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作者：He, Joyce C.; Kang, Sonia K.
作者单位：University of California System; University of California Los Angeles; University of Toronto
摘要：Despite decades of research and intervention efforts, occupation segregation by gender remains a significant problem. Although an emerging body of research suggests that female job seekers respond to anticipated discrimination in male-dominated jobs by choosing not to apply (i.e., leaning out), the literature on professional image construction and gender fluidity suggests another possible response to anticipated gender discrimination the deliberate management of gender impressions. In the curr...
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作者：Paruchuri, Srikanth; Han, Jung-Hoon; Prakash, Puneet
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Missouri System; University of Missouri Columbia; Missouri State University
摘要：Research in signaling theory has recently begun to explore how audiences process signal sets and the incongruence across the signals within. However, prior studies have assumed homogenous compositions of signal sets, and thus unidimensional signal incongruence, although social evaluations tend to involve simultaneous processing of different dimensions. In this study, we examine audiences' responses to the inter-dimensional incongruence between capability and integrity signals, particularly by ...
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作者：Reinecke, Juliane; Ansari, Shahzad (Shaz)
作者单位：University of London; King's College London; University of Cambridge
摘要：Social movement scholars have typically focused either on how social movements strategically use collective action frames to confront targets and mobilize supporters or on how targets respond to social movements. Few have captured the interactional dynamics between the two. This oversight tends to obscure how an extant collective action frame may shift or how a new one may arise during such interactions. To address this issue, we focus on movement-target interactions and illuminate the microfo...
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作者：Sessions, Hudson; Nahrgang, Jennifer D.; Vaulont, Manuel J.; Williams, Raseana; Bartels, Amy L.
作者单位：University of Oregon; Arizona State University; Arizona State University-Tempe; Arizona State University; Arizona State University-Tempe; University of Nebraska System; University of Nebraska Lincoln
摘要：Side-hustles, income-generating work performed alongside full-time jobs, are increasingly common as the gig economy provides opportunities for employees to perform supplementary work. Although scholars have suggested that side- hustles conflict with full-time work performance, we assert that psychological empowerment from side- hustles enriches full-time work performance. We argue that sidehustle complexity-the motivating characteristics of side-hustles-positively relates to empowerment and th...
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作者：Klein, Janina; Amis, John M.
作者单位：Vrije Universiteit Amsterdam; University of Edinburgh; University of Edinburgh
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作者：Zhong, Weiguo; Ma, Zhiming; Tong, Tony W.; Zhang, Yuchen; Xie, Luqun
作者单位：Peking University; Peking University; University of Colorado System; University of Colorado Boulder; Tulane University; Shanghai Jiao Tong University
摘要：It is unclear why, despite the increasing emphasis on innovation in modern business, firms are still myopic in their search efforts. Although prior studies have examined the role of supply-side factors such as technologies, capabilities, and managerial cognition, they rarely explore how demand-side factors such as customers can shape managerial cognition and firm search behavior. Extending the attention-based view to the demand side, we argue that major customers channel the attention of execu...
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作者：Acharya, Abhijith G.; Pollock, Timothy G.
作者单位：Wilfrid Laurier University; University of Tennessee System; University of Tennessee Knoxville
摘要：Drawing on status characteristics theory, we explore how boards' social structures influence board turnover. We theorize that (a) understanding directors' relative standing and spheres of influence in the local status hierarchy creates deference structures that reduce conflict and enhance stability, thereby reducing board turnover; and (b) shared performance expectations and attraction based on homophily in the global status hierarchy can also reduce conflict and enhance stability and thus ser...
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作者：Guo, Wei; Sengul, Metin; Yu, Tieying
作者单位：Boston College
摘要：This paper studies the influence of executive verbal communication on the convergence of investors' opinions, defined as reduction of differences in investors' valuations. Building on the corporate communication and sense-giving literatures, we argue that executive verbal communication impacts investor opinion convergence through its influence not only on disclosure of new information, but also on the comprehensibility and credibility of the information conveyed. Accordingly, we hypothesize th...
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作者：Keller, J. R.; Kehoe, Rebecca R.; Bidwell, Matthew; Collings, David; Myer, Adam
作者单位：Cornell University; University of Pennsylvania; Dublin City University; Dublin City University; Ford Motor Company
摘要：As most careers now span across organizations, former employees represent a growing source of potential hires for many organizations. Yet, we know little about whether and when firms benefit by rehiring former employees. To answer these questions, we adopt a knowledge-based view of hiring to develop new theory about how returning former employees' (boomerangs) post-hire performance might differ from that of external hires who have no previous experience with the firm(new hires). We theorize th...
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作者：Alterman, Valeria; Bamberger, Peter A.; Wang, Mo; Koopmann, Jaclyn; Belogolovsky, Elena; Shi, Junqi
作者单位：University of Miami; Tel Aviv University; State University System of Florida; University of Florida; Auburn University System; Auburn University; Zhejiang University
摘要：Building on uncertainty management theory, we develop and test a model explicating how and when secrecy in pay communication may affect employee turnover-related outcomes (i.e., employee turnover intentions and firm voluntary turnover rates). Underlying this model is the notion that employees triangulate perceptions of pay secrecy (i.e., a pay-related procedural justice cue that also reflects uncertainty) with their own or others' perceptions of distributive justice as a basis for assessing or...
