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

Family owners have common interests of preserving socioemotional wealth (SEW), but their strategic preferences vary with their prioritization of different SEW aspects. This study, based on the SEW perspective, examines the differing effects of exercise of family control (focused SEW) and family dynasty succession (broad SEW) and the moderating effect of family CEO on corporate social responsibility (CSR) of family firms. The results indicate that the effect of exercise of family control on CSR is negative, while the effect of family dynasty succession on CSR is positive. Additionally, when the firm's CEO is a family member, the negative effect of exercise of family control is weaker and the positive effect of family dynasty succession is stronger.

Previous studies examining diverse team knowledge resources and individual members' performance largely follow the information perspective and propose that team informational diversity may help individuals perform better. Unlike previous authors, we integrate arguments from subgroup theory and the social categorization perspective to argue that when a person works in a cross-functional team, perceiving differences in expertize with other teammates may decrease the person's social exchange relationship with colleagues, that is, team-member exchange/TMX. Thus, perceived differences in expertize with other teammates may reduce TMX and, in turn, weaken individual task performance. Moreover, team members' social exchange relationship with the leader/LMX may offset the individual's deficiency in TMX to complement the person's task performance. We examine dyadic data collected from Taiwanese worker-supervisor pairs and find support for our hypotheses.

Focusing on the CEO transition period, this paper documents that the variation of CSR is highly associated with the fluctuation of firm performance. Moreover, it is found that the strong association is undermined for the CEO transition period during which ample variations of value relevant firm policies take place. Furthermore, the empirical evidence suggests that CEOs whose predecessors relinquish power involuntarily are more likely to adjust CSR activities for the purpose of optimal stakeholder management. The paper presents a heuristic and parsimonious model to guide the empirical investigation and conducts a system of simultaneous equations to ameliorate the endogenous nexus of firm performance, CEO turnover and CSR adjustment. The results are also robust to a battery of additional checks.

The early internationalization of new ventures has been described as a contemporary phenomenon enabled by globalization and digital technologies. However, today's multinational enterprise Siemens, founded in 1847, fits extant definitions of born globals. Based on this historical case, this study seeks to answer the question: What are enduring and contextually invariant aspects of early internationalization processes? An abductive analysis of the company's first 3 decades finds six relevant and emergent themes. We contribute to international entrepreneurship research by presenting evidence that early internationalization is not a new phenomenon, showing support for multiple extant findings, and providing new insights for otherwise underexplored themes. We also provide future research directions regarding personal-level processes in international new ventures based on the analyzed 30 years.

Retailers often display prices in different formats to make them appear more attractive. In some contexts, they can also attach prices to different measurement units—e.g., cereal can be priced at $3.99 per kg or equivalently at $1.36 per lb. In five experimental studies, we show that consumers' perceptions of expensiveness and consumer spending are heavily influenced by the numerical magnitude of the price (“3.99”) with insufficient attention paid to the measurement unit (“kg”), that this overweighting of numerical magnitude persists across different price formats, and that product price perceptions mediate the effect of measurement system on the price image of the store. Our findings have implications for policy makers as well as pricing practitioners.

The interaction between smell and taste has been widely confirmed in the literature. Exposure to a congruent olfactory stimulus enhances taste, increases palatability and the desire to eat, and promotes food consumption. In this paper, we use laboratory experiments to show that, in addition to its role in taste enhancement, olfaction also plays a role in taste induction. Using the phenomena of cognitive sensory integration and mental imagery, we explain how exposure to a real odor congruent with the expected taste produces a taste sensation for which there is no real taste stimulus. For example, exposure to the smell of vanillin, which is a sugar-congruent odor, creates a taste sensation of sweetness, increases palatability and food cravings, and increases consumption of sugar-free biscuits. The lack of exposure to the actual taste stimulus of sugar does not prevent the taste-congruent odor from creating a taste sensation of sweetness, an olfactory sweetness. Odors are able to induce a taste sensation for which there is no real taste stimulus. The results of this research have implications for the marketing of dietary foods. Tastefulness, which is reduced by the absence of flavor, can be increased by congruent olfactory stimuli in the environment and have a positive effect on the sales of this product category.

Researchers establish that rewards play an important role in shaping employees' creative behaviors. However, little is known about the underlying mechanisms that transmit the effects of rewards for creativity on different types of creative behaviors. Drawing on the sense making perspective, this study identifies unique mediators and moderators of reward—creativity relationship. The results of this survey-based study, comprising of 220 independent employee - supervisor dyads, suggested that enjoyment in the activity mediated the relationship between intrinsic rewards and radical creative behaviors. Moreover, the interactional effects of extrinsic rewards and their perceived importance on creative behaviors were mediated through perceptions of climate for innovation. These results provide important insights and guide managers in promoting distinct types of creative behaviors.

Limited research explores the well-being of multiply marginalized workers. Aiming to illustrate the application of intersectionality-inspired analysis to the fields of management and occupational health, we examined how being a sexual minority (non-heterosexual), having low income, and identifying as a woman are associated with well-being outcomes (e.g., impaired performance, troublesome symptoms, positive mental health). A survey was completed by 331 Québec workers. We used regression analysis to examine individual, additive, and interactive relationships between marginalized statuses and outcomes. Having multiple marginalized statuses was associated with impaired performance, troublesome symptoms and less positive mental health. The most negative outcomes were reported by low-income gay or bisexual workers. Organizational policies and managers should consider intersecting identities to better support marginalized workers' well-being.

We examine how “road warrior consultants,” who spend a majority of workweek at the client location, describe their experiences of belongingness with their companies. Based on observations and semi-structured interviews with consultants, we identified three facets of consultants' experiences that were significant for organizational belongingness, namely: (1) connection with colleagues which refers to their interactions with others at their firm; (2) differentiation at the client firm which signifies experiences of differences and being an outsider at the client firm; (3) centrality of oneself at the consulting firm or experiences of handling significant roles in their firm. Our findings contribute to the literatures on consulting and belongingness, and also have broader implications for understanding belongingness dynamics in client-service professions.

Payments in mergers and acquisitions (M&As) can be all cash, all stock, or any combination of the two. However, using stock instead of cash in M&A payments has clear weaknesses that must be offset (e.g., valuation difficulty). In this study, we argue that stock payments can save on the costs of using the M&A market, which serves to compensate the inherent weaknesses of stock deals. Our empirical findings confirm that stock should account for a greater percentage of the payment in M&As that feature higher transaction costs. The market-failure account for stock payments that we offer contributes to the M&A literatures in both finance and management.