Ambidextrous leadership,paradox and contingency: evidence from Angola

Abstract

The study departs from two assumptions. First, it considers that organizations, their leaders and the HRM function are inherently paradoxical and that, in that sense, dealing with paradox is a necessary component of the leadership process which requires ambidexterity capabilities. Second, it explores whether the paradoxes of leadership may manifest differently in different contexts. We explore the emergence of paradox in the leadership of Angolan organizations. Angola is an economy transitioning from a centrally planned to a market mode, and this makes it a rich site for understanding the specificities of ambidextrous paradoxical processes in an under-researched, ‘rest of the world’, context. The findings of our inductive study led to the emergence of four interrelated paradoxes and highlight the importance of ambidextrous paradoxical work as a HRM contingency.     

Why leadership of public leadership research matters: and what to do about it

The tough-talking, take-charge, individualistic view of public leadership is alive and well throughout the world, despite the enthusiasm of leadership scholars for more shared, relational, and collectivist views. The times therefore seem especially appropriate for assessing the state of public leadership theory and research and charting a path forward to enhance understanding of the continued appeal of Great Person leadership and the promise of collective leadership. This essay considers the current public leadership context, highlights distinctive characteristics of public leadership, and provides an overview of recent public leadership research through a collective lens. We call for more attention to leadership theory from within public management and the broader leadership fields and to public value and public values in leadership theorizing and research. We suggest public leadership scholars roam more freely through the disciplines and experiment with a variety of methods beyond the traditional case study.     

Gender and leadership: A criterion-focused review and research agenda

There is a large and growing body of work on gender on leadership, but this literature remains fragmented and incomplete, due in part to insufficient attention paid to nuances of the criterion variable of leadership. To provide a broader perspective on this literature, we draw upon Campbell, McCloy, Oppler, and Sager's (1993) theory of job performance as a framework to organize our review. First, we position gender as an indirect determinant of leadership and summarize prior work on (a) gender differences in leadership outcomes (i.e., emergence and effectiveness), (b) gender differences in leader behaviors, (c) gender differences in direct determinants of leader behaviors (i.e., declarative knowledge, skill, and motivation), and (d) potential mediated or indirect relationships between gender and these leadership criteria. Second, we explore gender as a moderator of both interpersonal (i.e., leader behaviors → leadership outcomes) and intrapersonal (i.e., direct determinants → leader behaviors) leadership processes. Throughout our review, we highlight new directions for future research to advance the study of gender and leadership.     

Dissecting the German export miracle: Plant-level evidence

Wage moderation in Germany is often cited as a major cause of its recent export success. We construct competitiveness measures at both industry and plant level using OECD STAN data in order to confront this hypothesis with empirical evidence. Our results show that plants’ export intensity is positively correlated with German competitiveness. Exploiting a plant-level competitiveness measure, we use a corner solution model that enables us to decompose the total effect into its component effects at the intensive and extensive margins. Our results indicate a positive and significant effect of competitiveness at both margins, but this turns out to be insignificant before the introduction of the Euro. A one standard deviation increase in a plant's competitiveness (about 70%) is associated with a 2% higher probability to become an exporter. At the intensive margin, the same increase in competitiveness leads to a 0.49 percentage point increase in export intensity.     

浅谈知识创新与"产学研"合作

知识经济时代,人们越来越注重知识的生产、传播、转移和转化.在时代的大背景下,"创新"成为主流话题.一个企业是否具有知识创新能力,成了其生存和发展的根本.自从1912年美籍奥地利学者熊彼特提出创新理论以来,国内外诸多学者对创新问题愈来愈加关注.企业的发展在很大程度上应当依靠创新能力,这已成为国内外学者所达成的共识.而知识经济时代下合作竞争的趋势促使"产学研"合作成为知识创新的必然发展方向.     

Temporal variations in technical efficiency: evidence from German soccer

This paper applies stochastic production frontier models with time-varying technical efficiency to a panel data set including hitherto unavailable information on team wage bills from the first division in German professional soccer (the “Bundesliga”) covering the years 1981–2003. We demonstrate that individual teams experience significant variation in technical efficiency over an extended period of 22 seasons while the league’s average level of efficiency remains constant over time. More detailed analyses reveal that, first, the decision to fire or to retain the head coach is mainly influenced by changes in managerial efficiency between two adjacent seasons and, second, relegated teams on average experience considerable reductions in technical efficiency compared to the previous season.     

Evaluating change in European industrial relations: research evidence on trends at organizational level

This paper uses evidence from organizations with more than 200 employees in several countries across Europe to explore the proposition that industrial relations in Europe is becoming more convergent around a non-union HRM model. The evidence indicates that, although there are some similar moves taking place, national patterns remain distinctive, the IR/HRM distinction may not be sustainable in Europe and there are significant elements of continuity in industrial relations in Europe alongside the changes that are taking place.     

Information processing and leadership styles: Constructive thinking and transformational leadership

Transformational leaders increase job satisfaction and well‐being among workers. According to the cognitive‐experiential self‐theory (CEST), all behavior is guided by two information‐processing systems: a rational and an experiential system. Study 1 examined the relationship between information processing and transformational leadership among experienced school leaders (N = 183). The rational system had a strong positive correlation with transformational leadership, whereas the experiential system was weakly correlated. Study 2 (N = 126) examined constructive thinking and transformational leadership. Global constructive thinking, emotional coping, and behavioral coping all had strong positive correlations with transformational leadership. These results suggest that improving leaders' awareness of their own information‐processing and thinking systems might encourage more productive transformational‐leadership techniques.     

About and beyond leading uniqueness and belongingness: A systematic review of inclusive leadership research

The purpose of this systematic review of 107 papers is to address the conceptual confusion about what inclusive leadership (IL) behavior entails and understand the theoretical development of IL. Synthesizing the divergent conceptualizations of inclusive leader behaviors, we propose a multi-level (i.e., employee, team, organizational) model of IL behavior consisting of four dimensions namely, fostering employee's uniqueness (e.g., promoting diversity); strengthening belongingness within a team (e.g., building relationships); showing appreciation (e.g., recognizing efforts and contributions); and supporting organizational efforts (e.g., promoting organizational mission on inclusion). Further, we provide a summary of studied variables as a nomological network in relation to inclusive leadership and an overview of the different theories (e.g., social exchange, intrinsic motivation) supporting the respective relationships and explaining the underlying mechanisms (e.g., reciprocity, motivation). We propose future research to empirically test the multi-level model of IL and examine the predictive value in terms of employee and organizational outcomes.     

Female expatriates in international business: empirical evidence from the German clothing industry

The article empirically analyses the situation of male and female expatriates in the German clothing industry in terms of selection, preparation, support during assignment, job satisfaction, goal attainment and future perspectives. In general, female expatriate managers face more difficulties than male expatriates at each stage of the international transfer cycle. The results of this single sector study demonstrate the importance of the cultural, national and sectoral context for the interpretation of results.     

The impact of managerial quality on organizational performance: evidence from German soccer

In this paper we use a novel panel data set from the German premier soccer league (Bundesliga) as a case to show how variations in managerial compensation impact positively upon organizational (team) success. Using stochastic frontier analysis, we find that a team that hires a better quality coach can expect to achieve a higher league points total by reducing technical inefficiency. However, our results also suggest that the market for head coaches may be allocatively inefficient in that coaches are paid below their marginal revenue products. Copyright © 2008 John Wiley & Sons, Ltd.     

World pandemic uncertainty and German stock market: evidence from Markov regime-switching and Fourier based approaches

Quality & Quantity - This study aims to examine the impact of the world pandemic uncertainty index on the German stock market index (DAX index) for the 1996Q1 to 2020Q3 period while controlling...     

The influence of leadership behavior on employee work-family outcomes: A review and research agenda

Scholarly inquiries into the prominent role that leaders play in influencing their followers' work-family experiences have flourished in recent decades. Despite this encouraging progress, researchers have criticized the current state of the literature, lamenting that the study of leader behaviors in the work-family literature is either incomplete or oversimplified. To move the field forward, we conducted a systematic review of the literature to take stock of what we know, identify what is still unknown, and chart a path forward for future research. We organize the literature linking leadership to employees' work-family experience based on a four-category framework of leader behavior (task, relationship, change, and ethical/unethical). We summarize what effects leader behaviors may have on their followers, how such effects occur, and the boundary conditions of these effects. We conclude our review by identifying both theoretical and methodological gaps that can inform future leadership research in the work-family domain.     

Academic content,research productivity,and tenure

This study examines the influence of a Finance doctoral program’s academic content on the research productivity of the graduates at the time of the tenure decision. The results of this investigation show that a Finance program’s academic content has no influence on the total number of publications of program graduates, but finds a significant relationship between academic content and graduate’s records of publications in top finance journals by the time of the tenure evaluation. More precisely, doctoral programs requiring more mathematically oriented classes such as Continuous Time Finance and/or Stochastic Calculus produce graduates who have a better record of publication in top finance journals at the time of tenure than those graduating from programs without these requirements.     

A profile of European accounting research: evidence from leading research journals

This paper attempts both to advance understanding about the research profile of accounting in Europe and to evaluate the role of The European Accounting Review in the dissemination of Europe-based accounting research. Empirical evidence supporting this investigation was gathered from all the papers published in thirteen top accounting journals during the period 1992 to 1997. Our results show that (i) a vast majority of European contributions to well-regarded journals are authored by scholars affiliated to British higher education organizations. Therefore, the overwhelming dominance of British accounting academics over Europe-based accounting research posits considerable doubts on the extent to which it is correct to form the notion of European accounting research. Our results suggest that such a notion is strongly shaped by one constituency of the European setting, that is, by researchers affiliated to British higher education institutions. (ii) The European Accounting Review has played a significant role in the diffusion of Europe-based accounting research. The journal constitutes the sole venue providing international visibility to scholars of eleven continental European countries. Moreover, The European Accounting Review has published a significant proportion of contributions from scholars of the other fifteen European countries. (iii) There exists limited mobility of non-English written accounting research across European countries. Lastly, the paper posits some suggestions for further work in this area.     

The effect of leadership style on talent retention during Merger and Acquisition integration: evidence from China

Leadership and talent retention are critical HR-related components in post-merger and acquisition (M&A) integration, but the extent to which these factors interact with each other and eventually contribute to the success of post-M&A integration is under-explored. The present study investigates the effect of leadership styles on talent retention strategies and on the effectiveness of post-M&A integration in a Chinese context. Based on in-depth examination of an M&A case study, we propose that an authoritative, coaching, task-focused and relationship-focused approach has a positive influence on talent retention and effective post-M&A integration in a Chinese context. As far as talent retention strategies are concerned, authoritative leaders use communication, whereas leaders adopting a coaching style use an incentive structure to positively influence talent retention. Furthermore, task-focused leaders use position and performance in order to identify and retain talented employees. By contrast, relationship-focused leaders emphasize the guanxi network, communication and an incentive structure in their strategies of talent retention.     

Asset price,risk transfer and economic activities: Firm-level evidence from China

The paper investigates the extent of the impact from changes in asset price and risk on corporate investment behaviors as well as the real economy. The results support the unidirectional causality effects from asset price fluctuations on the macro-level. By applying quarterly data of Chinese listed companies, we further find the existence of balance sheet effect on the firm-level, which suggests that the changes in asset prices and risk affect the net asset value, and consequently influence corporate investment decisions. More importantly, the balance sheet effect appears to be much more significant after the implementation of new fair value accounting standards in 2007. The impact on the real economy from asset price risk is found to be more prominent as well.     

Employer responses to disability: Preliminary evidence and a research agenda

Representatives from 50 New Jersey private-sector businesses that had accommodated one or more workers with disabilities were interviewed about their experiences. This purposive sample included large and small businesses from a variety of industries located in every section of the state. Respondents were asked about the nature of the individual’s disability, how the accommodation was determined, what accommodations were considered and implemented, the costs of the accommodations, their success, and the performance level of the accommodated individual. Most respondents reported positive experiences in hiring, accommodating, and evaluating the performance of workers with disabilities. Fifty-four percent of the respondents who made accommodations reported that the accommodations cost nothing; another 16% spent less than $500 on the accommodation. Because so little research exists on the subject of accommodating workers with disabilities, a research agenda is proposed.