本文精选了管理学领域国际顶刊《Journal of Management》近期发表的论文，提供管理学研究领域最新的学术动态。

Hitting the “Grass Ceiling”: Golfing CEOs, Exclusionary Schema, and Career Outcomes for Female Executives

原刊和作者：

Journal of Management Volume 50, Issue 5

Lee E. Biggerstaff （Miami University）

Joanna T. Campbell （University of Cincinnati）

Bradley A. Goldie （Miami University）

Abstract

There are many complex reasons for the underrepresentation of women among executive ranks, both on the supply side (that is, women opting out of the executive track or career experiences that put them on it) and the demand side. To begin to tackle this multifaceted issue and better understand the demand-side drivers of lack of diversity in the upper echelons of organizations, we build on the institutional logics literature to develop the notion of CEO exclusionary schema and argue that it introduces an unconscious bias. To test this notion, we empirically investigate the role that a CEO's participation in a male-dominated, exclusionary sport plays as an obstacle to female advancement in the executive ranks. Specifically, we find that CEOs that play golf are significantly less likely to employ a female on their executive team, across a range of definitions. Further, we show that this relationship is even stronger for CEOs with elite educational backgrounds. In additional analyses, we find that the gender pay gap on the top management team is also much larger at firms where the CEO plays golf. Overall, our study suggests that CEO out-of-the-office experiences and background can support unconscious biases, and there is still significant work to be done to break down demand-side barriers to female advancement in the executive realm.

Link: https://doi.org/10.1177/01492063231161342

Not Always Helpful: Linking Intrateam Helping Types to Team Effectiveness From a Role Theory Perspective

原刊和作者：

Journal of Management Volume 50, Issue 5

Sang-Hoon Lee （University of Illinois Urbana-Champaign）

Yihao Liu （University of Illinois Urbana-Champaign）

Jaclyn Koopmann （Auburn University）

Abstract

Existing research on intrateam helping has predominantly taken a positive view on its impact on teams, overlooking the potential negative consequences that helping may elicit. To account for divergent implications of intrateam helping, we differentiate two types of helping that can manifest during teamwork: team autonomous helping and team dependent helping. Integrating this dual-type view of helping with a role theory perspective on teamwork, we propose a theoretical model that delineates the relationships among team goal orientations, two types of intrateam helping, team role-based functions (i.e., team role overload, team role coordination, and team role breadth self-efficacy), and team effectiveness. To test our model, we conducted two multi-wave survey studies, including 110 student project teams (Study 1) and 80 manufacturing teams in a pharmaceutical company (Study 2). Overall, the results showed that team autonomous helping benefited team role-based functions and ultimately team effectiveness, whereas team dependent helping hindered them. We also found that team learning goal orientation drove the occurrence of team autonomous helping in both studies, while team performance goal orientation drove team dependent helping in Study 1. By distinguishing between autonomous and dependent types of intrateam helping, and examining their unique motivational roots and divergent implications for teams, this research advances the extant literature by providing a more balanced account of the nature of helping in teams.

Link: https://doi.org/10.1177/01492063221149676

Shareholder Politics: The Influence of Investors’ Political Affiliations on Corporate Social Responsibility

原刊和作者：

Journal of Management Volume 50, Issue 5

Mark R. DesJardine （Dartmouth College）

Wei Shi （University of Miami）

James Westphal （University of Michigan）

Abstract

Many institutional investors are active political donors, but the impact that their political partisanship has on corporate practices and policies has mostly eluded academic examination. As political donations can reflect investors’ views and values, we theorize that the nature of investors’ political donations can shape managerial decision-making in important ways. We test this idea by examining changes in corporate social responsibility (CSR) activities, an area where managers have a high degree of discretion over how they account for investors’ views and values. Our theory introduces two focal constructs: political position, which captures the average political affiliation of actors within a group, and political dispersion, which captures the variance in political positions across group members. After hypothesizing a positive relationship between liberal-positioned investors and a firm's CSR activities, we argue that political dispersion among investors mitigates this positive effect. To account for between-group dispersion, we also suggest that liberal-positioned investors have a stronger positive effect on CSR in firms with more conservative managers. Our analysis of 19 years of shareholder political donations data for 2,062 U.S.-based firms supports our theory. This paper lays new groundwork for research on shareholder politics in management, and contributes to research on investor influence, political ideology, and CSR.

Link: https://doi.org/10.1177/01492063221151161

Now It Makes More Sense: How Narratives Can Help Atypical Actors Increase Market Appeal

原刊和作者：

Journal of Management Volume 50, Issue 5

Donato Cutolo （IE University）

Simone Ferriani （University of Bologna）

Abstract

Extensive research shows that atypical actors who defy established contextual standards and norms are subject to skepticism and face a higher risk of rejection. Indeed, atypical actors combine features, behaviors, or products in unconventional ways, thereby generating confusion and instilling doubts about their legitimacy. Nevertheless, atypicality is often viewed as a precursor to sociocultural innovation and a strategy to expand the capacity to deliver valued goods and services. Contextualizing the conditions under which atypicality is celebrated or punished has been a significant theoretical challenge for organizational scholars interested in reconciling this tension. Thus far, scholars have focused primarily on audience-related factors or actors’ characteristics (e.g., status and reputation). Here, we explore how atypical actors can leverage linguistic features of their narratives to counteract evaluative discounts by analyzing a unique collection of 78,758 narratives from crafters on Etsy, the largest digital marketplace for handmade items. Marrying processing fluency theory with linguistics literature and relying on a combination of topic modeling, automated textual analysis, and econometrics, we show that categorically atypical producers who make more use of abstraction, cohesive cues, and conventional topics in their narratives are more likely to overcome the evaluative discounts they would ordinarily experience.

Link: https://doi.org/10.1177/01492063231151637

Cleansing or Licensing? Corporate Social Responsibility Reconciles the Competing Effects of Unethical Pro-Organizational Behavior on Moral Self-Regulation

Journal of Management Volume 50, Issue 5

Zhenyu Liao （Northeastern University）

Hun Whee Lee （National University of Singapore）

Russell E. Johnson （Ohio State University）

Abstract

Although emerging actor-centric research has revealed that performing morally laden behaviors shapes how employees behave subsequently, less is known about what work behaviors may emerge following employees’ unethical pro-organizational behavior (UPB)—a unique behavior with competing moral connotations. We integrate the moral self-regulation literature with research on micro corporate social responsibility (CSR) to develop and test a theoretical framework articulating how perceived CSR initiatives reconcile the morally paradoxical nature of UPB and how people respond to such behavior. We propose that, given its dual moral nature, performing UPB simultaneously increases feelings of moral deficit (which triggers moral cleansing) and psychological entitlement (which triggers moral licensing). Importantly, perceived CSR initiatives moderate these countervailing psychological experiences by strengthening feelings of moral deficit while weakening psychological entitlement, which respectively result in increased service-oriented helping behavior and decreased deviant behavior. Results from a scenario-based lab study, an online experiment, and two field studies largely corroborate our propositions. This research provides a finer-grained understanding of the complex moral self-regulation processes that employees experience at work and highlights why and how organizations’ CSR initiatives affect employees’ moral mindsets and behaviors.

Link: https://doi.org/10.1177/01492063231154845