Journal of General Management

Journal of General Management, Ahead of Print. <br/>Drawing on social exchange and affective events theories, this study investigates the relationship between constructive leader behaviors—those associated with ethical, authentic, transformational, and transactional supervision—and employees’ experiences of withdrawal intentions and behaviors (intentions to leave the organization, absenteeism, job neglect, and organizational silence) by examining the mediating role of downward mobbing (DM). The investigation of the research model of this work relies on data (collected from 335 employees in varied workplace settings) and using structural equation modeling, this paper examines the postulated relationships. Results suggest that ethical, authentic, and transformational leadership are negatively related to employee experiences of withdrawal reactions through employee perceptions of being the victims of DM. Interestingly, transactional leadership is the sole significant predictors of DM. Additionally, it was revealed that exposure to DM triggers revenge type social exchanges through the appearance of psychological withdrawal behaviors: job neglect, organizational silence, as well as intentions to leave the organization. However, absenteeism is not related to mobbing, suggesting that mobbing targets choose to be psychologically rather than physically absent from work.

Journal of General Management, Ahead of Print. <br/>This study investigated the mediating role of individual and organizational factors on the relationship between work engagement and occupational stress among males and females, junior, mid-level and senior staff members in the banking sector using a cross-sectional survey. Employing a quantitative study, data was gathered from 288 banking staff. Findings show a significant positive relationship between work engagement and age, educational level, one’s position in an organization and organization tenure, and a significant negative relationship between work engagement and gender and occupational stress. There were age, educational level and gender differences in work engagement. There were differences in the level of work engagement in relation to organizational tenure. One’s position, educational level and gender significantly predicted work engagement but age and organization tenure did not. However, educational level, age, one’s position and organizational tenure mediated the relationship between occupational stress and work engagement. These findings have implications for employee well-being and satisfaction and productivity in the organizational setting.

Journal of General Management, Ahead of Print. <br/>The purpose of this meta-analysis is to empirically quantify the relationship between non-family management and family firm performance and to examine the potential influence of moderating factors on this relationship. Integrating findings from 69 studies and 105 total samples, we find a significant, positive, and weak relationship that is contingent on firm variables including firm size, age, and listing on the stock market as well as methodological variables including research design and measures for both non-family management and family firm performance. Our findings show that non-family management has a stronger performance effect in studies with small, young, and private family firms and in those with panel datasets as opposed to cross-sectional ones. The study contributes to the family firm literature and yields important implications for research and practice.

Journal of General Management, Ahead of Print. <br/>In today’s hypercompetitive business landscapes, corporate entrepreneurship (CE) plays a critical role in organizational growth and success. While the impact of CE on firm performance is widely explored in the literature, little is known to date about the contingency factors that intervene in this relationship. The purpose of this paper is to build a contextualized knowledge base to further our understanding of the CE–performance association for a sample of 307 employees from the banking sector in Pakistan. Drawing on the resource-based view, we examine how two technology-related resources—technology-based customer relationship management (CRM) and technology self-efficacy—alter the relationship between CE initiatives and performance of banks. Our study was conducted in four-time spans to capture longitudinal effects and data were analyzed using structural equation modeling techniques. Findings indicate that technology-based CRM mediates, while technology self-efficacy moderates, the CE–performance relationship. We provide several theoretical and managerial implications and suggest fruitful avenues for further inquiry in the field.

Journal of General Management, Ahead of Print. <br/>Despite the rapid development of digital start-ups and market expansion in China, there have been challenges for developing digital business in recent years. Unique economic, institutional, and social factors, as well as the recent COVID-19 pandemic, influence the digital entrepreneurs and their businesses. Yet, the literature on the changing digital entrepreneurial behaviour during the COVID-19 pandemic remains limited. The intentions and behaviours of these entrepreneurs in relation to their digital start-ups and the impact caused by exogenous changes require deeper investigation. By adopting an intention-based social cognitive perspective, this study examines the factors influencing digital entrepreneurs’ intentions and actions in managing their start-ups. We also present a holistic framework with regard to the changing entrepreneurial behaviour and policy implications for the development of digital start-ups.