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作者：Direnzo, Marco S.; Greenhaus, Jeffrey H.
作者单位：Drexel University
摘要：We propose a cybernetic model of job search and voluntary turnover that is based on the need to remain employable in a volatile economy. The model depicts the process by which individuals engage in ongoing cycles of job search activities that can increase the likelihood of voluntary turnover, which, in turn, provides opportunities to develop additional career competencies. We then examine the implications of the model for future research on the turnover process.
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作者：Crossan, Mary M.; Maurer, Cara C.; White, Roderick E.
作者单位：Western University (University of Western Ontario); University Western Ontario Hospital
摘要：Having received the Decade Award for the most cited AMR article from the past decade, we reflect on how our framework of organizational learning (OL) has been used in subsequent research and whether a theory of OL has emerged. Our citation review revealed that although some of the subsequent research has added to the original work, the challenge to develop an accepted theory remains unrealized. We offer promising directions for developing a theory of OL.
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作者：Lindenberg, Siegwart; Foss, Nicolai J.
作者单位：University of Groningen; Tilburg University; Copenhagen Business School; Norwegian School of Economics (NHH); University of Groningen
摘要：We contribute to the microfoundations of organizational performance by proffering the construct of joint production motivation. Under such motivational conditions individuals see themselves as part of a joint endeavor, each with his or her own roles and responsibilities; generate shared representations of actions and tasks; cognitively coordinate cooperation; and choose their own behaviors in terms of joint goals. Using goal-framing theory, we explain how motivation for joint production can be...
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作者：O'Reilly, Jane; Aquino, Karl
作者单位：University of British Columbia
摘要：We present a theory of why some people who witness or learn about acts of mistreatment against others in organizations are more likely to recognize this injustice and become personally involved. Drawing from theories of moral identity, moral intuitions, and self-regulation, we explain third parties' morally motivated responses to mistreatment and consider the role of power and belief in the disciplinary system in this process. We discuss implications of the theory and propose future research d...
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作者：Sitkin, Sim B.; See, Kelly E.; Miller, C. Chet; Lawless, Michael W.; Carton, Andrew M.
作者单位：Duke University; New York University; University of Houston System; University of Houston; University System of Maryland; University of Maryland College Park; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：We investigate the organizational pursuit of seemingly impossible goals commonly known as stretch goals. Building from our analysis of the mechanisms through which stretch goals could influence organizational learning and performance, we offer a contingency framework evaluating which organizations are positioned to benefit from such extreme goals and which are most likely to pursue them. We conclude that stretch goals are, paradoxically, most seductive for organizations that can least afford t...
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作者：Navis, Chad; Glynn, Mary Ann
作者单位：University of Wisconsin System; University of Wisconsin Madison; Boston College
摘要：We theorize about how the entrepreneurial identity, which we define as the constellation of claims around the founder, new venture, and market opportunity as to who we are and what we do, serves as a touchstone for investor judgments about new venture plausibility. We propose that entrepreneurial identities are judged favorably when they are legitimately distinctive, and that such judgments are influenced by market context and are mediated by identity narratives that provide institutional prim...
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作者：O'Leary, Michael Boyer; Mortensen, Mark; Woolley, Anita Williams
作者单位：Georgetown University; Carnegie Mellon University
摘要：Organizations use multiple team membership to enhance individual and team productivity and learning, but this structure creates competing pressures on attention and information, which make it difficult to increase both productivity and learning. Our model describes how the number and variety of multiple team memberships drive different mechanisms, yielding distinct effects. We show how carefully balancing the number and variety of team memberships can enhance both productivity and learning.
