Journal of Management & Organization最新文献

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Psychological need satisfaction, frustration, and unfulfillment profiles in the workplace: Their nature, predictors, and outcomes 工作场所的心理需求满足感、挫折感和不满足感概况：其性质、预测因素和结果

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-09-18 DOI: 10.1017/jmo.2024.25

Tomas Jungert, Sylvain Caruana, Nicolas Gillet, Tiphaine Huyghebaert-Zouaghi

Based on self-determination theory, this research relied on person-centered analyses to show how the distinct components of psychological need states combine to produce distinct profiles. We also explored contemporarily antecedents (perceptions of the organization’s environmental corporate social responsibility and negative moral emotions related to the organization’s environmental (ir)responsibility) and organizational outcomes (affective organizational commitment, turnover intentions, and cyberslacking). Questionnaire surveys were completed by 525 French employees. Four profiles characterized by configurations of psychological need states were identified and showed well-differentiated patterns. Negative moral emotions predicted membership in the most detrimental need states profiles while corporate social responsibility perceptions did not. As expected, we found opposite patterns of associations between profile membership and affective organizational commitment and turnover intentions, while the highest levels of cyberslacking were found in the most positive need states profiles. The results add to person-centered research and emphasize the importance of psychological experiences in the workplace and organizational outcomes.

本研究以自我决定理论为基础，通过以人为中心的分析，展示了心理需求状态的不同组成部分是如何结合在一起产生不同特征的。我们还探讨了当前的前因（对组织的环境企业社会责任的看法和与组织的环境（非）责任相关的负面道德情绪）和组织结果（情感组织承诺、离职意向和网络懈怠）。525 名法国员工完成了问卷调查。结果发现了以心理需求状态配置为特征的四种特征，并显示出良好的差异模式。消极的道德情感预示着员工是否属于最有害的需求状态，而企业社会责任感则不然。正如我们所预期的那样，我们发现档案成员资格与情感性组织承诺和离职意向之间存在相反的关联模式，而在最积极的需求状态档案中，网络懈怠的程度最高。这些结果为以人为本的研究增添了新的内容，并强调了心理体验在工作场所和组织结果中的重要性。

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引用次数: 0

Applying a person-oriented approach to workplace aggression: Implications for employee emotional well-being 采用以人为本的方法处理工作场所侵犯行为：对员工情绪健康的影响

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-09-18 DOI: 10.1017/jmo.2024.20

Hamsa Gururaj, Aaron C. H. Schat

Using a person-oriented approach with a broad sample of 200 employees across several sectors, we identified four victim subgroups sharing similar configurations of frequency and severity of aggression: high–high (high levels of frequency and severity; 15%), moderate–moderate (moderate levels of frequency and severity; 15%), high–low (high frequency but low severity; 26.5%), and low–low (lowest levels of frequency and severity; 43%). Further, we examined the relationship between victim groups, social demographics, and victim disposition. The results showed that women, young, and lower-tenured employees are at risk of belonging to the high–high victim group. In addition, employees with high negative affect and psychopathy traits are at risk of belonging to the high–high victim group. Drawing upon learned helplessness theory, we examined whether victim groups differed concerning internalizing problems. Results suggest that high–high group victims experienced the highest anxiety, loss of confidence, and social dysfunction, whereas low–low group members experienced the lowest levels.

我们采用以人为本的方法，对多个行业的 200 名员工进行了广泛的抽样调查，确定了四个受害者亚群，他们受到侵害的频率和严重程度相似：高-高（频率和严重程度都很高；15%）、中-中（频率和严重程度都处于中等水平；15%）、高-低（频率高但严重程度低；26.5%）和低-低（频率和严重程度最低；43%）。此外，我们还研究了受害者群体、社会人口统计学和受害者处置之间的关系。结果显示，女性、年轻和任期较短的员工有可能属于高-高受害者群体。此外，具有高负面情绪和心理变态特质的员工也有可能属于高受害者群体。根据习得性无助理论，我们研究了受害者群体在内化问题方面是否存在差异。结果表明，高受害群体的焦虑、丧失信心和社会功能障碍程度最高，而低受害群体成员的焦虑、丧失信心和社会功能障碍程度最低。

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引用次数: 0

Communicate or not: Exploring the different effects of instrumental and expressive networks on thriving at work 沟通与否：探索工具性网络和表达性网络对促进工作的不同影响

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-03-21 DOI: 10.1017/jmo.2024.5

Mengxiao Zhu, Ruoxiao Su, Lin Liu, Noshir Contractor

Thriving at work is closely related to the way employees are embedded in their social contexts, such as the structure of their communication relations with coworkers. In previous research, communication relations have been found to negatively relate to thriving at work. However, social network theory suggests that communication relations are beneficial in obtaining resources in the workplace, which might increase thriving at work. To reconcile the seemingly conflicting mechanisms, we draw on social network theory to unpack the mechanisms underlying communication relations by considering the instrumental and expressive roles. Using a structural equation model, we investigate the indirect effects of communication networks on thriving at work via advice-seeking networks (instrumental) and friendship networks (expressive). Our findings indicate communication relations are negatively related to thriving at work via advice-seeking relations, but are positively related to thriving at work via friendship relations.

工作的兴旺发达与员工融入社会环境的方式密切相关，例如他们与同事之间的沟通关系结构。在以往的研究中，人们发现沟通关系与工作中的茁壮成长呈负相关。然而，社会网络理论认为，沟通关系有利于获得工作场所的资源，从而可能提高工作的兴旺程度。为了调和看似矛盾的机制，我们借鉴了社会网络理论，通过考虑工具性和表达性作用来解读沟通关系的内在机制。利用结构方程模型，我们通过咨询网络（工具性）和友谊网络（表现性）研究了沟通网络对工作繁荣的间接影响。我们的研究结果表明，通过寻求建议的关系，沟通关系与工作成就呈负相关，但通过友谊关系，沟通关系与工作成就呈正相关。

引用次数: 0

Firm performance feedback and organizational impression management: The moderating role of CEO overconfidence 公司业绩反馈与组织印象管理：首席执行官过度自信的调节作用

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-03-18 DOI: 10.1017/jmo.2024.8

Hazel H. Dadanlar, Manisha M. Vaswani, Marwan Al-Shammari, Soumendra Nath Banerjee

We propose that while positive performance feedback is positively related to firm sentiment, negative performance feedback is negatively associated with the firm sentiment. Additionally, overconfident Chief Executive Officers (CEOs) will improve the positive relationship between positive performance feedback and firm sentiment and reduce the negative relationship between negative performance feedback and firm sentiment. Using 7,182 firm-year observations for the 2004−2017 period, we show that positive performance feedback positively affects firm sentiment, and negative performance feedback negatively influences firm sentiment. We also found that higher levels of CEO overconfidence will minimize the negative impact of negative performance feedback on firm sentiment. Our research extends the current discourse on organizational impression management (proxied by firm sentiment) and CEO overconfidence research as we provide a nuanced relationship between firm performance feedback and organizational impression management. Our findings have theoretical and practical implications for corporate governance leaders and shareholders.

我们提出，积极的绩效反馈与公司情绪正相关，而消极的绩效反馈与公司情绪负相关。此外，过于自信的首席执行官（CEO）会改善积极绩效反馈与公司情绪之间的正相关关系，降低消极绩效反馈与公司情绪之间的负相关关系。通过对 2004-2017 年间 7182 个公司年度的观察，我们发现积极的绩效反馈会对公司情绪产生积极影响，而消极的绩效反馈则会对公司情绪产生消极影响。我们还发现，首席执行官的过度自信水平越高，负面绩效反馈对公司情绪的负面影响就越小。我们的研究扩展了当前关于组织印象管理（以企业情绪为指标）和首席执行官过度自信研究的讨论，因为我们提供了企业绩效反馈与组织印象管理之间的细微关系。我们的研究结果对公司治理领导者和股东具有理论和实践意义。

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引用次数: 0

Does the freelance economy promote creative freedom? 自由职业经济是否促进了创作自由？

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-03-06 DOI: 10.1017/jmo.2024.9

Christina Öberg

This paper builds on the creation of new ways of organizing work, where the freelance economy specifically targets the increasing number of skilled self-employed individuals collaborating for shared output. Through describing and discussing creativity within the freelance economy, this paper seeks to understand creativity in collaborations among these self-employed individuals. Drawing from a case study conducted in the advertising sector, the paper concludes that creativity within the freelance economy occurs between equal and inherently creative freelancers rather than being the product of individual traits, despite their respective skills. Creativity between individuals arises when processes are appropriately formalized, while the creative output is constrained by individual decisions and styles. The paper contributes to existing research by shedding light on the distinctive characteristics of the freelance economy and its paradoxical organizational nature. By doing so, it offers insights that contrast with prior studies on artistic creativity.

本文以创造新的工作组织方式为基础，其中自由职业经济特别针对越来越多的有技能的自营职业者，他们通过合作实现共同产出。通过描述和讨论自由职业经济中的创造力，本文试图了解这些自营职业者之间合作的创造力。通过对广告行业的案例研究，本文得出结论，自由职业经济中的创造力发生在平等的、天生具有创造力的自由职业者之间，而不是个人特质的产物，尽管他们各自拥有技能。当流程适当正规化时，个人之间的创造力就会产生，而创造性的产出则受制于个人的决定和风格。本文揭示了自由职业经济的显著特征及其自相矛盾的组织性质，为现有研究做出了贡献。通过这样做，本文提出了与以往艺术创造力研究不同的见解。

引用次数: 0

Escaping the organization: Examining the influence of supervisor bottom-line mentality on employee withdrawal 逃离组织：研究主管的底线思维对员工退出的影响

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-03-06 DOI: 10.1017/jmo.2024.6

Zhihong Tan, Ling Yuan, Mengxi Yang, Yuanmei (Elly) Qu

Many professional managers are driven to achieve the bottom line to secure income, honor, and standing in the workplace. Drawing on social information processing theory, we propose that supervisor bottom-line mentality in the workplace has a dysfunctional effect on organizations. Specifically, supervisor bottom-line mentality will hinder subordinates’ perception of the meaning of work, which eventuates high employee withdrawal (turnover intention and work withdrawal behavior). We also verified that amoral management weakens the negative relationship between supervisor bottom-line mentality and meaning of work in the first-stage moderated mediation model. Additionally, the strength of the indirect effects of supervisor bottom-line mentality on turnover intention and work withdrawal behavior is weaker (stronger) when supervisors’ amoral management is high (low). Our hypothesized moderated mediation model is supported by 301 data points generated by a three-stage full-time staff member. Furthermore, we put forward important theoretical and practical implications according to the research.

许多职业经理人为了确保收入、荣誉和在职场中的地位，都会以实现底线为动力。借鉴社会信息处理理论，我们提出职场中的主管底线心态会对组织产生功能失调的影响。具体来说，主管的底线心态会阻碍下属对工作意义的感知，最终导致员工的高退缩率（离职意向和工作退缩行为）。我们还验证了，在第一阶段调节中介模型中，非道德管理削弱了主管底线心态与工作意义之间的负相关。此外，当主管的不道德管理程度高（低）时，主管底线心态对离职意向和工作退出行为的间接影响强度会减弱（增强）。我们假设的调节中介模型得到了一个三级全职工作人员产生的 301 个数据点的支持。此外，我们还根据研究结果提出了重要的理论和实践意义。

引用次数: 0

Optimising business models through digital alignment and strategic flexibility: Evidence from the manufacturing industry 通过数字化调整和战略灵活性优化业务模式：来自制造业的证据

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-02-26 DOI: 10.1017/jmo.2024.1

Andrea Ciacci, Marco Balzano, Giacomo Marzi

The increasing integration of digital technologies in business processes calls for a deeper understanding of their impact on business model efficiency. This study explores how digital alignment, composed by strategic decision support and operational support, affects business model efficiency, while also examining the extent to which strategic flexibility moderates this relationship. To test the proposed hypotheses, we adopt a quantitative approach on a sample of Italian small and medium-sized enterprises in the manufacturing industry. In particular, a regression analysis, complemented by a necessary condition analysis, is performed. We find that digital alignment, both in terms of strategic decision support and operational support, fosters business model efficiency. Strategic flexibility strengthens the relationship between strategic decision support and business model efficiency. To the best of our knowledge, this study is the first to operationalise digital alignment as composed of strategic decision support and operational support. Accordingly, this study contributes to the extant literature on digital alignment and business models.

随着数字技术日益融入业务流程，我们需要更深入地了解数字技术对业务模式效率的影响。本研究探讨了由战略决策支持和运营支持组成的数字化调整如何影响商业模式效率，同时还研究了战略灵活性在多大程度上调节了这种关系。为了检验提出的假设，我们采用了定量方法，以意大利制造业的中小企业为样本。我们特别进行了回归分析，并辅以必要条件分析。我们发现，无论是在战略决策支持还是运营支持方面，数字化调整都能促进商业模式的效率。战略灵活性加强了战略决策支持与商业模式效率之间的关系。据我们所知，本研究首次将数字化对齐作为战略决策支持和运营支持的组成部分进行操作。因此，本研究对现有关于数字化调整和商业模式的文献有所贡献。

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引用次数: 0

An integrative literature review of person–environment fit and employee engagement 关于人与环境契合度和员工敬业度的综合文献综述

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-02-23 DOI: 10.1017/jmo.2023.71

Andrew Keane, Kibum Kwon, Junhee Kim

The purpose of this paper is to (a) develop a comprehensive understanding of the relationships between person–environment (PE) fit and employee engagement by shedding light on their intervening mechanisms; (b) represent how different types of PE fit and employee engagement interact; and (c) establish a comprehensive theoretical framework to guide future research based on the empirically examined constructs and their relationships. An integrative literature review of 51 empirical papers which analyzed the relationship between PE fit and employee engagement suggests that the antecedents of the relationship exist at the organizational, group, and individual levels and can be conceptualized as socialization, relationship building, and personal character, respectively; values–supplies fit, needs–supplies fit, and demands–abilities fit act as intervening mechanisms in the relationship; the relationship is temporal, reciprocal, and facilitated by human agency; and various outcomes result from the relationship. Implications for future research and practice are also discussed.

本文的目的在于：（a）通过揭示人与环境（PE）契合度与员工敬业度之间的干预机制，全面理解人与环境契合度与员工敬业度之间的关系；（b）阐述不同类型的人与环境契合度与员工敬业度之间是如何相互作用的；以及（c）根据实证研究的建构及其关系，建立一个全面的理论框架，以指导未来的研究。通过对 51 篇分析 PE 适应度与员工敬业度关系的实证文献进行整合性回顾，我们发现这种关系的前因存在于组织、群体和个人层面，可分别概念化为社会化、关系建立和个人性格；价值观-供给适应度、需求-供给适应度和需求-能力适应度是这种关系的干预机制；这种关系具有时间性、互惠性，并由人的能动性促成；这种关系会产生各种结果。此外，还讨论了未来研究和实践的意义。

引用次数: 0

The influence of entrepreneurs’ multi-country resources and mobility on transnational entrepreneurship survivability 创业者的多国资源和流动性对跨国创业生存能力的影响

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-02-13 DOI: 10.1017/jmo.2024.2

Hamizah Abd Hamid, Arafet Bouhalleb

This study examines the role of entrepreneurs’ multi-country resources and mobility in achieving transnational entrepreneurship survivability. Outlined by the Forms of Capital model through the context of transnational entrepreneurship, this research provides a layer of understanding on the individual-opportunity-venture nexus in entrepreneurship through to exploring the way individual resources contribute towards venture survivability in a dynamic environment. The findings indicate that there are four core configurations associated with long-term entrepreneurial survivability, with geographical mobility is present as the necessary condition in achieving the outcome of interest. Theory-wise, this study speaks to the discourse of individual-opportunity-venture nexus through the configurations revealed from the findings. Practice-wise, the configurations will be useful for transnational entrepreneurs and policymakers interested in developing policies to encourage transnational venture sustainability.

本研究探讨了创业者的多国资源和流动性在实现跨国创业生存能力方面的作用。通过跨国创业背景下的 "资本形式"（Forms of Capital）模型，本研究提供了对创业中个人-机会-创业关系的一层理解，探讨了个人资源在动态环境中对创业存活性的贡献方式。研究结果表明，有四种核心配置与长期创业生存能力相关，而地域流动性是实现相关结果的必要条件。从理论上讲，本研究通过研究结果所揭示的构型，论述了个人-机会-创业之间的关系。在实践中，这些构型对跨国企业家和有志于制定鼓励跨国风险企业可持续性政策的政策制定者将大有裨益。

引用次数: 0

Startups’ contribution to SDGs: A tailored framework for assessing social impact 初创企业对可持续发展目标的贡献：评估社会影响的定制框架

IF 3.3 4区管理学 Q2 MANAGEMENT

Journal of Management & Organization

Pub Date : 2024-02-13 DOI: 10.1017/jmo.2024.3

Gianluca Gionfriddo, Andrea Piccaluga

Startups play a crucial role in advancing the Sustainable Development Goals (SDGs) through their innovative solutions that increasingly focus on sustainability. However, they face significant challenges in effectively assessing their contribution to the SDGs. In our study, by adopting an action-research methodology, we develop and introduce Prosper, i.e., a tailored social impact assessment (SIA) framework for startups. First, we conducted a comprehensive review of existing methods and standards for assessing social impact to establish an initial foundation of Prosper. Second, we refined Prosper based on an empirical validation on five startups. By embracing action research, we aim to empower startups with a robust and user-friendly tool, which facilitates SIA and representation. We also contribute to the literature aimed at overcoming the existing sustainability barriers for startups and to respond to the call for assisting them in reporting about SDGs. We also discuss practical implications and future research avenues.

初创企业通过越来越注重可持续性的创新解决方案，在推进可持续发展目标（SDGs）方面发挥着至关重要的作用。然而，它们在有效评估其对可持续发展目标的贡献方面面临着巨大挑战。在我们的研究中，通过采用行动研究方法，我们开发并推出了 Prosper，即为初创企业量身定制的社会影响评估（SIA）框架。首先，我们对现有的社会影响评估方法和标准进行了全面回顾，为 Prosper 奠定了初步基础。其次，我们在对五家初创企业进行经验验证的基础上完善了 Prosper。通过开展行动研究，我们旨在为初创企业提供一个强大且用户友好的工具，以促进社会影响评估和代表性。我们还为旨在克服初创企业现有可持续发展障碍的文献做出了贡献，并响应了协助初创企业报告可持续发展目标的号召。我们还讨论了实际意义和未来的研究方向。

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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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