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作者：Raffiee, Joseph; Byun, Heejung
作者单位：University of Southern California; Purdue University System; Purdue University
摘要：This study revisits the portability of performance paradox-the common finding that external hires fail to replicate prior performance after switching firms-by examining how the nature of an employee's human capital and social capital resources relate to the ease with which external hires can be utilized in an organization's value creating activities. Drawing theoretically from the person-organization fit and social capital literatures, we theorize that the integration and utilization of extern...
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作者：Grijalva, Emily; Maynes, Timothy D.; Badura, Katie L.; Whiting, Steven W.
作者单位：Washington University (WUSTL); State University of New York (SUNY) System; University at Buffalo, SUNY; University System of Georgia; Georgia Institute of Technology; State University System of Florida; University of Central Florida
摘要：Previous research has shown that narcissism is unrelated to job performance, yet this individual-level effect may be underestimating narcissism's wider influence on organizational performance. To assess this possibility, we draw on social exchange theory and the agency model of narcissism to investigate how team narcissism composition affects team coordination and performance. Our model was tested using game-level longitudinal data from National Basketball Association teams. Teams with higher ...
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作者：Tihanyi, Laszlo
作者单位：Texas A&M University System; Texas A&M University College Station
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作者：Gumusay, Ali Aslan; Smets, Michael; Morris, Timothy
作者单位：University of Hamburg; Vienna University of Economics & Business; University of Oxford; University of Oxford; University of Oxford
摘要：Based on a 24-month ethnographic case study of the opening of the first Islamic bank in Germany, we make three contributions to the institutional theory literature. First, we outline polysemy and polyphony as mechanisms that dynamically engage conflicting logics through an organizational-individual interplay. Borrowing from paradox theory, we explain how hybrids can empower individuals to fluidly separate and integrate logics when neither structural compartmentalizing nor organizational blendi...
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作者：Musaji, Serghei; Schulze, William S.; De Castro, Julio O.
作者单位：IE University; Utah System of Higher Education; University of Utah
摘要：The learning curve describes learning from experience, even in its earliest phases, as an iterative process in which the ratio of positive to negative outcomes rises sharply with experience before becoming subject to diminishing returns. In contrast, the organizational learning literature has suggested that learning when experience is limited is difficult, and unfavorable outcomes are common. Resolution of these competing claims is especially important in the context of strategic decision maki...
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作者：Lee, Joon Mahn; Yoon, Dalee; Boivie, Steven
作者单位：Korea University; Purdue University System; Purdue University; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：Drawing from the organizational identification literature, we theorize that founder CEO succession decisions are dependent on the strength of these CEOs' organizational identification with their firms. Our theoretical premise is that factors that decrease founder CEOs' organizational identification-namely, prior entrepreneurial experience and the number of cofounders-will positively affect their voluntary succession. Conversely, factors that increase founder CEOs' organizational identification...
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作者：Quigley, Timothy J.; Hubbard, Timothy D.; Ward, Andrew; Graffin, Scott D.
作者单位：University System of Georgia; University of Georgia; University of Notre Dame; Lehigh University; University System of Georgia; University of Georgia; University System of Georgia; University of Georgia
摘要：Scholars, regulators, and practitioners have long struggled with challenges emanating from the separation of ownership and control of modern corporations. Agency theory typically prescribes the use of stock options, or other outcome-based contractual arrangements, to overcome the critical issue of information asymmetry. We theorize that this arrangement, which leaves information asymmetry in place, provides CEOs an informational advantage that can be used, via impression management techniques,...
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作者：Hengst, Iris-Ariane; Jarzabkowski, Paula; Hoegl, Martin; Muethel, Miriam
作者单位：University of Munich; City St Georges, University of London; University of Queensland; University of Munich; WHU - Otto Beisheim School of Management
摘要：We draw on a three-year qualitative study of the processual dynamics of implementing a sustainability strategy alongside an existing mainstream competitive strategy. We show that, despite the legitimacy of the sustainability strategy at the organizational level, actors experience tensions with its implementation at the action level vis-a-vis the mainstream strategy, thus creating the potential for decoupling. Our findings show that working through these tensions on specific tasks enables actor...
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作者：Schubert, Torben; Tavassoli, Sam
作者单位：Lund University; Fraunhofer Gesellschaft; Fraunhofer Germany; Fraunhofer Systems & Innovation Research; Royal Melbourne Institute of Technology (RMIT)
摘要：The effects of diversity in management teams on firm innovation have become an important topic in strategic management. With a few exceptions, however, the literature has focused on diversity in top management teams (TMTs), while the role of diversity in lower management levels, particularly middle management teams (MMTs), has usually been neglected. In this paper, we intend to fill this gap by explicitly differentiating between the effects of diversity in TMTs and MMTs. By matching various fi...
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作者：Lee, Michael Y.; Mazmanian, Melissa; Perlow, Leslie
作者单位：INSEAD Business School; University of California System; University of California Irvine; Harvard University
摘要：Despite well-accepted understanding that relational dynamics characterized by respect, openness, and connectedness are critical for healthy team functioning, we know little about how to foster such dynamics. Drawing on observation and interview data from an intervention that fostered positive change in the relational dynamics of a global distributed team, this paper theorizes the mechanisms that enabled a move toward positive relational dynamics. We find that the intervention brought about rel...
