In this paper, we review the burgeoning but dispersed literature on chief executive officer (CEO) advice seeking, which has important effects on strategic decision making, the CEO’s and the board of directors’ effectiveness, and firms’ entrepreneurial orientation, innovativeness, and financial performance. We synthesize research findings about the key features of CEO advice seeking and its antecedents and outcomes across multiple levels of analysis. On the basis of our review, we identify important research gaps and develop a future research agenda that outlines new research questions and empirical foci that extend the current scope of analysis. We also highlight promising new theories and underutilized methods suitable for this area of research. With an integrative review and research agenda, we hope to stimulate cross-fertilization of different lines of inquiry and encourage new research that shines a spotlight on the remaining puzzles of CEO advice-seeking research.
参考文献：Ma, S. H. et al. (2019). “CEO Advice Seeking: An Integrative Framework and Future Research Agenda”. Journal of Management. 66(6): 771-805.
Work interruptions are ubiquitous in today’s workplaces as a result of the proliferation of technology and a growing emphasis on collaboration and open workspaces. Although a large body of research on interruptions has accumulated over the last two decades, this research is scattered across disciplines with little integration. While this fragmentation indicates the complex nature of interruptions, it has also led to inconsistencies in how interruptions are defined and studied. Such differences reduce generalizability of results, lead to conflicting findings, and hinder knowledge development. We present here an integrative review of prior research on work interruptions based on an analysis of 247 publications. As part of the review, we examine prior definitions of interruption and advance a new integrative definition that can anchor a range of future research. We also discuss and summarize the assumptions and implications of the different investigative approaches used to study interruptions. An awareness of these approaches can help scholars better align their theory and investigative approach to adequately capture constructs/relationships of interest. We then synthesize theory and research, across disciplines, to present a process-based model that comprehensively captures our current understanding of how, when, and why work interruptions affect employees in different ways. Lastly, we highlight several avenues in need of more research attention and provide recommendations on how to advance the work interruption literature ahead meaningfully. Our review can act as an important reference for scholars new to interruption research, as well as for established interruption researchers looking to move their research in new directions.
参考文献：Puranik, H. et al. (2019). “Pardon the Interruption: An Integrative Review and Future Research Agenda for Research on Work Interruptions”. Journal of Management. 66(6): 806-842.
Despite the long-standing research interest in the pre-deal phase of mergers and acquisitions, many important questions remain unanswered. We review and synthesize the extensive but rather fragmented research on this topic area in the fields of management, finance, accounting, and economics. We organize our review according to six themes, that is, deal initiation, target selection, bidding and negotiation, valuation and financing, announcement, and closure, which represent the main categories of activities performed during the pre-deal phase. Our review shows that most of the existing research relies on a rather high-level, simplified, and static conception of the pre-deal phase. On the basis of our review, we put forward a research agenda that calls for a more granular examination of individual activities and decisions, a more comprehensive analysis of the interplay among the different actors involved in the pre-deal phase, a better understanding of the role of the temporal dynamics, and the extension of the theoretical base from variance-based to process-based theorizing.
参考文献：Welch, X. et al. (2019). “The Pre-Deal Phase of Mergers and Acquisitions: A Review and Research Agenda”. Journal of Management. 66(6): 843-878.
Research examining the influence of perceptions of organizational politics (POPs) is currently at a nexus—capable of recognizing its previous contributions but also with an eye toward the future. Scholars credit much of the maturation over the past 30 years to Ferris, Russ, and Fandt’s seminal model. Despite the ever-increasing number of publications attributed to this topic, and model, opportunities to bridge and expand the current research base remain plentiful. We begin this review by differentiating POPs from political behavior and constructs considered overlapping conceptually. We then describe the evolution of two models responsible for guiding POPs research and conclude our review by summarizing meta-analytic studies investigating antecedents and outcomes of POPs. Doing so allows us to identify gaps currently impeding development and to recommend relevant approaches to extend research. Following this review, we introduce event systems theory as a guiding framework for integrating and expanding the knowledge base. This structure allows scholars to recast POPs as a discrete phenomenon capable of being evaluated in terms of its novelty, disruption, and criticality. Theoretically, this approach allows for greater precision in identifying causes and consequences of POPs, and it provides insight into how such perceptions emerge and evolve. Last, we discuss future research opportunities intended to improve understanding of this pervasive phenomenon, and we encourage much-needed future research examining the dynamics of POPs in contemporary work settings.
参考文献：Hochwarter, W. A. et al. (2019). “Perceptions of Organizational Politics Research: Past, Present, and Future”. Journal of Management. 66(6): 879-907.
Chief executive officer (CEO) narcissism is an important area of research due to the strategic implications of how this multifaceted personality trait affects CEO behavior. This article presents a combined meta-analytic and narrative review of CEO narcissism and makes future research recommendations. Our review and meta-analytic findings lead to the creation of a framework for CEO narcissism research focused on narcissistic CEO supply, demand, behavior, and consequences. Additionally, our review identifies five methods of measuring CEO narcissism, each with strengths and weaknesses. We find that while extant findings exhibit common themes, such findings remain mixed and potentially dependent upon methods. We recommend that future research expand beyond the strategic consequences of CEO narcissism to consider additional foci of the research framework and its moderators. Additionally, we suggest that research can benefit from moving beyond the predominant theoretical lenses of upper echelons theory and leadership theory to the lenses of the extended agency model of narcissism, the admiration-versus-rivalry perspective of narcissism, and tournament theory.
参考文献：Cragun, O. R. et al. (2019). “Making CEO Narcissism Research Great: A Review and Meta-Analysis of CEO Narcissism”. Journal of Management. 66(6): 908-936.
Are corporate social responsibility (CSR) initiatives providing the societal good that they promise? After decades of CSR studies, we do not have an answer. In this review, we analyze progression of the CSR literature toward assessing the performance of CSR initiatives, identify factors that have limited the literature’s progress, and suggest a new approach to the study of CSR that can overcome these limits. We begin with comprehensive bibliometric mapping illustrating that although social impact has infrequently been its explicit focus, the CSR literature has measured outcomes other than firm performance, especially in the current decade. Thereafter, we conduct a more fine-grained analysis of recent CSR studies. Adapting a logic model framework, we show that even the most highly cited studies have stopped short of assessing social impact, often measuring CSR activities rather than impacts and focusing on benefits to specific stakeholders rather than to wider society. In combination, our analyses suggest that assessment of the performance of CSR initiatives has been driven by the availability of large, public secondary data sources. However, creating more such databases and turning to “big data” analyses are inadequate solutions. Drawing from the impact evaluation literature of development economics, we argue that the CSR field should reconceive itself as a science of design in which researchers formulate CSR initiatives that seek to achieve specific social and environmental objectives. In accordance with this pursuit, CSR researchers should move toward “small data” research designs, which will enable studies to better determine causation rather than just identify correlation.
参考文献：Barnett, M. L. et al. (2019). “Beyond Good Intentions: Designing CSR Initiatives for Greater Social Impact”. Journal of Management. 66(6): 937-964.
Collaboration, coordination, and cooperation lie at the core of interorganizational activities. To address the confusion regarding the definitions of these three terms, recent works have proposed redefinitions. Although these proposals address an important concern, we believe that they might be premature because (1) they do not build on a systematic examination of how these terms have been used in the literature and (2) they seem to narrow the focus to a given theory and alliances only, which might unduly restrict the meaning of the terms defined. In this paper, we review the definitions of the three terms as they appear in nine top journals in the general management literature (1948-2017). By studying the definitions, we identify three interactional dimensions that are present to different extents in collaboration, coordination, and cooperation: attitude, behavior, and outcome. Our systematic review confirms the confusion and lack of parsimony in the extant definitions. The overlap in the content of these dimensions across the three terms does not provide a basis for distinctively defining collaboration, coordination, and cooperation. Thus, we further draw on our review to identify two discriminating dimensions that allow us to distinguish these three terms: the temporal stage and the type of goal. Our review contributes to theoretical development by offering a conceptual redefinition of the three terms that renders them distinct and thus facilitates knowledge accumulation and theory development. Moreover, the set of interactional and discriminating dimensions generates a host of managerially relevant research questions about a wide range of interorganizational relationships.
参考文献：Castañer, X. and Oliveira, Nuno. (2019). “Collaboration, Coordination, and Cooperation Among Organizations: Establishing the Distinctive Meanings of These Terms Through a Systematic Literature Review”. Journal of Management. 66(6): 965-1001.
As social network theory and methodology advance, scholars in multiple fields have increasingly become interested in examining work teams using network perspectives. Social networks not only enabled work team researchers to theorize about interdependencies and the dynamic interplay of team components (i.e., individuals, dyads, and whole teams) but also provided a methodological tool kit with which to operationalize and test hypotheses about such interdependencies. To this end, the purpose of this article is to conduct an integrative review of organizational teams research that has adopted a social network perspective to highlight what is known and what remains to be addressed. We then outline an agenda for future research that introduces three promising areas to guide researchers to move the field forward. We conclude that a more thorough integration of the networks and teams literatures offer great promise for advancing both our science and practice.
参考文献：Park, S. et al. (2019). "Understanding Work Teams From a Network Perspective: A Review and Future Research Directions". Journal of Management. 66(6): 1002-1028.
After more than 35 years, Hambrick and Mason’s upper echelons theory (UET) stands as one of the most influential perspectives in management research. However, as the literature and its attendant reviews have become more numerous and specialized, discussion of the fundamental conceptual and methodological critiques leveled against research utilizing the UET perspective has grown fragmented. As such, the first aim of the present review is to identify and synthesize a set of common critiques levied against UET research. In doing so, we unpack important nuance within each critique while establishing a common vocabulary to facilitate greater consistency in how these critiques are discussed by scholars, editors, and reviewers. Next, we analyze the past decade of UET research (i.e., empirical and conceptual articles) to provide a progress report on the state of the literature as it pertains to each critique. Based on this analysis, we issue a “verdict,” providing clear guidance on what issues still need to be resolved and offering clear recommendations for UET scholars moving forward. Finally, we close by taking stock of how our recommendations position UET scholars to embrace the task of providing impactful insights on emerging challenges facing top executives.
参考文献：Neely, Jr, B. H. et al. (2019). “Metacritiques of Upper Echelons Theory: Verdicts and Recommendations for Future Research”. Journal of Management. 66(6): 1029-1062.
Political polarization has increased significantly in society over the past decade, and whether intended or not, employees at all levels bring their political ideologies into organizations. We posit that political ideology is unique and warrants the attention of organizational scholars. We begin by integrating literature from political science and political psychology to review the various conceptualizations of political ideology as representing values, identity, and political affiliation. Next, we review the literature of political ideology in organizational sciences which has examined political ideology through a values-based lens,understanding it to be a source of motivated reasoning that influences strategic decisions. We then review a smaller subset of literature that has examined political ideology through an identity-based lens, exploring its influence on social dynamics including stereotyping, diversity in teams, and person-organization fit. Finally, we chart a course for future research on political ideology, focusing on (1) conceptual expansions, (2) contextual determinants, (3) diversity, (4) cross-level alignment, and (5) the acknowledgment of possible researcher bias.
参考文献：Swigart, K. L. et al. (2019). “Working While Liberal/Conservative: A Review of Political Ideology in Organizations”. Journal of Management. 66(6): 1063-1091.
