Search results
1 – 10 of 153Yixin Qiu, Ying Tang, Xiaohang Ren, Andrea Moro and Farhad Taghizadeh-Hesary
This study aims to investigate the relationship between corporate environmental responsibility (CER) and risk-taking in Chinese A-share listed companies from 2011 to 2020. It…
Abstract
Purpose
This study aims to investigate the relationship between corporate environmental responsibility (CER) and risk-taking in Chinese A-share listed companies from 2011 to 2020. It seeks to understand the influence of CER on risk-taking behavior and explore potential moderating factors.
Design/methodology/approach
A quantitative approach is used, using data from Chinese A-share listed companies over the specified period. Regression analysis is used to examine the relationship between CER and risk-taking, while considering moderating variables such as performance aspiration, environmental enrichment and contextual factors.
Findings
The findings indicate that CER positively influences corporate risk-taking, with significant impacts on information asymmetry and corporate reputation. Moreover, positive performance aspiration strengthens the effect of CER on risk-taking, while negative performance aspiration and environmental enrichment weaken this effect. Cross-sectional analysis shows that the positive association between CER and risk-taking is more prominent for firms located in areas with strict environmental regulation, for nonstate-owned firms, and for firms with higher levels of internal control.
Originality/value
This research contributes to the literature by providing insights into the dynamics between CER and risk-taking in the Chinese market context. It expands existing knowledge by considering the influence of performance aspiration on this relationship, offering practical implications for firms seeking to enhance corporate performance through strategic management of environmental responsibilities.
Details
Keywords
Jan A. Pfister, David Otley, Thomas Ahrens, Claire Dambrin, Solomon Darwin, Markus Granlund, Sarah L. Jack, Erkki M. Lassila, Yuval Millo, Peeter Peda, Zachary Sherman and David Sloan Wilson
The purpose of this multi-voiced paper is to propose a prosocial paradigm for the field of performance management and management control systems. This new paradigm suggests…
Abstract
Purpose
The purpose of this multi-voiced paper is to propose a prosocial paradigm for the field of performance management and management control systems. This new paradigm suggests cultivating prosocial behaviour and prosocial groups in organizations to simultaneously achieve the objectives of economic performance and sustainability.
Design/methodology/approach
The authors share a common concern about the future of humanity and nature. They challenge the influential assumption of economic man from neoclassical economic theory and build on evolutionary science and the core design principles of prosocial groups to develop a prosocial paradigm.
Findings
Findings are based on the premise of the prosocial paradigm that self-interested behaviour may outperform prosocial behaviour within a group but that prosocial groups outperform groups dominated by self-interest. The authors explore various dimensions of performance management from the prosocial perspective in the private and public sectors.
Research limitations/implications
The authors call for theoretical, conceptual and empirical research that explores the prosocial paradigm. They invite any approach, including positivist, interpretive and critical research, as well as those using qualitative, quantitative and interventionist methods.
Practical implications
This paper offers implications from the prosocial paradigm for practitioners, particularly for executives and managers, policymakers and educators.
Originality/value
Adoption of the prosocial paradigm in research and practice shapes what the authors call the prosocial market economy. This is an aspired cultural evolution that functions with market competition yet systematically strengthens prosociality as a cultural norm in organizations, markets and society at large.
Details
Keywords
Inês Silva, Álvaro Dias and Leandro F. Pereira
The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational…
Abstract
Purpose
The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational commitment and intention to stay within an organisation. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations.
Design/methodology/approach
This study follows a quantitative approach based on cross-sectional survey data. The respondents were employees of Generations X, Y and Z. The data were analysed using partial least squares structural equation modelling and multigroup analysis.
Findings
The results of the study indicate several relationships between variables and organisational commitment/intention to stay. Person-organisation fit is positively related to organisational commitment, and work-life balance is positively related to both organisational commitment and intention to stay. The mediation of organisational commitment shows a positive relationship with person-organisation fit and work-life balance. In addition, there are positive relationships between organisational culture and both organisational commitment and intention to stay, as well as a positive relationship between person-organisation fit and intention to stay. Furthermore, all three Generations (X, Y and Z) show positive relationships between organisational commitment and intention to stay.
Research limitations/implications
The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organisational commitment/retention. Second, it provides practical implications for organisations by highlighting the importance of person-organisation fit, work-life balance and organisational culture in fostering commitment and retention among employees of different generations.
Originality/value
The originality and value of this study lies in its exploration of the differences between generational groups in terms of variables affecting organisational commitment and intention to stay. By addressing this research gap, the study contributes to the existing literature on organisational commitment and retention. The detailed presentation of theoretical contributions, practical implications, limitations and suggestions for future research enhances the overall value of the study.
Details
Keywords
Alessandro Feri, Nicholas Jonathan Ind and Nathalia Christiani Tjandra
This study aims to investigate the role of marketing agencies in aligning brand purpose with the Sustainable Development Goals (SDGs) in the post-pandemic era. This study explores…
Abstract
Purpose
This study aims to investigate the role of marketing agencies in aligning brand purpose with the Sustainable Development Goals (SDGs) in the post-pandemic era. This study explores whether and how marketing agencies delineate and execute brand purpose in a way that supports sustainable consumption and marketing models.
Design/methodology/approach
Data were gathered from semi-structured interviews with 35 senior managers at UK-based marketing agencies. The interviews were recorded, transcribed and analysed using NVivo software for inductive coding.
Findings
The study reveals that brand purpose in the post-pandemic era is increasingly aligned with the SDGs. Marketing agencies play a pivotal role in this alignment, as they not only help to delineate and execute the brand purpose but also do so in a way that amplifies perceived authenticity in the eyes of the brand stakeholders.
Originality/value
This research underscores the significance of marketing agencies in delineating and executing brand purpose that aligns with the SDGs. It enriches the literature by illustrating how agency expertise contributes to the evolution of brand purpose, guiding businesses towards responsible marketing practices and consumption patterns that support a sustainable future.
Details
Keywords
Jorge Iván Pérez Rave, Rafael Fernández Guerrero and Andres Salas Vallina
A methodological approach is required that complements studies based on surveys, providing a perspective with greater truthfulness and coverage. The study aims to develop a…
Abstract
Purpose
A methodological approach is required that complements studies based on surveys, providing a perspective with greater truthfulness and coverage. The study aims to develop a methodology to validate psychological/managerial constructs using data from Google Trends, taking as a case study a critical thinking (CT) scale in organizational domains previously supported by survey data.
Design/methodology/approach
The developed methodology consists of eight stages, in which the following is integrated: (1) Internet search interest data (19 Spanish-speaking countries); (2) deductive research processes (e.g. theoretical model, linguistic manifestations, fieldwork, data matrix, analysis statistical, reporting); (3) psychometric properties (e.g. construct validity, criterion validity, reliability) and (4) objective data to examine criterion validity (e.g. unemployment rate).
Findings
The application of the methodology produces evidence that supports the reliability (Cronbach’s alpha, Guttman’s λ4), construct validity (intra-correlations and correlations with reference variables: “entrepreneurship,” “critical thinking,” “soccer,” “beer,” “pornography”) and criterion validity (prediction of unemployment rate) of the CT scale.
Research limitations/implications
The methodology makes it possible to support or invalidate the quality of construct measurement scales by planning, capturing and processing data available on the internet.
Practical implications
This manuscript is useful for research in business management (and related areas), which is intensive in the use of psychological/managerial constructs.
Originality/value
The methodology uses a new type of evidence; it is noninvasive, usually more truthful than responses to surveys, and has greater coverage of people participating indirectly in the study.
Details
Keywords
Vida Siahtiri, Welf Hermann Weiger, Christian Tetteh-Afi and Tobias Kraemer
As consumer debt can substantially impair subjective well-being, it is crucial for research to gain insights into how consumers can be motivated to improve financial planning…
Abstract
Purpose
As consumer debt can substantially impair subjective well-being, it is crucial for research to gain insights into how consumers can be motivated to improve financial planning. This paper aims to investigate how frontline employees in financial services can help consumers regulate their financial planning behaviors and how financial service providers can effectively support their frontline employees in this effort through leadership and organizational climate.
Design/methodology/approach
We incorporate regulatory focus theory and conservation of resource theory to develop a conceptual model that we test in a triadic study with a unique dataset collected from consumers, frontline employees, and managers in the banking sector.
Findings
We find that frontline employees must pay attention to the details of consumers’ needs and customize the service to those needs to trigger consumer promotion focus and stimulate consumers’ financial planning behaviors. Moreover, our results emphasize that the organization must act as an integrated entity. Thus, a manager’s servant leadership and an organizational climate of customer stewardship are crucial for frontline employees to transform consumers’ financial planning behaviors.
Research limitations/implications
The study highlights frontline employees’ key role in motivating consumer financial planning behavior, offering a new perspective in transformative service research on enhancing financial well-being.
Practical implications
The findings provide financial service providers with actionable implications for enhancing consumers’ financial planning. This benefits both consumers and financial institutions, as customers with greater spending power can buy more financial products.
Originality/value
This study advances transformative service research on consumer financial planning behavior, which has largely focused on consumer-related or society-level variables, by exploring the role of frontline employees and organizational support in terms of leadership and climate.
Details
Keywords
Christopher Granatino and Sarah Barbara Watstein
In response to observed changes in the evolving needs of our community, and a call for proactive, strategic planning from campus administration, library and key learning commons…
Abstract
Purpose
In response to observed changes in the evolving needs of our community, and a call for proactive, strategic planning from campus administration, library and key learning commons partners gathered for a retreat in June 2023 to focus on rightsizing to answer six key questions: What is the right mix of collections to support the teaching, research and learning goals of the Seattle University community? What is the right variety of spaces to support the teaching, research and learning goals of the Seattle University community? What are the right mix of on ground and virtual services to support the teaching, research and learning goals of the Seattle University community? What technologies are needed to support the teaching, research and learning goals of the Seattle University community? What is the right staffing (model, levels+) to support the teaching, research and learning goals of the Seattle University community? What type of library and learning commons do we want to be in five years?
Design/methodology/approach
The article discusses and provides review of literature on concepts like rightsizing and appreciative inquiry/ strengths, opportunities, aspirations and results (SOAR) analysis. It will describe how note-taking, and qualitative analysis of feedback gathered during an in-person exercise can be used to identify actionable goals and activities as a follow-up to an in-person retreat.
Findings
To focus this conversation, an appreciative inquiry approach using a SOAR analysis was used, instead of a traditional strengths, weaknesses, opportunities and threats (SWOT) analysis, to utilize a constructivist approach to future thinking. This case study will explore rightsizing as it pertains to academic libraries, and the use of SOAR as a framework for capturing feedback and discussion.
Research limitations/implications
As the article is a case study, it represents feedback collected specifically from one university library and learning commons. However, the questions asked, and the consolidated feedback are broad enough to be applicable to similar library systems.
Practical implications
The authors aim to demonstrate how appreciative inquiry and strength-based discussions using SOAR can lead to meaningful future-thinking conversations that might otherwise feel threatening. As rightsizing is often connected to downsizing, or conversations about reductions, using techniques like SWOT analysis which focus on weaknesses and threats can lead to anxiety and fear for participants. It can limit conversation, when members of a focus group or retreat feel unwilling to participate. By using constructivist approaches, it invites introspection and participation in a positive way, and focuses on forward thinking – and not just thinking of the present.
Originality/value
Rightsizing discussions are not particularly new or unique to libraries but are most seen in articles discussing collections. The scope of this project was to assess not only collections, but services, technology, staffing and spaces – in addition to our collections. Similarly, SOAR analyses are not the most common form of strategic analysis, and an appreciative inquiry approach to a rightsizing conversation in academic libraries is a relatively timely and new topic.
Details
Keywords
Stewart Clegg, Michael Grothe-Hammer and Kathia Serrano Velarde
The aim of this paper is to explore the stakeholder exclusion practices of responsible leaders.
Abstract
Purpose
The aim of this paper is to explore the stakeholder exclusion practices of responsible leaders.
Design/methodology/approach
An interpretive multiple case analyses of seven responsibly led organisations was employed. Twenty-two qualitative interviews were undertaken to investigate and understand perceptions and practice of responsible leaders and their approach to stakeholder inclusion and exclusion.
Findings
The findings revealed new and surprising insights where responsible leaders compromised their espoused values of inclusivity through the application of a personal bias, resulting in the exclusion of certain stakeholders. This exclusivity practice focused on the informal evaluation of potential stakeholders’ values, and where they did not align with those of the responsible leader, these stakeholders were excluded from participation with the organisation. This resulted in the creation and continuity of a culture of shared moral purpose across the organisation.
Research limitations/implications
This study focussed on responsible leader-led organisations, so the next stage of the research will include mainstream organisations (i.e. without explicit responsible leadership) to examine how personal values bias affects stakeholder selection in a wider setting.
Practical implications
The findings suggest that reflexive practice and critically appraising management methods in normative leadership approaches may lead to improvements in diversity management.
Originality/value
This paper presents original empirical data challenging current perceptions of responsible leader inclusivity practices and indicates areas of leadership development that may need to be addressed.
Details
Keywords
Adam Kanar and Dave Bouckenooghe
This study explores job search dynamics among employed individuals. We focus on factors related to employees initiating their job searches and changing its intensity.
Abstract
Purpose
This study explores job search dynamics among employed individuals. We focus on factors related to employees initiating their job searches and changing its intensity.
Design/methodology/approach
We conducted a qualitative study with 41 employed job seekers using semi-structured interviews.
Findings
Our analysis reveals six catalysts that initiate employee job searches and nine modulators that influence fluctuations in job search effort. We highlight the significant roles of social actors, resource dynamics, and personal, professional, and environmental factors in shaping employees’ job searches.
Research limitations/implications
The diverse sample strengthens theory building but may not represent all employed job seekers. Future research would benefit from longitudinal designs.
Practical implications
This study underscores the influence of social actors on employee job search processes. Our findings offer valuable insights for policymakers and employers seeking to support employed job seekers and proactively manage voluntary turnover.
Originality/value
This research advances our understanding of employee job search beyond its traditional role in voluntary turnover. By integrating Conservation of Resources (COR) theory, we provide a framework for understanding employee job search initiation and modulation.
Details