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作者：Csaszar, Felipe A.; Ostler, James
作者单位：University of Michigan System; University of Michigan; University of Pennsylvania
摘要：A long-standing question in the organizations literature is whether firms are better off by using simple or complex representations of their task environment. We address this question by developing a formal model of how firm performance depends on the process by which firms learn and use representations. Building on ideas from cognitive science, our model conceptualizes this process in terms of how firms construct a representation of the environment and then use that representation when making...
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作者：Ganz, Scott C.
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：Early-stage experiments are central to the design-thinking approach to organizational innovation, and they are also a core practice in evidence-based management. Organizations use experiments to test new strategies in a low-stakes setting before escalating their commitment to a new initiative. Yet organizations also use experiments to evaluate managers who will implement these strategies in a high-stakes setting. I develop a formal model to demonstrate that these two types of evaluations are f...
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作者：Byron, Kris; Landis, Blaine
作者单位：University System of Georgia; Georgia State University; University of London; University College London
摘要：Understanding the social landscape at work helps employees accomplish organizational goals. A growing body of evidence, however, suggests that people are fallible perceivers of their work relationships. People do not always know how much others trust (or distrust) them, consider them a friend (or enemy), or rely on them for advice or information at work. Such relational misperceptions may be especially likely in the context of work organizations. Here, we develop theoretical accounts to explai...
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作者：Maciejovsky, Boris; Budescu, David, V
作者单位：University of California System; University of California Riverside; Fordham University
摘要：A crucial challenge for organizations is to pool and aggregate information effectively. Traditionally, organizations have relied on committees and teams, but recently many organizations have explored the use of information markets. In this paper, the authors compared groups and markets in their ability to pool and aggregate information in a hidden-profiles task. In Study 1, groups outperformed markets when there were no conflicts of interest among participants, whereas markets outperformed gro...
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作者：Baumann, Oliver; Becker, Markus C.; Horrmann, Isabel
作者单位：University of Southern Denmark
摘要：When outsourcing design tasks, firms want their suppliers to be both efficient and adaptive. Whereas efficiency is necessary to reap economic gains from outsourcing, adaptation is required to deal with interdependencies as the design evolves. Achieving both objectives simultaneously, however, is difficult because procurement contracts require a trade-off between providing incentives for efficiency and facilitating adaptation. In the presence of formal contracts that provide strong incentives f...
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作者：Aharonson, Barak; Bort, Suleika; Woywode, Michael
作者单位：Xiamen University; Tel Aviv University; Technische Universitat Chemnitz; University of Mannheim
摘要：We theorize that vicarious learning theory provides a framework for understanding how small- and medium-sized start-ups can learn from the activity of a variety of regional actors, not just from the activity of colocated peer firms (i.e., other start-ups). Furthermore, we suggest that the magnitude of the impact of vicarious learning is influenced by a firm's own specific experience with a variety of actors. We use longitudinal data of the population of German biotechnology start-ups and pharm...
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作者：Hahl, Oliver; Ha, Jaekyung
作者单位：Carnegie Mellon University
摘要：Work in organization theory has highlighted that diversification triggers concerns over the newly diversified firm's capability or commitment to serve its audience. Although this work has shown that perceived lack of commitment may be an important problem for diversifying firms, it has not been established what might resolve these commitment concerns and reduce demand-side penalties for diversifying to serve new customers. We argue that a firm's ability to signal authenticity will increase per...
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作者：Bednar, Jeffrey S.; Galvin, Benjamin M.; Ashforth, Blake E.; Hafermalz, Ella
作者单位：Brigham Young University; Arizona State University; Arizona State University-Tempe; Vrije Universiteit Amsterdam
摘要：Building on work at the individual and organizational levels suggesting that an individual's self-concept and an organization's identity are dynamic, we relax the generally held assumption that perceptions of organizational identification are perceived as relatively stable over time and highlight the importance of understanding the perceived dynamism in members' relationships with their organizations over broader time horizons. We introduce various identification trajectories-a member's curren...
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作者：Sagiv, Tamar; Simons, Tal; Drori, Israel
作者单位：Tel Aviv University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Vrije Universiteit Amsterdam
摘要：The literature on authenticity of cultural production has systematically examined the perceived authenticity of both the producer and the cultural product but not of the creative process. This study aims to address this lacuna, adopting Carroll and Wheaton's typology of type and moral authenticity to examine how contemporary dance choreographers construct authenticity during the creation of a new choreography. Our analysis of data from 23 contemporary dance companies reveals that the two meani...
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作者：Han, Joo Hun; Shin, DuckJung; Castellano, William G.; Konrad, Alison M.; Kruse, Douglas L.; Blasi, Joseph R.
作者单位：Rutgers University System; Rutgers University New Brunswick; Chung Ang University; Western University (University of Western Ontario)
摘要：Despite substantial scholarly attention to workforce demographic diversity, existing research is limited in understanding whether or in what contexts firm-level racial diversity relates to performance and workforce outcomes of the firm. Drawing on social interdependence theory along with insights from social exchange and psychological ownership theories, we propose that the use of broad-based stock options granted to at least half the workforce creates the conditions supporting a positive rela...
