Thi Minh Ngoc Nguyen, Sébastien Brion, Vincent Chauvet
Business research shows the growing interest in corporate social responsibility (CSR) and, more recently, in its counterpart, corporate social irresponsibility (CSI). Yet existing literature on how these two concepts relate to each other is fragmented and sometimes contradictory, leaving an unanswered fundamental question about their dynamic relationship. We narrow this gap by systematically synthesizing and narratively analyzing 34 relevant studies. We uncover three core mechanisms underlying the connection between CSR and CSI: insurance, penance, and trade‐off. Our integrative framework on these mechanisms can benefit future studies on this emerging research topic.
{"title":"Does corporate social responsibility relate to corporate social irresponsibility? Toward an integrative framework for future research","authors":"Thi Minh Ngoc Nguyen, Sébastien Brion, Vincent Chauvet","doi":"10.1111/emre.12649","DOIUrl":"https://doi.org/10.1111/emre.12649","url":null,"abstract":"Business research shows the growing interest in corporate social responsibility (CSR) and, more recently, in its counterpart, corporate social irresponsibility (CSI). Yet existing literature on how these two concepts relate to each other is fragmented and sometimes contradictory, leaving an unanswered fundamental question about their dynamic relationship. We narrow this gap by systematically synthesizing and narratively analyzing 34 relevant studies. We uncover three core mechanisms underlying the connection between CSR and CSI: insurance, penance, and trade‐off. Our integrative framework on these mechanisms can benefit future studies on this emerging research topic.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"89 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-04-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140828474","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Worries about leadership (WAL) play a key role in explaining why so many individuals are not interested in pursuing leadership positions. However, less is known about how WAL evolves throughout one's career. We address this issue by examining individuals' worries about failure (WF) and worries about work–life imbalance (WWLI)—two dimensions of WAL—at different career stages and the role of perceived lack of personal resources relevant for leadership in increasing WAL. Moreover, we explore the moderating effect of gender on the relationship among career stage, personal resources, and WAL. Using a heterogeneous sample of professionals from different hierarchical levels (n = 487), our results show a decline in WF as individuals advance in their careers, whereas WWLI remains consistently higher. Importantly, WWLI becomes remarkably high for women in mid‐to‐late career stages compared to men. Furthermore, having fewer personal resources is associated with greater WAL, particularly affecting women.
{"title":"Worries about leadership: Examining the role of career stage, gender, and personal resources","authors":"Gustavo M. Tavares, Tatiana Iwai","doi":"10.1111/emre.12648","DOIUrl":"https://doi.org/10.1111/emre.12648","url":null,"abstract":"Worries about leadership (WAL) play a key role in explaining why so many individuals are not interested in pursuing leadership positions. However, less is known about how WAL evolves throughout one's career. We address this issue by examining individuals' worries about failure (WF) and worries about work–life imbalance (WWLI)—two dimensions of WAL—at different career stages and the role of perceived lack of personal resources relevant for leadership in increasing WAL. Moreover, we explore the moderating effect of gender on the relationship among career stage, personal resources, and WAL. Using a heterogeneous sample of professionals from different hierarchical levels (<jats:italic>n</jats:italic> = 487), our results show a decline in WF as individuals advance in their careers, whereas WWLI remains consistently higher. Importantly, WWLI becomes remarkably high for women in mid‐to‐late career stages compared to men. Furthermore, having fewer personal resources is associated with greater WAL, particularly affecting women.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"23 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140630506","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Our paper investigates vertical agency conflicts that result from the separation of ownership and control in privately held firms. Vertical agency conflicts can lead to vertical agency costs resulting from bonding costs, monitoring costs, and residual losses. More specifically, we focus on the roles of firm size and corporate reporting requirements in the level of these costs. We demonstrate that vertical agency costs are higher in smaller, privately held firms because shareholders have less monitoring capacity and limited access to the labor market. Furthermore, vertical agency costs in smaller firms are amplified in countries characterized by relatively weaker reporting requirements because shareholders have less information available to assess managers' actions. We suggest for the first time that firm size and strength of auditing and reporting requirements are essential to understanding agency costs' magnitude in privately held firms. Our analysis also offers a more comprehensive understanding of the factors that explain agency costs in privately held firms. Thus, this study poses important implications for public policy, as disclosure requirements are a major issue for many countries.
{"title":"Higher agency costs in smaller firms? The role of size and reporting requirements in agency conflicts","authors":"Pauline Johannes, Vivien Lefebvre","doi":"10.1111/emre.12645","DOIUrl":"https://doi.org/10.1111/emre.12645","url":null,"abstract":"Our paper investigates vertical agency conflicts that result from the separation of ownership and control in privately held firms. Vertical agency conflicts can lead to vertical agency costs resulting from bonding costs, monitoring costs, and residual losses. More specifically, we focus on the roles of firm size and corporate reporting requirements in the level of these costs. We demonstrate that vertical agency costs are higher in smaller, privately held firms because shareholders have less monitoring capacity and limited access to the labor market. Furthermore, vertical agency costs in smaller firms are amplified in countries characterized by relatively weaker reporting requirements because shareholders have less information available to assess managers' actions. We suggest for the first time that firm size and strength of auditing and reporting requirements are essential to understanding agency costs' magnitude in privately held firms. Our analysis also offers a more comprehensive understanding of the factors that explain agency costs in privately held firms. Thus, this study poses important implications for public policy, as disclosure requirements are a major issue for many countries.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"29 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140608673","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Tabitha Aude Sidyida Ilboudo, Josep‐Maria Argilés‐Bosch, Josepa Alemany Costa
This study expands on the scope of firms' social responsibility and analyzes the relationship between Environmental Social Governance (ESG) and a commonly neglected aspect of Corporate Social Responsibility (CSR), which is tax payment – specifically, the payment of labor taxes. To test the research hypothesis, this study utilizes ESG data from Refinitiv Eikon and consolidated accounting data collected from Sistemas de Análisis de Balances Ibéricos (SABI) and applies panel data estimation. The regression results indicate that CSR has a negative and significant relationship with Labor Tax Avoidance (LTAV). This negative relationship remains robust and significant across different estimation methods and measures of CSR and LTAV. Our research suggests that managerial and practical concerns regarding social responsibility awareness are related to firms' decisions, impacting both society and employees, particularly concerning the avoidance of labor taxes.
本研究扩大了企业社会责任的范围，分析了环境社会治理（ESG）与企业社会责任（CSR）中一个普遍被忽视的方面--纳税（特别是缴纳劳动税）--之间的关系。为验证研究假设，本研究利用了来自 Refinitiv Eikon 的 ESG 数据和来自 Sistemas de Análisis de Balances Ibéricos (SABI) 的合并会计数据，并采用了面板数据估计方法。回归结果表明，企业社会责任与劳动力避税（LTAV）之间存在显著的负相关关系。这种负相关关系在不同的估算方法以及企业社会责任和 LTAV 的衡量标准下都保持稳健和显著。我们的研究表明，管理者和员工对社会责任意识的关注与企业的决策有关，对社会和员工都有影响，尤其是在规避劳动税方面。
{"title":"Corporate social responsibility and labor tax avoidance: Evidence from Spain","authors":"Tabitha Aude Sidyida Ilboudo, Josep‐Maria Argilés‐Bosch, Josepa Alemany Costa","doi":"10.1111/emre.12646","DOIUrl":"https://doi.org/10.1111/emre.12646","url":null,"abstract":"This study expands on the scope of firms' social responsibility and analyzes the relationship between Environmental Social Governance (ESG) and a commonly neglected aspect of Corporate Social Responsibility (CSR), which is tax payment – specifically, the payment of labor taxes. To test the research hypothesis, this study utilizes ESG data from Refinitiv Eikon and consolidated accounting data collected from Sistemas de Análisis de Balances Ibéricos (SABI) and applies panel data estimation. The regression results indicate that CSR has a negative and significant relationship with Labor Tax Avoidance (LTAV). This negative relationship remains robust and significant across different estimation methods and measures of CSR and LTAV. Our research suggests that managerial and practical concerns regarding social responsibility awareness are related to firms' decisions, impacting both society and employees, particularly concerning the avoidance of labor taxes.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"34 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140593890","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This research aims to investigate the intricate association between research and development (R&D) productivity, specifically assessed through Total Factor Productivity (TFP), and various dimensions of firm growth. Our analysis provides a comprehensive examination of different aspects of growth, including sales, productivity, and employment growth. In addition, we investigate the role of R&D investment in conjunction with R&D productivity to provide clear insights into this multifaceted relationship. Although conventional wisdom suggests a positive relationship between R&D and firm growth, our empirical exploration reveals a more intricate reality. Using 164 non‐financial firms listed on the FTSE 350, our findings indicate that while R&D indeed contributes significantly to firm growth, the nature of this influence is contingent upon the specific dimension of growth under consideration and the adopted empirical models. For example, our baseline model shows a positive relationship between R&D productivity and sales and productivity growth. However, this result does not hold for employment growth. This study makes a substantial contribution to the existing body of research on R&D by illuminating the indirect intricacies of this relationship, offering practical insights for both scholars and industry professionals navigating the complex landscape of R&D‐induced growth within the economic milieu.
{"title":"The paradox of research and development productivity and firm growth: Empirical evidence from publicly listed firms in the United Kingdom","authors":"Alaa Abed","doi":"10.1111/emre.12647","DOIUrl":"https://doi.org/10.1111/emre.12647","url":null,"abstract":"This research aims to investigate the intricate association between research and development (R&D) productivity, specifically assessed through Total Factor Productivity (TFP), and various dimensions of firm growth. Our analysis provides a comprehensive examination of different aspects of growth, including sales, productivity, and employment growth. In addition, we investigate the role of R&D investment in conjunction with R&D productivity to provide clear insights into this multifaceted relationship. Although conventional wisdom suggests a positive relationship between R&D and firm growth, our empirical exploration reveals a more intricate reality. Using 164 non‐financial firms listed on the FTSE 350, our findings indicate that while R&D indeed contributes significantly to firm growth, the nature of this influence is contingent upon the specific dimension of growth under consideration and the adopted empirical models. For example, our baseline model shows a positive relationship between R&D productivity and sales and productivity growth. However, this result does not hold for employment growth. This study makes a substantial contribution to the existing body of research on R&D by illuminating the indirect intricacies of this relationship, offering practical insights for both scholars and industry professionals navigating the complex landscape of R&D‐induced growth within the economic milieu.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"64 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-04-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594204","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
David Gligor, Ismail Gölgeci, Vipul Garg, Yavuz Idug, Uchenna Ekezie, Javad Feiz Abadi, Ferhat Caliskan
Despite the prevalence of punishment as a method of enforcing organizational policies, management literature provides little guidance on the impact of punishment on individuals' work performance. A sample of 412 professional soccer players in England's Premier League was utilized to collect unobtrusive, longitudinal data to better understand how individuals react to punishments in their workplace. Our findings indicate that individuals deploy significantly more effort (run more kilometers) following a punishment. However, the findings also indicate that individuals do not perform better following the administration of punishment. In fact, their performance is significantly lower than before the punishment. Although individuals work harder, they actually perform weaker. Further, we found that, when punished more than their team members, individuals deploy significantly more effort than individuals who get punished less than their team members but perform significantly weaker than those individuals.
{"title":"Exploring the impact of punishments on employee effort and performance in the workplace: Insights from England's premier league","authors":"David Gligor, Ismail Gölgeci, Vipul Garg, Yavuz Idug, Uchenna Ekezie, Javad Feiz Abadi, Ferhat Caliskan","doi":"10.1111/emre.12643","DOIUrl":"https://doi.org/10.1111/emre.12643","url":null,"abstract":"Despite the prevalence of punishment as a method of enforcing organizational policies, management literature provides little guidance on the impact of punishment on individuals' work performance. A sample of 412 professional soccer players in England's Premier League was utilized to collect unobtrusive, longitudinal data to better understand how individuals react to punishments in their workplace. Our findings indicate that individuals deploy significantly more effort (run more kilometers) following a punishment. However, the findings also indicate that individuals do not perform better following the administration of punishment. In fact, their performance is significantly lower than before the punishment. Although individuals work harder, they actually perform weaker. Further, we found that, when punished more than their team members, individuals deploy significantly more effort than individuals who get punished less than their team members but perform significantly weaker than those individuals.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"1 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140322457","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This article explores the pivotal role of causal identification in the domain of management research and its alignment with theory creation. It seeks to stimulate thought about how researchers can approach theories and their causal identification with a review of the canonical methods. The article first addresses the intricacies of identification and the principal methodologies that researchers have recently employed in their investigations. Subsequently, it delves into the inherent costs associated with identification, specifically the need for additional assumptions, and the potential constraints on generalizability. It also promotes a more thoroughly examination of the nature of endogeneity. Finally, it explores how the link between causal identification and theory legitimacy could generate superstitious trajectories.
{"title":"Endogeneity and causal attributions in management research: Some reflections and proposals","authors":"Marco S. Giarratana","doi":"10.1111/emre.12642","DOIUrl":"10.1111/emre.12642","url":null,"abstract":"<p>This article explores the pivotal role of causal identification in the domain of management research and its alignment with theory creation. It seeks to stimulate thought about how researchers can approach theories and their causal identification with a review of the canonical methods. The article first addresses the intricacies of identification and the principal methodologies that researchers have recently employed in their investigations. Subsequently, it delves into the inherent costs associated with identification, specifically the need for additional assumptions, and the potential constraints on generalizability. It also promotes a more thoroughly examination of the nature of endogeneity. Finally, it explores how the link between causal identification and theory legitimacy could generate superstitious trajectories.</p>","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"21 1","pages":"3-8"},"PeriodicalIF":3.7,"publicationDate":"2024-03-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140129428","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Marian Garcia Martinez, Ferdaous Zouaghi, Mercedes Sánchez García
The purpose of the paper is to explore the multi‐dimensional and intersecting nature of proximity to drive innovation performance. Applying a multi‐dimensional proximity framework, the study provides a deeper understanding of the importance of substitution and overlap mechanisms in the relation between geographical and cognitive proximity dimensions in innovation performance. The paper further analyses the moderation effect of organisational innovation in this relationship. Multivariate analysis proves the interaction effects between geographical and cognitive proximity, where cognitive proximity both substitutes and complements geographical proximity. However, external knowledge search for innovation along proximity dimensions differs depending on the type of innovation. Our findings corroborate the proximity paradox caused by lock‐in effects with the optimal level of proximity influenced by the interdependencies between proximity dimensions. This inverse U‐shaped relationship is flatter for firms that have adopted organisational innovation. External knowledge linkages should be tailored to the favourable characteristic of proximity to enhance firm innovation performance.
本文旨在探讨近距离在推动创新绩效方面的多维性和交叉性。本研究运用多维邻近性框架，深入理解了替代和重叠机制在地理和认知邻近性维度与创新绩效之间关系中的重要性。本文进一步分析了组织创新在这一关系中的调节作用。多变量分析证明了地理接近性与认知接近性之间的交互效应，其中认知接近性既替代又补充了地理接近性。然而，根据创新类型的不同，外部对创新的知识搜索也不同。我们的研究结果证实了锁定效应导致的邻近悖论，即最佳邻近程度受到邻近维度之间相互依存关系的影响。对于采用组织创新的企业来说，这种反 U 型关系更为平缓。外部知识联系应与接近性的有利特征相适应，以提高企业的创新绩效。
{"title":"Geographical and cognitive proximity effects on innovation performance: Which types of proximity for which types of innovation?","authors":"Marian Garcia Martinez, Ferdaous Zouaghi, Mercedes Sánchez García","doi":"10.1111/emre.12641","DOIUrl":"https://doi.org/10.1111/emre.12641","url":null,"abstract":"The purpose of the paper is to explore the multi‐dimensional and intersecting nature of proximity to drive innovation performance. Applying a multi‐dimensional proximity framework, the study provides a deeper understanding of the importance of substitution and overlap mechanisms in the relation between geographical and cognitive proximity dimensions in innovation performance. The paper further analyses the moderation effect of organisational innovation in this relationship. Multivariate analysis proves the interaction effects between geographical and cognitive proximity, where cognitive proximity both substitutes and complements geographical proximity. However, external knowledge search for innovation along proximity dimensions differs depending on the type of innovation. Our findings corroborate the proximity paradox caused by lock‐in effects with the optimal level of proximity influenced by the interdependencies between proximity dimensions. This inverse U‐shaped relationship is flatter for firms that have adopted organisational innovation. External knowledge linkages should be tailored to the favourable characteristic of proximity to enhance firm innovation performance.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"28 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-02-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140025428","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Alain Neher, Jane Maley, Lucia Wuersch, Branka Krivokapic‐Skoko
This conceptual work critically examines how employees in multinational corporations (MNCs) receive performance management (PM) systems. Employee acceptance of the PM system across MNCs' subsidiaries is critical for PM effectiveness. Furthermore, the context plays a significant role in determining employee acceptance of the PM, and this varies widely across borders. The paper uses the lens of reciprocity theory to propose a conceptual PM framework to advance employee acceptability of PM. Four key steps in the framework assess the acceptability of PM at different stages, ensuring the PM system evolves and improves with each stage. These steps include analysing the context of the subsidiary, developing and applying management actions that reflect the goals of the MNC, its subsidiaries and individual employees and embedding the customised PM process across the MNC to foster trust and the perception of fairness. The framework's value for practitioners is to increase employees' probability of accepting the PM. We conclude that multinationals must pay more attention to the PM context across their borders, particularly the cultural context.
{"title":"Improving employee acceptability of performance management across borders: A reciprocity perspective","authors":"Alain Neher, Jane Maley, Lucia Wuersch, Branka Krivokapic‐Skoko","doi":"10.1111/emre.12639","DOIUrl":"https://doi.org/10.1111/emre.12639","url":null,"abstract":"This conceptual work critically examines how employees in multinational corporations (MNCs) receive performance management (PM) systems. Employee acceptance of the PM system across MNCs' subsidiaries is critical for PM effectiveness. Furthermore, the context plays a significant role in determining employee acceptance of the PM, and this varies widely across borders. The paper uses the lens of reciprocity theory to propose a conceptual PM framework to advance employee acceptability of PM. Four key steps in the framework assess the acceptability of PM at different stages, ensuring the PM system evolves and improves with each stage. These steps include analysing the context of the subsidiary, developing and applying management actions that reflect the goals of the MNC, its subsidiaries and individual employees and embedding the customised PM process across the MNC to foster trust and the perception of fairness. The framework's value for practitioners is to increase employees' probability of accepting the PM. We conclude that multinationals must pay more attention to the PM context across their borders, particularly the cultural context.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"171 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140025174","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Maximilian H. Theissen, Hubertus H. Theissen, Ali A. Gümüsay
Self‐transcendence as a concept is increasingly found in leadership literature—yet in diverse ways. It is this diversity that serves as the motivation for the current article in which we develop a comprehensive and coherent conceptualization of self‐transcendence for leadership research. We demonstrate that self‐transcendence is the cognitive orientation of accepting something other than one's self to be of highest worth. We show that this something, which is greater than the self, may take four different forms: other people, social collectives, moral principles and ideals, or metaphysical beings. We contribute to leadership research by linking each greater something to one theory: servant, transformational, moral, and spiritual leadership. Our conceptualization of self‐transcendence allows us to integrate different leadership theories into a meta‐perspective of self‐transcendent leadership. We conclude with implications for leadership research as well as practice.
{"title":"Self‐transcendent leadership: A meta‐perspective","authors":"Maximilian H. Theissen, Hubertus H. Theissen, Ali A. Gümüsay","doi":"10.1111/emre.12640","DOIUrl":"https://doi.org/10.1111/emre.12640","url":null,"abstract":"Self‐transcendence as a concept is increasingly found in leadership literature—yet in diverse ways. It is this diversity that serves as the motivation for the current article in which we develop a comprehensive and coherent conceptualization of self‐transcendence for leadership research. We demonstrate that self‐transcendence is the cognitive orientation of accepting something other than one's self to be of highest worth. We show that this something, which is greater than the self, may take four different forms: other people, social collectives, moral principles and ideals, or metaphysical beings. We contribute to leadership research by linking each greater something to one theory: servant, transformational, moral, and spiritual leadership. Our conceptualization of self‐transcendence allows us to integrate different leadership theories into a meta‐perspective of self‐transcendent leadership. We conclude with implications for leadership research as well as practice.","PeriodicalId":47372,"journal":{"name":"European Management Review","volume":"1 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2024-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139952360","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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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