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作者：Leslie, Lisa M.; Mayer, David M.; Kravitz, David A.
作者单位：New York University; University of Michigan System; University of Michigan; George Mason University
摘要：Affirmative action plans (AAPs) are designed to facilitate workplace success for members of the groups they target (e.g., women, ethnic minorities), yet may have the ironic effect of stigmatizing AAP targets and, in turn, decreasing their performance outcomes. Prior work has focused on the stigma of incompetence as the primary mechanism that links AAPs to performance; however, the broader social psychological literature suggests that additional mechanisms may also play a role. We use stereotyp...
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作者：Boone, Christophe; Oezcan, Serden
作者单位：University of Antwerp; WHU - Otto Beisheim School of Management
摘要：Given the strong economic disincentives that exist, why do cooperatives continue to emerge? And why is it that, in some communities, these cooperatives are collocated with their commercial counterparts, yet, in others, territorial partitioning occurs? In this paper, we develop a community ecology approach that integrates economic and sociological accounts of cooperatives, in an attempt to reconcile these contradictory observations. Using a detailed panel data set for the county-level founding ...
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作者：Mell, Julija N.; van Knippenberg, Daan; van Ginkel, Wendy P.
作者单位：Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
摘要：Research on transactive memory systems (TMSs) implicitly assumes that metaknowledge (i.e., the knowledge of who knows what) is uniformly distributed among team members. Relaxing this assumption results in a more realistic notion of team cognition in which the distribution of metaknowledge can take different forms. Demonstrating the importance of this conceptual shift, we compare teams in which metaknowledge is concentrated within one central member (a centralized TMS structure) with teams in w...
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作者：Fast, Nathanael J.; Burris, Ethan R.; Bartel, Caroline A.
作者单位：University of Southern California; University of Texas System; University of Texas Austin
摘要：Soliciting and incorporating employee voice is essential to organizational performance, yet some managers display a strong aversion to improvement-oriented input from subordinates. To help to explain this maladaptive tendency, we tested the hypothesis that managers with low managerial self-efficacy (that is, low perceived ability to meet the elevated competence expectations associated with managerial roles) seek to minimize voice as a way of compensating for a threatened ego. The results of tw...
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作者：Kulik, Carol T.; Ryan, Susan; Harper, Sarah; George, Gerard
作者单位：University of South Australia; University of Oxford; Imperial College London
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作者：Dong, Yuntao; Seo, Myeong-Gu; Bartol, Kathryn M.
作者单位：University of Connecticut; University System of Maryland; University of Maryland College Park
摘要：Drawing on an overarching framework of transactional stress theory, this study develops and tests an affect-based model of developmental job experience (DJE) that explicates the affective mechanisms through which DJE is associated with both positive and negative individual outcomes advancement potential and turnover intention and the buffering role of emotional intelligence (El) in the affective processes. In a sample of 214 early-career managers, we found DJE to be related to increased advanc...
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作者：Lockett, Andy; Currie, Graeme; Finn, Rachael; Martin, Graham; Waring, Justin
作者单位：University of Warwick; University of Leicester; University of Nottingham
摘要：Traditionally, scholars have examined the influence of actors' sensemaking on context; in this paper, we explore the reverse. Employing Bourdieu's theory of practice we explore how actors' unique contexts, as encapsulated by their social positions, provide the important raw materials for their sensemaking about organizational change. Drawing on a case study of three focal actors, located in different social positions in the National Health Service in England, but tasked with enacting a common ...
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作者：Grant, Adam M.; Berg, Justin M.; Cable, Daniel M.
作者单位：University of Pennsylvania; University of London; London Business School
摘要：Job titles help organizations manage their human capital and have far-reaching implications for employees' identities. Because titles do not always reflect the unique value that employees bring to their jobs, some organizations have recently experimented with encouraging employees to create their own job titles. To explore the psychological implications of self-reflective job titles, we conducted field research combining inductive qualitative and deductive experimental methods. In Study 1, a q...
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作者：Bidwell, Matthew; Keller, J. R.
作者单位：University of Pennsylvania
摘要：We examine which jobs are more likely to be filled by internal mobility (specifically, promotions and lateral transfers) than by hiring. Building on the assumptions of transaction cost accounts of employment, we develop a new theory that focuses on the interaction between the problems of evaluating and integrating external hires, on the one hand, and the incentive costs of failing to promote eligible workers, on the other. These arguments lead us to predict how three specific characteristics o...
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作者：Mair, Johanna; Hehenberger, Lisa
作者单位：Hertie School
摘要：Actors who support dissimilar institutional models can overcome conflict and move toward mutually beneficial coexistence. To see how, we studied the emergence of venture philanthropy, a rationalized approach to organizational philanthropy in Europe. Our analysis leverages multiple sources of data and focuses on field-configuring events as settings for interactions. We show how convening bringing together dissimilar actors in different types of events creates relational spaces for negotiation o...
