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Article
Publication date: 4 September 2017

Simon Crown, Steven F. Gatti, Matthias Feldman and Paul Landless

An update for firms located outside the European Union of the possible extra-territorial impact of certain provisions in the recast Markets in Financial Instruments Directive and…

148

Abstract

Purpose

An update for firms located outside the European Union of the possible extra-territorial impact of certain provisions in the recast Markets in Financial Instruments Directive and Markets in Financial Instruments Regulation (together referred to as “MiFID2”).

Design/methodology/approach

The focus is on the issues that are most likely to have an impact on non-EU firms, including buy/sell side financial institutions and private banks.

Findings

That the impact of MiFID2 will be felt far beyond the EU, particularly in relation to product governance, inducements and dealing commission, trading obligations, position limits for commodity derivatives and the new regime for accessing EU markets.

Practical implications

Non-EU firms need to assess their interaction with EU clients, counterparties and markets to identify the likely impact of MiFID2. Relevant interaction could include: manufacturing and distribution of financial instruments; the provision of investment research and dealing services to EU clients and trading in instruments which are admitted to trading on EU markets.

Originality/value

This article will be of interest to “third-country” firms, located outside the EU, but with a European connection, either in terms of European counterparties, investors or accessing European markets.

Details

Journal of Investment Compliance, vol. 18 no. 3
Type: Research Article
ISSN: 1528-5812

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Article
Publication date: 5 March 2018

Matthias Wenzel and Jochen Koch

The purpose of this paper is to make a case for more process-based theorizing in the field of organizational change.

881

Abstract

Purpose

The purpose of this paper is to make a case for more process-based theorizing in the field of organizational change.

Design/methodology/approach

To emphasize the importance of a process perspective on organizational change, this paper challenges the prevalent theorizing approach that treats organizational change as entity and argues that process-based theorizing can help researchers gain a better understanding of organizational change.

Findings

To direct future research toward more process-based theorizing, this paper proposes a systematic four-step procedure for the analysis of qualitative data that helps researchers theorize organizational change from a process perspective.

Originality/value

Overall, this paper contributes to theorizing efforts in the field of organizational change by offering a reflective account on the challenges that entity-based theorizing entails, strengthening the position of process-based theorizing in light of these challenges and providing an outlook on how scholars can develop theoretical insights on organizational change from a process perspective.

Details

Journal of Accounting & Organizational Change, vol. 14 no. 1
Type: Research Article
ISSN: 1832-5912

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Article
Publication date: 9 February 2015

Isabella Hatak, Rainer Harms and Matthias Fink

– The purpose of this paper is to examine how age and job identification affect entrepreneurial intention.

4712

Abstract

Purpose

The purpose of this paper is to examine how age and job identification affect entrepreneurial intention.

Design/methodology/approach

The researchers draw on a representative sample of the Austrian adult workforce and apply binary logistic regression on entrepreneurial intention.

Findings

The findings reveal that as employees age they are less inclined to act entrepreneurially, and that their entrepreneurial intention is lower the more they identify with their job. Whereas gender, education, and previous entrepreneurial experience matter, leadership and having entrepreneurial parents seem to have no impact on the entrepreneurial intention of employees.

Research limitations/implications

Implications relate to a contingency perspective on entrepreneurial intention where the impact of age is exacerbated by stronger identification with the job.

Practical implications

Practical implications include the need to account for different motivational backgrounds when addressing entrepreneurial employees of different ages. Societal implications include the need to adopt an age perspective to foster entrepreneurial intentions within established organizations.

Originality/value

While the study corroborates and extends findings from entrepreneurial intention research, it contributes new empirical insights to the age and job-dependent contingency perspective on entrepreneurial intention.

Details

Journal of Managerial Psychology, vol. 30 no. 1
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 27 September 2022

Tago L. Mharapara, Helena D. Cooper-Thomas, Matthias Stadler and Ann Hutchison

To provide evidence-based recommendations on the types of leader behaviors organizations should target for a better return on leader training investment the authors draw on the…

812

Abstract

Purpose

To provide evidence-based recommendations on the types of leader behaviors organizations should target for a better return on leader training investment the authors draw on the destructive and constructive leadership behavior model and the bad is stronger than good proposition to examine the following question: Compared to constructive leader behavior, does destructive leader behavior have a greater effect on follower outcomes or is something more nuanced occurring?

Design/methodology/approach

The authors used Qualtrics online panels to collect data (N = 211 and N = 342) from full-time office-based participants. They used multivariate latent regression and dominance weights analyses to examine the relative strength of destructive versus constructive leader behaviors on followers' satisfaction with leader, and task performance.

Findings

Across both samples, leader hypocrisy and leader social undermining had relatively stronger effects on follower satisfaction with leader. Leader knowledge hiding had a relatively strong effect on follower task performance. Leader ethical conduct had the strongest association with follower satisfaction with leader in both samples. Hence, the authors' results were aligned with the bad is stronger than good proposition.

Originality/value

The authors' show that white-collar organizations can benefit from improved follower attitudes and performance by reducing leader hypocrisy and social undermining (destructive behavior) while simultaneously promoting leader ethical conduct (constructive behavior).

Details

Leadership & Organization Development Journal, vol. 43 no. 7
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 25 June 2020

James A. Cunningham and Matthias Menter

This paper examines and discusses the need for micro-level analyses of academic entrepreneurship and outlines a micro-level research agenda for the study of academic…

349

Abstract

Purpose

This paper examines and discusses the need for micro-level analyses of academic entrepreneurship and outlines a micro-level research agenda for the study of academic entrepreneurship.

Design/methodology/approach

Based on a review of academic literature on academic entrepreneurship, this study focuses on individual actors and suggests some future research agendas.

Findings

The authors highlight that more studies dealing with academic entrepreneurship need to take a micro-level perspective, thereby outline several fruitful avenues of research: (1) star scientists and principal investigators, (2) TTO professionals, (3) graduate entrepreneurs, (4) university administrators, (5) policy makers and funders as well as (6) micro-level organisational routines.

Practical implications

This paper derives three main implications for management practice and policy. First, there is a real need to develop the managerial skills, competencies and capabilities of scientists and individuals. Second, policy makers need to ensure the necessary resources to pursue a paradigm shift towards more entrepreneurial thinking and action and create adequate incentives. Third, firms need to offer support and guidance on how to best commercialise and transfer scientific knowledge and ideally complement support structures of universities and research institutes.

Originality/value

This paper provides an organising framework for the study of micro-level academic entrepreneurship and emphasises the need to focus further on individual actors and how their actions, behaviours and approaches contribute to academic entrepreneurship in different institutional, environmental and cultural contexts.

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Article
Publication date: 25 January 2022

Caroline Ruiner and Matthias Klumpp

Digitalization is changing organizations with positive and negative impacts such as increased autonomy on the one hand and increased surveillance and control on the other hand…

902

Abstract

Purpose

Digitalization is changing organizations with positive and negative impacts such as increased autonomy on the one hand and increased surveillance and control on the other hand. In this context, new modes of control occur: in addition to managerial control, new modes of control are multi-directed, stemming from colleagues, customers and underlying algorithms. This paper investigates the interrelation of autonomy and new modes of control in digital work contexts from the workers’ perspectives.

Design/methodology/approach

Empirical data are based on a mixed-methods approach combining qualitative interviews with 25 and a quantitative questionnaire with 127 workers from urban food logistics organizations in Germany.

Findings

The results show that new modes of control are relevant for work engagement in digital work contexts: managerial and algorithm control are perceived as support. Peer and customer control are perceived as coercion.

Originality/value

Besides investigating the interrelation of autonomy and control and differentiating new modes of control, our study also makes important contributions to the perception of control as support and coercion.

Details

Employee Relations: The International Journal, vol. 44 no. 4
Type: Research Article
ISSN: 0142-5455

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Book part
Publication date: 28 April 2021

Laurence G. Weinzimmer

To what extent can resiliency reduce negative work outcomes to help employees recover from failure? This study investigates how the interaction of trait resiliency and mistake…

Abstract

To what extent can resiliency reduce negative work outcomes to help employees recover from failure? This study investigates how the interaction of trait resiliency and mistake tolerance play key roles in reducing turnover intention in organizations. Specifically, trait resiliency is hypothesized to be negatively related to managerial turnover intentions. Moreover, the author investigates the interactive role of perceived mistake tolerance as a situational factor that may impact the extent to which resiliency decreases turnover intentions. In a sample of 209 working managers and executives, moderated path modeling reveals that resiliency reduces turnover intentions. Additionally, results suggest a more nuanced view that takes into consideration the interaction of trait resiliency and perceptions of mistake tolerance in reducing turnover intentions.

Details

Work Life After Failure?: How Employees Bounce Back, Learn, and Recover from Work-Related Setbacks
Type: Book
ISBN: 978-1-83867-519-6

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Book part
Publication date: 7 September 2023

Martin Götz and Ernest H. O’Boyle

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and…

Abstract

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

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Article
Publication date: 10 January 2022

Andreas Scherm, Bernhard Hirsch, Matthias Sohn and Miriam Maske

Research on biases in investment decision-making is indubitably important; however, studies in this context are relatively scarce. Unpacking bias has received attention in the…

209

Abstract

Purpose

Research on biases in investment decision-making is indubitably important; however, studies in this context are relatively scarce. Unpacking bias has received attention in the psychological literature yet very little attention from management accounting research. This bias suggests that the perceived probability that an event will occur generally increases when the event's description is unpacked into a disjunction of subevents. The authors hypothesize that for a capital investment decision context, managers' judgement of the probability of a future event depends on whether the event is described as one packed event or is unpacked into several disjoint subevents. Additionally, the authors propose that altering the format of the description of an event's occurrence from percentage values to relative frequencies reduces unpacking bias.

Design/methodology/approach

To test the study’s hypotheses, the authors conducted two experiments based on a 3 × 2 mixed experimental design in which manager participants were asked to estimate the failure probabilities of technical systems in the context of an investment decision.

Findings

The authors provide evidence that unpacking bias occurs in an investment scenario, which can be characterized as a high-stakes decision context. Changing the format in which probabilities are presented from percentage values to relative frequencies significantly reduces the bias.

Research limitations/implications

Additional instructions did not further reduce unpacking bias.

Practical implications

For investment decisions under uncertainty, performance indicators in management templates should be presented in relative frequencies to improve managerial decision-making. The fact that the authors could not show an additional effect of instructions in management accounting reports indicates that it is challenging for management accountants to reduce the biased decision-making of managers by “teaching” them through the provision of instructions.

Originality/value

The authors contribute to accounting research by illustrating unpacking bias and by deriving a debiasing mechanism in a capital investment decision context.

Details

Journal of Applied Accounting Research, vol. 23 no. 5
Type: Research Article
ISSN: 0967-5426

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Article
Publication date: 17 June 2019

Yongli Tang, Xinyue Hu, Claudio Petti and Matthias Thürer

The purpose of this paper is to investigate how Chinese firms’ innovation is related to their perceived incentives and pressures from the transitioning institutional environment.

660

Abstract

Purpose

The purpose of this paper is to investigate how Chinese firms’ innovation is related to their perceived incentives and pressures from the transitioning institutional environment.

Design/methodology/approach

A sample of 166 manufacturing firms located in Guangdong Province (China) is analyzed using binomial and moderated multiple regression models.

Findings

The results show that institutional incentives are more effective in promoting incremental innovations than radical ones, whereas institutional pressures are more pronounced in facilitating radical innovations than incremental ones. In addition, the interaction between the two divergent institutional forces is negatively related to innovation performance.

Practical implications

The findings inform managers and policy makers in institutional transition environments to consider and balance the effects of institutional forces. Firms should match the institutional incentives and pressures with their own innovation objectives in terms of incremental or radical goals, and take caution to deal with the divergent institutional directions, so as to avoid the negative interaction effects. Policy makers should take a systems approach when considering the incentive-based and/or command-and-control designs of innovation policies and regulations.

Originality/value

The study contributes to existing literature on institutions and innovation by disentangling incentive and pressure effects of institutions, regulation and innovation policies, as well as the combined and interaction effects intrinsic within institutional mixes.

Details

Management Decision, vol. 58 no. 5
Type: Research Article
ISSN: 0025-1747

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