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作者：Lee, Jeong-Yeon; Bachrach, Daniel G.; Rousseau, Denise M.
作者单位：University of Kansas; University of Alabama System; University of Alabama Tuscaloosa; Carnegie Mellon University
摘要：A field study of 615 managers in 11 Korean manufacturing firms extends theory regarding labor contracting to the study of idiosyncratic deals (i-deals). Despite i-deals' potential to benefit both employees and employers, economic theory asserts that employers attempt to reduce individual contracting by use of internal labor markets (ILMs). This study identifies limits to that assertion by identifying conditions under which i-deals are sought, despite employee participation in ILMs. Furthermore...
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作者：Sterling, Adina D.
作者单位：Washington University (WUSTL)
摘要：This paper investigates the impact of individuals' social ties at organizational entry on the formation of intraorganizational networks. When individuals enter organizations with one or more preentry relationships in place, I argue they form more extensive networks post entry than their untied counterparts. However, it is also suggested that under some conditions-i.e., when quality is more certain-the relationship between pre- and postentry social structure is contingent on individuals' qualit...
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作者：Tzabbar, Daniel; Vestal, Alex
作者单位：Drexel University; University of North Carolina; University of North Carolina Wilmington
摘要：The access to the diverse information that teams gain through the geographic dispersion of their members is argued to increase the likelihood that they will produce more novel innovations. Although valuable, such dispersion also increases communication and coordination costs, making it difficult to utilize this information in developing new knowledge. To resolve this theoretical dilemma, we investigate the conditions that alter the effect of team members' geographic dispersion on innovative no...
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作者：Le Mens, Gael; Hannan, Michael T.; Polos, Laszlo
作者单位：Pompeu Fabra University; Stanford University; Durham University
摘要：This paper proposes a distance-based characterization of age-related structural inertia as an increasing constraint on the speed of change as organizations age. Our framework regards organizations as points in multidimensional metric spaces of architectures. Organizational change means movement in this space. The speed of change is the ratio of the distance between positions in a space and the time it took for the organization to make the move. We illustrate how our distance-based approach can...
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作者：Denrell, Jerker; Fang, Christina; Liu, Chengwei
作者单位：University of Warwick; New York University
摘要：We propose that random variation should be considered one of the most important explanatory mechanisms in the management sciences. There are good theoretical reasons to expect that chance events strongly impact organizational behavior and outcomes. We argue that models built on random variation can provide parsimonious explanations of several important empirical regularities in strategic management and organizational behavior. The reason is that random variation in a structured system can give...
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作者：Lee, Min-Dong Paul; Lounsbury, Michael
作者单位：Wheaton College; University of Alberta
摘要：Although many recent studies have emphasized the multiplicity of institutional logics and the competition among them, how some institutional logics become prioritized over others in shaping organizational decisions is undertheorized. Drawing on panel data of 118 industrial facilities across 34 communities in Texas and Louisiana, we show that the saliency of different kinds of community logics significantly affects environmental practices-specifically, toxic waste emissionsof facilities in a co...
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作者：Vasudeva, Gurneeta; Alexander, Elizabeth A.; Jones, Stephen L.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of West England
摘要：Conceptualizing standard-setting organizations (SSOs) as technological arenas within which firms from different countries interact and learn, we offer insights into the interplay between firms' institutional logics and their interorganizational learning outcomes. We suggest that firms' interorganizational learning is embedded in their macrolevel country contexts, characterized by more corporatist versus less corporatist (pluralist) institutional logics. Whereas corporatism spurs coordinated ap...
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作者：Reinecke, Juliane; Ansari, Shaz
作者单位：University of Warwick; University of Cambridge
摘要：Whereas the deliberative democracy approach to ethics seeks to bridge universalist reason and contextual judgment to explain the emergence of intersubjective agreements, it remains unclear how these two are reconciled in practice. We argue that a sensemaking approach is useful for examining how ethical truces emerge in equivocal situations. To understand how actors navigate through ethical complexity, we conducted an ethnographic inquiry into the multistakeholder practices of setting Fairtrade...
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作者：O'Reilly, Jane; Robinson, Sandra L.; Berdahl, Jennifer L.; Banki, Sara
作者单位：University of Ottawa; University of British Columbia; University of Toronto; Sharif University of Technology
摘要：Ostracism has been recognized as conceptually and empirically distinct from harassment. Drawing from theory and research that suggests that employees have a strong need to belong in their organizations, we examine the comparative frequency and impact of ostracism and harassment in organizations across three field studies. Study 1 finds that a wide range of employees perceive ostracism, compared with harassment, to be more socially acceptable, less psychologically harmful, and less likely to be...
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作者：Rider, Christopher I.; Negro, Giacomo
作者单位：Georgetown University; Emory University
摘要：We examine variation in intraprofessional status changes for employees displaced by organizational failure. We propose that failure-related reductions in bargaining power are moderated by individual status characteristics that influence potential employers' evaluations of job candidates and, therefore, individuals' status loss risks. Treating a prominent law firm's failure as a quasi-experiment, we test our arguments by analyzing 224 firm partners' transitions to subsequent employers. Most par...
