European Management Journal最新文献_第3页

Critical mass of female directors, ownership structure and dividend payments 女性董事的临界数量、所有权结构和股息支付

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2025.02.005

Tahir Akhtar, Md. Saiful Islam

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引用次数: 0

Temporal perceptions and tensions in production management 生产管理中的时间观念和紧张关系

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.05.001

James Aitken , Eric Deakins , Heather Skipworth , Rosanna Cole

引用次数: 0

Blessing or blight? How corporate venture units affect the survival of internal new ventures 福还是祸？企业风险单位如何影响内部新企业的生存

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.04.010

Gundula Lücke , Eve-Michelle Basu , Ivo Zander

引用次数: 0

Women who LinkedIn: The gender networking gap among executives 使用LinkedIn的女性：高管之间的性别网络差距

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.10.003

Gabriela Contreras , Ruth Mateos de Cabo , Ricardo Gimeno

{"title":"Women who LinkedIn: The gender networking gap among executives","authors":"Gabriela Contreras , Ruth Mateos de Cabo , Ricardo Gimeno","doi":"10.1016/j.emj.2024.10.003","DOIUrl":"10.1016/j.emj.2024.10.003","url":null,"abstract":"<div><div>We investigate the patterns of executive networking on LinkedIn, a crucial platform for understanding the persistent gender disparities in leadership positions. Overcoming the challenges of accessing LinkedIn's network data, we have curated a comprehensive dataset of Spanish women and men executives. This unique dataset includes information about their connections and, more importantly, whom they do not connect with. At the baseline level, our findings indicate a prevalent tendency for preferential attachment, where individuals are more likely to connect with popular contacts. Additionally, there is a pronounced inclination towards homophily, characterized by forming connections based on gender, as well as shared organizational and academic affiliations. Building upon the tenets of Social Identity Theory, we identify significant gender differences on LinkedIn's executive networking. Women executives, positioned as out-group members within executive networks, suffer from a networking gender gap resulting in being under-connected and being connected with less popular individuals. However, our research methodology helps us uncover two different strategies women use to overcome this gap. They rely, more than men, on gender homophily to make contacts. Besides, women executives adopt recategorization strategies exhibiting a higher preference for contacts with shared organizational and academic affiliations than men. These findings disrupt two common assumptions: the fallacy of implied connections based on shared affiliations and the overlooked gender differences in networking pools, therefore exposing two previously unidentified gender data gaps.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 3","pages":"Pages 383-398"},"PeriodicalIF":7.5,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144230146","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Refugee entrepreneurship: A systematic literature review and future research agenda 难民创业：系统文献综述和未来研究议程

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.03.012

Stefan Lång , Maria Ivanova-Gongne , Jonas Lagerström , Malin Brännback

{"title":"Refugee entrepreneurship: A systematic literature review and future research agenda","authors":"Stefan Lång , Maria Ivanova-Gongne , Jonas Lagerström , Malin Brännback","doi":"10.1016/j.emj.2024.03.012","DOIUrl":"10.1016/j.emj.2024.03.012","url":null,"abstract":"<div><div>While scholars have traditionally studied successful entrepreneurship cases, they have focused less on studying how victims of adversity engage in entrepreneurial actions to create a better future for themselves and others. It is argued that while entrepreneurs are a major force of disruption, they possess resilience that enables them to cope with persistent and substantial adversity. Refugees facing extreme adversity can engage in entrepreneurial activities to create economic gains. While scholarly attention has been directed towards immigrant and migrant entrepreneurship, refugees present a different perspective due to the severity and persistence of their adversity. In this study, we conducted a systematic review of the refugee entrepreneurship literature. A total of 83 articles published between 2000 and 2021 across 22 entrepreneurship journals were analyzed. We identified four widely used theoretical lenses, namely mixed embeddedness, social networks, institutional theory and opportunity. Studies have primarily been conducted among refugees in European host countries, with an absence of studies in neighboring countries or refugee camps. Results show that scholarly enquiry into refugee entrepreneurship is still in its nascent stages with respect to theoretical perspective, method and data. The study contributes to the extant literature by outlining several potential research streams that could strengthen the notion of refugees in the entrepreneurship literature.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 3","pages":"Pages 438-453"},"PeriodicalIF":7.5,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140407714","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Psychological contract breaches, plans to quit, and destructive voice behavior: Catalytic effects of proactive personality 心理契约违约、辞职计划和破坏性语音行为：积极主动性格的催化作用

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.03.010

Dirk De Clercq

{"title":"Psychological contract breaches, plans to quit, and destructive voice behavior: Catalytic effects of proactive personality","authors":"Dirk De Clercq","doi":"10.1016/j.emj.2024.03.010","DOIUrl":"10.1016/j.emj.2024.03.010","url":null,"abstract":"<div><div>How and when might employees’ perceptions of psychological contract breaches escalate into destructive voice behavior? This study predicts a mediating role of plans to quit and a moderating role of a proactive personality in this connection. Cross-sectional survey data, collected among 227 employees who work in the Canadian retail sector, inform the tests of these predictions; the statistical analyses rely on the Process macro, which supports comprehensive assessments of the proposed moderated mediation framework. The results show that a critical reason that beliefs about broken organizational promises stimulate employees to criticize their organization is that they search for alternative employment. This mediating influence of quitting is particularly salient among employees who have a disposition toward action. The study accordingly points to a notable risk for employees who are upset with an organization that does not keep its side of the bargain: They consider quitting their jobs, which spurs them to undertake destructive activities that likely render it more challenging to convince their employer to fix the problem. This harmful dynamic is especially potent among proactive employees who like to take initiative.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 3","pages":"Pages 481-491"},"PeriodicalIF":7.5,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140407800","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Organizational responses to non-financial reporting legislation in Germany and Poland—Qualitative study and explanatory framework 组织对德国和波兰非财务报告立法的反应——定性研究和解释框架

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.12.006

Marion Festing , Alexandra Ballnat , Maria Aluchna , Leszek Bohdanowicz , Ewa Jastrzębska , Maria Roszkowska-Menkes , Ihar Sahakiants , Thomas Steger

{"title":"Organizational responses to non-financial reporting legislation in Germany and Poland—Qualitative study and explanatory framework","authors":"Marion Festing , Alexandra Ballnat , Maria Aluchna , Leszek Bohdanowicz , Ewa Jastrzębska , Maria Roszkowska-Menkes , Ihar Sahakiants , Thomas Steger","doi":"10.1016/j.emj.2024.12.006","DOIUrl":"10.1016/j.emj.2024.12.006","url":null,"abstract":"<div><div>Although the European Non-financial Reporting Directive (Directive 2014/95/EU) aims primarily to increase the transparency of non-financial reports, it is also suggested that it will impact organizational practices, especially with regard to corporate governance and human resource management (HRM), in European Union (EU) member state companies. Considering the scarcity of research on the effects of non-financial reporting (NFR), especially taking into account potential influences of country-context factors, our qualitative comparative study aims at explaining the similarities and differences of the impact of mandatory NFR on organizational practices in two EU member states, Germany and Poland.</div><div>While we find many similarities, country-specific factors account for differences in the way NFR is carried out, highlighting the need for contextualization. In particular, the countries’ individual reporting histories, as well as the varying levels of intensity relating to talent scarcity and societal debates about sustainability issues, greatly influence organizational responses to mandatory NFR. We suggest an explanatory framework that will contribute to better understanding of organizational responses to NFR-related EU directives while considering country context. We further propose that the institutional mechanisms illustrated in our framework may restrict means–ends decoupling, that is, NFR serving as an end in itself and not as a means of enhancing sustainability performance. Finally, future avenues for investigating the effects of mandatory NFR on both organizations and their environments are proposed.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 3","pages":"Pages 351-365"},"PeriodicalIF":7.5,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144230143","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Addressing the gender data gap to advance theory, interventions, and equity for women 解决性别数据差距，推进理论、干预措施和妇女平等

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2025.04.012

Sonja Sperber, Susanne Täuber, Corinne Post, Cordula Barzantny

引用次数: 0

Flexible working and employee well-being: Why does the difference between formal FWAs and informal flexibility I-deals matter? 灵活工作与员工福利：为什么正式的 FWA 与非正式的灵活性 I-deals 之间的区别很重要？

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.04.006

Argyro Avgoustaki , Almudena Cañibano

{"title":"Flexible working and employee well-being: Why does the difference between formal FWAs and informal flexibility I-deals matter?","authors":"Argyro Avgoustaki , Almudena Cañibano","doi":"10.1016/j.emj.2024.04.006","DOIUrl":"10.1016/j.emj.2024.04.006","url":null,"abstract":"<div><div>Relying on conservation of resources theory, this study investigates whether the association between flexible working and employee well-being differs according to the formal or informal nature of arrangements. We claim that informal flexibility i-deals have a stronger association with well-being than do formal flexible working arrangements. We further explore (1) how work effort mediates the link between the two types of flexible working and well-being; and (2) whether the existence of a gap between informal flexibility i-deals and formal flexible working arrangements (for example, when informal exceeds formal flexibility) relates to well-being. Using data from a consultancy firm in Spain, results show a positive and significant association between informal flexibility i-deals and employee well-being and that informal i-deals have a stronger association with well-being than formal flexible working arrangements. Further, we find that work effort acts as a mediating mechanism to this relationship and that individuals take formal flexible working arrangements as a baseline to contrast their informal deals, revealing that having more informal than formal flexibility improves employee well-being compared to having more formal flexibility than informal flexibility.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 3","pages":"Pages 492-501"},"PeriodicalIF":7.5,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140617590","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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

Beyond the numbers: Reflections from three Global South countries using the global gender gap index 数字之外：利用全球性别差距指数对南半球三个国家的反思

IF 7.5 2区管理学

European Management Journal Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2025.04.011

Rana Haq , Samina M. Saifuddin , Isis Gutiérrez-Martínez

{"title":"Beyond the numbers: Reflections from three Global South countries using the global gender gap index","authors":"Rana Haq , Samina M. Saifuddin , Isis Gutiérrez-Martínez","doi":"10.1016/j.emj.2025.04.011","DOIUrl":"10.1016/j.emj.2025.04.011","url":null,"abstract":"<div><div>The World Economic Forum's (WEF) Global Gender Gap Index (GGGI) has become synonymous with the measurement of gender equality. However, the measures included in calculating the GGGI are driven mainly by development agencies' agendas. Notably, in developing countries, where gender inequalities run deep, governments' efforts to address these inequalities at the macro-national level have limited influence on gender diversity management (GDM) policies at the meso-organizational and micro-individual levels. To provide evidence, we applied the multilevel relational framework to review the state of gender (in)equality in three Global South countries—Bangladesh, India, and Mexico—using GGGI. Our review revealed that the GGGI tells a numerical story with political appeal, is used to support policies and programs that satisfy the criteria of developmental and donor agencies, and puts a checkmark next to the governmental agenda to meet Sustainable Development Goals (SDGs) at the macro-national level. These macro-national policies and programs have limited success in informing actionable human resources (HR) policies and practices to address gender (in)equality at meso-organizational and micro-individual levels. While the GGGI does not claim to measure the root cause of gender inequality, this study aimed to highlight the GGGI's impact on closing the gender gap. This paper contributes to the narrow body of literature that has brought the conversation on the SDGs and the global gender gap in management and organization literature. The present study also has theoretical and policy implications, as we provide a critical review of the GGGI and recommend including indicators to measure GGGI subindices that can then better inform meaningful and effective interventions at the macro-level and consequent GDM policies for achieving gender equity at the meso-level and women's empowerment at the individual micro-level.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 3","pages":"Pages 399-412"},"PeriodicalIF":7.5,"publicationDate":"2025-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144230138","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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