Journal of Management最新文献

Corporate Social Irresponsibility and Ownership Level in Cross-Border Acquisitions 跨国收购中的企业社会责任缺失与所有权水平

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-07-24 DOI: 10.1177/01492063251346406

Tsvetomira V. Bilgili, Holly Loncarich, Debmalya Mukherjee, Erin E. Makarius

{"title":"Corporate Social Irresponsibility and Ownership Level in Cross-Border Acquisitions","authors":"Tsvetomira V. Bilgili, Holly Loncarich, Debmalya Mukherjee, Erin E. Makarius","doi":"10.1177/01492063251346406","DOIUrl":"https://doi.org/10.1177/01492063251346406","url":null,"abstract":"The perils of legitimacy threats for CBAs are widely acknowledged in the literature. However, prior research has focused on legitimacy threats stemming from factors not in the direct control of MNEs. In this study, we explore if and how acquirers’ CSI salience, a legitimacy threat stemming directly from the past actions and behaviors of the focal firm, influences a critical international expansion decision—the level of ownership obtained in cross-border acquisitions (CBAs). Drawing on neo-institutional theory, we argue that CSI salience reduces the level of ownership obtained in CBAs as it captures more stakeholder attention and is factored into their legitimacy evaluations. In addition, we examine how characteristics of the host country’s legitimating environment may attenuate or accentuate the legitimacy threat from CSI as they reflect how host country stakeholders notice, assess, and respond to CSI and the capacity of host institutions to monitor and enforce compliance. We find support for our hypotheses in a sample of 16,650 CBAs by 10,738 unique acquirers, and offer valuable insights into the interplay of CSI salience, legitimacy, and CBA ownership to research and practice.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"14 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2025-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144701926","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

How We Can Help Working Moms “Win”: The Impact of Social Support During Pregnancy on Postpartum Working Mom Guilt 我们如何帮助职场妈妈“赢”：怀孕期间的社会支持对产后职场妈妈内疚的影响

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-07-21 DOI: 10.1177/01492063251346401

Kaylee J. Hackney, Gary R. Thurgood, Dawn S. Carlson, Merideth J. Thompson

{"title":"How We Can Help Working Moms “Win”: The Impact of Social Support During Pregnancy on Postpartum Working Mom Guilt","authors":"Kaylee J. Hackney, Gary R. Thurgood, Dawn S. Carlson, Merideth J. Thompson","doi":"10.1177/01492063251346401","DOIUrl":"https://doi.org/10.1177/01492063251346401","url":null,"abstract":"Using signaling theory, this research examines the role that social support during pregnancy plays in reducing work–family guilt upon returning to work after maternity leave. Specifically, we consider four sources of social support (two from the work domain: supervisor and coworkers; and two from the non-work domain: spouse and friends) and the signaling effect they have on a mother’s work–family guilt upon returning to work after maternity leave and her subsequent job and family satisfaction. Based on a sample of 247 women who completed surveys both before taking maternity leave and upon returning to the workforce, we found that supervisor, coworker, and friend support enhanced job satisfaction through reduced work-induced guilt. Further, both supervisor and spouse support contributed to family satisfaction through reduced family-induced guilt. Spouse support reduced family-induced guilt significantly more than coworker support, offering some modest support for domain specificity. Further, when considering the interaction of within-domain effects, we found that the work domain sources of support interact to provide a stronger effect on job satisfaction, but the non-work domain sources do not interact significantly. This provides an enlightening look at social support’s different roles in working mom guilt during a pivotal time in a woman’s life, her return to work after childbirth.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"84 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2025-07-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144669686","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Gaining Career Purpose Through Lightning Bolts: Examining the Strength and Psychological Foundations of Work-Related Epiphanies 通过闪电获得职业目标：检查与工作有关的顿悟的力量和心理基础

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-07-11 DOI: 10.1177/01492063251348410

Erik Dane, Markus Baer, Hannes Leroy, Richard Swartz, Aleksandra Wrobel

{"title":"Gaining Career Purpose Through Lightning Bolts: Examining the Strength and Psychological Foundations of Work-Related Epiphanies","authors":"Erik Dane, Markus Baer, Hannes Leroy, Richard Swartz, Aleksandra Wrobel","doi":"10.1177/01492063251348410","DOIUrl":"https://doi.org/10.1177/01492063251348410","url":null,"abstract":"Epiphanies—sudden realizations that transform how people see themselves—have the potential to infuse people’s personal and professional lives with a renewed sense of purpose. Yet, the prominence and potency of epiphanies as purpose-giving vehicles has largely been overlooked in management and organization studies. In the research reported here, we investigate epiphanies and their psychological foundations. Specifically, we build and test theory on what types of individuals, psychologically speaking, are more likely to experience epiphanies of greater strength related to their work and careers. We evaluate the strength of the work-related epiphanies that people experienced over the course of their lives (Study 1) and in the context of a leadership development program (Study 2) and a leadership coaching workshop (Study 3). Consistent with our theorizing, we find that people who engage in a form of mind wandering known as “problem-solving daydreaming” are more likely to experience work-related epiphanies of greater strength. Furthermore, we find that people who engage in problem-solving daydreaming are especially likely to experience work-related epiphanies of greater strength when they possess a form of curiosity that compels them to solve their problems (“deprivation sensitivity”). Work-related epiphany strength, in turn, transmits this conditional effect onto people’s sense of purpose in their careers via psychological tension resolution. These results illuminate psychological phenomena underlying sudden shifts in how people view themselves and open new windows into how a heightened sense of career purpose can emerge among individuals on a managerial career path.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"14 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2025-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144603128","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Yes, We (Still) Can! A Qualitative Study on the Dynamic Process of Team Resilience 是的，我们（仍然）可以！团队弹性动态过程的定性研究

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-07-05 DOI: 10.1177/01492063251342209

Silja Hartmann, Matthias Weiss, Martin Hoegl

{"title":"Yes, We (Still) Can! A Qualitative Study on the Dynamic Process of Team Resilience","authors":"Silja Hartmann, Matthias Weiss, Martin Hoegl","doi":"10.1177/01492063251342209","DOIUrl":"https://doi.org/10.1177/01492063251342209","url":null,"abstract":"Research on psychological resilience in the workplace is on the rise, aiming to better understand how to successfully manage adverse events. Although scholars have started to explore the concept of team resilience, the focus of the theory on team resilience has been largely on cognitive mechanisms. However, neglecting the role of relational mechanisms discounts the collaboration and social interaction that are necessary for successful teamwork, especially in the face of adverse events. To address this research gap, we conducted a qualitative study with a palliative care team that experienced work-related adverse events. Based on our data and applying conservation of resources theory, we develop a process model of team resilience. This model specifies the experience of adverse events as loss events and illustrates how teams can counteract these losses and enact team resilience through the relational process of caring. Caring in teams can be enacted through four dimensions, which we refer to as understanding, being with, doing for, and enabling. By enacting these caring dimensions, teams can heal social safety and collective action capabilities and can moreover build valuable resources, which may buffer resource loss and fuel resource growth in subsequent team resilience episodes. Our findings provide a better understanding of the role of relational processes in team resilience enactment and specify caring as a core relational mechanism that enables team resilient outcomes. Overall, we provide a nuanced understanding of the different elements within a team resilience process.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"7 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2025-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144565751","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Do Gender-Role Violations in Initiating Structure and Consideration Help or Harm Employee Stress and Well-Being? 性别角色在启动结构和考虑中的违反是有助于还是有害于员工的压力和幸福感？

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-07-04 DOI: 10.1177/01492063251346400

Joohyung (Jenny) Kim, Marie S. Mitchell, David A. Waldman, Donald S. Siegel

引用次数: 0

Comparing Learning-by-Doing Between In-House Provision and External Contracting in Public Service Provision 公共服务内部提供与外部承包的边做边学比较

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-06-26 DOI: 10.1177/01492063251342807

Louis Mulotte, Simon Porcher

引用次数: 0

Better Than Myself: A Translation and Extension of Internal Comparison Theories in Management 比我更好：管理学内部比较理论的翻译与延伸

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-06-26 DOI: 10.1177/01492063251342219

Rebecca L. Mitchell, John R. Hollenbeck

引用次数: 0

The Unexpected Upside of High Language Diversity: Social Integration Through Language Advice Networks 高度语言多样性的意想不到的好处：通过语言咨询网络进行社会整合

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-06-19 DOI: 10.1177/01492063251337067

Mai Al-Naemi, Hyun-Jung Lee, Carol Reade

{"title":"The Unexpected Upside of High Language Diversity: Social Integration Through Language Advice Networks","authors":"Mai Al-Naemi, Hyun-Jung Lee, Carol Reade","doi":"10.1177/01492063251337067","DOIUrl":"https://doi.org/10.1177/01492063251337067","url":null,"abstract":"While the corporate lingua franca mandate aims to facilitate communications among linguistically diverse employees, evidence shows that it creates more problems than it solves, often negatively affecting social integration and knowledge sharing in the workplace. Our study is driven by the phenomenon of high language diversity and low lingua franca proficiency, emerging characteristics of workplaces around the globe given increasing migration. We adopt a mixed-methods, longitudinal design involving participant observations, interviews, social network surveys, and company data. Our analysis revealed the existence and prevalence of an informal language advice network (LAN) in which individuals with varying levels of English proficiency actively engage in voluntary language-related knowledge-seeking and sharing. We found more positive interpersonal interactions and consequences of LAN than typically reported in extant studies. We leverage the social networks and generalized exchange literature to explain the processes and consequences of LAN for individuals and the organization. Management recognition was found to be important for sustaining LAN in a context of high language diversity. Our integrative analytical framework offers a valuable lens for scholarship on future workplaces that are being shaped by rapidly shifting ethnic, cultural, and linguistic demography.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"14 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2025-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144328658","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Career Success and Minority Status: A Review and Conceptual Framework 职业成功与少数民族地位：回顾与概念框架

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-06-19 DOI: 10.1177/01492063251342190

Mina Beigi, Melika Shirmohammadi, Mostafa Ayoobzadeh, Amir Hedayati Mehdiabadi, Wee Chan Au, Huainan Wang, Qingyang Xu, Yafan Yu, Jane Parry, Ben Whitburn

{"title":"Career Success and Minority Status: A Review and Conceptual Framework","authors":"Mina Beigi, Melika Shirmohammadi, Mostafa Ayoobzadeh, Amir Hedayati Mehdiabadi, Wee Chan Au, Huainan Wang, Qingyang Xu, Yafan Yu, Jane Parry, Ben Whitburn","doi":"10.1177/01492063251342190","DOIUrl":"https://doi.org/10.1177/01492063251342190","url":null,"abstract":"In recent years, the management field has witnessed a surge in studies examining career success among workers from historically marginalized minority groups. However, to date, insights gained from this research remain fragmented and have not been integrated into the existing career success frameworks. We aim to complement career success scholarship and contribute to its inclusivity by conducting a systematic review that synthesizes the factors and pathways contributing to the career success of four historically underrepresented minority groups: women, racial and ethnic minorities, individuals with disabilities, and the LGBTQ+ community. Evidencing that career success disparity can be attributed to minority status, we propose a framework that highlights the career advancement and human and psychological resources associated with minority groups’ career success, as well as the systemic barriers limiting access to and use of such resources. We suggest hypervisibility, invisibility, and managed visibility as distinguishable forms of identity-based mechanisms that offer theoretical explanations for the influence of marginalized identity status on career success. Our framework integrates manifestations of subjective career success—accounting for survival, the collective good, and adjustability in addition to what extant literature has shown—emphasizing that membership in marginalized groups, communities, and other identity-relevant contexts shapes the subjective meaning of career success. Our review has practical implications for decision makers and organizations intending to bridge minority and nonminority groups’ career success disparity.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"24 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2025-06-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144328854","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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

Mind the Gap: A Psychological and Structural Perspective on Activist Shareholders’ Targeting of Women CEOs 注意差距：激进股东针对女性ceo的心理和结构视角

IF 13.5 1区管理学

Journal of Management Pub Date : 2025-06-06 DOI: 10.1177/01492063251335563

Samantha C. Paustian-Underdahl, Richard A. Devine, Ivona Hideg, R. Michael Holmes, Bruce T. Lamont, Janice Y. Lam

{"title":"Mind the Gap: A Psychological and Structural Perspective on Activist Shareholders’ Targeting of Women CEOs","authors":"Samantha C. Paustian-Underdahl, Richard A. Devine, Ivona Hideg, R. Michael Holmes, Bruce T. Lamont, Janice Y. Lam","doi":"10.1177/01492063251335563","DOIUrl":"https://doi.org/10.1177/01492063251335563","url":null,"abstract":"An important challenge faced by women CEOs is that their firms tend to receive more shareholder activism than firms with men CEOs. Frequently, this activism represents attempts by shareholders to direct or override the decisions made by the firms’ leaders. The current paper integrates micro and macro perspectives to explore the factors influencing gender differences in shareholder activism. Drawing on social psychology research, we examine gender role expectations and perceived lack of fit as underlying psychological mechanisms, and we use industry gender type (i.e., men- or women-dominated industry) as an important structural factor that shapes the effects of these psychological mechanisms and women CEOs’ propensity to be targeted by shareholder activism. We test the hypotheses using archival data of shareholder activism at S&P 1500 companies. We also use two vignette-based experiments to examine the underlying mechanisms for why CEO gender relates to shareholder activism differently across industries. Implications and directions for future research are discussed.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"59 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2025-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144236916","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"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