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作者：Katila, R; Shane, S
作者单位：Stanford University; University System of Ohio; Case Western Reserve University
摘要：We extend the resource-based perspective to explain innovation in new firms that have yet to develop resources. Using data on firms' efforts to commercialize technological inventions, we tested a model of the environmental conditions under which new firms' lack of resources alternately promotes or constrains innovation. We found that new firm innovation is greater in competitive and small markets, and in environments that do not demand extensive production assets.
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作者：Lepine, JA; Podsakoff, NP; Lepine, MA
作者单位：State University System of Florida; University of Florida
摘要：This article reports a meta-analytic test of a two-dimensional work stressor framework with respect to stressors' relationships with strains, motivation, and performance. Hindrance stressors had a negative direct effect on performance, as well as negative indirect effects on performance through strains and motivation. Challenge stressors had a positive direct effect on performance, as well as offsetting indirect effects on performance through strains (negative) and motivation (positive). Resul...
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作者：Gilbert, CG
作者单位：Harvard University
摘要：I work to unbundle the structure of inertia into two distinct categories: resource rigidity (failure to change resource investment patterns) and routine rigidity (failure to change organizational processes that use those resources). Given discontinuous change, a researcher's failure to recognize these distinctions can generate conflicting findings regarding effects of threat perception on inertia. Using field data on the response of newspaper organizations to the rise of digital media, I show ...
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作者：Li, JT; Hambrick, DC
作者单位：Hong Kong University of Science & Technology; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：We develop the concept of factional groups, or those in which members are representatives from a small number of (often just two) social entities. Such groups include many merger integration teams, bilateral task forces, and joint venture teams. We extend theory about group demography by arguing that factional groups possess preexisting faultlines that require a new conception of demographic dissimilarity. We propose that large demographic faultlines between factions engender task conflict, em...
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作者：Wu, SB; Levitas, E; Priem, RL
作者单位：University of Texas System; University of Texas Rio Grande Valley; University of Wisconsin System; University of Wisconsin Milwaukee
摘要：Following from research on firms' upper echelons, this article examines the previously unstudied issue of how technological dynamism moderates the relationship between a CEO's time in office and company inventive activities. We evaluate this relationship in the biopharmaceutical industry, a technology- and invention-intensive context. As would be expected from notions of a CEO life cycle, our results indicate a curvilinear, inverted U-shaped overall relationship between CEO tenure and inventio...
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作者：Hansen, MT; Mors, ML; Lovås, B
作者单位：University of London; London Business School
摘要：Different subsets of social networks may explain knowledge sharing outcomes in different ways. One subset may counteract another subset, and one subset may explain one outcome but not another. We found support for these arguments in an analysis of a sample of 121 new-product development teams. Within-team and interunit networks had different effects on the outcomes of three knowledge-sharing phases: deciding whether to seek knowledge across subunits, search costs, and costs of transfers. These...
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作者：Mayer, RC; Gavin, MB
作者单位：University System of Ohio; University of Akron; Oklahoma State University System; Oklahoma State University - Stillwater
摘要：This study investigated the relationships of the in-role performance and organizational citizenship behavior (OCB) of the employees in an organization with their trust in their plant managers and top management team. The study indicated that trust in these two managerial referents related to employees' ability to focus attention on value-producing activities and that this focus related to OCB.
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作者：Brief, AP; Umphress, EE; Dietz, J; Burrows, JW; Butz, RM; Scholten, L
作者单位：Tulane University; Texas A&M University System; Texas A&M University College Station; Mays Business School; Western University (University of Western Ontario); University Western Ontario Hospital; Tulane University; Tulane University; University of Amsterdam
摘要：We conducted two studies that bring communities into the study of organizational demographics. Reasoning from a realistic group conflict theory base, we predicted (1) negative white reactions to racial and ethnic diversity in organizations and (2) moderation of this relationship by whites' diversity experiences in their communities. Data from the National Organizations Study and an experiment supported our hypotheses. The closer whites lived to blacks (Study 1) and the more interethnic conflic...
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作者：Boone, C; Van Olffen, W; Van Witteloostuijn, A
作者单位：University of Antwerp; Maastricht University; University of Groningen; Durham University
摘要：We argue that team information acquisition mediates the effect of the relationship of team locus-of-control composition and leadership structure on team financial performance in a decision-making context. Hypotheses were tested on 44 teams participating in an elaborate and lengthy international management simulation. As predicted, teams with high average internal locus-of-control scores performed better without leaders and with low locus-of-control heterogeneity. The opposite was found for tea...
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作者：Rubin, RS; Munz, DC; Bommer, WH
作者单位：DePaul University; Saint Louis University; University System of Ohio; Cleveland State University
摘要：This study of 145 managers of a large biotechnology/agricultural company examined how leaders' emotion recognition ability and personality characteristics influenced performance of transformational leadership behavior. Emotion recognition, positive affectivity, and agreeableness positively predicted such behavior. In addition, extraversion moderated the relationship between emotion recognition and transformational leadership. We also provided construct validity evidence for transformational le...
