ABSTRACT Structural and sequential ambidexterity are proved to be two prevalent approaches in managing tension between exploration and exploitation. Dominant studies have treated the two approaches as mutually exclusive but have provided less insight about their combination, and the organizational configurations that advance such combination, which is a major meaningful gap explored in the current study. This study aims to explore the configurations of organization design choices to combine structural and sequential approaches from a holistic perspective. We apply fuzzy-set qualitative comparative analysis (fsQCA) to analyze the empirical data collected from 102 firms in China. The results show that firms attain high ambidexterity with both separated and blended configurations. Blended ones demonstrate that the structural and sequential approaches can be combined in a way that one approach dominates and the other subordinates. Organizational design mechanisms regarding the configurations for combining structural and sequential approaches are concluded as multielements (complements and substitutes) and multilevels (fit and interaction). These findings are also interpreted through the Chinese ‘Yin-Yang’ framework, which introduces ‘Yin-Yang balancing’ into the ambidexterity literature. 摘要 结构双元与时序双元被证明是缓解组织的探索和利用战略之间冲突关系的两种常见方法。现有的研究认为这两种方法是相互排斥的，对两者的组合以及促进这种组合的组织构型缺乏关注。本研究旨在从整体的角度探索组织设计选择的构型，以实现结构与时序双元的有机联结。本研究运用模糊集定性比较分析(fsQCA)的方法，对102家中国企业的实证数据进行了分析。结果表明，企业可以通过分离构型或混合构型取得高组织双元。其中，混合构型意味着，结构双元和时序双元以一种方法占主导地位、另一种方法为从属的方式进行组合。关于联结结构双元与时序双元构型的组织设计机制被总结为多要素(补充和替代)和多层次(匹配和交互)。最后，本研究尝试将“阴阳平衡”引入双元研究，用中国的“阴阳”框架来解释研究发现。
{"title":"Combining Structural and Sequential Ambidexterity: A Configurational Approach Using fsQCA","authors":"Xiuxia Sun, Na Rong, Mouxuan Sun, Fang-wei Zhu","doi":"10.1017/mor.2022.41","DOIUrl":"https://doi.org/10.1017/mor.2022.41","url":null,"abstract":"ABSTRACT Structural and sequential ambidexterity are proved to be two prevalent approaches in managing tension between exploration and exploitation. Dominant studies have treated the two approaches as mutually exclusive but have provided less insight about their combination, and the organizational configurations that advance such combination, which is a major meaningful gap explored in the current study. This study aims to explore the configurations of organization design choices to combine structural and sequential approaches from a holistic perspective. We apply fuzzy-set qualitative comparative analysis (fsQCA) to analyze the empirical data collected from 102 firms in China. The results show that firms attain high ambidexterity with both separated and blended configurations. Blended ones demonstrate that the structural and sequential approaches can be combined in a way that one approach dominates and the other subordinates. Organizational design mechanisms regarding the configurations for combining structural and sequential approaches are concluded as multielements (complements and substitutes) and multilevels (fit and interaction). These findings are also interpreted through the Chinese ‘Yin-Yang’ framework, which introduces ‘Yin-Yang balancing’ into the ambidexterity literature. 摘要 结构双元与时序双元被证明是缓解组织的探索和利用战略之间冲突关系的两种常见方法。现有的研究认为这两种方法是相互排斥的，对两者的组合以及促进这种组合的组织构型缺乏关注。本研究旨在从整体的角度探索组织设计选择的构型，以实现结构与时序双元的有机联结。本研究运用模糊集定性比较分析(fsQCA)的方法，对102家中国企业的实证数据进行了分析。结果表明，企业可以通过分离构型或混合构型取得高组织双元。其中，混合构型意味着，结构双元和时序双元以一种方法占主导地位、另一种方法为从属的方式进行组合。关于联结结构双元与时序双元构型的组织设计机制被总结为多要素(补充和替代)和多层次(匹配和交互)。最后，本研究尝试将“阴阳平衡”引入双元研究，用中国的“阴阳”框架来解释研究发现。","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"803 - 837"},"PeriodicalIF":2.9,"publicationDate":"2023-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45610891","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}
ABSTRACT Organizational interactions in fields, including their antecedents and consequences, remain under-researched, in particular with regard to relational distance and transformative skills. Through a comparative study of the German and Japanese wind power sectors, we explore the importance of distance among organizational actors and the development of skills. While in the case of Germany a radical increase in wind energy generation can be witnessed, the situation in the field of Japanese wind power remains largely unchanged. We show how different degrees of distance among organizational actors in these two countries result in the different development of skills that stimulate transformation in the field of energy generation. More precisely, we illustrate the pivotal role of distant challengers with their transformative skills for the successful conversion of already established field structures. Our study contributes to field theory by elaborating on the understanding of the evolution of relational distance, thereby grasping the dynamic interplay between the diversity of actors and their skill formation within a certain strategic action field.
{"title":"Relational Distance and Transformative Skills in Fields: Wind Energy Generation in Germany and Japan","authors":"Manuel Nicklich, T. Endo, J. Sydow","doi":"10.1017/mor.2022.47","DOIUrl":"https://doi.org/10.1017/mor.2022.47","url":null,"abstract":"ABSTRACT Organizational interactions in fields, including their antecedents and consequences, remain under-researched, in particular with regard to relational distance and transformative skills. Through a comparative study of the German and Japanese wind power sectors, we explore the importance of distance among organizational actors and the development of skills. While in the case of Germany a radical increase in wind energy generation can be witnessed, the situation in the field of Japanese wind power remains largely unchanged. We show how different degrees of distance among organizational actors in these two countries result in the different development of skills that stimulate transformation in the field of energy generation. More precisely, we illustrate the pivotal role of distant challengers with their transformative skills for the successful conversion of already established field structures. Our study contributes to field theory by elaborating on the understanding of the evolution of relational distance, thereby grasping the dynamic interplay between the diversity of actors and their skill formation within a certain strategic action field.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"685 - 714"},"PeriodicalIF":2.9,"publicationDate":"2023-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43465675","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}
ABSTRACT In this study, we examine the moderation effect of absorptive capacity on the performance consequences of diversification experiences. We suggest that absorptive capacity positively moderates the performance effects of product and international diversification experiences and those of unrelatedness in product and international diversification experiences. An empirical analysis conducted using a longitudinal dataset of Indian firms, from knowledge-intensive manufacturing sectors, for the period 2008–2018, broadly supports our arguments. Findings imply that firms with superior absorptive capacity can acquire and leverage knowledge from their diversification experiences effectively and mitigate the risks of negative transfer associated with unrelatedness in diversification experiences. Findings contribute to the organizational learning literature by examining the role of absorptive capacity in enabling performance outcomes of diversification experiences. 摘要： 本研究检验组织的吸收能力如何影响企业多元化经验对绩效的的后果。我们认为，吸收能力越强，企业的产品多元化和国际多元化经验，以及那些与产品和国际化无关的多元化经验，都对其绩效产生越正面的影响。我们对知识密集型制造业的印度公司在2008-2018年期间的面板数据进行了分析，结果基本支持了我们的预测。具体而言，具有卓越吸收能力的公司能够从自己的多元化经验中有效地获得并利用这些知识来抵御来自不相关多元化经验可能造成的负面知识迁移的风险。本研究丰富了组织学习的文献。
ABSTRACT In this study, we examine the modeling effect of aggressive capacity on the performance sequences of diversification experiences We suggest that aggressive capacity positively models the performance effects of product and international differentiation experiences and those of unrelated knowledge in product and international differentiation experiences An empirical analysis conducted using a long-term dataset of Indian firms, from knowledge intensive manufacturing sectors, for the period 2008-2018, broadly supporting our arguments Findings imply that firms with superior aggressive capacity can acquire and leverage knowledge from their diversification experiences effectively and mitigate the risks of negative transfer associated with unrelated knowledge in diversification experiences Findings contribution to the organizational learning quality by examining the role of aggressive capacity in enabling performance outputs of diversification experiences Abstract: This study examines how organizational absorptive capacity affects the consequences of corporate diversification experience on performance. We believe that the stronger the absorption capacity, the more positive the company's product diversification and international diversification experience, as well as those unrelated to product and internationalization diversification experience, have on its performance. We analyzed panel data of Indian companies in the knowledge intensive manufacturing industry from 2008 to 2018, and the results basically supported our predictions. Specifically, companies with excellent absorption capabilities can effectively acquire and utilize this knowledge from their diversified experiences to resist the risk of negative knowledge transfer that may arise from unrelated diversified experiences. This study enriches the literature on organizational learning.
{"title":"Diversification Experiences and Firm Performance in Knowledge-Intensive Industries: The Moderating Role of Absorptive Capacity","authors":"Dhirendra Shukla, Surinder Kumar","doi":"10.1017/mor.2022.44","DOIUrl":"https://doi.org/10.1017/mor.2022.44","url":null,"abstract":"ABSTRACT In this study, we examine the moderation effect of absorptive capacity on the performance consequences of diversification experiences. We suggest that absorptive capacity positively moderates the performance effects of product and international diversification experiences and those of unrelatedness in product and international diversification experiences. An empirical analysis conducted using a longitudinal dataset of Indian firms, from knowledge-intensive manufacturing sectors, for the period 2008–2018, broadly supports our arguments. Findings imply that firms with superior absorptive capacity can acquire and leverage knowledge from their diversification experiences effectively and mitigate the risks of negative transfer associated with unrelatedness in diversification experiences. Findings contribute to the organizational learning literature by examining the role of absorptive capacity in enabling performance outcomes of diversification experiences. 摘要： 本研究检验组织的吸收能力如何影响企业多元化经验对绩效的的后果。我们认为，吸收能力越强，企业的产品多元化和国际多元化经验，以及那些与产品和国际化无关的多元化经验，都对其绩效产生越正面的影响。我们对知识密集型制造业的印度公司在2008-2018年期间的面板数据进行了分析，结果基本支持了我们的预测。具体而言，具有卓越吸收能力的公司能够从自己的多元化经验中有效地获得并利用这些知识来抵御来自不相关多元化经验可能造成的负面知识迁移的风险。本研究丰富了组织学习的文献。","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"715 - 742"},"PeriodicalIF":2.9,"publicationDate":"2023-02-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49552134","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}
ABSTRACT Murmann and Vogt's (2022) analysis of the automobile industry using a capabilities framework that integrates both dynamic and ordinary capabilities supports an informative table which sets out the major relevant capabilities that incumbents, start-ups, and diversifying entrants would need to develop or access via contract or other arrangement (see Murmann and Vogt, 2022, Table 3). Jiang and Lu (2022) have further discussed new industry paradigms which they suggest will greatly challenge – and perhaps overwhelm – automotive industry incumbents. We believe that their insights can be taken a step further by focusing on two areas: first, the greatly increased availability of outsourced manufacturing driven by the shift to electric vehicle (‘EV’) powertrains; and second, the ongoing transformation of the driver and passenger experience that is driven by software–user experience software integrated with networked consumer service ecosystems.
{"title":"Comments on Murmann and Vogt ‘A Capabilities Framework for Dynamic Competition Assessing the Relative Chances of Incumbents, Start-ups, and Diversifying Entrants’","authors":"J. Blair, D. Teece","doi":"10.1017/mor.2022.46","DOIUrl":"https://doi.org/10.1017/mor.2022.46","url":null,"abstract":"ABSTRACT Murmann and Vogt's (2022) analysis of the automobile industry using a capabilities framework that integrates both dynamic and ordinary capabilities supports an informative table which sets out the major relevant capabilities that incumbents, start-ups, and diversifying entrants would need to develop or access via contract or other arrangement (see Murmann and Vogt, 2022, Table 3). Jiang and Lu (2022) have further discussed new industry paradigms which they suggest will greatly challenge – and perhaps overwhelm – automotive industry incumbents. We believe that their insights can be taken a step further by focusing on two areas: first, the greatly increased availability of outsourced manufacturing driven by the shift to electric vehicle (‘EV’) powertrains; and second, the ongoing transformation of the driver and passenger experience that is driven by software–user experience software integrated with networked consumer service ecosystems.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"170 - 175"},"PeriodicalIF":2.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45904753","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}
In 2018, in the Dialogue, Debate, and Discussion section of MOR 14.3, an interesting series of articles was published in the ‘Forum on Tesla and the Global Automotive Industry’, where researchers discussed the future dynamics of the global automotive sector. In their work, Perkins and Murmann (2018) contended that, based on Tesla's success, a well-funded company could develop a new electric vehicle (EV) from scratch and move it into production within three to five years if it would invest one to two billion USD in design, development, and manufacturing. Expressing a contrasting view, MacDuffie (2018) questioned this possibility, arguing that EV product architecture is unlikely to become substantially more modular and any new entrant would therefore have to develop the ordinary capabilities that current automotive original equipment manufacturers possess, and there is no guarantee that a firm can develop such capabilities. Teece (2018) joined the debate by proposing a capability-based framework within which to analyze four paradigm shifts that have marked progress in the global automotive industry: EVs, autonomous vehicles, connected cars, and personal mobility services. He argues that these paradigm shifts have created opportunities for new entrants while posing challenges to incumbent firms. To navigate through the uncertainty associated with these paradigm shifts, incumbent firms need to enhance and refine their dynamic capabilities and leverage their integration skills. Jiang and Lu (2018) based their contribution to this debate on the development of the Chinese EV market. In MOR 15.1, published in 2019, Teece (2019) further elaborated his framework to facilitate analysis of the prospects for Chinese firms seeking a stronger foothold in the global automobile market. All these articles have been well received by MOR readers and were ranked among the top 20 articles in full-text view times between June 2021 and June 2022.
{"title":"Dynamic and Ordinary Capabilities in Industry Transformation: The Case of the Electric Vehicle Industry","authors":"Can Huang","doi":"10.1017/mor.2022.59","DOIUrl":"https://doi.org/10.1017/mor.2022.59","url":null,"abstract":"In 2018, in the Dialogue, Debate, and Discussion section of MOR 14.3, an interesting series of articles was published in the ‘Forum on Tesla and the Global Automotive Industry’, where researchers discussed the future dynamics of the global automotive sector. In their work, Perkins and Murmann (2018) contended that, based on Tesla's success, a well-funded company could develop a new electric vehicle (EV) from scratch and move it into production within three to five years if it would invest one to two billion USD in design, development, and manufacturing. Expressing a contrasting view, MacDuffie (2018) questioned this possibility, arguing that EV product architecture is unlikely to become substantially more modular and any new entrant would therefore have to develop the ordinary capabilities that current automotive original equipment manufacturers possess, and there is no guarantee that a firm can develop such capabilities. Teece (2018) joined the debate by proposing a capability-based framework within which to analyze four paradigm shifts that have marked progress in the global automotive industry: EVs, autonomous vehicles, connected cars, and personal mobility services. He argues that these paradigm shifts have created opportunities for new entrants while posing challenges to incumbent firms. To navigate through the uncertainty associated with these paradigm shifts, incumbent firms need to enhance and refine their dynamic capabilities and leverage their integration skills. Jiang and Lu (2018) based their contribution to this debate on the development of the Chinese EV market. In MOR 15.1, published in 2019, Teece (2019) further elaborated his framework to facilitate analysis of the prospects for Chinese firms seeking a stronger foothold in the global automobile market. All these articles have been well received by MOR readers and were ranked among the top 20 articles in full-text view times between June 2021 and June 2022.","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"138 - 140"},"PeriodicalIF":2.9,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46638459","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}
ABSTRACT Employee performance attainment is a pervasive issue in the workplace and is increasingly becoming an important problem for effective human resource management. A review of the extant literature on perceived organizational support (POS) and performance suggests that there is a dearth of research aimed at examining the underlying mechanisms and the boundary conditions of the relationship between POS and performance. One of the objectives of this study is to examine the mediating role of psychological capital on the relationship between POS and performance. Furthermore, this study investigates the moderating role of organizational justice perception in said indirect relationship. Study 1 included a sample of 465 employees from both large private life insurance and telecom organizations. Study 2 was conducted on a sample of 216 employees from a large steel manufacturing firm. Findings suggest that psychological capital mediated the relationship between POS and performance. The indirect relationship of POS and performance via psychological capital was moderated by organizational justice. However, there is a counter-intuitive finding in this research. It was observed that at a high level of organizational justice, it had a smaller effect on performance in contrast to low level of organizational justice. Finally, theoretical contributions and managerial implications are discussed. 摘要： 如何使员工保持高绩效是组织人力资源管理所面对的重要问题，这个问题在高度竞争的工作环境中尤为突出。大量文献表明，对于知觉到的组织支持和员工绩效之间的心理机制和发生条件缺乏研究，而这正是本文关注的焦点。作者认为，员工的心理资本会在知觉到的组织支持和绩效之间起到中介作用，而且员工对于组织公正的认知会对其中介效应起到调节作用。本文做了两个研究，研究一的样本包含来自一家大型人寿保险公司和电信公司的465名员工，研究二的样本包含216名在一家大型钢厂工作的员工。两个研究的数据都支持了作者的上述假设。但作者也同时发现了一个反直觉的结果，那就是在组织公正水平很高的时候，知觉到的组织支持对于员工绩效的影响小于组织公正水平较低的时候。
ABSTRACT Employee performance attachment is a permanent issue in the workplace and is gradually becoming an important problem for effective human resource management A review of the extended quality on received organizational support (POS) and performance suggestions that there is a depth of research aimed at examining the underlying mechanisms and the boundary conditions of the relationship between POS and performance One of the objectives of this study is to examine the mediating role of psychological capital on the relationship between POS and performance Further more, this study invests in the modeling role of organizational justice perception in said indirect relationship Study 1 included a sample of 465 employees from both large private life insurance and telecom organizations Study 2 was conducted on a sample of 216 employees from a large steel manufacturing firm Findings suggest that psychological capital mediated the relationship between POS and performance The indirect relationship of POS and performance via psychological capital was modeled by organizational justice How, there is a counter invasive finding in this research It was observed that at a high level of organizational justice, it had a small effect on performance in contrast to low level of organizational justice Finally, theoretical contributions and managerial implications are discussed Abstract: How to maintain high performance among employees is an important issue faced by organizational human resource management, which is particularly prominent in highly competitive work environments. A large amount of literature indicates a lack of research on the psychological mechanisms and occurrence conditions between perceived organizational support and employee performance, which is the focus of this article. The author believes that employees' psychological capital plays a mediating role between perceived organizational support and performance, and employees' perception of organizational justice moderates the mediating effect. This article conducted two studies. The first sample included 465 employees from a large life insurance company and a telecommunications company, while the second sample included 216 employees working in a large steel factory. The data from both studies support the author's above hypothesis. But the author also found a counterintuitive result, which is that when the level of organizational justice is high, the perceived impact of organizational support on employee performance is smaller than when the level of organizational justice is low.
{"title":"Perceived Organizational Support and Performance: Moderated Mediation Model of Psychological Capital and Organizational Justice – Evidence from India","authors":"Subhendu Patnaik, U. Mishra, B. B. Mishra","doi":"10.1017/mor.2022.27","DOIUrl":"https://doi.org/10.1017/mor.2022.27","url":null,"abstract":"ABSTRACT Employee performance attainment is a pervasive issue in the workplace and is increasingly becoming an important problem for effective human resource management. A review of the extant literature on perceived organizational support (POS) and performance suggests that there is a dearth of research aimed at examining the underlying mechanisms and the boundary conditions of the relationship between POS and performance. One of the objectives of this study is to examine the mediating role of psychological capital on the relationship between POS and performance. Furthermore, this study investigates the moderating role of organizational justice perception in said indirect relationship. Study 1 included a sample of 465 employees from both large private life insurance and telecom organizations. Study 2 was conducted on a sample of 216 employees from a large steel manufacturing firm. Findings suggest that psychological capital mediated the relationship between POS and performance. The indirect relationship of POS and performance via psychological capital was moderated by organizational justice. However, there is a counter-intuitive finding in this research. It was observed that at a high level of organizational justice, it had a smaller effect on performance in contrast to low level of organizational justice. Finally, theoretical contributions and managerial implications are discussed. 摘要： 如何使员工保持高绩效是组织人力资源管理所面对的重要问题，这个问题在高度竞争的工作环境中尤为突出。大量文献表明，对于知觉到的组织支持和员工绩效之间的心理机制和发生条件缺乏研究，而这正是本文关注的焦点。作者认为，员工的心理资本会在知觉到的组织支持和绩效之间起到中介作用，而且员工对于组织公正的认知会对其中介效应起到调节作用。本文做了两个研究，研究一的样本包含来自一家大型人寿保险公司和电信公司的465名员工，研究二的样本包含216名在一家大型钢厂工作的员工。两个研究的数据都支持了作者的上述假设。但作者也同时发现了一个反直觉的结果，那就是在组织公正水平很高的时候，知觉到的组织支持对于员工绩效的影响小于组织公正水平较低的时候。","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"743 - 770"},"PeriodicalIF":2.9,"publicationDate":"2023-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43547399","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}
ABSTRACT This study examines Chinese corporations’ responses to a sudden natural disaster in terms of their philanthropic donations. We apply Polanyi's double movement perspective to argue that rapid market expansion in an emerging economy causes social problems such as large-income disparities and environmental degradation. This calls forth counterforces advocating social responsibility and sustainability. Such countermovements can be strengthened by a major disaster, especially in the domain of corporate philanthropy. The resulting increase in corporate philanthropy persists long after the disaster, especially for those firms with large intra-firm pay disparities, operating in socially contested industries and located in regions with more social foundations. Using the context of China's 2008 Wenchuan earthquake, we find support for these arguments in a sample of Chinese public firms. 摘要 本文研究中国公司对于突发自然灾害的捐款行为。我们采用Polanyi的双向运动视角来阐释该现象。双向运动视角认为新兴经济体市场的迅速扩张会带来贫富悬殊和环境破坏等社会问题，同时这些问题会反过来推动大家支持社会责任和可持续发展。这些反向推动在一场大灾难面前会得到加强，尤其反映在公司捐款行为上。灾后公司捐款的增加会在灾难结束后长时间持续，特别是具有以下特点的公司：公司内部工资差异较大、公司所在行业具有社会争议，公司总部所在地的慈善基金会比较多。本文，发现基于中国上市公司样本在中国2008年汶川地震情境下的捐款数据支持了这些论述。
ABSTRACT This study examines Chinese corporations' responses to a hidden natural disaster in terms of their philosophical Donations We apply Polyanyi's double movement perspective to argue that rapid market expansion in an emerging economy causes social problems such as large income divisions and environmental degradation This calls for counterforces advocating social responsibility and sustainability Such counter movements can be strengthened by a major disaster, specifically in the domain of corporate philosophy The resulting increase in corporate Philippines persist long after the disaster, specifically for those firms with large intra-firm pay divisions, operating in socially contested industries and located in regions with more social foundations Using the context of China's 2008 Wenchuan earthquake, we find support for these arguments in a sample of Chinese public firm This article studies the donation behavior of Chinese companies towards sudden natural disasters. We use Polanyi's bidirectional motion perspective to explain this phenomenon. The bidirectional movement perspective believes that the rapid expansion of emerging economy markets will bring about social issues such as wealth inequality and environmental damage, which in turn will drive support for social responsibility and sustainable development. These reverse drives will be strengthened in the face of a major disaster, especially reflected in the company's donation behavior. The increase in corporate donations after a disaster will continue for a long time after the disaster ends, especially for companies with the following characteristics: significant wage differences within the company, social disputes in the industry where the company is located, and a large number of charitable foundations in the location where the company headquarters are located. This article finds that donation data based on a sample of Chinese listed companies in the context of the 2008 Wenchuan earthquake in China supports these arguments.
{"title":"Natural Disasters and Corporate Philanthropy: A Double Movement Perspective","authors":"Guoguang Wan, Heli Wang, Xuesong Geng, K. Huang","doi":"10.1017/mor.2022.40","DOIUrl":"https://doi.org/10.1017/mor.2022.40","url":null,"abstract":"ABSTRACT This study examines Chinese corporations’ responses to a sudden natural disaster in terms of their philanthropic donations. We apply Polanyi's double movement perspective to argue that rapid market expansion in an emerging economy causes social problems such as large-income disparities and environmental degradation. This calls forth counterforces advocating social responsibility and sustainability. Such countermovements can be strengthened by a major disaster, especially in the domain of corporate philanthropy. The resulting increase in corporate philanthropy persists long after the disaster, especially for those firms with large intra-firm pay disparities, operating in socially contested industries and located in regions with more social foundations. Using the context of China's 2008 Wenchuan earthquake, we find support for these arguments in a sample of Chinese public firms. 摘要 本文研究中国公司对于突发自然灾害的捐款行为。我们采用Polanyi的双向运动视角来阐释该现象。双向运动视角认为新兴经济体市场的迅速扩张会带来贫富悬殊和环境破坏等社会问题，同时这些问题会反过来推动大家支持社会责任和可持续发展。这些反向推动在一场大灾难面前会得到加强，尤其反映在公司捐款行为上。灾后公司捐款的增加会在灾难结束后长时间持续，特别是具有以下特点的公司：公司内部工资差异较大、公司所在行业具有社会争议，公司总部所在地的慈善基金会比较多。本文，发现基于中国上市公司样本在中国2008年汶川地震情境下的捐款数据支持了这些论述。","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"98 - 137"},"PeriodicalIF":2.9,"publicationDate":"2023-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41861752","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}
ABSTRACT Research on corporate social responsibility (CSR) disclosure recognizes the importance of the government and examines how firms respond to government CSR regulations. However, little attention is given to how government regulations affect firms’ disclosure strategy in multiple fields of CSR. Based on institutional theory, this study proposes that mandatory CSR disclosure increases the legitimacy management cost for firms, and thus firms disclose more CSR scope to gain legitimacy and less CSR emphasis to reduce costs. Using data from Chinese A-share listed firms in 2008–2018, this study finds that mandatory CSR disclosure is positively related to CSR scope but negatively related to CSR emphasis. In addition, firm visibility strengthens the aforementioned positive and negative relations, whereas market competition weakens the relation between mandatory CSR disclosure and CSR emphasis. This study contributes to the literature on CSR disclosure and studies on organizational responses to the government mandate. 虽然关于企业社会责任信息披露的研究认识到政府的重要性，并考察了企业如何响应政府的社会责任规定，但是，鲜有研究考察政府的规定如何影响企业在多个社会责任领域的披露策略。本文作者基于制度理论，提出强制性企业社会责任披露增加了企业的合法性管理成本，因而企业会披露较多的社会责任范围来获得合法性，而披露较少的企业社会责任的着重点以降低成本。本研究利用2008-2018年中国A股上市公司的数据进行分析，发现强制性企业社会责任披露确实与企业社会责任披露的范围呈正相关，而与企业社会责任披露的着重点呈负相关。此外，企业知名度加强了上述的正、负关系；而市场竞争削弱了强制性企业社会责任披露与企业社会责任披露着重点之间的负关系。本研究对企业社会责任披露文献和组织响应政府规定的文献做出了贡献。
ABSTRACT Research on corporate social responsibility (CSR) disclosure recognizes the importance of the government and examples how firm responses to government CSR regulations How, little attention is given to how government regulations affect firm 'disclosure strategy in multiple fields of CSR Based on institutional theory, this study proposes that mandatory CSR disclosure increases the legal management cost for firms, and that firms disclosure more CSR scope to gain legal and less CSR emphasis to reduce costs Using data from Chinese A-share listed firms in 2008-2018, this study finds that mandatory CSR disclosure is positively related to CSR scope but negatively related to CSR emphasis In addition, firm visibility strengths the anticipated positive and negative relationships, where as market competition weakens the relationship between mandatory CSR disclosure and CSR emphasis This study contributes to the quality on CSR disclosure and studies on organizational responses to the government mandate Although research on corporate social responsibility information disclosure recognizes the importance of government and examines how companies respond to government social responsibility regulations, there is little research examining how government regulations affect companies' disclosure strategies in multiple areas of social responsibility. Based on institutional theory, the author of this article proposes that mandatory corporate social responsibility disclosure increases the cost of legitimacy management for enterprises. Therefore, enterprises will disclose more scope of social responsibility to obtain legitimacy, while those with less disclosure focus on reducing costs. This study analyzed data from Chinese A-share listed companies from 2008 to 2018 and found that mandatory corporate social responsibility disclosure is indeed positively correlated with the scope of corporate social responsibility disclosure, but negatively correlated with the focus of corporate social responsibility disclosure. In addition, the company's visibility has strengthened the positive and negative relationships mentioned above; And market competition weakens the negative relationship between mandatory corporate social responsibility disclosure and the focus of corporate social responsibility disclosure. This study has contributed to the literature on corporate social responsibility disclosure and organizational response to government regulations.
{"title":"How and When Does Mandatory CSR Disclosure Affects Firms’ CSR Disclosure Strategy?","authors":"Zhe Zhang, J. Chen, Ming Jia","doi":"10.1017/mor.2022.43","DOIUrl":"https://doi.org/10.1017/mor.2022.43","url":null,"abstract":"ABSTRACT Research on corporate social responsibility (CSR) disclosure recognizes the importance of the government and examines how firms respond to government CSR regulations. However, little attention is given to how government regulations affect firms’ disclosure strategy in multiple fields of CSR. Based on institutional theory, this study proposes that mandatory CSR disclosure increases the legitimacy management cost for firms, and thus firms disclose more CSR scope to gain legitimacy and less CSR emphasis to reduce costs. Using data from Chinese A-share listed firms in 2008–2018, this study finds that mandatory CSR disclosure is positively related to CSR scope but negatively related to CSR emphasis. In addition, firm visibility strengthens the aforementioned positive and negative relations, whereas market competition weakens the relation between mandatory CSR disclosure and CSR emphasis. This study contributes to the literature on CSR disclosure and studies on organizational responses to the government mandate. 虽然关于企业社会责任信息披露的研究认识到政府的重要性，并考察了企业如何响应政府的社会责任规定，但是，鲜有研究考察政府的规定如何影响企业在多个社会责任领域的披露策略。本文作者基于制度理论，提出强制性企业社会责任披露增加了企业的合法性管理成本，因而企业会披露较多的社会责任范围来获得合法性，而披露较少的企业社会责任的着重点以降低成本。本研究利用2008-2018年中国A股上市公司的数据进行分析，发现强制性企业社会责任披露确实与企业社会责任披露的范围呈正相关，而与企业社会责任披露的着重点呈负相关。此外，企业知名度加强了上述的正、负关系；而市场竞争削弱了强制性企业社会责任披露与企业社会责任披露着重点之间的负关系。本研究对企业社会责任披露文献和组织响应政府规定的文献做出了贡献。","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"64 - 97"},"PeriodicalIF":2.9,"publicationDate":"2023-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43218415","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}
ABSTRACT The question of whether narcissists are more creative than peers has attracted much scholarly attention in both psychology and organizational management sciences. Drawing from social cognitive theory, we theorized that the relationship between narcissism and creativity could be explained by individual creative self-efficacy, which depends on one's direct and vicarious experiences of creativity. Drawing from trait activation theory, we further proposed organizational valuing of creativity as a key contextual moderator that determines whether narcissism facilitates or inhibits creative self-efficacy and, in turn, creativity. We suggest that high organizational valuing of creativity will energize narcissists to put their attention and effort into both direct and vicarious experiences of creativity, enhancing their creative self-efficacy and creativity. We tested our conceptual model through a field study with data collected from 269 full-time employees working in 86 work teams. The empirical results provided support for the social cognitive explanation for the positive relationship between narcissism and creativity in the context of high organizational valuing of creativity. Our study not only resolved prior debates on the relationship between narcissism and creativity but also provided direct empirical support for social cognitive theory and the person-in-context interactionist perspective of creativity research. 摘要： 针对自恋者是否比其他人更有创造力这一问题，心理学和组织管理科学领域的学者们已经进行了一系列探讨，并得出了不一致的结论。为了化解以往的争论，本研究从社会认知理论出发，提出自恋人格和创造力之间的关系取决于个体对创造力的直接经验和间接经验中得出的创造力自我效能来解释。根据特质激活理论，组织对创造力的重视是决定自恋特质是否会促进或抑制创造力自我效能并影响其创造力的关键情境因素。具体来讲，组织对创造力的高度重视会激发自恋员工将注意力和努力投入到与创造力有关的直接和间接经验中，从而提高他们的创造力自我效能和创造力。通过对来自86个工作团队的269名全职员工进行问卷调查，我们对本研究提出的理论模型进行了实证检验。数据分析结果支持了在高创造力重视环境下，自恋特质正向影响创造力的社会认知解释。本研究不仅化解了自恋特质与创造力之间关系的争论，而且为社会认知理论和情境与人交互视角的创造力研究提供了直接的实证支持。
{"title":"Why and When Narcissistic Employees Are More Creative in the Workplace? A Social Cognitive Perspective","authors":"Yiyu Zhao, Kong Zhou, Wenxing Liu","doi":"10.1017/mor.2022.42","DOIUrl":"https://doi.org/10.1017/mor.2022.42","url":null,"abstract":"ABSTRACT The question of whether narcissists are more creative than peers has attracted much scholarly attention in both psychology and organizational management sciences. Drawing from social cognitive theory, we theorized that the relationship between narcissism and creativity could be explained by individual creative self-efficacy, which depends on one's direct and vicarious experiences of creativity. Drawing from trait activation theory, we further proposed organizational valuing of creativity as a key contextual moderator that determines whether narcissism facilitates or inhibits creative self-efficacy and, in turn, creativity. We suggest that high organizational valuing of creativity will energize narcissists to put their attention and effort into both direct and vicarious experiences of creativity, enhancing their creative self-efficacy and creativity. We tested our conceptual model through a field study with data collected from 269 full-time employees working in 86 work teams. The empirical results provided support for the social cognitive explanation for the positive relationship between narcissism and creativity in the context of high organizational valuing of creativity. Our study not only resolved prior debates on the relationship between narcissism and creativity but also provided direct empirical support for social cognitive theory and the person-in-context interactionist perspective of creativity research. 摘要： 针对自恋者是否比其他人更有创造力这一问题，心理学和组织管理科学领域的学者们已经进行了一系列探讨，并得出了不一致的结论。为了化解以往的争论，本研究从社会认知理论出发，提出自恋人格和创造力之间的关系取决于个体对创造力的直接经验和间接经验中得出的创造力自我效能来解释。根据特质激活理论，组织对创造力的重视是决定自恋特质是否会促进或抑制创造力自我效能并影响其创造力的关键情境因素。具体来讲，组织对创造力的高度重视会激发自恋员工将注意力和努力投入到与创造力有关的直接和间接经验中，从而提高他们的创造力自我效能和创造力。通过对来自86个工作团队的269名全职员工进行问卷调查，我们对本研究提出的理论模型进行了实证检验。数据分析结果支持了在高创造力重视环境下，自恋特质正向影响创造力的社会认知解释。本研究不仅化解了自恋特质与创造力之间关系的争论，而且为社会认知理论和情境与人交互视角的创造力研究提供了直接的实证支持。","PeriodicalId":47798,"journal":{"name":"Management and Organization Review","volume":"19 1","pages":"567 - 593"},"PeriodicalIF":2.9,"publicationDate":"2023-01-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48050388","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：