European Management Journal最新文献_第6页

Critical mass of female directors, ownership structure and dividend payments 女性董事的临界数量、所有权结构和股息支付

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2025.02.005

Tahir Akhtar, Md. Saiful Islam

This study examines the association between the critical mass of female directors (CMFD) and dividend payments and whether ownership concentration moderates this relationship. The main findings show that the CMFD improves corporate governance and consequently increases dividend payments, using one of the biggest datasets to date of Chinese listed firms, spanning the 2009–2022 period (32,925 firm-year observations). When we use propensity score matching, the instrumental variable technique, and the difference-in-difference approach to address possible endogeneity problems and numerous dividend payment proxies, the positive effect of CMFD on dividends is still there. Moreover, the relationship between ownership structure and dividend payments is mitigated through CMFD. Furthermore, we find that the CMFD increases the dividend payout at higher significance levels for firms with higher concentrated ownership, suggesting that CMFD acts as a strong internal governance device. The study analyzes results using a theoretical framework that incorporates concepts from critical mass and agency theories. Dividend payment is important, as the firms with entrenched managers and majority shareholder control hurt a firm’s ability to safeguard minority shareholder interest; therefore, it is important to have CMFD on board to monitor and control managers' expropriations and majority owners' control to have an optimal dividend policy in the firms.

本研究探讨了女性董事临界质量（CMFD）与股息支付之间的关系，以及股权集中度是否调节了这种关系。本文使用了迄今为止中国上市公司的最大数据集之一（涵盖2009-2022年期间的32,925家公司年度观察数据），主要研究结果表明，CMFD改善了公司治理，从而增加了股息支付。当我们使用倾向得分匹配、工具变量技术和差中之差方法来解决可能的内生性问题和众多股息支付代理时，CMFD对股息的积极影响仍然存在。此外，通过CMFD缓和了股权结构与股利支付之间的关系。此外，我们发现，对于股权集中度较高的公司，CMFD增加股息支付的显著性水平更高，这表明CMFD是一种强有力的内部治理手段。该研究使用了一个理论框架来分析结果，该框架结合了临界质量和代理理论的概念。股息支付很重要，因为拥有根深蒂固的管理者和大股东控制的公司会损害公司保护小股东利益的能力；因此，重要的是要有CMFD董事会来监督和控制经理的征用和多数股东的控制，以实现最优的股息政策。

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引用次数: 0

Temporal perceptions and tensions in production management 生产管理中的时间观念和紧张关系

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.05.001

James Aitken , Eric Deakins , Heather Skipworth , Rosanna Cole

This study, through conducting a micro-level analysis of temporal dimensions, identified divergent temporalities between managers who establish temporal practices, and operators who work within the established norms. Data collected from three organizations experiencing production-related temporal operating tensions were triangulated across a survey, semi-structured interviews and observations and supported by secondary data. Four temporal operating tensions, that reflect gaps between managerial and operator temporal understandings, were identified: Efficiency versus Effectiveness; Process Standardization versus Process Improvement; Synchronization versus Autonomy; and Control versus Flexibility. This research identifies resulting temporal operating tensions and potential mitigation approaches at the junction of managerial practices and operator activities, illustrating the importance of understanding tensions at the micro-level.

本研究通过对时间维度进行微观层面的分析，确定了建立时间实践的管理者和在既定规范内工作的经营者之间的时间性差异。从三个经历生产相关时间操作紧张的组织中收集的数据通过调查、半结构化访谈和观察进行三角测量，并得到辅助数据的支持。确定了四种时间操作紧张关系，反映了管理人员和操作员在时间理解上的差距：效率与有效性；过程标准化与过程改进同步与自治；控制与灵活性。本研究确定了在管理实践和操作人员活动交界处产生的时间操作紧张和潜在的缓解方法，说明了在微观层面理解紧张的重要性。

引用次数: 0

Blessing or blight? How corporate venture units affect the survival of internal new ventures 福还是祸？企业风险单位如何影响内部新企业的生存

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.04.010

Gundula Lücke , Eve-Michelle Basu , Ivo Zander

The literature on structurally separate corporate venture units (CVUs) has suggested how these units may improve but also to some extent attenuate the survival chances of new ventures that are launched within the host corporation. Yet, there has been little empirical knowledge about the extent to which these units affect the survival of internal new ventures. We draw upon a dataset of 80 internal new ventures to assess if the survival of internal new ventures depends on their placement inside or outside CVUs. Controlling for a set of factors that may affect internal new venture survival, we find that placement in CVUs has a statistically significant and substantial negative effect on the chances of survival within the host corporation, and conclude that this is not due to characteristics that are associated with the internal new ventures as such. We discuss the implications of these findings for the literature on CVUs, and suggest the importance of further investigations into CVU boundaries, legitimacy, and the selection of internal new ventures from these units.

关于结构上独立的企业风险单位（CVUs）的文献表明，这些单位可以提高，但也在一定程度上削弱了在东道公司内部启动的新风险企业的生存机会。然而，对于这些单位在多大程度上影响了内部新企业的存活，我们却知之甚少。我们利用一个包含 80 家内部新创企业的数据集来评估内部新创企业的存活率是否取决于其在创业投资单位内部或外部的位置。在控制了一系列可能影响内部新创企业存活的因素后，我们发现，将新创企业置于创业投资机构内对其在东道公司内的存活机会有显著的统计学影响，并得出结论认为，这并不是由于与内部新创企业本身相关的特征造成的。我们讨论了这些发现对 CVU 文献的影响，并建议进一步研究 CVU 的边界、合法性以及从这些单位中选择内部新企业的重要性。

引用次数: 0

Women who LinkedIn: The gender networking gap among executives 使用LinkedIn的女性：高管之间的性别网络差距

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.10.003

Gabriela Contreras , Ruth Mateos de Cabo , Ricardo Gimeno

We investigate the patterns of executive networking on LinkedIn, a crucial platform for understanding the persistent gender disparities in leadership positions. Overcoming the challenges of accessing LinkedIn's network data, we have curated a comprehensive dataset of Spanish women and men executives. This unique dataset includes information about their connections and, more importantly, whom they do not connect with. At the baseline level, our findings indicate a prevalent tendency for preferential attachment, where individuals are more likely to connect with popular contacts. Additionally, there is a pronounced inclination towards homophily, characterized by forming connections based on gender, as well as shared organizational and academic affiliations. Building upon the tenets of Social Identity Theory, we identify significant gender differences on LinkedIn's executive networking. Women executives, positioned as out-group members within executive networks, suffer from a networking gender gap resulting in being under-connected and being connected with less popular individuals. However, our research methodology helps us uncover two different strategies women use to overcome this gap. They rely, more than men, on gender homophily to make contacts. Besides, women executives adopt recategorization strategies exhibiting a higher preference for contacts with shared organizational and academic affiliations than men. These findings disrupt two common assumptions: the fallacy of implied connections based on shared affiliations and the overlooked gender differences in networking pools, therefore exposing two previously unidentified gender data gaps.

我们调查了领英上的高管网络模式，领英是理解领导职位中持续存在的性别差异的关键平台。为了克服访问领英网络数据的挑战，我们整理了一个西班牙男女高管的综合数据集。这个独特的数据集包括他们的联系信息，更重要的是，他们没有联系谁。在基线水平上，我们的发现表明了一种普遍的偏好依恋倾向，即个体更有可能与受欢迎的联系人建立联系。此外，有一种明显的同质倾向，其特点是基于性别形成联系，以及共同的组织和学术隶属关系。基于社会认同理论的原则，我们在LinkedIn的高管网络中发现了显著的性别差异。女性高管在高管网络中被定位为外群体成员，她们在社交网络中存在性别差距，导致她们联系不足，与不那么受欢迎的人联系。然而，我们的研究方法帮助我们揭示了女性用来克服这一差距的两种不同策略。她们比男性更依赖于同性关系来建立联系。此外，女性高管在采取重新分类策略时，表现出比男性更倾向于与共同的组织和学术机构接触。这些发现打破了两个常见的假设：基于共同隶属关系的隐含联系的谬论和网络池中被忽视的性别差异，因此暴露了两个先前未被识别的性别数据缺口。

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引用次数: 0

Refugee entrepreneurship: A systematic literature review and future research agenda 难民创业：系统文献综述和未来研究议程

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.03.012

Stefan Lång , Maria Ivanova-Gongne , Jonas Lagerström , Malin Brännback

While scholars have traditionally studied successful entrepreneurship cases, they have focused less on studying how victims of adversity engage in entrepreneurial actions to create a better future for themselves and others. It is argued that while entrepreneurs are a major force of disruption, they possess resilience that enables them to cope with persistent and substantial adversity. Refugees facing extreme adversity can engage in entrepreneurial activities to create economic gains. While scholarly attention has been directed towards immigrant and migrant entrepreneurship, refugees present a different perspective due to the severity and persistence of their adversity. In this study, we conducted a systematic review of the refugee entrepreneurship literature. A total of 83 articles published between 2000 and 2021 across 22 entrepreneurship journals were analyzed. We identified four widely used theoretical lenses, namely mixed embeddedness, social networks, institutional theory and opportunity. Studies have primarily been conducted among refugees in European host countries, with an absence of studies in neighboring countries or refugee camps. Results show that scholarly enquiry into refugee entrepreneurship is still in its nascent stages with respect to theoretical perspective, method and data. The study contributes to the extant literature by outlining several potential research streams that could strengthen the notion of refugees in the entrepreneurship literature.

虽然学者们传统上研究的是成功的创业案例，但他们较少关注于研究逆境中的受害者如何通过创业行动为自己和他人创造更美好的未来。有人认为，虽然企业家是一股主要的破坏力量，但他们具有适应力，使他们能够应对持续和重大的逆境。面临极端逆境的难民可以参与创业活动，创造经济收益。虽然学术界的注意力一直集中在移民和移民企业家身上，但难民由于其逆境的严重性和持久性而呈现出不同的视角。在这项研究中，我们对难民创业文献进行了系统的回顾。该研究分析了2000年至2021年期间在22家创业期刊上发表的83篇文章。我们确定了四种广泛使用的理论视角，即混合嵌入性、社会网络、制度理论和机会。研究主要是在欧洲收容国的难民中进行的，缺乏对邻国或难民营的研究。结果表明，对难民创业的学术研究在理论视角、方法和数据方面仍处于起步阶段。该研究通过概述几个可能加强创业文献中难民概念的潜在研究流，为现有文献做出了贡献。

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引用次数: 0

Organizational responses to non-financial reporting legislation in Germany and Poland—Qualitative study and explanatory framework 组织对德国和波兰非财务报告立法的反应——定性研究和解释框架

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.12.006

Marion Festing , Alexandra Ballnat , Maria Aluchna , Leszek Bohdanowicz , Ewa Jastrzębska , Maria Roszkowska-Menkes , Ihar Sahakiants , Thomas Steger

Although the European Non-financial Reporting Directive (Directive 2014/95/EU) aims primarily to increase the transparency of non-financial reports, it is also suggested that it will impact organizational practices, especially with regard to corporate governance and human resource management (HRM), in European Union (EU) member state companies. Considering the scarcity of research on the effects of non-financial reporting (NFR), especially taking into account potential influences of country-context factors, our qualitative comparative study aims at explaining the similarities and differences of the impact of mandatory NFR on organizational practices in two EU member states, Germany and Poland.

While we find many similarities, country-specific factors account for differences in the way NFR is carried out, highlighting the need for contextualization. In particular, the countries’ individual reporting histories, as well as the varying levels of intensity relating to talent scarcity and societal debates about sustainability issues, greatly influence organizational responses to mandatory NFR. We suggest an explanatory framework that will contribute to better understanding of organizational responses to NFR-related EU directives while considering country context. We further propose that the institutional mechanisms illustrated in our framework may restrict means–ends decoupling, that is, NFR serving as an end in itself and not as a means of enhancing sustainability performance. Finally, future avenues for investigating the effects of mandatory NFR on both organizations and their environments are proposed.

尽管欧洲非财务报告指令（指令2014/95/EU）的主要目的是提高非财务报告的透明度，但也有人认为，它将影响组织实践，特别是在欧盟（EU）成员国公司的公司治理和人力资源管理（HRM）方面。考虑到对非财务报告（NFR）影响的研究缺乏，特别是考虑到国家背景因素的潜在影响，我们的定性比较研究旨在解释强制性NFR对德国和波兰两个欧盟成员国组织实践影响的异同。虽然我们发现了许多相似之处，但各国的具体因素造成了NFR实施方式的差异，突出了将其纳入具体情况的必要性。特别是，各国各自的报告历史，以及与人才稀缺和关于可持续性问题的社会辩论相关的不同程度的强度，极大地影响了组织对强制性NFR的反应。我们建议建立一个解释性框架，在考虑国家背景的同时，有助于更好地理解组织对nfr相关欧盟指令的反应。我们进一步提出，在我们的框架中说明的制度机制可能会限制手段-目的脱钩，即NFR本身作为目的，而不是作为提高可持续性绩效的手段。最后，提出了未来研究强制性NFR对组织及其环境影响的途径。

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引用次数: 0

Psychological contract breaches, plans to quit, and destructive voice behavior: Catalytic effects of proactive personality 心理契约违约、辞职计划和破坏性语音行为：积极主动性格的催化作用

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.03.010

Dirk De Clercq

How and when might employees’ perceptions of psychological contract breaches escalate into destructive voice behavior? This study predicts a mediating role of plans to quit and a moderating role of a proactive personality in this connection. Cross-sectional survey data, collected among 227 employees who work in the Canadian retail sector, inform the tests of these predictions; the statistical analyses rely on the Process macro, which supports comprehensive assessments of the proposed moderated mediation framework. The results show that a critical reason that beliefs about broken organizational promises stimulate employees to criticize their organization is that they search for alternative employment. This mediating influence of quitting is particularly salient among employees who have a disposition toward action. The study accordingly points to a notable risk for employees who are upset with an organization that does not keep its side of the bargain: They consider quitting their jobs, which spurs them to undertake destructive activities that likely render it more challenging to convince their employer to fix the problem. This harmful dynamic is especially potent among proactive employees who like to take initiative.

员工对心理契约违约的感知如何以及何时会升级为破坏性建言？本研究预测了戒烟计划在此方面的中介作用和主动性人格在此方面的调节作用。在加拿大零售业工作的227名雇员中收集的横断面调查数据为这些预测的测试提供了信息；统计分析依赖于Process宏观，它支持对拟议的缓和调解框架进行全面评估。结果表明，组织承诺被打破的信念刺激员工批评组织的一个关键原因是他们寻找替代工作。辞职的这种中介作用在有行动倾向的员工中尤为突出。因此，该研究指出，如果员工对不遵守协议的公司感到不满，他们会面临一个显著的风险：他们会考虑辞职，这会促使他们从事破坏性的活动，这可能会使说服雇主解决问题变得更加困难。这种有害的动态在喜欢主动的积极主动的员工中尤其强烈。

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引用次数: 0

Addressing the gender data gap to advance theory, interventions, and equity for women 解决性别数据差距，推进理论、干预措施和妇女平等

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2025.04.012

Sonja Sperber, Susanne Täuber, Corinne Post, Cordula Barzantny

The Gender Data Gap concerns the circumstance that organizational decisions are based mostly on data that appear to be biased in favor of (white) men and fundamentally contributes to ongoing gender disparities in organizational decision making. The lack of (adequate) data for women leads to unfavorable outcomes for women's careers and ineffective interventions and can even shorten women's lives. In this management focus section of the European Management Journal, we use the Gender Data Gap as a novel approach to investigating the basis for policies that disadvantage women. Organizations' policies and practices might not discriminate overtly against women, but if they are based solely on male data, the resulting male bias in organizational expectations and outcomes negatively impacts women's careers. Our editorial features four articles that illustrate the pervasiveness of the Gender Data Gap yet also offer novel insights for interventions, and identify and discuss topical areas for future inquiry.

性别数据差距涉及组织决策主要基于似乎偏向（白人）男性的数据的情况，并从根本上导致组织决策中持续的性别差异。缺乏关于妇女的（充分的）数据导致对妇女事业不利的结果和无效的干预，甚至可能缩短妇女的生命。在《欧洲管理杂志》的这个管理焦点部分，我们使用性别数据差距作为一种新方法来调查不利于妇女的政策的基础。组织的政策和做法可能不会公然歧视女性，但如果它们完全基于男性数据，那么组织期望和结果中的男性偏见就会对女性的职业生涯产生负面影响。我们的社论以四篇文章为特色，阐述了性别数据差距的普遍性，同时也为干预措施提供了新的见解，并确定和讨论了未来调查的主题领域。

引用次数: 0

Flexible working and employee well-being: Why does the difference between formal FWAs and informal flexibility I-deals matter? 灵活工作与员工福利：为什么正式的 FWA 与非正式的灵活性 I-deals 之间的区别很重要？

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2024.04.006

Argyro Avgoustaki , Almudena Cañibano

Relying on conservation of resources theory, this study investigates whether the association between flexible working and employee well-being differs according to the formal or informal nature of arrangements. We claim that informal flexibility i-deals have a stronger association with well-being than do formal flexible working arrangements. We further explore (1) how work effort mediates the link between the two types of flexible working and well-being; and (2) whether the existence of a gap between informal flexibility i-deals and formal flexible working arrangements (for example, when informal exceeds formal flexibility) relates to well-being. Using data from a consultancy firm in Spain, results show a positive and significant association between informal flexibility i-deals and employee well-being and that informal i-deals have a stronger association with well-being than formal flexible working arrangements. Further, we find that work effort acts as a mediating mechanism to this relationship and that individuals take formal flexible working arrangements as a baseline to contrast their informal deals, revealing that having more informal than formal flexibility improves employee well-being compared to having more formal flexibility than informal flexibility.

根据资源保护理论，本研究调查了弹性工作与员工福利之间的关联是否因安排的正式或非正式性质而有所不同。我们认为，与正式的灵活工作安排相比，非正式的灵活工作安排与幸福感之间的关系更为密切。我们还进一步探讨了：（1）工作强度如何调节两种灵活工作方式与幸福感之间的联系；（2）非正式灵活工作安排与正式灵活工作安排之间是否存在差距（例如，当非正式灵活工作安排超过正式灵活工作安排时）与幸福感是否有关。通过使用西班牙一家咨询公司的数据，结果显示非正式灵活工作安排与员工幸福感之间存在显著的正相关关系，而且非正式灵活工作安排比正式灵活工作安排与幸福感之间的关系更为密切。此外，我们还发现，工作努力是这一关系的中介机制，个人将正式的灵活工作安排作为基线来对比他们的非正式协议，从而揭示出，与正式的灵活性多于非正式的灵活性相比，非正式的灵活性多于正式的灵活性更能提高员工的幸福感。

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引用次数: 0

Beyond the numbers: Reflections from three Global South countries using the global gender gap index 数字之外：利用全球性别差距指数对南半球三个国家的反思

IF 7.5 2区管理学 Q1 BUSINESS

European Management Journal

Pub Date : 2025-06-01 DOI: 10.1016/j.emj.2025.04.011

Rana Haq , Samina M. Saifuddin , Isis Gutiérrez-Martínez

The World Economic Forum's (WEF) Global Gender Gap Index (GGGI) has become synonymous with the measurement of gender equality. However, the measures included in calculating the GGGI are driven mainly by development agencies' agendas. Notably, in developing countries, where gender inequalities run deep, governments' efforts to address these inequalities at the macro-national level have limited influence on gender diversity management (GDM) policies at the meso-organizational and micro-individual levels. To provide evidence, we applied the multilevel relational framework to review the state of gender (in)equality in three Global South countries—Bangladesh, India, and Mexico—using GGGI. Our review revealed that the GGGI tells a numerical story with political appeal, is used to support policies and programs that satisfy the criteria of developmental and donor agencies, and puts a checkmark next to the governmental agenda to meet Sustainable Development Goals (SDGs) at the macro-national level. These macro-national policies and programs have limited success in informing actionable human resources (HR) policies and practices to address gender (in)equality at meso-organizational and micro-individual levels. While the GGGI does not claim to measure the root cause of gender inequality, this study aimed to highlight the GGGI's impact on closing the gender gap. This paper contributes to the narrow body of literature that has brought the conversation on the SDGs and the global gender gap in management and organization literature. The present study also has theoretical and policy implications, as we provide a critical review of the GGGI and recommend including indicators to measure GGGI subindices that can then better inform meaningful and effective interventions at the macro-level and consequent GDM policies for achieving gender equity at the meso-level and women's empowerment at the individual micro-level.

世界经济论坛（WEF）的全球性别差距指数（GGGI）已经成为衡量性别平等的代名词。然而，计算GGGI所包含的指标主要是由发展机构的议程驱动的。值得注意的是，在性别不平等现象严重的发展中国家，政府在宏观国家一级解决这些不平等现象的努力对中组织和微观个人一级的性别多样性管理政策影响有限。为了提供证据，我们使用GGGI应用多层关系框架来审查三个全球南方国家（孟加拉国、印度和墨西哥）的性别平等状况。我们的审查显示，GGGI讲述了一个具有政治吸引力的数字故事，用于支持满足发展和捐赠机构标准的政策和项目，并在宏观国家层面上为政府议程实现可持续发展目标（sdg）打上了勾。这些宏观的国家政策和计划在为可操作的人力资源政策和实践提供信息以解决中组织和微观个人层面的性别平等问题方面取得了有限的成功。虽然GGGI并未声称衡量性别不平等的根本原因，但本研究旨在强调GGGI对缩小性别差距的影响。这篇论文为狭隘的文献做出了贡献，这些文献带来了关于可持续发展目标和管理和组织文献中全球性别差距的对话。本研究还具有理论和政策意义，因为我们对GGGI进行了批判性的回顾，并建议纳入指标来衡量GGGI的子指数，从而更好地为宏观层面的有意义和有效的干预提供信息，并为随后的GDM政策提供信息，以实现中观层面的性别平等和个体微观层面的妇女赋权。

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引用次数: 0