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• HOW TEMPORAL FOCUS SHAPES THE INFLUENCE OF EXECUTIVE COMPENSATION ON RISK TAKING AI翻译
  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 ...
• THE TWO TOWERS (OR SOMEWHERE IN BETWEEN): THE BEHAVIORAL CONSEQUENCES OF POSITIONAL INCONSISTENCY ACROSS STATUS HIERARCHIES AI翻译
  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...
• TURNED DOWN AND TAKING OFF? REJECTION AND TURNOVER IN INTERNAL TALENT MARKETS AI翻译
  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...
• RESOURCE DEPENDENCE, UNCERTAINTY, AND THE ALLOCATION OF CORPORATE POLITICAL ACTIVITY ACROSS MULTIPLE JURISDICTIONS AI翻译
  作者：Sutton, Trey; Devine, Richard A.; Lamont, Bruce T.; Holmes, R. Michael, Jr.
  作者单位：University of Richmond; DePaul University; State University System of Florida; Florida State University; State University System of Florida; Florida State University
  摘要：This paper contributes to the resource dependence theory and corporate political activity literatures by distinguishing dependence from uncertainty and explaining how two different types of uncertainty have opposite effects on dependence management. We explain how some environmental factors increase the state uncertainty associated with firms' dependence on government jurisdictions, whereas other factors increase response uncertainty. We hypothesize that, due to the historical influence of the...
• UNPACKING FIRM EXTERNAL DEPENDENCE: HOW GOVERNMENT CONTRACT DEPENDENCE AFFECTS FIRM INVESTMENTS AND MARKET PERFORMANCE AI翻译
  作者：Abdurakhmonov, Mirzokhidjon; Ridge, Jason W.; Hill, Aaron D.
  作者单位：University of Nebraska System; University of Nebraska Lincoln; University of Arkansas System; University of Arkansas Fayetteville; State University System of Florida; University of Florida
  摘要：We advance resource dependence theory (RDT) by answering calls for theorizing on both how being dependent on external entities for resources affects firms and the heterogeneous nature of such dependencies. Specifically, we theorize how internal firm dynamics and performance are affected by resource dependence by integrating resource orchestration (RO) into RDT. Building on RO, we argue that as the degree to which a firm is dependent upon a single source of revenue increases (a core tenet of RD...
• UNDERTRUSTED, OVERTRUSTED, OR JUST RIGHT? THE FAIRNESS OF (IN)CONGRUENCE BETWEEN TRUST WANTED AND TRUST RECEIVED AI翻译
  作者：Baer, Michael D.; Frank, Emma L.; Matta, Fadel K.; Luciano, Margaret M.; Wellman, Ned
  作者单位：Arizona State University; Arizona State University-Tempe; University System of Georgia; University of Georgia
  摘要：The nascent literature on feeling trusted has focused on the notion that it is a benefit to employees and their organizations, with several studies demonstrating a link to improved job performance. It is not surprising, therefore, that the prevailing assumption is that employees will react positively when their supervisors trust them more as opposed to less. Recent research, however, has suggested that the benefits of feeling trusted are accompanied by strains, which some employees may be unwi...
• DISTINGUISHING VOICE AND SILENCE AT WORK: UNIQUE RELATIONSHIPS WITH PERCEIVED IMPACT, PSYCHOLOGICAL SAFETY, AND BURNOUT AI翻译
  作者：Sherf, Elad N.; Parke, Michael R.; Isaakyan, Sofya
  作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Pennsylvania; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
  摘要：Scholars continue to debate whether voice and silence are opposites or distinct constructs. This ambiguity has prevented meaningful theoretical advancements about employees' voice and silence at work. We draw on the behavioral activation and behavioral inhibition systems perspective to provide a conceptual framework for the independence of voice and silence and explicate how two key antecedents-perceived impact and psychological safety-more strongly relate to voice and silence, respectively. W...
• WHEN DOES PAY FOR PERFORMANCE MOTIVATE EMPLOYEE HELPING BEHAVIOR? THE CONTEXTUAL INFLUENCE OF PERFORMANCE SUBJECTIVITY AI翻译
  作者：He, Wei; Li, Shao-Long; Feng, Jie; Zhang, Guanglei; Sturman, Michael C.
  作者单位：Nanjing University; Wuhan University; Rutgers University System; Rutgers University New Brunswick; Wuhan University of Technology
  摘要：An extensive body of literature has demonstrated the incentive effect by which pay for performance (PFP) motivates employees' in-role task performance. Nonetheless, scholars have also posited that PFP is likely to demotivate employees' extrarole behaviors. Drawing upon expectancy theory (Vroom, 1964) and the heuristic processing literature (Kahneman, 2011), we examine the relationship between PFP and employee helping behavior. We perform this examination not only by considering the pay compone...
• TOO UNSAFE TO MONITOR? HOW BOARD-CEO COGNITIVE CONFLICT AND CHAIR LEADERSHIP SHAPE OUTSIDE DIRECTOR MONITORING AI翻译
  作者：Veltrop, Dennis B.; Bezemer, Pieter-Jan; Nicholson, Gavin; Pugliese, Amedeo
  作者单位：University of Groningen; European Central Bank; De Nederlandsche Bank NV; Edith Cowan University; Queensland University of Technology (QUT); University of Padua; Pompeu Fabra University
  摘要：Research into boards of directors has provided mixed support for the view that outside directors' independence or leadership by an independent chair improves monitoring. In this study, we use a micro-level approach to provide a better understanding of why outside directors have difficulty in monitoring the CEO. We highlight that an important reason for this lies in the boardroom dynamics associated with (a) outside directors' cognitive conflict with the CEO and (b) the chair's leadership of th...
• DO THE HUSTLE! EMPOWERMENT FROM SIDE-HUSTLES AND ITS EFFECTS ON FULL-TIME WORK PERFORMANCE AI翻译
  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...