Chinese Management Studies最新文献

Purpose

With the diversification of professional values, an increasing number of individuals voluntarily choose positions that demand less than their personal knowledge, skills and educational background, a phenomenon known as voluntary overqualification. This study aims to explore the reasons for discerning the motivations driving voluntary overqualification, define its conceptual content and develop the measurement scale for voluntary overqualification.

Design/methodology/approach

Through five phases, and using both qualitative and quantitative approaches, the authors constructed a scale comprising three dimensions: earnings-oriented, life-oriented and meaning-oriented to measure voluntary overqualification. Following the steps of scale development, the conceptual connotation and structural dimensions of voluntary overqualification were systematically coded and mined based on grounded theory. The scale’s reliability and validity were measured through exploratory and validation factor analyses. Finally, the validity of the voluntary overqualification scale was verified through the selection of professional identity and subjective well-being.

Findings

This study defined connotations and structural dimensions of voluntary overqualification based on grounded theory, resulting in a measurement scale with three dimensions and 13 items. These dimensions include earnings-, life- and meaning-oriented voluntary overqualification. Empirical testing of predictive validity used professional identity and subjective well-being as outcome variables.

Originality/value

This study provides a theoretical foundation and an effective measurement tool for subsequent research in voluntary overqualification by focusing on a new type of voluntary overqualification, defining its connotations and developing a complete set of scales.

Purpose

This study aims to build on social comparison theory to develop a theoretical model of leader–member exchange (LMX) relationship to workplace ostracism through perceived organizational status by coworkers and envy. This study further proposes that warmth and competence may potentially moderate these two indirect effects.

Design/methodology/approach

This study tested the hypotheses in a battery manufacturing company located in South China by a survey of 216 employees organized in 55 work teams, using different sources. Additionally, the authors conduct two online vignette experiments to test this study’s mediation, proving the causality.

Findings

The authors found that high-level LMX leads to both envy and perceived organizational status by coworkers, which results in a mixed blessing on workplace ostracism toward the employee with high-level LMX. The focal employee’s warmth and competence moderate these indirect relationships.

Research limitations/implications

The authors use LMX to explore antecedents of workplace ostracism and explain how and when these focal employees suffer workplace ostracism from their coworkers. The authors extend the research on LMX by examining the interpersonal risk of being a focal employee. The authors discover two critical boundary conditions – warmth and competence.

Practical implications

This study suggests that it is important to balance the level of the differential LMX; appropriately endorsing other members is a good way to avoid eliciting envy and opposition. Meanwhile, person-oriented citizenship behaviors such as demonstrations of concern or help may shortly build up an employee’s warm impression on their coworkers.

Originality/value

By discovering the bright and dark sides of LMX, this paper has the potential to advance theories on LMX and workplace ostracism. Therefore, the authors believe the current research will have an important impact on relevant research in the future.

Purpose

The purpose of this paper is to empirically analyze the impact of directors’ and officers’ (D&O) liability insurance on enterprise strategic change. It also explores the mediating role of litigation risk, the moderating roles of enterprise science and technology level and precipitation organizational slack between them. In addition, it examines the joint moderating roles of the top management team (TMT) external social network and enterprise science and technology level, and enterprise scale and precipitation organizational slack.

Design/methodology/approach

Using the unbalanced panel data of A-share listed companies in the Shanghai and Shenzhen stock exchanges of China from 2002 to 2020 as the research sample, this paper uses the ordinary least square method and fixed-effect model to study the relationship between D&O liability insurance and enterprise strategic change. The study also focuses on the mediating mechanism and moderating mechanisms between them.

Findings

The authors find that D&O liability insurance has an “incentive effect,” which can significantly promote enterprise strategic change. Litigation risk plays a partial mediating role between D&O liability insurance and enterprise strategic change. Enterprise science and technology level and precipitation organizational slack negatively moderate the relationship between D&O liability insurance and enterprise strategic change. TMT external social network and enterprise science and technology level, and enterprise-scale and precipitation organizational slack have joint moderating effects on the relationship between D&O liability insurance and enterprise strategic change.

Originality/value

This paper confirms the “incentive effect hypothesis” of the impact of D&O liability insurance on enterprise strategic change, which not only broadens the research perspective of enterprise strategic management but also further expands the research scope of D&O liability insurance. Besides, this paper thoroughly explores the influencing mechanisms between D&O liability insurance and enterprise strategic change, providing incremental contributions to the research literature in the field of enterprise risk management and corporate governance. The findings have practical guiding significance for expanding the coverage of D&O liability insurance, promoting the implementation of strategic changes and improving the level of corporate governance of Chinese enterprises.

Purpose

This study aims to analyze the paths and mechanisms of firms’ sustainable high growth. Firms’ high growth is susceptible to interruption, stagnation or reversal. Thus, how firms can achieve sustainable high growth is an important topic that requires urgent discussion and has significant implications for sustainable economic development and employment.

Design/methodology/approach

This study applies a longitudinal case study approach to portray the process by which Jiashu orchestrated digital elements with traditional resources to continuously fulfill their user demands and ultimately achieve sustainable high growth.

Findings

This study reveals three resource orchestration strategies: trust-oriented, demand-oriented and efficiency-oriented. These strategies are adopted in an organization’s startup, expansion and maturity periods, respectively. By dynamically integrating and orchestrating digital elements with traditional resources, firms implement a growth strategy with expanding and stacking dimensions, leading to sustainable high growth. The replicability and connectivity resulting from orchestrating digital elements and traditional resources encourage firms to expand their dimensions of growth and achieve sustainable high growth in multiple dimensions.

Research limitations/implications

This study conducts a preliminary exploration of the relationship between the integration of digital and traditional elements and the sustainable high growth of enterprises. A more stable theoretical relationship between the two requires further multi-case studies and empirical analysis for substantiation.

Originality/value

This study first clarifies the concept of sustainable high growth and reveals a unique nonlinear path characterized by growth with expanding and stacking dimensions. The findings contribute to deepening the theories of sustainable high growth and resource orchestration in the digital economy era and offer practical implications for the sustainable high-growth practices of firms.

Purpose

Based on social cognitive theory, this study aims to investigate the influence of perceived overqualification (POQ) on employees’ cyberloafing behavior. The mediating role of moral disengagement and the moderating roles of organizational identification (OID) and organizational decline are further examined.

Design/methodology/approach

The authors collected 740 valid questionnaires from participants across multiple organizations. To minimize common method bias (CMB) and enhance the reliability of the findings, data were gathered at two different time points, with a 30-day interval.

Findings

POQ positively impacts cyberloafing through the mechanism of moral disengagement. Additionally, the indirect relationship between POQ and cyberloafing via moral disengagement is moderated by OID and organizational decline. Specifically, a higher degree of OID weakens the indirect effect of POQ on cyberloafing, while a higher level of perceived organizational decline strengthens this effect.

Originality/value

While most existing studies on cyberloafing focus on insufficient resources, such as role conflict and workload, the authors propose that surplus personal resources, exemplified by POQ, can also lead to cyberloafing. This research contributes to a broader understanding of antecedents of cyberloafing, highlighting the mechanism of ethical considerations and the interplay between personal qualifications, organizational identification and organizational decline.

Purpose

This study aims to explore how brands’ degree of internationalization influences consumers’ attitudes toward brands’ engagement in cross-border philanthropy by taking legitimacy as a mediating mechanism. The authors further investigate the moderating role of cause acuteness in this effect to identify practical strategies for managers.

Design/methodology/approach

The hypotheses are tested via laboratory experiments. In brief, Study 1 investigates the relationship between a brand’s degree of internationalization and perceived legitimacy for corporate cross-border philanthropy and the impact of internationalization on consumers’ brand evaluations of such philanthropy. Study 2 addresses the moderating role of cause acuteness.

Findings

The authors discover that companies with a high (vs low) degree of internationalization gained more legitimacy, and thus better brand evaluations, upon engaging in corporate cross-border philanthropy. This effect reverses when the causes are related to sudden disasters rather than ongoing tragedies.

Practical implications

This study provides valuable guidance for marketers seeking to leverage cross-border philanthropy to enhance consumers’ brand attitudes. Specifically, brands’ degree of internationalization should be consistent when performing cross-border philanthropy. Otherwise, brands will struggle to gain legitimacy and will earn less favorable consumer evaluations.

Originality/value

This work enriches the literature on corporate social responsibility in the domain of cross-border philanthropy and elucidates consumers’ attitudes toward this type of philanthropy in a corporate context. This study also meaningfully contributes to research on brands’ internationalization and legitimacy.

Purpose

This study aims to investigate how a firm’s sustainable competitive advantage is influenced by the combination of entrepreneurial ecological orientation, digital transformation and dynamic capabilities.

Design/methodology/approach

Based on the qualitative comparative analysis method, this study systematically explores the significant key conditions and configuration effects that affect the growth of sustainable competitive advantage. This study uncovers the causal relationship and complex mechanisms underlying the sustainable and unsustainable competitive advantages for new ventures, by examining the grouping effects of the above three factors – entrepreneurial ecological orientation, digital transformation and dynamic capabilities on those advantages.

Findings

A single factor fails to constitute a necessary condition for sustainable competitive advantage. Three types of configurations are beneficial to sustainable competitive advantage, namely, flexible and responsive type, dynamically adjusted type and type of opportunity resource integration, whereas four types of configurations lead to the unsustainable competitive advantage of new ventures, namely, type of organizational rigidity, informal entrepreneurial type, information-blocking type and technology-deficient type.

Originality/value

According to this study, adopting an entrepreneurial ecological orientation is a novel strategic move. This study offers an extensive review of three aspects of entrepreneurial ecological orientation, dynamic capacities and digital transformation and their mutually synergistic cascading effects on the sustainable competitive advantage of new ventures. This study investigates how three dimensions interact to achieve sustainable competitive advantage for firms, ultimately contributing to the study of sustainable competitive advantage strategies from an entrepreneurial ecosystem perspective.

Purpose

Existing research has generally viewed that temporal leadership has positive impacts on employees but ignores its potential drawbacks. This study aims to develop a model to explore its possible negative impacts on employees, drawing upon social information processing theory.

Design/methodology/approach

This study conducts a multi-wave and multisource survey to test the model, and the authors test the hypotheses with multi-level analysis using Mplus 7.4 and R package for Monte Carlo.

Findings

Results suggest that temporal leadership induces employee work alienation, thus leading to employee silence. Furthermore, shared temporal cognitions moderate both the relationship between temporal leadership and work alienation and the indirect effect of temporal leadership on employee silence via work alienation.

Originality/value

Taken together, this study reveals the potential dark side of temporal leadership and provides a more comprehensive and dialectical research perspective for temporal leadership literature.

Purpose

This study aims to break through the limitations of previous studies that have focused too much on the individual-level effects of humble leadership. Based on the affective events theory (AET), this study provides to construct an individual-team multilevel model of humble leadership focusing on the followers’ affective reaction and attribution of intentionality.

Design/methodology/approach

On the basis of subordinates’ attribution of humble leadership, it is believed that there are actually two motivations for humble leadership: true intention (serve the organizational collective interest) and pseudo intention (serve the leader’s self-interest), to which subordinates have different affective reactions, causing different leadership effectiveness. Thus, this study conducted an extensive review based on the qualitative method and proposed an integrated multilevel model of leader humility on individual and team outputs.

Findings

Followers’ attribution of intentionality moderates the relationship between humble leadership and followers’ affective reaction, which also determines followers’ performance (task performance, interpersonal deviant behavior and leader–member exchange); the interaction between team leaders’ humble leadership and collective attribution of intentionality influences team outputs (team outputs, organizational deviant behavior and team–member exchange) through team affective reaction; team humble leadership affects individual outputs through affective reaction and team affective climate plays a moderating role between affective reaction and individual outputs.

Originality/value

This study explores the individual-team multilevel outputs of humble leadership based on the AET theory, which is relatively rare in the current field. This study attempts to incorporate leaders’ motivation (such as attributions of intentionality) into the humble leadership research, by confirming that humble leadership affects affective reaction, which further influences individual-team multilevel outputs.

Purpose

Lean manufacturing has been pivotal in emphasizing the reduction of cycle times, minimizing manufacturing costs and diminishing inventories. This research endeavors to formulate a lean data management paradigm, through the design and execution of a strategic edge-cloud data governance approach. This study aims to discern anomalous or unforeseen patterns within data sets, enabling an efficacious examination of product shortcomings within manufacturing processes, while concurrently minimizing the redundancy associated with the storage, access and processing of nonvalue-adding data.

Design/methodology/approach

Adopting a lean data management framework within both edge and cloud computing contexts, this study ensures the preservation of significant time series sequences, while ascertaining the optimal quantity of normal time series data to retain. The efficacy of detected anomalous patterns, both at the edge and in the cloud, is assessed. A comparative analysis between traditional data management practices and the strategic edge-cloud data governance approach facilitates an exploration into the equilibrium between anomaly detection and space conservation in cloud environments for aggregated data analysis.

Findings

Evaluation of the proposed framework through a real-world inspection case study revealed its capability to navigate alternative strategies for harmonizing anomaly detection with data storage efficiency in cloud-based analysis. Contrary to the conventional belief that retaining comprehensive data in the cloud maximizes anomaly detection rates, our findings suggest that a strategic edge-cloud data governance model, which retains a specific subset of normal data, can achieve comparable or superior accuracy with less normal data relative to traditional methods. This approach further demonstrates enhanced space efficiency and mitigates various forms of waste, including temporal delays, storage of noncontributory normal data, costs associated with the analysis of such data and excess data transmission.

Originality/value

By treating inspected normal data as nonvalue-added, this study probes the intricacies of maintaining an optimal balance of such data in light of anomaly detection performance from aggregated data sets. Our proposed methodology augments existing research by integrating a strategic edge-cloud data governance model within a lean data analytical framework, thereby ensuring the retention of adequate data for effective anomaly detection.