Business School. Her main research interests cover innovation and creativity in the workplace, managing aging workforce, and successful ageing. She has recently completed a British Academy funded project on selecting for innovation. Kristina has published several papers in different journals, including

We review the organizational performance (OP) measurement literature highlighting the limitations of both objective and subjective measures of performance. We argue that, with careful planning, subjective measures can be successfully employed to assess OP. This is because often consistent, reliable and comparable compatible objective data on OP measures – particularly across countries and sectors – is difficult to come by. Considering that an inflated OP measure can be cross‐checked with the use of secondary data, managers have little incentive to report such figures. As a result, when quizzed over the stand‐alone performance measures of their organizations or vis‐à‐vis their rivals, managers accurately assess and respond to questions on the performance of their organizations. An in‐depth statistical exercise conducted on the subjective measures of OP as reported by managers of four sets of companies in four separate countries, show consistent results, thus lending support to this premise.

This study examines the impact of engaging in seven types of activities on depression and quality of life in retirees and older workers over a period of 2 years, using a sample from the survey of health, ageing and retirement in Europe. Longitudinal data were available from 2,813 retirees and 1,372 older employees. Our results showed that volunteering, providing help and going to sports or social clubs at the baseline improved retirees' quality of life over a period of 2 years. No direct effects of engaging in activities were found for older employees. Moreover, higher depression at the baseline fostered the depression experience at the follow-up in those retirees and older employees who were caring for disabled adults at baseline. In retirees with higher depression at baseline, participation in religious organizations was associated with a greater decrease in depression at follow-up than in those who had lower levels of depression at baseline. For older employees, taking part in political or community organizations at baseline was related to a greater decrease in depression at follow-up than in those employees who experienced higher initial depression. Practitioner pointsPractitioners should make attempts to reduce physical demands and time pressure exerted over older employees to improve their well-being over time. Practitioners should design intervention programmes and preventive measures that focus on how to stimulate retirees' and older employees' engagement in community and leisure activities to achieve successful ageing.The population in many industrialized countries is increasingly greying (United Nations, 2007). Thus, the issue of successful ageing has been receiving an increasing attention for a long time. In this context, examining how engaging in different activities impacts psychological well-being and quality of life in old age has been a major research interest.

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The aim of this paper is to examine and clarify the nomological network of change and innovation (CI) -related constructs. A literature review in this field revealed a number of inter-related constructs that have emerged over the last decades. We examine several such constructs -innovation, creativity, proactive behaviours, job crafting, voice, taking charge, personal initiative, submitting suggestions, and extra-role behaviours. Our conceptual analysis suggests each one of these constructs represents a specific component of CI-related behaviours. However, we also found that on occasion these concepts have been dysfunctionally operationalized with evidence of three dysfunctional effects: (i) construct confusion, (ii) construct drift, and (iii) construct contamination. Challenges for future research to enhance conceptual and operational clarity are discussed. (Suddaby, 2010, p. 350). KeywordsAcross the work and organizational psychology literature there has been an increasing number of concepts associated with how employees, teams, and organizations overall attempt to enact change and modify work roles, organizational processes, and outcomes at different levels of analysis (Anderson, Potočnik, & Zhou, 2014). For instance, the areas of creativity and innovation, proactive behaviours, and extra-role behaviours all aim to address and explain, in one way or another, how individuals, teams, and organizations introduce and implement changes to improve the organizational functioning. Given the importance of effective change management and innovation for the organizations to gain competitive advantage and secure their long-term success, it is not surprising that the research in this particular field has flourished during the recent years. In the present paper we coin the term 'Change and innovation (CI) literatures' to explore the nomological network of different concepts in this field. Perhaps more than any other area, the CI literatures comprises a number of distinct but related constructs and a proliferation of sub-constructs describing what could appear prima facie to be ostensibly similar phenomena in organizations. This has led to the rather complex construct space in the CI literatures and applied research, with several interdependent constructs all having distinct value but appearing to possess at least some similarities and notable overlaps. In their recent meta-analysis, for instance, Tornau and Frese REVIEW OF INNOVATION-RELATED CONCEPTS 4 (2013) have attempted to clean-up a construct space related to the proactive behaviours in particular and observed some overlaps. In our paper, however, we go beyond the proactivity to include several different concepts all related with enacting change and innovation in the organizations.Specifically, in the current paper, we examine nine specific constructs in these areas that have commanded increasing attention by researchers over recent years: (1) innovation, (2) creativity, (3) proactive behaviours, (4) job crafting, (5) voice, (6) taking charge, (7) personal in...

Organizations, particularly those for whom safety and reliability are crucial, develop routines to protect them from failure. But even highly reliable organizations are not immune to disaster and prolonged periods of safe operation are punctuated by occasional catastrophes. Scholars of safety science label this the "paradox of almost totally safe systems," noting that systems that are very safe under normal conditions may be vulnerable under unusual ones. In this paper, we explain, develop, and apply the concept of "organizational limits" to this puzzle through an analysis of the loss of Air France 447. We show that an initial, relatively minor limit violation set in train a cascade of human and technological limit violations, with catastrophic consequences. Focusing on cockpit automation, we argue that the same measures that make a system safe and predictable may introduce restrictions on cognition, which over time, inhibit or erode the disturbancehandling capability of the actors involved. We also note limits to cognition in system design processes that make it difficult to foresee complex interactions. We discuss the implications of our findings for predictability and control in contexts beyond aviation and ways in which these problems might be addressed.

Innovation in the workplace has been claimed to be a key factor in organizational survival and success. As future workers, university students are a major source of future innovations in organizational settings. Before they enter the labour market, it is in the context of Higher Education that they start developing some of their long-term behaviours, such as innovation behaviours. This study aims to explore the main determinants of university students' innovation behaviours from a longitudinal perspective. The sample comprised 78 students of Psychology, Management, Fine Arts and Education. Our results show that previous innovation behaviours as freshmen, current levels of autonomy and cognitive demands are positively related with individual innovation among university students. Practical implications regarding how to foster innovation efforts in the context of Higher Education are discussed.

Business School. Her main research interests cover innovation and creativity in the workplace, managing aging workforce, and successful ageing. She has recently completed a British Academy funded project on selecting for innovation. Kristina has published several papers in different journals, including