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Considering that the manufacturer produces normal products (NPs) and low-carbon remanufactured products (LCRPs), this paper studied the production decisions under capital constraints and the Carbon Emission Permits Repurchase Strategy (CEPRS). The direct selling model and supply chain model are constructed respectively and optimal decisions are given. On this basis, the influences of CEPRS on optimal decisions and corporate performance are analyzed. This study shows that for the capital-constrained manufacturer, adopting the CEPRS is conducive to promoting the production of LCRPs. In the direct selling model, a higher end-of-period carbon price is not always beneficial for the environment. In the supply chain model, as the end-of-period carbon price increases, the low-cap manufacturer tends to lower the wholesale price of LCRPs, while the high-cap manufacturer tends to increase the wholesale price of NPs. A lower carbon cap is more effective in controlling carbon emissions, while a higher carbon cap generates a higher profit. Moreover, the manufacturer's preference for operation mode is affected by the carbon cap. Specifically, the low-cap manufacturer prefers the direct selling model, while the high-cap manufacturer prefers the supply chain model. [ABSTRACT FROM AUTHOR]

Boosting board representation of women redresses structural unfairness and improves corporate governance and performance. The Change Our Game initiative, running over 3 years statewide in Victoria, Australia, mandated 40% representation of women on state sport boards. At the start, only 44% of state sport boards had 40% women representation; by the mandate deadline, this had increased to 93%. Using an institutional theory lens, the authors qualitatively analyzed four stakeholder groups: mandators, policy champions, operationalists, and mandate targets. Stakeholder sentiments were analyzed pre- and postmandate deadline over 3 years. Sentiments ranged from positive to equivocation to denigration. The mandate's coercive pressure, supported by institutional legitimacy and work to accelerate changes, led to institutional change and achieved a significant increase in women board members. Change was grounded in strong ethical and cognitive support from mandate champions. Microsocial expressions of denigration and change resistance did not prevent successful change. [ABSTRACT FROM AUTHOR]

The tournament literature has typically traced employees' competitive actions to characteristics of individual-level career tournaments. Yet, such individual-level tournaments usually transcend firms that themselves compete in a firm-level tournament. We study the cross-level implications of a firm-level tournament for the competitive actions that constituent employees undertake against other individuals internal and external to their firm. We propose a theory of individual reputational incentives, which predicts that a firm's competitive threats decrease its employees' internal competitive actions yet increase their external competitive actions, while a firm's competitive opportunities increase employees' internal and external competitive actions. The theory also predicts that these effects are largest when a firm faces potential unexpected losses or gains in its standing, such as when the firm experiences competitive threats from resource-disadvantaged firms, or competitive opportunities against resource-advantaged firms. In panel data on the population of motorcycle riders competing in MotoGP from 2004 to 2020, we examine these hypotheses using overtakes to measure riders' internal and external competitive actions. Our findings reveal how riders adjust their internal and external overtakes based on their team's competitive threats and opportunities, and on the relative resource endowments of the teams supplying such threats or opportunities. [ABSTRACT FROM AUTHOR]

In this study, we investigate whether and how trust between board members and the CEO (board–CEO trust) affects the performance of mergers and acquisitions. Contrary to conventional wisdom, we find that firms with higher levels of board–CEO trust exhibit poor M&A performance. High trust is associated with low acquisition announcement returns, long-term stock return performance, and post-deal operating performance. This negative effect of board–CEO trust is more pronounced among acquiring companies prone to agency problems. Our results suggest that, in the institutional setting of corporate boards, high trust can be too much of a good thing. [ABSTRACT FROM AUTHOR]

Management literature on how interorganizational relationships influence firm performance has emphasized the importance of connections, positions, and cliques. We advance this literature by examining how network communities (membership in cohesive network structures) shape the performance of venture capital (VC) firms. We propose that community insiders affiliated with at least one network community will outperform outsiders. We also explicate the conditions under which the advantages of network community affiliations are likely to be muted. Specifically, we argue for the potential diseconomies of network community affiliations and the possibility of a substitutive relationship between network communities and institutional development. Leveraging recent advances in community-detection technology and longitudinal data on VC firms in China, we find support for our theoretical arguments. Analysis of mechanisms underlying our theoretical arguments reveals that the value of community affiliations comes from indirect connections within network communities. By integrating social network and institutional perspectives, this study highlights not only the promises but also the limits of relying on network community affiliations. [ABSTRACT FROM AUTHOR]

We study how patenting enhances customer capital and creates financial value in a product market characterized by information asymmetry between firm insiders and customers. We find that firms with more and higher quality patents develop greater customer capital, as measured by more positive customer perceptions of product novelty and quality. To establish causality, we exploit the exogenous variation in the random assignment of patent examiners to review applications and use the average examiner leniency as an instrument for patent grants. Our mediation analysis documents a positive impact of patenting on firm performance and financial market valuation through enhanced customer capital. [ABSTRACT FROM AUTHOR]

Although there is previous research on textual analysis in accounting, little is understood about the effects of the tone and sentiments of the text disclosed in annual report filings (10-K) on the investor assessment of the future performance of the firm. This study inks the tone and sentiments of the text disclosed in the corporate annual reports and expectations regarding the future performance of the firm. We focus on two specific sections of 10-K filings the risk factor disclosures (Item 1A) and the management's discussion (Item 7) filling a gap in the accounting literature. There are two competing predictions regarding how the tone and sentiments of the text could impact the investor assessment about the future performance of the firm. First, the tone and sentiments of the text in Items 1A and 7 may have an effect on the investor assessment of the future performance of the firm. Second, only the tone and sentiments of Item 7 may have an effect on the investor assessment, given the fact that Item 1A only discusses the general risk factors that are present and not necessarily any specific risk factors to the firm. We find that only the tone and sentiments of the text in Item 7 has an effect on the investor assessment of the firm. This result helps explain the channels through which the tone and sentiments of the text impacts the future performance. [ABSTRACT FROM AUTHOR]

Despite the prevalence of teams in research, there is a lack of a good understanding of how their size and diversity affects their performance. We develop a theoretical framework that distinguishes two dimensions of research performance for an academic paper: impact (i.e., subsequent citations) and prestige (i.e., ranking of the journal where research is published). We propose that, while larger teams will enhance linearly the impact of research, they will affect its prestige in a nonlinear fashion. We further contend that these effects will be moderated by knowledge and international diversity of the teams. We test these hypotheses using bibliometric data between 1990 and 2020 on more than 1.4 million papers and 18 million citation counts across 22 subfields in management. Our results confirm significant benefits for research impact from both team size and diversity, but also highlight drawbacks when teams become very large and heterogeneous. Moreover, we find a nonlinear positive effect of team size on research prestige that can be offset only by high levels of knowledge diversity. These findings are robust to a variety of proxies, controls, and estimation techniques, including instrumental variables and propensity score matching. We discuss practical implications for stimulating research performance in business schools. [ABSTRACT FROM AUTHOR]

This paper examines how physical climate exposure affects firm performance and global supply chains. We document that heat at supplier locations reduces the operating income of suppliers and their customers. Further, customers respond to perceived changes in suppliers' exposure: when suppliers' realized exposure exceeds ex ante expectations, customers are 7% more likely to terminate supplier relationships. Consistent with experience-based learning, this effect increases with signal strength and repetition and decreases with country-level climate adaptation. Subsequent replacement suppliers show a lower expected and realized but similar projected heat exposure. We find similar results for suppliers' exposure to floods. [ABSTRACT FROM AUTHOR]

The Internet of Things has received enormous attention. Despite the lucrative potential, this study tries to look beyond the hype to understand how IoT impacts firm performance. Based on the information processing theory, we intend to explore how IoT influences the financial performance of firms. Firms, which realise the urgent need to adopt IoT might encounter a diverse set of challenges, like whether adoption will be profitable, the level of commitment they should devote, and whether to adopt as a first or second-mover. We want to comprehend such adoption challenges on the Indian manufacturing firm's financial performance. This study uses panel data from BSE 500 listed manufacturing firms and conducts multivariate analysis to understand the relationship between the IoT implementation proxies: IoT adoption, first-mover advantage, and firm performance in the light of IoT commitment and experts. The result indicates that IoT implementation has an insignificant effect on manufacturing firm performance. Meanwhile, the consideration of IoT commitment and experts jointly can enable a manufacturing firm to reap significantly positive financial outcomes. In other words, the IoT commitment and expertise positively moderate the relationship. The finding is useful to the decision-makers to address the firm-level adjustment before the mere introduction of IoT. [ABSTRACT FROM AUTHOR]

This article explores the effects of open innovation on innovation performance in military bureaucracies. While the understanding of how bureaucratic organizations can benefit from open innovation is still limited, this study discovered that open innovation can have a negative effect on innovation performance. However, leveraging an innovative culture can lead to improved innovation performance in organizations characterized by high levels of structure and hierarchy, especially those where secrecy and security are of vital importance. [ABSTRACT FROM AUTHOR]

The recent COVID-19 pandemic created an unpredictable environment regarding the safety operations of sport and recreation organizations. This study was designed to examine how safety climate and organizational innovativeness could promote preferred organizational behavior outcomes in college campus sport and recreation centers. A total of 227 sport and recreation employees were recruited through the National Intramural and Recreational Sports Association. With the collected data, we employed structural equation modeling to assess the research hypotheses. The results indicated that safety climate and innovativeness positively influenced job engagement, therefore leading to enhanced safety compliance and employee innovativeness, which ultimately resulted in higher levels of organizational performance. Peer safety compliance was also found to be a moderator in the relationship between job engagement and safety compliance. In this study, the authors offer new insights into sport organizational performance by emphasizing safety and innovation. [ABSTRACT FROM AUTHOR]

Economic crises have profound effects on societies, motivating many individuals to launch their own firms in order to make a living. Although these firms created "out of necessity" possess few resources besides their founder's human capital, the role that this critical endowment plays in establishing a successful firm during a crisis is unclear, as existing knowledge offers diverging predictions about the value of general and specific human capital. We argue that this debate remains unresolved because we lack a holistic understanding of how each human capital type influences performance when founding conditions vary, and aim to reconcile the contrasting claims by considering how "hard" a crisis hits a given industry. Analyzing data collected from 500 founders who created firms in Greece during the Great Recession, combined with data from the Greek Statistical Office, we find that general human capital provides the greatest benefits, on average, during a crisis; yet specific human capital is more valuable in both the most favorable and the most unfavorable industry contexts. These results reveal how the value of human capital in entrepreneurship is contingent on founding conditions, and call into question existing notions of what it means to be resilient in a crisis. [ABSTRACT FROM AUTHOR]

As organizations strive for more flexibility, decentralized decision‐making has been at the core of many modern HR approaches. Yet, on a company‐wide scale, it remains unclear whether decentralized decision‐making structures improve organizational performance. Our study aims to illuminate prior ambiguous evidence by examining an employee‐level mechanism underlying the organizational‐level relationship between decentralization and performance, and scrutinizing the critical role of formal leaders for empowering employees in decentralized structures. Integrating the perspective of organizational structure as opportunities and constraints with social information processing theory, we argue that transferring decision‐making authority to lower organizational levels positively affects employees' emergent leadership, but only to the extent that direct supervisors engage in empowering leadership and guide employees' behaviors in decentralized structures. Our predictions are supported by a multilevel, multisource field study of 5807 individuals across 144 companies. We further find that emergent leadership yields a positive effect on organizational performance. By developing a multilevel model that explicates both an employee‐level mechanism and a contingency of the decentralization–organizational performance link, our study enriches understanding of the key role that formal leaders play for achieving the strategic goals of decentralized decision‐making in organizations. [ABSTRACT FROM AUTHOR]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Startup accelerators, which aim to improve the set of choices representing a startup's entry strategy, have become increasingly influential in both regional development and the strategies of individual startups. This article explores an accelerator's impact on startup performance and whether that impact varies substantially by features of the startup's founding environment. Leveraging data from a leading startup accelerator, I use a regression discontinuity framework to hold startup quality constant so that I can compare the performance of admitted startups to those that do not make the cut, and I examine whether any observed performance differentials are driven by accelerator admission and by characteristics of the startup's earlier environment. I find evidence that startups from better pre-accelerator environments experience stronger gains from accelerator admission. I also find evidence of home bias, as local startups have a stronger treatment effect. These results provide evidence of ecosystem effects whereby the impact of one organizational sponsor in an ecosystem is strongly moderated by other features in the ecosystem. The findings help to explain the concentration of accelerator programs in already successful entrepreneurial ecosystems and reveal how such programs may interact with founding environments to complement resource abundance or magnify prior resource inequalities. [ABSTRACT FROM AUTHOR]

We build a novel comprehensive data set of new product trademarks as an output measure of product development innovation. We show that risk-taking incentives in CEO compensation motivate this type of innovation and that this innovation improves firm performance. Using an exogenous shock to executive compensation, we find that reductions in stock option compensation cause reductions in new product development. We also find that firms undertaking new product development experience increases in future cash flow from operations and return on assets. These findings suggest the importance of product development innovation to firms and new trademarks as a novel innovation measure. [ABSTRACT FROM AUTHOR]

Amid the escalating environmental crises and economic disparities, Circular Economy (CE) has garnered recognition as a pragmatic mechanism for achieving Sustainable Development Goals (SDGs). In response, several supply chain organisations are integrating CE strategies into their business operations and production processes. Despite these developments and since the introduction of Business Charter for Sustainable Development by the International Chamber of Commerce in 1991, the academic corpus comprehensively connecting CE research themes, catalysts, deterrents, practices with the SDGs has remained limited. To bridge this gap, we present a systematic literature review (SLR) of CE research in operations, supply chain and production management encompassing a time span of 31 years (January 1991 – June 2022), by sourcing, screening, and analysing articles obtained from multiple research databases. Our thematic coding analysis generated ten research themes, and subsequently linking them with relevant SDGs. Additionally, we interweaved CE catalysts and deterrents, establishing a connection with the SDGs. This is further enriched with CE strategies aimed at equipping business practitioners to enhance sustainable business performance and contributing to specific SDGs. Lastly, we delineate CE knowledge data management and priority actions frameworks to aid organisations to enhance employee capability and actively leverage digital technologies for implementing CE strategies. [ABSTRACT FROM AUTHOR]

Problemistic search literature has long sought to understand which responses firms adopt when addressing performance shortfalls. Studies have typically considered certain responses and focused on established decision rules to examine search directions, thereby, implicitly assuming that all responses considered are workable solutions to performance shortfalls. Conversely, we argue that variations in decision-makers' beliefs about the effectiveness of particular responses in improving firm performance play an important role. These beliefs, alongside evidence supporting them, determine which specific responses firms adopt. To test this argument, we focus on two types of search solutions represented by research and development (R&D) intensity and philanthropic donation intensity. Based on 2009–2018 data collected from publicly listed Chinese firms, we find that, when decision-makers agree on the effectiveness of R&D, the positive relationship between performance shortfalls and R&D intensity strengthens; whereas when they agree on the effectiveness of corporate social responsibility (CSR), the negative relationship between performance shortfalls and donation intensity weakens. The effects of shared beliefs on the effectiveness of R&D and CSR are stronger when they are supported by relevant evidence—that is, when there is a stronger correlation between R&D or CSR on the one hand and firm performance on the other. [ABSTRACT FROM AUTHOR]

Although allocating resources (e.g., pay) between different job groups is a critical strategic decision, relevant research is limited. Focusing on the form of pay allocation across job groups, we consider the organizational consequences of between-group pay dispersion (BGPD). Building on the multiple social comparison literature, we propose that employees construe both large and small BGPD as fair when it is aligned with the size of explained within-group pay dispersion (WGPD). We also propose that the interaction effect of BGPD and WGPD on the distributive justice climate be extended to organizational performance via intergroup helping and employee stability (voluntary turnover rates). We present supportive evidence of the hypotheses using two multiwave studies (Study 1: 205 retail stores located in China and comprising 4,234 employees, 1,899 group leaders, and 303 senior managers, featuring objective pay data; Study 2: 123 bank branches of a large state-owned bank in China) and a supplementary qualitative study. [ABSTRACT FROM AUTHOR]

This article examines the impact of business-to-business (B2B) buying groups on buyer–supplier relationships. The authors outline two distinct initiatives—monitoring and community building—through which buying groups govern buyer–supplier exchange and impact supplier performance toward buyers. Two boundary conditions are identified for the performance efficacy of the buying group's governance efforts: the buyer's own governance of the supplier and the dependence relations among the focal parties. Analyses using two-wave primary data collected from the U.S. health care sector and replications using secondary outcomes indicate support for the proposed framework. The authors conduct a conjoint experiment to further enhance the generalizability of the findings and report that a buying group's monitoring of suppliers enhances supplier performance both by itself and with increasing supplier monitoring by the buyer firm. Further, the supplier's dependence on the buying group and the buyer's dependence on the supplier both sharpen the efficacy of the buying group's monitoring program. However, the performance effects of community building are weakened as the buyer–supplier relationship becomes stronger and as the buyer grows more dependent on the supplier. The authors thus uncover novel interplays between B2B buying groups and B2B dyads and document their consequences for firm performance. [ABSTRACT FROM AUTHOR]

This paper is one of the first attempts at empirically identifying organizational capabilities—in this work concerning Italian firms. Together, it proposes new evidence on the link between capabilities and economic performances. To this aim, we employ the Indagine Multiscopo del Censimento Permanente delle Imprese (IMCPI), a survey carried out by the Italian Statistical Office (ISTAT) in 2019, covering the three-year period 2016–2018, addressing a wide range of organizational characteristics including various organizational routines, human resource management (HRM), internationalization strategies, and many others. Our contribution is threefold: first, we aim at detecting what practices and combinations of them result in underlying different capabilities; second, we propose a taxonomy of the production system, both at firm- and sector-level based on the mapping of such capabilities; and third, we study the performance outcomes of different capability taxa in terms of productivity growth. [ABSTRACT FROM AUTHOR]

We develop an approach that combines the estimation of monthly firm-level expected returns with an assignment of firms to (possibly) latent groups, both based on observable characteristics, using machine learning principles with linear models. The best-performing methods are flexible two-stage sparse models that capture group-membership predictive relationships. Portfolios formed to exploit such group-varying predictions based on a parsimonious set of characteristics deliver economically meaningful returns with low turnover. We propose statistical tests based on nonparametric bootstrapping for our results, and detail how different characteristics may matter for different groups of firms, making comparisons to the existing literature. [ABSTRACT FROM AUTHOR]

Understanding effective marketing decision-making is key to driving business performance. However, knowledge of marketing decision-making by microbusiness owners is limited. Moreover, little is known about how microbusiness owners make marketing decisions under crisis conditions. This article explores entrepreneurial marketing decision-making by women microbusiness owners during the COVID-19 pandemic, through qualitative interviews with providers of children's activities, who migrated their services online during lockdown. Findings shed light on their marketing decision-making by highlighting transitions between causation and effectuation approaches and identifying key resources leveraged in effectuation decision-making. We also observe how distinct principles of effectuation may be combined to make effective marketing decisions. In addition, we discern interactions within networks and membership of communities of practice as collective influences on women microbusiness owners' entrepreneurial marketing decision-making. [ABSTRACT FROM AUTHOR]

The H-1B visa program allows companies to hire skilled foreign workers. Before 2014, the vast majority of these visas were allocated on a first-come-first-served basis. Since then, the program has been severely oversubscribed and all cap-subject visas have been allocated through lotteries. The authors merged Compustat data with administrative firm-level data on the universe of approved petitions for H-1B visas. Using difference-in-differences and matching estimators, this article finds that the switch in the visa allocation system negatively affected the growth of companies that used the H-1B program. Results indicate that these effects are quantitatively large and that their magnitudes grow over time. [ABSTRACT FROM AUTHOR]

In markets, individuals use three main evaluation modes to categorize and subsequently value organizations based on received organizational cues: prototype-based, exemplar-based, and goal-based evaluation. Starting with the premise that individual audience members use prototype-based evaluation as a default evaluation mode when receiving expected organizational cues, this paper derives a theory that connects unexpected organizational cues with an individual audience member's likelihood of switching from prototype-based evaluation to either exemplar-based or goal-based evaluation. Individual audience members' switches between modes, which we refer to as evaluation-mode heterogeneity, lead to changes in their valuation of typical organizations relative to atypical organizations. Our proposed theory has important consequences for research on valuation in markets accounting for apparently conflicting findings in prior studies, and on optimal distinctiveness. [ABSTRACT FROM AUTHOR]

A central idea in the behavioral theory of the firm is that when an organization's performance falls below aspirations, a search for solutions is triggered. While this aspiration-based model has dominated the empirical literature, it is only one of two Carnegie School accounts of how firms use performance feedback to regulate behavior. We call the second account the belief-based model. This model focuses on the characteristics of the choice alternatives faced by firms and the challenges inherent in evaluating them. Using a computational approach, we demonstrate that the predictions of the belief-based model may explain instances where search increases, rather than decreases, as performance improves. This behavioral pattern, both above and below the aspiration, is prevalent in empirical research but not well accounted for using the aspiration-based model alone. We then develop the integrated discovery and evaluation of alternatives (IDEA) model of problemistic search, which integrates the two models and identifies the organizational and environmental factors that induce one or the other constituent submodels. We highlight the implications for empirical research on performance feedback and extensions to account for additional theoretical constructs, such as affect and politics. [ABSTRACT FROM AUTHOR]

We examine the impact of the Sarbanes–Oxley Act of 2002 (SOX) and the global economic crisis of 2008 on revenue generation patterns of public accounting and law firms. Using a sample of firm-year observations from both industries, we show that since the enactment of SOX, public accounting firms have significantly increased leveraging of partner time and decreased charge-out rates to boost their revenue per partner. While law firms also exhibit an increase in revenue per partner in the post-SOX era, their increase is rooted in higher average charge-out rates and lower leveraging. During the crisis, the public accounting industry was insulated by the relatively inelastic nature of its services. By contrast, law firms suffered a decline in demand for their services, which reduced their revenue generation by reducing their charge-out rates. We also consider cross-sectional variations within each industry and find significant differences across firms in the impact of SOX and the economic crisis. Notably, large firms in both industries were more significantly impacted by SOX and the Big 4 accounting firms were adversely impacted during the crisis. Our study sheds light on the revenue generation and human resource consequences of two significant macroeconomic events for two professional service industries that serve as watchdogs in our capital markets. [ABSTRACT FROM AUTHOR]

We investigate whether board-interlocked firms via an audit committee (AC) board member exhibit correlated non-audit service (NAS) purchases, and whether financial reporting quality and future firm performance vary with the amount of correlated NAS purchases from the AC interlock. We find that AC interlocked firms have positively correlated total NAS and three NAS subtypes—Tax, Assurance, and Other—in the overall sample period from 2000 to 2016, and in each of the subperiods pre- and post-SOX (Sarbanes–Oxley Act). Firms with a larger NAS component that is explained by the AC interlock tend to exhibit lower financial reporting quality. We also find evidence that firms with higher AC interlocked NAS purchases are associated with lower future performance, although this association exists only in the pre-SOX period. Overall, the evidence suggests that greater NAS purchases among AC interlocked firms can have a detrimental effect on financial reporting quality and auditor independence. While these detrimental effects are concentrated in the pre-SOX period when there were less restrictions on NAS purchases, we find some evidence that the association with lower financial reporting quality persists in the post-SOX period. [ABSTRACT FROM AUTHOR]

Research on women in leadership positions has largely focused on the board or top management team (TMT) leadership level, showing that increased female representation at these levels can benefit organizational performance. However, the strategic implications of female representation at middle management have been largely neglected. The current study addresses this issue in relation to High Performance Work System (HPWS) improvement and organizational performance (profitability). By analyzing the multi‐wave (2009, 2011, and 2013) Workplace Panel Survey (WPS) data collected from 1101 organizations in South Korea, we found a gender diversity advantage at middle management; that is, a higher level of gender diversity of middle management translated into a higher level of organizational performance due to HPWS improvement. However, this advantage appeared only in the presence of a high level of subordinates' gender diversity. Our findings have important implications for gender diversity and strategic human resource management. [ABSTRACT FROM AUTHOR]

Copyright of Contemporary Accounting Research is the property of Canadian Academic Accounting Association and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

How do organizations reconcile the cross-pressures of conformity and differentiation? Existing research predominantly conceptualizes identity as something an organization has by virtue of the products or services it offers. Drawing on constructivist theories, we argue that organizational members' interactions with external audiences also dynamically produce identity. We call the extent to which such interactions diverge from audience expectations performative atypicality. Applying a novel deep-learning method to conversational text in over 90,000 earnings calls, we find that performative atypicality leads to an evaluation premium by securities analysts, paradoxically resulting in a negative earnings surprise. Moreover, performances that correspond to those of celebrated innovators are received with higher enthusiasm. Our findings suggest that firms that conform to categorical expectations while being performatively atypical can navigate the conflicting demands of similarity and uniqueness, especially if they hew to popular notions of being different. [ABSTRACT FROM AUTHOR]

Challenges and trials in HR require everything that deals with being a person to anyone and any office. This study aimed to contribute to the field of human services management as well as to business and management by measuring the process of organizational learning, work engagement, and the role of HR officers in HSOs in Cagayan de Oro City to be backed up with the best model when dealing with its staff and faculty regarding organizational performance. The study used descriptive correlational and causal-comparative designs. Two hundred fifty-five respondents were fulltime staff and faculty in the selected higher institutions in the city. A researcher's survey questionnaire was used to gather the data and identify the influence of the variables. Results revealed that the respondents' answers were highly aware, very highly implemented, very highly engaged, and very highly performed when dealing with the organizational performance of HEIs, showing causal model 3 is the best-fit model for organizational performance. It is concluded that the environment plays a vital role in the level of awareness of the role of human resource officers, where improvements in the hiring process must be thoroughly evaluated, leading to the organizational performance of the higher education institutions. It is recommended that the administration encourage the HR officer to propose a continuous development of emotional intelligence programs and seminars to improve the social-emotional awareness of the employees, leading to well-developed self-control and interpersonal skills, which are vital to the organizational performance of institutions. [ABSTRACT FROM AUTHOR]

The study explores the impact of Alternative Work Arrangements (AWA) on organizational performance in the context of the COVID-19 pandemic, focusing on public school teachers' experiences in the Philippines. The Civil Service Commission (CSC) introduced AWA policies, such as work-from-home, skeleton workforce, and flexible working hours, to ensure the continuity of public services while prioritizing the safety and health of employees. This qualitative research utilized an interpretive approach, gathering data through Google Forms interviews with eight participants who had experienced AWAs. Four major themes emerged from the data: work-life balance, the suitability and challenges of AWAs, adaptation and adjustment to the new working conditions, and a focus on results. Participants reported that AWAs allowed for a better work-life balance and personal safety, though they faced challenges such as technological limitations and time management issues. The study found that teachers and their superiors were generally supportive of the AWAs, with a focus on output rather than physical presence. These findings underscore the potential of AWAs to enhance organizational performance by increasing employee satisfaction and productivity, despite the challenges of transitioning away from traditional work setups. The research suggests further examination of AWA policies to enhance their implementation and address gaps, such as providing more robust technological support and family-friendly work environments. [ABSTRACT FROM AUTHOR]

Purpose: Knowledge management is a common practice in organizations, with empirical evidence suggesting that organizations value the breadth of their knowledge capabilities. This study investigated transformational leadership styles and their influence on knowledge management practices and organizational performance. Design/methodology/approach: A quantitative survey was conducted, and data from 270 managers of Islamic banks in the United Arab Emirates were analyzed. Findings: Transformational leadership (TL) considerably affects organizational performance and knowledge management capabilities (KMC). Originality/value: This study offers critical insights into adopting knowledge management practices and discusses the theoretical and managerial implications of its findings. Furthermore, it elucidates the crucial impact of transformational leadership on organizational performance and KMC. [ABSTRACT FROM AUTHOR]

This study explores the relationship between AI applications and supply chain concentration. We measure the AI applications of Chinese listed firms based on text analytics on annual reports from 2007 to 2021. Our results show that AI applications reduce supply chain concentration, and these results are robust to endogeneity examination. In addition, AI reduces companies' supply chain concentration by enhancing their bargaining power and, in turn, improving their operational performance. [ABSTRACT FROM AUTHOR]

This study was conducted to determine the relationship and influence of financial inclusion on the business performance of micro and small enterprises (MSEs). The level of financial inclusion was investigated through access, usage, quality, and welfare. Business performance with its dimensions of sales growth, capital growth, labor increase, market growth and profit growth were also examined. Consequently, the relationship between financial inclusion and business performance, and the influence of financial inclusion on the business performance of MSEs were studied. Descriptive-correlational design was used to explore and describe connections between financial inclusion and business performance. Data were collected from the fifty (50) owners and managers of MSEs using stratified random sampling technique. Upon careful analysis of the results, it became evident that micro and small enterprises demonstrate a very high level of financial inclusion, coupled also with high results of their business performance. Further, it is found that there exists a statistically significant and positive relationship between financial inclusion and business performance. Moreover, it was revealed that financial inclusion significantly influences the business performance of MSEs. These findings underscore the critical importance of enhancing the financial inclusion initiatives for MSEs as it directly impacts and improves their overall business performance. [ABSTRACT FROM AUTHOR]

The question of what is the right amount of managerial autonomy has been widely debated. The new public management movement argues that increased autonomy will be used by managers to improve organizational performance. Skeptics argue that managers in the public sector are likely to shy away from using increased autonomy. To bring the literature forward we theorize the link between reforms awarding managers increased autonomy and subsequent organizational performance outcomes. We identify four steps in this causal chain, which are easily conflated. We demonstrate empirically the potential of focusing on the intermediary mechanisms of increasing managerial autonomy. A large-scale municipal amalgamation reform in Denmark provides a unique opportunity to study the immediate impacts of changes in managerial autonomy in public schools. The results indicate that granting public managers more freedom has intermediary effects on factors such as hiring patterns and organizational demographics. [ABSTRACT FROM AUTHOR]

This research aims to emphasize on Dynamic Capability View and Human Capital Framework to analyze the effect of HR Analytics capabilities on organizational performance with innovative capability as a mediator. Further, the study will evaluate the role Technological Turbulence as a moderator. An empirical test utilizing a sample of 418 Indian HR professionals through structural equation modeling and Artificial Neural Network (ANN) was conducted. The findings illustrates that HR Analytics capabilities (intangible resources, human skills and tangible resources) have a significant impact on organizational performance. Innovative capability acts as a significant mediator between HR analytics capabilities and organizational performance. The relationship between organizational performance and innovative capability is positively moderated by technological turbulence. Further the mediated moderation impact of Innovative capability and Technological turbulence was significant between HR analytics capabilities and organizational performance. This research makes recommendations for HR directors and executives on how to effectively utilize their resources while keeping innovation in mind. The influence of technological turbulence encourages organizations to innovate and enhance business performance. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to distinguish how unabsorbed and absorbed slack affects market and financial performance via proactive and reactive supply chain resilience (SCRES), particularly under varying conditions of organizational ambidexterity. Design/methodology/approach: By collecting survey data from 277 Chinese manufacturers, we verify the conceptual model applying structural equation modeling. Findings: Proactive SCRES mediates the positive impacts of both unabsorbed and absorbed slack on market and financial performance, whereas reactive SCRES mediates only their positive effects on financial performance. High levels of organizational ambidexterity strengthen the indirect effects of both types of slack on market and financial performance via proactive SCRES, but not when mediated by reactive SCRES. Originality/value: We introduce a new theoretical perspective to view fits (as mediation) between the use of unabsorbed/absorbed slack in different ways when switching attentions to proactive or reactive SCRES, both of which can be improved through organizational ambidexterity. This study offers novel insights into how managers can switch attentions between proactive and reactive SCRES knowing when to appropriately use unabsorbed/absorbed slack for which purposes, and the use of different learning modes (explorative vs exploitative). [ABSTRACT FROM AUTHOR]

This study examines the role of growth opportunities on stock buybacks and provides evidence on the importance of signaling and agency theories in explaining stock buybacks. Both theories are required to fully explain stock buybacks. As per the signaling theory, we find that the announcement period returns are positive for stock buybacks, which indicates that the buyback firms' stock is undervalued. Furthermore, consistent with agency theory, we also find that the announcement period returns are higher for firms with low growth opportunities and high free cash flow. We also examine buyback firms' long-run stock price performance for 12 months, 24 months, and 36 months following the buyback. We use the Fama–French five-factor model to study the long-run stock performance of buyback firms because of its better explanatory power than the three-factor model. Low growth-high free cash flow firms tend to outperform their benchmark portfolios during this period. Recent regulations such as the Stock Buyback Tax can discourage low growth firms from conducting stock buybacks, which could increase agency costs. [ABSTRACT FROM AUTHOR]