Pub Date : 2023-06-05DOI: 10.1177/03128962231176322
V. Loh, Myra Hamilton, M. Baird, Nate Zettna, A. Constantin, D. Andrei, Gretchen A. Petery, Sharon K. Parker
Policies encouraging extended workforce participation mainly focus on financial motives, but socioemotional selectivity theory and research suggest that mature worker motives are multifaceted, with emotionally meaningful goals gaining importance with age. We adopt a person-centred approach using latent class analysis of survey data from 1501 Australian workers aged 45 years and over. Two motivational profiles based on patterns of motives were identified, which we term income-dominant (income is the main reason) and socioemotional-income (socioemotional reasons are dominant, but income is important too). Contrary to expectations, we found no evidence of a socioemotional-dominant profile. This provides new theoretical insights, as it suggests that even though socioemotional reasons may increase in importance with age, financial reasons remain important to most mature workers, especially those who may view work as being transactional. Being female, older, and having higher socioeconomic status and age-inclusive HR policies increase the odds of having a socioemotional-income rather than income-dominant profile. The socioemotional-income subgroup had lower turnover intentions and later desired retirement ages than the income-dominant subgroup, highlighting the potential for more socioemotionally focused policies and practices to encourage extended workforce participation. J26, M12, M54
{"title":"Money matters, but what else? Mature worker motives and the importance of gender, age, socioeconomic status and age-inclusive HR practices","authors":"V. Loh, Myra Hamilton, M. Baird, Nate Zettna, A. Constantin, D. Andrei, Gretchen A. Petery, Sharon K. Parker","doi":"10.1177/03128962231176322","DOIUrl":"https://doi.org/10.1177/03128962231176322","url":null,"abstract":"Policies encouraging extended workforce participation mainly focus on financial motives, but socioemotional selectivity theory and research suggest that mature worker motives are multifaceted, with emotionally meaningful goals gaining importance with age. We adopt a person-centred approach using latent class analysis of survey data from 1501 Australian workers aged 45 years and over. Two motivational profiles based on patterns of motives were identified, which we term income-dominant (income is the main reason) and socioemotional-income (socioemotional reasons are dominant, but income is important too). Contrary to expectations, we found no evidence of a socioemotional-dominant profile. This provides new theoretical insights, as it suggests that even though socioemotional reasons may increase in importance with age, financial reasons remain important to most mature workers, especially those who may view work as being transactional. Being female, older, and having higher socioeconomic status and age-inclusive HR policies increase the odds of having a socioemotional-income rather than income-dominant profile. The socioemotional-income subgroup had lower turnover intentions and later desired retirement ages than the income-dominant subgroup, highlighting the potential for more socioemotionally focused policies and practices to encourage extended workforce participation. J26, M12, M54","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":" ","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45582563","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 : 2023-06-05DOI: 10.1177/03128962231175182
Brigid Trenerry, Kevin Dunn, Yin Paradies
Racism in the workplace occurs at both the interpersonal and institutional level in terms of prejudiced attitudes and behaviours and avoidable and unfair differences in hiring, retention and opportunities for training and promotion. Many organisations have stated commitments to workforce diversity; however, work-related racism remains the most common forms of reported discrimination. Rather, efforts to increase workforce diversity will fail in the absence of measures to address discriminatory attitudes, behaviours, practices and cultures. Current approaches also lack strategic development, including knowledge of how to implement workforce diversity and anti-racism strategies at multiple organisational levels. Specifically, there is less understanding of measures to support structural level change. This article aims to advance both theoretical and empirical understanding of racism and anti-discrimination in the workplace. We do this by presenting a multi-level framework for understanding and addressing workplace racism. We also study the implementation of a meso-level workplace diversity and anti-discrimination assessment within two local government organisations in Australia. Findings revealed the importance of implementing strategies across multiple organisational levels and establishing accountability for commitments to diversity and anti-racism practice. Despite its structural and universal drives, we argue that racism can be disrupted through the presence of diversity in the workplace and anti-racism intervention.
{"title":"Productive disruptions: Supporting diversity and anti-racism in the workplace through multi-level organisational strategies","authors":"Brigid Trenerry, Kevin Dunn, Yin Paradies","doi":"10.1177/03128962231175182","DOIUrl":"https://doi.org/10.1177/03128962231175182","url":null,"abstract":"Racism in the workplace occurs at both the interpersonal and institutional level in terms of prejudiced attitudes and behaviours and avoidable and unfair differences in hiring, retention and opportunities for training and promotion. Many organisations have stated commitments to workforce diversity; however, work-related racism remains the most common forms of reported discrimination. Rather, efforts to increase workforce diversity will fail in the absence of measures to address discriminatory attitudes, behaviours, practices and cultures. Current approaches also lack strategic development, including knowledge of how to implement workforce diversity and anti-racism strategies at multiple organisational levels. Specifically, there is less understanding of measures to support structural level change. This article aims to advance both theoretical and empirical understanding of racism and anti-discrimination in the workplace. We do this by presenting a multi-level framework for understanding and addressing workplace racism. We also study the implementation of a meso-level workplace diversity and anti-discrimination assessment within two local government organisations in Australia. Findings revealed the importance of implementing strategies across multiple organisational levels and establishing accountability for commitments to diversity and anti-racism practice. Despite its structural and universal drives, we argue that racism can be disrupted through the presence of diversity in the workplace and anti-racism intervention.","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-06-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135703473","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 : 2023-06-02DOI: 10.1177/03128962231175702
Jakob Keller, R. Lasch, Sabine Matook
Digitalization changes the formal structures and procedures of supply networks and provides better abilities for interfirm governance. At the same time, digital supply networks require fewer human interactions, which reduces the relevance of social aspects for safeguarding against opportunism and effective coordination. Prior research examined selected digital technologies and their influence on specific governance dimensions. However, these findings exist in isolation, and a comprehensive understanding of how digitalization impacts different aspects of governance is missing. In this article, the analysis of 156 articles in a systematic literature review presents an integrative perspective on the effects of digitalization on interfirm governance, with technology amplifying, simplifying, and deteriorating governance. The study concludes with an agenda for future research on interfirm governance and managerial implications for companies governing digital supply networks. D23
{"title":"Governance of digital supply networks: Systematic literature review and research agenda","authors":"Jakob Keller, R. Lasch, Sabine Matook","doi":"10.1177/03128962231175702","DOIUrl":"https://doi.org/10.1177/03128962231175702","url":null,"abstract":"Digitalization changes the formal structures and procedures of supply networks and provides better abilities for interfirm governance. At the same time, digital supply networks require fewer human interactions, which reduces the relevance of social aspects for safeguarding against opportunism and effective coordination. Prior research examined selected digital technologies and their influence on specific governance dimensions. However, these findings exist in isolation, and a comprehensive understanding of how digitalization impacts different aspects of governance is missing. In this article, the analysis of 156 articles in a systematic literature review presents an integrative perspective on the effects of digitalization on interfirm governance, with technology amplifying, simplifying, and deteriorating governance. The study concludes with an agenda for future research on interfirm governance and managerial implications for companies governing digital supply networks. D23","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":" ","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49543737","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 : 2023-05-22DOI: 10.1177/03128962231173300
M. Gary, Mahreen Khan, J. Ríos‐Ocampo
This article examines research performance of management academics in the Group of Eight (Go8) Australian universities using SCOPUS publication data. Normative research profiles for journal publications, book publications, citations, and h-index are provided for each academic level. The number of journal publications are reported for seven different journal ranking lists. The average Go8 management scholar increases the number of total journal publications per year by 56% over their entire publishing career, but does not increase the number of top international journal publications per year. Importantly, the top quartile of Go8 management scholars – who account for 70% of top journal publications and 79% of journal citations – already achieve world class productivity in the top international journals. We hope Go8 Deans and Heads of School use the research performance benchmarks to inform faculty recruitment, tenure and promotion decisions. JEL Classification: I23, M1, M19
{"title":"Research performance of management scholars in Australian group of eight universities","authors":"M. Gary, Mahreen Khan, J. Ríos‐Ocampo","doi":"10.1177/03128962231173300","DOIUrl":"https://doi.org/10.1177/03128962231173300","url":null,"abstract":"This article examines research performance of management academics in the Group of Eight (Go8) Australian universities using SCOPUS publication data. Normative research profiles for journal publications, book publications, citations, and h-index are provided for each academic level. The number of journal publications are reported for seven different journal ranking lists. The average Go8 management scholar increases the number of total journal publications per year by 56% over their entire publishing career, but does not increase the number of top international journal publications per year. Importantly, the top quartile of Go8 management scholars – who account for 70% of top journal publications and 79% of journal citations – already achieve world class productivity in the top international journals. We hope Go8 Deans and Heads of School use the research performance benchmarks to inform faculty recruitment, tenure and promotion decisions. JEL Classification: I23, M1, M19","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":" ","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-05-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44695428","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 : 2023-05-18DOI: 10.1177/03128962231176332
P. Dahanayake, C. Selvarajah, D. Rajendran
This article explores employee voice within organizations, in the context of the often-complex inclusion of sexual and gender minority (lesbian, gay, bisexual, trans and intersex (LGBTI)) employees. This study utilized a qualitative case study approach to gather insights from diversity experts and organizational documents of three large Australian organizations representing private, not-for-profit and public sectors. This research focused on organizational interventions that capture the voices of LGBTI employees, because their voice remains a challenge. While extant literature has largely focused on employee networks as a primary voice for this group, this study identifies several other integral and novel mechanisms. This study contributes to existing knowledge by developing an empirically based theory on voice mechanisms to overcome the spirals of silence. The findings of this study offer practical value to organizations seeking to promote LGBTI voice and inclusion in the workplace. JEL Classification: J15, J16, J71, J81, M12, M14, O15
{"title":"Capturing the missing voices: A ‘fair go’ for sexual and gender minority employees in Australian workplaces","authors":"P. Dahanayake, C. Selvarajah, D. Rajendran","doi":"10.1177/03128962231176332","DOIUrl":"https://doi.org/10.1177/03128962231176332","url":null,"abstract":"This article explores employee voice within organizations, in the context of the often-complex inclusion of sexual and gender minority (lesbian, gay, bisexual, trans and intersex (LGBTI)) employees. This study utilized a qualitative case study approach to gather insights from diversity experts and organizational documents of three large Australian organizations representing private, not-for-profit and public sectors. This research focused on organizational interventions that capture the voices of LGBTI employees, because their voice remains a challenge. While extant literature has largely focused on employee networks as a primary voice for this group, this study identifies several other integral and novel mechanisms. This study contributes to existing knowledge by developing an empirically based theory on voice mechanisms to overcome the spirals of silence. The findings of this study offer practical value to organizations seeking to promote LGBTI voice and inclusion in the workplace. JEL Classification: J15, J16, J71, J81, M12, M14, O15","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":" ","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-05-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46601034","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 : 2023-05-08DOI: 10.1177/03128962231171653
Mamoona Arshad, M. A. R. Malik, Shoaib Amjad Hussain
Building on previous studies on third-party observations (TPOs) of mistreatments, in this study, we investigate the effects of TPO of workplace deviance (TPO-WD). Drawing on conservation of resource theory, we explore the intermediary process through which TPO-WD, influences employees’ workplace thriving. Using multi-wave data from 346 employees, our results suggest that those who observe, or hear about, incidents of workplace deviance experience a heightened level of emotional exhaustion, which has a detrimental impact on workplace thriving. Furthermore, we also test how these relationships are impacted by the extent of employees’ organizational identification and a cooperative psychological climate. These findings not only provide a resource-based view on how TPO-WD affects workplace thriving but also highlight the critical importance of cooperative psychological climate as a resource passageway to prevent damaging employees’ workplace thriving. JEL Classification: L2 Firm Objectives, Organization, and Behaviour
{"title":"Silent victims: Negative effects of observing workplace deviance on employees’ emotional exhaustion and workplace thriving","authors":"Mamoona Arshad, M. A. R. Malik, Shoaib Amjad Hussain","doi":"10.1177/03128962231171653","DOIUrl":"https://doi.org/10.1177/03128962231171653","url":null,"abstract":"Building on previous studies on third-party observations (TPOs) of mistreatments, in this study, we investigate the effects of TPO of workplace deviance (TPO-WD). Drawing on conservation of resource theory, we explore the intermediary process through which TPO-WD, influences employees’ workplace thriving. Using multi-wave data from 346 employees, our results suggest that those who observe, or hear about, incidents of workplace deviance experience a heightened level of emotional exhaustion, which has a detrimental impact on workplace thriving. Furthermore, we also test how these relationships are impacted by the extent of employees’ organizational identification and a cooperative psychological climate. These findings not only provide a resource-based view on how TPO-WD affects workplace thriving but also highlight the critical importance of cooperative psychological climate as a resource passageway to prevent damaging employees’ workplace thriving. JEL Classification: L2 Firm Objectives, Organization, and Behaviour","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":" ","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-05-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42806276","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 : 2023-04-29DOI: 10.1177/03128962231170240
J. K. Hentzen, Arvid OI Hoffmann, Rebecca Dolan
Successful retirement planning critically depends on access to accurate and up-to-date information. In this paper, we focus on the Australian Superannuation industry to examine the influence of digital technology in facilitating communication and information flow among its various actors. Using a qualitative research methodology, we conducted 22 semi-structured interviews with various industry actors including Superfunds, fund members, consultants, IT and digital solutions providers, and representatives from industry regulators. Our findings highlight the need for these actors to enhance their resource and knowledge-sharing capabilities, consumer need recognition, and information flow to ultimately enable Superfund members to improve their retirement planning and financial well-being. JEL Classification: D14 Household Saving • Personal Finance, D15 Intertemporal Household Choice • Life Cycle Models and Saving, J26 Retirement • Retirement Policies and J32 Nonwage Labor Costs and Benefits • Retirement Plans • Private Pensions
{"title":"The role of digital technology in communication and information flow in the Australian Superannuation industry","authors":"J. K. Hentzen, Arvid OI Hoffmann, Rebecca Dolan","doi":"10.1177/03128962231170240","DOIUrl":"https://doi.org/10.1177/03128962231170240","url":null,"abstract":"Successful retirement planning critically depends on access to accurate and up-to-date information. In this paper, we focus on the Australian Superannuation industry to examine the influence of digital technology in facilitating communication and information flow among its various actors. Using a qualitative research methodology, we conducted 22 semi-structured interviews with various industry actors including Superfunds, fund members, consultants, IT and digital solutions providers, and representatives from industry regulators. Our findings highlight the need for these actors to enhance their resource and knowledge-sharing capabilities, consumer need recognition, and information flow to ultimately enable Superfund members to improve their retirement planning and financial well-being. JEL Classification: D14 Household Saving • Personal Finance, D15 Intertemporal Household Choice • Life Cycle Models and Saving, J26 Retirement • Retirement Policies and J32 Nonwage Labor Costs and Benefits • Retirement Plans • Private Pensions","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":"23 1","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"65305144","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 : 2023-04-21DOI: 10.1177/03128962231169142
C. Wright, C. Cortese, Abdullah Al-Mamun, Searat Ali
Diversity of company leadership is an important governance issue for corporations globally, yet the uneven treatment of diversity priorities remains a major challenge. We explore the extent and change over time of both gender and ethnic diversity in leadership and disclosure for Australia’s largest firms from 2005 to 2021. Using institutional theory, we compare the isomorphisms driving change, and examine the extent to which there is rhetorical decoupling between diversity disclosure and practice. Our analysis reveals a significant improvement in gender diversity over time but very little progress in the ethnic diversity of corporate leaders. We find a connection between diversity reporting and the appointment of female corporate leaders. However, there is a disconnection between public commitment to diversity and the appointment of non-white corporate leaders. A lack of regulation for diversity reporting contributes to this imbalance with different outcomes for gender and ethnic diversity as the result of different institutional isomorphisms. Our findings can inform policymakers and corporations, highlighting the importance of a range of institutional pressures that encourage the disclosure and practice of ethnic diversity in corporate leadership. JEL Classification: M14
{"title":"The Whiteboard: Decoupling of ethnic and gender diversity reporting and practice in corporate Australia","authors":"C. Wright, C. Cortese, Abdullah Al-Mamun, Searat Ali","doi":"10.1177/03128962231169142","DOIUrl":"https://doi.org/10.1177/03128962231169142","url":null,"abstract":"Diversity of company leadership is an important governance issue for corporations globally, yet the uneven treatment of diversity priorities remains a major challenge. We explore the extent and change over time of both gender and ethnic diversity in leadership and disclosure for Australia’s largest firms from 2005 to 2021. Using institutional theory, we compare the isomorphisms driving change, and examine the extent to which there is rhetorical decoupling between diversity disclosure and practice. Our analysis reveals a significant improvement in gender diversity over time but very little progress in the ethnic diversity of corporate leaders. We find a connection between diversity reporting and the appointment of female corporate leaders. However, there is a disconnection between public commitment to diversity and the appointment of non-white corporate leaders. A lack of regulation for diversity reporting contributes to this imbalance with different outcomes for gender and ethnic diversity as the result of different institutional isomorphisms. Our findings can inform policymakers and corporations, highlighting the importance of a range of institutional pressures that encourage the disclosure and practice of ethnic diversity in corporate leadership. JEL Classification: M14","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":" ","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-04-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45425961","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 : 2023-03-21DOI: 10.1177/03128962231165655
Yunting Feng, Xiaoping Zhao, Qinghua Zhu
The burgeoning field of sustainable supply chain management (SSCM) has captured considerable attention among scholars and practitioners. As global uncertainty continues to rise and increases the risk of supply chain disruption, the influence of such uncertainty on SSCM and firm performance requires urgent examination. But the topic is understudied. To address the gap, we organ-ized a special issue in the Australian Journal of Management that explicitly focuses on SSCM in the context of a turbulent world. This editorial summarizes and extends the 10 articles published in the special issue. We identified five research themes from the 10 articles, including “green supply chain development and innovation,” “sustainable supplier management considering supply chain disruption,” “supply chain resilience strategies and performance,” “SSCM, uncertainty, and financial performance,” and “supply chain finance and performance.” We propose that a focus on external uncertainty will extend our understanding of the antecedents and outcomes of SSCM. The special issue, titled “Sustainable Supply Chains in a Turbulent World: Challenges and Opportunities” in the Australian Journal of Management , aims at tackling the challenges posed by the ongoing uncertainty around the world on SSCM. While extant research on SSCM has primarily focused on examining the adoption, diffusion, and outcomes of SSCM under normal conditions (Feng et al., 2017; Seuring and Müller, 2008; Yawar and Seuring, 2017), this special issue aims to expand the scope of SSCM research by addressing research gaps related to the impact of turbulence and unpredictability in the world.
可持续供应链管理(sustainable supply chain management, SSCM)这一新兴领域引起了学者和实践者的广泛关注。随着全球不确定性持续上升，供应链中断的风险增加，这种不确定性对SSCM和企业绩效的影响需要紧急检查。但这个话题还没有得到充分的研究。为了解决这一差距，我们在《澳大利亚管理杂志》上组织了一期特刊，明确地关注了动荡世界背景下的SSCM。这篇社论是对特刊上发表的10篇文章的总结和延伸。我们从10篇文章中确定了5个研究主题，包括“绿色供应链发展与创新”、“考虑供应链中断的可持续供应商管理”、“供应链弹性战略与绩效”、“SSCM、不确定性和财务绩效”以及“供应链金融与绩效”。我们建议，关注外部不确定性将扩展我们对SSCM的前因和结果的理解。《澳大利亚管理杂志》的特刊题为“动荡世界中的可持续供应链:挑战与机遇”，旨在解决全球范围内持续的不确定性给供应链管理带来的挑战。而现有的关于SSCM的研究主要集中在检查SSCM在正常条件下的采用、传播和结果(Feng et al.， 2017;Seuring and m ller, 2008;yaar和Seuring, 2017)，本期特刊旨在通过解决与世界上湍流和不可预测性影响相关的研究差距来扩大SSCM研究的范围。
{"title":"Sustainable supply chains in a turbulent world: Challenges and opportunities","authors":"Yunting Feng, Xiaoping Zhao, Qinghua Zhu","doi":"10.1177/03128962231165655","DOIUrl":"https://doi.org/10.1177/03128962231165655","url":null,"abstract":"The burgeoning field of sustainable supply chain management (SSCM) has captured considerable attention among scholars and practitioners. As global uncertainty continues to rise and increases the risk of supply chain disruption, the influence of such uncertainty on SSCM and firm performance requires urgent examination. But the topic is understudied. To address the gap, we organ-ized a special issue in the Australian Journal of Management that explicitly focuses on SSCM in the context of a turbulent world. This editorial summarizes and extends the 10 articles published in the special issue. We identified five research themes from the 10 articles, including “green supply chain development and innovation,” “sustainable supplier management considering supply chain disruption,” “supply chain resilience strategies and performance,” “SSCM, uncertainty, and financial performance,” and “supply chain finance and performance.” We propose that a focus on external uncertainty will extend our understanding of the antecedents and outcomes of SSCM. The special issue, titled “Sustainable Supply Chains in a Turbulent World: Challenges and Opportunities” in the Australian Journal of Management , aims at tackling the challenges posed by the ongoing uncertainty around the world on SSCM. While extant research on SSCM has primarily focused on examining the adoption, diffusion, and outcomes of SSCM under normal conditions (Feng et al., 2017; Seuring and Müller, 2008; Yawar and Seuring, 2017), this special issue aims to expand the scope of SSCM research by addressing research gaps related to the impact of turbulence and unpredictability in the world.","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":"48 1","pages":"199 - 203"},"PeriodicalIF":4.8,"publicationDate":"2023-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44154362","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 : 2023-03-18DOI: 10.1177/03128962231157102
Titov Sergei, Trachuk Arkady, Linder Natalya, RD Pathak, D. Samson, Zafar Husain, S. Sushil
Digital transformation (DT) is a complex, socio-technical, strategic, and often radical change influenced by various aspects, among which non-technological, organizational factors play significant roles. The literature on DT enablers suggests sensitivity to the organizational context, especially to the technology intensity of companies. This article analyzes the variations in non-technological DT enablers in high-tech and low-tech manufacturing companies. Through a systematic literature review, using coding techniques and cluster analysis, we created 20 aggregated enabler categories. With the Decision Making Trial and Evaluation Laboratory (DEMATEL) method, clustered DT enablers in high-tech and low-tech companies were compared. High-tech companies enable DT with the factors related primarily to organizational flexibility and dynamism. In contrast, low-tech firms propel DT with the enablers connected to more stable, traditional, managerial practices. 031 and 032
{"title":"Digital transformation enablers in high-tech and low-tech companies: A comparative analysis","authors":"Titov Sergei, Trachuk Arkady, Linder Natalya, RD Pathak, D. Samson, Zafar Husain, S. Sushil","doi":"10.1177/03128962231157102","DOIUrl":"https://doi.org/10.1177/03128962231157102","url":null,"abstract":"Digital transformation (DT) is a complex, socio-technical, strategic, and often radical change influenced by various aspects, among which non-technological, organizational factors play significant roles. The literature on DT enablers suggests sensitivity to the organizational context, especially to the technology intensity of companies. This article analyzes the variations in non-technological DT enablers in high-tech and low-tech manufacturing companies. Through a systematic literature review, using coding techniques and cluster analysis, we created 20 aggregated enabler categories. With the Decision Making Trial and Evaluation Laboratory (DEMATEL) method, clustered DT enablers in high-tech and low-tech companies were compared. High-tech companies enable DT with the factors related primarily to organizational flexibility and dynamism. In contrast, low-tech firms propel DT with the enablers connected to more stable, traditional, managerial practices. 031 and 032","PeriodicalId":47209,"journal":{"name":"Australian Journal of Management","volume":" ","pages":""},"PeriodicalIF":4.8,"publicationDate":"2023-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45510947","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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