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管理学研究如何讲好中国故事?管理学顶刊AMJ高影响力论文一览

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“榜单推荐”快来看看谁上榜了——管理学研究如何讲好中国故事?管理学顶刊AMJ高影响力论文一览

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Academy of Management Journal,AMJ(美国管理学期刊)是美国管理学会(Academy of Management,AOM)会刊,以发表战略管理、组织理论、人力资源管理、组织行为等研究成果为主,同时发表公司财务、营销、电子商务、生产管理等领域的研究成果。

 

AMJ期刊以其严苛的学术要求和极致的编辑水准著称,位列经济管理类国际公认权威(顶级)期刊目录UTDALLAS 24本期刊之一,是管理学领域国际公认的顶尖学术刊物。

 

说明:本文仅统计论文刊发作者署名单位有中国大陆高校的文章,以下论文为手工整理,如有遗漏,欢迎后台留言补充,共同助力和传播国内外顶级刊物中的中国声音。

 

01

自创刊以来最具影响力的文章

 

注意:本文所列作者机构为论文发表时的任职机构

TOP 10

创刊以来引用量前十

 

 

01. Linking Empowering Leadership and Employee Creativity: The Influence of Psychological Empowerment, Intrinsic Motivation, and Creative Process Engagement

发表时间:February 2010

Google Scholar引用量:3670

 

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张晓萌

American University

 

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Kathryn M. Barto

University of Maryland

 

Synthesizing theories of leadership, empowerment, and creativity, this research built and tested a theoretical model linking empowering leadership with creativity via several intervening variables. Using survey data from professional employees and their supervisors in a large information technology company in China, we found that, as anticipated, empowering leadership positively affected psychological empowerment, which in turn influenced both intrinsic motivation and creative process engagement. These latter two variables then had a positive influence on creativity. Empowerment role identity moderated the link between empowering leadership and psychological empowerment, whereas leader encouragement of creativity moderated the connection between psychological empowerment and creative process engagement.

 


 

 

02.  Managerial Ties and Firm Performance in a Transition Economy: The Nature of a Micro-Macro Link

 

发表时间:June 2000

Google Scholar引用量:3437

 

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彭维刚

The Ohio State University

 

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陆亚东

University of Miami

 

 

Using survey data from China, we demonstrate that managers' micro interpersonal ties with top executives at other firms and with government officials help improve macro organizational performance. This micro-macro link differs among firms with different(1) ownership types, (2) business sectors, (3) sizes, and (4) industry growth rates. In addition, managerial ties were found to be necessary but insufficient for good performance; a number of traditional strategy variables also drive performance. Theoretically, the findings point to the importance of the social context in which managerial ties are embedded. Empirically, this study provides the first set of quantitative data demonstrating both the extent and limits to which managerial ties are beneficial in a transition economy.

 

 

 


 

 

03. Guanxi: Connections As Substitutes for Formal Institutional Support

发表时间:December 1996

Google Scholar引用量:3004

 

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忻榕

University of Southern California

 

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Jone L. Pearce

University of Southern California

 

 

Interview data from China are used to test an argument that executives develop personal connections in societies with underdeveloped legal support for private businesses. In China, such connections are called guanxi. An underdeveloped legal framework makes private-company executives more dependent on guanxi than executives in state-owned or collective-hybrid companies. Compared to the other executives, private-company executives considered business connections more impor-tant, depended more on connections for protection, had more government connections, gave more unreciprocated gifts, and trusted their connections more.

 

 


 

 

04. Leader-Member Exchange as a Mediator of the Relationship Between Transformational Leadership and Followers' Performance and Organizational Citizenship Behavior

发表时间:June 2005

Google Scholar引用量:2179

 

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王辉

北京大学

 

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Kenneth S. Law

香港科技大学

 

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Rick D. Hackett

McMaster University

 

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王端旭

浙江大学

 

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Zhen Xiong Chen

University of Canberra

 

We developed a model in which leader-member exchange mediated between perceived transformational leadership behaviors and followers’ task performance and organizational citizenship behaviors. Our sample comprised 162 leader-follower  dyads within organizations situated throughout the People’s Republic of China. We showed that leader-member exchange fully mediated between transformational leadership and task performance as well as organizational citizenship behaviors. Implications for the theory and practice of leadership are discussed, and future research directions offered.

 

 

 


 

 

05. Product Innovation Strategy and the Performance of New Technology Ventures in China

发表时间:December 2001

Google Scholar引用量:1971

 

 

 

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李海洋

Texas A&M University

 

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Kwaku Atuahene-Gima

香港城市大学

 

Investigating the effect of product innovation strategy on the performance of new technology ventures in China, we found the innovation-performance link was contingent on both environmental factors, including environmental turbulence and institutional support, and the relationship-based strategies of the ventures, such as strategic alliances for product development and political networking. Our results suggest the need for simultaneous consideration of environment- and relationship-based strategy factors as moderators in the discourse on product innovation strategy among new technology ventures.

 

 


 

 

06. High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective

 

发表时间:June 2007

Google Scholar引用量:1906

 

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孙立云

澳门科技大学

 

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Samuel Aryee

Aston University

 

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罗胜强(Kenneth. S Law)

香港中文大学

 

 

Taking a relational perspective on the employment relationship, we examined processes (mediation and moderation) linking high-performance human resource practices and productivity and turnover, two indicators of organizational performance.Multilevel analysis of data from hotels in the People’s Republic of China revealed that service-oriented organizational citizenship behavior (OCB) partially mediated the relationships between high-performance human resource practices and both performance indicators. Unemployment rate moderated the service-oriented OCB–turnover relationship, and business strategy (service quality) moderated the service-oriented OCB–productivity relationship.

 

 

 


 

 

07. Individual-Level Cultural Values as Moderators of Perceived Organizational Support–Employee Outcome Relationships in China: Comparing the Effects of Power Distance and Traditionality

 

发表时间:June 2007

Google Scholar引用量:1270

 

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樊景立

香港科技大学

 

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Rick D. Hackett

McMaster University

 

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梁坚

香港科技大学

 

 

Drawing on a cross-organizational sample of 163 supervisor-subordinate dyads from mainland China, we examined the moderating effect of power distance and Chinese traditionality on relationships between perceived organizational support and work outcomes. We found that both power distance and traditionality altered relationships of perceived organizational support to work outcomes, in that these relationships were stronger for individuals scoring low (versus high) on power distance or traditionality. We also found that, compared to traditionality, power distance was a stronger and more consistent moderator of perceived organizational support-work outcomes relationships. Implications for management theory and practice are discussed.

 

 

 


 

 

08. CEO Hubris and Firm Risk Taking in China: The Moderating Role of Managerial Discretion

发表时间: February 2010

Google Scholar引用量:959

 

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李家涛

香港科技大学

 

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Yi Tang

香港理工大学

 

This study linked CEO hubris to firm risk taking and examined the moderating role of managerial discretion in this relationship. Drawing on upper echelons theory and behavioral decision theory, we developed and tested hypotheses using original survey data from 2,790 CEOs of diverse manufacturing firms in China. The positive relationship between CEO hubris and firm risk taking was found to be stronger when CEO managerial discretion was stronger: when a firm faced munificent but complex markets; had less inertia and more intangible resources; had a CEO who also chaired its board; and had a CEO who was not politically appointed.

 

 

 


 

 

09. Corporate Philanthropy and Corporate Financial Performance: The Roles of Stakeholder Response and Political Access

发表时间:December 2011

Google Scholar引用量:904

 

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Heli Wang

香港科技大学

 

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Cuili Qian

香港城市大学

 

 

Corporate philanthropy is expected to positively affect firm financial performance because it helps firms gain sociopolitical legitimacy, which enables them to elicit positive stakeholder responses and to gain political access. The positive philanthropyperformance relationship is stronger for firms with greater public visibility and for those with better past performance, as philanthropy by these firms gains more positive stakeholder responses. Firms that are not government-owned or politically well connected were shown to benefit more from philanthropy, as gaining political resources is more critical for such firms. Empirical analyses using data on Chinese firms listed on stock exchanges from 2001 to 2006 support these arguments.

 

 

 


 

 

10. Cognitive Team Diversity and Individual Team Member Creativity: A Cross-Level Interaction

发表时间:February 2012

Google Scholar引用量:722

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Shung J. Shin

Portland State University

 

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Tae-Yeol Kim

China Europe International Business School

 

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Jeong-Yeon Lee

University of Kansas

 

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Lin Bian

香港城市大学

 

 

We theorized and tested the conditions under which cognitive team diversity is positively related to individual team member creativity. Hierarchical linear modeling results using 316 employees on 68 teams from Chinese companies indicated that a team member’s creative self-efficacy moderated the relationship between cognitive team diversity and individual creativity: this relationship was positive only when creative self-efficacy was high. Further, “transformational leadership” moderated the relationship in such a way that cognitive team diversity was positively related to individual creativity only when transformational leadership was high.

 

 


关注学说平台公众号,后台回复关键词【AMJ】,获取《Academy of Management Journal》引用量前十研究论文。

 

 

02

近十年最具影响力的文章

 

注意:本文所列作者机构为论文发表时的任职机构信息。

TOP 10

近十年引用量前十

 

01. Cognitive Team Diversity and Individual Team Member Creativity: A Cross-Level Interaction

发表时间:February 2012

Google Scholar引用量:722

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Shung J. Shin

Portland State University

 

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Tae-Yeol Kim

China Europe International Business School

 

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Jeong-Yeon Lee

University of Kansas

 

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Lin Bian

香港城市大学

 

 

We theorized and tested the conditions under which cognitive team diversity is positively related to individual team member creativity. Hierarchical linear modeling results using 316 employees on 68 teams from Chinese companies indicated that a team member’s creative self-efficacy moderated the relationship between cognitive team diversity and individual creativity: this relationship was positive only when creative self-efficacy was high. Further, “transformational leadership” moderated the relationship in such a way that cognitive team diversity was positively related to individual creativity only when transformational leadership was high.

 

 

 


 

 

02. Dominant Coalitions Directing Acquisitions: Different Decision Makers, Different Decisions

发表时间:February 2019

Google Scholar引用量:556

 

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Cyndi Man Zhang

Singapore Management University

 

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Henrich R. Greve

INSEAD

 

 

Coalitions are important in organizational decision making, but the question of how coalitions are built and make decisions in response to firm performance is still not sufficiently explored. In this study, we develop and test theory on how potential coalitions are built through shared experience and recruitment of allies. When organizations respond to performance relative to aspiration levels, either as problemistic search following low performance or opportunity exploration following high performance, members form coalitions to influence decisions. We develop theory of coalition formation that builds on upper echelons theory and the theory of dominant coalitions to predict how past experience of decision makers leads to preferred actions by each member and subsequent coalition formation. We use this theory to make new measures of potential coalitions and apply it to acquisitions made by firms in China. We find evidence that the experience of members of the key decision-making group—the board of directors—affects the potential coalition building, and hence the type of acquisition target, as predicted.

 

 

 


 

 

03. Paradoxical Leader Behaviors in People Management: Antecedents and Consequences

发表时间: September 2010

Google Scholar引用量:508

 

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Yan Zhang

北京大学

 

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David A. Waldman

Arizona State University

 

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韩玉兰

华东理工大学

 

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李晓蓓

华东理工大学

 

As organizational environments become increasingly dynamic, complex, and competitive, leaders are likely to face intensified contradictory or seemingly paradoxical demands. We develop the construct of paradoxical leader behavior in people management, which refers to seemingly competing yet interrelated behaviors to simultaneously and over time meet structural and follower demands. In Study 1, we develop a measure of paradoxical leader behavior using five samples from China. Confirmatory factor analyses support a multidimensional measure of paradoxical leader behavior with five dimensions: combining self-centeredness with other-centeredness, maintaining both distance and closeness, treating subordinates uniformly while allowing individualization, enforcing work requirements while allowing flexibility, and maintaining decision control while allowing autonomy. In Study 2, we examine the antecedents and consequences of such leader behavior with a field sample of 76 supervisors and 516 subordinates from six firms. We find that the extent to which supervisors engage in holistic thinking and have integrative complexity is positively related to their paradoxical behavior in managing people, which in turn, is associated with increased proficiency, adaptivity, and proactivity in subordinates. Implications for theory, research, and practice are discussed.

 

 


 

 

04. Gender Diversity and Securities Fraud

发表时间:February 2015

Google Scholar引用量:501

 

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Douglas Cumming

York University

 

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梁德杨

香港公开大学

 

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芮萌

China Europe International Business School

We formulate theory on the effect of board of director gender diversity on the broad spectrum of securities fraud, and generate three key insights. First, based on ethicality, risk aversion, and diversity, we hypothesize that gender diversity on boards can operate as a significant moderator for the frequency of fraud. Second, we advance that the stock market response to fraud from a more gender-diverse board is significantly less pronounced. Third, we posit that women are more effective in male-dominated industries in reducing both the frequency and severity of fraud. Results of our novel empirical tests, based on data from a large sample of Chinese firms that committed securities fraud, are largely consistent with each of these hypotheses.

 

 

 


 

 

05. Whose Call to Answer: Institutional Complexity and Firms’ CSR Reporting

发表时间:January 2016

Google Scholar引用量:278

 

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罗小薇

INSEAD

 

 

 

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王丹青

香港大学

 

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张建君

北京大学

 

While research on the disclosure of CSR (corporate social responsibility) recognizes the influence of government regulations and guidelines, less attention has been given to the coexistence of conflicting pressures from the state. We develop a framework wherein CSR reporting is viewed as an organizational response to institutional complexity that arises from the conflicting demands from central and local government, and apply it to publicly listed firms in China after the central government agencies issued guidelines on CSR reporting. Some provincial governments’ high priority on short-term GDP growth created tension with the central government’s expectation on CSR reporting. Firms with attributes that increase scrutiny from both institutional constituencies experienced heightened tension, and they responded with early adoption but low-quality reports. Our framework was supported through a longitudinal analysis between 2008 and 2011. Our study contributes to the literature on CSR disclosure by uncovering the impact of conflicting government pressures, and advances research on institutional complexity by identifying a specific decoupling response.

 

 


 

 

06. Self-Love's Lost Labor: A Self-Enhancement Model of Workplace Incivility

发表时间:July 2012

Google Scholar引用量:224

 

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陈苑仪

香港浸会大学

 

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D. Lance Ferris

The Pennsylvania State University

 

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关浩光

上海财经大学

 

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Ming Yan

中山大学

 

 

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周明建

哈尔滨工业大学

 

 

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洪莹

McMaster University

 

 

 

 

We present a self-enhancement model of workplace incivility to account for the effects of exposure to incivility on task performance. In particular, we predict that workplace incivility thwarts the ability to self-enhance at work, resulting in employees' divesting their sense of self from work via disengagement processes. Maintaining high levels of task performance subsequently ceases to be a source of self-enhancement for employees who have disengaged their sense of self from work. We also examined the extent to which the desire for self-enhancement (i.e., narcissism) moderated the effect of incivility on engagement. Using two sets of multiwave, multisource data collected in China, our results provide full support for our hypotheses and provide new theoretical directions for incivility research.

 

 

 


 

 

07. A Social–Structural Perspective on Employee–Organization Relationships and Team Creativity

发表时间:July 2013

Google Scholar引用量:216

 

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贾良定

南京大学

 

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Jason D. Shaw

香港理工大学

 

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Anne S. Tsui

北京大学,上海交通大学,复旦大学

 

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Tae-Youn Park

Vanderbilt University

 

We develop a social–structural perspective on the relationship between employee-organization relationships (EORs) and team creativity. We argue that the mutual investment EOR approach, in which employers expect high levels of employee contributions and offer extensive inducements, will be associated with higher team creativity relative to other EOR approaches. We also advance the argument that this relationship will be mediated by team member work-related communication density and that the mediated relationship will be stronger when team members' tasks are complex. We find support for the model in a two-wave study of 1,807 employees in 229 teams in 55 Chinese high-technology organizations. We discuss the implications for future employment relationship research and practice.

 

 

 


 

 

08. The Dark Side of Board Political Capital: Enabling Blockholder Rent Appropriation

发表时间: September 2015

Google Scholar引用量:196

 

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孙霈

复旦大学

 

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Helen W. Hu

University of Melbourne

 

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Amy J. Hillman

Arizona State University

 

 

Resource dependence theorists argue that boards of directors with political capital can benefit focal firms by reducing uncertainty and providing preferential resources. Here, we develop theory regarding the downside of board political capital. The problem of principal–principal agency is evident in many parts of the world, and we argue that board political capital can further exacerbate it by enabling large blockholders to undertake more appropriation of firm wealth. Further, we explore how this enabling effect is moderated by ownership-, industry-, and environment-level contingencies. We find empirical support for our arguments using 32,174 directors in 1,046 Chinese listed firms over the period 2008–2011. Our study sheds light on new ways in which resource dependence and agency theories can be integrated to advance the extant research on board governance and corporate political strategy.

 

 

 


 

 

09. Institutional Logics and Power Sources: Merger and Acquisition Decisions

发表时间:March 2016

Google Scholar引用量:162

 

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Henrich R. Greve

INSEAD

 

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Cyndi Man Zhang

Singapore Management University

 

 

Institutional theory has explained the greater prevalence of many strategic actions by increases in their legitimacy over time, but it has not explained how firms choose among actions backed by competing institutional logics. We address this topic by linking institutional logics with the theory of organizational coalitions and power to predict how such choices are affected both by external influence (through ownership) and by internal influence (through shared decision making). In particular, we analyze how the old state socialism logic and the new market capitalism logic competed to influence Chinese firms’ mergers and acquisitions (M&As). We find that these institutional logics affected M&A decisions via the coalitions committed to each logic—coalitions whose balance of power reflected the external power source of ownership and the internal power source of board representation. We also find that each coalition’s strength changed as the market capitalism logic became more established during China’s economic transition, and that investors viewed M&As by firms with high state ownership skeptically.

 

 

 


 

 

10. Public Governance, Corporate Governance, and Firm Innovation: An Examination of State-Owned Enterprises

发表时间:February 2019

Google Scholar引用量:144

 

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贾楠

University of Southern California

 

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黄光立

National University of Singapor

 

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Cyndi Man Zhang

Singapore Management University

 

 

Innovation activities create substantial firm value, but they are difficult to manage owing to agency risk, which is commonly thought to result in shirking, and hence underinvestment in innovation. However, agency risk can also create inefficient allocation of resources among innovation activities, on which the literature has provided limited understanding. We examine an important outcome created by agency risk—that agents pursue quantity of innovation at the expense of novelty—and investigate how it is influenced by corporate and public governance. We theorize that improved corporate governance tools, including better alignment of agents’ private incentives and stronger monitoring, and high-quality public governance reduce such agency risk in state-owned enterprises (SOEs). Furthermore, higher-quality public governance enhances the functioning of corporate governance tools in further reducing such agency risk in innovation. We test our theory by examining SOEs in China that responded to the state’s pro-innovation policies relying disproportionately on quantifiable outcomes (e.g., patent counts) for assessing innovation performance. Our difference-in-differences estimates provide overall support for our hypotheses. These findings provide new insights on how agency risk affects innovation by distinguishing the consequences for quantity and novelty of innovation and for how conventional corporate governance tools shaping innovation depend on public governance.

 

 

 

 

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