European Management Journal最新文献

To analyze whether Global Reporting Initiative (GRI) standards could reduce transparency in sustainability reporting, we performed a longitudinal content analysis of sustainability reports for 15 large Norwegian organizations from 2010 to 2020 (inclusive). The content of reports increased by 90%, in contrast to an increase of only 18% in transparency. The content of GRI standards increased by more than 500%. For further examination, we develop a system dynamics model using a multilevel perspective including the standardization organizations, the organizations writing sustainability reports, and their audiences. Our model demonstrates how multilevel interactions may produce unintended results. More standards could impede transparent reporting for organizations, which in turn hinders stakeholders in making fair judgments about the sustainability of organizations. This condition then may trigger a new cycle in which standardization organizations define even more standards. We conclude that for sustainability reporting standards, less is more. Our findings have implications for both researchers and practitioners.

This study investigates the unexplored relationship between employees' experience of emotional dissonance and their engagement in change-oriented citizenship behavior, with a particular focus on the mediating role of organizational underappreciation and the moderating role of a performance-oriented work climate in this process. Survey data collected among employees across various industries show that experienced discrepancies between felt and organizationally desired emotions curtail employees’ voluntary efforts to improve the organizational status quo because they develop a belief that their organization does not value them. When they operate in work environments that focus on performance comparisons though, this harmful dynamic becomes subdued. Organizations accordingly should avoid giving employees a reason to criticize their employer for treating them as unworthy members because this criticism generates a channel by which conflicting emotions escalate into work-related complacency, which might prevent the experienced hardships from being addressed. Instead, organizations should try to nurture stimulating work cultures that focus on performance to disrupt this counterproductive process.

An exploration of the links between organizational and green innovation has been the subject of an impressive quantity of literature during recent years. In this study, the ability of firms to refine their organizational practices in accordance with external developments has been considered, particularly in the context of the introduction of updated environmental regulations and advanced technologies, with the aim of surviving and competing globally. In this study, it was postulated that organizational innovation was one of the main drivers of green innovation at the level of the firm. Hence, the intention here was to study whether green innovation was affected when businesses adapted their environmental strategies in alignment with organizational structures. Moreover, the paper aimed to explore whether there was any major disproportion in green innovation between firms in dirty and in clean sectors. To address these main points, a two-step regression using the generalized method of moments (GMM) was run on data relating to organizational innovation factors and green innovation constructs at the level of the firm, this information being drawn from the Technological Innovation Panel (PITEC) database. These panel data, based on the Community Innovation Surveys (CIS) framework, were used to detect innovations in Spanish firms by investigating long-term relationships between variables to control for nonobservable heterogeneity. The principal findings confirm that the organizational innovation variables studied did promote green innovation and that the dirty sector firms were more likely to undertake green innovations than those in the cleaner sectors.

The outbreak of the COVID-19 pandemic has dramatically changed human lifestyles and contributed to the creation of a new normal in the business environment. This study examines the direct and indirect impacts of internal and external corporate social responsibility (CSR) practices on employee job satisfaction through organisational identification, conditional on employee age. A total of 236 valid responses were received from eight multinational medical device manufacturers in Malaysia. Partial least squares and PROCESS algorithms were employed to assess the hypothesised interactions between the predictors and criterion variables. The empirical results showed that internal CSR (i.e., CSR to employee) could significantly drive a greater sense of belonging and work satisfaction. Surprisingly, however, external CSR (i.e., CSR to community) negatively affects job fulfilment in the medical devices industry during the pandemic. Nevertheless, the findings also showed that ongoing CSR activities in the community could build organisational identification and subsequently improve job satisfaction. Conversely, CSR to environment did not statistically influence job satisfaction, either directly or indirectly. The mediating effects of organisational identification were not associated with employee age. This study provides a practical framework for effective CSR strategies amid the pandemic that can help organisations align with social responsibility, enhance their reputation, and contribute to society.

In this paper, I provide insights from a multilevel, qualitative research project, focusing specifically on the rationale underlying the employed methodological choices. The purpose of this paper is to showcase, through a detailed account of one specific case, the considerations researchers conducting qualitative multilevel research may ponder in their research design. This complements the papers included in this management focus issue examining organizational research integration. The methodological choices explored in this paper can assist researchers in designing their own qualitative multilevel organizational research projects.

The current study examines how workplace isolation may erode interpersonal trust in organizations. A global pandemic with lockdown restrictions provided an almost perfect experimental setting that helped us investigate how workplace isolation among remote workers may impact trust in supervisors and coworkers through communication frequency and quality. The findings show that the negative relationship between isolation and trust is primarily established by reduced organizational communication quality and interpersonal information-sharing quality compared to the frequency of communication. Hence, the findings demonstrate that the erosion of interpersonal trust for isolated workers is qualified mainly by the extent to which isolation obstructs high-quality organizational communication and information sharing. Furthermore, this study demonstrates that trust in supervisors is particularly likely to be affected by workplace isolation compared to trust among coworkers.

In a context where employees find it increasingly difficult to juggle work and family demands, increasing attention has been paid to family supportive supervisor behaviors (FSSB). Drawing on key tenets of the Conservation of Resources (COR) Theory, we hypothesize that FSSB is positively related to needs-supplies fit, which in turn, predicts both work and nonwork outcomes i.e., proactive skill development and sleep quality. We also hypothesize that for employees high on protean career orientation (PCO), the consequences of FSSB are more significant and positive on both a) employees' perceived needs-supplies fits and b) proactive skill development. We conducted a three-wave study with a month time interval in Chile, Colombia, and Spain with matched data of subordinates and their managers (N = 454). Most of our hypotheses were supported. We expand and contribute to the literature by providing a fit perspective to research on FSSB, arguing that such behaviors improve employees’ perceptions of their jobs, with a consequential positive impact on their work and nonwork outcomes. The results demonstrate the key role of FSSB in enabling employees to perceive a better fit with their jobs. For HR managers and practitioners, results show that keeping protean-oriented employees is a promising strategy.

Despite growing research on stakeholder influence, there is a lack of consensus on the structural approach for stakeholder influence that considers the patterns of stakeholder relationships as a determinant of influence. To shed light on the full gamut of stakeholder influence, this study provides a systematic review of stakeholder influence literature while drawing on social network theory and resource dependency theory. Three levels of stakeholder influence are posited, namely the macro level (role of the environment in stakeholder influence), meso level (influence between a firm and stakeholders), and micro level (influence between stakeholders themselves embedded in the same network). The main theoretical and empirical themes identified in this review are incorporated to develop a new, multi-level stakeholder influence typology. To do so, the well-known topology of Frooman (“Stakeholder influence strategies", Academy of Management Review 24 (2) (1999), 191–205) is revisited using social network concepts of betweenness and closeness centrality. This review contributes to stakeholder influence theory, enabling authors to capitalize on the identified themes for future research attention.

As self-initiated expatriates (SIEs) often struggle to communicate in the common corporate language and/or host country language, the aim of this study is to determine if host country language proficiency (HCLP) facilitates communication. As a corollary HCLP might reduce the negative impact of psychological contract (PC) breach on PC violation, and ultimately the positive impact on counterproductive work behaviors (CWB) and the negative impact on organizational citizenship behaviors (OCB). This study uses a repeated-measurement design with three measurement points from 300 SIEs. Using a moderated mediation path model, we found that PC breach at T1 is positively associated with CWB and negatively associated with OCB at T3 through PC violation at T2. Furthermore, HCLP at T1 moderates the positive PC breach–PC violation relationship. Specifically, HCLP amplifies the indirect relationships between PC breach, CWB, and OCB for participants with poor levels of HCLP. This study demonstrates the need of improving HCLP of SIEs. We discuss additional implications for theory, practice and future research.

Recent studies indicate a potential trend of waning enthusiasm for leadership positions. This increasing trend of avoiding leadership roles has prompted a new area of research, concentrating on agentic perspectives in leader emergence and self-selection biases. This study focuses on a key concept in this emerging field: “reluctance to lead” (RTL). Only recently has reluctance in the leadership context received limited attention from a few scholars. These efforts primarily concentrated on RTL before the role occupancy by defining it as individuals' hesitations to accept a leadership role when presented with the opportunity. This paper broadens the conceptualization of RTL by extending its definition as the hesitation of a high-potential individual both before and after role occupancy (i.e., individuals’ hesitations about their fit to the role while it is practiced). Prior studies also adopted a person-centered approach, focusing on identity- and competency-related factors while overlooking the contextual aspects in explaining RTL. This paper integrates contextual foci into the discussion of RTL, specifically exploring how spatial and technological, organizational, leadership, socio-cultural, and historical contexts (with a focus on Europe) interface with RTL. We conclude by proposing a research agenda and discussing the theoretical and practical implications of this new line of research.