Whistle while you work? A review of the effects of music in the workplace

The effects of music on human performance have been studied across many disciplines. Music has been shown to impact task performance, organizational citizenship behaviors, and learning (i.e., training), but the implications of the study of music in the workplace have not yet been fully realized. Therefore, we conduct an interdisciplinary review of research on music relevant to the field of management. We also offer a solution to the lack of theoretical grounding in previous work by applying activation theory to understand the effects of music in the workplace. Taken together, the literature shows that music works through the mediator of mood and emotion. Findings also illustrate the consequences of extraversion, task complexity, and listening autonomy in relation to individual affective reactions to music. While the evidence suggests music may potentially have significant value in the workplace, more research is needed to understand how music might be effectively utilized by organizations.     

What is required for greener supplier selection? A literature review and conceptual model development

This paper examines the existing literature on green supplier selection. In total, 60 articles are reviewed, all published in peer-reviewed journals between 1991 and 2011. The articles are analyzed in terms of several general variables such as type of research and theoretical viewpoint, as well as more specific variables such as the supply chain position considered, stages of the supplier selection process studied, and the perspective taken on environmental criteria. The main findings are threefold. First, analytical research, focusing on developing normative decision models for the final stage in green supplier selection is clearly most dominant, employing a wide range of techniques. Second, empirical research is less prominent and generally lacks a clear theoretical background. Third, very little conceptual research has been done linking green supplier selection to an organization's strategy. Research on green supplier selection is highly fragmented and in danger of overemphasizing the technical aspects of supplier selection. Based on this review of the articles, a conceptual model of green supplier selection is presented, aimed at integrating the different dimensions of green supplier selection and identifying directions for future research.     

A governance puzzle to be solved? A systematic literature review of fragmented sustainability governance

Management Review Quarterly - To address global sustainability challenges, adequate governance solutions are needed. Yet, sustainability governance is typically fragmented. This fragmentation poses...     

Too scared to go sick? The management and the manifestations of workplace attendance in the food retail sector

This article is a response to Taylor et al’s (2010) call for further research regarding workplace attendance. It examines the new politics of absence management in the UK and Cyprus in food retail sector, identifying a dual approach in managing attendance across the two countries. The first approach suggested the penalization of absence, whilst the second focused on the prevention of absence through accommodation. The article argues that ‘coercion’ is not the sole vehicle to tackle high absence in food retailing rather it suggests the development of other practices to enhance cooperation to regular attendance. The research identifies significant differences regarding the formality of these processes between the two countries, and suggests the generation of a particular attendance culture within the organisations, one that is not merely a culture of fear, as Taylor et al (2010) suggest, but rather a culture that includes accommodation and cooperation.     

Is God in the details? A reexamination of the role of religion in economic growth

Barro and McCleary (2003, Religion and economic growth across countries. American Journal of Sociology 68 : 760–781) is a key research contribution in the new literature exploring the macroeconomic effects of religious beliefs. This paper represents an effort to evaluate the strength of their claims. We evaluate their results in terms of replicability and robustness. Overall, their analysis generally meets the standard of statistical replicability, though not perfectly. On the other hand, we do not find that their results are robust to changes in their baseline statistical specification. When model‐averaging methods are employed to integrate information across alternative statistical specifications, little evidence survives that religious variables help to predict cross‐country income differences. Copyright © 2011 John Wiley & Sons, Ltd.     

Does organizational culture play a role in the development of psychological distress?

The aim of this article is to analyze the extent to which organizational culture contributes to the symptoms of psychological distress in the workforce. Integrating organizational culture and work organization conditions makes it possible to examine how culture is associated with the various components of work organization conditions, and how these conditions might relate to symptoms of psychological distress in employees. Data from the SALVEO study were collected in 2009–2012 from a sample of 1824 individuals nested in 60 Canadian workplaces. Multilevel regression models were used to analyze the data. After controlling for individual and family characteristics, only group and rational cultures were associated with psychological distress, but both type of organization cultures were mediated by work organization conditions. Group culture is indirectly associated with lower levels of psychological distress since it favors lower levels of psychological demands and job insecurity. Rational culture is indirectly associated with higher levels of psychological distress because it favors higher psychological demand levels. The results obtained highlighted the importance of including variables relating to broader organizational context in models examining stress in the workplace.     

A model of the topology of the bank – firm credit network and its role as channel of contagion

This paper proposes a stochastic model of a bipartite credit network between banks and the non-bank corporate sector that encapsulates basic stylized facts found in comprehensive data sets for bank-firm loans for a number of countries. When performing computational experiments with this model, we find that it shows a pronounced non-linear behavior under shocks: the default of a single unit will mostly have practically no knock-on effects, but might lead to an almost full-scale collapse of the entire system in a certain number of cases. The dependency of the overall outcome on firm characteristics like size or number of loans seems fuzzy. Distinguishing between contagion due to interbank credit and due to joint exposures to counterparty risk via loans to firms, the later channel appears more important for contagious spread of defaults.     

Are we properly training future HR/IR practitioners?: A review of the curricula

Researchers and practitioners have suggested that the agenda for HR/IR has changed. The present study identifies essential competencies for HR/IR practitioners, and evaluates whether college programs are adequately developing these competencies. The results suggest that overall programs are doing an adequate job, but could still be more progressive in competency development.     

Time heals all wounds? HRM and bereavement in the workplace

Over the past two years, there have been many popular press articles about grief in the workplace. Despite this recent COVID-19-related attention, bereavement (i.e., the reaction to a loss by death) has always been a universal human experience. The intention of this short concept statement is to bring attention to and spur HRM research efforts on bereavement in the workplace. Part of the challenge in dealing with bereavement is the empathy-efficiency paradox – the perception that workplace goals often conflict with the needs of bereaved employees. After providing an overview of bereavement, I explain how this potential paradox can make bereavement more difficult – not only for bereaved employees, but for managers and coworkers as well – with formal policies and practices unintentionally disenfranchising grief. I also suggest some ways to address this perceived paradox. Subsequently, several generative research directions are suggested. Given the large role that HRM plays in making the workplace more humane, bereavement seems like a topic worthy of our research attention.     

Is the doctor in? A relational approach to job design and the coordination of work

When designing jobs, the degree of specialization is a key consideration. Though functional specialization allows workers to develop deep areas of expertise, it also increases the challenge of coordinating their work. In this article, we propose the concepts of stage‐ and site‐based specialization and posit that together they can counteract the divisive effects of functional specialization. Taking advantage of a natural experiment in physician job design at a Massachusetts hospital, we explore the impact of stage‐ and site‐based specialization on coordination and performance outcomes. Building on recent interest in relational approaches to job design, this study is the first to link relational job design to relational outcomes such as coordination. Our findings have practical implications for job design in professional service settings such as education, consulting, and health care. © 2008 Wiley Periodicals, Inc.     

To eat or to be eaten–on the role of entrepreneurship in the Norwegian telecom access sector

The purpose of this paper is to analyse mechanisms of evolution by studying a population of firms involved in the provision of telecom access in Norway after the liberation of the telecom sector during the 1990s. The approach is based on a combination of theory on entrepreneurship and theories on sectoral innovation systems, in particular the role of entrepreneurship under different technological regimes. By analysing the role of different actors in the market for telecom access, the relationship between the previous state monopolist Telenor and other companies entering the market is discussed. The main conclusion is that Telenor, in spite of the liberalization of the telecom market, still is in a very dominant position in the markets for access provision. To the extent that Telenor is challenged, it is basically by other existing telecom companies. By the time of finalizing this paper (2006), none of the entrepreneurial firms have survived as independent firms. The main conclusion deriving from this analysis, is that the telecom access sector is characterized by the routinized regime, in which the larger, established firms are the dominant players. However, this does not mean that entrepreneurs do not play important roles. By starting their new ventures, entrepreneurs are challenging the positions of the incumbents; they are contributing to more competition and innovation. Without the pressure from the entrepreneurial entrants, the level of innovation in the sectoral system would have been significantly lower.     

A spatial dominance approach to evaluate the performance of stocks and bonds: Does the investment horizon matter?

The common advice by practitioners is to allocate a greater proportion of stocks for long-term investors than for short-term investors. However, part of the academic literature disagrees with this advice. We use a spatial dominance test which is suited for comparing alternative investments for a given time horizon. Using daily data for the US from 1962 to 2012, we test for dominance of cumulative returns series for stocks versus bonds at different investment horizons from 1 to 15 years. We find evidence that bonds second order spatially dominate stocks for horizons from 1 to 4 years. In contrast, for horizons of 6 years and longer, we find evidence that stocks dominate bonds. The conclusion that bonds dominate stocks at short horizons, while stocks dominate bonds at long horizons is consistent across different periods and international markets. When different portfolios of stocks and bonds are compared, we find that for long investment horizons only those portfolios with a sufficiently high proportion of stocks are efficient in the sense of spatial dominance.     

Does my house have a premium or discount in relation to my neighbors? A regression-kriging approach

In the real estate literature, numerous studies have applied hedonic models to estimate the implicit value of the characteristics that influence housing prices. However, few studies have quantified the weight of location in the price of residential properties, and still fewer have quantified the premium or discount used to weigh the price of a home. In this paper, the regression-kriging method is applied to address the two previous objectives in the city of Granada, Spain. This method is also adapted, interpreted and made accessible to real estate appraisers with a view to providing these professionals with an objective, sophisticated and powerful tool in accordance with their know-how. This method can also be useful for investors, urban planners, public administrators and revenue departments, among others, as it can determine the value distribution of the location.     

Peripheral location equals localized labour? Multinationals and the internationalization of training and development in Ireland

The paper examines the impact of MNC internationalization on the training and development of employees, drawing on the findings of a survey of training and work organization among high-tech MNCs operating in Ireland. The survey illustrates clearly that the internationalization of training and development spans a wide occupational spectrum and that it is not solely a feature of a distinct international management cadre. While the literature identifies international managers as the main groups benefiting from international training and development, the findings question the extent to which non-managerial labour can be viewed as primarily local and national in outlook and skill formation. Further, the level of both short-term and longer-term training mobility reflect a wider set of business attributes of multinationals in Ireland.     

Does it pay to venture abroad? Exporting behavior and the performance of firms in Indian industry

Using contemporary data for a firm-level sample of over 600 Indian firms, this paper investigates the impact that an export-orientation has on the profitability of the firms studied. The results, based on a two-stage least squares method, establish a positive and significant relationship between firms' levels of exports and profitability. For firms from developing and transition economies like India it does pay to venture abroad, and the ability to sell goods overseas has a significant impact on firms' economic performance. © 1998 John Wiley & Sons, Ltd.     

Lacking pluralism? A critical review of the use of cultural dimensions in negotiation research

Management Review Quarterly - Cross-Cultural-Negotiations are pivotal in global business. Research frequently approaches this topic using cultural dimensions as underpinning conceptual constructs....     

Running on the spot? A review of twenty years of research on the management of human resources in comparative and international perspective

Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately classified as foreign national studies (4 per cent). Over time, there has been some progress made in terms of the number of articles published and the scope of topics covered. However, many of the articles displayed similar shortcomings to those noted in earlier reviews of cross-national management/organization studies: in particular, an over-reliance on a small number of primarily Anglo-Saxon countries, a lack of a longitudinal perspective, a loose specification of culture, an ethnocentric bias and a frequent failure to explain observed differences and similarities.     

Best friend or broken tool? Exploring the co-existence of humans and artificial intelligence in the workplace ecosystem

Artificial intelligence (AI) has become an important topic in business literature and strategy talk. Yet, much of this literature is normative and conceptual in nature. How organizational members perceive AI and the job role changes that come with it is, so far, largely unknown territory for both HR scholars and practitioners. We sought to investigate the relationship between humans and AI and conducted an in-depth exploratory study into the co-existence of humans and two early-stage AI-solutions, one for “low-status” automation and another for “high-status”; augmentation. We suggest that different organizational groups may engage in distinctly different sensemaking processes regarding AI, an important insight for successful HRM strategies when AI is being introduced into the workplace. Moreover, contrary to recent conceptual work, our findings indicate that AI-enabled automation and augmentation solutions may not be detached from nor exist in tension with each other. They are deeply embedded in organizational processes and workflows for which people who co-exist with the technologies must take ownership. Our findings, in part, go against discussions on AI “taking over” jobs or deskilling humans. We describe a more nuanced version of reality fluctuating around the various ways different organizational groups encounter different AI-solutions in their daily work. Finally, our study warns against unconditional technological enthusiasm, managerial ignorance of the nature of work that employees undertake in different organizational groups, and a neglect of the time and effort required to successfully implement AI-solutions that affect not only the home organization but also members of the broader ecosystem.