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作者：Sevcenko, Victoria; Ethiraj, Sendil
作者单位：University of London; London Business School
摘要：How do firms benefit from employees with transferable skills? The prevailing view is that labor market frictions that impede employee mobility or strategies that constrain skill transferability are the primary instruments for firms to appropriate value from human capital. The empirical evidence, however, suggests that employees continue to be mobile, and firms pay premiums to attract and retain employees with transferable skills. To reconcile theory with data, we use data from the mutual fund ...
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作者：Valente, Mike; Oliver, Christine
作者单位：York University - Canada
摘要：In response to recent calls for theory to predict and explain the phenomenon of meta-organizations, we set out to identify the causes of their formation. Using a cross-case comparison of multiple case studies in sub-Saharan Africa, where nine focal firms varied in their response to the complexities of sustainability, we examined how and why some firms approached sustainability through a meta-organization while others did not. Our findings show that meta-organizations may be an effective means ...
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作者：Hunt, Richard A.; Hayward, Mathew L. A.
作者单位：Virginia Polytechnic Institute & State University; Monash University
摘要：At small and medium-sized enterprises (SMEs), cash-strapped employees frequently request loans from employers because they cannot obtain money on reasonable terms elsewhere for exigent needs. In turn, employers decide whether to lend the money through formal (i.e., written, contractual) loans or more informal off-the-book (OTB) loans. Our exploration of this understudied source of credit unearths important questions about the reasons employers lend money to employees, the manner in which they ...
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作者：Liang, Hao; Marquis, Christopher; Renneboog, Luc; Sun, Sunny Li
作者单位：Singapore Management University; Singapore Management University; Cornell University; Tilburg University; University of Massachusetts System; University of Massachusetts Lowell
摘要：We examine how international variation in corporate future-oriented behavior, such as corporate social responsibility and research and development investment, could partially stem from characteristics of the languages spoken at firms. We develop a future-time framing perspective rooted in the literatures on organizational categorization and framing. Our theory and hypotheses focus on how companies with working languages that obligatorily separate the future tense and the present tense engage l...
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作者：Maslach, David; Branzei, Oana; Rerup, Claus; Zbaracki, Mark J.
作者单位：State University System of Florida; Florida State University; Western University (University of Western Ontario); Frankfurt School Finance & Management
摘要：Firms increasingly have access to information about the failure events of other firms through public repositories. We study one such repository that accumulates reports of adverse events in the medical device industry. We provide qualitative evidence that shows how firms select a sample of adverse events and then engage in inferential learning. We show that firms use the reports of others to extract new valid knowledge from the adverse events in other firms. We use quantitative evidence to exp...
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作者：Lee, Matthew; Huang, Laura
作者单位：INSEAD Business School; Harvard University
摘要：Recent studies find that female-led ventures are penalized relative to male-led ventures as a result of role incongruity or a perceived lack of fit between female stereotypes and expected personal qualities of business entrepreneurs. We examine whether social impact framing that emphasizes a venture's social-environmental welfare benefits, which research has shown to elicit stereotypically feminine attributions of warmth, diminishes these penalties. We initially investigate this proposition in...
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作者：Conti, Annamaria
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：Entrepreneurial ventures often face liquidity constraints. While governments have intervened with programs subsidizing research and development (R&D) projects, these programs may have their effectiveness undermined by the restrictions they impose on subsidy recipients. We study the impact on venture outcomes of one important restriction, namely, the prohibition on transferring know-how away from a given geographic area. Using novel data on Israeli start-ups and evaluating a policy change that ...
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作者：Fernandez-Mateo, Isabel; Kaplan, Sarah
作者单位：University of London; London Business School; University of Toronto
摘要：Gendered processes and outcomes are pervasive in organizational life. They shape how individuals perceive their career prospects, which types of opportunities they pursue, how they get work done within organizations, and how they balance this work with the rest of their life. Organizations themselves also shape and are shaped by gender dynamics, from the ways they design jobs and performance evaluation systems to the assumptions managers make about individuals' preferences and motivations. Thi...
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作者：Sytch, Maxim; Wohlgezogen, Franz; Zajac, Edward J.
作者单位：University of Michigan System; University of Michigan; University of Melbourne; Northwestern University
摘要：This study develops and tests a conceptual framework that analyzes how and why a firm's experiences with complex intraorganizational structures (i.e., matrix) will affect its propensity to enter into, and ability to manage, complex interorganizational structures (i.e., alliances that are multilateral, multifunctional, or involve diverse industry partners). We posit that managers of matrix firms' greater familiarity with coordination, knowledge sharing, and conflict management challenges in int...
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作者：Prato, Matteo; Ferraro, Fabrizio
作者单位：Universita della Svizzera Italiana; University of Navarra; IESE Business School
摘要：This study investigates the effects of high-status inbound mobility on the performance of incumbents. Leveraging sociological theory on status, we suggest that highstatus newcomers generate only limited knowledge spillovers compared to the resources they drain from incumbents. Building on this mechanism, we formulate our first hypothesis that hiring stars negatively affects incumbents' performance. We argue that this effect is asymmetric across incumbents. Because high-status incumbents can be...
