Journal of Management 2023年第2期

Volume 49 Issue 2, February 2023

?

?

——更多動(dòng)態(tài)，請(qǐng)持續(xù)關(guān)注gzh：理想主義的百年孤獨(dú)

?

?

1.More Bang for Their Buck: Why (and When) Family Firms Better Leverage Corporate Social Responsibility

更物有所值：家族企業(yè)為什么(以及何時(shí))能更好地發(fā)揮企業(yè)社會(huì)責(zé)任

James G.?Combs,?Peter?Jaskiewicz,?Rahul?Ravi, and?Judith L.?Walls

https://doi.org/10.1177/01492063211066057

Family firms take different strategic actions because of their desire to grow and preserve socioemotional wealth (SEW), but pursuing SEW also generates what we call SEW resources that deliver advantages in certain contexts. We develop and test this idea with respect to corporate social responsibility (CSR). We theorize that SEW resources such as reputation, strong stakeholder relationships, and long-term orientation help family firms better leverage symbolic CSR to enhance short-term firm performance and better leverage substantive CSR to enhance long-term firm performance. Regression analyses on a 20-year panel of S&P?500 firms provide supportive evidence. Findings indicate that family firms not only “do it differently” to?preserve?SEW; they sometimes “do it better”?because?of SEW.

家族企業(yè)采取不同的戰(zhàn)略行動(dòng)，因?yàn)樗麄兿Ｍ鲩L和保存社會(huì)情感財(cái)富(SEW)，但追求SEW也會(huì)產(chǎn)生我們所說的SEW資源，在某些情況下提供優(yōu)勢(shì)。我們?cè)谄髽I(yè)社會(huì)責(zé)任(CSR)方面發(fā)展并檢驗(yàn)這一理念。我們認(rèn)為，SEW資源(如聲譽(yù)、強(qiáng)大的利益相關(guān)者關(guān)系和長期導(dǎo)向)有助于家族企業(yè)更好地利用象征性的企業(yè)社會(huì)責(zé)任來提高企業(yè)短期績(jī)效，更好地利用實(shí)質(zhì)性的企業(yè)社會(huì)責(zé)任來提高企業(yè)長期績(jī)效。對(duì)標(biāo)準(zhǔn)普爾500指數(shù)成分股公司20年的回歸分析提供了支持性證據(jù)。研究結(jié)果表明，家族企業(yè)不僅“采取不同的方式”來保護(hù)SEW;他們有時(shí)因?yàn)镾EW而“做得更好”。

?

?

?

2.Unpacking the Microdynamics of Multiplex Peer Developmental Relationships: A Mutuality Perspective

多重同伴發(fā)展關(guān)系的微觀動(dòng)力學(xué)：一個(gè)相互性的視角

Jessica R.?Methot?and?Michael S.?Cole

https://doi.org/10.1177/01492063211048437

Peer developmental relationships—informal arrangements between pairs of individuals who take an active interest in and concerted action to advance one another's careers—offer a valuable alternative to formal mentorships. Despite recognition that peer developmental relationships have the potential to jointly provide career and psychosocial support (i.e., multiplexity) and that relationships embodying multiple support dimensions are indispensable, a paucity of work investigates what factors contribute to their dynamics and persistence over time. To address this issue, we integrate the microfoundations of network dynamics and mutuality perspectives to identify why and when social processes—specifically, reciprocity, trust, and trust asymmetry—operate to form, strengthen, or maintain multiplex peer developmental relationships. To test our hypotheses, we collected three waves of data over one-and-a-half years from a cohort of individuals participating in a leadership development program. Using variations of the Quadradic Assignment Procedure (QAP) to investigate dyad-level dynamics, our results generally suggest that (over and above demographics and network characteristics) the provision of psychosocial support relatively early in the peer-to-peer relationship is likely to evolve into a more complex, high-quality relationship comprised of both psychosocial support and career support (i.e., a multiplex peer developmental relationship). Perhaps more importantly, the social processes capturing mutuality further increased the likelihood that multiplex developmental relationships would develop and persist over time. Our results demonstrate that mutuality is both generative and resolute in nurturing multiplex developmental relationships.

同伴發(fā)展關(guān)系——對(duì)彼此的職業(yè)發(fā)展積極感興趣并采取一致行動(dòng)的個(gè)人之間的非正式安排——為正式的導(dǎo)師關(guān)系提供了一種有價(jià)值的選擇。盡管認(rèn)識(shí)到同伴發(fā)展關(guān)系具有共同提供職業(yè)和心理社會(huì)支持(即多樣性)的潛力，而且體現(xiàn)多個(gè)支持維度的關(guān)系是不可或缺的，但缺乏研究是什么因素導(dǎo)致了它們的動(dòng)態(tài)和持續(xù)時(shí)間。為了解決這個(gè)問題，我們整合了網(wǎng)絡(luò)動(dòng)力學(xué)和相互關(guān)系視角的微觀基礎(chǔ)，以確定社會(huì)過程(特別是互惠、信任和信任不對(duì)稱)為何以及何時(shí)會(huì)形成、加強(qiáng)或維持多重同伴發(fā)展關(guān)系。為了驗(yàn)證我們的假設(shè)，我們?cè)谝荒臧氲臅r(shí)間里從參加領(lǐng)導(dǎo)力發(fā)展項(xiàng)目的一群人那里收集了三波數(shù)據(jù)。使用二次分配程序(QAP)的變體來調(diào)查二元水平的動(dòng)態(tài)，我們的結(jié)果通常表明(除了人口統(tǒng)計(jì)學(xué)和網(wǎng)絡(luò)特征之外)，在對(duì)等關(guān)系中相對(duì)早期提供心理社會(huì)支持很可能演變成一種更復(fù)雜、高質(zhì)量的關(guān)系，包括心理社會(huì)支持和職業(yè)支持(即多重對(duì)等發(fā)展關(guān)系)。也許更重要的是，捕捉相互性的社會(huì)過程進(jìn)一步增加了多元發(fā)展關(guān)系隨著時(shí)間發(fā)展和持續(xù)的可能性。我們的研究結(jié)果表明，互惠性在培養(yǎng)多元發(fā)展關(guān)系方面具有生成性和堅(jiān)決性。

?

?

?

3.Good, Bad, and Ugly Leadership Patterns: Implications for Followers’ Work-Related and Context-Free Outcomes

好的、壞的和丑陋的領(lǐng)導(dǎo)模式：對(duì)下屬工作相關(guān)和環(huán)境無關(guān)結(jié)果的影響

Amanda J.?Hancock,?Ian R.?Gellatly,?Megan. M.?Walsh,?Kara A.?Arnold, and?Catherine E.?Connelly

https://doi.org/10.1177/01492063211050391

This research responds to calls for a more integrative approach to leadership theory by identifying subpopulations of followers who share a common set of perceptions with respect to their leader's behaviors. Six commonly researched styles were investigated: abusive supervision, transformational leadership (TFL), contingent reward (CR), passive and active management-by-exception (MBE-P and MBE-A, respectively), and laissez faire/avoidant (LF/A). Study hypotheses were tested with data from four independent samples of working adults, three from followers (N?=?855) and a validation sample of leaders (N?=?505). Using latent profile analysis, three pattern cohorts emerged across all four samples. One subpopulation of followers exhibited a constructive pattern with higher scores on TFL and CR relative to other styles. Two cohorts exhibited destructive patterns, one where the passive styles of MBE-A, MBE-P?and LF/A were high relative to the other styles (passive) and one where the passive styles co-occurred with abusive supervision (passive-abusive). Drawing on conservation of resources theory, we confirmed differential associations with work-related (i.e., burnout, vigor, perceived organizational support and affective organizational commitment) and context-free (i.e., physical health and psychological well-being) outcomes. The passive-abusive pattern was devastating for physical health, yet passiveness without abuse was damaging for psychological well-being. Interestingly, we find a clear demarcation between passiveness as “benign neglect” and passiveness as an intentional and deliberate form of leadership aimed at disrupting or undermining followers—hence, the two faces of passiveness: “bad” and “ugly.” We discuss the novel insights offered by a pattern (person)-oriented analytical strategy and the broader theoretical and practical implications for leadership research.

這項(xiàng)研究通過確定追隨者的亞群來響應(yīng)對(duì)領(lǐng)導(dǎo)理論更綜合的方法的呼吁，這些追隨者對(duì)他們的領(lǐng)導(dǎo)行為有一套共同的看法。研究人員調(diào)查了六種常見的管理風(fēng)格:濫用監(jiān)督、變革型領(lǐng)導(dǎo)(TFL)、或有獎(jiǎng)勵(lì)(CR)、被動(dòng)和主動(dòng)例外管理(MBE-P和MBE-A)以及自由放任/回避型(LF/A)。研究假設(shè)的數(shù)據(jù)來自四個(gè)獨(dú)立的成年工作樣本，三個(gè)來自追隨者(N = 855)和一個(gè)驗(yàn)證樣本(N = 505)。使用潛在剖面分析，在所有四個(gè)樣本中出現(xiàn)了三種模式隊(duì)列。追隨者的一個(gè)亞群表現(xiàn)出建設(shè)性模式，在TFL和CR上相對(duì)于其他風(fēng)格得分更高。兩個(gè)隊(duì)列表現(xiàn)出破壞性模式，其中一個(gè)是MBE-A, MBE-P和LF/A的被動(dòng)風(fēng)格相對(duì)于其他風(fēng)格(被動(dòng))較高，另一個(gè)是被動(dòng)風(fēng)格與虐待監(jiān)督(被動(dòng)-虐待)同時(shí)出現(xiàn)。利用資源保護(hù)理論，我們證實(shí)了與工作相關(guān)(即倦怠、活力、感知組織支持和情感性組織承諾)和與環(huán)境無關(guān)(即身體健康和心理健康)結(jié)果之間的差異關(guān)聯(lián)。被動(dòng)-虐待模式對(duì)身體健康是毀滅性的，而沒有虐待的被動(dòng)對(duì)心理健康是有害的。有趣的是，我們發(fā)現(xiàn)被動(dòng)是一種“善意的忽視”，而被動(dòng)是一種故意和故意的領(lǐng)導(dǎo)形式，目的是破壞或破壞追隨者——因此，被動(dòng)有兩種面貌:“壞”和“丑陋”。我們討論了以模式(人)為導(dǎo)向的分析策略所提供的新穎見解，以及對(duì)領(lǐng)導(dǎo)研究更廣泛的理論和實(shí)踐意義。

?

?

?

4.Understanding the Spread of Sustained Employee Volunteering: How Volunteers Influence Their Coworkers’ Moral Identity Work

理解持續(xù)的員工志愿服務(wù)的傳播：志愿者如何影響他們同事的道德認(rèn)同工作

Michael J.?Gill

https://doi.org/10.1177/01492063211050879

Employee volunteering has become a common phenomenon in many organizations. However, it is unclear how sustained volunteering spreads between colleagues. Drawing on an empirical study set in the English legal profession, this study examines the processes through which existing employee volunteers influence their coworkers to internalize a volunteer identity. The study yields a theoretical model that specifies how coworkers may identify existing volunteers as moral exemplars. Five forms of social influence emanate, often unknowingly, from these exemplars: encouraging, evoking, edifying, enacting, and exemplifying. These forms of social influence inform coworkers’ microprocess of moral identity work through which they claim a volunteer identity. This study thereby shifts attention from the well-theorized outcomes of moral identities to the largely unexamined social influences on moral identities in the workplace, enriching our understanding of the development of the moral self that is foundational to theories of volunteering and identity.

員工志愿服務(wù)在許多組織中已經(jīng)成為一種普遍現(xiàn)象。然而，目前尚不清楚持續(xù)的志愿活動(dòng)是如何在同事之間傳播的。借鑒英國法律行業(yè)的實(shí)證研究，本研究考察了現(xiàn)有員工志愿者影響其同事內(nèi)化志愿者身份的過程。這項(xiàng)研究產(chǎn)生了一個(gè)理論模型，具體說明了同事如何將現(xiàn)有的志愿者視為道德榜樣。五種形式的社會(huì)影響往往在不知不覺中從這些榜樣中散發(fā)出來:鼓勵(lì)、喚起、啟迪、制定和示范。這些形式的社會(huì)影響為同事的道德認(rèn)同工作的微觀過程提供了信息，通過這個(gè)過程，他們獲得了志愿者的身份。因此，這項(xiàng)研究將注意力從道德身份的良好理論化結(jié)果轉(zhuǎn)移到工作場(chǎng)所中道德身份的基本未經(jīng)檢驗(yàn)的社會(huì)影響，豐富了我們對(duì)道德自我發(fā)展的理解，這是自愿和身份理論的基礎(chǔ)。

?

?

?

5.Stripped of Agency: The Paradoxical Effect of Employee Monitoring on Deviance

剝奪代理:員工監(jiān)控對(duì)越軌行為的矛盾效應(yīng)

Chase E.?Thiel,?Julena?Bonner,?John T.?Bush,?David T.?Welsh, and?Niharika?Garud

https://doi.org/10.1177/01492063211053224

Organizations have long sought to mitigate risks associated with unsupervised employee conduct (e.g., employee deviance) through employee monitoring, an approach consistent with traditional theorizing. Yet the effectiveness of employee monitoring as a deviance deterrent has been called into question by emerging evidence suggesting that monitored employees may actually engage in higher levels of deviance. To address this critical tension and shed light on why and when monitoring leads to deviance, we draw upon social cognitive theory to examine the self-regulatory consequences of employee monitoring. We theorize that monitoring paradoxically creates conditions for more (not less) deviance by diminishing employees’ sense of agency, thereby facilitating moral disengagement via displacement of responsibility. Integrating fairness heuristic theory, we further argue that overall justice provides a powerful heuristic that mitigates the potential loss of sense of agency associated with monitoring. Accordingly, we suggest that employee perceptions of high justice will attenuate displacement of responsibility and, in turn, deviance. Across a field study and an experimental study, we find converging support for our predictions and rule out alternative explanations. This research provides important theoretical and practical insights into how monitoring can be used effectively without also promoting unintended consequences.

長期以來，組織一直試圖通過員工監(jiān)控來降低與不受監(jiān)督的員工行為(例如，員工越軌行為)相關(guān)的風(fēng)險(xiǎn)，這是一種與傳統(tǒng)理論一致的方法。然而，監(jiān)控員工作為一種越軌威懾的有效性受到了質(zhì)疑，因?yàn)樾鲁霈F(xiàn)的證據(jù)表明，被監(jiān)控的員工實(shí)際上可能會(huì)出現(xiàn)更高水平的越軌行為。為了解決這一關(guān)鍵緊張關(guān)系，并闡明監(jiān)控為何以及何時(shí)會(huì)導(dǎo)致越軌，我們利用社會(huì)認(rèn)知理論來研究員工監(jiān)控的自我監(jiān)管后果。我們的理論是，監(jiān)控通過削弱員工的代理感，反而為更多(而不是更少)的越軌行為創(chuàng)造了條件，從而通過責(zé)任的轉(zhuǎn)移促進(jìn)了道德上的脫離。整合公平啟發(fā)式理論，我們進(jìn)一步認(rèn)為，整體公正提供了一個(gè)強(qiáng)大的啟發(fā)式，減輕了與監(jiān)督相關(guān)的代理感的潛在損失。因此，我們建議員工對(duì)高度公正的感知會(huì)減少責(zé)任的轉(zhuǎn)移，進(jìn)而減少越軌行為。通過實(shí)地研究和實(shí)驗(yàn)研究，我們發(fā)現(xiàn)我們的預(yù)測(cè)得到了一致的支持，并排除了其他解釋。這項(xiàng)研究提供了重要的理論和實(shí)踐見解，即如何有效地使用監(jiān)測(cè)，而不會(huì)導(dǎo)致意想不到的后果。

?

?

?

6.Virtue Rhetoric in Investor Communications: Setting Up for a Letdown?

投資者溝通中的美德修辭：為失望做準(zhǔn)備?

Miles A.?Zachary,?Brian L.?Connelly,?G. Tyge?Payne, and?Lori L.?Tribble

https://doi.org/10.1177/01492063211002622

Many companies prominently espouse their virtuous character in communications with investors, with a view toward influencing investor perceptions about the firm’s standards of behavior. While there are benefits to investors perceiving an organization to be virtuous, what happens if the firm violates those standards by engaging in unethical behavior? In this study, we use expectancy violations theory to argue that virtue rhetoric sets investors up for disappointment. When an organization claims to be virtuous but then acts unethically, investors respond to the ethics violation more negatively than they would otherwise. We also theorize about scenarios where investors may overlook unethical behavior or intensify their disapproval of it. To test our ideas, we assemble a unique sample of unethical events committed by S&P 500 companies over a 12-year period, combined with analysis of the virtue rhetoric found in their annual letters to shareholders. Our main finding is that investor reaction to unethical behavior is more negative for companies that claimed to be virtuous prior to the violation than for those that did not make such claims. This relationship is less strong when the company has high expected future value.

許多公司在與投資者的溝通中突出地宣揚(yáng)自己的美德，以期影響投資者對(duì)公司行為標(biāo)準(zhǔn)的看法。如果投資者認(rèn)為一家公司是有道德的，會(huì)有好處，但如果這家公司違反了這些標(biāo)準(zhǔn)，從事不道德的行為，會(huì)發(fā)生什么?在這項(xiàng)研究中，我們使用預(yù)期違反理論來論證美德修辭會(huì)讓投資者失望。當(dāng)一個(gè)組織聲稱自己是有道德的，但行為卻有違道德時(shí)，投資者對(duì)這種違反道德的行為的反應(yīng)會(huì)比在其他情況下更消極。我們還對(duì)投資者可能忽視不道德行為或加劇他們對(duì)不道德行為的不滿的情況進(jìn)行了理論分析。為了驗(yàn)證我們的想法，我們收集了標(biāo)準(zhǔn)普爾500指數(shù)成分股公司在過去12年里犯下的不道德事件的獨(dú)特樣本，并分析了它們?cè)谀甓戎鹿蓶|信中發(fā)現(xiàn)的美德言論。我們的主要發(fā)現(xiàn)是，投資者對(duì)不道德行為的反應(yīng)，對(duì)于那些在違規(guī)之前聲稱自己是道德的公司，比對(duì)那些沒有做出此類聲明的公司更為負(fù)面。當(dāng)公司具有較高的預(yù)期未來價(jià)值時(shí)，這種關(guān)系就不那么強(qiáng)烈了。

?

?

?

7.The Wheel Comes Full Circle? An Integrated View of Organizational Responses to Institutional Pressures

組織應(yīng)對(duì)制度壓力的綜合觀點(diǎn)

Daisuke?Uchida

https://doi.org/10.1177/01492063211057845

In the face of increasing pressure to comply with institutional norms, firm managers may retreat from previous commitments to comply once they realize the challenges involved. This study examines how firms respond to institutional pressures in a particular way called reversion, in which an organization's managers temporarily comply when there are no consequences but resist when it is in their interest to resist. By integrating institutional and agency theories, we model the reversion decision as a tension between institutional constituents and organizational managers. An empirical analysis of a sample of Japanese firms that scheduled annual shareholder meetings during the 2001 through 2014 period was performed. Our findings show that although organizations’ susceptibility to certain institutional pressures determines initial organizational compliance, managers whose interests diverge from those of the institutional constituents can revert their decisions, especially when they have discretion in decision making to protect their own interests. These findings highlight the temporary nature of organizational responses to institutional pressures and help us understand how organizational agency can limit institutional control over an organization's actions.

面對(duì)越來越大的遵守制度規(guī)范的壓力，一旦意識(shí)到所涉及的挑戰(zhàn)，企業(yè)管理人員可能會(huì)放棄先前的遵守承諾。這項(xiàng)研究考察了企業(yè)如何以一種被稱為“回歸”的特殊方式應(yīng)對(duì)制度壓力。在這種方式中，一個(gè)組織的管理者在沒有后果時(shí)暫時(shí)順從，但在符合他們的利益時(shí)抵制。通過整合制度和代理理論，我們將回歸決策建模為制度參與者和組織管理者之間的緊張關(guān)系。對(duì)2001年至2014年期間安排年度股東會(huì)議的日本公司樣本進(jìn)行了實(shí)證分析。我們的研究結(jié)果表明，盡管組織對(duì)某些制度壓力的敏感性決定了最初的組織合規(guī)性，但與制度成員的利益背離的管理者可以改變他們的決定，特別是當(dāng)他們?cè)跊Q策中擁有自由裁量權(quán)以保護(hù)自己的利益時(shí)。這些發(fā)現(xiàn)強(qiáng)調(diào)了組織對(duì)制度壓力的反應(yīng)的暫時(shí)性，并幫助我們理解組織能動(dòng)性如何限制制度對(duì)組織行為的控制。

?

?

?

8.The Contingent Effects of Intrateam Abusive Behavior on Team Thriving and New Venture Performance

團(tuán)隊(duì)內(nèi)部虐待行為對(duì)團(tuán)隊(duì)繁榮和新創(chuàng)企業(yè)績(jī)效的條件效應(yīng)

Keith M.?Hmieleski and?Michael S.?Cole

https://doi.org/10.1177/01492063211055671

This study sheds light on the dark side of entrepreneurship by examining how and under what conditions abusive behavior within new venture teams (NVTs) relates to new venture performance. Using a national (USA) random sample of NVTs, we find that the relationship of intrateam abusive behavior (i.e., degree to which NVT members exhibit “hostile” verbal behaviors toward each other) with new venture performance (i.e., sales and employment growth) is mediated by NVT thriving (i.e., level of vitality and learning exhibited within the NVT). Results further demonstrate that perceived competitive intensity of the industry moderates this relationship, with the indirect effect of intrateam abusive behavior on new venture performance (via thriving) being significantly less negative at high, than at low, levels of competitive intensity. We therefore conclude that perceived competitive threats to the survival of startups act to mitigate the otherwise deleterious effects of abusive behavior occurring within NVTs. These results broaden existing knowledge regarding the dark side of entrepreneurship by expanding the conversation on this topic to include the NVT and providing evidence for why some NVTs, but not others, are able to sustain the growth of their firms despite the occurrence of abusive behavior between their members.

這項(xiàng)研究通過研究新風(fēng)險(xiǎn)團(tuán)隊(duì)(nvt)中的虐待行為如何以及在什么條件下與新風(fēng)險(xiǎn)績(jī)效相關(guān)，揭示了創(chuàng)業(yè)的陰暗面。使用全國(美國)的NVT隨機(jī)樣本，我們發(fā)現(xiàn)團(tuán)隊(duì)內(nèi)部辱罵行為(即NVT成員對(duì)彼此表現(xiàn)出“敵對(duì)”言語行為的程度)與新企業(yè)績(jī)效(即銷售和就業(yè)增長)之間的關(guān)系是由NVT繁榮(即NVT內(nèi)部表現(xiàn)出的活力和學(xué)習(xí)水平)所中介的。結(jié)果進(jìn)一步表明，行業(yè)感知競(jìng)爭(zhēng)強(qiáng)度可以調(diào)節(jié)這種關(guān)系，團(tuán)隊(duì)內(nèi)部虐待行為對(duì)新企業(yè)績(jī)效的間接影響(通過繁榮發(fā)展)在高競(jìng)爭(zhēng)強(qiáng)度水平下的負(fù)面影響顯著小于低競(jìng)爭(zhēng)強(qiáng)度水平下的負(fù)面影響。因此，我們得出結(jié)論，對(duì)創(chuàng)業(yè)公司生存的感知競(jìng)爭(zhēng)威脅可以減輕nvt內(nèi)部發(fā)生的濫用行為的有害影響。這些結(jié)果擴(kuò)大了關(guān)于創(chuàng)業(yè)黑暗面的討論，將NVT包括在內(nèi)，并為為什么一些NVT(而不是其他NVT)能夠在成員之間發(fā)生虐待行為的情況下保持公司的增長提供了證據(jù)，從而拓寬了關(guān)于創(chuàng)業(yè)黑暗面的現(xiàn)有知識(shí)。

?

?

?

9.Multistakeholder Agency: Stakeholder Benefit Alignment and National Institutional Contexts

多利益相關(guān)者機(jī)構(gòu)：利益相關(guān)者利益協(xié)調(diào)與國家制度背景

Victor Zitian?Chen,?Patricio?Duran,?Steve?Sauerwald,?Michael A.?Hitt, and?Marc?van Essen

https://doi.org/10.1177/01492063211054403

The alignment among multiple stakeholder benefits is a valuable performance indicator for the benefits generated by a firm for various stakeholders. Our research seeks to augment stakeholder-agency theory with an institutional perspective to analyze how national institutions affect stakeholder benefit alignment. We suggest that the current development of stakeholder-agency theory has overlooked the alignment of different stakeholders’ benefits and the external institutional contexts as critical determinants in ensuring such alignment. We conceptualize stakeholder benefit alignment as a positive relationship between different stakeholder groups’ benefits, and propose an institutional framework grounded in relative stakeholder salience. Using this framework, we argue that stakeholder benefits are better aligned when national institutions enhance the ease of withdrawal, legal protection, and private enforcement for intrinsically less salient stakeholders, and when a long-term oriented culture characterizes a society. We found supportive evidence by employing a meta-analytic approach based on 530 correlations from 94 primary studies representing 23 economies. Our study adds new insights to the stakeholder-agency literature by conceptualizing and quantitatively examining the degree of alignment across different stakeholder benefit dimensions, focusing on national formal and informal institutions as boundary conditions.

多個(gè)利益相關(guān)者利益之間的一致性是一個(gè)有價(jià)值的績(jī)效指標(biāo)，可以反映企業(yè)為各個(gè)利益相關(guān)者所產(chǎn)生的利益。我們的研究試圖從制度的角度擴(kuò)展利益相關(guān)者-代理理論，以分析國家制度如何影響利益相關(guān)者利益的一致性。我們認(rèn)為，當(dāng)前利益相關(guān)者-代理理論的發(fā)展忽視了不同利益相關(guān)者利益的一致性和外部制度背景作為確保這種一致性的關(guān)鍵決定因素。我們將利益相關(guān)者利益一致性定義為不同利益相關(guān)者群體利益之間的積極關(guān)系，并提出了基于利益相關(guān)者相對(duì)顯著性的制度框架。利用這一框架，我們認(rèn)為，當(dāng)國家機(jī)構(gòu)提高本質(zhì)上不那么突出的利益相關(guān)者的退出、法律保護(hù)和私人執(zhí)法的便利性時(shí)，當(dāng)一個(gè)社會(huì)具有長期導(dǎo)向的文化特征時(shí)，利益相關(guān)者的利益就會(huì)更好地協(xié)調(diào)起來。我們采用基于代表23個(gè)經(jīng)濟(jì)體的94項(xiàng)初步研究中的530個(gè)相關(guān)性的元分析方法，找到了支持性證據(jù)。我們的研究以國家正式和非正式制度為邊界條件，通過概念化和定量研究不同利益相關(guān)者利益維度的對(duì)齊程度，為利益相關(guān)者-機(jī)構(gòu)文獻(xiàn)提供了新的見解。