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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：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：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：Li, Xu; Vermeulen, Freek
作者单位：Copenhagen Business School; University of London; London Business School
摘要：Common wisdom suggests that high-risk strategies will be associated with high expected returns and vice versa. Focusing on the effect of new product development on firm performance, in this paper we argue that this relationship may reverse in a market undergoing substantial institutional transition. We examine domestic pharmaceutical firms in China during the 1990s and find that in this context, introducing new products was associated with lower average firm profitability but higher variance. ...
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作者：Dyer, Jeff; Kryscynski, David; Law, Christopher; Morris, Shad
作者单位：Brigham Young University; University of Michigan System; University of Michigan; University of North Carolina; University of North Carolina Chapel Hill; Brigham Young University
摘要：The firm-specific human capital dilemma suggests that firms generally want employees to make firm-specific investments but that employees prefer not to make them. We suggest that individual performance may moderate this dilemma such that the dilemma increases as individual performance increases-that is, firms may prefer high performers in firm-specific roles while high performers may resist these roles more than their lower-performing counterparts. We examine our extended firm-specific human c...
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作者：Howard-Grenville, Jennifer; Nelson, Andrew; Vough, Heather; Zilber, Tammar B.
作者单位：University of Cambridge; University of Oregon; George Mason University; Hebrew University of Jerusalem
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作者：Klein, Janina; Amis, John M.
作者单位：Vrije Universiteit Amsterdam; University of Edinburgh; University of Edinburgh
