Papers by Yvonne G T van Rossenberg
European Journal of Work and Organizational Psychology, Dec 1, 2013
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European Journal of Work and Organizational Psychology, Apr 16, 2019
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European Journal of Work and Organizational Psychology, Mar 4, 2018
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The International Journal of Human Resource Management, 2014
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Knowledge-intensive firms need to leverage their individual knowledge assets via knowledge sharin... more Knowledge-intensive firms need to leverage their individual knowledge assets via knowledge sharing to create collective knowledge resources. This process is, however, in the control of the knowledge worker. We explore this personal and emotive quality of knowledge sharing by asking: 'How does employee commitment impact on knowledge sharing?' We study professional service firms operating in cross-boundary environments and examine the impact of commitment to the organisation, profession, team and client on knowledge sharing. The article contributes directly to our understanding of the interrelationship between (a) the types and foci of commitment and (b) bidirectional knowledge sharing.
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Building on the findings of the previous three streams, we also draw on an analysis of survey res... more Building on the findings of the previous three streams, we also draw on an analysis of survey results to develop five innovation profiles which characterise the main approaches to innovation that organisations adopt. We outline the drivers of each of these profiles and identify the most prominent leadership and talent dimensions and effective learning interventions associated with each. We illustrate the profiles with vignettes from the six case study organisations that have informed our research programme. Link to the full series: http://www.cipd.co.uk/hr-resources/research/innovation-imperative-challenge-hr.aspx
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In the face of increasing supply base complexity, organisations have to develop new ways to manag... more In the face of increasing supply base complexity, organisations have to develop new ways to manage or mitigate risk. This paper investigates the impact of four dimensions of complexity on the frequency of disruptions and plant performance. We apply insights from organisational information processing theory to understand how organisations can mitigate against the impact of more frequent disruptions. We test the moderating effects of slack resources as a means to absorb the effects of disruptions and supply visibility as a means to improve the ability to handle disruptions. The model is tested with data from 264 supply chain management professionals. Our findings broadly support the original hypotheses and suggest that supply base complexity can increase the frequency of disruptions and reduce plant performance but that slack resources and visibility can help to mitigate the effects. The study offers valuable insights into the management of supply base complexity.
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Our study explores the relationship between employee engagement and foci-commitment of employees ... more Our study explores the relationship between employee engagement and foci-commitment of employees in professional service firms (PSFs). PSFs compete on the basis of their ability to encourage their employees to generate exceptional knowledge-based services and products, acting within and beyond the organizational boundaries. In order to achieve these outputs, the PSFs need to ensure that their professionals are engaged and committed. Drawing on 375 surveys from the employees of a global PSF, we compare two models to test the relationship between work engagement and multi-foci commitment: the organization, the client, the team and the profession. We first explore an overall positive effect of work engagement on commitment to all four foci. We then compare the overall impact to the independent effects of work engagement dimensions on four commitment foci. Our findings suggest that work engagement with three dimensions is a better-fitting model in the PSFs context.
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This paper will be presented at the 2014 conference on commitment, 14 November 2014, Fisher Colle... more This paper will be presented at the 2014 conference on commitment, 14 November 2014, Fisher College of Business, The Ohio State University, Columbus Ohio.
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Abstract
It is increasingly recognized that employees may form commitment to multiple parties wi... more Abstract
It is increasingly recognized that employees may form commitment to multiple parties within and beyond the organisational context. In the analysis of the effect of multiple commitment attitudes on employee behaviour, two general approaches are taken. First, a variable-centred approach analyzes the direct or “main” effects of the separate foci of commitment on behavioural outcome variables. Interactions between commitments to multiple foci are recognized in mediation and moderation models. Second, in a person-centred approach commitment typologies are created, recognizing the existence of simultaneous commitment to multiple foci. In this approach the typology or profile of commitment represents the interaction between the commitments, together influencing employee behaviour. Contributions have been made separately, however recently it is argued that juxtaposing the two approaches provides unique and more complete insight of complex relations of this kind (Marsh et al., 2009).
This paper explores this promising direction in a systematic literature review on the relations between commitment and creativity. The concepts of commitment and creativity are embedded in two different fields of research and have, unlike other behavioural outcomes of commitment, rarely been studied together. The current paper is the first to systematically review the relation between these two concepts. More importantly, this review is the first to explore the added value of applying both the variable-centred and person-centred research approaches. The commitment – creativity review functions as a case exploring how juxtaposing the two approaches sheds light on different aspects of the relations. The review sets an example of how the dual approach may provide additional insight the relations between commitment attitudes and employee behaviour.
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Employees play an essential role in the creative process, which facilitates organizational innova... more Employees play an essential role in the creative process, which facilitates organizational innovation (Amabile, 1988; Woodman, Sawyer, & Griffin, 1993). For a creative response to emerge, an individual must engage in creative activities (Amabile, 1996), which are indicated to be energizing and often exciting, but generally require continuous engagement, dedication, and commitment (Amabile, 1988; Gruber, 1988; Torrance, 1995). Organizations seek employees to be both committed and creative, nevertheless only few studies have studied the relation between these employee attitudes and behaviors.
In a cross boundary organizational context, employees have repeated contact across organizational boundaries, and may therefore develop commitment to multiple parties within and beyond the organization. Previous research on multiple foci of commitments (e.g., organization, supervisor, team, customer, client) indicates that the separate foci often combine to influence behavior (Klein, Becker, and Meyer, 2009). This interaction between commitment to multiple foci makes the measurement of the direct effects of commitment to be insufficient. Consequently, this study aims to capture the complex interplay among commitment to multiple foci represented in commitment profiles.
The concepts of commitment and creativity are embedded in two different fields of research and, therefore, have rarely been studied together. The current paper is the first to systematically review studies including both concepts in relation to commitment profiles. It is found that the six identified commitment profiles are associated with specific types and levels of creative behavior. Future empirical research may shed light on the strength of the proposed associations between commitment profiles and creative behavior.
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The literature on commitment and creativity is disparate. Systematic literature review identifies... more The literature on commitment and creativity is disparate. Systematic literature review identifies only twenty-six studies addressing both topics. Propositions are developed on the relations between the multiple foci of commitment and creative process enactment. Commitment to the profession, rather than commitment to the organization, is found to play a key mediating role in the relation between the multiple foci of commitment and creativity. This paper contributes to field theory, identifying the profession to be the most proximal
field in relation to creative process enactment. Furthermore, suggestions for the empirical test of the developed model and a suitable research arena are suggested.
Keywords: creative process enactment, multiple foci of commitment, field theory
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Books by Yvonne G T van Rossenberg
Distinguishing between variable-centred and person-centred types of analysis is not new. This cha... more Distinguishing between variable-centred and person-centred types of analysis is not new. This chapter outlines these two basic perspectives and assumptions in the light of technical developments which enable new ways of measuring, connecting and analysing aspects of the organisational environment. Applications of the person-centred approach in recent management research are provided,as well as practical examples of this approach in the management of innovation. In particular,a case presenting results from innovation data analysed using a person-centred approach shows the value of the person-centred approach in managing innovation.To conclude, this chapter points out the importance of making a distinction between types of data analysis and discusses the value of juxtaposing the two perspectives in the analysis of business data
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Conference Presentations by Yvonne G T van Rossenberg
Small Group Meeting on the Future of Workplace commitment, 23 – 24 September 2016, Bath (UK).
S... more Small Group Meeting on the Future of Workplace commitment, 23 – 24 September 2016, Bath (UK).
Submit an abstract for this meeting (up to 500 words) by Friday 15th of April 2016 to ygtvr20@bath.ac.uk. Program committee: Howard Klein, Omar Solinger, Rolf van Dick, Aaron Cohen, Kathleen Bentein, Franck Bietry, Jordan Creusier, Steven Kilroy and Juani Swart.
More info at:
http://eawop.org/news/the-future-of-workplace-commitment
http://50years.bath.ac.uk/event/the-future-of-workplace-commitment/
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Uploads
Papers by Yvonne G T van Rossenberg
It is increasingly recognized that employees may form commitment to multiple parties within and beyond the organisational context. In the analysis of the effect of multiple commitment attitudes on employee behaviour, two general approaches are taken. First, a variable-centred approach analyzes the direct or “main” effects of the separate foci of commitment on behavioural outcome variables. Interactions between commitments to multiple foci are recognized in mediation and moderation models. Second, in a person-centred approach commitment typologies are created, recognizing the existence of simultaneous commitment to multiple foci. In this approach the typology or profile of commitment represents the interaction between the commitments, together influencing employee behaviour. Contributions have been made separately, however recently it is argued that juxtaposing the two approaches provides unique and more complete insight of complex relations of this kind (Marsh et al., 2009).
This paper explores this promising direction in a systematic literature review on the relations between commitment and creativity. The concepts of commitment and creativity are embedded in two different fields of research and have, unlike other behavioural outcomes of commitment, rarely been studied together. The current paper is the first to systematically review the relation between these two concepts. More importantly, this review is the first to explore the added value of applying both the variable-centred and person-centred research approaches. The commitment – creativity review functions as a case exploring how juxtaposing the two approaches sheds light on different aspects of the relations. The review sets an example of how the dual approach may provide additional insight the relations between commitment attitudes and employee behaviour.
In a cross boundary organizational context, employees have repeated contact across organizational boundaries, and may therefore develop commitment to multiple parties within and beyond the organization. Previous research on multiple foci of commitments (e.g., organization, supervisor, team, customer, client) indicates that the separate foci often combine to influence behavior (Klein, Becker, and Meyer, 2009). This interaction between commitment to multiple foci makes the measurement of the direct effects of commitment to be insufficient. Consequently, this study aims to capture the complex interplay among commitment to multiple foci represented in commitment profiles.
The concepts of commitment and creativity are embedded in two different fields of research and, therefore, have rarely been studied together. The current paper is the first to systematically review studies including both concepts in relation to commitment profiles. It is found that the six identified commitment profiles are associated with specific types and levels of creative behavior. Future empirical research may shed light on the strength of the proposed associations between commitment profiles and creative behavior.
field in relation to creative process enactment. Furthermore, suggestions for the empirical test of the developed model and a suitable research arena are suggested.
Keywords: creative process enactment, multiple foci of commitment, field theory
Books by Yvonne G T van Rossenberg
Conference Presentations by Yvonne G T van Rossenberg
Submit an abstract for this meeting (up to 500 words) by Friday 15th of April 2016 to ygtvr20@bath.ac.uk. Program committee: Howard Klein, Omar Solinger, Rolf van Dick, Aaron Cohen, Kathleen Bentein, Franck Bietry, Jordan Creusier, Steven Kilroy and Juani Swart.
More info at:
http://eawop.org/news/the-future-of-workplace-commitment
http://50years.bath.ac.uk/event/the-future-of-workplace-commitment/
It is increasingly recognized that employees may form commitment to multiple parties within and beyond the organisational context. In the analysis of the effect of multiple commitment attitudes on employee behaviour, two general approaches are taken. First, a variable-centred approach analyzes the direct or “main” effects of the separate foci of commitment on behavioural outcome variables. Interactions between commitments to multiple foci are recognized in mediation and moderation models. Second, in a person-centred approach commitment typologies are created, recognizing the existence of simultaneous commitment to multiple foci. In this approach the typology or profile of commitment represents the interaction between the commitments, together influencing employee behaviour. Contributions have been made separately, however recently it is argued that juxtaposing the two approaches provides unique and more complete insight of complex relations of this kind (Marsh et al., 2009).
This paper explores this promising direction in a systematic literature review on the relations between commitment and creativity. The concepts of commitment and creativity are embedded in two different fields of research and have, unlike other behavioural outcomes of commitment, rarely been studied together. The current paper is the first to systematically review the relation between these two concepts. More importantly, this review is the first to explore the added value of applying both the variable-centred and person-centred research approaches. The commitment – creativity review functions as a case exploring how juxtaposing the two approaches sheds light on different aspects of the relations. The review sets an example of how the dual approach may provide additional insight the relations between commitment attitudes and employee behaviour.
In a cross boundary organizational context, employees have repeated contact across organizational boundaries, and may therefore develop commitment to multiple parties within and beyond the organization. Previous research on multiple foci of commitments (e.g., organization, supervisor, team, customer, client) indicates that the separate foci often combine to influence behavior (Klein, Becker, and Meyer, 2009). This interaction between commitment to multiple foci makes the measurement of the direct effects of commitment to be insufficient. Consequently, this study aims to capture the complex interplay among commitment to multiple foci represented in commitment profiles.
The concepts of commitment and creativity are embedded in two different fields of research and, therefore, have rarely been studied together. The current paper is the first to systematically review studies including both concepts in relation to commitment profiles. It is found that the six identified commitment profiles are associated with specific types and levels of creative behavior. Future empirical research may shed light on the strength of the proposed associations between commitment profiles and creative behavior.
field in relation to creative process enactment. Furthermore, suggestions for the empirical test of the developed model and a suitable research arena are suggested.
Keywords: creative process enactment, multiple foci of commitment, field theory
Submit an abstract for this meeting (up to 500 words) by Friday 15th of April 2016 to ygtvr20@bath.ac.uk. Program committee: Howard Klein, Omar Solinger, Rolf van Dick, Aaron Cohen, Kathleen Bentein, Franck Bietry, Jordan Creusier, Steven Kilroy and Juani Swart.
More info at:
http://eawop.org/news/the-future-of-workplace-commitment
http://50years.bath.ac.uk/event/the-future-of-workplace-commitment/