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We take an affect-based approach to theoretically introduce and explore the knowing-doing gap of leadership. We focus on the emotion of fear that managers may experience in the workplace, and how it may influence the transfer of their leadership knowledge into leadership action.

We use Affective Events Theory as our underlying theoretical lens, drawing on emotional, cognitive, and behavioral mechanisms to explain the role of fear in the widening and bridging of the knowing-doing gap of leadership.

We theoretically explore the interplay between leader fear, the leadership contexts, and the knowing-doing gap of leadership. From this, we develop a multidimensional theoretical framework on the influence of leader fear on the knowing-doing gap of leadership.

We highlight how fear and the knowing-doing gap of leadership may be influenced by and potentially impact on individual managers and their leadership contexts.

Our initial theoretical framework provides a starting point for understanding fear and the knowing-doing gap of leadership. It has implications for future research to enhance our understanding of the topic, and contributes toward existing approaches on leadership development as well as emotions and leadership.

This paper aims to explain the causal complexity between ecosystems of doing business and living standards based on the theoretical model of the ecosystem of doing business proposed by Li (2019) and Du et al. (2020). By integrating ecological theory, transaction cost theory and institutional logics theory, this study explored effective ecosystems of doing business that achieve high living standards and explained the interpretive mechanisms behind different ecosystems of doing business. Moreover, this study also analyzed whether there were any necessary elements that lead to high living standards and discussed how the interactions between these elements influence carrying capacity and transaction costs from government logic and market logic, thus affecting living standards.

In this study, fuzzy set qualitative comparative analysis (fsQCA) and necessary condition analysis (NCA) were combined to analyze the data from the 2020 China City Statistical Yearbook, covering the main socioeconomic statistical data of cities at all levels in 2019.

This study found that no individual factor of the ecosystems of doing business was necessary to achieve high living standards, but the high level of human capital, innovation capacity, financial access and market demand play a significant role in achieving high living standards. Furthermore, two effective types of ecosystems of doing business lead to high living standards, namely, market dominance (government’s “invisible hand” or “nudging hand”) and government–market logic mutualism/symbiosis (government’s “helping hand”).

First, this work found that individual elements were not a necessary condition for high living standards, not only in kind but also in degree, complementing fsQCA with NCA, which indicates that environmental elements can be substituted by others. Second, this study considered the complex effects and explained the mechanisms behind different ecosystems of doing business, drawing on ecological theory, transaction cost theory and institutional logics theory from a configurational perspective. This study deepened the theories’ applications in the field of living standards and further discussed the elements interactions. Third, this study introduced configurational perspective and QCA into living standards research and adopted a mixed method that combines fsQCA and NCA to analyze the causal complexity between ecosystems of doing business and people’s living standards.

This series of papers aims to explore the transition from higher education into work. It reports on research undertaken over a period of two years and which sought to track a number of young graduates as they completed their studies and embarked upon career of choice.

The approach adopted is defined and discussed as one of “common sense”. Alongside the notion of “common sense” the paper deploys two further concepts, “convention” and “faith” necessary to complete a rudimentary methodological framework. The narratives which are at the heart of the papers are built in such a way as to contain not only the most significant substantive issues raised by the graduates themselves but also the tone of voice specific to each.

Five cases are presented; the stories of five of the graduates over the course of one year. Story lines that speak of learning about the job, learning about the organisation and learning about self are identified. An uneven journey into a workplace community is evident. “Fragmentation” and “cohesion” are the constructs developed to reflect the conflicting dynamics that formed the lived experience of the transitional journeys experienced by each graduate.

Whilst the longitudinal perspective adopted overcomes some of the major difficulties inherent in studies which simply use “snap shot” data, the natural limits of the “common sense” approach restrict theoretical development. Practically speaking, however, the papers identify issues for reflection for those within higher education and the workplace concerned with developing practical interventions in the areas of graduate employability, reflective practice and initial/continuous professional development.

The series of papers offers an alternative to orthodox studies within the broader context of graduate skills and graduate employment. The papers set this debate in a more illuminating context.

To reflect on the matter of self‐consciousness.

The purpose is achieved through the process of answering four questions presented to me by Heinz von Foerster in the course of our many conversations.

It is not possible to understand the nature of self‐consciousness without understanding the operation of human beings as living systems that exist as emotional languaging living systems: self‐consciousness is a manner of living.

We human beings can become more aware of our responsibility in the design of robots that imitate us.

Reflects on what makes us humans special, on subjective experience, and on the world we bring forth.

This paper aims to study the kinds of methodologies used in studying “doing gender” in working life and organisations. To do so, articles that use empirical research materials from different academic peer-reviewed journals have been analysed. By methodologies, both data gathering tools and the analysing techniques using and concerting the data have been largely understood. In the articles analysed, interviews were the main methodological tool in extracting the “doing gender”, while studies using naturally occurring data, e.g. historical materials and methods in relation to this type of data were in the minority. The following question has been proposed for further exploration: What impact does the domination of interviews as a research method have on the concept of “doing gender”?

Qualitative content analysis, close reading and data were collected from academic peer-reviewed journals with the applied principles of literature review.

The research methodologies adopted in the articles on “doing gender” mostly deal with interview data and their analysis. Interview data are used most often as the primary source for ethnographic analysis. These method choices limit the potential interpretations available for the analysis of the conceptual idea of “doing gender”.

The limitations of this article relate to the journals chosen for the analysis.

This paper contributes toward a deeper understanding of the “doing gender” approach, particularly by exploring the research methodologies that have been used when studying “doing gender” approach empirically.

The purpose of this paper is to explore the consequences of doing research that uses qualitative approaches. Anchored in a process ontology, this paper starts from the idea that doing research implies a performance in which the researcher is fully immersed, and explores the implications of the processual nature of doing research.

The paper takes use of vignettes; short stories of research in action, told by different researchers that are analyzed to reveal the richness of the situation in question. These vignettes illustrate how performing qualitative research is an emotional, embodied and deeply personal experience.

The authors show that when grounding qualitative research in a process ontology, research is the fruit of the researcher's performance: doing research is performing it, and performing it cannot happen without feeling a wide range of emotions, without appealing to who we are or without questioning what we are doing. Thus, this exploration reveals that doing research is a rich, complex and multi‐level experience that mobilizes the whole person conducting this inquiry – that is, that doing research takes the form of a thick performance.

The value of the paper lies in its roots in a process ontology to understand the doing of qualitative research, which makes it possible to fully acknowledge the importance of subjectivity in all the steps that make up the research endeavor, from the fieldwork to writing – thus offering not only a richer image of what research is about, but an image that is also closer to the experience of doing it.

The purpose of this paper is to examine whether and how two individual value orientations – Doing (the tendency to commit to goals and hold a strong work ethic) and Mastery (an orientation toward seeking control over outside forces) – moderate: the relationship between organizational justice and affective organizational commitment, and the mediation role of organizational trust in this relationship.

The authors collected data from 706 employees working in 65 universities across China, South Korea, and Australia. Multi-group confirmatory factor analyses were employed to examine the cross-cultural equivalence of the measures. Hierarchical regressions were performed to test moderating effects of the two cultural value orientations.

Results from the full sample showed that Doing and Mastery moderated the distributive justice-commitment relationship and the procedural justice-trust relationship. Comparisons between countries demonstrated limited cross-cultural differences.

The present study adds to the understanding of the impact of individual and cultural differences on the relationship between justice and commitment, helping managers understand how employees’ reactions to justice are influenced by cultural value orientations.

This study is a pioneer in empirically integrating the value orientation framework (e.g. Doing and Mastery orientations) and justice research in a cross-cultural context based in the Asia Pacific region. It also advances cross-cultural justice research through using a mediation-moderation combination.

The purpose of this paper is to revisit theoretical positions on gender and the implications for gender in management by building upon current research on doing gender well (or appropriately in congruence with sex category) and re‐doing or undoing gender and argue that gender can be done well and differently through simultaneous, multiple enactments of femininity and masculinity.

This is a theoretical paper.

The authors argue that individuals can perform exaggerated expressions of femininity (or masculinity) while simultaneously performing alternative expressions of femininity or masculinity. The authors question claims that gender can be undone and incorporate sex category into their understanding of doing gender – it cannot be ignored in experiences of doing gender. The authors contend that the binary divide constrains and restricts how men and women do gender but it can be disrupted or unsettled.

This paper focuses upon the implications of doing gender well and differently, for gender and management research and practice, drawing upon examples of leadership, entrepreneurship, female misogyny and Queen Bee.

This paper offers a conceptualization of doing gender that acknowledges the gender binary, while also suggesting possibilities of unsettling it.

Organisations that systematically manage their knowledge based on processes of creating, storing, transferring and applying knowledge are likely to achieve both performance improvements and competitive advantages. However, companies often succeed in the first three processes only, while neglecting knowledge application. The phenomenon of employees not relying on existing knowledge when solving specific problems is referred to as knowing-doing gap. While the existence of this gap is well acknowledged, the purpose of this study is to advance the understanding how respective barriers of knowledge application can be overcome, in particular concerning the role of information technology (IT).

This study applies a case study design, thereby relying on various data sources, such as interviews, documents, field notes, observations and demonstrations. The analysis follows established guidelines for thematic analysis.

An understanding of knowledge application as a three-step process is derived. The set of knowledge application barriers, identified practices to overcome the barriers and yielded themes that explain the role of IT in bridging the knowing-doing gap are complemented.

The role of IT in bridging the knowing-doing gap and contributing to the general understanding of the knowing-doing gap by also considering practices concerning the people and process dimensions is illuminated. While IT plays a central role in applying knowledge, successfully overcoming the knowing-doing gap requires organisational practices at the people and processes dimensions that are aligned with the IT. The set of barriers of knowledge application at the individual, group and organisational levels is complemented.

The practices to bridge the knowing-doing gap at the intersection of the people, processes and technology dimensions are identified. Specifically, the role of IT in overcoming barriers to knowledge application is explored.

This thematic analysis yields a theoretical explanation for knowledge application as a three-step process and suggests practices to bridge the knowing-doing gap for each step. Furthermore, four major themes that explain the role of IT for this process in depth are derived.

This study aims to answer two questions: (a) what obstacles and opportunities do Chinese female entrepreneurs face when doing business? And (b) how do they negotiate their entrepreneurial careers and gender identities in different gender-segregated markets?

This study uses qualitative research methods of participant observation and in-depth interviews with 41 female entrepreneurs in China and the theoretical lenses of gender role theory and doing gender in entrepreneurship.

The study findings reveal that Chinese female entrepreneurs face different obstacles and opportunities in gender-segregated industries. Their experiences vary in industries that are mainly occupied by males and females. On the one hand, women in female-dominated industries may be supported by a feminine working environment that is coherent with their domestic roles. However, they may also be questioned on the cultural impurity implied in some industries, which harms their class-based feminine virtue. On the other hand, women in male-dominated industries may be challenged and marginalized due to their gender. However, some find ways to turn the disadvantaged feminine characters into favourable conditions and break out of the stereotypical gender constraints in doing business.

This study contributes to the literature on gender and entrepreneurship in general. More specifically, it contributes to the study of doing gender in gender-segregated markets, and it also illustrates women’s gendered opportunities and constraints in Chinese society that are affected by the long-lasting traditional gender norms.