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作者：Hampel, Christian E.; Dalpiaz, Elena
作者单位：Imperial College London; Universita della Svizzera Italiana
摘要：This study explores how organizations experience and respond to identity challenges that arise due to conflicting interpretations of their past. Drawing on a case study of a fintech venture, we offer a process model that illuminates the unfolding of temporal identity complexity, a sensemaking process that involves different members developing conflicting understandings of how the past undermines the organizational identity. Our model also reveals how leaders can restore members' beliefs in the...
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作者：Kwon, Mijeong; Cunningham, Julia Lee; Jachimowicz, Jon M.
作者单位：University of Colorado System; University of Colorado Denver; University of Michigan System; University of Michigan; Harvard University
摘要：Intrinsic motivation has received widespread attention as a predictor of positive work outcomes, including employees' prosocial behavior. We offer a more nuanced view by proposing that intrinsic motivation does not uniformly increase prosocial behavior toward all others. Specifically, we argue that employeeswith higher intrinsicmotivation aremore likely to value intrinsicmotivation and associate it with having higher morality (i.e., they moralize it). When employees moralize intrinsic motivati...
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作者：Karp, Rebecca
作者单位：Harvard University
摘要：Scholars have long suggested that, to foster adoption for their innovations, entrepreneurs should engage with customers to better understand their unmet needs. Yet, customers frequently reside in organizations, and organizational members may not be aligned in their views regarding the benefits an innovation offers. Decision-making within organizations is rarely under the purview of a single executive and various members can wield influence. Given this plurality, how do entrepreneurial firms ga...
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作者：Watkins, Trevor; Kleshinski, Catherine E.; Longmire, Natalie H.; He, Wei
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Indiana University System; Indiana University Bloomington; Tulane University; Nanjing University; Nanjing University
摘要：Sharing positive events with others is a phenomenon referred to as capitalization. Extant theory on capitalization considers the process of disclosing positive events as socioemotional in nature. However, individuals capitalize in the context of workplace relationships that serve instrumental functions, pointing to the possibility that the process of capitalization may at times be instrumental as well. In this paper, we integrate theory on capitalization with the social-functionalist model of ...
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作者：Couture, Fannie; Jarzabkowski, Paula; Le, Jane K.
作者单位：Universite de Montreal; HEC Montreal; University of Queensland; WHU - Otto Beisheim School of Management
摘要：In this paper, we adopt a multistakeholder governance perspective to study how people collectively respond to a grand challenge. Specifically, we show how working through governance obstacles-that is, coordinating and collaborating challenges arising from a multistakeholder governance approach to responding to grand challenges-can erode actors' ability to mitigate these wicked problems. We illustrate this process through an in-depth case study of WaterHealthOrg, a multistakeholder initiative e...
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作者：Bolino, Mark C.; Flores, Marisa L.; Kelemen, Thomas K.; Bisel, Ryan S.
作者单位：University of Oklahoma System; University of Oklahoma - Norman; Kansas State University
摘要：Organizational citizenship behavior (OCB) contributes to organizational effectiveness, but it can also create a burden for employees and their partners. In three studies, we examine how employees communicate with their partner about engaging in OCB and how this affects employees' OCB, their work-family conflict, and their partner's satisfaction. In Study 1, we use qualitative data to identify five ways employees communicate with their partner in order to engage in individual initiative OCB (e....
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作者：Pradies, Camille
作者单位：Universite Catholique de Lille; EDHEC Business School
摘要：Emotions are part of everyday life, and paradox scholars have long acknowledged that navigating paradox-that is, opposite, interrelated, and enduring tensions-is inher-ently emotional. Yet, how such emotions shape the ways in which individuals navigate paradoxes remains unclear. Drawing on an in-depth qualitative study of 63 veterinar-ians facing the business-care paradox, I develop an emotionally informed model of how individuals navigate paradox at work. I find that emotions: (a) make parado...
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作者：Cudennec, Arnaud; Durand, Rodolphe
作者单位：Hong Kong Polytechnic University; Hautes Etudes Commerciales (HEC) Paris
摘要：Organizations need to both differentiate themselves while conforming to their audiences' expectations. To meet this demand, organizations may span different categories. How-ever, valuing spanners is challenging for audiences. We contend that spanners' valua-tion depends on category nesting, as the congruence of informational cues varies between basic categories and subcategories. Furthermore, we expect that more expert audiences find spanners to be more congruent (and hence, more valuable) at ...
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作者：Rua-Gomez, Carla; Carnabuci, Gianluca; Goossen, Martin C.
作者单位：SKEMA Business School; Universite Cote d'Azur; European School of Management & Technology; Old Dominion University
摘要：Extant research has shown that it is harder for women than for men to form high-status connections in the workplace. Extending this line of research, we examine how two structural factors-geographic and network proximity-affect men's and women's chances of forming high-status connections. Using data on the formation of collaboration ties with star scientists within the research and development laboratories of the 42 largest pharmaceutical companies between 1985 and 2010, we show that women who...
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作者：Gray, Steven M.; Bunderson, J. Stuart; van der Vegt, Gerben S.; Rink, Floor; Gedik, Yeliz
作者单位：University of Texas System; University of Texas Austin; Washington University (WUSTL); University of Groningen; University of Groningen; Firat University
摘要：Past research has been equivocal about the information sharing and performance effects of knowledge diversity in teams. In an attempt to resolve this equivocality, scholars have suggested that status hierarchy may play a role, proposing that status differences can constrict team-level information sharing in diverse teams by privileging the knowledge of higher-status members and discounting the knowledge of lower-status members. Although there is some evidence to support this notion, there is a...
