Skip to ContentSkip to Navigation

Centre of expertise HRM&OB

Faculty of Economics and Business
Centre of expertise Human Resource Management & Organisational BehaviourBlog
Header image Expertisecentrum

CONINC Seminar: Ella Miron-Spektor, INSEAD, France

Datum:29 mei 2019
Auteur:Secretariaat HRM & OB
CONINC Seminar: Ella Miron-Spektor, INSEAD, France
CONINC Seminar: Ella Miron-Spektor, INSEAD, France

CONINC Seminar:

Ella Miron-Spektor, INSEAD, France

https://www.insead.edu/faculty-research/faculty/ella-miron-spektor

Date: Wednesday, June 12, 2019

Time: 15:30 PM

Location: 5419.0007 (Kapteynborg) 

 

Title: Microfoundation of Organizational Paradox: The Problem is How We Think About the Problem

Abstract: 

Thriving in increasingly complex and ambiguous environments requires creativity and the capability to reconcile conflicting demands. Although early paradox theory built upon micro-level insights from psychology and philosophy to understand the nature and management of various competing demands, corresponding empirical studies are rare, offering scarce insights into why some individuals thrive with tensions while others struggle. We suggest that a paradox mindset - the extent to which one is accepting of and energized by tensions - can help individuals leverage competing demands to improve job outcomes. People with a paradox mindset embrace tensions as natural and persistent. They appreciate the interwoven nature of competing forces and see tensions as opportunities for growth and learning. Individuals with a paradox mindset are more likely to confront conflict and engage in integrative complex thinking. Results from a multi-study and multi-method research program identify resource scarcity (i.e., limited time and funding) as a source of tensions and demonstrate the positive impact a paradox mindset has on employee creativity, innovation, job satisfaction, and in-role job performance. Further, a cross-cultural examination reveals differences between Western and East Asian individuals in their approach to conflict and ability to benefit from paradox. Together, these findings contribute to the microfoundations of organizational paradox by exploring individuals’ varied approaches to tensions.

For informatiion: Yingjie Yuan, email: yingjie.yuan@rug.nl