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Addressing Endogeneity in Meta-Analysis: Instrumental Variable Based Meta-Analytic Structural Equation Modeling 解决元分析中的内生性问题:基于工具变量的元分析结构方程模型
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-31 DOI: 10.1177/01492063241263331
Zijun Ke, Yucheng Zhang, Zhongwei Hou, Michael J. Zyphur
In management research, meta-analysis is often used to aggregate findings from observational studies that lack random assignment to predictors (e.g., surveys), which may pose challenges in making accurate inferences due to the correlational nature of effect sizes. To improve inferential accuracy, we show how instrumental variable (IV) methods can be integrated into meta-analysis to help researchers obtain unbiased estimates. Our IV-based meta-analytic structural equation modeling (IV-MASEM) method relies on the fact that IVs can be incorporated into SEM, and meta-analytic effect sizes from correlational research can be used for MASEM. Conveniently, IV-MASEM does not require that each primary study measures all relevant variables, and it can address typical types of endogeneity, such as omitted variable bias. We clarify how the principles of IV-SEM can be applied to MASEM and then conduct three simulations to study the validity of IV-MASEM versus Univariate Meta-Analyses (UMA) and MASEMs that exclude IVs when the instruments were appropriate, inappropriate, and missing from a subset of primary studies. We also offer an illustrative study to demonstrate how to apply IV-MASEM to address endogeneity concerns in meta-analysis, which includes a new R function to test the qualifying conditions for IVs. We conclude with limitations and future directions for IV-MASEM.
在管理研究中,荟萃分析通常用于汇总缺乏预测因素随机分配的观察性研究(如调查)的结果,由于效应大小的相关性,这可能会给准确推断带来挑战。为了提高推论的准确性,我们展示了如何将工具变量(IV)方法整合到元分析中,以帮助研究人员获得无偏估计值。我们的基于 IV 的元分析结构方程建模(IV-MASEM)方法依赖于这样一个事实:IV 可以被纳入 SEM,而来自相关研究的元分析效应大小可以用于 MASEM。方便的是,IV-MASEM 不要求每项主要研究都测量所有相关变量,而且可以解决典型类型的内生性问题,如遗漏变量偏差。我们阐明了如何将 IV-SEM 的原理应用于 MASEM,然后进行了三次模拟,研究 IV-MASEM 与单变量 Meta-Analyses (UMA) 和 MASEM 的有效性对比,后者在工具适当、不适当以及主要研究子集缺失的情况下排除了 IV。我们还提供了一个示例研究,演示如何应用 IV-MASEM 解决荟萃分析中的内生性问题,其中包括一个新的 R 函数来测试 IV 的合格条件。最后,我们总结了 IV-MASEM 的局限性和未来发展方向。
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引用次数: 0
Using Augmentation-Based AI Tool at Work: A Daily Investigation of Learning-Based Benefit and Challenge 在工作中使用基于增强的人工智能工具:基于学习的收益与挑战的日常调查
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-31 DOI: 10.1177/01492063241266503
Yiduo Shao, Chengquan Huang, Yifan Song, Mo Wang, Young Ho Song, Ruodan Shao
Augmentation-based artificial intelligence (AI) artifacts are increasingly being incorporated into the workplace. The coupling of employees and AI tools, given their complementary strengths, expands and expedites employees’ access to information and affords important learning opportunities. However, existing research has yet to fully understand the learning-based benefits and challenges for employees in augmentation. Integrating insights from AI augmentation literature and cognitive load theory, we conducted a daily diary study to understand employees’ experience using augmentation-based AI at work on a daily basis. We theorized and found that, on the one hand, frequent usage of augmentation-based AI during a workday was associated with greater knowledge gain and subsequently better task performance at the end of the workday. On the other hand, using augmentation-based AI frequently also led employees to experience information overload, which in turn impaired their performance and recovery at the end of the workday. In addition to elucidating the countervailing mechanisms, we identified employee openness to experience as a dispositional factor, and positive affect as a momentary state that shaped the effects of using augmentation-based AI over the workday. Our research has implications for understanding AI augmentation dynamics from a learning-based perspective, as well as AI’s impact on employees at large.
基于增强技术的人工智能(AI)工具正越来越多地融入工作场所。员工和人工智能工具优势互补,两者的结合扩大并加快了员工获取信息的速度,并提供了重要的学习机会。然而,现有研究尚未充分了解员工在增强过程中基于学习的收益和挑战。结合人工智能增强技术文献和认知负荷理论,我们开展了一项每日日记研究,以了解员工在日常工作中使用基于增强技术的人工智能的体验。我们推测并发现,一方面,在工作日期间频繁使用基于增强功能的人工智能与更多的知识增长相关,从而在工作日结束时获得更好的任务绩效。另一方面,频繁使用增强型人工智能也会导致员工信息超载,进而影响他们在工作日结束时的工作表现和恢复能力。除了阐明相互抵消的机制外,我们还发现员工对经验的开放性是一种倾向性因素,而积极情绪则是一种瞬间状态,它们影响着员工在工作日使用基于增强功能的人工智能的效果。我们的研究对于从基于学习的角度理解人工智能增强动态以及人工智能对广大员工的影响具有重要意义。
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引用次数: 0
Does the Predator Become the Prey? Knowledge Spillover and Protection in Alliances 掠夺者会成为猎物吗?联盟中的知识溢出与保护
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-31 DOI: 10.1177/01492063241262741
Jens-Christian Friedmann, Dovev Lavie, Linda Rademaker
Does a firm that successfully absorbs knowledge from an alliance partner learn to protect its own knowledge in subsequent alliances? Our analysis of 529 alliances of East Asian firms during 1999–2015 suggests that as firms more skillfully overcome their partners’ knowledge protection, they learn to better protect their own knowledge in subsequent alliances. However, such vicarious learning increases at a diminishing rate and is further weakened by the firm’s relative absorptive capacity and the value chain scope of the previous alliance. Our study extends research on learning in alliances by demonstrating cross-alliance dynamics and by revealing conditions under which absorbing knowledge from previous partners helps a firm protect its own knowledge in subsequent alliances.
从联盟伙伴那里成功吸收知识的企业是否学会了在随后的联盟中保护自己的知识?我们对 1999-2015 年间 529 家东亚企业联盟的分析表明,随着企业更巧妙地克服合作伙伴的知识保护,它们学会了在后续联盟中更好地保护自己的知识。然而,这种替代学习的增长速度是递减的,而且会因企业的相对吸收能力和前一个联盟的价值链范围而进一步减弱。我们的研究通过展示跨联盟动态和揭示从先前合作伙伴那里吸收知识有助于企业在后续联盟中保护自身知识的条件,扩展了有关联盟学习的研究。
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引用次数: 0
Four Approaches to New Venture Creation: Taking Stock and Moving Forward 创建新企业的四种方法:盘点与前进
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-28 DOI: 10.1177/01492063241264226
James G. Combs, Marc Gruber, Shaker A. Zahra
Lean startup, effectuation, creation theory, and the theory-based view represent four different descriptive theories of how new ventures emerge and/or normative theories of how new ventures should be developed. We juxtapose the four approaches and describe their similarities and differences, which provides a foundation for considering complementarities among the approaches and constructing a future research agenda for additional reconciliation and contextualization regarding how successful new ventures are, or should be, developed under varying circumstances.
精益创业、效应化、创造理论和基于理论的观点代表了四种不同的描述性理论,这些理论描述了新企业是如何出现的,以及/或者是新企业应该如何发展的规范性理论。我们将这四种方法并列在一起,并描述了它们的异同,这为考虑这些方法之间的互补性以及构建未来研究议程奠定了基础,以便就在不同情况下如何或应该如何发展成功的新企业进行更多的协调和背景分析。
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引用次数: 0
Gaining Perspective: Leveraging Employee Volunteering to Improve Inclusive Behavior 开阔视野:利用员工志愿服务改善包容性行为
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-28 DOI: 10.1177/01492063241262739
Braydon C. Shanklin, Jessica B. Rodell, Olympia M. Nakos, Gokhan Oztunc
Research points to the importance of establishing inclusive workplaces. Yet, the same research also suggests that getting employees to buy in and engage in these sorts of inclusive behaviors can be a challenging endeavor. While the current literature offers some practical suggestions for garnering inclusion among employees, most recommendations center on programs and contexts with direct ties to inclusion (e.g., diversity, equity, and inclusion trainings), which at times have limited success. Our article diverges from this approach by considering the impact of employee volunteering—a practice without explicit inclusion-related objectives—on employees’ inclusive behaviors. Drawing on a set of theories about cognitive processing, we propose that employee volunteering presents an opportunity to foster inclusive behavior by enhancing perspective taking. We further suggest that these benefits are contingent upon an individual’s motivation for volunteering—in particular, that the perspective-taking potential of volunteering is best realized when employees volunteer for prosocial motives and not for self-protective motives. We find support for these predictions in a combination of a laboratory experiment, a quasi-field experiment, and a multisource field study. The results advance our understanding of the types of unconventional activities—such as employee volunteering and volunteer motives—that can be leveraged into more inclusive behavior among employees.
研究表明,建立包容性的工作场所非常重要。然而,同样的研究也表明,让员工认同并参与这些包容性行为可能是一项具有挑战性的工作。虽然目前的文献提供了一些在员工中获得包容性的实用建议,但大多数建议都集中在与包容性有直接联系的计划和环境上(如多样性、公平和包容性培训),而这些计划和环境的成功率有时很有限。我们的文章不同于这种方法,而是考虑了员工志愿服务--一种没有明确包容性相关目标的做法--对员工包容性行为的影响。我们借鉴了一系列关于认知处理的理论,提出员工志愿服务提供了一个机会,可以通过加强观点取向来促进包容性行为。我们还进一步提出,这些益处取决于个人的志愿服务动机,尤其是,当员工出于亲社会动机而非自我保护动机提供志愿服务时,志愿服务的观点采纳潜力就能得到最好的发挥。我们在实验室实验、准实地实验和多来源实地研究中发现,这些预测都得到了支持。这些结果加深了我们对非常规活动类型(如员工志愿服务和志愿者动机)的理解,而这些非常规活动可以在员工中形成更具包容性的行为。
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引用次数: 0
Don’t Waste My Time! The Development and Validation of the Wasted Time Perceptions Scale 不要浪费我的时间浪费时间感量表的开发与验证
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-25 DOI: 10.1177/01492063241258726
Brian C. Holtz, Crystal M. Harold, Harshad Puranik, Kristian Gardner
Anecdotal evidence in popular literature abounds about how perceiving that others have wasted one’s time is a common workplace experience with potentially negative consequences. Yet, there is a dearth of rigorous empirical research into the subjective nature of this psychological experience and its effect on employees. A lack of construct clarity and the absence of a validated measure to assess perceptions of having one’s time wasted have held scholarship back. To stimulate research on this topic, building on the recent focus on subjective time in the literature on time and adopting an entity-based approach, we offer a definition of wasted time perceptions and develop and validate a measure of this construct. Our five-item measure of wasted time perceptions demonstrated strong psychometric properties across seven independent samples. Further, building on frustration–aggression theory, we demonstrate that wasted time perceptions predict core affective and behavioral outcomes in the management literature, above and beyond previously established predictors. We also show that our new measure is easily adaptable to, and differentiates across, different focal entities (e.g., boss, coworker, subordinate, customer) relevant to organizational scholars. Implications and future research directions are discussed.
流行文献中大量的轶事证据表明,认为他人浪费了自己的时间是一种常见的工作场所体验,并可能带来负面影响。然而,对于这种心理体验的主观性质及其对员工的影响,却缺乏严谨的实证研究。由于缺乏清晰的概念和有效的测量方法来评估 "时间被浪费 "的感知,学术研究一直停滞不前。为了促进对这一主题的研究,我们以最近关于时间的文献中对主观时间的关注为基础,采用基于实体的方法,提出了浪费时间感知的定义,并开发和验证了这一概念的测量方法。在七个独立样本中,我们对浪费时间感知的五项测量显示出很强的心理测量特性。此外,在挫折--攻击理论的基础上,我们证明了浪费时间感可以预测管理文献中的核心情感和行为结果,超越了之前建立的预测指标。我们还表明,我们的新测量方法很容易适应和区分与组织学者相关的不同焦点实体(如上司、同事、下属、客户)。我们还讨论了影响和未来的研究方向。
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引用次数: 0
Ownership, Control, and Productivity: Family Firms in Comparative Perspective 所有权、控制权和生产力:比较视角下的家族企业
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-25 DOI: 10.1177/01492063241259964
Ruth V. Aguilera, Rafel Crespi-Cladera, Alfredo Martín-Oliver, Bartolomé Pascual-Fuster
While the property right theory has gained prominence in contemporary literature, there is a notable lack of empirical research into its relevance. This study delves into the implications of the property right theory concerning family-owned businesses and their impact on productivity. Specifically, we explore how family firms’ characteristics affect the benefits and hazards derived from the rights to utilize, appropriate, and transfer firm resources, influencing the production process and, more specifically, the levels and growth of a firm’s productivity. Based on an extensive dataset of European firms, our findings indicate that family-owned businesses tend to prioritize labor over capital in their production processes when compared with nonfamily firms. Moreover, the distinctive decisions regarding the production process lead to consistently lower levels of productivity in family firms. However, we also uncover that when family firms share with non–family members management and ownership control, they are less labor intensive and achieve higher productivity and productivity growth. This suggests that certain ownership and control structures can help family firms overcome the productivity gap with nonfamily firms. Overall, our findings support the ideas from recent developments in property rights theory, considering the unique characteristics of family-owned businesses. Our study contributes to strategy research on family firms and corporate governance.
虽然产权理论在当代文献中已占据重要地位,但对其相关性的实证研究却明显不足。本研究深入探讨了产权理论对家族企业的影响及其对生产力的影响。具体而言,我们探讨了家族企业的特点如何影响企业资源的使用权、占有权和转让权所带来的利益和危害,从而影响生产过程,更具体地说,影响企业生产率的水平和增长。基于广泛的欧洲企业数据集,我们的研究结果表明,与非家族企业相比,家族企业在生产过程中倾向于优先考虑劳动力而非资本。此外,有关生产流程的独特决策导致家族企业的生产力水平一直较低。不过,我们也发现,当家族企业与非家族成员共享管理权和所有权控制权时,它们的劳动密集程度较低,并能实现较高的生产率和生产率增长。这表明,某些所有权和控制权结构可以帮助家族企业克服与非家族企业之间的生产率差距。总之,考虑到家族企业的独特性,我们的研究结果支持产权理论最新发展的观点。我们的研究为有关家族企业和公司治理的战略研究做出了贡献。
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引用次数: 0
Paddling Against the Tide: The Micro-Level Strategies Entrepreneurs Employ to Resist Endemic Corruption in Tanzania 逆水行舟:坦桑尼亚企业家抵制地方腐败的微观战略
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-07-23 DOI: 10.1177/01492063241259424
Neema M. Komba, Dean A. Shepherd, Joakim Wincent
This paper explores when and how entrepreneurs who operate new organizations in environments where corruption is endemic can resist it. Despite the continued scholarly interest in corruption, anticorruption efforts by micro, small, and medium enterprises have been largely overlooked. Instead, studies have focused on the intraorganizational actions of larger established organizations (local and multinational) without sufficiently considering their interdependence with other actors in their external environments. Given the social exchange nature of corruption, we collected and analyzed data from interviews with Tanzanian entrepreneurs, and theorized about when and how they circumvent or resist corruption. Our findings illuminate the complex relationship between entrepreneurs’ motivations and capability, and highlight the strategies entrepreneurs use when they seek to resist corruption without compromising their resource needs. Subject to their leverage (i.e., resource endowments and available alternatives), entrepreneurs resist corruption by avoiding powerful focal firms, restructuring their resource dependence in a firm-focused manner, and managing risks. Considering social-relational dynamics, entrepreneurs also find ways to avoid interactions with corrupt agents and to use power strategically (through political tactics, such as co-opting and challenging) that influence agents to act in the entrepreneurs’ best interests and against corruption.
本文探讨了在腐败盛行的环境中运营新组织的企业家何时以及如何抵制腐败。尽管学术界对腐败问题持续关注,但微型、小型和中型企业的反腐工作却在很大程度上被忽视了。相反,研究主要集中在大型成熟组织(本地组织和跨国组织)的组织内部行动,而没有充分考虑它们与外部环境中其他参与者的相互依存关系。鉴于腐败的社会交换性质,我们收集并分析了与坦桑尼亚企业家的访谈数据,并对他们何时以及如何规避或抵制腐败进行了理论分析。我们的研究结果阐明了企业家的动机与能力之间的复杂关系,并强调了企业家在不损害其资源需求的情况下抵制腐败时所采用的策略。受制于其杠杆作用(即资源禀赋和可用替代品),企业家通过避开强大的焦点企业、以企业为中心重组其资源依赖性以及管理风险来抵制腐败。考虑到社会关系的动态变化,企业家也会想方设法避免与腐败分子的互动,并战略性地使用权力(通过政治策略,如拉拢和挑战),从而影响腐败分子的行为,使其符合企业家的最大利益,并反对腐败。
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引用次数: 0
Leveraging the Dominant Pole: How Champions of an Industry-Wide Environmental Alliance Navigate Coopetition Paradoxes 利用主导极:全行业环保联盟的拥护者如何驾驭合作悖论
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-05-30 DOI: 10.1177/01492063241252762
Natalie Slawinski, Wendy K. Smith, Connie A. Van der Byl
Companies increasingly collaborate with competitors to innovate, minimize risks, and address sustainability crises. However, these alliances often falter or fail due to challenges arising from coopetition paradoxes—contradictory yet interdependent tensions between competition and cooperation. Extant research predominantly focuses on addressing these paradoxes through seeking a stable balance between competition and cooperation; however, we lack in-depth processual understandings of how to navigate these paradoxes as they shift over time. To address this gap in the literature, we analyze longitudinal data over the 3 years it took to establish Canada’s Oil Sands Innovation Alliance (COSIA), the unlikely alliance across 13 competitive Canadian oil sands companies to improve their industry’s environmental performance. We noted the role of competition, which we label as the dominant pole—the more powerful of two paradoxical poles—and identify leveraging the dominant pole as a core mechanism for navigating intensifying coopetition paradoxes. Rather than diminishing the dominant competition pole, alliance champions leveraged competition to enable cooperation aided by a paradox mindset. These findings reorient coopetition scholarship away from seeking stability between the two forces, toward a processual understanding of how to navigate the shifting coopetition paradoxes in alliances over time.
公司越来越多地与竞争对手合作,共同创新、降低风险和应对可持续发展危机。然而,由于合作竞争悖论--竞争与合作之间相互矛盾但又相互依存的紧张关系--带来的挑战,这些联盟往往会动摇或失败。现有研究主要侧重于通过寻求竞争与合作之间的稳定平衡来解决这些悖论;然而,我们缺乏对如何在这些悖论随时间变化的过程中驾驭它们的深入理解。为了弥补文献中的这一空白,我们分析了加拿大油砂创新联盟(COSIA)成立三年来的纵向数据,该联盟是加拿大 13 家竞争激烈的油砂公司为改善行业环境绩效而结成的一个不太可能的联盟。我们注意到竞争的作用,并将其称为主导极--两个矛盾极中更强大的一极--并将利用主导极作为驾驭不断加剧的合作竞争矛盾的核心机制。联盟的拥护者们非但没有削弱竞争的主导极,反而在悖论思维的帮助下利用竞争促成了合作。这些发现调整了合作竞争研究的方向,使其从寻求两种力量之间的稳定转向对如何驾驭联盟中不断变化的合作竞争悖论的过程性理解。
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引用次数: 0
Losing Their Religion: Organizational Identity Hybridization of British Political Parties 1950–2015 失去宗教信仰:1950-2015 年英国政党的组织身份混合化
IF 13.5 1区 管理学 Q1 BUSINESS Pub Date : 2024-05-30 DOI: 10.1177/01492063241248403
Stefan Arora-Jonsson, Filippo Carlo Wezel, Soorjith I Karthikeyan, Vitaliano Barberio
Our research addresses how organizations manage a shift from a single to a hybrid identity, a question that the identity literature still is grappling with. We address this question by reflecting on how organizations develop hybrid identities in response to institutional decline. Identity hybridization, we predict, takes place in stages via strategies that gradually hybridize the identity. We study how British political parties hybridized their identities in response to the decline of social-class politics over the period 1950–2015. Quantitative and qualitative analyses of the identity projections of three political parties in their election manifestos provide support for our hypotheses.
我们的研究涉及组织如何管理从单一身份到混合身份的转变,这是身份认同文献仍在努力解决的一个问题。我们通过思考组织如何发展混合身份以应对机构衰落来解决这个问题。我们预测,身份混合会通过逐步混合身份的战略分阶段进行。我们研究了英国政党在 1950-2015 年间如何混合其身份以应对社会阶层政治的衰落。对三个政党在竞选宣言中的身份预测进行的定量和定性分析为我们的假设提供了支持。
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引用次数: 0
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Journal of Management
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