Testable Propositions Research Articles

Advancing knowledge in the spirit of Fararo: Generativity and unification

ABSTRACT This paper honors Thomas J. Fararo by highlighting his foundational contributions to two chief theoretical methods – generativity and unification – noting the footsoldiers episode, surprise, and beauty along with other elements of his legacy that accelerate progress in generativity and unification, such as mathematical functions and probability distributions. Generativity and unification enable progress toward the goal of understanding more and more by less and less, generativity by linking theoretical elements to observables in testable propositions, unification by unifying elements from two or more theories. Though deductive strategies are classical in origin, generativity – both the word and its expanded meaning that covers not only deductive strategies but also the Toulmin-type nondeductive strategies and computer simulation strategies – was Fararo’s invention. Unification, too, was classical in origin, but Fararo expanded it from a purely theoretical operation to a spirit of unification with the potential to make peace between warring intellectual factions. Fararo’s guiding hand is discernible in both the substance and methods of wide swaths of theoretical work in sociology, and this paper illustrates that aspect of his legacy by discussing his contributions to the author’s early work on justice theory, including strategies of generativity later used also in status theory, and the more recent proposed unification of justice, status, and power. All of Fararo’s work, not only writing and teaching but also guiding others, exemplified, in Toulmin’s words: “the personal attitudes needed for effective work in science – adventurous skepticism and critical open-mindedness.”

Self-Regulation for Reputation-Sensitive Buyers: SA8000 in China

Industries and firms have diverse motives for adopting self-regulatory institutions. This research develops and tests propositions about one motive—exploiting opportunities to do business with reputation-sensitive buyers—as distinct from self-regulation to defend against regulatory or activist threats. To study the adoption and effects of self-regulation for reputation-sensitive buyers, we study the SA8000 socially responsible employment certification among large firms in China in the early 2000s. Using official longitudinal industrial microdata, we test hypotheses generated by this assumed motive for self-regulation and find that (a) despite concerns about the corruptibility of certification bodies, SA8000 adopters in China exhibited higher precertification worker wages than comparable nonadopters, (b) self-regulation led to increased employment and sales to foreign markets, where reputation-sensitive buyers are concentrated, (c) the positive effect on exports was greater than the (insignificant, negatively signed) effect on domestic sales, and (d) there is no evidence that self-regulation increased worker wages beyond the initial high start. Contrasting these findings with prior research on industry self-regulation for other motives, this study highlights how both adoption patterns and downstream effects differ according to the audience for self-regulation. This paper was accepted by Olav Sorenson, organizations. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2020.01306 .

Artificial intelligence advancements in procurement: transforming organizational buying behavior

PurposeThe purpose of the paper is to discuss the potential of AI to impact organizational buying behavior. Potential impacts on organizational communication, Organizational Buying Center (OBC) structure and dynamics are discussed.Design/methodology/approachThis research is conceptual in nature and uses narrative literature review to develop testable propositions derived from a technology overview and incorporates existing organizational buying behavior theory.FindingsThe article's conclusion suggests that significant changes are likely due to the adoption of AI. The nature of organizational buying is anticipated to undergo a shift toward increased reliance on AI-generated input. Additionally, it is expected that the size of OBCs may decrease, with reduced vertical and lateral involvement, while promoting greater coordination and less conflict among members.Originality/valueThis paper aims to conceptualize the effects of AI technology adoption on organizational buying situations and the structure and dynamics of OBCs. For practitioners, this conceptualization may equip them to navigate the impacts of the AI technological advancements effectively.

A career-lifespan perspective on strengths utilization at work

PurposeWhile the career literature does acknowledge that personal strengths may function as protective factors that increase the likelihood of positive career outcomes, the topic of strengths has predominantly been studied in the context of career guidance for adolescents and young adults. However, the evolution of strengths persists throughout the entire career and individuals’ awareness and inclination to leverage their strengths change when aging. This paper aims to examine strengths over the (career) lifespan.Design/methodology/approachFor this purpose, a conceptual analysis was made of the interplay between age and strengths application within the work environment, based on a narrative review of both empirical and conceptual literature on strengths and lifespan (career) development.FindingsBased on lifespan development theory and results from studies that investigate the relationship between age and strengths, it can be expected that the prominence, awareness and use of strengths, as well as the active engagement in strengths development increase with age. Also, based on the corresponsive principle it is proposed that strengths prominence is reciprocally related to the awareness, use and development of strengths. Implications for future research and practice are discussed.Originality/valueWhereas positive psychology has contributed to research on career development by its focus on healthy functioning, human potential and well-being the implications from theorizing and research on strengths for the career-lifespan are still relatively unclear. This paper develops testable propositions regarding the relationship between age and strengths and discusses implications for the types of organizational support for strengths that workers of different ages might need.

In blockchain we trust? Demystifying the “trust” mechanism in blockchain ecosystems

The purpose of the paper is to conceptualize and redefine trust within the blockchain ecosystem by exploring the trust construct across academic disciplines and its applicability in the blockchain context. We develop a conceptual model and testable propositions that extend the work of McKnight et al. (2001, 2002, 2011) to the blockchain ecosystem based on an integrative literature review. We conceptualize trust as a multidimensional, multi-object construct combining three major objects of trust: algorithmic trust in the blockchain protocol (platform), trust towards peers and services providers, and trust in decentralized applications (product). The model reflects the process of building a trust layer for users and institutions on top of the trustless technology. The paper demystifies the trust building process, from initial trust to knowledge-based trust, and its dimensions within the blockchain ecosystem, and, consequently, helps practitioners to build strategies that increase users' trust. The contribution to the academic literature resides in the unification of multiple perspectives on trust within an integrative conceptual framework to point out the mechanisms of trust building process, as well as to identify future research directions.

How does artificial intelligence impact employees’ engagement in lean organisations?

Driven by the digital transformation currently pursued by organisations, artificial intelligence (AI) applications have become more frequent. Nevertheless, its impact on employees’ behaviors and attitudes is still poorly known. As employees’ engagement (EE) is a key element for a successful Lean Production (LP) implementation, there is the need to understand such AI’s implications on EE in this scenario. This paper aims to investigate the impact of AI on EE in lean organisations. We performed a qualitative-empirical approach in which we first interviewed twelve academic experts to grasp the investigated problem. Then, we conducted a multi-case study in manufacturing organisations undergoing a LP implementation to refine such understanding based on the observation of real-world evidence. Identifying commonalities between these stages allowed the formulation of propositions for future theory testing and validation. Findings indicate that AI may positively impact EE dimensions (physical, cognitive, and emotional) in human-centred work environments, such as lean organisations, although not at the same extent. Results also suggest that employees’ psychological conditions (safety, meaningfulness, and availability) are positively affected by the relationship between AI and EE. The demystification of AI’s effect on EE helps practitioners anticipate potential issues that can impair the LP implementation in the Fourth Industrial Revolution era.

Catch uncertainty and recreational fishing attraction: Propositions and future research directions

AbstractWhy do people fish for recreation? Social science literature suggests that both catch (e.g., number or sizes of fish) and non‐catch dimensions (e.g., nature experience, temporary escape) play a role. After reviewing the literature from environmental psychology, neuroscience, anthropology, recreational fisher motivation research as well as popular fishing books, I find that the opposite of catching fish, more specifically the uncertainty of the catch, maybe another, perhaps fundamental force that explains the attraction of the activity to millions of people. There appears to be strong utility in the gaming nature of the activity. This quality may contribute to explain various patterns that are well known, e.g., the overinvestment of time and money by recreational fishers that drastically exceed the market value of fish, the lack of self‐regulation of a local recreational fishery in terms of effort being spent also on low stock sizes, the disutility associated with providing certain catch probability information, diminishing marginal utility return for increasing catch rates, management regulations that make fishing harder than necessary, suboptimal satisfaction despite rising catch rates, and finally the dominance of men among populations of recreational fishers. I present a serious of testable propositions and call for a novel research focus that seeks to better understand what makes catch ambiguity attractive psychologically and emotionally.

Why are research and practice on operational excellence still far apart? Ecological knowledge management view

This paper aims at examining how the relationship between research and practice on Operational Excellence (OE) occurs. For that, a qualitative, empirical approach was conducted in which 25 experts (12 academics and 13 practitioners) from both emerging and developed economies were interviewed. Content analysis of the collected data was framed within an ecological view of the knowledge management (KM) activities. Findings indicate that, despite the growing efforts to strengthen their relationship in the past decade, there is still a gap between the knowledge of both academia and industry on OE. Nevertheless, both academics and practitioners seem to be fairly aware of the needed countermeasures to mitigate such gap in the future. Based on the commonalities found among experts’ opinions, four propositions for future theory testing and validation were formulated to stress the relationship between OE’s research and practice from the ecological perspective of KM activities. With the competitiveness increase, the search for OE is mandatory for any organization that wishes to remain active in its market. Thus, strengthening the collaboration between industry and academia may facilitate the achievement of OE, avoiding the development of isolated and/or outdated initiatives from both researchers and practitioners, being an original contribution of this study.

Disentangling Risk Management and Error Management in the Public Sector: A Theoretical Framework

Public organizations have little tolerance when it comes to risks and errors. At the same time, environmental, technological, and demographic changes call for new ways of doing things to improve public sector performance. Achieving this may involve trial and error. Therefore, there is a need to effectively combine risk management and error management practices. However, the concepts tend to be intermingled and confused, which hinders public managers from deliberately exercising one or the other managerial behavior, or productively combining them. The purpose of this article is to theoretically disentangle risk management from error management. We argue that risk management is a prospective leadership behavior, while error management is a retrospective one. In our theoretical framework, we describe both concepts according to their temporal, behavioral, and normative characteristics. Testable propositions are developed regarding the theorized differences between the two concepts and their associated behaviors, and we discuss ways in which the two concepts can be applied in order to advance future research and, ultimately, improve the way public organizations respond to risks and errors.

Switching gears: How teams co-construct adaptive leadership style transitions in dynamic contexts

Despite agreement among leadership scholars that the effectiveness of a leadership style is situationally dependent, little is known about the process of effectively switching among different leadership styles as situations unexpectedly change. Organizations rely heavily on teams to quickly and accurately adapt in dynamic contexts, and we focus here on clarifying the process of adaptive leadership style transitions in teams as they cope with situations unexpectedly shifting from requiring process efficiency to requiring collective sensemaking. We review and build on pertinent literature to develop a process model depicting switching among leadership styles not as an isolated act of a team leader, but as interdependent behaviors of a leader and team members in co-constructing the adaptive switching process. We offer testable propositions derived from the model that delineate variables influencing the adaptive leadership process and team adaptive performance. Finally, we discuss future research and practical implications based on the model's exploration.

Learning design thinking well: organizing (introductory) workshops for optimal participant experience

A better understanding of the implementation of design thinking (DT) as a means to increase the assimilation of its practices is an important concern for R&D and innovation managers because more frequent use of DT practices raises organizational innovative capabilities. Introducing DT practices in workshops is a common, but also challenging approach to learning DT. Participants often have little to no prior encounters with the tools, techniques and principles used to practice DT and often mistrust or misinterpret the DT concept after a bad experience during the first exposure. For that reason, a suboptimal experience in introductory workshops can prevent or reduce the assimilation of DT practices. This study investigates how participant experience during first exposure as a vital precursor to the assimilation of DT practices can be improved via the organization of introductory workshops. We examine flow as the core experience measure in a quantitative‐inductive, quasi‐experimental study of two 3‐day DT workshops and compare periods with step‐by‐step acquisition of DT practices under guidance, periods of flexible, independent application of DT practices and periods of recovery. Our research employs a segmented time series analysis on more than 1100 real‐time observations collected with the experience sampling method (ESM). This study contributes to the scarce empirical research on improving the implementation of DT practices by indicating that a positive initial experience depends on workshop length, the logic of guided periods, the combination of guided and unguided periods, timing and type of recovery, as well as on team formation. Our results lead to five organizing principles, which can be used as testable propositions for future research, as well as in the planning and execution of (introductory) DT workshops.

An integrative theory of resource discrepancies

AbstractA great deal of work in consumer psychology has been devoted to understanding how individuals manage resource discrepancies. This includes tangible resources – such as money, food, and products – as well as intangible resources – such as time, skills, and social relationships. Resource discrepancies can either be positive – as in the case of having substantial wealth – or negative – as in the case of poverty. Several constructs across the behavioral sciences have been introduced to describe how consumers perceive their various resource discrepancies including, but not limited to, power, social status, scarcity, inequality, and social class. However, little guidance is provided to understand when and why these resource‐based constructs can produce both overlapping and opposing consequences. This conceptual article provides a resolution to this issue by introducing an integrative theory that situates these constructs within the same unifying framework based on two fundamental dimensions: high (vs. low) personal control and self‐ (vs. other‐) dependence. Based on this framework, we offer eight testable propositions and develop a research agenda for academics interested in studying resource discrepancies.

Spiritual Intelligence and Its Practical Importance – Insights from Islam

Spiritual Intelligence as the guiding influence that interacts with Physical, Mental, and Emotional Intelligences hss increasingly been recognized as the factor that enables leaders and organizations to unlock the potential of employees and enrich organizations by enabling employees to find their voice. In this paper we explain the nature of the four intelligences and briefly summarize how Muslims view each of them. We include eight testable propositions related to the four intelligences and identify the contribution of this paper to the scholarly literature.

Eudaimonic entertainment overcoming resistance: an update and expansion of narrative persuasion models

Abstract A growing body of research reveals that entertainment narratives are persuasive across a variety of topics. Models of narrative persuasion highlight key mechanisms, but one limitation of this theorizing is that it has not directly considered the full range of entertainment narratives that exist. Viewers select media content to fulfill various needs—hedonic needs for pleasure and enjoyment or more eudaimonic needs gratified by appreciation and mixed affective responses. Narrative persuasion theorizing would benefit from explicitly considering eudaimonic entertainment narratives and how they may uniquely lead to persuasion. Doing so will expand on existing narrative persuasion mechanisms and identify contingencies regarding when and for whom distinct types of entertainment narratives may persuade. This article builds on the entertainment overcoming resistance model by advancing a set of testable propositions regarding narrative persuasion by meaningful entertainment and offering an agenda for future research in this area.

Exploring the nexus between reattachment to work, presenteeism and organisational resilience of MNEs: a conceptual analysis

PurposeThe purpose of this paper is to explore the different contextual and psychological determinants of organisational resilience (OR) in the context of global mobility in multinational enterprises (MNEs). Banking upon the conservation of resources theory, this paper studies how and when reattachment to work (RTW), work engagement (WE) and two types of presenteeism lead to OR. Further, in the backdrop of the post-pandemic world of work, this paper also conceptualises the conditional effects of trait resilience (TR), organisational support (OS) and expatriation type (ET) on the aforementioned linkages.Design/methodology/approachThis paper develops a conceptual framework that depicts various antecedents of OR in MNEs. Several testable propositions are also offered alongside the model’s moderated mediation and moderated moderation relationships.FindingsThe conceptual framework depicts the causal relationships between RTW and OR, such that Flexible RTW increases OR through higher WE and functional presenteeism under the conditional influences of TR, OS and ET, whereas rigid RTW decreases OR through lower WE and dysfunctional presenteeism under the conditional effects of TR, OS and ET.Originality/valueTo the best of the authors’ knowledge, this paper is the first of its kind that explores the psychological and contextual antecedents of the OR of MNEs and offers numerous testable propositions. The nexus of unique relationships presented in the conceptual framework bridges a crucial gap in the literature that explores the complexities of the post-pandemic workplace in the context of global mobility.

The impact of the COVID-19 pandemic on employee motivation and organisational resilience and the role of strategic HRM: renewal of a resource-based conceptual model

PurposeIt has been a tremendous challenge for organisations to navigate and survive the COVID-19 pandemic. This paper proposes a novel multi-level conceptual model, based on the resource-based view (RBV), to address the pandemic crisis and highlight the importance of strategic human resource management (SHRM) in promoting employee motivation and organisational resilience. The paper aims to provide insights and practical guidance for organisations to leverage their internal resources and capabilities to thrive in the post-pandemic landscape.Design/methodology/approachThis paper conducted a comprehensive literature review of the existing research on the impact of the COVID-19 pandemic, SHRM, RBV, job satisfaction, turnover intentions and organisational resilience, covering the main contributors to this research stream and their findings.FindingsThe conceptual model presented in this paper offers five testable propositions to examine the impact of the COVID-19 pandemic on employee motivation and organisational resilience and how organisations can navigate challenging times through SHRM, which enables RBV. It highlights the foundational role of RBV and identifies the resources employed by SHRM as intervening constructs that significantly enhance employee outcomes, including motivation, job satisfaction, turnover intention and organisational resilience.Practical implicationsThe proposed model counsels that organisations need to look beyond the straightforward application of SHRM and should enable the RBV climate to protect and uphold employee motivation and organisational resilience. Finally, measurement and analysis implications are presented for future research opportunities and managerial interventions to mitigate the impact of difficult times such as the COVID-19 pandemic.Originality/valueCurrently, there is a lack of research regarding the conceptualisation of the COVID-19 pandemic and its impact on employee and organisational resilience. Therefore, the proposed model discusses the significance of the alignment of SHRM and RBV as a moderator of the relationships between the impact of COVID-19 pandemic, employee motivation and organisational resilience.

Big Data Adoption in Project Management: Insights From French Organizations

Big data have the potential to revolutionize the project management, but it is not clear how. Despite the growing interest, there is a paucity of exploratory research to assess the practice and the impact of big data tools and technologies on project management approaches and practices. To address this gap, in this article, we initially embrace the technological–organizational–environmental (TOE) framework as the research basis for the adoption process and conducts in-depth interviews with project managers from French organizations in different sectors. The synthesis of interviews reveals that many organizations are still in the early stage of the adoption process, mainly due to a lack of resources, especially expertise. Besides the factors of the three contexts of TOE, the project-level factors are also found to be critical for the adoption of big data in project management. Most of them adopted big data solutions to support them in the conception, definition, and execution phases of project management. Drawing on the findings, this article also provides guidelines to broaden the understanding of big data applications and their role in project management. Based on these results, we present a model with testable propositions and discuss insights that arise for organizations and project managers regarding how to apply big data tools and technologies to create value and overcome the related challenges.

Toward a knowledge‐based view of the board: Modeling board intrafirm knowledge networks

AbstractThis study introduces a conceptualization of board of directors' intrafirm knowledge network and a methodology for its construction, assessment, and analysis. We use network theory and analytical techniques to construct boards of directors' intrafirm knowledge networks based on directors' functional domain and committee affiliations. We demonstrate the utility of this approach for governance research by examining the intrafirm knowledge network of the board of directors of General Electric and offer testable propositions that link key director turnover with the properties of and the structural changes in the board's knowledge network and the firm outcomes of strategic change and innovativeness. Our approach bridges the human and social capital perspectives on boards of directors by considering the mechanisms through which turnover of key directors influences firm‐level outcomes. Directors are increasingly expected to not only fulfill their monitoring responsibilities but also provide firms with resources and service (e.g., involvement in strategy‐making). The enactment of these responsibilities is contingent on the effective collaboration within board intrafirm networks. Our conceptualization of intrafirm board ties as a knowledge network can help practitioners identify key directors, analyze the implications of director turnover, and develop succession plans. We make important contributions to corporate governance research and offer insights into understanding the knowledge dynamics in small team‐like settings, such as boards of directors and their impact on firm strategy and innovativeness.

Advancing basic psychological needs theory in marketing research

This paper presents a rigorous and in-depth systematic review of the literature on Basic Psychological Needs Theory (BPNT) and its applications in marketing research. Despite the widespread use of conventional models and theories in marketing research, motivational theories, such as BPNT, which have demonstrated significant effectiveness in driving motivation, have been relatively neglected. BPNT proposes that fulfilling basic psychological needs for autonomy, competence, and relatedness (ACR) leads to intrinsic motivation, emotional stability, and strong attachment. Our systematic review identifies how the constructs underpinned by BPNT have been utilized, as well as what research designs, contexts, and methodologies have been applied in marketing research. By integrating BPNT into marketing research, the authors aim to provide researchers with much-needed directions for future research and advocate for its continued growth. Specifically, the review notes tensions in terms of contradictory findings, identifies major gaps, and operationalizes BPNT in marketing research by establishing a set of marketing priorities (provided in the form of testable propositions) in seven major domains under the lens of BPNT. As the first systematic literature review of its kind, this theoretical study serves as an essential reference and valuable resource for scholars and practitioners aiming to explore and integrate BPNT into their research and practice.

Knowledge management capability and outbound open innovation: Unpacking the role of desorptive capacity

AbstractAs firms seek multiple pathways for growth and competitiveness, effectively commercialising internal technologies leads to outbound open innovation. Both absorptive capacity and desorptive capacity are knowledge management capabilities crucial for open innovation. While absorptive capacity is well explored by researchers, studies around desorptive capacity are scarce. This study addresses recent calls for a more in‐depth exploration of the role of desorptive capacity, which is still in its cradle stage. Firstly, a synthesis of the literature on desorptive capacity was conducted from related fields like open innovation, external knowledge exploitation, technology transfer, technology commercialisation, and so on. Then, based on the synthesis, a theoretical framework was formulated to explain the role of desorptive capacity in enabling firms to identify, transfer and commercialise their internal technology outside their firm boundaries. Testable propositions were formulated around the role, antecedents and consequences of desorptive capacity. The findings were discussed along with a comparison between absorptive and desorptive capacities. The implications for both theory and practice are listed. The paper concludes by enumerating the limitations of this study and offering future research directions.