Work stress and employee wellbeing have gained heightened attention since the COVID-19 pandemic. Until now, organizations have primarily sought to conceptualize these variables as an individual-level phenomenon; thereby neglecting the potential influence of social dynamics within the workplace. Drawing on conservation of resources and emotional contagion theories, this study examines the extent to which team-level emotional contagion moderates the impact of stress on wellbeing, factoring in multilevel effects. Data from 237 professional services employees nested within 41 teams was analyzed. The results show support for emotional contagion as a team-level moderator between individual-level work stress and employee wellbeing. The role of organizational resources in shaping stress and wellbeing outcomes was also significant. This study underscores the significance of team dynamics and organizational resources in shaping employee wellbeing. Well-targeted, stress alleviation, and team-contagion enhancing initiatives will have a more positive impact on wellbeing, than individually targeted stress alleviation initiatives in isolation.

Former refugee women’s entrepreneurial journeys are embedded in social, cultural, and legal environments in their home, transition, and host countries. Their multiple context embeddedness creates contradictions and identity issues. Thus, women adopt behaviours that make them visible or invisible simultaneously when navigating these contradictions. Using intersectionality and translocational positionality lenses, this study explored this phenomenon. We collected narrative data using semi-structured interviews from refugee women resettled in New Zealand. The findings illustrate that multi-country social processes, that is, ‘translocational’ experiences, create (in)visibility paradoxes for women entrepreneurs. Women dynamically create visibility for themselves through reliance on or defiance of ethnic, cultural or refugee identities in their ventures and by creating a business identity aligning with the host country’s values. In contrast, cultural conformity and playing a role behind the ‘shopfront’ make women invisible. This study synthesises these paradoxical entrepreneurial strategies, develops a conceptual framework and contributes to women’s entrepreneurial identity studies.

Research on platform power indicates a preference alignment between consumers and platforms against regulation. However, recent scandals have changed public opinion toward platforms and undermined their structural coalition with consumers. I argue that amid the techlash, platforms need to actively mobilize the public and face an uphill battle in doing so. Based on the outside lobbying literature, I expect that platforms’ success in reframing the debate and signaling public discontent to policymakers depends on the perceptibility of the target audience (the bonding surface) and the characteristics of competing interest groups. I test my expectations by analyzing platform outside lobbying against the 2019 European Copyright Directive. I combine process-tracing and time-series analysis with textual data. A comparison between the German and French debates revealed that platform outside lobbying failed because negative media reporting, public opinion, and a creative economy dominated by small and medium-sized enterprises (SMEs) in France provided a favorable bonding surface for the frames of pro-copyright groups. Pro-copyright groups could credibly criticize platforms’ exploitative practices and demand fair artist remuneration, while platforms’ frames did not stick. This study demonstrates that claims of structural platform power are exaggerated and that careful attention needs to be paid to lobbying dynamics.

This article advances research at the intersection of macro talent management (TM) and the career capital of expatriates. It does so by reporting the findings of a qualitative study of self-initiated expatriates’ strategies of engaging the practices of a city-level TM institution to facilitate career capital formation. Strategies of engaging city-level practices of TM have diverse, at times paradoxical implications. Self-initiated expatriates employ strategies of engaging institutional practices to (1) support global career mobility without considerable adjustment, (2) develop local networks and careers in the host country, and (3) even actively escaping an expanding sphere of international institutions. The article explains how dynamics of career capital formation occur as (un)anticipated consequences of being exposed to institutional logics of adopted TM practices. Corporate and market-oriented logics of TM realized in an international city institution ambiguously combined with community logics, for some self-initiated expatriates resembling those of traditional expatriate institutions.

As a result of the partial privatization and public listing of two large state-owned enterprises in 2001, the Norwegian state became the largest owner at the Oslo stock exchange. A new mode of corporate governance was developed, through which retainment of the corporate headquarters (HQ) of hybrid state-owned enterprises became the sole political goal of continued state ownership in these corporations. This article explores the perceived benefits to the national economy of these company HQ through an investigation of public documents and interviews with key stakeholders. The article argues that the main function of the goal of HQ retainment was to portray national interests and political goals as mere (positive) externalities of HQ location, and that this goal was formalized due to a perceived need to depoliticize the corporate governance of hybrid state-owned enterprises.

Scholars have called for additional research into the antecedents to corporate political activity (CPA), including why firms may engage in specific kinds of CPA. In response, in what we believe to be a first-of-its-kind study, we rely on upper echelons theory to explore the relationship between CEO personality and the kind of CPA in which a firm engages. In particular, we argue that certain traits will be related to ideological CPA (iCPA) that is less beneficial to the firm but which will appeal to CEOs with those traits. We also propose that managerial discretion will moderate the relationship between CEO personality and this form of opportunistic CPA. We test our hypotheses using a unique database combined with a variety of archival sources, resulting in a sample of 329 publicly traded firms from the S&P 500 for which we had complete records that engaged in CPA 63,142 times over a ten-year period (2011–2020). We find that CEO agreeableness, conscientiousness, and neuroticism will be negatively related to iCPA, while CEO openness will be positively associated with it. We further find that managerial discretion moderates the relationship of CEO extraversion and openness with iCPA, however in opposite directions. Finally, we discuss theoretical and managerial implications and propose directions for future research.

Businesspeople are expected to invest in political connections when the institutions are weak. Using an original dataset from Russia in 2003–2010, we document changes in political connections of the richest businesspeople and show that within the institutional environment of a fledgling autocracy political engagement stops paying off, and the businesspeople retreat from politics. The businesspeople’s political disengagement reveals their insider assessment of the quality of Russian political institutions, indicating that as autocracy consolidated in Russia, its political institutional structure was in decay. This finding contributes to our understanding of authoritarian institutions, suggesting that even though autocracies nowadays might be institutionalized to a much higher degree, in the short-run autocracy is still detrimental to institutionalization.

Space as a domain of economic and security competition between great powers has risen to become an arena of active statecraft for middle powers in the twenty-first century. It has set a high-stake stage for not only continuing struggles for catch-up industrialization of late developers but also offering opportunities to capture commercial gains of technological breakthroughs and globalization of markets. We examine these challenges for Taiwan and Thailand, surveying major trends in the emerging space industry and exploring four analytical perspectives on how government-business relations shape adaptive national industrial policies in high-technology sectors with proliferating end-users. We argue that the Asian developmental state model is evolving in response to specific challenges of a global supply chain for commercial space activities dominated by leading space firms and government regulatory actions in the United States. Significant differences in Taiwan’s and Thailand’s space and industrial policy approaches will likely create divergent technological trajectories and reinforce current constraints on improving national security. The longer-term prospect for middle spacepowers remains contingent on the space race between the United States and the People’s Republic of China.

This article contributes an account of a key moment in the development of venture capital. I argue the US Small Business Administration’s Task Force on Venture and Equity Capital for Small Business, established in 1976 and headed by William J. Casey, had an outsized impact on the development of modern venture capital and its close associations with the high technology sector. The Task Force’s 1977 report was influential in establishing both the figure of the venture capitalist and the business model of institutionally supported, limited partnership venture capital in the minds of policymakers, businesspeople, and the general public. This article traces the influence of one part of the Report: a prominently featured schematic model, entitled “Life Cycle of a New Enterprise: Model of a Growing and Successful Company, 1975-1976 Financial Market Conditions.” I trace the influence of the LCM as it spread through the developing high technology sector, as shown by its appearances in business publications, governmental reports, and congressional testimonies offered by industry leaders. The LCM was genericized away from its original authors and intentions, becoming part of the economic imaginary of the technology and innovation sector.

In the last few years, legitimacy has proven to be a fundamental power resource for the business class. Building on the idea of “discursive power,” investigations have demonstrated that when the business class successfully shapes public discourses and public opinion, its power increases. With this article, we contribute to this research by showing that businesses’ success in building discursive power, as expressed in individual trust in private companies, is limited by individual- and macro-level factors associated with class inequality, class politics, and power. Using data from 15 Latin American countries (2005–2015), we show that in the period studied, the propensity to trust private companies was significantly lower among those in underprivileged class positions (e.g., working-class people or the informal self-employed) and among those who identify with the political left and have less confidence in political institutions. At the macro level, trust in companies was lower in countries ruled by the left or in countries where inequality rose or where citizens’ trust in political institutions improved. At the end of this article, we identify three patterns of business legitimacy in Latin America and show how our results contribute to the recent research on trust, class, and power.

By integrating the theory of purposeful work behavior with the person-environment (P-E) fit literature, we employ a bilateral approach to examine how employee-supervisor congruence in purposeful work striving (i.e., achievement striving) influences employee voice behavior via an internal motivation mechanism (i.e., organizational identification). Using polynomial regressions with response surface modeling, we analyze data from 827 employees and their 197 supervisors in two studies. The results show that achievement-driven employees are more likely to speak up when employee-supervisor achievement striving is congruent, regardless of whether it is high or low. Furthermore, employee-supervisor congruence in achievement striving enhances employees’ felt oneness with the organization and organizational identification, which in turn fuels their voice behavior. We conclude with theoretical and practical implications.

Multiple independent studies have highlighted the remarkable process of multistakeholder dialogue in the development of Peru’s first National Action Plan (NAP) on business and human rights. While facing several challenges, not least a global pandemic, the process was indeed a success in so far as it opened up a new path for policy making in Peru: that of multistakeholder dialogue including actors who traditionally deeply mistrust each other. This piece describes the key enabling conditions and operational strengths that allowed for such a highly participatory process and, ultimately, resulted in some strong commitments on business and human rights.

This study aims to provide insights into the values entrenchment strategies that indigenous Black founders and next-generation (NextGen) leaders use in their efforts to entrench values into their family businesses. The study uses a qualitative methodology and an inductive approach, and draws on seven indigenous African family business cases operating in various industries within the services sector. Our findings show that founders and NextGen leaders use explicit and implicit carriers as they strive to entrench values in their family businesses. It was established that these leaders are influential institutional constituents who contribute to entrenching values into the family business and, by doing so, shape institutional knowledge. Our study contributes to family business literature by extending the founder centrality to include that of the NextGen leaders in values entrenchment, explaining how these leaders articulate their personal and family values and how they seek to translate them into family business values.

Globally, companies are developing and implementing their strategies to reduce greenhouse gas emissions to limit the global temperature increase to 1.5 degrees Celsius above pre-industrial levels, in line with the Paris Agreement. However, there is also growing recognition and awareness of the potential negative impacts of these activities on human rights. Recent pressure from international normative standards and ESG expectations, emerging legislative developments, and legal precedents are driving companies to consider human rights impacts across their climate action. This piece explores some of the human rights risks associated with the transition to renewable energy; the transformation to regenerative agriculture; the scaling up of the circular economy; and the implementation of nature-based solutions. It then explores the challenges of conducting effective human rights due diligence given the scale and scope of the transitions needed and provides examples of how companies are seeking to respect human rights in their climate action.