Journal of Management & Organization最新文献_第8页

The nature of entrepreneurial orientation strength: the impact of shared values on firm performance 创业导向强度的本质:共同价值观对企业绩效的影响

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-08-05 DOI: 10.1017/jmo.2021.37

Laurence G. Weinzimmer, E. Michel, Jennifer Robin

{"title":"The nature of entrepreneurial orientation strength: the impact of shared values on firm performance","authors":"Laurence G. Weinzimmer, E. Michel, Jennifer Robin","doi":"10.1017/jmo.2021.37","DOIUrl":"https://doi.org/10.1017/jmo.2021.37","url":null,"abstract":"\u0000 Drawing on Wales, Monsen, and McKelvie's (2011, Entrepreneurship Theory and Practice, 35(5), 895–923) model of entrepreneurial orientation pervasiveness and the strong culture hypothesis (Denison, 1984, Organization Dynamics, 13, 4–22), this study investigates how entrepreneurial orientation (EO) strength, defined as the level of agreement in the shared perceptions of EO, serves as a boundary condition of the EO–firm performance relationship. Four field studies provide evidence for a valid and reliable 10-item multidimensional measure of entrepreneurial orientation, the EO-10, which in turn, may be used to assess EO strength. We establish content and construct validity of the EO-10 (study 1; n = 447 employees), criterion-related validity with revenue growth and sales growth (study 2; n = 412 employees in 43 profit centers), and convergent validity with Covin and Slevin's (1989, Strategic Management Journal, 10, 75–87) 9-item measure (study 3; n = 291 employees). Finally, in study 4 (n = 853 employees nested in 22 organizations), we demonstrate the interactive effects of EO and EO strength on profit growth and revenue growth. In sum, this study provides conceptual and empirical evidence for the importance of EO strength as a moderator of the EO–firm performance relationship.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2021-08-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1017/jmo.2021.37","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48485420","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}

引用次数: 2

The influence of electronic human resource management on employee's proactive behavior: based on the job crafting perspective 电子人力资源管理对员工主动性行为的影响:基于工作塑造视角

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-08-02 DOI: 10.1017/jmo.2021.33

Lulu Zhou, Zhihong Chen, Jin Li, Xufan Zhang, Feng Tian

{"title":"The influence of electronic human resource management on employee's proactive behavior: based on the job crafting perspective","authors":"Lulu Zhou, Zhihong Chen, Jin Li, Xufan Zhang, Feng Tian","doi":"10.1017/jmo.2021.33","DOIUrl":"https://doi.org/10.1017/jmo.2021.33","url":null,"abstract":"\u0000 As a new management reform adapting the development of the times, electronic human resource management (E-HRM) covers all possible integration mechanisms and contents between HRM and Information Technologies. E-HRM promotes employees' subject status with the network characteristics of openness and cooperation. Taking the theory of work adjustment as the instruction, this research studies the adaptive process induced by reconstructing the sense of matching when employees experience the reform, along with the influence of E-HRM on employee's initiative behavior from the perspective of job crafting. In total, 706 employees and their supervisors were investigated with matched questionnaire survey. The results show that: (1) E-HRM can stimulate employees' personal initiative behavior; (2) task crating, relational crafting and cognitive crafting as three dimensions of employees' job crafting, mediate the effect of E-HRM on personal initiative behavior and (3) the self-development motivation of employees' internet use plays a positive moderating role, steering self-oriented job crafting in the positive direction which conforms to the organizations' expectation.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2021-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44372010","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}

引用次数: 4

Watching you descend, I help others rise: the influence of leader humility on prosocial motivation 看着你堕落，我帮助别人崛起：领导者谦逊对亲社会动机的影响

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-30 DOI: 10.1017/jmo.2021.24

Anthony Silard, Chao Miao, Bradley P. Owens

引用次数: 3

How and when perceived leader narcissism impacts employee voice behavior: a social exchange perspective 领导者自恋如何以及何时影响员工的声音行为：一个社会交换视角

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-22 DOI: 10.1017/jmo.2021.29

Li Zhang, Ming Lou, Huihui Guan

{"title":"How and when perceived leader narcissism impacts employee voice behavior: a social exchange perspective","authors":"Li Zhang, Ming Lou, Huihui Guan","doi":"10.1017/jmo.2021.29","DOIUrl":"https://doi.org/10.1017/jmo.2021.29","url":null,"abstract":"Abstract Drawing from social exchange theory, this study proposes the effects of perceived leader narcissism on employees' voice behaviors (promotive voice and prohibitive voice) via organizational justice depending on the conditions of employees' trust in leader. Through investigating 257 employees and conducting a scenario study in China, this research shows that perceived leader narcissism is negatively related to prohibitive voice. The relationships between perceived leader narcissism and voice behaviors are moderated by trust in leader, and perceived leader narcissism is positively related to employees' voice behaviors when trust in leader is low. Results also show that organizational justice mediates the relationships between perceived leader narcissism and voice behaviors. The indirect effect of perceived leader narcissism on voice behaviors via organizational justice is moderated by trust in leader. This study has important implications for explaining the relationships between perceived leader narcissism and employees' voice behaviors and contributes to the social exchange theory by illustrating trust in the partner in exchange relationship as a boundary condition of norm reciprocity violation.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":"28 1","pages":"77 - 98"},"PeriodicalIF":3.3,"publicationDate":"2021-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1017/jmo.2021.29","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49604675","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}

引用次数: 9

The influence of subject heterogeneity and absorptive capacity of acquirer on innovation performance in technology-driven M&As 技术驱动并购中主体异质性和并购方吸收能力对创新绩效的影响

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-20 DOI: 10.1017/jmo.2021.31

M. Peng, Rui Li

引用次数: 1

A contingency perspective on employees' voice behavior in response to career plateau beliefs 职业平台期信念下员工建言的权变视角

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-15 DOI: 10.1017/JMO.2021.34

D. De Clercq

{"title":"A contingency perspective on employees' voice behavior in response to career plateau beliefs","authors":"D. De Clercq","doi":"10.1017/JMO.2021.34","DOIUrl":"https://doi.org/10.1017/JMO.2021.34","url":null,"abstract":"\u0000 With a conceptual basis in conservation of resources theory, this paper investigates the relationship between employees' career plateau beliefs and their voice behavior, using parallel arguments that reflect resource-conservation versus resource-acquisition logics. The career plateau beliefs–voice behavior link, whether negative or positive, might be invigorated when employees encounter adversity in the workplace, such as due to work pressures (work overload and work–family conflict) or because of how their organization makes decisions (organizational politics and organizational underperformance). Survey data from employees in the Canadian information technology sector provide empirical support for the resource-acquisition logic: career plateau beliefs enhance employees' propensity to offer ideas for organizational improvement, particularly if they suffer from excessive workloads or conflicting work–family demands, perceive organizational decision making as political, and are unhappy about their organization's performance. These novel insights point to the critical role of a stagnated career in triggering, instead of dampening, proactive voice behaviors.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2021-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1017/JMO.2021.34","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45124542","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}

引用次数: 2

When workplace family-support is misallocated: effects of value congruence and fairness perceptions on supervisor family-support 当工作场所家庭支持分配不当:价值一致性和公平感知对主管家庭支持的影响

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-15 DOI: 10.1017/JMO.2021.35

Lisa W. Sublett, Lisa M. Penney, Cody Bok

{"title":"When workplace family-support is misallocated: effects of value congruence and fairness perceptions on supervisor family-support","authors":"Lisa W. Sublett, Lisa M. Penney, Cody Bok","doi":"10.1017/JMO.2021.35","DOIUrl":"https://doi.org/10.1017/JMO.2021.35","url":null,"abstract":"\u0000 To better manage our work demands and family demands, we often erect mental or physical ‘boundaries’ to help manage our experiences. However, preferences for preserving these boundaries differ across individuals (e.g., some individuals may prefer to segment work/family roles, while others may prefer to integrate these roles) and employees may not always have similar preferences/values as their supervisors. Applying a resource framework from the job demands-resources model (JD-R; Bakker & Demerouti, 2007), we explicate the process through which supervisor–employee value congruence reduces work–family conflict, when supervisors provide valuable emotional and instrumental resources through family-supportive supervisor behaviors (FSSB). Furthermore, we find evidence that supervisors can demonstrate adequate FSSB even when having incongruent values with employees by fairly allocating and individually tailoring family-support. With a diverse sample of 815 staff members from four southern US universities, we conduct mediation and moderation analyses to test our hypotheses.","PeriodicalId":47612,"journal":{"name":"Journal of Management & Organization","volume":" ","pages":""},"PeriodicalIF":3.3,"publicationDate":"2021-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1017/JMO.2021.35","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41778117","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}

引用次数: 1

Glass hearts?! Successful visible ethnic minority women migrants at work in Iceland and New Zealand 玻璃心？！冰岛和新西兰成功的少数族裔女性移民

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-15 DOI: 10.1017/JMO.2021.30

Edwina Pio, Erla S. Kristjánsdóttir, Thora H. Christiansen

引用次数: 1

Business student attitudes toward corporate social responsibility: a Vietnamese study 越南留学生对企业社会责任的态度

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-15 DOI: 10.1017/JMO.2021.28

Hauthikim Do, Chee-Chuong Sum

引用次数: 4

Can authentic leaders reduce the spread of negative workplace gossip? The roles of subordinates' perceived procedural justice and interactional justice 真正的领导者能减少职场负面八卦的传播吗？下属感知程序正义与互动正义的作用

IF 3.3 4区管理学

Journal of Management & Organization Pub Date : 2021-07-14 DOI: 10.1017/jmo.2021.32

Jin Cheng, Muhammad Usman, Haiqing Bai, Yuqing He

引用次数: 5