Business Horizons最新文献_第2页

Turning accidents into advantages: An actionable framework for accidental corporate social responsibility 化事故为优势：事故企业社会责任的可操作框架

IF 7 3区管理学

Business Horizons Pub Date : 2025-07-18 DOI: 10.1016/j.bushor.2025.07.006

Stephanie Lu Wang , Jinyun Sun , Sydnie Schreck

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引用次数: 0

Building an innovative sustainability culture through ESG certification 通过ESG认证建立创新的可持续发展文化

IF 7 3区管理学

Business Horizons Pub Date : 2025-07-12 DOI: 10.1016/j.bushor.2025.07.003

Kenneth A. Fox, Mark Klassen

引用次数: 0

Measure what matters: A blueprint for a sustainability culture diagnostic 衡量什么是重要的：可持续性文化诊断的蓝图

IF 7 3区管理学

Business Horizons Pub Date : 2025-07-12 DOI: 10.1016/j.bushor.2025.07.004

Mark Klassen, C. Brooke Dobni, Norman T. Sheehan

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引用次数: 0

The unseen carbon cost of AI workforce: A behavioral theory perspective of environmental scalability 人工智能劳动力看不见的碳成本：环境可扩展性的行为理论视角

IF 7 3区管理学

Business Horizons Pub Date : 2025-07-12 DOI: 10.1016/j.bushor.2025.07.005

David Lv, Erin Cho

引用次数: 0

CIBER Acknowledgement cib确认

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-06-14 DOI: 10.1016/S0007-6813(25)00101-6

引用次数: 0

Inside front cover - ed board 内部前盖板

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-06-14 DOI: 10.1016/S0007-6813(25)00089-8

引用次数: 0

Emphasizing mentorship to help women thrive in underrepresented spaces: An interview with Holly McKenzie from PwC 强调指导，帮助女性在代表性不足的领域茁壮成长：对普华永道霍莉·麦肯齐的采访

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.02.006

April E. Sellers

引用次数: 0

Why is progress toward diverse representation so slow? Contrasting management practice prevalence versus effectiveness for achieving diverse representation 为什么多元化代表的进展如此缓慢？对比管理实践的普遍性与实现多样化代表性的有效性

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2024.12.003

Traci Sitzmann , Shoshana Schwartz

{"title":"Why is progress toward diverse representation so slow? Contrasting management practice prevalence versus effectiveness for achieving diverse representation","authors":"Traci Sitzmann , Shoshana Schwartz","doi":"10.1016/j.bushor.2024.12.003","DOIUrl":"10.1016/j.bushor.2024.12.003","url":null,"abstract":"<div><div>While numerous management practices have been implemented in organizations in recent decades to create equitable and high-performing workforces, there has been little to no progress toward diversifying managerial representation during this timeframe. Our review contrasts the effectiveness of management practices for increasing diverse representation in management with how often these practices are utilized in organizations, centrally implicating ineffective management practices for the slow pace of change in diversifying managerial ranks. Specifically, we unveil that organizations predominantly implement ineffective and counterproductive practices that undermine managerial diversity while infrequently implementing practices that increase managerial diversity. For example, paid diversity roles, formal mentoring programs, and DEI-focused recruitment are among the most effective practices but are not consistently implemented in organizations. In contrast, diversity and harassment training and grievance procedures are frequently utilized in organizations but are negatively related to diverse representation. We also provide examples of organizations implementing multiple effective practices and making meaningful progress toward diversifying their workforces.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 263-276"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907938","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

Tackling gender disparity and achieving optimal distinctiveness in crowdfunding platforms 解决性别差异，实现众筹平台最优特色

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.01.004

Vallari Chandna, Zhuoli Axelton

{"title":"Tackling gender disparity and achieving optimal distinctiveness in crowdfunding platforms","authors":"Vallari Chandna, Zhuoli Axelton","doi":"10.1016/j.bushor.2025.01.004","DOIUrl":"10.1016/j.bushor.2025.01.004","url":null,"abstract":"<div><div>Women entrepreneurs often encounter substantial obstacles when securing funding through crowdfunding platforms. These challenges include biases leading to funding failures, difficulties presenting and communicating their campaigns in funding-friendly formats, and a lack of strong social networks. Gender inequity in crowdfunding hinders the growth of women-led initiatives and stifles innovation and diversity in the entrepreneurial landscape. We explore the literature on crowdfunding digital platforms to shed light on the issues of gender equity regarding women entrepreneurs and propose strategies to address gender disparity in crowdfunding. More specifically, we use optimal distinctiveness theory as a foundation to propose that crowdfunding platform operators should find the best possible niche to appeal to an array of new investors while addressing gender disparity and empowering women entrepreneurs. Platforms can derive strategic advantages through distinctive value propositions that include gender-blind crowdfunding campaigns or a focus on campaign designing, thus ensuring fair evaluations based solely on project merit, which would likely foster inclusivity and equal opportunities. Crowdfunding platforms can also leverage unique offerings, such as becoming known for their network expansion support, dedicated training resources, or the highlighting of frequent funders of women-led campaigns, all of which helps level the playing field and obtaining a competitive advantage.</div></div>","PeriodicalId":48347,"journal":{"name":"Business Horizons","volume":"68 3","pages":"Pages 351-360"},"PeriodicalIF":5.8,"publicationDate":"2025-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143907956","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 evolving landscape of women in management: An interview with Carolyn Valentine 女性在管理领域的发展：对卡罗琳·瓦伦丁的采访

IF 5.8 3区管理学

Business Horizons Pub Date : 2025-05-01 DOI: 10.1016/j.bushor.2025.02.005

April E. Sellers

引用次数: 0