Organizational Dynamics最新文献_第6页

Global bias training reimagined: The GROW approach 重新构想的全球偏见训练：GROW方法

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2025-03-22 DOI: 10.1016/j.orgdyn.2025.101139

Liana M. Kreamer, Valerie Tuccillo Robbins-Roth, Richard L. Griffith, Lisa A. Steelman

{"title":"Global bias training reimagined: The GROW approach","authors":"Liana M. Kreamer, Valerie Tuccillo Robbins-Roth, Richard L. Griffith, Lisa A. Steelman","doi":"10.1016/j.orgdyn.2025.101139","DOIUrl":"10.1016/j.orgdyn.2025.101139","url":null,"abstract":"<div><div>In an increasingly interconnected world, organizations must prioritize creating inclusive environments that support diverse perspectives. Despite substantial financial investments in diversity, equity, and inclusion (DEI) initiatives, current bias training programs yield minimal results and can even exacerbate biases. To address these shortcomings, we propose the GROW model—a four-component iterative strategy designed to enhance global bias training. The GROW model includes: <em>Grasping individual differences</em> by recognizing and valuing diverse backgrounds; <em>Reforming habits</em> by breaking the cycle of biased responses through cognitive restructuring; <em>Optimizing distinctiveness</em> by balancing the need for belonging and individuality; and attaining <em>Wisdom through applied learning</em><span> by applying experiential techniques to practice inclusive behaviors. We explore each component in detail, demonstrating how they can be implemented within global organizations. We then provide an example of a practical application of the GROW approach. By adopting the GROW model, organizations can move beyond ineffective bias training to create actionable and sustainable strategies for enhancing DEI efforts.</span></div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101139"},"PeriodicalIF":2.5,"publicationDate":"2025-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144907603","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: 0

Authentic leadership across levels: Unlocking global potential 真正的跨层级领导：释放全球潜力

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2025-03-18 DOI: 10.1016/j.orgdyn.2025.101143

Dana H. Born , Marc Correa , Bill George

引用次数: 0

Becoming an existential leader: A leadership toolkit for existential thinking 成为一个存在主义的领导者：一个存在主义思维的领导工具包

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2025-04-02 DOI: 10.1016/j.orgdyn.2025.101150

Sai Bhargavi Vedula

{"title":"Becoming an existential leader: A leadership toolkit for existential thinking","authors":"Sai Bhargavi Vedula","doi":"10.1016/j.orgdyn.2025.101150","DOIUrl":"10.1016/j.orgdyn.2025.101150","url":null,"abstract":"<div><div>In the wake of the pandemic’s upheaval and amplified by swift technological strides, organizations have undergone a profound transformation —one that demands leadership approaches capable of addressing deep-seated human concerns. By focusing on the core existential workplace challenges of mortality, uncertainty, freedom, responsibility, authenticity, and belonging, this article introduces the concept of “existential leadership.” By engaging with these fundamental aspects of the human experience, existential leadership offers a more human-centred approach for navigating the complexities of modern organisational life with greater depth, resilience, and meaning in an era of unprecedented change. Drawing from key existential themes, this article equips leaders with practical tools and reflective prompts which guide them in addressing existential concerns at work, including fostering innovation through autonomy, creating inclusive cultures of belonging, and embedding authenticity and meaning in leadership practices. By embracing existential leadership, managers can transcend transactional approaches, nurturing workplaces that honour human existential givens and fulfil both their own and their employees' intrinsic desire for purpose. This framework redefines leadership as a deeply reflective and relational practice, empowering organisations to thrive amidst uncertainty while supporting the holistic growth of leaders and their teams.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101150"},"PeriodicalIF":2.5,"publicationDate":"2025-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906811","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: 0

Cultivating the experience of dignity at work during digital transformation: Protective & proactive strategies for leaders and organizations 在数字化转型中培养工作中的尊严体验：领导者和组织的保护性和前瞻性策略

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2024-10-15 DOI: 10.1016/j.orgdyn.2024.101103

Kevin S. Groves , Jaclyn Margolis, Cristina Gibson

{"title":"Cultivating the experience of dignity at work during digital transformation: Protective & proactive strategies for leaders and organizations","authors":"Kevin S. Groves , Jaclyn Margolis, Cristina Gibson","doi":"10.1016/j.orgdyn.2024.101103","DOIUrl":"10.1016/j.orgdyn.2024.101103","url":null,"abstract":"<div><div>Ubiquitous digital transformation technologies such as robotics, generative artificial intelligence (AI) tools, large language models (LLMs), and other digital applications automate both mechanistic and creative work processes, which represent potential advancements never imagined a decade ago. Yet many view digital transformation as not only redefining the experience of work, but also undermining the humanity of organizations. Employees across the spectrum of skill-levels, job classes, and wages also face unprecedented and existential threats to their sense of self-worth, value, and esteem, which collectively embody dignity. Given the onslaught of these technological advances and digital transformation initiatives across industries and sectors, leaders need a set of practical strategies that both protect employees from threats to their dignity as well as proactively cultivate the experience of dignity in their organizations. To meet this growing need, this article presents executives, management teams, HR professionals, and other leaders with evidence-based approaches for protecting and promoting the experience of dignity at work. Grounded in the latest thinking and research on dignity in the workplace, this article offers practical strategies for investing in <em>protective mechanisms</em> (policies and processes) that insulate employees from aspects of work that erode the experience of dignity, as well as <em>proactive mechanisms</em> (practices and behaviors) that cultivate meaningful opportunities to experience dignity at work.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101103"},"PeriodicalIF":2.5,"publicationDate":"2025-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906842","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: 0

Paradox of artificial intelligence as teammate 人工智能作为队友的悖论

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2024-11-18 DOI: 10.1016/j.orgdyn.2024.101116

Sheila Simsarian Webber

引用次数: 0

Inter-firm imitation of artificial intelligence: Towards innovation and competitive edge in business 企业间人工智能模仿：走向商业创新与竞争优势

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2024-11-09 DOI: 10.1016/j.orgdyn.2024.101114

Raj Mohan

{"title":"Inter-firm imitation of artificial intelligence: Towards innovation and competitive edge in business","authors":"Raj Mohan","doi":"10.1016/j.orgdyn.2024.101114","DOIUrl":"10.1016/j.orgdyn.2024.101114","url":null,"abstract":"<div><div><span>In an era where artificial intelligence<span><span> (AI) is rapidly transforming businesses, executives are at the forefront of steering their organizations through the complexities of technology adoption. This article provides a practitioner-focused perspective on how executives can strategically manage the adoption and integration of AI to drive innovation and maintain a competitive edge through the dynamics of inter-firm imitation of AI. By leveraging theories of imitation, knowledge transfer, and competitive advantage, it discusses how firms adopt AI technologies by emulating their competitors and subsequent effects on their innovation capabilities. Research examines the implications for firm strategy, including the potential for competitive parity, role of absorptive capacity, and the influence of </span>industry characteristics on the effectiveness of imitative AI-driven innovation. The paper introduces a conceptual framework that integrates imitation, AI adoption, and innovation outcomes, offering a strategic roadmap for firms navigating the complex landscape of AI technology. Ultimately, the article provides managerial recommendations for firms to harness AI imitation as a tool for sustained innovation and competitive differentiation, drawing insights from six distinct </span></span>case studies.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101114"},"PeriodicalIF":2.5,"publicationDate":"2025-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906844","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: 0

Workforce analytics in multinational corporations 跨国公司的劳动力分析

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2025-03-21 DOI: 10.1016/j.orgdyn.2025.101145

Mark A. Huselid , Dana Minbaeva , Martin R. Edwards , Alec Levenson

引用次数: 0

Whom to sue? Liability of unaccountability in AI decisions 起诉谁？人工智能决策的不负责任

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2024-12-13 DOI: 10.1016/j.orgdyn.2024.101123

Hao Ma , Mengyue Su

{"title":"Whom to sue? Liability of unaccountability in AI decisions","authors":"Hao Ma , Mengyue Su","doi":"10.1016/j.orgdyn.2024.101123","DOIUrl":"10.1016/j.orgdyn.2024.101123","url":null,"abstract":"<div><div><span>As conventional wisdom has it that organizations naturally tend to buffer their core activities from various uncertainties that potentially threaten their performance and survival, it is rather surprising and alarming to see that few organizational scholars have aired any concerns about the potential threats of uncertainties posed by artificial intelligence (AI) that could jeopardize the core activities of many organizations. One salient and significant threat comes from the unaccountability of AI in organizational decision-making, which should be considered a serious liability of AI yet remains largely neglected or ignored by management practitioners and researchers alike. The unaccountability of AI manifests in two aspects. On the one hand, the ambiguity surrounding AI decision-making and the unexplanability feature of AI make it difficult to precisely assign responsibilities to a specific decision agent, either human or machine. On the other hand, even though AI </span><em>per se</em> is proven to be the very culprit of decisions that have accountability problems procedure-wise or consequence-wise, AI itself is incapable of standing as the ultimate responsibility bearer who could be held accountable legally and financially and be punished physically or mentally, as it is not a legal entity, biological body, or spiritual being. Given such liability of unaccountability, AI’s involvement in critical areas of organizational decision-making that have significant impacts on major stakeholders ought to be carefully examined and timely evaluated. This article dissects the liability of AI’s unaccountability and proposes corresponding coping measures during the three major phases of the organizational decision-making process, namely, <em>a priori, ongoing</em>, and <em>post hoc</em>.</div></div>","PeriodicalId":48061,"journal":{"name":"Organizational Dynamics","volume":"54 3","pages":"Article 101123"},"PeriodicalIF":2.5,"publicationDate":"2025-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144906804","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: 0

Global talent unleashed: Navigating the promise and pitfalls of technology 释放全球人才：驾驭技术的希望和陷阱

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2025-03-31 DOI: 10.1016/j.orgdyn.2025.101147

Dana Minbaeva

引用次数: 0

The invisible workforce: How can organizations leverage immigrant talent? 隐形劳动力：组织如何利用移民人才？

IF 2.5 4区管理学

Organizational Dynamics Pub Date : 2025-09-01 Epub Date: 2025-04-02 DOI: 10.1016/j.orgdyn.2025.101148

Mila Lazarova , Cagdas Kilic , Stacey Fitzsimmons

引用次数: 0