In this article, we explore what intersectionality, as an analytic tool, can contribute to business and human rights (BHR) scholarship. To date, few BHR scholars have explicitly engaged in intersectional analysis. While gender analysis of BHR issues remains crucial to expose inequality in business activity, we argue that engagement with intersectionality can enrich and support this and other BHR scholarship. Intersectional approaches allow us to move beyond single-axis analysis, contest simplistic representations about gender issues and expose the complexity of human relations. It draws our attention to structures that sustain disadvantage such as racism, colonialism, social and economic marginalization and systematic discrimination. Moreover, intersectionality emphasizes the need to centre the contributions of those who have been marginalized. It can be used to challenge the legitimacy of the state and support subaltern, decolonized or postcolonial, including indigenous, perspectives. Adopting an intersectional approach can help problematize the neoliberal capitalist system and its constructs, in which the BHR normative framework is embedded, calling into question the reification of economic growth and its impact on individuals, communities and the planet. We must, however, remain cautious of attempts to co-opt intersectionality in the service of neoliberalism and remain conscious of our own privilege and discursive practices.

We investigate how a leader's perception of a follower's behaviours may impact the follower's perception of a leader's behaviours which in turn may relate to a leader's rating of the LMX quality. Multilevel multisource data were collected from 315 leader–member dyads in 27 military teams. At the dyadic level, a leader's perception of a follower was related to the follower's assessment of a leader's behaviours, which in turn, was positively related to how the leader rated their LMX quality. Finally, the leaders' emotional reappraisal moderated the link between a follower's perception of the leader's behaviours and leader rated LMX quality. LMX research continues to interrogate the role of the follower in the leader–follower process. The study sheds further light on how followers contribute to the leadership process.

This paper addresses an important knowledge gap regarding the internationalization of family businesses. To understand the specific factors that influence the internationalization of these firms, this paper investigates the role and articulation of entrepreneurial orientation (EO) and family social capital (FSC) on internationalization performance. Our findings reveal that the more entrepreneurial the family business, the higher the likelihood of identifying and exploiting business opportunities in foreign markets. The moderating effect that FSC can have on the dynamics between EO and internationalization indicates that this relational family specific asset facilitates organizational stability and performance enhancement.

The current study investigated employees' weekly responses to experienced job insecurity. Based on appraisal theory, it was postulated that employees may adopt three coping strategies in response to job insecurity (i.e., remaining silent, adapting, or being proactive) in order to maintain or improve their weekly well-being. We introduced a multilevel moderated mediation model, explaining how weekly job insecurity would be related to well-being in the following weeks through these three behaviors. We also expected that subordinate emotional regulation and supervisor prosocial motivation (both defined as trait variables) would function as contextual factors moderating the relationships of job insecurity with employee behavior and well-being. A 5-week diary study of 149 subordinates partially supported the model. The results showed longitudinal conditional indirect effects of job insecurity on subordinate well-being depending on subordinate emotional regulation style and supervisor prosocial motivation. In doing so, the study offers two main contributions to the job insecurity literature. First, employees are not passive responders to perceived job insecurity, but active shapers through coping depending on the context. Subordinates' emotional regulation strategy and supervisors' prosocial motivation, as trait variables, impact on how subordinates respond to perceived job insecurity over weeks. From a practical point of view, the dynamic nature of perceived job insecurity suggests implications for interventions to maintain subordinates' well-being.

Dynamic capabilities (DCs) are organizations' ability to integrate, build, and reconfigure competences, on which they draw to adapt to changes. Despite a significant stream of literature exploring DCs, the following question remains: how do dynamic capabilities allow organizations to adapt to changes and succeed? To fill this gap, this paper outlines a theory of DCs, based on an analysis of strategic behavior (micro)formation at the individual and collective levels. This theory conceptualizes an evolutionary paradigm in which the intentions of organizational agents are intertwined with environmental influences. It defines DCs as ‘instruments able to entrepreneurially solve problems of evolutionary fitness of organizations.’ In doing so, it advances theoretical conceptualization of DCs and their microfoundations to provide insights into how an entrepreneurially led organization may confront and solve problems and ultimately prosper.

Responding to calls for more knowledge about the motivations (and changing motivations) of self-initiated expatriates (SIEs), this qualitative research examines 58 Australian SIEs working in culturally (dis)similar host contexts, to address the question: Why are Australian SIEs motivated to expatriate to South Korea or the United Kingdom? The findings demonstrate that, although personal/lifestyle considerations are important to SIEs, career-related considerations are either primary or become more prevalent following expatriation. The findings reveal that, while SIEs expatriate with particular motivations, over time their motivations may change as other factors determine desire to stay/leave a host country. Drawing on self-determination theory (SDT), the research highlights variations in extrinsic and intrinsic motivations of SIEs including those who intended to utilise their expatriation as part of a boundaryless career and those who unintentionally found themselves focused on career. Knowledge of (changing) motivations is salient to organisations' selection decisions and support for international employees.

Prior research has emphasized the importance of dynamic capabilities to organizational transformation. In this paper, we explore how dynamic capabilities can have varying roles in change, and only potentially create transformational outcomes. By conducting ethnographic phenomenon driven research and observing the interactions of specific customer data related capabilities over a long period of time, we relate the potential for change to the way in which capabilities' interact, and identify three different mechanisms for change. Transformation requires a disruption of existing operational capabilities, which may result from one of the three identified mechanisms. Introducing a more theoretically consistent and practical taxonomy for (dynamic) capabilities may help in resolving some of the criticisms for their unclear practical implications. Further, our findings underline the importance of studying capabilities in their networks within organizations and over time.

Exploring bank-level data from a small open economy, we present evidence that global funding conditions limit the effectiveness of domestic monetary policy in terms of shaping both the volume and the riskiness of bank lending. We show that more favorable global funding conditions associated with a local currency appreciation encourage banks to increase lending, leverage up, take more risks, and thus insulate themselves from lean-against-the-wind domestic monetary policy. These results support the existence of a risk-taking channel of currency appreciation at the bank level.

Survey assessments have found limited evidence of benefits of executive attractiveness. We use an objective measure of facial attractiveness that is correlated with survey assessments but less noisy and identify several benefits from executive facial attractiveness previously found in the general population but heretofore empirically elusive among executives. We examine the effect of both measures on executive compensation, promotion to CEO and the corresponding shareholder reaction, and promotion to board chair. The objective measure identifies significantly positive labor market effects for executive attractiveness in all outcomes in contrast to survey assessments of attractiveness that do not correlate with any outcome.

Fund flows are more correlated among funds with similar investment horizon, consistent with correlated demand for liquidity. We find that stocks held by institutions with more heterogeneous investment horizon are more liquid and have lower volatility of liquidity. Identification tests confirm that the improvement in stock liquidity holds when the increase in investor heterogeneity arises from an exogenous shock due to the 2003 tax reform. In addition, extreme flow-induced trading by institutional funds has a bigger price impact when stocks have a less heterogeneous investor base. Moreover, the premium associated with stock illiquidity is concentrated in stocks with low investor heterogeneity.

We analyze whether industry competition influences analyst coverage decisions and whether analysts benefit from covering product market competitors. We find that analysts are more likely to cover a firm when this firm competes with more firms already covered by the analyst. We also find that the intensity of competition among these competitors is additionally important to the coverage decision. Moreover, we find that analysts who cover product market competitors are more likely to obtain analyst star status. These results are consistent with the importance to analysts of industry competition and product market knowledge accumulated through covering product market competitors.

Standard portfolio choice models predict that investors consider the tax implications of trading. However, individuals are disposed toward realizing gains and holding losing investments, behaviors that worsen their performance. We show, in an experimental market, that increasing tax salience reduces the disposition effect between 22% and 47%, leading to higher portfolio balances without increasing total trading activity. Using field data, we find that investors’ disposition is sensitive to taxes around tax rate changes when taxes are likely salient. Our analysis demonstrates that increasing tax awareness can affect households’ portfolio choices, which suggests policy implications for improving financial decision-making.

Although it has a durable institutional shape, the operation of capitalism takes different forms across space and time with varying distributive effects. This article contributes to a growing literature considering the successive forms taken by capitalism in the developed democracies since World War II. It develops a distinctive conception of these forms as “growth regimes” that are mutually constituted by the core practices of firms and reinforcing public policies specific to each historical era. The movement of firm practices and government policies is then examined with a view to identifying the growth regimes of three postwar eras of modernization, liberalization, and knowledge-based growth.