The Experts below are selected from a list of 69783 Experts worldwide ranked by ideXlab platform
Andre Luiz Sica De Campos - One of the best experts on this subject based on the ideXlab platform.
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content to be sad or runaway apprentice the psychological contract and career agency of young scientists in the entrepreneurial university
Human Relations, 2015Co-Authors: Alice Lam, Andre Luiz Sica De CamposAbstract:This article examines employee agency in psychological contracts by exploring how young scientists proactively shape their careers in response to unmet expectations induced by academic entrepreneurialism. It uses the lens of social exchange to examine their relationships with the professors engaged in two types of activities: collaborative research characterized by diffuse/reciprocal exchange, and commercial ventures, by restricted/negotiated exchange. These two categories show how career agency varies in orientation, form and behavioural outcome depending on the Relational Context within which their psychological contracts evolve. Those involved in collaborative research experienced a Relational psychological contract and responded to unfulfilled career promises by ‘extended investment’ in their current jobs. They use ‘proxy agency’ by enlisting the support of their professors. However, some become ‘trapped’ in perennial temporary employment and are ‘content to be sad’. By contrast, those involved in res...
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content to be sad or runaway apprentice the psychological contract and career agency of young scientists in the entrepreneurial university
Research Papers in Economics, 2014Co-Authors: Alice Lam, Andre Luiz Sica De CamposAbstract:This article examines employee agency in psychological contracts by exploring how young scientists proactively shape their careers in response to unmet expectations induced by academic entrepreneurialism. It uses the lens of social exchange to examine their relationships with the professors engaged in two types of activities: collaborative research characterized by diffuse/reciprocal exchange, and commercial ventures, by restricted/negotiated exchange. These two categories show how career agency varies in orientation, form and behavioural outcome depending on the Relational Context within which their psychological contracts evolve. Those involved in collaborative research experienced a Relational psychological contract and responded to unfulfilled career promises by ‘extended investment’ in their current jobs. They use ‘proxy agency’ by enlisting the support of their professors. However, some become ‘trapped’ in perennial temporary employment and are ‘content to be sad’. By contrast, those involved in research commercialization experienced a transactional contract and assert ‘personal agency’ by crafting their own entrepreneurial careers. They are ‘runaways’ who seek autonomy. The evidence is based on interviews with 24 doctoral/postdoctoral researchers and 16 professors from three leading UK universities. The study extends psychological contract theory by incorporating career agency and sheds new light on changing academic careers.
Sa Sarker - One of the best experts on this subject based on the ideXlab platform.
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knowledge transfer among face to face information systems development team members examining the role of knowledge source and Relational Context
Hawaii International Conference on System Sciences, 2004Co-Authors: K D Joshi, Sa SarkerAbstract:Knowledge transfer has been proclaimed as one of the most critical knowledge management activities in the current information age where organizations have to continually learn and continually innovate to remain competitive. Research in the area of knowledge transfer has been conducted in many settings and for various objectives. However, limited attention has been directed towards examining the role of knowledge transfer in information systems development projects (ISD). In this study we empirically examine the impact of source Context, knowledge Context, and relation Context on the process of knowledge transfer among ISD face to face team members. Specifically, we test the impact of ISD team member's capability, credibility, and extent of communication on the process of knowledge transfer. Our findings suggest that in face to face ISD teams, an individual is perceived to transfer a significant amount of knowledge to his/her team members if an individual extensively interacts with other team members and is perceived as reasonably credible. Interestingly, an individual's task related capability did not affect knowledge transfer.
Alice Lam - One of the best experts on this subject based on the ideXlab platform.
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content to be sad or runaway apprentice the psychological contract and career agency of young scientists in the entrepreneurial university
Human Relations, 2015Co-Authors: Alice Lam, Andre Luiz Sica De CamposAbstract:This article examines employee agency in psychological contracts by exploring how young scientists proactively shape their careers in response to unmet expectations induced by academic entrepreneurialism. It uses the lens of social exchange to examine their relationships with the professors engaged in two types of activities: collaborative research characterized by diffuse/reciprocal exchange, and commercial ventures, by restricted/negotiated exchange. These two categories show how career agency varies in orientation, form and behavioural outcome depending on the Relational Context within which their psychological contracts evolve. Those involved in collaborative research experienced a Relational psychological contract and responded to unfulfilled career promises by ‘extended investment’ in their current jobs. They use ‘proxy agency’ by enlisting the support of their professors. However, some become ‘trapped’ in perennial temporary employment and are ‘content to be sad’. By contrast, those involved in res...
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content to be sad or runaway apprentice the psychological contract and career agency of young scientists in the entrepreneurial university
Research Papers in Economics, 2014Co-Authors: Alice Lam, Andre Luiz Sica De CamposAbstract:This article examines employee agency in psychological contracts by exploring how young scientists proactively shape their careers in response to unmet expectations induced by academic entrepreneurialism. It uses the lens of social exchange to examine their relationships with the professors engaged in two types of activities: collaborative research characterized by diffuse/reciprocal exchange, and commercial ventures, by restricted/negotiated exchange. These two categories show how career agency varies in orientation, form and behavioural outcome depending on the Relational Context within which their psychological contracts evolve. Those involved in collaborative research experienced a Relational psychological contract and responded to unfulfilled career promises by ‘extended investment’ in their current jobs. They use ‘proxy agency’ by enlisting the support of their professors. However, some become ‘trapped’ in perennial temporary employment and are ‘content to be sad’. By contrast, those involved in research commercialization experienced a transactional contract and assert ‘personal agency’ by crafting their own entrepreneurial careers. They are ‘runaways’ who seek autonomy. The evidence is based on interviews with 24 doctoral/postdoctoral researchers and 16 professors from three leading UK universities. The study extends psychological contract theory by incorporating career agency and sheds new light on changing academic careers.
Tom J Brown - One of the best experts on this subject based on the ideXlab platform.
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a cross lagged test of the association between customer satisfaction and employee job satisfaction in a Relational Context
Journal of Applied Psychology, 2016Co-Authors: Alex R Zablah, Brad D Carlson, Todd D Donavan, James G Maxham, Tom J BrownAbstract:Due to its practical importance, the relationship between customer satisfaction and frontline employee (FLE) job satisfaction has received significant attention in the literature. Numerous studies to date confirm that the constructs are related and rely on this empirical finding to infer support for the "inside-out" effect of FLE job satisfaction on customer satisfaction. In doing so, prior studies ignore the possibility that-as suggested by the Service Profit Chain's satisfaction mirror-a portion of the observed empirical effect may be due to the "outside-in" impact of customer satisfaction on FLE job satisfaction. Consequently, both the magnitude and direction of the causal relationship between the constructs remain unclear. To address this oversight, this study builds on multisource data, including longitudinal satisfaction data provided by 49,242 customers and 1,470 FLEs from across 209 retail stores, to examine the association between FLE job satisfaction and customer satisfaction in a Context where service relationships are the norm. Consistent with predictions rooted in social exchange theory, the results reveal that (a) customer satisfaction and FLE job satisfaction are reciprocally related; (b) the outside-in effect of customer satisfaction on FLE job satisfaction is predominant (i.e., larger in magnitude than the inside-out effect); and (c) customer engagement determines the extent of this outside-in predominance. Contrary to common wisdom, the study's findings suggest that, in Relational Contexts, incentivizing FLEs to satisfy customers may prove to be more effective for enhancing FLE and customer outcomes than direct investments in FLE job satisfaction. (PsycINFO Database Record
Kevin Zheng Zhou - One of the best experts on this subject based on the ideXlab platform.
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how do incentives motivate absorptive capacity development the mediating role of employee learning and Relational contingencies
Journal of Business Research, 2018Co-Authors: Liwen Wang, Jane Zheng Zhao, Kevin Zheng ZhouAbstract:This study explores the antecedents of a firm's absorptive capacity by examining the role of innovation incentives. Building on expectancy theory and equity theory, we argue that innovation incentives enhance absorptive capacity through promoting employees learning; and the effectiveness of incentives is positively moderated by teamwork (i.e., horizontal relation) but negatively moderated by transformational leadership (i.e., vertical relation). To test our hypotheses, we employ a multi-respondent research design based on a sample of 102 Chinese automotive companies. The results show strong support for the hypotheses and demonstrate the positive impact of innovation incentives on a firm's absorptive capacity through the mediating role of employee learning, as well as the moderating effect of the Relational Context in shaping the influences of innovation incentives.
