{"title":"SEXUAL HARASSMENT IN NPOs: HOW THE NATURE OF WORK FACILITATES MORAL LICENSING","authors":"Jeroen Camps","doi":"10.5465/amp.2022.0026","DOIUrl":"https://doi.org/10.5465/amp.2022.0026","url":null,"abstract":"","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":" ","pages":""},"PeriodicalIF":8.9,"publicationDate":"2023-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47450485","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Private and public megaprojects, whether new plant facilities, IT systems, skyscrapers, airports, railways, roads, or the Olympics, are frequently associated with dramatic cost and schedule overruns. The root causes are behavioral biases – such as optimism and deliberate deception – accompanied by principal-agent issues and a lack of project-related skills. Through a three-stage process – i.e., Forecasting, Organizing, and Executing (FOX) – we organize and offer solutions to mitigate the cognitive biases and agency issues planners and policymakers face in large projects. Following the three-stage FOX process and building on Behavioral Decision Theory (BDT), we first review evidence for the accuracy of Reference Class Forecasting (RCF), which considers comparable past projects to forecast a current, planned project. We provide evidence for RCF performance and recent methodological extensions such as Similarity Based Forecasting (SBF). Second, considering the principal-agent and project governance literature, we offer organizational solutions to reduce unfounded optimism and deception, including debiasing techniques and specific measures to curb principal-agent issues. Third, we suggest combining a project modular design with speedy implementation for faster, better, cheaper, and lower-risk execution. Overall, we offer an original, holistic theoretical view that deals with both behavioral and strategic elements of how to debias large projects, along with direct practical implications and advice for those who manage megaprojects with increasingly high stakes and risks.
{"title":"Governing Large Projects: A Three-Stage Process to Get It Right","authors":"Dan Lovallo, Matteo Cristofaro, Bent Flyvbjerg","doi":"10.5465/amp.2021.0129","DOIUrl":"https://doi.org/10.5465/amp.2021.0129","url":null,"abstract":"Private and public megaprojects, whether new plant facilities, IT systems, skyscrapers, airports, railways, roads, or the Olympics, are frequently associated with dramatic cost and schedule overruns. The root causes are behavioral biases – such as optimism and deliberate deception – accompanied by principal-agent issues and a lack of project-related skills. Through a three-stage process – i.e., Forecasting, Organizing, and Executing (FOX) – we organize and offer solutions to mitigate the cognitive biases and agency issues planners and policymakers face in large projects. Following the three-stage FOX process and building on Behavioral Decision Theory (BDT), we first review evidence for the accuracy of Reference Class Forecasting (RCF), which considers comparable past projects to forecast a current, planned project. We provide evidence for RCF performance and recent methodological extensions such as Similarity Based Forecasting (SBF). Second, considering the principal-agent and project governance literature, we offer organizational solutions to reduce unfounded optimism and deception, including debiasing techniques and specific measures to curb principal-agent issues. Third, we suggest combining a project modular design with speedy implementation for faster, better, cheaper, and lower-risk execution. Overall, we offer an original, holistic theoretical view that deals with both behavioral and strategic elements of how to debias large projects, along with direct practical implications and advice for those who manage megaprojects with increasingly high stakes and risks.","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":"20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135449456","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The paper advances a new ‘Society-Actors-Processes-Policy’ (SAPP) framework to aid policy makers and management scholars in addressing big societal challenges. A new sensitizing framework is developed from evaluating and extending policy debates in top management journals linked to societal challenges. SAPP contributes to policy, practice and management theory by offering a novel perspective to conceptualize and examine the relationship between organizations, people management, policy making and big societal challenges across micro, meso and macro levels. The framework supports more meaningful theorizing to a wider public community by encouraging dialogue between academics, policy makers and other stakeholders. SAPP’s conceptual contributions link theory with policy and place management and HRM scholars in a stronger agenda-setting position to impact future equitable and sustainable policy making.
{"title":"Addressing Big Societal Challenges in HRM Research: A Society–Actors–Processes–Policy Framework","authors":"Emma Hughes, Tony Dundon","doi":"10.5465/amp.2021.0123","DOIUrl":"https://doi.org/10.5465/amp.2021.0123","url":null,"abstract":"The paper advances a new ‘Society-Actors-Processes-Policy’ (SAPP) framework to aid policy makers and management scholars in addressing big societal challenges. A new sensitizing framework is developed from evaluating and extending policy debates in top management journals linked to societal challenges. SAPP contributes to policy, practice and management theory by offering a novel perspective to conceptualize and examine the relationship between organizations, people management, policy making and big societal challenges across micro, meso and macro levels. The framework supports more meaningful theorizing to a wider public community by encouraging dialogue between academics, policy makers and other stakeholders. SAPP’s conceptual contributions link theory with policy and place management and HRM scholars in a stronger agenda-setting position to impact future equitable and sustainable policy making.","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":"76 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135603232","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Bobbi Thomason, Tina Opie, Beth Livingston, Traci Sitzmann
Academy of Management PerspectivesIn-Press “WOKE” DIVERSITY STRATEGIES: SCIENCE OR SENSATIONALISM?Bobbi Thomason Thomason, Tina Opie, Beth Livingston and Traci SitzmannBobbi Thomason ThomasonPepperdine University, 5262, 24255 Pacific Coast Hwy, Malibu, Malibu, California, United States, 90263-3999; , Tina OpieBabson College, 1445, Babson Park, Massachusetts, United States; , Beth LivingstonUniversity of Iowa, Iowa City, United States; and Traci SitzmannUniversity of Colorado Denver, 12226, Denver, Colorado, United States; Published Online:22 Mar 2023https://doi.org/10.5465/amp.2022.0181AboutSectionsPDF/EPUB ToolsDownload CitationsAdd to favoritesTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail FiguresReferencesRelatedDetails In-Press Permissions Metrics in the past 12 months History Received 1 October 2022 Published online 22 March 2023 InformationCopyright 2022Download PDF
“觉醒”的多样性战略:科学还是哗众取闹?波比·托马森·托马森、蒂娜·奥佩、贝丝·利文斯顿和特蕾西·西兹曼波比·托马森·托马森·佩珀代因大学，美国加利福尼亚州马里布马里布太平洋海岸公路5262号，24255号，90263-3999;巴布森学院，1445，巴布森公园，马萨诸塞州，美国;美国爱荷华州爱荷华市贝丝利文斯顿大学;Traci sitzmann科罗拉多大学丹佛分校，12226，美国科罗拉多州丹佛;在线发布:2023年3月22日https://doi.org/10.5465/amp.2022.0181AboutSectionsPDF/EPUB工具下载CitationsAdd to favoritesTrack references ShareShare onFacebookTwitterLinkedInRedditEmail FiguresReferencesRelatedDetails in - press权限过去12个月的指标历史收到2022年10月1日在线发布2023年3月22日信息版权2022下载PDF
{"title":"“Woke” Diversity Strategies: Science or Sensationalism?","authors":"Bobbi Thomason, Tina Opie, Beth Livingston, Traci Sitzmann","doi":"10.5465/amp.2022.0181","DOIUrl":"https://doi.org/10.5465/amp.2022.0181","url":null,"abstract":"Academy of Management PerspectivesIn-Press “WOKE” DIVERSITY STRATEGIES: SCIENCE OR SENSATIONALISM?Bobbi Thomason Thomason, Tina Opie, Beth Livingston and Traci SitzmannBobbi Thomason ThomasonPepperdine University, 5262, 24255 Pacific Coast Hwy, Malibu, Malibu, California, United States, 90263-3999; , Tina OpieBabson College, 1445, Babson Park, Massachusetts, United States; , Beth LivingstonUniversity of Iowa, Iowa City, United States; and Traci SitzmannUniversity of Colorado Denver, 12226, Denver, Colorado, United States; Published Online:22 Mar 2023https://doi.org/10.5465/amp.2022.0181AboutSectionsPDF/EPUB ToolsDownload CitationsAdd to favoritesTrack Citations ShareShare onFacebookTwitterLinkedInRedditEmail FiguresReferencesRelatedDetails In-Press Permissions Metrics in the past 12 months History Received 1 October 2022 Published online 22 March 2023 InformationCopyright 2022Download PDF","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135449455","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Significant recent changes in labor affect organizations, managers, and employees; however, we do not yet fully understand the depth and scope of these changes. For example, although previous research on person–job and person–organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person–job and person–organization fit, this paper proposes a conceptual model that explains the ways in which individual, job and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call person–skill fit. I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person–skill fit model.
{"title":"Person–Skill Fit: Why a New Form of Employee Fit Is Required","authors":"Hila Chalutz Ben-Gal","doi":"10.5465/amp.2022.0024","DOIUrl":"https://doi.org/10.5465/amp.2022.0024","url":null,"abstract":"Significant recent changes in labor affect organizations, managers, and employees; however, we do not yet fully understand the depth and scope of these changes. For example, although previous research on person–job and person–organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person–job and person–organization fit, this paper proposes a conceptual model that explains the ways in which individual, job and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call person–skill fit. I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person–skill fit model.","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":"218 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135399839","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
E. Colleoni, Stelios (Stylianos) Zyglidopoulos, Laura Illia
{"title":"Beyond collective action: Heterogeneous stakeholders influence on firms in the digital age","authors":"E. Colleoni, Stelios (Stylianos) Zyglidopoulos, Laura Illia","doi":"10.5465/amp.2021.0124","DOIUrl":"https://doi.org/10.5465/amp.2021.0124","url":null,"abstract":"","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":" ","pages":""},"PeriodicalIF":8.9,"publicationDate":"2023-04-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48660392","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
To advance the discussion on Diversity, Equity, and Inclusion (DEI) initiatives, we analyze the management literature and examples of advocacy practices inspired by the three DEI logics of moral justice, business case, and power activism. By emerging litigation, self-interest and coercion as the mechanisms driving change within these logics, we show how the concept of diversity is approached differently in the three logics. Based on this discussion we explain why diversity has taken precedence over equity and inclusion in both research and practice. We further show how the tensions between DEI logics inform diversity initiatives and exacerbate rather than mitigate bias and inequality. To rejuvenate scholarly and managerial debates around DEI initiatives and address managerial biases to focus on the wrong things, we discuss what could be learned from the rationales of such initiatives, including how one can be fooled into focusing on diversity at the expense of equity and inclusion.
{"title":"FOOLED BY DIVERSITY? WHEN DIVERSITY INITIATIVES EXACERBATE RATHER THAN MITIGATE INEQUALITY","authors":"Karin Hellerstedt, Timur Uman, Karl Wennberg","doi":"10.5465/amp.2021.0206","DOIUrl":"https://doi.org/10.5465/amp.2021.0206","url":null,"abstract":"To advance the discussion on Diversity, Equity, and Inclusion (DEI) initiatives, we analyze the management literature and examples of advocacy practices inspired by the three DEI logics of moral justice, business case, and power activism. By emerging litigation, self-interest and coercion as the mechanisms driving change within these logics, we show how the concept of diversity is approached differently in the three logics. Based on this discussion we explain why diversity has taken precedence over equity and inclusion in both research and practice. We further show how the tensions between DEI logics inform diversity initiatives and exacerbate rather than mitigate bias and inequality. To rejuvenate scholarly and managerial debates around DEI initiatives and address managerial biases to focus on the wrong things, we discuss what could be learned from the rationales of such initiatives, including how one can be fooled into focusing on diversity at the expense of equity and inclusion.","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":"67 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136174734","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The paper advances a new ‘Society-Actors-Processes-Policy’ (SAPP) framework to aid policy makers and management scholars in addressing big societal challenges. A new sensitizing framework is developed from evaluating and extending policy debates in top management journals linked to societal challenges. SAPP contributes to policy, practice and management theory by offering a novel perspective to conceptualize and examine the relationship between organizations, people management, policy making and big societal challenges across micro, meso and macro levels. The framework supports more meaningful theorizing to a wider public community by encouraging dialogue between academics, policy makers and other stakeholders. SAPP’s conceptual contributions link theory with policy and place management and HRM scholars in a stronger agenda-setting position to impact future equitable and sustainable policy making.
{"title":"Addressing big societal challenges in HRM research: A Society-Actors-Processes-Policy framework","authors":"Emma Hughes, T. Dundon","doi":"10.5465/amp.2021-0123","DOIUrl":"https://doi.org/10.5465/amp.2021-0123","url":null,"abstract":"The paper advances a new ‘Society-Actors-Processes-Policy’ (SAPP) framework to aid policy makers and management scholars in addressing big societal challenges. A new sensitizing framework is developed from evaluating and extending policy debates in top management journals linked to societal challenges. SAPP contributes to policy, practice and management theory by offering a novel perspective to conceptualize and examine the relationship between organizations, people management, policy making and big societal challenges across micro, meso and macro levels. The framework supports more meaningful theorizing to a wider public community by encouraging dialogue between academics, policy makers and other stakeholders. SAPP’s conceptual contributions link theory with policy and place management and HRM scholars in a stronger agenda-setting position to impact future equitable and sustainable policy making.","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":" ","pages":""},"PeriodicalIF":8.9,"publicationDate":"2023-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43000254","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Governing Large Projects: A Three-Stage Process to Get It Right","authors":"D. Lovallo, Matteo Cristofaro, B. Flyvbjerg","doi":"10.5465/amp.2021-0129","DOIUrl":"https://doi.org/10.5465/amp.2021-0129","url":null,"abstract":"","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":" ","pages":""},"PeriodicalIF":8.9,"publicationDate":"2023-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42654149","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Significant recent changes in labor affect organizations, managers, and employees; we do not yet fully understand the depth and scope of these changes. For example, although previous research on person – job and person – organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person – job and person – organization fit, this paper proposes a conceptual model that explains the ways in which individual, job, and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call “ person – skill fit. ” I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment, and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person – skill fit model.
{"title":"PERSON–SKILL FIT: WHY A NEW FORM OF EMPLOYEE FIT IS REQUIRED","authors":"Hila Chalutz Ben-Gal","doi":"10.5465/amp.2022-0024","DOIUrl":"https://doi.org/10.5465/amp.2022-0024","url":null,"abstract":"Significant recent changes in labor affect organizations, managers, and employees; we do not yet fully understand the depth and scope of these changes. For example, although previous research on person – job and person – organization fit is helpful, it has struggled to provide clarity when the very nature of work and jobs is changing and new types of work are emerging. To contribute to the literature on person – job and person – organization fit, this paper proposes a conceptual model that explains the ways in which individual, job, and organizational factors interact with diverse work environments. Specifically, I show that a new work environment generates a new form of employee fit, which I call “ person – skill fit. ” I argue that changes in the constructs that contribute to employee fit (e.g., competencies, trust, commitment, and values) may generate a fit gap that manifests in the form of a managerial gap. Firms should address this gap to improve their dynamic alignment with new forms of work. This framework offers potentially valuable new ways of assisting managers and organizations in their efforts to adjust to the changing nature of work and to transition from standard management practices to new management practices to achieve improved outcomes by utilizing the person – skill fit model.","PeriodicalId":48215,"journal":{"name":"Academy of Management Perspectives","volume":" ","pages":""},"PeriodicalIF":8.9,"publicationDate":"2023-01-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43280192","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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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