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The automotive industry introduces a sizable number of new automobile products annually. The naming of new products may have significant impact on their market performance. Diverging from prior research on the impact of product names, companies' innovative consciousness endows them with a certain level of proactive positioning, thereby implementing independent naming strategies after considering product factors and consumer preferences passively. This paper analyzes the drivers of the market performance of sequential products on the naming of new products in Chinese automotive industry. We collected market share data and names of various car series from January 2007 to September 2022. Then, we calculated semantic distances between names and performed empirical tests. Our findings show that firms demonstrate a risk preference pattern contrary to traditional prospect theory when using the previous car series' market share as a reference point. In the interplay between market orientation and risk preferences, the relationship between the market share of the last car series and the similarity in names between old and new car series follows an inverted U-shaped pattern. This study extends the discussion on risk preferences within the behavioral theory of the firm (BTOF) and proposes a decision mechanism for product naming that considers market and firm factors during the response phase of market orientation. [ABSTRACT FROM AUTHOR]

Proactive personality and behavior are frequently studied constructs in the organizational behavior and industrial-organizational psychology literatures. While much is known regarding main effects, mediators, and moderators, there are opportunities for further empirical work to develop and advance theory in these areas. In this editorial, we provide a brief overview of the theoretical foundations of both literatures and offer guidance for theory refinement consistent with the mission of the Journal of Management Scientific Reports. Topics covered are (1) opportunities for empirical research that tests, extends, or refines existing theory on proactivity; (2) empirical research aimed at enhancing the precision of measurement and rigor in proactivity research; and (3) using meta-analysis to improve theoretical understanding of proactivity. [ABSTRACT FROM AUTHOR]

Research on despotic leadership and its impacts on the behavior of front-line employees (FLE) in service organizations is nascent. Drawing on the social cognitive theory of morality, we develop and test a model in two service settings investigating the direct and indirect effects of despotic leadership on three FLE deviant work behaviors. In Study 1, using a multi-wave, multi-data source research design with data derived from banks, telecommunications, and training/education service organizations in Pakistan, we demonstrate the ecological validity of our constructs. In Study 2, using a multi-wave, multi-source longitudinal research design, we investigated these relationships in hotels located in Pakistan and confirmed the results found in Study 1 and also investigated the sustainability of deviant work outcomes. Cumulatively, we found support for the direct effects of despotic leadership on FLE deviant work behaviors. Moral disengagement acted as a partial mediator of these relationships and moral identity moderated the mediated relationship between despotic leadership and FLE deviant work behaviors via moral disengagement. Our findings provide a nuanced understanding of despotic leadership and FLE deviant work behaviors in service settings. We contribute to the front-line services literature stream by focusing on the supervisor and FLE interaction and highlighting research and practice implications. [ABSTRACT FROM AUTHOR]

The hypermodern environment in which today's organizations and society exist presents a need for the development and application of effective transformational leadership practices. As such, this article presents an interdependent leadership model and its six core tenets, which may guide organizational behavior and change in turbulent times. We argue that this emerging leadership model is appropriate in responding to the complexity of the contemporary organizational landscape and propelling the sustainable growth and advancement of all stakeholders in a larger ecosystem. [ABSTRACT FROM AUTHOR]

The Journal of Management Education offers various support options for authors throughout the research and writing process, including online manuscript development workshops. These workshops provide authors with the opportunity to receive feedback from subject matter experts and peers before submitting their work to a peer-reviewed journal. The workshops have been successful in providing valuable feedback and guidance to authors, helping them improve their manuscripts and increase their chances of publication. Participation in the workshops is not a guarantee of acceptance, but they offer a valuable developmental opportunity for authors. The journal also includes research articles, essays, instructional innovations, and interviews in its October issue, covering a range of topics in management education. Additionally, the journal has issued a call for papers for a special issue on Management Education in Africa. The article concludes by acknowledging outstanding reviewers for their contributions to the journal. [Extracted from the article]

This interview with Dr. Joan V. Gallos, 2023 recipient of the David L. Bradford Outstanding Educator Award from the Management and Organizational Behavior Teaching Society (MOBTS), explores the four components of what Gallos considers the "soul of teaching"—insights she wished she had understood when she began her teaching career more than 50 years ago. Her four insights advise educators to: (1) work with what they've got—and own it!, (2) fail in the right way (think progress, not perfection), (3) dive into the magic at the heart of teaching and learning, and (4) relax and take your time: becoming the best educator you can be is a journey of never arriving. The interview is presented to encourage others to both find the soul of their teaching and guide their individual and collective discovery of the connection, authenticity, and magic at the heart of all teaching and learning. [ABSTRACT FROM AUTHOR]

Organizational researchers are now making widespread use of ecological momentary assessments but have not yet taken the logical next step to ecological momentary interventions, also called Just-in-Time Adaptive Interventions (JITAIs). JITAIs have the potential to test within-person causal theories and maximize practical benefits to participants through two developmental phases: The microrandomized trial and the randomized controlled trial, respectively. In the microrandomized trial design, within-person randomization and experimental manipulation maximize internal validity at the within-person level. In the randomized controlled trial design, interventions are delivered in a timely and ecological manner while avoiding unnecessary and ill-timed interventions that potentially increase participant fatigue and noncompliance. Despite these potential advantages, the development and implementation of JITAIs require consideration of many conceptual and methodological factors. Given the benefits of JITAIs, but also the various considerations involved in using them, this review introduces organizational behavior and human resources researchers to JITAIs, provides guidelines for JITAI design, development, and evaluation, and describes the extensive potential of JITAIs in organizational behavior and human resources research. [ABSTRACT FROM AUTHOR]

This document is a compilation of various academic articles and journals related to organizational design and project management. It includes research on topics such as the governance of interorganizational projects, the influence of heuristics and mantras in large rail tunnel projects, the balance between order and chaos in multi-project firms, and the design of project-based organizations. The articles provide insights into different aspects of organizational design and offer perspectives on how to effectively manage projects in various contexts. [Extracted from the article]

In this essay, I revisit a choice I made early in my career to develop and segment different facets of myself: my work as a professor of organizational behavior and my deep interest in the theory and practice of counselling psychology and psychotherapy. While these may appear relatively compatible, I experienced them as very different worlds and lived in them quite separately, afraid my engagement in one might infect or disrupt that in the other. Despite such efforts to keep my worlds apart, however, I found myself inadvertently integrating them—in my research, my teaching, and to some extent in my emerging clinical practice. Yet I held back from fully owning or sharing my growing commitment to counselling psychology. In this revisionist reflection, I consider some of the consequences of this set of choices and what might have been different had I made others. [ABSTRACT FROM AUTHOR]

Despite being a novel and useful construct, perhaps prophetically, territoriality has defended itself from adoption by the management research community. However, the topic itself is not to blame and looking back 20 years after publishing the first management article on territoriality, I realize that certain choices I made influenced the direction and impact of my initial publication. In this article, I reflect on my experience trying to launch a new topic (territoriality) into the management field. From this experience, I offer readers ideas that may help successfully launch new constructs. Failure to join other conversations, develop a measure that could be easily adopted by others, and key early tradeoffs I made played a key role in my own failed (slow) launch. [ABSTRACT FROM AUTHOR]

We take a revisionist approach to study emotional labor—commoditization of emotions for a wage—to delineate how organizational scholars must "revive and resubmit" two crucial elements of the emotional labor phenomenon that have been left behind as research within this space evolved. First, we argue that scholars have not paid enough recent attention to display rules that prescribe what emotions are acceptable within service interactions, instead assuming classic conceptualizations (i.e. show positive emotions and hide negative emotions) still prevail. Second, we highlight that the shift away from service occupations to more white-collar occupations may have minimized our understanding of the complexity of emotional labor in modern service arrangements, such as multiple job holders, and employees in the gig economy. We hope that future emotional labor scholarship will dig into several taken-for-granted assumptions about the phenomenon moving forward to help "go back to the basics" regarding display rules of those in service work. [ABSTRACT FROM AUTHOR]

In the mid-90s, we embarked on establishing the domain of Workplace Deviance. Though we were fortunate to meet our intended goals and have the impact we had hoped for, we have often thought about what we might have done differently. In this essay, we outline some of the things we wish we knew then that we know now. As we will describe, we perhaps should have chosen a different construct name, taken a theoretical rather than data driven approach to our typology, and developed a reflective rather than formative scale. We hope this essay based on our hindsight may be of value to future scholars seeking to establish new constructs in our field. [ABSTRACT FROM AUTHOR]

This article introduces the special collection on revisionist history in management research. We asked prominent scholars to reflect on the current state of the research on their chosen topic, and how our field got there through specific decisions they or other researchers made. We also encouraged our authors to engage in counterfactual thinking by imagining how things could have been different. Our contributors offer novel, provocative insights on a variety of topics including organizational identification; emotional labor; resistance to change; territoriality; deviant behavior; and academic careers. In this article we discuss the origins of the special collection, elaborate on our approach to revisionist history, and provide brief overviews of the six papers in the collection. We conclude by discussing how others could build on our approach to revisionist history to provide other valuable lessons for management research. [ABSTRACT FROM AUTHOR]

The title of Coch and French's influential article "Overcoming Resistance to Change" gave the term "resistance" a negative meaning and connotation that has been subsequently fostered by ongoing scholarship and practice regarding organizational change. In this article, we describe the understanding of resistance originally developed by Kurt Lewin, which had very different connotations for the term, and how Lewin's understanding was lost after his death. By reflecting on two publications by one of the authors that were based on an interpretive approach to organizational change and that did not need the term resistance, we show it is possible to interpret change agent initiatives and change recipient responses without using that label. Thus, we demonstrate how taking a revisionist history approach to a particular taken-for-granted construct salient to organizational change research can show how tenuous that construct actually is. [ABSTRACT FROM AUTHOR]

The belief that a life of passion is a life well-lived serves as a perpetual motivator to pursue work aligned with one's passion. Both work and family are essential life domains in many people's lives, and they often interconnect, impacting each other. In the workplace, passion is a highly desired but under-researched employee characteristic, offering benefits like positive emotions and improved performance but also carrying risks, such as inflexibility. Drawing on job demands-resources theory and conservation of resources theory, our inquiry offers an integrative conceptual framework that combines insights from positive psychology, organizational behavior, and human resource development (HRD) literature. This framework enhances our understanding of how work passion connects to the work-family interface, considering the roles of psychological capital and self-regulation failure in interactions beyond work. Our study includes implications for HRD practitioners motivated to promote change initiatives and an agenda for future research for HRD scholars. [ABSTRACT FROM AUTHOR]

Despite the prevalence and importance of multiple goals for organizations, research on how organizations respond to performance on multiple goals continues to be limited and has examined only search intensity as the focal response, ignoring that search may occur in different locations. We extend the research on multiple goals by developing and testing novel theory on the relationship between performance feedback on multiple goals and the locus of search. Drawing upon the behavioral theory of the firm and using panel data from global pharmaceutical firms, we first show that when performance is below aspirations on a primary goal, a firm's propensity to engage in distal search increases along both the technological (i.e., familiar vs. unfamiliar search) and the organizational dimension (i.e., internal vs. external search). However, building on more recent literature that points to the need to consider multiple goals of unequal importance and, specifically, the self-enhancement perspective, we argue and find that performance on a secondary goal modifies this pattern, particularly when performance on a primary goal is unsatisfactory. Under feedback inconsistency, where performance on a primary goal is low but performance on a secondary goal is high, decision-makers decrease distal search to both unfamiliar technological areas and areas external to the organization. Our theory and findings highlight the importance of performance feedback regarding multiple goals in regulating the key locus of search choices and extend research on self-enhancement and learning from performance feedback. [ABSTRACT FROM AUTHOR]

Influencing major education policies in the US such as school vouchers and charter schools, market theory assumes that organizational autonomy, parental choice, and competition between schools improve the quality of education. However, whether those policies can influence the instructional core of schools is not well understood. Comparing private and public schools offers an opportunity to examine whether market-oriented assumptions hold in practice. Relying on institutional theory, this study examines whether public and private schools differ in their instructional quality and whether such differences translate into achievement advantages in the US. Using Trends in International Mathematics and Science Study (TIMSS) surveys and achievement data, the study integrates structural equation modeling and propensity score matching to examine the latent construct of instructional quality and mitigate selection bias. Results indicate similar instructional quality in public and private schools explaining comparable student achievement by school type. Barriers to instructional change through market-oriented reforms are discussed. [ABSTRACT FROM AUTHOR]

The Journal of Management Education's editorial discusses the impact of generative artificial intelligence (GAI) on classrooms and workplaces, leading to important debates and research studies. Special issues cover topics like technology in management education and preparing students for modern workplaces. The journal also highlights award-winning articles and research on topics such as learner engagement, leadership development, ethical visualizations, experimental designs, and ageism interventions in entrepreneurship courses. The editorial encourages readers to engage with the MOBTS community through conferences and manuscript development workshops. [Extracted from the article]

The Journal of Management Education (JME) is a leading publication in management studies that focuses on the intersection of research and teaching. The 2023 Roethlisberger Award was presented to the article "An Exercise for Expanding Privilege Awareness Among Management Students and Faculty," which addresses issues of diversity and power disparities in the classroom. The article provides a three-part exercise to help students and educators reflect on privilege, highlighting the importance of exploring privilege to reduce inequities. The award committee recognized the impact and adaptability of the exercise, making it a valuable resource for educators and students alike. [Extracted from the article]

The rise of generative AI presents both opportunities and challenges for organizations as they navigate unprecedented societal, political, and technological transformations. AI's growing influence brings fundamental questions about work, expertise, decision-making, and organizational behavior. This Special Forum on "What AI Knows: Shaping Work and Pushing Ideas on Changing Organizations", explores the transformative influence of AI on the organization of change and organizations that change. Through a collection of thought-provoking contributions, it explores how organizations can navigate these challenges, balancing the risks and opportunities presented by AI. Ultimately, the forum aims to push the boundaries of understanding how AI will shape the future of work, organizational change, and leadership practices, and urges ongoing inquiry into AI's future impact on organizations, pushing boundaries for innovation and strategic thinking. [ABSTRACT FROM AUTHOR]

Background: The COVID-19 pandemic, drought and internal conflict have worsened Ethiopia's already weak healthcare system. Antenatal and intrapartum care are especially prone to interruption under these circumstances. Objective: To explore women's experiences receiving antenatal and intrapartum care during the pandemic. Design: A descriptive qualitative approach was utilised. Methods: We conducted in-depth interviews with 17 women and held 4 focus group discussions with women who gave birth at 4 public hospitals during the pandemic. A study was conducted at four public hospitals in the Sidama region of Ethiopia, during which data were collected from 14 February to 10 May 2022. Thematic analysis was performed to generate themes. Results: The peak of the COVID-19 pandemic in Ethiopia presented several barriers to access and uptake of antenatal and intrapartum care at public hospitals. Four themes and 10 subthemes emerged from the thematic analysis. The themes were 'Barriers to maternity care uptake during COVID-19', 'Shortage of resources during COVID-19', 'Delays in maternity care uptake during COVID-19' and 'Mistreatment of women during maternity care during COVID-19'. The subthemes included 'Fear of contracting COVID-19', 'People in the hospital neglecting COVID-19 prevention', 'Women losing their job during COVID-19', 'Shortage of beds in the labour ward', 'Shortage of medical supplies', 'Delays in seeking care', 'Delays in receiving care', 'Complications during childbirth', 'disrespectful' and 'suboptimal care'. Conclusion: The findings of this study underscore the impact of COVID-19 on antenatal and intrapartum care, leading to delays in seeking and receiving care due to reduced rapport, resource shortages, companion restrictions, disrespectful care and suboptimal care. These factors contribute to increased obstetric complications during COVID-19. It is imperative for policymakers to prioritise essential resources for antenatal and intrapartum care in the present and future pandemics. Moreover, healthcare providers should maintain respectful and optimal care even amid challenges. Plain Language Summary: Women's experiences in receiving antenatal and intrapartum care during COVID-19 The COVID-19 pandemic has posed a significant challenge in seeking and receiving care of antenatal care and institutional childbirth. Women could experience delays in booking antenatal care appointments, postponing antenatal care visits, and facing delays in receiving care at hospitals, which has disrupted their access to routine antenatal care and institutional birth during the pandemic. This study highlights a range of barriers that hinder access to and utilisation of antenatal care and institutional birth, including lack of transport, shortage of resources, fear of contracting the virus, companion restrictions, disrespectful care and suboptimal care that leads to increased obstetric complications during COVID-19. This study provides recommendations for policymakers to prioritise resources and enhance respectful and optimal care for pregnancy and institutional birth to lessen the indirect impact of present and future pandemics on pregnant women and their unborn babies. [ABSTRACT FROM AUTHOR]

Although researchers have documented relations between abusive supervision and subordinate counterproductive work behavior (CWB), might CWB result from non-abusive treatment? We address the question by examining the relation between leader-member relations (LMX) and CWB as well as potential mediators and moderators of that relation. One hundred and eighty subordinates completed surveys assessing their LMX quality, entitlement, negative emotions, self-control, and CWB. Twenty-six supervisors also provided CWB data on 88 of those subordinates. We found that subordinates reporting lower quality relations with their supervisors were more likely to experience CWB than other subordinates and that anger mediated that relation. There was some support for the moderating effect of self-control on the negative emotion – CWB relation. Entitlement did not moderate the LMX – anger relation as hypothesized. One implication is that supervisors do not have to treat their subordinates poorly for the subordinates to react negatively and engage in behavior detrimental to their organization. [ABSTRACT FROM AUTHOR]

Drawing on social identity theory, we investigated the mechanism underlying the effect of sexual harassment on hospitality employees' leave intention and job search behavior. The results of a time-lagged survey conducted in six hotels in China revealed that sexual harassment positively undermined hospitality employees' organizational identification, which further induced their intention to leave the organization and job search behavior. In addition, perceived organizational support moderated the direct link between sexual harassment and organizational identification as well as the indirect link from sexual harassment to leave intention and job search behavior via organizational identification. The theoretical and managerial implications of this study are discussed. [ABSTRACT FROM AUTHOR]

This study aims to test and analyze the effect of proactive personality on organizational citizenship behavior, both directly and indirectly, through job satisfaction and affective commitment in correctional institutions in Indonesia. The sample of this study was 211 frontline officers in correctional institutions throughout Indonesia. Furthermore, the data were evaluated and analyzed with partial least square structural equation modeling (PLS-SEM) analysis to determine the acceptance or rejection of the hypothesis. Based on the test results, it was found that the direct effect of proactive personality on organizational citizenship behavior was not significant. However, this study shows that job satisfaction and affective commitment function as variables mediating proactive personality's full influence on organizational citizenship behavior. This research has proved the role of job satisfaction and affective commitment mediation on the influence of proactive personality on organizational citizenship behavior. These results expand the knowledge expressed by previous research on the effect of personality on organizational citizenship behavior with job satisfaction and affective commitment mediation. Plain language summary: The goal of this study is to test and examine how a proactive personality affects organizational citizenship behavior, both directly and indirectly, through job satisfaction and affective commitment in Indonesian correctional institutions. The group for this study was made up of 211 frontline service officers. Also, the data were reviewed and analyzed with PLS-SEM analysis to decide whether or not the theory was true. Based on the test results, it was found that a person's proactive personality did not have a big effect on how they act as a member of a group. But this study shows that the full effect of a proactive personality on organizational citizenship behavior is mediated by job satisfaction and affective commitment. This study has shown that job satisfaction and affective commitment play a role in how a person's proactive personality affects their behavior as a member of an organization. These data add to what we already know about how personality affects organizational citizenship behavior through job satisfaction and affective commitment. [ABSTRACT FROM AUTHOR]

The article explores the significance of belonging and social connections for individuals and organizations. It emphasizes that belonging is a fundamental human need and is associated with various positive outcomes, while a lack of belonging can have negative effects on health and well-being. The article suggests that organizations should prioritize creating a culture of belonging and trust, as it leads to positive business outcomes and employee well-being. It also discusses the benefits of social connections in the workplace and provides recommendations for promoting a sense of belonging. The article specifically focuses on the University of Iowa's commitment to employee well-being and its efforts to foster a sense of belonging in the workplace. [Extracted from the article]

Background: The phenomenon of 'parental alienation' is controversial and little explored in the Nordic countries. We wanted to investigate whether parental alienation is a valid concept and how it is perceived in a Nordic context. Material and method: The study was based on an online survey where the participants were self-recruited. We received responses from 1212 participants. Bivariate and multivariate models were used to test the associations between parental alienation and gender, other intimate partner violence, depressive health problems and reduced well-being. Results: Visitation sabotage and parental alienation are realities for both fathers and mothers. It was most frequently directed at fathers, but such behaviour is not gender specific. Eight different alienation strategies have high internal reliability, and all items contribute to high Cronbach's alpha. Construct validity was confirmed by the fact that parental alienation is strongly associated with visitation sabotage and with other forms of destructive relational behaviour. Visitation sabotage and false accusations increase gradually with the degree of parental alienation. The construct validity of parental alienation was also confirmed by dose–response associations with both mental ill-health and impaired well-being in adjusted analyses. Conclusions: The phenomenon of parental alienation is recognized among parents as a form of harmful behaviour where both mothers and fathers suffer. The construct validity was supported in this study. Such behaviour should be recognized as a form of domestic violence by professional communities in health and social services and be subject to legal action. [ABSTRACT FROM AUTHOR]

Sexual misconduct incidents reported to Title IX coordinators and stability in incident characteristics within institutions of higher education (IHEs) over time were examined. Data included two waves of reported incidents in 2016–2018 (n = 2,598) and 2018–2020 (n = 2,778) across Maryland IHEs (N = 40). Findings showed most reported incidents were for Other Sexual Misconduct (e.g., sexual harassment) versus Sexual Assault I (i.e., rape) or Sexual Assault II (e.g., unwanted sexual touching). Types of sexual misconduct differed regarding reporting by responsible employees, nonstudent perpetrators, and the range of accommodations accessed; institutional-level profiles of sexual misconduct were stable across waves. Implications and future research are discussed. [ABSTRACT FROM AUTHOR]

Research on organizational misconduct has mostly evolved independently from the literature on corporate governance. Yet, our survey of research on the role of directors in organizational misconduct contexts yielded more than 110 articles in the last 17 years across the management, accounting, marketing, operations, public relations, and finance literatures, showing that research on the role of corporate governance in organizational misconduct has increasingly become a distinct domain of inquiry. With its own scholarly audience, including scholars working in strategy, ethics, decision-making, and leadership, this research has employed diverse theories and investigated different antecedents, reactions, and outcomes. It has also focused on how directors both influence and are affected by organizational misconduct. Consequently, this literature is currently fragmented in several respects. Our aim in this review is to generate conceptual integration that brings coherence to this growing body of research and to facilitate future research in this important domain. The review offers a cohesive view of the effects of corporate governance on misconduct and of misconduct on corporate governance and provides frameworks for integrating the disparate macrolevel theories that currently characterize this work. [ABSTRACT FROM AUTHOR]

Our review of 154 articles published over the last decade portrays an evolution of status research. This body of literature has transitioned from viewing status as a monolithic construct to appreciating its inherently multidimensional nature, characterized by diverse types, functions, levels, and audience structures. Although this shift has expanded our knowledge, it has also introduced increased complexity and fragmentation. To systematize this scattered work on a multifaceted view of status, we develop a comprehensive framework that integrates the diverse research findings. For each constituent part of this framework, we review key themes and insights in the literature and outline future research directions. Our goal is to provide a clear roadmap to navigate the increasing complexity of status research, encouraging more precise theorizing and transversal exploration across the different dimensions of status. [ABSTRACT FROM AUTHOR]

The Journal of Management Education's editorial team is actively participating in various conferences and events throughout the year. They will be present at conferences such as the AIB conference in Seoul and the Academy of Management conference in August. The team is also seeking submissions for special issue calls on topics like "Preparing Leaders to Tackle Grand Challenges" and "Management Education in Africa." The current issue of the journal includes research articles on topics such as critical reflection in online learning and the role of social networks in entrepreneurship education. Additionally, there are instructional innovations presented, including the "Table Method" for group learning in case teaching and a role-play activity for conflict expression. The issue concludes with a call for papers for the special issue and a thank you to the reviewers who contributed to the journal in 2023. [Extracted from the article]

Purpose: The purpose of this study is to highlight productivity and engagement issues being experienced across industries, subsequent to strategic human capital realignment, in response to changes in the business environment. The linkages among employee engagement as related to leadership communication, work-life balance, and professional development are explored as the discussion draws on previous research examining employee's organizational behavior to leadership response within the midst of exceptional events. Design/Methodology/Approach: The authors draw upon 15+ years in general management, communications consultant, and research in organizational behavior. Findings: Research shows that the restoration of trust and a path to creating an organizational culture which invites job engagement through organizational commitment are paramount. The combination of specific strategies coupled with organizational resource management during crises such as rapid and massive layoffs, change, and uncertainty indicates the necessity for tenacity with adaptability facilitated by strategic leadership communication of a shared vision. It will be important for organizational leaders to consider human capital investment strategies that can boost engagement. Practical Implications: Within the context of uncertainty organizational leaders must communicate empathy with employees and examine how much of a role an individual's perceived career mobility and skill competence plays in strengthening their work engagement. Employees with positive work-life balance can exercise resilience, creativity, and tenacity. As organizations tackle the varying factors related to employee retention and engagement, they should implement strategies that not only retain employees but equip them with the characteristics that define psychological capital within the future of work. Post-pandemic organizational behavioral practices must empower employees to obtain a work lifestyle that allows them to feel in control of their personal and professional trajectories. Originality/value: The current study contributes to the stream of literature on layoff anxiety, productivity issues, and the role leadership communication and human capital strategies play in bolstering employee engagement. Furthermore, the current study highlights the importance of strategic leadership communication as organizations grapple with the challenges of a post layoff exercise, such as, how to increase productivity, engagement, retention, adaptability to the future of work, and profitability for long term growth. [ABSTRACT FROM AUTHOR]

Management and organization studies (MOS) scholars have recently brought attention to the lack of engagement with social equity and justice in tackling grand challenges. We argue that environmental justice (EJ) can deepen MOS' engagement with social equity in addressing grand challenges, particularly climate change. Through a bibliometric analysis and qualitative review, we explore scholarly communities within EJ literature and draw connections to MOS research. We develop three bridges between EJ and MOS scholarship: (a) investigating organizational roles and processes in distributing environmental benefits and burdens within socioecological systems, (b) situating the firm within structural and historical contexts that create and perpetuate environmental injustices, and (c) prioritizing the goals, perspectives, and agency of activists and neglected voices within environmental conflicts and solutions. Ultimately, this review aims to build meaningful pathways to embed EJ in MOS research on grand challenges. [ABSTRACT FROM AUTHOR]

In this article, we tackle the lack of clarity in the conceptualization and substantive use of time in business sustainability research. We do so by means of an integrative review that synthesizes 172 papers published over the last 20 years across seven subject areas within business and management research. From our review, we developed a typology that highlights three primary categories that differentiate various conceptualizations and uses of time in business sustainability literature: (a) temporal resourcing, (b) temporal structuring, and (c) temporal prospecting for sustainability. The typology organizes a body of literature that remains scattered, provides conceptual clarity, and opens avenues for future empirical research and theorization in the space. [ABSTRACT FROM AUTHOR]

The editorial in the Journal of Management Inquiry discusses the use of the terms "woke" and "woke-washing" in academic and popular contexts, particularly in relation to diversity, equity, and inclusion practices in organizations. The author, Danielle Warren, critiques the use of these labels as oversimplifying and divisive, calling for a more substantive inquiry into inconsistencies in firm practices. The article highlights the dangers of moral judgments embedded in labeling practices and emphasizes the need for evidence-based research to inform discussions on workplace practices. Ultimately, the editorial urges scholars to move beyond polarizing labels and engage in critical thinking about the complexities of organizational life. [Extracted from the article]

Previous studies of healthcare organizations' workforces and their performance have focused on burnout and its impact on care. The aim of this research is to expand on this and examine the association of positive organizational states, engagement and recommendation of employer as a place to work, in comparison to burnout on Hospital performance. Methods: This was a panel study of the respondents to the 2012-2019 yearly Staff Surveys of the English National Health Service (NHS) hospital Trusts with hospital performance measured by the adjusted inpatient Summary Hospital-level Mortality Indicator (SHMI). Results: In univariable regression, all three organizational states significantly and negatively correlated with SHMI, with recommendation and engagement showing a nonlinear effect. In multivariable analysis, all three states remained significant predictors of SHMI. Engagement and recommendation showed mutual correlation, with engagement being a more prevalent state than recommendation. Conclusion: Our study indicates that organizations could benefit from monitoring multiple workforce variables to preserve or enhance workforce well-being, while optimizing organizational performance. The surprising finding that higher burnout was associated with improved short-term performance requires further investigation, as does the finding of less frequent staff recommendation of work compared to staff engagement with their work. [ABSTRACT FROM AUTHOR]

This article discusses a themed issue of the journal Strategic Organization that focuses on organizational learning. The issue includes articles that explore learning from academic and business perspectives. The first two papers provide new tools for researchers to reflect on their research assumptions, while the remaining articles examine how organizations manage tensions and competing demands. The collection of articles offers insights into the ongoing journey of organizational learning. In one of the articles, Ugur N. et al. explore the concept of exploration and exploitation in organizations and propose a new approach using text-based indicators to measure these phenomena. Their analysis of company reports reveals certain linguistic patterns that can indicate exploration or exploitation. This research provides valuable insights for understanding and measuring these important organizational processes. [Extracted from the article]

The motivational effects of success and failure on firm risk-taking have been widely documented in research rooted in a behavioral theory of the firm, with the resultant body of work yielding divergent theoretical predictions and empirical findings. Despite scholarly progress, recent studies ruminate that envisioning success and failure through the lens of realized performance and aspiration foregoes its temporal considerations and takes a narrow view of its information content. Emphasizing the temporality of performance feedback, this study proposes success and failure persistence as reliable indicators of firm performance. In particular, we propose a curvilinear relationship between success (failure) persistence and firm risk-taking, such that risk-taking by firms initially decreases (increases) and then increases (decreases) with an increase in success (failure) persistence. Using a data set of publicly listed Indian manufacturing firms from 1995 to 2018, we find robust support for the above-proposed curvilinear relationships. Our findings highlight the nonlinear, asymmetric influences of success and failure persistence on firm risk-taking and disclose the presence of strategic momentum effects. This study contributes to the research on a behavioral theory of the firm and performance feedback theory and offers managerial guideposts for handling success and failure. [ABSTRACT FROM AUTHOR]

The behavioral theory of the firm suggests that when performance falls below aspirations, firms engage in problemistic search for solutions to the performance shortfall. In this article, we contend recent experience is a critical determinant of the search mode employed by the firm. With this foundation, we examine the boundary conditions of search and investigate whether central behavioral theory of the firm concepts of coalitions, routines, and slack resources exacerbate or alleviate the effect of recent experience. We focus our theorizing and empirical tests on R&D search, and results confirm that a firm will generally only engage in a specific search mode in response to performance shortfalls if it has had recent experience with that activity. Examination of boundary conditions indicates that the influence of recent experience is weaker for firms that have experience with other search modes, weaker for diversified firms, stronger for larger firms, and stronger for firms with more absorbed slack. [ABSTRACT FROM AUTHOR]

In this study, we advance the literature on ambidexterity by investigating how employees interpret and react to a multinational organization's overarching strategic mandate to become ambidextrous. Our grounded model, based on qualitative data collected from 78 employees and managers in a multinational corporation, reveals that individuals vary in their experience of the innovation–efficiency tension as either a dilemma marked by cognitive dissonance and charged with negative emotions or as a paradox lived as a stimulating challenge rife with positive emotions. Our findings further reveal a multiplicity of proactive responses, such as innovation via integration and segmentation, and conservative responses, including trivializing, rationalizing, and resisting innovation. We detail how this variation in experiences and responses is dependent on individuals' understanding of the complexity of the global environment, and their relationships in the proximal context supportive of innovation. Our model extends our understanding of ambidexterity in multinational enterprises by bridging the macro–micro divide between the organizational strategic mandate and individuals' cognitive, emotional, and behavioral responses, consequently revealing how ambidexterity unfolds across levels in a global organization. [ABSTRACT FROM AUTHOR]

The role of organizational resilience enabling firms to respond to adversity and survive has become ever more critical in the wake of an increasingly unpredictable external environment. Yet, while we understand the importance of resilience in responding to a major adversity, we have little appreciation for how firms are affected and react when facing multiple adversities over time, or how multilevel factors might impose on this process. These are crucial issues given that adversities are not necessarily single, isolated, or infrequent episodes. By studying a long-established family firm in the United Kingdom that experienced four major adversities, we identify the process that enabled it not only to survive but also to thrive. In this qualitative study, we introduce the notion of organizational fortitude to describe the approach that a firm develops to cope with the challenges of multiple unexpected adversities and highlight how multilevel factors combine to foster organizational fortitude. [ABSTRACT FROM AUTHOR]

How private firms can overcome their unique governance challenges remains an important but understudied topic. Using novel data on more than 28,000 private firms in India from 1988 to 2017, we examine whether private firms can improve their survival prospects by having board interlocks with public firms and, specifically, interlocks whereby a public firm director subsequently joins the private firm's board. In our data, we found a U-shaped relationship between the number of incoming board interlocks and the probability of private firm exit. We also found that board interlocks formed by public firm directors of public firms audited by Big Four companies improve private firms' survival more than other interlocks, consistent with the notion that such interlocks improve monitoring at private firms. Overall, our study points toward the importance of considering the role of incoming board interlocks when explaining private firm survival. [ABSTRACT FROM AUTHOR]

Although emerging actor-centric research has revealed that performing morally laden behaviors shapes how employees behave subsequently, less is known about what work behaviors may emerge following employees' unethical pro-organizational behavior (UPB)—a unique behavior with competing moral connotations. We integrate the moral self-regulation literature with research on micro corporate social responsibility (CSR) to develop and test a theoretical framework articulating how perceived CSR initiatives reconcile the morally paradoxical nature of UPB and how people respond to such behavior. We propose that, given its dual moral nature, performing UPB simultaneously increases feelings of moral deficit (which triggers moral cleansing) and psychological entitlement (which triggers moral licensing). Importantly, perceived CSR initiatives moderate these countervailing psychological experiences by strengthening feelings of moral deficit while weakening psychological entitlement, which respectively result in increased service-oriented helping behavior and decreased deviant behavior. Results from a scenario-based lab study, an online experiment, and two field studies largely corroborate our propositions. This research provides a finer-grained understanding of the complex moral self-regulation processes that employees experience at work and highlights why and how organizations' CSR initiatives affect employees' moral mindsets and behaviors. [ABSTRACT FROM AUTHOR]

The literature in sustainability has emphasized external pressures as a main driver of firms' environmental responsibility. However, under similar external pressures, some firms search for environmental technology, while others do not. By focusing on information and communication technology (ICT) firms, we try to answer the question of when firms are motivated to search for renewable energy technology. Drawing on the framework of the behavioral theory of the firm, we propose that a mismatch between ICT firms' CO2 emissions performance and their aspiration to a certain level of emissions induce firms to evaluate their environmental performance status—whether they are aligned well with environmental requirements and their peer firms—and their technology status—whether they possess sufficient technologies to reduce emissions—which in turn affects their search for renewable energy technology. We corroborate our hypotheses using data on CO2 emissions and renewable energy patents of U.S. ICT firms from 2010 to 2018. When we compare two groups of firms—one group whose emissions performance is poor and the other group whose emissions performance is good compared to their own past emissions—we find that the former is more likely to search for renewable energy technology compared to the latter. When we focus on each of the two groups, we find that firms decrease their search for renewable energy technology as the degree of poor emissions performance exacerbates (firms' emissions increase above aspiration) or the degree of good emissions performance increases (firms' emissions decrease below aspiration). Our findings have implications for public policy as well as firms' environmentally sustainable operations. [ABSTRACT FROM AUTHOR]

Job insecurity can trigger cynical attitudes and ultimately lead to harmful behaviors in organizations under the current fast-changing business environment. Drawing on psychological contract theory, this study aimed to investigate the relationship between job insecurity and counterproductive work behavior (CWB) by focusing on the mediating role of organizational cynicism and moderating roles of perceived organizational support (POS) and leader-member exchange (LMX). The data used for the analysis came from a survey that targeted tourism-related industries in South Korea, and 296 responses were finally analyzed. We analyzed reliability, correlation, and mediation, and conducted confirmatory factor analysis, regression analysis, and moderation analysis using SPSS PROCESS macro v. 3.5, with AMOS v. 25.0. The key findings of this study are as follows. First, we found that job insecurity was positively related to CWB. Second, organizational cynicism mediated the relationship between job insecurity and CWB. Third, POS and LMX intensified the negative effects of job insecurity and organizational cynicism, affecting CWB. These results imply that employees with a high level of POS and LMX are likely to have opportunistic behaviors (e.g., abuse, absences, sabotage) by abusing the support and trust from their organizations. The implications for research and practice, limitations, and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Questions about whether candidate perceptions of recruitment and selection practices "matter" have been raised for decades. This study tackles such questions by developing a new theoretical framework to understand the business unit-level emergence and consequences of the collective candidate experience, defined as " Applicants' aggregate overall cognitive and affective perceptions based on multiple interactions with a business unit over the course of the entire recruitment and selection process." A theoretical framework is introduced that integrates signaling theory with research from marketing, recruitment, and applicant reactions to propose that the collective candidate experience construct emerges from interactions in unit-specific social, structural, and physical contexts. The construct is further expected to influence new hire outcomes and business unit outcomes. We then test the theorized consequences of the collective candidate experience in a multi-unit quick service restaurant organization. The collective candidate experience is positively associated with collective new hire engagement, which in turn is associated with collective new hire turnover intentions, collective turnover, and collective customer satisfaction. Additional supporting evidence and preliminary measures are provided in online appendices. Overall, this study complements and extends prior research and directs new research by offering a theoretical framework. [ABSTRACT FROM AUTHOR]

We advance research on narcissism in the workplace by examining the effects of coworker narcissistic rivalry on focal employee emotional states and behavioral intentions. We rely on social function of emotions theory to explain why coworker narcissistic rivalry results in focal employee negative emotions. We then explain that the focal employee is likely to handle their negative emotions arising from coworker narcissistic rivalry differently depending on individual differences of bottom-line mentality (BLM), which captures a defensive competitive posture, or trait competitiveness, which captures an offensive competitive posture. Across three studies, our results generally support our predictions by revealing that the indirect effect of coworker narcissistic rivalry onto focal employees' social undermining of that coworker (through focal employee negative emotions) is more strongly positive when the focal employee is higher in BLM, whereas the indirect effect of coworker narcissistic rivalry onto focal-employee-intended work-goal progress relative to the coworker (through focal employee negative emotions) is more strongly positive when the focal employee's trait competitiveness is lower. [ABSTRACT FROM AUTHOR]

Grounded in conservation of resources (COR) theory, this study identifies the effect of leadership behaviors on the resilience of tourism firms and employees in Sri Lanka during the early stages of the COVID-19 crisis. The developed conceptual model links the resilient leadership behaviors of vision sharing, leadership of tasks, and management of change with employee resilience (cognitive, behavioral, and contextual) and organizational resilience (planned and adaptive). The findings highlight that resilient leadership behaviors in the early stages of the pandemic enhanced both employee and organizational resilience. The contextual and behavioral dimensions of employee resilience mediated the effect of resilient leadership behaviors on organizational resilience. The study offers suggestions for the development of organizational resilience and the specific support that may facilitate the recovery of the tourism sector from the COVID-19 crisis. [ABSTRACT FROM AUTHOR]

Bystander intervention—when someone intervenes to help in situations that pose a risk for harm—is a promising strategy for sexual violence prevention. In the current study, a sample of U.S. Army male soldiers (N = 10; ages 18–24) who engaged in at-risk drinking completed a 90-min individual semi-structured interview to understand the ways in which soldiers intervene to address risk for sexual violence. Two independent raters coded soldier responses using thematic analysis and identified eight main themes: (a) recognizing risk for sexual violence; (b) labeling situations as problematic and taking responsibility; (c) facilitators of intervention; (d) barriers to intervention; (e) intervention strategies; (f) reactions and consequences to intervention; (g) alcohol's influence on intervention; and (h) using bystander intervention to shift cultural norms. As soldiers reported noticing more extreme risks for violence, prevention interventions may help service members identify situations earlier in the continuum of harm. Soldiers anticipated intervening in a way that was physical and aggressive, which could facilitate physical altercation and result in collateral misconduct. Results from the present study reveal ways that bystander intervention programs for civilians can be tailored to address the unique individual, situational, and contextual factors relevant to the military. These findings also highlight the importance of teaching soldiers indirect and nonaggressive strategies for intervention. [ABSTRACT FROM AUTHOR]

Background: Professional misconduct undermines safe and quality care; however, little is known about its nature and influential factors. Aim: This study aimed to explain the factors influencing professional misconduct in nurses. Research Design: This qualitative study was conducted using the conventional content analysis method. Participants and Research Context: Data were collected using semi-structured interviews with 19 nurses working in the hospital selected through a purposeful method and analyzed by Graneheim and Lundman approach. Ethical Considerations: The ethics committee of Tehran University of Medical Sciences approved this study with the ethics code IR.TUMS.FNM.REC.1400.187. Informed consent was obtained from all participants. Participants were assured of confidentiality. Findings: Factors influencing professional misconduct by nurses were categorized into three main categories: human factors (nurses' professional characteristics, personal characteristics of nurses and patient/companion, patient's clinical condition), procedural factors (procedural conditions, possibility of proving misconduct), and organizational factors (recruitment process, conditions of resources, managing misconduct, bureaucracy, and ward characteristics). Conclusion: This study assists in explaining the factors influencing professional misconduct by nurses. Therefore this study's results can help managers and planners develop interventions to prevent and correct factors that contribute to misconduct and strengthen factors that prevent misconduct in order to ensure quality and safe patient care. [ABSTRACT FROM AUTHOR]

This article introduces reputational support: when individuals who are not part of a public organization publicly explain or promote that organization. Whereas existing research focuses on organizations' reputation management, reputational support highlights the relevance of unassociated actors' behavior in organizations' environment. Relying on social psychology insights, I explore an extreme case of the motivations behind reputational support and its perception and evaluation from the organization. Combining media content analysis and semi-structured interviews, I show that although helping the organization was not a primary motivation, employees perceived and appreciated reputational support. Thus, reputational support constitutes a valuable resource for organizations. [ABSTRACT FROM AUTHOR]