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

The present article examines employee resilience during the COVID-19 pandemic, which created a major career disruption and a psychological strain for many individuals worldwide. Resilience is an essential psychological resource for coping with setbacks and maintaining mental health. Using a time-lagged survey design, we test a theoretical model that links career empowerment, a motivational cognitive construct, with resilience, mediated by career adaptability. Our findings support these hypotheses. In addition, we investigate the moderating role of neuroticism and authentic leadership in the relationship between the career empowerment and career adaptability. Findings show that while authentic leadership moderates this relationship, the hypothesis regarding neuroticism was not supported. Our research provides insights regarding resilience during crisis, which has both theoretical and practical implications.

This study investigated how innovation activities impact brand performance outcomes from the perspective of customer cognitive and affective mindsets. The collective findings from both Partial Least Squares Structural Equation Modeling (PLS-SEM) and fuzzy set qualitative comparative analysis (fsQCA), based on 372 customer responses, demonstrated that a combination of product, process, store, and marketing innovation activities produces optimal results in terms of customer-based brand equity, subsequently influencing purchase and recommendation. Post-hoc analysis revealed that perceived innovation activities exert a weaker influence on brand equity in high-tech product categories (e.g., smartphones) compared to lower-tech product categories (e.g., skin care products and apparel). This study confirmed that customers' perceptions of brand innovation activities result from both technological innovation (e.g., cutting-edge offerings) and symbolic innovations (e.g., new marketing communications).

This study examines usage of high-performance work practices (HPWPs) over time using a unique longitudinal survey of Canadian organizations. Human resource management (HRM) studies tell us HPWPs require long-term commitment but rarely measure it. Using event history analysis this study finds high rates of HPWP abandonment. The study also examines organizational supports for high-performance work system (HPWS). A Cox regression analysis finds rates of abandonment are reduced when HPWPs are accompanied by aligned business strategies and HR professional support. The results inform process research on HRM strategies and raise troubling questions for findings in studies that fail to measure duration. For managers, the findings highlight the importance of ensuring strategic alignment with and organizational support for HPWPs if they are to endure.

Board connectedness, a result of directors serving the boards of more than one firm, impacts companies positively (access to resources provided by connected directors) and negatively (directors being “spread too thin”). Given that debt quality has a high influence on the cost of debt, this paper examines how the cost of debt (bond yield spread) is influenced by a firm's board connectedness while considering the effect that debt quality (bond ratings) may have on such a relationship. Results show that the relationship between connectedness and the cost of debt is highly dependent on debt quality, where connectedness is associated with a lower cost of debt if debt quality is high; however, connectedness is also associated with a higher cost of debt if debt quality is low. We also note that as the debt quality for connected firms decreases as their cost of debt increases. We are contributing to administrative sciences by studying one of its key elements: governance, more specifically the connectivity of boards of directors. This contributes to the current debate on the effect of board connectivity: prior research has not provided conclusive results, and we show that the effect is different based on the characteristics of the firm's debt.

This study aims to establish how employees' experiences of workplace embitterment may direct them away from voluntary efforts to help coworkers, mediated by emotional exhaustion and moderated by religiosity. Three rounds of survey data, collected from employees and their supervisors in various Pakistani organizations, reveal that a sense of being emotionally overburdened by work links rancorous feelings due to negative work events with tarnished helping behavior, mitigated by employees' ability to draw on their religious faith. As an original contribution, this research addresses the effect of an actually felt negative emotion (workplace embitterment), instead of a source of emotional hardship, on employees' propensity to halt extra-role work efforts; it also describes how the personal resource of religiosity influences this process.

Academic literature analyzing the conditions of entrepreneurial failure has emerged in the last decade. Failure can be interpreted in several ways: failure as the disappearance of the firm, failure based on flawed strategies, organizational failure, and failure defined by the entrepreneur's perception. We mobilize a bibliometric technique and identify different scientific conversations initiated between 2016 and 2021. We conducted a bibliometric study using the bibliographic linkage method on 198 articles. This article is divided into three sections. First, we review the methodological choices made, then we describe the results before discussing their generic implications for understanding the phenomenon of failure.

Entrepreneurial failure in the business creation context has received increasing attention over the past 2 decades. However, family business succession failure remains largely unexplored. Accordingly, the aim of this research is to understand the meaning of failure during family succession by proposing a typology of failure adapted to this context. A longitudinal qualitative study was conducted over six years with seven Tunisian family businesses, involving 54 interviews, mainly with their incumbent and successor. The main results highlight diverse perceptions of failure among successors, incumbents and other stakeholders. The findings also demonstrate that the family dimension must be considered to better understand business succession failure.

In this study, we review articles published in academic journals. in the last 5 years at the intersection of big data and the smart city context. Based on a dataset of 192 articles, we use content analysis to identify recent trends and future research directions. The most influential research areas identified include using big data analytics, electric vehicle integration, and citizen-centric big data, while the most recent research area that emerged is green space. Our results highlight how big data can influence eight different dimensions of smart cities, with smart mobility attracting the most attention from researchers in the application of big data in smart cities. In contrast, smart people and smart economy are the least explored dimensions from this perspective.

Despite the importance of institutions in the cluster literature, scholarship has struggled with its conceptualization of institutions, resulting in an incomplete portrait of diverse phenomena. In response, we crystallize a hybrid stream of institutionalism that has emerged in the economic geography literature and propose the construct of institutional interactions to provide structural and relational insight into cluster-wide resistance to innovation. By pairing network analysis with a genealogical study of the Montreal translation cluster, we isolate the impact of institutional interactions and find preliminary support for the redundancies created by institutional brokers and institutional network characteristics. We demonstrate how to use the construct of institutional interactions to diagnose constraints to innovation in an institutional environment.

Workplace ostracism is prevalent and has profound consequences for both organizations and individuals. Based on the conservation of resources and job demands–resources theories, we propose a moderated mediation model to examine when and how workplace ostracism induces employee turnover intentions in China. We collected 214 valid questionnaires from a two-wave survey conducted in 28 Chinese hotels. The results indicate that workplace ostracism is positively associated with employees' turnover intentions. Moreover, this relationship is mediated by job insecurity and is stronger when coaching leadership is low. These findings shed light on the role of job insecurity and coaching leadership in the relationship and the importance of mitigating the destructive effects of workplace ostracism. The theoretical and practical implications are discussed.