Abstract Historically both academia and practice keep paying attention to potential elements explaining organizations, management and performance. However, as such elements are typically observed in a narrow fashion, this study focuses on this research gap and brings all three constructs together, exploring relationships among them. We designed a field-based research supported by a fresh and exclusive sample of 116 large organizations, with financial data and responses from top-level executives. The goal is to explore the existence of relationships among organizational culture, controller behavior, and corporate performance. Three research hypotheses are discussed. In order to accomplish that, a combined set of statistical procedures was used, including descriptives, comparison of means, ANOVA, correlational and structural equation modeling. Findings support the claims of significant positive relationships between organizational culture and controller behavior, as well as between organizational culture and corporate performance. Beyond discussion of the results in light of the relevant reviewed literature, recommendations to academia and practice are present, as well as suggestions for future research in this area. The main contribution, along with these results, is the development of management models that encourage the best behavior of managers in the company and cultivate a culture that promotes better performance.
{"title":"The relationship between culture, controller behavior and corporate performance in large Brazilian companies","authors":"Luciane Reginato, Dalila Cisco Collatto, Edgard Cornacchione","doi":"10.1080/00208825.2023.2235156","DOIUrl":"https://doi.org/10.1080/00208825.2023.2235156","url":null,"abstract":"Abstract Historically both academia and practice keep paying attention to potential elements explaining organizations, management and performance. However, as such elements are typically observed in a narrow fashion, this study focuses on this research gap and brings all three constructs together, exploring relationships among them. We designed a field-based research supported by a fresh and exclusive sample of 116 large organizations, with financial data and responses from top-level executives. The goal is to explore the existence of relationships among organizational culture, controller behavior, and corporate performance. Three research hypotheses are discussed. In order to accomplish that, a combined set of statistical procedures was used, including descriptives, comparison of means, ANOVA, correlational and structural equation modeling. Findings support the claims of significant positive relationships between organizational culture and controller behavior, as well as between organizational culture and corporate performance. Beyond discussion of the results in light of the relevant reviewed literature, recommendations to academia and practice are present, as well as suggestions for future research in this area. The main contribution, along with these results, is the development of management models that encourage the best behavior of managers in the company and cultivate a culture that promotes better performance.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"52 1","pages":"263 - 290"},"PeriodicalIF":1.4,"publicationDate":"2023-07-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75553128","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-11DOI: 10.1080/00208825.2023.2230418
Tamar Parush, Nurit Zaidman
Abstract Emotional labor is a performance of job-required emotions, staged before an audience. Typically, this performance is not only individual but also collective in nature: it is an emotional display put on jointly by teams of employees. And yet, research into emotional labor has tended to neglect its collective aspects, analyzing it primarily as an individual rather than as a group act. This study aims to redress this gap. Drawing on Goffman’s dramaturgical analysis of social groups as “performance teams,” we reframe emotional labor as a collaborative performance at the group level. We then apply this framework to examine the intricacies of collective emotional labor between national subgroups in global virtual teams (GVTs), which communicate both cross-culturally and virtually. Based on semi-structured interviews with members of Indian-Israeli virtual teams in high-tech organizations, we show that each national subgroup in GVTs acts as an “emotional performance team” in front of the other subgroup/s as an audience; that this emotional labor tends to be suppressive rather than expressive and shallow rather than deep; and that the collective, suppressive, and shallow character of this emotional labor might fuel a paradoxical vicious cycle that exacerbates ethnocentrism and estrangement between national subgroups in GVTs rather than alleviating them.
{"title":"Collective emotional labor and subgroup dynamics in global virtual teams: a dramaturgical perspective","authors":"Tamar Parush, Nurit Zaidman","doi":"10.1080/00208825.2023.2230418","DOIUrl":"https://doi.org/10.1080/00208825.2023.2230418","url":null,"abstract":"Abstract Emotional labor is a performance of job-required emotions, staged before an audience. Typically, this performance is not only individual but also collective in nature: it is an emotional display put on jointly by teams of employees. And yet, research into emotional labor has tended to neglect its collective aspects, analyzing it primarily as an individual rather than as a group act. This study aims to redress this gap. Drawing on Goffman’s dramaturgical analysis of social groups as “performance teams,” we reframe emotional labor as a collaborative performance at the group level. We then apply this framework to examine the intricacies of collective emotional labor between national subgroups in global virtual teams (GVTs), which communicate both cross-culturally and virtually. Based on semi-structured interviews with members of Indian-Israeli virtual teams in high-tech organizations, we show that each national subgroup in GVTs acts as an “emotional performance team” in front of the other subgroup/s as an audience; that this emotional labor tends to be suppressive rather than expressive and shallow rather than deep; and that the collective, suppressive, and shallow character of this emotional labor might fuel a paradoxical vicious cycle that exacerbates ethnocentrism and estrangement between national subgroups in GVTs rather than alleviating them.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"16 1","pages":"239 - 262"},"PeriodicalIF":1.4,"publicationDate":"2023-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80573558","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-03DOI: 10.1080/00208825.2023.2237388
Guillaume Plaisance
Abstract This article seeks to further the literature on the importance of stakeholders in the overall performance of nonprofit organizations. Specifically, in the French context, the effect of each type of stakeholder has to be studied. The stakeholders of nonprofit organizations (NPOs) indeed correspond to their environment, which is uncertain, unpredictable, complex, and sometimes hostile. Using French NPO reports and disclosures about their performance, multiple regressions establish the various effects of stakeholder consideration, which are heterogeneous, variable, and more or less positive. The results confirm the theoretical framework proposed from the contingent approach and the agency, stakeholders, resource dependency, and stewardship theories. The article thus defends a contingent view of performance and the importance of taking organizational characteristics into account when making decisions. Moreover, while the normative approach of stakeholder theory is important, it must be nuanced according to the nuisance power of stakeholders (which corresponds to the instrumental approach). To do this, stakeholders must be differentiated and prioritized (especially in terms of resources). The results also highlight an optimistic view of cooperation between sectors, whereas fears of negative isomorphisms are often highlighted. In short, this research calls for a nuance in best practices, in favor of adapting them to each NPO according to the organizational context.
{"title":"Which stakeholder matters: overall performance and contingency in nonprofit organizations","authors":"Guillaume Plaisance","doi":"10.1080/00208825.2023.2237388","DOIUrl":"https://doi.org/10.1080/00208825.2023.2237388","url":null,"abstract":"Abstract This article seeks to further the literature on the importance of stakeholders in the overall performance of nonprofit organizations. Specifically, in the French context, the effect of each type of stakeholder has to be studied. The stakeholders of nonprofit organizations (NPOs) indeed correspond to their environment, which is uncertain, unpredictable, complex, and sometimes hostile. Using French NPO reports and disclosures about their performance, multiple regressions establish the various effects of stakeholder consideration, which are heterogeneous, variable, and more or less positive. The results confirm the theoretical framework proposed from the contingent approach and the agency, stakeholders, resource dependency, and stewardship theories. The article thus defends a contingent view of performance and the importance of taking organizational characteristics into account when making decisions. Moreover, while the normative approach of stakeholder theory is important, it must be nuanced according to the nuisance power of stakeholders (which corresponds to the instrumental approach). To do this, stakeholders must be differentiated and prioritized (especially in terms of resources). The results also highlight an optimistic view of cooperation between sectors, whereas fears of negative isomorphisms are often highlighted. In short, this research calls for a nuance in best practices, in favor of adapting them to each NPO according to the organizational context.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"37 1","pages":"125 - 147"},"PeriodicalIF":1.4,"publicationDate":"2023-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79084178","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-03DOI: 10.1080/00208825.2023.2246711
Zhiwei He, Xinbo Sun
Abstract Based on previous research related to disruptive innovation and ecosystem governance, this paper aims to explore the process by which latecomer firms achieve disruptive innovation through building ecosystems. We adopted a single-case study approach to achieve a deeper theoretical construction of this emerging phenomenon. An emerging Chinese firm was selected through theoretical sampling. We used the Gioia methodology to code and analyze the extensively collected primary and secondary data. On this basis, we reveal the process by which it achieves disruptive innovation and examined the role of business ecosystem governance in this process. Our findings illuminate the dynamic process by which latecomers achieve disruptive innovation, showing that the latecomers can achieve both disruptive technology design and disruptive market reconfiguration with the help of the business ecosystem. The study also reveals two main approaches to ecosystem governance, namely relationship governance and value governance, which play different roles in different periods of ecosystem development. Consequently, our study enriches theories related to business ecosystem governance and disruptive innovation in the latecomers. Important management implications suggest that the latecomers must not only have the ability to create new advantages in differentiation technologies, but more importantly, to open up corresponding markets for maintaining technological advantages.
{"title":"How do latecomer firms achieve disruptive innovation? A business ecosystem perspective","authors":"Zhiwei He, Xinbo Sun","doi":"10.1080/00208825.2023.2246711","DOIUrl":"https://doi.org/10.1080/00208825.2023.2246711","url":null,"abstract":"Abstract Based on previous research related to disruptive innovation and ecosystem governance, this paper aims to explore the process by which latecomer firms achieve disruptive innovation through building ecosystems. We adopted a single-case study approach to achieve a deeper theoretical construction of this emerging phenomenon. An emerging Chinese firm was selected through theoretical sampling. We used the Gioia methodology to code and analyze the extensively collected primary and secondary data. On this basis, we reveal the process by which it achieves disruptive innovation and examined the role of business ecosystem governance in this process. Our findings illuminate the dynamic process by which latecomers achieve disruptive innovation, showing that the latecomers can achieve both disruptive technology design and disruptive market reconfiguration with the help of the business ecosystem. The study also reveals two main approaches to ecosystem governance, namely relationship governance and value governance, which play different roles in different periods of ecosystem development. Consequently, our study enriches theories related to business ecosystem governance and disruptive innovation in the latecomers. Important management implications suggest that the latecomers must not only have the ability to create new advantages in differentiation technologies, but more importantly, to open up corresponding markets for maintaining technological advantages.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"5 1","pages":"191 - 216"},"PeriodicalIF":1.4,"publicationDate":"2023-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78930435","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-03DOI: 10.1080/00208825.2023.2238459
Jari Martikainen, T. A. Tan
Abstract This article sets out to examine cultural differences in perceiving leaders’ visual non-verbal behavior. It examines and compares how business students at universities in Finland and the Philippines perceive business leaders based on visual cues, drawing on social psychological theories of social categorization, person perception, and the cultural dimensions of leadership and organization. A total of 32 university students of business studies participated in the study. They were presented with eight images of people with different visual expressions and reflected in writing on what kinds of leaders these people would be. The data were analyzed using qualitative content analysis. The findings show that both Finnish and Filipino students had similar perceptions of what kinds of leaders the people in the images might be. However, in terms of leadership preferences, the Finnish students appeared to place more emphasis on the person’s level of communicativeness and friendliness, whereas levels of competence and commitment were emphasized more strongly by Filipino students. The theoretical approach and design of the study may be applied in research on leaders’ visual nonverbal expressiveness in multicultural organizations.
{"title":"How Finnish and Filipino university students in business studies perceive leaders based on visual cues","authors":"Jari Martikainen, T. A. Tan","doi":"10.1080/00208825.2023.2238459","DOIUrl":"https://doi.org/10.1080/00208825.2023.2238459","url":null,"abstract":"Abstract This article sets out to examine cultural differences in perceiving leaders’ visual non-verbal behavior. It examines and compares how business students at universities in Finland and the Philippines perceive business leaders based on visual cues, drawing on social psychological theories of social categorization, person perception, and the cultural dimensions of leadership and organization. A total of 32 university students of business studies participated in the study. They were presented with eight images of people with different visual expressions and reflected in writing on what kinds of leaders these people would be. The data were analyzed using qualitative content analysis. The findings show that both Finnish and Filipino students had similar perceptions of what kinds of leaders the people in the images might be. However, in terms of leadership preferences, the Finnish students appeared to place more emphasis on the person’s level of communicativeness and friendliness, whereas levels of competence and commitment were emphasized more strongly by Filipino students. The theoretical approach and design of the study may be applied in research on leaders’ visual nonverbal expressiveness in multicultural organizations.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"20 1","pages":"148 - 166"},"PeriodicalIF":1.4,"publicationDate":"2023-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83355670","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-03DOI: 10.1080/00208825.2023.2244827
D. Dahle
Abstract Control-oriented HRM, performance appraisal dissatisfaction, and reputation concern are found to have a “muzzling effect” on teachers, partly through leader-member exchange. Does this effect vary with the level of (a) marketization, and (b) school popularity and privilege? These questions are examined using survey data from Norwegian upper secondary school teachers (N = 1055), and analyzed with path analysis and bootstrapping. Results support some, but not all, hypotheses. Analyses show that the inhibiting effects of performance appraisal dissatisfaction and reputation concern on employee voice are stronger in the highly marketized school field of Oslo than in schools in other areas, and vary with marketization level. The inhibiting effect of reputation concern on voice is stronger in privileged than in marginalized schools and varies with the level of privilege. No such patterns for the inhibiting effects of control-oriented HRM and PA dissatisfaction are found. The findings indicate that reputation management theory takes center stage, as voice is regarded as a reputation management tool. Institutional logics are too found to be crucial when understanding the results. Implications are tied to reputation concerns, leading to a stronger muzzling effect on teachers in marketized areas than elsewhere, and in privileged schools as compared to marginalized schools. This calls for caution with regard to differing marketization and privilege levels in school settings.
{"title":"Beat the rich? Employee voice inhibitors at the crossroads of market and privilege","authors":"D. Dahle","doi":"10.1080/00208825.2023.2244827","DOIUrl":"https://doi.org/10.1080/00208825.2023.2244827","url":null,"abstract":"Abstract Control-oriented HRM, performance appraisal dissatisfaction, and reputation concern are found to have a “muzzling effect” on teachers, partly through leader-member exchange. Does this effect vary with the level of (a) marketization, and (b) school popularity and privilege? These questions are examined using survey data from Norwegian upper secondary school teachers (N = 1055), and analyzed with path analysis and bootstrapping. Results support some, but not all, hypotheses. Analyses show that the inhibiting effects of performance appraisal dissatisfaction and reputation concern on employee voice are stronger in the highly marketized school field of Oslo than in schools in other areas, and vary with marketization level. The inhibiting effect of reputation concern on voice is stronger in privileged than in marginalized schools and varies with the level of privilege. No such patterns for the inhibiting effects of control-oriented HRM and PA dissatisfaction are found. The findings indicate that reputation management theory takes center stage, as voice is regarded as a reputation management tool. Institutional logics are too found to be crucial when understanding the results. Implications are tied to reputation concerns, leading to a stronger muzzling effect on teachers in marketized areas than elsewhere, and in privileged schools as compared to marginalized schools. This calls for caution with regard to differing marketization and privilege levels in school settings.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"14 1","pages":"167 - 190"},"PeriodicalIF":1.4,"publicationDate":"2023-07-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77093415","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-11DOI: 10.1080/00208825.2023.2207920
Swati Tripathi, D. Tripathi
Abstract This study examines a moderated mediation model to explore how the power value of an individual influences the use of manipulation tactics, and how hierarchy and political will of employees interact to influence this relationship. Data were collected from the employees of a public sector organization in India. Structural equation modeling has been used to explore the mediation and moderated mediation relationships between variables. The results of the study indicate that political will mediates the relationship between power value and the use of manipulation tactics, and hierarchy increases the use of manipulation tactics by strengthening the effect of political will on the use of manipulation tactics. The study elaborates upon the role of hierarchy in the process, thereby paving the way for a better understanding of leadership in the context of organizational politics. This study also calls for a fine-tuning of the organizational structure to make it more welcoming toward the political will and power values of the employees. This study also contributes to value studies and organizational psychology literature by explaining moderated mediation mechanisms through which power value and political will affect employees’ use of manipulation tactics.
{"title":"When do employees manipulate? Investigating the interplay of power value, political will, and hierarchy","authors":"Swati Tripathi, D. Tripathi","doi":"10.1080/00208825.2023.2207920","DOIUrl":"https://doi.org/10.1080/00208825.2023.2207920","url":null,"abstract":"Abstract This study examines a moderated mediation model to explore how the power value of an individual influences the use of manipulation tactics, and how hierarchy and political will of employees interact to influence this relationship. Data were collected from the employees of a public sector organization in India. Structural equation modeling has been used to explore the mediation and moderated mediation relationships between variables. The results of the study indicate that political will mediates the relationship between power value and the use of manipulation tactics, and hierarchy increases the use of manipulation tactics by strengthening the effect of political will on the use of manipulation tactics. The study elaborates upon the role of hierarchy in the process, thereby paving the way for a better understanding of leadership in the context of organizational politics. This study also calls for a fine-tuning of the organizational structure to make it more welcoming toward the political will and power values of the employees. This study also contributes to value studies and organizational psychology literature by explaining moderated mediation mechanisms through which power value and political will affect employees’ use of manipulation tactics.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"108 1","pages":"217 - 238"},"PeriodicalIF":1.4,"publicationDate":"2023-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76216368","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-13DOI: 10.1080/00208825.2023.2184296
Pettis Kent, Abhishek Sharma, M. Malliaris, N. Jukic, A. Varma
Abstract Drawing on data from 65 undergraduate students in a college level Database Systems course, this study explores potential differences between men and women students in terms of their confidence to perform well prior to the course, their actual performance during the course, and their confidence after the course has concluded. We find that while the confidence level of women is lower than the men prior to the course, the actual performance of both groups during the course, as well as their confidence after the course, are similar to each other. Our study provides evidence that societal socialization and stereotypes may cause women students to believe that they cannot succeed in STEM (Science, Technology, Engineering, and Mathematics) subjects and thus careers. We discuss the implications of our findings for firms seeking gender diversity and we suggest future research ideas.
{"title":"Perceived differences in confidence and ability of females: the role of human resources","authors":"Pettis Kent, Abhishek Sharma, M. Malliaris, N. Jukic, A. Varma","doi":"10.1080/00208825.2023.2184296","DOIUrl":"https://doi.org/10.1080/00208825.2023.2184296","url":null,"abstract":"Abstract Drawing on data from 65 undergraduate students in a college level Database Systems course, this study explores potential differences between men and women students in terms of their confidence to perform well prior to the course, their actual performance during the course, and their confidence after the course has concluded. We find that while the confidence level of women is lower than the men prior to the course, the actual performance of both groups during the course, as well as their confidence after the course, are similar to each other. Our study provides evidence that societal socialization and stereotypes may cause women students to believe that they cannot succeed in STEM (Science, Technology, Engineering, and Mathematics) subjects and thus careers. We discuss the implications of our findings for firms seeking gender diversity and we suggest future research ideas.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"42 1","pages":"104 - 123"},"PeriodicalIF":1.4,"publicationDate":"2023-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80613268","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-13DOI: 10.1080/00208825.2023.2184259
Jiachen Yang
Abstract This study connects corporate governance and international business literature streams focused on cross-border acquisition success and failure. Based on the results of fuzzy-set qualitative comparative analysis, we developed a mid-range theory stipulating that cross-border acquisition success and failure are associated with complementarities within and between the two groups of explanatory factors—acquirer corporate governance mechanisms and host-country institutions. Building on current research evidence suggesting the standalone necessity of solid acquirer corporate governance and high-quality host-country institutional infrastructure, we theorized that these two groups of explanatory factors play complementary roles in cross-border acquisition success. Our results also provide reinforcing evidence suggesting the duality of CEO power and the conjoined importance of host-country institutions in cross-border acquisitions.
{"title":"A middle-range theory of acquirer corporate governance and host-country institutional infrastructure in cross-border acquisitions","authors":"Jiachen Yang","doi":"10.1080/00208825.2023.2184259","DOIUrl":"https://doi.org/10.1080/00208825.2023.2184259","url":null,"abstract":"Abstract This study connects corporate governance and international business literature streams focused on cross-border acquisition success and failure. Based on the results of fuzzy-set qualitative comparative analysis, we developed a mid-range theory stipulating that cross-border acquisition success and failure are associated with complementarities within and between the two groups of explanatory factors—acquirer corporate governance mechanisms and host-country institutions. Building on current research evidence suggesting the standalone necessity of solid acquirer corporate governance and high-quality host-country institutional infrastructure, we theorized that these two groups of explanatory factors play complementary roles in cross-border acquisition success. Our results also provide reinforcing evidence suggesting the duality of CEO power and the conjoined importance of host-country institutions in cross-border acquisitions.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"17 4 1","pages":"77 - 103"},"PeriodicalIF":1.4,"publicationDate":"2023-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82570467","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-03-08DOI: 10.1080/00208825.2023.2184119
Obinna Alo, A. Arslan
Abstract This paper offers a conceptual overview of meta-organizations' role for environmental sustainability in the under-researched African context. The current paper is one of the few studies to offer a specific differentiation regarding the role and activities of meta-organizations for environmental sustainability in developed vs. emerging economies’ settings. The paper further offers an in-depth assessment of meta-organizations’ role for environmental sustainability in Africa, along with discussing major hurdles in this concern. Our analysis reveals several problems with business only meta-organizations in Africa, which significantly limit their role in ensuring environmental sustainability in this region. These problems include competing interests resulting in failure to accommodate multiple stakeholders, lack of responsible investing and environmental stewardship, along with institutional voids. Finally, the paper presents some potential solutions to overcome these problems.
{"title":"Meta-organizations and environmental sustainability: an overview in African context","authors":"Obinna Alo, A. Arslan","doi":"10.1080/00208825.2023.2184119","DOIUrl":"https://doi.org/10.1080/00208825.2023.2184119","url":null,"abstract":"Abstract This paper offers a conceptual overview of meta-organizations' role for environmental sustainability in the under-researched African context. The current paper is one of the few studies to offer a specific differentiation regarding the role and activities of meta-organizations for environmental sustainability in developed vs. emerging economies’ settings. The paper further offers an in-depth assessment of meta-organizations’ role for environmental sustainability in Africa, along with discussing major hurdles in this concern. Our analysis reveals several problems with business only meta-organizations in Africa, which significantly limit their role in ensuring environmental sustainability in this region. These problems include competing interests resulting in failure to accommodate multiple stakeholders, lack of responsible investing and environmental stewardship, along with institutional voids. Finally, the paper presents some potential solutions to overcome these problems.","PeriodicalId":55644,"journal":{"name":"INTERNATIONAL STUDIES OF MANAGEMENT & ORGANIZATION","volume":"73 1","pages":"63 - 76"},"PeriodicalIF":1.4,"publicationDate":"2023-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86006810","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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