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This paper aims to explore the influence of collective orientation (CO) on coordination and team performance for interdependently working teams while controlling for person-related and team variables.

A total of 58 two-person-teams participated in a simulation-based firefighting task. The laboratory study took 2 h for each team. The effects of CO in tasks of increasing complexity were investigated under the consideration of control variables, and the relations between CO, coordination and team performance were assessed using a multivariate latent growth curve modeling approach and by estimating indirect effects in simple mediation models.

Team members high on CO performed significantly better than low-scoring members. The effect of CO on team performance was independent from an increasing task complexity, whereas the effect of CO on coordination was not. The effect of CO on team performance was mediated by coordination within the team, and the positive relation between CO and performance persists when including group efficacy into the model.

As CO is a modifiable person-related variable and important for effective team processes, additional research on factors influencing this attitude during work is assumed to be valuable.

CO is especially important for highly interdependently working teams in high-risk-organizations such as the fire service or nuclear power plants, where errors lead to severe consequences for human beings or the environment.

No other studies showed the importance of CO for coordination and team performance while considering teamwork-relevant variables and the interdependence of work.

Digital technologies comprehensively change work processes and working conditions. However, the use of digital technologies and the modes of collaboration between technologies and human workers differ in terms of specific work organization and automatization. Referring to the job demands-resources model (JD-R), this paper investigates job demands and resources from the workers' perspectives and develops a digital work typology according to dimensions of digitalization and forms of human–computer interaction (HCI).

The authors conducted a qualitative-empirical study with 49 interviews in four German production and logistics organizations, emphasizing different job demands and job resources for five digital work types identified.

The results indicate that job demands and resources are to be differentiated in relation to specific work contexts. In this sense, this paper presents an analysis of dimensions of technology use and the impact of technology use on working conditions through empirically analyzing job demands and resources in digital work settings.

The contribution of this paper is to empirically analyze job demands and resources in digital work settings from the workers' perspectives and to develop a digital work typology based on the dimensions of digitalization and form of HCI. This typology can set the basis for further research insights as well as management practice measures in human resources management (HRM).

The purpose of the present study is to introduce the elements characterising the work context of high responsibility teams (HRTs) operating in high reliability contexts such as medicine or aviation. Based on these elements, the authors reflected on the function of teamwork in these contexts, which is strongly dominated by a notion of flexibility under complexity, based on the technical, normative, and governance dimensions of teamwork.

Problem‐centred interviews (n=11) based on semi‐structured guidelines were conducted. Subsequently, a survey was conducted using a questionnaire inventory in six different HRT work contexts (n=551).

The interviews and survey results show significant differences regarding, for example, hierarchy or stress posed on the HRTs. However, they also demonstrate relevant similarities regarding, for instance, dimensions of complexity occurring in the teamwork contexts. Both differences and similarities influence how the support systems of the teamwork dimensions should be set up.

The study provided an excellent overview of similar and differing characteristics of the work context of different HRTs. However, it represents six specific HRTs and might not be generalisable to teams in other high reliability organisations, such as in the energy sector.

It is recommended that the characteristics of work contexts in HRTs should be taken into account in order to set up support systems of teamwork dimensions that enable teams to transfer the prevalent safety discourse into safety practice.

The innovative approach, which combines qualitative and quantitative data, provided insights that can be used to support team functioning in the team's specific work context.

Business cycle theory is normally described as having evolved out of a previous tradition of writers focusing exclusively on crises. In this account, the turning point is seen as residing in Clément Juglar's contribution on commercial crises and their periodicity. It is well known that the champion of this view is Schumpeter, who propagated it on several occasions. The same author, however, pointed to a number of other writers who, before and at the same time as Juglar, stressed one or another of the aspects for which Juglar is credited primacy, including the recognition of periodicity and the identification of endogenous elements enabling the recognition of crises as a self-generating phenomenon. There is indeed a vast literature, both primary and secondary, relating to the debates on crises and fluctuations around the middle of the nineteenth century, from which it is apparent that Juglar's book Des Crises Commerciales et de leur Retour Périodique en France, en Angleterre et aux États-Unis (originally published in 1862 and very much revised and enlarged in 1889) did not come out of the blue but was one of the products of an intellectual climate inducing the thinking of crises not as unrelated events but as part of a more complex phenomenon consisting of recurring crises related to the development of the commercial world – an interpretation corroborated by the almost regular occurrence of crises at about 10-year intervals.

Despite being a widely used management technique, cumulative sum (CUSUM) analysis remains almost unheard of in professional sport. To address this, CUSUM analysis of soccer match data from the English Premier League (EPL) was performed. The primary objective of the study was to evaluate CUSUM as a tool for assessing “on-field” team performance. As a secondary objective, the association between managerial change and team performance was evaluated.

CUSUM was applied retrospectively to goal difference data for six EPL teams (Arsenal, Chelsea, Everton, Liverpool, Manchester United and Tottenham) over 23 consecutive seasons from 1995 to 2018. This was supplemented with change point analysis to identify structural changes in mean goal difference. Succession was evaluated by mapping historical managerial changes onto the CUSUM plots for the respective clubs.

CUSUM analysis revealed the presence of structural changes in four clubs. Two structural change points were identified for both Chelsea and Everton, one for Manchester United and Tottenham and none for Arsenal and Liverpool. Relatively few managerial changes coincided temporally with structural changes in “on-field” performance, with most appointments having minimal impact on long-term team performance. Other factors (e.g. changes in ownership) appear to have been influential.

The study was limited by the fact that only successful teams were investigated.

CUSUM analysis appears to have potential as a tool for executive decision-makers to evaluate performance outcomes in professional soccer.

The study is the first of its kind to use CUSUM analysis to evaluate team performance in professional soccer.

Companies are increasingly appointing a Chief Sustainability Officer (CSO) to anchor the need to highlight climate change at the senior management level. This study aims to examine how CSO power and sustainability-based compensation influence climate reporting and carbon performance.

Using one of the largest data sets to date, consisting of 18,834 company years through the author’s observations, spanning an 11-year period (2011–2021) in 33 countries. This paper used quantitative methods – specifically, ordinal logistic regression estimation. This paper measures the level of climate change disclosure based on the carbon disclosure leadership methodology. Carbon performance is based on the intensity of carbon emissions (Scope 1, Scope 2), which is a quantitative and relatively more objective measure.

The results suggest that climate change disclosure continued to increase and the carbon emissions intensity of the companies in this study gradually decreased over the sample period. This paper finds that the presence of the CSO within the top management team has a positive and significant influence on the level of information on climate change of the companies in the sample. This finding confirms the idea that the managerial capacity of CSOs motivates the disclosure of climate change. The empirical results confirm that there are differences in the role that the CSO and sustainability-based compensation play in influencing the quality of climate information disclosure in developed and developing countries.

The recourse on a mixed theoretical framework, which highlights upper echelons theory, argues the understanding of the role of CSOs in explaining the relationship between climate change disclosure–carbon performance relationship. The novelty of the study lies in the approaches adopted to describe the quality of climate change disclosure. To control for endogeneity, this paper uses a difference-in-difference analysis by adding a firm to the Morgan Stanley Capital International index as an exogenous shock.

In this study, the authors examine the relationships between market-based regulations and corporate carbon disclosure and carbon performance. The authors also investigate whether these relationships vary across emission-intensive and non-emission intensive industries.

The study sample consists of the world's 500 largest companies across most major industries over a recent five-year period. Country-specific random effect multiple regression analysis is used to test empirical models that predict relationships between market-based regulations and carbon disclosure and carbon performance.

Results indicate that market-based regulations significantly and positively affect corporate carbon performance. However, market-based regulations do not significantly affect corporate carbon disclosure. This study also finds that the association between regulatory pressures and carbon disclosure and carbon performance varies across emission-intensive and non-emission-intensive industries.

The findings of this study have key implications for policymakers, practitioners and future researchers in terms of understanding the factors that drive businesses to increase their carbon performance and disclosure. The study sample consists of only large firms, and future researchers can undertake similar studies with small and medium-sized firms.

The results of this study are expected to help business managers to identify the benefits of adopting market-based regulations. Regulators can use this study’s results to evaluate if market-based regulations effectively improve corporate carbon performance and disclosure. Furthermore, stakeholders may use this study to evaluate and improve their businesses' reporting of carbon disclosure and performance.

In contrast to current literature that has used command and control regulations as a proxy for regulation, this study uses market-based regulations as a proxy for climate change regulations. In addition, this study uses a more comprehensive measure of carbon disclosure and carbon performance compared to the previous studies. It also uses global multi-sector data from carbon disclosure project (CDP) in contrast to most current studies that use national data from annual reports of sample firms of specific sectors.