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作者：Tang, Shi; Nadkarni, Sucheta; Wei, Liqun; Zhang, Stephen X.
作者单位：City University of Hong Kong; University of Cambridge; Hong Kong Baptist University; University of Adelaide
摘要：This paper offers a novel theoretical account of why and when top management team (TMT) gender diversity lends strategic advantage. Building on social role theory, we develop a moderated-mediation model showing: (a) TMT psychological safety mediates the effect of TMT gender diversity on firm ambidextrous strategic orientation (ASO) (why), and (b) firm slack moderates this mediated effect (when). We tested our model in the context of Chinese high-tech small- and medium-sized enterprises. After ...
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作者：Dlugos, Kathryn; Keller, J. R.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Cornell University
摘要：Internal talent markets-created when firms post open jobs and invite current employees to apply-enhance the value of an organization's human capital by generating complementary person-job matches. Yet these markets generate more internal rejections than matches, as not all internal applicants are hired. We develop theory to explain when rejections are more or less likely to deplete an organization's human capital resources through voluntary turnover. Drawing on the extant intraorganizational m...
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作者：Cunningham, Julia Lee; Gino, Francesca; Cable, Dan M.; Staats, Bradley R.
作者单位：University of Michigan System; University of Michigan; Harvard University; University of London; London Business School; University of North Carolina; University of North Carolina Chapel Hill
摘要：Teams often fail to reach their potential because members' concerns about being socially accepted prevent them from offering their unique perspectives to the team. Drawing on relational self and self-affirmation theory, we argue that affirmation of team members' social worth by trusted people outside the team helps them internalize an identity as a valued contributor, thereby reducing social acceptance concerns and facilitating information sharing in teams. We devised three intervention studie...
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作者：Kahn, William A.; Rouse, Elizabeth D.
作者单位：Boston University; Boston College
摘要：Many workers experience organization dysfunction stemming from leaders. Yet organization members have limited responses; they can directly or indirectly confront senior leaders, engage individual stress coping strategies, or leave the organization. We offer another response by theorizing auxiliary routines as behavioral sequences through which multiple actors coordinate responses to complex and enduring socioemotional dynamics that threaten to undermine the enactment of standard operating task...
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作者：Kim, Ji Youn (Rose); Steensma, H. Kevin; Heidl, Ralph A.
作者单位：University of Kentucky; University of Washington; University of Washington Seattle; University of Oregon
摘要：We explore how an incumbent firm's internal inventor network configuration influences its ability to assimilate and absorb new venture technologies. We find that incumbents that have internal inventor network configurations in which inventors are heavily clustered into cohesive subgroups of interconnected inventors are more likely to build on new venture technologies. We suggest that such networks engender specific social capital in terms of information conduits, trust, and common vernaculars ...
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作者：Methot, Jessica R.; Rosado-Solomon, Emily H.; Downes, Patrick E.; Gabriel, Allison S.
作者单位：Rutgers University System; Rutgers University New Brunswick; University of Exeter; California State University System; California State University Long Beach; University of Kansas; University of Arizona
摘要：Small talk-trivial communication not core to task completion-is normative and ubiquitous in organizations. Although small talk comprises up to one-third of adults' speech, its effects in the workplace have been largely discounted. Yet, research has suggested that small talk may have important consequences for employees. Integrating theories of interaction rituals and microrole transitions, we explore how and why seemingly inconsequential workday conversations meaningfully impact employees' exp...
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作者：Eldor, Liat; Cappelli, Peter
作者单位：University of Pennsylvania; Tel Aviv University; University of Pennsylvania
摘要：The use of agency temps in the workplace has been the subject of considerable research interest, much of it focused on the effects that using temps have on the job attitudes of regular employees. We advance this stream of research by examining the effects of using agency temps on business performance. We find first that, when otherwise identical workplaces make greater use of temporary help provided by agencies, the identification of the employee or regular workforce with their workplace decli...
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作者：Kundro, Timothy G.; Nurmohamed, Samir
作者单位：University of Notre Dame; University of Pennsylvania
摘要：Cover-ups of unethical actions are undesirable and often costly. However, existing theory is unclear on when and why some cover-ups are punished less severely by in-group third parties compared to out-group third parties. Drawing on theories of attribution and social identity, we theorize that the punishment of cover-ups by in- and out-group third parties depends on the type of cover-up: specifically, whether individuals conceal their own unethical transgressions (personal cover-ups) or the un...
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作者：Shim, So-Hyeon; Livingston, Robert W.; Phillips, Katherine W.; Lam, Simon S. K.
作者单位：University of Hong Kong; Harvard University; Columbia University
摘要：One important benefit of teamwork is the exchange and integration of diverse knowledge, experience, and opinions group members bring to the table. However, demographic attributes-such as race, gender, and functional background-may create asymmetric influence patterns between group members in diverse groups because these demographic characteristics are often associated with status differences. In the current research, we examine how to attenuate this disparity in member influence in diverse gro...
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作者：Hill, Edwyna T.; Matta, Fadel K.; Mitchell, Marie S.
作者单位：University of South Carolina System; University of South Carolina Columbia; University System of Georgia; University of Georgia
摘要：In this paper, we develop and test theory to explain how employees' perceptions of supervisor justice behavior are subjectively influenced by optimistic and pessimistic states. We propose that state affect gives rise to optimistic and pessimistic states, which color justice perceptions and impact performance behaviors (i.e., task performance, citizenship behavior, counterproductive behavior). Results from an experience sampling study and a set of experimental studies showed that state positive...
