Management Research Review最新文献

{"title":"The moderating effect of leader-member exchange on the relationship between technostress and organizational commitment","authors":"Youngkeun Choi","doi":"10.1108/mrr-02-2023-0138","DOIUrl":"https://doi.org/10.1108/mrr-02-2023-0138","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>This study provides practical implications that are directly related to the performance management of employees under technostress.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"22 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139376323","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Cost of organizational citizenship behaviors: serial mediation model of citizenship fatigue","authors":"Qasim Ali Nisar, Shahbaz Haider, Ali Waqas, Waris Ali Khan, Kareem M. Selem","doi":"10.1108/mrr-08-2023-0540","DOIUrl":"https://doi.org/10.1108/mrr-08-2023-0540","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"5 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2024-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139054694","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Remote working and its facilitative nuances: visualizing the intellectual structure and setting future research agenda","authors":"Shanu Jain, Sarita Devi, Vibhash Kumar","doi":"10.1108/mrr-01-2022-0057","DOIUrl":"https://doi.org/10.1108/mrr-01-2022-0057","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>In the wake of the COVID-19 pandemic, remote working (RW) has emerged as a viable alternative to working employees in general and knowledge workers in particular. However, previous researchers have worked on the concept, development and facilitation of RW since the 1970s. Therefore, this study aims to review the existing literature on RW to ascertain the evolution of the concept in the business and management domain and provide for requisite arguments to extend the settings for future research agendas.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The authors based this study on a bibliometric analysis of articles (<em>n</em> = 349) retrieved from the Web of Science database published between January 1990 and October 2021. The authors have used a bibliometric toolbox comprising performance analysis, science mapping and network analysis in various software namely, VOSviewer, Gephi and Biblioshiny package in R.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The study’s results accentuated important themes like work–life balance, strengthening digital infrastructure, performance and productivity, hybrid work models and well-being and clustered them under four heads with proposed future research questions.</p><!--/ Abstract__block -->\u0000<h3>Research limitations/implications</h3>\u0000<p>The study is based on a single database; the authors have used an extensive but not exhaustive list of keywords to retrieve the articles. The analysis employs certain threshold limits while using the science mapping technique.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>This study would enable managers and academics to comprehensively understand remote work and offer logical implications to appreciate its nuances.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This study is unique as it recognizes the intellectual structure in the existing literature on RW and traces the advancements and exponential growth post-COVID-19. The authors recapitulated the literature as network analysis of the RW facilitation model comprising the antecedents, outcomes, mediators and moderators.</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"97 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139054727","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Employee workplace wellbeing amid disruptions","authors":"D. Mattar, Joy Haddad, Celine Nammour","doi":"10.1108/mrr-06-2023-0432","DOIUrl":"https://doi.org/10.1108/mrr-06-2023-0432","url":null,"abstract":"\u0000Purpose\u0000This study aims to assess the effect of job insecurity, customer incivility and work–life imbalance on Lebanese bank employee workplace well-being (EWW), while investigating the moderating role that positive and negative affect might have.\u0000\u0000\u0000Design/methodology/approach\u0000Quantitative data was collected from 202 respondents and analyzed using structural equation modeling system through IBM SPSS and AMOS.\u0000\u0000\u0000Findings\u0000Results revealed that each of the independent variables has a negative, statistically significant effect on Lebanese bank EWW. The positive affect and the negative one are shown to have a moderating effect that lessens and boosts, respectively, these negative effects.\u0000\u0000\u0000Theoretical implications\u0000The study adds to the literature on EWW while highlighting the high-power distance and collectivist society that the research took place in.\u0000\u0000\u0000Research limitations/implications\u0000Limitations include the sample size that was hoped to be larger, in addition to the self-reporting issue and what it entails in the data collection process.\u0000\u0000\u0000Practical implications\u0000The study has many practical implications, including the validation of a questionnaire in a developing Arab country, hence providing a reliable tool for researchers. HR specialists should lean toward applicants with positive affect, ensuring that their workplace is occupied by members with enhanced resilience. Furthermore, employers should support their employees’ professional growth, thus, boosting their employability during turmoil and consequently making them less vulnerable in times of economic recession.\u0000\u0000\u0000Originality/value\u0000The study’s unique context, depicted in the harsh economic and financial crisis, makes the findings on EWW of a high value.\u0000","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"54 5","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-12-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138943578","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Cultural influences on early trust development in virtual teams","authors":"Ross Gardner, Robert J. Blomme, Ad Kil, Nick van Dam","doi":"10.1108/mrr-09-2022-0615","DOIUrl":"https://doi.org/10.1108/mrr-09-2022-0615","url":null,"abstract":"&lt;h3&gt;Purpose&lt;/h3&gt;\u0000&lt;p&gt;Transference-based trust (TBT) via referral sources is a cognitive process where trust in third-party information about an individual transfers to trust in the individual. TBT via referral sources can have significant effects on early trust development in a virtual team (VT). This study aims to examine the potential influence of Hofstede’s (1980) cultural variables and two proposed combinations of these cultural variables on early trust development in VT, including the effects of referral source.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Design/methodology/approach&lt;/h3&gt;\u0000&lt;p&gt;This study adopted multigroup analysis partial least squares structural modeling to examine potential cultural differences in the responses of 357 university students from 51 different countries to understand early trust development in VT.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Findings&lt;/h3&gt;\u0000&lt;p&gt;TBT via referral sources as in interpersonal construct has a positive, direct impact on early trust development. TBT mediated the individual and organizational model constructs. There were significant differences in the high/low values of 3 of the 56 tested cultural dimensions.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Research limitations/implications&lt;/h3&gt;\u0000&lt;p&gt;Reaffirmed the validity of cognitive-based trust models in understanding early trust development in VTs TBT as an interpersonal construct and has a significant influence on early trust development in VTs. TBT via referral sources mediated the individual and organizational constructs of the model. There were significant differences in the high/low measures of three cultural dimensions (i.e. IV, M and the combination of IV-M-LT) in the relationship of early trusting beliefs to early trusting intensions.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Practical implications&lt;/h3&gt;\u0000&lt;p&gt;To positively influence interpersonal and organizational aspects of trust development, managers should ensure that the early phases of VTs, before actual implementation begins, are well organized. Managers could make VT members fully aware of how referral sources can influence early trust development. Managers could encourage individuals to have open access to relevant social media accounts for other VT members and encourage individuals to research referral sources on other VTs members. The implication for managers of culturally diverse VT is that the development of early trust is largely by individual choice, rather than differences in national culture.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Social implications&lt;/h3&gt;\u0000&lt;p&gt;People need to maintain and actively manage their online presence, ensuring that online information about them is accurate and updated. Referral sources could help VT members learn about one another, which might in turn help foster early trust in their online teams.&lt;/p&gt;&lt;!--/ Abstract__block --&gt;\u0000&lt;h3&gt;Originality/value&lt;/h3&gt;\u0000&lt;p&gt;Although some studies have found significant cultural differences in early trust development, other studies, including a meta-analysis of 43 stu","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"30 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138715762","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"How the absorptive capacity could transform data into better decisions: a multilevel perspective to deal with the difference between firm sizes","authors":"Marina Proença, Bruna Cescatto Costa, S. Didonet, Ana Maria Machado Toaldo, Tomas Sparano Martins, José Roberto Frega","doi":"10.1108/mrr-05-2023-0350","DOIUrl":"https://doi.org/10.1108/mrr-05-2023-0350","url":null,"abstract":"\u0000Purpose\u0000This study aims to investigate organizational learning, represented by the absorptive capacity, as a condition for the firm to learn about marketing data and make more informed decisions. The authors also aimed to understand how the behavior of micro, small and medium enterprises (MSME) businesses differ in this scenario through a multilevel perspective.\u0000\u0000\u0000Design/methodology/approach\u0000Placing absorptive capacity as a mediator of the relationship between business analytics and rational marketing decisions, the authors analyzed data from 224 Brazilian retail companies using structural equation modeling estimated with partial least squares. To test the cross-level moderation effect, the authors also performed a multilevel analysis in RStudio.\u0000\u0000\u0000Findings\u0000The authors found a partial mediation of the absorptive capacity in the relation between business analytics and rational marketing decisions. The authors also discovered that, in the MSMEs firms’ group, even if smaller companies find it more difficult to use data, those that do may reap more benefits than larger ones. This is due to the influence of size in how firms handle information.\u0000\u0000\u0000Research limitations/implications\u0000The sample size, despite having shown to be consistent and valid, is considered small for a multilevel study. This suggests that our multilevel results should be viewed as suggestive, rather than conclusive, and subjected to further validation.\u0000\u0000\u0000Practical implications\u0000Rather than solely positioning business analytics as a tool for decision support, the authors’ analysis highlights the importance for firms to develop the absorptive capacity to enable ongoing acquisition, exploration and management of knowledge.\u0000\u0000\u0000Social implications\u0000MSMEs are of economic and social importance to most countries, especially developing ones. This research aimed to improve understanding of how this group of firms could transform knowledge into better decisions. The authors also highlight micro and small firms’ difficulties with the use of marketing data so that they can have more effective practices.\u0000\u0000\u0000Originality/value\u0000The research contributes to the understanding of organizational mechanisms to absorb and learn from the vast amount of current marketing information. Recognizing the relevance of MSMEs, a preliminary multilevel analysis was also conducted to comprehend differences within this group.\u0000","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"66 7","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138976417","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Revisiting equity theory in the global virtual teams","authors":"Ernesto Tavoletti, Eric David Cohen, Longzhu Dong, Vas Taras","doi":"10.1108/mrr-05-2023-0334","DOIUrl":"https://doi.org/10.1108/mrr-05-2023-0334","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this study is to test whether equity theory (ET) – which posits that individuals compare their outcome/input ratio to the ratio of a “comparison other” and classify individuals as Benevolent, Equity Sensity, and Entitled – applies to the modern workplace of global virtual teams (GVT), where work is mostly intellectual, geographically dispersed and online, making individual effort nearly impossible to observe directly.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Using a sample of 1,343 GVTs comprised 6,347 individuals from 137 countries, this study tests three ET’s predictions in the GVT context: a negative, linear relationship between Benevolents’ perceptions of equity and job satisfaction in GVTs; an inverted U-shaped relationship between Equity Sensitives’ perceptions of equity and job satisfaction in GVTs; and a positive, linear relationship between Entitleds’ perceptions of equity and job satisfaction in GVTs.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Although the second prediction of ET is supported, the first and third have statistically significant opposite signs.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>The research has important ramifications for management studies in explaining differences in organizational behavior in GVTs as opposed to traditional work settings.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>The authors conclude that the main novelty with ET in GVTs is that GVTs are an environment stingy with satisfaction for “takers” (Entitleds) and generous in satisfaction for “givers” (Benevolents).</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"26 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138559942","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Perceived organizational politics and undesirable work attitudes: do hostility and emotional intelligence matter?","authors":"Galit Meisler","doi":"10.1108/mrr-02-2023-0152","DOIUrl":"https://doi.org/10.1108/mrr-02-2023-0152","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this study is to answer the following research questions. Does hostility shape the undesirable attitudinal consequences of perceived organizational politics (POP)? If so, does emotional intelligence play a role in this context? To answer these questions, the author relies on the affective events theory to present and empirically investigate a moderated mediation model in which: hostility mediates the relationships between POP and both job tension and turnover intentions; and emotional intelligence moderates these relationships.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The moderated mediation model was tested among a sample of 408 employees. The data was collected in three waves.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The results revealed that hostility mediated the relationships between POP and the two undesirable attitudes explored. In addition, one of the emotional abilities included in emotional intelligence, namely, self-emotion appraisal, moderated these relationships.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>Interventions designed to increase the emotional intelligence level of employees might reduce the hostility they experience in response to POP, and consequently, its harmful implications.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Among the four emotional abilities included in emotional intelligence, only self-emotional appraisal moderates the relationship between POP and hostility. Such findings imply that in some cases, a thorough understanding about one’s emotions is more effective in regulating the hostility experienced in response to organizational politics than other emotional abilities that seem more relevant in this context.</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":" 47","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138494068","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Feeling good about teamwork: the roles of personality and manifest needs","authors":"Bryan S. Schaffer, Jennifer G. Manegold","doi":"10.1108/mrr-05-2023-0336","DOIUrl":"https://doi.org/10.1108/mrr-05-2023-0336","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>This paper aims to examine the link between the Big Five personality traits and self-efficacy for teamwork, positioning manifest needs as intervening variables. The primary purpose of the analyses is to further develop some of the key variables contributing to team performance.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>Relationships were tested with conditional process analysis. The sample includes 315 students from a large university. Likert measures were used to operationalize survey items, which are based on existing scales in the literature.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>Each of the Big Five dimensions are related to teamwork self-efficacy (TSE), with manifest needs having significant mediating effects. For example, conscientiousness displayed a positive relationship to TSE, with both the need for affiliation and the need for power acting as significant intervening variables. Such relationships for each personality dimension are discussed fully in the paper.</p><!--/ Abstract__block -->\u0000<h3>Practical implications</h3>\u0000<p>High functioning teams need members who share a level of self-efficacy for engaging in teamwork. Leaders who must form their teams may find it useful to consider TSE, and the individual attributes that contribute to this important construct. The authors’ examination of the roles of both personality and manifest needs should offer some essential tools for this objective.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>This paper contributes to our understanding of the relationship between personality and TSE by investigating manifest needs as process variables.</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":" 46","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138494069","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A review of strategic visioning and organizational performance: epistemological challenges","authors":"Kristiina Niemi-Kaija, Steven Pattinson","doi":"10.1108/mrr-09-2022-0623","DOIUrl":"https://doi.org/10.1108/mrr-09-2022-0623","url":null,"abstract":"<h3>Purpose</h3>\u0000<p>The purpose of this systematic narrative review is to discourse on vision and organizational performance. By analysing work-life and organization studies journals, the authors respond to a call to view the process of visioning more holistically.</p><!--/ Abstract__block -->\u0000<h3>Design/methodology/approach</h3>\u0000<p>The methodological approach is a discourse-oriented qualitative content analysis. The authors explore visioning through an epistemological lens, which emphasizes both the connections and differences between “traditional” philosophical approaches.</p><!--/ Abstract__block -->\u0000<h3>Findings</h3>\u0000<p>The findings show how the different interpretations of vision and related concepts are tied to the following themes: clarity, causality, embodiment and sensory experiences and actionability.</p><!--/ Abstract__block -->\u0000<h3>Originality/value</h3>\u0000<p>Through the frameworks of scientific realism and relativism, the authors illustrate novel insights into the ways in which visioning occupies a place in knowledge management.</p><!--/ Abstract__block -->","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"50 1","pages":""},"PeriodicalIF":2.6,"publicationDate":"2023-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138542610","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}