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作者：Leana, Carrie R.; Mittal, Vikas; Stiehl, Emily
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); University of Pittsburgh; Rice University
摘要：The working poor are situated in a very powerful context-the nexus of poverty and low-wage work. Our central premise is that this context represents a strong situation that powerfully affects work-related outcomes, but it has been largely overlooked by organization science, even as the working poor comprise a sizable segment of the workforce. In this paper we briefly review categorical, compositional, and relational theories of poverty from other disciplines, and we describe three key mediator...
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作者：Winter, Sidney G.; Szulanski, Gabriel; Ringov, Dimo; Jensen, Robert J.
作者单位：University of Pennsylvania; INSEAD Business School; Universitat Ramon Llull; Escuela Superior de Administracion y Direccion de Empresas (ESADE); Brigham Young University
摘要：The recognition that better use of existing knowledge can enhance performance has spawned substantial interest in the replication of productive knowledge within organizations. An enduring belief is that when expanding by replication, organizations can and should strive to adapt to fit the salient characteristics of new environments. Yet some have argued that the exploitation of an established template for doing business by replication can be more successful when the template is copied precisel...
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作者：Sillince, John; Jarzabkowski, Paula; Shaw, Duncan
作者单位：University of Strathclyde; Aston University
摘要：This paper extends existing understandings of how actors' constructions of ambiguity shape the emergent process of strategic action. We theoretically elaborate the role of rhetoric in exploiting strategic ambiguity, based on analysis of a longitudinal case study of an internationalization strategy within a business school. Our data show that actors use rhetoric to construct three types of strategic ambiguity: protective ambiguity that appeals to common values in order to protect particular int...
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作者：Somaya, Deepak; McDaniel, Christine A.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：Recent scholarship on nonmarket strategies has sought to understand organizational decisions to target specific institutional venues for nonmarket actions. We contribute to this emerging literature by studying institutional targeting between specialized and general-purpose tribunals, which are available to resolve disputes in a number of settings. Whereas prior work on institutional targeting has primarily focused on the differences in the policy preferences of public actors and the susceptibi...
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作者：Withers, Michael C.; Corley, Kevin G.; Hillman, Amy J.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Arizona State University; Arizona State University-Tempe
摘要：Directors may play their most important role during organizational crisis; however, extant research suggests that they are often more willing to exit than remain on the board of a firm facing a crisis. We develop theory regarding directors' voluntary exit by integrating insights from identity theories with the organizational crises literature. Specifically, we model how directors' individual, relational, and collective identities work sometimes in concert and other times in opposition to each ...
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作者：Fiol, C. Marlene; Romanelli, Elaine
作者单位：University of Colorado System; University of Colorado Denver; Georgetown University
摘要：The evolution of new organizational forms has attracted growing theoretical and empirical attention, but little research has considered the microsocial processes that promote the emergence of groups of quasi-similar organizations that sometimes evolve into new organizational forms. Drawing from social psychological and sociological theories of identity formation, we explain processes of individual identification and collective identity development that precede and promote the formation of simi...
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作者：Hill, N. Sharon; Seo, Myeong-Gu; Kang, Jae Hyeung; Taylor, M. Susan
作者单位：George Washington University; University System of Maryland; University of Maryland College Park
摘要：Research has shown that employees' affective and normative commitment to change (ACC and NCC, respectively) positively influence their behaviors supporting change; however, organizations are frequently unsuccessful in motivating appropriate levels of employee commitment to change. Using longitudinal, multilevel data collected from a large federal government agency implementing radical organizational change, we extend extant research related to antecedents of commitment to change by examining h...
