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Ideas in place
absorbing furnishing options available as to create a separate, transparent area. However, in view of previous research, it is important to balance transparent areas with private areas that accommodate other types of work as previous research has shown (Bernstein & Turban, 2018; Fayard & Weeks, 2006; Sundstrom et al., 1980). And it is in the organization’s and manager’s responsibility to enquire what the needs are, preferably as a continuous process rather than episodic.
4.5.4 Conclusion
In conclusion, the current study provides insights into the relationship between workplace transparency and innovative work behaviors. We conceptualized workplace transparency; tested the link between workplace transparency and idea sharing, idea implementation respectively; and examined in how far workplace flexibility moderated this relationship. We discussed the findings in light of the current literature and provided several avenues for future research. As such, this study provides an alternative explanation for the disparity in results regarding the impact of open offices on worker behaviors(e.g., Bernstein & Turban, 2018; Elsbach & Pratt, 2007; Zalesny & Farace, 1987).
Acknowledgements
We would like to thank a Dutch construction company for approval and our research assistant for the support that we have received from them. Also, we gratefully acknowledge that
program New Ways of Working and Human Capital Development with
Organisation for Scientific Research (NWO).Moreover, we want to
this work is part of the research
number 409-13-212, which is (partly) financed by the Netherlands
appreciate the in-depth reviews and helpful suggestion from the
participants at the EM Lyon workshop in Chamonix in 2019. Finally, we thank
Marleen Huysman for her comments.
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