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作者：Burris, Ethan R.
作者单位：University of Texas System; University of Texas Austin
摘要：This article examines whether managerial responses to employees speaking up depend on the type of voice exhibited that is, whether employees speak up in challenging or supportive ways. In one field study and two experimental studies, I found that managers view employees who engage in more challenging forms of voice as worse performers and endorse their ideas less than those who engage in supportive forms of voice. Further, perceptions of loyalty and threat mediated these relationships, but in ...
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作者：Sluss, David M.; Ployhart, Robert E.; Cobb, M. Glenn; Ashforth, Blake E.
作者单位：University System of Georgia; Georgia Institute of Technology; University of South Carolina System; University of South Carolina Columbia; United States Department of Defense; United States Army; Arizona State University; Arizona State University-Tempe
摘要：A recent theoretical proposal is that relational identification generalizes to organizational identification through affective, cognitive, and behavioral mediating mechanisms. The generalization process is strengthened when a relational other is prototypical that is, is seen as promoting core organizational values. We investigate these propositions via two field studies. First, we find, via temporally lagged data from 186 newcomers to the telemarketing industry, that relational identification ...
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作者：Mair, Johanna; Marti, Ignasi; Ventresca, Marc J.
作者单位：Stanford University; University of Oxford
摘要：Much effort goes into building markets as a tool for economic and social development; those pursuing or promoting market building, however, often overlook that in too many places social exclusion and poverty prevent many, especially women, from participating in and accessing markets. Building on data from rural Bangladesh and analyzing the work of a prominent intermediary organization, we uncover institutional voids as the source of market exclusion and identify two sets of activities redefini...
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作者：Smets, Michael; Morris, Tim; Greenwood, Royston
作者单位：Aston University; University of Oxford; University of Alberta
摘要：This article develops a model of practice-driven institutional change or change that originates in the everyday work of individuals but results in a shift in field-level logic. In demonstrating how improvisations at work can generate institutional change, we attend to the earliest moments of change, which extant research has neglected; and we contrast existing accounts that focus on active entrepreneurship and the contested nature of change. We outline the specific mechanisms by which change e...
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作者：Scott, Brent A.; Barnes, Christopher M.; Wagner, David T.
作者单位：Michigan State University; Michigan State University's Broad College of Business; Singapore Management University
摘要：We introduce the concept of emotional labor variability, which captures individual differences in surface acting and deep acting fluctuations over time. In a multilevel study of 78 customer service employees who provided 522 matched daily surveys over a two-week period, employees who were more variable in their use of surface acting reported lower levels of job satisfaction and higher levels of work withdrawal. Self-monitoring was positively associated with both the level and variability of su...
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作者：Chrisman, James J.; Patel, Pankaj C.
作者单位：Mississippi State University; University of Alberta; Ball State University
摘要：The behavioral agency model suggests that to preserve socioemotional wealth, loss-averse family firms usually invest less in R&D than nonfamily firms. However, behavioral agency model predictions are inconsistent with the well-accepted premise that family firms have a long-term investment orientation. We reconcile these seemingly incompatible predictions by adding insights from the myopic loss aversion framework, which deals with the impact of decision-making time horizons. The combination of ...
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作者：Gregoire, Denis A.; Shepherd, Dean A.
作者单位：Syracuse University; Indiana University System; IU Kelley School of Business; Indiana University Bloomington
摘要：Although prior research has highlighted that individuals differ in their ability to identify opportunities for entrepreneurial action, little attention has been paid to the effects that differences among opportunities may have on their initial identification. Integrating theoretical work on the nature of entrepreneurial opportunities with cognitive science research on the use of similarity comparisons in making creative mental leaps, we develop a model of opportunity identification that includ...
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作者：Chang, Yi-Ying; Gong, Yaping; Peng, Mike W.
作者单位：National Taiwan University of Science & Technology; Hong Kong University of Science & Technology; University of Texas System; University of Texas Dallas
摘要：In this study, we theoretically identify three dimensions of expatriate competencies ability, motivation, and opportunity seeking for knowledge transfer. Integrating the ability-motivation-opportunity framework and the absorptive capacity perspective, we propose that expatriate competencies in knowledge transfer influence a subsidiary's performance through the knowledge received by the subsidiary, but that this indirect effect is stronger when subsidiary absorptive capacity is greater. We coll...
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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：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...
