Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.19580abstract
Alan M. Benson, Danielle Li, Kelly Shue
{"title":"Potential and the Gender Promotion Gap","authors":"Alan M. Benson, Danielle Li, Kelly Shue","doi":"10.5465/amproc.2023.19580abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.19580abstract","url":null,"abstract":"","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"74 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135222836","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.105bp
Timo Busch, Lisa Scheitza, Tobias Bauckloh, Christian Klein
{"title":"ESG and Firm Value Effects of Shareholder Proposals","authors":"Timo Busch, Lisa Scheitza, Tobias Bauckloh, Christian Klein","doi":"10.5465/amproc.2023.105bp","DOIUrl":"https://doi.org/10.5465/amproc.2023.105bp","url":null,"abstract":"","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135817908","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.14250abstract
Neil M. Boyd, Sharon Larson
Recent scholarship has demonstrated that experiences of community (i.e., a sense of community and a sense of community responsibility) can enhance employee psychological and behavioral outcomes. Recent evidence also shows that experiences of community are better able to predict employee outcomes compared to long-regarded management and public management constructs. However, very little empirical evidence exists on antecedent conditions that help build community experiences at work. To evaluate¬ this gap, we conducted interviews with executive leaders, and focus groups with administrative leaders, across four major facilities in a large non-profit healthcare system in the Eastern part of the United States. The study confirmed propositions of the Community Experience Model, and explored organizational conditions that appear to build community experiences. The findings help frame factors that scholars can empirically test in future studies, and assist executives, HR professionals, and managers throughout an organization, in building community at work.
{"title":"Building Community at Work: An Exploratory Study in Healthcare System Management","authors":"Neil M. Boyd, Sharon Larson","doi":"10.5465/amproc.2023.14250abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.14250abstract","url":null,"abstract":"Recent scholarship has demonstrated that experiences of community (i.e., a sense of community and a sense of community responsibility) can enhance employee psychological and behavioral outcomes. Recent evidence also shows that experiences of community are better able to predict employee outcomes compared to long-regarded management and public management constructs. However, very little empirical evidence exists on antecedent conditions that help build community experiences at work. To evaluate¬ this gap, we conducted interviews with executive leaders, and focus groups with administrative leaders, across four major facilities in a large non-profit healthcare system in the Eastern part of the United States. The study confirmed propositions of the Community Experience Model, and explored organizational conditions that appear to build community experiences. The findings help frame factors that scholars can empirically test in future studies, and assist executives, HR professionals, and managers throughout an organization, in building community at work.","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"8 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135817909","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.12048abstract
Martina Kohlberger, Julia Brandl
{"title":"Moving Beyond Mode-2: Knowledge-Production in Scholar-HRM Practitioner Collaborations","authors":"Martina Kohlberger, Julia Brandl","doi":"10.5465/amproc.2023.12048abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.12048abstract","url":null,"abstract":"","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135817910","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.18212symposium
Eric J. Michel, Liza Yasemin Barnes, Kartik Trivedi, Vanessa Shum, Mary Eve Speach
{"title":"Presentations From the 2022 SHRM Foundation Dissertation Award Winners","authors":"Eric J. Michel, Liza Yasemin Barnes, Kartik Trivedi, Vanessa Shum, Mary Eve Speach","doi":"10.5465/amproc.2023.18212symposium","DOIUrl":"https://doi.org/10.5465/amproc.2023.18212symposium","url":null,"abstract":"","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135872083","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.11990abstract
Jasmina Chauvin, Carlos Inoue, Christopher Poliquin
{"title":"Resource Redeployment as an Entry Advantage in Resource-Poor Settings","authors":"Jasmina Chauvin, Carlos Inoue, Christopher Poliquin","doi":"10.5465/amproc.2023.11990abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.11990abstract","url":null,"abstract":"","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"132 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135872090","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.11187abstract
Natalya Vinokurova, Rahul Kapoor
{"title":"Kodak’s Surprisingly Long Journey Towards Strategic Renewal","authors":"Natalya Vinokurova, Rahul Kapoor","doi":"10.5465/amproc.2023.11187abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.11187abstract","url":null,"abstract":"","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135872092","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.15167abstract
Magdalena Schertler, Nicola Glumann, Stephan Alexander Boehm
The modern working world is characterized by two mega-trends. First, remote work has become the “new normal” with many employees working from home. Second, increasing diversity has made the case for inclusion, i.e., opportunities for authenticity and belongingness that employees have to perceive to be performant. However, as both constructs are typically investigated by different literatures, it is unclear if their relationship is positive or negative and if it is a unidirectional or reciprocal impact that they exercise on each other. Further, it is unresolved if diversity dimensions such as gender have a moderating impact. To address these questions, we collected a large-scale, longitudinal dataset (N = 2380) and used an advanced methodology (RI-CLPM) to derive causal conclusions. Our results show that an increase in remote work has a negative impact on inclusion. Regarding belongingness, significant effects were found in both directions, with increasing remote work negatively influencing belongingness and reduced feelings of belongingness leading to an increase in remote work. For opportunity for authenticity, strong gender effects were found, with only women showing significant effects in both directions. Our findings are highly relevant for practice as companies have to foster inclusion while allowing for remote work.
{"title":"How Two Megatrends Affect Each Other: Studying the Interplay of Remote Work and Workplace Inclusion","authors":"Magdalena Schertler, Nicola Glumann, Stephan Alexander Boehm","doi":"10.5465/amproc.2023.15167abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.15167abstract","url":null,"abstract":"The modern working world is characterized by two mega-trends. First, remote work has become the “new normal” with many employees working from home. Second, increasing diversity has made the case for inclusion, i.e., opportunities for authenticity and belongingness that employees have to perceive to be performant. However, as both constructs are typically investigated by different literatures, it is unclear if their relationship is positive or negative and if it is a unidirectional or reciprocal impact that they exercise on each other. Further, it is unresolved if diversity dimensions such as gender have a moderating impact. To address these questions, we collected a large-scale, longitudinal dataset (N = 2380) and used an advanced methodology (RI-CLPM) to derive causal conclusions. Our results show that an increase in remote work has a negative impact on inclusion. Regarding belongingness, significant effects were found in both directions, with increasing remote work negatively influencing belongingness and reduced feelings of belongingness leading to an increase in remote work. For opportunity for authenticity, strong gender effects were found, with only women showing significant effects in both directions. Our findings are highly relevant for practice as companies have to foster inclusion while allowing for remote work.","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135872257","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.16680abstract
Lambert Zixin Li, Sarah A. Soule
A core assumption in the impression management literature is that organizations voluntarily disclose information about their positive social and environmental activities, policies, and performance in order to improve or maintain their reputation as socially responsible actors and to garner stakeholder support. This assumption is at odds with an emerging and less well understood communication strategy of proactively disclosing socially irresponsible performance, a phenomenon which we call public confession. Combining a national survey of 525 corporate Black Lives Matter statements, a qualitative study of a business school’s Diversity, Equity, and Inclusion communications, and an experiment on labor and environmental issues, we investigate how audiences evaluate public confession. We examine whether, when, and why public confession mobilizes public support for a social issue and whether, when, and why it improves an organization’s reputation for being socially responsible. We find that public confession mobilizes public support for a social cause and improves an organization’s reputation for being socially responsible when the public believes that socially irresponsible business practices are pervasive. In this case, public confession does not violate expectations, but signals organizational authenticity. Our paper defines a boundary condition for studies of impression management and explicates a novel non-market strategy in the context of rising corporate activism.
{"title":"Mobilization and Reputation Effects of Disclosing Socially Irresponsible Performance","authors":"Lambert Zixin Li, Sarah A. Soule","doi":"10.5465/amproc.2023.16680abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.16680abstract","url":null,"abstract":"A core assumption in the impression management literature is that organizations voluntarily disclose information about their positive social and environmental activities, policies, and performance in order to improve or maintain their reputation as socially responsible actors and to garner stakeholder support. This assumption is at odds with an emerging and less well understood communication strategy of proactively disclosing socially irresponsible performance, a phenomenon which we call public confession. Combining a national survey of 525 corporate Black Lives Matter statements, a qualitative study of a business school’s Diversity, Equity, and Inclusion communications, and an experiment on labor and environmental issues, we investigate how audiences evaluate public confession. We examine whether, when, and why public confession mobilizes public support for a social issue and whether, when, and why it improves an organization’s reputation for being socially responsible. We find that public confession mobilizes public support for a social cause and improves an organization’s reputation for being socially responsible when the public believes that socially irresponsible business practices are pervasive. In this case, public confession does not violate expectations, but signals organizational authenticity. Our paper defines a boundary condition for studies of impression management and explicates a novel non-market strategy in the context of rising corporate activism.","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135872270","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}
Pub Date : 2023-08-01DOI: 10.5465/amproc.2023.19442abstract
Ryan Patrick Fuller, Amy Mickel, Laura Riolli, Andrew Pyle
The frequency of natural-hazard crises is on the rise. These crises create a great deal of uncertainty, which in turn, generates stress and negatively affects individuals’ psychological well-being. To mitigate these feelings and symptoms, people seek information from a wide range of sources, including non-crisis-response organizations with which they are affiliated. More specifically, individuals seek information from places where they work, volunteer, attend school, and/or worship. However, there is limited research on the information needs internal stakeholders seek from their organizations and the adequacy of the information provided. In this paper, a new reliable and valid scale, Crisis Information Needs and Adequacy for Internal Stakeholders (CINA-IS) is introduced. Three studies to develop and test this scale are described in detail. This 6-item, one-factor scale can be used to both (a) measure the construct of crisis information needs of internal stakeholders from non-crisis-response organizations and (b) assess the extent to which these types of organizations have met those needs – from the perspective of internal stakeholders. Organizations and those who study them are encouraged to use this scale to improve crisis communication planning. Adequately meeting internal stakeholders’ information needs has the potential to help reduce uncertainty and negative psychological impacts on an organizations’ most important asset – its people.
{"title":"Meeting Information Needs in a Natural Hazard: Development of Crisis Information Needs and Adequacy","authors":"Ryan Patrick Fuller, Amy Mickel, Laura Riolli, Andrew Pyle","doi":"10.5465/amproc.2023.19442abstract","DOIUrl":"https://doi.org/10.5465/amproc.2023.19442abstract","url":null,"abstract":"The frequency of natural-hazard crises is on the rise. These crises create a great deal of uncertainty, which in turn, generates stress and negatively affects individuals’ psychological well-being. To mitigate these feelings and symptoms, people seek information from a wide range of sources, including non-crisis-response organizations with which they are affiliated. More specifically, individuals seek information from places where they work, volunteer, attend school, and/or worship. However, there is limited research on the information needs internal stakeholders seek from their organizations and the adequacy of the information provided. In this paper, a new reliable and valid scale, Crisis Information Needs and Adequacy for Internal Stakeholders (CINA-IS) is introduced. Three studies to develop and test this scale are described in detail. This 6-item, one-factor scale can be used to both (a) measure the construct of crisis information needs of internal stakeholders from non-crisis-response organizations and (b) assess the extent to which these types of organizations have met those needs – from the perspective of internal stakeholders. Organizations and those who study them are encouraged to use this scale to improve crisis communication planning. Adequately meeting internal stakeholders’ information needs has the potential to help reduce uncertainty and negative psychological impacts on an organizations’ most important asset – its people.","PeriodicalId":471028,"journal":{"name":"Proceedings - Academy of Management","volume":"91 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135872275","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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