Baltic Journal of Management最新文献

{"title":"Budget participation and employee performance in real estate companies: the mediating role of budget goal commitment, trust and job satisfaction","authors":"Pedro Silva, Jorge Mota, A. Moreira","doi":"10.1108/bjm-03-2022-0118","DOIUrl":"https://doi.org/10.1108/bjm-03-2022-0118","url":null,"abstract":"PurposeRecent years witnessed an exponential growth of the Portuguese real estate market. This growth has generated the need to implement effective management control tools to allow companies to improve their planning and monitoring of activities. Drawing on the agency and goal-setting theories, this paper explores the impact of companies' participative budgeting processes on employee performance in the real estate industry.Design/methodology/approachFor this purpose, a questionnaire was developed and a sample of 116 employees that participate in the budgeting process of real estate organizations collected, with data analyzed using structural equation modelling.FindingsThe results show that participation in the budgeting process has an impact on employees' performance through budget goal commitment, trust and job satisfaction. However, no statistical support was found for the role of budgetary slack in this process.Research limitations/implicationsThis study was conducted in a single industry and is based on self-reported measures of employees that participate in the budgeting process of their organizations.Practical implicationsThe findings highlight the need for real estate organizations to involve their staff in the elaboration of budgets, contributing to a higher level of commitment to established goals, job satisfaction, trust and performance. Real estate organizations should provide adequate working conditions, foster their employees' autonomy and recognize their work.Originality/valueThe findings encourage real estate companies to extend the participation in the budget process to employees and, ultimately, to mitigate the probability of budget failure.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46041641","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Burden or opportunity? The role of employees' regulatory focus in shaping the motivational processes of empowering leadership","authors":"Liyuan Li, Y. Zhang, Xiaoming Zheng","doi":"10.1108/bjm-11-2021-0410","DOIUrl":"https://doi.org/10.1108/bjm-11-2021-0410","url":null,"abstract":"PurposeThe potential contradictory impact of empowering leadership may obfuscate its effectiveness. Empowering leadership is characterized not only by increased employees' autonomy but also by additional responsibilities and work demands, which may trigger different motivational processes for employees and lead to different perceptions of job stressors. This research aims to explore such contradictory impacts of empowering leadership on employees' perceived stressors by clarifying the complex motivational processes (intrinsic/extrinsic) experienced by employees when facing empowering leadership, as well as the boundary condition of employees' regulatory focus based on regulatory focus theory and self-determination theory (SDT).Design/methodology/approachThe authors examine the proposed theoretical model using a two-wave survey, with the data being collected from 294 employees working at a hotel in China.FindingsThe results show that both intrinsic and extrinsic motivation mediate the relationship between empowering leadership and employees' perceived stressors and demonstrate the moderating role of an employee's regulatory focus. Specifically, a high promotion focus strengthens the relationship between empowering leadership and intrinsic motivation, while a high prevention focus strengthens the relationship between empowering leadership and extrinsic motivation.Practical implicationsManagers should consider the attributes of front-line service employees (e.g. are they promotion-focused or prevention-focused?) when demonstrating empowering leadership to prevent employees from misinterpreting that leadership as a source of stress.Originality/valueThis research helps to reconcile previously conflicting findings on empowering leadership by clarifying the complex motivational processes behind it. Furthermore, this research adopts a regulatory focus perspective to suggest that the reason why employees respond to their leaders differently is inherently associated with each employee's motivational tendencies.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-12-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44483361","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Angels, demons and empowering leadership: simultaneous compensatory links to work role performance","authors":"Mario Martínez-Córcoles, V. Peñarroja, Konstantinos D. Stephanou","doi":"10.1108/bjm-06-2022-0211","DOIUrl":"https://doi.org/10.1108/bjm-06-2022-0211","url":null,"abstract":"PurposePrior research indicates that empowering leadership has simultaneous contradictory effects on work performance. This study aimed to explore contradictory mechanisms through which empowering leadership is related to work role performance behaviors.Design/methodology/approachThe sample was composed of 274 professionals from five IT companies located in the Baltic area. OLS regression analyses were performed using MEDCURVE for SPSS 23.0.FindingsEmpowering leadership is positively related to work role performance behaviors; additionally, perceived uncertainty mediates the relationship between empowering leadership and work role performance behaviors, with the relationship between empowering leadership and uncertainty having a curvilinear U-shape (concave upward). That is, although empowering leadership is positively related to work role performance, the relationship between empowering leadership and work role performance though uncertainty becomes non-significant at high levels of empowering leadership.Originality/valueThis is one of the first studies to demonstrate that empowering leadership is related to work performance through simultaneous compensatory mechanisms. Moreover, this study provides evidence about the curvilinear relationship between empowering leadership and performance through uncertainty (previously unknown).","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43738827","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Effects of personal environmental awareness and environmental concern on employees' voluntary pro-environmental behavior: a mediation analysis in emerging countries","authors":"N. Saifulina, Adolfo Carballo‐Penela, Emilio Ruzo‐Sanmartín","doi":"10.1108/bjm-05-2022-0195","DOIUrl":"https://doi.org/10.1108/bjm-05-2022-0195","url":null,"abstract":"PurposeSuccessful stimulation of employee engagement in pro-environmental behavior (PEB) at work can reduce organizational environmental footprint and boost its green performance. The aim of this paper is to investigate the individual factors that may promote such behavior at work, offering a complex model with mediating relationships not studied before.Design/methodology/approachIn this paper data was collected through a survey of 331 bank employees from different banks in Kazakhstan and Ecuador. Structural equation modeling was used to test the relationships between the different constructs.FindingsThe results identified that environmental values and attitudes mediate the relationship between (1) personal environmental awareness and (2) environmental concern and employees' voluntary PEB at work. Harmonious environmental passion (HEP) mediates the relationship between environmental values and attitudes and employees' voluntary PEB at work.Practical implicationsThis study presents important organizational policymaking implications with regard to organizational greening. The importance of environmental awareness is underlined, guiding managers to offer environmental education and training to the employees with the aim of improving environmental knowledge that may lead to employees' voluntary PEB at work. Also, managers should work on enhancing HEP.Originality/valuePrior literature on this topic is still scarce. This research presents important contributions by discussing how individual antecedents may act as stimuli of employees' voluntary PEB at work in the context of the banking sector in two emerging countries that are often neglected by prior literature.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41958368","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Trust and performance: a contextual study of management change in private and public organisation","authors":"Sari-Johanna Karhapää, T. Savolainen, Kirsti Malkamäki","doi":"10.1108/bjm-06-2022-0212","DOIUrl":"https://doi.org/10.1108/bjm-06-2022-0212","url":null,"abstract":"PurposeAlthough previous studies have addressed the positive relationship between trust and performance, existing research has paid limited attention to management that shapes valued organisation behaviours important for effectiveness and wellbeing. This paper examines how organisational trust and performance unfold in the context of one private and one public sector case organisation in management change.Design/methodology/approachA multiple case study design using qualitative methods is applied to analyse textual data gathered from management and employee perspectives, juxtaposing private and public organisations.FindingsManagement change renewed decision-making in both organisations through role clarification. Through clearer roles, expectations were better managed in the collaborating units of a private organisation case and of the employees in a public organisation case impacting on organisational ability and predictability. Along with organisational communication, these develop trust which seems to be reflected in employee job performance at the organisational level.Originality/valueThis paper contributes to the gap in qualitative, empirical and contextual research by providing understanding about how intra-organisational trust is related to performance. Further, this paper sheds light on the vulnerability within an organisation during management change and adds to the somewhat scarce studies of relationships between trust and performance by juxtaposing the two contexts. Consequently, this enables one to reveal different approaches to trust and performance between the two sectors.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43460063","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Effects of transformational leadership and work engagement on managers’ creative performance","authors":"J. Juyumaya, Juan Pablo Torres","doi":"10.1108/bjm-11-2021-0449","DOIUrl":"https://doi.org/10.1108/bjm-11-2021-0449","url":null,"abstract":"PurposeThe purpose of the study is to investigate the effect of transformational leadership on creative performance in managers and the mediation effect of work engagement. The study also explores whether manager autonomy is a moderator of the model.Design/methodology/approachThe authors captured information about transformational leadership, work engagement, creative performance and autonomy, using an experimental design and surveys among a sample of managers. They modeled the first-stage moderated mediation effect using Hayes' PROCESS macro.FindingsThe results confirm that transformational leadership is positively related to creative performance in managers. This mediation effect is partially explained by work engagement. Interestingly, autonomy was a significant moderator of the mediation effect.Practical implicationsThe findings suggest that learning to practice transformational leadership will positively move companies to increase managers' work engagement and creative performance. These outcomes have been associated with higher productivity and long-term satisfaction, which are predictors of an organization's effectiveness.Originality/valueThis paper closes a gap between transformational leadership and job demands-resources (JD-R) theory by providing evidence on the effects of transformational leadership, work engagement and autonomy on managers' creative performance. The authors supplement existing empirical tests by adopting an experimental design to eliminate potential alternative explanations.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48402845","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The effects of gender diversity in boards of directors on the number of female managers promoted","authors":"Hyondong Kim, Youngsang Kim","doi":"10.1108/bjm-01-2022-0035","DOIUrl":"https://doi.org/10.1108/bjm-01-2022-0035","url":null,"abstract":"PurposeThis study elaborates on the process through which gender-diverse boards of directors increase representation of females in management positions. This study draws on the gender spillover effect to examine whether gender diversity on boards of directors significantly influences the number of women promoted to managerial positions. The authors also employ implicit quota theory to examine the interaction effects of female board directors and their related strategies to target female customers as a source of female talent on the promotion numbers of female managers.Design/methodology/approachThe authors draw from female manager panel data surveyed and gathered by the Korean Women Development Institute (KWDI), a Korean government-sponsored research institution, for the period 2008–2014. The total sample, comprising 5 biannual waves, includes 906 Korean companies across four wage rates. The authors apply zero-inflated negative binomial regression analyses to examine the effects of gender diversity on board director positions and its interactions with strategies targeting female markets on the number of female managerial promotions.FindingsThe authors find that gender diversity on boards of directors is positively related to the number of female managers promoted. Furthermore, in corporations where gender is not relevant to firms' strategy and decision-making, broader gender diversity increases the number of female managers promoted at lower- but not higher-level positions.Originality/valueThe current study demonstrates the complex role of gender diversity in board director positions in initiating and promoting the career development of female managers. On the one hand, gender diversity in board director positions has spillover effects on women's representation in management positions. On the other hand, female board directors impede the career progress of senior female managers to maintain their status in quotas when the female market is not critical to firms' competitiveness. Therefore, it is crucial to integrate two different concepts about gender diversity—the gender spillover effect and implicit quota theory—that elaborate on the effects of gender diversity in board director positions on female manager promotion numbers.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48500157","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Linking open innovation and competitive advantage: the roles of corporate risk management and organisational strategy","authors":"Orlando Lima Rua, Francisco Musiello-Neto, Mario Arias-Oliva","doi":"10.1108/bjm-08-2021-0309","DOIUrl":"https://doi.org/10.1108/bjm-08-2021-0309","url":null,"abstract":"PurposeThis study aims to analyse the effects of (1) open innovation on corporate risk management, organisational strategy and competitive advantage, (2) corporate risk management on organisational strategy, and (3) organisational strategy on competitive advantage. In addition, it assesses (4) the mediating effects of corporate risk management on the relationship between open innovation and organisational strategy.Design/methodology/approachThis exploratory and transversal study takes a quantitative methodological approach based on survey data from 251 hotel executive directors from Portuguese small and medium-sized enterprises (SMEs).FindingsThe results confirm relationships between open innovation and corporate risk management, organisational strategy, and competitive advantage. They also confirm the importance of corporate risk management for organisational strategy and organisational strategy for achieving competitive advantage. The research demonstrates that corporate risk management has a mediating effect between open innovation and organisational strategy.Research limitations/implicationsThe present study proposes a model which provides better knowledge of the relationships between open innovation, corporate risk management, organisational strategy and competitive advantage. The model uses various scales to create a robust analytical measurement instrument. This research provides an in-depth analysis of the psychometric properties of the structural model’s latent variables through PLS-SEM and shows the differentiated paths of the endogenous and exogenous constructs. Finally, the importance of the role of open innovation in the process of attracting the resources necessary, that is, organisational and technological resources, to successfully operate in the hotel sector is highlighted. Thus, this research fills existing gaps in the literature.Practical implicationsThis research can contribute to the development of new instruments and programmes to improve the operational performance of SMEs in the hospitality sector. Understanding the relationship between the constructs will allow top managers to strengthen corporate resources, technologies and dynamic capabilities, and to promote entrepreneurial policies to enhance the relationship between open innovation and competitive advantage. Ultimately, the results of this study will allow governments, national, regional and local, to create policies, programmes and incentives to help firms adopt or extend the open innovation model, thus promoting the exchange of internal and external knowledge and strengthening the dynamics of the business ecosystem.Originality/valueThe paper discloses the relationships between open innovation, corporate risk management, organisational strategy, and competitive advantage, by identifying the main characteristics of the constructs and revealing the linkage between them. This pioneering study analyses the mediating effect of corporate risk management between open innov","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46338669","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Individual, job, and organizational dimensions of work engagement: evidence from the tourism industry","authors":"Ariadna Monje Amor, Nuria Calvo","doi":"10.1108/bjm-03-2022-0110","DOIUrl":"https://doi.org/10.1108/bjm-03-2022-0110","url":null,"abstract":"PurposeThis qualitative study investigates how employees and managers perceive work engagement and the role of intangible factors (e.g. task variety, support, and clarity) involved in the motivational process of engagement.Design/methodology/approachA sample of employees working in four organizations in the tourism industry were interviewed. Inductive thematic analysis was used to analyze the results.FindingsThe results reveal that several intangible and contextual factors (e.g. challenging and varied tasks, good relationships at work, and inspiring leaders) are more relevant to work engagement than extrinsic motivators. Engaged individuals are positive, show a personal attachment to their work roles and colleagues, and have a cognitive aspect derived from their effort.Originality/valueAn integrated model of work engagement–disengagement underpinned by factors at the individual, job, and organizational level is suggested as a synthesis of the main research results and can serve as a solid foundation for creating better future workplaces. This study contributes to the understanding of employee behaviors and organizations at work by discussing and empirically exploring the role of work engagement as a driver of differentiation among companies in the tourism industry in Galicia (Spanish region).","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45692009","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Does organisational politics always hurt employee performance? Moderating–mediating model","authors":"Dariusz Turek","doi":"10.1108/bjm-09-2021-0338","DOIUrl":"https://doi.org/10.1108/bjm-09-2021-0338","url":null,"abstract":"PurposeDrawing on the job demands-resources theory, this study investigates the mediating role of job satisfaction and the moderating roles of abusive supervision and perceived organisational support (POS) in the relationship between perception of organisational politics (POP) and employee job performance. This study hypothesised that employees with high POS and low abusive supervision can function effectively even in organisations with a high level of organisational politics.Design/methodology/approachThe study was conducted anonymously on 408 employees, from companies operating in Poland which were completed using the computer-assisted telephone interview method. Statistical verifications of the moderation and mediation analyses were conducted with PROCESS macro.FindingsThe results showed that a high level of POP does not diminish employee performance when employees perceive low levels of abusive supervision and a high level of POS. Furthermore, the results revealed that job satisfaction mediates between POP and employee performance.Originality/valueThis study integrated research on politics, abusive supervision and POS to examine the collective impact of these variables on employee performance. The findings have important implications in terms of the potential buffering that can be applied to reduce the negative impacts resulting from POP.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":null,"pages":null},"PeriodicalIF":3.1,"publicationDate":"2022-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43416134","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}