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作者：Otto, Birke D.; Schuessler, Elke S.; Sydow, Jorg; Vogelgsang, Lukas
作者单位：Leuphana University Luneburg; Copenhagen Business School; Johannes Kepler University Linz; Free University of Berlin; University of Munich; Leibniz Association; Leibniz Institut fur Raumbezogene Sozialforschung (IRS)
摘要：Managing temporal complexity is a fundamental challenge in complex innovation processes, yet the temporal work whereby actors seize opportune moments (kairos) in an environment dominated by clock-time structures (chronos) remains elusive. Temporal tensions can partly be resolved through entrainment, that is, by aligning activities with dominant temporal structures. However, although entrainment ensures the exploitation of a predefined path, it is unable to harness unexpected developments as op...
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作者：Botelho, Tristan L.
作者单位：Yale University
摘要：Collective evaluation processes, which offer individuals an opportunity to assess quality, have transcended mainstream sectors (e.g., books, restaurants) to permeate professional contexts from within and across organizations to the gig economy. This paper introduces a theoretical framework to understand how evaluators' visibility into prior evaluations influences the subsequent evaluation process: the likelihood of evaluating at all and the value of the evaluations that end up being submitted....
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作者：Li, Xina; Chen, Guoli; Shen, Rui
作者单位：INSEAD Business School; The Chinese University of Hong Kong, Shenzhen
摘要：We provide large-scale empirical evidence of how much chief executive officers (CEOs) change corporate culture. To do this, we use employee reviews to measure corporate cultural change in S&P 1500 firms. In a variance decomposition analysis, we find a modest effect of CEOs on corporate cultural change. The effect of CEOs on cultural change is larger than industry effect but smaller than firm effect. Regression analysis in the context of CEO succession further shows consistent evidence of a mod...
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作者：Pillemer, Julianna
作者单位：New York University
摘要：Increasing demands to be seen as authentic at work have created a paradox of self -presentation for employees: the desire to be seen as simultaneously true to self and professionally appropriate in workplace interactions. The present paper introduces one way in which individuals may navigate this tension: strategic authenticity, a self -presentational approach that involves enacting behaviors intended to increase colleagues' perceptions of one's authenticity while accounting for individual and...
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作者：Chauvin, Jasmina; Choudhury, Prithwiraj; Fang, Tommy Pan
作者单位：Georgetown University; Harvard University; Rice University
摘要：This paper examines the effects of temporal distance generated by time zone separation on communication in geographically distributed organizations. We build on prior research, which highlights time zone separation as a significant challenge, but argue that employees may time shift-move work-related communication to outside of regular business hours-to counteract temporal distance. We propose a theory in which employees' tendency to time shift depends on the demands of their tasks and collabor...
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作者：Gray, Steven M.; Howell, Travis; Sackett, Esther
作者单位：University of Texas System; University of Texas Austin; Arizona State University; Arizona State University-Tempe; Santa Clara University
摘要：Entrepreneurs often struggle to add cofounders who are both interpersonally compatible and who possess complementary resources (i.e., hybrid ties). In this paper, we suggest that there are cognitive and motivational differences between lead entrepreneurs and potential cofounders that complicate the formation of hybrid ties. We propose that lead entrepreneurs prioritize resources, whereas potential cofounders prioritize interpersonal compatibility, because of differences in construal level and ...
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作者：Kundro, Timothy G.; Croitoru, Natalie; Helgason, Beth Anne
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of London; London Business School
摘要：Nearly every employee is subject to some form of legal requirement as a function of their work. Laws are often implemented by authorities to ensure that employees and organizations engage in ethical and moral conduct at work. Importantly, acting in a moral manner is linked to benefits for employees, increasing intrinsic motivation that facilitates high levels of proactive behavior. Yet, employees increasingly face situations where laws or regulations conflict with what they perceive as morally...
