European Management Journal最新文献

英文中文

Decoding decision delegation to artificial intelligence: A mixed-methods study on the preferences of decision-makers and decision-affected in surrogate decision contexts 对人工智能的决策授权解码：替代决策环境下决策者偏好和受影响决策的混合方法研究

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-12-01 DOI: 10.1016/j.emj.2024.10.004

Elena Freisinger , Sabrina Schneider

Organizations are increasingly opting to use decision-making systems based on artificial intelligence (AI) to increase decision quality and speed and free up resources. However, delegating decisions to AI is challenging, especially in contexts that go beyond classical optimization problems. Current research has so far largely neglected to include the viewpoints of the decision-affected and of surrogate decision-makers in the discussion. To address these gaps, in this study we rely on two experimental designs and complement our findings with qualitative interview data to shed light on both sides: the perspective of those affected by the decision and that of the decision maker in surrogate and ethically complex decision contexts. Findings reveal that the individual decision-making perspective may lead to opposing perceptions. Whereas the willingness to delegate an ethically challenging decision to AI in a surrogate decision context is lower than that in a non-surrogate context (decision-maker perspective), people affected by the decision do not generally prefer humans to AI (decision-affected perspective). By these findings, we contribute to the literature on AI-enabled decision-making and decision delegation to non-human entities.

组织越来越多地选择使用基于人工智能（AI）的决策系统来提高决策质量和速度，并释放资源。然而，将决策委托给人工智能是具有挑战性的，特别是在超越经典优化问题的环境中。到目前为止，目前的研究在很大程度上忽视了在讨论中纳入决策受影响者和替代决策者的观点。为了解决这些差距，在本研究中，我们依靠两个实验设计，并用定性访谈数据补充我们的研究结果，以阐明两个方面：受决策影响者的视角，以及替代和伦理复杂决策背景下决策者的视角。研究结果表明，个人的决策视角可能导致相反的看法。然而，在替代决策环境中，将具有道德挑战性的决策委托给人工智能的意愿低于非替代环境（决策者视角），受决策影响的人通常不喜欢人类而不是人工智能（决策影响视角）。通过这些发现，我们为人工智能支持的决策和向非人类实体的决策授权的文献做出了贡献。

{"title":"Decoding decision delegation to artificial intelligence: A mixed-methods study on the preferences of decision-makers and decision-affected in surrogate decision contexts","authors":"Elena Freisinger , Sabrina Schneider","doi":"10.1016/j.emj.2024.10.004","DOIUrl":"10.1016/j.emj.2024.10.004","url":null,"abstract":"<div><div>Organizations are increasingly opting to use decision-making systems based on artificial intelligence (AI) to increase decision quality and speed and free up resources. However, delegating decisions to AI is challenging, especially in contexts that go beyond classical optimization problems. Current research has so far largely neglected to include the viewpoints of the decision-affected and of surrogate decision-makers in the discussion. To address these gaps, in this study we rely on two experimental designs and complement our findings with qualitative interview data to shed light on both sides: the perspective of those affected by the decision and that of the decision maker in surrogate and ethically complex decision contexts. Findings reveal that the individual decision-making perspective may lead to opposing perceptions. Whereas the willingness to delegate an ethically challenging decision to AI in a surrogate decision context is lower than that in a non-surrogate context (decision-maker perspective), people affected by the decision do not generally prefer humans to AI (decision-affected perspective). By these findings, we contribute to the literature on AI-enabled decision-making and decision delegation to non-human entities.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 6","pages":"Pages 958-969"},"PeriodicalIF":7.3,"publicationDate":"2025-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145645887","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}

引用次数: 0

Divestitures and the proportion of women on firms’ boards: The effect of shareholders and visibility 资产剥离和女性在公司董事会中的比例：股东和可见度的影响

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-12-01 DOI: 10.1016/j.emj.2024.10.009

Caterina Moschieri , Enzo Peruffo , Marta M. Elvira

This study examines whether and when divestitures impact the gender composition of the divesting firm's board. Building on agency theory and the potentially different interests of shareholders and board members, we argue that the proportion of female directors decreases when firms divest, especially with an increase in ownership by the largest shareholder, who may experience self-interested decision-making and attributional bias. In contrast, the proportion of women on a board may increase for highly visible firms as a result of public scrutiny and legitimacy-enhancing efforts. Using data on 465 divesting and non-divesting US-based firms matched with board information over the 2000–2019 period, we find a negative relationship between divestitures and firms' female board representation. Our results also suggest that divestitures impact boards' gender composition with outcomes that depend on firms' ownership structure and external visibility.

本研究考察了剥离是否以及何时会影响剥离公司董事会的性别构成。基于代理理论和股东和董事会成员潜在的不同利益，我们认为，当公司撤资时，女性董事的比例会下降，尤其是当第一大股东的所有权增加时，他们可能会经历自利决策和归因偏见。相比之下，由于公众监督和加强合法性的努力，知名度很高的公司董事会中女性的比例可能会增加。利用2000年至2019年期间465家撤资和非撤资的美国公司与董事会信息相匹配的数据，我们发现撤资与公司女性董事会比例之间存在负相关关系。我们的研究结果还表明，资产剥离对董事会性别构成的影响取决于公司的所有权结构和外部可见度。

引用次数: 0

A journey into women's managerial career development through the social cognitive career lens 从社会认知职业视角看女性管理职业发展之旅

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-12-01 DOI: 10.1016/j.emj.2024.10.006

Sara Bonesso, Laura Cortellazzo

This article presents a computational literature review that aims to disentangle the themes that have marked the academic debate on women's career development in management positions through the lens of social cognitive career theory. Relying on the novel methodology of topic modeling, the research inductively conceptualizes 12 topic-based themes that have contributed to academic debate in the last decades. In interpreting the landscape that emerged, the topics have been aggregated into three main categories: individual characteristics and learning experiences, contextual factors, cognitive mechanisms, and regulation of behavior. The fine-grained conceptualization of the topics and the derived framework contribute to systematizing the literature and to emphasizing the different facets of women's career journeys in attaining leadership positions. Through a discussion of the contributions and limitations identified in each category, the study provides recommendations for future research.

本文介绍了一篇计算文献综述，旨在通过社会认知职业理论的视角，理清关于管理职位中女性职业发展的学术争论的主题。基于主题建模的新方法，本研究归纳归纳了过去几十年来引起学术争论的12个基于主题的主题。在解释出现的景观时，这些主题被归纳为三个主要类别：个人特征和学习经历、环境因素、认知机制和行为调节。主题的细粒度概念化和衍生的框架有助于将文献系统化，并强调妇女在获得领导职位的职业旅程的不同方面。通过对每个类别的贡献和局限性的讨论，本研究为未来的研究提供了建议。

引用次数: 0

The leadership gap between full-time and part-time female employees 全职和兼职女性员工之间的领导力差距

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-10-01 DOI: 10.1016/j.emj.2024.09.002

Stephanie Funk, Susanne Warning

Employers interpret high numbers of contractual working hours of part-time employees as a signal for high work engagement, qualifying them for a leadership position. However, signals do not work equally well in all environments. We suggest that the value of a signal depends on corporate culture, being relatively low in companies with strict work regimes where employees are expected to be available and visible. We test this prediction combining data on female employees and their employers. Our analyses show that the positive effect of contractual hours on leadership positions varies systematically with the difference between the contractual working hours of full-time and part-time employees. The smaller the working time difference between a full-time and a part-time employee, the more likely it is that the part-timer is in a leadership position. In addition, the more a firm relies on overtime and requires strict presence at work, the larger is the statistical association between high contractual hours and leadership positions at individual level. In a world where work-life balance is increasingly important, this research provides new insights into the heterogeneity of part-time workers and the design of corporate cultures and policies to create sustainable work environments.

雇主将兼职员工的高合同工作时间解释为高工作投入的信号，使他们有资格担任领导职务。然而，信号并不是在所有环境中都同样有效。我们认为，信号的价值取决于企业文化，在有严格工作制度的公司里，信号的价值相对较低，因为公司希望员工随时可用，随时可见。我们结合女性雇员及其雇主的数据来检验这一预测。我们的分析表明，合同工作时间对领导职位的积极影响随着全职员工和兼职员工合同工作时间的差异而系统性地变化。全职员工和兼职员工的工作时间差距越小，兼职员工越有可能处于领导地位。此外，企业越是依赖加班，要求员工严格出勤，高合同时间与个人领导职位之间的统计关联就越大。在一个工作与生活平衡日益重要的世界里，这项研究为兼职工作者的异质性以及企业文化和政策的设计提供了新的见解，以创造可持续的工作环境。

{"title":"The leadership gap between full-time and part-time female employees","authors":"Stephanie Funk, Susanne Warning","doi":"10.1016/j.emj.2024.09.002","DOIUrl":"10.1016/j.emj.2024.09.002","url":null,"abstract":"<div><div>Employers interpret high numbers of contractual working hours of part-time employees as a signal for high work engagement, qualifying them for a leadership position. However, signals do not work equally well in all environments. We suggest that the value of a signal depends on corporate culture, being relatively low in companies with strict work regimes where employees are expected to be available and visible. We test this prediction combining data on female employees and their employers. Our analyses show that the positive effect of contractual hours on leadership positions varies systematically with the difference between the contractual working hours of full-time and part-time employees. The smaller the working time difference between a full-time and a part-time employee, the more likely it is that the part-timer is in a leadership position. In addition, the more a firm relies on overtime and requires strict presence at work, the larger is the statistical association between high contractual hours and leadership positions at individual level. In a world where work-life balance is increasingly important, this research provides new insights into the heterogeneity of part-time workers and the design of corporate cultures and policies to create sustainable work environments.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 5","pages":"Pages 764-775"},"PeriodicalIF":7.3,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"145323249","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}

引用次数: 0

Thwarted by fear of failure, reignited by psychological resilience: Entrepreneurs’ responses to a health crisis (COVID-19) and passion for developing 因害怕失败而受挫，因心理韧性而重燃：企业家对健康危机（COVID-19）的应对和对发展的热情

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-10-01 DOI: 10.1016/j.emj.2024.09.003

Linlin Jin , Feng Xu

Crises always have an effect on entrepreneurship and the recent COVID-19 pandemic amplified the impact. Research has provided ample evidence on influences of the COVID-19 pandemic as a socioeconomic crisis for entrepreneurs and their ventures. However, considered a highly infectious disease, COVID-19 is also a personal health crisis that has posed a health threat to entrepreneurs. This research aims to develop and test a model of how and when entrepreneurs' psychological responses to COVID-19 can affect passion for developing based on the job demands-resources theory. Using a time-lag design, results reveal that entrepreneurs' COVID-19 representations can thwart the components of passion for developing through arousing fear of failure. Further, entrepreneurs’ psychological resilience impact changes in these negative, indirect effects. These findings provide important implications for the literature on the linkage between entrepreneurship and crisis and the manifestation process of entrepreneurial passion from the demands-resources process perspective.

危机总是会对创业产生影响，最近的COVID-19大流行放大了这种影响。研究提供了充分的证据，证明COVID-19大流行作为一场社会经济危机对企业家及其企业的影响。然而，COVID-19被认为是一种高度传染性的疾病，也是一种个人健康危机，对企业家的健康构成威胁。本研究旨在基于工作需求-资源理论，开发和测试企业家对COVID-19的心理反应如何以及何时影响发展热情的模型。使用时滞设计，结果显示企业家的COVID-19表征可以通过引起对失败的恐惧来阻碍发展激情的组成部分。此外，企业家的心理弹性影响这些负面的、间接的影响变化。这些发现对从需求-资源过程视角研究创业与危机的关联以及创业激情的表现过程具有重要的启示意义。

引用次数: 0

Practically re-imagining business education for sustainability 重新构想商业教育的可持续性

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-10-01 DOI: 10.1016/j.emj.2025.04.015

Valentina Carbone , Lucy McCarthy , Anne Touboulic

In this reflection piece, we discuss the urgency of transforming business school education in the context of the climate breakdown and biodiversity collapse. We unpack prevailing problematic assumptions in business school education and propose a reflexive framework for business educators based on the heart, head, hand model of pedagogy. We embed this discussion in considerations for place and context. Building on our personal journeys and experiences, we offer tangible examples of how the framework can be used to enable a re-imaging of business education.

在这篇反思文章中，我们讨论了在气候崩溃和生物多样性崩溃的背景下改变商学院教育的紧迫性。我们剖析了商学院教育中普遍存在的有问题的假设，并为商业教育者提出了一个基于心、头、手教学法模型的反思性框架。我们将这个讨论嵌入到对地点和背景的考虑中。基于我们的个人旅程和经历，我们提供了具体的例子，说明如何利用这一框架来实现商业教育的重新构想。

引用次数: 0

Intercultural competence in the context of intercultural service encounters: A multilevel and dynamic approach 跨文化服务遭遇中的跨文化能力：多层次和动态的方法

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-10-01 DOI: 10.1016/j.emj.2024.08.010

Zorana Jerinic-Ivic , Sabrina Loufrani , Djamila Elidrissi

This article proposes a multilevel and dynamic approach to analyzing intercultural competence (IC) to understand how IC components at individual and collective levels articulate in intercultural service encounters (ICSEs). The articulation of IC levels is analyzed using a dynamic approach that covers the three service experience phases: pre-core, core, and post-core ICSEs. Analysis of data collected from a French language services business unit shows that service businesses need to adjust the two levels of IC in each service experience phase in order to achieve a quality service experience. A multilevel approach is taken to illuminate the role of the team as a whole, rather than individual staff members, in service encounter outcomes. The study represents a contextualized explanation of the dynamic nature of intercultural interactions within the team and between staff and customers, validates the concept of collective IC, and contributes to the literature on ICSEs.

本文提出了一种多层次和动态的方法来分析跨文化能力（IC），以了解个人和集体层面的IC组件如何在跨文化服务遭遇（ICSEs）中表达。使用动态方法分析IC级别的衔接，该方法涵盖三个服务体验阶段：前核心、核心和后核心icse。从法语服务业务单位收集的数据分析表明，服务业务需要在每个服务体验阶段调整两个级别的IC，以实现高质量的服务体验。采用多层次方法来阐明整个团队在服务遭遇结果中的作用，而不是个别工作人员的作用。该研究对团队内部以及员工与客户之间的跨文化互动的动态性质进行了情境化解释，验证了集体集成的概念，并对集成集成的文献做出了贡献。

引用次数: 0

Disability inclusion in workplaces, firm performance, and reputation 工作场所对残疾人的包容、公司业绩和声誉

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-10-01 DOI: 10.1016/j.emj.2024.08.001

M. Ángeles Jurado-Caraballo, Cristina Quintana-García

Despite the existence of laws on reserve quotas for people with disabilities (PwD), this group continues to experience high unemployment rates and social exclusion. This research has aimed to empirically analyze the influence of the hiring of PwD on the performance and reputation of the firm. We have carried out a quantitative study of European companies to highlight the value and benefits that these workers can bring, and thus overcome prejudices and stereotypes of employers that consider them problematic or unproductive. Our longitudinal research demonstrates that the hiring of PwD contributes positively to the performance and reputation of the firm, helping companies obtain competitive advantages and acting as a brand for the firm. This study gives rise to theoretical, managerial, practical, and political implications.

尽管法律规定了残疾人（PwD）的后备配额，但这一群体仍然面临着高失业率和社会排斥问题。本研究旨在通过实证分析雇用残疾人对公司业绩和声誉的影响。我们对欧洲的公司进行了定量研究，以突出这些工人所能带来的价值和好处，从而克服雇主认为他们有问题或没有生产力的偏见和成见。我们的纵向研究表明，雇用残疾人对公司的业绩和声誉有积极的促进作用，有助于公司获得竞争优势，并成为公司的品牌。本研究具有理论、管理、实践和政治意义。

引用次数: 0

Fuelling perceived employability through Leader's expert power: Role of empowerment climate and thriving 通过领导者的专家力量提高就业能力：赋权氛围和欣欣向荣的作用

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-10-01 DOI: 10.1016/j.emj.2024.07.003

Faisal Qamar , Shuaib Ahmed Soomro , Asif Nawaz , Olivier Roques

After COVID-19, pre-existing perceptions of employability have dramatically changed. Consequently, challenges of workforce sustainability prompt managers to develop non-traditional survival strategies. However, there is limited understanding of how these strategies impact employability perceptions. This study applies self-determination theory and aims to address this gap by investigating how a leader's expert power enhances followers' perceived employability through serial mediation of empowerment climate and thriving at work. Findings reveal a positive relationship between a leader's expert power and follower perceptions of employability. Empowerment climate is positively linked with thriving at work, which in turn is positively linked with perceived employability. Findings indicate that empowerment climate and thriving at work serve as mediators for the relationship between leader's expert power and followers' perceived employability. Support for serial mediation signifies that empowerment climate and thriving at work serially mediate between a leader's expert power and followers' perceived employability. These findings have significant theoretical and managerial implications. Managers should leverage expert power to foster employees' sense of employability by creating an empowering workplace. This enhances employees' thriving and subsequently improves their perceived employability.

COVID-19 之后，人们对就业能力的原有看法发生了巨大变化。因此，劳动力可持续性的挑战促使管理人员制定非传统的生存战略。然而，人们对这些策略如何影响就业能力认知的了解却很有限。本研究运用了自我决定理论，旨在通过研究领导者的专家权力如何通过对授权氛围和工作兴旺的序列调解来增强追随者的就业能力感知，从而弥补这一不足。研究结果表明，领导者的专家权力与追随者对就业能力的认知之间存在正相关关系。授权氛围与工作欣欣向荣呈正相关，而工作欣欣向荣又与感知的就业能力呈正相关。研究结果表明，授权氛围和工作欣欣向荣是领导者专家权力与追随者就业能力感知之间关系的中介。对序列中介的支持表明，授权氛围和工作中的欣欣向荣在领导者的专家权力和追随者的可雇佣性之间起到了序列中介的作用。这些发现具有重要的理论和管理意义。管理者应利用专家权力，通过创造一个赋权的工作环境来培养员工的就业意识。这将增强员工的茁壮成长，进而提高他们的就业感知能力。

{"title":"Fuelling perceived employability through Leader's expert power: Role of empowerment climate and thriving","authors":"Faisal Qamar , Shuaib Ahmed Soomro , Asif Nawaz , Olivier Roques","doi":"10.1016/j.emj.2024.07.003","DOIUrl":"10.1016/j.emj.2024.07.003","url":null,"abstract":"<div><div>After COVID-19, pre-existing perceptions of employability have dramatically changed. Consequently, challenges of workforce sustainability prompt managers to develop non-traditional survival strategies. However, there is limited understanding of how these strategies impact employability perceptions. This study applies self-determination theory and aims to address this gap by investigating how a leader's expert power enhances followers' perceived employability through serial mediation of empowerment climate and thriving at work. Findings reveal a positive relationship between a leader's expert power and follower perceptions of employability. Empowerment climate is positively linked with thriving at work, which in turn is positively linked with perceived employability. Findings indicate that empowerment climate and thriving at work serve as mediators for the relationship between leader's expert power and followers' perceived employability. Support for serial mediation signifies that empowerment climate and thriving at work serially mediate between a leader's expert power and followers' perceived employability. These findings have significant theoretical and managerial implications. Managers should leverage expert power to foster employees' sense of employability by creating an empowering workplace. This enhances employees' thriving and subsequently improves their perceived employability.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 5","pages":"Pages 865-874"},"PeriodicalIF":7.3,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141769580","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}

引用次数: 0

The role of focal leaders in collective leadership behavior: A historiometric analysis of socialized and personalized leaders 焦点领导者在集体领导行为中的作用：对社会化和个性化领导的历史计量分析

IF 7.3 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-10-01 DOI: 10.1016/j.emj.2024.08.006

Ares Boira Lopez, Shane Connelly

The increasing adoption of collectivistic leadership approaches in organizations has sparked a growing interest in understanding factors influencing their emergence and effectiveness. In their collective leadership framework, Friedrich, Vessey, Schuelke, Ruark, and Mumford (2009) underscore the pivotal role of focal leaders in sharing aspects of the leadership role and facilitating conditions for the emergence of informal leadership. Despite the imperative of power sharing in this process, no study to date has explored the relationship between power orientation and collective leadership behaviors. To address this gap, we conducted a historiometric leader analysis to compare collective leadership behavior between focal leaders with socialized and personalized orientations. Furthermore, there is a pressing need for additional empirical work investigating the relationships between collective leadership behaviors and outcomes, especially among leaders with different power orientations. Consequently, we conducted a series of correlations for each leader type to gain insight into these relationships. Our results indicate that personalized leaders exhibit less engagement in collective leadership behaviors compared to socialized leaders, and these behaviors successfully discriminate between the two power orientations. Additionally, we observed that personalized leaders who demonstrated greater engagement in collective leadership behaviors achieved more positive and fewer negative outcomes. Implications of these findings are discussed.

组织中越来越多地采用集体主义领导方法，这引发了人们对了解影响其出现和有效性的因素的日益浓厚的兴趣。Friedrich、Vessey、Schuelke、Ruark和Mumford（2009年）在其集体领导框架中强调了焦点领导者在分享领导角色方面的关键作用，并为非正式领导的出现创造了有利条件。尽管在这一过程中分享权力势在必行，但迄今为止还没有研究探讨过权力导向与集体领导行为之间的关系。为了填补这一空白，我们对领导者进行了历史计量分析，比较了社会化导向和个性化导向的焦点领导者的集体领导行为。此外，我们还迫切需要更多的实证研究来探讨集体领导行为与结果之间的关系，尤其是不同权力导向的领导者之间的关系。因此，我们对每种类型的领导者进行了一系列相关分析，以深入了解这些关系。我们的研究结果表明，与社会化领导者相比，个性化领导者在集体领导行为中的参与度较低，而这些行为成功地区分了两种权力取向。此外，我们还观察到，在集体领导行为中表现出更大参与度的个性化领导者取得了更多积极成果，而消极成果则更少。本文讨论了这些发现的意义。

{"title":"The role of focal leaders in collective leadership behavior: A historiometric analysis of socialized and personalized leaders","authors":"Ares Boira Lopez, Shane Connelly","doi":"10.1016/j.emj.2024.08.006","DOIUrl":"10.1016/j.emj.2024.08.006","url":null,"abstract":"<div><div>The increasing adoption of collectivistic leadership approaches in organizations has sparked a growing interest in understanding factors influencing their emergence and effectiveness. In their collective leadership framework, Friedrich, Vessey, Schuelke, Ruark, and Mumford (2009) underscore the pivotal role of focal leaders in sharing aspects of the leadership role and facilitating conditions for the emergence of informal leadership. Despite the imperative of power sharing in this process, no study to date has explored the relationship between power orientation and collective leadership behaviors. To address this gap, we conducted a historiometric leader analysis to compare collective leadership behavior between focal leaders with socialized and personalized orientations. Furthermore, there is a pressing need for additional empirical work investigating the relationships between collective leadership behaviors and outcomes, especially among leaders with different power orientations. Consequently, we conducted a series of correlations for each leader type to gain insight into these relationships. Our results indicate that personalized leaders exhibit less engagement in collective leadership behaviors compared to socialized leaders, and these behaviors successfully discriminate between the two power orientations. Additionally, we observed that personalized leaders who demonstrated greater engagement in collective leadership behaviors achieved more positive and fewer negative outcomes. Implications of these findings are discussed.</div></div>","PeriodicalId":48290,"journal":{"name":"European Management Journal","volume":"43 5","pages":"Pages 812-830"},"PeriodicalIF":7.3,"publicationDate":"2025-10-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142181545","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}

引用次数: 0

首页上一页

下一页尾页

类型

全部化学•材料生命科学医学物理工程技术环境•农林材料科学地球科学法学管理学化学环境科学与生态学计算机科学教育学经济学农林科学人文科学生物学数学物理与天体物理心理学综合性期刊其他工业工程理学历史学农学文学信息工程

数据库

全部 ACS Publications Elsevier ieeexplore Springer The Royal Society of Chemistry Wiley

期刊

European Management Journal

全部 Acc. Chem. Res. ACS Applied Bio Materials ACS Appl. Electron. Mater. ACS Appl. Energy Mater. ACS Appl. Mater. Interfaces ACS Appl. Nano Mater. ACS Appl. Polym. Mater. ACS BIOMATER-SCI ENG ACS Catal. ACS Cent. Sci. ACS Chem. Biol. ACS Chemical Health & Safety ACS Chem. Neurosci. ACS Comb. Sci. ACS Earth Space Chem. ACS Energy Lett. ACS Infect. Dis. ACS Macro Lett. ACS Mater. Lett. ACS Med. Chem. Lett. ACS Nano ACS Omega ACS Photonics ACS Sens. ACS Sustainable Chem. Eng. ACS Synth. Biol. Anal. Chem. BIOCHEMISTRY-US Bioconjugate Chem. BIOMACROMOLECULES Chem. Res. Toxicol. Chem. Rev. Chem. Mater. CRYST GROWTH DES ENERG FUEL Environ. Sci. Technol. Environ. Sci. Technol. Lett. Eur. J. Inorg. Chem. IND ENG CHEM RES Inorg. Chem. J. Agric. Food. Chem. J. Chem. Eng. Data J. Chem. Educ. J. Chem. Inf. Model. J. Chem. Theory Comput. J. Med. Chem. J. Nat. Prod. J PROTEOME RES J. Am. Chem. Soc. LANGMUIR MACROMOLECULES Mol. Pharmaceutics Nano Lett. Org. Lett. ORG PROCESS RES DEV ORGANOMETALLICS J. Org. Chem. J. Phys. Chem. J. Phys. Chem. A J. Phys. Chem. B J. Phys. Chem. C J. Phys. Chem. Lett. Analyst Anal. Methods Biomater. Sci. Catal. Sci. Technol. Chem. Commun. Chem. Soc. Rev. CHEM EDUC RES PRACT CRYSTENGCOMM Dalton Trans. Energy Environ. Sci. ENVIRON SCI-NANO ENVIRON SCI-PROC IMP ENVIRON SCI-WAT RES Faraday Discuss. Food Funct. Green Chem. Inorg. Chem. Front. Integr. Biol. J. Anal. At. Spectrom. J. Mater. Chem. A J. Mater. Chem. B J. Mater. Chem. C Lab Chip Mater. Chem. Front. Mater. Horiz. MEDCHEMCOMM Metallomics Mol. Biosyst. Mol. Syst. Des. Eng. Nanoscale Nanoscale Horiz. Nat. Prod. Rep. New J. Chem. Org. Biomol. Chem. Org. Chem. Front. PHOTOCH PHOTOBIO SCI PCCP Polym. Chem.

﹀