2期

最新文章

• NEW WAYS OF SEEING: ELABORATION ON A THEME AI翻译
  作者：Shaw, Jason D.; Bansal, Pratima (Tima); Gruber, Marc
  作者单位：Hong Kong Polytechnic University; Western University (University of Western Ontario); Swiss Federal Institutes of Technology Domain; Ecole Polytechnique Federale de Lausanne
• SIGNALER CREDIBILITY, SIGNAL SUSCEPTIBILITY, AND RELATIVE RELIANCE ON SIGNALS: HOW STAKEHOLDERS CHANGE THEIR EVALUATIVE PROCESSES AFTER VIOLATION OF EXPECTATIONS AND REHABILITATIVE EFFORTS AI翻译
  作者：Gomulya, David; Mishina, Yuri
  作者单位：Nanyang Technological University; Imperial College London
  摘要：Prior studies have shown that a firm's violation of expectations might lead to less favorable evaluations of that firm by stakeholders. However, the literature has been silent on whether and how the process by which stakeholders evaluate a firm could change subsequent to the violation. Drawing from signaling and screening theory, we examine how evaluative processes might change in the context of financial restatements. We find that investors appear to shift their relative reliance on particula...
• WHEN JOB PERFORMANCE IS ALL RELATIVE: HOW FAMILY MOTIVATION ENERGIZES EFFORT AND COMPENSATES FOR INTRINSIC MOTIVATION AI翻译
  作者：Menges, Jochen I.; Tussing, Danielle V.; Wihler, Andreas; Grant, Adam M.
  作者单位：WHU - Otto Beisheim School of Management; University of Pennsylvania; University of Bonn; University of Pennsylvania
  摘要：Supporting one's family is a major reason why many people work, yet surprisingly little research has examined the implications of family motivation. Drawing on theories of prosocial motivation and action identification, we propose that family motivation increases job performance by enhancing energy and reducing stress, and it is especially important when intrinsic motivation is lacking. Survey and diary data collected across multiple time points in a Mexican maquiladora generally support our m...
• IMPRINTING THROUGH INHERITANCE: A MULTI-GENEALOGICAL STUDY OF ENTREPRENEURIAL PROCLIVITY AI翻译
  作者：Ellis, Shmuel; Aharonson, Barak S.; Drori, Israel; Shapira, Zur
  作者单位：Tel Aviv University; College of Management Academic Studies; Tel Aviv University; College of Management Academic Studies; Vrije Universiteit Amsterdam; New York University
  摘要：We offer an organizational lineage inheritance theoretical framework for understanding the longevity of imprinting effects of two consecutive eras with distinct environmental conditions, values, and norms. Adopting a genealogical approach, we find that era-based imprinting is contingent on lineage-based transmissions. Era-based initial conditions strongly influence the entrepreneurial proclivity of the first generation of firms but have no influence on subsequent generations, and each generati...
• INSTITUTIONAL LOGICS AND POWER SOURCES: MERGER AND ACQUISITION DECISIONS AI翻译
  作者：Greve, Henrich R.; Zhang, Cyndi Man
  作者单位：INSEAD Business School; Singapore Management University
  摘要：Institutional theory has explained the greater prevalence of many strategic actions by increases in their legitimacy over time, but it has not explained how firms choose among actions backed by competing institutional logics. We address this topic by linking institutional logics with the theory of organizational coalitions and power to predict how such choices are affected both by external influence (through ownership) and by internal influence (through shared decision making). In particular, ...
• WHY AND WHEN DOES THE GENDER GAP REVERSE? DIVERSITY GOALS AND THE PAY PREMIUM FOR HIGH POTENTIAL WOMEN AI翻译
  作者：Leslie, Lisa M.; Manchester, Colleen Flaherty; Dahm, Patricia C.
  作者单位：New York University; University of Minnesota System; University of Minnesota Twin Cities; California State University System; California Polytechnic State University San Luis Obispo
  摘要：Abundant research has documented a gender pay gap; women earn less than men, all else being equal. Against the backdrop of an overall female penalty, we propose that the widespread adoption of diversity goals in organizations creates a female premium for certain women. We integrate the economic principle of supply and demand with theory from the field of strategic human resource management and theorize that individuals perceive high-potential women-who have the abilities needed to reach the up...
• DOES DIVERSITY-VALUING BEHAVIOR RESULT IN DIMINISHED PERFORMANCE RATINGS FOR NON-WHITE AND FEMALE LEADERS? AI翻译
  作者：Hekman, David R.; Johnson, Stefanie K.; Foo, Maw-Der; Yang, Wei
  作者单位：University of Colorado System; University of Colorado Boulder; National University of Singapore; University of Texas System; University of Texas Austin
  摘要：We seek to help solve the puzzle of why top-level leaders are disproportionately White men. We suggest that this race-and sex-based status and power gap persists, in part, because ethnic minority and female leaders are discouraged from engaging in diversityvaluing behavior. We hypothesize, and test in both field and laboratory samples, that ethnic minority or female leaders who engage in diversity-valuing behavior are penalized with worse performance ratings, whereas White or male leaders who ...
• IS CONSISTENTLY UNFAIR BETTER THAN SPORADICALLY FAIR? AN INVESTIGATION OF JUSTICE VARIABILITY AND STRESS AI翻译
  作者：Matta, Fadel K.; Scott, Brent A.; Colquitt, Jason A.; Koopman, Joel; Passantino, Liana G.
  作者单位：University System of Georgia; University of Georgia; Michigan State University; Michigan State University's Broad College of Business; Texas A&M University System; Texas A&M University College Station; Mays Business School; Michigan State University; Michigan State University's Broad College of Business
  摘要：Research on organizational justice has predominantly focused on between-individual differences in average levels of fair treatment experienced by employees. Recently, researchers have also demonstrated the importance of considering dynamic, withinindividual fluctuations in fair treatment experienced by employees over time. Drawing on uncertainty management theory, we merge these two streams of research and introduce the concept of justice variability, which captures between-person differences...
• TO SHIFT OR NOT TO SHIFT? DETERMINANTS AND CONSEQUENCES OF PHASE SHIFTING ON JUSTICE JUDGMENTS AI翻译
  作者：Soenen, Guillaume; Melkonian, Tessa; Ambrose, Maureen L.
  作者单位：emlyon business school; emlyon business school; State University System of Florida; University of Central Florida
  摘要：Building on fairness heuristic theory and dual-process theories of cognition, we examine individuals' perceptions of phase shifting. We define phase shifting as an individual perception that triggers a shift from type 1 to type 2 cognitive processes resulting in the reevaluation of justice judgments. In a longitudinal study of a merger, we empirically test the influence of phase-shifting perceptions on justice judgments, and we identify antecedents of phase-shifting perceptions. We find employ...
• DANCING ON HOT COALS: HOW EMOTION WORK FACILITATES COLLECTIVE SENSEMAKING AI翻译
  作者：Heaphy, Emily D.
  作者单位：University of Rhode Island
  摘要：While organizations and researchers have traditionally conceptualized customers as consumers of their services and products, there is a growing recognition that organizations need to develop more collaborative relationships with clients. In this research, I explore one implication of this shift-how employees respond to client conflicts. In a multi-method qualitative study, I studied patient advocates, hospital employees who mediate conflicts between patients, families, and staff. I develop a p...