3期

最新文章

• CEO CAREER VARIETY: EFFECTS ON FIRM-LEVEL STRATEGIC AND SOCIAL NOVELTY AI翻译
  作者：Crossland, Craig; Zyung, Jinyong; Hiller, Nathan J.; Hambrick, Donald C.
  作者单位：University of Notre Dame; Rice University; State University System of Florida; Florida International University; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
  摘要：We introduce the concept of CEO career variety -defined as the array of distinct professional and institutional experiences an executive has had prior to becoming CEO. Using a longitudinal sample of Fortune 250 CEOs, we hypothesize, and find strong evidence for the assertion, that CEO career variety is positively associated with firm-level strategic novelty-manifested in strategic dynamism (period-on-period change) and strategic distinctiveness (deviance from industry central tendencies). We a...
• DEFINING WHAT WE DO-ALL OVER AGAIN: OCCUPATIONAL IDENTITY, TECHNOLOGICAL CHANGE, AND THE LIBRARIAN/INTERNET-SEARCH RELATIONSHIP AI翻译
  作者：Nelson, Andrew J.; Irwin, Jennifer
  作者单位：University of Oregon; Louisiana State University System; Louisiana State University
  摘要：Although a growing literature explores occupational identity, or the overlap between who we are and what we do, this literature has not fully considered how occupational identity may interact with technological change. In this paper, we explore this interaction, asking how an occupation's identity shapes and is shaped by its interactions with a new technology. We focus, specifically, on the relationship between librarians and Internet search. Drawing on an analysis of 22 years of articles from...
• DO INTERVIEWERS SELL THEMSELVES SHORT? THE EFFECTS OF SELLING ORIENTATION ON INTERVIEWERS' JUDGMENTS AI翻译
  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...