Recent Submissions

  • The conceptual foundations of well-being in the service ecosystem

    Lemke, Fred; Hamdan, Qusay; Jafari, Aliakbar (2021)
    There is an increasing recognition of the impact of well-being on multiple stakeholders in the society. This stresses the need to further explore this seminal field of science(Carrington, Zwick, & Neville, 2016; Kilbourne, Dorsch, & Thyroff, 2018; Mittelstaedt, Shultz, Kilbourne, & Peterson, 2014).Thus, in order to formulate a ‘common ground’ for pursuing theory and practice, we have to consider the different perspectives of all stakeholders in the service ecosystem; well-being can then be realized as a value in a co-creative manner (Domegan, Collins, Stead, McHugh, & Hughes, 2013; Guo, Arnould, Gruen, & Tang, 2013; Gurrieri, Previte, & Brace-Govan, 2013). Traditional service marketing approaches neglect the common trade-offs between the longterm well-being of consumers and their short-term wants. Services need to transcend in the delivery of the former aspect – creating well-being – and this, more efficiently and effectively than competitors. This will be the competitive advantage of the future, which the literature agrees on (Kotler, Roberto, & Lee, 2002; Lee & Sirgy, 2004; Sirgy & Lee, 2008). Thus, there is a necessity to further understand service strategies that enhance the co-creation and improvement of well-being. Well-being is a very broad church with lots of different flavours and shades(Burroughs & Rindfleisch, 2002; Kilbourne et al., 2018; Nolan & Varey, 2014). As a result, we lack a holistic understanding of the concept and how it may relate to different stakeholders in the service ecosystem. This creates a gap in knowledge that hinders the improvement of the highly important field. Developing a holistic view requires a better understanding of the concept by piecing together the scattered literature. Given the complexity of the topic, we embark on a systematic review of the existing literature in order to formulate the lacking definition of wellbeing in the service ecosystem. Using multiple techniques (solo coding, inter-coder reliability test, Delphi panel test and grounded theory), we analyze and synthesize the multi-disciplinary literature on well-being. We identify and update the existing conceptualizations of the dimensions of well-being, while identifying the various stakeholders interacting within different environment in the service ecosystem. We map these stakeholders and environments against the dimensions of well-being, which – in conjunction – formulate the definition of overall wellbeing that is applicable in a multi-stakeholders in the service ecosystem. We, furthermore, take a considerable step towards fully understanding the mechanisms of well-being co-creation by exploring the interactions of stakeholders and the interrelations among the well-being dimensions. The study offers a broad spectrum of implications for practitioners as well as an agenda for future research directions.
  • The welfare and price effects of sector coupling with power-to-gas

    Roach, Martin; Meeus, Leonardo (2021)
    Electricity markets with high installed capacities of Variable Renewable Energy Sources (VRES) experience periods of supply and demand mismatch, resulting in near-zero and even negative prices, or energy spilling due to surplus. The participation of emerging Power-to-X solutions in a sector coupling paradigm, such as Power-to-Gas (PTG), has been envisioned to provide a source of demand flexibility to the power sector and decarbonize the gas sector. We advance a long-run equilibrium model to study the PTG investment decision from the point of view of a perfectly competitive electricity and gas system where each sector's market is cleared separately but coupled by PTG. Under scenarios combining PTG technology costs and electricity RES targets, we study whether or not there is a convergence in the optimal deployment of PTG capacity and what is the welfare distribution across both sectors. We observe that PTG can play an important price-setting role in the electricity market, but PTG revenues from arbitrage opportunities erodes as more PTG capacity is installed. We find that the electricity and gas sector have aligned incentives to cooperate around PTG, and instead find an issue of misaligned incentives related to the PTG actor. Although not the focus of our analysis, in some scenarios we find that the welfare optimal PTG capacity results in a loss for the PTG actor, which reveals some intuition that subsidizing PTG can make sense to reduce the cost of RES subsidies. Sensitivity analyses are conducted to contextualize these findings for system specificities.
  • Strategic behaviour in flexibility markets: New games and sequencing options

    Beckstedde, Ellen; Meeus, Leonardo; Delarue, Erik (2021)
    Distribution system operators are expected to procure flexibility when it is cheaper than expanding their distribution grid. How to integrate these flexibility markets in the existing sequence of electricity markets is an important open issue in the evolution of electricity markets in Europe. In this paper, we investigate four market sequencing options: (1) the nodal wholesale market that includes network constraints(WNC); (2) the zonal wholesale market without network constraints followed by an integrated redispatch market to remedy the network congestion at transmission and distribution level created by the wholesale market in a coordinated way (WIR); (3) the zonal wholesale market followed by separate flexibility, redispatch and balancing markets in that order, which implies that congestion at distribution level is treated before congestion at transmission level (WFRB); and (4) the zonal wholesale market followed by separate redispatch, flexibility and balancing markets in that alternative order, which implies that congestion at transmission level is managed before congestion at distribution level (WRFB). We analyse how changing the market sequence can impact the strategic behaviour of flexibility providers, here represented by a Balancing Responsible Party (BRP). We introduce a bi-level model in which the strategic BRP in the upper level acts as a first mover that anticipates the effect of its offers on the market outcome of the lower-level optimization problems. In analogy with the inc-dec game triggered by redispatch markets, we find that flexibility markets can trigger new games. These games will be difficult to detect by regulators as they can be performed by relatively small players. We observe that the WNC market design clearly outperforms the other sequencing options, but there is no clear second best among the alternatives WIR, WFRB, and WRFB.
  • How employees are proactive in strategic behaviors

    Pfisterer, Matthias; De Stobbeleir, Katleen (2021)
    In today’s world of work, employees do not just let change happen to them, instead, they proactively shape their work, as well as their organization and its fit with the environment. Research shows that proactivity may be beneficial to the individual, the team and the organization. However, despite the importance of proactivity in today’s organizations, research has predominantly focused on employees’ proactivity in shaping their internal work environment, by for example exploring how employees can expand the boundaries of their own roles. When confronted with an unpredictable and rapidly changing external environment, however, employees also need to proactively detect and shape opportunities in their external environment. In this doctoral research proposal, we therefore shift focus from internally to externally oriented proactivity, i.e., proactive strategic behavior, to (1) conceptualize the construct of proactive strategic behavior; and (2) develop the nomological network of the concept of proactive strategic behaviors by testing the antecedents and the consequences of proactive strategic behavior.
  • The impact of ceo future focus and long-term incentives on strategic flexibility: Towards person-pay congruence

    De Ruyck, Bettina; Peeters, Carine; Baeten, Xavier; Fehre, Kerstin (2021)
    Strategic flexibility enables organisations to adapt to changing circumstances in a proactive or reactive manner. Although several studies show that it increases company performance, more research on the drivers and barriers to strategic flexibility is needed. In response to that call, we focus on the CEO who plays a crucial role in shaping and implementing the strategy of the organisation. One line of research established in the strategic flexibility literature studies CEO cognition to explain how CEOs differ in the extent to which they build strategically flexible organisations. Accordingly, we put forward CEO future focus as a relevant antecedent of strategic flexibility. However, we argue that this personal trait should be studied in tandem with CEO compensation, as it is their combination that determines the CEO’s strategic choices. The main objective of this paper is to understand how person-pay congruence can be obtained in the best interest of strategic flexibility by integrating CEO compensation and the upper echelons perspective. We argue that a stronger CEO future focus and high long-term incentives both increase strategic flexibility. This analysis will enable us to answer the question on what matters most: person or pay? Second, we investigate whether the person-pay interactions between CEO future focus and long-term incentives are synergistic, additive or buffering in nature. We will test our hypotheses with a panel dataset of the 600 largest listed European firms for the period 2014-2019.
  • Stimulating the drive to drive green: A longitudinal experiment on socially comparative vs. individual digital eco-driving feedback

    Vanpaemel, Pieter; Weijters, Bert; Goedertier, Frank (2019)
    In the global fight against climate change, eco-driving could contribute to the reduction of CO2 emissions. Recommendations on how to drive more ecologically abound, but drivers may fail to implement them as they experience difficulties monitoring their own behaviour. Digital feedback systems can help. In a longitudinal experiment, we communicate eco-driving recommendations to a sample of drivers (N = 412). Over a seven week time frame (in addition to a 13-week pre-experimental baseline easurement), we test whether digital feedback using an eco-score index further improves eco-driving. We experimentally evaluate whether adding a competitive component to the feedback further impacts eco-driving, testing different types of socially comparative feedback. Our results show that competitive feedback may help reduce speeding (but not other aspects of eco-driving), respective of the type of social comparison provided, suggesting that possibly the competitive mind-set as such (rather than the specific information conveyed) triggers the partial eco-driving improvement.
  • Public procurement of innovationt through increased startup participation: The case of Digipolis (Research-in-progress)

    De Coninck, Ben; Viaene, Stijn; Leysen, J. (2018)
    Previous research has identified numerous obstacles that hinder the efficient procurement of innovation by the public sector. This paper introduces the case of Digipolis – the public ICT service provider of the City of Antwerp in Belgium. In 2015, the company implemented a comprehensive overhaul of its procurement strategy centered around 3 key components: a flexible procurement process, a community built around Digital Antwerp, and a challenge-oriented company culture. The case adopts a holistic perspective on the implementation of innovation procurement in a local public sector organization, and investigates the specific conditions and mechanisms that allowed to leverage the Antwerp startup community in order to increase the number of purchased innovative solutions. The case also sheds light on how public procurement of innovation can lead to knowledge-intensive entrepreneurship – an area that is still largely undiscovered.
  • New new, new old: Understanding individual and contextual influences on graduates' career choices

    Buyens, Dirk; Mayrhofer, Wolfgang; Andresen, Maike; Arnulf Ketil, Jan; Homberg, Fabian; Kalvina, Agita; Kieran, Sarah; Ludviga, Iveta; Vandenbroucke, Astrid (2020)
    Young graduates are the talent of the future and they will become an important group in organizations in the next decennial. Individuals’ career preferences and work values have shifted over time and, as a result, claims in literature posit that the traditional career will slowly fade away in order to make way for the modern career. In addition, strong contextual forces such as globalization, technology, organizational restructuring, and the growth of services have altered the way we look at careers and challenge what older generations have hitherto taken for granted. Research presented at this symposium will add substantially to the existing literature on what new cohorts of graduates expect from their future career and employer. Authored by scholars from eleven European countries, the papers included in this symposium integrate individual and contextual factors influencing graduates' career intentions across contexts.
  • Distressed portfolio company exit and cross-border venture capital investors

    Devigne, David; Manigart, Sophie; Wright, Mike (2013)
    Drawing upon an escalation of commitment framework, this study investigates how differences between cross-border and domestic venture capital investors in access to information, social and structural factors affect their decision to terminate an unsuccessful investment. We track the exit outcome of 1060 venture capital investments in 684 European technology companies. Results show that domestic investors have a high tendency to escalate their commitment to a failing course of action. In contrast, cross-border investors terminate their investments efficiently, even when investing through a local branch. This is explained by cross-border investors having more limited access to soft information, a lower social involvement with the project and a lower embeddedness in the local economic and social environment, which are all factors that contribute to lower escalation of commitment. Local branches of cross-border investors are further shielded from escalation of commitment through structural safeguards. Domestic investors may hence benefit from mimicking the behavior of cross-border investors.
  • Eighteen shades of grey? A literature review into the theoretical flavours of change research

    Wetzel, Ralf; Van Gorp, Lore (2013)
    Organizational change appears as an intriguing stimulus for business success as much as change protagonists appear as eroticizing manipulators. The ’sexiness’ of concepts for organizational change is that its stimulus is not driven by variation in terms of manipulating contexts, of tools, partners, or of overall preferences. It obviously fascinates by pure simplicity and repetition. Organizational change management concepts seems to thrill by boredom and by permanently postponing the climax of ‘really being better’. This is not only the case regarding the well-known plethora of similarly trivial change concepts. Boredom is also the case in, and probably caused by, organizational change research (OCR), since an increasingly loud voice of criticism diagnoses general partiality and apathy in the field. For us, this diagnosis conflicts dramatically with an existing tremendous variety and richness in the indispensable background of organizational change research - organization theory (OT). Particularly since organization theory has developed radically new perspectives on organizations over the last decades, an up-to-date theoretical foundation of OCR is key for the future impact of change management efforts. The purpose of this paper is to explore, how organization theoretically diverse research on OCR is actually grounded, since insights into the organization theoretical foundations of OCR are completely lacking. For this reason, a selection of 85 articles on organizational change was made, published in top tier journals in 2010. We conducted a reference analysis based on 18 prominent organization theories and their main contributing authors. The findings show firstly a very strong theoretical selectivity in OCR, focussing on cognitive, learning, discursive and neo-institutional theories. Other theories are almost fully neglected. Secondly, our analysis indicate this practice as being a sign that current OCR struggles hard with transforming the cognitive frames of topical OT into own fruitful accesses to its object. The resulting ‘vanilla practice’ of theory application appears as a dissatisfying escape strategy performed to cover theoretical antagonisms and to avoid a deeper confrontation with the underlying assumptions of the identity and conditions of OCR.
  • Job insecurity, knowledge hiding, and team outcomes

    Huang, Guohua; Lee, Cynthia; De Stobbeleir, Katleen; Wang, Li (2019)
    Job insecurity – the threat to the continuity and stability of one’s employment – is an increasingly pervasive issue facing the vast majority of employees. There has been much knowledge accumulated about antecedent and outcomes of job insecurity. However, further advancements in our theoretical and empirical approaches can help us to better understand the consequences, processes, and boundary conditions of job insecurity itself, job insecurity change, and job insecurity climate. With four papers using a moderated mediation model and one paper using a dynamic, mediated model, the current symposium contributes to our understanding of job insecurity by: (1) exploring why and when job insecurity is associated with employee health outcomes and proactive behaviors, (2) examining sources and consequences of job insecurity change when significant organizational changes were taking place, and (3) identifying mechanisms and boundary conditions in the relationship between job insecurity climate at the team level and team outcomes. By showcasing five empirical papers, this symposium focuses on identifying and exploring novel moderators and mediators in the job insecurity process to enrich our understanding of job insecurity, job insecurity change, and job insecurity climate. Together, the combined contributions of these papers add to our understanding of job insecurity as a between-person, within-person and/or multilevel process and illuminate future avenues for research within the field.
  • When your supervisor underperforms: the role of process feedback and the formality of feedback

    Stouthuysen, Kristof; Slabbinck, Hendrik; Distelmans, Tineke (2021)
    This study investigates the role of process feedback as a mechanism to motivate employees after a period of underperformance. We examine whether process feedback, following negative outcome feedback has a positive influence on employees’ willingness to improve performance, and whether this effect differs across organizational roles and the nature of the feedback provided. Based on an experiment and field survey, we find evidence that process feedback encourages employees to improve future performance and this effect becomes further pronounced for employees in a non-supervisory role. For supervisors, though, we find that the relationship between process feedback and future performance improvements is crucially dependent on the formality of feedback. Specifically, underperforming supervisors are more likely to positively react to process feedback when the feedback is generated in a formal way (e.g., by a formalized information system) while the opposite holds for underperforming non-supervisory employees. We also provide evidence that this interaction effect is mediated by feedback acceptance.
  • Digital public service avoidance by people with disabilities

    Pethig, Florian; Jaeger, Lennert; Kroenung, Julia; Buchwald, Arne (2020)
    An increasing number of public services is delivered primarily via digital channels, however, a pressing problem is that they are frequently avoided or even rejected by marginalized citizens, such as people with disabilities. In this paper, we develop a contextualized framework of digital public service avoidance by people with disabilities that builds on and extends prior information systems research by incorporating complexity as the main antecedent of avoidance but it also leverages findings from social psychology and sociology by incorporating the need for human interaction and stigma consciousness as unique sociocultural barriers. We apply the framework to the context of a digital public service specifically developed for people with disabilities and assess its utility in a quantitative study of 145 severely disabled citizens. Our results uncover the need for interaction as a novel and underexplored driver of avoidance, illustrating that the missing “human touch” may be a hidden barrier to bringing more marginalized citizens online.
  • Risk as threat and opportunity: The institutional logics of board risk management

    Ashby, Simon; Bryce, Cormac; Ring, Patrick (2020)
    Organisations make strategic decisions in a world of uncertainty, and their success or failure depends on their ability to organize this uncertainty and exploit or mitigate the associated risks. At the apex of this risk-strategy nexus is the board of directors. We use the institutional logics perspective to investigate how board directors make sense of and act on their authority and accountability for risk management in an environment of conflicting social identities and goals that are bounded by limited resources and cognition. Through the analysis of 30 semi-structured interviews with executive and non-executive directors we find that boards are struggling to reconcile competing supra-organisational logics of ´risk as opportunity´ and ´risk as threat´. Many boards adopt a ‘governance and compliance’ logic for risk management, emphasizing threat reduction/value protection over the exploitation of opportunities/value creation. A very few opt for a ‘strategic-swashbuckling’ logic that gives primacy to value creation via opportunity exploitation. We also find evidence of a nascent ‘appetite aware’ logic, rooted in the object of the risk appetite statement and spread by directors acting as cultural entrepreneurs. Discovery of the appetite aware logic adds to the evidence on logic modularisation and the ability of cultural entrepreneurs to act as change agents by transferring elements of institutional orders from one situation to another. We find that the introduction of a risk appetite statement can influence board risk narratives and management practices."
  • Leaders developing themselves to help others grow. The role of leader identity and learning behavior

    Desmet, Lien; De Stobbeleir, Katleen (2020)
    Rather than focusing on titles and hierarchies, some recent work in the leadership literature has begun to explore how leaders view themselves, both within and outside of their formal roles. This symposium seeks to advance the field’s understanding of the effects of leader self-perceptions on leadership outcomes and invites the audience into an inquiry of the role of leader self-awareness and leader identity in the leadership process. The research presented seeks to better understand (1) how leaders view themselves, (2) how leaders may increase identification with the leader role, and (3) the benefits of this identity for leadership behaviors, including leader effectiveness as well as outcomes for followers.
  • Fighting scaling challenges with internal means: A paradox

    Van Lancker, Evy; Collewaert, Veroniek; Anseel, Frederik (2020)
    While high-growth firms are important providers of innovation, employment, and wealth, it is not clear how a young firm’s top management team navigates the process of scaling their business into such a firm. One particular challenge young firms must learn to overcome if they want to grow is the ‘people’ challenge. This paper studies the boundary conditions of the adoption of high-performance work practices as a means to help overcome the growing pains of these firms. Building on the attention-based view, we show that the adoption of these practices uncovers a paradox which is subject to the influence of financial performance and the team’s previous entrepreneurial experience."
  • Explaining the craze for crowdfunding research as an academic research topic

    Le Pendeven, Benjamin; Bardon, Thibaut; Manigart, Sophie (2020)
    Crowdfunding research has grown exponentially since the first academic papers on the topic in 2013 and received relatively more attention by academics than its importance in the economy would warrant. As no research exists that may guide our research question on how academics chose their research topic, this paper qualitatively explores through thirty interviews with crowdfunding scholars how the craze for crowdfunding research can be explained. Three categories of reasons emerged: scientific reasons, career reasons and socio-psychological reasons. Within each overarching category, we identify two or three second order themes, which are further split up in first order concepts. We hereby contribute not only to increase our understanding of how academics chose their research topics, but also to the adjacent theories of management fashions and schooling."
  • Who is in charge of digital transformation? The birth and rise of the chief digital officer

    Buchwald, Arne; Lorenz, Felix (2020)
    With the increasing pressure for organizations to digitalize, many companies are complementing their top management teams (TMT) with new members, chief informational and digital officers (CIOs and CDOs). As members of top management teams, CIOs and CDOs are expected to fulfill essential roles in the digital transformation strategy and its implementation. By making decisions on digitalization, they also influence business model development, innovation, and business strategy. While research on digital transformation is growing steadily, we lack a coherent understanding of the extent and nature of these top management roles and their relationships and the specific tasks involved. Based on the literature on management, information systems, and related fields, this paper discusses the evolving CIO and CDO roles and their interrelationships. Our key contribution is to conceptualize the role split, the emergence of the CDO, the nature of organizational roles and relationships by drawing on concepts of organizational ambidexterity, transactive memory systems (TMS), and shared understanding. We find that despite the separation of roles and potentially overlapping responsibilities, a collaborative relationship can be beneficial due to the complementary nature of the roles particularly to drive the digital transformation. We conclude with a future research agenda."
  • The effect of justice expectations on OCBs and its regulation by professional identification

    Sguera, Francesco; Patient, David (2020)
    In highly uncertain contexts, such as organizations undergoing major change initiatives, employees become especially attentive to procedural fairness. Although research has focused mainly on perceptions of experienced procedural justice, employees also generate expectations about the procedural fairness they will receive in the future, termed anticipatory procedural justice. In this paper, we posit that these expectations can affect employee positive behaviors that are not specifically related to the change itself, namely organizational citizenship behaviors. Further, we hypothesize that employees highly identified with their profession will be less affected by justice expectations, while employees who are less identified will rely on these expectations when deciding to engage in organizational citizenship behaviors. We test our hypotheses using a multi-method approach entailing one experiment with a heterogeneous sample of US workers (n=183), one three-wave panel survey with a sample of US workers from different organizations undergoing wage cuts and layoffs (N=101), and one field survey in a public health government agency facing a large scale organizational change (n=315). In all three studies, anticipatory procedural justice fully mediated the relationship between experienced procedural justice and organizational citizenship behaviors. In Study 3, where the majority of respondents worked in vocational roles (e.g., healthcare specialists and psychology counsellors), professional identification moderated this mediated relationship. Specifically, the organizational citizenship behaviors of employees highly identified with their profession were not affected by anticipatory procedural justice. We conclude by discussing theoretical and practical implications of our findings."

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