Background: The study examined the influence of COVID-19 on job satisfaction and occupation preference among medical workers. The outbreak of COVID-19 started from Wuhan served as an exogenous shock on many people's lives, especially those with a career in the medical industry. Method: We conducted a large scale online survey experiment in China and UK (for robustness check) regarding the influence of the COVID-19 epidemic on medical occupation preference. The experiment in China has a two by two factorial design varying engagement and severity of influence during the epidemic, including the comparison between (1) medical and nonmedical workers;(2) Wuhan and non-Wuhan residents.The survey was conducted during March 2020, a time when the epidemic in Wuhan has passed its peak, which allow us to get more respondents from medical workers.Findings: We find that people who are medical workers are less willing to accept their children and partners engaging in medical occupations (reverse occupation inheritance);such a tendency is stronger among individuals in Wuhan than in other places in China. Willingness for children/partners to choose medical occupations is significantly influenced by individuals’ direct/indirect experiences during the epidemic, risk-taking preferences, prosocial preferences and information (news) shocks. Moreover, medical workers in Wuhan also exhibit significantly lower pro-social and higher risk averse, as well as significantly differences in future life and economic expectations from other groups.Interpretation: Our results indicate serious burnout among medical workers who conducted intensive workload under the severe influence of COVID-19 epidemic. The conclusion is based mainly on ex post comparisons and descriptive analysis, nonetheless it showed systematic differences that cannot be explain by other controlling factors expect the epidemic. We hope our results can provide important implications for policy makers in relevant policy makings and resource allocations during and after the epidemic.
{"title":"Medical Occupation Preference under the Influence of the COVID-19 Epidemic","authors":"E. Cartwright, Lian Xue, Lijia Wei","doi":"10.2139/ssrn.3718612","DOIUrl":"https://doi.org/10.2139/ssrn.3718612","url":null,"abstract":"Background: The study examined the influence of COVID-19 on job satisfaction and occupation preference among medical workers. The outbreak of COVID-19 started from Wuhan served as an exogenous shock on many people's lives, especially those with a career in the medical industry. Method: We conducted a large scale online survey experiment in China and UK (for robustness check) regarding the influence of the COVID-19 epidemic on medical occupation preference. The experiment in China has a two by two factorial design varying engagement and severity of influence during the epidemic, including the comparison between (1) medical and nonmedical workers;(2) Wuhan and non-Wuhan residents.The survey was conducted during March 2020, a time when the epidemic in Wuhan has passed its peak, which allow us to get more respondents from medical workers.Findings: We find that people who are medical workers are less willing to accept their children and partners engaging in medical occupations (reverse occupation inheritance);such a tendency is stronger among individuals in Wuhan than in other places in China. Willingness for children/partners to choose medical occupations is significantly influenced by individuals’ direct/indirect experiences during the epidemic, risk-taking preferences, prosocial preferences and information (news) shocks. Moreover, medical workers in Wuhan also exhibit significantly lower pro-social and higher risk averse, as well as significantly differences in future life and economic expectations from other groups.Interpretation: Our results indicate serious burnout among medical workers who conducted intensive workload under the severe influence of COVID-19 epidemic. The conclusion is based mainly on ex post comparisons and descriptive analysis, nonetheless it showed systematic differences that cannot be explain by other controlling factors expect the epidemic. We hope our results can provide important implications for policy makers in relevant policy makings and resource allocations during and after the epidemic.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"139 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121309327","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper examines whether layoffs damage or create firm value. Using a large sample of firm-matched layoff events, I show that layoffs increase firm value with abnormal returns increasing in the days and months following layoff announcements. Using a synthetic controls methodology, I also show that layoffs also continue to result in higher returns in the years following the layoff event. Using changes in minimum wage laws as a natural experiment, I show that layoffs often target low-skill workers, suggesting that layoffs do not necessarily destroy knowledge capital.
{"title":"The Market Loves a Layoff","authors":"Christopher Mace","doi":"10.2139/ssrn.3713347","DOIUrl":"https://doi.org/10.2139/ssrn.3713347","url":null,"abstract":"This paper examines whether layoffs damage or create firm value. Using a large sample of firm-matched layoff events, I show that layoffs increase firm value with abnormal returns increasing in the days and months following layoff announcements. Using a synthetic controls methodology, I also show that layoffs also continue to result in higher returns in the years following the layoff event. Using changes in minimum wage laws as a natural experiment, I show that layoffs often target low-skill workers, suggesting that layoffs do not necessarily destroy knowledge capital.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"79 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126239259","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We study how freelancers’ profile pictures affect hiring decisions and matching outcomes in online labor marketplaces.
我们研究了自由职业者的个人资料照片如何影响在线劳动力市场的招聘决策和匹配结果。
{"title":"Look the Part? The Role of Profile Pictures in Online Labor Markets","authors":"Isamar Troncoso, L. Luo","doi":"10.2139/ssrn.3709554","DOIUrl":"https://doi.org/10.2139/ssrn.3709554","url":null,"abstract":"We study how freelancers’ profile pictures affect hiring decisions and matching outcomes in online labor marketplaces.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"70 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130437143","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We develop a simple model to examine the implications of prohibiting the use of credit histories in hiring practices. We empirically test the model using a recent law implemented in Chile. This law extended periods of unemployment for low-income workers, consistent with the pooling equilibrium in the market for talent predicted by our model. Moreover, these effects are particularly large for younger workers and female workers. While laws that ban credit checks for hiring purposes continue to gain traction, our paper highlights that these laws may not benefit all low-income workers and may instead lead to cross-subsidization within this group.
{"title":"Labor Market Effects of Deleting Delinquencies","authors":"G. Maturana, Jordan Nickerson, Santiago Truffa","doi":"10.2139/ssrn.3701820","DOIUrl":"https://doi.org/10.2139/ssrn.3701820","url":null,"abstract":"We develop a simple model to examine the implications of prohibiting the use of credit histories in hiring practices. We empirically test the model using a recent law implemented in Chile. This law extended periods of unemployment for low-income workers, consistent with the pooling equilibrium in the market for talent predicted by our model. Moreover, these effects are particularly large for younger workers and female workers. While laws that ban credit checks for hiring purposes continue to gain traction, our paper highlights that these laws may not benefit all low-income workers and may instead lead to cross-subsidization within this group.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122257255","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Performance appraisal is the bedrock of talent management and has received much attention from scholars and researchers alike in their pursuit to develop accurate, objective, and robust Performance Management Systems (PMS). Through survey questionnaire the present study examines the prevalence of idiosyncratic rater biases on the performance appraisal systems and evaluates the measure of its impact. The correlations between the personality traits and the similarities of the raters’ workplace characteristics with the raters’ performance ratings are also determined. The study has provided empirical evidence of the manifestation of idiosyncratic rater bias in the company under study. The idiosyncratic rater tendencies showed a significant impact on performance ratings. It was seen that about one-third of the variations in the ratings were resultant of the idiosyncratic factors, such as similarities in the personality traits and workplace identities. It is also found that there exists a positive correlation between the similarities in the identities, as well as the personality traits of the raters and the ratees, and the way the rating awarded by the rater.
{"title":"Manifestation of Idiosyncratic Rater Effect in Employee Performance Appraisal","authors":"Athmeeya Hunuganahalli Paramesh, Vishal Samartha, Rajesha T.M., Iqbal Thonse Hawaldar","doi":"10.21511/ppm.18(3).2020.19","DOIUrl":"https://doi.org/10.21511/ppm.18(3).2020.19","url":null,"abstract":"Performance appraisal is the bedrock of talent management and has received much attention from scholars and researchers alike in their pursuit to develop accurate, objective, and robust Performance Management Systems (PMS). Through survey questionnaire the present study examines the prevalence of idiosyncratic rater biases on the performance appraisal systems and evaluates the measure of its impact. The correlations between the personality traits and the similarities of the raters’ workplace characteristics with the raters’ performance ratings are also determined. The study has provided empirical evidence of the manifestation of idiosyncratic rater bias in the company under study. The idiosyncratic rater tendencies showed a significant impact on performance ratings. It was seen that about one-third of the variations in the ratings were resultant of the idiosyncratic factors, such as similarities in the personality traits and workplace identities. It is also found that there exists a positive correlation between the similarities in the identities, as well as the personality traits of the raters and the ratees, and the way the rating awarded by the rater.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"284 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116088631","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
To examine the socio-economic dynamics of working time management, the social employment environment of the employees at the workplace, and the factors influencing effective work time performance have been studied. A methodology for calculating the number of workers per section was given based on the time involved in manufacturing the products and services.
{"title":"Socio-economic Dynamics of Working Time Management – Evidence from Australian Supermarkets","authors":"Rezaul Hoq","doi":"10.2139/ssrn.3690917","DOIUrl":"https://doi.org/10.2139/ssrn.3690917","url":null,"abstract":"To examine the socio-economic dynamics of working time management, the social employment environment of the employees at the workplace, and the factors influencing effective work time performance have been studied. A methodology for calculating the number of workers per section was given based on the time involved in manufacturing the products and services.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"2018 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132608646","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
G. Garcia, D. Gonzales-Miranda, Óscar Gallo, Juan Pablo Román Calderón
PurposeThis study aims to measure the gender wage gap among millennial workers in Colombia and determine if there is a marked wage difference between millennial women and men. Furthermore, this study analyzes whether millennial women face a glass ceiling, that is, whether there is a larger gender wage gap among workers earning relatively high wages.Design/methodology/approachThe study data included a sample of 2,144 millennial workers employed in 11 organizations located in the five main cities of Colombia. Oaxaca–Blinder econometric methods of wage decomposition were used to calculate both raw and adjusted gender wage gaps. The latter results in estimating the gender wage gap while controlling for observable characteristics related to individual, family, and labor. In addition, wage decompositions by education levels were carried out to approximate the extent of the glass ceiling among young workers.FindingsThe results show that millennial workers in Colombia face gender inequality in the labor market and that professional millennial women experience a distinct glass ceiling. The adjusted gender wage gap is 9.5%, and this gap increases with education level, increasing to nearly 14% among college-educated workers.Research limitations/implicationsThe empirical results are supported by a self-report survey of millennial workers. An important limitation is that the data include millennial workers employed in the formal sector and exclude the informal sector (activities not regulated or protected by the state), which represents an important part of the economy in developing countries.Originality/valueThis paper contributes to the empirical literature on gender wage inequality for younger workers. This paper is original in reviewing the gender pay gap in Colombia using a primary dataset. Most of the work in this area has been done in developed countries and this research adds to the findings that have had focused on those nations.
{"title":"Millennials and the Gender Wage Gap: Do Millennial Women Face a Glass Ceiling?","authors":"G. Garcia, D. Gonzales-Miranda, Óscar Gallo, Juan Pablo Román Calderón","doi":"10.2139/ssrn.3691274","DOIUrl":"https://doi.org/10.2139/ssrn.3691274","url":null,"abstract":"PurposeThis study aims to measure the gender wage gap among millennial workers in Colombia and determine if there is a marked wage difference between millennial women and men. Furthermore, this study analyzes whether millennial women face a glass ceiling, that is, whether there is a larger gender wage gap among workers earning relatively high wages.Design/methodology/approachThe study data included a sample of 2,144 millennial workers employed in 11 organizations located in the five main cities of Colombia. Oaxaca–Blinder econometric methods of wage decomposition were used to calculate both raw and adjusted gender wage gaps. The latter results in estimating the gender wage gap while controlling for observable characteristics related to individual, family, and labor. In addition, wage decompositions by education levels were carried out to approximate the extent of the glass ceiling among young workers.FindingsThe results show that millennial workers in Colombia face gender inequality in the labor market and that professional millennial women experience a distinct glass ceiling. The adjusted gender wage gap is 9.5%, and this gap increases with education level, increasing to nearly 14% among college-educated workers.Research limitations/implicationsThe empirical results are supported by a self-report survey of millennial workers. An important limitation is that the data include millennial workers employed in the formal sector and exclude the informal sector (activities not regulated or protected by the state), which represents an important part of the economy in developing countries.Originality/valueThis paper contributes to the empirical literature on gender wage inequality for younger workers. This paper is original in reviewing the gender pay gap in Colombia using a primary dataset. Most of the work in this area has been done in developed countries and this research adds to the findings that have had focused on those nations.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114442065","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Arbitration grew out of the need to settle disputes in an efficient and specialised manner, as an alternative to litigation. Importance of this mechanism, as a substitute means to resolve commercial disputes, has grown significantly in the recent decades, particularly in the international scenario. But the effectiveness of any arbitration proceeding goes to the root of the national law governing arbitration (substantive law) that determines the ambit of powers exercisable by the arbitrator and ultimately decides upon the enforcement of the award. Though there are international guidelines which have called for certain uniformity, in the domestic legislations on arbitration, many world nations have adopted laws in the manner suitable to their national requirements. Thus, the fate of international arbitrators still rests upon the prudent choice of national laws by the parties. At this juncture, it would not be an inappropriate exercise to make a comparative analysis on the laws governing arbitration as it exists in two of the prominent jurisdictions in the world- USA and UK.
{"title":"Arbitration in USA and UK: A Comparative Study","authors":"Sankalp Jain","doi":"10.2139/ssrn.3901913","DOIUrl":"https://doi.org/10.2139/ssrn.3901913","url":null,"abstract":"Arbitration grew out of the need to settle disputes in an efficient and specialised manner, as an alternative to litigation. Importance of this mechanism, as a substitute means to resolve commercial disputes, has grown significantly in the recent decades, particularly in the international scenario. But the effectiveness of any arbitration proceeding goes to the root of the national law governing arbitration (substantive law) that determines the ambit of powers exercisable by the arbitrator and ultimately decides upon the enforcement of the award. Though there are international guidelines which have called for certain uniformity, in the domestic legislations on arbitration, many world nations have adopted laws in the manner suitable to their national requirements. Thus, the fate of international arbitrators still rests upon the prudent choice of national laws by the parties. At this juncture, it would not be an inappropriate exercise to make a comparative analysis on the laws governing arbitration as it exists in two of the prominent jurisdictions in the world- USA and UK.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"487 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122172941","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Resolving workforce conflict and turnover issues have being a great concern. Even a greater challenge is to know how this conflict takes place. Organizations working to overcome gender inequality find it even more difficult to cope up with this situation when conflict arises in the Women Workforce. This study aims to explore the reason for Women Workforce conflict and turnover, and particularly explore the role of culture and environment. We proposed a theoretical framework explaining this phenomenon. We hypothesized that various factors such as Psychological work factors, lack of Diversity, incivility, Discriminatory HR planning, no identity separation, and Gender inequality negatively affect both work both culture and environment. And this would ultimately lead to women workforce turnover and conflicts. We establish its empirical validity by conducting a survey using a close-ended questionnaire. Data was collected from 314 individuals and analyzed using confirmatory factor analysis and structured equation modeling. The results showed that Diversity and Identity Separation have a positive whereas Gender Inequality, and Discriminatory HR Planning have a negative significant effect on the Work Environment. Moreover, the work environment in turn positively affects Women Workforce Turnover and Workforce Conflict. Psychosocial work Factors also positively affect work culture, which subsequently affects both and Women Workforce Turnover, and Conflict. Hence work environment, and culture both play an effective mediatory role in-between these factors and Women Workforce Turnover, and Conflict. Findings imply that Culture and work environment should have been considered in a professional and well-directed manner.
{"title":"Antecedents of Women Work Force Conflict and Turnover: The Role of Culture and Environment","authors":"Zarmina Khan, D. Siddiqui","doi":"10.2139/ssrn.3683220","DOIUrl":"https://doi.org/10.2139/ssrn.3683220","url":null,"abstract":"Resolving workforce conflict and turnover issues have being a great concern. Even a greater challenge is to know how this conflict takes place. Organizations working to overcome gender inequality find it even more difficult to cope up with this situation when conflict arises in the Women Workforce. This study aims to explore the reason for Women Workforce conflict and turnover, and particularly explore the role of culture and environment. We proposed a theoretical framework explaining this phenomenon. We hypothesized that various factors such as Psychological work factors, lack of Diversity, incivility, Discriminatory HR planning, no identity separation, and Gender inequality negatively affect both work both culture and environment. And this would ultimately lead to women workforce turnover and conflicts. We establish its empirical validity by conducting a survey using a close-ended questionnaire. Data was collected from 314 individuals and analyzed using confirmatory factor analysis and structured equation modeling. The results showed that Diversity and Identity Separation have a positive whereas Gender Inequality, and Discriminatory HR Planning have a negative significant effect on the Work Environment. Moreover, the work environment in turn positively affects Women Workforce Turnover and Workforce Conflict. Psychosocial work Factors also positively affect work culture, which subsequently affects both and Women Workforce Turnover, and Conflict. Hence work environment, and culture both play an effective mediatory role in-between these factors and Women Workforce Turnover, and Conflict. Findings imply that Culture and work environment should have been considered in a professional and well-directed manner.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"512 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-08-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123430325","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Purpose – According to Merchant and Van der Stede (2017), top managers use management controls to increase the likelihood that employees will act in the best interests of the organization. Nowadays, increasing numbers of companies expect their employees to perform well simultaneously on exploitation and exploration. This is referred to as individual ambidexterity (e.g., Mom et al., 2019). Due to the increasing importance of the topic, the main purpose of the present article is to summarize findings from top tier management journals and to detect findings with implications for result, action, and personnel/cultural controls.
Methodology – We apply a structured approach to detect the most relevant studies for our examination and search for ambidexterity and ambidextrous in title, abstract, and keywords. The final sample consists of 45 articles published in top tier management journals, including all subfields.
Findings – In the first step, we provide an overview of both methods and theories used to study individual ambidexterity. In a second step, we summarize and analyze the insights on how organizations can use results, action, and personnel/cultural controls to enable individuals to achieve higher ambidextrous performance. In the final step, we highlight directions for future research with the hope of motivating further research from scholars in the management accounting field to address this relevant topic.
Originality – Given the increasing importance of ambidexterity, the present study introduces the relevant concepts and definitions and translates existing research into the language of management control. We therefore facilitate future research on this highly relevant topic within the management accounting field.
目的-根据Merchant和Van der Stede(2017)，高层管理人员使用管理控制来增加员工为组织最佳利益行事的可能性。如今，越来越多的公司希望他们的员工在开发和探索方面同时表现出色。这被称为个体双灵巧性(例如，Mom等人，2019)。由于该主题的重要性日益增加，本文的主要目的是总结来自顶级管理期刊的研究结果，并检测结果、行动和人员/文化控制的含义。方法-我们采用结构化的方法来检测最相关的研究，以便我们在标题，摘要和关键词中检查和搜索ambidexterity和ambidexterous。最后的样本包括发表在顶级管理期刊上的45篇文章，包括所有子领域。在第一步中，我们概述了用于研究个体双灵巧性的方法和理论。在第二步中，我们总结和分析了组织如何使用结果、行动和人员/文化控制来使个人获得更高的双灵巧绩效的见解。在最后一步，我们强调了未来研究的方向，希望激励管理会计领域的学者进一步研究，以解决这一相关主题。原创性-鉴于二元性的重要性日益增加，本研究引入了相关概念和定义，并将现有研究转化为管理控制的语言。因此，我们促进了未来在管理会计领域对这一高度相关主题的研究。
{"title":"Individual Ambidexterity and Management Controls – A Systematic Literature Review","authors":"Michael Burkert, Sven Grossrieder","doi":"10.2139/ssrn.3670523","DOIUrl":"https://doi.org/10.2139/ssrn.3670523","url":null,"abstract":"Purpose – According to Merchant and Van der Stede (2017), top managers use management controls to increase the likelihood that employees will act in the best interests of the organization. Nowadays, increasing numbers of companies expect their employees to perform well simultaneously on exploitation and exploration. This is referred to as individual ambidexterity (e.g., Mom et al., 2019). Due to the increasing importance of the topic, the main purpose of the present article is to summarize findings from top tier management journals and to detect findings with implications for result, action, and personnel/cultural controls.<br><br>Methodology – We apply a structured approach to detect the most relevant studies for our examination and search for ambidexterity and ambidextrous in title, abstract, and keywords. The final sample consists of 45 articles published in top tier management journals, including all subfields.<br><br>Findings – In the first step, we provide an overview of both methods and theories used to study individual ambidexterity. In a second step, we summarize and analyze the insights on how organizations can use results, action, and personnel/cultural controls to enable individuals to achieve higher ambidextrous performance. In the final step, we highlight directions for future research with the hope of motivating further research from scholars in the management accounting field to address this relevant topic.<br><br>Originality – Given the increasing importance of ambidexterity, the present study introduces the relevant concepts and definitions and translates existing research into the language of management control. We therefore facilitate future research on this highly relevant topic within the management accounting field.","PeriodicalId":198334,"journal":{"name":"Labor: Personnel Economics eJournal","volume":"62 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123220352","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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