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作者：Joshi, Aparna; Liao, Hui; Jackson, Susan E.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Rutgers University System; Rutgers University New Brunswick
摘要：Drawing on social identity theory and status-based perspectives, we describe how in-group/out-group dynamics affect performance differences and earnings inequalities between members of higher-status majorities (whites, males) and lower-status minorities (people of color, women). Among sales employees on 437 teams in 46 units of a large company, team demographic composition and unit management composition moderated the relationship between individual demographic attributes and pay. Ethnicity-ba...
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作者：Fiss, Peer C.; Zajac, Edward J.
作者单位：University of Southern California; Northwestern University
摘要：This study develops a symbolic management perspective on strategic change to predict and test the antecedents and consequences of how firms frame strategic change. Using data from a sample of contemporary German corporations, we find support for our predictions that firms (1) use specific framing language that fits better with their divergent stakeholder preferences, (2) use language that decouples espousal and actual implementation of strategic change, and (3) realize positive market response...
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作者：Kassinis, G; Vafeas, N
作者单位：University of Cyprus
摘要：We examine the connection between the internal heterogeneity of stakeholder groups and the resource dependence dynamics characterizing their relationships with firms. Empirically, we test how this heterogeneity is related to environmental performance and document a positive relationship between community stakeholder pressures and environmental performance at the plant level. Our results suggest that varying stakeholder characteristics and the dependencies associated with them are related to va...
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作者：Ravasi, Davide; Schultz, Majken
作者单位：Copenhagen Business School
摘要：In this paper, we present a longitudinal study of organizational responses to environmental changes that induce members to question aspects of their organization's identity. Our findings highlight the role of organizational culture as a source of cues supporting sensemaking action carried out by leaders as they reevaluate their conceptualization of their organization, and as a platform for sensegiving actions aimed at affecting internal perceptions. Building on evidence from our research, we d...
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作者：Wasserman, Noam
作者单位：Harvard University
摘要：Agency theory suggests that the interests of opportunistic, self-interested agents conflict with those of principals. Stewardship theory suggests instead that executives' interests are aligned with company interests and that executives are thus more intrinsically motivated than agency theory implies. This study develops hypotheses regarding the psychological and situational factors that affect the applicability of each theory to executive compensation. I tested hypotheses using a unique data s...
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作者：Erdogan, B; Liden, RC; Kraimer, ML
作者单位：Portland State University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Melbourne
摘要：We hypothesized that organizational culture moderates the relationship between justice perceptions and leader-member exchange (LMX). In a sample of 516 teachers from 30 high schools in Turkey, we found that one dimension of culture from the Organizational Culture Profile, respect for people, strengthened the relationship between interactional justice and LMX, and another dimension, team orientation, weakened that relationship. Furthermore, aggressiveness strengthened, whereas team orientation ...
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作者：Pratt, MG; Rockmann, KW; Kaufmann, JB
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; George Mason University; Iowa State University
摘要：Through a six-year qualitative study of medical residents, we build theory about professional identity construction. We found that identity construction was triggered by work-identity integrity violations: an experienced mismatch between what physicians did and who they were. These violations were resolved through identity customization processes (enriching, patching, or splinting), which were part of interrelated identity and work learning cycles. Implications of our findings (e.g., for membe...
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作者：Sine, WD; Mitsuhashi, H; Kirsch, DA
作者单位：Cornell University; University of Tsukuba; University System of Maryland; University of Maryland College Park
摘要：This study examines the effects of formal structure on the performance of new ventures in the emergent Internet sector during the years 1996-2001. Burns and Stalker (1961) argued that in dynamic economic sectors, firms with organic structures are more effective than those with more mechanistic structures. We suggest this proposition does not hold for new ventures in turbulent, emergent economic sectors. Building on Stinchombe's (1965) arguments concerning new ventures' liability of newness, we...
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作者：Mayer, Kyle J.; Salomon, Robert M.
作者单位：University of Southern California; New York University; New York University
摘要：We address independent and joint effects of contractual hazards and technological capabilities on governance, arguing that strong technological capabilities improve a firm's ability to govern transactions, making outsourcing feasible despite certain contractual hazards. Examining a random sample of 405 service contracts from a single information technology firm, we found that contractual hazards encouraged internalizing transactions. Weak technological capabilities increased the likelihood of ...
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作者：Perry-Smith, JE
作者单位：Emory University
摘要：Integrating creativity and social network theories, I explore the direct and interactive effects of relationship strength, network position, and external ties on individual creative contributions. Results from a study of research scientists suggest that weaker ties are generally beneficial for creativity, whereas stronger ties have neutral effects. I also found that centrality is more positively associated with creativity when individuals have few ties outside of their organization and that th...
