-
作者：Maoret, Massimo; Tortoriello, Marco; Iubatti, Daniela
作者单位：University of Navarra; IESE Business School; Bocconi University; Universite Cote d'Azur; SKEMA Business School
摘要：In this paper, we apply a core/periphery framework to an intraorganizational context to study the interplay between formal and informal core/periphery structures. Specifically, we consider how core positions occupied by inventors in the corporate research and development division of a large multinational high-tech company affect their ability to generate incremental innovations. We theorize and empirically observe that formal and informal core positions have positive and independent effects on...
-
作者：Park, Sun Hyun; Zhang, Yanlong
作者单位：Seoul National University (SNU); Peking University
摘要：Although the diversity of cultural expectations for different corporate governance practices has been acknowledged, our understanding of how companies use cultural differences to legitimize their governance practice choice and facilitate their resource acquisition remains limited. Building on the literature on cultural entrepreneurship, we theorize how foreign-listed firms engage in global framing in tailoring the description of their new governance practice to the host country investors. Our ...
-
作者：Fahrenkopf, Erin; Guo, Jerry; Argote, Linda
作者单位：Stanford University; Aarhus University; Carnegie Mellon University
摘要：This study advances understanding of the conditions under which a new worker improves organizational performance. We argue that the extent to which new group members have experience working as specialists or generalists is a critical factor in explaining performance after the new member joins. We conceptualize specialists as those who concentrate on a particular component of an organization's task, whereas generalists perform all components of the task. As such, a specialist must coordinate wi...
-
作者：Benson, Alan; Rissing, Ben A.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; Cornell University
摘要：We develop and test a theoretically informed and generalizable empirical framework for evaluating the performance gap between internally and externally hired workers. First, human capital theory predicts that internal hires will be immediately more productive than external hires. Second, contextual learning predicts that internal hires will be more productive with time. Finally, theories of commitment, which are rarely applied to this literature, predict that internal advancement enhances rete...
-
作者：Lashley, Kisha; Pollock, Timothy G.
作者单位：University of Virginia; University of Tennessee System; University of Tennessee Knoxville
摘要：We explore how minority- and women-owned suppliers lacking hard power manage asymmetric relationships with larger, more powerful buyers in the context of supplier diversity relationships. Weexamine how these suppliers create and use soft power to manage the opportunities and challenges they encounter trying to maintain their positions in large buyers' supply chains. We find that these easily substitutable firms use a variety of information sources to identify and make themselves cognitively ce...
-
作者：Bourmault, Nishani; Anteby, Michel
作者单位：NEOMA Business School; Boston University; Boston University
摘要：Becoming a manager is generally seen as a highly coveted step up the career ladder that corresponds to a gain in responsibility. There is evidence, however, that some individuals experience managerial blues, or disenchantment with their managerial jobs after being promoted. Although past scholarship points to individual differences (such as skills inadequacy) or the promotion circumstances (such as involuntary) as possible explanations for such blues, less is known as to how the expectations t...
-
作者：DeCelles, Katherine A.; Anteby, Michel
作者单位：University of Toronto; Boston University
摘要：A key assumption in past literature has been that human services workers become emotionally distant from their charges (such as clients or patients). Such distancing is said to protect workers from the emotionally draining aspects of the job but creates challenges to feeling and behaving compassionately. Because little is known about when and how compassion occurs under these circumstances, we conducted a multiphased qualitative study of 119 correctional officers in the United States using int...
-
作者：De Cuyper, Lien; Clarysse, Bart; Phillips, Nelson
作者单位：Swiss Federal Institutes of Technology Domain; ETH Zurich; Imperial College London
摘要：In this study, we build on the foundational observations of Selznick and Stinchcombe that organizations bear the lasting imprint of their founding context and explore how characteristics shaped during founding are coherently carried forward through time. To do so, we draw on an ethnography of a social venture where the entrepreneurs left soon after founding. In examining how an initial organizational imprint evolves beyond a venture's founding phase, we focus on the actions and interactions of...
-
作者：Henderson, Andrew D.; Graebner, Melissa E.
作者单位：University of Texas System; University of Texas Austin; University of Illinois System; University of Illinois Urbana-Champaign
摘要：To better understand the origins of sustained superior firm performance, we consider processes of entrepreneurial creation and discovery. Discovering new opportunities requires speed and flexibility, and although many discoveries are easy to implement, this makes them easy to imitate. By comparison, creation is more complex, iterative, and cumulative, making these opportunities slower to implement yet harder to copy. In formal simulation modeling and analyses of the U.S. Compustat population f...
-
作者：Yang, Tiantian; Bao, Jiayi; Aldrich, Howard
作者单位：Duke University; University of Pennsylvania; University of North Carolina; University of North Carolina Chapel Hill
摘要：Viewing entrepreneurship as a form of collective action, this paper investigates the tension between an entrepreneurial team's reliance on collective efforts for achieving success and individual members' tendencies to withhold their personal resources. We argue that the precarious nature of the early founding stage and the difficulty of redeploying some resources for other uses amplify the risk of early-stage resource contributions and may lead to team members withholding resources or even fre...
