychological safety as a boundary condition. We discuss the findings and implications for theory and practice.

The impact of intrapreneurship strategy on business performances of Italian companies

Intrapreneurship is a decentralized management strategy applied in large and medium-sized companies. The strategy enables employees to use their entrepreneurial skills for the benefit of both the company and the employee. Talented employees get the opportunity to create ideas, undertake innovative ventures, to experiment, to gain access to financial resources and other resources in order to encourage innovative change and results. The creator of the idea was the Pinchot couple in 1978, but to this day the concept has undergone several evolutionary waves (Antoncic, 2020). The intrapreneurship strategy positively affects the agility in the company, raises efficiency, has a positive effect on team spirit, increases productivity, reduces costs and raises profitability. The main goal of the paper is to analyze the level of intrapreneurship presence in large and medium-sized companies in the Italian region of Campania. The influence of intrapreneurship parameters on companies' business indicators is also measured. An instrument for measuring intrapreneurship was created for the needs of paper. The instrument measures the presence of autonomous teams in the company, the possibility of taking business initiative, speed of access to resources for testing purposes and realization of new business ideas, encouraging risk with the aim of realizing business ideas, mobility of resources within the company, the degree of management tolerance in order to realize new business ideas of employees, the presence of rewards, the level of management support at all levels, the number of hierarchical levels in the company and the role of crowdsourcing in the development of internal entrepreneurship. After factor and regression analysis, Factor 1 has a dominant impact on all three business indicators, while Factor 2 has a smaller but statistically significant impact on the company's volume of business and investments