Charlotte Cloutier, Francis Desjardins, Linda Rouleau
A fast‐growing number of organization and management scholars are responding to calls to conduct research on grand challenges (GCs). Few among these, however, question the core assumptions that underpin their efforts. In this paper we argue that the intractability of GCs stems from a failure to recognize the fundamentally pragmatic, plural, and moral character of these problems, which generate conflicts between groups over what is the ‘right’ or most appropriate course of action to pursue. A theoretical lens frequently used across many disciplines to make sense of problems such as these is Boltanski and Thévenot's (1991, 2006) economies of worth (EoW). On this premise, we undertake a multidisciplinary review of articles that use the EoW for studying GCs. Based on our analysis, we develop a pragmatist framework that articulates the practices that underpin the conduct of ‘moral work’ that organizational actors engage in as they seek to agree on a common sense of justice in GC contexts. Our framework provides a useful roadmap for scholars interested in applying a pragmatist perspective to our understanding of GCs, and by so doing, explore different, more socially just, and potentially more impactful ways of tackling them.
{"title":"Grand Challenges Viewed through the Pragmatist Lens of the Economies of Worth: A Multidisciplinary Review and Framework for the Conduct of Moral Work in Pluralistic Settings","authors":"Charlotte Cloutier, Francis Desjardins, Linda Rouleau","doi":"10.1111/joms.13078","DOIUrl":"https://doi.org/10.1111/joms.13078","url":null,"abstract":"A fast‐growing number of organization and management scholars are responding to calls to conduct research on grand challenges (GCs). Few among these, however, question the core assumptions that underpin their efforts. In this paper we argue that the intractability of GCs stems from a failure to recognize the fundamentally pragmatic, plural, and moral character of these problems, which generate conflicts between groups over what is the ‘right’ or most appropriate course of action to pursue. A theoretical lens frequently used across many disciplines to make sense of problems such as these is Boltanski and Thévenot's (1991, 2006) economies of worth (EoW). On this premise, we undertake a multidisciplinary review of articles that use the EoW for studying GCs. Based on our analysis, we develop a pragmatist framework that articulates the practices that underpin the conduct of ‘moral work’ that organizational actors engage in as they seek to agree on a common sense of justice in GC contexts. Our framework provides a useful roadmap for scholars interested in applying a pragmatist perspective to our understanding of GCs, and by so doing, explore different, more socially just, and potentially more impactful ways of tackling them.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"11 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140838695","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Individuals bear the weight of emotional distress when exposed to brutality and suffering in warzones. Yet, immersed in scenes of intense human tragedy, they must publicly mask their emotional turmoil. How then may such individuals cope with the emotional distress they suffer but mute? Through the analysis of 53 unsolicited, personal diaries, non‐participant observations in conflict zones, and interviews with Médecins Sans Frontières personnel, we study medical professionals who work in extreme contexts. Employing Goffman's notions of frontstage and backstage behaviour, we reveal silence as an emotional defence mechanism. We argue that this silence is a result of individuals’ deliberate choice rather than being muted by external forces. This choice enables individuals to maintain focus and perform critical, often life‐saving duties under extreme pressure. We find that silence does not imply an absence of emotion nor diminish emotional distress. Instead, silence functions as a protective measure against potential emotional breakdowns. We illustrate how journaling serves as a private refuge for self‐expression, enabling individuals to navigate their emotions and experiences away from scrutiny by others. We contribute to understanding emotional regulation in extreme contexts, and redefine silence as an essential aspect of coping and resilience.
{"title":"Reframing Silence as Purposeful: Emotions in Extreme Contexts","authors":"Madeleine Rauch, Shahzad Shaz Ansari","doi":"10.1111/joms.13079","DOIUrl":"https://doi.org/10.1111/joms.13079","url":null,"abstract":"Individuals bear the weight of emotional distress when exposed to brutality and suffering in warzones. Yet, immersed in scenes of intense human tragedy, they must publicly mask their emotional turmoil. How then may such individuals cope with the emotional distress they suffer but mute? Through the analysis of 53 unsolicited, personal diaries, non‐participant observations in conflict zones, and interviews with Médecins Sans Frontières personnel, we study medical professionals who work in extreme contexts. Employing Goffman's notions of frontstage and backstage behaviour, we reveal silence as an emotional defence mechanism. We argue that this silence is a result of individuals’ deliberate choice rather than being muted by external forces. This choice enables individuals to maintain focus and perform critical, often life‐saving duties under extreme pressure. We find that silence does not imply an absence of emotion nor diminish emotional distress. Instead, silence functions as a protective measure against potential emotional breakdowns. We illustrate how journaling serves as a private refuge for self‐expression, enabling individuals to navigate their emotions and experiences away from scrutiny by others. We contribute to understanding emotional regulation in extreme contexts, and redefine silence as an essential aspect of coping and resilience.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"21 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140800561","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Bowen Lou, Florian Bauer, Codou Samba, Neil Shepherd
During the pre‐merger phase of an acquisition, fundamental decisions are made concerning whether to buy, which company to buy, and how much to pay. Further, acquisitions carry significant firm‐wide implications requiring input from multiple different specializations, and hence, they are the product of the judgements, decisions, and social interactions between top managers. We focus our theory development on a pivotal yet under‐researched top management team characteristic, transactive memory system (TMS). TMS is the shared division of cognitive labour with respect to encoding, storing, and retrieving knowledge from individual areas of expertise. We theorize that TMT transactive memory directly influences the strategic decision making process, which in turn determines acquisition performance. We test our hypotheses with a sample of 109 acquisitions, combining survey and archival data. We find that TMT transactive memory increases reliance on expert intuition and procedural rationality, while reducing political behaviour; and each of these three strategic decision processes carries different implications for acquisition performance. Our study advances theory by explaining the team‐level behavioural mechanisms that underlie acquisition performance.
{"title":"Transactive Memory Systems and Acquisition Performance: A Strategic Decision Making Process Perspective","authors":"Bowen Lou, Florian Bauer, Codou Samba, Neil Shepherd","doi":"10.1111/joms.13074","DOIUrl":"https://doi.org/10.1111/joms.13074","url":null,"abstract":"During the pre‐merger phase of an acquisition, fundamental decisions are made concerning whether to buy, which company to buy, and how much to pay. Further, acquisitions carry significant firm‐wide implications requiring input from multiple different specializations, and hence, they are the product of the judgements, decisions, and social interactions between top managers. We focus our theory development on a pivotal yet under‐researched top management team characteristic, transactive memory system (TMS). TMS is the shared division of cognitive labour with respect to encoding, storing, and retrieving knowledge from individual areas of expertise. We theorize that TMT transactive memory directly influences the strategic decision making process, which in turn determines acquisition performance. We test our hypotheses with a sample of 109 acquisitions, combining survey and archival data. We find that TMT transactive memory increases reliance on expert intuition and procedural rationality, while reducing political behaviour; and each of these three strategic decision processes carries different implications for acquisition performance. Our study advances theory by explaining the team‐level behavioural mechanisms that underlie acquisition performance.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"8 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140812261","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this study we examine the heterogeneous effects of being affiliated with different minority groups on employees’ career advancements in organizations. We draw on the categories literature and its concept of category distance to hypothesize why some minority groups may be more (dis)advantaged than others in their career advancements. To do so, we define category distance in terms of shared identity markers between groups, where identity markers are salient attributes that audiences commonly associate a group with. We test our hypotheses among religious minority groups using employment data from a large Indonesian government organization. Our results indicate that minority groups closer in distance to the organizational majority group are more penalized in their career advancements than minority groups further in distance. These results hold both at the group and at the individual level. Through our study we make contributions to the literatures on careers, categories, and the burgeoning study of religion in organizations. We conclude with implications for practice.
{"title":"Birds of a Feather are Punished Together, or Not? Examining Heterogeneity in Career Advancements of Minority Groups","authors":"Maima Aulia Syakhroza, Jan Lodge","doi":"10.1111/joms.13077","DOIUrl":"https://doi.org/10.1111/joms.13077","url":null,"abstract":"In this study we examine the heterogeneous effects of being affiliated with different minority groups on employees’ career advancements in organizations. We draw on the categories literature and its concept of category distance to hypothesize why some minority groups may be more (dis)advantaged than others in their career advancements. To do so, we define category distance in terms of shared identity markers between groups, where identity markers are salient attributes that audiences commonly associate a group with. We test our hypotheses among religious minority groups using employment data from a large Indonesian government organization. Our results indicate that minority groups closer in distance to the organizational majority group are more penalized in their career advancements than minority groups further in distance. These results hold both at the group and at the individual level. Through our study we make contributions to the literatures on careers, categories, and the burgeoning study of religion in organizations. We conclude with implications for practice.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"253 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140613742","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Family arrangements are crucial to people's abilities to meet the high demands of professional careers; but most scholarship has examined stable, highly remunerated professions. To understand the relationship between career and family within the increasing number of precarious professions, we analyse interviews with 102 journalists. We discover two broad types of career-work practices these professionals employ to engage family in their careers: career-family positioning (i.e., crafting a narrative of how career and family relate) and career-family resourcing (i.e., generating resources from family for career or vice-versa). Together, these practices touch more family members – spouses, children, parents, siblings, and extended family members – and involve a wider range of resources than documented in stable fields. By piecing together variations of these practices, professionals construct career strategies that address their difficult context in different ways. Two strategies largely accept the demands and precarity, by prioritizing career and drawing on family, or prioritizing career and forgoing family. A third, prioritizing family over career, involves defying the demands. Gender does not clearly influence which career strategy people pursue. These findings advance scholarship on career and family in the professions, social-symbolic work, and contribute to careers research more broadly.
{"title":"With or without you: Family and Career-Work in a Demanding and Precarious Profession","authors":"Erin Reid, Farnaz Ghaedipour, Otilia Obodaru","doi":"10.1111/joms.13073","DOIUrl":"https://doi.org/10.1111/joms.13073","url":null,"abstract":"Family arrangements are crucial to people's abilities to meet the high demands of professional careers; but most scholarship has examined stable, highly remunerated professions. To understand the relationship between career and family within the increasing number of precarious professions, we analyse interviews with 102 journalists. We discover two broad types of career-work practices these professionals employ to engage family in their careers: <i>career-family positioning</i> (i.e., crafting a narrative of how career and family relate) and <i>career-family resourcing</i> (i.e., generating resources from family for career or vice-versa). Together, these practices touch more family members – spouses, children, parents, siblings, and extended family members – and involve a wider range of resources than documented in stable fields. By piecing together variations of these practices, professionals construct career strategies that address their difficult context in different ways. Two strategies largely accept the demands and precarity, by <i>prioritizing career and drawing on family</i>, or <i>prioritizing career and forgoing family.</i> A third, <i>prioritizing family over career,</i> involves defying the demands. Gender does not clearly influence which career strategy people pursue. These findings advance scholarship on career and family in the professions, social-symbolic work, and contribute to careers research more broadly.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"50 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594248","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Embodied learning involves developing not only socio‐technical know‐how but also the bodily capacity to execute practices competently. In extreme contexts, newcomers encounter threatening experiences that may incapacitate their ability to participate. How newcomers develop the bodily capacity to participate in such situations is a research area that requires further attention. Using ethnographic data from a study of novices working in the risky context of seafaring, we show that newcomers encounter threat experiences (imagined, immediate, and attenuated) that trigger them to engage in three types of body work: priming, battling, and enduring, from which they develop the capacity to participate. Our analysis suggests a model of newcomer embodied learning in practices in an extreme context and contributes to embodied learning literature by showing: (1) body work directed at capacity to participate, (2) the mutually constitutive relationship between body work and threat experiences, and (3) the temporal complexity of embodied learning anchored in the body work and threat experiences.
{"title":"Finding your Sea Legs: Exploring Newcomer Embodied Learning in an Extreme Context","authors":"Ila Bharatan, Eivor Oborn, Jacky Swan","doi":"10.1111/joms.13070","DOIUrl":"https://doi.org/10.1111/joms.13070","url":null,"abstract":"Embodied learning involves developing not only socio‐technical know‐how but also the bodily capacity to execute practices competently. In extreme contexts, newcomers encounter threatening experiences that may incapacitate their ability to participate. How newcomers develop the bodily capacity to participate in such situations is a research area that requires further attention. Using ethnographic data from a study of novices working in the risky context of seafaring, we show that newcomers encounter threat experiences (imagined, immediate, and attenuated) that trigger them to engage in three types of body work: priming, battling, and enduring, from which they develop the capacity to participate. Our analysis suggests a model of newcomer embodied learning in practices in an extreme context and contributes to embodied learning literature by showing: (1) body work directed at capacity to participate, (2) the mutually constitutive relationship between body work and threat experiences, and (3) the temporal complexity of embodied learning anchored in the body work and threat experiences.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"24 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594246","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Conor Callahan, Ruixiang Song, Wei Shi, Kevin J. Veenstra, Gerry McNamara
Existing research has suggested seemingly contradictory conclusions about the efficacy of impression management (IM) tactics. While a growing body of research highlights the potential benefits of IM, other studies imply that the effectiveness of these tactics in shaping stakeholder perceptions may be limited. Our study advances theory on IM by drawing upon expectancy violations theory to develop a contingency theory of IM efficacy. Concentrating on CEOs’ positive portrayal of merger and acquisition (M&A) activity, we hypothesize that the effectiveness of this IM tactic hinges on factors related to the communicator (CEO duality), context (acquisition foreshadowing), and audience (investor type). Our results indicate that investor reactions to CEOs’ positive portrayal are more favourable when M&A activity has been foreshadowed or when the institutional investor is transient. Conversely, reactions are less favourable for CEOs also serving as board chair. Our findings provide novel insights into IM theory, suggesting that potential expectancy violations associated with IM tactics could be shaped by the attributes of communicator, context, and audience.
现有研究对印象管理（IM）策略的效果得出了看似矛盾的结论。虽然越来越多的研究强调了印象管理的潜在益处，但其他研究则暗示，这些策略在塑造利益相关者认知方面的效果可能有限。我们的研究借鉴了期望违背理论，提出了 IM 效果的权变理论，从而推进了 IM 理论的发展。我们以首席执行官对并购活动的正面描述为中心，假设这种信息传播策略的有效性取决于与传播者（首席执行官双重性）、背景（并购预示）和受众（投资者类型）相关的因素。我们的研究结果表明，当并购活动有预兆或机构投资者是短暂的时，投资者对首席执行官正面形象的反应更有利。相反，首席执行官兼任董事会主席时，投资者的反应则不太有利。我们的研究结果为即时信息理论提供了新的见解，表明与即时信息策略相关的潜在预期违规行为可能受传播者、背景和受众属性的影响。
{"title":"A Contingency View of Impression Management: Heterogeneous Investor Responses to CEO Positive Portrayal of Mergers and Acquisitions","authors":"Conor Callahan, Ruixiang Song, Wei Shi, Kevin J. Veenstra, Gerry McNamara","doi":"10.1111/joms.13071","DOIUrl":"https://doi.org/10.1111/joms.13071","url":null,"abstract":"Existing research has suggested seemingly contradictory conclusions about the efficacy of impression management (IM) tactics. While a growing body of research highlights the potential benefits of IM, other studies imply that the effectiveness of these tactics in shaping stakeholder perceptions may be limited. Our study advances theory on IM by drawing upon expectancy violations theory to develop a contingency theory of IM efficacy. Concentrating on CEOs’ positive portrayal of merger and acquisition (M&A) activity, we hypothesize that the effectiveness of this IM tactic hinges on factors related to the communicator (CEO duality), context (acquisition foreshadowing), and audience (investor type). Our results indicate that investor reactions to CEOs’ positive portrayal are more favourable when M&A activity has been foreshadowed or when the institutional investor is transient. Conversely, reactions are less favourable for CEOs also serving as board chair. Our findings provide novel insights into IM theory, suggesting that potential expectancy violations associated with IM tactics could be shaped by the attributes of communicator, context, and audience.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"299 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594366","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In capitalistic societies the concepts of income and labour are inseparable, and as such, providing all citizens with an unconditional living wage is a contentious issue. Capitalist ideals that emphasize individual effort, competition, and financial prosperity have spurred tremendous economic growth but underestimate human motivation and have implications for human wellbeing. The aim of this essay is to examine the implications of guaranteed basic income based on existing data from the perspective of self‐determination theory, a humanistic theory of motivation that considers both practical performance‐related outcomes as well as human flourishing. I discuss the motivational dynamics involved in labour participation rates, how basic income may impact basic psychological needs and wellbeing, how basic income may impact workplace environments, and whether neoliberal capitalist values are a useful framework through which to discuss basic income. From this perspective, the benefits of basic income to individuals and society are promising. A shift in values from hyper‐rational competitive ideologies towards more humanistic frameworks such as self‐determination theory may be beneficial for not only for basic income and management research, but also the evaluation of public policy.
{"title":"Guaranteed Basic Income from the Perspective of Self‐Determination Theory","authors":"Joshua L. Howard","doi":"10.1111/joms.13075","DOIUrl":"https://doi.org/10.1111/joms.13075","url":null,"abstract":"In capitalistic societies the concepts of income and labour are inseparable, and as such, providing all citizens with an unconditional living wage is a contentious issue. Capitalist ideals that emphasize individual effort, competition, and financial prosperity have spurred tremendous economic growth but underestimate human motivation and have implications for human wellbeing. The aim of this essay is to examine the implications of guaranteed basic income based on existing data from the perspective of self‐determination theory, a humanistic theory of motivation that considers both practical performance‐related outcomes as well as human flourishing. I discuss the motivational dynamics involved in labour participation rates, how basic income may impact basic psychological needs and wellbeing, how basic income may impact workplace environments, and whether neoliberal capitalist values are a useful framework through which to discuss basic income. From this perspective, the benefits of basic income to individuals and society are promising. A shift in values from hyper‐rational competitive ideologies towards more humanistic frameworks such as self‐determination theory may be beneficial for not only for basic income and management research, but also the evaluation of public policy.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"65 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594251","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Tingting Chen, Tae-Yeol Kim, Yaping Gong, Yongyi Liang
Research has examined creative self-efficacy and intrinsic motivation for creativity as important antecedents to employee creativity, but little is known about how the two antecedents influence each other to foster employee creativity. This study proposes two theoretical possibilities. First, by enhancing resilience, creative self-efficacy can promote intrinsic motivation for creativity, which in turn boosts employee creativity. Task difficulty further strengthens creative self-efficacy's effect on intrinsic motivation for creativity and employee creativity (via resilience). Second, by fostering creative process engagement, intrinsic motivation for creativity can promote creative self-efficacy, which in turn boosts employee creativity. Task variability further amplifies the effect of intrinsic motivation for creativity on creative self-efficacy and employee creativity (via creative process engagement). Results from two experiments and two field studies largely supported the hypothesized relationships. We extend the creativity literature by untangling the interrelationships between creative self-efficacy and intrinsic motivation for creativity in shaping employee creativity.
{"title":"Competence Drives Interest or Vice Versa? Untangling the Bidirectional Relationships between Creative Self-Efficacy and Intrinsic Motivation for Creativity in Shaping Employee Creativity","authors":"Tingting Chen, Tae-Yeol Kim, Yaping Gong, Yongyi Liang","doi":"10.1111/joms.13072","DOIUrl":"https://doi.org/10.1111/joms.13072","url":null,"abstract":"Research has examined creative self-efficacy and intrinsic motivation for creativity as important antecedents to employee creativity, but little is known about how the two antecedents influence each other to foster employee creativity. This study proposes two theoretical possibilities. First, by enhancing resilience, creative self-efficacy can promote intrinsic motivation for creativity, which in turn boosts employee creativity. Task difficulty further strengthens creative self-efficacy's effect on intrinsic motivation for creativity and employee creativity (via resilience). Second, by fostering creative process engagement, intrinsic motivation for creativity can promote creative self-efficacy, which in turn boosts employee creativity. Task variability further amplifies the effect of intrinsic motivation for creativity on creative self-efficacy and employee creativity (via creative process engagement). Results from two experiments and two field studies largely supported the hypothesized relationships. We extend the creativity literature by untangling the interrelationships between creative self-efficacy and intrinsic motivation for creativity in shaping employee creativity.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"24 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594357","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Sean Buchanan, Mojtaba Mohammadnejad Shourkaei, Bruno Dyck
Recent research has pointed to value congruence between a firm and its stakeholders as a key driver of corporate socio‐political activism. However, this ‘stakeholder alignment’ model of corporate activism does not adequately explain how firms foster value congruence with their stakeholders. Drawing from an inductive study of Patagonia, Inc., we develop a social‐symbolic work perspective of stakeholder alignment for corporate activism by introducing the concept of ‘value congruence work’. Our findings demonstrate how attractional value congruence work aims to draw in stakeholders with similar values to engage with the firm, and co‐evolutionary value congruence work facilitates different forms of learning to sustain alignment between a firm and its stakeholders. Our findings offer new insights for research on corporate socio‐political activism and values work in organizations.
{"title":"‘Vote the Assholes Out’: How Value Congruence Work Aligns Stakeholders for Corporate Activism","authors":"Sean Buchanan, Mojtaba Mohammadnejad Shourkaei, Bruno Dyck","doi":"10.1111/joms.13068","DOIUrl":"https://doi.org/10.1111/joms.13068","url":null,"abstract":"Recent research has pointed to value congruence between a firm and its stakeholders as a key driver of corporate socio‐political activism. However, this ‘stakeholder alignment’ model of corporate activism does not adequately explain how firms foster value congruence with their stakeholders. Drawing from an inductive study of Patagonia, Inc., we develop a social‐symbolic work perspective of stakeholder alignment for corporate activism by introducing the concept of ‘value congruence work’. Our findings demonstrate how <jats:italic>attractional</jats:italic> value congruence work aims to draw in stakeholders with similar values to engage with the firm, and <jats:italic>co‐evolutionary</jats:italic> value congruence work facilitates different forms of learning to sustain alignment between a firm and its stakeholders. Our findings offer new insights for research on corporate socio‐political activism and values work in organizations.","PeriodicalId":48445,"journal":{"name":"Journal of Management Studies","volume":"32 1","pages":""},"PeriodicalIF":10.5,"publicationDate":"2024-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140594150","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":1,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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