Leadership,creativity, and innovation: A critical review and practical recommendations

Leadership is a key predictor of employee, team, and organizational creativity and innovation. Research in this area holds great promise for the development of intriguing theory and impactful policy implications, but only if empirical studies are conducted rigorously. In the current paper, we report a comprehensive review of a large number of empirical studies (N?=?195) exploring leadership and workplace creativity and innovation. Using this article cache, we conducted a number of systematic analyses and built narrative arguments documenting observed trends in five areas. First, we review and offer improved definitions of creativity and innovation. Second, we conduct a systematic review of the main effects of leadership upon creativity and innovation and the variables assumed to moderate these effects. Third, we conduct a systematic review of mediating variables. Fourth, we examine whether the study designs commonly employed are suitable to estimate the causal models central to the field. Fifth, we conduct a critical review of the creativity and innovation measures used, noting that most are sub-optimal. Within these sections, we present a number of taxonomies that organize extant research, highlight understudied areas, and serve as a guide for future variable selection. We conclude by highlighting key suggestions for future research that we hope will reorient the field and improve the rigour of future research such that we can build more reliable and useful theories and policy recommendations.     

Leader negative feedback-seeking and leader effectiveness in leader-subordinate relationships: The paradoxical role of subordinate expertise

From a motivational perspective of feedback-seeking behavior, we examined the mediating role of leaders' negative feedback-seeking from subordinates in the relationship between the quality of leader-member exchange (LMX) and subordinates' evaluation of leader effectiveness, along with the moderating role of subordinate expertise in the mediated relationship. Using 151 unique matched sets of leader and subordinate reports obtained from 5 large Korean companies, we found that the positive relationship between LMX and leader effectiveness was mediated by leaders' negative feedback-seeking. Additionally, the positive relationship between LMX and leader negative feedback-seeking was stronger when perceived subordinate expertise was lower. Lastly, the indirect effect of LMX on leader effectiveness through leader negative feedback-seeking was stronger when perceived subordinate expertise was lower. These findings were obtained after controlling for leaders' power distance and goal orientations that might influence their motives to seek or avoid feedback. Theoretical and practical implications are discussed.     

Minimum 2-distance coloring of planar graphs and channel assignment

A 2-distance k-coloring of a graph G is a proper k-coloring such that any two vertices at distance two get different colors. \(\chi _{2}(G)\)=min{k|G has a 2-distance k-coloring}. Wegner conjectured that for each planar graph G with maximum degree \(\Delta \), \(\chi _2(G) \le 7\) if \(\Delta \le 3\), \(\chi _2(G) \le \Delta +5\) if \(4\le \Delta \le 7\) and \(\chi _2(G) \le \lfloor \frac{3\Delta }{2}\rfloor +1\) if \(\Delta \ge 8\). In this paper, we prove that: (1) If G is a planar graph with maximum degree \(\Delta \le 5\), then \(\chi _{2}(G)\le 20\); (2) If G is a planar graph with maximum degree \(\Delta \ge 6\), then \(\chi _{2}(G)\le 5\Delta -7\).     

Blocking Rumor by Cut

In this paper, a rumor blocking problem is studied with an objective function which is neither submodular or supermodular. We will prove that this problem is NP-hard and give a data-dependent approximation with sandwich method. In addition, we show that every set function has a pair of monotone nondecreasing modular functions as upper bound and lower bound, respectively.     

Top Team Diversity,Internationalization and the Mediating Effect of International Alliances*

This study examines the mediating effect of international alliances for the relationship between TMT (top management team) job‐related diversity (educational, functional background, outside industry experience and international exposure) and firm internationalization. We argue that firms with greater TMT diversity will use more international alliances, resulting in higher firm internationalization. Based on a sample of 226 US firms during the period 1988–1994, we find that international alliances partially mediate the relationship between TMT international exposure diversity and firm internationalization. However, we do not find international alliances to mediate the relationships between other forms of TMT diversity and firm internationalization. We discuss implications and directions for future research.     

Unlocking the Value of RFID

RFID (Radio‐Frequency Identification) technology has shown itself to be a promising technology to track movements of goods in a supply chain. As such, it can give unprecedented visibility to the supply chain. Such visibility can save labor cost, improve supply chain coordination, reduce inventory and increase product availability. Industry reports and white papers are now filled with estimates and proclamations of the benefits and quantified values of RFID. Early adopters are now rallying more and more followers. However, most such claims are educated guesses at best and are not substantiated, that is, they are not based on detailed, model‐based analysis. This paper argues that there is a huge credibility gap of the value of RFID, and that a void exists in showing how the proclaimed values are arrived at, and how those values can be realized. The paper shows that this credibility gap must be filled with solid model analysis, and therefore presents a great opportunity for the Production and Operations Management (POM) research community. The paper reviews some of the ongoing research efforts that attempt to close the credibility gap, and suggests additional directions for further strengthening the POM's contribution to help industry realize the full potentials of RFID.     

RFID and Operations Management: Technology,Value, and Incentives

As RFID technology matures and organizations seek to deploy it in their business operations, a basic objective in the endeavor is that of extracting business value from the technology. This paper examines three dimensions of the value proposition of RFID and attempts to identify areas for further investigation. The first dimension consists of the generic architecture of RFID implementations and the drivers of value that can result from its components. The second consists of measurement issues associated with quantification of value. Since the complete benefits of RFID will only result when multiple independent organizations deploy the technology and coordinate the resulting information flows, the third dimension addresses incentives for achieving that diffusion. The collection of issues identified through this exercise offers an initial roadmap to view ongoing research and recognize additional problems for further investigation.     

Using Fairness Models to Improve Equity in Health Delivery Fleet Management

Inefficiency and inequity are two challenges that plague humanitarian operations and health delivery in resource‐limited regions. Increasing capacity in humanitarian and health delivery supply chains is one option that has the potential to improve equity while maintaining efficiency. For example, the nonprofit organization Riders for Health has worked to increase capacity by providing reliable transportation to health workers in rural parts of sub‐Saharan Africa; with more motorcycle hours at their disposal, health workers can perform more outreach to outlying communities. We develop a model using a family of fairness function to quantify the efficiency and equity of health delivery as capacity is increased via development programs. We present optimal resource allocations under utilitarian, proportionally fair, and egalitarian objectives and extend the model to include dual modes of transport and diminishing returns of subsequent outreach visits. Finally, we demonstrate how to apply our model at a regional level to provide support for humanitarian decision makers such as Riders for Health. We use data from the baseline phase of our evaluation trial of Riders for Health in Zambia to quantify efficiency and equity for one real‐world scenario.     

How do I get my way? A meta-analytic review of research on influence tactics

Despite considerable research investigating the role of influence tactics on work-related outcomes in organizations, consensus on the effectiveness of influence tactics has been elusive. Specifically, there is a lack of integration concerning the relationships between proactive influence tactics and their outcomes. We investigate the effectiveness of 11 influence tactics from a comprehensive perspective using meta-analytic techniques. In particular, the current study focuses on relationships between each of the 11 influence tactics (i.e., rational persuasion, exchange, inspirational appeal, legitimating, apprising, pressure, collaboration, ingratiation, consultation, personal appeals, and coalition) and task- and relations-oriented outcomes. In addition, we investigate the moderating effects of the direction of influence tactics, measurement of influence tactics, singular influence tactic (versus use of a combination of influence tactics), independence of data sources, and study setting involved in the study. Regardless of task- and relations-oriented outcomes, based on 49 independent samples (N = 8987), our results show positive relationships between outcomes and rational persuasion, inspirational appeal, apprising, collaboration, ingratiation, consultation, and a negative relationship between pressure and outcomes. Rational persuasion is the only tactic which held stable positive relationships with both categories of outcomes regardless of moderating factors. Implications and directions for future research in the area of influence tactics are discussed.     

Managing dependency in China outsourcing relationships

Abstract

This paper examines manufacturing firms’ use of guanxi and formal control to address dependence on suppliers and achieve desired outsourcing performance in China. Using survey data collected from manufacturing firms operating in China, a structural equation model is used to test the research model. The results suggest that manufacturing firms with high dependence on suppliers build Chinese guanxi with those suppliers to overcome the dependence and enhance outsourcing performance. In addition, Chinese guanxi also appears to facilitate the use of formal control, which was also found to have a positive relationship with outsourcing performance. This paper contributes to the literature by illustrating the importance of guanxi in achieving desired outsourcing performance in the China context, particularly in the case where a manufacturer perceives high dependency on its major supplier.