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作者：Yuan, Feirong; Woodman, Richard W.
作者单位：University of Kansas; Texas A&M University System; Texas A&M University College Station
摘要：Why do employees engage in innovative behavior at their workplaces? We examine how employees' innovative behavior is explained by expectations for such behavior to affect job performance (expected positive performance outcomes) and image inside their organizations (expected image risks and expected image gains). We found significant effects of all three outcome expectations on innovative behavior. These outcome expectations, as intermediate psychological processes, were shaped by contextual an...
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作者：Li, Jiatao; Tang, Yi
作者单位：Hong Kong University of Science & Technology; Hong Kong University of Science & Technology; Hong Kong Polytechnic University
摘要：This study linked CEO hubris to firm risk taking and examined the moderating role of managerial discretion in this relationship. Drawing on upper echelons theory and behavioral decision theory, we developed and tested hypotheses using original survey data from 2,790 CEOs of diverse manufacturing firms in China. The positive relationship between CEO hubris and firm risk taking was found to be stronger when CEO managerial discretion was stronger: when a firm faced munificent but complex markets;...
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作者：Morrison, Elizabeth
作者单位：New York University
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作者：Pfarrer, Michael D.; Pollock, Timothy G.; Rindova, Violina P.
作者单位：University System of Georgia; University of Georgia; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Texas System; University of Texas Austin
摘要：The effects of intangible assets on organizational outcomes remain poorly understood. We compare the effects of two intangible assets firm reputation and celebrity on (1) the likelihood that a firm announces a positive or negative earnings surprise, and (2) investors' reactions to these surprises. We find that firms that have accumulated high levels of reputation (high-reputation firms) are less likely, and firms that have achieved celebrity (celebrity firms) more likely to announce positive s...
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作者：Rojas, Fabio
作者单位：Indiana University System; Indiana University Bloomington
摘要：Introducing a process model of power and institutional change, I argue that actors may seek power by creating, supporting, or modifying institutions. Lacking unilateral authority to enact new institutions, actors can leverage symbolic resources into coercive resources, which may require making concessions to multiple logics and stakeholders. The emergent organizations and institutions are then subject to adjustment to stakeholder and regulator expectations. The argument is illustrated in a cas...
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作者：Nadkarni, Sucheta; Herrmann, Pol
作者单位：Drexel University; Iowa State University
摘要：We examine the relationships between CEO personality, strategic flexibility (ability to adapt quickly to environmental changes), and firm performance, using a sample of 195 small and medium-sized firms from the Indian business process outsourcing industry. We hypothesize that strategic flexibility mediates the relationships between CEO personality and firm performance. Our results extend previous research by not only highlighting the importance of CEO personality in driving strategic flexibili...
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作者：Zhang, Yu; Gimeno, Javier
作者单位：University of California System; University of California Irvine
摘要：This study examines the effect of pressure felt by management to meet or beat analysts' earnings forecasts on firms' behavior in oligopolistic output competition. We argue that firms under such earnings pressure strive to increase current profits by exploiting market power opportunities and tightening output, even though these acts could encourage rival output expansion. Using data from the U.S. electricity generation industry, we found that firms facing earnings pressure tended to restrict ou...
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作者：Madsen, Peter M.; Desai, Vinit
作者单位：Brigham Young University; University of Colorado System; University of Colorado Denver
摘要：It is unclear whether the common finding of improved organizational performance with increasing organizational experience is driven by learning from success, learning from failure, or some combination of the two. We disaggregate these types of experience and address their relative (and interactive) effects on organizational performance in the orbital launch vehicle industry. We find that organizations learn more effectively from failures than successes, that knowledge from failure depreciates ...
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作者：Bowles, Hannah Riley; Flynn, Francis
作者单位：Harvard University; Stanford University
摘要：We studied interactive effects of gender in negotiation dyads, theorizing that the degree and manner of a negotiator's persistence are functions of the gender composition of the dyad. Our findings challenge sex-stereotypic perspectives, showing that women persist more with male naysayers than with female naysayers but do so in a stereotypically low-status (more indirect than direct) manner. Women's adaptation of their persistence to naysayer gender appeared functional because increased persist...
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作者：David, Parthiban; O'Brien, Jonathan P.; Yoshikawa, Toru; Delios, Andrew
作者单位：American University; Rensselaer Polytechnic Institute; McMaster University; National University of Singapore
摘要：Prior work on the performance consequences of corporate diversification has treated all powerful owners as seeking the same benefits from diversification (i.e, higher profit rather than growth) and therefore limiting value appropriation by other stakeholders such as employees and managers. In contrast, we distinguish between domestic relational owners and foreign transactional owners in Japanese corporations. Although transactional owners do indeed prioritize profitability when diversifying, r...
