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Purpose – The purpose of this paper is to investigate if the personality trait of desire for control over others (DFCO) matters to team leadership and performance, and how commitment to the leader mediates this relationship. Furthermore, the authors study whether intergroup competition moderates this indirect relationship. Design/methodology/approach – The authors test hypotheses for mediation and moderation using a sample of 78 groups and their leaders. Commitment to the leader and intergroup competition were measured at the team member level, while DFCO and team performance was rated by the team leader. Bootstrapping was used to assess the significance of the (conditional) indirect effects. Findings – The results show that leader’s DFCO does not relate to team performance through commitment to the leader. Leader’s DFCO only relates negatively to team performance through commitment to the leader when the team operates in a context with little or moderate intergroup competition. In a highly competitive environment, however, leader’s DFCO does little damage to team performance. Originality/value – This research is the first study to focus on DFCO as a personality trait of a group leader. In doing so, it adds to the continuing debate about leader personality and context, as well as the ongoing study on how subordinates respond to different levels of control over decisions in groups. [ABSTRACT FROM AUTHOR]

Purpose – Rather than businesses, individual end consumers may develop innovations for themselves. Innovating consumers generally do not protect their innovations with intellectual property rights and may be generally available – a phenomenon recently coined as “free innovation” (von Hippel, 2016). The purpose of this paper is to take stock of how innovation by individual consumers has been measured, and to propose a survey procedure for future studies of consumer innovation. Design/methodology/approach – The author provides a literature review of how innovation by individual end consumers has been measured, and reports on a pilot study conducted in Finland to improve and standardize the measurement of consumer innovation. Findings – The survey procedure includes up to six steps which can be tailored to specific research purposes. Originality/value – The procedure will enable better international/cross-study comparisons and an efficient collection of data. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to analyze the nonlinear association between proportions of breached obligations within the psychological contract (PC) and three dimensions of employee well-being, and the mediating role of contract violation in these relationships. With this study the authors gain a more detailed understanding of PC evaluations and their consequences for well-being. Design/methodology/approach – The authors build on asymmetry effects theory and affective events theory to propose that breached obligations outweigh fulfilled obligations in their association with well-being. The hypotheses are tested using a sample of 4,953 employees from six European countries and Israel. Findings – The results provide support for the hypotheses, as the effect sizes of the indirect relationships for breached obligations on well-being via violation are initially strong compared to fulfilled obligations, but decrease incrementally as the proportion of breached obligations become greater. At a certain point the effect sizes become nonsignificant. Research limitations/implications – The study shows that PC theory and research needs to better acknowledge the potential for asymmetrical effects of breach relative to fulfillment, such that the breach of obligations can sometimes have a stronger effect on employee well-being than the fulfillment of obligations. Practical implications – Those responsible for managing PCs in organizations should be aware of the asymmetrical effects of breach relative to fulfillment, as trusting on the acceptance or tolerance of employees in dealing with breached obligations may quickly result in lower well-being. Originality/value – The findings have implications for the understanding of PC breach and its associations with employee well-being. [ABSTRACT FROM AUTHOR]

Purpose - Small firms rely on a variety of network partners, and in various roles, to initiate and implement innovations. While past typologies of innovation networking were defined at the level of firms or industries, the purpose of this paper is to develop a typology at the level of innovation objects. Design/methodology/approach - Drawing on survey data of 594 innovations in Dutch small firms, cluster analysis is applied to develop a typology of networking patterns for innovation in small firms. Findings - In total, six patterns of innovation networking were identified supplier-based, customer-based, informal-based, bank/accountant-based, science-based and government-based. The supplier-based pattern is most dominant and characterized by modest and simple contributions from networking partners, while governments tend to be involved in innovations marked by voluminous and complex partner involvement. Validity of the typology is suggested by two findings: more voluminous and complex networking patterns are correlated with firms' internal capabilities, and with the newness and competence requirements of innovations. Originality/value - For practitioners the typology provides a more fine-grained view on how innovations in small firms are developed. This includes the role of relatives and friends, bank and accountants, and remote partners such as governments - network partners which so far were not covered in typologies of innovation networking. [ABSTRACT FROM AUTHOR]

Purpose -- This paper aims to offer a typology of temporary workers, based on their motives for accepting their work arrangement, which includes voluntary, involuntary and stepping-stone motives, and relate this typology to various individual and work-related variables. Design/methodology/approach -- Latent class analysis of 645 European workers was used to construct a typology of temporary workers. Variation of individual and work-related variables between types of temporary workers was analyzed using ANOVA. Findings -- The analyses suggest that there are three types of workers: involuntary temporary workers highlight the involuntary motive and the stepping-stone motive; the stepping-stone type stresses the stepping-stone motive only, and the non-involuntary group disagrees with all three motives. Moreover, the groups differed significantly on important work-related variables such as occupational position, tenure, employability, and work-involvement. However, differences in individual variables were limited. Research limitations/implications -- The research puts forward a more complex typology of temporary workers than is usually suggested. Moreover, the study shows a non-involuntary group for which temporary employment can become a trap, and hence these workers should be targeted by future policy and interventions. Originality/value -- The research offers a typology of temporary workers, which is founded on motivation theory, and existing research on motives for accepting temporary employment. [ABSTRACT FROM AUTHOR]

Purpose – To provide an inventory of leader behaviours likely to enhance employees' innovative behaviour, including idea generation and application behaviour. Design/methodology/approach – Based on a combination of literature research and in-depth interviews, the paper explores leadership behaviours that stimulate employees' idea generation and application behaviour. The study was carried out in knowledge-intensive service firms (e.g. consultants, researchers, engineers). Findings – It was found that there were 13 relevant leadership behaviours. Although innovative behaviour is crucial in such firms, it has received very little attention from researchers. Leaders influence employees' innovative behaviour both through their deliberate actions aiming to stimulate idea generation and application as well as by their more general, daily behaviour. Research limitations/implications – Future quantitative research could condense our overview of leader practices, explore which practices are most relevant to employees' idea generation and/or application behaviour, which contingency factors influence the leadership-innovative behaviour connection and provide information as to whether different practices are relevant in other types of firms. Originality/value – Neither the innovation nor the leadership field provides a detailed overview of specific behaviours that leaders might use to stimulate innovation by individual employees. This paper fills that void. [ABSTRACT FROM AUTHOR]

Organizing new service development is an important topic for decision makers in service firms, since continuous Innovation is expected to pay off. Although the literature on organizing new service development has grown rapidly over the last decade, the numerous publications are highly fragmented, each concentrating on a small piece of the complex innovation puzzle. This paper classifies current literature on organizing new service development (NSD) into two evolutionary stages: managing key activities in the NSD process, and creating a climate for continuous innovation. For both stages its consequences for the initiation and implementation of new services are discussed. The paper ends with limitations and suggestions for future research.