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作者：George, Gerard; Haas, Martine R.; Pentland, Alex
作者单位：Imperial College London; University of Pennsylvania; Massachusetts Institute of Technology (MIT)
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作者：Jones, David A.; Willness, Chelsea R.; Madey, Sarah
作者单位：University of Vermont; University of Saskatchewan; University of Saskatchewan
摘要：Research on employee recruitment has shown that an organization's corporate social performance (CSP) affects its attractiveness as an employer, but the underlying mechanisms and processes through which this occurs are poorly understood. We propose that job seekers receive signals from CSP that inform three signal-based mechanisms that ultimately affect organizational attractiveness: job seekers' anticipated pride from being affiliated with the organization, their perceived value fit with the o...
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作者：Cerne, Matej; Nerstad, Christina G. L.; Dysvik, Anders; Skerlavaj, Miha
作者单位：University of Ljubljana; BI Norwegian Business School; University of Ljubljana
摘要：Knowledge hiding prevents colleagues from generating creative ideas, but it may also have negative consequences for the creativity of a knowledge hider. Drawing on social exchange theory, we propose that when employees hide knowledge, they trigger a reciprocal distrust loop in which coworkers are unwilling to share knowledge with them. We further suggest that these effects are contingent on motivational climate, in such a way that the negative effects of an individual's hiding knowledge on his...
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作者：Marr, Jennifer Carson; Thau, Stefan
作者单位：University System of Georgia; Georgia Institute of Technology; INSEAD Business School
摘要：We investigate how initial status position influences the quality of task performance in the aftermath of status loss. We argue that despite the benefits of having status, high-status individuals experience more self-threat-challenges or contradictions to a central view of the self-and, consequently, have more difficulty performing well after status loss than do low-status individuals who experience a comparable loss of status. In a field study of professional baseball players (Study 1), we fo...
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作者：Raffiee, Joseph; Feng, Jie
作者单位：University of Wisconsin System; University of Wisconsin Madison; University of Wisconsin System; University of Wisconsin Madison
摘要：Research suggests that the risk and uncertainty associated with entrepreneurial activity deters entry and contributes to the high rates of new business failure. In this study, we examine how the ability to reduce these factors by means of hybrid entrepreneurship the process of starting a business while retaining a day job in an existing organization influences entrepreneurial entry and survival. Integrating insights from real options theory with logic from the individual differences literature...
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作者：Bell, R. Greg; Filatotchev, Igor; Aguilera, Ruth V.
作者单位：City St Georges, University of London; Vienna University of Economics & Business; University of Illinois System; University of Illinois Urbana-Champaign; Universitat Ramon Llull
摘要：This article investigates stock market responses to different constellations of firm-level corporate governance mechanisms by focusing on foreign initial public offerings (IPOs) in the United States. We build on sociology-grounded research on financial market behavior and use a nested legitimacy framework to explore US investor perceptions of foreign IPO value. Using a fuzzy set theoretic methodology, we demonstrate how different combinations of monitoring and incentive-based corporate governa...
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作者：Guillaume, Yves R. F.; van Knippenberg, Daan; Brodbeck, Felix C.
作者单位：Aston University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; University of Munich
摘要：Addressing inconsistencies in relational demography research, we examine the relationship between cultural dissimilarity and individual performance through the lens of social self-regulation theory, which extends the social identity perspective in relational demography with the analysis of social self-regulation. We propose that social self-regulation in culturally diverse teams manifests itself as performance monitoring (i.e., individuals' actions to meet team performance standards and peer e...
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作者：Marr, Jennifer Carson; Cable, Dan M.
作者单位：University System of Georgia; Georgia Institute of Technology; University of London; London Business School
摘要：Drawing on alternative perspectives about the automaticity of dispositional judgments, we examine whether the motivation to attract the other (i.e., selling orientation) in interpersonal first meetings (e.g., job interviews) helps or hinders the accuracy and validity of dispositional judgments. In a laboratory study (Study 1), we found that selling orientation reduced the accuracy of interviewers' judgments about applicants' core self-evaluations. Then, we investigated the real-world implicati...
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作者：Raffaelli, Ryan; Glynn, Mary Ann
作者单位：Harvard University; Boston College
摘要：We examine how the organizational adoption of new practices is influenced by relational pluralism, i.e., an organization's multiple ties to actors inside and outside its industry. We theorize that institutional mechanisms of practice diffusion underlying relational networks and filtered by organizational characteristics influence the adoption of practices that are more customized (tailored) or less customized (turnkey). We hypothesize, first, that organizations participating in extra-industry ...
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作者：Shipilov, Andrew; Gulati, Ranjay; Kilduff, Martin; Li, Stan; Tsai, Wenpin
作者单位：INSEAD Business School; Harvard University; University of London; University College London; York University - Canada; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Relational pluralism exists when actors maintain multiple kinds of relationships with one another and develop multiple identities as a result. The outcomes of relational pluralism can include greater flexibility in building network ties, more stable exchange relationships, and the ability to adopt tailored innovations. We develop a typology of relational pluralism and examine both the positive and negative features of relational pluralism inside and across organizations. We conclude with a dis...
