Stav Fainshmidt

Voice Climate, Work Outcomes, and the Mediating Role of Psychological Empowerment: A Multilevel Examination

The study of voice climate in organizations is a recent introduction to the voice literature and much is still unknown about the outcomes associated with voice climate or the processes by which voice climate influences those outcomes. Drawing from social information processing theory, this study casts psychological empowerment as a cognitive mechanism through which shared voice climate perceptions in work groups are translated into individual work outcomes—voice behavior and customer service performance. Based on a sample of 314 full-time employees in 53 work groups, the results of our study suggest that psychological empowerment fully mediates the relationship between voice climate and customer service performance, and it only partially mediates the relationship between voice climate and voice behavior. Theoretical and practical implications of these findings as well as future research directions are discussed.

Dynamic Capabilities and Organizational Performance: A Meta-Analytic Evaluation and Extension

We move the dynamic capabilities view (DCV) forward in two important ways by meta-analysing prior empirical studies. First, we evaluate the two core theoretical tenets of the DCV: (1) Dynamic capabilities are positively related to performance, and (2) this relationship is stronger in industries with higher levels of technological dynamism. We find support for the former (rc = 0.296) but not for the latter, though results suggest the existence of moderators. Second, we theorize and demonstrate empirically that higher-order dynamic capabilities are more strongly related to performance than lower-order dynamic capabilities, lower-order dynamic capabilities partially mediate the relationship between higher-order dynamic capabilities and performance, and dynamic capabilities contribute more to performance in developing economies than in developed economies. These findings illustrate how the nature of the dynamic capability and the economic context in which it is utilized shape its value, thus offering a more nuanced conceptualization of the dynamic capabilities-performance relationship. [ABSTRACT FROM AUTHOR]

Development and validation of a propensity to trust scale

Though trust researchers recognise the importance of a dispositional component to forming trusting relationships in the workplace, there has been comparatively little research on propensity to trust in the literature. We review the literature, discuss prior measures of propensity to trust, and integrate them to develop a propensity to trust scale. Results of four validation studies suggest that this propensity to trust scale demonstrates strong psychometric properties and is empirically related to other constructs within a theoretically derived nomological network of trust. The consequence is a concise, rigorously developed, and consistently reliable scale of propensity to trust. Scholarly and practical implications are discussed along with several avenues for future research.

The Role of Economic Development and Perceived Growth Opportunities in Employee Reactions to M&As: A Study of the Merger Syndrome Across 29 Countries

We draw on the economic institutions literature and on transactional stress theory to explain differences in employee reactions to mergers and acquisitions (M&As) across 29 nations. Using a sample of 10,803 middle managers and executives, we find that country-level economic development moderates the effects of an M&A on employee attitudes and outcomes. Unlike in more advanced economies where M&As are associated with a reduction in perceived growth opportunities among employees, in less advanced economies, M&As are associated with increased perceptions of growth opportunities. These perceived growth opportunities post-M&A are associated with positive employee outcomes such as work–life balance, job satisfaction, organizational satisfaction, and reduced turnover intentions. Our results highlight the role that growth opportunities and the economic context play in harnessing human capital after an M&A.

I Did It My Way: An International Analysis of Deviation from Corporate Governance Norms

Despite the prevalence of corporate governance best practice prescriptions and institutional pressures to follow them, many firms do not adhere to corporate governance norms within their institutional domains. This paper draw on the literature on deviations from social norms and the international corporate governance literature to explore the drivers of such deviations. Using a three-year sample of all listed banks in Germany, France, Japan, the United Kingdom, and the United States, our fuzzy-set qualitative comparative analysis (fsQCA) identifies multiple configurations of causal conditions leading to deviations in levels of board independence, single but asymmetrical configurations for deviating from norms of board diversity in either direction, and no explanations of deviations in board size, and no explanations of deviations in board size. Our findings may have implications for the corporate governance literature as well as for our understanding of the boundary conditions of the drivers of deviating ...

Orchestrating the flow of human resources: Insights from Spanish soccer clubs

Although prior research recognizes the strategic importance of changes to the organization’s human resource base, there is little consensus regarding the influence of human resource flows on organizational performance. Employing a resource orchestration perspective, we emphasize the need by managers to “orchestrate” multiple, interrelated human resource flows; the role of the incumbent or newly appointed orchestrator in the decisions and outcomes associated with human resource flow strategies; and the importance of the performance of the current human resource base with which the flows interact. Utilizing fuzzy-set qualitative comparative analysis and longitudinal data from the Spanish premier soccer league, we identify five ways in which organizations are able to effectively configure human resource flows. We then elaborate theory on managerial decisions that allow human resource flows to work together depending upon the particular organizational conditions. Our study contributes to a better understanding of the performance outcomes of managerial resource flow decisions.

Effectiveness of CEO Power Bundles and Discretion Context: Unpacking the ‘Fuzziness’ of the CEO Duality Puzzle:

Decades of research on the effectiveness of CEO duality as a governance mechanism have produced inconsistent results, providing support and non-support for agency and stewardship theories. To better understand the duality puzzle, we first conceptualize CEO duality as a governance mechanism conferring structural power and board discretion upon a CEO. We then use the concept of complementarity and open-systems logic to evaluate the effectiveness of CEO duality in conjunction with other, concurrent sources of CEO power and discretion. Using fuzzy-set qualitative comparative analysis and data on 241 U.S. firms, we show that CEO duality combines in a variety of ways with other sources of CEO power into power bundles, and that particular power bundles configure with elements of the organizational and industry discretion context into four effective and four ineffective governance configurations. Consequently, our study suggests that the effectiveness of either a dual or separated leadership structure is reinforced or compensated for by other types of power and discretion arising from the context in which the CEO is embedded. Based on our findings we elaborate theory on plausible mechanisms underlying the complex patterns we observe and thus offer new insights for governance research.

Do Organizations Benefit from Changing their Resource Base? A Configurational Perspective

Despite a plethora of studies examining the contribution of resources to firm performance, little is known regarding how the extent and type of change to a firm’s resource base affect firm performance. Prior research has focused on studying one change mechanism at a time, rendering our understanding of how multiple change mechanisms simultaneously influence firm performance limited. Accordingly, we employ fuzzy-set analysis to investigate how four change mechanisms – resource inflow, resource outflow, resource development and orchestrating resource replacement – configure with organizational munificence and strategy and, in concert and equifinal ways, affect performance. Utilizing a unique dataset from the Spanish premier soccer league for the years 2002- 2013, we uncover a complex interplay between organizational characteristics, the four change mechanisms, and firm performance. Further, we discover that while organizational munificence is not necessary for high performance, resource- scarcity is necessa...