Journal of Management最新文献_第7页

Breaking Through? The Divergent Consequences of CEO Political Ideology on Firm Inventiveness 突破?CEO政治意识形态对企业创造力的不同影响

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-12-05 DOI: 10.1177/01492063241300117

Andreea N. Kiss, Qianqian Yu, François Neville, Andrew Ward

{"title":"Breaking Through? The Divergent Consequences of CEO Political Ideology on Firm Inventiveness","authors":"Andreea N. Kiss, Qianqian Yu, François Neville, Andrew Ward","doi":"10.1177/01492063241300117","DOIUrl":"https://doi.org/10.1177/01492063241300117","url":null,"abstract":"We draw on upper-echelons literature recognizing the important role of CEOs in firm strategy, including innovation, and research on CEO political ideology and executive discretion to explore the relationship between CEO political ideology and firm breakthrough inventions. We suggest that CEO liberalism is a double-edged sword and is positively associated with firm breakthrough inventions but also less-useful inventions. We suggest that these relationships are shaped by three different sources of executive discretion: CEO-TMT pay gap, institutional investors, and existing product-market competition. We find support for our hypotheses on a sample of 581 public firms using firms’ patenting and citation activities to capture inventions. We infuse a values, contingency-based perspective to work on CEO characteristics and firm breakthrough inventions, provide a more comprehensive understanding of the multifaceted nature of managerial discretion in setting or deviating firms on/from certain technological trajectories, and extend work on political ideology by showing the relevance of political ideology for explaining not just variations in firm internal resource allocation decisions, corporate activism, and entrepreneurship but also in the level and nature of inventions it produces.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"36 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142789935","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

Emotion Regulation During Hostile Interactions: Optimizing Regulation Profiles for Event Performance and Well-Being 敌对互动中的情绪调节：优化事件表现和幸福感的调节概况

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-12-05 DOI: 10.1177/01492063241299400

Robert C. Melloy, Gordon M. Sayre, Alicia A. Grandey

{"title":"Emotion Regulation During Hostile Interactions: Optimizing Regulation Profiles for Event Performance and Well-Being","authors":"Robert C. Melloy, Gordon M. Sayre, Alicia A. Grandey","doi":"10.1177/01492063241299400","DOIUrl":"https://doi.org/10.1177/01492063241299400","url":null,"abstract":"When employees face hostility from others, emotion regulation is needed to perform effectively but can be personally costly. On the basis of current evidence, employees both perform better and avoid well-being costs with engagement-focused regulation (i.e., modifying feelings through deep acting) rather than with disengagement (i.e., modifying or faking expressions through surface acting). Yet, emotion regulation theorizing suggests this good–bad dichotomy is an oversimplification, and no known work has simultaneously considered the performance and well-being consequences of emotion regulation strategies at the event level. To address these issues, we apply the comprehensive six-strategy emotion regulation framework to identify emergent combinations of regulation strategies used in response to hostile events. Across two studies, we find six emotion regulation profiles, with the pattern of these profiles largely replicating across samples. Study 2 reveals that profile enactment is driven by the intensity of the event and has distinct consequences for employees’ event performance and well-being. We also find the first known evidence of a trade-off, where profiles that result in the highest negative affect were also the most effective for episodic performance. Meanwhile, profiles that maintained low levels of negative affect were linked with lower event performance ratings. Thus, in contrast to the good-bad strategy dichotomy common in the emotion regulation literature, we find that enhancing event performance comes at a cost to affect, and vice versa. This high-hostility work context points to a no-win situation for employees, who must choose between maximizing event performance and minimizing personal costs.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"82 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-12-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142789934","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

Hic Sunt Dracones: On the Risks of Comparing the ITCV With Control Variable Correlations Hic Sunt Dracones：比较ITCV与对照变量相关性的风险

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-12-02 DOI: 10.1177/01492063241293126

Sirio Lonati, Jesper N. Wulff

引用次数: 0

What Is Risk, Exactly? Reviewing Construct Heterogeneity Across Business Fields and Implications for Entrepreneurship Research 风险到底是什么？回顾跨商业领域的结构异质性及其对创业研究的启示

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-11-30 DOI: 10.1177/01492063241293129

Jorge Arteaga-Fonseca, Matthew W. Rutherford, Duygu Phillips, Aaron D. Hill

{"title":"What Is Risk, Exactly? Reviewing Construct Heterogeneity Across Business Fields and Implications for Entrepreneurship Research","authors":"Jorge Arteaga-Fonseca, Matthew W. Rutherford, Duygu Phillips, Aaron D. Hill","doi":"10.1177/01492063241293129","DOIUrl":"https://doi.org/10.1177/01492063241293129","url":null,"abstract":"We conduct two literature reviews to explore what risk is in entrepreneurship and across business fields. The objective of these reviews is to shed light on the heterogeneity of the risk construct. In doing this, we are able to contribute to entrepreneurship research by informing scholars of a wider spectrum of risks in the literature, as well as the implications that adopting different views offers for future entrepreneurship research and practice. We find that the term “risk” is often used casually, without clear connections to category, level of analysis, and perspective. To address this, we propose a multidimensional conceptualization of risk. Moreover, our reviews suggest that entrepreneurship researchers are only scratching the surface with regard to the extant studies of risks and risk-related constructs. We highlight similarities and distinctions between entrepreneurship and other business research fields, which, in turn, help inform future research opportunities. Our future research program is aimed at both helping delineate risk in entrepreneurship conceptually and operationally while also illuminating exciting paths for expanding the study of risk across environmental level risks (sociopolitical and market risk categories) and firm and individual level risks (default, liquidity, operational, and pure risk categories).","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"81 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756101","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

Duality of Workload in Teams: A Daily Investigation of Team Workload and Team Functioning 团队工作量的双重性：团队工作量与团队功能的日常调查

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-11-30 DOI: 10.1177/01492063241289091

Yihao Liu, Jaclyn Koopmann, Valeria Alterman, Mo Wang, Songqi Liu, Junqi Shi

{"title":"Duality of Workload in Teams: A Daily Investigation of Team Workload and Team Functioning","authors":"Yihao Liu, Jaclyn Koopmann, Valeria Alterman, Mo Wang, Songqi Liu, Junqi Shi","doi":"10.1177/01492063241289091","DOIUrl":"https://doi.org/10.1177/01492063241289091","url":null,"abstract":"While workload has been traditionally studied as a type of challenge stressor with motivational benefits for employees, recent research suggests that the nature of workload is more complex and nuanced than merely eliciting positive reactions. Although this perspective has emerged in the study of workload at the individual level, research on collective workload in teams and the associated team-based mechanisms remains underexplored. Particularly, team-based work arrangements come with both enhanced capabilities to meet task goals and heightened expectations for team members; encountering and handling collective workload can motivate team members’ engagement in collective actions (i.e., team processes) and at the same time drive their appraisals of teamwork experience as depleting. To examine this dual account, we draw from job demands–resources theory to elucidate how and when team workload impacts team effectiveness via both positive and negative pathways. Using daily diary and objective record data collected from 610 employees working in 99 bank branches (i.e., teams) for five workdays, we found daily team workload enhanced daily team processes, which in turn benefited team member satisfaction at the end of each workday and team performance during the study period. We also found daily team workload elevated daily team member depletion, which hindered end-of-work team member satisfaction. Further, we found team members’ perceived task significance and positive affect at the beginning of each workday strengthened and buffered, respectively, the positive association between daily team workload and daily team processes or daily team member depletion. Theoretical and practical implications are discussed.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"70 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142756102","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

Managerial Human Capital and External Mobility: A Signaling Perspective 管理人力资本与外部流动：一个信号视角

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-11-28 DOI: 10.1177/01492063241296833

Muntakim M. Choudhury, Thomas P. Moliterno, Rory Eckardt, Shad S. Morris, Alia Crocker

{"title":"Managerial Human Capital and External Mobility: A Signaling Perspective","authors":"Muntakim M. Choudhury, Thomas P. Moliterno, Rory Eckardt, Shad S. Morris, Alia Crocker","doi":"10.1177/01492063241296833","DOIUrl":"https://doi.org/10.1177/01492063241296833","url":null,"abstract":"Managerial human capital is a valuable organizational resource comprising individual-level capacities that draw upon and leverage the knowledge, skills, abilities, and other characteristics (KSAOs) gained by employees both before and after promotion to managerial positions. While all organizations need strategically valuable managerial human capital, asymmetrical information in external labor markets creates uncertainty when firms look to hire individuals who can develop and/or provide these capacities. In contrast, internal labor markets, with the unique insights they have on current employees, are better equipped to assess workers’ managerial potential and competencies. As a result, an individual’s career outcomes in their current organization signal important information about their managerial human capital to hiring firms. In this paper we explore how signals sent by an individual’s time to first managerial promotion and time in managerial roles relate to their external mobility. We argue that there are nuanced and sometimes countervailing demand- and supply-side theoretical mechanisms that result in inverted U-shaped associations between these signals of managerial human capital and external mobility. We test our theory using complete career histories from a unique longitudinal and population-level dataset of 2,079 professionals employed in the scouting operations of Major League Baseball franchisees from 1988 to 2010. In addition to contributing to our understanding of signals and external mobility, the results of our logistic discrete-time event history analysis inform broader discussions concerning firm-specific human capital resources and provide new insights on the unique challenges associated with managerial human capital selection.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"84 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-11-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142753199","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

The Journal of Management’s 50th Reflections 2005-2023 2005-2023 年《管理杂志》第 50 期回顾

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-11-26 DOI: 10.1177/01492063241300419

Micki Kacmar, David Allen, Russell Cropanzano, Deborah E. Rupp, Brian Connelly, Talya N. Bauer, Patrick Wright

引用次数: 0

Grammatical Redundancy in Scales: Using the “ConGRe” Process to Create Better Measures 量表中的语法冗余：使用 "ConGRe "程序创建更好的测量方法

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-11-23 DOI: 10.1177/01492063241291542

Leah Alley, Imran Kadolkar, Alisha Gupta, Jose M. Cortina, Kurt P. Winsler

{"title":"Grammatical Redundancy in Scales: Using the “ConGRe” Process to Create Better Measures","authors":"Leah Alley, Imran Kadolkar, Alisha Gupta, Jose M. Cortina, Kurt P. Winsler","doi":"10.1177/01492063241291542","DOIUrl":"https://doi.org/10.1177/01492063241291542","url":null,"abstract":"As theoretical models become more complex, there is more pressure to use less time-consuming methods generally, and shorter scales specifically. Although reliability is related to scale length, reliability cutoffs are easily met, even in very short scales, by writing or selecting items that are worded in nearly identical ways, that is, grammatical redundancy. However, grammatical redundancy increases reliability at the cost of domain sampling—a crucial early step in scale construction and one of the two pillars of content validity. Without it, a scale cannot capture the intended construct. The purpose of this paper is to provide scale developers (and shorteners) with a process for quantifying, identifying, and reducing grammatical redundancy without compromising conceptual redundancy, a process that we label ConGRe. Our process involves indices from the linguistics literature that can be used to guide decisions during item writing, that is, prior to data collection. We examine their relation to more traditional psychometric indicators and provide a set of benchmarks. Overall, we demonstrate that it is possible to reduce grammatical redundancy, thus avoiding scale deficiency, without sacrificing traditional psychometric properties.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"8 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142694107","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

Industry Offshoring and Firm Internationalization: Complementarities in External Learning 产业离岸外包与企业国际化：外部学习的互补性

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-11-21 DOI: 10.1177/01492063241296838

Netanel Drori, Daniel S. Andrews, Stav Fainshmidt, Ajai Gaur

{"title":"Industry Offshoring and Firm Internationalization: Complementarities in External Learning","authors":"Netanel Drori, Daniel S. Andrews, Stav Fainshmidt, Ajai Gaur","doi":"10.1177/01492063241296838","DOIUrl":"https://doi.org/10.1177/01492063241296838","url":null,"abstract":"We draw upon organizational learning theory to argue that industry offshoring intensity provides knowledge reservoirs for firms to learn about foreign markets. However, learning about foreign markets from other firms’ cross-border input activities is challenging, and a knowledge reservoir embedded in an industry may not be immediately utilizable by all firms. We posit that realizing such external learning opportunities hinges on complementarities facilitated by internationalization-specific experience and general absorptive capacities. Industry offshoring intensity has no effect on the internationalization likelihood of firms lacking foreign market experience. Their absence of internationalization-specific knowledge erects barriers to realizing external learning opportunities unless they possess a general absorptive capacity that supports assimilating insights from new domains, enabling complementarities with the knowledge reservoir. By comparison, firms with foreign market experience can more readily leverage the knowledge reservoirs, increasing the extent of their internationalization. Complementarities between experiential and external knowledge enable this effect. Data from 5,745 United States firms in 56 industries (1997 to 2019) support these arguments. This study offers industry offshoring as a novel internationalization determinant underpinned by a knowledge reservoir stemming from peers’ activities. It also highlights the complementarities between experiential and non-experiential learning forms and absorptive capacity’s role in demarcating potential and realized opportunities.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"23 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-11-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142684140","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

We Are (Not) on the Same Team: Understanding Asian Americans’ Unique Navigation of Workplace Discrimination 我们（不）是一个团队的：了解亚裔美国人遭遇职场歧视的独特经历

IF 13.5 1区管理学

Journal of Management Pub Date : 2024-11-14 DOI: 10.1177/01492063241292568

Christina S. Li, Daniel D. Goering, Huiyao Liao, Qi Zhang

{"title":"We Are (Not) on the Same Team: Understanding Asian Americans’ Unique Navigation of Workplace Discrimination","authors":"Christina S. Li, Daniel D. Goering, Huiyao Liao, Qi Zhang","doi":"10.1177/01492063241292568","DOIUrl":"https://doi.org/10.1177/01492063241292568","url":null,"abstract":"Asian Americans (AsAms) carry unique group identifications that likely impact how they navigate workplace racial discrimination. Yet, extant workplace discrimination research has not thoroughly considered the implications associated with such unique group identifications, especially given the context of American society’s increasingly polarized views of AsAms as outsiders versus insiders. To gain insights into these aspects, we conducted three studies using qualitative and quantitative methods. Our qualitative interviews (Study 1) with AsAm employees during COVID-19 reveal that AsAms have internalized society’s polarization of their American and Asian group identifications and navigate their workplace discrimination accordingly. Integrating these findings with group identification research, we develop a dual-serial-mediation navigation process model, whereby AsAms with strong American group identification intend to leave their organization via blaming and then not forgiving their offenders (i.e., “suffering path”), whereas those with strong Asian group identification intend to stay in the organization via perspective taking and then forgiving their offenders (i.e., “protected path”). In a different sample of AsAms who faced workplace discrimination, we found support for our model (Study 2). Finally, we largely replicated these results in a third sample of AsAms who faced workplace discrimination and found that such navigation processes were largely unique to AsAms versus other racial-minority groups (Study 3). Theoretical and practical implications are discussed.","PeriodicalId":54212,"journal":{"name":"Journal of Management","volume":"18 1","pages":""},"PeriodicalIF":13.5,"publicationDate":"2024-11-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142637544","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