• Purpose Strength


Actualizado: 10 de jul de 2020

Aquí hacemos una selección de las mejores publicaciones académicas del mes de mayo 2019

  • Managing employee innovative behaviour through transformational and transactional leadership styles (Public Management Review, JCR Q1).

Abstract: This paper focuses on the associations between leadership styles and employee innovative behaviour. We studied the implementation of an ambitious innovation strategy in a large Danish municipality and examined how transformational and transactional leadership styles relate to innovative behaviour. We combined data from two sources rating leadership styles of immediate supervisors and employee innovative behaviour. The findings suggest that transformational leadership and one component of transactional leadership, namely verbal rewards, are positively associated with innovative behaviour. The interaction between the two shows that innovative behaviour is most likely when the leader combines transformational leadership with verbal rewards.

  • Mission Congruence: To Agree or Not to Agree, and Its Implications for Public Employee Turnover (Public Personnel Management, JCR Q3)

Abstract: Previous studies within and outside of the field of public administration consistently find positive organizational outcomes when there is high compatibility or fit between employees and organizations—a concept now widely known as person–organization fit. Previous public administration scholars have established the link between employees’ person–organization fit perceptions and employee turnover intention. However, no previous study has examined whether there is a link with actual turnover. This study addresses this gap in the literature on public sector employee fit by examining the relationship between one particular type of fit—mission congruence—and public employee turnover. Using nationally representative data on public school teachers, we find that teachers in U.S. schools who perceive themselves to be compatible with their organizations’ central mission are at least 11% more likely to remain at their current school. Results are discussed in terms of their implications for research and practice.

  • Constructive Organizational Values Climate and Organizational Citizenship Behaviors: A Configurational View (Journal of Management, JCR Q1)

Abstract: The discretionary efforts of employees to go above and beyond illustrated by organizational citizenship behaviors (OCBs) provide an important path to organizational success. Organizational work environment characteristics, notably, organizational climates, serve as fundamental mechanisms for eliciting OCBs. However, existing research on organizational climate and OCBs frequently adopts a variable-centered approach that breaks down climate into individual dimensions. In contrast to past research, our goal is to respond to calls to more fully contextualize organizational climate by offering a configuration of climate attributes. Drawing on a typology of research problematizing, we replace the metaphor of individual dimensions with a metaphor of a climate configuration. To theorize and test the relationship between organizational climate and OCBs, we examine organizational values embodied in the competing values framework through a mesolevel organizational climate perspective. Building on the literature on managing paradox, we propose a constructive organizational values climate configuration, which captures how the different dimensions of the competing values framework coexist and work together. In turn, we propose that constructive organizational values climate predicts three types of OCBs: helping, taking charge, and creative behavior. Furthermore, drawing on regulatory focus theory and on the change-oriented and affiliative roots of OCBs, we offer two distinct mediators that shed light on the underlying processes. We test the proposed theory with data from 737 respondents residing in 166 work units in a wide variety of organizations. #Purpose #Missiondrivenorganization

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