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作者：Hale, Donald, Jr.; Ployhart, Robert E.; Shepherd, William
作者单位：University of South Carolina System; University of South Carolina Columbia; University of South Carolina System; University of South Carolina Columbia; University System of Ohio; Ohio State University
摘要：Blending theory on collective turnover and group adaptability, this paper develops a two-phase longitudinal model that explains how and why an individual-level turnover event has effects on collective performance. Phase 1 (disruption) is marked by a sudden and negative change in unit-level performance, while Phase 2 (recovery) entails a gradual increase in unit performance over time. We further propose that the positional distribution (manager or employee) of the turnover event and the amount ...
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作者：Granqvist, Nina; Gustafsson, Robin
作者单位：Aalto University; Aalto University
摘要：Time is inherently present in empirical research on institutional change-most studies sequence actions and events across stages of development, over time. Yet research has overlooked how temporality, as a negotiated organizing of time, shapes institutional processes, despite the fact that timing, duration, and tenor of relationships are their foundational elements. To unpack the role of temporality in institutions, we examine how actors engage in temporal institutional work-that is, how they c...
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作者：Harrison, Spencer H.; Wagner, David T.
作者单位：Boston College; University of Oregon
摘要：Most research on creativity describes it as a net positive: producing new products for the organization and satisfaction and positive affect for creative workers. However, a host of anecdotal and historical evidence suggests that creative work can have deleterious consequences for relationships. This raises the question: how does creativity at work impact relationships at home? Relying on work-family conflict and resource allocation theory as conceptual frameworks, we test a model of creative ...
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作者：LePine, Marcie A.; Zhang, Yiwen; Crawford, Eean R.; Rich, Bruce Louis
作者单位：Arizona State University; Arizona State University-Tempe; Arizona State University; Arizona State University-Tempe; University of Hong Kong; University of Iowa; California State University System; California State University San Marcos
摘要：We develop and test a theoretical model that explores how individuals appraise different types of stressful job demands and how these cognitive appraisals impact job performance. The model also explores how charismatic leaders influence such appraisal and reaction processes, and, by virtue of these effects, how leaders can influence the impact of stressful demands on their followers' job performance. In Study 1 (n = 74 U.S. Marines), our model was largely supported in hierarchical linear model...
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作者：Tracey, Paul; Phillips, Nelson
作者单位：University of Cambridge; Imperial College London
摘要：In this inductive study, we shift the focus of stigma research inside organizational boundaries by examining its relationship with organizational identity. To do so, we draw on the case of Keystone, a social enterprise in the East of England that became stigmatized after it initiated a program of support for a group of migrants in its community. Keystone's stigmatization precipitated a crisis of organizational identity. We examine how the identity crisis unfolded, focusing on the forms of iden...
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作者：Desai, Vinit M.
作者单位：University of Colorado System; University of Colorado Denver
摘要：The Behavioral Theory of the Firm provides a well-evidenced perspective on organizational decision making that has influenced a wide array of literatures, including the substantial body of work on organizational change. This literature suggests that organizations are more likely to undertake major changes when their performance declines below aspirations or targets for acceptable performance, but few studies examine how multiple groups of organizational decision makers, each with potentially c...
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作者：Owens, Bradley P.; Hekman, David R.
作者单位：Brigham Young University; University of Colorado System; University of Colorado Boulder
摘要：Using data from 607 subjects organized into 161 teams (84 laboratory teams, 77 organizational field teams), we examined how leader humility influences team interaction patterns, emergent states, and team performance. We develop and test a theoretical model, positing that, when leaders behave humbly, followers emulate their humble behaviors, creating a shared interpersonal team process (collective humility). This, in turn, creates a team emergent state focused on progressively striving toward a...
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作者：Colbert, Amy; Yee, Nick; George, Gerard
作者单位：University of Iowa; Singapore Management University
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作者：Dutt, Nilanjana; Hawn, Olga; Vidal, Elena; Chatterji, Aaron; Mcgahan, Anita; Mitchell, Will
作者单位：Bocconi University; University of North Carolina; University of North Carolina Chapel Hill; City University of New York (CUNY) System; Baruch College (CUNY); Duke University; University of Toronto; University of Toronto
摘要：In emerging-market countries, commercial institutions do not always develop sufficiently quickly or effectively to support ambitious entrepreneurs. How might intermediaries remedy these problems? We address this question by drawing on institutional literatures to develop the concept of open system intermediaries. Our research design involves examining business incubators in emerging markets as a form of open system intermediary. Empirically, we examine the relative emphasis that business incub...
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作者：Strike, Vanessa M.; Rerup, Claus
作者单位：University of British Columbia; University of British Columbia; Western University (University of Western Ontario)
摘要：We use a multi-case analysis of nine Most Trusted Advisors (MTAs) in six family firms to introduce the concept of mediated sensemaking-that is, the social position, orientation, and actions used by mediators to facilitate adaptive sensemaking that unfolds when someone begins to doubt the sense already made. Our data captures the mediation process through which MTAs help Family Business Entrepreneurs (FBEs) interrupt momentum in sensemaking by slowing down action and facilitating doubt. Interes...
