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Climate crisis, resource shortages, and supply chain disruptions increasingly favor the adoption of circular economy concepts like closed-loop supply chain management. Prior studies investigate closed-loop supply chain orientation (CLSCO) as suitable orientation and its relation to fragments of environmental and operational firm performance merely in efficiency-driven economies. However, its aggregate effect on the level of company market value, particularly in the context of varying competitive intensities, as well as its significance in innovation-driven economies so far remain surprisingly underexplored. Addressing this gap, our study leverages the practice-based view (PBV) to assess the influence of CLSCO on company market value in innovation-driven economies. Our analysis of an extensive, longitudinal dataset, consisting of 3,696 observations from S&P500 companies spanning over 23 years (2000 – 2022), reveals a positive relationship between CLSCO and company market value. For environments with low competitive intensity, the positive association of CLSCO on company market value is further amplified. [ABSTRACT FROM AUTHOR]

We extend performance feedback research by considering the influence of dominant coalitions' political goals on firms' responses to performance feedback. We propose that dominant coalitions use the opportunity afforded by strong performance to make changes that reinforce their dominance, while taking defensive maneuvers to neutralize the threats to their dominance posed by poor performance. However, dominant coalitions' ability to leverage the opportunities or address the threats depends on the amount of political slack they have. Our analysis of South Korean family-controlled firms shows that endowed with enough political slack, a family coalition can retain the incumbent family CEO despite below-aspiration performance and initiate a family CEO succession, especially by a next-generation family member, even when above-aspiration performance calls for the retention of the incumbent CEO. [ABSTRACT FROM AUTHOR]

Debates about the effectiveness of female leadership and whether followers' perceptions of leader charisma are differential between male and female have been continuous and escalating. Catering to the trend, we explore the relationship between leader gender and followers' perceptions of leader charisma with pair data collected from upper-level leaders and their followers. Specifically, according to social role theory and the power shield hypothesis, we hypothesize that female leaders, compared to male leaders, are evaluated as more charismatic. In this process, dialectical leadership behaviors could effectively mediate the effect of gender differences on perceptions of leader charisma, where female leaders are appraised as exhibiting more dialectical leadership behaviors than their male counterparts. Furthermore, we consider followers' perceived leader support as the boundary condition, which could weaken the extent to which gender differences influence perceptions of leader charisma via dialectical leadership behaviors. Data analyses from 156 upper-level leaders and 661 direct followers support our hypotheses. Theoretical and practical implications, as well as future directions of current research are also discussed. [ABSTRACT FROM AUTHOR]

The vulnerability of virtual leadership consistently arises when few studies could answer "what happened in the virtual team" and "why traditional leadership is less functional". In line with this research theme, we adopt social exchange theory and offer our fundamental proposition that instrumental and socioemotional resource exchanges in leader-member exchange (LMX) and member-member exchange (MMX) dramatically collapsed. To better depict the exchange processes, we compile exemplifications of currencies in social exchange relationships from past studies in LMX and MMX contexts. Next, we borrow the literature on team geographical composition and two theories regarding social interactions in virtual teams (i.e., social presence theory and media richness theory) to depict the dynamic processes intricately. In conclusion, we point out that there is an asymmetrical filtration on the two forms of resources, adversely impacting LMX, MMX, and leadership functions. Furthermore, catering to the characteristics of a virtual team and two forms of resources, we offer strategies to manage the virtual instrumental and socioemotional resources. [ABSTRACT FROM AUTHOR]

This article contextualises the implications of green-energy investment on the body-territories of the indigenous Wayúu women of La Guajira, Colombia. We conducted a qualitative study to explore the struggles of Wayúu women to preserve and defend their territories when impacted by large-scale investments through the theoretical frameworks of decolonial feminism and body-territory. The multidimensional problem that underpins wind-energy investment in La Guajira is intertwined with community conflicts caused by disputes over territorial control and lack of respect for indigenous peoples' epistemologies. This is economic colonialism under the rhetoric of a pressing need to invest in green-energy. Wayúu women are ready to use decolonial feminism to protect their lands from new green-investor colonists in defence of Mother Earth due to their cosmovision of body-territory: bodies suffer when the land suffers. We contextualise a dichotomy between 'decolonial feminism practices through body-territory cosmovision in defence of Mother Earth' and 'territorial control perpetrated by new green-investor colonisers'. Long-term investment and energy transition rhetoric that respects indigenous peoples' ancestral territories could aid in the development of coherent public policies towards decarbonisation while protecting the rights of indigenous women. [ABSTRACT FROM AUTHOR]

Organizations are increasingly attuned to the value of employee-driven innovation, but creating conditions that facilitate the development of creative ideas for organizational improvement can be a challenge. Building on construal level theory, we suggest that employees' mental representations of their organizations influence motivation, thereby promoting creativity. We conducted a two-week within-person field experiment in a Fortune 100 company, in which we manipulated construal level and coded employees' suggestions for organizational improvement. High construal level was associated with enhanced creative idea generation (greater novelty and promotion orientation of suggestions), mediated by increased organizational identification and autonomous motivation. However, these effects were disrupted for employees who were experiencing high perceived uncertainty around organizational change. We discuss theoretical and practical implications for employee cognition and creativity in organizations. [ABSTRACT FROM AUTHOR]

In this study, we investigate how the performance of an acquisition is influenced by the acquisitions and divestitures previously conducted by the target firm. By combining insights from the corporate strategy literature and organizational structure research, we propose that the efficiency of an acquisition's post-merger integration phase is negatively affected by the target's levels of structural fragmentation, which, in turn, are increased by acquisitions and reduced by divestitures. Based on this perspective, we hypothesize that the performance of an acquisition worsens as the size of assets acquired by the target prior to the acquisition increases, particularly if those assets are unrelated to the target's core business. Conversely, we suggest that the performance of an acquisition improves when the target has divested assets, especially if they are unrelated to its core business. To support our viewpoint, we analyzed data from a sample of acquisitions announced between 1985 and 2019 among U.S. public firms. The results strongly support our claims, making a significant contribution to the corporate strategy literature, expanding research on organizational structure, and providing valuable managerial insights about how to maximize acquisition performance. [ABSTRACT FROM AUTHOR]

This study explores the constitutive role of religious rituals in identity work within family firms, focusing on a faith-led family business in Anatolia, Turkey. Employing an ethnographic approach, we examine how firms integrate religious rituals into their daily operations, shaping identity and culture. Our investigation reveals three key dynamics: fostering unity and egalitarianism, weaving faith into business practices, and cultivating communal bonds and cultural integration. These dynamics underscore the transformative role of religious rituals in creating liminal spaces for identity work, where traditional structures and roles are temporarily dissolved, facilitating alternate understandings and identities. This research makes three significant contributions to the literature on family firms and identity work. Firstly, it delineates how religious rituals inherently constitute identity work, emphasizing their dynamic role in fostering unity, weaving faith into business practice, and cultivating communal bonds. Secondly, this research broadens the discourse on identity work in family firms by underscoring an intrinsic role for religious rituals. Lastly, it extends knowledge on religious values in family firms, focusing on how rituals embed preferred values within a business's cultural and operational fabric, thereby enriching our understanding of the role of rituals in shaping the character and ethos of family firms. [ABSTRACT FROM AUTHOR]

Current management literature conceptualizes "data collection" — or the organizational process of gathering inputs to train and validate transformational technologies — as a bounded process involving technical work, limited interaction between stakeholders, and finite time. In our 16-month ethnographic study of a healthcare organization developing artificial intelligence (AI) systems, the project team initially approached data collection for AI as literature predicts. We found, however, the project team engaging in a process of data creation involving expansive interactions across different occupations, spanning many organizational practices, and involving diverse stakeholders. Our findings uncovered four consequential, but overlooked, components of the expansive data creation process: what is the phenomenon for which an AI model should be built, what is considered data about the phenomenon, which data can be collected, and which data are ultimately recorded. As a result, this paper's central insight is that rather than conceptualizing data for AI in organizations as a raw, independent, objective resource which is collected through a bounded process, our study highlights how data is contextual, subjective, and dependent, and is actively created through an expansive, iterative approach within organizations. We discuss the theoretical and empirical implications of our results for organizations pursuit of transformational technologies. [ABSTRACT FROM AUTHOR]

Addressing grand challenges confronts organizations with global-local and other paradoxes that can result in paradox knots, where the response to one paradox impacts another. Drawing on a longitudinal qualitative case study of a non-governmental organization (NGO) operating in Uganda, we study how such knots impact paradox salience, that is their visibility and perceived urgency. We elucidate the knotted nature of two paradoxes: a global-local paradox and an identity elasticity paradox. Our analysis shows how the salience of these paradoxes developed inversely as the NGO's response to the global-local paradox amplified the salience of the identity elasticity paradox while its response to the identity elasticity paradox mitigated the salience of the global-local paradox. With these findings we contribute to paradox literature by developing the concept of 'knotting mechanisms' that tie paradoxes together and at the same time impact their salience. We explain how such mechanisms can produce different types of paradox knots. We further contribute to the literature on global-local tension in the context of NGOs by providing a more comprehensive understanding of local adaption of NGOs is not just a reaction to the 'misfit' between global and local conditions, but rather to the paradox knot with the organizational identity elasticity paradox. [ABSTRACT FROM AUTHOR]

Cross-sectoral collaborations (XSPs) are promising solutions to addressing societal problems. Yet the understanding is limited regarding how these collaborations unfold when they are bounded in a geographical location (i.e., place-based) and organizations need to repeatedly collaborate due to limited choice of partners. To develop insights into the dynamics in place-based XSPs, we conducted a qualitative study of the collaborations between a National Health Service hospital and third-sector organizations in a community located in the East England area. We found that informal relationships play crucial roles and interact with formal relationships to drive place-based XSPs. We demonstrated how the shadow of the past and the shadow of the future jointly affect XSPs in both positive and negative ways, shaping the management of challenges in these collaborations. Moreover, we revealed the unique externalities of placed-based XSPs. Integrating our findings, we developed a model to theorize how different components interact in place-based XSPs and the associated outcomes. By bringing the role of places to the surface, we provide a comprehensive depiction of the dynamics in place-based collaborations and contribute to the literature on XSPs and on interorganizational relationships. [ABSTRACT FROM AUTHOR]

Despite theory that highlights the importance of both leader and subordinate perceptions of human resource (HR) practices, most studies have focused on perceptions related to the content of HR. We contribute to the literature by using signaling theory to examine leader-subordinate perceptions of HR attribution. We develop and test a model by arguing that (dis)agreement between leader-subordinate perceptions of well-being HR attribution has meaningful effects on employee well-being through organizational-based self-esteem (OBSE). Using a polynomial regression model, our results show that when employee well-being HR attribution is congruent with leader well-being HR attribution, employee OBSE increases which results in an increase in employee well-being. Our study advances the HR literature by highlighting the critical importance of taking a dyadic perspective to understanding the impact of HR attributions. [ABSTRACT FROM AUTHOR]

An important role in innovation ecosystems comes to the task of coordinating actors' contributions. This coordination task is especially complex in an ecosystem's bottleneck areas. Additionally, the requirements for this task constantly change as the ecosystem evolves. Although existing studies have stressed the importance of coordination choices in these contexts, it remains unclear, how coordination choices in bottleneck areas change as nascent innovation ecosystems evolve. We fill this gap by empirically tracking central actors' coordination choice changes in bottleneck areas of their ecosystems over the course of the first phases of the ecosystem lifecycle. We apply a multiple case study research design, focusing on original equipment manufacturers of battery electric vehicles and the coordination mechanisms they apply in bottleneck areas. We show how coordination choices evolve over an innovation ecosystem's lifecycle, and reveal the rationale behind coordination choice changes. The results of this study provide guidance to practitioners in coordinating other actors so that the emergence of their ecosystems can be promoted despite bottlenecks. [ABSTRACT FROM AUTHOR]

The theoretical literature on social capital and disasters, as well as conventional wisdom, suggests the importance of pre-disaster relationship building among leaders of responding organizations and agencies for disaster readiness and response. Often implied, but rarely tested empirically, research presumes a positive and linear relationship associated with investments in social capital for effective disaster response. Any amount of relationship building is better than none, but more is better. But is it? In this article, we use a rare longitudinal, pre-post disaster dataset of dyadic ties among leaders to examine key questions related to investments in social capital before a disaster, the expected payoffs from these investments, the actual payoffs of these investments and the marginal effects of such investments. Our findings indicate that pre-disaster relationship building has a non-linear relationship to expected payoffs and actual payoffs. Marginal effects analysis suggests three interesting, though perhaps counter-intuitive, relationships between the investment and expected and actual payoffs in social capital. First, leaders reported expecting disproportionately high payoffs from relatively small relationship investments prior to the incident. Second, infrequent pre-disaster interactions were found to be no different than no prior interaction when looking at actual payoffs from these investments. Finally, relationships that were deemed most problematic were among those with weak ties. Overall, results suggest that the efficacy of pre-disaster relationship building is more complicated than one would expect based on extant literature. More investment in social capital may be better in some cases, but the benefits from these investments appear only after a certain threshold is met and, in some cases, may have diminishing returns. Potential theoretical drivers for these seemingly counter-intuitive findings are discussed while calling for further research to investigate these dynamics in other contexts. [ABSTRACT FROM AUTHOR]

Despite a general call for the critical rethinking of management and organizations knowledge using postcolonial lenses, the literature on work identities has been evolving with poor connection with critical approaches that counter the "Western-centric" character of our field of inquiry and allow for the peculiarities of the Global South to be brought to the fore. Hence, this paper aims to answer how to offer a postcolonial critique of management and organizational knowledge on work identity by scrutinizing the obscure theoretical interplay between subjectivity and identity. To do so, it articulates the postcolonial constructs of hybridity, mimicry and liminality so as to fill four ontological gaps identified in the way work identity has been framed in the extant scholarship: as (1) a duality between subjectivity and social identity; (2) an external entity one must comply with; (3) an interchangeable phenomenon; (4) a juxtaposing phenomenon. Its contribution lies in proposing the study of identities and subjectivities as hybrid encounters. This is to be fulfilled in three ways. First, by exploring mimicry between the two constructs in the form of agency and control, sameness and alterity, and stability and change. Second, by acknowledging how to differently operationalize discursive practices so as they reflect either subjectivities or identities in field data collection. Third, using researchers' own subjectivities and identities to create a 'liminal space' with which to engage with participants' hybrid encounters. [ABSTRACT FROM AUTHOR]

Leveraging unique and valuable resources is often cast as the primary source of economic rents, but current market outcomes cast doubt on this assumption. Three of the six companies with the highest global market capitalization in 2022 (Apple, Tesla, Microsoft) were upstarts in their industries with few resources at their origins and, surprisingly, incumbents (media publishers, Daimler, IBM) actively collaborated with entrants to help assemble the resources they required. We show how entrants compete with their theories to induce incumbents to help them generate resources critical to their own disruption. We combine work in the theory-based view and value capture theory and highlight two distinct sources of economic rents: awareness rents and resource rents. Our central result is that partial revelation of superior awareness of the entrant to the incumbent can lure the latter into a partnership while the entrant can effectively capture most of the economic rents arising from controlling the disruption. Thus, we qualify Barney's idea on economic rents and demonstrate that controlling the awareness of superior theories among stakeholders is a mechanism that may explain the disruption of entire industries by companies like Apple, Tesla, or Microsoft. [ABSTRACT FROM AUTHOR]

Digital platforms increasingly integrate generative AI to dynamically create, optimize and adapt content with the aim to create novel opportunities for platform's viability. However, the integration of GenAI into digital platforms fundamentally transforms complementors' role as GenAI is able to autonomously generate content which was previously exclusively performed by complementors. To understand how platforms manage the changing role of complementors in response to AI generated content, we draw from an in-depth qualitative study of a digital learning platform. This empirical case allows us to explore which tensions arise between platform complementors and GenAI's agency, and how the platform provider engages in different boundary work to manage the changing role of complementors to ensure the platform's viability. Our study aims to contribute to the literature on GenAI and digital platforms. [ABSTRACT FROM AUTHOR]

This paper explores a new way to understand sustainable innovation—new and potentially useful ideas, products, services, or processes to improve sustainability performance. To do so, I adopt a regeneration perspective—an emerging paradigm in sustainability research. Innovation in the regenerative paradigm, or regenerative innovation, seeks to cultivate relationships with nature, and local communities to create positive impacts by restoring, reconciliating, and reinforcing the quality of the social and ecological systems (SESs). This work conceptualizes and operationalizes regenerative innovation as a new construct, juxtaposing it with research on innovation in classical economics and strategy views, and on sustainable innovation in sustainability literature. Attempting to move the innovation construct into a new trajectory, this paper contributes to strategy research by recognizing regenerative innovation as a new, potential source of competitive advantage. I conclude the paper with theoretical implications and future research avenues. [ABSTRACT FROM AUTHOR]

Prior research offers conflicting findings regarding the effect of family involvement in a firm on the firm corporate entrepreneurship. Some studies suggest family involvement has a positive effect on corporate entrepreneurship, while others suggest the opposite. This study argues that family commitment—the essence of family influence —plays an instrumental role in corporate entrepreneurship. From the dominant coalition perspective, we theorize that family commitment facilitates corporate entrepreneurship and the effect of family commitment is mediated through the firm's long-term orientation (LTO). An empirical analysis of 956 family firms from China supports our hypotheses. This study provides new insights into the relationship between family influence and corporate entrepreneurship in family firms, as well as highlights the LTO as the underlying mechanism of family influence. [ABSTRACT FROM AUTHOR]

Although narcissists often emerge as leaders, how and why the relationship may vary across cultures is unexplored. Drawing on implicit leadership theory, four experiments (N = 2911) explained why the effect of narcissism on leadership emergence is more positive in China compared with the US. While perceived agency (e.g., dominance, confidence) facilitated narcissists' way to the top in both countries, in China, narcissists were less perceived as lacking communion (e.g., warmth, forgiveness), so that such deficiency was less strongly punished. Study 4 further showed that paradoxical thinking and typical leadership prototype explained why Chinese were more likely than Americans to associate narcissism with communion. We discuss theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Treating errors as workplace goal-nonattainment, and applying the cognitive theories of rumination, we investigate how employees' daily error commission may affect their learning outcomes (i.e., next-day task efficacy) through two after-work ruminative processes: maladaptive rumination (i.e., affective rumination) and adaptive rumination (i.e., problem-solving pondering). Furthermore, we posit that the effect of daily error commission on these ruminative processes depends on the extent to which individuals consider their errors as goal-nonattainment, which we argue will be affected by error controllability and perceived error management climate. In a 10-day experience sampling investigation of 109 employees (N = 1,090), we found that daily error commission is negatively related to next-day task efficacy via affective rumination, and is positively related to next-day task efficacy via problem-solving pondering. Furthermore, we found both error controllability and perceived error management climate mitigate the negative link between error commission and next-day task efficacy via affective rumination, such that the negative indirect relationship was weaker under either higher error controllability or higher error management climate. Error controllability was also found to mitigate the positive link between error commission and next-day task efficacy via problem-solving pondering, such that the positive indirect relationship was weaker under higher error controllability. Our study contributes to theory and practice by elucidating the processes and outcomes related to individuals' learning from errors at work. [ABSTRACT FROM AUTHOR]

Resource complementarity/synergy, which is defined as conditions where the return of one resource increases in the presence of the other resource(s), is frequently suggested to play a critical role in the development of sustained competitive advantage. However, given that complementarities/synergies emerge through interrelationships between multiple elements of a system and their fit with contextual factors, there are an array of complex factors involved that make them inherently challenging to measure. It is thus no surprise that researchers often face challenges in representing complementarities/synergies associated with resources in empirical studies. In general, there is a lack of understanding of approaches to empirically capture and represent complementarities and the broader notion of synergy. To make progress on this issue, this essay will conduct a systematic review of the empirical studies published in organizational sciences that use the notion of complementaries/synergies and also include an exploratory interdisciplinary aspect by having discussions with researchers in a variety of other disciplines about how they measure or otherwise empirically capture the notion of synergy and complementarities. [ABSTRACT FROM AUTHOR]

We investigate the relationships between college majors, career choices, and earnings disparities among college graduates with STEM degrees across sex and racial/ethnic groups. Utilizing data from the American Community Survey (ACS) and Occupational Information Network (O*NET), we find that college majors and career choices are loosely aligned, with a large proportion of STEM graduates working in non-STEM occupations. In particular, females and racial/ethnic minorities are more likely to choose basic-skill and high-skill non-STEM occupations than their male and Asian/white counterparts. Furthermore, our findings reveal significant variations in earnings premiums among STEM majors, contingent on their career choices. High-skill STEM occupations offer the largest earnings premiums, followed by high-skill non-STEM occupations. Remarkably, there is no earnings premium associated with a STEM degree among college graduates who work in basic-skill occupations. These results underscore the crucial role of career choices in shaping the development of the STEM workforce and highlight their influence on earnings disparities associated with sex and race/ethnicity. [ABSTRACT FROM AUTHOR]

This paper examines the teaching of ecological sustainability in contemporary American business education. We do so through two phases. In Phase 1, we systematically collected data on which of the top undergraduate and graduate US business programs offer a sustainability-related course, identifying 224 courses from 152 unique institutions. In Phase 2, we analyzed 78 syllabi from 48 unique schools we collected from our Phase 1 inquiries. We identify course themes at the individual, organization, and systemic levels. We develop a typology of six types of course designs that incorporate to varying degrees natural and social science concepts, and adopt a general business or a narrow functional perspective. Lastly, we find that faculty themselves demonstrate interdisciplinarity in their formal education. We conclude by surmising about whether Sustainability in Management Education is experiencing a coalescence in the field towards the creation of a discipline in its own right. [ABSTRACT FROM AUTHOR]

This article proposes a novel concept, Green First-Mover Advantages, and explores how different aspects of environmental regulation – market, non-market, influenced or not by dominant firms – act as boundary conditions. The results, based on a sample of 30,393 observations, spanning 5,223 firms headquartered in 65 countries over the period of 2006-2021, support our theorizing, showing not only the contrasting impacts that command-and-control and market-based environmental regulations can exert on the manifestation of GFMA, but also highlighting the significant influence of non-neutral regulatory practices on the intricate connection between each regulatory type and the market share of pioneering firms. [ABSTRACT FROM AUTHOR]

The greater levels of inequality adversely affecting developed western economies in recent years has largely burdened the underprivileged. Engaging in context-sensitive theorising and challenging the preference of dominant ideal entrepreneurial types, we heed a broad scope of calls investigating how entrepreneurship manifests within deprived social housing neighbourhoods in a developed nation context. We introduce the notion of 'little earners' as a distinct manifestation of enterprise undertaken by entrepreneurial refuseniks – individuals who 'refuse what they are refused' and whose everyday entrepreneurial activity may not follow the societal letter of the law – to ameliorate contextual constraints and financial hardship. Drawing attention to how their entrepreneurship is firmly place-based, our study questions the relevance of 'one size fits all' micro-enterprise support and entrepreneurial policy, particularly concerning the standardisation of welfare benefits for those venturing into enterprise within left-behind places. [ABSTRACT FROM AUTHOR]

Previous research has revealed that both male and female investors are more likely to extend offers to entrepreneurs of the same gender, but female-backed women entrepreneurs may struggle to raise additional funds from new investors. However, same-gender support may face challenges from the shadows of high-profile scandals of firm misconduct, particularly those involving prominent female figures. Using the Google search index of the high-profile female figure Elizabeth Holmes, I identify the impact of public attention by (1) dividing US states into treatment and control groups based on the median of the aggregate index of "Elizabeth Holmes" from 2015 to 2023; (2) using Google Trends API as a proxy of attention to female-centric scandal to explore investor response in the aftermath. The primary findings show that female investors are more active in the funding rounds in more attentive states, while this increased involvement appears driven by male-led startups after the scandal. Importantly, the engagement of female investors with female-founded startups did not waver, with support from female partners rising post-scandal in all states regardless of the level of public attention. [ABSTRACT FROM AUTHOR]

Digital platforms have increasingly leveraged personal information as a strategic asset. Recent privacy regulations gobally, such as General Data Protection Regulation (GDPR), have initiated discussions about the privacy concerns associated with how these platforms use personal information, especially personally identifiable information. Despite burgeoning interest, there is a notable gap in research specifically addressing the regulation of personally identifiable information. This study investigates the impact of disclosing identifiable versus non-identifiable information on user engagement in digital platforms. We conducted a large-scale randomized field experiment on a major Chinese e-commerce platform. Our findings reveal that non-identifiable personal information significantly enhances user engagement, evidenced through increased clicks, product views, and seller views, while mitigating privacy concerns. Interestingly, this effect is more pronounced among users who serve dual roles (as both buyers and sellers) and those with shorter tenure on the platform, indicating heightened sensitivity to privacy risks in these segments. This study not only offers insights into effective management of personal information on digital platforms but also underscores the need for tailored approaches considering diverse user segments and privacy concerns. [ABSTRACT FROM AUTHOR]

Multiple paradoxes within cross-unit collaboration intertwine to form paradox knots. However, the process through which these paradoxes are knotted and unknotted, impacting dynamic disequilibrium, remains unclear. This paper conducts a longitudinal case study on the growth of a newly established online unit navigating multiple paradoxes in cross-unit collaboration. Our research reveals how multiple paradoxes transition from latent states to salient conditions, thereby influencing organizational disequilibrium through a cyclical process of knotting and unknotting. We introduce a process model that delineates two sub-processes affecting dynamic disequilibrium. Firstly, organizational-level generative reorganization and transparadoxical metaphor render paradoxes salient, while elastic enactments at the business unit level knot these paradoxes, amplifying disequilibrium. Secondly, this disequilibrium triggers new generative reorganizations that make the paradoxes latent and unknot them, thus returning the organization to a state of orderly disequilibrium. The study contributes to paradox theory by integrating the concepts of latency and salience into paradox knots, offering a cyclical process from knotting to unknotting, and providing insights into the states of dynamic disequilibrium. [ABSTRACT FROM AUTHOR]

This paper examines how Corporate Social Irresponsibility (CSI) affects the employees of irresponsible companies. Using an employer-employee matched dataset from Brazil, we investigate whether two major CSI events involving large Brazilian companies led to spillovers to their employees. First, employing a synthetic control method, we find that CSI sharply increases the turnover rates of the offending companies at the time of the event. Second, by expanding the investigation to the individual level, we find that employees who leave the irresponsible firms spend more time out of the formal labor market and make less money over time compared to people leaving companies not involved in CSI scandals. This paper goes beyond the traditional firm-level research on CSI and provides large-scale empirical evidence of the impact of CSI effects on workers, suggesting a reputational spillover effect from irresponsible firms to their employees. [ABSTRACT FROM AUTHOR]

Firm corruption has become an institutionalized practice in Africa. We show that this phenomenon can be partly explained by the slave trade history, which was corrupt in its own right. Combining historical data of the slave trade with contemporary firm-level survey data on firm corruption, we find a robust, positive relationship between the number of slaves exported from a country and current firm corruption intensity and depth. In areas that suffered high historical levels of slave extraction, modern-day firms pay more bribes. To explore the persistence of structural corruption, we draw on Rawls's theory of justice and Jean-Paul Sartre's account of bad faith to argue that injustice is one of the specific features that characterize extractive institutions conducive to corruption. By employing the World Values Survey (WVS), we examine the injustice of formal institutions and informal norms as potential channels to explain the historical slave trade's impact on present-day firm corruption. Our study contributes to the institutional theory and firm corruption literature by showing that the taken-for-granted business practice of firm corruption in Africa has roots of injustice that run deeply into the slave trade history. [ABSTRACT FROM AUTHOR]

Prior research is inconclusive on how venture capital (VC) backing affects new venture performance. Our meta-analysis of 102 articles quantitatively reviews, evaluates, and discusses key findings. We test the VC investment-funded firm performance relationship through multiple performance aspects and highlight the important moderating role of entrepreneur ties, networks, and social capital and we offer future directions. [ABSTRACT FROM AUTHOR]

A fundamental culture change towards more inclusion in organizations is required to fully utilize the benefits of diversity. However, the know-how of creating a culture of inclusion has been underexplored. To address this gap, we explain how the diversity rhetoric and narratives organizations utilize play an essential role in the creation of such a culture through their impact on social majority middle managers' identity as leaders and their inclusive leadership behaviors. Drawing from the leadership perspective of culture change and the organizational change literature, we theorize a progress model of culture creation, such that organizational diversity rhetoric and narratives can either activate or subdue threats to social majority middle managers' leader identity, which can in turn decrease or increase their inclusive leadership behaviors. In this way, behaviors modeled by middle managers shape the culture of the team they lead, and the team-level culture change will eventually spread to affect the organization-level culture. We further propose two moderating mechanisms affecting the strength of the threat response: middle managers' past experience managing diversity and change and their perceived fairness of the organizational diversity policies. [ABSTRACT FROM AUTHOR]

While organizations strive to cultivate high-performing employees, certain influential factors may originate outside the purview of the organization. Parenting styles experienced at an early age exert a profound and enduring influence on individuals' developmental outcomes, yet our understanding of their impact on workplace performance remains limited. To address this research void, we examine the relationships between early-age authoritative parenting and employee task performance and creativity. Drawing from self-determination theory, we argue that early-age authoritative parenting indirectly impacts employee task performance and creativity via resilience, with job stress functioning as a second-stage moderator. Results from multi-source, time-lagged data of 300 employees and their direct supervisors support our predictions. Specifically, early-age authoritative parenting was positively associated with employee task performance and creativity through resilience, with the positive effects being more pronounced for those experiencing higher levels of job stress. This paper thus expands our understanding of the link between employees' early family experiences and workplace effectiveness, providing a springboard for future research from parenting to productivity. It also provides valuable insights for organizations seeking to improve employee performance. [ABSTRACT FROM AUTHOR]

While prior research has identified the harmful effects of off-the-job responsiveness on employees, coworkers' roles in this process have been largely unknown. Guided by social learning theory and conservation of resource theory, we contend that coworkers' daily off-the-job responsiveness can spread to affect employees' daily off-the-job responsiveness, thereby impacting employees' daily on-the-job vigor and hence daily creativity. We collected data from 235 employee-coworker dyads over 10 workdays and showed that (a) coworkers' daily off-the-job responsiveness (and on-the-job vigor) were indeed positively related to employees' daily off-the-job responsiveness (and on-the-job vigor), and (b) employees' daily off-the-job responsiveness negatively predicted their own daily on-the-job vigor, lowering their daily creativity. Moreover, extraverts (vs. introverts) were even more likely to experience these effects. This study contributes to the employee communication and work-life balance literatures by revealing why coworkers' daily off-the-job responsiveness and on-the-job vigor can be contagious, shaping employee daily creativity, especially for extraverts. [ABSTRACT FROM AUTHOR]

In this paper, we explore the inter-identity work of globally mobile professionals who relocate to a semi-peripheral region of their professional field. To explore and study this phenomenon, we chose the setting of business school academics relocating to the Nordic region. We elucidate how these academics perceive their relocation to a semi-peripheral region and further engage in professional identity construction, with or without associating themselves with the Nordic region. We try to understand how they deal with the "center vs periphery" identity conflict as they (re)construct their professional identity. To do so, we conduct this interview-based study to allow our interviewees to narrate their experiences and self-perceptions of being an expatriate academic in Nordic region. We further use identity theory and a narrative perspective on inter-identity work to theorize how these expatriate academics engage in inter-identity work. Our findings show the various discursive strategies our participants adopt to (re)construct their professional identity. These are a) (re)construct the superior nature of the periphery, b) resist the status quo by problematizing the superiority of the center, and/or c) divert the focus to the individual agency to reconcile the center-periphery hierarchy. We further discuss the implication of this strategy towards the formation of a regional identity as well as tighter integration to the regional academia. [ABSTRACT FROM AUTHOR]

Dynamic managerial capabilities refer to the ability of managers to integrate, construct, and reconfigure existing resources and competencies through personal perception, skills, and motivation, in order to adapt to and shape the evolving competitive environment. Drawing upon complexity theory, this study investigates the impact of dynamic managerial capabilities on firms' business model innovation and examines the moderating role of firms' digitalization based on 507 samples. The results indicate that dynamic managerial capabilities positively influence both efficiency-centered and novelty-centered business model innovation, with firms' digitalization playing a positive moderating role in this process. Additionally, the study examines the three-way interaction effect, revealing that the higher the level of environmental turbulence, the greater the positive impact of digitalization on the relationship between dynamic managerial capabilities and efficiency-centered business model innovation. This research unveils the crucial role of executives' dynamic managerial capabilities in business model innovation in today's digital era, providing theoretical guidance for firm strategic decision-making. [ABSTRACT FROM AUTHOR]

With the strong proliferation of virtual teams across various organizations and contexts, understanding how virtuality affects teamwork has become fundamental to team and organizational effectiveness. However, current conceptualizations of virtuality rely almost exclusively on more or less fixed, structural features, such as the degree of technology reliance. In this paper, we take a socio-constructivist perspective on team virtuality, focusing on individuals' experience of team virtuality, which may vary across teams and time points with similar structural features. More specifically, we develop and validate a scale that captures the construct of Team Perceived Virtuality (Handke et al., 2021). We present the results of five different studies that demonstrate the construct's content, structural, discriminant, and criterion validity with an overall number of 2,294 teams. The final instrument comprises 10 items that measure the two dimensions of Team Perceived Virtuality (collectively-experienced distance and collectively-experienced information deficits) with five items each. This final scale showed a very good fit to a two-dimensional structure both at individual and team levels and adequate psychometric properties including aggregation indices. We further provide evidence for conceptual and empirical distinctiveness of the two TPV dimensions based on related team constructs, and for criterion validity, showing the expected significant relationships with leader-rated interaction quality and team performance. Lastly, we generalize results from student project teams to an organizational team sample. [ABSTRACT FROM AUTHOR]

"Coming out" at work is important for many lesbian, gay, bisexual, transgender, and queer/questioning (LGBTQ+) individuals to feel authentic. Although both disclosure and authenticity predict various well-being, interpersonal, and work outcomes, little is known about how individual differences predict the experience of authenticity via disclosure and moderate the disclosure-authenticity relationship. Overcoming the erroneous simplification to consider LGBTQ+ employees as a homogeneous group, we illuminate individual differences along the dimensions of LGBTQ+ group identity, gender identity, and sexual orientation. Based on 952 responses from LGBTQ+ employees from 47 countries collected between April and July 2023, we find that disclosure mediates the positive relationships of two LGBTQ+ group identity dimensions – namely, cognitive clarity and behavioral engagement – with authenticity. Cognitive clarity and behavioral engagement also strengthen the disclosure-authenticity relationship. Further, gender identities and sexual orientations play a meaningful role: Female and non-binary employees (relative to men) and bi- and pansexual employees (relative to gays) are less likely to disclose, while non-binary employees also feel less authentic. Herewith, we contribute to the LGBTQ+ organizational literature by delineating the roles of LGBTQ+ group identity, gender identity, and sexual orientation for LGBTQ+ employees' authenticity and disclosure experiences at work, underscoring the need to pay greater attention to individual differences in organizational LGBTQ+ research. [ABSTRACT FROM AUTHOR]

The U.S. have a environmental injustice problem. Manufacturing facilities in underserved communities release more toxic waste than facilities in better-served communities. In this study we examine the potential of a firm governance decision– appointing a Chief Sustainability Officer (CSO)– to reduce toxic releases. We use data from 2004-2020 on the toxic releases of U.S. manufacturing facilities and a difference-in-differences research design with matching to account for the endogeneous decision to appoint a CSO. Our findings show that appointing a CSO leads to a reduction of toxic releases and that this reduction is mostly driven by facilities that are located in underserved communities. Thereby decreasing envrionmental injustice. These findings contribute to the sustainable operations management literature by introducing the concept of environmental justice and by empirically demonstrating the environmental benefits of appointing a CSO. [ABSTRACT FROM AUTHOR]

Teams in the workplace are often tasked with completing big projects which can be allocated in incremental pieces, given to the team in their entirety, or some mixture of the two. Yet, the question remains: Which type of task allocation will help the team perform best? We suggest the answer lies in the examination of fit between the type of task allocation (TA) and the team's task allocation preference (TAP). Given the nascency of research on team-level fit, we adopt a multi-method approach to shift individual-level person-task fit theory to the team level (i.e., team-task fit). First, we investigate the process through which team-level TA-TAP fit unfolds utilizing a qualitative study of visual effects (VFX) artists working on Marvel Studios projects (Study 1). The findings offer a deeper understanding of TA-TAP fit as a team-level phenomenon and highlight shared leadership as a key team-level mechanism connecting TA-TAP fit and team performance. We then deductively test these relationships in a natural project study (Study 2) and an experiment (Study 3), finding that TA-TAP fit, regardless of the type of TA, leads to higher levels of shared leadership and team performance. Our contributions highlight robust findings across research settings and extend fit theory to the team level. [ABSTRACT FROM AUTHOR]

To reap the rewards of expertise and forego its constraints, scholars suggest we must manage the depth and breadth of our experience. In this study, we draw on forty years (1982-2022) of general aviation accident investigations to examine the effect of domain-specific experience on individuals' performance in crisis – moments of acute need where swift and creative decisions are necessary to thwart catastrophe. Our analyses unfold in two parts. First, we predicted and found evidence of a curvilinear association between a pilot's degree of specialization (i.e., the share of total flight hours spent flying a specific aircraft) and performance in crisis such that the accumulation of domain-specific experience generally reduced the odds of fatal injuries and severe damage, except among pilots with highly concentrated experience. Second, we probed the underlying mechanisms and boundary conditions of specialization's effect on pilots' performance. Contrary to our expectations, we found evidence that the cost of domain-specific experience revealed in part one diminished in dynamic, domain-adjacent conditions (e.g., poor weather conditions) that forced pilots to draw on their knowledge in an unfamiliar or unusual context, challenging prevailing theory about domain-relevant context as a conditioning factor in the performance effects of experience. In doing so, this paper contributes to the literature on expertise and research about crisis leadership, suggesting that organizations could benefit from strategies that manage the depth and breadth of individuals' experiences. It also contributes to broader policy discussions about pilot experience and training requirements. [ABSTRACT FROM AUTHOR]

Technology startups often scale by entering new markets. Doing so as a full commitment allows gaining more users to spur network effects, while doing so experimentally by staging market entries enables more learning. (When) do startups expand into new markets as full commitments or experimentally? We assess this question in the international context. As the first study to track startup internationalization worldwide, we use BuiltWith data on language adoption by nearly 50,000 software firms from 2001-2022. Startups, on average, adopt languages gradually, even from smaller markets and with platform business models. These results suggest that startups pursue market expansion experimentally. [ABSTRACT FROM AUTHOR]

Academics and managers are increasingly interested in understanding the temporal patterns of strategic activities to maintain a competitive advantage in a constantly evolving business environment. This study aims to investigate how the dynamic interdependencies among search behaviors influence the innovativeness of firms engaged in integration efforts. To address this question, we employ the NK model approach to simulate the component search and architectural search of system integrators. We introduce two hybrid search strategies as alternating mode and parallel mode, which correspond to the diachronic and synchronic dimensions of innovative search in systems integration research. Our findings indicate that the parallel mode leads to a faster improvement rate of innovation performance in the short run, while the alternating mode is associated with a higher level of innovation performance in the long run. When encountering exogenous shocks, the parallel mode rebounds more quickly to the original performance level with stronger effect of resilience; the effect of alternating modes on performance improvement is weakened to a greater extent in dynamic environment. This research contributes to the literature by demonstrating the spatiotemporal dynamics of hybrid search modes, suggesting promising avenues for exploring the impact of search and adaptation in complex environmental changes. [ABSTRACT FROM AUTHOR]

To transform students into entrepreneurs, entrepreneurship education increasingly advocates experiential learning through real venture creation. While classroom experiences are well-documented, a comprehensive study of interactions between students and entrepreneurship ecosystem actors is essential for enhancing educational programs. Embracing the entrepreneurship ecosystem perspective, widely endorsed by scholars, policymakers, and practitioners, this grounded theory paper addresses the research question: How do students' interactions with EE actors contribute to their development as entrepreneurs? Specifically, it explores the context, nature, and outcomes of these interactions. Conducting inductive qualitative research, we interviewed 44 students engaged in entrepreneurial projects as part of their studies. Results reveal that interactions with EE actors are contingent and subject to prerequisites. Once initiated, these interactions transcend mere business relationships, evolving into informal mentoring that establishes a significant learning space. The study delineates technical learning, interpersonal skill development, acquisition of tacit knowledge related to the entrepreneurial culture, and understanding the implicit rules governing EE operations as distinct learning outcomes for students. These outcomes are pivotal for comprehending the ecosystem in which students aspire to operate and persuading actors to join their entrepreneurial pursuits. [ABSTRACT FROM AUTHOR]

The challenges of the entrepreneurial journey are often explored in relation to adversity. Yet, the forms of adversity in low-income regions remain an underexamined area of entrepreneurship research. This study focuses on informal entrepreneurship in South Africa's township communities, employing an identity theoretical lens to unravel the identity dynamics shaped by pre-venture adversity within an impoverished context. We introduce the concept of identity disconfirmation – the negation of valued role and/or social identities – and connect it to entrepreneurial motivation. We join the small but growing group of scholars who challenge prevailing views of the necessity-driven narrative in developing economies by revealing the integral role of multiple adversities in shaping founder identities and diverse entrepreneurial motives. Taking a qualitative approach, using life-course methodology over three years, our study contributes to entrepreneurship research by establishing a vital link between context, identity, and entrepreneurial motivation. Our study provides valuable insights into how informal entrepreneurs transcend the dark times in their life histories through their venturing efforts by illuminating how multiple forms of adversity influence identity construction and entrepreneurial motives. [ABSTRACT FROM AUTHOR]

This paper investigates the short-term effects of hospital acquisitions on care access, care processes, and health outcomes for Medicaid beneficiaries. With ongoing hospital consolidation widening the gap between private health insurance (PHI) and Medicaid prices in the US, a critical question arises: do hospitals potentially neglect Medicaid beneficiaries in favor of the more lucrative PHI patients? My study finds that, in the short term, hospital acquisitions do not significantly impact Medicaid beneficiaries in terms of care access, care processes, or health outcomes. These findings imply that while hospital acquisitions may alter market dynamics and PHI prices, they do not detrimentally affect care for Medicaid patients immediately following a hospital acquisition. Policymakers should consider these results when evaluating the broader implications of hospital consolidations, especially regarding healthcare equity and the equitable distribution of healthcare resources. [ABSTRACT FROM AUTHOR]

When can firms create synergies by hiring human capital following acquisitions? A growing body of research emphasizes human capital as a key lever for creating synergies following mergers and acquisitions. While previous research has given primacy to post-merger retention, deletion, or reallocation of human capital for generating synergies, there has been less exploration of the post-merger addition of human capital. Using a dataset of job postings and information on 2,530 M&A transactions between publicly listed U.S. firms from 2011 to 2019, we examine this underexplored mechanism for creating synergies. We find that acquirers attempt to hire human capital that complements the combined entity's pre-existing talent pool, thereby improving acquisition performance. [ABSTRACT FROM AUTHOR]

This article explicates a Zen-informed spiritual research paradigm based on an Eastern Buddhist worldview that fundamentally transcends the Western mainstream assumptions. Beginning with a proposed definition of "spiritual research", this article systematically discusses the features of a Zen-informed spiritual research paradigm in terms of ontology, epistemology, axiology, and methodology. The author uses a field study (Yu, 2021; Yu & Mills, 2023; Yu, 2024) to showcase the application of Zen methodologies with respect to research design, data sampling, data collection, data analysis, theorizing, and report writing. The author also proposes a list of criteria for evaluating spiritual research along with applicable methodological strategies. This research potentially opens a new field in the MSR domain, namely, Zen-informed spiritual research. [ABSTRACT FROM AUTHOR]