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作者：Eklund, John C.; Mannor, Michael J.
作者单位：University of Southern California; University of Notre Dame
摘要：Research Summary How do analysts react to communication about firms' strategies? Research has shown that executive communication influences markets, but we know little about reactions to the deeper strategy content communicated. Drawing from research on how evaluative frames and expectation violations shape cognition, we show that when executives focus on growth strategies, analysts react by becoming more curious and analytically intensive. These changes in cognition partially mediate a positi...
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作者：Qiao, Kunyuan; Hiatt, Shon R.; Sine, Wesley D.
作者单位：Northeastern University; University of Southern California; Cornell University
摘要：Reserch Summary We propose that founding partner relationships can leave distinct imprints on organizations that differ in durability and in how they respond to subsequent changes involving the founding partner. Examining South American airlines founded between 1919 and 1984, we argue and find that such relationships simultaneously create an internal capability imprint, enhancing operational performance and facilitating international expansion, and an external identity imprint, constraining ex...
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作者：Wu, Hugh Xiaolong; Liang, Yucheng
作者单位：Washington University (WUSTL); Carnegie Mellon University
摘要：Research Summary Many new employees leave their firms before realizing the returns to experience. One reason is that they cannot see how performance evolves with tenure. We study whether making performance trajectories visible improves retention and firm performance. In a randomized controlled trial at a multinational spa chain in China, workers received twice-weekly information for 28 weeks about the performance path of a high-performing senior coworker. The intervention reduces new-worker at...
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作者：Albert, Daniel; Eklund, John C.; Tang, Lisa
作者单位：Drexel University; University of Southern California; National University of Singapore
摘要：Research Summary Studies using archival organizational structure data are not as prevalent as one might expect for such a critical strategy topic. We seek to facilitate more studies in this domain by introducing a novel, hand-collected dataset of top management team compositions of S&P 500 firms between 1993 and 2020. Alongside providing the original role titles, we use generative Artificial Intelligence (AI) to categorize executives' titles into 6 role groups and 12 hierarchical levels, enabl...
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作者：Eshraghi, Alireza; Vanneste, Bart S.
作者单位：University of London; University College London
摘要：Research Summary Strategy research examines the drivers of firm performance. Variance decomposition studies have analyzed industry's impact, with little attention paid to the industry to which a firm is assigned. This study investigates how industry assignment affects the findings about industry's impact. We analyze existing industry classification schemes and introduce a machine learning-based scheme that leverages an embedding model to process text from annual reports. We find that industry ...
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作者：Pham, Dong Nghi; Rios, Luis A.; Workiewicz, Maciej
作者单位：Universitat Ramon Llull; Escuela Superior de Administracion y Direccion de Empresas (ESADE); Purdue University System; Purdue University; ESSEC Business School
摘要：Research Summary Organizations often hire employees hoping to acquire new knowledge. While the literature has paid considerable attention to the role of the characteristics of the source of knowledge, the recipient firm, and the knowledge being transferred, it has largely overlooked those of the knowledge being replaced. Using a computational model, we examine how the pre-existing knowledge of the hiring firm-specifically its degrees of internal and external fit-influences its ability to learn...
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作者：An, Charlie B.; Wang, Shixiang; Zhao, Minyuan
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of North Carolina School of Medicine; Shanghai University of Finance & Economics; Washington University (WUSTL)
摘要：Research Summary Firms asserting their patents globally face a dilemma: a legal verdict is binding only in the country of litigation, and yet litigating country by country is prohibitively expensive. Thus, firms have to be strategic in deciding where to sue. In this paper, we argue that global patent litigation is not only about winning a case, but also about making a case, that is, leveraging litigation in one country to shape expectations on litigation outcomes elsewhere. Our analyses on pat...
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作者：Alekseeva, Liudmila; Azar, Jose; Gine, Mireia; Samila, Sampsa
作者单位：KU Leuven; University of Navarra; University of Navarra; IESE Business School; University of Navarra; IESE Business School; University of Navarra; IESE Business School
摘要：Research Summary This paper examines how firms' adoption of artificial intelligence (AI) relates to the demand for managers and managerial skills. Using a skills-based measure of AI adoption derived from Lightcast job postings, we show that firms with greater AI adoption post more managerial vacancies and a higher share of such vacancies than less intensive adopters. These relationships are strongest in manufacturing and among firms with higher research & development intensity. Greater AI adop...
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作者：Keum, Dongil Daniel; Bhatia, Nandil
作者单位：Columbia University
摘要：Research Summary Prosocial CEOs, characterized by greater concern for their employees, enhance employee motivation but incur higher costs when implementing layoffs. We develop a psychological model of CEO-firm matching wherein negative industry shocks requiring downsizing asymmetrically erode the match quality for prosocial CEOs. Leveraging increases in Chinese import competition, we show that layoff pressures lead to higher rates of both forced and voluntary turnover among prosocial CEOs. The...
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作者：Kim, J. Daniel; Lee, Matthew
作者单位：University of Pennsylvania; Harvard University
摘要：Research Summary Social responsibility-oriented (SRO) employers are widely understood to enjoy advantages in recruitment and hiring, yet most evidence comes from temporary or hypothetical employment contexts. We test for such advantages using microdata on a structured recruitment process in which startups hired full-time employees. We find that SRO employers attract greater initial interest, especially among female candidates, and are more likely to have their job offers accepted. Among candid...
