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作者：Balogun, J; Johnson, G
作者单位：City St Georges, University of London; University of Strathclyde
摘要：This longitudinal, qualitative study examined sensemaking during an imposed shift from hierarchical to decentralized organization. We identified a replacement pattern of schema development in which middle managers moved from shared through clustered sensemaking, to shared but differentiated sensemaking. Our findings provide evidence that different change processes lead to different patterns of schema development. Further, they highlight the socially negotiated nature of schema change and the s...
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作者：Anand, N; Watson, MR
作者单位：University of London; London Business School; New York University
摘要：We show how award ceremony rituals influence organizational field evolution through four critical processes: distributing prestige in situated performances; enacting a highly charged ceremonial form designed to attract the collective attention of a field; serving as a medium for surfacing and resolving conflicts about the legitimacy of field participants; and tightening horizontal linkages within the field. Using the Grammy Awards as a case study, we present a mixed-method, longitudinal analys...
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作者：Oh, HS; Chung, MH; Labianca, G
作者单位：Yonsei University; Hansung University; Emory University
摘要：This study introduces the concept of group social capital, which is the configuration of group members' social relationships within a group and in the social structure of a broader organization, and tests the proposition that group effectiveness is maximized via optimal configurations of different conduits for such capital. These conduits include intragroup closure relationships and bridging relationships that span vertical and horizontal intergroup boundaries. Results from our 60-team field s...
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作者：Soh, PH; Mahmood, IP; Mitchell, W
作者单位：National University of Singapore; Duke University
摘要：This research shows that alliance networks shape how firms respond to uncertainty-reducing information generated outside a network. Product awards signal the potential commercial success of the award-winning firms, which reduces the uncertainty of new R&D investment. Networks magnify or diminish a firm's R&D response to the market signals, depending on the firm's network location, partners' success, technical proximity to partners, and relative capabilities. The study examined 198 U.S. compute...
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作者：Doucet, L
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Previous research on interpersonal interactions has found inconsistent effects of hostile interpersonal behaviors on organizational outcomes. This study found that technical performance by service providers and customer utility for service moderated the relations between hostile behaviors of service providers and service quality. Hostile behavior is most detrimental to service quality when customers have a high utility for service interactions and experience poor technical performance. These r...
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作者：Brass, DJ; Galaskiewicz, J; Greve, HR; Tsai, WP
作者单位：University of Kentucky; University of Arizona; BI Norwegian Business School; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：The central argument of network research is that actors are embedded in networks of interconnected social. relationships that offer opportunities for and constraints on behavior. We review research on the antecedents and consequences of networks at the interpersonal, interunit, and interorganizational levels of analysis, evaluate recent theoretical and empirical trends, and give directions for future research, highlighting the importance of investigating cross-level network phenomena.
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作者：Madhavan, R; Gnyawali, DR; He, JY
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); University of Pittsburgh; Virginia Polytechnic Institute & State University; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Triadic structure is an important, but neglected, aspect of interfirm networks. We developed the constructs clustering and countering as potential drivers of triadic structure and combined them with the recently developed p* network model to demonstrate the value and feasibility of triadic analysis. Exploratory analysis of data from the global steel industry revealed firms' tendency to form transitive triads, in which three firms all have direct ties with each other, especially within blocks d...
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作者：Boone, C; Van Olffen, W; Van Witteloostuijn, A; De Brabander, B
作者单位：University of Antwerp; Maastricht University; University of Groningen; Durham University
摘要：We propose that executive team power strengthens a cycle of homosocial reproduction that is interrupted only when teams face such compelling needs for diversity as poor organizational performance, high corporate diversification, and tough market competition. Hypothesis tests in data from major Dutch newspaper publishers over 25 years did not support many of our benchmark expectations. Apparently, top management teams tend to close ranks when environmental complexity and pressure increase. Expl...
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作者：Janssen, O; Van Yperen, NW
作者单位：University of Groningen
摘要：As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance orientation was negatively related or unrelated to those outcomes. These findings suggest that employees with stronger mastery orientations are more effective on the job because they tend to establ...
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作者：Cullen, JB; Parboteeah, KP; Hoegl, M
作者单位：Washington State University; University of Wisconsin System; University of Wisconsin Madison; Bocconi University
摘要：With globalization, understanding unethical conduct from a cross-national perspective is becoming more important. We used institutional anomie theory to develop hypotheses relating four national culture variables (achievement, individualism, universalism, and pecuniary materialism) and social institutions (economy, polity, family, and education) to managers' willingness to justify behaviors generally considered ethically suspect. Data from 3,450 managers from 28 countries support our hypothese...
