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作者：Jia, Liangding; Shaw, Jason D.; Tsui, Anne S.; Park, Tae-Youn
作者单位：Nanjing University; Hong Kong Polytechnic University; Peking University; Shanghai Jiao Tong University; Fudan University; Arizona State University; Arizona State University-Tempe; Vanderbilt University
摘要：We develop a social-structural perspective on the relationship between employee-organization relationships (EORs) and team creativity. We argue that the mutual investment EOR approach, in which employers expect high levels of employee contributions and offer extensive inducements, will be associated with higher team creativity relative to other EOR approaches. We also advance the argument that this relationship will be mediated by team member work-related communication density and that the med...
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作者：Broschak, Joseph P.; Block, Emily S.
作者单位：University of Arizona; The University of Notre Dame Australia
摘要：This paper investigates the relationship between managerial exit from advertising agencies and advertisers and the dissolution of dyadic market ties. We examine how the amount and locus (advertiser vs. agency) of managerial exit and the hierarchical level from which exit occurs (executives vs. exchange managers) influence the likelihood that dyadic market ties will dissolve. We theorize that managerial exit disrupts dyadic market ties through its effect on three mechanisms of social capital: i...
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作者：Zhang, Yiwen; Lepine, Jeffery A.; Buckman, Brooke R.; Wei, Feng
作者单位：University of Hong Kong; Arizona State University; Arizona State University-Tempe; Arizona State University; Arizona State University-Tempe; Tongji University
摘要：We develop and test a theoretical model of multilevel moderated mediation in which organizational justice serves as an intervening mechanism that explains associations among two dimensions of work stressors (challenges and hindrances) and five dimensions of job performance (task performance, helping, voice, counterproductive behavior, and creativity) over and above the intervening role of strain. We also consider how leadership influences the intervening role of justice in the stressor-job per...
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作者：Sonenshein, Scott
作者单位：Rice University
摘要：Using a multi-year qualitative study, I explain how employees at a fast-growing retail organization used creative resourcing-that is, the manipulation and recombination of objects in novel and useful ways to solve problems. I induce two core organizational processes (autonomous resourcing and directed resourcing) that explain how organizations foster ongoing creative activities in response to different perceived resource endowments. In doing so, I add clarity to a mixed literature that argues ...
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作者：Welsh, David T.; Ordonez, Lisa D.
作者单位：University of Washington; University of Washington Seattle; University of Arizona
摘要：Research in the field of behavioral ethics has traditionally viewed ethical decision making as rational and deliberate. However, some recent research has proposed a dual process model of ethical decision making that has both conscious and subconscious components (Reynolds, 2006). We extend current theory by using subconscious ethical and unethical priming to test the effects of subconscious processes on ethical behavior through an automatic process of schema activation and implicit association...
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作者：Zhang, Yan Anthea; Li, Yu; Li, Haiyang
作者单位：Rice University; University of International Business & Economics
摘要：In this study, we examine how foreign direct investment (FDI) spillovers to domestic firms in an emerging market occur over time. From the organizational learning perspective, we propose that, as entry tenure of foreign firms in an industry increases, domestic firms can learn from the foreign firms over time and improve their productivity. We further build upon the competitor imitation argument to propose that this effect will be stronger when barriers to imitation faced by the domestic firms ...
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作者：Zhu, David H.; Westphal, James D.
作者单位：Arizona State University; Arizona State University-Tempe; University of Michigan System; University of Michigan
摘要：In recent years, new director appointments have increasingly posed a dilemma for corporate leaders: while CEOs prefer individuals who have similar backgrounds to them, they face increased pressure to appoint new directors who have a different demographic profile. We suggest that CEOs may resolve this dilemma by appointing new directors who have prior experiences working with other demographically similar CEOs. We then explain why this tendency is stronger when new directors are demographically...
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作者：Reilly, Greg; Nyberg, Anthony J.; Maltarich, Mark; Weller, Ingo
作者单位：University of Connecticut; University of South Carolina System; University of South Carolina Columbia; University of Munich
摘要：The dynamic systems view of voluntary turnover rates advocated in context-emergent turnover theory is used to explore how and why human capital flows impact unit performance over time. We examine hiring rates and employee transfer rates as distinct system components that work alongside voluntary turnover rates to affect job demands, and ultimately patient satisfaction. Our work explores this dynamic system of interrelated constructs, and explains and compares their mutual causality over time. ...
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作者：Howard-Grenville, Jennifer; Buckle, Simon J.; Hoskins, Brian J.; George, Gerard
作者单位：University of Oregon; Imperial College London; Imperial College London
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作者：Washburn, Mark; Bromiley, Philip
作者单位：California State University System; California State University Long Beach; University of California System; University of California Irvine
摘要：Securities analysts' predictions of firms' earnings per share constitute important performance targets for those firms. Firm managers attempt to both influence analysts' targets and achieve the targets. We draw on the impression management literature to offer hypotheses regarding how a firm's performance relative to prior targets influences the impression management activities of issuing forecast guidance, having conference calls with analysts, and issuing press releases. We also consider the ...
