Pub Date : 2022-04-05DOI: 10.1108/bjm-05-2021-0188
S. Strohmeier, Julian Collet, Rüdiger Kabst
PurposeEnabled by increased (“big”) data stocks and advanced (“machine learning”) analyses, the concept of human resource analytics (HRA) is expected to systematically improve decisions in human resource management (HRM). Since so far empirical evidence on this is, however, lacking, the authors' study examines which combinations of data and analyses are employed and which combinations deliver on the promise of improved decision quality.Design/methodology/approachTheoretically, the paper employs a neo-configurational approach for founding and conceptualizing HRA. Methodically, based on a sample of German organizations, two varieties (crisp set and multi-value) of qualitative comparative analysis (QCA) are employed to identify combinations of data and analyses sufficient and necessary for HRA success.FindingsThe authors' study identifies existing configurations of data and analyses in HRM and uncovers which of these configurations cause improved decision quality. By evidencing that and which combinations of data and analyses conjuncturally cause decision quality, the authors' study provides a first confirmation of HRA success.Research limitations/implicationsMajor limitations refer to the cross-sectional and national sample and the usage of subjective measures. Major implications are the suitability of neo-configurational approaches for future research on HRA, while deeper conceptualizing and researching both the characteristics and outcomes of HRA constitutes a core future task.Originality/valueThe authors' paper employs an innovative theoretical-methodical approach to explain and analyze conditions that conjuncturally cause decision quality therewith offering much needed empirical evidence on HRA success.
{"title":"(How) do advanced data and analyses enable HR analytics success? A neo-configurational analysis","authors":"S. Strohmeier, Julian Collet, Rüdiger Kabst","doi":"10.1108/bjm-05-2021-0188","DOIUrl":"https://doi.org/10.1108/bjm-05-2021-0188","url":null,"abstract":"PurposeEnabled by increased (“big”) data stocks and advanced (“machine learning”) analyses, the concept of human resource analytics (HRA) is expected to systematically improve decisions in human resource management (HRM). Since so far empirical evidence on this is, however, lacking, the authors' study examines which combinations of data and analyses are employed and which combinations deliver on the promise of improved decision quality.Design/methodology/approachTheoretically, the paper employs a neo-configurational approach for founding and conceptualizing HRA. Methodically, based on a sample of German organizations, two varieties (crisp set and multi-value) of qualitative comparative analysis (QCA) are employed to identify combinations of data and analyses sufficient and necessary for HRA success.FindingsThe authors' study identifies existing configurations of data and analyses in HRM and uncovers which of these configurations cause improved decision quality. By evidencing that and which combinations of data and analyses conjuncturally cause decision quality, the authors' study provides a first confirmation of HRA success.Research limitations/implicationsMajor limitations refer to the cross-sectional and national sample and the usage of subjective measures. Major implications are the suitability of neo-configurational approaches for future research on HRA, while deeper conceptualizing and researching both the characteristics and outcomes of HRA constitutes a core future task.Originality/valueThe authors' paper employs an innovative theoretical-methodical approach to explain and analyze conditions that conjuncturally cause decision quality therewith offering much needed empirical evidence on HRA success.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45242867","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-30DOI: 10.1108/bjm-09-2021-0354
R. Martínez-Alonso, M. Martínez-Romero, A. Rojo-Ramírez
PurposeThe aim of this study is to investigate the relationship between heterogeneous collaborative networks and firm performance, using the resource-based view (RBV) and its extension through the knowledge-based view (KBV) as theoretical lens. Moreover, the authors examine family management and intellectual property rights (IPRs) as contingent factors that enhance the effectiveness of heterogeneous collaborative networks in achieving superior firm performance.Design/methodology/approachThe hypotheses are developed and checked by using a panel data sample of 10,985 firm-year observations from 1,766 Spanish manufacturing firms over the period 2007–2016.FindingsThe results indicate that heterogeneous collaborative networks positively influence firm performance. Furthermore, the positive impact of these innovation networks on firm performance is reinforced by high levels of family management, and such effect is even stronger when there exists high levels of IPRs.Originality/valueThis research is the first, to our knowledge, to provide important new insights into the manner in which the effect of both family management and IPRs have the potential to amplify the performance gains attained from heterogenous collaborative networks.
{"title":"Heterogeneous collaborative networks and firm performance: Do the contingent effects of family management and intellectual property rights matter?","authors":"R. Martínez-Alonso, M. Martínez-Romero, A. Rojo-Ramírez","doi":"10.1108/bjm-09-2021-0354","DOIUrl":"https://doi.org/10.1108/bjm-09-2021-0354","url":null,"abstract":"PurposeThe aim of this study is to investigate the relationship between heterogeneous collaborative networks and firm performance, using the resource-based view (RBV) and its extension through the knowledge-based view (KBV) as theoretical lens. Moreover, the authors examine family management and intellectual property rights (IPRs) as contingent factors that enhance the effectiveness of heterogeneous collaborative networks in achieving superior firm performance.Design/methodology/approachThe hypotheses are developed and checked by using a panel data sample of 10,985 firm-year observations from 1,766 Spanish manufacturing firms over the period 2007–2016.FindingsThe results indicate that heterogeneous collaborative networks positively influence firm performance. Furthermore, the positive impact of these innovation networks on firm performance is reinforced by high levels of family management, and such effect is even stronger when there exists high levels of IPRs.Originality/valueThis research is the first, to our knowledge, to provide important new insights into the manner in which the effect of both family management and IPRs have the potential to amplify the performance gains attained from heterogenous collaborative networks.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44282649","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-29DOI: 10.1108/bjm-05-2021-0193
Yohann Mauger, K. Bryant-Lees
PurposeThe current study has two major aims: (1) investigate the factor structure and importance ratings of attributes in France vs Poland and (2) compare the importance ratings of the attribute signals sent by potential employers during the recruiting process across four different types of job seekers (i.e. new entrants, short-term unemployed, long-term unemployed and currently employed).Design/methodology/approachFirst, using a confirmatory factor analysis (CFA), the authors compare the fit of several proposed models and identify the best fit using the combined job seeker sample. The authors then examine the fit of the selected model for the France and Poland samples separately. Finally, we compare the attribute importance rating factors across groups using a Country by Job Seeker multivariate analysis of variance (MANOVA).FindingsThe CFA results on the combined sample showed that a six factor-solution with two higher-order factors (organization- and job-attributes) provided the best fit and held for both France and Poland. MANOVA results showed a significant interaction between type of job seeker and country for organizational characteristics, and main effects of country and job seeker for work–life values and characteristics.Originality/valueMost past research on the importance of job attribute factors focused on new entrants in the United States. This study provides the first examination of job attribute factors across different countries, France and Poland, and other types of job seekers.
{"title":"What are job seekers attracted to? Examining the importance of organizational attributes across four types of job seekers in Poland and France","authors":"Yohann Mauger, K. Bryant-Lees","doi":"10.1108/bjm-05-2021-0193","DOIUrl":"https://doi.org/10.1108/bjm-05-2021-0193","url":null,"abstract":"PurposeThe current study has two major aims: (1) investigate the factor structure and importance ratings of attributes in France vs Poland and (2) compare the importance ratings of the attribute signals sent by potential employers during the recruiting process across four different types of job seekers (i.e. new entrants, short-term unemployed, long-term unemployed and currently employed).Design/methodology/approachFirst, using a confirmatory factor analysis (CFA), the authors compare the fit of several proposed models and identify the best fit using the combined job seeker sample. The authors then examine the fit of the selected model for the France and Poland samples separately. Finally, we compare the attribute importance rating factors across groups using a Country by Job Seeker multivariate analysis of variance (MANOVA).FindingsThe CFA results on the combined sample showed that a six factor-solution with two higher-order factors (organization- and job-attributes) provided the best fit and held for both France and Poland. MANOVA results showed a significant interaction between type of job seeker and country for organizational characteristics, and main effects of country and job seeker for work–life values and characteristics.Originality/valueMost past research on the importance of job attribute factors focused on new entrants in the United States. This study provides the first examination of job attribute factors across different countries, France and Poland, and other types of job seekers.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43504380","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-23DOI: 10.1108/bjm-05-2021-0204
Xuelei Yang, Hangbiao Shang, Weining Li
Purpose This study explores the impact of family ownership and management on exploitative and exploratory outward foreign direct investment (OFDI) in family businesses in emerging economies, as well as the moderating effects of intra-family successions and founder CEOs.Design/methodology/approach The authors empirically tested the hypotheses based on the data of Chinese listed manufacturing family enterprises from 2009 to 2018.Findings Family ownership does not significantly reduce exploitative OFDI but significantly increases exploratory OFDI. When family offspring have succession intentions, these relationships are strengthened. Additionally, family management is negatively associated with exploitative OFDI and positively associated with exploratory OFDI. Founder CEOs have a positive moderating effect on the relationship between family management and exploitative and exploratory OFDI.Originality/value This study is the first attempt to introduce exploitative and exploratory OFDI into the internationalization of family enterprises. The research goes beyond internationalization as a single concept and provides new evidence to solve the controversy about how family involvement affects family firms’ internationalization. On the other hand, the authors respond to the call to understand the impact of family heterogeneity on internationalization by systematically examining the influence of four important family heterogeneity characteristics on family firms’ OFDI choice.
{"title":"Give play to strengths or overcome weaknesses? The impact of family involvement on exploitative and exploratory OFDI","authors":"Xuelei Yang, Hangbiao Shang, Weining Li","doi":"10.1108/bjm-05-2021-0204","DOIUrl":"https://doi.org/10.1108/bjm-05-2021-0204","url":null,"abstract":"Purpose This study explores the impact of family ownership and management on exploitative and exploratory outward foreign direct investment (OFDI) in family businesses in emerging economies, as well as the moderating effects of intra-family successions and founder CEOs.Design/methodology/approach The authors empirically tested the hypotheses based on the data of Chinese listed manufacturing family enterprises from 2009 to 2018.Findings Family ownership does not significantly reduce exploitative OFDI but significantly increases exploratory OFDI. When family offspring have succession intentions, these relationships are strengthened. Additionally, family management is negatively associated with exploitative OFDI and positively associated with exploratory OFDI. Founder CEOs have a positive moderating effect on the relationship between family management and exploitative and exploratory OFDI.Originality/value This study is the first attempt to introduce exploitative and exploratory OFDI into the internationalization of family enterprises. The research goes beyond internationalization as a single concept and provides new evidence to solve the controversy about how family involvement affects family firms’ internationalization. On the other hand, the authors respond to the call to understand the impact of family heterogeneity on internationalization by systematically examining the influence of four important family heterogeneity characteristics on family firms’ OFDI choice.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42647056","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-18DOI: 10.1108/bjm-09-2021-0333
Jingbei Wang, Yafei Nie
PurposePrevious studies have addressed the importance of knowledge base and its effect on innovation outputs. However, few studies have focused on the antecedents of dynamic changes of the organizational knowledge base. This study aims to shed light on the antecedents of dynamic change of the organizational knowledge base by examining how network centrality in an organization's collaboration network impacts this change and the moderating role of knowledge network cohesion.Design/methodology/approachThe empirical setting of this study is the smartphone collaboration network. The authors selected patent data from the Derwent Innovation Database. A negative binomial model was used to test the hypotheses.FindingsThe results verified that network centrality has a positive effect on the change in coupling among existing knowledge domains and has an inverted U-shaped relationship with the coupling between new and existing knowledge domains. Furthermore, when local cohesion is high, network centrality has a stronger positive effect on the change in coupling among existing knowledge domains. Global cohesion moderates this process in such a way that when it is at a high level, the coupling between new and existing knowledge domains can benefit more from a moderate level of network centrality.Originality/valueThis study sheds light on the antecedents of dynamic change of the organizational knowledge base and links the literature on collaboration and knowledge networks by providing novel insights to match collaboration network centrality with knowledge network cohesion for successful improvement of the organizational knowledge base.
{"title":"Managing the dynamic change of organizational knowledge base in collaboration networks","authors":"Jingbei Wang, Yafei Nie","doi":"10.1108/bjm-09-2021-0333","DOIUrl":"https://doi.org/10.1108/bjm-09-2021-0333","url":null,"abstract":"PurposePrevious studies have addressed the importance of knowledge base and its effect on innovation outputs. However, few studies have focused on the antecedents of dynamic changes of the organizational knowledge base. This study aims to shed light on the antecedents of dynamic change of the organizational knowledge base by examining how network centrality in an organization's collaboration network impacts this change and the moderating role of knowledge network cohesion.Design/methodology/approachThe empirical setting of this study is the smartphone collaboration network. The authors selected patent data from the Derwent Innovation Database. A negative binomial model was used to test the hypotheses.FindingsThe results verified that network centrality has a positive effect on the change in coupling among existing knowledge domains and has an inverted U-shaped relationship with the coupling between new and existing knowledge domains. Furthermore, when local cohesion is high, network centrality has a stronger positive effect on the change in coupling among existing knowledge domains. Global cohesion moderates this process in such a way that when it is at a high level, the coupling between new and existing knowledge domains can benefit more from a moderate level of network centrality.Originality/valueThis study sheds light on the antecedents of dynamic change of the organizational knowledge base and links the literature on collaboration and knowledge networks by providing novel insights to match collaboration network centrality with knowledge network cohesion for successful improvement of the organizational knowledge base.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45243380","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-14DOI: 10.1108/bjm-07-2021-0278
Laura Smeets, W. Gijselaers, R. Meuwissen, Therese Grohnert
PurposeLearning from errors is a complex process that requires careful support. Building on affective events theory, the purpose of this paper is to explore how a supportive learning from error climate can contribute to social learning from errors through affective and cognitive error responses by individual professionals.Design/methodology/approachA total of 139 early-career auditors completed an online questionnaire consisting of validated survey scales, allowing for serial mediation analysis to compare direct and indirect effects.FindingsLearning from error climate was directly and positively related to engagement in social learning activities after committing an error. Furthermore, the authors found a double mediation by error strain (an affective error response) and reflecting on errors (a cognitive error response) on this relationship.Practical implicationsOrganizations can actively encourage professionals to learn from their errors by creating a supportive learning from error climate and holding professionals accountable for their errors.Originality/valueThe present study enriches the authors’ understanding of the mechanisms through which learning from error climate influences engagement in social learning activities. It extends prior research on learning from errors by investigating the sequential effects of engagement in error-related learning activities performed individually and in social interaction.
{"title":"Exploring the link between learning from error climate and professionals' engagement in social learning activities after errors","authors":"Laura Smeets, W. Gijselaers, R. Meuwissen, Therese Grohnert","doi":"10.1108/bjm-07-2021-0278","DOIUrl":"https://doi.org/10.1108/bjm-07-2021-0278","url":null,"abstract":"PurposeLearning from errors is a complex process that requires careful support. Building on affective events theory, the purpose of this paper is to explore how a supportive learning from error climate can contribute to social learning from errors through affective and cognitive error responses by individual professionals.Design/methodology/approachA total of 139 early-career auditors completed an online questionnaire consisting of validated survey scales, allowing for serial mediation analysis to compare direct and indirect effects.FindingsLearning from error climate was directly and positively related to engagement in social learning activities after committing an error. Furthermore, the authors found a double mediation by error strain (an affective error response) and reflecting on errors (a cognitive error response) on this relationship.Practical implicationsOrganizations can actively encourage professionals to learn from their errors by creating a supportive learning from error climate and holding professionals accountable for their errors.Originality/valueThe present study enriches the authors’ understanding of the mechanisms through which learning from error climate influences engagement in social learning activities. It extends prior research on learning from errors by investigating the sequential effects of engagement in error-related learning activities performed individually and in social interaction.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45922074","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-14DOI: 10.1108/bjm-03-2021-0104
K. Katsaros
PurposeBy drawing on the need to belong theory, the paper aims to propose a moderated mediation model to examine the role of workplace belongingness and meaning-making in the positive relationship between inclusive leadership and employee change participation.Design/methodology/approachParticipants were 155 employees from 31 teams from a branch of a multinational pharmaceutical company located in an EU country. The company faces constant legal, regulatory and technology-related changes after the coronavirus disease 2019 (COVID-19) pandemic outbreak. Data were collected in three waves, approximately three weeks apart between March 2020 and May 2020. To test the mediating effect of workplace belongingness were performed first – a series of regression analyses – and second, bootstrapping to assess the statistical significance of the indirect effect (Preacher and Hayes, 2008).FindingsWorkplace belongingness mediates the relationship between inclusive leadership and employees change participation. Further, the research findings provide support that meaning-making moderates the relationship between workplace belongingness and change participation as well as the indirect relationship between inclusive leadership and change participation through workplace belongingness such that the positive relationships are stronger when meaning-making is higher.Practical implicationsThe results indicate that should leaders and change management practitioners manage to influence positively employees' workplace belongingness by employing inclusive practices and procedures; leaders and change management practitioners will increase the level of participation during change and further the results note from an applied perspective the importance of mean-making as a facilitating factor during change in organizational settings. Relevant suggestions are made.Originality/valueThe findings provide new insights into how inclusive leadership and workplace belongingness can affect employees' change participation. Further, the research findings note the significant moderating role of meaning-making regarding both the relationship between workplace belongingness and change participation as well as the indirect relationship between inclusive leadership and change participation through workplace belongingness.
{"title":"Exploring the inclusive leadership and employee change participation relationship: the role of workplace belongingness and meaning-making","authors":"K. Katsaros","doi":"10.1108/bjm-03-2021-0104","DOIUrl":"https://doi.org/10.1108/bjm-03-2021-0104","url":null,"abstract":"PurposeBy drawing on the need to belong theory, the paper aims to propose a moderated mediation model to examine the role of workplace belongingness and meaning-making in the positive relationship between inclusive leadership and employee change participation.Design/methodology/approachParticipants were 155 employees from 31 teams from a branch of a multinational pharmaceutical company located in an EU country. The company faces constant legal, regulatory and technology-related changes after the coronavirus disease 2019 (COVID-19) pandemic outbreak. Data were collected in three waves, approximately three weeks apart between March 2020 and May 2020. To test the mediating effect of workplace belongingness were performed first – a series of regression analyses – and second, bootstrapping to assess the statistical significance of the indirect effect (Preacher and Hayes, 2008).FindingsWorkplace belongingness mediates the relationship between inclusive leadership and employees change participation. Further, the research findings provide support that meaning-making moderates the relationship between workplace belongingness and change participation as well as the indirect relationship between inclusive leadership and change participation through workplace belongingness such that the positive relationships are stronger when meaning-making is higher.Practical implicationsThe results indicate that should leaders and change management practitioners manage to influence positively employees' workplace belongingness by employing inclusive practices and procedures; leaders and change management practitioners will increase the level of participation during change and further the results note from an applied perspective the importance of mean-making as a facilitating factor during change in organizational settings. Relevant suggestions are made.Originality/valueThe findings provide new insights into how inclusive leadership and workplace belongingness can affect employees' change participation. Further, the research findings note the significant moderating role of meaning-making regarding both the relationship between workplace belongingness and change participation as well as the indirect relationship between inclusive leadership and change participation through workplace belongingness.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47283474","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-08DOI: 10.1108/bjm-05-2021-0189
Manpreet Kaur, Hong Ren
PurposeThe study aims to present an in-depth review of previous research on relational demography (individual–team dissimilarity) over the past 30 years. In doing so, the authors highlighted the main theoretical underpinnings, teased out the common methodological approaches and identified the major mediating processes and contingency factors that influence relational demography's effect on individual outcomes in teams.Design/methodology/approachThe authors searched and examined eight databases (ABI/INFORM Complete, ProQuest, EBSCO, Web of Science, JSTOR, PsycARTICLES, PsycINFO and Science Direct) and distilled 106 studies from 34 journals. The authors synthesized and analyzed this body of work to identify extant patterns and themes in relational demography.FindingsThe findings reveal that the majority of theories used are categorized into three segments. The antecedents used are mainly surface- and deep-level variables, while the outcomes are classified into personal- and work-related constructs. For research testing, Euclidean distance and Blau's index are primarily utilized as heterogeneity measures, while various forms of regression are used as the analytical tool for hypotheses testing.Originality/valueExtant literature reviews on relational demography are scant. This study provides an extensive synthesis and analysis of the studies in the area over the past 30 years and offers an agenda that can motivate future research.
目的本研究旨在对近30年来的关系人口学(个体-团队差异)研究进行深入回顾。在此过程中，作者强调了主要的理论基础，梳理了常用的方法方法，并确定了影响关系人口统计学对团队中个人结果影响的主要中介过程和偶然因素。作者检索并检查了8个数据库(ABI/INFORM Complete、ProQuest、EBSCO、Web of Science、JSTOR、PsycARTICLES、PsycINFO和Science Direct)，并从34种期刊中提取了106项研究。作者综合并分析了这一工作主体，以确定关系人口学中现存的模式和主题。研究结果研究结果显示，大多数使用的理论可分为三类。使用的先行词主要是表层和深层变量，而结果则分为个人和工作相关的构念。对于研究检验，欧几里得距离和布劳指数主要作为异质性度量，而各种形式的回归作为分析工具进行假设检验。原创性/价值现存的关于关系人口统计学的文献综述很少。本研究对过去30年来该领域的研究进行了广泛的综合和分析，并提出了一个可以激励未来研究的议程。
{"title":"Relational demography in organizations: an assessment of the explored and overlooked","authors":"Manpreet Kaur, Hong Ren","doi":"10.1108/bjm-05-2021-0189","DOIUrl":"https://doi.org/10.1108/bjm-05-2021-0189","url":null,"abstract":"PurposeThe study aims to present an in-depth review of previous research on relational demography (individual–team dissimilarity) over the past 30 years. In doing so, the authors highlighted the main theoretical underpinnings, teased out the common methodological approaches and identified the major mediating processes and contingency factors that influence relational demography's effect on individual outcomes in teams.Design/methodology/approachThe authors searched and examined eight databases (ABI/INFORM Complete, ProQuest, EBSCO, Web of Science, JSTOR, PsycARTICLES, PsycINFO and Science Direct) and distilled 106 studies from 34 journals. The authors synthesized and analyzed this body of work to identify extant patterns and themes in relational demography.FindingsThe findings reveal that the majority of theories used are categorized into three segments. The antecedents used are mainly surface- and deep-level variables, while the outcomes are classified into personal- and work-related constructs. For research testing, Euclidean distance and Blau's index are primarily utilized as heterogeneity measures, while various forms of regression are used as the analytical tool for hypotheses testing.Originality/valueExtant literature reviews on relational demography are scant. This study provides an extensive synthesis and analysis of the studies in the area over the past 30 years and offers an agenda that can motivate future research.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44968690","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-20DOI: 10.1108/bjm-06-2021-0225
Hye Kyoung Kim,Young Hyung Kim
PurposeThe main purpose of this study was to analyze career adaptability among older workers by using a multidimensional model that considered perceived organizational support (POS), career satisfaction (CS) and motivation to continue working in South Korea.Design/methodology/approachFour hypotheses were developed based on a review of the literature, and the hypotheses were tested by a t-test, linear regression tests and hierarchical moderated regressions.FindingsThe major findings are as follows: First, older workers showed a higher level of career adaptability (CA) than young workers. Second, POS was positively related to CA. Third, CA was also related to CS. Lastly, motivation to continue working played a moderating role in the relationship between CA and CS.Originality/valueThe significance of this study lies in its enrichment of knowledge related to CA with older workers. In addition, the result of this study underscores the importance of CA and older workers in these very insecure working circumstances such as the COVID-19 pandemic.
{"title":"Older workers' career adaptability and career success","authors":"Hye Kyoung Kim,Young Hyung Kim","doi":"10.1108/bjm-06-2021-0225","DOIUrl":"https://doi.org/10.1108/bjm-06-2021-0225","url":null,"abstract":"PurposeThe main purpose of this study was to analyze career adaptability among older workers by using a multidimensional model that considered perceived organizational support (POS), career satisfaction (CS) and motivation to continue working in South Korea.Design/methodology/approachFour hypotheses were developed based on a review of the literature, and the hypotheses were tested by a t-test, linear regression tests and hierarchical moderated regressions.FindingsThe major findings are as follows: First, older workers showed a higher level of career adaptability (CA) than young workers. Second, POS was positively related to CA. Third, CA was also related to CS. Lastly, motivation to continue working played a moderating role in the relationship between CA and CS.Originality/valueThe significance of this study lies in its enrichment of knowledge related to CA with older workers. In addition, the result of this study underscores the importance of CA and older workers in these very insecure working circumstances such as the COVID-19 pandemic.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":"52 6","pages":"192-205"},"PeriodicalIF":3.1,"publicationDate":"2022-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138496632","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-01-18DOI: 10.1108/bjm-06-2021-0221
Taiwen Feng, Shasha Liu, Qiansong Zhang
PurposeThis study aims to examine the impact of perceived institutional force on environmental strategy, and the moderating role of institutional incompleteness.Design/methodology/approachThis study tests hypotheses employing hierarchical regression model based on a survey of 317 Chinese manufacturers.FindingsThe results reveal that perceived business and social force have positive impacts on symbolic environmental strategy. Perceived social force has a positive impact on substantive environmental strategy and a negative impact on greenwashing. Further analysis suggests that perceived social force has a stronger effect on substantive environmental strategy than perceived business force. Moreover, institutional incompleteness strengthens the impact of perceived business force on substantive environmental strategy, and the impact of perceived social force on symbolic and substantive environmental strategy.Originality/valueThis study establishes a framework integrating distinct types of perceived institutional force and environmental strategy and provides a new perspective on measuring greenwashing to extend environmental strategy literature.
{"title":"Linking perceived institutional force and environmental strategy: the moderating role of institutional incompleteness","authors":"Taiwen Feng, Shasha Liu, Qiansong Zhang","doi":"10.1108/bjm-06-2021-0221","DOIUrl":"https://doi.org/10.1108/bjm-06-2021-0221","url":null,"abstract":"PurposeThis study aims to examine the impact of perceived institutional force on environmental strategy, and the moderating role of institutional incompleteness.Design/methodology/approachThis study tests hypotheses employing hierarchical regression model based on a survey of 317 Chinese manufacturers.FindingsThe results reveal that perceived business and social force have positive impacts on symbolic environmental strategy. Perceived social force has a positive impact on substantive environmental strategy and a negative impact on greenwashing. Further analysis suggests that perceived social force has a stronger effect on substantive environmental strategy than perceived business force. Moreover, institutional incompleteness strengthens the impact of perceived business force on substantive environmental strategy, and the impact of perceived social force on symbolic and substantive environmental strategy.Originality/valueThis study establishes a framework integrating distinct types of perceived institutional force and environmental strategy and provides a new perspective on measuring greenwashing to extend environmental strategy literature.","PeriodicalId":46829,"journal":{"name":"Baltic Journal of Management","volume":" ","pages":""},"PeriodicalIF":3.1,"publicationDate":"2022-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45069608","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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