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作者：Reay, Trish; Golden-Biddle, Karen; Germann, Kathy
作者单位：University of Alberta
摘要：How do individual actors institute changes in established ways of working? Longitudinal research is the basis for our theoretical model showing how actors legitimize new practices by accomplishing three interdependent, recursive, situated microprocesses: (1) cultivating opportunities for change, (2) fitting a new role into prevailing systems, and (3) proving the value of the new role. These microprocesses are demarcated by an accumulating series of small wins that consolidate gains while facil...
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作者：Shipilov, Andrew V.
摘要：What implications does a firm's specialization have for the performance the firm achieves by spanning structural holes between its partners? By analyzing networks within the Canadian investment banking industry, I found that, in networks rich in structural holes, both specialists and generalists performed better than banks of moderate specialization levels, and that generalist banks, in turn, performed better than specialists.
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作者：Ployhart, Robert E.; Weekley, Jeff A.; Baughman, Kathryn
作者单位：University of South Carolina System; University of South Carolina Columbia; George Mason University
摘要：Integrating multilevel theory and the attraction-selection-attrition model, we conceptualized personality homogeneity as human capital emergence containing both composition (aggregate mean) and compilation (aggregate standard deviation) components. Sampling service employees, jobs, and organizations, we analyzed relationships across levels using random coefficient modeling. Individual-, job-, and organization-level mean personality were related to job satisfaction and performance. job- and org...
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作者：Krishnan, Rekha; Martin, Xavier; Noorderhaven, Niels G.
作者单位：Simon Fraser University; Tilburg University
摘要：We examine how uncertainty moderates the trust-performance relationship in alliances, building on the distinction between behavioral uncertainty, which relates to anticipating and understanding partners' actions, and externally caused environmental uncertainty. We argue that trust matters more to performance under behavioral uncertainty and less under environmental uncertainty. In data from 126 international alliances, the positive relationship between trust and performance is stronger under h...
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作者：Siggelkow, Nicolaj; Rivkin, Jan W.
作者单位：University of Pennsylvania; Harvard University
摘要：An enduring belief is that unleashing low-level members of an organization to explore extensively will broaden the exploration conducted by the entire organization. Using an agent-based simulation model, we show that in multilevel organizations, increased exploration at lower levels can backfire, reducing overall exploration and diminishing performance in environments that require broad search. This result arises when interdependencies cut across the domains of low-level managers. With no cros...
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作者：Suddaby, Roy
作者单位：University of Alberta
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作者：Harrison, DA; Newman, DA; Roth, PL
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University System of Maryland; University of Maryland College Park; Clemson University
摘要：Drawing on the compatibility principle in attitude theory, we propose that overall job attitude (job satisfaction and organizational commitment) provides increasingly powerful prediction of more integrative behavioral criteria (focal performance, contextual performance, lateness, absence, and turnover combined). The principle was sustained by a combination of meta-analysis and structural equations showing better fit of unified versus diversified models of meta-analytic correlations between tho...
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作者：James, Erika Hayes; Wooten, Lynn Perry
作者单位：University of Virginia; University of Michigan System; University of Michigan
摘要：Using a qualitative design, we develop a model of discrimination lawsuit resolution identifying type of discrimination, firms' verbal and behavioral responses, and stakeholder mobilization as key. Data from media accounts of lawsuits reveal four paths to resolution, distinguishable largely by the type of discrimination they represent. Findings also highlight aspects of race discrimination and sexual harassment that invite different organizational responses than other forms of discrimination. I...
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作者：Conlon, Donald E.; Morgeson, Frederick P.; McNamara, Gerry; Wiseman, Robert M.; Skilton, Paul F.
作者单位：Michigan State University; Michigan State University's Broad College of Business; Arizona State University; Arizona State University-Tempe
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作者：Miller, Kent D.; Zhao, Meng; Calantone, Roger J.
作者单位：Michigan State University; Michigan State University's Broad College of Business
摘要：In his classic article on exploration and exploitation, March (1991) presented an agent-based model simulating learning within an organization. His model includes mutual learning between individuals and an organizational code. We extend March's model by (1) allowing for direct interpersonal learning, (2) locating individuals in a space, which makes the distinction between local and distant search relevant, and (3) recognizing that knowledge has a tacit dimension that cannot be transmitted thro...
