Robert M. Verburg

HRM, Communication, Satisfaction, and Perceived Performance A Cross-Level Test

Employee perceptions of HR practices are often assumed to play an important mediating role in the relationship between HR systems and HR outcomes. In a multisource, multilevel study of 2,063 employees and 449 managers in 119 branches of a single large firm, the authors tested how managers’ perceptions of the HR practices implemented in the unit relate to employee perceptions of these HR practices. The authors’ main aim is to explore managers’ communication quality as a moderator of the relationship between manager-rated and employee-rated HR practices. They also tested whether perceived human resource management (HRM) perceptions in turn relate to perceived unit performance and satisfaction. Multilevel structural equation modeling analyses showed that HRM perceptions mediated the relationship between implemented HRM and both satisfaction and unit performance and that communication moderated the relationship between manager-rated and employee-rated HRM. These findings contribute to scholars’ understanding of how HRM affects employee-related outcomes.

The role of organizational control systems in employees’ organizational trust and performance outcomes

This study examined how organizational control is related to employees’ organizational trust. We specifically focus on how different forms of control (process, outcome, and normative) relate to employees’ trust in their employing organizations and examine whether such trust in turn relates positively to employee job performance (task performance and organizational citizenship behavior). In addition, and in response to the recommendations of past research, we examined these relationships in a high control and compliance-based cultural context. Using data from 105 employee–supervisor dyads from professional services firms in Singapore, we find support for our hypothesized model. The implications of the results for theory and practice, and directions for future research, are discussed.

Barriers to innovation within large financial services firms : An in-depth study into disruptive and radical innovation projects at a bank

Purpose Since the 2008 financial crisis, the financial industry is in need of innovation to increase stability and improve quality of services. The purpose of this paper is to explore internal barriers that influence the effectiveness of projects within large financial services firms focussing on potentially disruptive and radical innovations. While literature has generally focused on barriers within traditional technology and manufacturing firms, few researchers have identified barriers for these type of firms. Design/methodology/approach A framework of internal barriers was developed and validated by means of an explorative case study. Data were collected at a European bank by exploring how innovation is organized and what barriers influence effectiveness of eight innovation projects. Findings Six items were identified as key barrier for potentially disruptive and radical innovations (e.g. traditional risk-avoidance focus, and inertia caused by systems architecture). As such, in the sample these were more important than traditionally defined barriers such as sources of finance, and lacking exploration competences. Research limitations/implications Based on a small number of projects within one firm, the results highlight the need for more in-depth research on the effects of barriers and how barriers can be overcome within this industry. Originality/value The results show that there is a discrepancy between the societal demand for radical change within the financial industry and the ability of large financial services firms to innovate. The study identifies which unique internal barriers hamper potentially disruptive and radical innovation in large financial services firms.

Towards the actors' occupational movements of technical innovation system

Linkage between science, engineering and technology creates and develops an academic program which includes a broad function from basic research to management of products and processes, called Technology and Innovation Management (TIM), with the aim of knowledge creation within innovation networks and subsequently, to advance humanities and develop economy. Nevertheless, given the relatively nascent nature of the TIM field, especially with respect to more established disciplines such as engineering, the occupations available to the individual actors of technical innovation networks remain unknown. As a preliminary step to addressing this gap, we identified individuals in innovation network employed in the Eindhoven province of the Netherlands, and studied what type of activities in their occupational movement they undertook. Further, we studied their linked-in profiles, which in many additional cases provides more useful information of the same type. The study results show an occupational movement typology that contains three types of paths available to the individuals - single, dual, and hybrid - pronounced by technical, managerial, entrepreneurial, consultancy, and academic occupations. The results reveal that more than half of the target sample follow a hybrid occupational movements, underlined primarily by technical activities across their work histories. We conclude our paper with implications for future research.