International Journal of Management Reviews最新文献

This paper reviews the literature on relational dynamics in information technology outsourcing (ITO) relationships, a type of interorganizational relationship (IOR) between client and vendor firms that can vary considerably in complexity. While relational dynamics are understood to reflect changes in an IOR ex-post contract which can substantially influence relationship performance and development, prior IOR research is limited in its conceptualization. The extensive ITO literature offers fertile ground for exploring this limitation but has advanced different conceptualizations and is fragmented in empirical findings, which warrants a systematic assessment. We conduct an integrative review of 127 peer-reviewed empirical studies to enhance our understanding of the constituents of relational dynamics. The findings reveal that relational dynamics involve the occurrence and management of tensions within and across four relationship development stages (transactional, strategic, transformational, and termination). For each stage and between stages, we identify the main tension, the firms’ strategies to manage the tension, and the outcomes. Based on these findings, we develop an integrative framework that offers a comprehensive and multifaceted conceptualization of relational dynamics, revealing that as ITO arrangements progress (or regress), partner firms are confronted with structural and transitional tensions inherent in relationship stability and instability. Based on this framework, we offer future directions for developing a more comprehensive understanding of relational dynamics in ITO and, more broadly, IORs.

The economies of worth, a theory of moral cognition and coordination by sociologist Luc Boltanski and economist Laurent Thévenot, are increasingly used in organization and management studies. We critically review a broad selection of this literature to assess what has been gained from the interdisciplinary translations of the original theory. We identify in the literature multiple patterns that contribute from different angles to a consistent set of concepts for research at the intersection of organizations, socio-technological change, and morality. We also indicate theoretical and methodological developments that would further enrich these gains.

We review cross-disciplinary research on gossip and integrate it with two streams of theoretical scholarship: paradox theory and the communicative constitution of organization (CCO) perspective. In doing so, we develop what we label a paradox-constitutive perspective of organizational gossip. Our perspective holds that gossip does not merely reflect or reveal organizational paradoxes but contributes to constituting them. Drawing on an extensive narrative literature review (N = 184), we conceptualize organizational gossip as a socially constructed category of interpersonal communication that, paradoxically, is regarded as both an exceptionally reliable and exceptionally unreliable source of social information. In turn, we illustrate how this contradictory view of gossip engenders paradoxical tensions when gossip surfaces in organizational life, and we illuminate two specific tensions to which gossip contributes: resistance-authority tensions and inclusion-exclusion tensions. Our work has important implications for research on organizational gossip, paradox, and communication and suggests intriguing directions for future investigations.

Enterprise risk management (ERM) promises to improve decision-making and help organizations avoid wicked problems. Consequently, risk artefacts may play a significant role in managers’ decision-making processes, but little is known about the relationship between ERM and managerial judgement in decision-making (MJDM). The purpose of this paper is to present a systematic literature review of ERM, thereby filling this knowledge gap and providing an evidence-based foundation for improving practice and advancing knowledge and theory development. Based on an analysis and synthesis of 33 articles published between 2009 and 2021, we identify four contextual, five technical, three social and five cognitive factors that interact with MJDM. We find that regulation and corporate governance, ERM artefact design reconfiguration and use, social capital interactions and spaces and perceptions have the most support. We distinguish between three different modes of judgement: risk measurement, risk envisionment and risk qualculation. We find that risk qualculation, which employs quantitative and qualitative data and social interpretations of risks and uncertainties, is more likely to be useful in managerial decision-making, particularly when attempting to address wicked problems. We also find that human cognition significantly impacts ERM design, implementation and use, and how those change over time. This paper also develops a new narrative and conceptualization of the relationship between ERM and MJDM, which is presented in an integrative framework. Finally, we encourage researchers to adopt cognitive theories and related concepts that are better suited for examining the ERM–MJDM relationship and to take a cognitive turn in future ERM research.

Over the past four decades, flourishing empirical research has attempted to establish the mechanisms and conditions underpinning improvements in exporters’ innovation and productivity via the learning-by-exporting (LBE) effect, and the domain has gained legitimacy and empirical credibility. However, the literature's findings are largely fragmented and require systematic review and analysis to draw definitive conclusions on the factors that influence the subsequent realization of learning from exporting. To fill this void, we critically examine the extant LBE research for the period 1984–2021. We systematically review 167 articles to develop a system-based taxonomy and conceptual model of LBE, which comprises five major components: system outputs (productivity and innovation), inputs (e.g., institutional factors and resources), firm-level capabilities (e.g., absorptive capacity and innovation persistence), managerial characteristics (e.g., entrepreneurship skills) and internationalization strategies. In doing so, we uncover paradoxical tensions within the system brought about by the conflicting roles of some components of the LBE system, such as firm-, industry- and country-level technological capabilities. Our review also reveals research gaps that open relevant opportunities for further research and conclusions that hold novel implications for managers and policymakers.

We introduce a special issue of International Journal of Management Reviews that demonstrates how to use review articles to address societal grand challenges—complex, large-scale issues facing humankind, such as climate change, inequality and poverty. First, we argue that review articles possess unique features that make them particularly useful for addressing societal grand challenges. Second, we discuss three distinct but related roles of review articles in addressing societal grand challenges: (1) advancing theoretical knowledge; (2) advancing methodological knowledge; and (3) advancing practical knowledge. We conclude by providing future directions to enhance contributions of review articles for addressing societal grand challenges further by: (a) spanning disciplinary boundaries; (b) engaging practitioners; and (c) using alternative review approaches.

It is believed that workplace creativity and innovation are fostered by positive leader behaviors and positive workplace relationships and hindered by the opposite. However, some challenge this view and argue that creativity and innovation can also be fostered when employees experience what is increasingly referred to as “the dark side of leadership”. Research in this area is sparse, contradictory, and overly confusing. We provide a comprehensive systematic review of 106 empirical studies on this topic. We review research on a broad range of constructs, including abusive supervision, authoritarian leadership, narcissistic leadership, and close monitoring. As might be expected, a larger number of the articles reviewed found a negative relationship, but there are important discrepancies and details. Our review reports the main effects, summarizes the results of the mediating and moderating variables, and highlights methodological shortcomings of the previous literature. On this basis, several recommendations are made to advance this field of research.

Despite the increasing popularity of the Ability, Motivation, Opportunity (AMO) framework in the Human Resource Management (HRM) field, AMO research is at a crossroads in theoretical and empirical development. This is due to (a) a lack of clarity about the conceptualisation and measurement of AMO variables, (b) the construction of AMO articles that do not distinguish between AMO differences and AMO-enhancing HRM practices and fail to integrate them, (c) a lack of understanding about how AMO variables at the individual and organizational levels interact to generate individual and organizational performance, and (d) a lack of consideration of the process (mediators and moderators) through which AMO generates performance gains. Based on the analysis of 104 quantitative HRM articles published between 1997 and 2022, this study helps to draw clearer distinctions among AMO variables and levels of analysis. The review of the empirical literature shows that there is excessive heterogeneity with regard to the conceptualization and utilisation of AMO variables, which in turn leads to scale proliferation. We find that research on AMO-enhancing HRM practices and AMO differences is rarely combined and tends to be tested at a single level rather than more logical cross-level effects between AMO-enhancing HRM practices, AMO differences and performance. We also found that whereas Ability and Motivation differences mediate the relationship between AMO-enhancing HRM practices and performance, opportunity appears to be a boundary condition in the relationship between Ability and Motivation with performance outcomes. The paper concludes with relevant avenues for future AMO research suggested for the field of HRM.