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Purpose This paper aims to provide a discussion on the interface and interactions between data, analytical techniques and impactful research in humanitarian health supply chains. New techniques for data capturing, processing and analytics, such as big data, blockchain technology and artificial intelligence, are increasingly put forward as potential “game changers” in the humanitarian field. Yet while they have potential to improve data analytics in the future, larger data sets and quantification per se are no “silver bullet” for complex and wicked problems in humanitarian health settings. Humanitarian health supply chains provide health care and medical aid to the most vulnerable in development and disaster relief settings alike. Unlike commercial supply chains, they often lack resources and long-term collaborations to enable learning from the past and to improve further. Design/methodology/approach Based on a combination of the authors’ research experience, interactions with practitioners throughout projects and academic literature, the authors consider the interface between data and analytical techniques and highlight some of the challenges inherent to humanitarian health settings. The authors apply a systems approach to represent the multiple factors and interactions between data, analytical techniques and collaboration in impactful research. Findings Based on this representation, the authors discuss relevant debates and suggest directions for future research to increase the impact of data analytics and collaborations in fostering sustainable solutions. Originality/value This study distinguishes itself and contributes by bringing the interface and interactions between data, analytical techniques and impactful research together in a systems approach, emphasizing the interconnectedness.

The field of international business (IB) has been successful in developing a unique body of knowledge on the multinational corporation and on country-level contexts. A recurring debate concerns its claim to uniqueness, and to associated scholarly characteristics that distinguish IB from other fields of research. I discuss what makes IB research unique by looking at what IB theory can explain and predict. To that end, I leverage key theoretical arguments and empirical insights to advance an understanding of IB centered around a firm's ability to create added value in more than one location. I introduce a stylized model of the multi-locational firm embedded in multiple business systems characterized by equifinality. As a result of the qualitative disjunctures that separate one place from another, multi-locational firms are confronted with additional managerial and organizational challenges. These challenges are rooted in the process of "othering". Theorizing on the critical constructs of place, space, and organization, I argue that IB offers the most generalizable approach to understanding firms doing business in more than one location. IB's ultimate uniqueness lies in the potential of advancing a general theory of the firm in space.Le domaine des affaires internationales (International Business - IB) a réussi à développer un corpus unique de connaissances sur l’entreprise multinationale et les contextes au niveau du pays. Un débat récurrent porte sur sa prétention à l'unicité et les caractéristiques scientifiques associées qui distinguent l'IB des autres domaines de recherche. Je discute de ce qui rend la recherche en IB unique en examinant ce que la théorie de l'IB peut expliquer et prévoir. Pour ce faire, je m'appuie sur des évidences empiriques et des arguments théoriques clés afin d’élaborer une meilleure compréhension de l’IB centrée sur la capacité d'une entreprise à créer de la valeur ajoutée dans plus d'une localisation. J'introduis un modèle stylisé de l'entreprise multi-localisée encastrée dans de multiples systèmes commerciaux caractérisés par l'équifinalité. En raison des disjonctions qualitatives qui séparent un lieu d'un autre, les entreprises multi-localisées sont confrontées à des défis organisationnels et managériaux supplémentaires. Ces défis sont ancrés dans le processus d'« altérisation ». M'appuyant sur les construits cardinaux de lieu, d'espace et d'organisation, j’argumente que l'IB apporte l'approche la plus généralisable pour comprendre les entreprises opérant dans plus d'une localisation. L'unicité suprême de l'IB réside dans son potentiel à faire progresser une théorie générale de l'entreprise dans l'espace.El campo de negocios internacionales (IB por sus iniciales en inglés) ha venido desarrollando exitosamente un cuerpo de conocimientos único sobre la empresa multinacional y los contextos nacionales. Un debate recurrente se refiere a su pretensión de ser único y a las características académicas asociadas que distinguen a las empresas internacionales de otros campos de investigación. Discuto lo que hace que la investigación sobre negocios internacionales sea única examinando lo que la teoría de negocios internacionales puede explicar y predecir. Para esa finalidad, me apalanco en los principales argumentos teóricos y las ideas empíricas para avanzar en la comprensión de la IB centrada en la capacidad de una empresa para crear valor agregado en más de un lugar. Introduzco un modelo estilizado de empresa multilocalizada integrada en múltiples sistemas empresariales caracterizados por la equifinalidad. Como resultado de las disyuntivas cualitativas que separan un lugar de otro, las empresas multilocalizadas se enfrentan a retos adicionales de gestión y organización. Estos retos tienen su origen en el proceso de “otredad”. Teorizando sobre los conceptos críticos de lugar, espacio y organización, sostengo que negocios internacionales ofrece el enfoque más generalizable para entender a las empresas que hacen negocios en más de un lugar. La particularidad fundamental de la negocios internacionales radica en el potencial de avance de una teoría general de la empresa en el espacio.A área de negócios internacionais (IB) tem tido sucesso no desenvolvimento de um corpo único de conhecimento sobre a corporação multinacional e contextos em nível de país. Um debate recorrente diz respeito à sua reivindicação de singularidade e características acadêmicas associadas que distinguem IB de outros campos de pesquisa. Discuto o que torna a pesquisa em IB única ao observar o que a teoria em IB pode explicar e prever. Para esse fim, utilizo essenciais argumentos teóricos e insights empíricos para avançar na compreensão de IB centrado na capacidade de uma empresa de criar valor agregado em mais de um local. Apresento um modelo estilizado da empresa multilocalizada incorporada em vários sistemas de negócios caracterizados pela equifinalidade. Como resultado das disjunções qualitativas que separam um lugar do outro, as empresas multilocais são confrontadas com desafios administrativos e organizacionais adicionais. Esses desafios estão enraizados no processo de ostracismo. Teorizando sobre os construtos críticos de lugar, espaço e organização, argumento que IB oferece a abordagem mais generalizável para entender empresas que fazem negócios em mais de um local. A singularidade decisiva de IB está no potencial de avançar uma teoria geral da firma no espaço.国际商务 (IB) 领域成功地开发了关于跨国公司和国家层面情境的独特知识体系。一个反复出现的争论涉及其声称的独特性， 以及将 IB 与其它研究领域区分开来的相关学术特征。我通过审视 IB 理论可解释和预测的内容来讨论是什么让 IB 研究与众不同。为此， 我利用关键的理论论据和实证见解来增进对以公司在多于一个地点创造附加值的能力为中心的IB 的理解， 我提出了一个以等价性为特征的嵌入多业务系统中的多地点公司的程式化模型。由于将一个地方与另一个地方分隔开来的性质脱节， 多地点公司面临额外的管理和组织挑战。这些挑战植根于“他者化”过程。通过对场地、空间和组织的关键概念进行理论化， 我认为 IB 提供了一种最通用的方法来理解在多个地点开展业务的公司。IB 的最终独特性在于在空间发展公司通用理论的潜力。.

© 2022 The Authors. Journal of Organizational Behavior published by John Wiley & Sons Ltd.Based on social cognitive theory (SCT), we develop and test a model that links ethical psychological climate to ethically focused proactive behavior (i.e., ethical voice and ethical taking charge) via two distinct mechanisms (i.e., duty orientation and moral potency). Results from multi-wave field studies conducted in the United States, Turkey, France, Vietnam, and India demonstrate that an ethical psychological climate indirectly influences employees' ethical voice and ethical taking charge behaviors through the dual mechanisms of duty orientation and moral potency. Additionally, we find that individuals' moral attentiveness strengthened these mediating processes. Together, these findings suggest that ethical psychological climate is an important antecedent of ethically focused proactive behavior by stimulating individuals' sense of duty and enhancing their moral potency, particularly when employees are already highly attuned to moral issues.

This paper studies a setting in which multiple suppliers compete for a buyer's procurement business. The buyer faces uncertain demand and there is a requirement to reserve capacity in advance of knowing the demand. Each supplier has costs that are two dimensional, with some costs incurred before demand is realized in order to reserve capacity and some costs incurred after demand is realized at the time of delivery. A distinctive feature of our model is that the marginal costs may not be constants, and this naturally leads us to a supply function competition framework in which each supplier offers a schedule of prices and quantities. We treat this problem as an example of a general class of capacity games and show that, when the optimal supply chain profit is submodular, in equilibrium the buyer makes a reservation choice that maximizes the overall supply chain profit, each supplier makes a profit equal to their marginal contribution to the supply chain, and the buyer takes the remaining profit. We further prove that this submodularity property holds under two commonly studied settings: (1) there are only two suppliers; and (2) in the case of more than two suppliers, the marginal two-dimension costs of each supplier are non-decreasing and constant, respectively., Comment: 35 pages

ispartof: INFORMATION & MANAGEMENT vol:60 issue:4 status: accepted

Households in developing countries are exposed to various shocks and risks, which leaves them vulnerable as they typically have limited resources to cope with them. Even though a large body of development literature has focused on the role of risk in rural livelihoods, the focus is often on single sources of risk and taking a unidimensional view on risk preference. This paper explores the diversity in risk perception and risk preferences of Ethiopian households by combining incentivized field experiments with detailed primary household survey data. We disentangle the relationship between risk perception and risk preferences using an innovative combination of time framing and instrumental variable estimation approaches. We find that our respondents are exposed to multiple past shocks and perceive multiple sources of future threats across different agricultural risk domains. Our respondents can be characterized as relatively risk-averse and loss-averse, and they also overweight unlikely extreme outcomes. We find a statistically significant association between the prospect theory risk preferences parameters—risk aversion, loss aversion, and probability weighting—and overall risk perception, domain-specific risk perceptions (except for the personal domain) and the impact dimension of future risk. Our findings make an important contribution to our understanding of farm households’ risk behavior, and can guide prioritizing development efforts to stimulate better informed and well-targeted risk management policy interventions.

Contains fulltext : 287589.pdf (Publisher’s version ) (Open Access) Workers in the low-wage service sector represent a sociodemographically heterogeneous and particularly vulnerable group in terms of job security, job quality and health implications. However, organizational inclusion research has largely neglected this group. In contrast, this article builds on a qualitative study of a Dutch aircraft cleaning company in order to assess the ‘inclusivity of inclusion approaches' for less privileged groups of employees. By reconstructing how managers and cleaners draw/rework boundaries, we identify certain configurations of inclusion and exclusion that can unfold more or less 'inclusive' consequences for historically disadvantaged group members, and more or less exclusionary repercussions for particularly privileged and/or majority group members. We stress the need to say goodbye to a linear narrative of organizations becoming 'inclusive as such'. Furthermore, we argue that the presence of decent working and employment conditions and the absence of steep differences in those conditions between groups represent the 'silent foundation’ of creating inclusivity. Consequently, we ask: does inclusion research reach its ‘natural limits' by tiptoeing around the topic of equality? 07 januari 2023 32 p.

Employing a panel (1995-2015) of large R&D spending pharmaceutical firms, we investigate how internal basic research increases a firm’s innovative performance. We disentangle two mechanisms through which internal basic research affects technology development: (1) as strengthening of the firm’s absorptive capacity to build on externally conducted science, and (2) as a direct source of the firm’s innovation. We find that the positive relationship between internal basic research and innovation performance is significantly mediated by these two mechanisms, with the absorptive capacity mechanism relatively more important. The mediation relationships are more pronounced in recent years, with basic research as a direct source of innovation increasing in importance. This pattern is associated with a decline of corporate investments in basic research over time, and suggests that firms have adopted a more judicious and targeted approach to basic research aimed at getting more leverage out of a smaller commitment to basic research. ispartof: Industry And Innovation vol:29 issue:3 pages:396-424 status: Published online

We compare the implications of speculation versus hedging channels for bond markets in heterogeneous agents’ economies. Treasuries command a significant risk premium when optimistic agents speculate by leveraging their positions using bonds. Disagreement drives a wedge between marginal agent versus econometrician beliefs (sentiment). When speculative demands dominate, the interaction between belief heterogeneity and sentiment helps rationalize several puzzling characteristics of Treasury markets. Empirically, we test model predictions and find that larger disagreement (i) lowers the risk-free rate, (ii) raises the slope of the yield curve, and (iii) with positive sentiment increases bond risk premia and makes its dynamics countercyclical. This paper was accepted by Karl Diether, finance.

Social entrepreneurs need resources to develop their organizations and catalyze social impact. Existing research focuses on how social entrepreneurs access and use resources, yet it neglects how they search for resource holders. This issue is particularly salient in social entrepreneurs’ decisions about whom to approach for interpersonal feedback as a valuable resource. The current literature offers lists of individuals whom social entrepreneurs approach for feedback and implies these individuals can be easily accessed. Thus, it offers little insight into how social entrepreneurs select whom to approach for feedback and why, or why they struggle to access feedback. We conducted an in-depth inductive study based on 82 interviews with 36 nascent social entrepreneurs to investigate how they search for and select individuals to approach for feedback within and outside their social networks through an iterative appraisal process. Our findings start to open the black box of searching for resource holders in the resource mobilization process and offer insights on power and stigma in social entrepreneurship.

Contains fulltext : 235981.pdf (Publisher’s version ) (Open Access) In this study, we expand on the existing work on job crafting by focusing on (1) within-person fluctuation in affective experiences in relation to job crafting and person-job fit and (2) between-person fluctuations in personal growth initiative (PGI) as an important boundary condition of these relationships. Using multilevel data from 116 employees (341 observations), our results showed that fluctuations in positive active emotions (PAE) and negative active emotions (NAE) related positively to daily job crafting; this relationship was moderated by overall PGI levels. Next, we found a positive association between daily job crafting and daily person-job fit. Finally, we found indirect effects from NAE and PGI to daily fluctuations in person-job fit via daily fluctuations in job crafting; NAE and PGI energized employees to engage in daily job crafting, which contributed to their daily person-job alignment. We discuss implications for theory and practice. 20 p.

Organizational aesthetics comprises a way of understanding organizational life based on immediate sensory reactions (i.e., sight, hearing, taste, smell, and touch) to the material components of organizing (e.g., artifacts, physical settings, and material practices). Despite the growing interest in the topic, however, research is fragmented across management areas. To advance scholarly knowledge in this field, we reviewed the empirical work dealing with aesthetics. Our review yields two major insights. First, we identify three perspectives on the role of aesthetics. Scholars have treated aesthetics as (1) a directed stimulus (that elicits product evaluation and work organization), (2) a knowledge tool (that is entwined with creative work and everyday tasks), or (3) an open-ended outcome (that serves as a personal experience). Second, we find that each perspective highlights emotional and cognitive mechanisms through which aesthetics is implicated in organizing. Building on these two insights, our review offers an integrative framework that provides a comprehensive picture of the state of the field, illuminating the work of aesthetics in and around organizations and providing avenues for future studies.

ispartof: AFRICA JOURNAL OF MANAGEMENT vol:8 issue:1 pages:15-35 status: published

Multiple institutional affiliations (or co-affiliations) occur when an academic belongs to more than one organisation. Recent research shows an increase in academics with multiple affiliations, but evidence on how these are organised and on academics’ motivations is mainly anecdotal. In this study we develop a typology of co-affiliations, which identifies four types based on their purpose and origin. We draw on results from a unique international survey of academics in three major science nations (the UK, Germany and Japan) to study the different factors that could explain the four types of co-affiliations. The analysis shows that academics’ motivations (networking/prestige, resources, teaching or personal income) correlate with the observed co-affiliation type. Researcher-initiated and research-focused co-affiliations are often motivated by networking and resource access while co-affiliations that serve other than research purposes are more often income-motivated. Keywords: Multiple institutional affiliations, academic labour market, resource access, k-means clustering, science policy

This article presents a synthesizing framework of the determinants of open innovation adoption in public organizations. We examine the fragmented literature and integrate earlier results. To provid...

The aim of this study was to identify developmental patterns of job insecurity, taking into account quantitative as well as qualitative job insecurity, and to examine if these groups vary with regard to different work-related learning aspects, that is, occupational self-efficacy, learning from supervisor and colleagues, and acquired knowledge and skills (KSAOs). We conducted latent class growth analysis using three-wave data of 1366 Dutch employees. Five job insecurity patterns were identified: (1) high stable (n = 132), (2) moderate-low stable (n = 555), (3) low stable (n = 217), (4) decreasing (n = 357) and (5) increasing (n = 105). In every class, the change pattern was similar for quantitative and qualitative job insecurity. Those in trajectories with high initial levels of job insecurity had lower initial levels of occupational self-efficacy, learning from others, and KSAOs than those with low initial levels of job insecurity. Additionally, job insecurity trajectories differed in the development of occupational self-efficacy over time. The findings indicate that there are distinct trajectories of the combination of quantitative and qualitative job insecurity, and that these demonstrate a substantial amount of heterogeneity concerning work-related learning.

A new design can be compared with its contemporaries or older designs. In this study, we argue that the temporal distance between the new design and its comparison play an important role in understanding how a new design’s similarity with other designs contributes to its valuation. Construing the value of designs as a combination of their informational value and their expressive value, we propose the “anchored differentiation” hypothesis. Specifically, we argue that expressive value (which is enhanced by how much the new design appears different from others) is emphasized more than informational value (which is enhanced by how much the new design appears similar to others) compared with contemporary designs. Informational value, however, is emphasized more than expressive value when compared against designs from the past. Therefore, both difference from other contemporary designs (contemporary differentiation) and similarity to other past designs (past anchoring) help increase the value of a new design. We find consistent evidence for our theory across both a field study and an experimental study. Furthermore, we show that this is because temporal distance changes the relative emphasis on expressive and informational values. We discuss our contribution to the growing literature on optimal distinctiveness and design innovation by offering a dynamic perspective that helps resolve the tension between similarities and differences in evaluating new designs.

Does national culture influence entrepreneurship? Given that entrepreneurship and the economic, formal institutional, and cultural characteristics of nations are deeply intertwined and co-vary, it is difficult to isolate the effect of culture on entrepreneurship. In this study, we examine the self-employment choices of second-generation immigrants who were born, educated, and currently live in one country, but were raised by parents stemming from another country. We argue that entrepreneurship is influenced by durable, portable, and intergenerationally transmitted cultural imprints such that second-generation immigrants are more likely to become entrepreneurs if their parents originate from countries characterized by a strong entrepreneurial culture. Our multilevel analysis of two independent samples—65,323 second-generation immigrants of 52 different ancestries who were born, were raised, and live in the United States and 4,165 second-generation immigrants of 31 ancestries in Europe—shows that entrepreneurial culture is positively associated with the likelihood that individuals are entrepreneurs. Our results are robust to alternative non-cultural explanations, such as differences in resource holdings, labor market discrimination, and direct parent-child linkages. Overall, our study highlights the durability, portability, and intergenerational transmission of entrepreneurial culture as well as the profound impact of national culture on entrepreneurship. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.1645 .

Within national and international innovation systems a pandemic calls for large-scale action by many actors across sectors, to mobilise resources, developing and manufacturing Crisis-Critical Products (CC-Products) efficiently and in the huge quantities needed. Nowadays, this also includes digital innovations from complex epidemiological models, AI, to open data platforms for prevention, diagnostic and treatment. Amongst the many challenges during a pandemic, innovation and manufacturing stakeholders find themselves engaged in new relationships, and are likely to face intellectual property (IP) related challenges. This paper adopts an IP perspective on the COVID-19 pandemic to identify pandemic related IP considerations and IP challenges. The focus is on challenges related to research, development and urgent upscaling of capacity to manufacture CC-Products in the huge volumes suddenly in demand. Its purpose is to provide a structure for steering clear of IP challenges to avoid delays in fighting a pandemic. We identify 4 stakeholder groups concerned with IP challenges: (i) governments, (ii) organisations owning existing Crisis-Critical IP, described as incumbents in Crisis-Critical Sectors (CC-Sectors), (iii) manufacturing firms from other sectors normally not producing CC-Products suddenly rushing into CC-Sectors to support the manufacturing of CC-Products (new entrants), and (iv) voluntary grassroot initiatives that are formed during a pandemic. This paper discusses IP challenges related to the development and manufacturing of technologies and products for (i) prevention (of spread), (ii) diagnosis of infected patients and (iii) the development of treatments. We offer an initial discussion of potential response measures to reduce IP associated risks among industrial stakeholders during a pandemic., Comment: 18 pages, 4 figures, 3 tables

Research Summary The growth of emerging economies has attracted R&D investments by multinational enterprises, but firms have struggled to protect their knowledge assets in these environments with weak intellectual property rights protection. Knowledge misappropriation may be reduced if firms use cross-unit R&D teams to strengthen intra-firm interdependencies and control. We examine the relationship between such internal linkage strategies, foreign R&D investments, and firm market valuation in a dynamic market valuation model for 117 leading multinational firms. While foreign R&D investments are positively associated with market value, IP risks in host countries reduce it. The latter effect disappears if firms have developed a pronounced internal linkage strategy in weak IP environments. Linkage strategy bears costs and, in the absence of IP risks, is negatively associated with market value.Managerial Summary The growing market potential of emerging economies has led to an increase in research & development (R&D) activities there by multinational firms. A known challenge to multinational R&D investors in these economies is the weak protection of intellectual property rights (IPR). Firms may seek to reduce the risks of local knowledge spillovers and IPR infringement by actively embedding internal linkages in the organization of R&D and relying on cross-unit international R&D teams. We examine the consequences of such an internal linkage strategy for the performance effects of firms' investments in weak IPR countries. Based on an analysis of 1763 cross-border R&D investments by 117 leading multinational firms, we find that a firm's market value is negatively affected by new R&D investments in weak IPR countries, but that such a negative influence can indeed be mitigated if the firm's R&D organization embeds internal linkages. Consistent with this observation, we demonstrate that firms with an internal linkage strategy are able to limit local knowledge outflows in weak IPR environments. However, if an internal linkage strategy is applied in strong, rather than weak, IPR environments, it bears substantial costs and negatively affects performance.

We examine whether and when star scientist collaborations produce indirect peer effects. We theorize that a star’s social status causes a collaboration to act as a prism; it reduces quality uncertainty, leading to increased recognition of coauthors’ ideas. We identify two moderators of prisms, other scientists’ quality uncertainty and awareness of the collaboration, and link prisms to “sleeping beauties”, articles that are initially overlooked and then rediscovered later. Empirically, we examine the effect on citations of collaborating with a star who either won, or – serving as the control group – who was nominated for but did not win, the Nobel Prize in Physics. We find that articles by the winners’ coauthors (and which were published prior to the focal coauthor’s first collaboration with the winner) receive a citation boost after the Nobel Prize is awarded, relative to articles by the coauthors of nominees, and that awareness and quality uncertainty moderate this effect. We further find that this difference in citations causes sleeping beauties written by the coauthors of Nobel Prize winners to be rediscovered faster. Our results clarify how star scientists’ indirect peer effects impact their coauthors and, through sleeping beauties, how prisms matter for science more broadly.

Sports contexts are increasingly used in management research to test and develop theory and explore managerially relevant phenomena. This growth in publications is likely driven by a series of advantages that sports data offers to management researchers. However, such positive features are not a panacea, as several drawbacks are also associated with leveraging sports data, which can limit their usefulness for management scholars. In this paper, we aim to provide management researchers guidance to leverage the advantages and avoid the drawbacks of leveraging sports contexts. To do so, we identify and review 249 papers published over the last 50 years that used sports data to advance management theories and shed light on managerial phenomena. After outlining how these works contributed to the growth of several key conversations in management research, we discuss the advantages of using sports data by outlining how they can advance management research both conceptually (e.g., theory building and radical theorizing) and empirically (e.g., triangulation and replication). We then discuss the potential drawbacks of research using sports data and suggest ways to compensate for them. We close by outlining several new directions in which scholars can leverage sports data to further advance management research.

This paper provides a systematic literature review of studies investigating the effect of an intervention on the efficiency of a decision-making unit, when efficiency is computed using nonparametric frontier approaches. This paper offers a guide for future research by identifying patterns in (1) the fields of application, (2) applied efficiency models, and (3) analysis of efficiency determinants. Our findings indicate that, despite the prominent role of frontier techniques in the analysis of public sector performances and the importance of the effectiveness and the policy perspective, these two approaches have long been kept separate. Nevertheless, the combination of efficiency and effectiveness is fundamental to evaluate public interventions and to detect inefficiencies at the policy level, especially in key sectors such as education, health, and environment.

In this paper we extend to a dynamic setting the robust Orlicz premia and Haezendonck–Goovaerts risk measures introduced in Bellini, Laeven and Rosazza Gianin (2018). We extensively analyze the properties of the resulting dynamic risk measures. Furthermore, we characterize dynamic Orlicz premia that are time-consistent, and establish some relations between the time-consistency properties of dynamic robust Orlicz premia and the corresponding dynamic robust Haezendonck–Goovaerts risk measures.

Ecosystems are distinguished from other structural arrangements for value co-production by the nature of their governance and coordination challenges. As ecosystems are marked by their relative non-reliance upon formal, 1–1 supplier contracts to govern and coordinate productive activities, they need to find non-hierarchical ways of orchestrating ecosystem constituents such that a coherent system-level value offering is enabled and targeted at a defined user audience. Importantly, ecosystems cannot rely on ‘command-and-control’ governance to coordinate inputs from different participants, as would be the case of conventional supply chains. Instead, ecosystem leaders need to persuade others to make voluntary inputs that are consistent with the ecosystem’s overarching value offering. I call this task ‘ecosystem orchestration’. In this essay I suggest an ecosystem orchestration framework that distinguishes between technological, economic, institutional, and behavioural layers of ecosystem orchestration. I begin by highlighting distinctive governance challenges of ecosystems. I then provide a brief overview of the ecosystem orchestration literature. Then I introduce the different domains in which orchestration can be exercised. I conclude with a framework for orchestrating innovation ecosystems from birth to maturity. In addition to distinguishing between and describing technological, economic, institutional, and behavioural layers of ecosystem orchestration, the model also distinguishes between three stages of ecosystem momentum creation: initiation, scaling, and control. This framework has been designed to help practitioners to design strategies for ecosystem momentum creation.

ispartof: PUBLIC MANAGEMENT REVIEW status: Published online

Applying qualitative and quantitative analyses across four studies and seven samples, we clarified the meaning and developed a new measure of career insecurity. Career insecurity is defined as ���an individual���s thoughts and worries that central content aspects of one���s future career might possibly develop in an undesired manner.��� The new Multidimensional Career Insecurity Scale (MU-CI-S) measures eight career insecurity (CI) dimensions: (1) CI-Career opportunities, (2) CI-Decreased prestige and qualification requirements of the employment, (3) CI-Contractual employment conditions, (4) CI-Unemployment, (5) CI-Change of workplace, (6) CI-Retirement, (7) CI-Work-nonwork interactions, and (8) CI-Discrepancy between individual resources and work demands. Across all studies, the MU-CI-S showed excellent psychometric properties (e.g., factor loadings of all items and internal consistencies of all dimensions) and high levels of construct validity (e.g., theoretically assumed factorial structure and discriminant and convergent validity). Moreover, the analyses showed concurrent, predictive, and incremental validity beyond neuroticism and other job and career insecurity measures for predicting health and well-being, job performance, career success, and career attitudes. The results provide a comprehensive assessment and investigation of career-related insecurity perceptions in the current labor market. Moreover, the results offer theoretical and practical implications for individual career planning, career counseling, and organizational career management.

PurposeTo deepen the understanding of the process of growth and development of career resilience, this study aims to investigate the impact of career history and openness to change as antecedents of career resilience and the effect of career resilience on career self-management and career outcomes (salary and career satisfaction) over time using the Career Construction Theory.Design/methodology/approachThe authors applied structural equation modeling with cross-lagged associations between career characteristics (number of employees, job seniority and missed promotions), openness to change, career resilience, individual career management (ICM) and career success (salary and career satisfaction) using three-wave data of 872 employees.FindingsOpenness to change had cross-lagged positive relationships with career resilience. The number of (previous) employers and missed promotions had a positive effect on career resilience, whereas job seniority was related negatively to career resilience. Furthermore, career resilience had a positive effect on individual career self-management in terms of networking, practical things and drawing attention over time. No effect was found on the individual career self-management dimension of mobility-oriented behavior over time. Finally, ICM had a positive effect on salary and career satisfaction over time.Originality/valueAltogether these results suggest that career resilience is not only a way to stay active as an employee and cope with career changes, but it also enhances employees’ chances to achieve objective and subjective career success.

One of the raging debates in organization study concerns the use of “templates” in qualitative research. This curated debate brings together many of the players in that debate, who make statements of position relative to the issues involved and trade accusations and counter-accusations about statements they have made that in their view have been misinterpreted or misconstrued. Overall, it is quite a lively debate that reveals positions, points of tension and grounds for disagreement. Denny Gioia wrote the triggering essay that prompted other players to weigh in with their personal and professional views.

This paper examines mentorship as a mechanism for individuals to acquire and develop creativity. More specifically, we study the effect of mentor creativity on protégé creativity and how this effect is moderated by the mentoring styles of autonomy and exploration. Our empirical analysis focuses on formal PhD supervision and training, drawing on survey and bibliometric data for 143 life-science professors (mentors) and their 685 PhD students (protégés). We find that the effect of mentor creativity on protégé creativity is insignificant during protégés’ PhD studies but becomes significantly positive after protégés hold faculty positions, suggesting that the mentorship effect takes time to manifest but is enduring. Furthermore, the effect of mentor creativity on protégé creativity is significant only when protégés have high levels of autonomy and exploration during PhD studies. This suggests the importance of autonomy and exploration in the effective transfer of creativity from mentors to protégés.

Conflicts are ubiquitous in all life’s domain where people live and perform interdependent tasks, including convents. Managing conflicts among followers is an essential responsibility of leaders. The way leaders behave while managing such conflicts have received little academic attention; available studies have focused on business contexts. This study aimed to examine the relationship between servant leadership, and emotional exhaustion through team conflicts, and further investigates the mediating role of lead-ers’ third-party conflict behaviors such as avoiding, forcing, and problem-solving. Data were gathered from 453 religious sisters (followers), in 166 convents, in a Catholic Women Religious Institute mostly based in Nigeria. Structural equation modeling confirmed that servant leadership was associated with reduced team conflicts through leaders’ third-party behaviors. Further findings showed that perceived servant leadership was negatively related to emotional exhaustion through a nonforcing expression. We dis-cussed theoretical and practical implications.

We compare the performances of a wide set of regression techniques and machine learning algorithms for predicting recovery rates on non-performing loans, using a private database from a European debt collection agency. We find that rule-based algorithms such as Cubist, boosted trees and random forests perform significantly better than other approaches. In addition to loan contract specificities, the predictors referring to the bank recovery process -- prior to the portfolio's sale to the debt collector -- are also proven to strongly enhance forecasting performances. These variables, derived from the time-series of contacts to defaulted clients and clients' reimbursements to the bank, help all algorithms to better identify debtors with different repayment ability and/or commitment, and in general with different recovery potential.

As human resource development (HRD) research and practice has flourished, researchers have called for new theoretical perspectives that might be brought to bear on increasing the effectiveness of HRD initiatives (e.g. Nolan & Garavan, 2016). In this chapter, we suggest how optimal distinctiveness theory (Brewer, 1991) could be applied to HRD. Optimal distinctiveness theory is a social psychological theory with roots in social identity theory that addresses individuals’ propensity to identify with groups. We present the results of an empirical study involving members of organisational work groups and discuss how HRD interventions could benefit from considering how individuals’ identification with a work group can be affected by optimal distinctiveness and the composition of the work group (age and functional backgrounds represented in the group). Based on these findings, we impart practical advice about composing work groups, including ensuring that young group members and those with few identities are placed in groups in which they share commonalities with other members and also maintain some distinctiveness from members. In addition, we discuss how the tenets of optimal distinctiveness theory have both research and practical implications for HRD.

The topic of work engagement is moving up on the managerial agenda as it sets the stage for numerous beneficial outcomes for both organizations and their employees. It is clear, however, that not all employees are equally engaged in their job. The current study taps into theory on positive self-fulfilling prophecies induced by leaders’ high expectations of followers (i.e., the Pygmalion effect) and examines their potential to facilitate follower work engagement. By integrating literature on implicit followership theories with the Pygmalion model, we investigate the assumption that leaders’ high expectations are universally perceived as and therefore foster the same desirable results for all employees. We argue and find that the extent to which followers’ work engagement benefits from high leader expectations depends on their implicit followership theory of industry (IFTI; i.e., the general belief that employees are hardworking, productive, and willing to go above and beyond). We also find that when followers hold a high IFTI but feel that their leader does not convey high expectations, their engagement at work suffers. In addition, we examine whether leaders’ IFTI forms the origin of naturally occurring Pygmalion effects. Our results show that a positive IFTI among leaders is especially interpreted as high/positive expectations by followers who also hold a high/positive IFTI. Our study introduces boundary conditions to the Pygmalion-at-work model by revealing the interactive role of leaders’ and followers’ implicit followership theory of industry. We contribute to the advancement of cognitive, follower-centric perspectives on leadership and provide evidence for the importance of schema congruence.

We study a symmetric private value auction with signaling, in which the auction outcome is used by an outside observer to infer the bidders' types. We elicit conditions under which an essentially unique D1 equilibrium bidding function exists in the second-price and the English auctions. We establish there is no equivalence between these two auction designs, neither in bidding strategies nor in expected revenue. This is because the presence or the absence of an increasing price clock affects signaling incentives differently in both auction formats, and thereby also the bidders' incentives to overbid their types. This leads to a strictly higher expected revenue in the second-price auction than in the English auction. Our analysis is completed by a comparison with other disclosure policies. Applications include art auctions and charity auctions.

In this study, we build on the foundational observations of Selznick and Stinchcombe that organizations bear the lasting imprint of their founding context and explore how characteristics shaped during founding are coherently carried forward through time. To do so, we draw on an ethnography of a social venture where the entrepreneurs left soon after founding. In examining how an initial organizational imprint evolves beyond a venture’s founding phase, we focus on the actions and interactions of organizational members, the founders’ imprint, the venture’s new leadership, and the external environment. The process model we develop shows how the organizational imprint evolves as a consequence of the interplay between top-down and bottom-up forces. We first find that the initial imprint is transmitted through a bottom-up mechanism of imprint reinforcement, and second, that the venture is reimprinted after the founding period through two processes which we call imprint reforming and imprint coupling. The result of this is the formation of a sedimented imprint. Our findings further illuminate that, although the initial imprint sticks, its function and manifestation changes over time.

Co-ordinating collective work and communicating a shared understanding of tasks is necessary to accomplishing organizational goals. Stigma could exacerbate co-ordination challenges between public and private organizations by further widening differences in goals and incentives among employees. Using relational co-ordination theory, we explore how stigma can influence employee behaviour in the context of healthcare delivery. We study healthcare professionals and frontline workers involved in the fight against AIDS in India to examine how public health systems fail due to a lack of communication and co-ordination, and that these failures are worsened by stigma. When stigma is present, relationships between employees become strained due to misaligned work routines, lack of information sharing and cooperation failure. Our findings reveal emergent responses from frontline employees that mitigate co-ordination failures through: (1) role adaptation to improve predictability of tasks; (2) social purpose identification to promote a common understanding and engage stigmatized clients; and (3) affective attachment that encourages extra-role behaviours and task ownership. We draw implications for relational co-ordination and stigma, as well as public-private co-ordination in public health systems.

Mediterranean territories have co-evolved and been shaped by fire throughout history. However, global environmental change conditions are increasing the size, intensity and severity of wildfires, which have gone from a regular natural disturbance to a serious threat for civil protection, surpassing firefighting capacities. Therefore, building resilience in fire-prone territories is an increasingly relevant policy and management objective. However, the notion of resilience has been criticized for paying insufficient attention to key social issues such as socio-political dynamics, power imbalances and societal change. At the same time, social science contributions to wildfire research are still rather limited. In this paper, we bridge social innovation theory to resilience theory in order to create a territorially embedded and socially sensitive framework for assessing socio-ecological resilience. From this perspective, we then examine how Forest Defence Groups (ADFs, by their Catalan acronym) have evolved from grassroots, bottom-up initiatives to well-established bottom-linked institutions and we evaluate their contributions to socio-ecological resilience in the territories where they operate. Our results show that ADFs contribute in several aspects to socio-ecological resilience and that the pave the way for opening up spaces of dialogue and collaboration through which local communities can engage with the issues that directly affect them, such as wildfires. This research received funding from the SIMRA project, funded by European Union’s Horizon 2020 research and innovation programme under grant agreement No 677622. During the writing phase it also received funding from the Pyrolife project, funded by the European Union’s Horizon 2020 research and innovation programme MSCA-ITN2019 – Innovative Training Networks, under grant agreement No 860787.

Despite initial evidence on employees’ motives for telecommuting, studies so far never investigated if and how distinct telecommuting motives might co-occur. In the current study (N wave 1 = 1297 employees; N wave 2 = 564 employees), we use Latent Class Analysis and identify three classes reflecting three specific combinations of telecommuting motives: the job requirement class (telecommuting because one has to), the efficiency class (telecommuting to cope with deadlines and pressure) and the work-life balance class (telecommuting to have a healthy balance between work and family/leisure). Our analyses show that employees belonging to the same class also tend to share a certain context (in terms of job characteristics such as speed of work and autonomy). Furthermore, the telecommuting motive classes predicted outcomes six months later: Whereas we found no significant associations between the job requirement class and the study outcomes, employees in the efficiency class reported more vigour and less emotional exhaustion, and employees in the work-life balance class reported more vigour, less emotional exhaustion and more job satisfaction. Implications for theory and practice are discussed.

ispartof: INDUSTRY AND INNOVATION vol:29 issue:8 pages:927-947 status: published

The COVID-19 pandemic has forced tourism practitioners to create efficient strategies to attract travelers. Using three theoretical frameworks, such as tourist trust (political, destination, and interactional trust), travel constraint (intrapersonal, interpersonal, and “social distancing” structural constraint), and extended theory of planned behavior (travel attitude, perceived behavioral control, subjective norm, perceived health risk, past travel experience), we develop a comprehensive framework to explain the impact of travel promoting, restricting, and attitudinal factors on travel decision during and after the pandemic. Data was obtained through an extensive survey conducted on 1451 Korean travelers and was analyzed using probabilistic choice models and count models. The results show the specific factors that determine travel decisions during the pandemic (whether to travel and frequency) and travel intention after the pandemic. This study provides important theoretical and practical insights into how to develop successful COVID-19 recovery strategies in the tourism industry. Published version

The persistence of COVID-19 exerts an unprecedented impact on the tourism and hospitality industry and the Black-owned businesses had been hit disproportionately harder than any other racial group. Many platforms (e.g., Airbnb and Yelp) have run a series of campaigns to support Black-owned businesses. Determining whether these campaigns are effective in attracting supports from consumers or just merely promotional is key. Based on the theoretical framework of Hennig-Thurau et al. (2004) and Aldous et al. (2019) and data collected from Yelp, this study reveals that higher levels of engagement produce persistent reactions. Specifically, the rating support lasts for one month and then vanishes; the review support increases for three months and then gets reversed; and the verbal support lasts for three months but does not get reversed. The findings of this study contribute to theories of online engagement and provide direct implications for platforms involving social campaigns in business practice. Accepted version

This research aims to test the potential spillover effect among room rentals using the context of room-sharing platforms. The spillover effect refers to the influence of related units' outcomes on a unit's outcome. On this basis, we hypothesize that the number of bookings of targeted neighboring rooms influences the number of bookings of a recommended room. Given our sample of nearly 20,000 observations, the empirical application results show that with the increase in the bookings of targeted neighboring rooms, the bookings of a recommended room rise in line with the hypothesized spillover effect. Moreover, the similarity between the recommended room and its neighboring rooms targeted at the room search stage and the quality of the recommended room further strengthen the spillover effect. This research contributes to the literature by providing novel perspectives to the boundary conditions of spillover effects and presents managerial implications for hosts and operators of room-sharing platforms. Accepted version

Academics have lamented that practitioners do not always adopt scientific evidence in practice, yet while academics preach evidence-based management (EBM), they do not always practice it. This paper extends prior literature on difficulties to engage in EBM with insights from behavioral integrity (i.e., the study of what makes individuals and collectives walk their talk). We focus on leader development, widely used but often critiqued for lacking evidence. Analyzing 60 interviews with academic directors of leadership centers at top business schools, we find that the selection of programs does not always align with scientific recommendations nor do schools always engage in high-quality program evaluation. Respondents further indicated a wide variety of challenges that help explain the disconnect between business schools claiming A but practicing B. Behavioral Integrity theory would argue these difficulties are rooted in the lack of an individually owned and collectively endorsed identity, an identity of an evidence-based leader developer (EBLD). A closer inspection of our data confirmed that the lack of a clear and salient EBLD identity makes it difficult for academics to walk their evidence-based leader development talk. We discuss how these findings can help facilitate more evidence-based leader development in an academic context.

PurposeThis study aims to discuss the usefulness of free-text comments to gain insights into participants' opinions about an organizational change project.Design/methodology/approachA secondary analysis of 152 free-text answers to an open question in a questionnaire evaluating the implementation of lean facility design was conducted.FindingsThe authors identified three categories of responses to change: (1) dismissive – lean unrelated, (2) dismissive – lean related and (3) supporting – lean related. Notably, the large majority of the comments were dismissive by nature and unrelated to lean. Furthermore, critical responses also emanate from the most supportive group (critical friends).Practical implicationsQuintessential to change management is understanding how those involved perceive the changes. Free-text comments offer an opportunity to gain a view on these perceptions, particularly perceptions that often stay covert whilst having the potential to undermine change initiatives. At the same time, the comments may also be used to capitalize on constructive criticisms.Originality/valueThis study delivers a unique view on how free comments allow developing a broader understanding of hospital staff's responses to an organizational change initiative and particularly its “undercurrent” that may potentially have significant implications to change processes.

ispartof: SMALL BUSINESS ECONOMICS vol:59 issue:4 pages:1427-1447 status: published

Book subtitle: Critical Reflections ispartof: GOOD GOVERNANCE IN SPORT pages:180-194 ispartof: Routledge Research in Sport Business and Management pages:180-194 status: published