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作者：Bilgili, Hansin; Campbell, Joanna Tochman; O'Leary-Kelly, Anne; Ellstrand, Alan E.; Johnson, Jonathan L.
作者单位：Kansas State University; University System of Ohio; University of Cincinnati; University of Notre Dame; University of Arkansas System; University of Arkansas Fayetteville; University of Arkansas System; University of Arkansas Fayetteville; University of Arkansas System; University of Arkansas Fayetteville; University of Arkansas System; University of Arkansas Fayetteville
摘要：CEO retirement represents the most common reason for executive succession in the United States and globally, with important implications for many stakeholders. Yet a comprehensive theory of late-career-stage executives-such as those approaching retirement-is absent from the management literature. Building on the literature on liminality, we develop theory centered on late-stage CEOs by conceptualizing executive retirement as a process that unfolds in three phases. In our framework we integrate...
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作者：Grimes, Matthew G.; Williams, Trenton Alma; Zhao, Eric Yanfei
作者单位：University of Cambridge; Indiana University System; Indiana University Bloomington
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作者：Wang, Heli; Gibson, Cristina; Zander, Udo
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作者：Rouse, Elizabeth D.
作者单位：Boston College
摘要：Creative work is a social process that requires effective collaboration between individuals. Accordingly, theories account for the ways creativity takes place in teams and groups and the role that social networks play in shaping creativity. However, scholars have largely overlooked the role that dyads play in creative work within organizations. This article builds theory on how intimate co-creation occurs and how it influences the generation of creative ideas over time. I theorize that as peop...
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作者：Theissen, Maximilian Hubertus; Theissen, Hubertus Heinrich
作者单位：University of Cambridge; WHU - Otto Beisheim School of Management
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作者：Varendh-Mansson, Cecelia; Wry, Tyler; Szafarz, Ariane
作者单位：University of Oxford; University of Pennsylvania; Universite Libre de Bruxelles
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作者：Matta, Fadel K.; Van Dyne, Linn
作者单位：University System of Georgia; University of Georgia; Michigan State University
摘要：The burgeoning literature on LMX differentiation has demonstrated positive and negative cross-level outcomes depending on specific boundary conditions. Although this research has provided key insights into the LMX phenomenon at multiple levels of analysis, we currently lack a conceptual understanding of when and why LMX differentiation may have positive or negative consequences at work. Opening the black box between LMX differentiation and work behaviors, we draw on social comparison theory to...
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作者：Andiappan, Meena; Dufour, Lucas
作者单位：Montpellier Business School
摘要：Jealousy has long been a topic of study in the relational psychology literature while remaining underexplored in the field of management, despite its potential for wide-spread consequences within the workplace. Relying on regulatory focus theory, we develop a tripartite model of jealousy based on the relationships between and characteristics of three parties: the actor, the target, and the rival. This article makes three contributions to the management literature. First, it explores how jealou...
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作者：Lo, Jade Y.; Fiss, Peer C.; Rhee, Eunice Y.; Kennedy, Mark T.
作者单位：Drexel University; Seattle University; Imperial College London
摘要：In a growing body of literature on categorization in organization theory, researchers are exploring the stabilizing role of categories and the processes by which they emerge. Because the literature focuses mainly on categories that emerge successfully or are already established, we know much less about why categories fall out of use or fail to emerge. Rather than viewing declining usage or failed emergence as different processes, we argue that they are two aspects of the single problem of unde...
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作者：Ashforth, Blake E.; Schinoff, Beth S.; Brickson, Shelley L.
作者单位：Arizona State University; Arizona State University-Tempe; Boston College; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Why don't we blink when our organizations are described as friendly or aggressive? Why do we expect our organizations to care about our well-being? We argue that anthropomorphism-an attribution of human qualities or behavior to nonhuman entities, objects, and events-is both pervasive and surprisingly important in organizational life. Anthropomorphism helps satisfy the motives for sensemaking and social connection, even if the veracity of the results is in the eye of the beholder. Although anth...
