管理学权威期刊Journal of Management 2023年第2期

Journal of Management 2023年第2期

Volume 49 Issue 2, February 2023

 

 

——更多动态，请持续关注gzh：理想主义的百年孤独

 

 

1.More Bang for Their Buck: Why (and When) Family Firms Better Leverage Corporate Social Responsibility

更物有所值：家族企业为什么(以及何时)能更好地发挥企业社会责任

James G. Combs, Peter Jaskiewicz, Rahul Ravi, and Judith L. Walls

https://doi.org/10.1177/01492063211066057

Family firms take different strategic actions because of their desire to grow and preserve socioemotional wealth (SEW), but pursuing SEW also generates what we call SEW resources that deliver advantages in certain contexts. We develop and test this idea with respect to corporate social responsibility (CSR). We theorize that SEW resources such as reputation, strong stakeholder relationships, and long-term orientation help family firms better leverage symbolic CSR to enhance short-term firm performance and better leverage substantive CSR to enhance long-term firm performance. Regression analyses on a 20-year panel of S&P 500 firms provide supportive evidence. Findings indicate that family firms not only “do it differently” to preserve SEW; they sometimes “do it better” because of SEW.

家族企业采取不同的战略行动，因为他们希望增长和保存社会情感财富(SEW)，但追求SEW也会产生我们所说的SEW资源，在某些情况下提供优势。我们在企业社会责任(CSR)方面发展并检验这一理念。我们认为，SEW资源(如声誉、强大的利益相关者关系和长期导向)有助于家族企业更好地利用象征性的企业社会责任来提高企业短期绩效，更好地利用实质性的企业社会责任来提高企业长期绩效。对标准普尔500指数成分股公司20年的回归分析提供了支持性证据。研究结果表明，家族企业不仅“采取不同的方式”来保护SEW;他们有时因为SEW而“做得更好”。

 

 

 

2.Unpacking the Microdynamics of Multiplex Peer Developmental Relationships: A Mutuality Perspective

多重同伴发展关系的微观动力学：一个相互性的视角

Jessica R. Methot and Michael S. Cole

https://doi.org/10.1177/01492063211048437

Peer developmental relationships—informal arrangements between pairs of individuals who take an active interest in and concerted action to advance one another's careers—offer a valuable alternative to formal mentorships. Despite recognition that peer developmental relationships have the potential to jointly provide career and psychosocial support (i.e., multiplexity) and that relationships embodying multiple support dimensions are indispensable, a paucity of work investigates what factors contribute to their dynamics and persistence over time. To address this issue, we integrate the microfoundations of network dynamics and mutuality perspectives to identify why and when social processes—specifically, reciprocity, trust, and trust asymmetry—operate to form, strengthen, or maintain multiplex peer developmental relationships. To test our hypotheses, we collected three waves of data over one-and-a-half years from a cohort of individuals participating in a leadership development program. Using variations of the Quadradic Assignment Procedure (QAP) to investigate dyad-level dynamics, our results generally suggest that (over and above demographics and network characteristics) the provision of psychosocial support relatively early in the peer-to-peer relationship is likely to evolve into a more complex, high-quality relationship comprised of both psychosocial support and career support (i.e., a multiplex peer developmental relationship). Perhaps more importantly, the social processes capturing mutuality further increased the likelihood that multiplex developmental relationships would develop and persist over time. Our results demonstrate that mutuality is both generative and resolute in nurturing multiplex developmental relationships.

同伴发展关系——对彼此的职业发展积极感兴趣并采取一致行动的个人之间的非正式安排——为正式的导师关系提供了一种有价值的选择。尽管认识到同伴发展关系具有共同提供职业和心理社会支持(即多样性)的潜力，而且体现多个支持维度的关系是不可或缺的，但缺乏研究是什么因素导致了它们的动态和持续时间。为了解决这个问题，我们整合了网络动力学和相互关系视角的微观基础，以确定社会过程(特别是互惠、信任和信任不对称)为何以及何时会形成、加强或维持多重同伴发展关系。为了验证我们的假设，我们在一年半的时间里从参加领导力发展项目的一群人那里收集了三波数据。使用二次分配程序(QAP)的变体来调查二元水平的动态，我们的结果通常表明(除了人口统计学和网络特征之外)，在对等关系中相对早期提供心理社会支持很可能演变成一种更复杂、高质量的关系，包括心理社会支持和职业支持(即多重对等发展关系)。也许更重要的是，捕捉相互性的社会过程进一步增加了多元发展关系随着时间发展和持续的可能性。我们的研究结果表明，互惠性在培养多元发展关系方面具有生成性和坚决性。

 

 

 

3.Good, Bad, and Ugly Leadership Patterns: Implications for Followers’ Work-Related and Context-Free Outcomes

好的、坏的和丑陋的领导模式：对下属工作相关和环境无关结果的影响

Amanda J. Hancock, Ian R. Gellatly, Megan. M. Walsh, Kara A. Arnold, and Catherine E. Connelly

https://doi.org/10.1177/01492063211050391

This research responds to calls for a more integrative approach to leadership theory by identifying subpopulations of followers who share a common set of perceptions with respect to their leader's behaviors. Six commonly researched styles were investigated: abusive supervision, transformational leadership (TFL), contingent reward (CR), passive and active management-by-exception (MBE-P and MBE-A, respectively), and laissez faire/avoidant (LF/A). Study hypotheses were tested with data from four independent samples of working adults, three from followers (N = 855) and a validation sample of leaders (N = 505). Using latent profile analysis, three pattern cohorts emerged across all four samples. One subpopulation of followers exhibited a constructive pattern with higher scores on TFL and CR relative to other styles. Two cohorts exhibited destructive patterns, one where the passive styles of MBE-A, MBE-P and LF/A were high relative to the other styles (passive) and one where the passive styles co-occurred with abusive supervision (passive-abusive). Drawing on conservation of resources theory, we confirmed differential associations with work-related (i.e., burnout, vigor, perceived organizational support and affective organizational commitment) and context-free (i.e., physical health and psychological well-being) outcomes. The passive-abusive pattern was devastating for physical health, yet passiveness without abuse was damaging for psychological well-being. Interestingly, we find a clear demarcation between passiveness as “benign neglect” and passiveness as an intentional and deliberate form of leadership aimed at disrupting or undermining followers—hence, the two faces of passiveness: “bad” and “ugly.” We discuss the novel insights offered by a pattern (person)-oriented analytical strategy and the broader theoretical and practical implications for leadership research.

这项研究通过确定追随者的亚群来响应对领导理论更综合的方法的呼吁，这些追随者对他们的领导行为有一套共同的看法。研究人员调查了六种常见的管理风格:滥用监督、变革型领导(TFL)、或有奖励(CR)、被动和主动例外管理(MBE-P和MBE-A)以及自由放任/回避型(LF/A)。研究假设的数据来自四个独立的成年工作样本，三个来自追随者(N = 855)和一个验证样本(N = 505)。使用潜在剖面分析，在所有四个样本中出现了三种模式队列。追随者的一个亚群表现出建设性模式，在TFL和CR上相对于其他风格得分更高。两个队列表现出破坏性模式，其中一个是MBE-A, MBE-P和LF/A的被动风格相对于其他风格(被动)较高，另一个是被动风格与虐待监督(被动-虐待)同时出现。利用资源保护理论，我们证实了与工作相关(即倦怠、活力、感知组织支持和情感性组织承诺)和与环境无关(即身体健康和心理健康)结果之间的差异关联。被动-虐待模式对身体健康是毁灭性的，而没有虐待的被动对心理健康是有害的。有趣的是，我们发现被动是一种“善意的忽视”，而被动是一种故意和故意的领导形式，目的是破坏或破坏追随者——因此，被动有两种面貌:“坏”和“丑陋”。我们讨论了以模式(人)为导向的分析策略所提供的新颖见解，以及对领导研究更广泛的理论和实践意义。

 

 

 

4.Understanding the Spread of Sustained Employee Volunteering: How Volunteers Influence Their Coworkers’ Moral Identity Work

理解持续的员工志愿服务的传播：志愿者如何影响他们同事的道德认同工作

Michael J. Gill

https://doi.org/10.1177/01492063211050879

Employee volunteering has become a common phenomenon in many organizations. However, it is unclear how sustained volunteering spreads between colleagues. Drawing on an empirical study set in the English legal profession, this study examines the processes through which existing employee volunteers influence their coworkers to internalize a volunteer identity. The study yields a theoretical model that specifies how coworkers may identify existing volunteers as moral exemplars. Five forms of social influence emanate, often unknowingly, from these exemplars: encouraging, evoking, edifying, enacting, and exemplifying. These forms of social influence inform coworkers’ microprocess of moral identity work through which they claim a volunteer identity. This study thereby shifts attention from the well-theorized outcomes of moral identities to the largely unexamined social influences on moral identities in the workplace, enriching our understanding of the development of the moral self that is foundational to theories of volunteering and identity.

员工志愿服务在许多组织中已经成为一种普遍现象。然而，目前尚不清楚持续的志愿活动是如何在同事之间传播的。借鉴英国法律行业的实证研究，本研究考察了现有员工志愿者影响其同事内化志愿者身份的过程。这项研究产生了一个理论模型，具体说明了同事如何将现有的志愿者视为道德榜样。五种形式的社会影响往往在不知不觉中从这些榜样中散发出来:鼓励、唤起、启迪、制定和示范。这些形式的社会影响为同事的道德认同工作的微观过程提供了信息，通过这个过程，他们获得了志愿者的身份。因此，这项研究将注意力从道德身份的良好理论化结果转移到工作场所中道德身份的基本未经检验的社会影响，丰富了我们对道德自我发展的理解，这是自愿和身份理论的基础。

 

 

 

5.Stripped of Agency: The Paradoxical Effect of Employee Monitoring on Deviance

剥夺代理:员工监控对越轨行为的矛盾效应

Chase E. Thiel, Julena Bonner, John T. Bush, David T. Welsh, and Niharika Garud

https://doi.org/10.1177/01492063211053224

Organizations have long sought to mitigate risks associated with unsupervised employee conduct (e.g., employee deviance) through employee monitoring, an approach consistent with traditional theorizing. Yet the effectiveness of employee monitoring as a deviance deterrent has been called into question by emerging evidence suggesting that monitored employees may actually engage in higher levels of deviance. To address this critical tension and shed light on why and when monitoring leads to deviance, we draw upon social cognitive theory to examine the self-regulatory consequences of employee monitoring. We theorize that monitoring paradoxically creates conditions for more (not less) deviance by diminishing employees’ sense of agency, thereby facilitating moral disengagement via displacement of responsibility. Integrating fairness heuristic theory, we further argue that overall justice provides a powerful heuristic that mitigates the potential loss of sense of agency associated with monitoring. Accordingly, we suggest that employee perceptions of high justice will attenuate displacement of responsibility and, in turn, deviance. Across a field study and an experimental study, we find converging support for our predictions and rule out alternative explanations. This research provides important theoretical and practical insights into how monitoring can be used effectively without also promoting unintended consequences.

长期以来，组织一直试图通过员工监控来降低与不受监督的员工行为(例如，员工越轨行为)相关的风险，这是一种与传统理论一致的方法。然而，监控员工作为一种越轨威慑的有效性受到了质疑，因为新出现的证据表明，被监控的员工实际上可能会出现更高水平的越轨行为。为了解决这一关键紧张关系，并阐明监控为何以及何时会导致越轨，我们利用社会认知理论来研究员工监控的自我监管后果。我们的理论是，监控通过削弱员工的代理感，反而为更多(而不是更少)的越轨行为创造了条件，从而通过责任的转移促进了道德上的脱离。整合公平启发式理论，我们进一步认为，整体公正提供了一个强大的启发式，减轻了与监督相关的代理感的潜在损失。因此，我们建议员工对高度公正的感知会减少责任的转移，进而减少越轨行为。通过实地研究和实验研究，我们发现我们的预测得到了一致的支持，并排除了其他解释。这项研究提供了重要的理论和实践见解，即如何有效地使用监测，而不会导致意想不到的后果。

 

 

 

6.Virtue Rhetoric in Investor Communications: Setting Up for a Letdown?

投资者沟通中的美德修辞：为失望做准备?

Miles A. Zachary, Brian L. Connelly, G. Tyge Payne, and Lori L. Tribble

https://doi.org/10.1177/01492063211002622

Many companies prominently espouse their virtuous character in communications with investors, with a view toward influencing investor perceptions about the firm’s standards of behavior. While there are benefits to investors perceiving an organization to be virtuous, what happens if the firm violates those standards by engaging in unethical behavior? In this study, we use expectancy violations theory to argue that virtue rhetoric sets investors up for disappointment. When an organization claims to be virtuous but then acts unethically, investors respond to the ethics violation more negatively than they would otherwise. We also theorize about scenarios where investors may overlook unethical behavior or intensify their disapproval of it. To test our ideas, we assemble a unique sample of unethical events committed by S&P 500 companies over a 12-year period, combined with analysis of the virtue rhetoric found in their annual letters to shareholders. Our main finding is that investor reaction to unethical behavior is more negative for companies that claimed to be virtuous prior to the violation than for those that did not make such claims. This relationship is less strong when the company has high expected future value.

许多公司在与投资者的沟通中突出地宣扬自己的美德，以期影响投资者对公司行为标准的看法。如果投资者认为一家公司是有道德的，会有好处，但如果这家公司违反了这些标准，从事不道德的行为，会发生什么?在这项研究中，我们使用预期违反理论来论证美德修辞会让投资者失望。当一个组织声称自己是有道德的，但行为却有违道德时，投资者对这种违反道德的行为的反应会比在其他情况下更消极。我们还对投资者可能忽视不道德行为或加剧他们对不道德行为的不满的情况进行了理论分析。为了验证我们的想法，我们收集了标准普尔500指数成分股公司在过去12年里犯下的不道德事件的独特样本，并分析了它们在年度致股东信中发现的美德言论。我们的主要发现是，投资者对不道德行为的反应，对于那些在违规之前声称自己是道德的公司，比对那些没有做出此类声明的公司更为负面。当公司具有较高的预期未来价值时，这种关系就不那么强烈了。

 

 

 

7.The Wheel Comes Full Circle? An Integrated View of Organizational Responses to Institutional Pressures

组织应对制度压力的综合观点

Daisuke Uchida

https://doi.org/10.1177/01492063211057845

In the face of increasing pressure to comply with institutional norms, firm managers may retreat from previous commitments to comply once they realize the challenges involved. This study examines how firms respond to institutional pressures in a particular way called reversion, in which an organization's managers temporarily comply when there are no consequences but resist when it is in their interest to resist. By integrating institutional and agency theories, we model the reversion decision as a tension between institutional constituents and organizational managers. An empirical analysis of a sample of Japanese firms that scheduled annual shareholder meetings during the 2001 through 2014 period was performed. Our findings show that although organizations’ susceptibility to certain institutional pressures determines initial organizational compliance, managers whose interests diverge from those of the institutional constituents can revert their decisions, especially when they have discretion in decision making to protect their own interests. These findings highlight the temporary nature of organizational responses to institutional pressures and help us understand how organizational agency can limit institutional control over an organization's actions.

面对越来越大的遵守制度规范的压力，一旦意识到所涉及的挑战，企业管理人员可能会放弃先前的遵守承诺。这项研究考察了企业如何以一种被称为“回归”的特殊方式应对制度压力。在这种方式中，一个组织的管理者在没有后果时暂时顺从，但在符合他们的利益时抵制。通过整合制度和代理理论，我们将回归决策建模为制度参与者和组织管理者之间的紧张关系。对2001年至2014年期间安排年度股东会议的日本公司样本进行了实证分析。我们的研究结果表明，尽管组织对某些制度压力的敏感性决定了最初的组织合规性，但与制度成员的利益背离的管理者可以改变他们的决定，特别是当他们在决策中拥有自由裁量权以保护自己的利益时。这些发现强调了组织对制度压力的反应的暂时性，并帮助我们理解组织能动性如何限制制度对组织行为的控制。

 

 

 

8.The Contingent Effects of Intrateam Abusive Behavior on Team Thriving and New Venture Performance

团队内部虐待行为对团队繁荣和新创企业绩效的条件效应

Keith M. Hmieleski and Michael S. Cole

https://doi.org/10.1177/01492063211055671

This study sheds light on the dark side of entrepreneurship by examining how and under what conditions abusive behavior within new venture teams (NVTs) relates to new venture performance. Using a national (USA) random sample of NVTs, we find that the relationship of intrateam abusive behavior (i.e., degree to which NVT members exhibit “hostile” verbal behaviors toward each other) with new venture performance (i.e., sales and employment growth) is mediated by NVT thriving (i.e., level of vitality and learning exhibited within the NVT). Results further demonstrate that perceived competitive intensity of the industry moderates this relationship, with the indirect effect of intrateam abusive behavior on new venture performance (via thriving) being significantly less negative at high, than at low, levels of competitive intensity. We therefore conclude that perceived competitive threats to the survival of startups act to mitigate the otherwise deleterious effects of abusive behavior occurring within NVTs. These results broaden existing knowledge regarding the dark side of entrepreneurship by expanding the conversation on this topic to include the NVT and providing evidence for why some NVTs, but not others, are able to sustain the growth of their firms despite the occurrence of abusive behavior between their members.

这项研究通过研究新风险团队(nvt)中的虐待行为如何以及在什么条件下与新风险绩效相关，揭示了创业的阴暗面。使用全国(美国)的NVT随机样本，我们发现团队内部辱骂行为(即NVT成员对彼此表现出“敌对”言语行为的程度)与新企业绩效(即销售和就业增长)之间的关系是由NVT繁荣(即NVT内部表现出的活力和学习水平)所中介的。结果进一步表明，行业感知竞争强度可以调节这种关系，团队内部虐待行为对新企业绩效的间接影响(通过繁荣发展)在高竞争强度水平下的负面影响显著小于低竞争强度水平下的负面影响。因此，我们得出结论，对创业公司生存的感知竞争威胁可以减轻nvt内部发生的滥用行为的有害影响。这些结果扩大了关于创业黑暗面的讨论，将NVT包括在内，并为为什么一些NVT(而不是其他NVT)能够在成员之间发生虐待行为的情况下保持公司的增长提供了证据，从而拓宽了关于创业黑暗面的现有知识。

 

 

 

9.Multistakeholder Agency: Stakeholder Benefit Alignment and National Institutional Contexts

多利益相关者机构：利益相关者利益协调与国家制度背景

Victor Zitian Chen, Patricio Duran, Steve Sauerwald, Michael A. Hitt, and Marc van Essen

https://doi.org/10.1177/01492063211054403

The alignment among multiple stakeholder benefits is a valuable performance indicator for the benefits generated by a firm for various stakeholders. Our research seeks to augment stakeholder-agency theory with an institutional perspective to analyze how national institutions affect stakeholder benefit alignment. We suggest that the current development of stakeholder-agency theory has overlooked the alignment of different stakeholders’ benefits and the external institutional contexts as critical determinants in ensuring such alignment. We conceptualize stakeholder benefit alignment as a positive relationship between different stakeholder groups’ benefits, and propose an institutional framework grounded in relative stakeholder salience. Using this framework, we argue that stakeholder benefits are better aligned when national institutions enhance the ease of withdrawal, legal protection, and private enforcement for intrinsically less salient stakeholders, and when a long-term oriented culture characterizes a society. We found supportive evidence by employing a meta-analytic approach based on 530 correlations from 94 primary studies representing 23 economies. Our study adds new insights to the stakeholder-agency literature by conceptualizing and quantitatively examining the degree of alignment across different stakeholder benefit dimensions, focusing on national formal and informal institutions as boundary conditions.

多个利益相关者利益之间的一致性是一个有价值的绩效指标，可以反映企业为各个利益相关者所产生的利益。我们的研究试图从制度的角度扩展利益相关者-代理理论，以分析国家制度如何影响利益相关者利益的一致性。我们认为，当前利益相关者-代理理论的发展忽视了不同利益相关者利益的一致性和外部制度背景作为确保这种一致性的关键决定因素。我们将利益相关者利益一致性定义为不同利益相关者群体利益之间的积极关系，并提出了基于利益相关者相对显著性的制度框架。利用这一框架，我们认为，当国家机构提高本质上不那么突出的利益相关者的退出、法律保护和私人执法的便利性时，当一个社会具有长期导向的文化特征时，利益相关者的利益就会更好地协调起来。我们采用基于代表23个经济体的94项初步研究中的530个相关性的元分析方法，找到了支持性证据。我们的研究以国家正式和非正式制度为边界条件，通过概念化和定量研究不同利益相关者利益维度的对齐程度，为利益相关者-机构文献提供了新的见解。