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作者：Joseph, John; Rhee, Luke; Wilson, Alex James
作者单位：University of California System; University of California Irvine; University of Minnesota System; University of Minnesota Twin Cities
摘要：This study examines how recombinant innovation is affected by member turnover and organizational learning within a corporate hierarchy. Prior work has overlooked the role of organizational structure in organizational learning, focusing instead on the knowledge provided by individual new hires or on the disruption caused by individual departures. We address this gap by applying March???s [March JG (1991) Exploration and exploitation in organizational learning. Organ. Sci. 2(1):71???87.] mutual ...
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作者：Diestre, Luis; Montauti, Martina; de Sousa, Helena Pinto
作者单位：IE University; University of St Gallen
摘要：We investigate the effectiveness of two types of impression management tactics implemented around negative attributes: egocentric (claiming the absence or low presence of a negative attribute in a focal organization) and alter-centric tactics (claiming the greater presence of a negative attribute in an organization's competitor). We claim that the effectiveness of each tactic depends on the risk of audiences' skepticism, which stems from the incongruence between the information conveyed in the...
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作者：Agarwal, Shiva; Kapoor, Rahul
作者单位：University of Texas System; University of Texas Austin; University of Pennsylvania
摘要：Complementary assets play an important role in shaping an innovation's commercialization success. In this paper, we broaden the locus of complementarities to examine the role of complementary technologies residing in the business ecosystems that are becoming an important source of value creation for innovating firms. We argue that, on one hand, complementary technologies help innovations create more value for their users. On the other hand, they can also limit the focal innovation's value crea...
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作者：Bradley, Kyle J.; Aguinis, Herman
作者单位：Kansas State University; George Washington University
摘要：Team research typically assumes that team performance is normally distributed: teams cluster around average performance, performance variability is not substantial, and few teams inhabit the upper range of the distribution. Ironically, although most team research and methodological practices rely on the normality assumption, many theories actually imply non -normality (e.g., performance spirals, team composition, team learning, punctuated equilibrium). Accordingly, we investigated the nature a...
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作者：Abdurakhmonov, Mirzokhidjon; Hasija, Dinesh; Ridge, Jason W.; Hill, Aaron D.
作者单位：University of Nebraska System; University of Nebraska Lincoln; University System of Georgia; Augusta University; University of Arkansas System; University of Arkansas Fayetteville; State University System of Florida; University of Florida
摘要：We develop a theory that considers important differences in competition in the political arena based on whether firms are attempting to maintain or alter the status quo. Particularly, we argue that although investing resources and time to build relationships with politicians and government officials fosters trust, solidarity, and reciprocity, likely producing desired outcomes for both firms attempting to maintain the status quo and those trying to alter it, such relationships are more strongly...
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作者：Larsen, Marcus M.; Witte, Caroline T.
作者单位：Copenhagen Business School; BI Norwegian Business School; Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam
摘要：Around the world and especially in areas of widespread poverty, firms start their operations without registering with relevant authorities (i.e., in the informal economy). We explore whether firms that initiated their operations in the informal economy but later register have a higher propensity to export than firms that register at the time of their foundation. We reason that the experience of having operated informally provides formally registered firms with the advantage of low-cost and fle...
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作者：Fini, Riccardo; Jourdan, Julien; Perkmann, Markus; Toschi, Laura
作者单位：University of Bologna; Hautes Etudes Commerciales (HEC) Paris; Imperial College London
摘要：Extant theory suggests that candidates with an unfocused identity-those spanning different categories-suffer from a valuation penalty because evaluators are confused by their profile and concerned they lack the required skills. We argue that unfocused candidates may be penalized for another reason; they threaten established social boundaries. This happens in contexts where evaluators act as gatekeepers for social entities, such as professions. We test how the penalty applied to unfocused candi...
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作者：Li, Alex Ning; Sherf, Elad N.; Tangirala, Subrahmaniam
作者单位：Texas Christian University; University of North Carolina; University of North Carolina Chapel Hill; University System of Maryland; University of Maryland College Park
摘要：Teams often need to adapt to planned discontinuous task change or fundamental alteration of tasks, tools, and work systems. Although team adaptation theories have made substantive progress in explaining how teams can respond to change, they have not adequately considered the unique impact that discontinuous task change can have on teams. Such change can render not only collective but also individual task capabilities obsolete and necessitate a multilevel task relearning process. Drawing on the...
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作者：van Angeren, Joey; Karunakaran, Arvind
作者单位：Vrije Universiteit Amsterdam; Stanford University
摘要：Platform owners increasingly make corporate venture capital investments in complementors (e.g., app developers) to stimulate value creation, a practice we refer to as platform venture capital (PVC). Interested in the implications of PVC for other complementors, we investigate how PVC investments affect their product introduction and withdrawal decisions. Given that complementors confront platform-specific uncertainty concerning the strategic directions of the platform, which is asymmetrically ...
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作者：Doyle, Sarah P.; Lount, Robert B., Jr.
作者单位：University of Arizona; University System of Ohio; Ohio State University
摘要：The current research sheds new light on how and why status hierarchies impact interpersonal helping by examining people's reactions to recently experienced status change. Specifically, we incorporate findings from research on the self-serving attributional bias to theorize about how the direction of status change (i.e., a gain or a loss) can shape the extent to which people accept or deflect personal responsibility for their change in status, which we argue will then impact other-concern and, ...
