Baltic Journal of Management最新文献

{"title":"Age-friendly human resource practices: a comparison of Baltic and Nordic countries","authors":"Oleksandr Dorokhov, Krista Jaakson, Liudmyla Dorokhova","doi":"10.1108/bjm-03-2024-0151","DOIUrl":"https://doi.org/10.1108/bjm-03-2024-0151","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Due to population ageing, the European Union (EU) has adopted active ageing as a guiding principle in labour and retirement policies. Among the strategies for active ageing, age-friendly workplaces play a crucial role. This study compares age-friendly human resource (HR) practices in the Baltic and Nordic countries. The latter are pioneers in active ageing, and as the employment rate of older employees in the Baltics is like that in the Nordic countries, we may assume equally age-friendly workplaces in both regions.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We used the latest CRANET survey data (2021–2022) from 1,452 large firms in seven countries and constructed the fuzzy logic model on age-friendliness at the workplace.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Despite a high employment rate of older individuals in the Baltics, HR practices in these countries fall short of being age-friendly compared to their Nordic counterparts. Larger firms in the Nordic countries excel in every studied aspect, but deficiencies in the Baltics are primarily attributed to the absence of employer-provided health and pension schemes. The usage of early retirement is more frequent in the Nordic countries; however, its conceptualisation as an age-friendly HR practice deserves closer examination. Our findings suggest that the success of active ageing in employment has translated into age-friendly HR practices in larger organisations in the Nordics, but not in the Baltics. It is likely that high employment of older individuals in Estonia, Latvia and Lithuania is a result of the relative income poverty rate.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our model represents one of the few attempts to utilise fuzzy logic methodology for studying human resource practices and their quantitative evaluation, especially concerning age-friendly workplaces.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"10 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142255958","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Authentic and laissez-faire leadership as drivers of employees well-being: the moderating role of resilience and self-efficacy","authors":"M. Ángeles López-Cabarcos, Analía López-Carballeira, Carlos Ferro-Soto","doi":"10.1108/bjm-04-2024-0186","DOIUrl":"https://doi.org/10.1108/bjm-04-2024-0186","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Public police professionals must deal with complex and disruptive social, political and organizational environments. This fact highlights the key role that leadership can play in effectively managing their work, while also ensuring their well-being. The aim of this research is to analyze the influence of laissez-faire versus authentic leadership on the work engagement of police professionals, considering the mediating role of emotional exhaustion and the moderating role of resilience and self-efficacy.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Structural equation modeling and hierarchical multiple regression analysis were used in a sample of 184 public police professionals.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results show that emotional exhaustion partially mediates the relationship between authentic leadership and work engagement, and fully mediates the relationship between laissez-faire leadership and work engagement. Moreover, resilience moderates the relationships between authentic leadership, emotional exhaustion and work engagement; and self-efficacy moderates the relationships between laissez-faire leadership and emotional exhaustion and between laissez-faire leadership and work engagement.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study highlights that constructive leadership is an important driver of positive experiences at work; it is necessary to change from passive to constructive leadership; and it is important for the combination of psychological resources and positive leadership to improve police professionals’ well-being.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"7 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-09-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142175897","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Be overworked: after-hours electronic communication expectations and emotional exhaustion","authors":"Jingwen Du","doi":"10.1108/bjm-08-2023-0316","DOIUrl":"https://doi.org/10.1108/bjm-08-2023-0316","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study aimed to explore two questions. The first is why employees become emotionally exhausted when faced with after-hours electronic communication. The second is how can emotional exhaustion caused by after-hours electronic communication be alleviated?</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Our research was based on conservation of resources theory, social exchange theory, and relative deprivation theory. We surveyed 241 employees using three waves of data collection to examine the impact of after-hours electronic communication expectations on their emotional exhaustion. We also explored the mediating effects of relative deprivation and obsessive passion from a cognitive-affective perspective and the moderating effect of leader-member exchange.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results indicate that after-hours electronic communication expectations lead to employee emotional exhaustion, which is mediated by obsessive passion and relative deprivation. The leader-member exchange negatively moderated after-hours electronic communication expectations and relative deprivation but positively moderated after-hours electronic communication expectations and obsessive passion, thereby alleviating employee emotional exhaustion.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>In exploring the influence mechanism of after-hours electronic communication expectations on emotional exhaustion from a cognitive-affective perspective, our study went beyond the limitations of analysis from a single perspective. A comparison of the two pathways indicated that cognition (relative deprivation) is more likely to lead to emotional exhaustion, which validates the view that individuals can ultimately analyse their behaviours rationally. By exploring the moderating effect of leader-member exchange, we provide a theoretical basis for organisations to take measures to alleviate the negative emotions caused by after-hours electronic communication.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"13 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141886326","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Exploring the psychology of price barriers in Baltic stock markets","authors":"Júlio Lobão, João G. Lopes","doi":"10.1108/bjm-10-2023-0407","DOIUrl":"https://doi.org/10.1108/bjm-10-2023-0407","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this study is to investigate the presence of psychological barriers both in the main stock market indices of the Baltic states and the most actively traded individual stocks. A psychological barrier refers to a specific price point, often at round numbers (i.e. powers of 10), that investors believe is challenging to breach, influencing their behavior and trading decisions.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>We conduct uniformity tests and barrier tests, such as barrier proximity tests and barrier hump tests, to evaluate the presence of psychological barriers. Additionally, we explore variations in means and variances near these potential barriers using regression and GARCH analysis.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings reveal that psychological barriers do exist in the Baltic stock markets, particularly within market indices. The Estonian market index stands out with the most pronounced indications of psychological barriers. Individual stocks also display significant changes in means and variances related to potential barriers, albeit with less uniformity.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Collectively, our findings challenge the traditional assumption of random returns within the Baltic stock markets. For practitioners, the finding that psychological barriers exist opens up opportunities for investment strategies that can capitalize on them.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study is the first to comprehensively investigate psychological barriers in the Baltic stock markets. Our results provide a valuable contribution to understanding the impact of that phenomenon on pricing dynamics, which is particularly pertinent in less-researched frontier markets like the Baltic states.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"59 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141777307","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How does organizational polychronicity relate to individual adaptive performance? A conservation of resources perspective","authors":"Kuntai Song, Xinyi Xu, Suying Wu, Qing Ni, Lijing Zhao","doi":"10.1108/bjm-08-2023-0333","DOIUrl":"https://doi.org/10.1108/bjm-08-2023-0333","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study aims to examine the effects of organizational polychronicity on individual adaptive performance. Drawing on conservation of resources theory and the perspective of individual differences in pressure perceptions, this study develops a conceptual model to test the mediating role of time pressure and the moderating role of trait regulatory focus in the relationship between organizational polychronicity and individual adaptive performance.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A three-wave survey was conducted to investigate a sample of 591 employees who engaged in innovative activities in China. The hypotheses were tested using hierarchical multiple regression and bootstrapping.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results show that organizational polychronicity is negatively related to individual adaptive performance via time pressure. Promotion focus weakens the positive relationship between organizational polychronicity and time pressure and the mediating role of time pressure, while prevention focus augments the positive relationship between organizational polychronicity and time pressure and the mediating role of time pressure.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study reveals the mediating role of time pressure in the relationship between organizational polychronicity and individual adaptive performance, as well as the moderating role of trait regulatory focus in this relationship, thereby deepening our understanding of organizational polychronicity from both a theoretical and a practical perspective.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"55 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141505161","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"CSR perceptions, meaningful work and innovative behaviors: the moderated mediation effects of co-worker instrumental and emotional support","authors":"Won-Moo Hur, Taewon Moon, Jie Young Won, Seung-Yoon Rhee","doi":"10.1108/bjm-05-2023-0184","DOIUrl":"https://doi.org/10.1108/bjm-05-2023-0184","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study examines the role of meaningful work in mediating the relationship between employees’ perceptions of corporate social responsibility (CSR) and innovative behavior. This study further examines how co-worker support, both instrumental and emotional, moderates the meaningful work–innovative behavior relationship.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Utilizing survey data from 355 employees in South Korea with a two-wave longitudinal design, path modeling with the M-plus PROCESS macro was performed to analyze the mediation and second-stage moderated mediation effects.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results showed that the relationship between employee CSR perceptions and innovative behavior was mediated by meaningful work. Co-worker instrumental support strengthened the meaningful work–innovative behavior relationship, whereas co-worker emotional support had no significant moderating effect. The three-way interaction analysis indicated that the meaningful work–innovative behavior relationship was weakest when co-worker instrumental support was low. Additionally, instrumental support by co-workers moderated the indirect effect of CSR perceptions on innovative behavior via meaningful work.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This research contributes to the literature on CSR perceptions and meaningful work. Our focus on meaningful work as a key psychological mechanism provides insights into how and why employee CSR perceptions promote desirable outcomes including innovative behavior, an underexplored yet important outcome. Furthermore, by identifying co-worker instrumental support as a significant boundary condition, this study contributes to a more nuanced understanding of the social context that promotes innovative behavior.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"98 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141173258","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Sleepless nights at work: examining the mediating role of insomnia in customer mistreatment","authors":"Jeeyoon Jeong, Ji Hoon Lee, Steven J. Karau","doi":"10.1108/bjm-11-2023-0426","DOIUrl":"https://doi.org/10.1108/bjm-11-2023-0426","url":null,"abstract":"&lt;h3&gt;Purpose&lt;/h3&gt;\u0000&lt;p&gt;Grounded in the conservation of resources theory, this study proposes the mechanisms and conditions under which customer mistreatment affects employee proactive behavior. This study focuses on insomnia as a mediating mechanism and resilience as a boundary condition for the indirect effect of customer mistreatment on employee proactive behavior via insomnia.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Design/methodology/approach&lt;/h3&gt;\u0000&lt;p&gt;We conducted a single survey in two phases, with a time lag of three weeks, among 302 frontline South Korean employees. The data collected from these two points were then analyzed using hierarchical regression analysis and the PROCESS macro.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Findings&lt;/h3&gt;\u0000&lt;p&gt;The findings demonstrated that there was a significant negative relationship between customer mistreatment and employee proactive behavior, and this relationship was mediated by insomnia. Furthermore, the results revealed that resilience moderates both the effect of customer mistreatment on insomnia and the indirect effect of customer mistreatment on employee proactive behavior through insomnia.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Research limitations/implications&lt;/h3&gt;\u0000&lt;p&gt;This research primarily focuses on Korean frontline workers, potentially limiting cultural generalizability. The reliance on self-reported data may introduce common method bias. Future studies should diversify participant demographics and utilize multi-source feedback to validate findings. Grounded in the Conservation of Resource Theory, this study underscores the neglected linkage between customer mistreatment and proactive behavior, especially in frontline employees. We introduce insomnia as a pivotal mediator, deepening our understanding of why mistreatment dampens proactivity. Additionally, we spotlight the role of resilience, revealing its buffering effect against mistreatment’s adverse outcomes.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Practical implications&lt;/h3&gt;\u0000&lt;p&gt;Organizations should be aware of the detrimental effects of customer mistreatment on frontline employees, as it can hamper proactive behavior, primarily through the exacerbation of insomnia. Implementing resilience-training programs can be a proactive step, offering frontline staff tools to buffer against such negative outcomes. Managers are encouraged to recognize and address instances of customer mistreatment and prioritize employee well-being, which in turn can foster a more proactive and resilient workforce, enhancing organizational performance and customer satisfaction.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Social implications&lt;/h3&gt;\u0000&lt;p&gt;This study underscores the broader societal challenge of customer mistreatment in the service sector, highlighting its ripple effects on employee well-being and proactive behavior. It sheds light on the importance of fostering respectful interactions in public and private spaces, emphasizing mutual respect between customers and service providers. Recognizing the ad","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"124 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140942304","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Supervisor bottom-line mentality and employee workplace well-being: a multiple mediation model","authors":"Linyi Guo, Jing Du, Juncheng Zhang","doi":"10.1108/bjm-11-2023-0467","DOIUrl":"https://doi.org/10.1108/bjm-11-2023-0467","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This study is intended to investigate the relationship between supervisor bottom-line mentality (BLM) and employee workplace well-being. In addition, this study discusses the mediating roles of perception of organizational politics and job anxiety in this relationship.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Data were gathered from a two-wave survey of 301 full-time employees in southern China. The PROCESS macro in SPSS was applied to test the hypotheses.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Results showed that supervisor BLM was negatively related to employee workplace well-being. Moreover, perceptions of organizational politics and job anxiety played multiple mediating roles in the relationship between supervisor BLM and employee workplace well-being.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Drawing on the conservation of resource (COR) theory and cognitive-affective personality system (CAPS) theory, this study proposes a multiple mediation model to advance our understanding of how supervisor BLM affects employee workplace well-being.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"4 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140636178","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Decreasing employability with age? The role of automation risk, lifelong learning and occupational mobility","authors":"Bernadeta Goštautaitė, Miglė Šerelytė","doi":"10.1108/bjm-11-2022-0419","DOIUrl":"https://doi.org/10.1108/bjm-11-2022-0419","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>As aging populations lead to longer working lives and increasing automation threatens job security, maintaining lifelong employability is becoming a fundamental challenge for many individuals. The purpose of this study is to examine how lifelong employability can be maintained. </p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Based on the theoretical perspectives of both movement capital and selection, optimization and compensation (SOC) theories, we used large-scale survey data (N = 2,256) from three European countries to investigate strategies for preserving employability among aging workers. Specifically, we explored the perceived risk of automation, lifelong learner characteristics and self-efficacy for occupational mobility as boundary conditions that may shape the negative relationship between age and employability.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>We found a negative relationship between age and employability, which was more pronounced when the perceived risk of automation was higher. Furthermore, lifelong learner characteristics and self-efficacy for occupational mobility mitigated the negative relationship, so that age was not related to employability if people possessed lifelong learner characteristics and were ready for a career change.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Our study implies the importance of investing in enhancing lifelong learner characteristics and self-efficacy for occupational mobility for older employees.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"10 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140574979","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Toward an alternative measure of board diversity: an exploratory study on board polarization in German stock exchange-listed companies","authors":"Johann Valentowitsch, Michael Kindig, Wolfgang Burr","doi":"10.1108/bjm-09-2023-0367","DOIUrl":"https://doi.org/10.1108/bjm-09-2023-0367","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The effects of board composition on performance have long been discussed in management research using fractionalization measures. In this study, we propose an alternative measurement approach based on board polarization.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using an exploratory analysis and applying the polarization measure to German Deutscher Aktienindex (DAX)-, Midcap-DAX (MDAX)- and Small Cap-Index (SDAX)-listed companies, this paper applies the polarization index to examine the relationship between board diversity and performance.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results show that the polarization concept is well suited to measure principal-agent problems between the members of the management and supervisory boards. We reveal that board polarization is negatively associated with firm performance, as measured by return on investment (ROI).</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This exploratory study shows that the measurement of board polarization can be linked to performance differences between companies, which offers promising starting points for further research.</p><!--/ Abstract__block -->","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"69 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140574902","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}