-
作者：Farny, Steffen; Kibler, Ewald; Down, Simon
作者单位：Aalto University; Aalto University; Anglia Ruskin University
摘要：In this paper, we explain how and why collective emotions enable institutional creation work. Based on an ethnography in Limonade, a Haitian community affected by the 2010 earthquake, we identify social practices that elicit collective emotions through the creation of new institutions across the three disaster recovery phases. Our study's key insight is that new institutions converge collective emotions such that they in turn justify ongoing, as well as motivate engagement in new, institutiona...
-
作者：Mitchell, Marie S.; Greenbaum, Rebecca L.; Vogel, Ryan M.; Mawritz, Mary B.; Keating, David J.
作者单位：University System of Georgia; University of Georgia; Oklahoma State University System; Oklahoma State University - Stillwater; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University; Drexel University
摘要：Performance pressure focuses employee efforts toward enhanced performance. It is unclear, however, whether performance pressure serves as a productive or unproductive strategy for producing beneficial work behavior. Our research provides clarity on the dynamic nature of performance pressure. We theorize that reactions to performance pressure are influenced by daily fluctuations in how the pressure is appraised, and these fluctuations explain why performance pressure can be a double-edged sword...
-
作者：Smith, Alexis Nicole; Watkins, Marla Baskerville; Ladge, Jamie J.; Carlton, Pamela
作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; Northeastern University
摘要：The unique and complex experiences of and challenges for Black women, which are tied to their intersecting marginalized identities, have largely been overlooked in management research. Although Black women are physically visible in that they are different from most of their colleagues, intersectional invisibility research suggests that they can be simultaneously invisible-easily overlooked or disregarded-because they are non-prototypical members of their gender and racial identity groups. To s...
-
作者：Dutt, Nilanjana; Joseph, John
作者单位：Bocconi University; Bocconi University; University of California System; University of California Irvine
摘要：Prior research has demonstrated that although organizations generally avoid uncertainties, this behavior is not universally true. To better understand the contingencies around organizations' responses to regulatory uncertainty, we consider the influence of corporate structure on attentional processing. Our theory and findings suggest that because corporate structure differentiates their problem-solving and learning activities, headquarters and subsidiaries differ in attention allocation on the...
-
作者：De Stefano, Federica; Bonet, Rocio; Camuffo, Arnaldo
作者单位：University of Pennsylvania; IE University; Bocconi University
摘要：This study examines the performance consequences of planned turnover. In particular, we investigate the departure of temporary workers due to the expiration of their contracts. We reconcile the contradictory predictions of collective turnover research-that any type of worker's exit impairs organizational performance-and of contingent work research-that temporary workers' exits improve organizational performance because they provide flexibility. We argue that the planned turnover of temporary w...
-
作者：Howard, Michael D.; Boeker, Warren; Andrus, Joel L.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Washington; University of Washington Seattle; University of Missouri System; University of Missouri Columbia
摘要：Research has examined the process of entrepreneurial migration, whereby employees from successful industry incumbents move to new ventures. This phenomenon has been linked to direct benefits to entrepreneurial firms, offering valuable knowledge and routines obtained by employees during their tenure at incumbent firms. We propose a theoretical framework in which shared experience-a common background in beneficial knowledge management practices-creates a cohort effect, facilitating direct ties a...
-
作者：Park, Brian; Rogan, Michelle
作者单位：University System of Georgia; Georgia State University; University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine
摘要：To investigate when a firm's reputation affects its exchange partners' responses to adverse events, we distinguish between two types of reputation identified in prior work, capability reputation and character reputation, and present arguments for differences in their effects on exchange with potential and current exchange partners. Building on theory regarding uncertainty in exchange, we propose that potential exchange partners pay more attention to a firm's capability reputation than its char...
-
作者：Matusik, James G.; Hollenbeck, John R.; Matta, Fadel K.; Oh, Jo K.
作者单位：Michigan State University; Michigan State University's Broad College of Business; Michigan State University; University System of Georgia; University of Georgia; University of Connecticut
摘要：Empirical research examining team development has long lagged behind purely conceptual work. Moreover, traditional designs and logics frequently employed in the organizational sciences generally preclude the possibility of studying the trajectories of various team properties. This is problematic as continuity, nonlinearity, and within-construct feedback are implicit in many eminent conceptualizations of teams. Hence, the present investigation integrates dynamic logic, theory, and methodology f...
-
作者：Antino, Mirko; Rico, Ramon; Thatcher, Sherry M. B.
作者单位：Instituto Universitario de Lisboa; Complutense University of Madrid; University of Western Australia; University of South Carolina System; University of South Carolina Columbia
摘要：We investigate how activated team faultlines represent an informal sensemaking structure through which teammates interpret their social reality. Constructed from intersubgroup comparisons, activated team faultlines likely result in ambiguous or illegitimate status perceptions. Thus, activated faultlines threaten team justice climate, which drives status conflict, impairing team performance. We explore the effects of team structure clarity in providing certainty or legitimacy around status and ...
-
作者：Prato, Matteo; Kypraios, Emmanuel; Ertug, Gokhan; Lee, Yonghoon G.
作者单位：Universita della Svizzera Italiana; Maynooth University; Singapore Management University; Singapore Management University; Hong Kong University of Science & Technology
摘要：Decisions about conforming to or deviating from conventional practices in a field are an important concern of organization and management theory. The position that actors occupy in the status hierarchy has been shown to be an important determinant of these decisions. The dominant hypothesis, known as middle-status conformity, posits that middle-status actors are more likely to conform to conventional practices than high- and low-status actors do. We challenge this hypothesis by revisiting its ...
