European Management Review最新文献

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Acceptable finger pointing: How evaluators judge the ethicality of blame shifting 可接受的指责：评估人员如何判断推卸责任的道德性

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-09-09 DOI: 10.1111/emre.12678

Paolo Antonetti, Ilaria Baghi

Research shows how blame shifting deemed unethical by evaluators leads to a damaging reputational backlash. Yet, scholars have not determined how evaluators judge if blame‐shifting messages are ethical. To fill this gap, we develop a conceptual model of evaluators' judgments of blame‐shifting ethicality, integrating insights from ethical decision‐making and the ethics of blame. The ethical evaluation of blame shifting is based on perceptions of target blameworthiness, the motives of the blamer, and message fairness. These three perceptions explain the evaluators' judgment of whether blame shifting is ethical. Furthermore, the model explains why at times evaluators fail to develop a detailed ethical evaluation of the message. Organizational blame shifting in these circumstances can be effective and yet unethical because evaluators do not cognitively process the relevant ethical factors. This article contributes to research on blame shifting by explaining how evaluators judge ethicality and examining the conditions for ethical blame shifting.

研究表明，评估人员认为不道德的推卸责任行为会导致声誉受损。然而，学者们尚未确定评估人员如何判断推卸责任的信息是否合乎道德。为了填补这一空白，我们结合伦理决策和推卸责任伦理的观点，建立了一个评估者判断推卸责任是否合乎伦理的概念模型。对推卸责任的道德评价是基于对目标责任感、推卸责任者的动机和信息公平性的认知。这三种认知解释了评价者对推卸责任是否合乎道德的判断。此外，该模型还解释了为什么评价者有时无法对信息进行详细的道德评价。在这种情况下，组织推卸责任可能是有效的，但也可能是不道德的，因为评价者没有对相关的道德因素进行认知处理。本文通过解释评价者如何判断道德性以及研究道德性推卸责任的条件，为有关推卸责任的研究做出了贡献。

引用次数: 0

The effect of restructuring internationalized companies on performance: Evidence from European firms 国际化公司重组对业绩的影响：欧洲企业的证据

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-24 DOI: 10.1111/emre.12672

Francisco Javier Forcadell, Desiderio Romero‐Jordán, Angelica Sanchez‐Riofrio, Luis Ángel Guerras‐Martín

This paper analyzes the effect of restructuring internationalized companies on financial performance. We hypothesize that companies implementing restructuring strategies in internationalized companies obtain better financial performance than non‐internationalized companies that restructure. Both strategies exploit resource complementarities that promote improved resource access, generation, and use. We empirically analyze a sample of 932 companies from 15 European Union countries from 1998 to 2011, including periods of economic growth and financial crisis. Our study extends the internationalization literature by demonstrating that internationalization improves financial performance (return on assets) for companies facing narrowing or refocusing their scope.

本文分析了国际化公司重组对财务业绩的影响。我们假设，实施重组战略的国际化公司比实施重组的非国际化公司获得更好的财务绩效。这两种战略都利用了资源互补性，促进了资源的获取、生成和使用。我们对 1998 年至 2011 年期间 15 个欧盟国家的 932 家公司进行了实证分析，其中包括经济增长期和金融危机期。我们的研究对国际化文献进行了扩展，证明了国际化可以改善面临缩小或调整业务范围的公司的财务业绩（资产回报率）。

引用次数: 0

Human resource management in the emerging work ecosystem: Propositions for scholarship and implications for practice 新兴工作生态系统中的人力资源管理：学术主张和对实践的影响

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-24 DOI: 10.1111/emre.12681

Mahesh Subramony, Sven Kepes, Markus Groth, Dana Yagil, David Solnet

The confluence of changing employment norms and technological innovations is bringing forth a work ecosystem characterized by increases in episodic work, virtuality, individualization of labour, and transformation of jobs. Our paper builds upon existing scholarship, and data on labour trends to propose a framework that views the interactions between key entities (workers, customers, organizations, and platforms) and institutions as continuously shaping the nature of work. Viewing micro‐ecosystems, such as gig work performed using technology platforms and traditional employment ecosystems, as subsets of this emergent work ecosystem, we generate specific propositions to guide human resource management (HRM) research and explore the implications of the emerging work ecosystem for HRM practice.

不断变化的就业规范与技术创新交织在一起，正在形成一个以偶发工作增加、虚拟性、劳动个性化和工作转型为特征的工作生态系统。我们的论文以现有的学术研究和劳动力趋势数据为基础，提出了一个框架，将关键实体（工人、客户、组织和平台）与机构之间的互动视为不断塑造工作性质的过程。我们将微观生态系统（如利用技术平台从事的 "零工 "工作和传统就业生态系统）视为这一新兴工作生态系统的子集，提出了指导人力资源管理（HRM）研究的具体命题，并探讨了新兴工作生态系统对人力资源管理实践的影响。

引用次数: 0

An artful workplace of the future: The role of art‐based interventions in fostering levers for creativity amongst a diverse workforce 未来的艺术化工作场所：以艺术为基础的干预措施在培养多元化员工创造力方面的作用

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-22 DOI: 10.1111/emre.12680

Anne‐Sophie Bacouël, Amanda Shantz, Sabine Jentjens, Clara Goudal

The relationship between diversity and creativity is equivocal, and so attention has turned to traditional factors that might foster this relationship. Yet the creativity needed for today's challenges requires a radically different set of skills and mindsets than what has driven business in the past. The workforce of the future requires interventions that ignite diverse employees' emotion, intuition and imagination. Art‐based interventions may be one such method, and furthermore, they may be particularly suitable to maximise the conditions needed to foster diversity for creativity, or what we call and examine, ‘levers for creativity’. We look deeply into an organisation that promotes the arts to ask: How do art‐based interventions support workplace diversity to increase levers for employee creativity? Analysis of interview data (n = 21) from one case study finds that art‐based interventions: (1) level the playing field; (2) encourage courage; (3) broaden perspective taking; (4) offer moments to breathe; and (5) cultivate a sense of we‐ness.

多样性与创造力之间的关系并不明确，因此人们将注意力转向了可能促进这种关系的传统因素。然而，应对当今挑战所需的创造力需要一套与过去推动企业发展完全不同的技能和思维方式。未来的劳动力需要能够点燃不同员工的情感、直觉和想象力的干预措施。以艺术为基础的干预措施可能就是这样一种方法，此外，它们可能特别适合最大限度地创造促进创造力多样性所需的条件，也就是我们所说和研究的 "创造力杠杆"。我们深入研究了一家推广艺术的机构，并提出以下问题：基于艺术的干预措施如何支持工作场所的多样性，从而增加员工创造力的杠杆？对一个案例研究的访谈数据（n = 21）进行分析后发现，基于艺术的干预措施：（1）公平竞争；（2）鼓励勇气；（3）拓宽视野；（4）提供喘息的机会；以及（5）培养 "我们 "的意识。

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引用次数: 0

Does CEO guilt influence the adoption of employee welfare practices? 首席执行官的内疚感会影响员工福利措施的采用吗？

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-21 DOI: 10.1111/emre.12675

Saira Ashfaq, Hammad Riaz, Ghulam Mujtaba, Abubakr Saeed, Muhammad Saad Baloch

This study examines the role of CEOs' guilt in adopting employee welfare practices (EWP). Using the context of privatization that is associated with large‐scale layoffs, we argue that witnessing the distress of laid‐off workers and their families causes CEOs to experience guilt for not doing enough to alleviate their suffering. The guilt, in turn, drives CEOs to engage in remedial actions of restitution that reflect positively on employee‐related practices. We find support for our idea in a sample of newly privatized firms from 31 countries. Our results show that CEOs' guilt positively influences the adoption of EWP among newly privatized firms. This effect is stronger in countries with collectivistic orientation and higher unemployment rates. Our findings suggest CEOs' values and emotions play an important role in business decisions concerning their employees. This perspective challenges the conventional view of business decisions as purely rational and profit‐driven, highlighting the importance of ethical and emotional considerations in decision‐making.

本研究探讨了首席执行官的内疚感在采取员工福利措施（EWP）中的作用。在私有化与大规模裁员相关联的背景下，我们认为，目睹下岗工人及其家庭的痛苦，会使首席执行官因未能采取足够措施减轻他们的痛苦而产生负罪感。这种负罪感反过来又驱使首席执行官采取补偿行动，积极反映与员工相关的做法。我们在 31 个国家的新私有化公司样本中找到了对我们观点的支持。我们的研究结果表明，首席执行官的内疚感会对新私有化企业采用 EWP 产生积极影响。在集体主义取向和失业率较高的国家，这种影响更大。我们的研究结果表明，首席执行官的价值观和情感在有关员工的商业决策中发挥着重要作用。这一观点挑战了企业决策纯粹由理性和利润驱动的传统观点，强调了道德和情感因素在决策中的重要性。

引用次数: 0

The talent burden—Identity threats and threat responses in the context of an early‐career talent program 人才负担--早期职业人才计划中的身份威胁和威胁应对措施

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-16 DOI: 10.1111/emre.12674

Pernilla Bolander, Jennie Sumelius, Andreas Werr

Although previous research has mainly assumed that talent designation “buoys” individuals' identities, current research is increasingly pointing at the mixed blessing of being identified as a talent. Adopting an identity work perspective, we examine what identity threats talents perceive in the context of an early‐career talent program and how they respond to these perceived threats. Our study builds on qualitative interviews conducted in a large Swedish MNC during three different phases of a talent program. Our findings advance the literature by developing a deeper understanding of the “identity struggles” early‐career talents face during their talent journeys. We conceptualize these struggles as identity threats and identify and analyse specific threats as well as how talents respond to these threats. Our findings show a strong willingness to protect the talent identity, but responses vary over time and between individuals. The study sheds light on how different sources of identity threat and different critical experiences, especially regarding career progress and perceived social support, lead to different responses and outcomes of talent designation.

尽管以往的研究主要假定人才认定会 "提升 "个人的身份认同，但目前的研究越来越多地指出，被认定为人才会带来喜忧参半的结果。我们从身份工作的角度出发，研究了在早期职业人才计划的背景下，人才会感知到哪些身份威胁，以及他们如何应对这些感知到的威胁。我们的研究以瑞典一家大型跨国公司在人才计划的三个不同阶段进行的定性访谈为基础。我们的研究结果加深了对早期职业人才在其人才历程中所面临的 "身份挣扎 "的理解，从而推动了相关文献的发展。我们将这些挣扎概念化为身份威胁，并识别和分析了具体的威胁以及人才如何应对这些威胁。我们的研究结果表明，人才有强烈的意愿保护自己的身份，但不同时期和不同个体的反应各不相同。这项研究揭示了不同的身份威胁来源和不同的关键经历（尤其是在职业发展和感知到的社会支持方面）如何导致不同的人才指定反应和结果。

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引用次数: 0

The “dark side” of smart contracts: A contract theory perspective 智能合约的 "阴暗面"：契约理论视角

IF 3.4 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-16 DOI: 10.1111/emre.12676

Massimiliano Vatiero

Smart contracts govern transactions using the blockchain as the enforcing medium. They may be a cheaper form of governance of transactions compared to traditional contracts, the hierarchy of firms, and relational contracts. However, I argue that smart contracts do not eliminate transaction costs; rather, they can increase them, particularly when considering the issue of ex-post efficiency-enhancing adaptation. Thus, while smart contracts offer a new theoretical and practical way to govern transactions, they are not without challenges and limitations.

智能合约利用区块链作为执行媒介来管理交易。与传统合约、公司等级制度和关系合约相比，智能合约可能是一种成本更低的交易治理形式。然而，我认为智能合约并不能消除交易成本，相反，它们可能会增加交易成本，尤其是在考虑事后提高效率的适应性问题时。因此，尽管智能合约为管理交易提供了一种新的理论和实践方式，但它们并非没有挑战和局限性。

引用次数: 0

Blockchain, tokens, smart contracts, and “decentralized autonomous organization”: Expanding and renewing the mechanisms of governance? 区块链、代币、智能合约和 "去中心化自治组织"：扩展和更新治理机制？

IF 3.4 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-13 DOI: 10.1111/emre.12677

Cyril Chambefort, Magali Chaudey

Blockchain, tokens, smart contracts, and decentralized autonomous organization (DAO) are increasingly shaping discussions in media and research. The aim of this contribution is to explore how governance theory can clarify these concepts and how the application of theory to this new problem can also enrich governance theory itself.

We focus on the technical environment (blockchain and tokens) that is at the heart of this new form of organization. By exploiting the intrinsic attributes of blockchain (decentralization, immutability, and transparency), smart contracts and DAOs are coordination mechanisms that expand the possibilities of interagent interactions and horizontal coordination, eliminating information asymmetries and the need for trusted third parties. In addition, by taking advantage of the transparency and immutability inherent in blockchain, smart contracts and DAOs make it possible to find and record agreements securely, automating contractual clauses.

We argue that these technologies have a significant potential to renew the contractual approach to governance and to overcome some of the limitations of traditional theory.

区块链、代币、智能合约和去中心化自治组织（DAO）越来越多地影响着媒体和研究领域的讨论。本文旨在探讨治理理论如何能够澄清这些概念，以及将理论应用于这一新问题如何能够丰富治理理论本身。我们重点关注作为这种新组织形式核心的技术环境（区块链和代币）。通过利用区块链的内在属性（去中心化、不可更改性和透明度），智能合约和 DAO 是一种协调机制，它扩大了代理间互动和横向协调的可能性，消除了信息不对称和对可信第三方的需求。此外，通过利用区块链固有的透明度和不变性，智能合约和 DAO 可以安全地查找和记录协议，实现合约条款的自动化。我们认为，这些技术在更新治理的合约方法和克服传统理论的一些局限性方面具有巨大潜力。

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引用次数: 0

Self‐verification and social dominance in coworker dyads 同事关系中的自我验证和社会主导地位

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-13 DOI: 10.1111/emre.12671

Pegah Sajadi, Christian Vandenberghe, Ariane Ollier‐Malaterre

This article conceptualizes the bright and dark sides of self‐verification processes among dyads of coworkers from different social groups. We argue that these processes depend on coworkers' social dominance orientation (SDO), which determines whether they hold dominant, subordinate, or egalitarian social identities. The proposed typology identifies four types of dyads. In stormy dyads, the member of the dominant social group has a high SDO, the member of the subordinate social group has a low SDO, and self‐verification is associated with reciprocal covert (and occasionally overt) coworker antagonism. In conforming dyads, both members have high SDO, and self‐verification leads to covert antagonistic behaviors from the dominant member. In egalitarian dyads, both members have low SDO, and self‐verification leads to long‐term affective and instrumental coworker support. Finally, in compassionate dyads, the member of the dominant social group has a low SDO, the member of the subordinate social group has a high SDO, and coworker support is instrumental. We examine the implications of this typology for our understanding of self‐verification processes in the context of diversity among coworker relationships.

本文对来自不同社会群体的同事之间的自我验证过程的光明面和阴暗面进行了概念化。我们认为，这些过程取决于同事的社会优势取向（SDO），SDO 决定了他们是持有支配性、从属性还是平等性的社会身份。所提出的类型学确定了四种类型的二人组。在暴风雨型二人组中，支配型社会群体的成员具有较高的社会支配取向，从属型社会群体的成员具有较低的社会支配取向，自我验证与同事之间相互的隐蔽（偶尔是公开）对抗有关。在顺从型二元组合中，两个成员都具有较高的 SDO，自我验证会导致支配型成员的隐蔽对抗行为。在平等主义领导班子中，双方的 SDO 都较低，自我验证会导致同事之间长期的情感和工具性支持。最后，在同情型二元组合中，处于支配地位的社会群体成员的 SDO 值较低，处于从属地位的社会群体成员的 SDO 值较高，同事间的支持是工具性的。我们将研究这一类型对我们理解同事关系多样性背景下自我验证过程的影响。

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引用次数: 0

Socioeconomic development and the evolution of workplace values in contemporary Poland 当代波兰的社会经济发展与工作场所价值观的演变

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2024-08-10 DOI: 10.1111/emre.12670

Habte G. Woldu, Agnieszka Skuza, Pawan Budhwar

This study, using a standardized cultural perspective survey, examines the link between economic transformation and workplace value changes in contemporary Poland. The study surveyed a sample of 870 employees from diverse organizations in major Polish cities. The data were collected during three significant transformational phases: 1995–1999, 2005–2009, and 2015–2019. The findings reveal that post‐transition Polish employees, compared with their early‐transition and late‐transition counterparts, demonstrate higher traits of egalitarianism, less bias towards fellow human beings, and higher self‐reliant behavior in the workplace. This finding is much more robust when controlling for age, in which younger employees, compared with older ones, demonstrate significantly higher traits in the above‐mentioned patterns. The study contributes to management science by enhancing our understanding of the relationship between socioeconomic transformation and value evolution.

本研究采用标准化的文化视角调查，探讨了当代波兰经济转型与工作场所价值观变化之间的联系。研究对波兰主要城市不同组织的 870 名员工进行了抽样调查。数据是在三个重要的转型阶段收集的：1995-1999 年、2005-2009 年和 2015-2019 年。研究结果显示，与转型早期和转型晚期的波兰员工相比，转型后的波兰员工在工作场所表现出更高的平等主义特质、更少的对同伴的偏见以及更高的自立行为。在控制年龄的情况下，这一发现更为可靠，年轻员工与年长员工相比，在上述模式中表现出更高的特质。这项研究加深了我们对社会经济转型与价值观演变之间关系的理解，从而为管理科学做出了贡献。

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全部化学•材料生命科学医学物理工程技术环境•农林材料科学地球科学法学管理学化学环境科学与生态学计算机科学教育学经济学农林科学人文科学生物学数学物理与天体物理心理学综合性期刊其他工业工程理学历史学农学文学信息工程

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