Journal of Organizational Change ManagementTable of Contents for Journal of Organizational Change Management. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/0953-4814/vol/37/iss/8?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestJournal of Organizational Change ManagementEmerald Publishing LimitedJournal of Organizational Change ManagementJournal of Organizational Change Managementhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/edc37b7a179afcef4f7e89cf77c3a065/urn:emeraldgroup.com:asset:id:binary:jocm.cover.jpghttps://www.emerald.com/insight/publication/issn/0953-4814/vol/37/iss/8?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe impact of the book publishing transmedia storytelling model on business performance: the moderating role of the innovation environmenthttps://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0289/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn order to better optimize the internal management system of book publishing and to cope with the changes in the external market environment, the purpose of this paper is to carry out cross-border publishing with the help of a transmedia storytelling model to realize the transformation and upgrading of the industry. Focusing on the relationship between the book publishing transmedia storytelling model and business performance, the moderating effect of the innovation environment on different variables is assessed. This paper proposes several feasible hypotheses based on existing research. The research data came from 365 managers of Chinese book publishing organizations, and the scale was validated by Cronbach’s a, composite reliability (CR) and average variance extracted (AVE). Reliability and validity were verified, and correlation and regression analyses were used to test the impact of the book publishing transmedia storytelling model on business performance and to analyze the moderating role of the innovation environment. The results show that the book publishing transmedia storytelling model (content production, technology integration, organizational innovation, marketing integration) helps to improve business performance (market performance, financial performance), and the innovation environment has a positive moderating effect on the relationship between the book publishing transmedia storytelling model and business performance, which provides a guarantee for the transformation and upgrading of book publishing. The market information reflected in the innovation environment has a certain role in promoting the innovation and business performance of the book publishing transmedia storytelling model. The empirical evidence provides a theoretical link between the book publishing transmedia storytelling model and business performance, but there are still some shortcomings, and more factors, such as equity structure, government subsidies and research and development investment, should be included in future research. In addition, the scope of the research should be broadened on this basis to make the results of the data analysis more objective. This paper introduces the transmedia storytelling model and deeply analyzes the relationship between the book publishing transmedia storytelling model and business performance, which is of great practical significance for optimizing the application and service quality of book publishing, prolonging the industrial chain, enhancing the interaction and participation of users and perfecting the business management system of the book publishing industry. The application and research of the book publishing transmedia storytelling model are imperfect. Therefore, this paper not only helps to promote the innovation of book publishing organizational structure and improve the management system of business performance, but also may help to improve the innovation environment of book publishing enterprises and promote the diversification of industrial structure.The impact of the book publishing transmedia storytelling model on business performance: the moderating role of the innovation environment
Feifei Han
Journal of Organizational Change Management, Vol. 37, No. 8, pp.1-17

In order to better optimize the internal management system of book publishing and to cope with the changes in the external market environment, the purpose of this paper is to carry out cross-border publishing with the help of a transmedia storytelling model to realize the transformation and upgrading of the industry. Focusing on the relationship between the book publishing transmedia storytelling model and business performance, the moderating effect of the innovation environment on different variables is assessed.

This paper proposes several feasible hypotheses based on existing research. The research data came from 365 managers of Chinese book publishing organizations, and the scale was validated by Cronbach’s a, composite reliability (CR) and average variance extracted (AVE). Reliability and validity were verified, and correlation and regression analyses were used to test the impact of the book publishing transmedia storytelling model on business performance and to analyze the moderating role of the innovation environment.

The results show that the book publishing transmedia storytelling model (content production, technology integration, organizational innovation, marketing integration) helps to improve business performance (market performance, financial performance), and the innovation environment has a positive moderating effect on the relationship between the book publishing transmedia storytelling model and business performance, which provides a guarantee for the transformation and upgrading of book publishing. The market information reflected in the innovation environment has a certain role in promoting the innovation and business performance of the book publishing transmedia storytelling model.

The empirical evidence provides a theoretical link between the book publishing transmedia storytelling model and business performance, but there are still some shortcomings, and more factors, such as equity structure, government subsidies and research and development investment, should be included in future research. In addition, the scope of the research should be broadened on this basis to make the results of the data analysis more objective.

This paper introduces the transmedia storytelling model and deeply analyzes the relationship between the book publishing transmedia storytelling model and business performance, which is of great practical significance for optimizing the application and service quality of book publishing, prolonging the industrial chain, enhancing the interaction and participation of users and perfecting the business management system of the book publishing industry.

The application and research of the book publishing transmedia storytelling model are imperfect. Therefore, this paper not only helps to promote the innovation of book publishing organizational structure and improve the management system of business performance, but also may help to improve the innovation environment of book publishing enterprises and promote the diversification of industrial structure.

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The impact of the book publishing transmedia storytelling model on business performance: the moderating role of the innovation environment10.1108/JOCM-07-2023-0289Journal of Organizational Change Management2024-02-06© 2023 Feifei HanFeifei HanJournal of Organizational Change Management3782024-02-0610.1108/JOCM-07-2023-0289https://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0289/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Feifei Hanhttp://creativecommons.org/licences/by/4.0/legalcode
A review of workplace spirituality scaleshttps://www.emerald.com/insight/content/doi/10.1108/JOCM-04-2023-0121/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper reviews 18 workplace spirituality scales developed over a period of 23 years from year 2000 to early 2023. The objective is to provide inputs which can guide future researchers in choosing an existing appropriate workplace spirituality scale and in adopting sound scale development procedures for the development of new workplace spirituality scales. This paper outlines the need for and importance of carrying out a review of workplace spirituality scales. Thereafter, it carries out a review of each of the 18 workplace spirituality scales. It describes 10 overall limitations of the collective set of workplace spirituality scales. Finally, five future research directions are outlined. The review indicates that most of the workplace spirituality scales have limitations associated with them. The collective set of workplace spirituality scales also has several overall limitations. The review suggests that workplace spirituality researchers need to exercise caution in choosing an appropriate existing workplace spirituality scale for their research. The review also provides directions for the future research for developing more adequate workplace spirituality scales. The inputs from this review will contribute to improve the practice of workplace spirituality research. As workplace spirituality can make organizations more beneficial for employees and the society, this review's contribution to improving workplace spirituality research has an indirect social significance. This is, to the author's knowledge, the first comprehensive review of 18 workplace spirituality scales developed over a period of 23 years from year 2000 to 2023.A review of workplace spirituality scales
Badrinarayan Shankar Pawar
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper reviews 18 workplace spirituality scales developed over a period of 23 years from year 2000 to early 2023. The objective is to provide inputs which can guide future researchers in choosing an existing appropriate workplace spirituality scale and in adopting sound scale development procedures for the development of new workplace spirituality scales.

This paper outlines the need for and importance of carrying out a review of workplace spirituality scales. Thereafter, it carries out a review of each of the 18 workplace spirituality scales. It describes 10 overall limitations of the collective set of workplace spirituality scales. Finally, five future research directions are outlined.

The review indicates that most of the workplace spirituality scales have limitations associated with them. The collective set of workplace spirituality scales also has several overall limitations.

The review suggests that workplace spirituality researchers need to exercise caution in choosing an appropriate existing workplace spirituality scale for their research. The review also provides directions for the future research for developing more adequate workplace spirituality scales.

The inputs from this review will contribute to improve the practice of workplace spirituality research.

As workplace spirituality can make organizations more beneficial for employees and the society, this review's contribution to improving workplace spirituality research has an indirect social significance.

This is, to the author's knowledge, the first comprehensive review of 18 workplace spirituality scales developed over a period of 23 years from year 2000 to 2023.

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A review of workplace spirituality scales10.1108/JOCM-04-2023-0121Journal of Organizational Change Management2023-05-22© 2023 Emerald Publishing LimitedBadrinarayan Shankar PawarJournal of Organizational Change Managementahead-of-printahead-of-print2023-05-2210.1108/JOCM-04-2023-0121https://www.emerald.com/insight/content/doi/10.1108/JOCM-04-2023-0121/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Servant leadership and nurses' deep acting: a moderated mediation modelhttps://www.emerald.com/insight/content/doi/10.1108/JOCM-05-2023-0162/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn drawing on the conservation of resources theory and the broaden-and-build theory, the present research investigates the dynamic of social resources (i.e. servant leadership) and personal resources (i.e. psychological empowerment and positive affect) in the determination of the nurses' optimal performance (i.e. deep acting). The research involved collecting three waves of data on 481 frontline nurses at a large hospital in Taiwan, each a month apart. The hypotheses were tested using PROCESS mediation and moderated mediation regression models. The results supported the indirect relationship between servant leadership and deep acting through psychological empowerment as well as the moderating effect of positive affect on the mediation model. The findings shed new light on the interplay of different resources and also provide practical implications for the development of frontline supervisors and nursing staff to be compatible with a serious orientation toward the quality of their professional functioning.Servant leadership and nurses' deep acting: a moderated mediation model
Shu-Chen Susan Chang, Anyi Chung, Shu Yu Chen, Chu Yen Lin, I-Heng Chen
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

In drawing on the conservation of resources theory and the broaden-and-build theory, the present research investigates the dynamic of social resources (i.e. servant leadership) and personal resources (i.e. psychological empowerment and positive affect) in the determination of the nurses' optimal performance (i.e. deep acting).

The research involved collecting three waves of data on 481 frontline nurses at a large hospital in Taiwan, each a month apart. The hypotheses were tested using PROCESS mediation and moderated mediation regression models.

The results supported the indirect relationship between servant leadership and deep acting through psychological empowerment as well as the moderating effect of positive affect on the mediation model.

The findings shed new light on the interplay of different resources and also provide practical implications for the development of frontline supervisors and nursing staff to be compatible with a serious orientation toward the quality of their professional functioning.

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Servant leadership and nurses' deep acting: a moderated mediation model10.1108/JOCM-05-2023-0162Journal of Organizational Change Management2023-12-13© 2023 Emerald Publishing LimitedShu-Chen Susan ChangAnyi ChungShu Yu ChenChu Yen LinI-Heng ChenJournal of Organizational Change Managementahead-of-printahead-of-print2023-12-1310.1108/JOCM-05-2023-0162https://www.emerald.com/insight/content/doi/10.1108/JOCM-05-2023-0162/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Entrepreneurial team personality-faultline strength and performance: the non-linear relationship and boundary conditionshttps://www.emerald.com/insight/content/doi/10.1108/JOCM-05-2023-0180/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to explore the effect of a team’s personality faultlines on entrepreneurial performance. Additionally, this paper verifies the moderating effect of shared leadership on the connection between the two varies. The authors focus on the upper echelons theory and social identity theory as well as personality faultlines in entrepreneurial teams. An online survey was conducted using data collected in China. Data from 618 members from 144 new venture teams were collected to examine the authors’ hypothesis. The authors find a U-shaped relationship between the strength of entrepreneurial teams' personality-faultline and entrepreneurial performance. Additionally, shared leadership negatively moderates this U-shaped relationship. Specifically, when the entrepreneurial team has a high level of shared leadership, both the positive and negative relationships between the strength of the personality faultlines and entrepreneurial performance are weaker. The research offers important theoretical and practical implications for the formation of entrepreneurial teams.Entrepreneurial team personality-faultline strength and performance: the non-linear relationship and boundary conditions
Si Qian, Yinpu Zhang, Pengzhou Kuai
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to explore the effect of a team’s personality faultlines on entrepreneurial performance. Additionally, this paper verifies the moderating effect of shared leadership on the connection between the two varies. The authors focus on the upper echelons theory and social identity theory as well as personality faultlines in entrepreneurial teams.

An online survey was conducted using data collected in China. Data from 618 members from 144 new venture teams were collected to examine the authors’ hypothesis.

The authors find a U-shaped relationship between the strength of entrepreneurial teams' personality-faultline and entrepreneurial performance. Additionally, shared leadership negatively moderates this U-shaped relationship. Specifically, when the entrepreneurial team has a high level of shared leadership, both the positive and negative relationships between the strength of the personality faultlines and entrepreneurial performance are weaker.

The research offers important theoretical and practical implications for the formation of entrepreneurial teams.

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Entrepreneurial team personality-faultline strength and performance: the non-linear relationship and boundary conditions10.1108/JOCM-05-2023-0180Journal of Organizational Change Management2024-01-08© 2023 Emerald Publishing LimitedSi QianYinpu ZhangPengzhou KuaiJournal of Organizational Change Managementahead-of-printahead-of-print2024-01-0810.1108/JOCM-05-2023-0180https://www.emerald.com/insight/content/doi/10.1108/JOCM-05-2023-0180/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Nietzsche’s and Schopenhauer’s : an organizational culture change model redefining spirituality in the workplacehttps://www.emerald.com/insight/content/doi/10.1108/JOCM-06-2023-0207/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe paper redefines workplace spirituality (WS/WPS) by transcending the existential vacuum (in psychiatric terms a sense of lack of meaning of human existence and thus of work), leading to the development of workplace creativity, productivity and satisfaction, targeting operational profitability and organizational optimization. Spirituality is analyzed philosophically, following the Nietzschean definition in response to Schopenhauer’s primordial suffering. Philosophical syncretism yields a viable organizational culture change model of spiritualizing the workplace. For this purpose, specific techniques are proposed which are combined with those already applied to various large companies and organizations. Spirituality in the workplace acts as a catalyst for developing beneficial qualities by increasing employee job satisfaction, organizational efficiency and business profitability, when equally responding to stakeholders’ needs. The suggested change model holistically fosters organizational, operational, individual and collective effectiveness through work place spirituality redefined. For the first time spirituality in the workplace is discussed under a brand new perspective, resulting in an interdisciplinary emerging model, contributing to the field by providing guidance to academics and practitioners to its auspicious implementation through organizational culture change.Nietzsche’s and Schopenhauer’s : an organizational culture change model redefining spirituality in the workplace
Vasileios Georgiadis, Lazaros Sarigiannidis
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The paper redefines workplace spirituality (WS/WPS) by transcending the existential vacuum (in psychiatric terms a sense of lack of meaning of human existence and thus of work), leading to the development of workplace creativity, productivity and satisfaction, targeting operational profitability and organizational optimization.

Spirituality is analyzed philosophically, following the Nietzschean definition in response to Schopenhauer’s primordial suffering. Philosophical syncretism yields a viable organizational culture change model of spiritualizing the workplace. For this purpose, specific techniques are proposed which are combined with those already applied to various large companies and organizations.

Spirituality in the workplace acts as a catalyst for developing beneficial qualities by increasing employee job satisfaction, organizational efficiency and business profitability, when equally responding to stakeholders’ needs.

The suggested change model holistically fosters organizational, operational, individual and collective effectiveness through work place spirituality redefined.

For the first time spirituality in the workplace is discussed under a brand new perspective, resulting in an interdisciplinary emerging model, contributing to the field by providing guidance to academics and practitioners to its auspicious implementation through organizational culture change.

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Nietzsche’s and Schopenhauer’s : an organizational culture change model redefining spirituality in the workplace10.1108/JOCM-06-2023-0207Journal of Organizational Change Management2024-03-18© 2024 Emerald Publishing LimitedVasileios GeorgiadisLazaros SarigiannidisJournal of Organizational Change Managementahead-of-printahead-of-print2024-03-1810.1108/JOCM-06-2023-0207https://www.emerald.com/insight/content/doi/10.1108/JOCM-06-2023-0207/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
We can be heroes at work: the relationship between psychological capital, motivation and well-being during the great resignationhttps://www.emerald.com/insight/content/doi/10.1108/JOCM-06-2023-0240/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, the aim of this study is that it is important to help people develop better cognitive resources to face adversity. The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, it is important to help people develop better cognitive resources to face adversity. In this study, we administered a questionnaire to 250 employees to determine the variables that could help them build cognitive resources. These variables included the satisfaction of basic psychological needs (autonomy, competence and affiliation), psychological capital, motivation regulation (within the self-determination theory) and well-being (assessed by self-esteem, positive emotions, positive automatic thoughts and vitality). The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital. The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital. Highlight the importance of consequences of the Great Resignation and the need to internationalize this concept.We can be heroes at work: the relationship between psychological capital, motivation and well-being during the great resignation
Cédric Plessis, Emin Altintas
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, the aim of this study is that it is important to help people develop better cognitive resources to face adversity.

The Great Resignation has led to a significant increase in the number of people quitting their jobs due to reasons such as stagnant wages, rising cost of living, job dissatisfaction and safety concerns. Therefore, it is important to help people develop better cognitive resources to face adversity. In this study, we administered a questionnaire to 250 employees to determine the variables that could help them build cognitive resources. These variables included the satisfaction of basic psychological needs (autonomy, competence and affiliation), psychological capital, motivation regulation (within the self-determination theory) and well-being (assessed by self-esteem, positive emotions, positive automatic thoughts and vitality). The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital.

The results revealed that satisfaction of basic needs is associated with better psychological capital and more self-autonomous behavior, which leads to higher psychological well-being. These findings are discussed in the paper, emphasizing the importance of management and work context that satisfy the basic needs and help to build resources with psychological capital.

Highlight the importance of consequences of the Great Resignation and the need to internationalize this concept.

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We can be heroes at work: the relationship between psychological capital, motivation and well-being during the great resignation10.1108/JOCM-06-2023-0240Journal of Organizational Change Management2024-03-13© 2024 Emerald Publishing LimitedCédric PlessisEmin AltintasJournal of Organizational Change Managementahead-of-printahead-of-print2024-03-1310.1108/JOCM-06-2023-0240https://www.emerald.com/insight/content/doi/10.1108/JOCM-06-2023-0240/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Spiritual intelligence in the workplace: is there a dark side?https://www.emerald.com/insight/content/doi/10.1108/JOCM-06-2023-0255/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPractitioners and management researchers have chorused the salvific tendencies of spiritual intelligence. Whilst the emergence of spirituality and its derivatives in the workplace is widely acclaimed, the conflict that exists between spiritual ideals and the capitalist ethos of modern organisations raises questions about dark manifestations. This incongruence necessitates the consideration of the misuse of spiritual intelligence. This paper adopts conceptual lens and theoretical arguments to interrogate the assumption of absolute constructiveness that is accorded spiritual intelligence in its framing and discusses the potential of a dark side. The dark side of spiritual intelligence is its deployment to achieve self-serving purposes, to harm, rather than to help others. More practitioners and management researchers must acknowledge that spiritual intelligence and workplace spirituality may have dark manifestations and incorporate this reality in the assessment of organisations and the individuals within them. This exploratory article joins the sparse extant literature on the dark side of spiritual intelligence and workplace spirituality. It contributes to the literature by offering critical insights into spiritual intelligence and the need to integrate the potential for misuse in the existing models.Spiritual intelligence in the workplace: is there a dark side?
Adebukola E. Oyewunmi, Oluwatomi Adedeji, Abimbola Adegbuyi
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Practitioners and management researchers have chorused the salvific tendencies of spiritual intelligence. Whilst the emergence of spirituality and its derivatives in the workplace is widely acclaimed, the conflict that exists between spiritual ideals and the capitalist ethos of modern organisations raises questions about dark manifestations. This incongruence necessitates the consideration of the misuse of spiritual intelligence.

This paper adopts conceptual lens and theoretical arguments to interrogate the assumption of absolute constructiveness that is accorded spiritual intelligence in its framing and discusses the potential of a dark side.

The dark side of spiritual intelligence is its deployment to achieve self-serving purposes, to harm, rather than to help others. More practitioners and management researchers must acknowledge that spiritual intelligence and workplace spirituality may have dark manifestations and incorporate this reality in the assessment of organisations and the individuals within them.

This exploratory article joins the sparse extant literature on the dark side of spiritual intelligence and workplace spirituality. It contributes to the literature by offering critical insights into spiritual intelligence and the need to integrate the potential for misuse in the existing models.

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Spiritual intelligence in the workplace: is there a dark side?10.1108/JOCM-06-2023-0255Journal of Organizational Change Management2024-03-08© 2024 Emerald Publishing LimitedAdebukola E. OyewunmiOluwatomi AdedejiAbimbola AdegbuyiJournal of Organizational Change Managementahead-of-printahead-of-print2024-03-0810.1108/JOCM-06-2023-0255https://www.emerald.com/insight/content/doi/10.1108/JOCM-06-2023-0255/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Digital transformation in AECO industry: impending dilemma in the Indian contexthttps://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0281/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe Fourth Industrial Revolution (4IR) holds the potential to significantly improve capabilities and performances for architectural, engineering, construction and operation and maintenance (AECO) companies in India. The top management of such companies seems unsure and reluctant to implementation of the 4IR applications. The objective of this research is to identify the 4IR technology applications, which would have a significant impact on the operation of the AECO companies in India. Moreover, the paper further attempts to give a conceptual roadmap for the implementation of these 4IR technologies in the AECO value chain. The nascent level of research in 4IR in construction necessitated the adoption of mixed methodologies in research. Hypothesis testing has been carried out on the quantitative data to ascertain the potential of 4IR technologies, which could significantly impact the AECO companies. Subsequently, qualitative research has been used to explore the reasons impacting the technology adoption and generate a possible road map for the implementation of the significant 4IR technology applications. The AECO value chain is challenged due to its complexity, uncertainty, fragmented supply chains, myopic thinking and a culture reluctant to change. The study provides insights into the dilemmas of practitioners in the Indian context while exploring possible approaches to carry out the transformation in AECO. The study validation relied on the opinions, perspectives and recollections of respondents. The opinion of practicing professionals was limited to the Indian context. The article may help leaders of AECO firms, industry associations, policymakers and academia to take steps in relevant directions to enable digital transformation.Digital transformation in AECO industry: impending dilemma in the Indian context
Sanjay Bhattacharya, Gautam Pant
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The Fourth Industrial Revolution (4IR) holds the potential to significantly improve capabilities and performances for architectural, engineering, construction and operation and maintenance (AECO) companies in India. The top management of such companies seems unsure and reluctant to implementation of the 4IR applications. The objective of this research is to identify the 4IR technology applications, which would have a significant impact on the operation of the AECO companies in India. Moreover, the paper further attempts to give a conceptual roadmap for the implementation of these 4IR technologies in the AECO value chain.

The nascent level of research in 4IR in construction necessitated the adoption of mixed methodologies in research. Hypothesis testing has been carried out on the quantitative data to ascertain the potential of 4IR technologies, which could significantly impact the AECO companies. Subsequently, qualitative research has been used to explore the reasons impacting the technology adoption and generate a possible road map for the implementation of the significant 4IR technology applications.

The AECO value chain is challenged due to its complexity, uncertainty, fragmented supply chains, myopic thinking and a culture reluctant to change. The study provides insights into the dilemmas of practitioners in the Indian context while exploring possible approaches to carry out the transformation in AECO.

The study validation relied on the opinions, perspectives and recollections of respondents. The opinion of practicing professionals was limited to the Indian context.

The article may help leaders of AECO firms, industry associations, policymakers and academia to take steps in relevant directions to enable digital transformation.

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Digital transformation in AECO industry: impending dilemma in the Indian context10.1108/JOCM-07-2023-0281Journal of Organizational Change Management2023-11-29© 2023 Emerald Publishing LimitedSanjay BhattacharyaGautam PantJournal of Organizational Change Managementahead-of-printahead-of-print2023-11-2910.1108/JOCM-07-2023-0281https://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0281/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Exclusion or insult at the workplace: responses to ostracism through employee's efficacy and relational needs with psychological capitalhttps://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0282/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe study aims to describe the impact of supervisor’s and co-worker’s ostracism on the employee's responses (emotional, psychological and behavioral) through the mediation of employees' efficacy needs and relational needs. Moreover, psychological capital is treated as a moderator to handle the adverse responses of ostracized employees. The study employed a three-wave quantitative research design to gather data from employees and their respective supervisors who belonged to various healthcare units (N = 510) using self-administered close-ended questionnaires. After that, SmartPLS software was used to analyze the data through a structured equation modeling (SEM) technique. The empirical results of the study endorsed that ostracism adversely (negatively) affects employees' responses (comprised of emotional, behavioral and psychological). Moreover, the results revealed that employees' needs (efficacy and relational) mediate the relationship between ostracism experienced by employees (supervisor’ and co-workers’ ostracism) and their emotional, behavioral and psychological responses. In addition, it is also evidenced that employees' psychological capital improves the negative association between employees' needs and responses. The literature in this domain is scarce, and the theoretical stance is weak due to the traditional approaches that are more concerned with the outcomes rather than analyzing the employee's conditional what they are going through. The present study enhances the knowledge of the transactional mode of coping and its application to ostracism in the workplace. The results of the current study may also support the practitioners in formulating interventions to foster a favorable workplace environment.Exclusion or insult at the workplace: responses to ostracism through employee's efficacy and relational needs with psychological capital
Sobia Nasir, Nadia Nasir, Shabnam Khan, Waqas Khan, Server Sevil Akyürek
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The study aims to describe the impact of supervisor’s and co-worker’s ostracism on the employee's responses (emotional, psychological and behavioral) through the mediation of employees' efficacy needs and relational needs. Moreover, psychological capital is treated as a moderator to handle the adverse responses of ostracized employees.

The study employed a three-wave quantitative research design to gather data from employees and their respective supervisors who belonged to various healthcare units (N = 510) using self-administered close-ended questionnaires. After that, SmartPLS software was used to analyze the data through a structured equation modeling (SEM) technique.

The empirical results of the study endorsed that ostracism adversely (negatively) affects employees' responses (comprised of emotional, behavioral and psychological). Moreover, the results revealed that employees' needs (efficacy and relational) mediate the relationship between ostracism experienced by employees (supervisor’ and co-workers’ ostracism) and their emotional, behavioral and psychological responses. In addition, it is also evidenced that employees' psychological capital improves the negative association between employees' needs and responses.

The literature in this domain is scarce, and the theoretical stance is weak due to the traditional approaches that are more concerned with the outcomes rather than analyzing the employee's conditional what they are going through. The present study enhances the knowledge of the transactional mode of coping and its application to ostracism in the workplace. The results of the current study may also support the practitioners in formulating interventions to foster a favorable workplace environment.

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Exclusion or insult at the workplace: responses to ostracism through employee's efficacy and relational needs with psychological capital10.1108/JOCM-07-2023-0282Journal of Organizational Change Management2023-12-05© 2023 Emerald Publishing LimitedSobia NasirNadia NasirShabnam KhanWaqas KhanServer Sevil AkyürekJournal of Organizational Change Managementahead-of-printahead-of-print2023-12-0510.1108/JOCM-07-2023-0282https://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0282/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Unlocking the relationships between developmental human resource practices, psychological collectivism and knowledge hiding: the moderating role of affective organizational commitmenthttps://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0297/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment. To test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses. The findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding. This study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.Unlocking the relationships between developmental human resource practices, psychological collectivism and knowledge hiding: the moderating role of affective organizational commitment
Chengchuan Yang, Chunyong Tang, Nan Xu, Yanzhao Lai
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment.

To test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses.

The findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding.

This study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.

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Unlocking the relationships between developmental human resource practices, psychological collectivism and knowledge hiding: the moderating role of affective organizational commitment10.1108/JOCM-07-2023-0297Journal of Organizational Change Management2024-01-23© 2024 Emerald Publishing LimitedChengchuan YangChunyong TangNan XuYanzhao LaiJournal of Organizational Change Managementahead-of-printahead-of-print2024-01-2310.1108/JOCM-07-2023-0297https://www.emerald.com/insight/content/doi/10.1108/JOCM-07-2023-0297/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
How playfulness climate promotes the performance of millennial employees – the mediating role of change self-efficacyhttps://www.emerald.com/insight/content/doi/10.1108/JOCM-08-2023-0344/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe effect of playfulness climate on employees in firms has been the subject of an increasing number of studies in recent years. Given the growing number of businesses that have incorporated playfulness into their operations, it is possible to enhance the task performance and innovative performance of the younger generation of workers by rationally managing playfulness, particularly when it comes to that aspect of the workplace. Based on the conservation of resources theory, this study aims to investigate how the playfulness climate in organizations influences the change self-efficacy of the millennial workers and how to enhance their task performance and innovation performance. The authors used a quantitative approach to test the relationship between the hypotheses. The survey population for this study consisted of the millennial workers in the computer sector who are involved in research and development in China. Hierarchical regression analysis was used to test the built mediation model empirically over the course of the study's three rounds of data collection, each separated by one month. Through the collection of paired questions for leadership and their subordinates, 424 valid questionnaires were obtained. The examination of the questionnaire results supports the study's theoretical hypothesis, which states that when millennial workers sense a more playfulness work environment, it will encourage them to develop a sense of change self-efficacy. Additionally, they will be better able to handle work-related responsibilities and come up with innovative ideas as a result of change self-efficacy, which would eventually enhance the task performance and innovation performance of millennial employees. By introducing the mediation of change self-efficacy, this study expands on the application of the conservation of resources theory. The research on the performance of millennial employees is complemented and enhanced by investigating the relationship between the playfulness climate and employees' task performance and innovation performance from the perspective of their sense of change self-efficacy. This study also reveals that managers should foster a positive and playfulness environment in their workplaces in order to manage the performance of millennial employees.How playfulness climate promotes the performance of millennial employees – the mediating role of change self-efficacy
Ziyi Liu, Ling Yuan, Chengcheng Cao, Ye Yang, Fanchao Zhuo
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

The effect of playfulness climate on employees in firms has been the subject of an increasing number of studies in recent years. Given the growing number of businesses that have incorporated playfulness into their operations, it is possible to enhance the task performance and innovative performance of the younger generation of workers by rationally managing playfulness, particularly when it comes to that aspect of the workplace. Based on the conservation of resources theory, this study aims to investigate how the playfulness climate in organizations influences the change self-efficacy of the millennial workers and how to enhance their task performance and innovation performance.

The authors used a quantitative approach to test the relationship between the hypotheses. The survey population for this study consisted of the millennial workers in the computer sector who are involved in research and development in China. Hierarchical regression analysis was used to test the built mediation model empirically over the course of the study's three rounds of data collection, each separated by one month. Through the collection of paired questions for leadership and their subordinates, 424 valid questionnaires were obtained.

The examination of the questionnaire results supports the study's theoretical hypothesis, which states that when millennial workers sense a more playfulness work environment, it will encourage them to develop a sense of change self-efficacy. Additionally, they will be better able to handle work-related responsibilities and come up with innovative ideas as a result of change self-efficacy, which would eventually enhance the task performance and innovation performance of millennial employees.

By introducing the mediation of change self-efficacy, this study expands on the application of the conservation of resources theory. The research on the performance of millennial employees is complemented and enhanced by investigating the relationship between the playfulness climate and employees' task performance and innovation performance from the perspective of their sense of change self-efficacy. This study also reveals that managers should foster a positive and playfulness environment in their workplaces in order to manage the performance of millennial employees.

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How playfulness climate promotes the performance of millennial employees – the mediating role of change self-efficacy10.1108/JOCM-08-2023-0344Journal of Organizational Change Management2024-01-25© 2024 Emerald Publishing LimitedZiyi LiuLing YuanChengcheng CaoYe YangFanchao ZhuoJournal of Organizational Change Managementahead-of-printahead-of-print2024-01-2510.1108/JOCM-08-2023-0344https://www.emerald.com/insight/content/doi/10.1108/JOCM-08-2023-0344/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Performing in green: towards eco-innovation through agility and customer involvementhttps://www.emerald.com/insight/content/doi/10.1108/JOCM-09-2023-0359/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper shows how organisational agility allows companies to adopt the necessary changes to remain competitive and produce with a lower environmental impact, implying customers in the value chain. This investigation uses a cross-sectional design to collect data on the study variables from a sample of 260 Spanish manufacturing organisations. Structural equations with PLS are applied to test hypotheses. Results show that organisational agility is positively related to eco-innovation. Furthermore, eco-innovation results in a positive relationship with organisational performance. Finally, it has been found that customer involvement positively moderates the effect of organisational agility on new green processes and products and makes green product innovations more successful. Conclusions indicate that would be advisable that innovative companies promote capabilities such as organisational agility, and integrating customer involvement throughout their value chain, for developing successful new green products increasing their results with a lower environmental impact. Likewise, the customer’s involvement in eco-innovation projects has been found, in companies with agile behaviours, that could aim to increase their performance, helping to react more quickly to market trends and saving money in product development. This investigation addresses three gaps previously identified in the literature. Firstly, it covers a lack of research on how agility could foster green innovation and how this could positively affect their performance outcomes. Secondly, it studies a moderating factor, customer involvement, and its effects on the relationship between organisational agility and eco-innovation in product and process and between eco-innovation in product and organisational performance. Thirdly, it introduces dynamic capabilities theory through agility concept to study the dynamic context of the eco-environment.Performing in green: towards eco-innovation through agility and customer involvement
José Rabal Conesa, Daniel Jiménez Jiménez, Micaela Martínez Costa
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper shows how organisational agility allows companies to adopt the necessary changes to remain competitive and produce with a lower environmental impact, implying customers in the value chain.

This investigation uses a cross-sectional design to collect data on the study variables from a sample of 260 Spanish manufacturing organisations. Structural equations with PLS are applied to test hypotheses.

Results show that organisational agility is positively related to eco-innovation. Furthermore, eco-innovation results in a positive relationship with organisational performance. Finally, it has been found that customer involvement positively moderates the effect of organisational agility on new green processes and products and makes green product innovations more successful.

Conclusions indicate that would be advisable that innovative companies promote capabilities such as organisational agility, and integrating customer involvement throughout their value chain, for developing successful new green products increasing their results with a lower environmental impact. Likewise, the customer’s involvement in eco-innovation projects has been found, in companies with agile behaviours, that could aim to increase their performance, helping to react more quickly to market trends and saving money in product development.

This investigation addresses three gaps previously identified in the literature. Firstly, it covers a lack of research on how agility could foster green innovation and how this could positively affect their performance outcomes. Secondly, it studies a moderating factor, customer involvement, and its effects on the relationship between organisational agility and eco-innovation in product and process and between eco-innovation in product and organisational performance. Thirdly, it introduces dynamic capabilities theory through agility concept to study the dynamic context of the eco-environment.

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Performing in green: towards eco-innovation through agility and customer involvement10.1108/JOCM-09-2023-0359Journal of Organizational Change Management2024-03-20© 2024 Emerald Publishing LimitedJosé Rabal ConesaDaniel Jiménez JiménezMicaela Martínez CostaJournal of Organizational Change Managementahead-of-printahead-of-print2024-03-2010.1108/JOCM-09-2023-0359https://www.emerald.com/insight/content/doi/10.1108/JOCM-09-2023-0359/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Does green transformational leadership reinforce green creativity? The mediating roles of green organizational culture and green mindfulnesshttps://www.emerald.com/insight/content/doi/10.1108/JOCM-09-2023-0364/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestUtilising componential theory of creativity the study aims to examines the roles of green transformational leadership, organizational culture and green mindfulness as antecedents of green creativity. A three-wave data collection method was used to collect data from the 304 hotel employees belonging to hotels located in the tourist’s location of India. The study used PROCESS macro to test the hypothesized model. The results found a significant serial mediating effect of green organizational culture and green mindfulness for strengthening the association between green transformational leadership and green creativity. The study establishes that a transformational leadership can bring about a much-needed green turnaround and thus makes significant practical contribution. As customers are becoming environmentally conscious, the industry can translate the green practices and motivate their subordinates by exhibiting the environmentally conscious behaviour and exhibit the same in their actions at work. The current research work expands the body of literature on green transformational leadership and green creativity nexus in tourism and hospitality industry by exploring the boundary condition that increases the strength of this relationship.Does green transformational leadership reinforce green creativity? The mediating roles of green organizational culture and green mindfulness
Shalini Srivastava, Deepti Pathak, Swati Soni, Abha Dixit
Journal of Organizational Change Management, Vol. ahead-of-print, No. ahead-of-print, pp.-

Utilising componential theory of creativity the study aims to examines the roles of green transformational leadership, organizational culture and green mindfulness as antecedents of green creativity.

A three-wave data collection method was used to collect data from the 304 hotel employees belonging to hotels located in the tourist’s location of India. The study used PROCESS macro to test the hypothesized model.

The results found a significant serial mediating effect of green organizational culture and green mindfulness for strengthening the association between green transformational leadership and green creativity.

The study establishes that a transformational leadership can bring about a much-needed green turnaround and thus makes significant practical contribution. As customers are becoming environmentally conscious, the industry can translate the green practices and motivate their subordinates by exhibiting the environmentally conscious behaviour and exhibit the same in their actions at work.

The current research work expands the body of literature on green transformational leadership and green creativity nexus in tourism and hospitality industry by exploring the boundary condition that increases the strength of this relationship.

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Does green transformational leadership reinforce green creativity? The mediating roles of green organizational culture and green mindfulness10.1108/JOCM-09-2023-0364Journal of Organizational Change Management2024-01-30© 2024 Emerald Publishing LimitedShalini SrivastavaDeepti PathakSwati SoniAbha DixitJournal of Organizational Change Managementahead-of-printahead-of-print2024-01-3010.1108/JOCM-09-2023-0364https://www.emerald.com/insight/content/doi/10.1108/JOCM-09-2023-0364/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited