Institutions are central components of organizational and managerial life, and powerfully influence how individuals think, feel, and act toward one another in society. Because of their recognized importance, management and organizational scholars continue to wrestle with understanding core institutional trust dynamics. We review and extend past work on this issue by using a multi-disciplinary analysis of the institutional trust literature to focus on the important role that institutional logics play in institutional trust formation. Drawing on diverse disciplinary literatures, we identify four cognitive frames that stakeholders use to evaluate the trustworthiness of institutions. Building on this work, we distinguish three categories of mechanisms through which institutions engender trust. Following our review, we examine how the perspectives outlined here can be used to refine and extend research in this area by analyzing the impacts of contexts, multilevel influences, and competing logics on stakeholders’ institutional trust evaluations.

Temporal patterns—recurring sequences of events, activities, and behaviors in organizations that shape how time is organized and experienced—are fundamental to understanding organizational dynamics. Yet, their conceptualization in management studies remains fragmented, with diverse terminology and theoretical approaches hindering the integration of research findings. This review synthesizes the literature by identifying four distinct perspectives on temporal patterns: dictating, entraining, enacting, and reconceiving. Each perspective offers unique insights into how temporal patterns influence organizational dynamics. We unpack implicit theoretical tensions around agency, axiology, innovation, and ontology through what we term “temporal reflection.” Consequently, we uncover three themes that bridge perspectives: temporal conflict, temporal competence, and temporal (un)bridging. These convergent themes offer opportunities for theoretical integration and future research. Our review provides a holistic framework for understanding temporal patterns in management studies while identifying promising directions for cross-disciplinary dialogue and investigation.

Job insecurity is a lasting and pervasive issue in the modern workplace. Given the extensive body of research highlighting the detrimental effects of job insecurity, it is imperative to explore factors that may either buffer against or amplify these negative outcomes. This review identifies and discusses five primary theoretical perspectives commonly used in existing research to explain the moderating effects of job insecurity: resource-threatening, appraisal, social-exchange, identity-threatening, and uncertainty reduction. Additionally, I categorize a wide array of moderators across three levels—individual, organizational, and societal—each with three subcategories. I summarize research findings within each category based on the theoretical perspectives, explore competing predictions from different perspectives, and highlight how quantitative job insecurity and qualitative job insecurity may activate the same or different moderators with varying effects. The review concludes with a comprehensive summary of overall findings, addressing the issues of research saturation and redundancy, the lack of replication studies, the jangle fallacy, and research gaps and future research directions.

How nascent industries evolve and contribute to economic growth and societal advancement has long been a central topic for research and practice. In this review, we focus on the generative role of the heterogeneous actors who contribute to industry creation. Integrating robust literature streams spanning management, economics, marketing, and sociology, we highlight how industries emerge from the purposeful action and interplay of firm and non-firm actors. Our synthesis provides an overarching framework wherein we situate individual research articles based on their examination of actor attributes (endowments; identities; inducements) and actions (when to engage; capability development and reconfiguration; modes of interactions). The engagement and attributes of heterogeneous actors and feedback loops across various actions are critical for outcomes at both industry and actor levels. Our article also reveals opportunities for future research: these include a deeper focus on actor attributes to address the imbalance in studies of firm and non-firm actors, expand attention to a broader set of markets, and examine emerging contexts.

Slack is a prominent construct in management research, and has been shown to be relevant for a wide range of phenomena. Yet, despite slack’s prominence and breadth of application, our review reveals a lack of clarity and consistency in the categorization, theorizing, and measurement of various types and forms of slack. This has led to differences in the characterization and treatment of seemingly identical kinds of slack, which prevents full exploitation of the conceptual depth of the slack construct and thus the creation of robust knowledge about slack resources. Based on a review of 229 studies that explicitly theorized about slack, we identify two fundamental dimensions of the slack construct—availability and fungibility—that allow us to: (a) systematize and integrate past research about slack and its implications for organizations, (b) enrich and expand theorizing on slack by advancing a novel typology for understanding slack resourcing decisions and orchestration in organizations, and (c) reinvigorate and open new directions for future research on slack.

Urgent societal issues require corporations to make changes and contribute solutions. Insider social change agents are uniquely poised to propel this work. Operating from within their workplaces, they can advance changes that are linked to external social concerns but have purposes distinct from the organization’s core strategies and operations. They undertake mobilization activities, making local moves that aim toward more broadly impactful changes. These efforts form the micro-foundations of organizational approaches to positive social change. We review and integrate five streams in which such insider social change agents have increasingly appeared: employee activism, issue selling, tempered radicalism, micro-corporate social responsibility, and social intrapreneurship. Our framework maps the features of change efforts, with elements of persons, issues, places, activities, and outcomes. With a shared framework, researchers can better characterize the multiplicity of insider change efforts and ascertain how they compare, collaborate, or compete. Research will benefit from taking a more integrative view, especially toward the aim of understanding how local efforts aggregate to broader social impacts. To understand how change is inhibited or supported, future research can theorize blockers of societal change alongside insider social change agents and look to the ecosystem level for reciprocal and amplifying processes.

“Intersectionality,” defined as the intertwined and multiplicative effects of multiple identity groups, considers how various combinations of individuals’ social identities (e.g., gender, race/ethnicity, age) and their embedded meanings impact their lives, their employment, and the organizations where they work. Despite the value of understanding employees’ intersectional experiences for diversity, equity, and inclusion (DEI) initiatives, the management field lacks a comprehensive review of intersectionality research. By examining how different levels of power perpetuate, amplify, or attenuate experiences associated with intersectionality, we synthesize findings from 153 articles to provide insight into identity combinations that have been studied, outcomes associated with intersectionality experiences, and the variety of organizational and individual responses that occur when intersectionality is experienced. Our multilevel power lens highlights intersectionality trends relevant for DEI research and practice alike. We end with a discussion of how identity representation, contextual and analytical considerations, and theoretical extensions provide fruitful avenues for future research on intersectionality.

The diversity literature has long proposed that diversity benefits team performance because the broader range of information, knowledge, and perspectives that members with different attributes brin...