Search results

To connect students with the real world of management practice, the purpose of this paper is to extend and operationalize the situated cultural learning approach (SiCuLA) through five learning processes occurring within communities of practice. These include integration of cultural contexts, authentic activities, reflections, facilitation, and the construction of a collaborative learning community.

To investigate the complex processes and principles of cultural learning, a multi-method approach is applied to an extensive comparative study of default and intervened cases within three management classes. Evidence is drawn from multiple sources of qualitative data including class observations, meeting minutes, focus groups, and group interviews with students and instructors.

Results indicated that in default cases, little explicit attention was given to a situated perspective of culture, or to the rich sources of cultural knowledge available among members of the classroom community. In contrast, following the intervention cases where SiCuLA was applied, there was strong evidence that much more attention was given to enhancing student contextual knowledge. Nonetheless, there were some challenges in applying these processes within the classroom context.

This is the first study to extend and operationalize SiCuLA in a classroom setting. More importantly, the evidence forms the empirical basis for deriving theoretical principles for cross-cultural management (CCM) education and training. It contributes to studying cultural contexts as sources of knowledge for learning through active co-participation. It also contributes to positive CCM learning with an emphasis on human agency that encourages students to take more responsibility and ownership of their cultural learning.

The purpose of this paper is to investigate a special type of unethical behaviors among frontline service employees – unethical pro-organizational behaviors (UPB). Building on social identity theory, the paper examines how social identifications with the organization and customers interactively affect employees' engagement in UPB. The paper also explores the underlying psychological mechanisms that explain this effect.

This study uses a multistage, sequential research design to test the hypothesized model. Studies 1A and 1B use scenario-based experiments with a randomized between-subjects design. Study 2 uses a survey design to replicate and expand the findings from Study 1 by collecting survey data from frontline service employees in various service sectors.

The results across two studies reveal that high organizational identification will motivate employees to engage in UPB when the opportunity arises, while employees who also identify with customers will more likely abstain from committing UPB. Findings from the survey study also show that this interactive effect on UPB is achieved by devaluing customers as tools or placing fault upon them.

This research provides a deeper exploration of the UPB at the organizational frontline. From a social identity theoretical perspective, this research examines how identification with customers and with the organization jointly shape frontline employees' engagement in UPB. In doing so, this research provides insight into the contextual limitations of existing UPB research while also offering practically relevant implications for managing UPB in frontline service contexts.

This paper examines how informal knowledge transfer processes unfold during the repatriation of Malaysian executives. The goal is to develop a repatriate knowledge transfer process model, explaining the informal process through which repatriates make decisions about and transfer newly acquired knowledge.

Given the unexplored nature of the informal knowledge transfer process the study investigates, this research adopts an exploratory qualitative research approach using interview data from 10 Malaysian corporate executives over a period of 14 months, covering prerepatriation and postrepatriation stages.

The findings indicate that from the repatriates' perspectives, the process flows during repatriates' knowledge transfer depend on the ability and motivation of repatriates, as well as their opportunity to communicate the newly acquired knowledge to their home country organization. We likewise learned that the repatriates' ability to overcome repatriate adjustment and knowledge transfer challenges is crucial in order for them to proactively initiate informal knowledge transfer.

This research is significant as it will assist current and future expatriates to plan and prepare for repatriation and eventual knowledge transfer. The findings will also be useful to organizations that employ repatriates in preparing action plans for repatriation rather than solely focusing on expatriation.

Research and practice formally argue that expatriates are expected to transfer knowledge from the home country organization to the host country organization. While on assignment, expatriates become exposed to various types of new knowledge during the assignment, setting them up to disseminate this newly acquired knowledge to their home country organization upon repatriation – however, knowledge transfer upon repatriation is largely informal. This paper examines how this informal knowledge transfer process unfolds in the repatriation context over a period of 14 months by qualitatively tracing the experiences of 10 Malaysian corporate executives.

The purpose of this study is to examine the effect of supervisor’s unfair treatment on follower’s retributive and restorative justice perceptions. The main goal is to find asymmetric nonlinear trajectories in the relationship between the severity of unfair treatment and employees’ orientation toward retributive/restorative justice.

Using an experimental policy-capturing design that varied five levels of transgression severity (none to very high) within supervisor–subordinate relationship injustice situations, 168 employees rated their retributive/restorative justice preferences. Latent growth curve modeling was used to fit the overall patterns of change.

As hypothesized, the trajectory of restorative justice was convex and progressed in a negative exponential shape, whereas the retributive justice trajectory was concave but followed a less steep positive exponential shape.

The main limitation is a threat to the external validity of the results. Scenario-based surveys may not fully generalize to actual organizational situations.

These findings help managers to understand how unjust treatment can shape employees’ expectations and, thus, address it adequately. This is important to retain qualified personnel and to minimize workplace disengagement in the aftermath of poor treatment.

Restorative justice is of great importance for minor and moderate violations of justice.

By illustrating different trajectories, this study extends research on restorative and retributive justice in organizations. The results help to understand when people expect restoration and are motivated to punish wrongdoers.

Organizations send their employees for international assignments so as to develop their international working experiences, their global knowledge and skills. These employees are then expected to return to their home countries (hereof known as repatriates) to share their newly gained knowledge or skills with their colleagues. This practice would benefit the organization's performance to some extent. Nonetheless, past literature had pointed out that many of such repatriates tend to leave their respective organizations as a result of not being able to fully utilize their newly acquired knowledge and skills, which led them to perceive that they were overqualified. This occurrence could lead to a loss of valuable knowledge for their organization. Aiming to address this issue at hand, the current study focuses on examining of the antecedents that could influence these repatriates' knowledge sharing behaviour.

This paper uses a research framework which was developed from three aspects of interest–perceived overqualification, affective commitment and the moderating effect of repatriation support practices on knowledge sharing behaviour of repatriates. Structural model analysis was carried out to assess 152 useable data which were collected from returning corporate repatriates in Malaysia. The SmartPLS 3.0 software was applied.

Repatriates with highly perceived overqualifications tend to exhibit low affective commitment. The impact of their perceived overqualification on knowledge sharing behaviour was fully mediated by their affective commitment. Repatriation support practice was found to strengthen the positive relationship between affective commitment and knowledge sharing behaviour.

The use of the relative deprivation theory showed that the outcome derived from this study could serve as an insight for organizations to understand how those repatriates' perception of overqualification influences their level of affective commitment, and subsequently, the extent to which they share knowledge upon returning.

Corporate apologies, relative to other responses to well-publicized past transgressions, have distinct implications, sparking a rich tradition of apology research. But in addition, each apology is unique, such that it becomes critical to address individual content (what), spokesperson (who), timing (when) and delivery (how) elements. This paper aims to clarify how people evaluate key apology elements (individually and collectively) and the associated trade-off between short-term risks (e.g. business costs) and long-term benefits (e.g. relational assets), in light of key contingency factors that represent the level of the transgression-related threat to the firm.

An in-depth conceptual review, analysis and synthesis of corporate apology theories, research, business practices and case examples underlie the development of a conceptual framework that features 6 key tenets and 16 formal, testable propositions.

The holistic apology framework details how and why different corporate apology elements individually and collectively influence firm performance, in the presence of key transgression-related factors. The outlined tenets and propositions, in turn, provide clear guidelines for how to design and implement effective corporate apology strategies in response to publicized transgressions, as well as a platform for academics to advance research in this domain.

This paper contributes to apology theories by proposing 6 key tenets and 16 formal, testable propositions, incorporating apology mechanisms, contingencies and strategies (i.e. corporate apology typology), thus providing a more comprehensive view of corporate apologies in the marketing discipline.

This paper introduces 6 official tenets and 16 associated propositions that collectively (and interactively) serve as strategic guidelines for managers and opportunities for academics to advance research in this domain.

The proposed conceptual framework offers a novel, holistic understanding of the fundamental components of a corporate apology.

Researches have already pointed out the linkage between pro-male bias and performance evaluation system. The main aim of this study is to understand how far different dimensions of performance measures are susceptible to gender stereotype.

Two separate experimental researches were designed to understand whether the performance assessment is purely based on objective criteria or it is governed by the gender stereotype. Two different performance dimensions of assessment were considered in this study as follows: interactional (behavioural) and procedural. 129 customer care managers from four metro cities of India voluntarily participated in this experimental research and played the role of performance evaluator. These managers were placed in different experimental conditions related to different combinations of gender and justice variations (interactional or procedural).

This study reveals that in violation of behaviour-based performance norm (interactional justice norm), female employees were rated less favourably than male employee both in terms of performance rating and reward recommendation by the managers, but it is not in case of procedural justice violation.

This article has experimentally proved how gender stereotype can distort the performance evaluation of behavioural dimension.

This paper aims to use the theory of planned behavior to evaluate factors that influence openness to participating in a victim-offender conference (VOC).

Consistent with theory of planned behavior recommendations, the study uses a vignette-based design to assess participation openness as willingness to participate in a VOC if they were victims of a property crime. It evaluates the goodness of fit of a hypothesized structural model of participation openness to the data and the utility of a theory of planned behavior model as opposed to simply an outcome-driven model.

Findings from a hierarchical linear regression illustrate that a theory of planned behavior model explains a greater percentage of participation willingness than does an outcome-driven model. Analysis using structural equation modeling suggests that participation openness is largely a function of subjective norms, anticipated affect and anticipated outcomes.

Limitations spring largely from sampling method and research design. Research implications pertain to the utility of theory of planned behavior in expanding research of VOC participation openness to include not only outcomes but also relational and contextual factors.

The manuscript identifies several implications for training facilitators, talking with prospective VOC participants and advocating for restorative justice programs.

Use of the theory of planned behavior as a lens for understanding openness to VOC participation gives researchers and practitioners a wider and more nuanced understanding of why people would generally be willing to participate in a VOC if they were the victim of an offense.

Despite abundant research on the negative effect of gender stereotypes on female leaders, it remains unclear whether leader competence perceived by the subordinates could overcome this backlash effect. Drawing on expectation states theory and expectancy violation theory, the authors investigate how the interaction among leaders' gender roles, leader sex and subordinates' perceived leader competence influences leader effectiveness through subordinates' affective trust.

Data were collected through two-wave surveys among 489 participants from various sectors in different parts of China. SPSS and Hayes PROCESS were used to test the hypotheses.

High competence perceived by the subordinates helps female leaders to overturn the negative effect of masculinity and strengthen the positive effect of femininity, whereas this positive moderation does not hold for male leaders.

This study addresses the ongoing debate about “female advantage” in leadership by showing that female leaders benefit from high perceived competence and are penalized by low perceived competence to a greater extent than male leaders in terms of leader effectiveness.

Overwhelming evidence suggests that black lives have not and do not matter in the American workplace. In fact, disturbing themes of black labor dehumanization, exploitation and racial discrimination appear throughout history into the present-day workplace. Yet, curiously, organizations and organizational scholars largely ignore how racism and slavery have informed management practice (Cooke, 2003) and contemporary workplace racism. The authors address this gap, using the Black Lives Matter (BLM) movement as a platform. BLM is a social justice movement created in response to the pervasive racism experienced by black people. The purpose of this paper is to accomplish five goals, which are summarized in the following sections.

First, the authors outline historical themes of black labor dehumanization, exploitation and racial discrimination, providing specific examples to illustrate these themes and discussing their contemporary workplace implications. Second, key challenges that may arise as organizations seek to make black lives matter in the workplace are discussed. Third, the authors provide examples of organizations where black lives have mattered as an inspiration for how workplaces can affirm the humanity and self-actualization of black people.

Fourth, the authors provide organizations with helpful tools to truly make black lives matter in the workplace, using restorative justice as a framework to remedy workplace racism. Finally, while the paper is largely focused on business organizations, as two management scholars, the authors felt compelled to briefly articulate how academic scholarship might be influenced if black lives truly mattered in management scholarship and management education.

This paper begins to articulate how black lives matter in the workplace. The goal is to intervene and upend the exploitation of black workers so that they are finally recognized for their worth and value and treated as such. The authors have provided historical context to illustrate that contemporary workplace racism is rooted in the historical exploitation of black people from enslavement to contemporary instances of labor exploitation. The authors offer a restorative justice framework as a mechanism to redress workplace racism, being careful to outline key challenges with implementing the framework. The authors concluded with steps that organizations may consider as they work to repair the harm of workplace racism and rebuild trust amongst employees. Specifically, the authors discuss the benefits of organizational interventions that provide intergroup contact with an emphasis on perspective taking, and present a case example and suggested key indicators that black lives matter in today’s workplace.