International Journal of Management Reviews最新文献

Digital technologies increasingly facilitate more transparent information exchange and the inclusion of new and more actors in organizational processes. This resulting ‘openness’ has been studied in multiple domains, including open strategy. Since increased transparency and inclusion are the main dimensions of open strategy, it seems reasonable to assume a theoretical linkage between digital transformation and openness in the strategy process. So far, however, we lack a nuanced understanding about their overlaps and the nature of their interrelationships. In this review, we therefore explore how digital transformation and open strategy interrelate and influence each other and what conditions support or constrain the identified relationships. To do so, we systematically review and synthesize research on open strategy considering the role of digital transformation. We make two contributions: First, we develop a framework mapping out the relationships between digital transformation and open strategy. Our framework shows how open strategy and digital transformation are situated in a dynamic circle of mutual influence. Second, we adopt a strategy-as-practice perspective and identify and discuss the roles of agency, power, temporality and materiality. These features can either further support or hamper the identified linkages. Finally, we identify trajectories for future research.

Born global firms (BGs) in emerging markets differ in significant ways from those in developed countries and this study aims to comprehensively examine those differences. To do this, we conduct a systematic literature review that analyses 148 empirical research articles published during 2010–2023, highlighting how BGs from developed and emerging economies differ in terms of their firm and entrepreneurial characteristics, as well as their operating environments. We find that these differences shape the BG's disposition to distance, liabilities and risks, with BGs from emerging economies facing additional liabilities and demonstrating a greater tolerance for risk and distance compared with BGs from developed economies. This leads to particular outcomes with regard to the BG's strategic choice of host country and internationalization mode, as well as its performance. The paper concludes by suggesting pathways for future research.

This review proposes a new concept, the ‘Paternal body’, to illuminate the corporeal impact, on employed men, of new fatherhood. It explores literatures on fatherhood, employment and health to reveal how fathers experience pregnancy, birth and infant-care (infancy defined, here, as up to age two). In contrast to well-established notions regarding Maternal (pregnant and post-birth) bodies, there exists within management studies no similar concept to facilitate understanding of recent fatherhood, the body and employment. The proposed concept ‘Paternal body’ addresses this lack, offering a strategic platform for theorizing how fatherhood impacts men's lived, bodily experience of balancing paternity with paid work. Drawing upon interdisciplinary perspectives from sociology and health literatures, the paper reviews research on paternal corporeality in the context of employment in neo-liberal (market-oriented) economies (typified by the USA and UK). It identifies related and important health symptoms (such as sleep deprivation) that pose risks to paternal health and employment. Yet the review shows how expectant/recent fathers are pressured, at work, to live up to a mythical image of hegemonic masculinity that requires them to display strong work-orientation, denying ill-health and working long hours away from home. The paper coins the term: ‘Absent warrior’ to represent this illusion of a ‘manly’ father (warrior) who is absent from infant-care and from his home, but bodily present at work: a father who is supposed to deny the materiality of inhabiting a Paternal body. Recommendations are made for further exploration of fathers’ embodied health needs through the concept of the lived ‘Paternal body’.

How can grand challenge-related issues be studied while comprehensively addressing contemporary needs? The literature on grand challenges has been growing, with an abundance of phenomena on which research is undertaken in a piecemeal fashion, without sufficiently offering integrated insights. In this debate essay, we challenge the proposal offered in Seelos, C., Mair, J. & Traeger, C. (2023) The future of grand challenges research: retiring a hopeful concept and endorsing research principles, International Journal of Management Reviews, 25(2), 251–269 on retiring the grand challenge concept. Instead, we advocate for revitalizing, not retiring, so that grand challenges research can be adapted with the ultimate human purpose of achieving wellbeing. We propose that the solution lies in taking a telo-centric approach to navigate the intersections between various grand challenge issues, offering a novel lens to delve into the ultimate end of human endeavours and to ensure the continued relevance of the grant challenge concept. We exemplify the application of this telo-centric approach through the prism of digital wellbeing, demonstrating how it can pave the way for innovative theoretical frameworks, rigorous empirical investigations and practical developments. We conclude by forwarding future directions for research, practice and policy.

Tsai, T.-Y. & Urmetzer, F. (2024). A decisional framework for manufacturing relocation: Consolidating and expanding the reshoring debate. International Journal of Management Reviews, 26(2), pp. 254–284. https://doi.org/10.1111/ijmr.12352

In the caption of Figure 1, the text “Chronological distribution of relocation research.” was incorrect. This should have read: “The systematic reviewing process.”

We apologize for this error.

The role that communication plays in social organization and processes of organizing has received considerable scholarly attention from multiple disciplines over several decades. This paper provides a review of the diverse literature that has sought to contribute to the understanding of communication and its implication for management and organization studies. An analysis of the SCOPUS database for the period 1980–2022 enabled us to cluster reference material and identify five perspectives which emerge from a review of the literature: communication as transfer, discourse, conversation (analysis), narrative, and Communicative Constitution of Organizations. These categories are not intended to be exhaustive, but they do provide a useful critical heuristic for navigating a field of study that might otherwise appear overwhelming. To map the terrain's theoretical underpinnings, our study also adopted a problematizing approach to the review which revealed various conspicuous conceptual and empirical absences at a ‘field level’ which merit further attention. The paper offers provocations and suggestions that we expect will inform future studies of organizational communication. Possibilities for developing the field include paying attention to: (a) paralinguistic dimensions of communication; (b) communication in relation to actual work practices; (c) monologic communication and (d) organizational communication in non-Western contexts.

This study aims to clarify the meaning of arrogance in the context of the workplace and leadership. Arrogance is reported to have detrimental workplace effects, yet there is no synthesis of the literature nor identification of future research directions. We systematically reviewed the literature to understand the definitions, antecedents and outcomes of workplace and workplace leader arrogance, with the aim of advancing theory and identifying potential oversights in the literature to create opportunities for future researchers. We identified 42 scholarly articles on workplace arrogance and workplace leader arrogance published between 2000 and September 2023. Arrogance, including workplace and workplace leader arrogance, is generally defined as a misplaced sense of superiority, manifested as disparaging behaviour towards others. Of the 42 studies reviewed, 18 (15 empirical and 3 non-empirical) purposefully investigated workplace and workplace leader arrogance. Using definitions from 37 of the studies, we discerned that workplace and workplace leader arrogance comprised a sense of superiority that manifested as unacceptable behaviour towards others, usually with damaging consequences. Further, we differentiated arrogance from similar constructs such as narcissism, hubris and pride by examining the purpose and role of each, as well as points of confusion. Whereas the antecedents of workplace and workplace leader arrogance include belief and bias, conceptions of the self and the broader work environment, the outcomes include people, culture and business. Our findings advance arrogance and leadership theory by clarifying the construct of workplace and workplace leader arrogance and providing a novel framework for understanding its antecedents and outcomes.

Scholars have long studied how organizations can transition towards greater sustainability, but it is only recently that they have begun to investigate a fundamentally new stream in sustainability thinking: the circular economy paradigm. Instead of the ‘make-use-dispose’ approach of a linear economy, a circular economy aims at eliminating waste and avoiding damage to the environment by closing resource loops. Given the recent surge of scholarly interest in the ways in which organizations can change towards working in a more circular way, it is important and timely to verify what scholars have learnt, what remains contested, and what should be done next. To this end, we are reviewing literature on the emerging field of ‘Organizational Change towards a Circular Economy’ (OCCE). We identify and analyse research that sits at the interface of organizational change theory and the circular economy paradigm and provide a systematic literature review. Our review reveals consensus, ambiguities, and differences in the OCCE literature along three main dimensions of organizational change (i.e., content, process, and context). Furthermore, we develop a novel and encompassing conceptualization of OCCE as well as outline future research opportunities. Overall, our study brings together the growing but fragmented body of OCCE research and outlines scientific and practical avenues for making progress in a more unified and systematic way.

Scholars across disciplines (e.g., medicine and health, human resource management, organizational behaviour) have paid increasing attention to employee assistance programmes (EAPs) over the past 40 years. Our study systematically reviewed 327 EAP studies published in peer-reviewed journals from 1980 to December 2021. We provided both descriptive and thematic analyses of this body of literature. We revealed that existing research has not paid sufficient attention to the role of multiple stakeholders, the importance of context and the strategic nature of EAPs, all of which are critical to EAP effectiveness. To fill these gaps, we develop an integrated conceptual model for EAP research that highlights the stakeholder perspective, strategic human resource management and contextual approach. We argue that EAPs cannot yield desirable outcomes without three forms of ‘strategic fit’: the internal fit between EAPs and a bundle of HR strategies; the organizational fit between EAPs and business strategies; and the environmental fit between EAPs and the environmental contexts. We suggest that employees and other diverse stakeholders should proactively engage in the EAP process to achieve mutual gains.