Canadian Journal of Administrative Sciences-Revue Canadienne Des Sciences De L Administration最新文献

Job standardization is widely used to ensure uniform, efficient, and effective production and resultant organizational performance. However, phenomena suggests that employees with high job standardization seem to have a negative relationship with their supervisors. Using job demands–resources theory as an underlying explanation, this study proposes that job standardization enhances a negative supervisor–subordinate relationship characterized by abusive supervision. Three-wave panel and two-source survey data were collected from 255 employees and their supervisors. Empirical results indicated job standardization enhanced abusive supervision partially through the decreased appraisal respect of subordinates for supervisors and that of supervisors for subordinates. The results indicate a dilemma in employing the job design of standardization: on the one hand, it facilitates managerial effectiveness; on the other hand, it can decrease that effectiveness by deteriorating the supervisor–subordinate relationship. This study extends and shifts the understanding of the consequences of job standardization from the employee perspective to the managerial perspective.

This paper studies minority influence on individual tolerance to certain instances of fraud. Using an experimental approach, we divided 100 students from a business school into 25 groups and compared the individual trajectory of each group according to whether they were in a group composed of only fraud-intolerant individuals (control), in a group with one fraud-tolerant individual (minority), or in a group with two fraud-tolerant individuals (equality). Our results indicate that individual fraud tolerance increases significantly after a group discussion in which only one more fraud-tolerant individual participates, demonstrating the magnitude of the minority influence on the trajectory of individuals who were initially fraud intolerant.

This paper aims to explore how local government can be involved in regulating the digital innovations of internet finance companies in China. Game models were used to study the behaviors between internet finance companies and local government, and between local government and central regulatory agencies. The following phenomena were observed: in a static game, internet finance companies will tend to choose high-risk innovation activities, while local government can effectively prevent the high risks inherent to innovation by participating in supervision. In a dynamic game, internet finance companies will take rent-seeking approaches to evade punishment, which lower the likelihood of local government supervision. From these results we can propose policy implications for regulating digital innovation of internet finance companies.

This study explores the application of the Balanced Scorecard (BSC) for strategy reformulation and performance measurement of a Canadian municipality. This study is motivated by the trend of performance management tools becoming more commonplace in the municipal sector, due to the New Public Management paradigm. Interviews with key stakeholders were conducted to determine Key Success Factors (KSFs). A survey of broad stakeholders was used to determine the importance of the KSFs and their multidimensional causal relationships, using a multiple-criteria, decision-making method. We find that economic growth plays a central role in the municipality's strategy, and it is perceived to be primarily driven by management leadership, in addition to economic diversity, Indigenous relationships, and increasing the tax base.

Gender and entrepreneurship research emphasize the masculine symbolic domain of entrepreneurial practices, but mostly neglects to analyze the gender complexity of doing entrepreneurship. This article examines entrepreneurial femininities as constructed and performed by Italian women. Theoretically, it employs postfeminism as a globalized discourse to offer a nuanced reading of the relationship between gender inequalities, entrepreneurship, and postfeminism. Through the analysis of 51 interviews with entrepreneurs, the paper explores how postfeminist ideals and discourses (the “super(wo)man” who is “free” to choose) are adapted to reflect the Italian cultural context. In doing so, it discusses how these women manage the coexistence of feminist (i.e., autonomy, empowerment) and anti-feminist (i.e., traditional division of household labour) expectations concerning women’s place in work and society.

This study examines the mediating role of green human resource management between ethical leadership and employees' citizenship behavior towards the environment with the moderating effect of individual green values. We collected data from 589 MBA executive students with one-year of experience working in various organizations at two different times using a questionnaire-based survey method. Applying structural equation modeling to the results confirmed a direct effect of ethical leadership on employees' citizenship behavior towards the environment and an indirect effect through green human resource management. Further, individual green value strengthened the association between green human resource management and employees' environmentally conscious citizenship behavior. Our study contributes to social learning and supply value-fit theory and has implications for management.

We examine perceptions of image risk as a determinant of remedial voice in response to experienced interpersonal mistreatment. We propose that when a voice opportunity arises, perceptions of image risk inhibit the decision to remedial voice. Further, we hypothesize that political skill, proactive personality, and moral identity attenuate the negative relationship between perceived image risk and remedial voice. Using one-month time-lagged data from 177 employees, we demonstrate that perceived image risk is negatively related to remedial voice and that high moral identity and high proactive personality attenuate the perceived image risk–remedial voice relationship. These findings suggest that, while perceptions of image risk may inhibit remedial voicing, the relationship is limited by individual differences.

This research examines the effect of trait mindfulness on cross-cultural sales performance through the mediating effect of sales planning. Moreover, this research examines whether the direct effect of trait mindfulness on sales planning can be moderated by perceived cultural distance between foreign customers and the salespeople. The hypotheses were developed based on cognitive resource theory. This research collected survey data from 282 Thai salespeople at trade shows in Vietnam, India, and Japan and analyzed them using Partial Least Squares Structural Equation Modeling. The results indicate that sales planning fully mediated the direct association between trait mindfulness and cross-cultural selling performance, while perceived cultural distance also positively moderated the effect of trait mindfulness on sales planning.

Entrepreneurs interact with other digital platform users to pursue opportunities and develop their businesses. However, although digital platforms are important for entrepreneurs, little empirical research exists on how entrepreneurs interact using digital platforms to meet their goals. Existing research is overwhelmingly conceptual, digital-centric, focused on high-growth entrepreneurship, and in countries in the global north. This paper addresses this gap with empirical evidence on how digital platforms are used for interacting by different types of entrepreneurs at different stages of development, in Trinidad and Tobago. It explains how online and offline structures, rules, social norms and culture interconnect to influence entrepreneurship using the theory and method of technology affordances and constraints, the entrepreneurial ecosystems concept, and a multi-qualitative method.

The R.I.G.H.T. leadership model prescribes five specific behaviours for leaders in organizations to create psychologically healthy workplaces. The aim of this paper was to develop and validate a scale to measure the R.I.G.H.T. leadership behaviours. Collecting data from three samples across two studies (N = 108, N = 233, N = 420), we examined the factor structure and tested the validity of the R.I.G.H.T. leadership scale. We found support for the five-factor structure of R.I.G.H.T. leadership. Moreover, we observed a positive association between R.I.G.H.T. leadership and mental health mediated by psychological safety at work. The scale developed in this study can be used in future research involving leadership and mental health.