European Management Review最新文献

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IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-12-04 DOI: 10.1111/emre.12629

Anna Grandori

The European Management Review is pleased to host this Dialogue on an important theme, gaining increasing attention in the academic debate on both sides of the Atlantic, as well as in the policy initiatives of European institutions. The theme is the role of “purposes” in driving the conduct of enterprises. This Dialogue develops and articulates the argument that a debate on purposes not considering the role of law is destined to remain weak in consequences and imprecise in conceptualization.

The Dialogue comprises three pieces centered, in different ways, on that role. The pieces are developments of some of the presentations offered by the authors at a EURAM 2023 Symposium, of which EMR invited submission, for potential transformation in short articles to compose a Dialogue.

The contribution by Colin Mayer offers a set of broad interdisciplinary reflections on corporate purposes, in the context of contemporary challenges, in relation to economic theory and practice, to the evolving corporate law, and to performance and policy implications.

Livia Ventura mobilizes her juridical background for offering a much needed map for orienting in the complicated territory of emerging legal provisions; especially with reference to Europe, but including many comparative law observations with respect to the United Kingdom and the United States.

The analysis by Blanche Segrestin and Kevin Levillain reflects and draw general lessons and implications from an important European experience: the French reform instituting the form of société à mission, that the author themselves contributed in promoting. Those implications include how those developments in the law can suggest broadening and renewing the conceptualization of the role of management.

Thanking the authors for having considered EMR as a possible outlet, we hope the Dialogue can contribute useful inputs for strengthening the discussion on purposes in management, as well as for illuminating public policy regulation, in Europe and elsewhere.

Anna Grandori

Editor-in-Chief, European Management Review

《欧洲管理评论》很高兴主办这一重要主题的对话，该对话在大西洋两岸的学术辩论以及欧洲机构的政策倡议中受到越来越多的关注。主题是“目的”在推动企业行为方面的作用。本《对话》发展并阐明了这样一种观点，即不考虑法律作用的关于目的的辩论注定在后果上是软弱的，在概念化上是不精确的。《对话》由三个部分组成，以不同的方式围绕这一角色展开。这些作品是作者在EURAM 2023研讨会上提供的一些演讲的发展，其中EMR邀请提交，用于潜在的简短文章转换，以组成对话。科林·梅尔的贡献提供了一系列广泛的跨学科思考，在当代挑战的背景下，与经济理论和实践、不断发展的公司法以及绩效和政策影响有关。Livia Ventura利用她的法律背景为在新兴法律条款的复杂领域中定位提供了急需的地图;特别是关于欧洲，但也包括许多关于英国和美国的比较法观察。Blanche Segrestin和Kevin Levillain的分析反映了并从一个重要的欧洲经验中得出了一般的教训和启示:法国改革建立了社会转型使命的形式，作者自己也参与了推动。这些影响包括法律的这些发展如何建议扩大和更新管理作用的概念。感谢作者将EMR作为一种可能的出路，我们希望对话能够为加强对管理目的的讨论以及为欧洲和其他地方的公共政策监管提供有益的投入。《欧洲管理评论》主编

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引用次数: 0

Special issue, “Expanding the boundaries of rationality”: Knightian uncertainty and the limitations of the Savage Heuristic 特刊："拓展理性的边界"：奈特的不确定性与野蛮启发式的局限性

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-12-04 DOI: 10.1111/emre.12623

Nicolai J. Foss

引用次数: 2

Reflections on corporate purpose and performance 对企业目标和绩效的思考

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-28 DOI: 10.1111/emre.12626

Colin Mayer

We are encountering growing crises that derive from a misconception of the nature of business. A revised understanding of profit should lie at the heart of the purpose of the corporation, namely, that it derives from producing solutions not problems for others. Firms should not profit from producing problems for others. There is a limit to the extent to which either competitive markets or regulation can ensure that. Instead, it must be intrinsic to the purpose of the business and, in the absence of this, both markets and regulation fail. Furthermore, public policy in the form of corporate taxation and public expenditure can be used to promote problem-solving common purposes around shared prosperity. This has significant implications for business practice as well as policy.

我们正在遭遇越来越多的危机，这些危机源于对商业本质的误解。对利润的重新理解应该是公司目标的核心，即利润来自于提供解决方案，而不是给他人带来问题。企业不应该从给别人制造麻烦中获利。竞争市场或监管能确保这一点的程度是有限的。相反，它必须是企业的内在目的，如果没有这一点，市场和监管都会失灵。此外，公司税和公共支出形式的公共政策可以用来促进解决共同繁荣的共同目标。这对商业实践和政策都有重要的影响。

引用次数: 0

Judgment under radical uncertainty: Epistemic rational heuristics 极端不确定性下的判断:认知理性启发式

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-28 DOI: 10.1111/emre.12624

Anna Grandori

The special issue “Expanding the boundaries of rationality: Towards new models of decision making for radical uncertainty” addresses the challenge of developing logically sound models of decision making for conditions of uncertainty evading those manageable by established decision making approaches. This editorial characterizes the sought new models and approach as constructivist in nature but neither deductive nor Bayesian in logic: a set of epistemic rationality models for discovering new problems and solutions (“found” either in the real or the artificial world, i.e., either detected or designed) that extend the available bounded rationality models. This editorial offers a map of this territory, positioning the new heuristics identified in this collection of articles in a more general picture of heuristic methods qualifyable as fit to radical uncertainty.

特刊“扩展理性的边界:走向激进不确定性的新决策模型”解决了开发逻辑合理的决策模型的挑战，这些模型是为不确定性的条件而开发的，这些不确定性是通过既定的决策方法来管理的。这篇社论将所寻求的新模型和方法定性为本质上的建构主义，但在逻辑上既不是演绎的，也不是贝叶斯的:一套用于发现新问题和解决方案的认知理性模型(在现实世界或人工世界中“发现”，即检测或设计)，扩展了现有的有限理性模型。这篇社论提供了这一领域的地图，将本文中确定的新启发式定位在更一般的启发式方法中，这些启发式方法适合于激进的不确定性。

引用次数: 0

Multiple corporate and functional performance feedback and problemistic search 多个公司和职能部门的绩效反馈和问题搜索

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-28 DOI: 10.1111/emre.12617

Evangelos D. Syrigos, Konstantinos C. Kostopoulos, Constantinos S. Mammassis

In this study, we examine how decision makers assess and respond to more than two performance feedback regarding goals across different hierarchical levels. Building on Cyert and March's seminal work and later research on pattern perception, we argue that pattern simplicity and pattern predictability of multiple (functional) feedback help decision makers to better guide problemistic search and generate more plausible solutions to fix a serious corporate performance shortfall. In a longitudinal sample of 97 global incumbent pharmaceutical firms, we find that a simpler and more predictable set of functional performance signals strengthens the relationship between poor performance on a corporate goal (i.e., ROA) and the number of functional solutions (i.e., number of new product development projects) that a firm initiates. We discuss the implications of our findings to the performance feedback and managerial search literature.

在本研究中，我们考察了决策者如何评估和应对两种以上的绩效反馈，这些反馈涉及不同层次的目标。基于Cyert和March的开创性工作以及后来对模式感知的研究，我们认为，多(功能)反馈的模式简单性和模式可预测性有助于决策者更好地指导有问题的搜索，并产生更合理的解决方案，以解决严重的公司绩效不足。在对97家全球现有制药公司的纵向样本中，我们发现，一组更简单、更可预测的功能绩效信号强化了公司目标(即ROA)绩效不佳与公司发起的功能解决方案(即新产品开发项目的数量)之间的关系。我们讨论了我们的研究结果对绩效反馈和管理搜索文献的影响。

引用次数: 0

Corporate purposes and the law. New trends in legal frameworks for purpose-driven companies—The European way(s) 公司宗旨与法律。目的驱动型公司法律框架的新趋势——欧洲方式

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-27 DOI: 10.1111/emre.12627

Livia Ventura

The debate on corporate governance of business companies and the discussions on the concept of corporate purpose intensified. Looking at the role of law in ensuring that businesses profit from creating benefits and not from creating detriments, it is worth distinguishing between interventions designed to incentivise the former (e.g., mandatory rules on sustainability disclosure or new dual-purpose companies) and disincentivise the latter (tort or recent supply chain due diligence laws). Nevertheless, the existence of a grey area for activities that do not materialise in tort, or the violation of other mandatory rules cannot be denied and is probably where the reconceptualisation of fiduciary duties can mediate. New legal trends in these areas are mapped with a special focus on the European context and some comparative law considerations with respect to the United Kingdom and the United States. Finally, a suggestion for the future of European harmonisation on dual-purpose companies will be offered.

对商业公司治理的争论和对公司宗旨概念的讨论愈演愈烈。考虑到法律在确保企业从创造利益而不是从创造损害中获利方面的作用，有必要区分旨在激励前者的干预措施(例如，关于可持续性披露或新的双重目的公司的强制性规则)和抑制后者的干预措施(侵权或最近的供应链尽职调查法)。然而，不能否认存在一个灰色地带，即不构成侵权行为的活动，或违反其他强制性规则的活动，这可能是重新定义信义义务可以调解的地方。这些领域的新法律趋势被描绘出来，特别侧重于欧洲的背景和对联合王国和美国的一些比较法考虑。最后，将对欧洲未来在双重目的公司问题上的协调提出建议。

引用次数: 0

Project legitimacy: Towards a theoretical framework 项目合法性:走向一个理论框架

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-23 DOI: 10.1111/emre.12620

Sofiane Baba, Maude Brunet

Scholars have greatly improved our understanding of legitimacy and legitimation processes in recent years. Focusing mainly on organizations and institutional fields, mainstream organizational legitimacy theories assume that organizations are permanent. In so doing, projects—viewed as temporary organizations—like those involving natural resources and infrastructure development projects have been overlooked. In this article, our initial argument posits that a significant temporal distinction underpins the contrast in legitimacy between stable and established organizations and projects. We then develop and discuss two spectra that differentiate the legitimacy of a project from the legitimacy of the organization endorsing the project. Building on these spectra, we then theorize four interplay processes between the legitimacy of projects and the legitimacy of organizations: project reinforcement/degradation and organizational reinforcement/degradation. Our findings pave the way for new and unexplored research avenues on the legitimacy of projects.

近年来，学者们大大提高了我们对合法性和合法化过程的理解。主流组织合法性理论主要关注组织和制度领域，认为组织是永久性的。在这种情况下，被视为临时组织的项目，如涉及自然资源和基础设施开发项目的项目，被忽视了。在这篇文章中，我们最初的论点认为，一个重要的时间区别支撑着稳定的和已建立的组织和项目之间合法性的对比。然后，我们开发并讨论了区分项目合法性和认可项目的组织合法性的两个光谱。在这些光谱的基础上，我们将项目合法性和组织合法性之间的四个相互作用过程理论化:项目强化/退化和组织强化/退化。我们的研究结果为项目合法性的新研究途径铺平了道路。

引用次数: 0

Chimera heuristics: Generative rational heuristics for the unknown from design theory 奇美拉启发式:从设计理论中对未知事物的生成理性启发式

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-21 DOI: 10.1111/emre.12621

Agathe Gilain, Pascal le Le Masson, Benoit Weil

The learning strategies offered by science for discovering the world by generating and testing hypotheses have been used abundantly to build decision-making heuristics. In contrast, decision-making heuristics for (re)designing the world are rarer. This paper develops a heuristic combining the exploratory power of chimeras with a design logic. Chimeras have long been used to foster imagination and build initially unknown futures. And recent advances in design theory show that in decision-making situations, chimeras can be generated as nonfalsifiable existential statements about desirable alternatives and events. Moreover, design theory offers learning operations that handle nonfalsifiable statements to generate new real objects. This paper uses these operations to build a rational heuristic that may or may not transform initial chimeras into reality. Its main effect is to ensure that stimulated learning leads to decision alternatives (whether pre-existing or novel) that surpass the initial optimal one. This paves the way for a class of design-based heuristics extending the main functions of Bayesian learning to a non-Bayesian world.

科学提供的通过产生和检验假设来发现世界的学习策略已被大量用于建立决策启发式。相比之下，(重新)设计世界的决策启发式就比较少见了。本文开发了一种将嵌合体的探索能力与设计逻辑相结合的启发式方法。长期以来，嵌合体一直被用来培养想象力，构建最初未知的未来。设计理论的最新进展表明，在决策情况下，嵌合体可以作为关于理想选择和事件的不可证伪的存在陈述而产生。此外，设计理论提供了处理不可证伪陈述的学习操作，以生成新的真实对象。本文使用这些操作来建立一个理性的启发式，该启发式可能会或可能不会将最初的嵌合体转化为现实。它的主要作用是确保受刺激的学习导致决策替代方案(无论是已有的还是新的)超过最初的最佳方案。这为一类基于设计的启发式方法铺平了道路，将贝叶斯学习的主要功能扩展到非贝叶斯世界。

引用次数: 0

A typology of talent management in aerospace micro-, small-, and medium-sized enterprises 航天中小微企业人才管理的类型学研究

IF 3.7 3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-15 DOI: 10.1111/emre.12619

Ksenia Usanova, Mickaël Géraudel, Sophie d'Armagnac

This article contributes to talent management (TM) research by offering a comprehensive view of TM in the micro, small, and medium enterprise (MSME) context. It captures and categorizes TM practices according to differences in formality and inclusivity, employee participation in TM, and market orientation. On the basis of 31 in-depth interviews with the top managers of 27 aerospace companies in Luxembourg, we propose a typology of TM in MSMEs. We identify differences in how companies define and manage talent and propose three main types of TM, namely, “planned,” “proactive,” and “reactive.” “Planned” TM sustains organizational growth through the focus on systematically assessing needs and anticipating the future. In contrast, “proactive” TM tests different TM methods to adapt to perceived needs and build the business further. Finally, “reactive” TM focuses on filling the current skill gap to maintain the existing market.

本文通过对中小微企业(MSME)背景下人才管理的全面研究，为人才管理研究做出贡献。它根据正式性和包容性、员工参与TM和市场导向的差异来捕获和分类TM实践。在对卢森堡27家航空航天企业高管进行31次深度访谈的基础上，我们提出了中小微企业TM的类型学。我们确定了公司在定义和管理人才方面的差异，并提出了三种主要的TM类型，即“计划型”、“主动型”和“被动型”。“计划性”TM通过关注系统地评估需求和预测未来来维持组织的增长。相比之下，“主动型”TM测试不同的TM方法，以适应感知到的需求并进一步构建业务。最后，“反应型”TM侧重于填补当前的技能缺口，以维持现有的市场。

引用次数: 0

How knowledge sharing and emotional intelligence drive team performance 知识共享和情商如何推动团队绩效

3区管理学 Q2 MANAGEMENT

European Management Review

Pub Date : 2023-11-09 DOI: 10.1111/emre.12614

Isabel D. W. Rechberg, Elena Essig

Abstract This study examines the relationship between emotional intelligence (EI), knowledge sharing (KS) and perceived team performance. Data from 209 respondents were analysed using hierarchical multiple regression analysis. In this study, we identified interaction patterns between the management dimensions of EI, KS and perceived team performance. A direct effect of KS on perceived team performance was found, yet EI is not a necessary precondition to the relationship. We further found that it is essential to differentiate between knowledge obtaining and knowledge providing and thus acknowledge the two‐dimensionality of KS. We offer suggestions to scholars and practitioners concerned with the planning and management of KS in organisations.

摘要本研究探讨了情绪智力(EI)、知识共享(KS)与感知团队绩效之间的关系。对209名被调查者的数据进行分层多元回归分析。在本研究中，我们确定了EI、KS管理维度与感知团队绩效之间的交互模式。研究发现，满意度对团队绩效有直接影响，但情商并不是影响团队绩效的必要前提。我们进一步发现，区分知识获取和知识提供是至关重要的，从而承认知识管理的二维性。我们为关注组织中KS计划和管理的学者和实践者提供建议。

引用次数: 0

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