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This paper investigates the dynamics between state affect and trusting cognitive beliefs on post-adoptive information technology (IT) use behaviors in the form of intention to explore and deep structure usage. That state affect can influence behaviors is recognized in practice. In fact, some studies examine the impact of affective constructs, but the way state affect impacts how individuals use IT remains largely unexplored. The authors theorize that state affect, in the form of positive and negative affect, will influence trusting cognitive beliefs regarding an IT artifact (in terms of perceived helpfulness, capability and reliability) and, more importantly, directly influence intention to explore and deep structure usage.

The authors test the model using a sample of 357 IT users. Survey items were derived from established measures, and the data were analyzed using structural equation modeling.

Results of this study suggest that positive affect and negative affect impact trusting cognitive beliefs. Trusting cognitive beliefs positively impact intention to explore with an IT and deep structure usage of an IT. Even in the presence of trusting beliefs, though, positive affect directly impacts intention to explore. Positive affect and negative affect both also have various indirect, mediated effects on intention to explore and deep structure usage.

In order to maximize value from workplace IT, the results suggest managers foster an authentic, positive work environment in order to harness or redirect employees' emotional energies.

This paper describes the home run as a dramatic offensive accomplishment in baseball linked to the five dramaturgical dimensions (act, scene, agent, agency, and purpose) defined by Burke. Such an accomplishment also pertains to two types of social pasts – categorical and crystallized – that can serve as correlates to the five dramaturgical dimensions. Owing to its dramaturgical and temporal significance, the home run symbolizes a celebrated sign of prowess that contributes to a home run hitter's or slugger's rarified status. Further, as a dramaturgical moment, the home run calls forth specified responses (especially on the part of announcers) that contribute to its distinctive meaning in the game.

This paper aims to shed light on financial development in Ethiopia and its implications for overall economic development. It does so with particular focus on development understood as industrial development and with special attention drawn on inequality and debt levels as well as the real estate market in Ethiopia. Two research questions are focussed on in particular, where the first serves as prerequisite for the assessment of the second: What kind of financial development took place in Ethiopia in the past quarter of a century? Furthermore, are processes of financialisation visible in Ethiopia, and if so, to what effect?

The paper is based on publicly available macro-data and qualitative and quantitative data collected by the author herself during a three months’ research stay in Ethiopia.

It is found that despite higher levels of financial inclusion and deepening, industrialisation is on a relative decline. What is more, inequality and debt levels increase, and the recent growth spurts seem to be rooted in the construction sector with prices in the real estate market surging. In can be concluded that despite a flourishing financial sector, the Ethiopian economy is faced with the peril of crises associated with an inflated real estate market, inequality, debt burdens and impeded industrialisation.

African economies and, in particular, the development and effects of financial markets are still a blind spot in economic research. By combining quantitative and qualitative data on and gathered in Ethiopia, this paper therefore conducts greenfield research.

Absorptive capacity is a knowledge-processing ability that hospitality organizations should hone to create competitive advantage in a fierce business environment. This study aims to examine an integrative model explaining how hospitality organizations infuse external knowledge into competitive advantage via absorptive capacity processes and opportunity-capturing abilities.

This study used structural equation modeling, using the R Lavaan package, with 288 survey responses collected from hospitality employees.

Structural equation modeling with multiple indirect relationships presents a holistic picture of how hospitality organizations develop externally acquired knowledge into organizational outcomes through detailed absorptive capacity processes. Unit size is found to positively moderate the indirect relationship between external acquisition and competitive advantage through knowledge transformation only. Competitiveness level negatively moderates indirect relationships through assimilation and transformation.

The findings highlight the importance of hospitality organizations’ knowledge management capabilities through acquisition, assimilation, transformation and exploitation processes. These integrative mechanisms can be facilitated by intraorganizational coordinative processes through collective interpretations and applications of knowledge and effective organizational routines based on management and technical support.

This study proposes an integrative model encompassing a process perspective and the role of intraorganizational coordination in bridging potential and realized absorptive capacity.

Based on an exploratory case-based approach, the purpose of this paper is to open the KM black box and examine the relationships that link knowledge management (KM) inputs (i.e. knowledge resources and KM practices) via knowledge processes to KM performance. This paper aims to identify the underlying mechanisms and explain how KM performance is enabled.

This in-depth case study conducted at a medium-sized consultancy in the supply chain management industry empirically examines knowledge flows to uncover the relationships between KM inputs, knowledge processes and KM performance. We adopt the viable system model (VSM) as a theoretical lens to identify KM mechanisms.

By identifying six KM mechanisms, we contribute to the theoretical understanding of how KM inputs are interconnected and lead to KM performance via knowledge processes.

Based on the insights gained, we provide propositions that organizations should consider in designing viable KM. Our findings help organizations in understanding their KM with the help of knowledge flow analysis and identifying how critical KM elements are interconnected.

The paper seeks to provide a structured review of the literature on gender and scholarly career outcomes in the social sciences and discuss its relevance to research on IS scholarship, in order to guide researchers who seek to conduct studies on the role of gender in academic IS careers.

The authors review the literature to identify all published studies that compare (or theorize about) various academic career outcomes for men and women in the social sciences.

In comparing the literature from the IS field with other social science disciplines, the authors conclude that gender has been entirely overlooked in studies of IS scholars' publication patterns and other career outcomes. Propositions are developed for researchers in order to guide future studies that examine the relationship between gender and academic career outcomes.

The paper focuses on studies that compare research productivity and other career outcomes for men and women in social science disciplines. Studies in other disciplines such as engineering, physical sciences, arts and humanities, are omitted. Studies that focus on women only or studies that examine the general antecedents to scholarly outcomes but which ignore gender are also excluded.

This paper seeks to open up a discussion of gender as a valid issue for investigation regarding career outcomes for IS scholars. The authors seek to motivate other researchers to examine whether women are achieving parity in the IS academic field.

This paper provides a comprehensive, structured literature review to systematically study whether gender plays a role in research productivity and other career outcomes for IS scholars.

This study aims to investigate the relationship of mentoring provided with career success and organizational commitment in the general managerial population.

Participants were 194 native British who were employed in a variety of jobs, professions and industries in the United Kingdom.

Mentoring provided was positively associated with objective and subjective career success and with mentoring received. Furthermore, mentoring provided mediated the relationship between mentoring received and both aspects of career success. However, although career‐related mentoring provided was positively associated with mentors' career success and affective organizational commitment, socio‐emotional mentoring provided was unrelated to mentors' career success and was negatively related to their affective commitment.

The study adds to the literature by indicating that, at least in the Anglo‐Saxon organizational environment, mentoring provided, and especially its career‐related dimension, is associated with positive outcomes across occupational, professional and organizational boundaries, and that mentoring receipt increases the likelihood of mentoring provision later in the career.

Encouraging organizational members to provide mentoring for junior colleagues establishes and perpetuates a mentoring cycle, which entails benefits for mentors, protégés and the organization.

This is the first study to investigate the relationship of mentoring provision with career success and organizational commitment in the general working population; hence, to yield generalizable conclusions. In addition it informs on the relative contribution of career‐related and socio‐emotional mentoring provided to mentor's career outcomes.

Social entrepreneurship has emerged as an important realm of entrepreneurship during the last decade. Research on what motivates social entrepreneurial activity continues to be of interest in the field. Given the integral role of the social entrepreneur, one area identified as deserving more attention is the leadership traits of the social entrepreneur. This paper addresses this gap by presenting a conceptual model on the role of national leadership culture on social entrepreneurship.

As part of the social fabric of a country, national leadership culture is viewed as a social contextual factor that can either enhance or hinder social entrepreneurial activity. As its broader conceptual base, this paper relies on institutional theory, marketing systems and leadership theory. At the heart of the proposed conceptual model are six leadership dimensions from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) theoretical model: charismatic/value-based, team-oriented, participative, self-protective, humane-oriented and autonomous. These leadership dimensions are central to the propositions that accompany the proposed conceptual model.

Implications of this research for entrepreneurial marketing and public policy are presented. Since this research is conjectural, future directions for empirical research on national leadership culture in social entrepreneurship are discussed.

The conceptual model is the first to examine the role of national leadership culture on social entrepreneurship. The research adds value to the growing body of research on social entrepreneurship in its social context. It answers the call in the literature to examine leadership as it pertains to the individual entrepreneur’s pre-disposition to engage in social entrepreneurial activity.

We investigate the impact of Absorptive Capacity (ACAP) for SMEs embedded in Collaborative Networks (CNs) on innovation performance, considering the network stages and the influence of partnership quality.

We use a mixed methodology consisting of a qualitative than a quantitative phase. The first stage relies on an in-depth literature review and 22 interviews with 17 manufacturing SMEs having operated in collaborative innovation projects to characterize the potential and realized ACAP of such SMEs in the creation and operation stages of a CN. The second phase aims at testing four hypotheses through a hierarchical regression based on 74 responses to a survey involving SMEs with prior CN experience.

Our results explain how an SME’s ACAP in the creation stage affects its ACAP in the operation stage. We also demonstrate that this latter capability contributes positively to innovation performance in the CN. Furthermore, partnership quality was found to have counterproductive effects regarding potential ACAP.

We provide manufacturing SMEs with guidance to deploy ACAP throughout their collaborative experience and overcome the potential pitfalls of good partnership quality.

We operationalize ACAP of manufacturing SMEs to contribute to mutual innovation goals in CNs and uncover its properties. We explain how this dynamic capability accumulates over the CN stages to result in higher innovation performance and show how it helps in striking a balance between the “dark” and “virtuous” sides of partnership quality.

Organizations increasingly operate under volatile, uncertain, complex and ambiguous (VUCA) conditions. Traditional command-and-control leadership can be ineffective in such chaotic environments. The purpose of this paper is to outline an alternative model to help leaders and organizations navigate effectively through VUCA environments. By developing three fundamental capacities (absorptive, adaptive and generative), leaders can cultivate organizations capable of continuous synchronization with their fitness landscapes. Central tenets of the framework include diversity, slack, learning, humility, reflection in action and abductive logic.

This framework is designed based on literature insights, conceptual analysis and experts’ judgment. The paper integrates knowledge from a variety of disciplines and interprets them through the lens of complex adaptive systems.

This paper argues for a process centered, contemplative approach to organizational leadership and development. By providing the underlying rationale for the proposed interventions (e.g. Ashby’s law of requisite variety), the paper also reorients busy leaders’ mental models to show why these time investments are worth implementing.

This actionable framework can help leaders and organizations be more effective operating in a VUCA context.

This paper provides a historic context as to why prediction and certainty are favored leadership strategies, why these approaches are no longer suitable and specific steps leaders can take to develop absorptive, adaptive and generative capacities to transform their organizations. Its scholarly contribution is the synthesis of disparate bodies of literature, weaving those multiple academic perspectives into a practical roadmap to enhance organizational leadership.