International Journal of Management Reviews最新文献

Digital transformation has become a research focus in recent years. Likewise, internal communication (IC) is one of the fastest-growing specialisations in public relations and communication management. This research explores digital internal communication (DIC) at the nexus between digital transformation and IC. We provide an integrative review of the literature; our thematic analysis of selected journal articles and other scholarly texts is guided by the concept of organisations as socio-technical systems. Furthermore, we create a template using NVivo software to organise the emerging themes and clusters following the logic of communication levels. This template allows us to explain the phenomenon of DIC in a socio-technical organisational system and discuss how the emerging themes are interrelated, people-focused, and linked to competency development and trust-building. As a contribution to theory, we offer a conceptual model which illustrates the dynamics of DIC as an interplay of socio-technical elements on three communication levels. This conceptual model can be further developed in scholarly discussions on DIC and by organisations reflecting on their IC use in a digital workplace environment.

Research on emotions during different phases of the merger and acquisition (M&A) process (i.e., pre-M&A, during M&A and post-M&A) has increased exponentially over the past three decades. However, few attempts have been made to integrate the findings. By systematically reviewing research on emotions during M&As published over the past 30 years, this paper aims to contribute to filling this gap. We organized our findings using a process framework, addressing emotional triggers, the nature of emotions and their dynamics, effects and management. Our review reveals several oversights in research on emotions during M&As, such as the emotional dynamics between the different M&A phases and the role of positive emotions. To address these oversights, future research is encouraged to (a) study emotions following a process-oriented perspective on M&As and include the (interrelationships between) different M&A phases, (b) address the emergence of emotional heterogeneity and homogeneity among organizational members during these phases, (c) investigate the widespread effects of positive emotions and take into account various levels of emotion and (d) explore how emotions can be successfully managed. The paper concludes with a discussion of how these research directions can advance research on emotions during the M&A process.

The relationship between power and collective leadership (CL) has been theoretically understood and empirically addressed in many different ways. To make sense of this diversity, we investigate and diagram the role of power in CL. First, we identify six representations of power—six ways in which scholars have found that power shapes the emergence and enactment of CL. These representations include: Even in CL, individual power matters; Leaders can devolve power to their subordinates by empowering them; Contextual characteristics related to power can influence the possibility and enactment of CL; CL can create the collective power necessary for people in marginalized positions to challenge embedded power dynamics; Power is intrinsic to the co-construction process; Attributions affect who can enact CL, how they are viewed, and whether they have power. Second, we offer a conceptual framework that provides a comprehensive way to understand the relationship between power and CL. The framework includes two dimensions, one related to power (that runs from episodic to systemic) and the other related to CL (that runs from entitative to emergent). Third, we create a conceptual map by placing the six representations within this framework. Based on our research, we make the case that we cannot understand CL without understanding the ubiquitous, complex, and even contradictory role of power. We also suggest avenues for expanding and elaborating discussions of power in the CL literature.

What role peers play in individuals’ decisions to become entrepreneurs and to what extent peer effects play a role in influencing behaviours at the various stages of business venturing are important questions for scholars and policymakers. This systematic review takes stock of the recent additions to the literature around the phenomenon of peer influence in entrepreneurship. The review identified 2894 documents which were then narrowed down through three consecutive filtering stages. We thematically analysed the final sample of 27 empirical studies that shed light on how individual peers influence the process and outcomes of these individuals’ entrepreneurial intentions and behaviour, allowing for critical analysis. We propose a conceptual schema of social influence that occurs in interactions among entrepreneurial individuals within business venturing and across the three stages of pre-formation, formation and growth. Our framework reconciles the conceptual classification around discovering, evaluating and exploiting entrepreneurial opportunities with the mechanisms of social influence affecting entrepreneurial behaviours. Grounded in the findings of the literature review, this framework synthesizes peer influence in entrepreneurship with the tripartite distinction of the behavioural motives recognized in contemporary theories of social influence. We suggest promising directions for further research on how interactions with peers might affect individuals’ entrepreneurial behaviours.

Social entrepreneurship has emerged as an important means of addressing grand challenges. Although research on the topic has accelerated, scholars have yet to articulate an overarching framework that links the different pathways taken by social entrepreneurs with the positive effects of these efforts. To address this shortcoming, we conducted a systematic literature review which enabled us to conceptually differentiate between social value and social change as distinct outcomes of social entrepreneurship and identify seven pathways for achieving these outcomes. Building on our analysis, we outline a research agenda for questions pertaining to: the dynamics between social value and social change; how contextual factors and social entrepreneurs influence various pathways; design principles of business models and innovations that facilitate social value and social change; and defining, measuring, and ensuring accountability for social value and social change.

This paper reviews research on cis women's bodily self-discipline in the workplace. We compare literature exemplifying the ‘bodily turn’ in organization and management studies to scholarship on menopause at work, to identify key themes across these oeuvres and the significance of the blind spots in each. There is little overlap between them: only eleven organization and management studies publications dealt with menopause. In classifying these literatures using Forbes’ (2009) concept of co-modification, we distil four themes: bodily moulding; non-disclosure; failing; and resistance, redefinition and reclamation. Based on this, we argue for more substantive considerations of menopause in organization and management studies, and suggest what the organization and management literature has to offer its sister scholarship. For example, we foreground how menopause exacerbates the visibility paradox facing female workers which organization and management studies identifies; and argue that menopause at work scholarship should pay more attention to specific bodily accommodations, refusals and the ‘unscripted’ aspects of menopause in organizations.

Boards of directors play a central role in governing corporate strategic change. We systematically review corporate governance research on strategic change published over the past 40 years, differentiating between strategic change types and board characteristics. We identify three developments: a focus on specific strategic change types, board composition and structure, and North American listed firms as a dominant study context. Yet, our analysis of the literature shows that research on board governance of interrelated strategic changes, on different board roles and behaviour, and on the governance of strategic changes across different contexts remains underdeveloped. To address these research gaps, we suggest three future research avenues: (1) examining how boards govern interrelated changes in a strategic change portfolio and its evolution over time; (2) studying the mediating relationship between board governance (particularly different board roles and behaviour), strategic changes, and corresponding outcomes; and (3) gaining a better understanding of the role of context in board governance of interrelated strategic changes. We contribute to corporate governance research by developing a framework that synthesizes extant research on the relationships between different board governance variables and strategic change types, highlights important research gaps, and outlines several future research directions to address these gaps. Our framework and literature overview serve as analytical tools to examine whether boards are well-designed and prepared to govern multiple and interrelated strategic changes.

This review seeks to enrich our understanding of how a leader's status influences leadership outcomes such as motivation to lead, leader emergence and perceived leader effectiveness. The focus is on the leader's diffuse status, that is, status derived from demographic (e.g., gender and race) and physical (e.g., height and body shape) characteristics. Drawing insights from empirical findings and their theoretical underpinnings, we (1) highlight the need to explicitly model the leader's diffuse status as a mediator in the relationship between leader demographic and physical characteristics and leadership outcomes, (2) differentiate the effects of the leader's diffuse status as perceived by others (interpersonal level) and the leader's diffuse status as perceived by the leader (intrapersonal level) and (3) synthesize a wide range of contextual factors that influence the degree to which the leader's demographic and physical characteristics affect leadership outcomes through the leader's diffuse status. Moreover, we explain how other status types, such as status derived from the leader's position in the organizational hierarchy and status related to task-relevant leader characteristics, can moderate the effects of the leader's diffuse status. Finally, we discuss the utility of our proposed integrative framework for researchers and practitioners and outline promising future research opportunities.

Research on hybrid organization (HO) has grown rapidly over recent decades, yet the conceptualization and research structure remain fragmented. In this paper, we employ a combination of bibliometric analysis and a structured review of recent influential articles to evaluate the domain of HO. As part of the bibliometric analysis, we analysed 676 documents containing 51,014 references by applying citation, co-citation, and social network analysis (SNA) techniques. Based on our analysis, we identified the 108 most influential works shaping the domain and explored the linkages between them to uncover the intellectual structure of the domain. Specifically, we observed five different clusters that depicted the intellectual structure of the HO domain. Our result further clarified the overall centrality features of the HO research network. Further, the structured review resulted in the identification of six different themes: impact of organizational actors on HO, impact of the external environment on HO, hybridization process and organizational response, organizational structure and governance, organizational strategy, and organizational performance. Building on our results, we propose a framework and explicate the gaps for future HO research.

Despite the awareness that employees spend at least half of their awake time at work, knowledge about how the physical office work environment (POWE) shapes employee wellbeing remains fragmented, inconsistent and scattered across disciplines. We provide a narrative review of the empirical literature to summarise the current state of the science and lay the groundwork for advancing a more holistic and nuanced theoretical understanding of the mediating mechanisms underlying the POWE-wellbeing relationship. To do so, we propose an updated taxonomy of POWE features, incorporating a new dimension – exposure to nature, and use this extended taxonomy to examine the evidence base on the relationship between POWE features and five dimensions of wellbeing: affective, physical, social, cognitive and professional. Based on our findings, we extend a meta-theoretical model which identifies three distinct theoretically-driven mediating pathways – relatedness, energy and functional discomfort – through which POWE features differentially influence wellbeing dimensions. In doing so, we integrate the organizational behaviour theory of Job Demands-Resources and the environmental psychology framework of POWE functions to argue that POWE functions can be both demands and resources-generating, and can, therefore, have simultaneous positive and negative consequences for employee wellbeing. We conclude with a critical examination of theoretical, methodological and practical implications for future research.