Suchergebnisse

The study of voice climate in organizations is a recent introduction to the voice literature and much is still unknown about the outcomes associated with voice climate or the processes by which voice climate influences those outcomes. Drawing from social information processing theory, this study casts psychological empowerment as a cognitive mechanism through which shared voice climate perceptions in work groups are translated into individual work outcomes—voice behavior and customer service performance. Based on a sample of 314 full-time employees in 53 work groups, the results of our study suggest that psychological empowerment fully mediates the relationship between voice climate and customer service performance, and it only partially mediates the relationship between voice climate and voice behavior. Theoretical and practical implications of these findings as well as future research directions are discussed.

What drives organizational nonconformity to global corporate governance norms? Despite the prevalence of such norms and attendant conformity pressures, many firms do not adhere to them. We build on a political view of corporate governance to explore how different national institutional contexts and organizational conditions combine to produce over- and underconformity to global board independence norms. Using configurational analyses and data from banks in OECD countries, we identify multiple equifinal combinations of conditions associated with over- and underconformity. We also find that over- and underconformity have different drivers. We conjecture that while overconformity is associated with a shareholder–management coalition in liberal market economies, underconformity results from multiple complex combinations of national and organizational conditions that often include dominant blockholders, strong labor rights, and small organizational size. We leverage these findings to abduct theoretical insights on nonconformity to global corporate governance norms. Doing so sheds light on the role of power in conditioning the adoption of global practices and contributes to research on international corporate governance by informing discourse surrounding the globalization of markets.

Born globals, recently established firms that obtain a substantial share of their revenue from foreign markets, can help strengthen countries' economic vitality and increase innovation levels. The extent of born global formation varies considerably across countries, yet it is unclear why this is the case. Drawing on the neoconfigurational institutional perspective, we develop a typology of institutional contexts associated with high born global formation rates. We posit that high rates of born global formation occur where institutional features favorable to border-spanning activities complement institutional features conducive to entrepreneurial activity, thus forming an institutional configuration that enables, equips, and motivates more societal members to launch born globals. Accordingly, we hypothesize a primary institutional configuration where international transaction facilitators, entrepreneurial educational capital, and entrepreneurial norms combine to propel born global formation. Further, we draw on the internationalization literature to propose two alternative types of institutional configurations conducive to born global formation. These two types provide functional substitutes for the primary type and are distinctly propelled by (1) escapism from low-quality public governance institutions or (2) immigrant entrepreneurship. Fuzzy-set qualitative comparative analysis on data from 66 countries supports our typology and illustrates why born global activity may thrive even in contexts with institutional weaknesses. Our study develops a neoconfigurational model to advance a holistic understanding of the born global phenomenon's theoretical drivers, contributing to research on comparative capitalism and international entrepreneurship.

We draw on the economic institutions literature and on transactional stress theory to explain differences in employee reactions to mergers and acquisitions (M&As) across 29 nations. Using a sample of 10,803 middle managers and executives, we find that country-level economic development moderates the effects of an M&A on employee attitudes and outcomes. Unlike in more advanced economies where M&As are associated with a reduction in perceived growth opportunities among employees, in less advanced economies, M&As are associated with increased perceptions of growth opportunities. These perceived growth opportunities post-M&A are associated with positive employee outcomes such as work–life balance, job satisfaction, organizational satisfaction, and reduced turnover intentions. Our results highlight the role that growth opportunities and the economic context play in harnessing human capital after an M&A.

Prior evidence suggests that board independence may enhance financial performance, but this relationship has been tested almost exclusively for Anglo-American countries. To explore the boundary conditions of this prominent governance mechanism, we examine the impact of the formal and information institutions of 18 national business systems on the board independence-financial performance relationship. Our results show that while the direct effect of independence is weak, national-level institutions significantly moderate the independence-performance relationship. Our findings suggest that the efficacy of board structures is likely to be contingent on the specific national context, but the type of legal system is insignificant.