Asia Pacific Journal of Management最新文献

The abusive supervision literature commonly suggests that employees who experience abuse from their supervisors may blame either the supervisors or the organization for the misconduct, leading to reduced job performance as a form of retaliation to ‘even the scales’. However, this study contributes to a recent stream of research that suggests one positive aspect of abusive supervision by highlighting the bright side of self-blame, where abused employees engage in prosocial behaviors to improve their situation, in order to negate any perception of themselves as victims. Drawing on the social cognitive theory of self-regulation, this study predicts a dual-stage moderated mediation pattern linking abusive supervision to objective service performance via abused employees’ self-blame, with interpersonal justice and work centrality as the first-stage moderators and core self-evaluation as a second-stage moderator. Using time-lagged and multi-source data collected from 411 employees, this study found that in a context of high interpersonal justice, work centrality, and core self-evaluation, abused employees blame themselves for the abusive supervision to negate any perception of themselves as victims, and subsequently make an attempt in the form of improving their objective service performance to prevent future supervisory misconduct. These findings challenge the predominant narrative by introducing circumstances in which abusive supervisors can elicit productive responses from their abused direct reports. This study also discusses the theoretical contributions and practical implications for managers, direct reports, and practitioners.

The rejection of employees’ suggestions by leaders is a common occurrence in organizations, yet the extant research is unclear regarding how and when leader voice rejection affects employees’ subsequent upward voice. Based on social information processing theory, this paper examines the mediating roles of voice self-efficacy (VSE) and leader-member exchange (LMX) as well as the moderating role of leader gratitude expression in the relationship between leader voice rejection and employees’ subsequent upward voice. We test these hypotheses by conducting a scenario-based experimental study (N = 190) and a survey study of leader − employee dyads (N = 245). We find that leader voice rejection reduces employees’ subsequent upward voice behavior by reducing their VSE and LMX, while leader gratitude expression moderates not only the direct effects of leader voice rejection on employees’ VSE and LMX but also the indirect effects of leader voice rejection on employees’ subsequent upward voice via VSE and LMX. The theoretical implications and practical implications of these findings are discussed, as are directions for future research.

This study investigates the association between board diversity attributes – gender, experience, age, nationality, educational level, and tenure ‒ and dividend policy in Indian firms. We use the dividend payout ratio and dividend yield in a panel Tobit regression model. Our panel dataset comprises 65 firms drawn from the NIFTY 100 Index of India's National Stock Exchange (NSE) between 2013 and 2019. Our evidence shows that gender and experience diversities help explain why firms pay high dividends. Female directors encourage paying high dividends. In contrast, age diversity is a negative determinant of dividend policy. Foreign directors are an insignificant determinant of a firm's dividend policy, perhaps because they represent a small percentage of the board. Educational and tenure diversities are also insignificant drivers of dividend policy. This study contributes to agency and resource dependence theories by considering specific board diversity attributes among Indian firms related to dividend payments.

This paper draws upon institutional theory to incorporate the multi-level influences of institutional environment (i.e., knowledge distance at the country level, industry attractiveness at the industry level, and government involvement at the firm level) in order to examine the determinants that affect acquisition completion. Based on a sample of 797 outward M&As in the high-tech industry initiated by Chinese firms from 1991 to 2018, we found that the likelihood of completing an acquisition increases when the knowledge distance between China and the host country decreases and in the presence of a high attractiveness of the Chinese high-tech industry involved. In addition, we found that government involvement in the acquiring firms has different influences from that in the target ones on the likelihood of acquisition completion. Specifically, we only found that the likelihood of acquisition completion decreases in the presence of government involvement in the target firm. The influence of government involvement in the acquiring firms on acquisition completion was not significant. The implications of this study of high-tech M&As enacted by firms from emerging markets are thus discussed.

Based on social identity theory, this research investigates the mechanism between perceived organizational exploitation and employees’ organizational citizenship behavior. Using data collected from 340 supervisor–subordinate dyads in 6 hotels in China, our findings indicate that perceived organizational exploitation negatively influences employees’ OCB. Moreover, organizational identification is found to fully mediate the associations between perceived organizational exploitation and employees’ OCB. Furthermore, power distance weakens the direct effect of perceived organizational exploitation on organizational identification, as well as its indirect effects on employees’ OCB. The theoretical and managerial implications of these findings are discussed.

In this study, we propose entrepreneurial leadership as an important enabler of emerging market international new venture growth (EINVs) and investigate how and when it enhances EINVs. We examined this by considering international explorative and exploitative learning as key mediators and gender diversity of senior management as an important contingency variable. By using survey data from 110 EINVs in Pakistan, the results indicate that international explorative and exploitative learning mediate the effect of entrepreneurial leadership on the international performance of EINVs. Furthermore, the moderation analysis revealed that the positive impact of entrepreneurial leadership on international explorative and exploitative learning is conditioned on the gender diversity of senior management. The implications of the findings are discussed.

This study takes a managerial cognition perspective and investigates how managerial negative interpretation of the external environment influences firm engagement in environmental CSR. We also explore how ownership structure and market demand uncertainty affect this relationship. The analysis of survey data from 189 firms in China shows that when managers interpret their external environment in a negative light, they first increase their attention to firms’ environmental footprint and then decrease their environmental commitment as the assessment of the external environment becomes increasingly negative. Our results also suggest that both state ownership and market uncertainty strengthen this curvilinear relationship.

When a firm actively engages in CSR practices, does the leader always make ethical decisions? Drawing on social cognitive theory and the ethical decision-making literature, we develop a model to explain how a leader makes unethical decisions in an active CSR-practicing environment. Specifically, we argue that a firm's CSR practices do not necessarily translate into the leader's ethical decisions, and on the contrary, it may lead to the opposite. The relationship between a firm's CSR practices and its leader's unethical decisions is mediated by the leader's moral cognitive process (moral licensing and moral imagination) toward the firm's CSR practices, and this relationship is further moderated by the leader's altruistic values. Results from multi-method studies largely support our predictions.

This study examines the environmental performance (EP) of born-global firms (BGFs) in the East Asia-Pacific (EAP) region. Drawing on the resource-based view (RBV), we investigate whether BGFs exhibit greater environmental responsibility compared to other firms. By analyzing an unbalanced panel dataset of firms from seven EAP countries, we find that BGFs do indeed exhibit higher levels of environmental responsibility than non-BGFs. Our results suggest that BGFs are more likely to adopt policies that contribute to the reduction of natural resource use and emissions. On the other hand, our results suggest that BGFs may be less concerned about product innovation than non-BGFs. In addition, our results remain robust to alternative regression models, BGF proxies, and sample selection bias. The implications of our study are relevant for policymakers and environmental regulators, providing valuable insights into the environmental performance of BGFs.