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作者：Myers, Christopher G.
作者单位：Johns Hopkins University
摘要：Team members' vicarious learning from other members' knowledge and experience is a critical component of learning and performance in interdependent team work contexts. Yet, our understanding of vicarious learning among individuals in teams is still quite limited, as this learning is often oversimplified (as one-way knowledge-sharing) or aggregated (as a collective, team-level property), resulting in incomplete and inconsistent findings. In this paper, I extend these views by exploring the unde...
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作者：Cascio, Wayne F.; Chatrath, Arjun; Christie-David, Rohan A.
作者单位：Children's Hospital Colorado; University of Colorado System; University of Colorado Denver; University of Colorado Anschutz Medical Campus; University of Portland; Texas A&M University System; Texas A&M University San Antonio; Texas A&M University System; Texas A&M University San Antonio
摘要：We examine two forms of employment and asset restructuring: downsizing and upsizing. Guided by institutional theory, we focus on two important questions: (a) are the antecedents of restructuring common across downsizing and upsizing? and (b) are the performance consequences of such restructuring related to prior firm performance? To answer these questions, we use primary data from companies listed on the New York Stock Exchange over a 37-year period (1980-2016). Our results suggest that six ke...
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作者：Desjardine, Mark R.; Shi, Wei
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Miami
摘要：The behavioral agency model (BAM) posits that executives endow current wealth, but do not endow prospective wealth. As a result of this endowment effect, executives are risk averse with current wealth and risk seeking with prospectivewealth. These relationships, however, assume that all executives perceive and attend to current and future outcomes similarly, which is at odds with research on temporal orientations. Drawing on the concept of temporal focus, we theorize that present-focused CEOs ...
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作者：Aranda, Ana M.; Conti, Raffaele; Wezel, Filippo Carlo
作者单位：Universidade Catolica Portuguesa; ESSEC Business School; Universita della Svizzera Italiana
摘要：Previous research on stigma reduction has been primarily confined to single industries. However, industry boundaries are porous in the eyes of audience members and can hardly act as artificial confines to moral reevaluations. We contend that evaluative spillovers induced by stigma reduction in a focal industry diffuse to other industries that share the same vilifying label when (a) they possess the morally approved attribute that underlies the reduction of stigma, and (b) the morally approved ...
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作者：Baba, Sofiane; Sasaki, Innan; Vaara, Eero
作者单位：University of Sherbrooke; University of Warwick; University of Oxford
摘要：By focusing on individual settlements rather than viewing them as part of a trajectory of change, prior research on institutional settlements has not fully captured the dynamics of longer-term institutional change; yet this would be important to better understand progressive legitimation dynamics-in other words, how successive settlements may increase legitimacy in a long-term trajectory of change. This is a crucial issue, especially for peripheral actors lacking the resources, status, or powe...
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作者：Mikolon, Sven; Alavi, Sascha; Reynders, Anika
作者单位：Imperial College London; Ruhr University Bochum
摘要：Past research has suggested that individuals in dirty work occupations can manage their self-views so as to derive positive self-definitions that allow them to perform their tasks with less of the burden of stigma. Results from our three studies show that this may not necessarily be the case when they try to manage how occupational outsiders view them. Findings from our studies show that in terms of this external perspective, rather than thwarting the occupational stigma, active stigma managem...
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作者：Claus, Laura; Greenwood, Royston; Mgoo, John
作者单位：University of London; University College London; University of Alberta; University of Edinburgh
摘要：Why do ideas that have been successfully moved across highly different contexts subsequently disappear? To answer this question, we use longitudinal data on the organization Villages for Africa that introduced macrocredit loans to rural Tanzanians that would enable them to establish their own village enterprises. Several years after the implementation of the idea, it collapsed. Our findings allowus to make two key contributions. First, we provide a process model of high-distance translation th...
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作者：Richard, Orlando C.; Triana, Maria del Carmen; Li, Mingxiang
作者单位：University of Massachusetts System; University of Massachusetts Amherst; Vanderbilt University; Vanderbilt University; State University System of Florida; Florida Atlantic University
摘要：We examine whether matching levels of racial diversity in upper management and lower management (i.e., racial diversity congruence) impact firm productivity. In a sample of high-tech firms, we found that congruence between upper-management racial diversity and lower-management racial diversity positively impacts firm productivity, supporting knowledge-based view perspectives. Furthermore, organizations with high levels of racial diversity in both upper and lower management (i.e., high-high rac...
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作者：Opper, Sonja; Burt, Ronald S.
作者单位：Bocconi University; University of Chicago
摘要：This paper examines the link between the social networks surrounding business leaders and temporal myopia in strategic planning. Specifically, we hypothesize that processes characteristic of being embedded in a closed network are associated with a lack of foresight and a tendency to neglect long-run strategic planning. Using a probability sample of 700 CEOs in China, we show that network closure is associated with temporal myopia, which is evidenced in various measures of business planning. We...
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作者：Han, Jung-Hoon; Pollock, Timothy G.
作者单位：University of Missouri System; University of Missouri Columbia; University of Tennessee System; University of Tennessee Knoxville; University of Tennessee System; University of Tennessee Knoxville
摘要：We examine how actors react to status inconsistencies across multiple status hierarchies. We argue that pluralistic value systems create multiple status conferral mechanisms, and that hierarchies' prestige varies as a function of the values they represent. While status inconsistency, in general, increases the likelihood that actors will pursue opportunities that can boost their lagging status, their status hierarchies' unequal prestige influences the magnitude and direction of actors' response...
