International Journal of Management Reviews最新文献

Organizations often face challenges in incorporating the sustainable development goals (SDGs) into their strategic agendas. Despite the availability of guidelines from leading practitioners, such guidance often lacks the scientific insights provided by academia. In this study, we examine the integration of scholarly management literature into practical guidelines for achieving the SDGs. To do so, we first examined nine practitioner guidelines offered by well-reputed consulting firms, multilateral organizations and non-profits, from which we identified four underlying general processes: prioritizing SDGs to the most relevant strategic goals of firms, contextualizing the SDGs to firms’ geographical and industrial contexts, collaborating with other organizations and stakeholders to make more impactful progress and innovating via business process remodelling. Using these four processes as an overarching framework, we then conducted an interpretive literature review to mine highly cited sustainable development-related papers in the management field covering an 11-year period (2010–2020). From these studies, we derived novel connections to all four stages to offer a more robust and scientifically informed process-based framework for SDG adoption. We discuss multiple scholarly implications, including the importance of enhancing knowledge about the various phases of the SDG adoption model, developing research on understudied SDGs, and expanding theoretical and methodological approaches to SDG research. Additionally, we provide a more grounded SDG adoption model with significant practical implications.

Dirty work research has long analytically prioritized focusing on the people who do dirty work, largely sidestepping who the clients of dirty work are and what contribution they can make to workers’ experience of the job as more or less dirty. We address these oversights through a systematic review and analysis of 65 articles, theorizing the role played by clients within dirty work. Firstly, we propose a three-fold categorization of dirty work clients based on their temporal-spatial proximity to the work and explain how clients can be a source of stigma through communicative and corporeal interactions with workers. Secondly, we collate existing discussions that mention worker-client relations into a conceptual framework of clients’ contributions to dirty work through considering several feedback loops between clients’ and workers’ behaviours and discourses. In doing so, we examine the ways in which clients can both reinforce and alleviate workers’ experience of dirty work stigma.

Transitioning to a circular economy (CE) model has been proposed to solve many grand environmental challenges. While research on CE has been extensively reviewed, less is known about the implicit underlying assumptions of this work. Understanding these assumptions is critical as they typically go unchallenged yet play a significant role in shaping research fields. In this paper we conduct a problematizing review to critically analyse and make explicit the in-house, root metaphor and ideological assumptions that inform the framing of CE. Firstly, we demonstrate various in-house assumptions about CE, such as an emphasis on the business case for CE and the relationship between CE and corporate sustainability. Secondly, root metaphor assumptions include circularity and industrial relationships resembling biological metabolisms. Finally, the dominant ideological assumptions-neoliberalism and ecological modernization-guide scholarly thinking about growth, consumption and profit maximization. Based on our analysis and drawing on the ongoing CE debates within broader environmental studies, we suggest new agendas for future research. We contribute to the growing literature on CE in business, management and organization studies by identifying assumptions that may be misleading or limiting for future CE research, as well as to the conversations on grand challenges by discussing the implications of how challenges and solutions are framed.

Despite the increasing awareness of impacts of organizational activities on the natural environment and the urgent need for sustainable management of ecosystems, emerging research on employee green behaviour in the field of management and organizational science is largely fragmented, requiring an integrative review. Seeking to better understand research opportunities and advance theoretical and empirical development, this paper evaluates available research on the topic by first reviewing conceptualizations and corresponding theoretical approaches. It then develops an overarching framework to evaluate the findings of empirical studies at different levels of analysis for different approaches. It concludes with recommendations for future research on employee green behaviour and provides important implications for environmental sustainability in organizations.

Voice mechanisms in organizations provide an opportunity for employees to have a say about their work. As new digital mechanisms, such as social media (SM), are being increasingly adopted by organizations for knowledge sharing, employee engagement and general communication, it is important to consider the extent to which SM may facilitate employee voice. The limited attempts to examine SM and employee voice have mostly focused on identifying the contextual factors that could promote constructive voice on SM. The extant literature does not explore how SM features may (or may not) facilitate all types of voice, such as those which promote employee interests. Adopting an affordance lens, this paper answers the call of voice scholars to explore the potential of SM as a voice mechanism by discussing the perceived value of different SM features for different types of employee voice content. The paper brings together SM and voice literature and explores how different SM affordances may potentially facilitate certain voice content more so over others. In doing so, future directions for research of voice on SM are also discussed.

Industrial productivity dilemma refers to a situation in which modifying and refining existing technologies helps maximize an industry's productivity but constrains productivity from leaping forward. As substantial research exists on this topic in both management and economics, we seek to clarify the concept and its utility. We synthesize relevant studies in various disciplines by reviewing 731 pieces of literature. We summarize various mechanisms that explain why, as the industry develops, the proportion of disruptive innovation declines and the ratio of productivity research and development increases. Our results suggest that industrial productivity dilemma occurs because under a given technological paradigm, there are economic and natural limits to technological development. Only through disruptive innovation can industries improve their long-term adaptability to the environment and promote industrial upgrading or forming new industries. Although with modern technology developments, industrial productivity dilemma may be resolved, because some giant firms can balance the exploration–exploitation conflict well; moreover, structural problems occur as productivity is unbalanced among firms. The productivity dilemma (and its by-product, the structural problem) will always exist. We develop a conceptual framework based on the environment, industry, firm, and policy dimensions to guide future research.

This paper explores how management and organization research has shed light on the relation between standards and power. The narrative literature review intersects so far unconnected categorizations from standardization and power literatures to systematically map out the broad knowledge structure of the power-related literature on standardization. As a result, the paper details six power-related notions of standardization. Building on the review, the paper summarizes neglected issues and suggests new avenues for future research. The analysis reveals that research widely tends toward either/or conceptions in terms of the empowering or disempowering dynamics of standardization. To descend from this dichotomous perspective in future research, the paper finally recommends exploring the dialectics of standardization in more detail: first, by analyzing standards as a reflection of existing power structures and contestations; second, by investigating standards as subject to power logics and interests; and third, by scrutinizing standardization as the dynamic interplay of powerlessness and powerfulness.

Editorial notes in leading management journals have urged scholars to address Grand Challenges (GC) as an opportunity for producing knowledge that matters for society. This review explores whether current conceptualizations of GC support a productive path for management and organizational scholarship by guiding empirical inquiry, facilitating cumulative theory development, and informing practice. We systematically examine scholarly articles, calls for papers, and editorial notes published in management journals for consistency in how researchers use and define the concept of GC and the scope of associated phenomena and attributes. We find three prominent conceptual architectures in use: discursive, family resemblance, and phenomenon driven. The variety and incoherence of current uses of the GC concept and the lack of efforts to improve its analytical competence lead us to suggest its retirement. Instead, we propose building on the enthusiasm around GC research and using GC as a term to define research principles that collectively help align research efforts and improve theoretical development and practice. The principles we propose capture a genuine origin story for management research on GC.

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.