Carlo Odoardi

The impact of feedback from job and task autonomy in the relationship between dispositional resistance to change and innovative work behaviour

Building on an interactionist approach, the present study investigated the moderating role of two task design characteristics, namely task autonomy and feedback from job, in the relationship between dispositional resistance to change and innovative work behaviour. Consistent with a trait activation perspective, it was specifically hypothesized that dispositional resistance to change would have a stronger, positive association with innovative performance when autonomy and feedback were high than when they were low. In a sample of 270 employees from the public sector, task autonomy was found to significantly interact with both composite resistance to change and with three of the four dimensions (routine seeking, short-term thinking, and emotional reaction). Simple slope analyses specifically revealed that individuals high in short-term thinking and emotional reaction exhibited positive relationships with innovative behaviour only in the case of high task autonomy, whereas in the case of low autonomy the relationship was nonsignificant. Furthermore, feedback from job was found to moderate the relationship between overarching dispositional resistance to change, short-term thinking, and emotional reaction, on one hand, and innovative performance, on the other, such that a positive and significant association emerged only in the case of high feedback.

Linking managerial practices and leadership style to innovative work behavior: The role of group and psychological processes

Purpose – The purpose of this paper is to propose and test a theoretical model linking individual perceptions of participative leadership style and managerial practices (i.e. teamwork and information sharing) to individual innovative behavior through the mediating mechanisms of: perceptions of team support for innovation and team vision; and psychological empowerment. Design/methodology/approach – Self-report data were collected from 394 employees working in five organizations. Structural equation models were conducted to empirically test the hypothesized research model. Findings – As hypothesized, participative leadership, teamwork and information sharing positively predicted perceptions of team support for innovation and team vision, which in turn fostered psychological empowerment. The latter was further positively associated with innovative performance. Practical implications – The results of the present study inform management of the group processes (i.e. team vision and support for innovation) that ...

Proposal for a Version of MWMS Across Mediterranean Countries: A Validation Study in Greece, Italy, and Spain

Self-determination theory introduces a multidimensional view of motivation and explains how the different types of motivation can be promoted or hindered. Following Gagné et al. (2014), the purpose of this study was to create an abbreviated version of the Multidimensional Work Motivation Scale (MWMS) and to study the psychometric properties of the instrument using data from 1,035 workers from three Mediterranean countries (Greece, Italy, and Spain). Factorial analyses indicated that the 18-item scale has the same factor structure across the three Mediterranean languages, reflecting common cultural idiosyncrasies and influences. Convergent and discriminant validity indicated that intrinsic and integrated forms of autonomous motivation had a positive relationship with job satisfaction, affective and normative commitment, prosocial behavior, perceived organizational support, job autonomy, and leader-member exchange. Controlled forms of motivation (e.g., social and material) were unrelated or negatively related to most of the variables examined, with the exception of continuance commitment (positive association). Lastly, amotivation was negatively related to all employee-related variables, except for continuance commitment. Practical implications and suggestions for the development of future research based on self-determination theory are discussed.

Organizational Respect as Mediator Between the Ideological Psychological Contract and Workers’ Job Satisfaction: Empirical Findings from the Social Enterprise Sector

Abstract Corporate scandals, financial crises, and/or management decisions driven exclusively by shareholders’ interests have led to massive layouts. For-profit organizations and employment relationships based on transactional exchanges have been losing credibility. Hence, non-profit organizations, social enterprises, and ideologically driven work contracts are calling the attention of researchers from different disciplines. This paper presents an empirical research on the psychological ideological contents of the employee–employer relationship. The study was conducted in 19 organizations pertaining to the social enterprise sector. Using an exploratory structural equation modeling, the ideological components of the psychological contract and some of its behavioral and attitudinal consequences were explored. The findings suggest that, within social enterprises, the ideological components of the employee–employer relationship have a positive influence on both perceptions of respect and job satisfaction. Finally, theoretical and practical implications, as well as directions for future research on psychological contracts in the social enterprise sector, are presented.

The relationship between proactive goal generation and innovative behaviour at work

Purpose – The purpose of this paper is to propose and verify a motivational aspect of goal-based innovation that accounts for the effect of goal-directed self-regulation processes on innovative behavior. Its purpose is to extend present knowledge of the motivational antecedents to innovation at work. Additionally, the study assesses the extent to which the positive effect of the proactive generation of goals may increase as a result of role breadth self-efficacy (RBSE) (defined as individuals’ perceived capacities to exercise proactive, interpersonal, and integrative activities above and beyond the formal requirements of their job descriptions (Parker, 1998; Parker et al., 2006). Design/methodology/approach – A survey was conducted with a sample of 395 male and female administrative employees in two institutions in central Italy (city hall). Findings – The results confirmed the two hypotheses: proactive goal generation was a strong predictor of individual work innovative behavior and the RBSE as a psychol...

CAUSE-FIT, POSITIVE ATTITUDES AND BEHAVIORS WITHIN HYBRID COLOMBIAN ORGANIZATIONS

Las empresas orientadas hacia lo social proveen reconocimiento social y sustento para comunidades en situacion de desventaja. En algunos casos, estas empresas son el resultado de programas de Responsabilidad Social Empresarial (RSE). En America Latina, este tipo de emprendimiento ha respondido positivamente a necesidades sociales. Los recursos humanos de dichas empresas estan altamente motivados por la mision social de la organizacion y le dan mucho valor al grado en el cual la empresa se ajusta a esta. El presente articulo presenta una investigacion empirica acerca del ajuste de dichas organizaciones a su mision social y el efecto que este tiene sobre las actitudes y comportamientos de los trabajadores. El estudio se baso en la teoria del contrato psicologico. Los empleados de una empresa colombiana hibrida (animo de lucro/ orientacion social) creada a partir de una iniciativa de RSE participaron en la investigacion. Los datos fueron analizados a traves de la modelacion por ecuaciones estructurales (PLS). Los resultados indican que el ajuste de las organizaciones hibridas a su mision social tiene efectos positivos sobre la satisfaccion de los trabajadores y sobre comportamientos colaborativos hacia la empresa.Socially oriented ventures have provided livelihoods and social recognition to disadvantaged communities in different corners of the world. In some cases, these ventures are the result of Corporate Social Responsibility (CSR) programs. In Latin America, this type of undertaking has responded positively to unmet social needs. The social cause drives these organizations and their human resources and they give high value to organizational cause-fit. This paper presents empirical evidence of the effects of perceived cause-fit on several worker attitudes and behaviors. Psychological contract theory was adopted as theoretical background. Employees working in a hybrid (for-profit/socially oriented) Colombian organization created by a CSR program participated in the survey. Data provided by 218 employees were analyzed using PLS structural equation modeling. The results suggest the ideological components of the employee-employer relationship predict positive attitudes and cooperative organizational behaviors towards hybrid organizations.

European Social Enterprises, Still an Epitome of Benevolent Enterprises? The Employees’ Perspective

ABSTRACT This paper presents a comparative study in terms of two ethical climate dimensions and affective organizational commitment. The employees of a confederation of social enterprises and a socially sustainable firm participated in the study. The multi-group exploratory factor approach was used to analyse the data. The findings of the study suggest that differences that exist in self-interest and social responsibility climates are not clear when comparing social enterprises and sustainable firms. Furthermore, the results showed that the size of the effect of these two types of ethical climates on affective organizational commitment varies from one type of organization to the other.

Adesão à causa, atitudes e comportamentos positivos nas organizações híbridas colombianas

Las empresas orientadas hacia lo social proveen reconocimiento social y sustento para comunidades en situacion de desventaja. En algunos casos, estas empresas son el resultado de programas de Responsabilidad Social Empresarial (RSE). En America Latina, este tipo de emprendimiento ha respondido positivamente a necesidades sociales. Los recursos humanos de dichas empresas estan altamente motivados por la mision social de la organizacion y le dan mucho valor al grado en el cual la empresa se ajusta a esta. El presente articulo presenta una investigacion empirica acerca del ajuste de dichas organizaciones a su mision social y el efecto que este tiene sobre las actitudes y comportamientos de los trabajadores. El estudio se baso en la teoria del contrato psicologico. Los empleados de una empresa colombiana hibrida (animo de lucro/ orientacion social) creada a partir de una iniciativa de RSE participaron en la investigacion. Los datos fueron analizados a traves de la modelacion por ecuaciones estructurales (PLS). Los resultados indican que el ajuste de las organizaciones hibridas a su mision social tiene efectos positivos sobre la satisfaccion de los trabajadores y sobre comportamientos colaborativos hacia la empresa.Socially oriented ventures have provided livelihoods and social recognition to disadvantaged communities in different corners of the world. In some cases, these ventures are the result of Corporate Social Responsibility (CSR) programs. In Latin America, this type of undertaking has responded positively to unmet social needs. The social cause drives these organizations and their human resources and they give high value to organizational cause-fit. This paper presents empirical evidence of the effects of perceived cause-fit on several worker attitudes and behaviors. Psychological contract theory was adopted as theoretical background. Employees working in a hybrid (for-profit/socially oriented) Colombian organization created by a CSR program participated in the survey. Data provided by 218 employees were analyzed using PLS structural equation modeling. The results suggest the ideological components of the employee-employer relationship predict positive attitudes and cooperative organizational behaviors towards hybrid organizations.

Adhesión a la causa, actitudes y comportamientos positivos en organizaciones híbridas colombianas

Las empresas orientadas hacia lo social proveen reconocimiento social y sustento para comunidades en situacion de desventaja. En algunos casos, estas empresas son el resultado de programas de Responsabilidad Social Empresarial (RSE). En America Latina, este tipo de emprendimiento ha respondido positivamente a necesidades sociales. Los recursos humanos de dichas empresas estan altamente motivados por la mision social de la organizacion y le dan mucho valor al grado en el cual la empresa se ajusta a esta. El presente articulo presenta una investigacion empirica acerca del ajuste de dichas organizaciones a su mision social y el efecto que este tiene sobre las actitudes y comportamientos de los trabajadores. El estudio se baso en la teoria del contrato psicologico. Los empleados de una empresa colombiana hibrida (animo de lucro/ orientacion social) creada a partir de una iniciativa de RSE participaron en la investigacion. Los datos fueron analizados a traves de la modelacion por ecuaciones estructurales (PLS). Los resultados indican que el ajuste de las organizaciones hibridas a su mision social tiene efectos positivos sobre la satisfaccion de los trabajadores y sobre comportamientos colaborativos hacia la empresa.Socially oriented ventures have provided livelihoods and social recognition to disadvantaged communities in different corners of the world. In some cases, these ventures are the result of Corporate Social Responsibility (CSR) programs. In Latin America, this type of undertaking has responded positively to unmet social needs. The social cause drives these organizations and their human resources and they give high value to organizational cause-fit. This paper presents empirical evidence of the effects of perceived cause-fit on several worker attitudes and behaviors. Psychological contract theory was adopted as theoretical background. Employees working in a hybrid (for-profit/socially oriented) Colombian organization created by a CSR program participated in the survey. Data provided by 218 employees were analyzed using PLS structural equation modeling. The results suggest the ideological components of the employee-employer relationship predict positive attitudes and cooperative organizational behaviors towards hybrid organizations.

Sentiment de responsabilité pour le changement et l'innovation dans le contexte du comportement de santé : le rôle de la charge de travail cognitive, le leadership, l’autonomisation et la personnalité proactive

Resume L’innovation est une des reponses organisationnelles possibles au contexte competitif global qui caracterise le milieu socio-economique. Celle-ci constitue une condition cle pour favoriser et affronter des standards d’efficacite eleves, fondamentaux pour la survie et le bon fonctionnement des organisations. La presente recherche, realisee dans une organisation de sante, s’est fixee comme objectif l’exploration des relations entre le comportement innovateur au travail et trois antecedents (personnalite proactive, charge de travail cognitive et leadership empowering) en s’efforcant de conserver une perspective qui prenne en compte l’interaction entre des facteurs individuels et des facteurs organisationnels. Ces relations ont ete analysees en considerant comme mediateur le sentiment de responsabilite a l’egard du changement, c’est- a-dire un sentiment individuel qui fait qu’une personne se sent responsable dans la realisation de transformations inedites et constructives.