Ethical person-environment fit: An integrative definition,key findings,and a call for future research

Although studies of ethical fit have been informative, the need to map a variety of seemingly disparate ethics-centered constructs (e.g., values congruence, ethical conflict) to the ethical fit domain still exists. Thus, a tripartite framework of ethical person-environment fit is proposed that includes affective, behavioral, and cognitive dimensions, resulting in a parsimonious set of ethical fit types. An integrative definition of ethical fit is provided, describing what constitutes ethical fit between employees and the organizational environment. Using the proposed organizing framework, empirical research on ethical fit is reviewed, highlighting key findings, resolving conceptual challenges, and identifying areas for future research. This review of the ethical fit literature revealed that there was an inconsistent pattern of results for studies operationalizing ethical fit using affective constructs. Conversely, those using moral-cognitive constructs, or a combination of affective, behavioral, and cognitive constructs consistently demonstrated positive associations between ethical fit and outcomes.     

e-HRM: A meta-analysis of the antecedents,consequences, and cross-national moderators

Using information technology, a growing number of companies have adopted a digital approach to human resource management (i.e., e-HRM). This meta-analytic review systematically integrates research on the antecedents, consequences, and moderators of e-HRM. Our results show that system usefulness, organizational resources, users' knowledge, and social influence could facilitate the adoption of e-HRM; in addition to the technology, organization, and people factors, the social factor can also predict e-HRM adoption and has incremental validity in predicting e-HRM adoption after controlling for the other three factors. Further, the findings indicate that e-HRM positively relates to the overall organizational performance as well as three specific organizational performance categories and that the predictive power of e-HRM for organizations' operational performance is significantly higher than that for their relational performance and transformational performance. Furthermore, the findings also show that the positive link between e-HRM and organizational performance is stronger in countries with higher ICT development levels and countries with lower human capital quality. The theoretical and practical implications for future research and e-HRM practitioners are discussed.     

Strategy, human resource management and performance: Sharpening line of sight

This paper builds on previous theory and research on strategy and human resource management to identify important linkages between the firm's strategy, its human resources, and performance outcomes. First, we review the relevant literature focusing in particular on the role of human resources in creating competitive advantage. We then present a multi-level model illustrating how human resource management practices can effectively align organizational, group and individual factors with the organization's strategy. We redefine line of sight as the alignment of organizational capabilities and culture, group competencies and norms, and individual KSAs, motivation and opportunity with one another and with the organization's strategy. Further, we propose that such alignment contributes to the creation of human capital and social capital, both of which are necessary to achieve and sustain superior performance. We conclude the paper with some implications for future research and practice.     

Building effective organizations: transformational leadership,collectivist orientation,work-related attitudes and withdrawal behaviours in three emerging economies

Abstract

Previous cross-cultural research on transformational leadership has focused mainly on replicating the augmentation effects of transformational leadership over transactional leadership on followers’ attitudes and behaviours. Relatively few studies have systematically examined cultural impacts in moderating the influence of transformational leadership on work-related outcomes taking a cross-cultural perspective. Using a field survey of 577 employees from banking and financial sectors in three emerging economies, namely: China, India and Kenya, we examined the moderating effect of collectivism on the relationships between transformational leadership, work-related attitudes and perceptions of withdrawal behaviours. Our results found support for the moderating effect of collectivism on the relationship between transformational leadership and work-related outcomes, such as facets of job satisfaction, organizational commitment and perceptions of organizational withdrawal behaviours. In addition, our results lend support to the view that transformational leadership might be effective across cultures. The implications of these findings for future research on transformational leadership and cross-cultural research are discussed.     

Resilience,wellbeing and HRM: a multidisciplinary perspective

Abstract

Research on resilience has accumulated a vast body of knowledge which has assisted in comprehending complex HRM issues in diverse organizational settings. Yet, the existing studies have hitherto not paid sufficient attention to the multifaceted aspects of resilience and occupational contexts. We join the conversation with resilience, wellbeing and HRM by suggesting that investigating resilience from a multidisciplinary perspective situated in varying occupational contexts can advance our collective understandings of the phenomena in important ways. This paper has three general objectives. First, we show that resilience has been a long-standing issue in organizational behavior and organization studies and provide an overview of the puzzles that underpin and trigger this special issue. Second, we highlight the key insights and contributions of the papers included in this special issue by reviewing their theoretical underpinnings, methodological approaches and findings. Finally, we outline a future research agenda on resilience in organizations that can help advance international HRM research.     

Workplace mindfulness: An integrative review of antecedents,mediators, and moderators

In recent years, research on and the practice of mindfulness have received greater attention in organizational scholarship. Much of the prior work in this area is directed at the workplace outcomes of mindfulness interventions in terms of employees' well-being, relationships, and performance. Meanwhile, there is an absence of work that integrates research findings concerning individual and workplace factors that affect workplace mindfulness and determine when and how they influence workplace outcomes. This article reviews current organizational literature concerning potential antecedents of workplace mindfulness as well as mediating mechanisms and boundary conditions of the relationship between workplace mindfulness and workplace outcomes. Based on 32 selected studies, an integrated framework of workplace mindfulness is developed, helping us to summarize the extant scholarship in this area. The framework provides a foundation for an emerging research area and outlines key directions for future research.     

Ambidextrous culture,contextual ambidexterity and new product innovations: The role of organizational slack and environmental factors

Contextual ambidexterity, defined as the simultaneous pursuit of alignment and adaptability at business unit, is linked to several organizational outcomes including improved performance and innovation outcomes. Extant research posits ambidextrous organizational culture as an important enabler to contextual ambidexterity but suffers from a lack of a well‐meaning scale for the same. In addition, there is very little understanding as to how tasking and facilitating environment can be on firms' endeavour for contextual ambidexterity and the outcomes thereof. Therefore, the current piece of research has twin objectives using two separate studies. First, to develop a scale for ambidextrous organizational culture construct and second, to analyse the role played by the external forces (munificence and dynamism) and internal slack resources on the relationships between ambidextrous organizational culture and contextual ambidexterity and between contextual ambidexterity and new product innovation outcomes through an empirical investigation in India. Using structural equation modelling on data from 414 respondents, we found environmental munificence to strengthen the relationships between ambidextrous organizational culture and contextual ambidexterity and between contextual ambidexterity and new product innovation outcomes. On the other hand, environmental dynamism had a dampening impact on these relationships. Our findings also suggest that for low slack organizations, dynamic and unmunificent environments magnified the negative impact on an organisation's ambidexterity efforts and new product innovation outcomes.     

Learning for sharing: an empirical analysis of organizational learning and knowledge sharing

Knowledge is one of the most strategically important resources to sustain competitive advantage in an organization. So its creation and management has attracted the attention of managers and researchers alike. Organizational learning has been positively associated with innovation and performance and knowledge sharing has been associated with innovation performance. Although, some authors argued that organizational learning and knowledge sharing are complementary, there are few studies that have empirically tested the relationship between them. The purpose of this study was to analyze its relation and to empirically test it in the hospitality industry. Based on the results of the structural equation modeling approach on 244 Spanish hotels we confirmed a positive relationship between the variables. The findings are discussed; implications and future lines of research are presented.     

The concept of psychological capital: a comprehensive review

In this paper, we provide a comprehensive view on the concept of psychological capital (PsyCap) and develop an agenda for future research. PsyCap describes an individual’s psychological capacity that can be measured, developed, and managed for performance improvement. The higher-order construct comprises the psychological resources self-efficacy, hope, optimism, and resilience, and has been linked with a range of desirable work attitudes, behaviors, and other outcomes. By analyzing and structuring the existing literature on PsyCap, we identified several research gaps that require further analysis. In particular, we encourage researchers to expand the research on the effects of PsyCap to other workplace-related domains, especially the field of strategic decision-making, we call for researchers to further study the relationship between emotions and PsyCap, and we suggest to analyze the effects of PsyCap in the context of strategic human resources management. Also, future studies should establish transparency on the interaction between organizational change processes and PsyCap as well as the relative importance of the four components of PsyCap. We close by discussing the implications of our findings for corporate practice, such as employee selection and development.     

The scope of “marketing” research in the nonprofit sector: Lessons from the last 20 years literature

Over the last several decades, the field of nonprofit marketing has produced a growing number of publications; however, little attention has been paid to examine what research topics have been studied by nonprofit scholars from the marketing perspectives. This knowledge production research contributes to the literature by reviewing trends in research themes and methodologies over the last 20 years among the articles for which authors use the terminology “marketing.” Employing a thematic review using text network analysis, and an in-depth methodology review, this study finds that nonprofit marketing studies have been shifting to become more subdivided and diversified in terms of research themes and methodologies. However, we also find that there is still room for further development, which we provided recommendations based on the findings. With its findings, this paper provides critical guidance for future studies.     

Supply chain agility: review,classification and synthesis

Supply chain agility (SCA) has emerged as an important capability to remain competitive in this era of business uncertainty and turbulence. This study aims to gain knowledge of the current state of research on SCA, specifically to have conceptual clarity and synthesise future research avenues. To achieve these goals, we have carried out a systematic review of 118 research papers on SCA published from 1999 to 2016. The findings suggest that the domain has witnessed steady growth since its inception, but little consensus has been observed around its definition and boundaries. To counter these definitional ambiguities, we have presented a comprehensive definition of SCA. The paper further discusses SCA along three thematic categories: the first considers SCA from the strategic perspective, the second considers SCA as a capability and focuses on its enablers and the third explores the impact of SCA on performance. Finally, towards the conclusion, a holistic framework summarising the findings is presented.     

The state-of-the-art and future research directions in bequest fundraising by nonprofit organizations: A systematic literature review

The topic of fundraising is garnering increased attention from nonprofit practitioners due to the worldwide growth of the nonprofit sector and the subsequent competition for private funds. Despite this surge, academic literature on fundraising and bequest fundraising, in particular, has remained mainly limited to narrow aspects of the discipline. Based on a systematic review of literature published over the past 25 years, we synthesize various research perspectives into a comprehensive framework of studies linking the different issues highlighted by the authors. The purpose of this article is to consolidate the state of academic research on bequest fundraising by not-for-profit organizations. The literature review underscores how research efforts have not paid much attention to bequest fundraising from the NPO's perspective, although as it has become an increasingly important source of income for charitable organizations. The majority of studies focus on the Donor's perspective, striving to understand what drives the desire to leave a charitable bequest. The findings of the SLR show a gap in the knowledge of NPOs' internal mechanisms concerning the particular topic of charitable bequests; from these insights, the future research directions are proposed.     

Commitment before and after: An evaluation and reconceptualization of organizational commitment

A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity of the three dimensions, and research findings that showed the usefulness and acceptable content validity of the three-dimensional approach. Some of the limitations are limited predictive validity, conceptual ambiguity of continuance commitment, and concept redundancy between normative and affective commitment. This paper suggests a conceptualization that builds upon the strengths of the current approaches and minimizes their limitations. The proposed theory contends that organizational commitment is two-dimensional. One dimension is instrumental in nature and the second is affective. In addition, a sharp difference needs to be made between commitment propensity that develops before one's entry into the organization and commitment attitudes that develop after one's entry into the organization. The advantages of the suggested theory and its implications for the understanding of organizational commitment and future research on it are discussed.     

Lone wolves reciprocate less deviance: a moral identity model of abusive supervision*

Abstract

Although previous studies provide diverse perspectives on the influences of abusive supervision, the moral perspective receives little attention in the literature. We rely on social cognitive theory to present a moral identity model of abusive supervision that accounts for the influences of perceiving abusive supervision on organizational and interpersonal deviance. In particular, we propose that employee moral identity mediates the positive relations between abusive supervision, as perceived by followers, and their subsequent organizational and interpersonal deviance. We also test the extent to which lone wolf tendencies alleviate the main negative impact of abusive supervision on moral identity and the indirect effect of abusive supervision on organizational and interpersonal deviance through moral identity. More specifically, when the level of lone wolf tendencies is high, the relationship between abusive supervision and moral identity, and the magnitude of the moral identity mediating mechanism will be weaker. Using multi-wave, multiple-source data collected in China, our findings support most of our hypotheses and offer insightful theoretical directions for mistreatment, morality, and disposition research. Our moderated mediation model serves as a springboard for future research to understand the social cognitive processes that link abusive supervision and deviant behavior from the moral perspective.     

Organizational antecedents of employee perceived organizational support in China: a grounded investigation

Perceived organizational support (POS) has received a lot of research attention since it was introduced into the organizational behavioral research in 1986. The extant research has shown that POS is a major driver of employee motivation, performance, and organizational commitment. However, relatively fewer studies were conducted to identify the antecedents or determinants of POS, and most of them were conducted in the North American context. Taking an inductive approach, we identified organizational antecedents of POS in the People's Republic of China (PRC). The results of our research showed that, as compared with those findings in the western literature, the major antecedents of POS in the PRC included some common factors (e.g. procedural justice and supervisor support) as well as cultural-specific factors (e.g. care for disadvantaged employees and care for employees' family). The implications for future research on POS and management practices in cross-cultural research were also discussed.     

From curse to cure of workplace ostracism: A systematic review and future research agenda

Workplace ostracism is mistreatment in disguise that has spread its roots deep into organizations. This research has a threefold purpose. Firstly, to shed light on its seriousness by highlighting its personal, relational, and organizational impacts. Secondly, to identify buffering mechanisms that nullify its damaging impacts. Finally, to offer novel avenues for future research. The systematic review of 89 articles reveals workplace ostracism causes significant damages to employees, their personal and professional relationships, and organizations. It also reveals that employees' traits, abilities, skills, psychological states, job-related factors, support, culture, and religiousness cushion against ostracism's adverse impacts. Perhaps this is the first review that highlights workplace ostracism's relational impacts and systematically and comprehensively summarizes its buffering mechanisms as the cure to its curse. This review identifies literature gaps and proposes a future research framework and other future research directions for scholars to address them. It concludes with a discussion of practical implications.     

Developing a scale to measure liabilities and assets of newness after start-up

New ventures can simultaneously face survival challenges and benefit from distinct advantages based on their newness. Despite the importance of these issues, extant entrepreneurship studies, with limited exception, have often employed only rudimentary measures (e.g., venture age) to investigate important issues related to organizational newness. Accordingly, we develop and refine a scale to measure critical dimensions of newness that stakeholders perceive after NV start-up. We first discuss the theoretical background and previous research related to various newness dimensions. We then introduce a new construct, organizational energy, that heretofore has received scant attention in NV research. Next, we present results from an inductive study conducted to generate various dimensions of newness as well as two empirical investigations that further refine these dimensions into a reliable scale for measuring different newness dimensions. We conclude by discussing our empirical findings, the study’s limitations, and potential future research directions.     

Governing Knowledge Sharing in Organizations: Levels of Analysis,Governance Mechanisms,and Research Directions

We discuss and examine recent claims that research on knowledge processes has paid insufficient attention to micro (individual) level constructs and mechanisms and to the role of formal organization in governing knowledge processes. We review knowledge sharing research published in 13 (top academic plus top practitioner‐oriented) journals in the period 1996–2006 in relation to these two propositions. The review confirms the claim that the knowledge sharing literature is preoccupied with constructs, processes, and phenomena defined at a macro (collective, organizational) level and pay comparatively little attention to micro level constructs. The review provides less support for the proposition that formal governance mechanisms have been under‐researched in comparison to formal organization. Still, the multiple ways in which formal governance mechanisms may interact in influencing knowledge sharing outcomes have been under‐researched, as has the interaction between more informal aspects of the firm and formal governance mechanisms. We argue that future research on knowledge sharing needs to fill these gaps.     

Crowdshipping in last mile deliveries: Operational challenges and research opportunities

This paper contributes to the emerging body of research on crowdshipping, which is a collaborative strategy that distributes delivery tasks to a mass of actors that act as ordinary couriers, aiming at reducing delivery costs and supporting sustainability. The study focuses on last mile delivery activities, where numerous app-based delivery platforms have recently emerged. The paper provides an overview of the operational characteristics of these platforms based on an in-depth study of a sample of major crowdshipping services (state-of-practice) and a comprehensive review of the state-of-research. After comparing platform services and characteristics, we identified four core (typological) factors that differentiate services: platform (service) type, delivery type, delivery mode, and pricing strategy; and six categories for service challenges and opportunities. Moreover, the review of the state-of-research synthesized their findings with respect to the identified practical challenges to discover opportunities for future work. Overall, the study found that there is a mismatch between practical challenges and scientific solutions. The literature has not addressed all challenges identified in practice, such as couriers’ work conditions and pricing, which are still unresolved issues. The majority of articles were exploratory in nature with their findings based on hypothetical random instances. More research is needed with empirical case studies to evaluate the service net effects on each actor (e.g., senders, receivers, couriers, and platforms) in particular, and on the society in general, in terms of traffic externalities, quality of life, cost and revenue. The paper ends with a discussion of promising areas for future research.