International Journal of Management Reviews

Happiness in the form of pleasant moods and emotions, well‐being, and positive attitudes has been attracting increasing attention throughout psychology research. The interest in happiness has also extended to workplace experiences. This paper reviews what is known about the definition, causes and consequences of happiness at work, drawing also on insights from the expanding positive psychology literature on happiness in general. Many discrete organizational behavior constructs arguably belong to a larger family of happiness‐related constructs, and share some common causes and consequences. Happiness at work includes, but is far more than, job satisfaction. A comprehensive measure of individual‐level happiness might include work engagement, job satisfaction, and affective organizational commitment. Aspects of happiness have been (and should be) conceptualized and measured at multiple levels, including transient experiences, stable person‐level attitudes, and collective attitudes, and with respect to multiple foci, such as discrete events, the job, and the organization. At all levels, there is evidence that happiness has important consequences for both individuals and organizations. Past research has tended to underestimate the importance of happiness at work.

Cynthia D. Fisher

Happiness at Work

工作中的幸福

The aim of this paper is to review conceptual and empirical literature on the concept of distributed leadership (DL) in order to identify its origins, key arguments and areas for further work. Consideration is given to the similarities and differences between DL and related concepts, including ‘shared’, ‘collective’, ‘collaborative’, ‘emergent’, ‘co‐’ and ‘democratic’ leadership. Findings indicate that, while there are some common theoretical bases, the relative usage of these concepts varies over time, between countries and between sectors. In particular, DL is a notion that has seen a rapid growth in interest since the year 2000, but research remains largely restricted to the field of school education and of proportionally more interest to UK than US‐based academics. Several scholars are increasingly going to great lengths to indicate that, in order to be ‘distributed’, leadership need not necessarily be widely ‘shared’ or ‘democratic’ and, in order to be effective, there is a need to balance different ‘hybrid configurations’ of practice. The paper highlights a number of areas for further attention, including three factors relating to the context of much work on DL (power and influence; organizational boundaries and context; and ethics and diversity), and three methodological and developmental challenges (ontology; research methods; and leadership development, reward and recognition). It is concluded that descriptive and normative perspectives which dominate the literature should be supplemented by more critical accounts which recognize the rhetorical and discursive significance of DL in (re)constructing leader–follower identities, mobilizing collective engagement and challenging or reinforcing traditional forms of organization.

Richard Bolden

Int J Management Reviews

Distributed Leadership in Organizations: A Review of Theory and Research

组织中的分布式领导：理论与研究综述

Abstract How firms respectively create and appropriate value by means of alliances are questions that management scholars have considered for several decades. Scholars have identified various factors underlying how alliances create value and how partner firms appropriate such value, respectively. Fewer studies have dealt with how both issues relate, and fewer yet have examined the interplay between value creation and value appropriation as an alliance develops. The purpose of this paper is to organize the extant literature through a theoretically coherent developmental framework that informs research on value creation and value appropriation as distinct but inter‐related phenomena. A systematic review of 234 articles reveals factors associated with value creation, factors driving value appropriation, and, especially, interplay factors that explain potential cycles of value creation and value appropriation within an alliance. We also identify some important themes and theoretical directions for future research. This study thus contributes to alliance research by (1) developing a structured framework that explains not only the respective drivers of value creation and value appropriation, but also how they interplay in alliances; (2) explicating theoretically the specific factors that explain the interplay of value creation and value appropriation in cycles of alliance adaptation; and (3) developing recommendations for the further development of theory, especially for these interplay effects.

Giulio Ferrigno

Xavier Martin

Giovanni Battista Dagnino

Explaining the interplay of value creation and value appropriation in strategic alliances: A developmental perspective

战略联盟中价值创造与价值获取的相互作用：发展视角的解释

The lack of senior female role models continues to be cited as a key barrier to women's career success. Yet there is little academic research into the gendered aspects of role modelling in organizations, or the utility of role models at a senior level. The paper starts with a review of papers examining the construction of role models in organizational settings. This leads to the inclusion of two related areas – organizational demographics as the contextual factor affecting the availability of role models and how they are perceived, and work identity formation as a possible key explanatory factor behind the link between the lack of senior female role models and the lack of career progression to top organizational levels. The literature looking at social theories of identity formation is then considered from a gender perspective. The key gaps identified are that while the behavioural value of role models has been well documented, a better understanding is needed of how gender and organizational demography influence the role modelling process. Importantly, the symbolic value and possibly other values of female role models in the identity construction of senior women require further in‐depth investigation. Finally, this review calls for a more integrated approach to the study of role models and work identity formation, pulling together literatures on organizational demography, the cognitive construal of role models and their importance for successful work identity formation in senior women.

Ruth H.V. Sealy

Val Singh

The Importance of Role Models and Demographic Context for Senior Women's Work Identity Development

高级女性工作身份发展中榜样和人口统计背景的重要性

This paper presents a review of empirical research on the impact of acquisitions on firm performance. The evidence suggests that, in the short run, acquisitions have at best an insignificant impact on shareholder wealth. Long‐run performance analysis reveals overwhelmingly negative returns, while the evidence using accounting performance measures is mixed. The review also examines the impact of bid characteristics on performance. The acquisition of hostile targets, transactions that are paid for with cash and acquisitions of larger targets are associated with superior (or at least less negative) performance, while there is mixed evidence on the benefits of related acquisitions. A number of recent studies find that acquirers with superior pre‐bid performance tend to experience significant underperformance in the post‐bid period.

Christian Tuch

Noel O'Sullivan

The impact of acquisitions on firm performance: A review of the evidence

并购对公司绩效的影响：证据综述

Abstract Existing literature on meta‐organization is divided into two distinct streams in organizational and management studies, with different definitions and boundaries, potentially leading to inconsistencies and theoretical misalignment. Can we disambiguate the conceptualizations of meta‐organizations, and what insights can be gleaned from this clarification? Using a systematic review of the meta‐organization literature, we propose a novel classification, distinguishing between meta‐organizations as ‘meta‐level actors’, rooted in the organizational perspective, and meta‐organizations as ‘orchestrated systems’, grounded in the management perspective. While synthesizing current knowledge about meta‐organizations, we highlight the commonalities, divergences and specificities of both perspectives. We contribute to the literature on meta‐organizations by bringing greater clarity to the field, by disambiguating the uses of meta‐organization, by outlining a state of the art for both new categories and by providing a detailed research agenda. We also provide fundamental insights about two distinct ways of meta‐organizing, that is creating order among and beyond single organizations through collectively decided social orders and orchestrated social orders.

Philippe Coulombel

Héloïse Berkowitz

One name for two concepts: A systematic literature review about meta‐organizations

两个概念一个名称：关于元组织的系统文献综述

Abstract Geographical location sets the broad scene for people's access to knowledge and resources that are critical for career progression. Acknowledging the importance of location and following calls for a contextualized approach to career studies, an increasing body of literature on career success has incorporated geographical considerations over the past decades. However, this literature remains fragmented across disciplines, and a comprehensive understanding of how location influences individual success is lacking. This gap limits researchers’ ability to explain, predict and interpret the role of geographical location in career success. This gap also impedes a clear understanding of multi‐level influences that shape career outcomes, as location is a critical aspect of the macro context. We conducted a systematic review of 99 empirical studies published from 1970 to 2024, using a multi‐disciplinary, multi‐method and multi‐faceted approach. We developed an integrative model that illuminates how factors embedded in geographical context affect multiple aspects of career success through imprinting, (de)mobilizing and contingency mechanisms. Our review advances knowledge of career success from proximal to distal contexts and offers a shifting perspective of city and national career actors. In addition, it extends several streams of theory and scholarship by revealing the cross‐level effects on individual outcomes. We propose a future research agenda and provide suggestions for general career actors, companies and policymakers.

Huainan Wang

Mina Beigi

Yehuda Baruch

Career success and geographical location: A systematic review and future research agenda

职业成功与地理位置：系统综述与未来研究议程

Abstract Managerial heuristics – simple methods for solving problems – are critical for key functions, such as deciding, strategizing, and organizing. Yet, research on managerial heuristics has been siloed into divergent streams, creating polarization among empirical findings and sparking numerous calls for integration. The goal of this review is to integrate different understandings of the construct, different processes examined by extant research, and divergent perspectives on heuristics’ performance into a coherent conceptual framework. We systematically reviewed 54 articles focusing on two complementary processes: the creation and the use of managerial heuristics. We discovered that research which describes the performance of heuristics as suboptimal focuses on the study of innate heuristics which are used reflexively; meanwhile, research which frames heuristics positively focuses on the study of learned heuristics which are used deliberately. We, thus, propose that the two perspectives on managerial heuristics are not contradictory but complementary. Based on this novel differentiation, we, first, aggregate the inputs and outcomes of creating and of using managerial heuristics into an integrative framework built around the manager's cognitive effort; second, we propose managerial heuristics as storage devices for managerial experience, time, cognitive effort and information about the environment; and third, we discuss implications for future research.

Radu Atanasiu

Christopher Wickert

Svetlana N. Khapova

Towards a heuristic view of managerial heuristics: Integrating divergent perspectives

迈向管理直觉的启发式观点：整合分歧视角

Abstract The level of scholarly and practitioner interest in negative leadership behaviour has been increasing, but research in this field remains fragmented, and we lack a common understanding of what constitutes negative leadership behaviour and its antecedents, consequences and contexts. To address these research gaps, we systematically review 352 papers and identify 25 different negative leadership behaviours with large overlaps in their conceptualization and operationalization. Our analysis of conceptualizations reveals common attributes that constitute the behavioural intensity and the behavioural valence of negative leadership behaviour. Behavioural intensity attributes constitute negative leadership behaviour as active, reoccurring and intentional behaviour that targets subordinates’ psychological states. Behavioural valence attributes constitute negative leadership behaviour as being unethical, lack of empathy, leader self‐worthiness and self‐orientation, verbal hostility, use of power asymmetry and harming and belittling of others. The vast majority of operationalizations for negative leadership behaviour reflect the perceptions of subordinates or colleagues, whereas only a few operationalizations reflect supervisors’ self‐assessments. Our findings further reveal that the antecedents of negative leadership behaviour focus mainly on supervisors, whereas the consequences of negative leadership behaviour focus mainly on subordinates. We develop a unified conceptualization of negative leadership behaviour and discuss our findings in the light of an impactful future research agenda that revolves around the unified conceptualization and empirical representation of negative leadership behaviour on the basis of behavioural attributes, the role of subordinates and dyad‐related factors leading to negative leadership behaviour and the integration of the negative and positive psychological and economic consequences of negative leadership behaviour.

Robert Modliba

Theresa Treffers

The good, the bad and the evil: A unified conceptualization of negative leadership behaviour

好、坏与邪恶：负面领导行为的统一概念化

Abstract Should we still use the concept of political corporate social responsibility (PCSR) in management research? In response to recent and significant challenges in the management literature regarding the relevance of PCSR as a concept, we conduct a review of the literature in the field. We combine a bibliometric analysis and a qualitative content analysis to assess the use of the concept of PCSR between 2005 and 2022. We contribute to the PCSR literature in four ways: First, we map the field of PCSR in order to develop an objective understanding of the concept. Second, we demonstrate that PCSR exhibits the features of a concept, and that current research has begun to address some of the significant challenges that question its relevance. Third, we identify the four pillars at the base of the concept and uncover a fifth pillar: the dynamic perspective of PCSR. Last, we propose research directions to strengthen the PCSR concept and enrich its contributions to theory and practice.

Marie Di Nardo

Franck Brulhart

Marion Vieu

Assessing the relevance of the concept of political corporate social responsibility in management research

评估政治企业社会责任概念在管理研究中的相关性

短名	Int J Management Reviews
Journal Impact	7.61
国际分区	MANAGEMENT(Q1)
期刊索引	SCI Q1中科院 1 区

ISSN	1460-8545, 1468-2370
h-index	136
国内分区	管理学(1区)管理学商业管理(2区)管理学管理学(2区)

涉及主题	经济政治学业务社会学心理学计算机科学哲学法学认识论管理生物
出版信息	出版商: Wiley-Blackwell Publishing Ltd，出版周期: ，期刊类型: journal，开源期刊: 否
基本数据	创刊年份: 2004，原创研究文献占比: 70.59%，自引率:6.70%， Gold OA占比: 52.58%

International Journal of Management Reviews

期刊引文格式

有 1 位以上作者的期刊

有 2 位作者的期刊

有 3 位作者的期刊

有 5 位以上作者的期刊

书籍引用格式

学位论文引用格式

网页引用格式

专利引用格式

手工熬夜修改参考文献？研飞自动匹配期刊，一键轻松成稿，支持 Word/WPS

投稿经验分享