Katarina Katja Mihelič

Interactive effects of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity

Purpose Drawing on role theory, the purpose of this paper is to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this, it explores a three-way interaction of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity. Design/methodology/approach The paper reports a quantitative study of 251 employees from a European company. An online survey was used to collect data. The proposed hypotheses were tested using moderated hierarchical regression analysis. Findings Results demonstrate a U-shaped curvilinear relationship between perceived time pressure and creativity. Results further confirm the proposed three-way interaction of perceived time pressure, SWFB, and LMX as joint predictors of creativity. Research limitations/implications The cross-sectional research design limits the ability to demonstrate causality. Moreover, the data were collected from a single source causing concern for common method bias. Nonetheless, recent research suggests that common method bias cannot create an artificial interaction effect. Originality/value This study is one of the rare attempts to examine a curvilinear relationship between perceived time pressure and creativity. Moreover, it contributes to the work-family literature by providing the first empirical examination of the linkage between SWFB and creativity. Furthermore, the authors find a three-way interaction between time pressure, SWFB and LMX, and creativity. These findings broaden our understanding of how personal and contextual factors interact to foster creativity.

Commitment to life roles and work-family conflict among managers in a post-socialist country

– The purpose of this paper is to contribute to work-family literature by examining antecedents and outcomes of work-family and family-work conflict (FWC) in an under-researched post-socialist country. Building on the conservation of resources theory and identity theory, the conceptual model tests relationships among occupational and marital commitment, two types of work-family conflict (WFC) and FWC, and domain satisfaction. , – Data were collected using a self-report survey filled out by married top and middle managers from Slovenia, a Central and Eastern European country. Hypotheses were tested with structural equation modelling. , – While occupational commitment was positively related to perceived time- and strain-based WFC, no support was found for the path between marital commitment and the two types of FWC. The results further reveal that although time- and strain-based FWC were related to career satisfaction, only time-based WFC was associated with marital satisfaction. , – A cross-sectional research design and the validation of the model using a managerial sample limit generalizability. The study points to the relevance of the institutional and cultural context regarding interpretation of links between established concepts. , – The study advances knowledge concerning WFC and FWC in a country that has undergone a process of transition from a socialist regime to a free-market economy. It adopts an integrative perspective and encompasses managers’ professional, as well as personal domains. The study tests how theories developed with samples from traditional capitalist countries apply to post-socialist countries, characterized by disparate values, norms, and societal expectations.

Knowledge sharing between different generations of employees: an example from Slovenia

Knowledge is increasingly being recognised as a valuable asset within organisations since it is an important building block of their competitive advantage. However, unless knowledge is shared among employees, organisations may fail to make the most of their intellectual capital. Of particular interest is the sharing of knowledge between employees belonging to different generational cohorts, since each of them possesses unique competencies. The study investigates how selected individual factors (i.e. willingness, motivation, communication, collaboration) impact upon the sharing of own knowledge with co-workers. In addition, it analyses the perceptions of the amount of knowledge shared through cross-generational mentoring relationships. A web-based survey was used to obtain the data from 268 employees. Findings indicate that while motivation and willingness significantly influence knowledge sharing, communication and collaboration exhibit insignificant relationships. Furthermore, respondents, both younger and older, report that the amount of knowledge received in mentoring processes is less than what is desired.

Work-family interface, job satisfaction and turnover intention

Purpose – The purpose of this paper is to examine the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country. Design/methodology/approach – This study examined the role of work-family and family-work conflict and enrichment in predicting job satisfaction and its subsequent relation with turnover intentions in a transition country. Findings – While work-family enrichment was significantly and positively related to job satisfaction, family-work enrichment was not. A similar pattern was observed for conflict, whereby only work-family conflict exhibited a positive relation to job satisfaction. Moreover, job satisfaction partially mediated the relationships between work-family interface and turnover intentions. The results revealed indirect effects of work-family enrichment and work-family conflict on turnover intentions. Originality/value – This study is unique because it tested the relationships a...

Turning a Blind Eye: A Study of Peer Reporting in a Business School Setting

This article examines student peer reporting by extending the findings from the business ethics and higher education literature. In the conceptual model we propose that reflective moral attentiveness, subjective knowledge of the code of ethics, and academic dishonesty beliefs antecede ethical judgment of peer reporting, which impacts intentions to report peers’ unethical behavior. The relationships are tested using structural equation modeling. The findings indicate that moral attentiveness significantly influences ethical judgment, which in turn affects intention. The relationship between beliefs about academic dishonesty and ethical judgment is partially supported. Based on these results, suggestions for higher education institutions are provided.

Knowing Me is the Key: Implications of Anticipatory Psychological Contract for Millennials’ Retention

Millennial talents are an important source of competitive advantage in an increasingly digitalized and globalized business environment. However, many employers report challenges related to attracting, managing and especially retaining young talents. Often, individual preferences and needs are not known and(or) sufficiently considered, which creates tensions and increases the risk of losing young talents. We explore Millennials’ employment expectations with the anticipatory psychological contract in two under investigated contexts—Central and Eastern Europe and East Asia. A quantitative research design is used to analyse the features of anticipatory psychological contract, employing samples of undergraduate business students. Findings reveal that Millennials prefer balanced types of anticipatory psychological contract for both employee and employer obligations, followed by relational and transactional types. The analysis uncovered certain regional differences as well. In addition, potential psychological contract breach situations are identified for a Slovenian sample when comparing students’ and employers’ expectations. Based on these insights we propose relevant retention strategies and practices for young talent retention.

“Dear Employer, Let Me Introduce Myself” – Flow, Satisfaction with Work–Life Balance and Millennials’ Creativity

With creativity being recognised as a key driver of organizational success, organizations emphasize the need for their employees to be creative and to work long hours. This article takes a step toward understanding the factors contributing to the creativity of millennials, a generation pursuing meaningful work and cherishing a work–life balance. In Study 1 (n = 238), the relationships between creativity, flow, satisfaction with work–life balance and job crafting were explored; in Study 2 (n = 120) the focus was on examining flow as the mediator in the relationship between satisfaction with work–life balance and creativity. In experimental Study 3 (n = 90), the findings from Study 2 were replicated. Overall, the results of the three studies established flow as the mediating variable and demonstrated the beneficial role of satisfaction with the work–life balance and job crafting in the process leading to creativity.

Individual Learning Styles and Creativity

Business schools are in need of developing creative graduates. This article explores how creativity among business students can be stimulated. Because a considerable amount of knowledge is required for creative ideas to emerge, the learning process has a significant impact on creativity. This, in turn, indicates that learning style is important for creative performance. In addition to exploring the relationship between learning styles and creativity, the research reported here tested self-efficacy and enjoyment as mediators. One hundred and fifty students participated in this study. Hierarchical regression analysis indicated that independent and collaborative learning styles were associated with higher creativity. Although the independent learning style-creativity relationship was mediated by self-efficacy, the collaborative learning style-creativity relationship was partially mediated by enjoyment of the learning process. Implications for business education are discussed.