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作者：Neuberger, Isabel; Kroezen, Jochem; Tracey, Paul
作者单位：University of Southampton; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; University of Cambridge; University of Cambridge; University of Cambridge; University of Melbourne
摘要：This paper seeks to advance understanding of how new social ventures can gain legiti-macy in authoritarian contexts. Through a study of a new disability rights organization in post-revolutionary Egypt, we theorize how authoritarianism poses distinct challenges for social ventures that require different legitimation strategies than those commonly reported in the literature. Specifically, we use our case study to build a theoretical model that suggests social ventures need to achieve optimal ass...
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作者：Shulist, Patrick; Rivera-Santos, Miguel; Kistruck, Geoffrey M.; Nguni, Winnie
作者单位：Aalto University; Babson College; York University - Canada; University of Dar es Salaam
摘要：Role theory generally predicts that when the demands and norms of two roles are highly contrasted, individuals will construct a strong boundary to separate the roles. However, such predictions are grounded primarily in the Global North, emphasizing role pairings including work-family and hybrid work-work. Comparatively, the Global South is characterized by a lack of public services that creates a highly contrasted, highly salient, and yet understudied role pairing-work-community. Additionally,...
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作者：Doyle, Sarah P.; Chung, Seunghoo; Lount Jr, Robert B.; Swaab, Roderick, I; Rathjens, Jake
作者单位：University of Arizona; Hong Kong Polytechnic University; University System of Ohio; Ohio State University; University System of Ohio; Ohio State University; University System of Ohio; Ohio State University; INSEAD Business School
摘要：Although teams of negotiators are widely assumed to be better at unlocking integrative solutions compared to individual negotiators, the interteam negotiation context is characterized by unique challenges that can make effective collaboration between teams difficult. We extend our theoretical understanding of interteam negotiations by offering novel insights about when and why teams realize their potential in integrative negotiations. Specifically, we propose a theoretical model that explains ...
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作者：Flynn, Francis J.; Lide, Chelsea R.
作者单位：Stanford University
摘要：Leaders may be seen by their followers as miscalibrating the quantity of their communication-sharing too much or too little. We propose that leaders are more likely to be seen as under-communicating than over-communicating, even though under -communication is more heavily penalized. In Study 1a, we examine 2,717 qualitative comments from archived leadership assessments and find that leaders are nearly 10 times as likely to be criticized for under-communicating than for over-communicating. In S...
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作者：Hussain, Insiya; Tangirala, Subrahmaniam; Sherf, Elad N.
作者单位：University of Texas System; University of Texas Austin; University System of Maryland; University of Maryland College Park; University of North Carolina; University of North Carolina Chapel Hill
摘要：Employees often engage in collective grassroots efforts to bring about gender equity in the workplace. Such coalition-based advocacy is largely driven by women, which has led to debate about whether men's involvement as allies can help. Integrating literatures on signaling and legitimacy, we propose that the demographic composition of a gender equity advocacy coalition matters: men-only groups lack coalition legitimacy, or the perception that they are the right spokespersons for gender equity ...
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作者：Fetzer, Gregory T.; Harrison, Spencer H.; Rouse, Elizabeth D.
作者单位：University of Liverpool; INSEAD Business School; Boston College
摘要：Working with a prominent mentor can offer many benefits to one's career: mentors provide skills, resources, and values that leave a lasting imprint. Yet, these promising starting points also present a puzzle as people make sense of their careers further on: they must acknowledge their association with their prominent mentor, without being overshadowed by them. We refer to this tension as the paradox of promise. Through a qualitative study of former employees at the Eames Office, we examine how...
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作者：Zhang, Ting; Adam, Dan J. Wang; Galinsky, Adam D.
作者单位：Harvard University; Columbia University
摘要：Although mentorship is vital for individual success, potential mentors often view it as a costly burden. To understand what motivates mentors to overcome this barrier and more fully engage with their mentees, we introduce a new construct, learning direction, which captures the beliefs people have about which individuals within a hierarchy- upward, lateral, or downward-are valuable sources of knowledge. Although most mentors believe knowledge resides higher up in hierarchies, the current resear...
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作者：Carnabuci, Gianluca; Quintane, Eric
作者单位：European School of Management & Technology
摘要：Extant research shows that individual cognitive style affects whether employees benefit most from a brokering or a dense network. But do people build the network structure in which they perform best? We address this question by advancing a novel two-stage explanatory model that explicitly disentangles the network formation process from its performance effects. We hypothesize that adaptors (i.e., individuals inclined to focus on implementable solutions through commonly accepted and well-defined...
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作者：Dencker, John C.; Gruber, Marc; Miller, Toyah; Rouse, Elizabeth D.; von Krogh, Georg
作者单位：Northeastern University; Swiss Federal Institutes of Technology Domain; Ecole Polytechnique Federale de Lausanne; George Mason University; Boston College; Swiss Federal Institutes of Technology Domain; ETH Zurich
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作者：Wellman, Ned; Tro, Christian; Grimes, Matthew; Roberson, Quinetta; Rink, Floor; Gruber, Marc
作者单位：Arizona State University; Arizona State University-Tempe; Kuhne Logistics University; University of Cambridge; Michigan State University; University of Groningen; Swiss Federal Institutes of Technology Domain; Ecole Polytechnique Federale de Lausanne
