A Psychological Ownership Perspective on the HR System–LGBT Voice Relationship: The Role of Espousal and Enactment of Inclusion Matters

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Abstract

Voice behaviours of invisible sexual minorities, such as lesbian, gay, bisexual, and transgender individuals and others whose sexual orientations and/or gender expressions fall outside of heterosexual/cisgender norms (LGBT), have received scant attention in prior research. Based on the psychological ownership (PO) perspective, this study investigates the relationship between the presence of an LGBT-supportive human resource (HR) system and LGBT employees’ voice. Moreover, grounded in the situational strength and leadership literature, this study examines the boundary conditions of the strength of an LGBT-supportive HR system and leader inclusiveness within this PO mechanism. Data collected from LGBT employees in three waves reveal that PO can mediate the influence of the presence of an LGBT-supportive HR system on LGBT voice. Additionally, the strength of an LGBT-supportive HR system moderates the relationship between its presence and LGBT employees’ PO in the first stage, while leader inclusiveness moderates the PO–voice relationship in the second stage. Overall, the mediating effect of PO is most significant when a strong HR system is aligned with high leader inclusiveness. Theoretical and managerial implications are also discussed.

Multi‐Temporality and the Ghostly: How Communing with Times Past Informs Organizational Futures

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Abstract

Despite growing interest in time, history, and memory, we lack an understanding of the multi-temporal reality of organizations – how past, present, and future intersect to inform organizational life. In assuming that legacies are bequeathed from past to present, there has been little theorization on how this works practically. We propose that the lexicon of the ghostly can help. We contribute a theory of ghostly influence from past to future by offering a framework focusing on core moments of organizational existence: foundation, strategic change, and longevity commemoration, and illustrate this using a case study of consumer goods multinational Procter & Gamble (1930–2010). In showing that organizational ghosts, absent members whose presence is consequential to the actions of living members, are active and dialogical, we illuminate a dialectical interaction missing from other non-linear conceptions of temporality. This emphasizes the performative force of a dynamic past that provides an inference to action in the present and future.

Proprietary information and the choice between public and private debt

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Abstract

The high costs of disclosing confidential information lead firms with proprietary information to prefer private debt (bank loan) to public debt (corporate bond). We provide empirical evidence supporting this proposition using the staggered adoption of the inevitable disclosure doctrine (IDD) by US state courts that exogenously increased the value of proprietary information. The focal firms are significantly less likely to issue bonds after the IDD adoption. Financing through public debt decreases more for firms in which the protection of proprietary information is relatively more important.

I’d do anything, but I won’t do that: Job crafting in the management accounting profession

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Abstract

We examine management accountants' attempts to customise their roles through job crafting behaviour. In a field survey of 284 professional management accountants, we show that role identity conflicts are associated with attempts to narrow/sideline tasks and relationships in order to achieve greater fit. We also identify two key moderators of this behaviour, namely job discretion and business involvement. Our findings contribute to discussions on how and why accountants self-initiate changes to their roles and the boundary factors that shape these actions. In doing so, we challenge current perspectives on business partnering by exposing a dark side of high business involvement.