Management Research ReviewTable of Contents for Management Research Review. List of articles from the current issue, including Just Accepted (EarlyCite)https://www.emerald.com/insight/publication/issn/2040-8269/vol/47/iss/13?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestManagement Research ReviewEmerald Publishing LimitedManagement Research ReviewManagement Research Reviewhttps://www.emerald.com/insight/proxy/containerImg?link=/resource/publication/journal/35432afe8f2c722f9be0fab4464aedaf/urn:emeraldgroup.com:asset:id:binary:mrr.cover.jpghttps://www.emerald.com/insight/publication/issn/2040-8269/vol/47/iss/13?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe human side of entrepreneurship: an empirical investigation of relationally embedded ties with stakeholdershttps://www.emerald.com/insight/content/doi/10.1108/MRR-08-2022-0593/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestHumane Entrepreneurship (HumEnt) is strongly purpose-oriented and characterized by a focus on inclusiveness and social and environmental sustainability, with attention to both internal and external stakeholders and their needs. In the attempt to provide new research in this field, this study aims to conduct an empirical investigation within the theory of HumEnt and, in particular, of the Human Resource Orientation (HRO) model among Italian Small and Medium-size Enterprises. Based on quantitative data, this study used a deductive approach to investigate the relationship between the HumEnt model and firms’ relational embeddedness with different types of stakeholders (value chain stakeholders and societal stakeholders, respectively). More concretely, to investigate the relationships between the dimensions of the HumEnt model and firms’ relational embeddedness, partial least squares structural equation modeling was applied. Findings of this study suggest that Entrepreneurial Orientation (EO) directly contributes only to value chain embeddedness. However, the results also show that if EO is mediated by an HRO (i.e. companies with a high HRO), a high level of societal embeddedness is also present. This study represents a first attempt to provide comprehensive empirical evidence about the different dimensions characterizing the HumEnt theoretical model, and to highlight their relevance in supporting companies’ relational embeddedness capacity with different categories of stakeholders.The human side of entrepreneurship: an empirical investigation of relationally embedded ties with stakeholders
Valentina Cucino, Cristina Marullo, Eleonora Annunziata, Andrea Piccaluga
Management Research Review, Vol. 47, No. 13, pp.1-21

Humane Entrepreneurship (HumEnt) is strongly purpose-oriented and characterized by a focus on inclusiveness and social and environmental sustainability, with attention to both internal and external stakeholders and their needs. In the attempt to provide new research in this field, this study aims to conduct an empirical investigation within the theory of HumEnt and, in particular, of the Human Resource Orientation (HRO) model among Italian Small and Medium-size Enterprises.

Based on quantitative data, this study used a deductive approach to investigate the relationship between the HumEnt model and firms’ relational embeddedness with different types of stakeholders (value chain stakeholders and societal stakeholders, respectively). More concretely, to investigate the relationships between the dimensions of the HumEnt model and firms’ relational embeddedness, partial least squares structural equation modeling was applied.

Findings of this study suggest that Entrepreneurial Orientation (EO) directly contributes only to value chain embeddedness. However, the results also show that if EO is mediated by an HRO (i.e. companies with a high HRO), a high level of societal embeddedness is also present.

This study represents a first attempt to provide comprehensive empirical evidence about the different dimensions characterizing the HumEnt theoretical model, and to highlight their relevance in supporting companies’ relational embeddedness capacity with different categories of stakeholders.

]]>
The human side of entrepreneurship: an empirical investigation of relationally embedded ties with stakeholders10.1108/MRR-08-2022-0593Management Research Review2023-09-26© 2023 Valentina Cucino, Cristina Marullo, Eleonora Annunziata and Andrea Piccaluga.Valentina CucinoCristina MarulloEleonora AnnunziataAndrea PiccalugaManagement Research Review47132023-09-2610.1108/MRR-08-2022-0593https://www.emerald.com/insight/content/doi/10.1108/MRR-08-2022-0593/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Valentina Cucino, Cristina Marullo, Eleonora Annunziata and Andrea Piccaluga.http://creativecommons.org/licences/by/4.0/legalcode
Non-financial resources to enhance companies’ profitability: a stakeholder perspectivehttps://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0131/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate the impact of stakeholders’ nonfinancial resources (NFRs) on companies’ profitability, filling a significant gap in the literature regarding the role of NFRs in value creation. Data from 76 organizations from 2017 to 2019 were collected and analyzed. Four primary NFRs and their key value drivers were identified, representing core elements that support different dimensions of a company’s performance. Statistical tests examined the relationship between stakeholders’ NFRs and financial performance measures. When analyzed collectively and individually, the results reveal a significant positive influence of stakeholders’ NFRs on a firm’s profitability. Higher importance assigned to NFRs correlates with a higher return on sales. This study contributes to the literature by empirically bridging the gap between stakeholder theory and the resource-based view, addressing the intersection of these perspectives. It also provides novel insights into how stakeholders’ NFRs impact profitability, offering valuable implications for research and managerial practice. It suggests that managers should integrate nonfinancial measures of NFRs within their performance measurement system to manage better and sustain companies’ value-creation process.Non-financial resources to enhance companies’ profitability: a stakeholder perspective
Ivo Hristov, Matteo Cristofaro, Riccardo Cimini
Management Research Review, Vol. 47, No. 13, pp.22-50

This study aims to investigate the impact of stakeholders’ nonfinancial resources (NFRs) on companies’ profitability, filling a significant gap in the literature regarding the role of NFRs in value creation.

Data from 76 organizations from 2017 to 2019 were collected and analyzed. Four primary NFRs and their key value drivers were identified, representing core elements that support different dimensions of a company’s performance. Statistical tests examined the relationship between stakeholders’ NFRs and financial performance measures.

When analyzed collectively and individually, the results reveal a significant positive influence of stakeholders’ NFRs on a firm’s profitability. Higher importance assigned to NFRs correlates with a higher return on sales.

This study contributes to the literature by empirically bridging the gap between stakeholder theory and the resource-based view, addressing the intersection of these perspectives. It also provides novel insights into how stakeholders’ NFRs impact profitability, offering valuable implications for research and managerial practice. It suggests that managers should integrate nonfinancial measures of NFRs within their performance measurement system to manage better and sustain companies’ value-creation process.

]]>
Non-financial resources to enhance companies’ profitability: a stakeholder perspective10.1108/MRR-02-2023-0131Management Research Review2023-10-27© 2023 Ivo Hristov, Matteo Cristofaro and Riccardo Cimini.Ivo HristovMatteo CristofaroRiccardo CiminiManagement Research Review47132023-10-2710.1108/MRR-02-2023-0131https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0131/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Ivo Hristov, Matteo Cristofaro and Riccardo Cimini.
High-performance work systems and firm innovation: the moderating role of digital technology and employee participation. Evidence from Europehttps://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0751/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn the literature, evidence is to be found of the positive effect of high-performance work systems (HPWSs) on innovation in firms. However, innovation is enabled by not only human resources but also digital technology, and scholars have called for further investigation into the interplay between digital technology and HRM systems. Drawing on signalling theory and HPWSs research, the purpose of this study is to explore the moderating role of digital technologies in the relationship between HPWSs and innovation in the firm and consider employee participation as an additional conditioning factor. This study uses data from the European Company Suvery 2019 administered in a sample of more than 20,000 European establishments and applies logistic regression with a three-way interaction. HPWSs underpin product and process innovation. Moreover, this study shows that in firms with low levels of employee participation, digital technology enhances the effect of HPWSs on innovation, while in firms with high levels of employee participation, this effect is reduced. This study enriches the scholarly discussion about the link between HPWSs and innovation in the firm, by investigating in theoretical and empirical terms the moderating effect of digital technology, underlining that either positive or negative synergistic effects are possible. By adding employee participation to the analysis, the authors cast light on an important boundary condition for understanding when the synergic effects become more prominent. This intends to respond to recent calls from scholars and practitioners for more insight into the precise nature of the synergies between HPWSs and digital technology on innovation in the firm, with important implications for management.High-performance work systems and firm innovation: the moderating role of digital technology and employee participation. Evidence from Europe
Ylenia Curzi, Filippo Ferrarini
Management Research Review, Vol. 47, No. 13, pp.51-67

In the literature, evidence is to be found of the positive effect of high-performance work systems (HPWSs) on innovation in firms. However, innovation is enabled by not only human resources but also digital technology, and scholars have called for further investigation into the interplay between digital technology and HRM systems. Drawing on signalling theory and HPWSs research, the purpose of this study is to explore the moderating role of digital technologies in the relationship between HPWSs and innovation in the firm and consider employee participation as an additional conditioning factor.

This study uses data from the European Company Suvery 2019 administered in a sample of more than 20,000 European establishments and applies logistic regression with a three-way interaction.

HPWSs underpin product and process innovation. Moreover, this study shows that in firms with low levels of employee participation, digital technology enhances the effect of HPWSs on innovation, while in firms with high levels of employee participation, this effect is reduced.

This study enriches the scholarly discussion about the link between HPWSs and innovation in the firm, by investigating in theoretical and empirical terms the moderating effect of digital technology, underlining that either positive or negative synergistic effects are possible. By adding employee participation to the analysis, the authors cast light on an important boundary condition for understanding when the synergic effects become more prominent. This intends to respond to recent calls from scholars and practitioners for more insight into the precise nature of the synergies between HPWSs and digital technology on innovation in the firm, with important implications for management.

]]>
High-performance work systems and firm innovation: the moderating role of digital technology and employee participation. Evidence from Europe10.1108/MRR-11-2022-0751Management Research Review2023-11-14© 2023 Ylenia Curzi and Filippo Ferrarini.Ylenia CurziFilippo FerrariniManagement Research Review47132023-11-1410.1108/MRR-11-2022-0751https://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0751/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Ylenia Curzi and Filippo Ferrarini.
Remote working and its facilitative nuances: visualizing the intellectual structure and setting future research agendahttps://www.emerald.com/insight/content/doi/10.1108/MRR-01-2022-0057/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestIn the wake of the COVID-19 pandemic, remote working (RW) has emerged as a viable alternative to working employees in general and knowledge workers in particular. However, previous researchers have worked on the concept, development and facilitation of RW since the 1970s. Therefore, this study aims to review the existing literature on RW to ascertain the evolution of the concept in the business and management domain and provide for requisite arguments to extend the settings for future research agendas. The authors based this study on a bibliometric analysis of articles (n = 349) retrieved from the Web of Science database published between January 1990 and October 2021. The authors have used a bibliometric toolbox comprising performance analysis, science mapping and network analysis in various software namely, VOSviewer, Gephi and Biblioshiny package in R. The study’s results accentuated important themes like work–life balance, strengthening digital infrastructure, performance and productivity, hybrid work models and well-being and clustered them under four heads with proposed future research questions. The study is based on a single database; the authors have used an extensive but not exhaustive list of keywords to retrieve the articles. The analysis employs certain threshold limits while using the science mapping technique. This study would enable managers and academics to comprehensively understand remote work and offer logical implications to appreciate its nuances. This study is unique as it recognizes the intellectual structure in the existing literature on RW and traces the advancements and exponential growth post-COVID-19. The authors recapitulated the literature as network analysis of the RW facilitation model comprising the antecedents, outcomes, mediators and moderators.Remote working and its facilitative nuances: visualizing the intellectual structure and setting future research agenda
Shanu Jain, Sarita Devi, Vibhash Kumar
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

In the wake of the COVID-19 pandemic, remote working (RW) has emerged as a viable alternative to working employees in general and knowledge workers in particular. However, previous researchers have worked on the concept, development and facilitation of RW since the 1970s. Therefore, this study aims to review the existing literature on RW to ascertain the evolution of the concept in the business and management domain and provide for requisite arguments to extend the settings for future research agendas.

The authors based this study on a bibliometric analysis of articles (n = 349) retrieved from the Web of Science database published between January 1990 and October 2021. The authors have used a bibliometric toolbox comprising performance analysis, science mapping and network analysis in various software namely, VOSviewer, Gephi and Biblioshiny package in R.

The study’s results accentuated important themes like work–life balance, strengthening digital infrastructure, performance and productivity, hybrid work models and well-being and clustered them under four heads with proposed future research questions.

The study is based on a single database; the authors have used an extensive but not exhaustive list of keywords to retrieve the articles. The analysis employs certain threshold limits while using the science mapping technique.

This study would enable managers and academics to comprehensively understand remote work and offer logical implications to appreciate its nuances.

This study is unique as it recognizes the intellectual structure in the existing literature on RW and traces the advancements and exponential growth post-COVID-19. The authors recapitulated the literature as network analysis of the RW facilitation model comprising the antecedents, outcomes, mediators and moderators.

]]>
Remote working and its facilitative nuances: visualizing the intellectual structure and setting future research agenda10.1108/MRR-01-2022-0057Management Research Review2023-12-26© 2023 Emerald Publishing LimitedShanu JainSarita DeviVibhash KumarManagement Research Reviewahead-of-printahead-of-print2023-12-2610.1108/MRR-01-2022-0057https://www.emerald.com/insight/content/doi/10.1108/MRR-01-2022-0057/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Linking job crafting to work engagement: the mediating role of organizational happinesshttps://www.emerald.com/insight/content/doi/10.1108/MRR-01-2023-0042/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this relationship. A sample of 256 full-time employees from various industries such as automobiles, retail, real estate, petrochemicals, investment, industrial and education, working at top 50 Forbes Middle East companies in UAE, were surveyed to gather data on job crafting, organizational happiness and work engagement. The study used an empirical research design, with data collected through surveys. The results of this study, obtained through a two-step structural equation modelling approach, indicate that job crafting has a positive and direct influence on both organizational happiness and work engagement. The findings also suggest that the relationship between job crafting and work engagement is partially mediated by organizational happiness. The findings emphasize the need for human resources (HR) professionals to develop programmes and training workshops focused on cultivating these concepts, particularly as remote and blended working arrangements become more prevalent. In addition, the study highlights the global impact of employee disengagement on financial losses and stresses the importance of revising HR policies in the UAE to mitigate potential risks. Lastly, the study suggests that enhancing happiness and reducing disengagement can be achieved through training managers and employees in task structuring techniques, emphasizing the teachability of job crafting skills through interventions that align tasks with employees’ interests. To the best of the author's knowledge, this is the first study to theoretically explore and empirically test a proposed model on the relationships between job crafting, organizational happiness and work engagement in the context of the UAE.Linking job crafting to work engagement: the mediating role of organizational happiness
Mohammed Yasin Ghadi
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study was to investigate the relationship between job crafting and work engagement and the potential mediating effect of organizational happiness on this relationship.

A sample of 256 full-time employees from various industries such as automobiles, retail, real estate, petrochemicals, investment, industrial and education, working at top 50 Forbes Middle East companies in UAE, were surveyed to gather data on job crafting, organizational happiness and work engagement. The study used an empirical research design, with data collected through surveys.

The results of this study, obtained through a two-step structural equation modelling approach, indicate that job crafting has a positive and direct influence on both organizational happiness and work engagement. The findings also suggest that the relationship between job crafting and work engagement is partially mediated by organizational happiness.

The findings emphasize the need for human resources (HR) professionals to develop programmes and training workshops focused on cultivating these concepts, particularly as remote and blended working arrangements become more prevalent. In addition, the study highlights the global impact of employee disengagement on financial losses and stresses the importance of revising HR policies in the UAE to mitigate potential risks. Lastly, the study suggests that enhancing happiness and reducing disengagement can be achieved through training managers and employees in task structuring techniques, emphasizing the teachability of job crafting skills through interventions that align tasks with employees’ interests.

To the best of the author's knowledge, this is the first study to theoretically explore and empirically test a proposed model on the relationships between job crafting, organizational happiness and work engagement in the context of the UAE.

]]>
Linking job crafting to work engagement: the mediating role of organizational happiness10.1108/MRR-01-2023-0042Management Research Review2024-01-16© 2023 Emerald Publishing LimitedMohammed Yasin GhadiManagement Research Reviewahead-of-printahead-of-print2024-01-1610.1108/MRR-01-2023-0042https://www.emerald.com/insight/content/doi/10.1108/MRR-01-2023-0042/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
The moderating effect of leader-member exchange on the relationship between technostress and organizational commitmenthttps://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0138/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestBased on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support. For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees. The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange. This study provides practical implications that are directly related to the performance management of employees under technostress. To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.The moderating effect of leader-member exchange on the relationship between technostress and organizational commitment
Youngkeun Choi
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support.

For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees.

The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange.

This study provides practical implications that are directly related to the performance management of employees under technostress.

To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.

]]>
The moderating effect of leader-member exchange on the relationship between technostress and organizational commitment10.1108/MRR-02-2023-0138Management Research Review2024-01-08© 2023 Emerald Publishing LimitedYoungkeun ChoiManagement Research Reviewahead-of-printahead-of-print2024-01-0810.1108/MRR-02-2023-0138https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0138/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Mediating effects of knowledge sharing and employee creativity on the relationship between visionary leadership and innovative work behaviorhttps://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0144/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to explore how visionary leadership influences innovative work behavior (IWB) with the mediating effect of knowledge sharing (KS), employee creativity and moderating role of work centrality in the relationship between employee creativity and IWB in the organization. A survey was administered to 304 respondents who were employees in different organizations in the United Arab Emirates. The data were analyzed through structural equation modeling using SmartPLS4. The results show that visionary leadership is significantly associated with KS and employee creativity. Moreover, employee creativity has a notable impact on IWB, and the connection between employee creativity and IWB remains unaffected by work centrality. This study offers a novel perspective by investigating the interrelationship between visionary leadership, KS, employee creativity, work centrality and IWB. A distinctive feature of this study lies in its focus on the mediation and moderation effects within this framework, with emphasis on a relatively new leadership style, visionary leadership. By exploring the mediating role of KS between visionary leadership and employee creativity, as well as the mediating role of employee creativity between KS and IWB, this study offers one of the first to highlight the underlying mechanisms that drive IWB. Furthermore, to the best of the authors’ knowledge, this study is one of the first to introduce work centrality as a moderator in the relationship between employee creativity and IWB.Mediating effects of knowledge sharing and employee creativity on the relationship between visionary leadership and innovative work behavior
Shaima Yousif Alobeidli, Syed Zamberi Ahmad, Fauzia Jabeen
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to explore how visionary leadership influences innovative work behavior (IWB) with the mediating effect of knowledge sharing (KS), employee creativity and moderating role of work centrality in the relationship between employee creativity and IWB in the organization.

A survey was administered to 304 respondents who were employees in different organizations in the United Arab Emirates. The data were analyzed through structural equation modeling using SmartPLS4.

The results show that visionary leadership is significantly associated with KS and employee creativity. Moreover, employee creativity has a notable impact on IWB, and the connection between employee creativity and IWB remains unaffected by work centrality.

This study offers a novel perspective by investigating the interrelationship between visionary leadership, KS, employee creativity, work centrality and IWB. A distinctive feature of this study lies in its focus on the mediation and moderation effects within this framework, with emphasis on a relatively new leadership style, visionary leadership. By exploring the mediating role of KS between visionary leadership and employee creativity, as well as the mediating role of employee creativity between KS and IWB, this study offers one of the first to highlight the underlying mechanisms that drive IWB. Furthermore, to the best of the authors’ knowledge, this study is one of the first to introduce work centrality as a moderator in the relationship between employee creativity and IWB.

]]>
Mediating effects of knowledge sharing and employee creativity on the relationship between visionary leadership and innovative work behavior10.1108/MRR-02-2023-0144Management Research Review2024-03-01© 2024 Emerald Publishing LimitedShaima Yousif AlobeidliSyed Zamberi AhmadFauzia JabeenManagement Research Reviewahead-of-printahead-of-print2024-03-0110.1108/MRR-02-2023-0144https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0144/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Perceived organizational politics and undesirable work attitudes: do hostility and emotional intelligence matter?https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0152/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to answer the following research questions. Does hostility shape the undesirable attitudinal consequences of perceived organizational politics (POP)? If so, does emotional intelligence play a role in this context? To answer these questions, the author relies on the affective events theory to present and empirically investigate a moderated mediation model in which: hostility mediates the relationships between POP and both job tension and turnover intentions; and emotional intelligence moderates these relationships. The moderated mediation model was tested among a sample of 408 employees. The data was collected in three waves. The results revealed that hostility mediated the relationships between POP and the two undesirable attitudes explored. In addition, one of the emotional abilities included in emotional intelligence, namely, self-emotion appraisal, moderated these relationships. Interventions designed to increase the emotional intelligence level of employees might reduce the hostility they experience in response to POP, and consequently, its harmful implications. Among the four emotional abilities included in emotional intelligence, only self-emotional appraisal moderates the relationship between POP and hostility. Such findings imply that in some cases, a thorough understanding about one’s emotions is more effective in regulating the hostility experienced in response to organizational politics than other emotional abilities that seem more relevant in this context.Perceived organizational politics and undesirable work attitudes: do hostility and emotional intelligence matter?
Galit Meisler
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to answer the following research questions. Does hostility shape the undesirable attitudinal consequences of perceived organizational politics (POP)? If so, does emotional intelligence play a role in this context? To answer these questions, the author relies on the affective events theory to present and empirically investigate a moderated mediation model in which: hostility mediates the relationships between POP and both job tension and turnover intentions; and emotional intelligence moderates these relationships.

The moderated mediation model was tested among a sample of 408 employees. The data was collected in three waves.

The results revealed that hostility mediated the relationships between POP and the two undesirable attitudes explored. In addition, one of the emotional abilities included in emotional intelligence, namely, self-emotion appraisal, moderated these relationships.

Interventions designed to increase the emotional intelligence level of employees might reduce the hostility they experience in response to POP, and consequently, its harmful implications.

Among the four emotional abilities included in emotional intelligence, only self-emotional appraisal moderates the relationship between POP and hostility. Such findings imply that in some cases, a thorough understanding about one’s emotions is more effective in regulating the hostility experienced in response to organizational politics than other emotional abilities that seem more relevant in this context.

]]>
Perceived organizational politics and undesirable work attitudes: do hostility and emotional intelligence matter?10.1108/MRR-02-2023-0152Management Research Review2023-12-05© 2023 Emerald Publishing LimitedGalit MeislerManagement Research Reviewahead-of-printahead-of-print2023-12-0510.1108/MRR-02-2023-0152https://www.emerald.com/insight/content/doi/10.1108/MRR-02-2023-0152/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Revisiting equity theory in the global virtual teamshttps://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0334/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this study is to test whether equity theory (ET) – which posits that individuals compare their outcome/input ratio to the ratio of a “comparison other” and classify individuals as Benevolent, Equity Sensity, and Entitled – applies to the modern workplace of global virtual teams (GVT), where work is mostly intellectual, geographically dispersed and online, making individual effort nearly impossible to observe directly. Using a sample of 1,343 GVTs comprised 6,347 individuals from 137 countries, this study tests three ET’s predictions in the GVT context: a negative, linear relationship between Benevolents’ perceptions of equity and job satisfaction in GVTs; an inverted U-shaped relationship between Equity Sensitives’ perceptions of equity and job satisfaction in GVTs; and a positive, linear relationship between Entitleds’ perceptions of equity and job satisfaction in GVTs. Although the second prediction of ET is supported, the first and third have statistically significant opposite signs. The research has important ramifications for management studies in explaining differences in organizational behavior in GVTs as opposed to traditional work settings. The authors conclude that the main novelty with ET in GVTs is that GVTs are an environment stingy with satisfaction for “takers” (Entitleds) and generous in satisfaction for “givers” (Benevolents).Revisiting equity theory in the global virtual teams
Ernesto Tavoletti, Eric David Cohen, Longzhu Dong, Vas Taras
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this study is to test whether equity theory (ET) – which posits that individuals compare their outcome/input ratio to the ratio of a “comparison other” and classify individuals as Benevolent, Equity Sensity, and Entitled – applies to the modern workplace of global virtual teams (GVT), where work is mostly intellectual, geographically dispersed and online, making individual effort nearly impossible to observe directly.

Using a sample of 1,343 GVTs comprised 6,347 individuals from 137 countries, this study tests three ET’s predictions in the GVT context: a negative, linear relationship between Benevolents’ perceptions of equity and job satisfaction in GVTs; an inverted U-shaped relationship between Equity Sensitives’ perceptions of equity and job satisfaction in GVTs; and a positive, linear relationship between Entitleds’ perceptions of equity and job satisfaction in GVTs.

Although the second prediction of ET is supported, the first and third have statistically significant opposite signs.

The research has important ramifications for management studies in explaining differences in organizational behavior in GVTs as opposed to traditional work settings.

The authors conclude that the main novelty with ET in GVTs is that GVTs are an environment stingy with satisfaction for “takers” (Entitleds) and generous in satisfaction for “givers” (Benevolents).

]]>
Revisiting equity theory in the global virtual teams10.1108/MRR-05-2023-0334Management Research Review2023-12-12© 2023 Emerald Publishing LimitedErnesto TavolettiEric David CohenLongzhu DongVas TarasManagement Research Reviewahead-of-printahead-of-print2023-12-1210.1108/MRR-05-2023-0334https://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0334/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Feeling good about teamwork: the roles of personality and manifest needshttps://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0336/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to examine the link between the Big Five personality traits and self-efficacy for teamwork, positioning manifest needs as intervening variables. The primary purpose of the analyses is to further develop some of the key variables contributing to team performance. Relationships were tested with conditional process analysis. The sample includes 315 students from a large university. Likert measures were used to operationalize survey items, which are based on existing scales in the literature. Each of the Big Five dimensions are related to teamwork self-efficacy (TSE), with manifest needs having significant mediating effects. For example, conscientiousness displayed a positive relationship to TSE, with both the need for affiliation and the need for power acting as significant intervening variables. Such relationships for each personality dimension are discussed fully in the paper. High functioning teams need members who share a level of self-efficacy for engaging in teamwork. Leaders who must form their teams may find it useful to consider TSE, and the individual attributes that contribute to this important construct. The authors’ examination of the roles of both personality and manifest needs should offer some essential tools for this objective. This paper contributes to our understanding of the relationship between personality and TSE by investigating manifest needs as process variables.Feeling good about teamwork: the roles of personality and manifest needs
Bryan S. Schaffer, Jennifer G. Manegold
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to examine the link between the Big Five personality traits and self-efficacy for teamwork, positioning manifest needs as intervening variables. The primary purpose of the analyses is to further develop some of the key variables contributing to team performance.

Relationships were tested with conditional process analysis. The sample includes 315 students from a large university. Likert measures were used to operationalize survey items, which are based on existing scales in the literature.

Each of the Big Five dimensions are related to teamwork self-efficacy (TSE), with manifest needs having significant mediating effects. For example, conscientiousness displayed a positive relationship to TSE, with both the need for affiliation and the need for power acting as significant intervening variables. Such relationships for each personality dimension are discussed fully in the paper.

High functioning teams need members who share a level of self-efficacy for engaging in teamwork. Leaders who must form their teams may find it useful to consider TSE, and the individual attributes that contribute to this important construct. The authors’ examination of the roles of both personality and manifest needs should offer some essential tools for this objective.

This paper contributes to our understanding of the relationship between personality and TSE by investigating manifest needs as process variables.

]]>
Feeling good about teamwork: the roles of personality and manifest needs10.1108/MRR-05-2023-0336Management Research Review2023-12-05© 2023 Emerald Publishing LimitedBryan S. SchafferJennifer G. ManegoldManagement Research Reviewahead-of-printahead-of-print2023-12-0510.1108/MRR-05-2023-0336https://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0336/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
How the absorptive capacity could transform data into better decisions: a multilevel perspective to deal with the difference between firm sizeshttps://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0350/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate organizational learning, represented by the absorptive capacity, as a condition for the firm to learn about marketing data and make more informed decisions. The authors also aimed to understand how the behavior of micro, small and medium enterprises (MSME) businesses differ in this scenario through a multilevel perspective. Placing absorptive capacity as a mediator of the relationship between business analytics and rational marketing decisions, the authors analyzed data from 224 Brazilian retail companies using structural equation modeling estimated with partial least squares. To test the cross-level moderation effect, the authors also performed a multilevel analysis in RStudio. The authors found a partial mediation of the absorptive capacity in the relation between business analytics and rational marketing decisions. The authors also discovered that, in the MSMEs firms’ group, even if smaller companies find it more difficult to use data, those that do may reap more benefits than larger ones. This is due to the influence of size in how firms handle information. The sample size, despite having shown to be consistent and valid, is considered small for a multilevel study. This suggests that our multilevel results should be viewed as suggestive, rather than conclusive, and subjected to further validation. Rather than solely positioning business analytics as a tool for decision support, the authors’ analysis highlights the importance for firms to develop the absorptive capacity to enable ongoing acquisition, exploration and management of knowledge. MSMEs are of economic and social importance to most countries, especially developing ones. This research aimed to improve understanding of how this group of firms could transform knowledge into better decisions. The authors also highlight micro and small firms’ difficulties with the use of marketing data so that they can have more effective practices. The research contributes to the understanding of organizational mechanisms to absorb and learn from the vast amount of current marketing information. Recognizing the relevance of MSMEs, a preliminary multilevel analysis was also conducted to comprehend differences within this group.How the absorptive capacity could transform data into better decisions: a multilevel perspective to deal with the difference between firm sizes
Marina Proença, Bruna Cescatto Costa, Simone Regina Didonet, Ana Maria Machado Toaldo, Tomas Sparano Martins, José Roberto Frega
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to investigate organizational learning, represented by the absorptive capacity, as a condition for the firm to learn about marketing data and make more informed decisions. The authors also aimed to understand how the behavior of micro, small and medium enterprises (MSME) businesses differ in this scenario through a multilevel perspective.

Placing absorptive capacity as a mediator of the relationship between business analytics and rational marketing decisions, the authors analyzed data from 224 Brazilian retail companies using structural equation modeling estimated with partial least squares. To test the cross-level moderation effect, the authors also performed a multilevel analysis in RStudio.

The authors found a partial mediation of the absorptive capacity in the relation between business analytics and rational marketing decisions. The authors also discovered that, in the MSMEs firms’ group, even if smaller companies find it more difficult to use data, those that do may reap more benefits than larger ones. This is due to the influence of size in how firms handle information.

The sample size, despite having shown to be consistent and valid, is considered small for a multilevel study. This suggests that our multilevel results should be viewed as suggestive, rather than conclusive, and subjected to further validation.

Rather than solely positioning business analytics as a tool for decision support, the authors’ analysis highlights the importance for firms to develop the absorptive capacity to enable ongoing acquisition, exploration and management of knowledge.

MSMEs are of economic and social importance to most countries, especially developing ones. This research aimed to improve understanding of how this group of firms could transform knowledge into better decisions. The authors also highlight micro and small firms’ difficulties with the use of marketing data so that they can have more effective practices.

The research contributes to the understanding of organizational mechanisms to absorb and learn from the vast amount of current marketing information. Recognizing the relevance of MSMEs, a preliminary multilevel analysis was also conducted to comprehend differences within this group.

]]>
How the absorptive capacity could transform data into better decisions: a multilevel perspective to deal with the difference between firm sizes10.1108/MRR-05-2023-0350Management Research Review2023-12-13© 2023 Emerald Publishing LimitedMarina ProençaBruna Cescatto CostaSimone Regina DidonetAna Maria Machado ToaldoTomas Sparano MartinsJosé Roberto FregaManagement Research Reviewahead-of-printahead-of-print2023-12-1310.1108/MRR-05-2023-0350https://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0350/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Learning-driven strategic renewal: systematic literature reviewhttps://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0377/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to systematically review and synthesize existing research on learning-driven strategic renewal and examines the findings to elucidate the dimensions, antecedents, mechanisms and consequences associated with learning-driven strategic renewal, thereby addressing gaps in the existing literature. This research covers learning-driven strategic renewal from 1992 to 2022, using hybrid snowball sampling techniques and Boolean searches on the Scopus and Web of Science databases to extract 49 papers. This review proposes an organizing framework for learning-driven strategic renewal, building upon existing literature. The framework identifies various dimensions of the process, including antecedents, mechanisms and consequences. The antecedents are categorized into individual, organizational and external factors. The mechanisms for learning-driven strategic renewal were explored within the context of Crossan’s established 4I framework, which serves as a lens for emphasizing the balance between exploratory and exploitative learning. Within this framework, intuiting, interpreting, integrating and institutionalizing are the four “Is” that guide the renewal process. These mechanisms require a robust system to enforce the prescribed processes effectively, thereby contributing to long-term firm performance and sustainability. Despite using search terms similar to those in existing literature on strategic renewal, the scope and depth of this study may be limited. Further research may benefit from bibliometric screening or more refined inclusion criteria. While there has been extensive research into both organizational learning and strategic renewal, no coherent framework links them. This study fills this gap by building a framework that identifies connections between these two concepts, providing valuable insights that may be used to foster successful strategic renewal efforts. The review offers valuable knowledge and understanding of the subject matter, serving as useful guidance for effectively driving renewal initiatives within organizations.Learning-driven strategic renewal: systematic literature review
Ida Ayu Kartika Maharani, Badri Munir Sukoco, Indrianawati Usman, David Ahlstrom
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to systematically review and synthesize existing research on learning-driven strategic renewal and examines the findings to elucidate the dimensions, antecedents, mechanisms and consequences associated with learning-driven strategic renewal, thereby addressing gaps in the existing literature.

This research covers learning-driven strategic renewal from 1992 to 2022, using hybrid snowball sampling techniques and Boolean searches on the Scopus and Web of Science databases to extract 49 papers.

This review proposes an organizing framework for learning-driven strategic renewal, building upon existing literature. The framework identifies various dimensions of the process, including antecedents, mechanisms and consequences. The antecedents are categorized into individual, organizational and external factors. The mechanisms for learning-driven strategic renewal were explored within the context of Crossan’s established 4I framework, which serves as a lens for emphasizing the balance between exploratory and exploitative learning. Within this framework, intuiting, interpreting, integrating and institutionalizing are the four “Is” that guide the renewal process. These mechanisms require a robust system to enforce the prescribed processes effectively, thereby contributing to long-term firm performance and sustainability.

Despite using search terms similar to those in existing literature on strategic renewal, the scope and depth of this study may be limited. Further research may benefit from bibliometric screening or more refined inclusion criteria.

While there has been extensive research into both organizational learning and strategic renewal, no coherent framework links them. This study fills this gap by building a framework that identifies connections between these two concepts, providing valuable insights that may be used to foster successful strategic renewal efforts. The review offers valuable knowledge and understanding of the subject matter, serving as useful guidance for effectively driving renewal initiatives within organizations.

]]>
Learning-driven strategic renewal: systematic literature review10.1108/MRR-05-2023-0377Management Research Review2023-11-22© 2023 Emerald Publishing LimitedIda Ayu Kartika MaharaniBadri Munir SukocoIndrianawati UsmanDavid AhlstromManagement Research Reviewahead-of-printahead-of-print2023-11-2210.1108/MRR-05-2023-0377https://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0377/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Causes of the bullwhip effect: a systematic review and categorization of its causeshttps://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0392/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestOne pertinent dynamic phenomenon in supply chains is the amplification of order variance, i.e. the bullwhip effect. Its continued significance is underscored in contemporary empirical research. While numerous publications have pinpointed various causes of the bullwhip effect, there remains a gap in their systematic consolidation. The purpose of this paper is to compile a comprehensive list of the causes of the bullwhip effect from existing literature and categorize them appropriately. This study conducts a systematic literature review to offer a comprehensive overview of bullwhip effect causes addressed in the existing literature. The identified causes are categorized using a qualitative content analysis approach. The study shows the diversity of the causes of the bullwhip effect and their interdependencies. In addition, this study demonstrates that, at the highest level of aggregation, causes of the bullwhip effect can be classified into four main categories: causes inherent in the system structure, causes related to uncertainty, causes related to misaligned incentives and causes related to inadequate cognition of the situation. The work provides an extensive overview and categorization of bullwhip effect causes, offering valuable insights for both researchers and practitioners seeking a deeper understanding of this phenomenon. In addition, it underscores managerial implications and highlights future research opportunities.Causes of the bullwhip effect: a systematic review and categorization of its causes
Manuel Brauch, Matin Mohaghegh, Andreas Größler
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

One pertinent dynamic phenomenon in supply chains is the amplification of order variance, i.e. the bullwhip effect. Its continued significance is underscored in contemporary empirical research. While numerous publications have pinpointed various causes of the bullwhip effect, there remains a gap in their systematic consolidation. The purpose of this paper is to compile a comprehensive list of the causes of the bullwhip effect from existing literature and categorize them appropriately.

This study conducts a systematic literature review to offer a comprehensive overview of bullwhip effect causes addressed in the existing literature. The identified causes are categorized using a qualitative content analysis approach.

The study shows the diversity of the causes of the bullwhip effect and their interdependencies. In addition, this study demonstrates that, at the highest level of aggregation, causes of the bullwhip effect can be classified into four main categories: causes inherent in the system structure, causes related to uncertainty, causes related to misaligned incentives and causes related to inadequate cognition of the situation.

The work provides an extensive overview and categorization of bullwhip effect causes, offering valuable insights for both researchers and practitioners seeking a deeper understanding of this phenomenon. In addition, it underscores managerial implications and highlights future research opportunities.

]]>
Causes of the bullwhip effect: a systematic review and categorization of its causes10.1108/MRR-05-2023-0392Management Research Review2024-02-27© 2024 Emerald Publishing LimitedManuel BrauchMatin MohagheghAndreas GrößlerManagement Research Reviewahead-of-printahead-of-print2024-02-2710.1108/MRR-05-2023-0392https://www.emerald.com/insight/content/doi/10.1108/MRR-05-2023-0392/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Hubristic organizational leaders: a systematic literature reviewhttps://www.emerald.com/insight/content/doi/10.1108/MRR-06-2023-0428/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to integrate academic research on hubristic organizational leaders by proposing a comprehensive conceptual framework and research directions on the hubristic literature. The paper systematically reviewed 25 years of literature on hubristic organizational leaders based on the PRISMA methodology. The literature on hubristic leaders is analyzed, and a conceptual framework is presented that highlights the antecedent, consequence, mediators and moderators. Literature has primarily focused on the negative impact of hubris leadership concerning firm performance and destructive behaviors. Few scholars have explored the positive side of hubris leadership, relating it to innovation and product success. This paper presents the first systematic review of hubristic organizational leaders, to the best of the authors’ knowledge. The review provides an improved grasp of the current status of research, trends and potential future research directions.Hubristic organizational leaders: a systematic literature review
Priyanka Thakral, Koustab Ghosh, Dheeraj Sharma
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to integrate academic research on hubristic organizational leaders by proposing a comprehensive conceptual framework and research directions on the hubristic literature.

The paper systematically reviewed 25 years of literature on hubristic organizational leaders based on the PRISMA methodology.

The literature on hubristic leaders is analyzed, and a conceptual framework is presented that highlights the antecedent, consequence, mediators and moderators. Literature has primarily focused on the negative impact of hubris leadership concerning firm performance and destructive behaviors. Few scholars have explored the positive side of hubris leadership, relating it to innovation and product success.

This paper presents the first systematic review of hubristic organizational leaders, to the best of the authors’ knowledge. The review provides an improved grasp of the current status of research, trends and potential future research directions.

]]>
Hubristic organizational leaders: a systematic literature review10.1108/MRR-06-2023-0428Management Research Review2024-02-26© 2024 Emerald Publishing LimitedPriyanka ThakralKoustab GhoshDheeraj SharmaManagement Research Reviewahead-of-printahead-of-print2024-02-2610.1108/MRR-06-2023-0428https://www.emerald.com/insight/content/doi/10.1108/MRR-06-2023-0428/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Employee workplace wellbeing amid disruptionshttps://www.emerald.com/insight/content/doi/10.1108/MRR-06-2023-0432/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to assess the effect of job insecurity, customer incivility and work–life imbalance on Lebanese bank employee workplace well-being (EWW), while investigating the moderating role that positive and negative affect might have. Quantitative data was collected from 202 respondents and analyzed using structural equation modeling system through IBM SPSS and AMOS. Results revealed that each of the independent variables has a negative, statistically significant effect on Lebanese bank EWW. The positive affect and the negative one are shown to have a moderating effect that lessens and boosts, respectively, these negative effects. The study adds to the literature on EWW while highlighting the high-power distance and collectivist society that the research took place in. Limitations include the sample size that was hoped to be larger, in addition to the self-reporting issue and what it entails in the data collection process. The study has many practical implications, including the validation of a questionnaire in a developing Arab country, hence providing a reliable tool for researchers. HR specialists should lean toward applicants with positive affect, ensuring that their workplace is occupied by members with enhanced resilience. Furthermore, employers should support their employees’ professional growth, thus, boosting their employability during turmoil and consequently making them less vulnerable in times of economic recession. The study’s unique context, depicted in the harsh economic and financial crisis, makes the findings on EWW of a high value.Employee workplace wellbeing amid disruptions
Dorine Maurice Mattar, Joy Haddad, Celine Nammour
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to assess the effect of job insecurity, customer incivility and work–life imbalance on Lebanese bank employee workplace well-being (EWW), while investigating the moderating role that positive and negative affect might have.

Quantitative data was collected from 202 respondents and analyzed using structural equation modeling system through IBM SPSS and AMOS.

Results revealed that each of the independent variables has a negative, statistically significant effect on Lebanese bank EWW. The positive affect and the negative one are shown to have a moderating effect that lessens and boosts, respectively, these negative effects.

The study adds to the literature on EWW while highlighting the high-power distance and collectivist society that the research took place in.

Limitations include the sample size that was hoped to be larger, in addition to the self-reporting issue and what it entails in the data collection process.

The study has many practical implications, including the validation of a questionnaire in a developing Arab country, hence providing a reliable tool for researchers. HR specialists should lean toward applicants with positive affect, ensuring that their workplace is occupied by members with enhanced resilience. Furthermore, employers should support their employees’ professional growth, thus, boosting their employability during turmoil and consequently making them less vulnerable in times of economic recession.

The study’s unique context, depicted in the harsh economic and financial crisis, makes the findings on EWW of a high value.

]]>
Employee workplace wellbeing amid disruptions10.1108/MRR-06-2023-0432Management Research Review2023-12-25© 2023 Emerald Publishing LimitedDorine Maurice MattarJoy HaddadCeline NammourManagement Research Reviewahead-of-printahead-of-print2023-12-2510.1108/MRR-06-2023-0432https://www.emerald.com/insight/content/doi/10.1108/MRR-06-2023-0432/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Marketing beyond reality: a systematic literature review on metaversehttps://www.emerald.com/insight/content/doi/10.1108/MRR-06-2023-0456/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to answer two significant questions: What are the relative consumer and firm-level effects of marketing through metaverse compared to conventional marketing endeavours? What are the current trends in utilizing the metaverse as reported in the recent literature? This study uses a systematic literature review methodology, using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses flowchart to synthesize existing research. A total of 35 articles written in English were selected and analysed from two databases, Web of Science and EBSCO Host. The findings indicate that consumer-level effects of the metaverse include consumer loyalty and brand attachment. The firm-level benefits are decentralization and cost reductions. The paper proposes a framework indicating variables that could attenuate or enhance the association between immersive components of the metaverse and their resultant effects. This study contributes to understanding the role of metaverse in marketing practices related to the marketing mix components. The study conceptualizes a novel framework for the metaverse and its resultant effects.Marketing beyond reality: a systematic literature review on metaverse
Sakshi Yadav, Shivendra Kumar Pandey, Dheeraj Sharma
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to answer two significant questions: What are the relative consumer and firm-level effects of marketing through metaverse compared to conventional marketing endeavours? What are the current trends in utilizing the metaverse as reported in the recent literature?

This study uses a systematic literature review methodology, using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses flowchart to synthesize existing research. A total of 35 articles written in English were selected and analysed from two databases, Web of Science and EBSCO Host.

The findings indicate that consumer-level effects of the metaverse include consumer loyalty and brand attachment. The firm-level benefits are decentralization and cost reductions. The paper proposes a framework indicating variables that could attenuate or enhance the association between immersive components of the metaverse and their resultant effects.

This study contributes to understanding the role of metaverse in marketing practices related to the marketing mix components. The study conceptualizes a novel framework for the metaverse and its resultant effects.

]]>
Marketing beyond reality: a systematic literature review on metaverse10.1108/MRR-06-2023-0456Management Research Review2024-03-18© 2024 Emerald Publishing LimitedSakshi YadavShivendra Kumar PandeyDheeraj SharmaManagement Research Reviewahead-of-printahead-of-print2024-03-1810.1108/MRR-06-2023-0456https://www.emerald.com/insight/content/doi/10.1108/MRR-06-2023-0456/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Decoding mood of the Twitterverse on ESG investing: opinion mining and key themes using machine learninghttps://www.emerald.com/insight/content/doi/10.1108/MRR-07-2023-0526/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestGrounded in the stakeholder theory and signaling theory, this study aims to broaden the research agenda on environmental, social and governance (ESG) investing by uncovering public sentiments and key themes using Twitter data spanning from 2009 to 2022. Using various machine learning models for text tonality analysis and topic modeling, this research scrutinizes 1,842,985 Twitter texts to extract prevalent ESG investing trends and gauge their sentiment. Gibbs Sampling Dirichlet Multinomial Mixture emerges as the optimal topic modeling method, unveiling significant topics such as “Physical risk of climate change,” “Employee Health, Safety and well-being” and “Water management and Scarcity.” RoBERTa, an attention-based model, outperforms other machine learning models in sentiment analysis, revealing a predominantly positive shift in public sentiment toward ESG investing over the past five years. This study establishes a framework for sentiment analysis and topic modeling on alternative data, offering a foundation for future research. Prospective studies can enhance insights by incorporating data from additional social media platforms like LinkedIn and Facebook. Leveraging unstructured data on ESG from platforms like Twitter provides a novel avenue to capture company-related information, supplementing traditional self-reported sustainability disclosures. This approach opens new possibilities for understanding a company’s ESG standing. By shedding light on public perceptions of ESG investing, this research uncovers influential factors that often elude traditional corporate reporting. The findings empower both investors and the general public, aiding managers in refining ESG and management strategies. This study marks a groundbreaking contribution to scholarly exploration, to the best of the authors’ knowledge, by being the first to analyze unstructured Twitter data in the context of ESG investing, offering unique insights and advancing the understanding of this emerging field.Decoding mood of the Twitterverse on ESG investing: opinion mining and key themes using machine learning
Rachana Jaiswal, Shashank Gupta, Aviral Kumar Tiwari
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

Grounded in the stakeholder theory and signaling theory, this study aims to broaden the research agenda on environmental, social and governance (ESG) investing by uncovering public sentiments and key themes using Twitter data spanning from 2009 to 2022.

Using various machine learning models for text tonality analysis and topic modeling, this research scrutinizes 1,842,985 Twitter texts to extract prevalent ESG investing trends and gauge their sentiment.

Gibbs Sampling Dirichlet Multinomial Mixture emerges as the optimal topic modeling method, unveiling significant topics such as “Physical risk of climate change,” “Employee Health, Safety and well-being” and “Water management and Scarcity.” RoBERTa, an attention-based model, outperforms other machine learning models in sentiment analysis, revealing a predominantly positive shift in public sentiment toward ESG investing over the past five years.

This study establishes a framework for sentiment analysis and topic modeling on alternative data, offering a foundation for future research. Prospective studies can enhance insights by incorporating data from additional social media platforms like LinkedIn and Facebook.

Leveraging unstructured data on ESG from platforms like Twitter provides a novel avenue to capture company-related information, supplementing traditional self-reported sustainability disclosures. This approach opens new possibilities for understanding a company’s ESG standing.

By shedding light on public perceptions of ESG investing, this research uncovers influential factors that often elude traditional corporate reporting. The findings empower both investors and the general public, aiding managers in refining ESG and management strategies.

This study marks a groundbreaking contribution to scholarly exploration, to the best of the authors’ knowledge, by being the first to analyze unstructured Twitter data in the context of ESG investing, offering unique insights and advancing the understanding of this emerging field.

]]>
Decoding mood of the Twitterverse on ESG investing: opinion mining and key themes using machine learning10.1108/MRR-07-2023-0526Management Research Review2024-03-22© 2024 Emerald Publishing LimitedRachana JaiswalShashank GuptaAviral Kumar TiwariManagement Research Reviewahead-of-printahead-of-print2024-03-2210.1108/MRR-07-2023-0526https://www.emerald.com/insight/content/doi/10.1108/MRR-07-2023-0526/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Adoption of digital marketing in tourism SMEs: a review and research agendahttps://www.emerald.com/insight/content/doi/10.1108/MRR-08-2021-0597/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to present a review of small and medium-sized enterprise (SME) literature on the adoption of technology for marketing with the objective the knowledge trajectory from SMEs to tourism SMEs (TSMEs) and presents a research agenda for the adoption of digital marketing among TSMEs. The quantitative literature review method is adopted to analyze 50 articles published in high-ranking journals from 2011–2021. The selected papers were reviewed to quantitatively present the popular theoretical frameworks, constructs and research methods used for the adoption of digital marketing among SMEs and to present a future research agenda in the context of TSMEs. The findings present a review of theoretical approaches, research design, methods, and models used by researchers, and identify new directions for future research in the context of the adoption of digital marketing among TSMEs. The paper presents a theoretical critique of the technology adoption theories and builds on diffusion of innovation theory, technology–organization–environment (TOE), and institutional theory to propose an expanded model to study digital marketing adoption among TSMEs. The article presents a significant advancement in the theoretical understanding of the adoption of digital marketing by offering the application of the TOE framework with moderating role of mimetic and normative pressures. Thus, the study contributes to the scarce research on institutional theory in the context of services (tourism) and offers an alternative and holistic perception to study digital marketing. The research model serves as an organizing tool for future researchers and practitioners to probe and further augment knowledge development in tourism and TSMEs. Negligible published work on TSMEs makes this study valuable and the proposed model gives strategic information in the given context.Adoption of digital marketing in tourism SMEs: a review and research agenda
Ankita Sharma, Swati Sharma
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to present a review of small and medium-sized enterprise (SME) literature on the adoption of technology for marketing with the objective the knowledge trajectory from SMEs to tourism SMEs (TSMEs) and presents a research agenda for the adoption of digital marketing among TSMEs.

The quantitative literature review method is adopted to analyze 50 articles published in high-ranking journals from 2011–2021. The selected papers were reviewed to quantitatively present the popular theoretical frameworks, constructs and research methods used for the adoption of digital marketing among SMEs and to present a future research agenda in the context of TSMEs.

The findings present a review of theoretical approaches, research design, methods, and models used by researchers, and identify new directions for future research in the context of the adoption of digital marketing among TSMEs. The paper presents a theoretical critique of the technology adoption theories and builds on diffusion of innovation theory, technology–organization–environment (TOE), and institutional theory to propose an expanded model to study digital marketing adoption among TSMEs.

The article presents a significant advancement in the theoretical understanding of the adoption of digital marketing by offering the application of the TOE framework with moderating role of mimetic and normative pressures. Thus, the study contributes to the scarce research on institutional theory in the context of services (tourism) and offers an alternative and holistic perception to study digital marketing. The research model serves as an organizing tool for future researchers and practitioners to probe and further augment knowledge development in tourism and TSMEs.

Negligible published work on TSMEs makes this study valuable and the proposed model gives strategic information in the given context.

]]>
Adoption of digital marketing in tourism SMEs: a review and research agenda10.1108/MRR-08-2021-0597Management Research Review2024-03-05© 2024 Emerald Publishing LimitedAnkita SharmaSwati SharmaManagement Research Reviewahead-of-printahead-of-print2024-03-0510.1108/MRR-08-2021-0597https://www.emerald.com/insight/content/doi/10.1108/MRR-08-2021-0597/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Cost of organizational citizenship behaviors: serial mediation model of citizenship fatiguehttps://www.emerald.com/insight/content/doi/10.1108/MRR-08-2023-0540/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestRecently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue. A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4. Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue. To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.Cost of organizational citizenship behaviors: serial mediation model of citizenship fatigue
Qasim Ali Nisar, Shahbaz Haider, Ali Waqas, Waris Ali Khan, Kareem M. Selem
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue.

A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4.

Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue.

To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.

]]>
Cost of organizational citizenship behaviors: serial mediation model of citizenship fatigue10.1108/MRR-08-2023-0540Management Research Review2024-01-01© 2023 Emerald Publishing LimitedQasim Ali NisarShahbaz HaiderAli WaqasWaris Ali KhanKareem M. SelemManagement Research Reviewahead-of-printahead-of-print2024-01-0110.1108/MRR-08-2023-0540https://www.emerald.com/insight/content/doi/10.1108/MRR-08-2023-0540/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Neo-institutionalism in supply chain management: from supply chain susceptibility to supply chain resiliencehttps://www.emerald.com/insight/content/doi/10.1108/MRR-08-2023-0572/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestNeo-institutional theories and their constructs have so far only received limited attention in supply chain management literature. As recent supply chain disruptions and their ripple effects affect actors on a broader institutional level, supply chains are confronted with multiple new and emerging, often conflicting, institutional demands. This study aims to unpack the notion of institutional complexity behind supply chain disruptions and present a novel institutional framework to lower supply chain susceptibility and increase supply chain resilience. The authors identify the patterns of complexity that shape the supply chain susceptibility, namely, distance, diversity and ambiguity, and present three institutional responses to susceptibility to increase supply chain resilience, namely, institutional entrepreneurship, institutional alignment and institutional layering. This paper analyses the current situational relevance to better understand the various and patterned ways how logics influence both supply chain susceptibility and the supply chain resilience. The authors derive six propositions on how complexity can be reduced for supply chain susceptibility and can be increased for supply chain resilience. By expanding and extending research on institutional complexity to supply chains, the authors broaden how researchers in supply chain management view supply chain susceptibility, thereby providing managers with theory to think differently about supply chains and its resilience.Neo-institutionalism in supply chain management: from supply chain susceptibility to supply chain resilience
David Martin Herold, Łukasz Marzantowicz
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

Neo-institutional theories and their constructs have so far only received limited attention in supply chain management literature. As recent supply chain disruptions and their ripple effects affect actors on a broader institutional level, supply chains are confronted with multiple new and emerging, often conflicting, institutional demands. This study aims to unpack the notion of institutional complexity behind supply chain disruptions and present a novel institutional framework to lower supply chain susceptibility and increase supply chain resilience.

The authors identify the patterns of complexity that shape the supply chain susceptibility, namely, distance, diversity and ambiguity, and present three institutional responses to susceptibility to increase supply chain resilience, namely, institutional entrepreneurship, institutional alignment and institutional layering.

This paper analyses the current situational relevance to better understand the various and patterned ways how logics influence both supply chain susceptibility and the supply chain resilience. The authors derive six propositions on how complexity can be reduced for supply chain susceptibility and can be increased for supply chain resilience.

By expanding and extending research on institutional complexity to supply chains, the authors broaden how researchers in supply chain management view supply chain susceptibility, thereby providing managers with theory to think differently about supply chains and its resilience.

]]>
Neo-institutionalism in supply chain management: from supply chain susceptibility to supply chain resilience10.1108/MRR-08-2023-0572Management Research Review2024-02-28© 2024 Emerald Publishing LimitedDavid Martin HeroldŁukasz MarzantowiczManagement Research Reviewahead-of-printahead-of-print2024-02-2810.1108/MRR-08-2023-0572https://www.emerald.com/insight/content/doi/10.1108/MRR-08-2023-0572/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Indian women entrepreneurs: implications for personality characteristicshttps://www.emerald.com/insight/content/doi/10.1108/MRR-08-2023-0595/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestPersonality characteristics have a significant impact on the economic segment of women entrepreneurs. Due to gender biases or other factors, women entrepreneurs are fewer in India than in other countries. The purpose of this study is to identify the personality factors and challenges that affect their growth and success. Logistic regression was used to show the impact of personality characteristics and firm performance and the moderating effect of challenges between personality characteristics and firm performance. The findings revealed a significant impact of personality factors on firm performance, the absence of moderating effects of challenges and the presence of a mediation effect of enterprise age and enterprise location. This research will help policymakers adopt policies and plans to reduce obstacles and challenges so that the economic conditions of women’s entrepreneurship can transform. Women in the 21st century still live in a male-dominated patriarchal society because they face the problem of financial capital. The results show the impact of personality traits and challenges on the firm performance of women’s entrepreneurship.Indian women entrepreneurs: implications for personality characteristics
Nupur Kuhar, V. Shunmugasundaram
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

Personality characteristics have a significant impact on the economic segment of women entrepreneurs. Due to gender biases or other factors, women entrepreneurs are fewer in India than in other countries. The purpose of this study is to identify the personality factors and challenges that affect their growth and success.

Logistic regression was used to show the impact of personality characteristics and firm performance and the moderating effect of challenges between personality characteristics and firm performance.

The findings revealed a significant impact of personality factors on firm performance, the absence of moderating effects of challenges and the presence of a mediation effect of enterprise age and enterprise location.

This research will help policymakers adopt policies and plans to reduce obstacles and challenges so that the economic conditions of women’s entrepreneurship can transform.

Women in the 21st century still live in a male-dominated patriarchal society because they face the problem of financial capital.

The results show the impact of personality traits and challenges on the firm performance of women’s entrepreneurship.

]]>
Indian women entrepreneurs: implications for personality characteristics10.1108/MRR-08-2023-0595Management Research Review2024-02-14© 2024 Emerald Publishing LimitedNupur KuharV. ShunmugasundaramManagement Research Reviewahead-of-printahead-of-print2024-02-1410.1108/MRR-08-2023-0595https://www.emerald.com/insight/content/doi/10.1108/MRR-08-2023-0595/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
Cultural influences on early trust development in virtual teamshttps://www.emerald.com/insight/content/doi/10.1108/MRR-09-2022-0615/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestTransference-based trust (TBT) via referral sources is a cognitive process where trust in third-party information about an individual transfers to trust in the individual. TBT via referral sources can have significant effects on early trust development in a virtual team (VT). This study aims to examine the potential influence of Hofstede’s (1980) cultural variables and two proposed combinations of these cultural variables on early trust development in VT, including the effects of referral source. This study adopted multigroup analysis partial least squares structural modeling to examine potential cultural differences in the responses of 357 university students from 51 different countries to understand early trust development in VT. TBT via referral sources as in interpersonal construct has a positive, direct impact on early trust development. TBT mediated the individual and organizational model constructs. There were significant differences in the high/low values of 3 of the 56 tested cultural dimensions. Reaffirmed the validity of cognitive-based trust models in understanding early trust development in VTs TBT as an interpersonal construct and has a significant influence on early trust development in VTs. TBT via referral sources mediated the individual and organizational constructs of the model. There were significant differences in the high/low measures of three cultural dimensions (i.e. IV, M and the combination of IV-M-LT) in the relationship of early trusting beliefs to early trusting intensions. To positively influence interpersonal and organizational aspects of trust development, managers should ensure that the early phases of VTs, before actual implementation begins, are well organized. Managers could make VT members fully aware of how referral sources can influence early trust development. Managers could encourage individuals to have open access to relevant social media accounts for other VT members and encourage individuals to research referral sources on other VTs members. The implication for managers of culturally diverse VT is that the development of early trust is largely by individual choice, rather than differences in national culture. People need to maintain and actively manage their online presence, ensuring that online information about them is accurate and updated. Referral sources could help VT members learn about one another, which might in turn help foster early trust in their online teams. Although some studies have found significant cultural differences in early trust development, other studies, including a meta-analysis of 43 studies, found no significant cultural differences in early trust development. This study confirmed the results of the meta-analysis.Cultural influences on early trust development in virtual teams
Ross Gardner, Robert J. Blomme, Ad Kil, Nick van Dam
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

Transference-based trust (TBT) via referral sources is a cognitive process where trust in third-party information about an individual transfers to trust in the individual. TBT via referral sources can have significant effects on early trust development in a virtual team (VT). This study aims to examine the potential influence of Hofstede’s (1980) cultural variables and two proposed combinations of these cultural variables on early trust development in VT, including the effects of referral source.

This study adopted multigroup analysis partial least squares structural modeling to examine potential cultural differences in the responses of 357 university students from 51 different countries to understand early trust development in VT.

TBT via referral sources as in interpersonal construct has a positive, direct impact on early trust development. TBT mediated the individual and organizational model constructs. There were significant differences in the high/low values of 3 of the 56 tested cultural dimensions.

Reaffirmed the validity of cognitive-based trust models in understanding early trust development in VTs TBT as an interpersonal construct and has a significant influence on early trust development in VTs. TBT via referral sources mediated the individual and organizational constructs of the model. There were significant differences in the high/low measures of three cultural dimensions (i.e. IV, M and the combination of IV-M-LT) in the relationship of early trusting beliefs to early trusting intensions.

To positively influence interpersonal and organizational aspects of trust development, managers should ensure that the early phases of VTs, before actual implementation begins, are well organized. Managers could make VT members fully aware of how referral sources can influence early trust development. Managers could encourage individuals to have open access to relevant social media accounts for other VT members and encourage individuals to research referral sources on other VTs members. The implication for managers of culturally diverse VT is that the development of early trust is largely by individual choice, rather than differences in national culture.

People need to maintain and actively manage their online presence, ensuring that online information about them is accurate and updated. Referral sources could help VT members learn about one another, which might in turn help foster early trust in their online teams.

Although some studies have found significant cultural differences in early trust development, other studies, including a meta-analysis of 43 studies, found no significant cultural differences in early trust development. This study confirmed the results of the meta-analysis.

]]>
Cultural influences on early trust development in virtual teams10.1108/MRR-09-2022-0615Management Research Review2023-12-19© 2023 Emerald Publishing LimitedRoss GardnerRobert J. BlommeAd KilNick van DamManagement Research Reviewahead-of-printahead-of-print2023-12-1910.1108/MRR-09-2022-0615https://www.emerald.com/insight/content/doi/10.1108/MRR-09-2022-0615/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
A review of strategic visioning and organizational performance: epistemological challengeshttps://www.emerald.com/insight/content/doi/10.1108/MRR-09-2022-0623/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this systematic narrative review is to discourse on vision and organizational performance. By analysing work-life and organization studies journals, the authors respond to a call to view the process of visioning more holistically. The methodological approach is a discourse-oriented qualitative content analysis. The authors explore visioning through an epistemological lens, which emphasizes both the connections and differences between “traditional” philosophical approaches. The findings show how the different interpretations of vision and related concepts are tied to the following themes: clarity, causality, embodiment and sensory experiences and actionability. Through the frameworks of scientific realism and relativism, the authors illustrate novel insights into the ways in which visioning occupies a place in knowledge management.A review of strategic visioning and organizational performance: epistemological challenges
Kristiina Niemi-Kaija, Steven Pattinson
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this systematic narrative review is to discourse on vision and organizational performance. By analysing work-life and organization studies journals, the authors respond to a call to view the process of visioning more holistically.

The methodological approach is a discourse-oriented qualitative content analysis. The authors explore visioning through an epistemological lens, which emphasizes both the connections and differences between “traditional” philosophical approaches.

The findings show how the different interpretations of vision and related concepts are tied to the following themes: clarity, causality, embodiment and sensory experiences and actionability.

Through the frameworks of scientific realism and relativism, the authors illustrate novel insights into the ways in which visioning occupies a place in knowledge management.

]]>
A review of strategic visioning and organizational performance: epistemological challenges10.1108/MRR-09-2022-0623Management Research Review2023-11-30© 2023 Emerald Publishing LimitedKristiina Niemi-KaijaSteven PattinsonManagement Research Reviewahead-of-printahead-of-print2023-11-3010.1108/MRR-09-2022-0623https://www.emerald.com/insight/content/doi/10.1108/MRR-09-2022-0623/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2023 Emerald Publishing Limited
Unpacking the effects of performance feedback on strategic change: the moderating role of industry conditionshttps://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0766/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to integrate insights from the behavioral theory of the firm and the dynamic capabilities perspective to explain how the historical and social attainment discrepancies motivate firms to change. Specifically, this paper proposes that a negative historical attainment discrepancy encourages the firm to engage in strategic change to solve its performance problems. In contrast, this paper advanced that a positive social attainment discrepancy motivates strategic change as a mechanism to bolster the firm’s position within the industry. Further, this paper integrated the moderating effects of industry dynamism and industry munificence. This paper tests hypotheses using panel data on 2,435 US public firms over the years from 1996 to 2018. This paper uses a fixed-effects regression model to empirically test these hypotheses. This paper finds empirical support for the effects of both the negative historical attainment discrepancy and the positive social attainment discrepancy on the firm’s tendency to engage in strategic change. As for the hypothesized moderating effects, this paper finds that industry munificence accentuated the effects of both attainment discrepancies on the firm’s tendency to engage in strategic change. However, the results do not support the hypothesized moderating effect of industry dynamism on either of these attainment discrepancies. This paper contributes to the research on the separate effects of historical and social comparisons within the context of strategic change. Further, the paper bolsters our understanding of how performance feedback increases the firm’s tendency to change. Finally, the paper integrates theoretical views from the behavioral theory of the firm and the dynamic capabilities perspective on how socially high-performing firms may build and sustain their competitive advantage through organizational change.Unpacking the effects of performance feedback on strategic change: the moderating role of industry conditions
Mishari Alnahedh, Abdullatif Alrashdan
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to integrate insights from the behavioral theory of the firm and the dynamic capabilities perspective to explain how the historical and social attainment discrepancies motivate firms to change. Specifically, this paper proposes that a negative historical attainment discrepancy encourages the firm to engage in strategic change to solve its performance problems. In contrast, this paper advanced that a positive social attainment discrepancy motivates strategic change as a mechanism to bolster the firm’s position within the industry. Further, this paper integrated the moderating effects of industry dynamism and industry munificence.

This paper tests hypotheses using panel data on 2,435 US public firms over the years from 1996 to 2018. This paper uses a fixed-effects regression model to empirically test these hypotheses.

This paper finds empirical support for the effects of both the negative historical attainment discrepancy and the positive social attainment discrepancy on the firm’s tendency to engage in strategic change. As for the hypothesized moderating effects, this paper finds that industry munificence accentuated the effects of both attainment discrepancies on the firm’s tendency to engage in strategic change. However, the results do not support the hypothesized moderating effect of industry dynamism on either of these attainment discrepancies.

This paper contributes to the research on the separate effects of historical and social comparisons within the context of strategic change. Further, the paper bolsters our understanding of how performance feedback increases the firm’s tendency to change. Finally, the paper integrates theoretical views from the behavioral theory of the firm and the dynamic capabilities perspective on how socially high-performing firms may build and sustain their competitive advantage through organizational change.

]]>
Unpacking the effects of performance feedback on strategic change: the moderating role of industry conditions10.1108/MRR-11-2022-0766Management Research Review2024-02-29© 2024 Emerald Publishing LimitedMishari AlnahedhAbdullatif AlrashdanManagement Research Reviewahead-of-printahead-of-print2024-02-2910.1108/MRR-11-2022-0766https://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0766/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
HR excellence enablers and results: developing a scale for assessing key internal and external HR stakeholders’ perceptionshttps://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0807/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThe purpose of this paper is to develop a multistakeholder scale for assessing an excellent human resource (HR) function to demonstrate the extent to which it is focused on creating value from the perspective of its key internal and external stakeholders. At the first stage, an in-depth literature review was conducted to extract the best practices for an excellent HR function. Then, to test the validation of the developed framework, it was sent to HR academics and practitioners in different countries. The survey responses were analyzed using the methods of the structural equation modeling (SEM) and confirmatory factorial analysis. This study proposes an excellent HR multistakeholder assessment scale consisting of ten criteria based on the perceptions of internal and external HR stakeholders. This study suggests a framework for assessing overall HR excellence based on the perceptions of key internal and external HR stakeholders. In addition, it is recommended that future researchers empirically test the developed scale across various industries and firm sizes. HR managers, by using this framework, could continuously assess their HR excellence and compare their HR excellence with other companies’ HR excellence in the industry and then plan for continuous improvement in different HR areas to improve their stakeholders’ experiences. This paper identifies the enablers and results of an excellent HR department and designs a multistakeholder feedback scale to better understand key internal and external HR stakeholders’ perceptions.HR excellence enablers and results: developing a scale for assessing key internal and external HR stakeholders’ perceptions
Behrooz Ghlichlee
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

The purpose of this paper is to develop a multistakeholder scale for assessing an excellent human resource (HR) function to demonstrate the extent to which it is focused on creating value from the perspective of its key internal and external stakeholders.

At the first stage, an in-depth literature review was conducted to extract the best practices for an excellent HR function. Then, to test the validation of the developed framework, it was sent to HR academics and practitioners in different countries. The survey responses were analyzed using the methods of the structural equation modeling (SEM) and confirmatory factorial analysis.

This study proposes an excellent HR multistakeholder assessment scale consisting of ten criteria based on the perceptions of internal and external HR stakeholders.

This study suggests a framework for assessing overall HR excellence based on the perceptions of key internal and external HR stakeholders. In addition, it is recommended that future researchers empirically test the developed scale across various industries and firm sizes.

HR managers, by using this framework, could continuously assess their HR excellence and compare their HR excellence with other companies’ HR excellence in the industry and then plan for continuous improvement in different HR areas to improve their stakeholders’ experiences.

This paper identifies the enablers and results of an excellent HR department and designs a multistakeholder feedback scale to better understand key internal and external HR stakeholders’ perceptions.

]]>
HR excellence enablers and results: developing a scale for assessing key internal and external HR stakeholders’ perceptions10.1108/MRR-11-2022-0807Management Research Review2024-02-05© 2024 Emerald Publishing LimitedBehrooz GhlichleeManagement Research Reviewahead-of-printahead-of-print2024-02-0510.1108/MRR-11-2022-0807https://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0807/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The effect of board effectiveness on the long-term company success and comparability of financial informationhttps://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0829/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis study aims to investigate the effect of the dynamics and potential of the board of directors on investment efficiency and the comparability of financial information in companies listed on the Tehran Stock Exchange. The number of observations for this study includes 1,218 observations from companies listed on the Tehran Stock Exchange during 2014–2020. The authors used econometric statistical methods such as multiple linear regression, the Chow and Hausman test and the Kendall correlation coefficient using Eviews software to conduct the research. To measure the board’s effectiveness, two variables are used, including board dynamics and potential. The results showed a positive and significant relationship between dynamics, board potential and investment efficiency. Also, no significant relationship was observed between the board dynamics and the comparability of financial information. Finally, a positive and significant relationship exists between the board’s potential and the comparability of financial information. The importance of this research is the use of board proxies, including the dynamics and potential of the board. In addition, other variables of board characteristics, such as size, independence, ownership and gender, and the relationship between these variables with investment efficiency and comparability of financial information, have been examined in this study.The effect of board effectiveness on the long-term company success and comparability of financial information
Mahdi Salehi, Ali Hassanzadeh
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This study aims to investigate the effect of the dynamics and potential of the board of directors on investment efficiency and the comparability of financial information in companies listed on the Tehran Stock Exchange.

The number of observations for this study includes 1,218 observations from companies listed on the Tehran Stock Exchange during 2014–2020. The authors used econometric statistical methods such as multiple linear regression, the Chow and Hausman test and the Kendall correlation coefficient using Eviews software to conduct the research. To measure the board’s effectiveness, two variables are used, including board dynamics and potential.

The results showed a positive and significant relationship between dynamics, board potential and investment efficiency. Also, no significant relationship was observed between the board dynamics and the comparability of financial information. Finally, a positive and significant relationship exists between the board’s potential and the comparability of financial information.

The importance of this research is the use of board proxies, including the dynamics and potential of the board. In addition, other variables of board characteristics, such as size, independence, ownership and gender, and the relationship between these variables with investment efficiency and comparability of financial information, have been examined in this study.

]]>
The effect of board effectiveness on the long-term company success and comparability of financial information10.1108/MRR-11-2022-0829Management Research Review2024-02-16© 2024 Emerald Publishing LimitedMahdi SalehiAli HassanzadehManagement Research Reviewahead-of-printahead-of-print2024-02-1610.1108/MRR-11-2022-0829https://www.emerald.com/insight/content/doi/10.1108/MRR-11-2022-0829/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited
The effect of discount discrepancy on purchase intention: the moderation of justificationhttps://www.emerald.com/insight/content/doi/10.1108/MRR-12-2022-0877/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatestThis paper aims to clarify the effect of discount discrepancy (DD) on consumers’ purchase intention (PI). The authors propose, test and provide evidence and explanations about the moderation of justification in the relation between consumers’ perceived DD and PI. The authors conducted three experimental studies with a 2 × 2 factorial design, focusing on consumers’ processing of price discounts. Participants were informed that this study aimed to gather opinions on fashion, clothing and retail sales promotions. They accessed the questionnaire via Qualtrics. Each participant took part in only one study. The experimental conditions were manipulated through scenarios. Study 1 tested and supported the moderation of justification on the effect of DD on PI. Study 2 tested and supported the moderation of the type of justification for the effect of DD on PI. Study 3 confirmed the findings in Study 2 and revealed the more effective type of justification. The authors focused on a typically hedonic product category (fashion clothing). Further research should include a wider variety of goods and services, which could lead to different explanations or generalizations. Sales promotions must refrain from generating DD between the initial price discount and the subsequent smaller discounts. Practitioners must evaluate the gains of an initial, more considerable percentage discount to attract consumers to the store and sell them other products versus the cost of losing sales because of DD. Management should recognize the importance of giving the correct justification for perceived DD, aligning the firm’s justification with the consumer’s motivation to buy the product. The authors offer subsidies for effective consumer protection policies. By studying the influence of justification on the effect of DD on PI, the authors propose a mechanism that would reduce the negative effect of DD on consumers’ PI.The effect of discount discrepancy on purchase intention: the moderation of justification
Melby Karina Zuniga Huertas, Thais Rubia Ferreira Lepre, André Torres Urdan
Management Research Review, Vol. ahead-of-print, No. ahead-of-print, pp.-

This paper aims to clarify the effect of discount discrepancy (DD) on consumers’ purchase intention (PI). The authors propose, test and provide evidence and explanations about the moderation of justification in the relation between consumers’ perceived DD and PI.

The authors conducted three experimental studies with a 2 × 2 factorial design, focusing on consumers’ processing of price discounts. Participants were informed that this study aimed to gather opinions on fashion, clothing and retail sales promotions. They accessed the questionnaire via Qualtrics. Each participant took part in only one study. The experimental conditions were manipulated through scenarios.

Study 1 tested and supported the moderation of justification on the effect of DD on PI. Study 2 tested and supported the moderation of the type of justification for the effect of DD on PI. Study 3 confirmed the findings in Study 2 and revealed the more effective type of justification.

The authors focused on a typically hedonic product category (fashion clothing). Further research should include a wider variety of goods and services, which could lead to different explanations or generalizations.

Sales promotions must refrain from generating DD between the initial price discount and the subsequent smaller discounts. Practitioners must evaluate the gains of an initial, more considerable percentage discount to attract consumers to the store and sell them other products versus the cost of losing sales because of DD. Management should recognize the importance of giving the correct justification for perceived DD, aligning the firm’s justification with the consumer’s motivation to buy the product.

The authors offer subsidies for effective consumer protection policies.

By studying the influence of justification on the effect of DD on PI, the authors propose a mechanism that would reduce the negative effect of DD on consumers’ PI.

]]>
The effect of discount discrepancy on purchase intention: the moderation of justification10.1108/MRR-12-2022-0877Management Research Review2024-03-04© 2024 Emerald Publishing LimitedMelby Karina Zuniga HuertasThais Rubia Ferreira LepreAndré Torres UrdanManagement Research Reviewahead-of-printahead-of-print2024-03-0410.1108/MRR-12-2022-0877https://www.emerald.com/insight/content/doi/10.1108/MRR-12-2022-0877/full/html?utm_source=rss&utm_medium=feed&utm_campaign=rss_journalLatest© 2024 Emerald Publishing Limited