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作者：Piazzai, Michele; Liu, Min; Montauti, Martina
作者单位：Universidad Carlos III de Madrid; Durham University; University of St Gallen
摘要：In mediated markets, the categorization of products by mediators is critical to efficient interaction between producers and consumers. As organizational research tends to focus on the consequences of categorization rather than its antecedents, however, we know relatively little about why mediators assign one category label or another to a product. In this study, we argue that two informational properties of labels, specificity and distinctiveness, determine the outcomes of mediators' categoriz...
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作者：Dewan, Yasir; Simons, Tal; Wernicke, Georg
作者单位：Hautes Etudes Commerciales (HEC) Paris; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam
摘要：Although prior research attributes news media coverage of firms to the alignment of firm behavior with societal expectations of appropriateness, the appropriateness of firm behavior is judged through an ideological lens. Therefore, the influence of a firm's behavior on its news media coverage is likely to be contingent on news organizations' ideology. Focusing on corporate social responsibility (CSR) as the focal firm behavior, we argue that conservative news organizations are less likely to c...
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作者：Cowgill, Bo; Agan, Amanda; Gee, Laura K.
作者单位：Columbia University; Cornell University; Tufts University
摘要：This study investigates whether the success of salary history bans could be limited by job-seekers volunteering their salaries unprompted. We survey American workers in 2019 and 2021 about their recent job searches, distinguishing when candidates were asked about salary history from when they were not. Historically well-paid workers may have an incentive to disclose, and employers who are aware of this could infer that nondisclosing workers are concealing low salaries. Through this mechanism, ...
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作者：Ha, Jaekyung; Grodal, Stine; Sivan, Ezra W. Zuckerman
作者单位：emlyon business school; Northeastern University; Massachusetts Institute of Technology (MIT)
摘要：Why do first movers into a new industry sometimes gain an advantage simply because of the fact that they are perceived by audiences to be more authentic than second movers, whereas in other contexts such second movers are perceived as no less authentic than first movers? We theorize that this difference hinges on the amount of costly, risky legitimation work that entrants are perceived to have conducted in their efforts to establish that the new organizational form is reliable and acceptable. ...
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作者：Farahbakhsh, Siavash; Villani, Elisa; Linder, Christian; Salge, Torsten Oliver
作者单位：Free University of Bozen-Bolzano; University of Bologna; SKEMA Business School; Universite Cote d'Azur; RWTH Aachen University
摘要：Organizations and their members not only respond to paradoxes, but also can be shaped by paradoxes in potentially profound yet highly heterogeneous ways. In our study, we adopt an identity threat perspective to explicate how paradox dynamics can affect members' sense of self as professionals and their organizational identification as a key facet of the member-organization relationship. The transformational change of a leading public university launching a for-profit business school in Europe i...
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作者：Levinthal, Daniel A.; Pham, Dong Nghi
作者单位：University of Pennsylvania; ESSEC Business School; Universitat Ramon Llull; Escuela Superior de Administracion y Direccion de Empresas (ESADE)
摘要：The discussions of organizational politics and processes of organizational adaptation have developed as largely independent streams of work. However, we suggest that organizational politics-in particular, the power dynamics of the dominant coalition-can be a driver for patterns of both continuity and change within organizations. Continuity is maintained by two inertial forces. First, a corporate strategy that conforms to the interest of the dominant coalition will tend to reinforce the power o...
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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：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：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...
