3期

最新文章

• DISSONANT TIES IN INTRAORGANIZATIONAL NETWORKS: WHY INDIVIDUALS SEEK PROBLEM-SOLVING ASSISTANCE FROM DIFFICULT COLLEAGUES AI翻译
  作者：Brennecke, Julia
  作者单位：University of Liverpool
  摘要：This paper investigates employees seeking problem-solving assistance from colleagues with whom they find it difficult to work. In so doing, the paper introduces the construct of dissonant ties: network ties to colleagues that are simultaneously positive and negative. The study builds on the assumption that individuals in knowledge-intensive workplaces employ dissonant ties to access distinct work-related benefits, and establishes a link between dissonant ties and performance. Subsequently, it ...
• CFO GENDER AND FINANCIAL STATEMENT IRREGULARITIES AI翻译
  作者：Gupta, Vishal K.; Mortal, Sandra; Chakrabarty, Bidisha; Guo, Xiaohu; Turban, Daniel B.
  作者单位：University of Alabama System; University of Alabama Tuscaloosa; University of Alabama System; University of Alabama Tuscaloosa; Saint Louis University; University of Missouri System; University of Missouri Columbia; University of Missouri System; University of Missouri Columbia
  摘要：The increasing presence of women in upper echelon positions draws attention to the possible effects of executive gender on corporate decisions and actions. In this study, we formulate theory about the impact of chief financial officer (CFO) gender on financial misreporting to generate two key insights. First, we hypothesize that firms with female CFOs will have a lower likelihood of financial misreporting than comparable firms with male CFOs. Second, we argue that the relation between CFO gend...
• LAST TO COME AND LAST TO GO? THE COMPLEX ROLE OF GENDER AND ETHNICITY IN THE REPUTATIONAL PENALTIES FOR DIRECTORS LINKED TO CORPORATE FRAUD AI翻译
  作者：Naumovska, Ivana; Wernicke, Georg; Zajac, Edward J.
  作者单位：INSEAD Business School; Hautes Etudes Commerciales (HEC) Paris; Northwestern University
  摘要：Scholars have found consistent evidence that directors who served on boards of firms accused of misconduct face reputational penalties in the director labor market. While commonly interpreted in terms of an ex post settling-up process that penalizes directors for failing in their role as monitors of management, the fundamentally social basis of the director labor market suggests that the ex post settling-up process may also incorporate a resource-provisioning role for directors as conferrers o...
• DARE TO BE DIFFERENT? CONFORMITY VERSUS DIFFERENTIATION IN CORPORATE SOCIAL ACTIVITIES OF CHINESE FIRMS AND MARKET RESPONSES AI翻译
  作者：Zhang, Yanlong; Wang, Heli; Zhou, Xiaoyu
  作者单位：Peking University; Singapore Management University; ShanghaiTech University
  摘要：Building on the literature on optimal distinctiveness, this study explores the effects of conformity versus differentiation in corporate social responsibility (CSR) practices on evaluations by security analysts and responses of the financial market in general. We develop the argument that while conformity in CSR scope enhances analyst coverage, differentiation in CSR emphasis leads to more-favorable analyst recommendations and higher market value. This suggests that firms may be able to simult...
• NOT IN MY PAY GRADE: THE RELATIONAL BENEFIT OF PAY GRADE DISSIMILARITY AI翻译
  作者：Zhang, Lida L.; George, Elizabeth; Chattopadhyay, Prithviraj
  作者单位：University of Macau; University of Auckland
  摘要：We draw upon relational demography and social identity perspectives to argue that working with teammates who are dissimilar in pay grade can help individual team members reduce social uncertainty in their work relationships within the team, subsequently influencing their identification with the team, performance, and turnover intention. This effect is more pronounced for team members in a lower pay grade because they are more sensitive to social influence owing to their lower status in the tea...
• ORGANIZATIONS, RISK TRANSLATION, AND THE ECOLOGY OF RISKS: THE DISCURSIVE CONSTRUCTION OF A NOVEL RISK AI翻译
  作者：Hardy, Cynthia; Maguire, Steve
  作者单位：University of Melbourne; Cardiff University; University of Sydney
  摘要：The contemporary risk society is associated with the emergence of a wide range of risks characterized by uncertainty and unfamiliarity. These novel risks pose a major challenge for organizations: their negative effects may be significant, but prevailing risk-assessment techniques are limited in their ability to identify these effects. Building on our prior work on the chemical bisphenol A (BPA), this study examines how organizations deal with novel risks. It finds that organizations engage in ...
• ACROSS THE GREAT DIVIDES: GENDER DYNAMICS INFLUENCE HOW INTERCULTURAL CONFLICT HELPS OR HURTS CREATIVE COLLABORATION AI翻译
  作者：Chua, Roy; Jin, Mengzi
  作者单位：Singapore Management University; Peking University
  摘要：Collaborating across cultures can potentially increase creativity owing to access to diverse ideas and perspectives, but this benefit is not always realized. One reason for this is that the conflict that arises in intercultural creative collaboration is a double-edged sword, and so how it is managed matters. In this research, we examine how the gender of collaborating dyads influences the link between intercultural conflict (task and relationship) and creative collaboration effectiveness. Thro...
• TOKEN FEMALE VOICE ENACTMENT IN TRADITIONALLY MALE-DOMINATED TEAMS: FACILITATING CONDITIONS AND CONSEQUENCES FOR PERFORMANCE AI翻译
  作者：Farh, Crystal I. C.; Oh, Jo K.; Hollenbeck, John R.; Yu, Andrew; Lee, Stephanie M.; King, Danielle D.
  作者单位：University of Washington; University of Washington Seattle; University of Connecticut; Michigan State University; University of Melbourne; Baylor University; Rice University
  摘要：When is a token female's voice incorporated into the actions of a traditionally male-dominated team, and to what ends? Drawing from the tokenism, gender stereotypes, and minority influence literatures, we advance a model that specifies the conditions that facilitate token female voice enactment and when enacting the female's voice enhances team performance. Using a sample of active-duty military men and women, we employed live observation techniques to study voice enactment in all-male teams v...
• BEING DIFFERENT, BEING ABSENT? A DYNAMIC PERSPECTIVE ON DEMOGRAPHIC DISSIMILARITY AND ABSENTEEISM IN BLUE-COLLAR TEAMS AI翻译
  作者：Reinwald, Max; Kunze, Florian
  作者单位：University of Konstanz; University of Konstanz
  摘要：This study offers a new theoretical and empirical perspective on the dynamic effect of demographic dissimilarity on absenteeism behavior by team members over time. Integrating social identity theory with the theory of anchoring events (i.e., key social interactions), we propose that individual absenteeism behavior depends on the relational dissimilarity to the team age and gender. Using a sample of 2,711 individual newcomers in 820 blue-collar teams tracked over seven years, we show that gende...
• MY COWORKERS ARE TREATED MORE FAIRLY THAN ME! A SELF-REGULATORY PERSPECTIVE ON JUSTICE SOCIAL COMPARISONS AI翻译
  作者：Koopman, Joel; Lin, Szu-Han (Joanna); Lennard, Anna C.; Matta, Fadel K.; Johnson, Russell E.
  作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University System of Georgia; University of Georgia; Oklahoma State University System; Oklahoma State University - Stillwater; Michigan State University; Michigan State University's Broad College of Business
  摘要：Social comparison processes were integral to the origins of the organizational justice literature, and are incorporated within several justice-based constructs and theories. Yet, despite this, the justice social comparison literature is theoretically underdeveloped; while the extant literature affirms that justice social comparisons influence employee outcomes, it does not explain why, when, or for whom these effects occur. We build new theory on why justice social comparison perceptions influ...