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作者：George, Gerard; Schillebeeckx, Simon J. D.; Liak, Teng Lit
作者单位：Singapore Management University; Singapore Management University
摘要：Editor's note: This editorial is part of a series written by editors and co-authored with a senior executive, thought leader, or scholar from a different field to explore new content areas and grand challenges with the goal of expanding the scope, interestingness, and relevance of the work presented in the Academy of Management Journal. The principle is to use the editorial notes as stage setters to open up fresh new areas of inquiry for management research. GG
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作者：Gabriel, Allison S.; Diefendorff, James M.
作者单位：University of Arizona; University System of Ohio; University of Akron
摘要：Emotional labor has been described as a dynamic self-regulatory process that unfolds over the course of customer interactions, with employees continuously monitoring and adjusting their felt and expressed emotions via two emotion regulation strategies: surface acting and deep acting. Despite dynamic theory on the topic, empirical tests have largely ignored within-episode variability in emotional labor, relying on assessments of emotional labor focused on the person, day, or interaction level o...
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作者：Baer, Michael D.; Dhensa-Kahlon, Rashpal K.; Colquitt, Jason A.; Rodell, Jessica B.; Outlaw, Ryan; Long, David M.
作者单位：Arizona State University; Arizona State University-Tempe; Aston University; University System of Georgia; University of Georgia; Indiana University System; Indiana University Bloomington; IU Kelley School of Business; William & Mary
摘要：The construct of feeling trusted reflects the perception that another party is willing to accept vulnerability to one's actions. Although this construct has received far less attention than trusting, the consensus is that believing their supervisors trust them has benefits for employees' job performance. Our study challenges that consensus by arguing that feeling trusted can be exhausting for employees. Drawing on Stevan Hobfoll's conservation of resources theory, we develop a model in which f...
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作者：Gurses, Kerem; Ozcan, Pinar
作者单位：Luiss Guido Carli University; University of Warwick
摘要：In their endeavor to establish new products and services, entrepreneurs can face strong resistance from market incumbents whose resources and market position they threaten. This paper looks at the battles between entrepreneurs and market incumbents in a regulated market where various institutional actors (e.g., regulators, courts) have the power to protect the incumbents by hindering the entrepreneurs. Our comparison of one failed and one successful attempt to introduce pay TV in the U.S. reve...
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作者：Wo, David X. H.; Ambrose, Maureen L.; Schminke, Marshall
作者单位：Syracuse University; State University System of Florida; University of Central Florida
摘要：Organizational research has established the existence of trickle-down effects, wherein the perceptions, attitudes, or behavior of one person in an organization affects those of another person at a lower level. Although current research has explained the phenomenon using several different theoretical perspectives, prior studies have not explicitly tested the theorized mechanisms. This paper develops and tests a model that incorporates three theories of trickle-down effects for interactional jus...
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作者：Liouicas, Constantinos S.; Reuer, Jeffrey J.
作者单位：Universite Catholique de Lille; EDHEC Business School; University of Colorado System; University of Colorado Boulder
摘要：Social exchange theory is a broad theory that has been used to explain frost as an outcome of various exchange relationships, and research commonly presumes trust exists between exchange partners that have prior relationships. In this paper, we contribute to research on social exchange theory by isolating the trust outcomes of interorganizational exchanges from other outcomes emphasized by learning and knowledge-based perspectives, and by specifying important boundary conditions for the emerge...
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作者：Battilana, Julie; Sengul, Metin; Pache, Anne-Claire; Model, Jacob
作者单位：Harvard University; Boston College; ESSEC Business School; Stanford University
摘要：We examine the factors that influence the social performance of hybrid organizations that pursue a social mission and sustain their operations through commercial activities by studying work integration social enterprises (WISEs). We argue that both social imprinting, defined as a founding team's early emphasis on accomplishing the organization's social mission, and economic productivity are important drivers of a WISE's social performance. However, there is a paradox inherent in the social imp...
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作者：Bednar, Michael K.; Love, E. Geoffrey; Kraatz, Matthew
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：This study directly examines the reputational penalties that managers pay when they engage in controversial governance practices that raise questions about managerial self-interest. These penalties should deter questionable behavior and enable reputation to serve a social control function, yet we know little about how and when these penalties are actually imposed. Unlike prior research in this vein, we account for the fact that reputational penalties associated with such practices may differ a...
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作者：Ayyagari, Meghana; Dau, Luis Alfonso; Spencer, Jennifer
作者单位：George Washington University; Northeastern University
摘要：With increasing foreign direct investment (FDI) into emerging markets, local firms must make critical strategic decisions in order to remain competitive. When faced with multinational enterprises (MNEs) announcing FDI into their industry, local firms can expand operations and challenge the MNE head on, or refrain from responding directly, effectively ceding market share to the MNE investor. We propose that local firms' responses are shaped by their affiliation with, and position in, a business...
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作者：Erez, Amir; Schilpzand, Pauline; Leavitt, Keith; Woolum, Andrew H.; Judge, Timothy A.
作者单位：State University System of Florida; University of Florida; Oregon State University; State University System of Florida; University of Florida; University of Notre Dame
摘要：Introverted individuals may experience and evaluate their dyadic work relationships differently than extraverts. In two studies, we investigated the interaction effect of an individual's and observing peer's personality traits on performance evaluations and reward giving. Results from Study 1 showed that introverted (but not extraverted) peers consistently evaluated extraverted and disagreeable (but not introverted and agreeable) individuals' performance as lower. Study 2 replicated these find...
