This essay reflects the journey of two business scholars, Stephen X. Zhang and Jiyao Chen, who ventured into mental health research during the COVID-19 pandemic. We experienced first-hand how health sciences have operated their publication systems in ways that uphold scientific standing while addressing real-world problems. In doing so, we found the publishing expectations and norms in health and medical sciences to be vastly different from those in management. This essay further discusses aspects such as the preference for evidence over theory, the relationship with basic sciences, diverse evaluation criteria, encouragement of exploration and replication, timeliness, and democratization and inclusivity of scholarship as concrete steps of responsible research.
这篇文章反映了两位商业学者 Stephen X. Zhang 和 Jiyao Chen 在 COVID-19 大流行期间涉足心理健康研究的心路历程。我们亲身经历了健康科学如何以既维护科学地位又解决现实问题的方式运作其出版系统。在此过程中，我们发现健康和医学科学领域的出版期望和规范与管理领域的出版期望和规范大相径庭。本文进一步讨论了证据优先于理论、与基础科学的关系、多样化的评估标准、鼓励探索和复制、及时性以及学术民主化和包容性等方面，将其作为负责任研究的具体步骤。
{"title":"Responsible Research: Reflections of Two Business Scholars Doing Mental Health Research During COVID-19","authors":"Stephen X. Zhang, Jiyao Chen","doi":"10.1017/mor.2024.14","DOIUrl":"https://doi.org/10.1017/mor.2024.14","url":null,"abstract":"This essay reflects the journey of two business scholars, Stephen X. Zhang and Jiyao Chen, who ventured into mental health research during the COVID-19 pandemic. We experienced first-hand how health sciences have operated their publication systems in ways that uphold scientific standing while addressing real-world problems. In doing so, we found the publishing expectations and norms in health and medical sciences to be vastly different from those in management. This essay further discusses aspects such as the preference for evidence over theory, the relationship with basic sciences, diverse evaluation criteria, encouragement of exploration and replication, timeliness, and democratization and inclusivity of scholarship as concrete steps of responsible research.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"15 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-09-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142250334","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Zhiqiang Liu, Yuping Xu, Ziyi Yu, Bingqing Wu, Zijing Wang
Although some organizations encourage employees to generate radical ideas by implementing stretch goals, the relationship between stretch goals and radical creativity is complicated. Unfortunately, existing research has not adequately addressed this issue. Therefore, we integrate signaling theory with creativity-related research and propose that the interaction between stretch goals and cognitive flexibility predicts employees' willingness to take risks, thereby influencing their engagement in radical creative activities and ultimately affecting their radical creativity. To test our hypotheses, we conduct two empirical studies. The results suggest that, for employees with high cognitive flexibility, stretch goals increase their willingness to assume risks, thus leading to improved engagement in radical creative activities and enhancing their radical creativity. Conversely, for employees with low cognitive flexibility, stretch goals decrease their willingness to take risks, which hampers their engagement in radical creative activities and their radical creativity. The theoretical contributions and practical implications of this study are also discussed.
{"title":"Stretch Goals and Radical Creativity: Cognitive Flexibility as a Key Contingency","authors":"Zhiqiang Liu, Yuping Xu, Ziyi Yu, Bingqing Wu, Zijing Wang","doi":"10.1017/mor.2024.7","DOIUrl":"https://doi.org/10.1017/mor.2024.7","url":null,"abstract":"Although some organizations encourage employees to generate radical ideas by implementing stretch goals, the relationship between stretch goals and radical creativity is complicated. Unfortunately, existing research has not adequately addressed this issue. Therefore, we integrate signaling theory with creativity-related research and propose that the interaction between stretch goals and cognitive flexibility predicts employees' willingness to take risks, thereby influencing their engagement in radical creative activities and ultimately affecting their radical creativity. To test our hypotheses, we conduct two empirical studies. The results suggest that, for employees with high cognitive flexibility, stretch goals increase their willingness to assume risks, thus leading to improved engagement in radical creative activities and enhancing their radical creativity. Conversely, for employees with low cognitive flexibility, stretch goals decrease their willingness to take risks, which hampers their engagement in radical creative activities and their radical creativity. The theoretical contributions and practical implications of this study are also discussed.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"37 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140829515","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Despite increased interest in corporate social irresponsibility (CSI) among business scholars, the current research is still fragmented, its findings lacking a nuanced understanding. We conduct a systematic literature review of 173 journal articles on CSI published in the field of business and synthesize insights regarding the antecedents, consequences, and mechanisms of CSI. We begin by providing a clear definition, distinct types, and the measurement methods of CSI. Then, we provide a comprehensive research framework that demonstrates the three key components of CSI research: antecedent, consequence, and moderating. Building on this, we identify additional specific research methods for each component and apply them to assess and analyze the existing research findings and research gaps concerning CSI. We suggest that scholars pay more attention to (a) the impact of stakeholders on CSI behavior, (b) the different impacts of CSI on firm performance, (c) the relationship among CSI, corporate social responsibility, and firm performance, (d) CSI in the context of emerging economies, and (e) measuring CSI.
{"title":"Corporate Social Irresponsibility in Business: A Systematic Literature Review and Future Agenda","authors":"Xiaoxia Tan, Xiaojie Wu, Xi Zhong","doi":"10.1017/mor.2023.42","DOIUrl":"https://doi.org/10.1017/mor.2023.42","url":null,"abstract":"<p>Despite increased interest in corporate social irresponsibility (CSI) among business scholars, the current research is still fragmented, its findings lacking a nuanced understanding. We conduct a systematic literature review of 173 journal articles on CSI published in the field of business and synthesize insights regarding the antecedents, consequences, and mechanisms of CSI. We begin by providing a clear definition, distinct types, and the measurement methods of CSI. Then, we provide a comprehensive research framework that demonstrates the three key components of CSI research: antecedent, consequence, and moderating. Building on this, we identify additional specific research methods for each component and apply them to assess and analyze the existing research findings and research gaps concerning CSI. We suggest that scholars pay more attention to (a) the impact of stakeholders on CSI behavior, (b) the different impacts of CSI on firm performance, (c) the relationship among CSI, corporate social responsibility, and firm performance, (d) CSI in the context of emerging economies, and (e) measuring CSI.</p>","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"184 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139923814","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Despite the salutary effects of mask wearing broadly recognized during the COVID-19 pandemic, little is known about the consequences of wearing masks in the workplace. The current research raises the question of whether and how mask wearing may impact employees' emotional well-being at work. Drawing on emotion regulation theory (e.g., Gross, 1998, 2015), we propose that mask wearing enables employees to adopt more authentic emotional displays, which in turn decreases emotional exhaustion. Furthermore, guided by the social interaction model of emotion regulation (Coté, 2005), we further posit that for employees whose work requires more frequent face-to-face interaction, the positive impact of mask wearing on emotional exhaustion becomes more significant. Across a pilot study and a three-wave field survey, we find support for this hypothesized model. Implications of these findings for future theorizing and research on mask wearing are discussed.
{"title":"Working with a Mask: How and When Workplace Mask Wearing Decreases Employee Emotional Exhaustion","authors":"Yang Bai, Wenxing Liu, Li Guo","doi":"10.1017/mor.2023.44","DOIUrl":"https://doi.org/10.1017/mor.2023.44","url":null,"abstract":"Despite the salutary effects of mask wearing broadly recognized during the COVID-19 pandemic, little is known about the consequences of wearing masks in the workplace. The current research raises the question of whether and how mask wearing may impact employees' emotional well-being at work. Drawing on emotion regulation theory (e.g., Gross, 1998, 2015), we propose that mask wearing enables employees to adopt more authentic emotional displays, which in turn decreases emotional exhaustion. Furthermore, guided by the social interaction model of emotion regulation (Coté, 2005), we further posit that for employees whose work requires more frequent face-to-face interaction, the positive impact of mask wearing on emotional exhaustion becomes more significant. Across a pilot study and a three-wave field survey, we find support for this hypothesized model. Implications of these findings for future theorizing and research on mask wearing are discussed.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"53 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139945622","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Haveman, Joseph-Goteiner, and Li's (2023) perspective article contributes important insights into China's transition away from central planning and redistribution toward greater market coordination of economic exchange. In our commentary on their insightful article, we build on and extend their arguments in three main ways. First, we discuss how future studies might extend the authors’ work by leveraging the ‘messiness’ of institutional change to explore the cross-level dynamics involved in transforming institutional logics. Second, we build on the authors’ call for more historically grounded, contextualized research on institutional logics to argue that the conditions surrounding logic emergence have important implications for inter-logic dynamics and organizational responses. Third, we build on the authors’ suggestions for future research to underscore the broader consequences of institutional logics and their potential to perpetuate or exacerbate social inequalities and other societal challenges.
{"title":"Commentary on Perspective Article: ‘Institutional Logics: Motivating Action and Overcoming Resistance to Change’ – Heather A. Haveman, David Joseph-Goteiner, and Danyang Li","authors":"Mia Raynard, Royston Greenwood","doi":"10.1017/mor.2023.23","DOIUrl":"https://doi.org/10.1017/mor.2023.23","url":null,"abstract":"\u0000 Haveman, Joseph-Goteiner, and Li's (2023) perspective article contributes important insights into China's transition away from central planning and redistribution toward greater market coordination of economic exchange. In our commentary on their insightful article, we build on and extend their arguments in three main ways. First, we discuss how future studies might extend the authors’ work by leveraging the ‘messiness’ of institutional change to explore the cross-level dynamics involved in transforming institutional logics. Second, we build on the authors’ call for more historically grounded, contextualized research on institutional logics to argue that the conditions surrounding logic emergence have important implications for inter-logic dynamics and organizational responses. Third, we build on the authors’ suggestions for future research to underscore the broader consequences of institutional logics and their potential to perpetuate or exacerbate social inequalities and other societal challenges.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"39 2","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139381636","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The institutional logics perspective provides a powerful theory that emphasizes how symbolic beliefs and material practices are intertwined in relatively enduring configurations that can profoundly shape behavior across space and time. In this article, we build upon the arguments and insights of Haveman, Joseph-Goteiner, and Li, suggesting the need for a broader research agenda on the dynamics of institutional logics in China and around the world. Building on some of our recent writings, we argue for the need to go beyond the study of how logics have effects, to understand how logics themselves cohere, endure, and co-evolve in dynamic interrelationships with other logics.
制度逻辑的视角提供了一个强有力的理论，强调了象征性信念和物质实践是如何交织在一起，形成相对持久的配置，从而深刻地影响跨时空的行为。在这篇文章中，我们以 Haveman、Joseph-Goteiner 和 Li 的论点和见解为基础，提出有必要对中国和世界各地的制度逻辑动态进行更广泛的研究。基于我们最近的一些著作，我们认为有必要超越对逻辑如何产生影响的研究，去理解逻辑本身是如何在与其他逻辑的动态相互关系中凝聚、延续和共同演化的。
{"title":"Expanding the Scope of Institutional Logics Research","authors":"M. Lounsbury, M. Wang","doi":"10.1017/mor.2023.24","DOIUrl":"https://doi.org/10.1017/mor.2023.24","url":null,"abstract":"\u0000 The institutional logics perspective provides a powerful theory that emphasizes how symbolic beliefs and material practices are intertwined in relatively enduring configurations that can profoundly shape behavior across space and time. In this article, we build upon the arguments and insights of Haveman, Joseph-Goteiner, and Li, suggesting the need for a broader research agenda on the dynamics of institutional logics in China and around the world. Building on some of our recent writings, we argue for the need to go beyond the study of how logics have effects, to understand how logics themselves cohere, endure, and co-evolve in dynamic interrelationships with other logics.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"44 32","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-01-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139382353","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This conceptual paper examines the considerable scope of leadership theories built from literature originating in the West to focus on the ‘process’ of leadership. By opening the door to include traditional Chinese thought, the worldview of Western tradition is challenged using the work of philosopher and sinologist François Jullien. Chinese culture views process as the basis of transformation and renewal in the world. It is explained through ‘the propensity of things’ in relation to European ontology and causality. Recognizing the evolving nature of reality through the generic Chinese notion of shi 勢, which serves as a conceptual tool for Jullien, leadership process is understood as an aspect of organization propensity. Shi 勢 is then recognized as a leading force encompassing human agency that is able to open a new avenue for research nurturing the emerging quantum phase of leadership.
{"title":"Beyond the Western Conceptions with François Jullien: The Process of Leadership Informed by the Chinese Shi 勢 as Organizational Propensity","authors":"Yue Feng (岳 峰), Sybille Persson, David Wasieleski","doi":"10.1017/mor.2023.17","DOIUrl":"https://doi.org/10.1017/mor.2023.17","url":null,"abstract":"\u0000 This conceptual paper examines the considerable scope of leadership theories built from literature originating in the West to focus on the ‘process’ of leadership. By opening the door to include traditional Chinese thought, the worldview of Western tradition is challenged using the work of philosopher and sinologist François Jullien. Chinese culture views process as the basis of transformation and renewal in the world. It is explained through ‘the propensity of things’ in relation to European ontology and causality. Recognizing the evolving nature of reality through the generic Chinese notion of shi 勢, which serves as a conceptual tool for Jullien, leadership process is understood as an aspect of organization propensity. Shi 勢 is then recognized as a leading force encompassing human agency that is able to open a new avenue for research nurturing the emerging quantum phase of leadership.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"32 6","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139384926","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Although a growing body of literature on star employees has focused on top performers, the influence of moral stars has been neglected, an unfortunate situation given that employees’ moral behavior has prolonged impacts on organizations and society as a whole. In this case, we propose the concept of the moral star, defined as the employee (not the team leader) who exhibits disproportionately high and prolonged morality relative to others and has a reputation of being moral on his or her team. We further draw upon self-categorization theory and investigate the double-edged sword effect of the presence of a moral star on the prosocial behavior of other team members. Specifically, we propose that for nonstar employees who have high levels of moral identity, the presence of a moral star is positively related to their felt moral responsibility and prosocial behavior. In contrast, for nonstar employees with low levels of moral identity, the presence of a moral star is negatively related to their felt moral responsibility and prosocial behavior. We found support for our hypotheses across an experiment and a multi-wave and multi-source field study. Taken together, our findings call for closer attention to the recognition of moral stars, as well as their potential unintended negative impact on teams and organizations.
{"title":"The Double-Edged Sword Effect of the Presence of a Moral Star: Promotion Versus Inhibition of Nonstars' Prosocial Behavior","authors":"Dong Ju, Shengming Liu, Marshall Schminke, Mingpeng Huang, Xin Qin","doi":"10.1017/mor.2023.31","DOIUrl":"https://doi.org/10.1017/mor.2023.31","url":null,"abstract":"Although a growing body of literature on star employees has focused on top performers, the influence of moral stars has been neglected, an unfortunate situation given that employees’ moral behavior has prolonged impacts on organizations and society as a whole. In this case, we propose the concept of the moral star, defined as the employee (not the team leader) who exhibits disproportionately high and prolonged morality relative to others and has a reputation of being moral on his or her team. We further draw upon self-categorization theory and investigate the double-edged sword effect of the presence of a moral star on the prosocial behavior of other team members. Specifically, we propose that for nonstar employees who have high levels of moral identity, the presence of a moral star is positively related to their felt moral responsibility and prosocial behavior. In contrast, for nonstar employees with low levels of moral identity, the presence of a moral star is negatively related to their felt moral responsibility and prosocial behavior. We found support for our hypotheses across an experiment and a multi-wave and multi-source field study. Taken together, our findings call for closer attention to the recognition of moral stars, as well as their potential unintended negative impact on teams and organizations.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"6 6","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138515789","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
MOR's D3 section seeks to stimulate dialogue, debate, and discussion among scholars. When I took over as editor of D3, MOR's editorial team brainstormed how to further develop the D3 feature. We agreed that in addition to seeking original articles, we also wanted to encourage debate on articles that have already appeared in MOR. In this issue, we publish a commentary on Shaalan, Eid, and Tourky's (2022) article ‘De-Linking from Western Epistemologies: Using Guanxi-Type Relationships to Attract and Retain Hotel Guests in the Middle East’. The commentary, entitled ‘Questioning the Appropriateness of Examining Guanxi in a Wasta Environment: Why Context Should Be Front and Center in Informal Network Research’, has been written by Horak, Abosag, Hutchings, Alsarhan, Ali, Al-Twal, Weir, ALHussan, and AL-Husan (2023). As their title suggests, the commentators take issue with transferring the concept of guanxi into an environment in which another idea about informal interpersonal networks, wasta, already exists. I sense that the desire to write a critical comment was fueled by the fact that Shaalan et al. (2022) never referred to the concept of ‘wasta’ in their original article. We invited the authors of the original article to write a rejoinder (Shaalan, Eid, & Tourky, 2023) in which they emphasize even further that they only argue that guanxi-type relationships exist in the Middle East and not that guanxi itself exists.
教育部D3部分旨在激发学者之间的对话、辩论和讨论。当我成为《D3》的编辑时，MOR的编辑团队就如何进一步开发《D3》功能进行了头脑风暴。我们同意，除了寻求原创文章外，我们还希望鼓励对已经出现在《教育部》上的文章进行辩论。在本期中，我们发表了对Shaalan、Eid和Tourky(2022)的文章《与西方认识论脱钩:利用关系型关系在中东吸引和留住酒店客人》的评论。这篇题为《质疑在非正式环境中考察关系的适当性:为什么语境应该是非正式网络研究的前沿和中心》的评论由Horak、Abosag、Hutchings、Alsarhan、Ali、Al-Twal、Weir、ALHussan和AL-Husan(2023)撰写。正如他们的标题所示，评论者对将关系的概念转移到一个已经存在另一种关于非正式人际网络的概念——wasta的环境中提出了异议。我觉得Shaalan et al.(2022)在他们的原创文章中从未提及“wasta”的概念，这一事实助长了他们撰写批判性评论的愿望。我们邀请了原文的作者写一篇反驳文章(Shaalan, Eid， &Tourky, 2023)，他们进一步强调，他们只认为关系类型的关系存在于中东，而不是关系本身的存在。
{"title":"Debate on Informal Interpersonal Networks: Guanxi vs. Wasta","authors":"Johann Peter Murmann","doi":"10.1017/mor.2023.35","DOIUrl":"https://doi.org/10.1017/mor.2023.35","url":null,"abstract":"MOR's D3 section seeks to stimulate dialogue, debate, and discussion among scholars. When I took over as editor of D3, MOR's editorial team brainstormed how to further develop the D3 feature. We agreed that in addition to seeking original articles, we also wanted to encourage debate on articles that have already appeared in MOR. In this issue, we publish a commentary on Shaalan, Eid, and Tourky's (2022) article ‘De-Linking from Western Epistemologies: Using <jats:italic>Guanxi</jats:italic>-Type Relationships to Attract and Retain Hotel Guests in the Middle East’. The commentary, entitled ‘Questioning the Appropriateness of Examining <jats:italic>Guanxi</jats:italic> in a <jats:italic>Wasta</jats:italic> Environment: Why Context Should Be Front and Center in Informal Network Research’, has been written by Horak, Abosag, Hutchings, Alsarhan, Ali, Al-Twal, Weir, ALHussan, and AL-Husan (2023). As their title suggests, the commentators take issue with transferring the concept of <jats:italic>guanxi</jats:italic> into an environment in which another idea about informal interpersonal networks, <jats:italic>wasta</jats:italic>, already exists. I sense that the desire to write a critical comment was fueled by the fact that Shaalan et al. (2022) never referred to the concept of ‘<jats:italic>wasta</jats:italic>’ in their original article. We invited the authors of the original article to write a rejoinder (Shaalan, Eid, & Tourky, 2023) in which they emphasize even further that they only argue that <jats:italic>guanxi</jats:italic>-type relationships exist in the Middle East and not that <jats:italic>guanxi</jats:italic> itself exists.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"6 7","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138515788","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Integrating the literature on talent management and teams, and drawing upon the signaling theory as the overarching framework, we investigated the moderated indirect effects of talent inducements on employee creativity via employee work engagement in teams. Empirical data from matched leader-members indicated that team talent inducement was positively related to member work engagement, which was then positively associated with team and member creativity. In addition, individual learning and performance-approach goal orientation positively moderated this indirect relationship, whereas individual performance-avoidance goal orientation negatively moderated this indirect relationship. Together, these results illuminate a cross-level influence process of team talent inducements on creativity and individual goal orientations as boundary conditions.
{"title":"Fighting the War for Talent: Examining a Multi-level Model of Talent Inducement, Work Engagement, and Creativity in Teams","authors":"Yanhong Tu, Ying Hong, Yuan Jiang, Wei Zhang","doi":"10.1017/mor.2023.30","DOIUrl":"https://doi.org/10.1017/mor.2023.30","url":null,"abstract":"Integrating the literature on talent management and teams, and drawing upon the signaling theory as the overarching framework, we investigated the moderated indirect effects of talent inducements on employee creativity via employee work engagement in teams. Empirical data from matched leader-members indicated that team talent inducement was positively related to member work engagement, which was then positively associated with team and member creativity. In addition, individual learning and performance-approach goal orientation positively moderated this indirect relationship, whereas individual performance-avoidance goal orientation negatively moderated this indirect relationship. Together, these results illuminate a cross-level influence process of team talent inducements on creativity and individual goal orientations as boundary conditions.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"18 1","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-12-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138515795","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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