Academy Of Management Journal Research Articles

Corporate Social Responsibility Research: An Ongoing and Worthwhile Journey

We “tell the story” of corporate social responsibility (CSR) research by presenting a curated Collection of 19 articles published from 1973 through 2022 in all Academy of Management journals: Academy of Management Annals, Academy of Management Discoveries, Academy of Management Journal, Academy of Management Learning and Education, Academy of Management Perspectives, and Academy of Management Review. We describe our curation process and our criteria for evaluating CSR research. Next, we use the Collection to trace the history of CSR research decade by decade and synthesize the field’s current state. With the benefit of hindsight, we then offer a critical analysis of CSR research in terms of the following criteria: (a) construct definition (i.e., content domain) and operationalization (i.e., dimensionality, measurement, methodological rigor), (b) integration (i.e., levels of analysis, disciplinary perspectives, cross-national and comparative approaches and disciplines), and (c) impact (i.e., stakeholders considered; evaluation of initiatives in terms of intended beneficiaries; translation of results for practice, education, policy, and sustainable development). We conclude by providing recommendations for enhancing the impact of CSR research that is more transdisciplinary, participative, inclusive regarding stakeholders, methodologically rigorous, translational, and attentive to specific CSR initiative characteristics and intended beneficiaries.

Evaluating the correlation between self-esteem and the values of anxiety and depression respectively in an organizational context

The present work aims to analyze, on the one hand, the link between self-esteem levels and anxiety values among professionally active people, respectively, on the other hand, between self-esteem levels and depression values, among the same population . We consider it important to define the concept of self-esteem in relation to anxiety and depression. In order to determine whether the working hypotheses are valid, a questionnaire was drawn up consisting of the items of the Anxiety, Satisfaction and Depression and Enthusiasm at Work Scale (Warr, P. (1990). The measurement of well‐being and other aspects of mental health. Journal of Occupational and Organizational Psychology, 63(3), 193-210.), respectively of self-esteem related to the organization (Pierce, J. L., Gardner, D. G., Cummings, L. L., & Dunham, R. B. (1989). Organization-based self-esteem: construct definition, measurement, and validation. Academy of Management Journal, 32(3), 622–648.). The group of participants in this study was made up of both male and female people, professionally active, predominantly from the urban environment, with higher education and a varied length of work.

Do researchers practice what they preach? An empirical analysis of evaluation criteria

In our project, we take part in the debate about evaluation criteria in qualitative management and organisational science (MOS) research. Since the use of quantitative research criteria to evaluate qualitative research, as well as specific theoretically derived qualitative criteria, has been criticised, we look at this topic from an empirical perspective. Based on a comprehensive analysis of 449 articles published from 2011 to 2021 in five top-tier MOS-journals (Academy of Management Journal, Administrative Science Quarterly, Journal of Management, Organization Science, Strategic Management Journal), we analyse how researchers address the issues of rigor and quality. Focusing on the most common evaluation criteria in the articles (validity and trustworthiness), our results indicate that scholars use qualitative evaluation criteria in a pragmatic way. This shows that, in contrast to the epistemological and methodological differences in theoretically derived evaluation criteria, researchers apply similar techniques to ensure validity and trustworthiness. Given that we only had access to published articles demonstrating the state of the art of using evaluation criteria, the current use of evaluation criteria during the research process remains a ‘black box.’ Therefore, to uncover such implicit evaluation criteria, we suggest a follow-up interview study to gain a deeper understanding of this relevant ‘black box’. In doing so, we aim to explore the intentions and experiences of authors who published qualitative research in top-tier journals on the question, “How to deal with evaluation criteria in research practice as well as during the review process?”. As publishing articles in leading journals is very competitive, we argue that these criteria are mainly the outcome of institutional practices, such as the review process and editorial policies. Our follow-up interview study proposes a way to shed light not only on the explicitly mentioned criteria in published articles but also on the underlying implicit criteria in-use during the research process up to publication.

Compensation and performance: A review and recommendations for the future

AbstractIn this paper, we undertake two primary tasks. First, we describe trends in pay → performance research since 1990. Examining 30+ years allows us to capture the evolution of thinking and methodology over time. For this purpose, we focus on scholarly work appearing in Personnel Psychology (PP), as well as in the Journal of Applied Psychology (JAP) and Academy of Management Journal (AMJ). As our second task, we go beyond analysis of broad trends, to take a deeper and more substantive dive into the specific topic of pay for performance (PFP) and related areas (pay dispersion, pay communication/transparency), while at the same time drawing on the broader literature on PFP that goes beyond the three journals listed above. We also discuss pay equity, endogeneity, and international issues. Finally, we suggest practical implications, as well as future research directions.

Disabled at Work: Body-Centric Cycles of Meaning-Making.

A 22-month longitudinal study of (self)employed disabled workers (Following the preference of the lead author who identifies as disabled, the linguistic self-presentation by our participants, the precedent of (Hein and Ansari, Academy of Management Journal 65:749-783, 2022), and the clarification note included in Jammaers & Zanoni's recent review of ableism (Jammaers and Zanoni, Organization Studies 42:429-452, 2021), we chose, and consistently use, the term "disabled employees" throughout the paper. We do so to underscore the premise of the social model of disability, which explains that "people are disabled first and foremost by society, not by their individual, biological impairment. To us this term most clearly highlights that it is society (and possibly organizations) that disable and oppress people with impairments, by preventing their access, integration and inclusion to all walks of life, making them 'disabled'." (Jammaers and Zanoni, Organization Studies 42:429-452, 2021: 448)) models the growing centrality of the body in meaning-making. We inductively explain how body dramas of suffering or thriving initially instigate cycles of meaning deflation and inflation at work. Our disjunctive process model shows that, at the beginning of the pandemic, disabled workers performed either dramas of suffering or on dramas of thriving. However, as the global pandemic unfolded, disabled workers begun crafting composite dramas that deliberately juxtaposed thriving and suffering. This conjunctive process model stabilized meaning-making at work by acknowledging the duality of the disabled body, as both anomaly and asset. Our findings elaborate, and bridge, emerging theories of body work and recursive meaning-making to explain how disabled workers explicitly enroll their bodies to make meaning at work during periods of societal upheaval.

Toward a holistic perspective of congruence research with the polynomial regression model.

The polynomial regression with response surface analysis (PRRSA) model is widely used in congruence studies, yet its application in congruence research has not achieved the desired theoretical progress in this research area. As part of the continuous efforts to advance congruence research, this study analyzes 31 congruence-related articles recently published in top-tier management journals, including Journal of Applied Psychology, Academy of Management Journal, Journal of Management, Personnel Psychology, Organizational Behavior and Human Decision Processes, and Human Resource Management. We find that congruence researchers often fail to consider all the conditions required to test congruence effects. Our reanalysis of these studies shows that when all required conditions are used, the exact correspondence effect, sometimes also labeled as the exact match effect or the perfect match effect, is only supported in three studies. Caution is hence warranted both for citing these studies as evidence of congruence and for proposing practical implications based on the findings in these studies. A holistic perspective is then proposed in this study to facilitate the proper application of the PRRSA model to help congruence scholars develop stronger theories and enhance scientific rigor in congruence research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

A meta-analysis of psychological empowerment: Antecedents, organizational outcomes, and moderating variables

Psychological empowerment (PE) is a subjective, cognitive and attitudinal process that helps individuals feel effective, competent and authorized to carry out tasks. Over the last twenty years, research into PE has reported strong evidence reaffirming its role as a motivational factor in organizational psychology. In this study, the aim is to systematically review, analyze and quantify correlational empirical research focusing on empowerment, as understood by the theory developed by Spreitzer et al. (1995a, b), using meta-analytical techniques. The study also analyses the antecedents and consequences of PE and explores potential moderators of the relationship between this variable and its correlates. The electronic search encompassed studies dating from the publication of Spreitzer's empowerment scale (Academy of Management Journal, 38, 1442–1465, 1995b) up to January 2019. It was conducted in database aggregators, as well as in Metabus, occupational psychology journals and doctoral thesis repositories. Of the 1110 records identified, 94 were included in the meta-analysis. Most of the studies included used purposive or convenience sampling and had a cross-sectional study design. We focused on searching for studies that use a survey analysis approach. We extracted information about effect size (ES) in the associations between PE and its antecedents and consequences, and used the Comprehensive Meta-analysis 2.0 program to carry out the analyses (Borenstein et al., 2005). Effect size was calculated as the Pearson correlation (r), processed using Fisher's Z transformation. A random effects model was used and heterogeneity was analyzed to detect moderator variables. In relation to antecedents, in all meta-analyses, non-significant results were found only for education (r = -.001, CI [-.06, .06]) and organizational rank (r = .10, CI [-.16, .36]). All meta-analyses focusing on the association between psychological empowerment and its consequences returned significant results. Job satisfaction (r = .50) and organizational commitment (r = .51) had the largest effect sizes. Our results suggest which factors may be more important for generating empowerment among employees in accordance with the profession in which they work and their culture of origin. The main novelty offered by our results is that they indicate that age moderates the relationship between empowerment and the majority of the antecedents studied, a finding not reported in other meta-analyses. The present meta-analysis may help encourage organizations to pay more attention to PE, focusing their efforts on improving or strengthening certain structures or factors. Empowerment initiatives or programs focused on employee well-being lead to a workplace in which people are motivated and have a sense of purpose. Our results allow us to recommend interventions that enhance and improve the antecedents of EP. Finally, the present meta-analysis may help encourage organizations to pay more attention to the antecedents and consequences of PE, focusing their efforts on improving or strengthening certain structures or factors.

Smoke, Mirrors, and Impact Factor: How Management Scholars Undermine a Managerial Metric

The authors analyze leading management journals of the Academy of Management (the Academy of Management Journal, the Academy of Management Review, the Academy of Management Learning and Education, and the Academy of Management Perspectives, as well as the Journal of Management), collecting and analyzing information on the managerial research assessment tool of impact factor (IF) during two time periods—from 1997 through 2005 and from 2006 through 2019. The authors capture the changing nature of journal strategies, examining the number of references, self-citations, and cross-citations. The study shows a general increase in the number of references used, as well as self-citations and cross-citations, resulting in a corresponding IF gain. The evidence suggests some limitations to adopting performance metrics in academia. Thus, academic managers, editors, and authors who focus on IF may be overestimating its impact, obscuring institutional attempts to measure academic research performance.

Gender and the Academy of Management Journal: A Thirty Year Study

In this paper we address the gap of gender bias related publication in a high tier management journal, the Academy of Management Journal. Specifically, we examine, over time, difference by gender regarding publication rates for women, men, and the characteristics of diverse teams of scholars in terms of their publication results.

Time in Qualitative International Business Research (WITHDRAWN)

Qualitative research play an important role for theory building, and so does time. In fact, time is central for understanding many International Business (IB) related phenomena. In spite of this methodological understanding on the role of time in theorizing for qualitative research is limited. To address this lacuna, in this paper we analyze articles published in Journal of International Business Studies, Journal of World Business as well as the Academy of Management Journal and Journal of Management Studies from 1999 until 2020. We find four temporal theorizing styles, namely temporal variation, temporal accumulation, temporal evolution, and temporal story. Our discussion on these pluralistic styles of temporal theorizing will allow us to contribute to a better understanding on how time can be leveraged in IB for theorizing in qualitative research.

Where Is Time in Longitudinal Qualitative Research?

Time plays an integral part in the day-to-day running of organizations, and recently there were several calls for more theorizing based on qualitative longitudinal research. Despite these calls, what constitutes ‘longitudinal’ qualitative research can be interpreted in different ways, e.g. from a process perspective or a variance perspective. As such, while the academic community is under pressure to produce longitudinal research, the plurality of approaches often leaves us at a loss as to what to report and how to report it. Rather than curtailing this plurality by providing guidelines or templates, we focus on how time itself is used by analyzing all qualitative longitudinal papers published in Academy of Management Journal, Administrative Science Quarterly, Organization Science, and Journal of Business Ethics between 2016 and 2020. To provide analytical clarity we distinguish between two uses of time, either in the research design and/or the research process. This distinction allows us to reveal a taxonomy of existing practices including three levels of engagement with time, with only a minority of the papers effectively using time for theory-building, and some resorting to what we call longitudinal-washing. To rectify this, we use insights from the best practices in our sample to enhance the theoretical heft and mutual intelligibility of longitudinal research by reporting transparently on the usage of time.

In Search of Scholarly Impact

In Search of Scholarly Impact

Understanding time in qualitative international business research: Towards four styles of temporal theorizing

Time plays an integral role in understanding International Business (IB) phenomena, and so does qualitative inquiry. Despite this, time has received little attention in qualitative IB research. To rectify this, we engage in a qualitative content analysis of qualitative articles published from 1999 until 2020 in the Journal of World Business, Journal of International Business Studies, as well as the Academy of Management Journal, and Journal of Management Studies. Our findings suggest four temporal theorizing styles, namely temporal variation, temporal accumulation, temporal evolution, and temporal story. We add further granularity by distinguishing for each how time (i.e., snapshots, incremental, evolutionary, discursive), and context (detached context, descriptive context, contextual specificity, intertwined context), generate different theorizing outputs (variation, staged process, evolutionary process, (process) story). Our paper contributes by offering researchers a rich vocabulary and conceptual building blocks to engage with different temporal theorizing styles in qualitative IB research.

Gender and the Academy of Management Journal: A Thirty-Year Study

This article examines the gap in gender bias-related publication using the Academy of Management Journal, a top-tier management journal, as a reference point. Specifically, we examine, over time, the difference in publication rates for women, men, and the characteristics of diverse teams of scholars in terms of their publication results.

Entrepreneurship Through a Unified Sociological Neoinstitutional Lens

The institutional context, which includes the normative, regulative, and cognitive dimensions of social life within the various constitutive spheres of society, has a strong influence on entrepreneurial processes and outcomes. Institutions shape who becomes an entrepreneur, opportunity creation, identification, and evaluation, as well as how entrepreneurs attempt to start new firms. We introduce a novel framework that unifies the two dominant perspectives in sociological neoinstitutionalism, the institutional logics and the institutional pillars typologies, and apply this unified framework to examine the existing research at the nexus of entrepreneurship and institutional theory while outlining a set of entrepreneurial phenomena to which the framework can be applied. We analyzed the citation pattern of all 77 articles published since 1999 in top management journals (Academy of Management Journal, Academy of Management Review, Administrative Science Quarterly, Organization Science, and Strategic Management Journal) that used institutional theory to examine entrepreneurial phenomena, and we demonstrate how the unified framework effectively organizes past research while also pointing to new and important areas for development.

Mapping the conceptual structure of intellectual capital research: A co-word analysis

This bibliometric study aims to map the conceptual structure of intellectual capital (IC) research between 1975 and 2020 using co-word analysis and social network analysis drawing upon the Web of Science database. The results show that 12,310 documents have been published from 1975 to 2020. From a total of 6,516 keywords used in documents, the five most frequent keywords have been identified as: “performance”, “innovation”, “knowledge”, “impact”, and “management”. The United States is the top-producing country with 3,303 documents. In addition, the findings indicate that the Journal of Intellectual Capital is the most prolific journal with 208 articles, and the Academy of Management Journal is the most frequently cited journal with 11,914 citations. The National Bureau of Economic Research (NBER) is the world's most prolific research institute with 84 documents. The most frequently used keywords in different geographical regions show that except for South America, where the most frequently used keyword is "innovation", "performance" is the most common keyword in Asia, Europe, North America, Oceania, and Africa. This study provides a comprehensive picture of the current state of IC research, thereby paving the way for future studies by shedding light on the gaps in the literature and presenting suggestions for future research.

Advancing the pursuit of the United Nations Sustainable Development Goals: Initiatives of selected publicly listed companies in the Philippines

Advancing the pursuit of the United Nations Sustainable Development Goals: Initiatives of selected publicly listed companies in the Philippines

The Effect of Big Five Personality Traits on Leader Member Exchange and Organization Citizenship Behavior in Khyber Pakhtunkhwa Universities

The Effect of Big Five Personality Traits on Leader Member Exchange and Organization Citizenship Behavior in Khyber Pakhtunkhwa Universities

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Sport-for-All policies in sport federations: an institutional theory perspective

ABSTRACT Research questions Sport-for-All encompasses efforts to make organised sport accessible for all people. Although Sport-for-All is integrated in sport federations’ missions, many organisations struggle to attain their Sport-for-All goals. In particular, the Sport-for-All logic of sport federations is challenged by several institutional trends. By applying an institutional theory perspective, our study explores to what extent and how sport federations respond to the trends challenging their Sport-for-All logic. Research methods To measure the response of sport federations, a newly developed questionnaire, based on the model of Greenwood et al. (2002). [Theorizing change: The role of professional associations in the transformation of institutionalized fields. Academy of Management Journal, 45(1), 58–80.], was sent to all recognised Flemish sport federations (n = 70). In total, 53 sport federations participated in our study. Results and findings Our results revealed that 53% of the federations reported a high degree of response to the trends. Furthermore, a cluster analysis based on a quantitative application of Greenwood et al.’s (2002). [Theorizing change: The role of professional associations in the transformation of institutionalized fields. Academy of Management Journal, 45(1), 58–80.] institutional model distinguished five clusters of federations. These clusters indicated differences in the response towards the trends of Sport-for-All. In particular, our study demonstrated that not only institutional pressure but also the preinstitutionalisation and theorisation stages are important stages to trigger the sport federations’ response. Implications Insights are provided into sport federations’ responses to the institutional trends of Sport-for-All informs sport federations and sport managers on how to adapt to the changing Sport-for-All landscape.