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作者：Devers, Cynthia E.; McNamara, Gerry; Haleblian, Jerayr; Yoder, Michele E.
作者单位：Michigan State University; Michigan State University's Broad College of Business; University System of Georgia; University of Georgia; University of Michigan System; University of Michigan Dearborn
摘要：We explore whether acquiring CEOs and directors act consistently with the idea that their newly announced acquisitions will increase long-term firm; value. Specifically, we examine postannouncement adjustments to CEOs' equity-based holdings and find acquiring CEOs tend to exercise options and sell firm stock following acquisition announcements. Moreover, positive short-term market performance exacerbates this effect. Further, we find directors tend to grant their acquiring CEOs stock options, ...
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作者：Grant, Adam M.
作者单位：University of Pennsylvania
摘要：Intense emotions such as frustration, anger, and dissatisfaction often drive employees to speak up. Yet the very emotions that spur employees to express voice may compromise their ability to do so constructively, preventing managers from reacting favorably. I propose that to speak up frequently and constructively, employees need knowledge about effective strategies for managing emotions. Building on theories of emotion regulation, I develop a theoretical model that explains the role of managin...
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作者：Inoue, Carlos F. K. V.; Lazzarini, Sergio G.; Musacchio, Aldo
作者单位：Insper; Harvard University; National Bureau of Economic Research
摘要：In many countries, firms face institutional voids that raise the costs of doing business and thwart entrepreneurial activity. We examine a particular mechanism that may address those voids: minority state ownership. Minority stakes are less affected by the agency distortions commonly found for full-fledged state ownership. Using panel data from publicly traded firms in Brazil, where the government holds minority stakes through its development bank, we find a positive effect of those stakes on ...
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作者：Amezcua, Alejandro S.; Grimes, Matthew G.; Bradley, Steven W.; Wiklund, Johan
作者单位：Syracuse University; University of Alberta; Baylor University; Stockholm School of Economics
摘要：Organizational sponsorship mediates the relationship between new organizations and their environments by creating a resource-munificent context intended to increase survival rates among those new organizations. Existing theories are prone to treat such resource munificence as the inverse of resource dependence, indicating that the application of new resources in an entrepreneurial context should always benefit new firms. These existing theories, however, often overlook heterogeneity in both ty...
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作者：Carnahan, Seth; Somaya, Deepak
作者单位：University of Michigan System; University of Michigan; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Research examining the impacts of employee mobility on interfirm relationships suggests that firms earn positive relational spillovers when their former employees, or alumni, depart to join other organizations. Drawing on the theory of relational advantage, we extend this line of work by examining how a supplier firm is affected when a buyer hires alumni from the supplier's competitors. Using detailed data on mobility involving patent law firms and their Fortune 500 clients, we find that suppl...
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作者：Chua, Roy Y. J.
作者单位：Harvard University
摘要：Intercultural tensions and conflicts are inevitable in the global workplace. This article introduces the concept of ambient cultural disharmony-indirect experience of intercultural tensions and conflicts in individuals' immediate social environment-and demonstrates how it undermines creative thinking in tasks that draw on knowledge from multiple cultures. Three studies (a network survey and two experiments) showed that ambient cultural disharmony decreased individuals' effectiveness at connect...
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作者：Nishii, Lisa H.
作者单位：Cornell University
摘要：I introduce the construct of climate for inclusion, which involves eliminating relational sources of bias by ensuring that identity group status is unrelated to access to resources, creating expectations and opportunities for heterogeneous individuals to establish personalized cross-cutting ties, and integrating ideas across boundaries in joint problem solving. I show that within inclusive climates, interpersonal bias is reduced in such a way that gender diversity is associated with lower leve...
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作者：Lichtenthaler, Ulrich
作者单位：WHU - Otto Beisheim School of Management
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作者：Canato, Anna; Ravasi, Davide; Phillips, Nelson
作者单位：IESEG School of Management; City St Georges, University of London; Imperial College London; Aalto University
摘要：In this article, we present the findings of a longitudinal study of coerced implementation of a practice in the face of a low degree of fit between the practice and an organization's culture. Contrary to current predictions stating that a lack of cultural fit will eventually be resolved through adaptation of new practices, our findings portray the implementation of culturally dissonant practices as an ongoing process involving the mutual adaptation of organizational practices and culture. Our ...
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作者：Trefalt, Spela
作者单位：Simmons University
摘要：This study examined how individuals do boundary work, the process of negotiating, setting, moving, and adjusting boundaries between work and life outside of work. In an inductive qualitative study of 70 attorneys in a large US law firm, I found that boundary work cannot be fully understood without considering the relationships within which it happens. Attorneys engaged in different types of boundary work in different types of relationships that activated either approach or avoidance motivation...
