European Management Review最新文献_第4页

The paradox of research and development productivity and firm growth: Empirical evidence from publicly listed firms in the United Kingdom 研发生产力与企业增长的悖论：来自英国上市公司的经验证据

IF 3.7 3区管理学

European Management Review Pub Date : 2024-04-05 DOI: 10.1111/emre.12647

Alaa Abed

{"title":"The paradox of research and development productivity and firm growth: Empirical evidence from publicly listed firms in the United Kingdom","authors":"Alaa Abed","doi":"10.1111/emre.12647","DOIUrl":"https://doi.org/10.1111/emre.12647","url":null,"abstract":"This research aims to investigate the intricate association between research and development (R&D) productivity, specifically assessed through Total Factor Productivity (TFP), and various dimensions of firm growth. Our analysis provides a comprehensive examination of different aspects of growth, including sales, productivity, and employment growth. In addition, we investigate the role of R&D investment in conjunction with R&D productivity to provide clear insights into this multifaceted relationship. Although conventional wisdom suggests a positive relationship between R&D and firm growth, our empirical exploration reveals a more intricate reality. Using 164 non‐financial firms listed on the FTSE 350, our findings indicate that while R&D indeed contributes significantly to firm growth, the nature of this influence is contingent upon the specific dimension of growth under consideration and the adopted empirical models. For example, our baseline model shows a positive relationship between R&D productivity and sales and productivity growth. However, this result does not hold for employment growth. This study makes a substantial contribution to the existing body of research on R&D by illuminating the indirect intricacies of this relationship, offering practical insights for both scholars and industry professionals navigating the complex landscape of R&D‐induced growth within the economic milieu.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"64 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594204","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Exploring the impact of punishments on employee effort and performance in the workplace: Insights from England's premier league 探索惩罚对员工在工作场所的努力和表现的影响：英格兰超级联赛的启示

IF 3.7 3区管理学

European Management Review Pub Date : 2024-03-25 DOI: 10.1111/emre.12643

David Gligor, Ismail Gölgeci, Vipul Garg, Yavuz Idug, Uchenna Ekezie, Javad Feiz Abadi, Ferhat Caliskan

引用次数: 0

Endogeneity and causal attributions in management research: Some reflections and proposals 管理研究中的内生性和因果关系：一些思考和建议

IF 3.7 3区管理学

European Management Review Pub Date : 2024-03-12 DOI: 10.1111/emre.12642

Marco S. Giarratana

引用次数: 0

Geographical and cognitive proximity effects on innovation performance: Which types of proximity for which types of innovation? 地理和认知距离对创新绩效的影响：哪种类型的接近有利于哪种类型的创新？

IF 3.7 3区管理学

European Management Review Pub Date : 2024-02-29 DOI: 10.1111/emre.12641

Marian Garcia Martinez, Ferdaous Zouaghi, Mercedes Sánchez García

{"title":"Geographical and cognitive proximity effects on innovation performance: Which types of proximity for which types of innovation?","authors":"Marian Garcia Martinez, Ferdaous Zouaghi, Mercedes Sánchez García","doi":"10.1111/emre.12641","DOIUrl":"https://doi.org/10.1111/emre.12641","url":null,"abstract":"The purpose of the paper is to explore the multi‐dimensional and intersecting nature of proximity to drive innovation performance. Applying a multi‐dimensional proximity framework, the study provides a deeper understanding of the importance of substitution and overlap mechanisms in the relation between geographical and cognitive proximity dimensions in innovation performance. The paper further analyses the moderation effect of organisational innovation in this relationship. Multivariate analysis proves the interaction effects between geographical and cognitive proximity, where cognitive proximity both substitutes and complements geographical proximity. However, external knowledge search for innovation along proximity dimensions differs depending on the type of innovation. Our findings corroborate the proximity paradox caused by lock‐in effects with the optimal level of proximity influenced by the interdependencies between proximity dimensions. This inverse U‐shaped relationship is flatter for firms that have adopted organisational innovation. External knowledge linkages should be tailored to the favourable characteristic of proximity to enhance firm innovation performance.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"28 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-02-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140025428","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Improving employee acceptability of performance management across borders: A reciprocity perspective 提高员工对跨国绩效管理的接受度：互惠视角

IF 3.4 3区管理学

European Management Review Pub Date : 2024-02-26 DOI: 10.1111/emre.12639

Alain Neher, Jane Maley, Lucia Wuersch, Branka Krivokapic-Skoko

{"title":"Improving employee acceptability of performance management across borders: A reciprocity perspective","authors":"Alain Neher, Jane Maley, Lucia Wuersch, Branka Krivokapic-Skoko","doi":"10.1111/emre.12639","DOIUrl":"10.1111/emre.12639","url":null,"abstract":"This conceptual work critically examines how employees in multinational corporations (MNCs) receive performance management (PM) systems. Employee acceptance of the PM system across MNCs' subsidiaries is critical for PM effectiveness. Furthermore, the context plays a significant role in determining employee acceptance of the PM, and this varies widely across borders. The paper uses the lens of reciprocity theory to propose a conceptual PM framework to advance employee acceptability of PM. Four key steps in the framework assess the acceptability of PM at different stages, ensuring the PM system evolves and improves with each stage. These steps include analysing the context of the subsidiary, developing and applying management actions that reflect the goals of the MNC, its subsidiaries and individual employees and embedding the customised PM process across the MNC to foster trust and the perception of fairness. The framework's value for practitioners is to increase employees' probability of accepting the PM. We conclude that multinationals must pay more attention to the PM context across their borders, particularly the cultural context.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"21 4","pages":"871-886"},"PeriodicalIF":3.4,"publicationDate":"2024-02-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/emre.12639","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140025174","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Self-transcendent leadership: A meta-perspective 自我超越的领导力：元视角

IF 3.4 3区管理学

European Management Review Pub Date : 2024-02-23 DOI: 10.1111/emre.12640

Maximilian H. Theissen, Hubertus H. Theissen, Ali A. Gümüsay

引用次数: 0

The dark triad and entrepreneurial intention: The moderating role of family business exposure 黑暗三要素与创业意向：家族企业经历的调节作用

IF 3.4 3区管理学

European Management Review Pub Date : 2024-02-05 DOI: 10.1111/emre.12638

Rahma Laouiti, Walid A. Nakara, Meriam Razgallah

引用次数: 0

Revisiting the relationships between leadership and job satisfaction 重新审视领导力与工作满意度之间的关系

IF 3.4 3区管理学

European Management Review Pub Date : 2024-02-01 DOI: 10.1111/emre.12637

Olli-Pekka Kauppila

{"title":"Revisiting the relationships between leadership and job satisfaction","authors":"Olli-Pekka Kauppila","doi":"10.1111/emre.12637","DOIUrl":"10.1111/emre.12637","url":null,"abstract":"Most studies in management and leadership argue that employees' job satisfaction is higher when they have a competent leader who provides social support and expects high performance. However, based on research on job attitudes, we could also draw very different conclusions, such that employees observe and judge their leaders from different attitudinal viewpoints, depending on whether they are satisfied or dissatisfied with their jobs. This study explicitly investigates whether job satisfaction functions as an antecedent or an outcome of employees' experiences of leader behavior. Utilizing a cross-lagged panel design with two data-collection points, we analyzed a sample of 638 individuals working across 34 organizations in Finland. Our findings underscore that the positive associations between employees' job satisfaction and favorable perceptions of leaders' behavior are primarily driven by job satisfaction itself. In light of these results, we introduce the “Job Attitude–Interpretation Model of Leader Perceptions,” offering valuable insights into how job satisfaction acts as an attitudinal lens that biases employees' evaluative judgments about their leaders.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"22 1","pages":"256-270"},"PeriodicalIF":3.4,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/emre.12637","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139884090","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Mitigating the adverse impact of coworker incivility on organizational deviance: The self-regulatory roles of trait conscientiousness and gender

IF 3.4 3区管理学

European Management Review Pub Date : 2024-01-30 DOI: 10.1111/emre.12636

Wisanupong Potipiroon

{"title":"Mitigating the adverse impact of coworker incivility on organizational deviance: The self-regulatory roles of trait conscientiousness and gender","authors":"Wisanupong Potipiroon","doi":"10.1111/emre.12636","DOIUrl":"https://doi.org/10.1111/emre.12636","url":null,"abstract":"Despite the current knowledge about the influence of peers in the workplace, we still know relatively little about the boundary conditions that may strengthen or weaken the adverse impact of coworker-initiated incivility on targets' behavioral outcomes. Drawing upon self-regulation impairment theory, this study aims to shed light on the impact of coworker incivility on targets' organizational deviance (e.g., working slower and taking longer breaks) and proposes that trait conscientiousness and gender can serve as self-regulatory resources that jointly buffer its adverse impact. Survey data were collected from 401 employees nested in 83 teams in a large public organization in Thailand. The hypotheses were tested using multilevel structural equation modeling. Two-way interaction analyses revealed that the effect of coworker incivility on supervisor-rated organizational deviance was less pronounced among those with high levels of conscientiousness and among female targets. Three-way interaction effects on both self-rated and supervisor-rated organizational deviance were also observed. Specifically, the results showed that targets with high levels of conscientiousness, regardless of gender, showed lower tendencies to engage in organizational deviance. Conversely, among targets with low conscientiousness levels, men were most likely to engage in organizational deviance, while women were also prone to do so, albeit to a lesser extent. The present findings emphasize the importance of considering individual differences in self-regulation when addressing the detrimental effects of incivility.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"22 1","pages":"235-255"},"PeriodicalIF":3.4,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143741092","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

The impact of workplace diversity climate on the career satisfaction of skilled migrant employees 工作场所多样性氛围对技术移民员工职业满意度的影响

IF 3.4 3区管理学

European Management Review Pub Date : 2024-01-21 DOI: 10.1111/emre.12635

Ali Farashah, Tomas Blomquist, Almina Bešić

{"title":"The impact of workplace diversity climate on the career satisfaction of skilled migrant employees","authors":"Ali Farashah, Tomas Blomquist, Almina Bešić","doi":"10.1111/emre.12635","DOIUrl":"10.1111/emre.12635","url":null,"abstract":"Skilled migrant workers often experience downward career mobility post-migration. We investigate how diversity climate as an organizational response to support migrants affects the career satisfaction of migrant employees. Survey data from 179 skilled migrants working in Sweden reveal that perceived diversity climate impacts career satisfaction through a dual-path model. It negatively affects perceived overqualification, which correlates with lower career satisfaction, while positively relating to perceived organizational justice, which correlates with higher career satisfaction. These effects are contingent on individual factors. Lower career adaptability amplifies the negative impact of perceived overqualification, and higher career adaptability strengthens the positive influence of perceived organizational justice. The findings highlight the boundary conditions of workplace diversity climate–career outcome relationships and underscore the interaction of organizational and individual factors and, in particular, the agency and proactivity of skilled migrants through career adaptability.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"22 1","pages":"218-234"},"PeriodicalIF":3.4,"publicationDate":"2024-01-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://onlinelibrary.wiley.com/doi/epdf/10.1111/emre.12635","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139515159","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0