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作者：Lu, Richard; Chatman, Jennifer A.; Goldberg, Amir; Srivastava, Sameer B.
作者单位：University of California System; University of California Berkeley; Stanford University
摘要：How do people establish and maintain cultural fit with an organization? Prior research has offered two perspectives that have heretofore been conceptually disconnected. One focuses on personal values, whereas another emphasizes perceptions of the cultural code. We develop a theoretical account that integrates these approaches by linking them to distinct mechanisms and behavioral consequences of cultural fit. We propose that value congruence-the match between one's values and those that prevail...
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作者：Miller, Amisha; O'Mahony, Siobhan; Cohen, Susan L.
作者单位：Boston University; University System of Georgia; University of Georgia
摘要：Forming entrepreneurial strategy is difficult, as the future value of strategy alternatives is uncertain. To create and capture value, firms are advised to consider and test multiple alternative strategy elements. Yet, how firms generate and test alternatives remains understudied. As entrepreneurial firms lack resources for broad search, they often draw upon advisory resources from outside the firm. However, advice can be difficult to extract, absorb, and apply. Although scholars have examined...
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作者：Lee, Jung Won; Quintane, Eric; Lee, Sun Young; Uman, Camila; Kilduff, Martin
作者单位：ESSEC Business School; European School of Management & Technology; University of London; University College London; Pontificia Universidad Javeriana
摘要：Connecting otherwise disconnected individuals and groups-spanning struc-tural holes-can earn social network brokers faster promotions, higher remuneration, and enhanced creativity. Organizations also benefit through improved communication and coordination from these connections between knowledge silos. Neglected in prior research, however, has been theory and evidence concerning the psychological costs to individuals of engaging in brokering activities. We build new theory concerning the exten...
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作者：Sassine, Jad Georges; Rahmandad, Hazhir
作者单位：Amazon.com; Massachusetts Institute of Technology (MIT)
摘要：How does network structure impact the speed and reach of social contagions? The current view holds that random links facilitate simple contagion, but when agents require multiple reinforcements for complex adoption, clustered networks are better conduits of social influence. We show that in complex contagion, even low probabilities of adoption upon a single contact would activate an exponential contagion process that tilts the balance in favor of random networks. On the other hand, underapprec...
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作者：Ganz, Scott C.
作者单位：Georgetown University; American Enterprise Institute for Public Policy Research
摘要：The metaphor of an organization as a garbage can is often invoked as a playful insult. However, as was recognized early on by management theorists studying garbage can ideas, the unpredictability arising from garbage can decision making has the potential to be adaptively rational for organizations facing complex task environments. The chaos produced by preference conflict and fluid participation in collective decision making can aid in search by enabling organizations to escape local performan...
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作者：Vestal, Alex; Danneels, Erwin
作者单位：University of North Carolina; University of North Carolina Wilmington; State University System of Florida; University of South Florida
摘要：Increasingly, teams consist of members from widely distinct knowledge domains. This article studies the extent to which research and development (R&D) teams can transform their members' different technological knowledge into impactful inventions. Although teams composed of members with distinct expertise can create impactful new technologies, in order to realize this potential, team members must have the ability and motivation to integrate each other's knowledge. This article argues that the a...
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作者：Evans, Jonathan B.; Schilke, Oliver
作者单位：University of British Columbia; University of Arizona
摘要：This article adopts a relational perspective to demonstrate that characteristics of the dyadic relationship between supervisors and their employees are critical to understanding individual-level exploration-understood as the extent to which organizational members pursue new opportunities and experiment with changes to current practices. To this end, we introduce the concept of power framing-that is, whether the control over valued resources is emphasized as the ability to reward or to punish-a...
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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：Dai, Xianchi; Si, Kao
作者单位：Chinese University of Hong Kong; University of Macau
摘要：Innate talent and orientation toward hard work are highly important personal attributes with respect to workers' productive capabilities. In this research, we identify a discrepancy between job candidates and recruiters in their relative valuation of these two attributes. Although innate talent is valued relatively more by job candidates than recruiters, the opposite is true for orientation toward hard work. We propose that the discrepancy is rooted in a misalignment of the fundamental motivat...
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作者：Katic, Ivana V.; Kim, Jerry W.
作者单位：Yale University; Rutgers University System; Rutgers University New Brunswick; Rutgers University Newark
摘要：How does the exchange of employees between regulatory agencies and regulated firms (i.e., the firm-government revolving door) affect firm regulatory outcomes? Existing work has mostly found a positive impact of revolving door hiring on firm outcomes, but it has overlooked potential limitations of this corporate political activity (CPA) tactic. We argue that the advantages firms can gain from hiring former regulators are bound by the timing of revolving door employment relative to the regulator...
