Purpose-The paper aims to study the impact of five dimensions of workplace spirituality (team's sense of community, alignment with organizational values, sense of contribution to society, enjoyment at work, opportunities for inner life) on affective, normative and continuance commitment. Design/methodology/approach-A sample of 361 individuals from 154 organizations were interviewed. Correlations, regressions and cluster analyses were carried out. Findings-The five spirituality dimensions explain 48, 16 and 7 per cent of the unique variance of, respectively, the affective, normative and continuance forms of commitment. The findings suggest that when people experience workplace spirituality, they feel more affectively attached to their organizations, experience a sense of obligation/loyalty towards them, and feel less instrumentally committed. Research limitations/implications-Dependent and independent variables were collected from the same source, simultaneously. This can produce the risk of common method variance, leading to an inflation of statistical relationships. Future studies may use a double source method. A longitudinal research design may also be suitable. Practical implications-By improving spirituality climates, managers can promote organizational commitment and, thus, individual and organizational performance. It is likely that this occurs because people react reciprocally towards an organization that satisfies their spiritual needs, allows them to experience a sense of psychological safety, makes them feel that they are valued as human beings and that they deserve respectful treatment, and allows them to experience senses of purpose, self-determination, enjoyment and belonging. Originality/value-The paper contributes by filling a gap in the organization and management literature, in which empirical studies on organizational spirituality have been scarce until now.

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This paper demonstrates how the art form jazz improvisation can be applied to organizational innovative activities, focusing specifically on product innovation. In the past, the literature on product innovation focused on well-planned approaches which followed a clearly-understood structure based on a rational-functionalist paradigm. However, it is becoming increasingly evident that this model is inappropriate in today's highly competitive business environment. A balance between structure and flexibility seems to be an appropriate way to manage the contradicting demands of control and creativity faced by organizations in highly competitive environments. Jazz improvisation provides this synthesis through the concept of `minimal structures'. We characterize the minimal structures that allow jazz improvisers to merge composition and performance, and then proceed to apply this approach to new product development.

Paradox is gaining more and more pervasiveness in and around organizations, thus increasing the need for an approach to management that allows both researchers and practitioners to address these paradoxes. We attempt to contribute to this project by suggesting a relational approach to paradoxes. To this aim, we first present the state of the art of research on management paradoxes and then explain four regularities surfaced in the literature on this topic. We conclude by arguing that taking these regularities as a whole allows us to suggest a new perspective on paradoxes - one with a positive regard for the co-presence of opposites but that takes seriously the potential relationship between these.

organizational virtuousness, psychological climate, affective well-being, happiness, organizational citizenship behaviors,

This paper argues that the apparent contradiction in current conceptualizations of time in organizations (e.g., Chronos vs. Kairos) is only apparent, and that a synthesis between these opposing poles is both possible and desirable. We propose improvisation (where time to plan converges with time to act) as a vehicle for articulating a dialectical view of time-based organizational phenomena, while focusing on the three major time-related problems organizations have to solve: scheduling, synchronization, and allocation. The paper discusses how improvisation helps to synthesize even time and event time in scheduling processes, internal pacing and external pacing in synchronization processes, and linear and cyclical time in allocation processes. Methodological and practical obstacles to synthesis are also discussed.

Although there is a growing interest toward the topic of leader humility, extant research has largely failed to consider the underlying mechanisms through which leader humility influences team outcomes. In this research, we integrate the emerging literature of leader humility and social information processing theory to theorize how leader humility facilitates the development of collective team psychological capital, leading to higher team task allocation effectiveness and team performance. While Owens and Hekman (2016) suggest that leader humility has homogeneous effects on followers, we propose a potential heterogeneous effect based on the complementarity literature (e.g., Tiedens, Unzueta, & Young, 2007) and the principle of equifinality (leaders may influence team outcomes through multiple pathways; Morgeson, DeRue, & Karam, 2010). In three studies conducted in China, Singapore, and Portugal, including an experiment, a multisource field study, and a three-wave multisource field study, we find support for our hypotheses that leader humility enhances team performance serially through increased team psychological capital and team task allocation effectiveness. We discuss the theoretical implications of our work to the leader humility, psychological capital, and team effectiveness literatures; and offer suggestions for future research.

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