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Management Research: Journal of the Iberoamerican Academy of Management 

About: Management Research: Journal of the Iberoamerican Academy of Management is an academic journal. The journal publishes majorly in the area(s): Human resource management & Empirical research. Over the lifetime, 313 publications have been published receiving 3249 citations.


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Journal ArticleDOI
TL;DR: In this article, the authors focus on critical literature review and synthesis on the behavioral perspective on corporate social responsibility (CSR) and explain why it is useful and necessary, especially in the wake of the COVID-19 pandemic.
Abstract: The purpose of this study is to critically synthesize and integrate conceptual and empirical research on the behavioral perspective on corporate social responsibility (CSR) and explain why it is useful and necessary, especially in the wake of the COVID-19 pandemic. The authors explain why CSR can result in both positive and negative outcomes and provide future research directions and recommendations for practice and policymaking.,This study focuses on critical literature review and synthesis.,CSR policies in response to COVID-19 are created by organizations but are implemented by individual employees. The way employees perceive and react to CSR actions are key determinants of CSR’s implementation and success. CSR can be embedded within or peripheral to a firm’s core functioning. While embedded CSR is linked to several positive outcomes if correctly implemented together with employees, peripheral CSR is linked to “the dark side” of CSR and can result in negative employee outcomes.,Using the backdrop of the COVID-19 pandemic, the authors detail types of CSR actions that governments and organizations can implement and their relative effectiveness; why “one size fits all” top-down CSR does not work; how firms can use human resource management practices to re-engage employees through finding meaning in work; and the “dark side” of CSR.,Using the backdrop of the COVID-19 pandemic, the authors detail types of CSR actions that governments and organizations can implement and their relative effectiveness; why “one size fits all” top-down CSR does not work; how firms can use human resource management practices to re-engage employees through finding meaning in work; and the “dark side” of CSR.,CSR research has focused mostly on why and when firms choose to engage in CSR. A behavioral perspective on CSR facilitates, through an employee-centric conceptual framework, a deeper understanding of when and why employee reactions lead to positive and unintended negative outcomes, especially during the COVID-19 pandemic.,Sintetizamos criticamente e integramos la investigacion conceptual y empirica sobre la perspectiva conductual de la responsabilidad social corporativa (RSC) y explicamos por que es util y necesaria, especialmente a raiz de la pandemia del COVID-19. Explicamos por que la RSC puede dar lugar a resultados tanto positivos como negativos y sugerimos propuestas para investigaciones futuras y recomendaciones para la practica empresarial y la formulacion de politicas.,Revision critica y sintesis de literatura.,Las politicas de RSC en respuesta a COVID-19 son creadas por organizaciones, pero implementadas por empleados. La forma en que los empleados perciben y reaccionan a las iniciativas de RSC es clave para la implementacion y el exito de la RSC. La RSC puede integrarse o ser periferica al funcionamiento central de una empresa. Si bien la RSC integrada esta vinculada a varios resultados positivos si se implementa correctamente junto a los empleados, la RSC periferica esta vinculada al “lado oscuro” de la RSC y puede generar resultados negativos para los empleados.,La investigacion de la RSC se ha centrado principalmente en cuando y por que las empresas eligen participar en la RSC. Una perspectiva conductual de la RSC facilita, a traves de un marco conceptual centrado en los empleados, una comprension mas profunda de cuando y por que las reacciones de los empleados a la RSC conducen tanto a resultados positivos como a resultados negativos no deseados, especialmente durante la pandemia de COVID-19.,Utilizando el telon de fondo de la pandemia de COVID-19, detallamos (1) los tipos de acciones de RSC que los gobiernos y las organizaciones pueden implementar y su relativa efectividad; (2) por que la RSC de arriba hacia abajo y de “talla unica” no funciona; (3) como las empresas pueden utilizar las practicas de gestion de recursos humanos para volver a involucrar a los empleados mediante la busqueda de significado en el trabajo; y (4) el “lado oscuro” de la RSC.,Sintetizamos e integramos criticamente a pesquisa empirica e conceitual sobre a perspectiva comportamental da responsabilidade social corporativa (RSC) e explicamos por que ela e util e necessaria, especialmente apos a pandemia do COVID-19. Explicamos por que a RSC pode levar a resultados positivos e negativos e sugerimos propostas para pesquisas futuras e recomendacoes para praticas de negocios e formulacao de politicas.,Revisao critica e sintese da literatura.,As politicas de RSC em resposta ao COVID-19 sao criadas por organizacoes, mas implementadas pelos funcionarios. O modo como os funcionarios percebem e reagem as iniciativas de RSC e a chave para a implementacao e o sucesso da RSC. A RSC pode ser integrada ou periferica a operacao central de uma empresa. Enquanto a RSC integrada esta vinculada a varios resultados positivos se implementado corretamente junto com os funcionarios, a RSC periferica esta vinculada ao “lado sombrio” da RSC e pode levar a resultados negativos para os funcionarios.,A pesquisa em RSC se concentrou principalmente em quando e por que as empresas optam por participar da RSC. Uma perspectiva comportamental da RSC fornece, atraves de uma estrutura conceitual centrada no funcionario, uma compreensao mais profunda de quando e por que as reacoes dos funcionarios a RSC levam a resultados negativos positivos e indesejados,especialmente durante a pandemia de COVID-19.,Usando o pano de fundo da pandemia do COVID-19, detalhamos (1) os tipos de acoes de RSC que governos e organizacoes podem implementar e sua relativa eficacia; (2) por que a RSC de cima para baixo e tamanho unico nao funciona; (3) como as empresas podem usar as praticas de gerenciamento de recursos humanos para reativar os funcionarios buscando significado no trabalho; e (4) o “lado sombrio” da RSC.

100 citations

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the conceptual and psychometric properties of trust in organizations and developed a standardized 16-item instrument that can be used to measure trust in the context of employment relationships.
Abstract: This study investigates the conceptual and psychometric properties of trust in organizations. Critical review of recent literature led to the conclusion that there is no single agreed upon definition of trust and that controversy exists as to its construct validity. We present empirical results based on a complex procedure for scale development, which includes a design made up of four separate stages of research. The construct of trust in employment relationships was ultimately refined to entail three dimensions: harmony, reliability, and concern (HRC). The final results of this study led to the development of a standardized 16‐item instrument that can be used to measure trust in the context of employment relationships. Evidence of the scale’s reliability, factor structure, and validity is also presented.

98 citations

Journal ArticleDOI
TL;DR: In this paper, the authors use the business model concept to understand the need to adapt business models to changes in the environment and derive recommendations for managers seeking to reconfigure their business models.
Abstract: Purpose – The purpose of this paper is to reflect on competitiveness by using the business model concept and to understand the need to adapt business models to changes in the environment.Design/methodology/approach – Using Catalonia as a context, the paper derives recommendations by presenting and analyzing examples of companies, referred to as “new generation companies,” that have innovated in their business models. The case studies illustrate the contributions of the business model notion to the competitiveness debate.Findings – Reviewing the history and contemporary practice of Catalan firms, examples of “new generation” companies are analyzed to derive recommendations for managers seeking to reconfigure their business models to support innovation and internationalization. Since business models sit at the core of competitiveness, they must be the focus of managers aiming to create efficient firms that foster sustained competitive advantage.Research limitations/implications – The analysis is based on a ...

75 citations

Journal ArticleDOI
TL;DR: In this article, the authors develop a conceptual framework that builds knowledge regarding the two-way relationship between socioemotional and financial forms of wealth, to develop a more complete theory of wealth concerns that may inform family firm decision-making.
Abstract: Purpose A growing volume of family firm literature has argued that the preservation of family socioemotional wealth takes precedence over the pursuit of financial goals. The purpose of this paper is to develop a conceptual framework that builds knowledge regarding the two-way relationship between socioemotional and financial forms of wealth, to develop a more complete theory of wealth concerns that may inform family firm decision-making. Design/methodology/approach The authors conceptually examine contingencies affecting the relationship between financial and socioemotional wealth (in both causal directions). Findings The authors predict when one form of wealth (socioemotional/financial) is likely to dominate the other (financial/socioemotional) in the family firm’s strategic decisions. Originality/value The paper advances knowledge on the two-way relationship between socioemotional and financial forms of wealth providing a platform for further development in the nascent field of family business research, including our understanding of family firm decisions regarding control and influence over the family business, environmental policy, altruism toward family members, R&D, accounting choices and corporate diversification.

73 citations

Journal ArticleDOI
TL;DR: In this paper, the authors show how the perceptions of people regarding five dimensions of workplace spirituality (team's sense of community, alignment with organizational values, sense of contribution to society, enjoyment at work, and opportunities for inner life) predict affective, normative, and continuance commitment, as well as self-reported individual performance.
Abstract: This paper shows how the perceptions of people regarding five dimensions of workplace spirituality (team’s sense of community, alignment with organizational values, sense of contribution to society, enjoyment at work, and opportunities for inner life) predict affective, normative, and continuance commitment, as well as self‐reported individual performance. One sample in Portugal and another in Brazil were collected. The findings show that employees’ perceptions of workplace spirituality predict significant variance of commitment and individual performance in both samples. The empirical evidence suggests that workplace spirituality is a pertinent construct for researchers and an important concern to be taken into account by managers.

67 citations

Performance
Metrics
No. of papers from the Journal in previous years
YearPapers
202210
202113
202012
201930
201825
201721