Kinship Interlocks (O’Brien, 2026) | FT50 ASR

The unintended (negative) consequence of training (Gyensare et al., 2025) | ABDC-A* JOOP

English Podcast Starts at 00:00:00 Bengali Podcast Starts at 00:49:49 Hindi Podcast Starts at 01:10:05 Danish Podcast Starts at 01:27:44 Reference Gyensare, M. A., Soetan, G., Ogbonnaya, C., Agyapong, J.-A., & Roodbari, H. (2025). Sustaining employees thriving at work through polychronicity and work engagement: The unintended (negative) consequence of training. Journal of Occupational and Organizational Psychology, 98, e70017. https://doi.org/10.1111/joop.70017 ‌Youtube Channel ⁠https://www.youtube.com/@weekendresearcher⁠ Podcast Website https://mayukhmukhopadhyay.com/reviseandresubmit AOM SIM Curriculum Committee https://sim.aom.org/curriculum/curriculum-committee AOM SIM-Bytes Episode 1 - Dr Ed Freeman https://www.youtube.com/shorts/EBSA7WvQNSI Linkedin Post By Professor Erica Steckler https://www.linkedin.com/posts/erica-steckler-ph-d-427272_simbyte-episode-1-ed-freeman-activity-7469092002098225152-PbHM Welcome to 🎙️✨ Revise and Resubmit ✨🎙️, the podcast where academic research meets human stories, where journal articles become conversations, and where every paper invites us to see familiar workplaces in a slightly different light. 📚 Today, we turn our attention to an intriguing article published in the prestigious Journal of Occupational and Organizational Psychology, an ABDC-A* ranked journal that has long served as a home for rigorous scholarship on work, people, and organizations. The paper, "Sustaining Employees Thriving at Work Through Polychronicity and Work Engagement: The Unintended (Negative) Consequence of Training", by Michael Asiedu Gyensare, Gbemisola Soetan, Chidiebere Ogbonnaya, Joan-Ark Agyapong, and Hamid Roodbari, asks a deceptively simple question. 🌱 Why do some employees continue to learn, grow, and flourish even when their workdays seem crowded with competing demands? Imagine a hotel lobby on a busy afternoon. A frontline employee welcomes guests, answers calls, resolves complaints, coordinates with colleagues, and somehow still finds room to learn something new. We often celebrate this ability as efficiency. Yet beneath that surface lies a deeper story about attention, energy, and the quiet ways people sustain themselves at work. 🧩 The authors explore the idea of polychronicity, a person's preference for handling multiple activities at once. Their findings suggest that people comfortable with juggling tasks often become more engaged in their work, and that engagement fuels learning, one of the key dimensions of thriving at work. But here the story takes an unexpected turn. 🎭 Training, something organizations usually view as unquestionably beneficial, can sometimes become a burden. When training demands too much time, effort, or emotional energy, it begins to erode the very engagement it seeks to create. What appears to be nourishment can, under certain circumstances, become exhaustion. There is something quietly profound about that insight. The path to growth is not always blocked by a lack of opportunities. Sometimes it is crowded by too many of them. 🌟 As we explore this study, conducted with 261 frontline hotel employees and their colleagues across ten four-star hotels in Ghana, we will reflect on a timeless organizational dilemma. How do we help people become better without overwhelming them in the process? 🤔 And perhaps the deeper question is this: when organizations offer us more opportunities to learn, how do we know whether those opportunities are helping us thrive, or merely teaching us new ways to become tired? 🙏 Our sincere thanks to the authors for their thoughtful contribution and to John Wiley & Sons Ltd and the British Psychological Society for publishing this important work. 📖 If you enjoy conversations about cutting-edge academic research, please subscribe to Revise and Resubmit on Spotify, YouTube channel Weekend Researcher, Amazon Prime, and Apple Podcasts. 🔔🎧 Until next time, keep reading, keep questioning, and keep revising. 📚✨

Thriving at work (Kleine et al. 2019) - Weekend Classics

English Podcast Start at 00:00:00 Bengali Podcast Start at 00:52:09 Hindi Podcast Start at 01:05:48 Danish Podcast Start at 01:26:39 Reference Kleine A-K, Rudolph CW, Zacher H. Thriving at work: A meta-analysis. J Organ Behav. 2019;40:973–999. https://doi.org/10.1002/job.2375 Youtube channel link https://www.youtube.com/@weekendresearcher Connect on linkedin https://www.linkedin.com/in/mayukhpsm/ 🎙️📚 Welcome to Revise and Resubmit! 📚🎙️ And welcome to another episode of 🌟 Weekend Classics 🌟, where we revisit influential research papers that continue to shape how we think about organizations, people, and work. Today, we explore a question that sounds simple but touches almost every workplace on Earth. 💡 Why do some employees come alive at work while others merely survive? Some people walk into the office energized. They learn. They grow. They tackle challenges with curiosity. They leave work feeling accomplished rather than drained. What creates that difference? This episode dives into the landmark article "Thriving at Work: A Meta-Analysis" by Anne-Kathrin Kleine, Cort W. Rudolph, and Hannes Zacher, published in the prestigious ABDC-A* indexed Journal of Organizational Behavior. 🔍 The authors did not study a handful of workers. They analyzed evidence from 73 independent studies involving 21,739 employees. That is a research lens wide enough to reveal patterns hidden from any single organization. Their findings tell a compelling story. 🚀 Employees thrive when they bring psychological resources to work. Confidence matters. Proactivity matters. Positive emotions matter. 🤝 Relationships matter too. Supportive coworkers help. Supportive leaders help. Organizations that genuinely support employees help even more. And the outcomes? 📈 Better performance. 😊 Higher job satisfaction. 💪 Better health. 🔥 Less burnout. ❤️ Stronger commitment. But perhaps the most fascinating discovery is that thriving is not simply another name for engagement or positive mood. It stands on its own. It contributes something unique. Something measurable. Something powerful. Think about that for a moment. Organizations spend billions trying to improve productivity. Yet this research suggests that helping people feel both energized and continuously learning may be one of the most important investments of all. ✨ Thriving is not a luxury. It is not a bonus feature. It may be one of the clearest signs that human potential is being fully expressed at work. 🤔 So here is the question we leave with you today: If thriving combines vitality and learning, what would happen if organizations measured success not only by what employees produce, but by how much they grow while producing it? 🙏 Our sincere thanks to the authors for this remarkable contribution and to John Wiley & Sons Ltd for publishing this influential research in the Journal of Organizational Behavior. 🎧 If you enjoyed this episode, subscribe to Revise and Resubmit on Spotify, follow Weekend Researcher on YouTube, and find us on Amazon Prime and Apple Podcasts. 🔔 Until next time, keep reading, keep questioning, and keep revising before you resubmit!

The Social Attribution of Innovation (Aversa et al., 2026) | FT50 AMJ

English Podcast Starts at 00:00:00 Bengali Podcast Starts at 00:47:06 Hindi Podcast Starts at 01:06:28 Danish Podcast Starts at 01:21:43 Reference Aversa, P., Gouvard, P., & Makarova, M. A. (2026). The Social Attribution of Innovation: Uncovering the Heads Behind the Guillotine. Academy of Management Journal. https://doi.org/10.5465/amj.2024.0314 ‌Youtube Channel ⁠https://www.youtube.com/@weekendresearcher⁠ Podcast Website https://mayukhmukhopadhyay.com/reviseandresubmit Academy of Management PDW on Space Economy Registration Flyer https://cto.aom.org/discussion/flagship-aom-2026-pdw-space-economy-consolidating-a-research-agenda-8 AOM SIM Curriculum Committee https://sim.aom.org/curriculum/curriculum-committee AOM SIM-Bytes Episode 1 - Dr Ed Freeman https://www.youtube.com/shorts/EBSA7WvQNSI Linkedin Post By Professor Erica Steckler https://www.linkedin.com/posts/erica-steckler-ph-d-427272_simbyte-episode-1-ed-freeman-activity-7469092002098225152-PbHM 🎙️✨ Welcome to Revise and Resubmit. I’m so glad you’re here. There are some research articles that do more than present an argument. They quietly unsettle the habits of thought we have carried for years, and ask us to look again at something we believed we already understood. Today, I want to sit for a while with one such piece: The Social Attribution of Innovation: Uncovering the Heads Behind the Guillotine by Paolo Aversa, Paul Gouvard, and Maria A. Makarova, published online on 12 June 2026 in the Academy of Management Journal 📚 This is, of course, no ordinary journal. Academy of Management Journal is one of the most prestigious outlets in management research and belongs to the FT50 journal list 🏛️✨ So when a paper appears here, it often arrives carrying both rigor and consequence. And this one does exactly that. What I find especially moving is the paper’s refusal to accept the familiar comfort of the “hero innovator” story. Instead, the authors lead us into a subtler and more human terrain, where inventions and inventors are not simply paired by fact, but bound together through public memory, social judgment, and repeated acts of attribution. Through the strange and enduring case of the guillotine, they show us how Dr. Joseph-Ignace Guillotin, who did not invent the machine, nevertheless became inseparable from it in the historical imagination. ⚙️🩸🧠 Paolo Aversa, Paul Gouvard, and Maria A. Makarova write with a precision that feels, to me, almost forensic, yet the implications are deeply human. They remind us that recognition is rarely innocent. It gathers around those who seem to embody a problem, a value, or a public mood. Their idea of an evaluation-attribution spiral is especially compelling, because it captures how society slowly fastens a name to an innovation until the bond feels inevitable, even when it is not. 🔍💭 In a way, this is a paper about invention, but also about memory, reputation, and the quiet machinery by which history decides who will stand at the center of the story. My thanks to Paolo Aversa, Paul Gouvard, and Maria A. Makarova, and to the Academy of Management, for publishing this fascinating article in such a prestigious FT50 journal 🙏📖 If you enjoy these reflective research conversations, please subscribe to Revise and Resubmit on Spotify, and also follow the Weekend Researcher YouTube channel 🎧📺 The podcast is also available on Amazon Prime and Apple Podcast 🍎✨ And as we begin, I want to leave you with a question 🤔 If history remembers the wrong inventor for the right reasons, what does that reveal about innovation, and what does it reveal about us?

The Broken Machine (Jones-Imhotep 2026) - Weekend Book Review

English Podcast starts at 00:00:00 Bengali Podcast Starts at 00:16:42 Hindi Podcast Starts at 00:41:549 Danish Podcast Starts at 01:04:33 Reference Edward Jones-Imhotep (2026). The Broken Machine: Histories of Technology, Social Order, and the Self. The MIT Press. https://doi.org/10.7551/mitpress/14893.001.0001 ‌Youtube channel link https://www.youtube.com/@weekendresearcher Podcast Website https://mayukhmukhopadhyay.com/reviseandresubmit Academy of Management PDW on Space Economy Registration Flyer https://cto.aom.org/discussion/flagship-aom-2026-pdw-space-economy-consolidating-a-research-agenda-8 AOM SIM Curriculum Committee https://sim.aom.org/curriculum/curriculum-committee AOM SIM-Bytes Episode 1 - Dr Ed Freeman https://www.youtube.com/shorts/EBSA7WvQNSI Linkedin Post By Professor Erica Steckler https://www.linkedin.com/posts/erica-steckler-ph-d-427272_simbyte-episode-1-ed-freeman-activity-7469092002098225152-PbHM 🎙️✨ Welcome to Revise and Resubmit, and to this episode of Weekend Book Review. I’m very glad you’re here. Some books do not arrive with noise. They arrive quietly, almost like a thought one has been postponing for years. The Broken Machine: Histories of Technology, Social Order, and the Self, published on 19 May 2026 by The MIT Press, feels to me like one of those books. 📚🛠️ In this episode, I’m sitting with Edward Jones-Imhotep’s remarkable and unsettling study of breakdown, not merely as a mechanical event, but as a deeply human drama. What happens when a machine fails? What sort of society reveals itself in that moment? And perhaps more intimately, what kind of self is called into being when order falters? 🌫️⚙️ Jones-Imhotep, a distinguished historian of science and technology at the University of Toronto, has long been attentive to the fragile boundary between systems and selves. Readers who know his earlier work, especially The Unreliable Nation, will recognize that rare quality in his scholarship: the ability to make machines feel historical, political, and strangely personal. Here, he turns to the modern Atlantic world and traces how broken technologies, from the guillotine and railway systems to slave societies, Gantt charts, and Cold War electronics, became instruments for deciding who belonged, who was disciplined, and who stood outside the imagined order of democracy and civility. 🕰️🔍 There is something haunting in that idea. That a breakdown is never only a breakdown. That a faulty machine may also become a mirror. And that, for more than two centuries, societies have used such moments not only to repair devices, but to judge character, emotion, responsibility, even worth. This book seems to suggest that the modern self was shaped not in the smooth functioning of technology, but in those uneasy instants when things stopped working. 💭 So today, on Weekend Book Review, I want to linger with this book carefully, and ask what it means to read malfunction as culture, as politics, and as a way of understanding the moral architecture of modern life. 🧠✨ My thanks to Edward Jones-Imhotep and The MIT Press for this thought-provoking work. If you enjoy these conversations, please subscribe to Revise and Resubmit on Spotify, and also follow the Weekend Researcher channel on YouTube 🎧📺. You can also find the podcast on Amazon Prime Music and Apple Podcasts 🍎🎙️ And as we begin, I want to leave you with a small, restless question: when a machine breaks, are we really watching technology fail, or are we glimpsing the hidden rules by which a society imagines itself? 🌌

‌Rewriting the Imprint (Mueller & Reus, 2026) | FT50 JoM

English Podcast Starts at 00:00:00 Bengali Podcast Starts at 00:55:35 Hindi Podcast Starts at 01:15:45 Danish Podcast Starts at 01:36:08 Reference Mueller, M. J., & Reus, T. H. (2026). Rewriting the Imprint: How #MeToo Led CEOs From Male-Dominant Cultures to Increase Gender Equality. Journal of Management. https://doi.org/10.1177/01492063261449761 ‌Youtube Channel ⁠https://www.youtube.com/@weekendresearcher⁠ Podcast Website https://mayukhmukhopadhyay.com/reviseandresubmit Academy of Management PDW on Space Economy Registration Flyer https://cto.aom.org/discussion/flagship-aom-2026-pdw-space-economy-consolidating-a-research-agenda-8 AOM SIM Curriculum Committee https://sim.aom.org/curriculum/curriculum-committee AOM SIM-Bytes Episode 1 - Dr Ed Freeman https://www.youtube.com/shorts/EBSA7WvQNSI Linkedin Post By Professor Erica Steckler https://www.linkedin.com/posts/erica-steckler-ph-d-427272_simbyte-episode-1-ed-freeman-activity-7469092002098225152-PbHM 🎙️📚 Welcome to Revise and Resubmit! Every so often, a piece of research arrives that makes you wonder whether people really change, or whether the world simply gives them permission to become who they were always capable of being. 🌍✨ Today's episode takes us into that uncomfortable, fascinating space where culture, memory, and leadership collide. We are discussing the remarkable new paper, "Rewriting the Imprint: How #MeToo Led CEOs From Male-Dominant Cultures to Increase Gender Equality," by Michael J. Mueller and Taco H. Reus, recently published online on 5 June 2026 in the prestigious Journal of Management. Now, the Journal of Management is not just another academic outlet. It belongs to the elite FT50 journal list, a collection of publications that shape the global conversation in business and management research. 🏆📖 The authors ask a deceptively simple question. What happens when the values we inherit from childhood collide with a movement that reshapes society? Can a CEO raised in a deeply male-dominated culture genuinely rethink old assumptions? Or are early imprints too deeply carved into the human mind? Drawing on the global wave of the #MeToo movement, this study suggests something surprisingly hopeful. It finds that many leaders who once seemed least likely to change became the very people who increased opportunities for women the most. Not because they were forced to, but because a social movement created what the authors call a "second sensitive period," a moment when old beliefs could be rewritten. 💡🌱 Maybe that is the larger story here. Maybe institutions do not change because rules change. Maybe they change because people find themselves staring at a mirror they never expected to face. And that leaves us with a question worth carrying into the rest of our day. 🤔 If a movement can rewrite the deepest cultural imprints of a corporate leader, what forgotten imprint inside each of us is still waiting to be rewritten? 🙏 Our sincere thanks to authors Michael J. Mueller and Taco H. Reus, and to SAGE Publications for bringing this outstanding research to the academic community. 🎧 If you enjoy thoughtful conversations about world-class research, please subscribe to Revise and Resubmit on Spotify, and to our YouTube channel Weekend Researcher. You can also find us on Amazon Prime and Apple Podcasts. 📺🍎🎙️ Because behind every published paper, there is a story about people. And sometimes, those stories change the world. ✨