Looking up and fitting in:Team leaders' and members' behaviors and attitudes toward the environment in an MNC

As an emerging topic in human resource management (HRM) research, organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been studied as a proxy of the environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. Viewing OCBE and WGGA as green-focused knowledge, skills, abilities, and other characteristics and building on leader-member exchange theory, we examined the effects of leaders' OCBE and WGGA, person-supervisor fit (PSF), and person-group fit (PGF) as well as their potential interactions on members' OCBE and WGGA. To minimize the potential impact of different company strategies, the study was conducted in one MNC using a sample of 269 members from 64 teams. The results revealed that PSF and especially PGF were associated with members' OCBE and WGGA, but leaders' OCBE was a stronger predictor of members' OCBE and WGGA than leaders' WGGA. Contrary to our prediction, no moderating effect of PSF or PGF was found for the associations between leaders' and members' WGGA and OCBE. Together, these findings shed light on the differential trickle-down effects of leaders' perceptions and behaviors in the context of environmental management. As for the implications for HRM practitioners, our findings suggest companies may focus on leaders' OCBE and WGGA as well as on PSF and PGF independently as the means to shaping team members' OCBE and WGGA to support environmental strategies

AI and Management:Evolution,Implementation and Limitations

聊天生成式预先训练变换器(Chat Generative Pre-trained Transformer,ChatGPT)让生成式人工智能(artificial intelligence generated content,AIGC)走进了人们的视野,也激发了管理者运用人工智能(artificial intelligence,AI)提升企业经营效率的兴趣。AI对企业而言并不是一个新的工具,窄域AI在诸如供应链管理等企业内部职能中已经发挥了重要作用。Al,尤其是AIGC,不仅提升了组织的管理效率,还通过改变管理者的工作方式和组织的运营方式大大提高了组织的管理质量。AI可以在决策制定、任务自动化、员工管理、绩效管理、客户关系管理、风险管理和创新管理等管理活动中极大地赋能组织。可以看到AI仍在不断发展和演变,AI的应用和进化会同时发生,我们需要在明确AI的局限性和潜在风险的前提下,以清醒的头脑和积极开放的心态拥抱AI

Reinforcing or weakening?:The role of blockchain technology in the link between consumer trust and organic food adoption

Blockchain is viewed as a trust machine that may change the way firms building consumer trust through social relationship. A clear understanding of how blockchain creates and delivers value to consumers is important for firms. Drawing upon cognitive theory, this study explores how blockchain-based trust alters the role of social trust (more specifically, both personal trust in organic producers and system trust in government) in consumers' purchasing decisions in the context of organic food. A discrete choice experiment with 1037 valid responses in China produced interesting results. Blockchain serves as a weakening role for personal trust, whereas a rein-forcing role for system trust on consumers' intention to purchase organic food. Interestingly, conventional traceability technology does not have similar effects. This study contributes to empirically verifying the role of blockchain in facilitating value creation to consumers and how it alters social trust building process. The findings also have implications for practitioners

Catch Up with the Good and Stay Away from the Bad:CEO Decisions on the Appointment of Chief Sustainability Officers

Why do some chief executive officers (CEOs) appoint chief sustainability officers (CSOs) for their firms while others do not? We answer this question by examining CEOs' attention allocation to competition for stakeholders' approval, which can be triggered by both industry peers' corporate social responsibility (CSR) and corporate social irresponsibility (CSiR). An increase in peers' CSR triggers CEOs' attention allocation by observing that peers have improved and thus pose a competitive threat to their own firms. An increase in peers' CSiR triggers CEOs' attention allocation by perceiving that stakeholders will demand more for sustainability and thus place higher sanctions on their own firms in the future. CEOs' attention allocated to industry peers' CSR and CSiR, in turn, can increase their perceived importance and urgency of appointing CSOs for their firms to ‘catch up with the good’ (responsible peers) and to ‘stay away from the bad’ (irresponsible peers). We also theorize the moderating roles of CEOs' motivational attributes, such that predominantly prevention-focused CEOs are more (less) likely to appoint CSOs as peers increase CSR (CSiR), and future-oriented CEOs are more (less) likely to appoint CSOs as peers increase CSiR (CSR)

高达60%并购失败率的真相

近些年，中国企业的海外并购遇到了较大的挑战和阻碍。在一些特定的市场和行业内，海外并购已经不再是能否做好的问题，而是能否被环境允许的问题。从全球统计范围来看，企业并购失败概率超过50%；在中国，企业并购失败概率超过60%，跨国并购失败概率超过80%。过去几年，百年变局和世纪疫情交织叠加，全球金融市场受到一定程度的影响；作为亚太第一经济体，中国并购交易发展亦然，市场进入全新的战略调整期

Effects of Leader Group Prototypicality on Leadership Outcomes through Leader Identity Threat:The Moderating Effects of Leader Perceptions of Organizational Support

We theorized and tested how both team-assessed leader group prototypicality (i.e., followers' collective perceptions of the extent to which a leader is viewed as being representative of the group prototype) and leader-team congruence on this factor relate to leader identity threat. We also proposed that leader identity threat, subsequently, negatively affects both leadership effectiveness and team performance, and that leader perceptions of organizational support mitigate the relationships. Using a multi-source and time-lagged survey design to collect data at the leader (team) level from 402 group members and their 90 group leaders, the results generally support our research hypotheses. For example, both team-assessed leader group prototypicality and leader-team congruence on leader group prototypicality negatively relate to leader identity threat. In addition, the effects of leader identity threat on leadership effectiveness and team performance were weaker when leader perceptions of organizational support were higher rather than lower

Will self-gifting of streamers hurt unions?:Analyzing the union's compensation mechanism for a live streaming supply chain

As an emerging online media for entertainment and social contact, live streaming already has a considerable market after its boom in recent years. On a live streaming platform, as content providers and the agents of providers, streamers and unions are the two most important roles on the supply side. Once streamers join a union, they will be paid according to the union's compensation mechanism instead of directly paid by the platform. In practice, the union's compensation mechanism usually contains a basic requirement for streamers’ proceeds, which may induce a specific self-gifting behavior among streamers — when a streamer's proceeds have not met the requirement, the streamer may donate to himself/herself to increase his/her income. An interesting question is how should the union respond to such speculation, stand by or prohibit it? This paper considers a Stackelberg game between a union and a mass of streamers. The union utilizes a typical compensation mechanism with a basic proceeds requirement, and streamers are heterogeneous in their abilities. Using a backward induction approach, we derive the streamers’ optimal decisions for a given compensation mechanism and then numerically optimize the union's compensation parameters. Our analysis reveals that when the union's compensation parameters meet certain conditions, some streamers will donate to themselves, and more low-ability streamers will join the union. We also interestingly find that self-gifting behavior never hurts the union under its optimal compensation mechanism. The union can avoid the self-gifting behavior of streamers or even make this behavior beneficial to itself by properly setting the parameters of the compensation mechanism in different cases