What if the supervisor has a different gender? The roles of value fit,identification, and beliefs in gender equality

In the past decades, the number of female employees and managers has strongly increased in most developed countries. This demographic development emphasizes the importance to investigate gender dissimilarity between employees and their supervisor and how it can be managed to elicit beneficial gender dissimilarity effects on employees’ attitudes and interpersonal interactions. Past gender dissimilarity research often assumes women and men to have different values. Due to these value differences, women and men should be less satisfied with a supervisor who has a different gender. However, past research reported inconsistent gender dissimilarity effects on employees’ satisfaction and other work-related satisfaction variables. To clarify gender dissimilarity effects on employees’ satisfaction with their supervisor, we analyze the moderating role of an employee’s beliefs in gender equality. We further draw on social identity theory and investigate value fit with the supervisor and identification with the supervisor as underlying mechanisms of gender dissimilarity effects. To test our research model, we conducted a three-wave survey study with 463 employees. Value fit and identification with the supervisor mediated the relationship between gender dissimilarity and employees’ satisfaction with supervisor. This indirect relationship was only significant for employees with low beliefs in gender equality. This means high beliefs in gender equality can offset dysfunctional gender dissimilarity effects.     

Role of opportunity creation between reconfiguration and innovation: Insights from emerging market international new ventures

There exists a need to further examine capabilities that enable emerging market international new ventures (INVs) to create innovation offerings that drive performance. Although conceptual studies highlight the importance of reconfiguration capability towards innovation and performance, such relationships in the emerging market INV context require further empirical analysis. Moreover, there is a conflict in the literature as to whether reconfiguration capability supports innovation and performance directly or indirectly. As the pursuit of opportunities beyond domestic borders is central to INV research, opportunity creation is a key inquiry to advance our understanding of how reconfiguration capability facilitates innovation and performance in the emerging market INV context. Drawing on dynamic capabilities theory and creation theory, we empirically examine the interplay between reconfiguration capability, opportunity creation, innovation, and international performance. In addition, we study opportunity creation as a mediator between reconfiguration capability towards innovation and performance, respectively. The findings reveal reconfiguration capability does not directly support innovation but does shape innovation through opportunity creation. Reconfiguration capability directly supports performance objectives of emerging market INVs, and indirectly through opportunity creation.     

效果推理对制造企业服务创新的影响机制:一个被调节的双重中介模型

“双循环”新发展格局下，随着数字经济发展，市场环境的复杂性和不确定性不断提升，服务创新成为我国制造企业价值链转型升级的重要手段。基于效果推理理论，以机会塑造和资源拼凑为双重中介变量，以环境不确定性为调节变量，探究效果推理对制造企业服务创新的影响机制。结果表明：效果推理正向影响服务创新；机会塑造、资源拼凑在效果推理与服务创新的正相关关系间发挥双重中介作用；环境不确定性在效果推理与机会塑造、资源拼凑的关系间起正向调节作用。结论有利于拓展效果推理在服务创新研究领域的应用情境，为制造企业服务创新实践提供重要启示。     

高科技企业离职员工创业机会创新性的影响机制研究——基于模糊集定性比较分析

高科技企业离职员工创业成为数字经济时代的普遍现象，现有研究大多关注离职员工为何离职创业，而忽略了对离职创业结果的探究。聚焦于离职员工创业机会创新性，以华为26个离职创业样本为研究对象，应用组态思维整合文化情境和个体特征两个层面因素，探究创业机会创新性背后多重条件间的复杂互动本质。研究发现：文化情境与个体特征因素联动匹配影响创业机会创新性的实现；影响高-低创业机会创新性的路径呈现差异性，高创业机会创新性的影响模式为创业自信驱动型、知识能力主导型与个体-组织协同型，低创业机会创新性的影响模式为过度自信触发型与创业特质缺乏型。     

创业者调节焦点、组织间信任与新企业资源识取——有调节的中介效应

对面临着资源约束的新企业而言，如何从供应链上下游识别并获取所需资源在一定程度上决定了新企业的生存与发展。大多数研究强调了创业者调节焦点在影响新企业战略决策与行为的重要作用，然而现有文献在深入揭示创业者调节焦点对新企业资源识取的作用机理方面仍较为薄弱。针对这一问题，该研究以213家一汽—大众供应链上的新企业为研究对象，整合注意力基础观、调节焦点理论，考察了创业者调节焦点与新企业资源识取之间的逻辑关系，并探讨了善意信任和能力信任的中介作用以及权力不对称的调节作用。结果表明：（1）创业者促进焦点与预防焦点均会对能力信任产生正向影响，两者之间的差异并不显著；与能力信任相比，促进焦点对善意信任正向作用更强；预防焦点不对善意信任有显著的影响。（2）善意信任、能力信任对促进焦点与新企业资源识取的关系起到中介作用，能力信任对创业者预防焦点与新企业资源识取的关系起到中介作用。（3）权力不对称负向调节了创业者预防焦点与资源识取之间的间接关系。