As franchising has increased its visibility and impact on the business landscape, it has attracted the attention of a wide variety of researchers from different academic backgrounds. We draw together much of this research by juxtaposing the two key theories used to explain franchising, resource scarcity and agency theory, with the empirical findings regarding three key franchising constructs—franchise initiation, subsequent propensity to franchise, and franchise performance. We suggest that research emphasis needs to shift toward understanding why firms initiate franchising and how franchising impacts different types of organizational performance. We also find that extant research can benefit from additional theoretical diversity and thus we offer new propositions grounded in three theories not yet widely applied to franchising.

The antecedents of victim willingness to reconcile a professional relationship following an incident involving a broken promise were examined in terms of offender tactics (i.e., nature of apology, timeliness of reparative act, sincerity) and relationship characteristics (i.e., nature of past relationship, probability of future violation) using a within- and between-subjects policy-capturing design. Relatively speaking, relationship characteristics were as strongly related to willingness to reconcile as offender tactics. Furthermore, we found moderating effects of magnitude of violation on the willingness to reconcile a relationship following a trust violation. In particular, nature of past relationship was weighed more heavily, whereas probability of future violation was weighed less heavily when the magnitude of the violation was greater. Practical implications and recommendations for future research are discussed.

In this paper, we examine how the attributes of female and racial minority directors differ from those of white males. We track a sample of white male, white female, African-American female and African-American male directors who serve on Fortune 1000 boards and find differences in occupational background, education, and patterns of board affiliation. Female and African-American directors are more likely to come from non-business backgrounds, are more likely to hold advanced degrees, and join multiple boards at a faster rate than white male directors.

The sharing economy is estimated to add hundreds of billions of dollars to the global economy and is rapidly growing. However, trust-based commercial sharing—the participation in for-profit peer-to-peer sharing-economy activity—has negative as well as positive consequences for both the interacting parties and uninvolved third parties. To share responsibly, one needs to be aware of the various consequences of sharing. We provide a comprehensive, preregistered, systematic literature review of the consequences of trust-based commercial sharing, identifying 93 empirical papers spanning regions, sectors, and scientific disciplines. Via in-depth coding of the empirical work, we provide an authoritative overview of the economic, social, and psychological consequences of trust-based commercial sharing for involved parties, including service providers, users, and third parties. Based on the aggregate insights, we identify the common denominators for the positive and negative consequences. Whereas a well-functioning infrastructure of payment, insurance, and communication enables the positive consequences, ambiguity about rules, roles, and regulations causes non-negligible negative consequences. To overcome these negative consequences and promote more responsible forms of sharing, we propose the transparency-based sharing framework. Based on the framework, we outline an agenda for future research and discuss emerging managerial implications that arise when trying to increase transparency without jeopardizing the potential of trust-based commercial sharing.

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.

Computer-aided text analysis (CATA) is a form of content analysis that enables the measurement of constructs by processing text into quantitative data based on the frequency of words. CATA has been proposed as a useful measurement approach with the potential to lead to important theoretical advancements. Ironically, while CATA has been offered to overcome some of the known deficiencies in existing measurement approaches, we have lagged behind in regard to assessing the technique’s measurement rigor. Our article addresses this knowledge gap and describes important implications for past as well as future research using CATA. First, we describe three sources of measurement error variance that are particularly relevant to studies using CATA: transient error, specific factor error, and algorithm error. Second, we describe and demonstrate how to calculate measurement error variance with the entrepreneurial orientation, market orientation, and organizational ambidexterity constructs, offering evidence that past substantive conclusions have been underestimated. Third, we offer best-practice recommendations and demonstrate how to reduce measurement error variance by refining existing CATA measures. In short, we demonstrate that although measurement error variance in CATA has not been measured thus far, it does exist and it affects substantive conclusions. Consequently, our article has implications for theory and practice, as well as how to assess and minimize measurement error in future CATA research with the goal of improving the accuracy of substantive conclusions.

Social loafing was investigated by testing a multilevel model among 23 intact work groups comprised of 168 employees representing two organizations. Results demonstrated that as hypothesized at the individual level, increases in task interdependence and decreases in task visibility and distributive justice were associated with greater occurrence of social loafing. At the group level, increased group size and decreased cohesiveness were related to increased levels of social loafing. Of particular interest was the finding that group member perceptions of perceived coworker loafing was associated with reduced social loafing, opposite of our predictions. We suggested that this unexpected finding may provide evidence of a social compensation effect.

Despite assumptions that counterproductive work behavior (CWB) leads to detrimental outcomes for organizations, most of the existing CWB research focuses on outcomes for the individual employee. In the present study, we clarify fundamental issues regarding unit-level CWB, including its definition and how it is distinct from individual-level CWB. We then use social information-processing (SIP) theory as a lens to articulate our hypotheses regarding the factors associated with unit-level CWB’s emergence (e.g., collective attitudes, human resources practices, leadership) as well as its relationship with unit-level performance (e.g., profit, customer satisfaction). We use meta-analysis (representing 7,110 units and over 391,000 employees) to test our hypotheses. Our results show that unit-level CWB is significantly related to antecedents such as collective job attitudes, the use of strategic human resource management practices (e.g., staffing, training, rewards), and collective perceptions of the work environment (e.g., unit-level fairness perceptions). Moreover, we demonstrate that unit-level CWB is empirically linked to unit-level productivity (ρ = −.23), turnover (ρ = .22), customer satisfaction (ρ = −.26), and profit (ρ = −.31), which verifies the detrimental consequences of CWB at the strategic level. We conclude with a detailed discussion of the theoretical and practical implications of this study as well as a clear plan for future research.

Studies on abusive supervision have adopted justice and resource perspectives to explain its effects on employee organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). However, these studies have not provided a comprehensive account of why abusive supervision affects OCB and CWB and which of these two mediating mechanisms matters more. To address these questions, we conducted two studies using meta-analytic structural equation modeling. In the main study, we analyzed 427 primary studies that incorporated 973 independent correlations ( N = 336,236). The results showed that both organizational justice (the justice lens) and work stress (the resource lens) mediated the influence of abusive supervision on OCB and CWB. Furthermore, organizational justice accounted for a greater proportion of abusive supervision’s effect on OCB than did work stress, whereas work stress accounted for a greater proportion of abusive supervision’s effect on CWB than did organizational justice. Finally, between-study moderation analyses showed that the effect of abusive supervision on CWB was stronger in masculine cultures than in feminine cultures. The supplementary study incorporated effect sizes from six existing meta-analyses ( N = 151,381) and largely replicated the main study’s findings.

Statistical control of extraneous (i.e., third) variables is a common analytic tool among leadership researchers. While such a strategy is typically assumed to prove beneficial, it can actually introduce various complications that are underestimated or even ignored. This study investigates and summarizes the current state of control variable usage in leadership research by qualitatively and quantitatively examining the use of statistical control variables in 10 highly regarded management and applied psychology journals. Despite available “best practices,” our results indicate that control variable usage in existing leadership studies is rarely grounded in theory but instead frequently relies on outdated misconceptions. Moreover, a meta-analysis of the relationships between popular control variables and leadership constructs finds nearly universal weak effect sizes, suggesting that many studies may not only be losing valuable degrees of freedom but also making inferences based on biased parameter estimates. To address these issues, we put forth a number of recommendations to assist leadership scholars with determining whether potential third variables should be controlled for in their leadership research.