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作者：Rogan, Michelle
作者单位：INSEAD Business School
摘要：To reduce vulnerability to exchange relationship loss when executives leave, firms often form multiple ties to the same exchange partners. Despite the assumed importance of interorganizational multiplexity for relationship retention, theory and evidence of its effect are lacking. Analysis of a longitudinal sample of client ties of advertising firms confirms that, in general, multiplexity improves retention. However, only relationships that span intraorganizational units with convergent interes...
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作者：Ranganathan, Ram; Rosenkopf, Lori
作者单位：University of Texas System; University of Texas Austin; University of Pennsylvania
摘要：We examine how the multiplicity of interorganizational relationships affects strategic behavior by studying the influence of two such relationships-knowledge linkages and commercialization ties-on the voting behavior of firms in a technological standards-setting committee. We find that, while centrally positioned firms in the knowledge network exhibit lower opposition to the standard, centrally positioned firms in the commercialization network exhibit higher opposition to the standard. Thus, t...
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作者：Diestel, Stefan; Wegge, Juergen; Schmidt, Klaus-Helmut
作者单位：Dortmund University of Technology; Leibniz Association; Leibniz Institut for Arbeitsforschung an der TU Dortmund (IFADO); Technische Universitat Dresden
摘要：Building upon recent conceptualizations of different foci of job satisfaction and theories of social-contextual influence, we develop and test an integrative cross-level model of the individual relationships between both externally focused satisfaction (referring to job conditions) and internally focused satisfaction (referring to the work unit) and absenteeism. For both of these foci, we hypothesize differential three-way interactive effects of work-unit absenteeism patterns as characterized ...
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作者：Beckman, Christine M.; Schoonhoven, Claudia Bird; Rottner, Renee M.; Kim, Sang-Joon
作者单位：University System of Maryland; University of Maryland College Park; University of California System; University of California Irvine; New York University
摘要：This paper develops relational pluralism as a collective construct whose dimensions are heterogeneity, multiplexity, and asymmetry. Relational pluralism is instantiated in the board of directors, whose network of relationships influence a new venture's ability to establish external links beyond the networks of the founding team. We argue that relational pluralism speeds the establishment of a diverse alliance portfolio, which, in turn, speeds the attainment of major revenue milestones in a new...
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作者：Petkova, Antoaneta P.; Wadhwa, Anu; Yao, Xin; Jain, Sanjay
作者单位：California State University System; San Francisco State University; Swiss Federal Institutes of Technology Domain; Ecole Polytechnique Federale de Lausanne; University of Colorado System; University of Colorado Boulder; Santa Clara University
摘要：This study examines the role of reputation on decision making under ambiguity. Drawing on social cognition and behavioral theories, we propose that a firm's reputation exerts dual pressures on its decision making under ambiguity. On the one hand, a firm's reputation increases its aspirations for future performance and promotes its engagement in risky strategies to achieve them. On the other hand, preserving the already established reputation requires a firm to deliver consistent performance ov...
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作者：Aime, Federico; Humphrey, Stephen; Derue, D. Scott; Paul, Jeffrey B.
作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Michigan System; University of Michigan; University of Tulsa
摘要：In this paper, we develop the concept of a power heterarchy, which is a conceptualization of power structures in groups that is more dynamic and fluid than traditional hierarchical structures. Through a study of 516 directional dyads in 45 teams, we demonstrate that heterarchical structures in which the expression of power actively shifts among team members to align team member capabilities with dynamic situational demands can enhance team creativity. Our results indicate that this positive ef...
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作者：Trougakos, John P.; Hideg, Ivona; Cheng, Bonnie Hayden; Beal, Daniel J.
作者单位：University of Toronto; Wilfrid Laurier University; Hong Kong Polytechnic University; University of Texas System; University of Texas at San Antonio
摘要：Work recovery research has focused mainly on how after-work break activities help employees replenish their resources and reduce fatigue. Given that employees spend a considerable amount of time at work, understanding how they can replenish their resources during the workday is critical. Drawing on ego depletion (Muraven & Baumeister, 2000) and self-determination theory (Deci & Ryan, 1985), we employed multi-source experience sampling methods to test the effects of a critical boundary conditio...
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作者：Wang, Chunlei; Rodan, Simon; Fruin, Mark; Xu, Xiaoyan
作者单位：California State University System; San Jose State University; California State University System; San Jose State University; California State University System; San Jose State University
摘要：Innovation in firms is doubly embedded: in a social network of collaborations between researchers, and in a knowledge network composed of linkages between knowledge elements. The two networks are decoupled. Their structural features are distinct and influence researchers' exploratory innovation differently. Using the patent data of a leading U.S. microprocessor manufacturer, we constructed the firm's collaboration and knowledge networks, and examined the effects of two structural features in t...
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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...
