Emotional Dynamics, Dialogue, And Organizational Innovativeness Of Indonesian Private Tv Stations

Currently, researchers tend to suggest a socially based approach to address the challenge of innovation rather than an economic approach which often fails to address the challenge. This study examines the relationship between emotional dynamics as an independent variable, organizational innovativeness as the dependent variable, and dialogue as a mediator in Indonesian private television broadcasting institutions. Data is collected from 132 respondents who are creative workers at Indonesian private tv stations. Prior to hypotheses testing, this study conducted a factor analysis to check the construct validity of all variables under study. This study used multiple regression analysis to examine direct relationships and two-step hierarchical regression to examine mediating effect. The results show that emotional dynamics have a significant effect on organizational innovativeness and dialogue. The results also show that dialogue partially mediates the relationship between emotional dynamics and organizational innovativeness. This study found that organizational innovativeness can be achieved by those who apply: an open culture, a climate of discussion about new ideas, and a climate of mutual respect. The study also reveals that dialogue is a very important tool that mediates the relationship between open culture and organizational innovativeness. This study proposes that organizational age and the influence of national culture need to be considered for further research on social-based innovation. Keywords: emotional dynamics, dialogue, organizational innovativeness, Indonesian private tv stations

HRM Policies’ Impact on Employees’ Employability: The Role of Age Climate and the Offering of Developmental Measures

How can (aging) individual employees continue to grow as persons, on the one hand, and contribute to their employing organizations in meaningful ways, on the other hand? In this article, we set out to study how two important instruments of human resource management—age climate and the offering of developmental measures—may help. We use path modeling to investigate the research model based on data of 208 respondents of both rural and urban regions in Austria. The results indicate that a positive organizational age climate has a positive influence on the offering of developmental measures and, subsequently, on employees’ employability. We emphasize the importance of facilitating developmental measures for staff of all ages, as well as the necessity to address the organizational age climate to successfully tackle the challenges of demographic change.

Former Employer’s Prestige, the TMT’s Post-Migration Rewards in the Biopharma Industry

Recruiters and researchers of TMT (top management teams) tend to emphasize the human capital and social capital of the executive in the interfirm migration, but they ignore the role of the former employer’s prestige. We address this issue to argue that the former employer’s organizational prestige attracts the recruiter’s attention to the TMT, and we propose that the TMT from high-prestige organization attracts high rewards than the TMT from a low-prestige organization. We used data from the biotechnology sector on 1,468 TMTs, their 1,482 hiring events, 783 recruiters, 168 source employers—in the interfirm movement of the TMTs from 1997 to 2005. We used three measures for predictors of the organizational prestige of the former employer, and the regression analysis shows some reflections of those predictors of rewards of the hired executive. The result shows that the organizational age, size, and alliance network of the former employer emit value signals to the recruiter. These components of organizational prestige predict increase in the rewards after controlling for the human capital of the TMT. The study contributes to organizational context as a predictor of value, institutional theory, and general implications for practice and policy.

Employable as We Age? A Systematic Review of Relationships Between Age Conceptualizations and Employability

This systematic review aimed to provide an overview of earlier research on the relationships between age conceptualizations (i.e., calendar age, organizational age, lifespan age, psychosocial age, and functional age) and indicators of employability. We have conducted a systematic literature search using PsycINFO, Academic Search Premier, Business Source Complete, CINAHL, ERIC, MEDLINE, and Science Direct. Two raters evaluated the articles and subsequently distinguished k = 41 studies that met the inclusion criteria for this systematic review. Our review revealed that many researchers adopted different operationalizations to measure employability (15 studies were based on an input- or competence-based measure of employability, 23 studies included an output- or labor market-based measure of employability, and three studies included a combination of both measures). Moreover, most studies included calendar age (40 studies, 97.6%) as indicator of aging at work, and were based on a cross-sectional design (34 studies, 82.9%; 17.1% a longitudinal design). Based on the Standardized Index of Convergence (SIC) method, different types of evidence were found for the relationships between age and the employability measures. For relationships between psychosocial age and lifespan age, on the one hand, and employability measures, on the other hand, too few studies were found to draw conclusions. Yet, for relationships between calendar age and labor market-based measures strong consistent negative relationships were found across the studies, and moderately strong positive relationships were found for functional age and labor market- based measures. For organizational age and both competence-based as well as labor market-based measures moderately strong negative relationships were found. We discuss the implications of these results and propose a research agenda for future studies.

Scaling the INGO: What the Development and Expansion of Canadian INGOs Tells Us

The literature on international non-governmental organizations (INGOs) has focused primarily on large INGOs, which capture the majority of total INGO spending but represent a small number of total INGOs. Over the past two decades, the number of INGOs has more than tripled throughout the global North, which has ushered in a decentralization of the sector as an emerging class of small- and medium-sized INGOs increasingly share the same space once occupied solely by large INGOs. This study focuses on these INGOs in transition to explore how they differ from large INGOs that receive significant government funding and their pathways to scale. Using an original dataset of 1371 Canadian INGOs, we explored comparative differences related to funding sources, overhead, organizational age, country coverage, staff, and religion between the transitioning and small-scale INGOs. Our results identified several general insights for how INGOs transition: (1) Large INGOs are less likely to articulate a religious motivation, which may impede government funding; (2) INGOs are more likely to be headquartered in Ontario, which is closer to federal government offices; (3) low overhead expenditures inhibit small-scale INGOs from transitioning to medium- and large-scale INGOs; (4) organizational age plays a critical factor to scale-up as INGOs increase their experience and expertise; (5) generous compensation to attract talented staff offers an under-valued pathway to scale. Finally, our results demonstrate the diversity among INGOs in Canada and problematizes singular scale-up pathways, while underscoring the necessity of future research to explore scaling strategies through individual case studies.

Insecurity versus immaturity: estimating the link between organizational age and indirect risks

PurposeThis study explores the role of firm age as a mediating variable in the link between performance and the risk of terrorism. Theoretically, there can be vulnerabilities, liabilities or learning effects associated with age.Design/methodology/approachThe empirical strategy uses randomness in the occurrence of successful terrorist incidents to estimate the hypothesized link in a sample of 1,600 Pakistani firms.FindingsThe results suggest a significant effect of terrorism for organizations lying beyond the 50th percentile of the age distribution. In addition to relevant controls – like size, ownership and location effects – the baseline results withstand alternative empirical specifications and the use of instrumental variables.Originality/valueThe study helps us understand the role of firm age in its performance, taking into account the presence of risks posed by weak law and order.

Startup Responses to Unexpected Events: The impact of the relative presence of improvisation

This study seeks to advance the literatures on organizational improvisation and unexpected events. It tackles the question of whether the relative presence of improvisation during a startup’s response to an ordinary, unexpected event affects the value of that response, an issue of clear importance given the ubiquity of unexpected events in startups. Improvisation in practice typically involves varying degrees of predesigned and extemporaneously designed activity. The study explores the dangers of simultaneously mixing predesigned actions and improvisational activity. It develops theory in the context of startups’ action streams in response to 141 unexpected events identified by field informants. Results from hypothesis tests support theory that the relative presence of improvisation in an action stream in response to an unexpected event will have a U-shaped impact on its success resolving that event: a mixed presence shows relatively poorer outcomes than either concentrated predesigned action or a high presence of improvisation. The study also extends prior work by theorizing and finding evidence that two sources of organizational memory—firm-specific experience (proxied by organizational age) and nonfirm-specific experience (proxied by founders’ business experience prior to founding)—moderate the value of the presence of improvisation in response to unexpected events in different ways, consistent with greater challenges to rapidly integrating varied knowledge. Finally, it contributes to understanding of improvisation patterns in response to ordinary, unexpected events, suggests areas for additional research, and offers managerial implications for startups such as the value of deliberately raising shared awareness of shifts to organizational improvisation.

Entrenchment in status positions and the adoption of new norm-deviant organizational practices: Evidence from the Japanese banking industry, 1983–2005

We examine the effect of status entrenchment on the adoption of new norm-deviant organizational practices. Identifying organizational age and status mobility as factors affecting entrenchment, we extend the middle-status conformity theory by explicating how entrenchment moderates the relationship between status and adoption. Using original data from the Japanese loan syndication market, we show that young and new-in-status banks have a lower propensity to follow status-based adoption behavior than actors entrenched in the same status positions. We discuss implication of these results for the understanding of new practice adoption and organizational status effects.

On the Interactive Effects of Objective and Subjective Age on Work Outcomes for Men and Women

Based upon theory on successful aging at work and the social identity of age, we hypothesized interactive effects of sex, objective chronological age, and subjective psychological/organizational age on age-based stereotype ratings of older workers, psychological well-being including both burnout and self-esteem, and behavioral self-reports of perceived unfair age and sex discrimination. Study hypotheses were tested using a survey-based sample of N = 1,583 workers from 3 countries, including Turkey, the United States, and Malaysia, and who were employed across a variety of occupations. Potential confounds resultant of socioeconomic status (education level), and the macro environment (country) were statistically controlled. Results generally found support for theoretically expected relations between age and work outcomes. Both psychological and organizational age interacted with chronological age such that different patterns of outcomes were found for men and women. Overall, although older subjective age benefited chronologically older workers, these interactive associations were less beneficial for older women as compared to older men. Implications of study findings for theory and practice are discussed.