Research Highlight

Businesses in China source more innovations from customers and market-facing sources than companies elsewhere do.

Analysis shows that women in senior leadership are largely stuck in support functions, not moving into key operating roles.

Repeating false claims increases their believability, leaving business leaders vulnerable to faulty decision-making.

Many companies are just going through the motions of recruiting more diverse board members. That needs to change.

Goods made from reused materials are more appealing when customers are primed to spin a narrative about their history.

Multinationals should cultivate local ties in the countries where they operate to counterbalance government power.

Engaging retail workers on environmental sustainability can boost employee attraction, retention, and satisfaction.

Research shows that managers must incorporate relational power into their leadership approach in virtual work settings.

If more women are to be promoted into leadership posts in the financial services industry, a cultural change is needed.

Current rules leave investors lacking a full, accurate view of many pre-IPO companies’ prospects.

When CFOs have greater influence, companies are less likely to destroy value by overpaying for acquisitions.

Poor design of C-suite jobs can block executives succeeding in their roles.

Lessons and insights from past cyberattacks can help companies prepare and respond more successfully to future threats.

Research finds that having supportive colleagues in the workplace is key to feeling less isolated when working from home.

Managers’ intuition about how customers will feel about decisions made by algorithms rather than humans is often wrong.

Awareness of the most common elements of toxic workplace cultures can help employers prevent and address them.

Evolutionary digital transformation may work better than radical change for some companies.

Well-formulated performance feedback can dramatically improve relationships, job commitment, and employee engagement.

Data analysis reveals the top reasons behind the Great Resignation and actions managers can take to reduce attrition.

Organizational network analysis reveals more effective ways to be more inclusive of employees from marginalized groups.