Management Research Review最新文献_第6页

Learning-driven strategic renewal: systematic literature review 学习驱动的战略更新:系统文献综述

IF 2.6 Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-11-22 DOI: 10.1108/mrr-05-2023-0377

Ida Ayu Kartika Maharani, Badri Munir Sukoco, Indrianawati Usman, David Ahlstrom

Purpose

This paper aims to systematically review and synthesize existing research on learning-driven strategic renewal and examines the findings to elucidate the dimensions, antecedents, mechanisms and consequences associated with learning-driven strategic renewal, thereby addressing gaps in the existing literature.

Design/methodology/approach

This research covers learning-driven strategic renewal from 1992 to 2022, using hybrid snowball sampling techniques and Boolean searches on the Scopus and Web of Science databases to extract 49 papers.

Findings

This review proposes an organizing framework for learning-driven strategic renewal, building upon existing literature. The framework identifies various dimensions of the process, including antecedents, mechanisms and consequences. The antecedents are categorized into individual, organizational and external factors. The mechanisms for learning-driven strategic renewal were explored within the context of Crossan’s established 4I framework, which serves as a lens for emphasizing the balance between exploratory and exploitative learning. Within this framework, intuiting, interpreting, integrating and institutionalizing are the four “Is” that guide the renewal process. These mechanisms require a robust system to enforce the prescribed processes effectively, thereby contributing to long-term firm performance and sustainability.

Research limitations/implications

Despite using search terms similar to those in existing literature on strategic renewal, the scope and depth of this study may be limited. Further research may benefit from bibliometric screening or more refined inclusion criteria.

Originality/value

While there has been extensive research into both organizational learning and strategic renewal, no coherent framework links them. This study fills this gap by building a framework that identifies connections between these two concepts, providing valuable insights that may be used to foster successful strategic renewal efforts. The review offers valuable knowledge and understanding of the subject matter, serving as useful guidance for effectively driving renewal initiatives within organizations.

本文旨在系统回顾和综合现有的学习驱动战略更新研究，并对研究结果进行分析，以阐明学习驱动战略更新的维度、前因、机制和后果，从而弥补现有文献的空白。本研究涵盖了1992年至2022年的学习驱动战略更新，使用混合雪球抽样技术和在Scopus和Web of Science数据库上的布尔搜索提取了49篇论文。本综述在现有文献的基础上提出了一个学习型战略更新的组织框架。该框架确定了这一进程的各个方面，包括前因、机制和后果。前因分为个人因素、组织因素和外部因素。在Crossan建立的4I框架的背景下，研究了学习驱动的战略更新机制，该框架强调了探索性学习和利用性学习之间的平衡。在这个框架内，直觉、解读、整合和制度化是指导更新过程的四个“i”。这些机制需要一个强有力的系统来有效地执行规定的程序，从而有助于公司的长期业绩和可持续性。尽管使用了与现有战略更新文献相似的搜索词，但本研究的范围和深度可能有限。进一步的研究可能受益于文献计量学筛选或更精确的纳入标准。虽然对组织学习和战略更新进行了广泛的研究，但没有一个连贯的框架将它们联系起来。本研究通过建立一个框架来确定这两个概念之间的联系，从而填补了这一空白，提供了可能用于促进成功的战略更新工作的有价值的见解。审查提供了有价值的知识和对主题的理解，作为有效地推动组织内更新计划的有用指导。

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引用次数: 0

Rethinking accountability in developing countries: an institutional pillars perspective 重新思考发展中国家的问责制：机构支柱视角

IF 2.6 Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-11-20 DOI: 10.1108/mrr-12-2022-0892

M. Negash, Seid Hassan

Purpose This paper aims to fill gap in the literature and explore policy options for resolving the problems of accountability by framing three research questions. The research questions are (i) whether certain elements of Scott’s (2014) institutional pillars attenuate (accentuate) corporate and public accountability; (ii) whether the presence of ruling party-affiliated enterprises (RPAEs) create an increase (decrease) in the degree of corporate (public) accountability; and (iii) whether there is a particular form of ownership change that transforms RPAEs into public investment companies. Design/methodology/approach Using a qualitative research methodology that involves term frequency and thematic analysis of publicly available textual information, the paper examines Mechkova et al.’s (2019 forms of government accountability. The paper analyzes the gaps between the de jure and de facto accountability using the institutional pillars framework. Findings The findings of the paper are three. First, there are gaps between de jure and de facto in all three (vertical, horizontal and diagonal) forms of government (public) accountability. Second, the study finds that more than three fourth of the parties that contested the June 2021 election did have regional focus. They did not advocate for accountability. Third, Ethiopia’s RPAEs are unique. They have regional focus and are characterized by severe forms of agency and information asymmetry problems. Research limitations/implications The main limitation of the paper is its exploratory nature. Extending this research by using cross-country data could provide a more complete picture of the link between corporate (public) accountability and a country’s institutional pillars. Practical implications Academic research documents that instilling modern corporate (public) governance standards in the Sub Sahara Africa (SSA) region has shown mixed results. The analysis made in this paper is likely to inform researchers and policymakers about the type of change that leads to better corporate (and public) accountability outcomes. Social implications The institutional change proposed in the paper is likely to advance the public interest by mitigating agency and information asymmetry problems and enhancing government accountability. The changes make the enterprises investable, save scarce jobs, enhance diversity and put the assets in RPAEs to better use. Originality/value To the best of the authors’ knowledge, this is the first paper that uses the institutional pillars analytical framework to examine an SSA country's corporate (public) accountability problem. It demonstrates that accountability is a domestic and a (novel) traveling theory. The paper identifies the complexity of resolving the interlock between political institutions and business enterprises. It theorizes that it is impossible to instill modern corporate (public) accountability standards without changing regulatory, normative and cultural cognit

目的本文旨在通过提出三个研究问题，填补文献空白，探索解决问责问题的政策选择。这些研究问题是：(i) 斯科特（2014 年）制度支柱中的某些要素是否会削弱（加强）企业和公共问责；(ii) 执政党下属企业（RPAEs）的存在是否会导致企业（公共）问责程度的提高（降低）；(iii) 是否存在特定形式的所有权变更，使 RPAEs 转变为公共投资公司。设计/方法/途径本文采用定性研究方法，对公开文本信息进行词频和主题分析，研究 Mechkova 等人（2019 年）的政府问责形式。本文利用制度支柱框架分析了法律问责与事实问责之间的差距。研究结果本文的研究结果有三点。首先，所有三种（纵向、横向和斜向的）政府（公共）问责形式在法律上和事实上都存在差距。其次，研究发现，在 2021 年 6 月的选举中，超过四分之三的参选党派确实以地区为重点。他们并不主张问责制。第三，埃塞俄比亚的地区公共权力机构是独一无二的。它们以地区为重点，存在严重的代理和信息不对称问题。研究局限性/启示本文的主要局限性在于其探索性质。通过使用跨国数据来扩展这项研究，可以更全面地了解企业（公共）问责与国家制度支柱之间的联系。实际意义学术研究表明，在撒哈拉以南非洲地区灌输现代公司（公共）治理标准的结果好坏参半。本文所做的分析有可能为研究人员和政策制定者提供信息，帮助他们了解哪类变革能带来更好的公司（和公共）问责结果。社会影响本文提出的制度变革可以缓解代理和信息不对称问题，加强政府问责制，从而促进公众利益。变革使企业具有可投资性，挽救稀缺的工作岗位，提高多样性，并更好地利用 RPAE 的资产。原创性/价值据作者所知，这是第一篇使用制度支柱分析框架研究撒哈拉以南非洲国家企业（公共）问责问题的论文。它表明，问责制是一种国内理论，也是一种（新颖的）巡回理论。论文指出了解决政治体制与工商企业之间相互牵制问题的复杂性。理论认为，不改变机构的监管、规范和文化认知支柱，就不可能灌输现代企业（公共）问责标准。本文为变革管理和公共利益文献做出了贡献。

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引用次数: 0

High-performance work systems and firm innovation: the moderating role of digital technology and employee participation. Evidence from Europe 高效工作系统与企业创新:数字技术与员工参与的调节作用。来自欧洲的证据

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-11-14 DOI: 10.1108/mrr-11-2022-0751

Ylenia Curzi, Filippo Ferrarini

Purpose In the literature, evidence is to be found of the positive effect of high-performance work systems (HPWSs) on innovation in firms. However, innovation is enabled by not only human resources but also digital technology, and scholars have called for further investigation into the interplay between digital technology and HRM systems. Drawing on signalling theory and HPWSs research, the purpose of this study is to explore the moderating role of digital technologies in the relationship between HPWSs and innovation in the firm and consider employee participation as an additional conditioning factor. Design/methodology/approach This study uses data from the European Company Suvery 2019 administered in a sample of more than 20,000 European establishments and applies logistic regression with a three-way interaction. Findings HPWSs underpin product and process innovation. Moreover, this study shows that in firms with low levels of employee participation, digital technology enhances the effect of HPWSs on innovation, while in firms with high levels of employee participation, this effect is reduced. Originality/value This study enriches the scholarly discussion about the link between HPWSs and innovation in the firm, by investigating in theoretical and empirical terms the moderating effect of digital technology, underlining that either positive or negative synergistic effects are possible. By adding employee participation to the analysis, the authors cast light on an important boundary condition for understanding when the synergic effects become more prominent. This intends to respond to recent calls from scholars and practitioners for more insight into the precise nature of the synergies between HPWSs and digital technology on innovation in the firm, with important implications for management.

在文献中，证据是发现的高效能工作系统(HPWSs)对企业创新的积极影响。然而，创新不仅是由人力资源实现的，也是由数字技术实现的，学者们呼吁进一步研究数字技术与人力资源管理系统之间的相互作用。基于信号理论和HPWSs研究，本研究的目的是探讨数字技术在HPWSs与企业创新之间的调节作用，并将员工参与作为一个额外的制约因素。本研究使用了来自2019年欧洲公司调查的数据，该调查是在2万多家欧洲企业的样本中进行的，并应用了具有三方互动的逻辑回归。HPWSs是产品和工艺创新的基础。此外，本研究还表明，在员工参与度较低的企业中，数字技术增强了hpss对创新的影响，而在员工参与度较高的企业中，这种影响有所减弱。本研究从理论和实证两方面考察了数字技术的调节作用，强调了积极或消极的协同效应是可能的，从而丰富了关于hpss与企业创新之间联系的学术讨论。通过将员工参与加入分析，作者阐明了理解协同效应何时变得更加突出的重要边界条件。这是为了回应学者和从业人员最近的呼吁，他们希望更深入地了解hpss和数字技术之间对公司创新的协同作用的确切性质，这对管理具有重要意义。

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引用次数: 0

How do employees maintain their well-being during loneliness? The power of organizational nostalgia 员工如何在孤独中保持健康?组织怀旧的力量

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-11-09 DOI: 10.1108/mrr-12-2022-0842

Berivan Tatar, Büşra Müceldili, Oya Erdil

Purpose The spread of technology usage and the increasing popularity of network technology have formed a basis for alternative working systems as virtual teams and teleworking in the working environment. However, social relations have weakened in these working systems and loneliness has become a common emotion in the workplace. Hence, the concept of loneliness has attracted significant interest in recent years. Yet, despite this interest, research examining loneliness in the workplace is limited in the literature. This study aims to investigate the role of workplace loneliness on intrinsic motivation and the effect of intrinsic motivation on employee well-being through the moderating role of organizational nostalgia. Design/methodology/approach Data were collected from 380 respondents working in different sectors. The hypotheses were tested by using structural equation modeling and PROCESS macro for SPSS. Findings Results empirically showed that workplace loneliness negatively relates to intrinsic motivation, intrinsic motivation positively relates to employee well-being, intrinsic motivation mediates the link between workplace loneliness and employee well-being and organizational nostalgia moderates the link between workplace loneliness and intrinsic motivation. Furthermore, organizational nostalgia also moderates the indirect effect of workplace loneliness on employee well-being through intrinsic motivation. Originality/value To the best of the authors’ knowledge, this study contributes to the existing literature on workplace loneliness by investigating underlying mechanisms and boundary conditions for loneliness in the workplace.

技术使用的普及和网络技术的日益普及为工作环境中的虚拟团队和远程工作等替代工作系统奠定了基础。然而，在这些工作系统中，社会关系已经减弱，孤独感已经成为工作场所的一种常见情绪。因此，孤独的概念近年来引起了极大的兴趣。然而，尽管有这种兴趣，关于工作场所孤独感的研究在文献中是有限的。本研究旨在探讨工作场所孤独感对员工内在动机的影响，以及内在动机通过组织怀旧的调节作用对员工幸福感的影响。设计/方法/方法数据收集自380名在不同行业工作的受访者。采用SPSS的结构方程模型和PROCESS宏对假设进行检验。研究结果表明，工作场所孤独感与内在动机负相关，内在动机与员工幸福感正相关，内在动机在工作场所孤独感与员工幸福感之间起中介作用，组织怀旧在工作场所孤独感与内在动机之间起调节作用。此外，组织怀旧还通过内在动机调节了工作场所孤独感对员工幸福感的间接影响。就作者所知，本研究通过研究工作场所孤独感的潜在机制和边界条件，对现有的工作场所孤独感研究文献做出了贡献。

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引用次数: 0

Applying knowledge-based human resource management to drive innovation: the roles of knowledge sharing and competitive intensity 应用知识型人力资源管理推动创新:知识共享与竞争强度的作用

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-11-06 DOI: 10.1108/mrr-02-2023-0154

Phong Ba Le

Purpose Given the increasingly important role of knowledge capital on key outcomes and innovation capabilities of organizations, this paper aims to investigate the influences of knowledge-based human resource management (KHRM) practices on innovation capability of firms via mediating role of knowledge sharing (KS). This study also examines whether competitive intensity moderates the effects of KS behaviors on specific aspects of innovation capability, namely, product and process innovation. Design/methodology/approach This paper used structural equation modeling to examine the level of how KHRM practices and KS impact on two types of innovation capability, namely, product innovation and process innovation using data collected from 265 participants in 112 manufacturing and service firms in Vietnam. Findings The research findings confirm the mediating roles of KS behaviors between KHRM practices and two specific types of innovation. Besides, the paper first reveals the moderating role of competitive intensity in the relationships between KS and product innovation. The results underline the necessity of building a climate of KHRM practices to stimulate employees sharing knowledge, which, in turn, positively promotes innovation capabilities in an organization. Research limitations/implications Future research should investigate the impact of different forms of human resource management (HRM) practices on innovation via the mediating effects of certain aspects of KS to bring better understanding on the importance of HRM practices and knowledge resources in pursuing innovation competence. Practical implications This paper offers leaders a deeper understanding of potential effects of competitive intensity and environmental factors to promote innovation capabilities in their firms. Originality/value This paper has significant contributed to theoretical and practical initiatives on theory of HRM practices and knowledge management by showing different moderating and mediating mechanism thereby firms can follow to enhance innovation capability of firms in developing and emerging markets.

鉴于知识资本对企业关键成果和创新能力的作用日益重要，本文旨在通过知识共享的中介作用，探讨知识型人力资源管理实践对企业创新能力的影响。本研究还探讨了竞争强度是否会调节KS行为对创新能力具体方面(即产品和工艺创新)的影响。本文使用结构方程模型来检验KHRM实践和KS如何影响两种类型的创新能力，即产品创新和流程创新，使用从越南112家制造和服务企业的265名参与者收集的数据。研究结果证实了KS行为在KHRM实践与两种特定类型创新之间的中介作用。此外，本文首先揭示了竞争强度在KS与产品创新关系中的调节作用。研究结果强调了建立KHRM实践氛围的必要性，以激励员工分享知识，这反过来又积极地促进了组织的创新能力。未来的研究应该通过KS某些方面的中介作用来研究不同形式的人力资源管理实践对创新的影响，从而更好地理解人力资源管理实践和知识资源在追求创新能力中的重要性。本文让领导者更深入地了解竞争强度和环境因素对提升企业创新能力的潜在影响。本文通过展示不同的调节和中介机制，对人力资源管理实践和知识管理理论提出了重要的理论和实践倡议，企业可以遵循这些机制来提高发展中市场和新兴市场企业的创新能力。

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引用次数: 0

Non-financial resources to enhance companies’ profitability: a stakeholder perspective 提高公司盈利能力的非财务资源:利益相关者视角

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-10-27 DOI: 10.1108/mrr-02-2023-0131

Ivo Hristov, Matteo Cristofaro, Riccardo Cimini

Purpose This study aims to investigate the impact of stakeholders’ nonfinancial resources (NFRs) on companies’ profitability, filling a significant gap in the literature regarding the role of NFRs in value creation. Design/methodology/approach Data from 76 organizations from 2017 to 2019 were collected and analyzed. Four primary NFRs and their key value drivers were identified, representing core elements that support different dimensions of a company’s performance. Statistical tests examined the relationship between stakeholders’ NFRs and financial performance measures. Findings When analyzed collectively and individually, the results reveal a significant positive influence of stakeholders’ NFRs on a firm’s profitability. Higher importance assigned to NFRs correlates with a higher return on sales. Originality/value This study contributes to the literature by empirically bridging the gap between stakeholder theory and the resource-based view, addressing the intersection of these perspectives. It also provides novel insights into how stakeholders’ NFRs impact profitability, offering valuable implications for research and managerial practice. It suggests that managers should integrate nonfinancial measures of NFRs within their performance measurement system to manage better and sustain companies’ value-creation process.

本研究旨在探讨利益相关者的非财务资源对公司盈利能力的影响，填补了文献中关于非财务资源在价值创造中的作用的重大空白。设计/方法/方法收集并分析了2017年至2019年76家组织的数据。确定了四个主要的nfr及其关键价值驱动因素，代表了支持公司绩效不同维度的核心要素。统计测试检验了利益相关者的NFRs与财务绩效指标之间的关系。从整体和个体分析的结果来看，利益相关者的净资产收益率对企业的盈利能力有显著的正向影响。NFRs的重要性越高，销售回报率越高。本研究通过实证弥合利益相关者理论和资源基础观点之间的差距，解决了这些观点的交集，从而为文献做出了贡献。它还提供了关于利益相关者的NFRs如何影响盈利能力的新颖见解，为研究和管理实践提供了有价值的启示。本文建议管理者应将非财务指标纳入其绩效衡量体系，以更好地管理和维持公司的价值创造过程。

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引用次数: 0

Do entrepreneurs mistreat probationary employees? The mediating role of perceived ethical climate and moderating roles of core job characteristics 企业家虐待试用员工吗?感知伦理氛围的中介作用和核心工作特征的调节作用

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-10-11 DOI: 10.1108/mrr-12-2022-0878

Yongseok Jang, Jing Zhang, Dianhan Zheng

Purpose Recent high-profile ethical scandals in start-up organizations have made people wonder whether entrepreneurship may cultivate a work environment with less emphasis on ethics. This study examined a psychological process about how an organization’s entrepreneurial orientation (EO) can affect its treatment of probationary employees, a vulnerable yet understudied group of workers. Design/methodology/approach The authors recruited 241 participants through Amazon Mechanical Turk. They answered an online survey about their experiences as probationary employees. Findings This study found that job feedback and meaning moderated the relationship between EO and ethical climate, such that this relationship was statistically significant and positive only among participants who reported high levels of feedback and job meaning. Ethical climate, in turn, was found to be related to a reduction in workplace incivility experienced by probationary employees. The indirect effect of EO on incivility via ethical climate was contingent on job feedback and meaning. Research limitations/implications This study extends the discussion on the entrepreneurial context, adds to EO literature with findings on its indirect effect on nonfinancial performance and reinforces institutional theory through job characteristics’ moderating roles. However, a methodological limitation is conducting a cross-sectional single-source survey due to limited access to firms and probationary employees, considering the hidden population involved. Practical implications This study found no evidence of probationary employee exploitation in high EO organizations. Job seekers should embrace probationary work at start-ups. Entrepreneurial leaders should balance being proactive, innovative and caring toward employees. Originality/value It is debatable whether entrepreneurship leads to unethical organizational conduct. By studying a vulnerable group of employees, the authors discovered that EO, when paired with favorable job design factors, can create a more ethical workplace where temporary talents are treated with dignity and respect.

最近在创业组织中备受瞩目的道德丑闻让人们怀疑创业是否会培养出一个不那么重视道德的工作环境。本研究考察了一个组织的创业取向(EO)如何影响其对试用员工的待遇的心理过程，试用员工是一个脆弱但尚未得到充分研究的工人群体。设计/方法/方法作者通过亚马逊土耳其机器人招募了241名参与者。他们回答了一份关于试用员工经历的在线调查。本研究发现，工作反馈和工作意义调节了EO与道德氛围之间的关系，只有在反馈和工作意义水平高的参与者中，这种关系才具有统计学意义和正相关。反过来，研究发现，道德氛围与试用期员工在工作场所不文明行为的减少有关。EO通过道德氛围对不文明行为的间接影响取决于工作反馈和意义。本研究扩展了对创业背景的讨论，在EO文献中增加了创业对非财务绩效的间接影响，并通过工作特征的调节作用强化了制度理论。然而，考虑到所涉及的隐藏人口，由于对公司和试用员工的访问有限，方法上的限制是进行横断面单一来源调查。本研究未发现高绩效组织存在员工剥削的证据。求职者应该接受初创企业的试用工作。创业型领导者应该在积极主动、创新和关心员工之间取得平衡。企业家精神是否会导致不道德的组织行为是有争议的。通过对弱势员工群体的研究，作者发现，当与有利的工作设计因素相结合时，EO可以创造一个更有道德的工作场所，在那里临时人才受到尊严和尊重。

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引用次数: 0

Promoting subjective well-being of IT professionals through gratitude practice: a moderated mediation analysis of gender and employee engagement 通过感恩实践促进IT专业人员主观幸福感:性别与员工敬业度的调节中介分析

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-10-09 DOI: 10.1108/mrr-05-2022-0363

Sheela Bhargava, Renu Sharma, Monika Kulshreshtha

Purpose The purpose of this study is to analyze the potential mediating role of employee engagement in the relationship between gratitude and subjective well-being (SWB) of employees working in the information technology (IT) sector in India. The study investigated a moderated mediation model for gratitude and SWB, treating employee engagement as a mediator and gender as a moderator. Design/methodology/approach Data was collected from 162 professionals working IT sector in India. Process Macro, AMOS and IBM SPSS 22 were used to analyze the mediation and moderation effects. Findings The results depicted that employee engagement fully mediates the positive association between gratitude practice and the SWB of employees as well as the demographic variable; gender also demonstrated a full moderation effect between them. Originality/value This research may be one of the few studies from the Indian context that explore whether gratitude practiced by employees working in the IT sector can play a significant role in impacting their SWB. Past research models had not introduced employee engagement’s indirect impact on the examined variables.

本研究的目的是分析员工敬业度在印度信息技术(IT)行业员工感恩与主观幸福感(SWB)关系中的潜在中介作用。本研究以员工敬业度为中介，性别为调节因子，考察了感恩与幸福感的调节中介模型。设计/方法/方法数据收集自印度IT行业的162名专业人士。采用Process Macro、AMOS和IBM SPSS 22分析中介和调节效应。结果发现:员工敬业度在感恩实践与员工幸福感之间以及人口统计学变量之间均起着中介作用;性别在两者之间也表现出完全的调节作用。这项研究可能是少数几项来自印度背景的研究之一，该研究探讨了在IT行业工作的员工的感恩行为是否会对他们的幸福感产生重大影响。过去的研究模型没有引入员工敬业度对研究变量的间接影响。

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引用次数: 0

Managerial sentiment and corporate risk-taking: evidence from Chinese listed companies’ annual reports 管理层情绪与企业风险承担:来自中国上市公司年报的证据

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-10-02 DOI: 10.1108/mrr-02-2023-0110

Zhihao Qin, Menglin Cui, Jiaqi Yan, Jie Niu

Purpose This paper aims to examine whether managerial sentiment, extracted from annual reports, is associated with corporate risk-taking in the context of Chinese companies. This study expands the vein of literature on overconfidence theory. Design/methodology/approach By leveraging textual analysis on Chinese listed companies’ annual reports, the authors construct firm-level managerial sentiment during 2007 and 2021 to examine how managerial sentiment influences corporate risk-taking after control for firm characteristics. Corporate risk-taking is denoted by corporate investment engagements: capital expenditures and net fixed asset investment. Findings Results show that incentives for corporate risk-taking are likely to increase with the positive managerial sentiment and decrease with the negative sentiment in companies’ annual reports. Positive managerial sentiment is associated with over-/under-investment and low/high investment efficiency. Further additional tests show that the managerial sentiment effect only holds during low economic uncertain years and samples of private-owned firms. Furthermore, the robust tests indicate that there is no endogenous issue between managerial sentiment and corporate risk-taking. Research limitations/implications Annual report textual-based managerial sentiment may not perfectly reflect managers’ lower frequency sentiment (e.g. weekly, monthly and quarterly sentiment). Future studies could attempt to capture managers’ on-time sentiment by using media sources and corporate disclosures. Practical implications To the best of the authors’ knowledge, this paper is the first research to provide insights into supervising managers’ corporate decisions by observing their textual information usage in corporate disclosure. Moreover, the approach of measuring managerial sentiment might be a solution to monitoring managerial class. Originality/value This paper contributes to the literature on accounting and finance studies, adding another piece of empirical evidence on content analysis by examining a unique language and institutional context (i.e. China). Besides, the paper notes that in line with the English version disclosure, based on Chinese semantic words, managerial sentiment in the Chinese-speaking world has magnitude on corporate decisions. The research provides insights into supervising managers’ corporate decisions by observing their textual information usage in corporate disclosure. Moreover, the approach to measuring managerial sentiment may be a practical solution to monitoring managerial class.

本文旨在研究从年度报告中提取的管理层情绪是否与中国公司的风险承担有关。本研究拓展了过度自信理论的文献脉络。设计/方法/方法通过对中国上市公司年报的文本分析，作者构建了2007年和2021年的公司层面的管理情绪，以考察控制公司特征后管理情绪对公司风险承担的影响。公司的风险承担由公司的投资项目表示:资本支出和净固定资产投资。研究结果表明，企业风险承担的激励可能会随着企业年报中积极的管理情绪而增加，而随着消极的管理情绪而减少。积极的管理情绪与投资过多/不足和投资效率低/高有关。进一步的检验表明，管理层情绪效应仅在经济不确定年份和私营企业样本中成立。此外，稳健检验表明，管理层情绪与企业风险承担之间不存在内生问题。基于年度报告文本的管理情绪可能不能完全反映管理者较低频率的情绪(如每周、每月和季度情绪)。未来的研究可以尝试通过使用媒体来源和公司披露来捕捉管理者的准时情绪。据作者所知，本文是第一个通过观察管理者在公司披露中的文本信息使用情况来监督管理者公司决策的研究。此外，测量管理情绪的方法可能是监控管理阶层的一种解决方案。本文对会计和金融研究的文献做出了贡献，通过研究独特的语言和制度背景(即中国)，为内容分析增加了另一块经验证据。此外，本文注意到，与英文版披露的结果一致，基于中文语义词，汉语世界的管理情绪对公司决策有显著影响。本研究通过观察管理者在公司信息披露中的文本信息使用情况，为监督管理者的公司决策提供了新的思路。此外，测量管理情绪的方法可能是监控管理阶层的实际解决方案。

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引用次数: 0

The human side of entrepreneurship: an empirical investigation of relationally embedded ties with stakeholders 企业家精神的人性面:与利益相关者关系嵌入关系的实证调查

Q2 MANAGEMENT

Management Research Review

Pub Date : 2023-09-26 DOI: 10.1108/mrr-08-2022-0593

Valentina Cucino, Cristina Marullo, Eleonora Annunziata, Andrea Piccaluga

Purpose Humane Entrepreneurship (HumEnt) is strongly purpose-oriented and characterized by a focus on inclusiveness and social and environmental sustainability, with attention to both internal and external stakeholders and their needs. In the attempt to provide new research in this field, this study aims to conduct an empirical investigation within the theory of HumEnt and, in particular, of the Human Resource Orientation (HRO) model among Italian Small and Medium-size Enterprises. Design/methodology/approach Based on quantitative data, this study used a deductive approach to investigate the relationship between the HumEnt model and firms’ relational embeddedness with different types of stakeholders (value chain stakeholders and societal stakeholders, respectively). More concretely, to investigate the relationships between the dimensions of the HumEnt model and firms’ relational embeddedness, partial least squares structural equation modeling was applied. Findings Findings of this study suggest that Entrepreneurial Orientation (EO) directly contributes only to value chain embeddedness. However, the results also show that if EO is mediated by an HRO (i.e. companies with a high HRO), a high level of societal embeddedness is also present. Originality/value This study represents a first attempt to provide comprehensive empirical evidence about the different dimensions characterizing the HumEnt theoretical model, and to highlight their relevance in supporting companies’ relational embeddedness capacity with different categories of stakeholders.

人文创业(HumEnt)强烈以目的为导向，其特点是关注包容性、社会和环境可持续性，同时关注内部和外部利益相关者及其需求。为了在这一领域提供新的研究，本研究旨在对HumEnt理论，特别是意大利中小企业的人力资源导向(HRO)模型进行实证调查。基于定量数据，本研究采用演绎法研究HumEnt模型与企业与不同类型利益相关者(价值链利益相关者和社会利益相关者)的关系嵌入性之间的关系。更具体地说，为了研究HumEnt模型的维度与企业关系嵌入性之间的关系，我们采用了偏最小二乘结构方程模型。研究结果表明，创业导向只对价值链嵌入性有直接影响。然而，研究结果还表明，如果企业绩效是由人力资源管理者(即具有高人力资源管理者的公司)介导的，那么企业绩效也存在高水平的社会嵌入性。本研究首次尝试为HumEnt理论模型的不同维度提供全面的经验证据，并强调它们在支持公司与不同类型利益相关者的关系嵌入能力方面的相关性。

{"title":"The human side of entrepreneurship: an empirical investigation of relationally embedded ties with stakeholders","authors":"Valentina Cucino, Cristina Marullo, Eleonora Annunziata, Andrea Piccaluga","doi":"10.1108/mrr-08-2022-0593","DOIUrl":"https://doi.org/10.1108/mrr-08-2022-0593","url":null,"abstract":"Purpose Humane Entrepreneurship (HumEnt) is strongly purpose-oriented and characterized by a focus on inclusiveness and social and environmental sustainability, with attention to both internal and external stakeholders and their needs. In the attempt to provide new research in this field, this study aims to conduct an empirical investigation within the theory of HumEnt and, in particular, of the Human Resource Orientation (HRO) model among Italian Small and Medium-size Enterprises. Design/methodology/approach Based on quantitative data, this study used a deductive approach to investigate the relationship between the HumEnt model and firms’ relational embeddedness with different types of stakeholders (value chain stakeholders and societal stakeholders, respectively). More concretely, to investigate the relationships between the dimensions of the HumEnt model and firms’ relational embeddedness, partial least squares structural equation modeling was applied. Findings Findings of this study suggest that Entrepreneurial Orientation (EO) directly contributes only to value chain embeddedness. However, the results also show that if EO is mediated by an HRO (i.e. companies with a high HRO), a high level of societal embeddedness is also present. Originality/value This study represents a first attempt to provide comprehensive empirical evidence about the different dimensions characterizing the HumEnt theoretical model, and to highlight their relevance in supporting companies’ relational embeddedness capacity with different categories of stakeholders.","PeriodicalId":47769,"journal":{"name":"Management Research Review","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134884042","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0