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作者：Ruderman, MN; Ohlott, PJ; Panzer, K; King, SN
作者单位：Center for Creative Leadership
摘要：We examined the relationships between multiple life roles, psychological well-being, and managerial skills in two studies of managerial women. Qualitative results suggested that the roles women play in their personal lives provide psychological benefits, emotional advice and support, practice at multitasking, relevant background, opportunities to enrich interpersonal skills, and leadership practice that enhance effectiveness in the management role. Quantitative results indicated that multiple ...
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作者：Garud, R; Jain, S; Kumaraswamy, A
作者单位：New York University; University of Wisconsin System; University of Wisconsin Madison; Rutgers University System; Rutgers University New Brunswick; Rutgers University Camden
摘要：The institutional entrepreneurship implicit in a firm's sponsorship of its technology as a common standard is beset by several challenges. These challenges arise from a standard's property to enable and constrain even as potential competitors agree to cooperate on its creation. Our exploration of Sun Microsystems's sponsorship of its Java technology suggests that standards in the making generate seeds of self-destruction. Our study also identifies the social and political skills that a sponsor...
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作者：Harrison, DA; Price, KH; Gavin, JH; Florey, AT
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Texas System; University of Texas Arlington
摘要：Time serves as a medium for collaboration in teams, allowing members to exchange personal and task-related information. We propose that stronger team reward contingencies stimulate collaboration. As time passes, increasing collaboration weakens the effects of surface-level (demographic) diversity on team outcomes but strengthens those of deep-level (psychological) diversity. Also, perceived diversity transmits the impact (if actual diversity on team social integration, which in turn affects ta...
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作者：Drazin, R; Rao, H
作者单位：Emory University; Emory University
摘要：Building on the knowledge-based view of the firm, we examine the effects of experience and complexity on decisions to staff product-line extensions with shared or dedicated managers. Results suggest that new and old product lines are more likely to share a manager when the organization possesses a base of knowledge related to the extension and when the new product is low in complexity. These results extend understanding of knowledge and product platforms by focusing on implementation and resou...
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作者：Glynn, MA; Abzug, R
作者单位：Emory University; The New School
摘要：An organization's identity, symbolized by its corporate name, is rooted in institutional fields. We advance the construct of symbolic isomorphism, or the resemblance of an organization's symbolic attributes to those of others within its institutional field, and examine its effects on the homogenization of names and legitimacy. We review historical naming patterns and present two studies that examine the antecedents and outcomes of name conformity: The first analyzes 1,600 name changes to demon...
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作者：Lawrence, TB; Hardy, C; Phillips, N
作者单位：University of Victoria; University of Melbourne; University of Cambridge
摘要：We argue that collaboration can act as a source of change in institutional fields through the generation of proto-institutions: new practices, rules, and technologies that transcend a particular collaborative relationship and may become new institutions if they diffuse sufficiently. A four-year study of the collaborative activities of a small nongovernmental organization in Palestine suggests that collaborations that are both highly embedded and have highly involved partners are the most likel...
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作者：Lee, K; Pennings, JM
作者单位：Seoul National University (SNU); University of Pennsylvania
摘要：This article examines the diffusion of a novel governance structure, the so-called partner-associate structure, among a population of Dutch professional services firms during the period 1925-90. An institutional change emerged out of an interaction between selection at the level of sector and imitative adoption at the firm level. We argue that market feedback regarding the novel structure fostered its legitimacy. Furthermore, the effect of market feedback is conditional upon three diffusion fi...
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作者：Bunderson, JS; Sutcliffe, KM
作者单位：Washington University (WUSTL); University of Michigan System; University of Michigan
摘要：Functional diversity in teams has been conceptualized in a variety of ways without careful attention to how different conceptualizations might lead to different results. We examined the process and performance effects of dominant function diversity (the diversity of functional experts on a team) and intrapersonal functional diversity (the aggregate functional breadth of team members). In a sample of business unit management teams, dominant function diversity had a negative, and intrapersonal f...
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作者：Chen, CC; Choi, J; Chi, SC
作者单位：Rutgers University System; Rutgers University New Brunswick; Hong Kong University of Science & Technology; National Taiwan University
摘要：We examined how local employees of international joint ventures (IJVs). perceived disparity between their compensation and foreign expatriates' compensation from equity theory and social justice perspectives. Chinese locals perceived less fairness when comparing their compensation with expatriates' than when comparing it with other locals'. However, fairness vis-a-vis expatriates increased if the locals were compensated higher than their peers in other IJVs or endorsed ideological explanations...
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作者：Bloom, M; Michel, JG
作者单位：University of Notre Dame
摘要：Relatively little research explores observed differences in pay dispersion across organizations and whether those observed differences have consequences for employee behaviors. Using data from two managerial compensation samples, we found that an organization's context-its environment and diversification strategy-is related to differences in pay dispersion across firms. We also found that pay dispersion within an organization is related to the tenure of managers and the likelihood of their lea...
