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作者：Girod, Stephane J. G.; Whittington, Richard
作者单位：University of Reading; University of Oxford
摘要：This study examines when incremental change is likely to trigger discontinuous change, using the lens of complex adaptive systems theory. Going beyond the simulations and case studies through which complex adaptive systems have been approached so far, we study the relationship between incremental organizational reconfigurations and discontinuous organizational restructurings using a large-scale database of U.S. Fortune 50 industrial corporations. We develop two types of escalation process in o...
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作者：Lount, Robert B., Jr.; Sheldon, Oliver J.; Rink, Floor; Phillips, Katherine W.
作者单位：University System of Ohio; Ohio State University; Rutgers University System; Rutgers University Newark; Rutgers University New Brunswick; University of Groningen; Columbia University
摘要：We examine whether observers hold biases that can negatively affect how racially diverse teams are evaluated, and ultimately treated, relative to racially homogeneous groups. In three experiments, which held the actual content of observed behavior constant across diverse and homogeneous teams, observers were less willing to allocate additional resources to diverse teams. Through applying both statistical mediation (Studies 1 and 2) and moderation-of-process methods (Study 3), our findings supp...
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作者：Shore, Jesse; Bernstein, Ethan; Lazer, David
作者单位：Boston University; Harvard University; Northeastern University
摘要：Using data from a novel laboratory experiment on complex problem solving in which we varied the structure of 16-person networks, we investigate how an organization's network structure shapes the performance of problem-solving tasks. Problem solving, we argue, involves both exploration for information and exploration for solutions. Our results show that network clustering has opposite effects for these two important and complementary forms of exploration. Dense clustering encourages members of ...
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作者：Vardaman, James M.; Taylor, Shannon G.; Allen, David G.; Gondo, Maria B.; Amis, John M.
作者单位：Mississippi State University; State University System of Florida; University of Central Florida; University of Memphis; University of Warwick; University of Mississippi; University of Edinburgh
摘要：This paper integrates psychological and sociological perspectives to provide a more complete explanation of the link between intended and actual turnover. Findings from two studies suggest that the translation of intentions to leave one's job into turnover behavior is attenuated by centrality in organizational advice and friendship networks. Our results demonstrate that psychological and network factors jointly impact employee turnover, and distinguish the effects of different types of network...
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作者：Jacobides, Michael G.; Tae, C. Jennifer
作者单位：University of London; London Business School; University of Bath
摘要：This paper explores the dynamics of value distribution within a sector, using data on the U.S. computer industry as an illustration. It provides exploratory quantitative evidence for the way in which conditions within the segments of a sector's value chain affect the profitability of those segments compared with the sector as a whole. To consider how value shifts from one part of the sector (such as computer assemblers) to another (such as software and microprocessor makers), we look at how co...
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作者：Castilla, Emilio J.
作者单位：Massachusetts Institute of Technology (MIT)
摘要：Great progress has been made in documenting how employer practices may shape workplace inequality. Less research attention, however, has been given to investigating which organizational strategies are effective at addressing gender and racial inequality in labor markets. Using a unique field study design, this article identifies and tests, for the first time, whether accountability and transparency in pay decisions-two popular organizational initiatives discussed among scholars and practitione...
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作者：Fernandez-Mateo, Isabel; Coh, Marko
作者单位：University of London; London Business School
摘要：We examine the role of past rejections in the evolution of market relationships. We identify a theoretical tension between the informational benefits and the negative affect resulting from interactions in which one actor rejected another. Rejection can help select future mutually beneficial transactions, but it can also trigger negative affect and lead rejected actors to decline exchange opportunities with those who rejected them in the past. We test this theory with longitudinal data on candi...
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作者：Gavetti, Giovanni; Warglien, Massimo
作者单位：Dartmouth College; Universita Ca Foscari Venezia
摘要：We propose a cognitively plausible formal model of collective interpretation. The model represents how members of a collective interact to interpret their environment. Current theories of collective interpretation focus on how heedful communication among members of a collective (i.e., how much individuals pay attention to others' interpretations) improves interpretive performance; their general assumption is that heed tends to be uniformly beneficial. By unpacking the micromechanisms that unde...
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作者：Vidal, Elena; Mitchell, Will
作者单位：City University of New York (CUNY) System; Baruch College (CUNY); University of Toronto
摘要：This paper draws from performance feedback theory and the resource-based view of the firm to study divestiture activity. We argue that the extent and nature of resource reconfiguration through divestiture may be affected by both high and low extremes of performance relative to a firm's historical aspirations. Based on analysis of divestiture counts, we find that firms with increasing performance, especially when they also have high levels of performance, appear to use divestitures in a complem...
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作者：Ren, Hong; Gray, Barbara; Harrison, David A.
作者单位：University of Wisconsin System; University of Wisconsin Milwaukee; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Texas System; University of Texas Austin
摘要：We examine the complex effects of faultlines and network ties on team performance. By using panel data from 672 individuals in 148 research teams at a major U.S. university, we find that informal networks serve as triggers and dampeners of faultline effects. Team performance improved when friendship ties bridged the subgroups that were cleaved by existing faultlines but deteriorated when animosity ties breached the same subgroups. Overall, the results highlight the conceptual and empirical imp...
