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作者：Chang, Sea-Jin; Wu, Brian
作者单位：National University of Singapore; Korea Advanced Institute of Science & Technology (KAIST); University of Michigan System; University of Michigan
摘要：This study demonstrates that new entrants exhibit higher productivity but also higher exit hazard than incumbents in post-liberalization China. We argue this seemingly paradoxical relationship is attributable to institutional barriers, defined as the hindrance in the institutional environment that prevents market selection forces to function. New entrants require higher productivity to compensate for those institutional barriers, which in turn implies a higher exit hazard after controlling for...
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作者：Giarratana, Marco S.; Mariani, Myriam
作者单位：Bocconi University; Bocconi University
摘要：When firms tap external knowledge sources, they risk spillovers of their own internal knowledge. If the value of this potential loss and the imitation capabilities of neighboring organizations are high, fear of imitation might overshadow the benefits of openness. In such situations, firms might voluntarily reduce their use of external sources, relative to knowledge available internally. Data pertaining to 4,623 European inventions and direct information about the use of knowledge sources confi...
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作者：O'Brien, Jonathan P.; David, Parthiban; Yoshikawa, Toru; Delios, Andrew
作者单位：Rensselaer Polytechnic Institute; American University; Singapore Management University; National University of Singapore
摘要：Extant theories agree that debt should inhibit diversification but predict opposing performance consequences. While agency theory predicts that debt should lead to higher performance for diversifying firms, transaction cost economics (TCE) predicts that more debt will lead to lower performance for firms expanding into new markets. Our empirical tests on a large sample of Japanese firms support TCE by showing that firms accrue higher returns from leveraging their resources and capabilities into...
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作者：Schilling, Melissa A.; Fang, Christina
作者单位：New York University
摘要：The interpersonal network structure of an organization directly influences the diffusion and recombination of ideas and can thus facilitate or impede organizational learning. Most interpersonal networks have 'hubs'-individuals who have significantly more connections than does the average member. This raises important questions about how hubs influence organizational learning outcomes. Does the presence of hubs improve or impair performance? What happens if hubs forget or misrepresent informati...
