Drawing on social cognitive theory (SCT), this study examines the effects of employee resilience, through well-being, on job productivity, and relational satisfaction among extraverted versus introverted workers in Croatia, Thailand, and the United States during the early period of the coronavirus disease 2019 pandemic. Participants included 832 working adults from various industries. Moderated mediation analyses revealed employee resilience positively predicted psychological well-being which, in turn, positively predicted both productivity and relational satisfaction. Regardless of culture, extraverted workers reported less productivity but greater satisfaction with coworkers compared to introverted workers. Also, resilience dampened the negative effects of introversion on relational satisfaction. The findings support the multilevel perspective of resilience and SCT assertion that behavioral outcomes are determined by an interaction between personal and environmental factors and highlight the need to promote employee resilience and well-being during times of crisis. Recommendations on how managers can support employees during this unprecedented global health crisis are provided.

This article examines how identities are constructed and performed by a sample of Muslim women in the Canadian workplace. This research will provide new insights on how Muslim women disclose or ‘perform’ their identities in different contexts. This study will build upon previous research on identity construction of ethnic minorities in the workplace and intersectionality and the workplace experiences of Muslim women by conducting interviews with 23 professional Muslim women in Canada. The findings have important implications for understanding Muslim women’s identity work in broader contexts of discrimination, as well as accommodation and inclusion in organizations.

Management research has been challenged by the altering realities of organization life, job roles, and individual motivations that have long guided traditional theoretical thinking. The classical frameworks regarding managerial performance requirements have been largely based upon organizationally driven underpinnings. We propose a cognitive shift suggesting that individually driven roles and desires are impacting the relevancy of conventional job requirements. Our study analyzes the utilization of managerial skills, mindsets, and roles as perceived by 259 executives representing nine industries and ~200 organizations. The results reveal that the interpretation and application of managerial roles are primarily influenced by the individual’s intentions rather than adherence to the current organizationally based theoretical taxonomy as taught by many business schools. These findings illuminate the gap between the vast amount of effort researchers and educators have expended on taxonomic precision and its questionable relationship to organizational and individual learning and effectiveness. The theoretical and practical implications of these findings are discussed along with recommendations to extend the current research.

Understanding the value the right chief executive officer selection and tenure choices can bring to an organisation is under researched in legal jurisdictions such as Australia where there is strong separation of the role of the chief executive officer and chairperson. The chief executive officer is the key organisation strategist and plays an important role in formulating and implementing strategy as well as keeping the board of directors informed of the work of the executive team. This paper reviews and synthesises the corporate governance literature to develop the argument that a chief executive officer’s professional development background and work context will impact his or her ability to favourably influence organisation performance. A series of research propositions of interest to a range of stakeholders inside and outside the organisation are developed drawing on a number of corporate governance theories (e.g., agency theory, stewardship theory). This conceptual paper develops a substantial future empirical research agenda.

This study examines the motivating effects of goal congruence on outcomes in teams. Building on psychological contract theory and theories of person–environment fit, we proposed at the team level of analysis a mediating role of psychological contract fulfilment (PCF) and moderating effects of task interdependence and team identification. The results indicate partial mediation of shared PCF in the goal congruence – team performance relationships and a significant moderation effect of team identification with team alignment in learning goal orientations.

This epilogue reviews the highlights of the five articles in this special issue on emotions and coping with conflict. It develops 12 research areas that offer potential for future research breakthroughs. These areas link the five articles to core concepts in emotional intelligence/competencies and Affective Events Theory. Particular attention is given to empathy, the ability to recognize emotions in others, and the ability to express one's own emotions. These three variables are related to moods and job performance, leadership, emotional labor, trust, work-family conflict, and stress. These five articles, together with the 12 promising research areas, suggest practical ways to help employees and organizations cope with conflict in the workplace.

Management education has the responsibility to provide industry with graduates equipped with relevant management competencies (Christou 2002). This paper agrees with this view and reports on the first and second stages of a longitudinal study that explores tourism and hospitality students' perceptions of their competency development in the first and final year of the Bachelor of Business in Tourism program. A self-assessment instrument that measures perceived competence in management competencies and roles within the Competing Values Framework (CVF) (Quinn, Thompson, Faerman & McGrath 1996) was used. Results from this investigation indicate that since the outset of their tertiary studies, students perceive they have begun to develop a majority of the competencies and roles tested. Students' perception of improving skills and competencies in these roles indicates they are taking steps towards mastery of management (Quinn et al. 1996), and thereby acquiring competence in areas important to their careers in industry. The outcomes of this research contribute to development of appropriate educational experiences, which in turn assist competency development that enhances student career opportunities and experiences.

This qualitative study was undertaken with a diverse sample of Australian health managers to examine their perceptions regarding the health system and to understand how they learned to become health managers. The findings showed that they viewed the health system as one of constant change, mostly non-adaptive, and a system of parts controlled by bureaucrats and political interests. While the respondents enjoyed their managerial role, they see it as contested between the professions. This study concluded that greater emphasis on the education and training of health managers and their continuing professional development is required if they are to manage increasingly complex, dynamic and changing health systems. In Australia, the health debate continues with the recently announced national health reform agenda. The perceptions of health managers in health reform and change management are important given that they are said to be central to the implementation of health reform and the management of change.

Management as a body of knowledge is dynamic such that management educators face continual challenges to achieve realism and relevance in the classroom. The emerging knowledge economy, in parallel with accelerating changes in technology, globalization and societal values, make these challenges more acute than ever before. The purpose of this article is to provide personal insights using a framework for analyzing and teaching management that draws on Rudyard Kipling's ‘six honest serving men’—what, why, when, how, where and who. These ‘honest serving men’ trigger discrete perspectives with which we can analyze, revise and recalibrate the teaching of management to ensure that it remains relevant to modern business. Teaching propositions are advanced as to management's definition.

Recently, researchers have argued that strategic planning (SP) can be considered a dynamic capability (DC) in organizations – known as dynamic SP. However, the literature that discusses both SP and DCs supports different comprehensions of how both interact, resulting in different sets of research with contradictory findings. This theoretical effort presents a brief review and argues that SP is one of the microfoundations of DCs because it supports the seizing and continuous alignment of assets and resources. Under this perspective, SP has a role in the development and implementation of all organizational DCs and is not restricted to a DC specifically. It is argued that the interactions between DCs, SP and performance over time can lead to the learning needed for better DCs, SP and performance in a virtuous and mutually reinforcing cycle.

Commitment has received great attention in the inter-organisational relationship literature but there is widespread debate and contention on what constitutes its key determinants, specifically in an import supplier context. Furthermore, inconsistencies in empirical findings of the buyer–seller relationship studies limit the theoretical development and use of internationalization theories in management practice. Yet this area warrants attention as it may assist in enabling the integration of the spectrum of importer commitment in the importer–exporter relationship. Essentially, this paper integrates and synthesises over eighty conceptual and empirical studies on commitment in the buyer–seller relationship from different contexts including grounding on internationalisation process theory, resource based theory of the firm and transaction costs economics. Conceptual arguments are assessed and empirical findings are evaluated across studies with the aim of developing a framework. With the support of three basic theories and extant literature, ten antecedents of importer commitment are identified. The causal direct and some indirect relationships are specified. Seventeen propositions are offered to guide future research efforts in this important field.

We introduce and explore the notion of hegemonic dividend in the context of a country which does not have hierarchy attenuating means such as legal measures to protect workforce diversity. This paper explains the consequences of two hierarchy enhancing ideologies on workforce diversity in Turkey; meritocracy, an ideology that privileges merit, and ‘biat’, an ideology of subservience to the structures of power. We illustrate how these two ideologies operate as a duality, as meritocracy vanes with dire circumstances for workforce diversity in nation-branding efforts of Turkey. Drawing on Bourdieu and Gramsci, we illustrate hegemonic dividend in the increasingly hegemonic system in which journalism, as a state apparatus, is embedded in Turkey, where privileged few are sustaining and advancing their positions of power by appealing to and submitting themselves to the revisioned nation brand. We focus on the news industry as it commands a special position of power in terms of creating, modifying and controlling the discourses of a nation brand. We argue that failing to protect and promote workforce diversity with hierarchy attenuating measures exposes nation branding practices to discriminatory and hierarchy enhancing ideologies that negate efforts to achieve humanisation and democratisation of work.

E-government represents a major change management challenge to public agencies. This paper explores the experience of English local government authorities. The proposition that ‘process’, rather than more conventional ‘event’, approaches to change management are more likely to result in change the goals of e-government being met, is explored. The article concludes by suggesting that conventional models of change management theory and practice fundamentally misunderstand the nature of technology-driven organisational change represented by e-government. A processualperspective, on the other hand, provides a more effective framework for explaining and understanding organisational and socio-technical outcomes and the reasons for variations in different contexts. Moreover, attempts to transform the state through the technologies of e-government present a significant opportunity for the processual perspective to inform practice.

In an effort to sustain social responsibility initiatives, cause related marketing (CRM) has become more prevalent in the corporate marketing toolbox, due to the benefits realized by the sponsoring company, such as switching behavior by a desired consumer segment. The utilization of cause related sport marketing (CRSM) has also increased, as corporate entities position firms with high profile sport entities to obtain certain objectives. Little research has examined the impact of such programs on key business stakeholders, which this survey study attempts to address. Analysis of Variance results indicate respondents possessed positive opinions about the corporation's CRSM efforts, with significant differences existing between respondents with direct decision-making authority and those with limited or no decision-making authority on key items. Additionally, respondents expressed a more positive opinion toward continuing their business relationship with the corporation, or, for those respondents who were prospective clients, beginning a business relationship with the corporation.

Organisational change stories are often constructed around a linear series of ‘successful’ events that serve to show the company in a positive light to any interested external party. These stories of company success sanitize complex change processes and offer data for change experts to formulate neat linear prescriptions on how to best manage change. This article criticizes this position and argues that change is a far more dynamic political process consisting of competing histories and ongoing multiple change narratives which may vie for dominance in seeking to be the change story. A central aim is to identify and unpack narratives of change in order to highlight a number of theoretical and methodological implications for management research. It is argued that post-hoc rationalized stories should not be used as a knowledge base for prescriptive lessons or theoretical developments, nor should research data simply be presented as a single authentic story of change. The need to study change overtime and to accommodate multiple stories that may be reshaped, replaced and modified raise critical issues of data collection and data analysis, as well as important questions on the place of the conventional case study as a conveyor of research findings. As such, the article calls for the more widespread use of the concept of ‘competing histories’ and ‘multiple change narratives’ in longitudinal studies that seek to explain processes of organisational change.

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.

Blockchain is a well-known prominent technology that has gotten a lot of interest beyond the financial industry, attracting researchers and practitioners from numerous businesses and fields. Specific uses of blockchain in supply chain management (SCM) are addressed in business practice. By combining two perspectives on blockchain in SCM, this study provides comprehensive knowledge in this field using a bibliometric approach. We will explore the worldwide research trend in related topic areas. By collecting data from the Web of Science, we collected 400 articles related to our research topic from 2016 until early 2021. We eliminated research in the form of technical reports, editorials, comments, and consultancy articles to maintain the quality of the data gathering. VOSviewer is used to create visualization maps based on text and bibliographic information. The examination uncovered helpful information, such as annual publishing and citation patterns, the top research topic, the top authors, and the most supporting funding organizations in this field.

The study focused on mentoring relationship effectiveness (RE) from the perspective of protégé in the healthcare environment. The purpose tried to examine the effects of interpersonal attraction, self-efficacy and transformational leadership (TL) on RE respectively, to test mentoring function as a mediator, and to verify the effect of RE on protégé work outcomes. Self-administered questionnaires were employed and 306 questionnaires from hospital nurses were collected in total. Structural equation model was used to test the research model. The results indicated that interpersonal attraction and TL do have positive effects on RE while self-efficacy was not; RE also showed a significant effect on job satisfaction and organizational commitment, which verified that the formal mentoring among nurses was good for improving relationship quality and relationship learning between mentors and protégés. Accordingly, to strengthen the antecedent variables would be helpful for mentoring RE, and also the protégé's work outcomes.

Downsizing as a systematic reduction of employees is frequently utilized in order to increase productivity, efficiency, profitability, and competitiveness of organizations. As a strategy of choice for many firms around the world, downsizing produces far-reaching financial, organizational, and social consequences. Despite the large body of literature, there is inconclusive evidence as to whether downsizing is effective and whether it generates the widely anticipated benefits. Employee downsizing as a change management strategy has been actively adopted for more than three decades. This downsizing article presents a phase typology of job cutting including three distinct phases and three levels of argument. As a conceptual paper, it aims to examine, update, and extend Littler and Gandolfi's (2008) seminal work. The research paper culminates with a discussion of current downsizing practices, and posits that the downsizing phenomenon has remained a popular restructuring.