This paper aims to analyze how governance and management of strategic networks (SNs) composed of small firms differ according to network size and length of existence. We analyzed 20 Brazilian SNs, comparing oldest to youngest and largest to smallest. The results show that large SNs have a more robust management structure, automated process control system, and centralized strategic decision-making power. Only small and younger SNs are not centralized and lack incentive mechanisms for members. Moreover, older SNs have a centralized strategic formulation and implementation process, whereas younger SNs have a more inclusive and participatory one. The results confirm previous studies and offer a fine-grained comprehension of the governance of SNs according to the number of members. The findings contribute to the nascent network governance theory and offer insights to network managers who have to reconfigure the governance as the number of members grows.

In this paper, we develop and empirically test hypotheses about the diffusion of imported management practices in Turkey. We emphasize the sociopolitical legitimacy of these practices and present hypotheses as to timing, motivations, and self-promotion. We test these hypotheses with quantitative data on Total Quality Management (TQM) adoption by industrial companies in Turkey. Findings reveal that elite companies adopt TQM earlier on, self-report greater levels of sociopolitically driven legitimacy concerns, and are more likely to participate in a prestigious quality award contest. Overall, our study contributes to diffusion research guided by the new institutional approach by expanding existing models to the diffusion of imported practices across organizations in late-industrializing recipient countries. We particularly show that sociopolitical legitimacy of imported practices that is more characteristic of late-industrializing recipient contexts may generate a divergent pattern of diffusion whereby elite organizations emerge as early adopters and engage in brandishing adoption.

This study explores the mission statement–performance relationship of 247 Philippine-listed firms by employing the practical component and theoretical stakeholder approaches to studying mission statements. Using content and regression analyses, results indicate that: (1) the existence of a mission statement and the inclusion of customer in the statement are positively and significantly associated with performance; and (2) the inclusion of society and public image is negatively and significantly associated with performance. Aside from contributing to the growing body of theory-based, quantitative research on mission statements, this study offers another view within an emerging market context. Furthermore, it reinforces the value of having a mission statement and the importance of acknowledging salient and dominant stakeholders in the statement.

Scholars often examine the effect of generic job demands and resources on burnout, yet to increase ecological validity, it is important to examine the effects of occupation-specific characteristics. An extended version of the job demands-resources model with work−home interference as a mediator is examined among a cross-sectional sample of 178 general practitioners (GPs). Interviews with GPs were used to develop questions on occupation-specific work characteristics. Hypotheses were tested in MEDIATE. Both generic and occupation-specific job demands positively affected emotional exhaustion, while only occupation-specific job demands affected depersonalization. Only strain-based work−family interference mediated the relationship between generic and occupation-specific job demands, emotional exhaustion and depersonalization. This study offers an important extension of the job demands-resources model by including occupation-specific job characteristics. This broader perspective can aid in more targeted job design to reduce burnout among GPs.

The success and competitiveness of an organization recruiting the emerging workforce i.e., millennials can be ascribed in part to the organization's corporate social responsibility (CSR) engagement. This study explores the impact of organizational CSR on Nigerian millennials' joining intention through CSR motive perceptions: CSR-based organizational attractiveness (CSR-based OA) and perceived altruism (PA). To examine the empirical relationship among variables, data were obtained from respondents who were seeking employment or in-between jobs. Results revealed that CSR-based OA and PA significantly mediate the relationship between CSR and millennial joining intention. Findings present a unique perspective that significantly expands the literature. The implications of results are discussed and recommendations to managers are presented.

Emerging research in the idiosyncratic deals literature is to examine its negative effects. Thus far, much remains unknown about how and when idiosyncratic deals are associated with employee creative process engagement. Invoking fairness heuristic theory and trait activation theory, we propose and test a model that coworker's idiosyncratic deals have a negative association with witness's creative process engagement through psychological contract violation. Furthermore, we theorize and test the combination of the responsibility for change and perceived exploitative leadership as important boundary conditions, associate interact with coworker's idiosyncratic deals to strengthen the positive impact on psychological contract violation, thereby reducing witness's creative process engagement. We use two time-lagged studies to provide support for these mediation and moderation effects, and also discuss the theoretical and practical implications of these findings.

What has been called the war for talent in companies has become a key element in organizations that want to be competitive. Talent management has already been studied and verified in terms of its impact on performance and productivity, and this has led to more and more research generating a professional and scientific interest with other variables, such as ethical behavior. In the present study it is verified, through a model of structural equations, that the organizations that apply strategies of talent management have more ethical behaviors and intention to stay. Talent management and ethical behavior would reinforce work environments, by restoring confidence in the organization. Likewise, talent management implies greater loyalty of talent, that is an antecedent of the intention to stay in the organization.

In 2020, the Barunga Festival would have celebrated its 35th anniversary. In mid-June of 2021, as many as 4,000 individuals were expected to descend on an aboriginal community of 300 residents located 400 km south of Darwin. This case describes the challenge to the Festival's promoters as they seek to sustain peak socio-economic impact in their role as community development change agents in a diverse and dynamic environment. The reader is tasked with clarifying goals, deciding what is at stake, and setting a course of action to realize those objectives.

Drawing upon contemporary social hierarchy research, the purpose of this study is to integrate a novel theoretical perspective to examine the taken-for-granted conclusions of the relationship between leader-member exchange (LMX) and interpersonal citizenship. We develop theoretically driven arguments and provide evidence of how LMX relates to power and status, the two prominent bases of social hierarchy. The results from our study support our assertion that the quality of LMX relationships provides social information about one's relative standing within a group's informal hierarchy. Specifically, LMX is positively associated with higher levels of perceived power and perceived status. Both power and status serve as important mediators that explain the relationship between LMX and interpersonal citizenship. We also identify the importance of citizenship pressure as a boundary condition for these relationships, finding that citizenship pressure interacts with power and status differently to influence the extent that employees engage in citizenship behaviors.

The COVID-19 pandemic brought about changes in the working world. One of the main strategies to cope with the economic situation during lockdowns was to furlough employees. In the current study, we propose that psychological contract breach and violation between the organization and the furloughed employee act as underlying mechanisms that explain the relationship between the employees' furlough status and the increase in their emotional exhaustion and decrease in affective commitment. Furthermore, we suggest that perceived organizational support can act as a buffer that attenuates the association between furloughed employment status and perceived contract breach. The study was conducted at two points in time: during the first lockdown and 4 months afterward (N = 336). Results supported the predicted indirect sequential associations. However, perceived organizational support served to buffer the relationship between furloughed employment status and perceived psychological contract breach only in the case of employees who continued to work.

The present study benefits from social identity theory to argue that employees' organizational identity interacts with their trust propensity to predict affective organizational commitment and creativity. It used random coefficient regression procedures or multilevel modeling through the generalized linear mixed models command to test its hypothesis because the data that were collected in two of the studies were the nested or dependent data. Employing longitudinal data gathered from 153 participants and their 71 direct managers at a public organization in Study 1, the present study revealed that organizational identity had stronger positive influences on organizational commitment and creativity when participants' trust propensity was high. Employing longitudinal data collected from 210 employees of 32 business organizations and from 49 direct supervisors of the employees in Study 2, the present study reassured that trust propensity moderates the relationship between organizational identity and creativity. The present study contributes to the theory that employees' personal identity accentuates the positive relationship between their social identity and workplace outcomes such that the relationship becomes stronger as employees' personal identity increases.

The prevalence of workplace deviance has become an urgent issue for managers. Although increasing research has investigated the detriments of workplace deviance on other employees and organizations, limited research has studied the harm of workplace deviance on perpetrators themselves. This research drew from appraisal theories of emotion and sought to understand perpetrators' affective and behavioral consequences of engaging in deviance. Using a diary method, a survey consisting of 92 employees with 918 observations was conducted. The results reveal that employees' deviance is positively related to their feeling of fear and that fear overrides feelings of guilt, ultimately decreasing work engagement and organizational citizenship behavior (OCB). Importantly, perceived benevolent leadership weakens the effects of deviance on perpetrators themselves by relieving fear associated with past deviance and mitigating the negative influences of fear on OCB.

Globally, organizations are increasingly embracing corporate social responsibility (CSR) to strengthen competitive advantage. Although CSR is recognized to be context-sensitive, the literature is still lacking studies that examine CSR in different contexts, particularly non-western ones. Our study adds to a deeper understanding of CSR in Vietnam by identifying the predictors of CSR attitudes of business students. Vietnam has rich cultural, social, and economic characteristics that offer new theoretical perspectives and insights on the contextual nature of CSR. Our findings showed that CSR attitudes related positively to idealism and student seniority, and negatively to materialism and male students. A positive CSR–relativism relationship was uncovered. Spirituality related positively to the importance of CSR to business sustainability and negatively to CSR's importance to short-term competitiveness. The findings have theoretical and practical implications on the understanding and practice of CSR that would benefit CSR researchers, business organizations, and education institutions.

Drawing upon the thriving at work and agism literature, we added unexplored thriving antecedents (i.e., negative age-based metastereotypes and associated reactions) to the thriving nomological network. Additionally, we investigated the thriving-turnover intentions link throughout the lifespan. Parallel multiple mediator models were used to analyze the role played by threat and challenge in the relationship between negative age-based metastereotypes and overall thriving. Survey results (n = 326 employees) showed that threat and challenge mediated this relationship, yet differential relationships between antecedents and thriving appeared when analyzing thriving dimensions (i.e., learning and vitality) separately. Relatedly, turnover intentions were negatively predicted by overall thriving, but learning and vitality effects on turnover intentions were distinct across age groups. Findings recommend a clearer distinction between thriving dimensions role in the thriving experience throughout the lifespan. Overall, this study contends that the combination of thriving and agism literature contributes to further understand employee growth.

The increasing globalisation, the multiculturality of workplaces and the current challenges for organisations generated the need for researchers to support them to manage the workforce. Although the relevance of employee voice for these themes, a lack of shared understanding about this topic results in fragmented literature across and within research fields that limits theoretical advancement and deep comprehension of the phenomenon. Our first aim is to offer a literature review of employee voice by combining systematic and bibliometric methods; the second aim is to understand voice's main issues and implications by considering different research streams. The results present an integrated framework of the leading intellectual knowledge and reveal the main research focuses on voice in domestic contexts. The discussion underlines the cultural issue and context as critical elements for future research by proposing avenues for scholars and some implications for organisations to benefit from the contributions of their members.

This study examined the impact of green human resource management (GHRM) and green supply chain management (GSCM) on the economic, social, and environmental performance of 272 (ISO-certified) textile firms in Pakistan. It investigated how a firm's size and the number of years since adopting GSCM practices influence performance. Survey data were collected from these firms through a cluster sampling approach and then analyzed through structural equation modeling. Results highlighted that GHRM positively influences a firm's environmental and social performance. Results further indicated that inbound and outbound GSCM activities mediate between GHRM and a firm's environmental and social performance. The moderation results revealed that a firm's size is crucial for improving performance. From an emerging economy perspective, this study draws the attention of policymakers and managers, concluding that implementing GHRM improves the green orientation of all the departments within a firm and helps organizations achieve sustainability goals.

Follower role orientations affect how followers approach the leadership process; however, there has been little insight into how individuals use these role beliefs to influence leader outcomes, particularly through their psychological and social leader-follower relationships. This research examines how co-production, passive, and anti-authoritarian follower role orientations affect a follower's influence on their leader and leader effectiveness indirectly through psychological closeness and relationship quality. The results from two studies suggest co-production role orientation had positive effects on influence on the leader through psychological closeness and on perceived leader effectiveness through closeness and leader-member exchange. Passive role orientation was negatively related to followers' influence on the leader through reduced psychological closeness in study 1, while anti-authoritarian role beliefs were negatively related to closeness in study 2. These findings suggest that when followers believe co-production is critical to the leadership process, closeness with the leader, relationship quality, and perceived leader effectiveness improve.

Ensuring a sustainable future by meeting the Sustainable Development Goals (SDGs) cannot be achieved without women's empowerment and gender equality. This study aims to determine whether there are differences between European banks in terms of their commitment to SDGs and the intensity of this commitment depending on their board gender diversity. A sample of the 50 largest European banks from 2016 to 2020 was used to perform hypothesis testing for differences in means. The results provide robust support for the assertion that banks with greater female representation on the board of directors have a greater commitment to the 2030 Agenda. The originality of this research lies in the use of indicators of commitment to SDGs corresponding to each of the five SDG pillars. This study thus provides the first evidence of the importance of distinguishing between these pillars when examining the relationship between commitment to SDGs and board gender diversity. This evidence advances the scant literature on this relationship.