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Do CEO career dynamics matter in environmental management? New evidence from the United Kingdom CEO的职业动态对环境管理有影响吗?来自英国的新证据
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-07-15 DOI: 10.1111/emre.12592
Basil Al-Najjar, Moheeb Abualqumboz

This study examines the impact of CEO career dynamics (including CEO tenure, CEO horizon and CEO seasons) on environmental management within the UK context. Unlike the previous studies that have primarily focused on corporate social performance, we instead examine these relations within the environmental management context. We posit and detect that CEO tenure has a positive nonlinear association with environmental management, indicating that CEOs' interest in environmental issues diminishes over time. We also provide evidence that CEO horizon has a positive impact on environmental management. Finally, as regards CEO seasons, we provide limited support that CEOs in their ‘convergence’, and ‘Response to mandate and experimentation’ stages are associated with environmental management. These results hold important implications for both firms and policymakers in the United Kingdom.

本研究探讨了首席执行官职业动态(包括首席执行官任期、首席执行官任期和首席执行官任期)对英国环境管理的影响。与以往主要关注企业社会绩效的研究不同,我们转而在环境管理的背景下研究这些关系。我们假设并发现,首席执行官任期与环境管理存在正向非线性关系,这表明首席执行官对环境问题的兴趣会随着时间的推移而减弱。我们还提供证据表明,首席执行官的任期对环境管理有积极影响。最后,关于首席执行官的任期,我们提供了有限的证据,证明处于 "趋同 "和 "响应授权与实验 "阶段的首席执行官与环境管理有关。这些结果对英国公司和政策制定者都具有重要意义。
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引用次数: 0
Understanding the role of gender and project characteristics in research funding evaluations 了解性别和项目特征在研究资助评估中的作用
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-07-11 DOI: 10.1111/emre.12589
Nicolai J. Foss, Anders Ørding Olsen

Research shows that women are less successful than men in obtaining external funding for research projects. However, other research points to advantages of female leadership and suggests that women are capable of breaking glass ceilings in competitive contexts (e.g., promotions). We bridge these ideas by arguing that although women are disadvantaged in the funding process (e.g., as principal investigators or PIs), there may be advantages of female representation in research projects that compete for funding. We analyze a unique panel dataset based on all call texts and all applications to the “Cooperation” part of the EU FP7, a 2007–2013 EUR 53.2 billion program. Using fixed-effects regressions, we find that projects with high female representation (or with female PIs) receive less favorable evaluations. However, this effect weakens as the relevant projects become more heterogeneous and radical. These findings are robust to a number of alternative specifications.

研究表明,在为研究项目获得外部资金方面,女性不如男性成功。然而,其他研究指出了女性领导的优势,并表明女性有能力在竞争环境中打破玻璃天花板(例如晋升)。我们认为,尽管女性在资助过程中处于不利地位(例如,作为主要研究人员或项目执行官),但在竞争资金的研究项目中,女性代表可能有优势。我们分析了一个独特的面板数据集,该数据集基于所有呼叫文本和欧盟FP7“合作”部分的所有应用程序,这是一项2007-2013年532亿欧元的计划。使用固定效应回归,我们发现具有高女性代表性(或具有女性PIs)的项目获得的评价不太好。然而,随着相关项目变得更加多样化和激进,这种影响减弱了。这些发现对于许多替代规范来说是稳健的。
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引用次数: 0
Where does working from home “work”? 在家工作的“工作”在哪里?
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-07-09 DOI: 10.1111/emre.12590
Hilla Peretz

As the COVID-19 outbreak forced many organizations to shift to work from home (WFH) arrangements, many are now considering whether to continue these arrangements post-pandemic. To make informed decisions, understanding the environmental factors that influence employees' capacity to WFH effectively is crucial. This study contributes to this understanding by drawing on neo-institutional theory to develop a model that characterizes how employees' WFH outcomes are shaped by their national institutional environment. The model was tested using data from multiple national-level sources and individual-level data obtained via a survey. The findings reveal that employees from high competency (cognitive institutions), meritocratic (normative institutions), and more labor-regulated (regulatory institutions) contexts demonstrate higher levels of perceived productivity and satisfaction with WFH. Moreover, the link between the institutional context and WFH effectiveness is more pronounced when employees' capacity to adjust to WFH is high. Theoretical and practical implementations for organizations, especially multinational ones, are being discussed.

由于 COVID-19 的爆发迫使许多组织转向在家办公(WFH)安排,许多组织现在正在考虑是否在疫情过后继续这种安排。为了做出明智的决策,了解影响员工有效在家办公能力的环境因素至关重要。本研究借鉴新制度理论,建立了一个模型来描述员工的 WFH 结果是如何受其国家制度环境影响的,从而有助于加深对这一问题的理解。该模型使用来自多个国家层面的数据和通过调查获得的个人层面数据进行了检验。研究结果表明,来自高能力(认知型制度)、任人唯贤(规范型制度)和更受劳动监管(监管型制度)环境的员工表现出更高的感知生产率和对全职家庭的满意度。此外,当员工适应全职家庭的能力较高时,制度环境与全职家庭有效性之间的联系就更加明显。目前正在讨论各组织,尤其是跨国组织的理论和实践实施问题。
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引用次数: 0
The effect of chief executive officers' regulatory focus on the entrepreneurial orientation of small and medium-sized enterprises 首席执行官监管焦点对中小企业创业导向的影响
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-07-06 DOI: 10.1111/emre.12591
Shuangfa Huang, Qihai Huang, Danny Soetanto, Xinchun Li

Entrepreneurial orientation (EO) has been identified as a central construct to understand how firms compete and perform effectively in increasingly competitive environments. Drawing on regulatory focus theory, this study examines how chief executive officers' (CEOs') regulatory focus, a motivational attribute that entails a promotion focus for growth and a prevention focus for safety, affects the EO of small and medium-sized enterprises (SMEs). Results from 110 UK SMEs show promotion focus positively, and prevention focus negatively affect EO when the two foci are examined independently. Our findings also demonstrate that EO varies significantly among firms led by CEOs with different combinations of the two foci. Specifically, firms engaged in significantly higher levels of EO when they are led by CEOs with a high rather than a low promotion focus, where prevention focus is at a high level. This study extends the literature by uncovering regulatory focus as a motivational microfoundation of EO.

创业导向(EO)已被认为是理解企业如何在竞争日益激烈的环境中有效竞争和表现的核心结构。本研究借鉴监管重点理论,探讨首席执行官的监管重点(一种包含促进增长和预防安全的动机属性)如何影响中小型企业(SMEs)的创业导向。110 家英国中小型企业的研究结果表明,如果对这两种关注点进行独立研究,则促进关注点会对企业运营产生积极影响,而预防关注点则会对企业运营产生消极影响。我们的研究结果还表明,在首席执行官领导的企业中,这两种侧重点的不同组合会对企业运营产生显著影响。具体而言,当首席执行官对晋升的关注度较高而不是较低时,企业的EO水平明显较高,而对预防的关注度较高时,企业的EO水平明显较低。本研究通过揭示监管重点作为EO动机的微观基础,对相关文献进行了扩展。
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引用次数: 0
Organizational unlearning: A process of tension imposition, integration, and splitting 组织遗忘:一个张力强加、整合和分裂的过程
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-07-02 DOI: 10.1111/emre.12586
Ning Xu, Xiaobo Wu, Jian Du, Sihan Li

Organizational unlearning plays a vital role in facilitating new product development (NPD); however, the microprocesses of unlearning (i.e., how to unlearn) remain unclear. We aim to open this black box by investigating how two important dimensions—beliefs and routines—change during the unlearning process, using a longitudinal case study approach. Through a case study of Geely Auto, we identified specific cognitive and behavioral practices in the unlearning process and categorized them into three stages according to their time of occurrence and consequences. By adopting a tension lens, we demonstrate that unlearning involves three sequential steps: tension imposition, integration, and splitting. Our case study demonstrates that unlearning NPD processes involves a complex interweaving of changes in beliefs and routines. We advance the literature on learning by revealing the microprocesses that underlie organizational unlearning, and we open a broad avenue for future research to explore the microfoundations of organizational unlearning.

组织解除学习在促进新产品开发(NPD)方面发挥着至关重要的作用;然而,解除学习的微观过程(即如何解除学习)仍不清楚。我们采用纵向案例研究方法,旨在通过研究两个重要维度--信念和常规--在解除学习过程中如何发生变化,来打开这个黑箱。通过对吉利汽车公司的案例研究,我们确定了解除学习过程中的具体认知和行为实践,并根据其发生时间和后果将其分为三个阶段。通过采用张力视角,我们证明了解除学习涉及三个连续步骤:张力施加、整合和分裂。我们的案例研究表明,解除学习 NPD 过程涉及信念和常规变化的复杂交织。我们揭示了组织解除学习的微观过程,从而推动了有关学习的文献的发展,并为今后探索组织解除学习的微观基础的研究开辟了广阔的道路。
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引用次数: 0
External information seeking and organizational ambidexterity in SMEs: Does empowerment climate matter? 中小企业的外部信息寻求和组织双重性:赋权气候重要吗?
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-06-30 DOI: 10.1111/emre.12585
Céline Bérard, L. Martin Cloutier

Access to external information is considered crucial to achieving organizational ambidexterity (OA) while presenting specific challenges for SMEs due to their limited resources. However, little is known about how SMEs can best benefit from their external information-seeking activities for OA purposes, given specific organizational practices. Our paper addresses this research gap by analyzing the effects of external information seeking (i.e., environmental scanning and external managerial networking) on OA while considering the moderating role of empowerment climate in SMEs. Based on a survey administered to CEOs of 1439 French manufacturing SMEs, our main results indicate that empowerment climate positively moderates the effect of scanning breadth on OA but negatively moderates the effect of networking depth. This suggests that SMEs should emphasize external information-seeking activities that are appropriate to their level of empowerment climate so that the positive effects on OA can be fully realized.

获取外部信息被认为是实现组织灵活性(OA)的关键,但由于中小企业的资源有限,获取外部信息对它们来说也是一项特殊的挑战。然而,对于中小型企业如何在特定的组织实践中从外部信息寻求活动中获得最佳收益以实现组织灵活性(OA),人们知之甚少。本文针对这一研究空白,分析了外部信息寻求(即环境扫描和外部管理网络)对企业开放式办公的影响,同时考虑了中小企业授权氛围的调节作用。基于对 1439 家法国制造业中小型企业首席执行官进行的调查,我们的主要结果表明,授权氛围可以正向调节扫描广度对 OA 的影响,但会负向调节网络深度的影响。这表明,中小企业应重视与其授权氛围水平相适应的外部信息搜索活动,这样才能充分实现对开放式办公的积极影响。
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引用次数: 0
Middle managers as key talent management stakeholders: Navigating paradoxes 中层管理者作为关键人才管理利益相关者:驾驭悖论
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-06-30 DOI: 10.1111/emre.12587
Stefan Jooss, Anthony McDonnell, Agnieszka Skuza

Middle managers are critical in talent management practice. Yet, their commitment to enacting organisational strategies and policies is often limited given their multiplicity of responsibilities and tasks beyond talent management. Taking a paradox lens and a multi-stakeholder perspective, we draw from 147 interviews with middle managers, HR leaders and talents to unpack two key paradoxes when managing talent: a short-term–long-term paradox and a function–organisation paradox. Our research reveals a range of defensive and proactive responses to these paradoxes, which leads us to develop a typology of middle manager approaches navigating paradoxes in talent management. This typology depicts features, tensions and examples of middle managers' approach to managing talent. We introduce the extent of intradepartmental involvement and interdepartmental collaboration as key features and illustrate spatial and temporal tensions underlying paradoxes. We conclude with implications of the (in)effective management of paradoxes in a talent context.

中层管理人员在人才管理实践中至关重要。然而,由于他们在人才管理之外还承担着多重责任和任务,因此他们在制定组织战略和政策方面的投入往往受到限制。我们从悖论的视角和多方利益相关者的视角出发,通过对中层管理者、人力资源领导者和人才的 147 次访谈,解读了人才管理中的两个关键悖论:短期-长期悖论和职能-组织悖论。我们的研究揭示了对这些悖论的一系列防御性和前瞻性反应,这促使我们对中层管理者驾驭人才管理悖论的方法进行了分类。这种类型学描述了中层管理人员管理人才的方法的特点、紧张关系和实例。我们将部门内参与和部门间合作的程度作为关键特征,并说明了悖论背后的空间和时间紧张关系。最后,我们阐述了在人才背景下有效管理矛盾的意义。
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引用次数: 0
Perceptions of support trickle down: Effects on energetic resources via psychological empowerment 支持的感知涓滴效应:通过心理授权对精力资源的影响
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-06-01 DOI: 10.1111/emre.12577
Yasin Rofcanin, Siqi Wang, Mireia Las Heras, Didem Taser, Maria Jose Bosch, Mine Afacan Fındıklı, Andres Salas Vallina

Supervisor perceptions of support are key, as they can influence their subordinates' perceptions of support and well-being. Using a weekly diary data set of subordinates and their supervisors in Chile, we tested a trickle-down effect of perceived supervisor support across three hierarchical levels: upper managers, supervisors, and non-managerial employees. Drawing on the conservation of resources (COR) and social exchange theories as well as crossover research, we find that our model is largely supported. The findings revealed that supervisors' perceived support from managers (PMS) relates to subordinates' perceptions of support from their own supervisors (PSS). In turn, subordinates' PSS is positively associated with their emotional resource possession and sleep quality. Beyond these relationships, subordinates' psychological empowerment mediates the positive relationships between subordinates' PSS and their emotional resources as well as sleep quality. These findings suggest that supervisors who feel supported reciprocate with the more supportive treatment of subordinates, which likely enhances psychological empowerment, in turn driving the accumulation of emotional and physical resources.

上司对支持的感知是关键,因为它们会影响下属对支持和幸福的感知。我们利用智利下属及其上司的每周日记数据集,测试了上司支持感知在三个层级中的涓滴效应:高层经理、上司和非管理层员工。借鉴资源保护(COR)和社会交换理论以及交叉研究,我们发现我们的模型在很大程度上得到了支持。研究结果表明,主管认为来自经理的支持(PMS)与下属认为来自其主管的支持(PSS)相关。反过来,下属的 PSS 又与他们的情感资源占有和睡眠质量呈正相关。除了这些关系之外,下属的心理授权还能调节下属的 PSS 与他们的情感资源和睡眠质量之间的正相关关系。这些研究结果表明,感受到支持的上司会以更多的支持来回报下属,这很可能会增强心理授权,进而推动情感和物质资源的积累。
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引用次数: 0
How employee share ownership plans impact firms' market value: A conflict of interest theory approach 员工持股计划如何影响企业市场价值:利益冲突理论方法
IF 3.4 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-05-31 DOI: 10.1111/emre.12584
Phan Huy Hieu Tran, Thu Ha Tran, Ji-Yong Lee

We investigated whether the market places a higher value on banks with employee share ownership plans (ESOPs) than on those without them. Using a variety of empirical models, we found that ESOPs increased the market value of banks. However, this positive effect occurred only when banks were transparent or located in countries with strong shareholder protection. Our findings demonstrated that if banks were opaque or shareholder protection was weak, outside investors' concerns about managerial entrenchment in widely held banks and behind-the-scenes relationships between majority shareholders and managers in closely held banks outweighed the perceived benefits of ESOPs. Our study contributes to the literature by proposing a novel approach to study the effects of ESOPs through the prism of conflict of interest theory. Our findings also shed light on stakeholders' rationales for opposing or adopting ESOPs.

我们研究了市场对有员工持股计划(ESOP)的银行是否比没有员工持股计划的银行更看重。通过使用各种经验模型,我们发现 ESOP 提高了银行的市场价值。然而,只有当银行是透明的或位于股东保护较强的国家时,才会产生这种积极影响。我们的研究结果表明,如果银行不透明或股东保护薄弱,外部投资者对广泛持股银行的管理层固化以及紧密持股银行的大股东与经理人之间的幕后关系的担忧就会超过 ESOP 的预期收益。我们的研究提出了一种新方法,通过利益冲突理论的棱镜来研究 ESOP 的影响,为相关文献做出了贡献。我们的研究结果还揭示了利益相关者反对或采用 ESOP 的理由。
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引用次数: 0
Performance appraisal and employee commitment: The mediating role of job satisfaction 绩效考核与员工承诺:工作满意度的中介作用
IF 3.7 3区 管理学 Q2 MANAGEMENT Pub Date : 2023-05-23 DOI: 10.1111/emre.12583
Dennis Gabriel Pepple, Charles Anyeng Ambilichu

Commitment is essential for employees to establish and maintain a long-lasting employer–employee relationship, hence the call for more research to investigate its antecedents. The purpose of our study was to empirically investigate the relationship between performance appraisal and employee commitment. Analysis of survey data drawn from academics across the UK Higher Education Institutions found a positive relationship between performance appraisal and employee commitment, explained through the mediation of job satisfaction. The study is novel as it extends performance appraisal and employee commitment theorization by highlighting how job satisfaction mediates both constructs differently at intrinsic and extrinsic levels. Practically, our study provides insights that will support the development of performance appraisal systems that influence job satisfaction and commitment of academics.

承诺对于员工建立并维持长久的雇主-员工关系至关重要,因此需要开展更多研究来调查其前因后果。我们的研究旨在对绩效考核与员工承诺之间的关系进行实证调查。通过对英国高等教育机构学者的调查数据进行分析,我们发现绩效考核与员工承诺之间存在正相关关系,并通过工作满意度的中介作用得到了解释。这项研究的新颖之处在于,它通过强调工作满意度如何在内在和外在两个层面以不同的方式对绩效考核和员工承诺进行中介,从而扩展了绩效考核和员工承诺的理论研究。在实践中,我们的研究提供的见解将支持绩效评估系统的发展,从而影响学术界的工作满意度和承诺。
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引用次数: 0
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European Management Review
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