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The aim of this paper is to present a model of the moderating role of emotional self-leadership on the cognitive conflict–affective conflict relationship and their effect on work team decision quality.

This paper draws upon extant theoretical and empirical research on the conflict, leadership and emotions literature works to argue for the role of emotional self-leadership as a boundary condition of the intra-team conflict–work team decision quality relationship.

Key to understanding why cognitive conflict sometimes leads to improved decision quality and sometimes it does not is the role of emotional self-leadership. Through emotional self-leadership, team members can actively anticipate, guide and focus their emotional responses to cognitive conflict and reduce their experience of affective conflict, improving team decision quality.

Identifying and explaining the moderating role of emotional self-leadership represents important progress for reframing emotion regulation and emotional intelligence into a new theoretical lens that may yield more meaningful insights into self-managed teams’ research. If empirically supported, this moderating effect would help explain the contradictory results obtained in prior empirical studies.

Practitioners can diminish or avoid the negative effect of the type of conflict that lowers work team decision quality and preserve the positive effect of the type of conflict that improves work team decision quality by identifying and implementing ways to improve a work team’s level of collective emotional self-leadership.

This paper extends the emotions, leadership and conflict literature works into the current research on self-directed work teams’ effectiveness by bringing attention to the moderating role of emotional self-leadership and calls for empirical research on this subject.

The purpose of this paper is to examine perceptions of the “Ideal President” (IP) and presidential candidates in the 2016 US presidential election in relation to gender stereotypes and leader prototypes.

In all, 378 business students assessed perceptions of either the IP or a particular candidate on measures of masculinity and femininity. Androgyny (balance of masculinity and femininity) and hypermasculinity (extremely high masculinity) scores were calculated from these measures.

The IP was perceived as higher in masculinity than femininity, but less similar to the male (Donald Trump) than the female (Hillary Clinton) candidate. IP perceptions were more androgynous than in the 2008 US presidential election. Respondents’ political preferences were related to their IP perceptions on hypermasculinity, which in turn were consistent with perceptions of their preferred candidate.

Trump’s high hypermasculinity scores may explain why he won the electoral college vote, whereas Clinton’s being perceived as more similar to the IP, and IP perceptions’ becoming more androgynous over time, may explain why she won the popular vote.

The study extends the literature on the linkages between gender stereotypes and leader prototypes in two respects. Contrary to the general assumption of a shared leader prototype, it demonstrates the existence of different leader prototypes according to political preference. The hypermasculinity construct, which was introduced to interpret leader prototypes in light of Trump’s candidacy and election, represents a valuable addition to the literature with potentially greater explanatory power than masculinity in some situations.

The purpose of this paper is to examine stability and change in the linkage between gender and managerial stereotypes over a five-decade period.

Samples from two populations (n = 2347) described a “good manager” on an instrument that assessed masculinity and femininity during each of the past five decades.

Good-manager descriptions exhibited a decreasing emphasis on masculinity and increasing emphasis on femininity over time, culminating in an androgynous profile, or a balance of masculine and feminine traits, for each population in the most recently collected data.

Although women face systemic barriers in the managerial ranks of organizations, a change in managerial stereotypes to an androgynous rather than masculine profile would represent one less barrier for them to overcome.

If managers come to be held to an androgynous standard in their behavior regardless of their gender, there would be a more level playing field for candidates for open managerial positions, rather than one tilted in favor of men.

The analysis of data from samples of the same population types using the same measures systematically over five decades, and the provocative finding of an androgynous profile of a good manager in the most recently collected data, are original contributions to the literature.

This paper attempts to capture how self-initiated expatriates (SIEs) produce and reconstruct “self” and “place” through their own processes of expatriation and career development as mobility becomes a norm under present conditions of globalization. In so doing, the paper reexamines assumptions of previous expatriate adjustment scholarship by using phenomenon-driven problematization to critically reflect on underlying theoretical assumptions in the extant literature. Empirically, the paper is an exploratory attempt to understanding and offering fresh insights on the notion of expatriation itself under these present conditions.

Bougon's (1983) Self-Q technique was used to develop interview protocols uncovering cognitive maps of SIEs' “enacted environments” as an abstraction of their experiences, while also mapping their “enacted selves”. Analyzing social action with a cognitive map approach reveals the meanings of specific social territories, i.e. the enactment of SIEs' mobility environments (place) and their subjectivities (self).

The authors’ findings suggest that SIEs seem to be constituting and reconstituting their subjectivities and their sense of “place” by displacing the notion of “home”. This notion transforms and recedes as SIEs go about their lives abroad, allowing for the emergence of plural subjectivities, never fully formed but formulated and reformulated in social encounters.

This study contributes to the expatriation literature by focusing on processes through which SIEs construct their world through their mobility and overseas experiences. Observing expatriation processes as continuous cycles of creating and recreating “self” and “place” may reflect better how contemporary business practitioners engage in transnational activities. Management scholars should attend to how these processes enact social territories for a better understanding of expatriation as a global phenomenon.

The purpose of this study was to explore issues of gender and diversity raised by the 2020 US presidential election.

Samples from two populations (n = 667) described either an ideal president or one of the major-party candidates for president (Donald Trump and Joe Biden) or vice president (Mike Pence and Kamala Harris) on an instrument that assessed self-ascribed masculinity and femininity. Androgyny was calculated as the difference between masculinity and femininity; the closer the score to zero, the more androgynous the candidate.

The ideal president was viewed as androgynous (i.e. balanced in masculine and feminine traits) rather than masculine as in previous studies of presidential leadership. Compared to the White male candidates, Harris, a woman of color, displayed the most androgynous profile. The Democratic ticket represented a “balanced” team, with one candidate (Biden) higher on femininity and the other (Harris) higher on masculinity; in essence, an androgynous ticket. In contrast, the Republican ticket (Trump and Pence) represented a decidedly masculine ticket. Ideal president profiles differed according to respondents’ gender and preferred president.

The Democrats winning the election with an androgynous ticket suggests that a more level playing field for female vis-à-vis male candidates for political leader roles may be arriving.

The finding of an ideal president as androgynous rather than masculine is an original contribution to the literature on presidential leadership.

Based on extant literature on empowerment and team management, this paper aims to examine the effect of power distance and collectivism on the relationship between empowerment and team performance through the mechanisms of knowledge sharing and intra-group conflict.

This paper conceptualizes a model depicting the relationship between team empowerment and team performance across cultures.

The authors argue that team empowerment can increase both knowledge sharing and intra-group conflict in working teams. Knowledge sharing facilitates team performance, while intra-group conflict impairs team performance in the long run. Team empowerment yields different team performance across cultures due to the respective moderating effects of power distance and collectivism.

This paper explicates the moderating roles of power distance and collectivism on the relationship between empowerment, knowledge sharing, intra-group conflict and team performance. The authors suggest that the effectiveness of team empowerment is contingent on the cultural context that the team operates in.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The research shows a decreasing emphasis of stereotypically masculine traits to describe the qualities of a “good manager”.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Stainless-clad bimetallic steels (SCBS) are widely investigated in some extremely environmental applications areas, such as polar sailing area and tropical oil and gas platforms areas, because of their excellent anticorrosion performance and relatively lower production costs. However, the properties of SCBS, including the mechanical strength, weldability and the anticorrosion behavior, have a direct relation with the manufacturing process and can affect their practical applications. This paper aims to review the application and the properties requirements of SCBS in marine environments to promote the application of this new material in more fields.

In this paper, the manufacturing process, welding and corrosion-resistant properties of SCBS were introduced systematically by reviewing the related literatures, and some results of the authors’ research group were also introduced briefly.

Different preparation methods, such as rolling composite, casting rolling composite, explosive composite, laser cladding and plasma arc cladding, as well as the process parameters, including the vacuum degree, rolling temperature, rolling reduction ratio, volume ratios of liquid to solid, explosive ratio and the heat treatment, influenced a lot on the properties of the SCBS through changing the interface microstructures. Otherwise, the variations in rolling temperature, pass, reduction and the grain size of clad steel also brought the dissimilarities of the mechanical properties, microhardness, bonding strength and toughness. Another two new processes, clad teeming method and interlayer explosive welding, deserve more attention because of their excellent microstructure control ability. The superior corrosion resistance of SCBS can alleviate the corrosion problem in the marine environment and prolong the service life of the equipment, but the phenomenon of galvanic corrosion should be noted as much as possible. The high dilution rate, welding process specifications and heat treatment can weaken the intergranular corrosion resistance in the weld area.

This paper summarizes the application of SCBS in marine environments and provides an overview and reference for the research of stainless-clad bimetallic steel.

Due to their limited capacity for adaptation and dependence on natural resources for economic growth, developing countries (DCs) tend to be more prone to climate change. It is argued that climate finance (CF) is a significant financial innovation to mitigate the negative effects of climate variation. However, the heterogeneous impacts of CF on environmental sustainability (ES) and social welfare (SW) have been masked. Thus, this study aims to investigate the heterogeneous effects of CF on ES and SW in 80 CF receipt DCs from 2002 to 2018. This study also aims to investigate the effects of CF on ES and SW based on population size, income heterogeneity and the type of CF.

The method of moments quantile regression (MMQR) with fixed effects is utilized. Alternatively, the fully modified least square (FMOLS) and dynamic least square (DOLS) estimators are used for the robustness test.

The findings revealed that DCs with the lowest and middle quantiles of EF, carbon dioxide (CO₂) emissions and human development exhibit large beneficial impacts of CF on ES and SW. In contrast, the positive effects of CF on ES breakdown for countries with the largest distributions of EF and CO₂ emissions. Besides, the impacts of CF on ES and SW depend on income heterogeneity, population size and the type of CF.

This study calls for a framework to integrate CF into all economic development decisions to strengthen climate-resilient SW and ES in DCs.

To the best of the authors’ knowledge, this is the first study to investigate the effects of CF on ES and SW in a wide range of DCs. Thus, it complements existing related literature focusing on the effects of CF on ES and SW.

This paper aims to investigate how the contextual marketing strategy facilitated by mobile technology enhances consumers’ purchase intention and experiential quality in a hedonic service setting – museum. Specifically, this study explores the impacts of a context-triggered push notification promoting context-related souvenirs embedded in the museum mobile app on visitors’ souvenir purchase intention and visit experience.

This study adopted a scenario-based experimental design with video stimuli and a follow-up survey questionnaire. A total of 151 participants were randomly assigned to one of the two art museum visiting scenarios (i.e. with vs without the in-app push notification). A series of one-way ANOVA comparisons and serial mediation tests were conducted for hypotheses testing.

The results show that the mobile app promoting context-related souvenirs positively affects museum visitors’ souvenir purchase intention without undermining their experiential quality. The serial mediation effects through contextual perceived value and impulse buying tendency further explain how the in-app push notification influences visitors’ souvenir purchase intention.

This study extends the contextual marketing research to a unique service domain (i.e. museum) and contributes to the service technology literature. The findings present empirical evidence for the effectiveness of mobile contextual marketing and its potential to enhance consumers’ experiential quality in a hedonic service setting. The current research provides practical guidelines to both the museum management and mobile app developers.