Scandinavian Journal of Management最新文献

This article is a reply to Foss et al.’s (2022) contribution to the special issue of the Scandinavian Journal of Management on The Great Reset of management and organization theory. In their article, the authors make a strong case that “reset thinking” geared towards a more “sustainable” redesign of the global economy promotes extensive state interventionism and cronyism capitalism, and therefore reject the idea of a need for “a fundamental rethink of existing management theory”. Whereas I do agree with the authors on most points, I am less convinced that “existing management theory” will suffice to address the problem of “reset thinking”. In this article, I demonstrate that the economy-bias of existing theories is a gateway for “reset thinking” geared towards an allegedly necessary re-/socialisation of management and organisation. A research agenda on cronyism must therefore be complemented by one on privilege and hierarchy not only as undesirable side-effects of cronyism, but also as desired outcomes of advocacy for specific minorities or missions. As self-identifications with group interests or calls for missions have become popular in management theory, I conclude that this new appetite for privilege might undermine not only the higher ideals of many management theorists, but also the foundations of modern society.

When the COVID-19 pandemic struck the world in March 2020, it impacted all areas of society. Most conspicuous were the lockdowns that were quickly imposed in many countries along with other restrictions. These interventions into the everyday life of ordinary citizens were, perhaps not surprisingly, often met with resistance by citizens and businesses that felt their rights were being trampled on by governments. In this paper, we analyse reactions towards the far-reaching measures taken by the Danish government to contain the spread of the COVID-19 virus in the fur industry and thereby prevent the development of new mutations of the virus: to cull all minks and temporarily ban mink production in Denmark. We argue that by studying this case, valuable lessons can be learned regarding how a business community reacts when faced with a great reset. Taking the current climate crisis into consideration, it must be expected that emission-heavy industries, like agriculture, will be faced with calls to radically change their mode of production in the near future. In this sense, we propose to view the Danish mink case as an early example of what a great reset could look like, how it is perceived by those who experience it first-hand, and how feelings of resentment and resistance can develop following a logic of (mis)recognition.

Data transcription is often depicted as an essential and critical stage in qualitative research. As most researchers have experienced, it requires significant time and human resource investment. We focus on transcription strategies, a topic typically missing from the methodology discourse. We explore the biases and challenges of each of the transcription strategies. By analysing 434 academic refereed papers from top journals, we underline the lack of scrutiny over the transcription process, its impact, and strategies taken to conduct it. We also interviewed some of the authors to better understand the challenges associated with transcription. This paper aims at contributing to more reflexivity on the existing strategies regarding transcription and how to increase transparency in qualitative research.

Recent scholarship focuses on new venture ideation—the process of generating and developing new venture ideas—separately from venture development, as the creation of new ventures begins with new venture ideas. In this study, we ask which practices are being enacted to carry out new venture ideation, and how and why are they constituted by aspiring entrepreneurs. By conducting a video ethnography, we find that aspiring entrepreneurs utilize six practices, i.e., ‘how might we’, ‘seeing’, ‘do you mean’, ‘yes, and’, ‘invitation’, and ‘but, what’ linked to the formulation, explaining, extending and questioning of new venture ideas. Our study extends the relational perspective of new venture ideation by detailing the relations between conversation, bodies and visual artefacts that facilitate the joint exercise of entrepreneurial imagination.

In this article I summarize and extend a keynote address given at the Nordic Academy of Management Conference, held at University of Vaasa, Finland, 2019. My concern is to reflect the goals of the conference: a combination of thriving management inquiry and a desire to explore new ways of doing things. Specifically, I ask whether a film can do or be management research. This question raises important issues regarding the limits of the rational-cognitive perspective that has generally been approached in management studies. To answer it, I mobilize empirical examples to illustrate how film can produce emotions and affective responses that are often more powerful and effective than conventional practices of academic writing. The evidence suggests that these non-cognitive responses can animate the relationship between film and research within management studies.

Theory plays a central role in research in management science, with theoretical contribution an essential measure for evaluating research. However, the many ambiguities regarding the use of the theory concept make judgments imprecise and, to an extent, arbitrary. The discussion of the concept of theory in management science has remarkably little anchoring in the findings of the philosophy of science. This article presents some of these findings and discusses the concepts of explanation and theory on this basis. In particular, Sutton and Staw's (1995, p. 385) notion that theory should provide a logical explanation of causal relationships formulated in hypotheses is critically questioned.

We study the replication of organizational routines through key employee mobility in the context of major football championships. While discussed in the literature of evolutionary economics and in some management studies, this kind of routine replication lacks systematic empirical evidence. The empirical analysis exploits two related samples assembled from several web sources. Employing a combination of descriptive and econometric approaches we show that: 1) when a coach moves from one team to another, there is no significant difference between the routines he/she employs in the latter compared to the routines he/she employed in the former, and 2) when one team changes its coach, there is a significant change in the team routines.

The desire to create innovative organizational spaces has led to various instantiations of innovation ecosystems. Towards this direction, there is a growing interest in establishing corporate innovation ecosystems in the form of ‘corporate coworking spaces’ (CWS). From a relational ontological standpoint, this study builds on the collaborative spaces literature with the aim to investigate the emerging dynamics between corporates and start-ups in an innovation ecosystem. Through an abductive research strategy (ARS) as well as service design methods, we explore how co-creation between corporates and start-ups emerges (or not) in an innovation ecosystem that serves as a collaborative space in Denmark. Our empirical findings challenge the mostly overenthusiastic connotations and thus the study contributes to the critical coworking research stream. More specifically, we give emphasis on the co-constructive entanglement of socio-spatial arrangements and we propose a framework for revisiting the design of CWS through 1) balancing the engineered and evolving parts of the ecosystem, 2) facilitating stakeholder alignment, 3) adopting a service-oriented approach and 4) developing inclusive strategies. Apart from the implications for scholars and practitioners who study and design CWS, we argue that future research would especially benefit from building on a service-oriented approach of innovation ecosystems and we call for more interdisciplinary research.

Are trust development processes in settings of blurred organizational boundaries different from those in conventional organizational settings, and if so, how? Taking the crowdfunding campaigns of the Fin-Tech Monzo as examples of settings of blurred organizational boundaries, we analyze how the three main trust forms (individual, organizational, and institutional trust) emerge and interact in the campaigns’ online discourse and develop a process model that captures distinct trust development dynamics. We contribute to the trust literature by highlighting increased dynamics and co-existence of trust forms, and by showing that the validation of extra-organizational boundary spanners is crucial to compensate for a missing personal interaction in settings of blurred organizational boundaries. We also contribute to the crowdfunding literature and derive managerial implications.