Management Research Review最新文献

Purpose

The job content plateau (JCP) is a condition in which employees regard their jobs as routine, and it has been linked to employee turnover intentions and organisational dysfunctional consequences. As a result, the purpose of this study is to see how negative effects of JCP can be avoided.

Design/methodology/approach

A conceptual framework has been created and empirically tested that takes into account intervening elements such as job crafting (JCF) and proactive personality (PP) between JCP and career commitment (CC). In this study, survey data from professionals in a variety of businesses were gathered based on position level, total years of experience and educational level. To assess the efficacy of the suggested model and test the hypothesis proposition, confirmatory factor analysis and multiple regressions were used.

Findings

The study’s findings demonstrated that JCF plays a mediating function between JCP and CC, allowing proactive executives to lead their CC while minimizing JCP’s negative effects.

Originality/value

This study will have interesting implications and recommendations for practitioners and strategy makers when it comes to assessing the impact of JCP on enhancing career commitment among Indian executives.

Purpose

Based on stakeholder and legitimacy theory, this paper aims to investigate the impact of carbon emission disclosure on firm financial performance. Further, the study attempts to explore the potential moderating effect of firm size on this relationship.

Design/methodology/approach

The study is based on BSE 100 Indian firms for the period of 2018–2019 to 2020–2021. The association between carbon emission disclosure and firm financial performance, along with the moderating role of firm size, has been explored through regression models.

Findings

The present study confirmed the significant and negative association between carbon emission disclosure and firm financial performance. Furthermore, results reveal that firm size positively moderates the relationship between carbon emission disclosure and firm financial performance.

Social implications

Carbon emission disclosure helps corporate organizations advance the issues of climate change disclosure both nationally and globally.

Originality/value

To the best of the authors’ knowledge, the current study is the first of its kind to explore the potential moderating effect of firm size on the relationship between carbon emission disclosure and firm financial performance. The current study provides significant novel insights into sustainability, climate change and finance literature.

Purpose

This study aims to provide prescriptions through a practitioner lens to managers and leaders wishing to cultivate an organizational environment characterized by employees’ voluntary open upward communication.

Design/methodology/approach

This paper presents a two-step progression to fostering successful voluntary upward communication, framing manager’s feedback inquiry as a precursor to enabling employee voice. Rationale is provided for each step based on an extensive review of the management literature. At times, the reviewed research reveals counterintuitive findings that serve to underscore the importance of this article.

Findings

Hallmarks of effective organizations include managers who are open to feedback and employees who are comfortable providing it. Specific, actionable and feasible advice is provided for managers to seek feedback more actively and to inculcate a culture of open upward communication.

Originality/value

This paper offers guidance that goes beyond the traditional practices adopted by organizations to encourage upward communication, feedback and employee voice. Yet, this guidance is no more difficult to enact than these more common approaches and it is supported by a growing body of research that has yet to be fully translated into lay terms.

Purpose

This study aims to use self-determination and social exchange theory to investigate how transformational leadership influences employees’ motivation for their work behaviors, with job autonomy serving as a mediator. This study hypothesized that transformational leadership could promote employees’ autonomy in performing their tasks, leading to the development of innovative work behaviors and organizational citizenship behaviors.

Design/methodology/approach

Using a multilevel approach, data was collected from 409 public service employees across 39 departments.

Findings

The findings indicate the significant impact of transformational leadership on shaping employees’ innovative work and organizational citizenship behavior. Notably, job autonomy emerges as a pivotal mediator, facilitating the positive effects of transformational leadership by empowering employees to explore innovative tasks beyond their prescribed roles, thereby enhancing team effectiveness and employee engagement.

Originality/value

This study’s originality lies in its innovative use of multilevel analysis to reveal job autonomy’s mediating role, offering fresh insights into promoting innovation and organizational in public service settings.

Purpose

The purpose of this study is to explore the effects of followers’ perceptions of their leaders’ authentic leadership behaviors on how followers become motivated to develop moral intention.

Design/methodology/approach

Using field survey data (n = 337), exploratory factor analysis and multiple regression, the authors suggest that perceived authentic leadership positively affects followers’ moral intent. The authors tested a self-determination theory-based model to explain the mediations.

Findings

The authors found that perceived authentic leadership is related to employees’ autonomous moral motivation through basic psychological need satisfaction, which in turn predicts their moral capacities and moral intent.

Originality/value

This study is unique in that it has examined various motivational variables to explain the mechanism by which authentic leadership influences morality. In addition, this is also novel in empirically using the autonomous motivation construct in the moral domain to explain how employees may develop moral capacities over time, impacting their moral intent. This research is also unique in testing the relationship between all moral capacities proposed in the literature and moral intent. The theoretical implications, practical implications and avenues for further research are also discussed.

Purpose

Against social cognitive and social exchange theories, this research paper aims to investigate the significance and interaction between perceived knowledge, involvement, trust and brand community engagement in brand communities (BC).

Design/methodology/approach

BC participants (n = 503) completed a cross-sectional survey for this research. Analysis was performed using PLS-SEM via SmartPLS (v. 4.1.0.2) and the novel Necessary Condition Analysis (NCA).

Findings

An integrative KITE model with positive and significant relationships of key BC constructs was established. The perceived BC knowledge influenced involvement and engagement. Furthermore, the constructs of involvement and trust were discovered to have a positive and significant impact on engagement, with trust having a substantial effect on BC engagement. The indirect effects of the trust construct via the BC knowledge and BC involvement constructs were also significant.

Originality/value

This research advances the existing conceptual approaches by introducing knowledge as the key BC constructs. The study illustrates that members’ knowledge about a BC facilitates their involvement in the BCs. The vital role of trust is revealed in the KITE model, as it is significantly related to BC knowledge, BC involvement and BC engagement with at least medium to large effect sizes. Notably, the role of trust is enhanced as it is the only necessary must-have (instead of “should-have”) condition to achieve high levels of BC engagement. Furthermore, the KITE model provides insights for marketers to develop a valuable BC.

Purpose

This study aims to explore the relationship between integrated reporting (IR) and corporate social responsibility (CSR) in the context of South Africa, specifically exploring the mediating impact of board cultural diversity on this relationship.

Design/methodology/approach

This study analyzed data from 107 companies operating in South Africa between 2010 and 2022 using the quantitative research method described by Preacher and Hayes (2008).

Findings

The research findings illuminate the complex dynamics of cultural diversity on boards as mediators in integrating reporting practices and CSR initiatives. A more diverse board has been shown to mediate and strengthen the relationship between IR and CSR, leading to improved sustainability performance.

Originality/value

These findings have practical implications for various stakeholders in the South African corporate environment, including boards of directors, policymakers and investors and emphasize the importance of promoting cultural diversity to promote corporate sustainability and social responsibility. Furthermore, these findings provide insights for creating inclusive and effective boards of directors capable of leading organizations toward more responsible and sustainable practices.

Purpose

This study aims to develop and test a model of the antecedents, mediators and consequences of the glass cliff phenomenon through public sector service organizations in Iran to explore more insights on gender inequality in managerial positions.

Design/methodology/approach

The current research was conducted based on a mixed-method approach, using both qualitative and quantitative research designs. First, the qualitative method includes content analysis by conducting semi-structured interviews with 20 university professors and expert managers working in public sector service organizations in Iran. The outcomes of the qualitative phase lead to designing the conceptual framework and research hypothesis. Then, through a quantitative phase, 384 female managers working in public sector service organizations in Iran are selected using stratified random sampling and fill out the research questionnaire. The exploratory factor analysis was used to verify the model. Moreover, structural equation modeling, using AMOS 24, was used to test the research hypothesis.

Findings

The findings of the qualitative phase were represented in three categories including antecedents (e.g. the characteristics of women’s leadership, the selection of women based on meritocracy criteria, women’s preferences and organizational factors), mediation effect (e.g. succession planning, personal development planning and support networks) and consequences of the glass cliff phenomenon (e.g. positive and negative consequences). The results of the exploratory factor analysis show there are ten components, explaining 88.5% of variances. Moreover, the test of the structural model supports the direct effect of antecedents on the glass cliff phenomenon. The results also show the effect of the glass cliff phenomenon on consequences through mediation effects.

Research limitations/implications

There are some limitations that can be addressed by other researchers. Accordingly, the limited number of female managers in Iran prevented larger quantitative research. Moreover, the current research only found casual and mediation consequences of the glass cliff phenomenon, and potential moderators were not considered in this study.

Originality/value

The present study’s innovations may include using a mixed-method approach to investigate the antecedents, mediators and consequences of the glass cliff phenomenon in this study and examining the model constructs in some public sector service organizations. This research may provide a deep understanding of the antecedents, mediators and consequences of the glass cliff phenomenon by finding new factors using a mixed-method approach.

Purpose

This study aims to understand the impact of negative supervisor gossip on job performance among South Indian hotel employees. The focus is not just on the direct influence, but also on the mediating role of feedback-seeking behaviour (FSB) and the moderating effects of the agreeableness trait.

Design/methodology/approach

Through purposive sampling, data was garnered from South Indian hotel employees. Comprehensive analyses were performed using partial least squares structural equation modelling.

Findings

The analysis shows that FSB plays a mediating role in the positive relationship between negative supervisor gossip and job performance. In addition, the influence of gossip on FSB and subsequent job performance was more pronounced for employees with high agreeableness.

Research limitations/implications

This research underscores the complex interplay between negative supervisor gossip and job performance, revealing that such gossip can catalyze FSB process in employees. It suggests that under certain conditions, negative gossip can be transformed into a constructive force that enhances job performance, challenging traditional perceptions of gossip in the workplace.

Practical implications

The findings underscore the importance of understanding the effects of workplace dynamics, like supervisor gossip, on employee behaviour and performance. Recognizing the influence of individual personality traits, such as agreeableness, can guide management strategies for fostering a productive work environment.

Originality/value

This research sheds light on the intricate interplay between negative supervisor gossip, FSB and agreeableness, offering a novel perspective on their combined impact on job performance. It not only enriches the existing literature on workplace communication but also broadens the understanding of the role of personality traits in shaping employee responses and outcomes.

Purpose

This study aims to investigate the relationships between managers’ cognitive styles, dynamic managerial capabilities and firms’ perceived international performance. The study is based on cognitive-experiential self-theory, dynamic managerial capabilities and international entrepreneurship.

Design/methodology/approach

Data were collected from 283 managers of small medium enterprises (SMEs) in Türkiye, an emerging economy. The research was conducted using quantitative methods, and Smart partial least squares (PLS) 4 software was used for data analysis. The data were examined through structural equation modelling and mediation analyses.

Findings

Findings indicate that rational cognitive styles positively influence managerial human capital, managerial social capital, managerial cognition and perceived international performance. However, the effect of intuitive cognitive styles was confirmed only on managerial cognition. Additionally, it was found that managerial cognition positively affects perceived international performance, whereas managerial social capital has a negative impact. However, the effects of managerial human capital could not be confirmed. Moreover, a full mediation relationship of managerial cognition between intuitive cognitive styles and perceived international performance was identified.

Originality/value

This research carves out a unique niche by synergizing cognitive-experiential self-theory with dynamic managerial capabilities to investigate their conjoined effect on firms’ international performance, an area previously underexplored. Unveiling insights from burgeoning economies like Türkiye enriches the existing body of knowledge, offering substantial contributions to the field of international business.