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作者：Rouse, Elizabeth D.
作者单位：Boston University
摘要：Exit is a critical part of the entrepreneurial process. At the same time, research indicates that founders are likely to form strong identity connections to the organizations they start. In turn, when founders exit their organizations, the process of psychological disengagement might destabilize their identities. Yet, limited research addresses how founders experience exit or how they manage their identities during this process. Through a qualitative, inductive study of founders of technology-...
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作者：Vogel, Ryan M.; Rodell, Jessica B.; Lynch, John W.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; University System of Georgia; University of Georgia; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：The work life of misfits-employees whose important values are incongruent with the values of their organization represents an under-researched area of the person environment fit literature. The unfortunate reality is that these individuals are likely to be disengaged and unproductive at work. In this manuscript, we entertain the possibility that employees can protect themselves from this situation if they engage in alternative actions that supplement the fundamental needs that go unmet from va...
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作者：Plummer, Lawrence A.; Allison, Thomas H.; Connelly, Brian L.
作者单位：Western University (University of Western Ontario); Washington State University; Auburn University System; Auburn University; Auburn University System; Auburn University
摘要：After new ventures have exhausted the limited financial resources of founders, family, and friends, they often pursue initial external capital. To secure investment, entrepreneurs can signal about their venture's latent potential by aligning themselves with reliable third parties. Such affiliations affirm the new venture's legitimacy and provide substantive benefits in the form of mentoring, access to resources, and ongoing monitoring. However, early stage financing is an especially noisy sign...
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作者：Zhang, Yan; Qu, Hongyan
作者单位：Rice University; Central University of Finance & Economics
摘要：Female corporate leadership has drawn increasing attention from academia and practitioners. We contribute to the literature by examining the impact of CEO succession with gender change i.e., a male CEO succeeded by a female or vice versa. We propose that due to gender differences in executive leadership positions, CEO succession with gender change may amplify the disruption of the CEO succession process and thus adversely affect post-succession firm performance and increase the likelihood of s...
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作者：Ferris, D. Lance; Yan, Ming; Lim, Vivien K. G.; Chen, Yuanyi; Fatimah, Shereen
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Jinan University; National University of Singapore; Hong Kong Baptist University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：The number of constructs developed to assess workplace aggression has flourished in recent years, leading to confusion over what meaningful differences exist (if any) between the constructs. We argue that one way to frame the field of workplace aggression is via approach avoidance principles, with various workplace aggression constructs (e.g., abusive supervision, supervisor undermining, and workplace ostracism) differentially predicting specific approach or avoidance emotions and behaviors. U...
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作者：Martin, Sean R.
作者单位：Boston College
摘要：This study draws on social identity theories of behavioral contagion and research concerning narratives in organizations to present and test a framework for understanding how narratives embed values in organizational newcomers' actions. Employing a field experiment using newly hired employees in a large IT firm that prioritizes self transcendent values, this study explores how narratives that vary in terms of the organizational level of main characters and the values-upholding or values-violat...
