Top management team boundary-spanning leadership: Measurement development and its impact on innovative behavior

With the advancement of digital economy, organizations around the world need to stretch the boundaries of their strategy, business, and knowledge to gain a competitive advantage and achieve sustainable growth. Although boundary-spanning leadership, with a set of practical tools developed by the Center for Creative Leadership (CCL), has been explored over the past 10 years, the comprehensive understanding of top management team boundary-spanning leadership has still reached no consensus. This research focuses on the concept of top management team boundary-spanning leadership (TMTBSL) and its effect on employees' innovative behavior. Study 1 comprises the concept of TMTBSL and the measurement of its development. The classical grounded theory was used to analyze biographical texts and in-depth interview data from local Chinese organizations. We developed a 5-dimension scale with14 items for TMTBSL. In Study 2, we empirically examined the impact of TMTBSL on employees' innovative behavior. The results demonstrate that TMTBSL can promote employee innovative behavior through perceived motivational climate. The theoretical and practical implications are also outlined.

Stability of Individuals' Definitions of Success and the Influence of Perceived Motivational Climate: A Longitudinal Perspective

In the present study, we investigated the stability and malleability of cadets' definitions of success (mastery and performance goal orientations) contextualized within a certain motivational climate (mastery and performance climates). Based on data from three military academies, the results revealed that cadets' goal orientations and their perceptions of the motivational climate remained relatively stable throughout the 2 years of study across three time-points. We also found that a mastery climate predicted individual mastery orientation, and that a performance climate predicted individual performance orientation. These findings contribute to achievement goal theory by clarifying the importance of considering goal orientation contextualized within a certain motivational climate over time. Implications for future research and practice are discussed.

Should I Stay or Should I Go? The Role of Motivational Climate and Work-Home Spillover for Turnover Intentions

Emerging trends in the workforce point to the necessity of facilitating work lives that foster constructive and balanced relationships between professional and private spheres in order to retain employees. Drawing on the conservation of resources theory, we propose that motivational climate influences turnover intention through the facilitation of work-home spillover. Specifically, we argue that employees working in a perceived mastery climate are less likely to consider voluntarily leaving their employer because of increased positive-and reduced negative-work-home spillover experiences. We further argue that employees working in a perceived performance climate are more likely to consider voluntarily leaving their employer because of reduced positive-and increased negative-work-home spillover experiences. In a cross-lagged survey of 1074 employees in a Norwegian financial-sector organization, we found that work-home spillover partly mediates the relationship between a perceived motivational climate and turnover intention. Specifically, mastery climates seem to facilitate positive-and reduce negative-spillover between the professional and private spheres, which in turn decreases employees' turnover intention. Contrary to our expectations, a perceived performance climate slightly increased both positive and negative work-home spillover, however increasing employees' turnover intention. We discuss implications for practice and future research.

Parents' Sport Socialization Values, Perceived Motivational Climate and Adolescents' Antisocial Behaviors

Parents play a key role in young athletes’ sport experience. In particular, parents’ sport goals for children may influence young athletes’ morally relevant sport behaviors. The present study involves 172 Italian adolescents (female = 51.7%; age M = 15.41, SD = 1.73) practicing team sports and analyzed whether and the extent to which parents’ sport socialization values, those values adolescents perceived their parents wanted them to endorse (i.e., moral, competence, status values), were associated with young athletes’ antisocial behaviors towards teammates and opponents. Adolescents’ perceptions of the prominent motivational climate (i.e., mastery and performance) within their team were also considered. Participants were asked to fill out questionnaires, including the Youth Sport Values Questionnaire-2, adapted to measure adolescents’ perceptions of parental socialization values, the Perceived Motivational Climate in Sport Questionnaire and the Prosocial and Antisocial Behavior in Sport Scale. The results of multiple linear regression analysis and relative weight analysis showed that mastery motivational climate, as protective factor, and mothers’ status values, as risk factor, were the most important variables in predicting adolescents’ antisocial behavior towards teammates. As far as adolescents’ antisocial behavior towards opponents was concerned, performance motivational climate and mothers’ status values were the most relevant predictors: the more adolescents perceived their coaches and mothers as giving importance to performance and status, the higher was the frequency of their antisocial behavior in sport. Implications and further developments of the study are discussed.

Importance of the Motivational Climate in Goal, Enjoyment, and the Causes of Success in Handball Players

The purpose of the study is to examine the effects of the motivational climate created by the coach and perceived by a group of young handball players on their goal orientations, their beliefs regarding reasons for success and their self-satisfaction. The study participants were 159 young handball players. Players were administered a battery composed of tests to measure the above-mentioned motivational constructs. Results showed that a perceived mastery-oriented motivational climate was positively related to a task-centered goal orientation, enjoyment, and a belief that success may be achieved through effort. In contrast, a perceived performance-orientated training climate was linked to an ego-centered goal orientation, boredom, or lack of enthusiasm, and a belief that the routes of success in this sport are the abilities and the use of deception techniques. On the whole, this study underlines the educational role of the coach in young handball players. Specifically, the coach's socializing role influences both handball player's commitment and positive motivational profile as well as sport performance.