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Purpose Schools provide high priorities to offer innovative curricular and cocurricular programs, and leaders make necessary efforts to promote enablers and overcome disablers for sustaining their innovativeness. With the background of quality management and stakeholder theories, the present study examines the interplay of hindrances to quality between empowering leadership, stakeholder involvement and organizational innovativeness. Design/methodology/approach Responses of 157 American school principals collected through the Teaching and Learning International Survey 2018 by the Organization for Economic Cooperation and Development were used and analyzed to test the proposed hypotheses. Findings Results show that empowering leadership behaviors of school principals support promoting organizational innovativeness, and involvement of stakeholders with the school activities also promotes organizational innovativeness. Interestingly, when American schools faced a high level of hindrance to providing quality education to their students, principals’ high level of empowering leadership behaviors promoted organizational innovativeness. Originality/value This is the first time in the literature that the interplay between empowering leadership, stakeholder involvement and hindrance of quality education has been examined to promote organizational innovativeness.

Purpose: This research used a temporal approach to operationalize employee engagement, capturing subjective/objective time of the day and day of the week to analyze the dynamic patterns of employees’ daily/weekly well-being, basic needs satisfaction, and situational work motivation under the integrated framework of self-determination theory. Design/methodology/approach: Multi-level data was collected using the survey structure outlined under the day reconstruction methodology (DRM) with samples of Canadian part-time working undergraduate students and full-time US corporate employees (1980 work episodes reported by 321 participants). Findings: Multi-level confirmatory factorial analysis results supported the measurement invariance for within-person variables in all the working episodes across the US and Canada samples. Structural equation modeling path analysis results, using the within-person variables, captured the daily temporal patterns that employees’ well-being (vitality and positive affect), basic psychological needs (autonomy and relatedness), and situational autonomous motivation started at a high level and decreased with both subjective and objective time of the day. Negative affect showed asymmetric daily and weekly temporal patterns compared to positive affect. A few indirect paths were found, including one from the subjective time of the day to employee well-being (vitality and affect) via situational autonomous motivation and another one from the day of the week to vitality and positive affect via relatedness needs satisfaction and situational autonomous motivation. Research limitations/implications: The socio-cultural and business impacts of work scheduling practices and implications for theory-driven, evidence-based organizational development practices were discussed together with the research limitations. Practical implications: Results on how the variations in self-regulation during the performance of different work tasks in a single work event help practitioners to connect repeated situational motivational change patterns to effective supervision. HR business partner can also utilize such findings to shape evidence-based practice to improve employee engagement. Originality/value: This research is one of the few pioneer studies to look into how temporal factors, such as work scheduling, affect employees' well-being through the dynamic understanding of the mediated path model from time to employee well-being via psychological engagement conditions such as motivation and needs satisfaction. © 2024, Emerald Publishing Limited.

The current study compared the factor structures of the construct of organizational commitment between two samples of financial employees, one from the U.S. ( n = 103) and one from South Korea ( n = 109). Participants completed a 26-item questionnaire. Two factors (an affective component and a normative component) emerged for the U.S. sample; only one factor for the Koreans. Results suggest that culture should be considered when trying to assess organizational commitment.

Abstract Affirmative action (AA) is a government policy permitting employers and universities to give preferential treatment to applicants from specific (e.g. racial) groups. We present a comparative analysis of AA in six countries (India, USA, Malaysia, Canada, South Africa, and Brazil) and explain similarities among these programs according to universal psychological mechanisms and variation according to cultural–historical contexts. It appears that similarities in contextual conditions (e.g. democratic government, multi‐ethnic states) interact with ancient psychological mechanisms (e.g. fairness, cheater detection, alliance tracking) to provide at least part of the motivation for the development and expansion of AA, despite its problematic consequences. Copyright © 2006 John Wiley & Sons, Ltd.

Mindfulness has gained significant attention and momentum in business and popular culture in the US, Europe, and Australia. There is, however, a paucity of literature on how business students make sense of mindfulness and its practices. Based on our experiences of adopting mindfulness and mindfulness meditation in our teachings of management courses, we have explored how business students make sense of mindfulness and meditation. From a phenomenological perspective, we have examined our students' meditation journals, essays, and their own research on the topic of mindfulness. Based on the findings of previous empirical studies on the positive effects of mindfulness practices and our reflections on the pedagogical potential of mindfulness meditation for business education, we have emphasized that the practice of presence through mindfulness tends to enhance the business students' self-awareness and emotional skills. The implications of adopting mindfulness research and brief and deliberate practices into the business curriculum to develop embodied wisdom are also discussed.

There has been much recent literature about sex differences in competition, mostly noting that women are innately less competitive than men (Croson and Gneezy, 2009). This article examines the hypothesis that sex differences in propensity to compete are domain specific. We conducted a 2 (sex)×4 (domain) experiment with 434 participants examining competition decisions, familiarity with the domain, and performance. We find no overall sex differences in rates of competition when collapsing across all four domains, but do find sex differences in rates of competition for individual domains. Additionally we examined the importance of winning at competition on self-esteem using the Contingencies of Self-Worth, Competition subscale (Crocker et al., 2003) and find that the subscale fully mediates the effect of sex on the strength of competitive pay preferences.

We explore different contexts and mechanisms that might promote or alleviate the gender effect in risk aversion. Our main result is that we do not find gender differences in risk aversion when the choice is framed as a willingness-to-accept (WTA) task. When the choice is framed as a willingness-to-pay (WTP) task, men are willing to pay more and thus exhibit lower risk aversion. However, when the choice is framed as a willingness to accept task, women will not accept less than men. These findings imply gender differences in the endowment effect. We also find that the effect size of the gender difference in risk aversion is reduced or eliminated as the context changes from tasks framed as gambles to other domains; and that attitudes toward gambling mediate the gender effect in gambling framed tasks.

This study compared the effectiveness of goal activation versus self-affirmation and a control condition as interventions for increasing performance on an evaluative task (a difficult math test; N = 78; M age = 20.3 yr., SD = 1.9). Although there has been much recent literature on the effects of activating goals, the existing literature does not examine possible spillover effects of activating goals on performance tasks. Results indicated that goal activation resulted in significant performance enhancements over both the self-affirmation and control conditions, while self-affirmation did not improve performance significantly relative to the control condition. Additionally, interest in the task, as a cue for self-regulatory resources, mediated the effect of goal activation on increased performance.

It has become well accepted that women are more risk averse than men. For objective probability gambles, typically used in eliciting risk aversion, we find women generally have a lower valuation than men, thus exhibiting greater risk aversion. This paper investigates whether this finding extends to decisions under uncertainty – where probabilities are not given and individuals may assign different probabilities to the same event (e.g. outcomes of award shows or sporting events).We find that for decisions under uncertainty, men and women value the bets similarly, both before and after controlling for participants' subjective probabilities.

In a study of 130 Iranian small- and medium-sized enterprises (SMEs), we predict and find that market orientation, learning orientation, and their interaction are positively related to opportunity recognition, which impacts firm-level corporate entrepreneurship positively. This study makes two important contributions to the corporate entrepreneurship literature. First, the majority of studies on corporate entrepreneurship concern western economies or China; as such, we broaden research on the international context of corporate entrepreneurship by examining a unique dataset of Iranian SMEs, which have grown significantly in recent years during their transition to knowledge-based enterprises. Second, we build upon previous literature on corporate entrepreneurship antecedents by explicating and testing the relationships of how and when learning orientation and market orientation affect opportunity recognition and the development of corporate entrepreneurship.