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作者：Massa, Felipe G.; Helms, Wesley S.; Voronov, Maxim; Wang, Liang
作者单位：Loyola University New Orleans; Brock University; Brock University; University of San Francisco
摘要：This paper examines how organizations create evangelists, members of key audiences who build a critical mass of support for new ways of doing things. We conduct a longitudinal, inductive study of Ontario's cool-climate wineries and members of six external audience groups who evangelized on behalf of their emerging winemaking practice. We found that wineries drew from three institutionalized vinicultural templates provenance, hedonic, and glory-to craft rituals designed to convert these audien...
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作者：Hajro, Aida; Gibson, Cristina B.; Pudelko, Markus
作者单位：Brunel University; University of Western Australia; Eberhard Karls University of Tubingen
摘要：We developed a model illuminating team knowledge exchange processes as a key link between organizational diversity climate and the effectiveness of multicultural teams (MCTs). Our analysis is based on 143 in-depth interviews and extensive observations of team interactions that occurred in 48 teams from 11 companies. Our findings revealed that teams that oscillated between assertive and cooperative knowledge exchange processes were more effective. We also found such dual processes were more pre...
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作者：Han, Jungyun; Shipilov, Andrew V.; Greve, Henrich R.
作者单位：National Taiwan University; INSEAD Business School; INSEAD Business School
摘要：Deference within a dyad occurs when one partner acknowledges that the other is entitled to some privileges. Although deference is a well-known consequence of relationships between partners of unequal status, little is known on whether deference in one domain can affect interactions between the same actors in other domains. This can happen within multiplex relationships, especially when they involve firms that have both business and personal interactions between their key decision makers. We co...
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作者：Love, E. Geoffrey; Kraatz, Matthew S.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Corporations engage in ongoing exchange relationships with many different stakeholder groups, and they frequently fail to meet these constituencies' concrete and firm-specific expectations ( regarding profits, products, etc.). While these events bear an intuitive connection to corporate reputation, several scholars have raised questions about the role of discrete exchanges in overall evaluations of firms. Additionally, scholars have neither systematically examined such effects nor elaborated a...
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作者：O'Neill, Olivia Amanda; Rothbard, Nancy P.
作者单位：George Mason University; University of Pennsylvania
摘要：In this paper, we build and test theory about the emotional cultures of prototypically masculine organizations. A qualitative study of fire stations in a major metropolitan area revealed that the emotional cultures of firefighting units were defined by two emotions: joviality and companionate love. In addition, emotion suppression, work-family conflict, risk-taking, and health problems emerged as central themes. A multirater survey study of firefighters across multiple units found that culture...
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作者：Liu, Dong; Gong, Yaping; Zhou, Jing; Huang, Jia-Chi
作者单位：University System of Georgia; Georgia Institute of Technology; Hong Kong University of Science & Technology; Rice University; Rice University; National Chengchi University
摘要：This inter-human resource (HR) systems research investigates whether, how, and when different types of employee-experienced HR systems jointly influence employee creativity. We hypothesize and find that employee-experienced performance-oriented HR systems were more positively related to employee domain-relevant skills when employees experienced stronger maintenance-oriented HR systems. In addition, employeeexperienced maintenance-oriented HR systems more strongly augmented the positive relatio...
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作者：Obodaru, Otilia
作者单位：Rice University
摘要：Through an inductive, qualitative study, I developed a process model of how people deal with professional identities they have forgone by choice or constraint. I show that, when forgone professional identities are linked to unfulfilled values, people look for ways to enact them and retain them in the self-concept. I further identify three strategies that people use to enact foregone professional identities: (1) real enactment (i.e., enacting the forgone identity through real activities and soc...
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作者：Bakker, Rene M.; Shepherd, Dean A.
作者单位：Indiana University System; Indiana University Bloomington; IU Kelley School of Business; Indiana University System; IU Kelley School of Business; Indiana University Bloomington; Indiana University System; Indiana University Bloomington; IU Kelley School of Business
摘要：Effectively capturing opportunities requires rapid decision making. We investigate the speed of opportunity-evaluation decisions by focusing on firms' venture termination and venture advancement decisions. Experience, standard operating procedures, and confidence allow firms to make opportunity-evaluation decisions faster; we propose that a firm's attentional orientation, as reflected in its project portfolio, limits the number of domains in which these speed-enhancing mechanisms can be develo...
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作者：Uy, Marilyn A.; Lin, Katrina Jia; Ilies, Remus
作者单位：Nanyang Technological University; Hong Kong Polytechnic University; National University of Singapore
摘要：The resource-depleting effect of surface acting is well established. Yet we know less about the pervasiveness of this depleting effect and what employees can do at work to replenish their resources. Drawing on conservation of resources theory and the ecological congruence model, we conduct a five-day diary study among customer service representatives (CSRs) to examine the extended depleting effect of surface acting and whether social interactions with coworkers (i.e., giving and receiving help...
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作者：Schabram, Kira; Maitlis, Sally
作者单位：University of Washington; University of Washington Seattle; University of Oxford
摘要：An important and underexamined issue in the study of callings concerns the challenges people face in pursuing a calling and how they negotiate those challenges. This process may be especially intense and consequential because callings involve work that is rooted in people's values and that matters a great deal to them. Drawing on narrative interviews with 50 animal shelter workers, we identify three different calling paths that evolve as employees respond to the challenges they encounter. Whil...
