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作者：Weiss, Tim; Lounsbury, Michael; Bruton, Garry
作者单位：Imperial College London; University of Alberta; Texas Christian University; Jilin University; Sun Yat Sen University
摘要：Institutional scholarship on organizing in poverty contexts has focused on the constraining nature of extant institutions and the need for external actors to make transformative change interventions to alleviate poverty. Comparatively little attention has been paid to the potentially enabling nature of extant institutions in poverty contexts. We argue that more empirical work is needed to deepen our understanding of self -organizing processes that actors embedded in such contexts generate in t...
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作者：Brahm, Francisco; Poblete, Joaquin
作者单位：University of London; London Business School; Pontificia Universidad Catolica de Chile
摘要：Prior research emphasizes how organizational culture can hinder organizational adaptation. In this study, we investigate how organizational culture can help promote organizational adaptation to environmental changes, using a formal model from cultural evolution theory. In the model, organizational members face a trade-off between innovating versus following tradition (because environmental changes are uncertain). Members can also decide to help others who are following the tradition, thereby i...
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作者：Chambers, Cassandra R.
作者单位：Johns Hopkins University
摘要：Nonmonetary reward systems that recognize high-quality contributions are a common feature of online communities. A growing body of work demonstrates positive links between nonmonetary rewards and increases in voluntary contributions, but negative externalities that may arise with these systems have received little attention. Concomitant performance pressures could incite counterproductive behaviors, and whether counterproductive behavior would be at the expense of productive contributions is u...
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作者：Bredehorst, Joy; Krautter, Kai; Meuris, Jirs; Jachimowicz, Jon M.
作者单位：University of Cologne; Harvard University; University of Wisconsin System; University of Wisconsin Madison
摘要：Passion for work is highly coveted, but many employees report struggling to maintain their passion over time. In the current research, we explain the challenge of pursuing passion by conceptualizing passion as an attribute with temporal variation. Viewed through a daily lens, we argue that self-regulation plays a critical role in understanding the challenges underlying the daily maintenance of passion. More specifically, we hypothesize that-unless employees adequately regulate their passion on...
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作者：Boussioux, Leonard; Lane, Jacqueline N.; Zhang, Miaomiao; Jacimovic, Vladimir; Lakhani, Karim R.
作者单位：University of Washington; University of Washington Seattle; Harvard University
摘要：The rapid advances in generative artificial intelligence (AI) open up attractive opportunities for creative problem-solving through human-guided AI partnerships. To explore this potential, we initiated a crowdsourcing challenge focused on sustainable, circular economy business ideas generated by the human crowd (HC) and collaborative human-AI efforts using two alternative forms of solution search. The challenge attracted 125 global solvers from various industries, and we used strategic prompt ...
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作者：Gagliardi, Luisa; Mariani, Myriam; Breschi, Stefano
作者单位：Bocconi University; Bocconi University
摘要：This study investigates whether an increase in the demand for nonconventional work schedules helps explain the gender gap in career advancement. We look at employees of U.S. firms acquired between 2010 and 2014 and distinguish between same and different time -zone acquisitions. The idea is that time -zone differences between the headquarters and the newly acquired firm increase the demand for and value of working outside the standard working schedule. This, combined with social norms about wom...
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作者：Hardin, Ashley E.
作者单位：Washington University (WUSTL)
摘要：Employees often receive conflicting advice about sharing personal information in the workplace. They are told to bring your whole self to work but also to keep it professional and not share too much personal information with colleagues. Research has been equivocal in its overall guidance about sharing personal information at work: it may be either beneficial or harmful for work relationships. These inconsistencies are likely driven by the types of questions posed. Specifically, existing resear...
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作者：He, Tianyu; Minervini, Marco S.; Puranam, Phanish
作者单位：National University of Singapore; IE University; INSEAD Business School
摘要：We examine how groups differ from individuals in how they tackle two fundamental trade-offs in learning from experience-namely, between exploration and exploitation and between over- and undergeneralization from noisy data (which is also known as the bias-variance trade-off in the machine learning literature). Using data from an online contest platform (Kaggle) featuring groups and individuals competing on the same learning task, we found that groups, as expected, not only generate a larger ag...
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作者：Anand, Gopesh; Mukherjee, Ujjal Kumar
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Illinois System; University of Illinois Urbana-Champaign
摘要：Our research investigates firm learning from failures by dividing them into two types, failures that occur due to slip-ups and those that occur due to knowledge gaps, and by examining whether learning occurs in the context of both types of failures. We study these phenomena in the context of product recalls in pharmaceuticals and medical devices. Based on text analysis of recall documents, recalls are divided into process related and design related to represent slip-up failures and knowledge g...
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作者：Backmann, Julia; Wimmer, Julia; Mortensen, Mark; Hartmann, Silja; Hoegl, Martin; Peus, Claudia
作者单位：University of Munster; University of Munich; INSEAD Business School; Technical University of Berlin; University of Munich; Technical University of Munich
摘要：Knowledge work-frequently characterized as nonroutine and complex-requires individuals to be deeply engrossed with or absorbed in their work. Notwithstanding, organizations tend to put knowledge workers in multiple teams, undermining their ability to achieve the level of absorption required to realize their full potential. We examine how knowledge workers who are operating in multiple team contexts navigate competing demands on their time on a daily basis. Based on conservation of resources th...
