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作者：Heimeriks, Koen H.; Schijven, Mario; Gates, Stephen
作者单位：Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Texas A&M University System; Texas A&M University College Station; Mays Business School; Audencia
摘要：Building on the codification and dynamic capabilities literatures, we pursue deeper insight into the underlying mechanisms of deliberate learning in the context of post-acquisition integration. We argue that experience codification gives rise to inertial forces that hamper the customization of routines to any given acquisition. We theorize, therefore, that successful acquirers develop higher-order routines-as manifested in two complementary sets of concrete organizational practices-that preven...
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作者：Zhang, Zhen; Wang, Mo; Shi, Junqi
作者单位：Arizona State University; Arizona State University-Tempe; State University System of Florida; University of Florida; Peking University
摘要：Drawing upon prior research on proactive personality and person-environment fit, we examine the congruence effect of leader and follower proactive personality on leader-member exchange (LMX) quality, which in turn influences follower job satisfaction, affective commitment, and job performance. Results of cross-level polynomial regressions on 165 dyads supported the congruence effect hypothesis. Further, asymmetrical incongruence effects were found wherein followers had lower-quality LMX and po...
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作者：Owens, Bradley P.; Hekman, David R.
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY; University of Colorado System; University of Colorado Boulder
摘要：Although a growing number of leadership writers argue leader humility is important to organizational effectiveness, little is known about the construct, why some leaders behave more humbly than others, what these behaviors lead to, or what factors moderate the effectiveness of these behaviors. Drawing from 55 in-depth interviews with leaders from a wide variety of contexts, we develop a model of the behaviors, outcomes, and contingencies of humble leadership. We uncover that leader humility in...
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作者：Brauer, Mattihas F.; Wiersema, Margarethe F.
作者单位：University of Luxembourg; University of St Gallen; University of California System; University of California Irvine
摘要：Because of the opaque nature of divestitures, investors face considerable uncertainty in evaluating divestiture decisions and thus may look to a firm's social context, defined in terms of the pervasiveness of divestiture activity in its industry, to infer the quality of such a decision. Specifically, we propose that a firm's position in an industry divestiture wave conveys information about whether or not managers are imitating their industry peers, which in turn will influence how investors p...
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作者：Duffy, Michelle K.; Scott, Kristin L.; Shaw, Jason D.; Tepper, Bennett J.; Aquino, Karl
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Clemson University; University System of Georgia; Georgia State University; University of British Columbia; University of Minnesota System; University of Minnesota Twin Cities
摘要：We integrate moral disengagement, social identification, and social norms theories to develop, test, and replicate a model that explains how and when envy is associated with social undermining. In Study 1, a two-wave study of hospital employees, results support the prediction that the mediated effect of envy on social undermining behavior through moral disengagement is stronger when employees have low social identification with coworkers. Study 2, a four-wave, multilevel study of student teams...
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作者：Crilly, Donal; Zollo, Maurizio; Hansen, Morten T.
作者单位：University of London; London Business School; University of California System; University of California Berkeley; University of California System; University of California Berkeley; INSEAD Business School
摘要：We advance a multilevel argument that challenges and qualifies existing explanations of firms' responses to institutional pressures. In an in-depth study of 17 multinational corporations involving 359 interviews with internal and external actors, we find that firms facing identical pressures decouple policy from practice in different ways and for different reasons. When firms' responses are generated locally, without firmwide coordination, these responses can be either intentional or emergent....
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作者：Liu, Dong; Mitchell, Terence R.; Lee, Thomas W.; Holtom, Brooks C.; Hinkin, Timothy R.
作者单位：University System of Georgia; Georgia Institute of Technology; University of Washington; University of Washington Seattle; Georgetown University; Cornell University
摘要：This study takes a dynamic multilevel approach to examine how the relationship between an employee's job satisfaction trajectory and subsequent turnover may change depending on the employee's unit's job satisfaction trajectory and its dispersion. Analyses of longitudinal multilevel data collected from 5,270 employees in 175 business units of a hospitality company demonstrate a significant three-way interactive effect of unit-level job satisfaction trajectory and its dispersion and individual j...
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作者：Gardner, Heidi K.; Gino, Francesca; Staats, Bradley R.
作者单位：Harvard University; University of North Carolina; University of North Carolina Chapel Hill
摘要：In knowledge-based environments, teams must develop a systematic approach to integrating knowledge resources throughout the course of projects in order to perform effectively. Yet many teams fail to do so. Drawing on the resource-based view of the firm, we examine how teams can develop a knowledge-integration capability to dynamically integrate members' resources into higher performance. We distinguish among three sets of resources-relational, experiential, and structural-and propose that they...
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作者：Shin, Jiseon; Taylor, M. Susan; Seo, Myeong-Gu
作者单位：University System of Maryland; University of Maryland College Park
摘要：We tested the importance of two hypothesized resources-organizational inducements and employee psychological resilience-in determining employees' commitment to, and supportive behaviors for, organizational change. Conducting a two-wave survey in a sample of 234 employees and 45 managers, we found that organizational inducements and resilience were positively related to two types of employees' commitment to change (normative and affective) and that these effects were mediated through state posi...
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作者：Liang, Jian; Farh, Crystal I. C.; Farh, Jiing-Lih
作者单位：Shanghai Jiao Tong University; University System of Maryland; University of Maryland College Park; Hong Kong University of Science & Technology
摘要：The present study demonstrates how three psychological antecedents (psychological safety, felt obligation for constructive change, and organization-based self-esteem) uniquely, differentially, and interactively predict supervisory reports of promotive and prohibitive voice behavior. Using a two-wave panel design, we collected data from a sample of 239 employees to examine the hypothesized relationships. Our results showed that felt obligation was most strongly related to subsequent promotive v...
