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作者：Sayegh, Karla; Langley, Ann; Faraj, Samer
作者单位：University of Cambridge; University of Warwick; McGill University
摘要：Occupational subgroups with similar training often develop differing work practices within their local settings. These differences may create inconsistencies when organizational change brings subgroups together to work alongside each other. Based on a two-year qualitative study of a hospital merger combining two neonatal intensive care units, we consider how differing expert practices may be challenged, preserved, or reconciled when subgroups are brought together. We find that reconciliation p...
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作者：Leonardi, Paul M.; Leavell, Virginia
作者单位：University of California System; University of California Santa Barbara; University of Cambridge
摘要：This study examines how experts who use advanced artificial intelligence (AI) technologies that generate highly detailed and realistic representations can create what we term artificial certainty, which we define as the illusion that complex future outcomes are definitively knowable, even though they are inherently uncertain. Through a comparative study of two urban planning organizations using the same AI simulation tool, we show how this artificial certainty emerges from the ways process exp...
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作者：Jun, Sora; Wu, Junfeng; Kong, Dejun Tony
作者单位：Rice University; Rice University; University of Texas System; University of Texas Dallas; University of Colorado System; University of Colorado Boulder
摘要：Anti-Asian discrimination remains prevalent in the United States but continues to be reported and charged at low levels. In the current research, we seek to understand this puzzle in the context of workplace discrimination. Integrating the literature on the U.S. racial status hierarchy-which positions Asian Americans as an intermediate status group situated in between White and Black Americans-with the prototype model of attributions to discrimination, we propose that lay observers do not cons...
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作者：Hur, Julia D.; Lin, Jun J.
作者单位：New York University; NYU Shanghai; New York University; NYU Shanghai; Stanford University
摘要：The current research examines a potential implication of having a high-status minority member in organizations-a star athlete, professor, or lawyer. Building on the literature on organizational diversity, individual status, and licensing effects, we suggest that having a minority member with high status can license organizational decision makers to reduce their effort in increasing diversity compared with having a minority member with relatively low status. We analyzed the hiring outcomes of M...
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作者：Hedden, Luke N.; Schinoff, Beth S.; Wellman, Ned; Blanchard, Rebecca
作者单位：University of Miami; University of Delaware; Arizona State University-Tempe; Arizona State University; Arizona State University-Tempe; University of Kansas; University of Kansas Medical Center
摘要：This article may be used only for the purposes of research, teaching, and/or private study. Commercial use or systematic downloading (by robots or other automatic processes) is prohibited without explicit Publisher approval, unless otherwise noted. For more information, contact permissions@informs.org. The Publisher does not warrant or guarantee the article's accuracy, completeness, merchantability, fitness inclusion of an advertisement in this article, neither constitutes nor implies a guaran...
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作者：Dell'acqua, Fabrizio; Mcfowland III, Edward; Mollick, Ethan; Lifshitz, Hila; Kellogg, Katherine C.; Rajendran, Saran; Krayer, Lisa; Candelon, Francois; Lakhani, Karim R.
作者单位：Harvard University; University of Pennsylvania; University of Warwick; Massachusetts Institute of Technology (MIT); Boston Consulting Group (BCG)
摘要：We introduce and study the concept of a jagged technology frontier to describe the uneven impact of artificial intelligence (AI) capabilities, where AI assistance improves performance for some tasks but worsens it for others, even within the same knowledge workflow and with a seemingly similar level of difficulty. In collaboration with the global management consulting firm Boston Consulting Group, we have developed realistic management consulting tasks and examined the human performance implic...
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作者：Renvald, Max; Kanitz, Rouven; Bamberger, Peter; Backmann, Julia; Hoegl, Martin
作者单位：University of Mannheim; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Tel Aviv University; University of Munster; University of Munich
摘要：Political polarization is recognized as a global risk. Although emerging studies on political dissimilarity at work highlight important implications for how employees behave and interact, findings are at times inconsistent. To provide a more nuanced understanding of when and why political dissimilarity disrupts workplace interactions, we draw on the social identity approach and threat processing to examine how political dissimilarity shapes perceptions of work relationships and behavior before...
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作者：Anderson, David; Bjarnadottir, Margret V.; Ross, David Gaddis
作者单位：Villanova University; University System of Maryland; University of Maryland College Park; State University System of Florida; University of Florida
摘要：In recent years, many firms have prioritized both pay equity (i.e., closing pay gaps associated with target groups such as women and racial minorities) and equitable representation (i.e., ensuring these target groups are fairly represented across a firm's hierarchy). We use formal modeling and simulations to show how efforts to close pay gaps across multiple groups can undermine equitable representation. Specifically, our analysis suggests that pressure for pay equity creates a cost-based fina...
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作者：Kagan, Max; Frake, Justin; Hurst, Reuben
作者单位：Columbia University; University of Michigan System; University of Michigan; University System of Maryland; University of Maryland College Park
摘要：This paper introduces VRscores, a workplace-level measure of employee partisanship constructed by linking U.S. voter registrations to electronically available worker profiles covering 2012 to 2024. The resulting organizational-level data set captures the partisanship of 24.5 million workers across more than 534,000 employers with at least five matched employees. We release this employer-level data set along with parallel data sets reporting VRscores at the firm, occupation, industry, and metro...
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作者：Xu, Jeremy Lei; Wang, Milo Shaoqing; Hiatt, Shon R.; Park, Haemin Dennis
作者单位：University of Missouri System; University of Missouri Saint Louis; Arizona State University; Arizona State University-Tempe; University of Southern California; University of Texas System; University of Texas Dallas
摘要：Research in advanced economies shows that street protests can indirectly influence untargeted firms through informational spillovers. We propose that, in developing economies, the indirect effects of street protests extend beyond information cues to include a resource spillover effect. Specifically, local officials may be motivated to defuse or redirect the momentum of street protests by appealing to constituents' aspirations for economic well-being. This middle-ground approach sits between sy...
