Pub Date : 2020-08-31DOI: 10.1108/mrjiam-02-2020-1011
Ignacio Contín-Pilart, Martín Larraza-Kintana, Victor Martin-Sanchez
Drawing on institutional logics theory, this paper aims to examine the determinants of entrepreneurs’ planning behavior in the first years of 212 Spanish new firms. Additionally, this study identifies four different planning profiles: systematic planner, early planner, late planner and non-planner.,This study’s data structure is a (yearly) pooled cross-sectional time series. This paper investigates the determinants of planning behaviors among entrepreneurs, as well as the impact of that activity on new firm performance (i.e. employment growth).,The results confirm the relevance of institutional forces in explaining the involvement of founders of new firms upon planning activities. Institutional factors, in the form of public external support seem to explain early- and systematic-planner behavior while the influence of entrepreneurial family background does so with late-planner behavior.,The authors focus their attention on two key moments of a new venture’ life: the first year of operation and once the firm has overcome the four-year hurdle that is often used to distinguish new from established businesses. Four different patterns emerge: systematic planner (those who consistently plan over time), early planner (those who engage in planning activities in the early moments of the firm’s life but not later), late planner (those who do not plan at the beginning but end up conducting planning activities a few years later) and non-planner (those who never get involved in planning activities). This new division is an interesting additional feature of this study.,Utilizando la teoria de logica institucional, el presente articulo analiza los factores determinantes del comportamiento planificador de los emprendedores durante los primeros anos de operaciones, por lo que se refiere a sus negocios. A tal efecto, identificamos cuatro perfiles planificadores: sistematico, temprano, demorado y no-planificador.,A partir de una muestra de 201 emprendedores espanoles se examinan los determinantes del comportamiento planificador y el efecto subsecuente en el desempeno de las empresas.,Los resultados de este articulo ponen de relieve la importancia de las fuerzas institucionales, a la hora de explicar la involucracion de estos en cuanto a la planificacion de actividades se refiere. Por un lado, factores institucionales en forma de apoyo publico, tienden a explicar el comportamiento del planificador temprano y sistematico, mientras que la influencia del contexto familiar definiria el modo de actuar del planificador-demorado. Asimismo, en este articulo se analiza el impacto de los diferentes perfiles planificadores en el desempeno del crecimiento de empleo de las empresas.,El presente articulo intenta examinar de manera inedita el comportamiento planificador de los emprendedores usando la teoria de logica institucional. Ademas, los resultados sugieren que planificar aporta un efecto positivo en el desempeno de las iniciativas emprendedoras.,Tendo por base teorica as lo
{"title":"Entrepreneurs’ planning behavior and new firm performance","authors":"Ignacio Contín-Pilart, Martín Larraza-Kintana, Victor Martin-Sanchez","doi":"10.1108/mrjiam-02-2020-1011","DOIUrl":"https://doi.org/10.1108/mrjiam-02-2020-1011","url":null,"abstract":"Drawing on institutional logics theory, this paper aims to examine the determinants of entrepreneurs’ planning behavior in the first years of 212 Spanish new firms. Additionally, this study identifies four different planning profiles: systematic planner, early planner, late planner and non-planner.,This study’s data structure is a (yearly) pooled cross-sectional time series. This paper investigates the determinants of planning behaviors among entrepreneurs, as well as the impact of that activity on new firm performance (i.e. employment growth).,The results confirm the relevance of institutional forces in explaining the involvement of founders of new firms upon planning activities. Institutional factors, in the form of public external support seem to explain early- and systematic-planner behavior while the influence of entrepreneurial family background does so with late-planner behavior.,The authors focus their attention on two key moments of a new venture’ life: the first year of operation and once the firm has overcome the four-year hurdle that is often used to distinguish new from established businesses. Four different patterns emerge: systematic planner (those who consistently plan over time), early planner (those who engage in planning activities in the early moments of the firm’s life but not later), late planner (those who do not plan at the beginning but end up conducting planning activities a few years later) and non-planner (those who never get involved in planning activities). This new division is an interesting additional feature of this study.,Utilizando la teoria de logica institucional, el presente articulo analiza los factores determinantes del comportamiento planificador de los emprendedores durante los primeros anos de operaciones, por lo que se refiere a sus negocios. A tal efecto, identificamos cuatro perfiles planificadores: sistematico, temprano, demorado y no-planificador.,A partir de una muestra de 201 emprendedores espanoles se examinan los determinantes del comportamiento planificador y el efecto subsecuente en el desempeno de las empresas.,Los resultados de este articulo ponen de relieve la importancia de las fuerzas institucionales, a la hora de explicar la involucracion de estos en cuanto a la planificacion de actividades se refiere. Por un lado, factores institucionales en forma de apoyo publico, tienden a explicar el comportamiento del planificador temprano y sistematico, mientras que la influencia del contexto familiar definiria el modo de actuar del planificador-demorado. Asimismo, en este articulo se analiza el impacto de los diferentes perfiles planificadores en el desempeno del crecimiento de empleo de las empresas.,El presente articulo intenta examinar de manera inedita el comportamiento planificador de los emprendedores usando la teoria de logica institucional. Ademas, los resultados sugieren que planificar aporta un efecto positivo en el desempeno de las iniciativas emprendedoras.,Tendo por base teorica as lo","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"21 1","pages":"307-334"},"PeriodicalIF":2.8,"publicationDate":"2020-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85140359","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-08-12DOI: 10.1108/mrjiam-06-2020-1053
Herman Aguinis, Isabel Villamor, Kelly P. Gabriel
The purpose of this study is to critically synthesize and integrate conceptual and empirical research on the behavioral perspective on corporate social responsibility (CSR) and explain why it is useful and necessary, especially in the wake of the COVID-19 pandemic. The authors explain why CSR can result in both positive and negative outcomes and provide future research directions and recommendations for practice and policymaking.,This study focuses on critical literature review and synthesis.,CSR policies in response to COVID-19 are created by organizations but are implemented by individual employees. The way employees perceive and react to CSR actions are key determinants of CSR’s implementation and success. CSR can be embedded within or peripheral to a firm’s core functioning. While embedded CSR is linked to several positive outcomes if correctly implemented together with employees, peripheral CSR is linked to “the dark side” of CSR and can result in negative employee outcomes.,Using the backdrop of the COVID-19 pandemic, the authors detail types of CSR actions that governments and organizations can implement and their relative effectiveness; why “one size fits all” top-down CSR does not work; how firms can use human resource management practices to re-engage employees through finding meaning in work; and the “dark side” of CSR.,Using the backdrop of the COVID-19 pandemic, the authors detail types of CSR actions that governments and organizations can implement and their relative effectiveness; why “one size fits all” top-down CSR does not work; how firms can use human resource management practices to re-engage employees through finding meaning in work; and the “dark side” of CSR.,CSR research has focused mostly on why and when firms choose to engage in CSR. A behavioral perspective on CSR facilitates, through an employee-centric conceptual framework, a deeper understanding of when and why employee reactions lead to positive and unintended negative outcomes, especially during the COVID-19 pandemic.,Sintetizamos criticamente e integramos la investigacion conceptual y empirica sobre la perspectiva conductual de la responsabilidad social corporativa (RSC) y explicamos por que es util y necesaria, especialmente a raiz de la pandemia del COVID-19. Explicamos por que la RSC puede dar lugar a resultados tanto positivos como negativos y sugerimos propuestas para investigaciones futuras y recomendaciones para la practica empresarial y la formulacion de politicas.,Revision critica y sintesis de literatura.,Las politicas de RSC en respuesta a COVID-19 son creadas por organizaciones, pero implementadas por empleados. La forma en que los empleados perciben y reaccionan a las iniciativas de RSC es clave para la implementacion y el exito de la RSC. La RSC puede integrarse o ser periferica al funcionamiento central de una empresa. Si bien la RSC integrada esta vinculada a varios resultados positivos si se implementa correctamente junto a los empleados, la RSC p
本研究的目的是批判性地综合和整合关于企业社会责任(CSR)行为视角的概念和实证研究，并解释为什么它是有用和必要的，特别是在COVID-19大流行之后。作者解释了企业社会责任为什么会产生积极和消极的结果，并为实践和政策制定提供了未来的研究方向和建议。本研究的重点是批判性文献综述和综合。例如，应对COVID-19的企业社会责任政策由组织制定，但由员工个人实施。员工对企业社会责任行为的感知和反应方式是企业社会责任实施和成功的关键决定因素。企业社会责任可以嵌入企业的核心职能，也可以作为企业核心职能的外围。如果与员工一起正确实施，嵌入式企业社会责任与几个积极的结果相关联，而外围企业社会责任与企业社会责任的“阴暗面”相关联，可能导致负面的员工结果。以2019冠状病毒病大流行为背景，作者详细介绍了政府和组织可以实施的企业社会责任行动类型及其相对有效性;为什么“一刀切”的自上而下的企业社会责任行不通;企业如何利用人力资源管理实践，通过寻找工作的意义来重新吸引员工;以及CSR的“黑暗面”。以2019冠状病毒病大流行为背景，作者详细介绍了政府和组织可以实施的企业社会责任行动类型及其相对有效性;为什么“一刀切”的自上而下的企业社会责任行不通;企业如何利用人力资源管理实践，通过寻找工作的意义来重新吸引员工;以及CSR的“黑暗面”。在美国，企业社会责任研究主要集中在企业为什么以及何时选择参与企业社会责任。企业社会责任的行为视角通过以员工为中心的概念框架，有助于更深入地理解员工的反应何时以及为何会导致积极和意外的负面结果，特别是在2019冠状病毒病大流行期间。在必要的情况下，特别是在COVID-19大流行的情况下，通过明确的贫困问题，对调查的概念与经验、行为、责任和社会合作(RSC)进行整合批评。通过建议、建议、实践、政治制定和经验分析，对研究成果进行了积极或消极的评价。《文学评论》。在2019冠状病毒病(COVID-19)问题上，国家政治委员会(Las politicas de RSC)对贫困组织、贫困执行者和贫困员工进行了调查。员工通过对RSC的反应和对RSC的主动性的感知，形成了一种形式的缺失，这种缺失是通过RSC的出口来实现的。RSC将所有的外部功能整合到中心空间。将RSC综合评价结果与各种结果进行比较，将RSC综合评价结果与各种结果进行比较，将RSC综合评价结果与各种结果进行比较，将RSC综合评价结果与各种结果进行比较，将RSC综合评价结果与各种结果进行比较，将RSC综合评价结果与各种结果进行比较。《中华人民共和国皇家科学院调查报告》认为，在中华人民共和国皇家科学院的调查中，主要的原则是:Una perspectiva conductual de la RSC facilita, traves de联合国marco概念centrado en洛empleados Una comprension mas股de cuando y为什么拉斯维加斯reacciones de los empleados la RSC conducen太多一个resultados positivos科莫一resultados negativos没有deseados especialmente杜兰特拉de COVID-19大流行病。新冠肺炎大流行防治工作机制，详细介绍了(1)通过相对有效的方式实施新冠肺炎大流行防治工作的组织机制;(2)通过“talla unica”无功能的方式，将RSC的“到货日期”改为“到货日期”;(3)从实践的角度看，人的行为是一种社会行为;从社会行为的角度看，人的行为是一种社会行为，人的行为是一种社会行为;(4) RSC的“lado oscuro”。在必要的情况下，特别是在COVID-19大流行期间，应明确指出，在必要的情况下，应采取必要的措施，特别是在必要的情况下，应采取必要的措施。明确的合作伙伴关系将产生积极和消极的结果:建议、建议、未来、谈判、制定和政治。修订批评中国的数据文学。作为应对2019冠状病毒病的政策制定者和贫困组织，许多人实施了自己的职能。所有的职能部门都将管理看作是RSC的主动行动，因此要想成功地实现RSC，就必须有一个可行的实施方案。一种RSC系统集成了整个系统和操作系统的中心。
{"title":"Understanding employee responses to COVID-19: a behavioral corporate social responsibility perspective","authors":"Herman Aguinis, Isabel Villamor, Kelly P. Gabriel","doi":"10.1108/mrjiam-06-2020-1053","DOIUrl":"https://doi.org/10.1108/mrjiam-06-2020-1053","url":null,"abstract":"The purpose of this study is to critically synthesize and integrate conceptual and empirical research on the behavioral perspective on corporate social responsibility (CSR) and explain why it is useful and necessary, especially in the wake of the COVID-19 pandemic. The authors explain why CSR can result in both positive and negative outcomes and provide future research directions and recommendations for practice and policymaking.,This study focuses on critical literature review and synthesis.,CSR policies in response to COVID-19 are created by organizations but are implemented by individual employees. The way employees perceive and react to CSR actions are key determinants of CSR’s implementation and success. CSR can be embedded within or peripheral to a firm’s core functioning. While embedded CSR is linked to several positive outcomes if correctly implemented together with employees, peripheral CSR is linked to “the dark side” of CSR and can result in negative employee outcomes.,Using the backdrop of the COVID-19 pandemic, the authors detail types of CSR actions that governments and organizations can implement and their relative effectiveness; why “one size fits all” top-down CSR does not work; how firms can use human resource management practices to re-engage employees through finding meaning in work; and the “dark side” of CSR.,Using the backdrop of the COVID-19 pandemic, the authors detail types of CSR actions that governments and organizations can implement and their relative effectiveness; why “one size fits all” top-down CSR does not work; how firms can use human resource management practices to re-engage employees through finding meaning in work; and the “dark side” of CSR.,CSR research has focused mostly on why and when firms choose to engage in CSR. A behavioral perspective on CSR facilitates, through an employee-centric conceptual framework, a deeper understanding of when and why employee reactions lead to positive and unintended negative outcomes, especially during the COVID-19 pandemic.,Sintetizamos criticamente e integramos la investigacion conceptual y empirica sobre la perspectiva conductual de la responsabilidad social corporativa (RSC) y explicamos por que es util y necesaria, especialmente a raiz de la pandemia del COVID-19. Explicamos por que la RSC puede dar lugar a resultados tanto positivos como negativos y sugerimos propuestas para investigaciones futuras y recomendaciones para la practica empresarial y la formulacion de politicas.,Revision critica y sintesis de literatura.,Las politicas de RSC en respuesta a COVID-19 son creadas por organizaciones, pero implementadas por empleados. La forma en que los empleados perciben y reaccionan a las iniciativas de RSC es clave para la implementacion y el exito de la RSC. La RSC puede integrarse o ser periferica al funcionamiento central de una empresa. Si bien la RSC integrada esta vinculada a varios resultados positivos si se implementa correctamente junto a los empleados, la RSC p","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"14 1","pages":"421-438"},"PeriodicalIF":2.8,"publicationDate":"2020-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88534580","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-05-29DOI: 10.1108/mrjiam-11-2019-0969
M. E. Neves, J. Branco
Purpose As high-tech industries are the main responsible for research and development (R&D), the purpose of this paper is to investigate some of the possible determinants of R&D investment in this type of industry. Design/methodology/approach The analysis is based on a sample of European high-tech industries represented both by countries of civil law origin and common law origin. The authors used data from 155 high-tech firms in the period between 2011 and 2016. The sample was collected from Amadeus database. The panel data methodology was used to test the dependence of R&D expenses ratio according to different variables. Specifically, the authors have used the generalized method of moments (GMM) estimation method. Findings The results point out that there are differences in the explanation of the R&D ratio depending on whether the authors are dealing with countries of civil legal origin or common legal origin. The evidence also suggests that the intangible assets, contrary to the expect result, have a negative influence on R&D. Probably in this recovery time, as de global financial crisis and the sovereign debt crisis for Eurozone countries, the high-tech firms are using their intangible assets to create value and not for more investments in R&D. Companies are not renewing their asset stocks. Originality/value As high-tech companies are traditionally rich in R&D, this research can contribute with additional pieces to the knowledge of the factors that contribute to this. Thereby, this study may be interesting for managers, investors and civil society. This study adds value as it is unique in addressing this topic on this new dimension, with respect to the sample and indicators presented.
{"title":"Determinants of R&D on European high technology industry: panel data evidence","authors":"M. E. Neves, J. Branco","doi":"10.1108/mrjiam-11-2019-0969","DOIUrl":"https://doi.org/10.1108/mrjiam-11-2019-0969","url":null,"abstract":"\u0000Purpose\u0000As high-tech industries are the main responsible for research and development (R&D), the purpose of this paper is to investigate some of the possible determinants of R&D investment in this type of industry.\u0000\u0000\u0000Design/methodology/approach\u0000The analysis is based on a sample of European high-tech industries represented both by countries of civil law origin and common law origin. The authors used data from 155 high-tech firms in the period between 2011 and 2016. The sample was collected from Amadeus database. The panel data methodology was used to test the dependence of R&D expenses ratio according to different variables. Specifically, the authors have used the generalized method of moments (GMM) estimation method.\u0000\u0000\u0000Findings\u0000The results point out that there are differences in the explanation of the R&D ratio depending on whether the authors are dealing with countries of civil legal origin or common legal origin. The evidence also suggests that the intangible assets, contrary to the expect result, have a negative influence on R&D. Probably in this recovery time, as de global financial crisis and the sovereign debt crisis for Eurozone countries, the high-tech firms are using their intangible assets to create value and not for more investments in R&D. Companies are not renewing their asset stocks.\u0000\u0000\u0000Originality/value\u0000As high-tech companies are traditionally rich in R&D, this research can contribute with additional pieces to the knowledge of the factors that contribute to this. Thereby, this study may be interesting for managers, investors and civil society. This study adds value as it is unique in addressing this topic on this new dimension, with respect to the sample and indicators presented.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"68 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2020-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84012650","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-05-11DOI: 10.1108/mrjiam-11-2019-0972
Marcel Meyer, M. Hühn
The purpose of this study is to discuss the advantages and challenges of using virtuous language in business.,This paper is a theoretical exploration based on a literature review and philosophical analysis that uses a quantitative study from the Boston Consulting Group (BCG) as its starting point.,This study argues that neo-Aristotelian leadership and positive leadership explain why companies whose financial filings use value-laden language that stresses the higher purpose of the organisation to outperform companies whose reports use the language of profit maximisation. While neo-Aristotelian leadership is based on Aristotle’s Rhetoric, positive leadership is primarily influenced by research results from Positive Psychology and Positive Organizational Scholarship. The two approaches to leadership highlight something that conventional business research largely ignores, namely, the role of values as drivers of human behavior and the importance of character in leadership. Both research streams indicate that it is possible for organisations to do well and do good because they are seen as groups of value-driven individuals. Thus, using virtuous/positive communication is a possible means to do well financially and to (re-)humanize the business world of tomorrow.,The BHI study investigates the outcomes of written language only; thus, it does not consider oral communication. Moreover, there is no “perfect level” of virtuous language in corporate environments. We should not expect the same precision in ethics as in mathematics.,By way of explaining how to best use virtuous language in a business context, this study helps business practitioners to do good and well.,This study offers a pathway to (re-)humanize tomorrow’s world of business, which is once again subjugating humanity to imagined technological imperatives.,By deliberating the benefits and possible downsides of using virtuous language in a business environment, this paper advances a topic that has recently gained considerable attention but is still in need for more research.,el proposito de este estudio es discutir las ventajas y desafios de usar el lenguaje de la virtud en los negocios.,este articulo es una exploracion teorica basada en una revision de la literatura y analisis filosofico que utiliza un estudio cuantitativo del Boston Consulting Group (BCG) como su punto de partida.,este estudio sostiene que el liderazgo neo-aristotelico y el liderazgo positivo explican por que las empresas cuyas declaraciones financieras utilizan un lenguaje cargado de valor que enfatiza el proposito superior de la organizacion superan a las empresas cuyos informes utilizan el lenguaje de la maximizacion de beneficios. Mientras el liderazgo neo-aristotelico se basa en la retorica de Aristoteles. El liderazgo positivo es principalmente influenciado por los descubrimientos de la Psicologia Positiva y la Teoria Organizacional Positiva. Los dos enfoques del liderazgo destacan algo que la investigacion empresarial co
{"title":"Positive language and virtuous leadership: walking the talk","authors":"Marcel Meyer, M. Hühn","doi":"10.1108/mrjiam-11-2019-0972","DOIUrl":"https://doi.org/10.1108/mrjiam-11-2019-0972","url":null,"abstract":"The purpose of this study is to discuss the advantages and challenges of using virtuous language in business.,This paper is a theoretical exploration based on a literature review and philosophical analysis that uses a quantitative study from the Boston Consulting Group (BCG) as its starting point.,This study argues that neo-Aristotelian leadership and positive leadership explain why companies whose financial filings use value-laden language that stresses the higher purpose of the organisation to outperform companies whose reports use the language of profit maximisation. While neo-Aristotelian leadership is based on Aristotle’s Rhetoric, positive leadership is primarily influenced by research results from Positive Psychology and Positive Organizational Scholarship. The two approaches to leadership highlight something that conventional business research largely ignores, namely, the role of values as drivers of human behavior and the importance of character in leadership. Both research streams indicate that it is possible for organisations to do well and do good because they are seen as groups of value-driven individuals. Thus, using virtuous/positive communication is a possible means to do well financially and to (re-)humanize the business world of tomorrow.,The BHI study investigates the outcomes of written language only; thus, it does not consider oral communication. Moreover, there is no “perfect level” of virtuous language in corporate environments. We should not expect the same precision in ethics as in mathematics.,By way of explaining how to best use virtuous language in a business context, this study helps business practitioners to do good and well.,This study offers a pathway to (re-)humanize tomorrow’s world of business, which is once again subjugating humanity to imagined technological imperatives.,By deliberating the benefits and possible downsides of using virtuous language in a business environment, this paper advances a topic that has recently gained considerable attention but is still in need for more research.,el proposito de este estudio es discutir las ventajas y desafios de usar el lenguaje de la virtud en los negocios.,este articulo es una exploracion teorica basada en una revision de la literatura y analisis filosofico que utiliza un estudio cuantitativo del Boston Consulting Group (BCG) como su punto de partida.,este estudio sostiene que el liderazgo neo-aristotelico y el liderazgo positivo explican por que las empresas cuyas declaraciones financieras utilizan un lenguaje cargado de valor que enfatiza el proposito superior de la organizacion superan a las empresas cuyos informes utilizan el lenguaje de la maximizacion de beneficios. Mientras el liderazgo neo-aristotelico se basa en la retorica de Aristoteles. El liderazgo positivo es principalmente influenciado por los descubrimientos de la Psicologia Positiva y la Teoria Organizacional Positiva. Los dos enfoques del liderazgo destacan algo que la investigacion empresarial co","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"36 1","pages":"263-284"},"PeriodicalIF":2.8,"publicationDate":"2020-05-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84349882","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-04-25DOI: 10.1108/mrjiam-02-2019-0910
R. C. D. Silva, Joel Souza Dutra, E. F. R. Veloso, L. Trevisan
The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.,A survey was carried out with higher education business school students in Brazil. The sampling procedure involved a convenience selection of Millennial generation professionals who are employed and have recently undergone a performance evaluation process. The professionals answered a questionnaire about their perception of an empowering and directive leader, engagement, human resource practices and performance.,The authors demonstrated the potential of leaders to generate engagement and influence performance, showing the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear practices and criteria for their actions with regard to Millennial generation.,The potential of empowering leadership to generate engagement, and that of directive leadership to influence performance, show the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear criteria for their actions toward Millennial generation.,In Brazil, empowering leaders do not directly influence their subordinates’ performance, unlike what was found in previous studies. Thus, it may be that they also do not perceive, or are not working in, more flexible or participative workplaces, which interferes with the perception of the direct relationship between the leadership’s actions and their personal performance.,El proposito de este estudio es analizar el efecto de la relacion entre el liderazgo y compromiso en el desempeno individual de los profesionales de la generacion Milenial.,Se realizo una encuesta con estudiantes de educacion superior especificamente de escuelas de negocios de Brasil. El procedimiento de involucro una muestra de conveniencia de empleados profesionales de la generacion Milenial y recientemente se han sometido a un proceso de evaluacion de desempeno. Los profesionales respondieron un cuestionario sobre su percepcion sobre un lider empoderado y directivo, el compromiso, practicas de recursos humanos y desempeno.,Los autores demostraron el potencial de los lideres para generar compromiso e influencia en el desempeno, mostrando la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de lideres apropiados y estableciendo practicas y criterios claros para sus acciones con respecto a la generacion Milenial.,el potencial de empoderar al liderazgo para generar compromiso, y el del liderazgo directivo para influir en el desempeno, muestra la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de lider apropiados y estableciendo criterios claros para sus acciones hacia la generacion Milenial.,en Brasil, el empoderamiento de los lideres no influye directamente en el desempeno de sus subordinados, a
{"title":"Leadership and performance of Millennial generation in Brazilian companies","authors":"R. C. D. Silva, Joel Souza Dutra, E. F. R. Veloso, L. Trevisan","doi":"10.1108/mrjiam-02-2019-0910","DOIUrl":"https://doi.org/10.1108/mrjiam-02-2019-0910","url":null,"abstract":"The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.,A survey was carried out with higher education business school students in Brazil. The sampling procedure involved a convenience selection of Millennial generation professionals who are employed and have recently undergone a performance evaluation process. The professionals answered a questionnaire about their perception of an empowering and directive leader, engagement, human resource practices and performance.,The authors demonstrated the potential of leaders to generate engagement and influence performance, showing the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear practices and criteria for their actions with regard to Millennial generation.,The potential of empowering leadership to generate engagement, and that of directive leadership to influence performance, show the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear criteria for their actions toward Millennial generation.,In Brazil, empowering leaders do not directly influence their subordinates’ performance, unlike what was found in previous studies. Thus, it may be that they also do not perceive, or are not working in, more flexible or participative workplaces, which interferes with the perception of the direct relationship between the leadership’s actions and their personal performance.,El proposito de este estudio es analizar el efecto de la relacion entre el liderazgo y compromiso en el desempeno individual de los profesionales de la generacion Milenial.,Se realizo una encuesta con estudiantes de educacion superior especificamente de escuelas de negocios de Brasil. El procedimiento de involucro una muestra de conveniencia de empleados profesionales de la generacion Milenial y recientemente se han sometido a un proceso de evaluacion de desempeno. Los profesionales respondieron un cuestionario sobre su percepcion sobre un lider empoderado y directivo, el compromiso, practicas de recursos humanos y desempeno.,Los autores demostraron el potencial de los lideres para generar compromiso e influencia en el desempeno, mostrando la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de lideres apropiados y estableciendo practicas y criterios claros para sus acciones con respecto a la generacion Milenial.,el potencial de empoderar al liderazgo para generar compromiso, y el del liderazgo directivo para influir en el desempeno, muestra la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de lider apropiados y estableciendo criterios claros para sus acciones hacia la generacion Milenial.,en Brasil, el empoderamiento de los lideres no influye directamente en el desempeno de sus subordinados, a ","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"4 1","pages":"245-261"},"PeriodicalIF":2.8,"publicationDate":"2020-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89698279","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-29DOI: 10.1108/mrjiam-09-2019-0956
D. Balkin, Len J. Treviño, Markus Fitza, L. Gómez‐Mejía, Harsha Tadikonda
The purpose of this study is to identify antecedent factors in addition to merit that contribute to the designation of first author on a publication. A second purpose is to provide knowledge of the significance and implications of being designated first author on a research article in the management discipline. A third purpose is to propose directions for further research.,The study consists of an empirical analysis of archival data gathered from 780 authors of 260 coauthored articles from top-tier journals and uses logit regression to analyze the data.,The empirical analysis shows that under certain conditions author need and author power are factors that combine with merit as antecedents to the designation of being the first author of an article.,To the best of the authors’ knowledge, this is the first empirical study that identified antecedent factors that contribute to first authorship beyond the prescribed factor of merit which professional norms in management assume is the one and only factor that contributes to being designated as first author.,El proposito de este estudio es identificar los factores que anteceden, ademas del merito, a la designacion del primer autor en una publicacion. Un segundo objetivo es proporcionar conocimiento sobre la importancia y las implicaciones de ser designado primer autor en un articulo de investigacion en la disciplina de gestion. El tercer proposito es proponer direcciones para futuras investigaciones.,El estudio consiste en un analisis empirico de los datos de archivo recopilados de 780 autores de 260 articulos de revistas de primer nivel y utiliza la regresion logit para analizar los datos.,El analisis empirico muestra que, bajo ciertas condiciones, la necesidad y el poder del autor son factores que se combinan con el merito como antecedentes de la designacion como primer autor de un articulo.,Hasta donde alcanza nuestro conocimiento, este es el primer estudio empirico que identifica los factores que anteceden a la primera autoria mas alla del factor de merito, el cual es segun las normas profesionales el unico factor que contribuye a ser designado como primer autor.,O objetivo deste estudo e identificar fatores antecedentes, alem do merito, que contribuem para a designacao do primeiro autor em uma publicacao. Um segundo objetivo e fornecer conhecimento da importância e das implicacoes de ser designado primeiro autor em um artigo de pesquisa na disciplina de gerenciamento. Um terceiro objetivo e propor orientacoes para futuras pesquisas.,O estudo consiste em uma analise empirica dos dados de arquivo coletados de 780 autores de 260 artigos em coautoria de periodicos de primeira linha e usa a regressao logit para analisar os dados.,A analise empirica mostra que, sob certas condicoes, a necessidade e o poder do autor sao fatores que se combinam com o merito como antecedentes a designacao de ser o primeiro autor de um artigo.,Ate onde sabemos, este e o primeiro estudo empirico que identifica os fatores que
本研究的目的是确定除优点外，对出版物指定第一作者有贡献的前因因素。第二个目的是提供在管理学科的研究文章中被指定为第一作者的重要性和含义的知识。第三个目的是提出进一步研究的方向。本研究对顶级期刊780位作者、260篇合作论文的档案数据进行实证分析，并采用logit回归方法对数据进行分析。实证分析表明，在一定条件下，作者需求和作者权力是与优点相结合的因素，是文章被指定为第一作者的先决条件。据作者所知，这是第一个实证研究，它确定了有助于第一作者身份的先决因素，而不是规定的优点因素，管理专业规范认为优点因素是有助于被指定为第一作者的唯一因素。“我的建议是，在出版之前，我的建议是，在出版之前，我的建议是，我的建议是，在出版之前，我的建议是，我的建议是，我的建议是，我的建议是，我的建议是，我的建议是，我的建议是。”联合国segundo objetivo es proporcionar conocimiento尤其la importancia y las implicaciones de ser designado底漆奥特尔在联合国危象de investigacion en la disciplina德行为。在未来的调查中提出建议。在此基础上，建立了基于数据分析的经验分析模型、基于数据分析的经验分析模型、基于数据分析的经验分析模型、基于数据分析的经验分析模型、基于数据分析的经验分析模型、基于数据分析的经验分析模型和基于数据分析的经验分析模型。(1)实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，实证分析，Hasta donde alcanza nuestro conconciiento, este es el primer estudio empirico que identitylo factors que preteceden, la primeria mas a del factor de merito, el cual es as normas professionales el unico factor que contribuye ser designado como primer auciento。目的:研究具有相同性质的先决条件、相同的条件、相同的条件、相同的条件、相同的条件、相同的条件、相同的条件和相同的条件。第二项目标是对数据重要程度的进一步确认，即对数据重要程度的确定的含义，即对数据重要程度的确定的含义和对数据重要程度的确定的含义。我们的目标是为未来的发展提供适当的方向。(1)从实证的角度分析，从实证的角度分析，从实证的角度分析，从实证的角度分析，从实证的角度分析，从实证的角度分析，从实证的角度分析，从实证的角度分析，从实证的角度分析。分析经验模型，在一定的条件下，对模型模型进行必要的分析，并结合模型模型、模型模型、模型模型、模型模型、模型模型、模型模型、模型模型和模型模型。(3)在下列情况下，首先要有经验，首先要有经验，首先要有经验，其次要有经验，首先要有经验，其次要有专业人员，最后要有经验，首先要有经验，其次要有经验，首先要有经验，其次要有经验，首先要有经验，其次要有经验。
{"title":"Antecedents of non-monetary rewards: designating the first author","authors":"D. Balkin, Len J. Treviño, Markus Fitza, L. Gómez‐Mejía, Harsha Tadikonda","doi":"10.1108/mrjiam-09-2019-0956","DOIUrl":"https://doi.org/10.1108/mrjiam-09-2019-0956","url":null,"abstract":"The purpose of this study is to identify antecedent factors in addition to merit that contribute to the designation of first author on a publication. A second purpose is to provide knowledge of the significance and implications of being designated first author on a research article in the management discipline. A third purpose is to propose directions for further research.,The study consists of an empirical analysis of archival data gathered from 780 authors of 260 coauthored articles from top-tier journals and uses logit regression to analyze the data.,The empirical analysis shows that under certain conditions author need and author power are factors that combine with merit as antecedents to the designation of being the first author of an article.,To the best of the authors’ knowledge, this is the first empirical study that identified antecedent factors that contribute to first authorship beyond the prescribed factor of merit which professional norms in management assume is the one and only factor that contributes to being designated as first author.,El proposito de este estudio es identificar los factores que anteceden, ademas del merito, a la designacion del primer autor en una publicacion. Un segundo objetivo es proporcionar conocimiento sobre la importancia y las implicaciones de ser designado primer autor en un articulo de investigacion en la disciplina de gestion. El tercer proposito es proponer direcciones para futuras investigaciones.,El estudio consiste en un analisis empirico de los datos de archivo recopilados de 780 autores de 260 articulos de revistas de primer nivel y utiliza la regresion logit para analizar los datos.,El analisis empirico muestra que, bajo ciertas condiciones, la necesidad y el poder del autor son factores que se combinan con el merito como antecedentes de la designacion como primer autor de un articulo.,Hasta donde alcanza nuestro conocimiento, este es el primer estudio empirico que identifica los factores que anteceden a la primera autoria mas alla del factor de merito, el cual es segun las normas profesionales el unico factor que contribuye a ser designado como primer autor.,O objetivo deste estudo e identificar fatores antecedentes, alem do merito, que contribuem para a designacao do primeiro autor em uma publicacao. Um segundo objetivo e fornecer conhecimento da importância e das implicacoes de ser designado primeiro autor em um artigo de pesquisa na disciplina de gerenciamento. Um terceiro objetivo e propor orientacoes para futuras pesquisas.,O estudo consiste em uma analise empirica dos dados de arquivo coletados de 780 autores de 260 artigos em coautoria de periodicos de primeira linha e usa a regressao logit para analisar os dados.,A analise empirica mostra que, sob certas condicoes, a necessidade e o poder do autor sao fatores que se combinam com o merito como antecedentes a designacao de ser o primeiro autor de um artigo.,Ate onde sabemos, este e o primeiro estudo empirico que identifica os fatores que ","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"13 1","pages":"221-244"},"PeriodicalIF":2.8,"publicationDate":"2020-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77718140","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-24DOI: 10.1108/mrjiam-06-2019-0935
A. Safari, Arash Adelpanah, R. Soleimani, Parisa Heidari Aqagoli, Rosa Eidizadeh, R. Salehzadeh
This study aims at investigating the effect of psychological empowerment on job burnout and competitive advantage with the mediating role of organizational commitment and creativity.,The statistical population included all the managers and staffs of Tooka Company in Iran, and for data analysis, 120 completed questionnaires were used. Data analysis was carried out by SPSS 18 and Amos 20 software and structural equation modeling method. To test the mediating relationships, bootstrap method was used.,The findings showed that psychological empowerment has a significant direct effect on job burnout and competitive advantage. Also, psychological empowerment has a significant indirect effect on job burnout through the mediating role of organizational commitment. In addition, psychological empowerment has a significant indirect effect on competitive advantage through the mediating role of organizational creativity.,This study is among the first to investigate the relationship between psychological empowerment, job burnout, competitive advantage, organizational commitment and creativity.,El trabajo tiene como objetivo investigar el efecto del empoderamiento psicologico en el burnout y la ventaja competitiva, junto con el papel mediador del compromiso y la creatividad de la organizacion.,La poblacion incluyo a todos los gerentes y personal de la Compania Tooka en Iran. Para el analisis de datos se utilizaron 120 cuestionarios completos. El analisis de los datos se realizo mediante el software SPSS 18 y Amos 20 y el metodo de modelado de ecuaciones estructurales. Para probar las relaciones de mediacion, se utilizo el metodo bootstrap.,Los resultados muestran que el empoderamiento psicologico tiene un efecto directo significativo en el burnout y la ventaja competitiva. Ademas, el empoderamiento psicologico tiene un efecto indirecto significativo en el burnout a traves del papel mediador del compromiso organizacional. Ademas, el empoderamiento psicologico tiene un efecto indirecto significativo sobre la ventaja competitiva a traves del papel mediador de la creatividad organizacional.,Este trabajo es uno de los primeros en investigar la relacion entre empoderamiento psicologico, burnout, ventaja competitiva, compromiso organizacional y creatividad.,A pesquisa atual teve como objetivo investigar o efeito do empoderamento psicologico na sindrome de Burnout no trabalho e na vantagem competitiva com o papel mediador do compromisso organizacional e da criatividade.,A populacao estatistica inclui todos os gestores e funcionarios da Tooka Company no Ira e para a analise de dados, foram utilizados 120 questionarios. A analise de dados foi realizada em SPSS 18 e amos 20 e com a metodologia de equacoes estruturais. Para testar os relacionamentos mediadores, o metodo bootstrap foi usado.,Os resultados mostraram que o empoderamento psicologico tem um efeito direto significativo no Burnout no trabalho e na vantagem competitiva. Alem disso, o empoderamento psicologico tem u
{"title":"The effect of psychological empowerment on job burnout and competitive advantage","authors":"A. Safari, Arash Adelpanah, R. Soleimani, Parisa Heidari Aqagoli, Rosa Eidizadeh, R. Salehzadeh","doi":"10.1108/mrjiam-06-2019-0935","DOIUrl":"https://doi.org/10.1108/mrjiam-06-2019-0935","url":null,"abstract":"This study aims at investigating the effect of psychological empowerment on job burnout and competitive advantage with the mediating role of organizational commitment and creativity.,The statistical population included all the managers and staffs of Tooka Company in Iran, and for data analysis, 120 completed questionnaires were used. Data analysis was carried out by SPSS 18 and Amos 20 software and structural equation modeling method. To test the mediating relationships, bootstrap method was used.,The findings showed that psychological empowerment has a significant direct effect on job burnout and competitive advantage. Also, psychological empowerment has a significant indirect effect on job burnout through the mediating role of organizational commitment. In addition, psychological empowerment has a significant indirect effect on competitive advantage through the mediating role of organizational creativity.,This study is among the first to investigate the relationship between psychological empowerment, job burnout, competitive advantage, organizational commitment and creativity.,El trabajo tiene como objetivo investigar el efecto del empoderamiento psicologico en el burnout y la ventaja competitiva, junto con el papel mediador del compromiso y la creatividad de la organizacion.,La poblacion incluyo a todos los gerentes y personal de la Compania Tooka en Iran. Para el analisis de datos se utilizaron 120 cuestionarios completos. El analisis de los datos se realizo mediante el software SPSS 18 y Amos 20 y el metodo de modelado de ecuaciones estructurales. Para probar las relaciones de mediacion, se utilizo el metodo bootstrap.,Los resultados muestran que el empoderamiento psicologico tiene un efecto directo significativo en el burnout y la ventaja competitiva. Ademas, el empoderamiento psicologico tiene un efecto indirecto significativo en el burnout a traves del papel mediador del compromiso organizacional. Ademas, el empoderamiento psicologico tiene un efecto indirecto significativo sobre la ventaja competitiva a traves del papel mediador de la creatividad organizacional.,Este trabajo es uno de los primeros en investigar la relacion entre empoderamiento psicologico, burnout, ventaja competitiva, compromiso organizacional y creatividad.,A pesquisa atual teve como objetivo investigar o efeito do empoderamento psicologico na sindrome de Burnout no trabalho e na vantagem competitiva com o papel mediador do compromisso organizacional e da criatividade.,A populacao estatistica inclui todos os gestores e funcionarios da Tooka Company no Ira e para a analise de dados, foram utilizados 120 questionarios. A analise de dados foi realizada em SPSS 18 e amos 20 e com a metodologia de equacoes estruturais. Para testar os relacionamentos mediadores, o metodo bootstrap foi usado.,Os resultados mostraram que o empoderamento psicologico tem um efeito direto significativo no Burnout no trabalho e na vantagem competitiva. Alem disso, o empoderamento psicologico tem u","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"22 1","pages":"47-71"},"PeriodicalIF":2.8,"publicationDate":"2020-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79608869","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-02DOI: 10.1108/mrjiam-06-2019-0931
M. F. Wagstaff, S. Kim, Fernando R. Jiménez Arévalo, Said Al-Riyami, Esperanza Huerta
This paper aims to examine the relationship between individual bicultural identity and attitudes toward diversity. The authors also theorize and test the mechanism through which individual bicultural identity will be more likely to result in positive attitudes toward diversity.,The authors collected survey data drawing from two different samples and two different measures of attitudes toward diversity. To test the hypotheses, the authors conducted structural equation modeling analyses.,The authors found that individual bicultural identity increases positive attitudes toward diversity and cultural intelligence partially mediates this relationship. Individual bicultural identity increases positive attitudes to others not necessarily known to us.,The authors integrate the cultural intelligence framework and the common in-group identity model in assessing the role of cultural intelligence in both individual bicultural identity and attitudes toward diversity.,Analizamos la relacion entre la identidad individual bicultural y las actitudes hacia la diversidad. Tambien discutimos y probamos los mecanismos a traves de los cuales, es mas probable que una identidad individual bicultural se asocie con una actitud positiva respecto a la diversidad.,Recopilamos encuestas con dos muestras distintas y usando dos medidas diferentes de actitudes en torno a la diversidad. Para probar las hipotesis, llevamos a cabo un analisis del modelo de ecuaciones estructurales.,Encontramos que la identidad individual bicultural aumenta las actitudes positivas hacia la diversidad y que la inteligencia cultural parcialmente media esta relacion. La identidad individual bicultural aumenta las actitudes positivas hacia las demas personas, que no necesariamente conocemos.,Integramos el marco de la inteligencia cultural y el modelo de identidad comun en grupo para evaluar el rol de la inteligencia cultural tanto en la identidad individual bicultural como en las actitudes en torno a la diversidad.,Examinamos a relacao entre a identidade bicultural individual e as atitudes em relacao a diversidade. Alem disto, teorizamos e testamos o mecanismo atraves do qual a identidade bicultural individual tera maior probabilidade de levar a atitudes positivas em relacao a diversidade.,Coletamos dados de pesquisa a partir de duas amostras diferentes e duas medidas diferentes de atitudes em relacao a diversidade. A fim de testar as hipoteses, realizamos analises de modelagem de equacoes estruturais.,Descobrimos que a identidade bicultural individual acrescenta as atitudes positivas em relacao a diversidade, e que a inteligencia cultural medeia parcialmente esta relacao. A identidade bicultural individual acrescenta as atitudes positivas em relacao aos outros nao necessariamente conhecidos por nos.,Integramos o quadro da inteligencia cultural e o modelo de identidade intragrupo comum na avaliacao do papel da inteligencia cultural tanto na identidade bicultural individual como nas atitudes em relacao a
本文旨在探讨个体双文化认同与对多样性的态度之间的关系。作者还对个体的双文化认同更有可能导致对多样性持积极态度的机制进行了理论化和检验。作者从两个不同的样本和两种不同的对多样性态度的测量中收集了调查数据。为了验证假设，作者进行了结构方程建模分析。作者发现，个体的双文化认同增加了对多样性的积极态度，文化智力在一定程度上调解了这种关系。个人的双文化认同增加了我们对他人的积极态度。作者将文化智力框架和常见的群体内认同模型结合起来，评估了文化智力在个体双文化认同和对多样性的态度中的作用。通过不同的活动来识别个体的双文化。本文讨论了在不同文化背景下可能存在的文化差异机制，以及不同文化背景下个体文化差异与文化差异之间的积极联系。在不同的媒介中，不同的行为方式和不同的行为方式是不同的。Para probar as hipoesis, llevamos和cabo的分析模型的构造。个体双文化特质的认同，个体双文化特质的认同，个体双文化特质的认同，个体双文化特质的认同，个体双文化特质的认同，个体双文化特质的认同，个体双文化特质的认同。认同个体的双文化特征是指积极的行为，而非必要的共同行为。智力文化的整合是指智力文化的整合，是指智力文化的整合，是指智力文化的整合，是指智力文化的整合，是指智力文化的整合，是指智力文化的整合，是指智力文化的整合。考试是一个相对的中心，一个认同的双文化个体，因为态度似乎是相对的和多样化的。与此相反的是，对机制特征的研究表明，双文化个体的认知能力和积极态度的主要可能性是相对的，而非多元的。不同的媒介和不同的态度似乎是相对的和不同的。一个以测试者为对象的电影，实现了对模型模型的分析，实现了对模型结构的分析。认同双文化的个体在态度上表现为积极的、相对的、多元的，尤其是在智力文化媒介上表现为相对的。被认同的双文化个体表现为积极的态度，与外部的态度相关，与外部的态度相关，与外部的态度相关，与外部的态度相关，与外部的态度相关，与外部的态度相关，与外部的态度相关，与外部的态度相关，与外部的态度相关，与内部的态度相关，与内部的态度相关，与内部的态度相关，与内部的态度相关，与内部的态度相关。
{"title":"Individual bicultural identity and cultural intelligence","authors":"M. F. Wagstaff, S. Kim, Fernando R. Jiménez Arévalo, Said Al-Riyami, Esperanza Huerta","doi":"10.1108/mrjiam-06-2019-0931","DOIUrl":"https://doi.org/10.1108/mrjiam-06-2019-0931","url":null,"abstract":"This paper aims to examine the relationship between individual bicultural identity and attitudes toward diversity. The authors also theorize and test the mechanism through which individual bicultural identity will be more likely to result in positive attitudes toward diversity.,The authors collected survey data drawing from two different samples and two different measures of attitudes toward diversity. To test the hypotheses, the authors conducted structural equation modeling analyses.,The authors found that individual bicultural identity increases positive attitudes toward diversity and cultural intelligence partially mediates this relationship. Individual bicultural identity increases positive attitudes to others not necessarily known to us.,The authors integrate the cultural intelligence framework and the common in-group identity model in assessing the role of cultural intelligence in both individual bicultural identity and attitudes toward diversity.,Analizamos la relacion entre la identidad individual bicultural y las actitudes hacia la diversidad. Tambien discutimos y probamos los mecanismos a traves de los cuales, es mas probable que una identidad individual bicultural se asocie con una actitud positiva respecto a la diversidad.,Recopilamos encuestas con dos muestras distintas y usando dos medidas diferentes de actitudes en torno a la diversidad. Para probar las hipotesis, llevamos a cabo un analisis del modelo de ecuaciones estructurales.,Encontramos que la identidad individual bicultural aumenta las actitudes positivas hacia la diversidad y que la inteligencia cultural parcialmente media esta relacion. La identidad individual bicultural aumenta las actitudes positivas hacia las demas personas, que no necesariamente conocemos.,Integramos el marco de la inteligencia cultural y el modelo de identidad comun en grupo para evaluar el rol de la inteligencia cultural tanto en la identidad individual bicultural como en las actitudes en torno a la diversidad.,Examinamos a relacao entre a identidade bicultural individual e as atitudes em relacao a diversidade. Alem disto, teorizamos e testamos o mecanismo atraves do qual a identidade bicultural individual tera maior probabilidade de levar a atitudes positivas em relacao a diversidade.,Coletamos dados de pesquisa a partir de duas amostras diferentes e duas medidas diferentes de atitudes em relacao a diversidade. A fim de testar as hipoteses, realizamos analises de modelagem de equacoes estruturais.,Descobrimos que a identidade bicultural individual acrescenta as atitudes positivas em relacao a diversidade, e que a inteligencia cultural medeia parcialmente esta relacao. A identidade bicultural individual acrescenta as atitudes positivas em relacao aos outros nao necessariamente conhecidos por nos.,Integramos o quadro da inteligencia cultural e o modelo de identidade intragrupo comum na avaliacao do papel da inteligencia cultural tanto na identidade bicultural individual como nas atitudes em relacao a","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"1 1","pages":"29-45"},"PeriodicalIF":2.8,"publicationDate":"2020-01-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86365431","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-11-01DOI: 10.1108/mrjiam-05-2019-0921
Mohamed Mousa, Hiba Massoud, R. Ayoubi
Purpose This paper aims to focus on academics in three private foreign universities located in Cairo (Egypt) to explore the effect of organizational learning on individual-level resistance to change with and without the mediation of authentic leadership. Design/methodology/approach A total of 960 academics were contacted and all of them received a set of questionnaires. After four follow ups, a total of 576 responses were collected with a response rate of 60.00 per cent. The author used the chi-square test to determine the association between organizational learning and authentic leadership. Multiple regressions were used to show how much variation in individual-level resistance to change can be explained by organizational learning and authentic leadership. Findings The findings highlight a statistical association between organizational learning and authentic leadership. Moreover, another statistical association is explored between authentic leadership and individual-level resistance to change. Furthermore, the statistical analysis proved that having an authentic leadership in the workplace fosters the effect of organizational learning in alleviating individual’s resistance to change. Research limitations/implications Data were collected only from academics and did not include rectors and/or heads of academic departments, the matter that may lead to an inflation of statistical relationships. Future research could use a double source method. Moreover, focusing only on private foreign universities working in Egypt diminishes the author’s potential for generalizing his results. Practical implications The author recommends establishing a unit for knowledge management inside every university. The function of this unit includes but is not limited to examining prospective socio-political, cultural and economic changes/challenges in the surrounding environment and preparing the possible scenarios for dealing with them. This in turn should comprise involvement and learning opportunities for academics work in these universities. The suggested units should also organize monthly meetings between academics and representatives from different Egyptian sectors such as NGOs personnel, CEOs of private and public companies, environmentalists and politicians to address what change those actors seek universities to undertake to guide academics to fulfill their expectations. Originality/value This paper contributes by filling a gap in HR management and organization literature in the higher education sector, in which empirical studies on the relationship between organizational learning, authentic leadership and resistance to change have been limited until now.
{"title":"Organizational learning, authentic leadership and individual-level resistance to change","authors":"Mohamed Mousa, Hiba Massoud, R. Ayoubi","doi":"10.1108/mrjiam-05-2019-0921","DOIUrl":"https://doi.org/10.1108/mrjiam-05-2019-0921","url":null,"abstract":"\u0000Purpose\u0000This paper aims to focus on academics in three private foreign universities located in Cairo (Egypt) to explore the effect of organizational learning on individual-level resistance to change with and without the mediation of authentic leadership.\u0000\u0000\u0000Design/methodology/approach\u0000A total of 960 academics were contacted and all of them received a set of questionnaires. After four follow ups, a total of 576 responses were collected with a response rate of 60.00 per cent. The author used the chi-square test to determine the association between organizational learning and authentic leadership. Multiple regressions were used to show how much variation in individual-level resistance to change can be explained by organizational learning and authentic leadership.\u0000\u0000\u0000Findings\u0000The findings highlight a statistical association between organizational learning and authentic leadership. Moreover, another statistical association is explored between authentic leadership and individual-level resistance to change. Furthermore, the statistical analysis proved that having an authentic leadership in the workplace fosters the effect of organizational learning in alleviating individual’s resistance to change.\u0000\u0000\u0000Research limitations/implications\u0000Data were collected only from academics and did not include rectors and/or heads of academic departments, the matter that may lead to an inflation of statistical relationships. Future research could use a double source method. Moreover, focusing only on private foreign universities working in Egypt diminishes the author’s potential for generalizing his results.\u0000\u0000\u0000Practical implications\u0000The author recommends establishing a unit for knowledge management inside every university. The function of this unit includes but is not limited to examining prospective socio-political, cultural and economic changes/challenges in the surrounding environment and preparing the possible scenarios for dealing with them. This in turn should comprise involvement and learning opportunities for academics work in these universities. The suggested units should also organize monthly meetings between academics and representatives from different Egyptian sectors such as NGOs personnel, CEOs of private and public companies, environmentalists and politicians to address what change those actors seek universities to undertake to guide academics to fulfill their expectations.\u0000\u0000\u0000Originality/value\u0000This paper contributes by filling a gap in HR management and organization literature in the higher education sector, in which empirical studies on the relationship between organizational learning, authentic leadership and resistance to change have been limited until now.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"23 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83961463","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-10-14DOI: 10.1108/mrjiam-11-2018-0886
M. E. Rochina-Barrachina, Jorge A. Rodríguez
Purpose The purpose of this paper is to study which are the drivers of different types of innovations for manufacturing firms. The considered innovation types are product, process, organizational and marketing innovations. In addition, this study also aims to understand why most types of innovation (with the exception of organizational innovation) have decreased over time. Design/methodology/approach The two non-overlapping waves of the Ecuadorian National Innovation Activities Survey 2013 and 2015 (NIAS) are used. To identify the determinants of the different types of innovations and to check whether the decisions to innovate are correlated, a tetravariate probit model is used. Findings The results obtained point to some relevant differences in terms of the drivers of the different types of innovation. In addition, it is also evident that with the passage of time, certain problems that may be reducing the incentives to innovate have become more acute. Originality/value The study adds new empirical evidence to the literature on the role of investments in incorporated technology in innovation in developing countries. In particular, for Ecuadorian firms, the acquisition of incorporated technology in capital goods seems to be very relevant. This highlights the existence of a supply-driven innovation strategy. However, there is also room for innovation strategies driven by demand conditions.
{"title":"Innovation drivers in Ecuadorian manufacturing","authors":"M. E. Rochina-Barrachina, Jorge A. Rodríguez","doi":"10.1108/mrjiam-11-2018-0886","DOIUrl":"https://doi.org/10.1108/mrjiam-11-2018-0886","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to study which are the drivers of different types of innovations for manufacturing firms. The considered innovation types are product, process, organizational and marketing innovations. In addition, this study also aims to understand why most types of innovation (with the exception of organizational innovation) have decreased over time.\u0000\u0000\u0000Design/methodology/approach\u0000The two non-overlapping waves of the Ecuadorian National Innovation Activities Survey 2013 and 2015 (NIAS) are used. To identify the determinants of the different types of innovations and to check whether the decisions to innovate are correlated, a tetravariate probit model is used.\u0000\u0000\u0000Findings\u0000The results obtained point to some relevant differences in terms of the drivers of the different types of innovation. In addition, it is also evident that with the passage of time, certain problems that may be reducing the incentives to innovate have become more acute.\u0000\u0000\u0000Originality/value\u0000The study adds new empirical evidence to the literature on the role of investments in incorporated technology in innovation in developing countries. In particular, for Ecuadorian firms, the acquisition of incorporated technology in capital goods seems to be very relevant. This highlights the existence of a supply-driven innovation strategy. However, there is also room for innovation strategies driven by demand conditions.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"11 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2019-10-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73147284","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：