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作者：Claus, Laura; Greenwood, Royston; Mgoo, John
作者单位：University of London; University College London; University of Alberta; University of Edinburgh
摘要：Why do ideas that have been successfully moved across highly different contexts subsequently disappear? To answer this question, we use longitudinal data on the organization Villages for Africa that introduced macrocredit loans to rural Tanzanians that would enable them to establish their own village enterprises. Several years after the implementation of the idea, it collapsed. Our findings allowus to make two key contributions. First, we provide a process model of high-distance translation th...
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作者：Richard, Orlando C.; Triana, Maria del Carmen; Li, Mingxiang
作者单位：University of Massachusetts System; University of Massachusetts Amherst; Vanderbilt University; Vanderbilt University; State University System of Florida; Florida Atlantic University
摘要：We examine whether matching levels of racial diversity in upper management and lower management (i.e., racial diversity congruence) impact firm productivity. In a sample of high-tech firms, we found that congruence between upper-management racial diversity and lower-management racial diversity positively impacts firm productivity, supporting knowledge-based view perspectives. Furthermore, organizations with high levels of racial diversity in both upper and lower management (i.e., high-high rac...
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作者：Opper, Sonja; Burt, Ronald S.
作者单位：Bocconi University; University of Chicago
摘要：This paper examines the link between the social networks surrounding business leaders and temporal myopia in strategic planning. Specifically, we hypothesize that processes characteristic of being embedded in a closed network are associated with a lack of foresight and a tendency to neglect long-run strategic planning. Using a probability sample of 700 CEOs in China, we show that network closure is associated with temporal myopia, which is evidenced in various measures of business planning. We...
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作者：Han, Jung-Hoon; Pollock, Timothy G.
作者单位：University of Missouri System; University of Missouri Columbia; University of Tennessee System; University of Tennessee Knoxville; University of Tennessee System; University of Tennessee Knoxville
摘要：We examine how actors react to status inconsistencies across multiple status hierarchies. We argue that pluralistic value systems create multiple status conferral mechanisms, and that hierarchies' prestige varies as a function of the values they represent. While status inconsistency, in general, increases the likelihood that actors will pursue opportunities that can boost their lagging status, their status hierarchies' unequal prestige influences the magnitude and direction of actors' response...
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作者：Tang, Shi; Nadkarni, Sucheta; Wei, Liqun; Zhang, Stephen X.
作者单位：City University of Hong Kong; University of Cambridge; Hong Kong Baptist University; University of Adelaide
摘要：This paper offers a novel theoretical account of why and when top management team (TMT) gender diversity lends strategic advantage. Building on social role theory, we develop a moderated-mediation model showing: (a) TMT psychological safety mediates the effect of TMT gender diversity on firm ambidextrous strategic orientation (ASO) (why), and (b) firm slack moderates this mediated effect (when). We tested our model in the context of Chinese high-tech small- and medium-sized enterprises. After ...
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作者：Dlugos, Kathryn; Keller, J. R.
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Cornell University
摘要：Internal talent markets-created when firms post open jobs and invite current employees to apply-enhance the value of an organization's human capital by generating complementary person-job matches. Yet these markets generate more internal rejections than matches, as not all internal applicants are hired. We develop theory to explain when rejections are more or less likely to deplete an organization's human capital resources through voluntary turnover. Drawing on the extant intraorganizational m...
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作者：Cunningham, Julia Lee; Gino, Francesca; Cable, Dan M.; Staats, Bradley R.
作者单位：University of Michigan System; University of Michigan; Harvard University; University of London; London Business School; University of North Carolina; University of North Carolina Chapel Hill
摘要：Teams often fail to reach their potential because members' concerns about being socially accepted prevent them from offering their unique perspectives to the team. Drawing on relational self and self-affirmation theory, we argue that affirmation of team members' social worth by trusted people outside the team helps them internalize an identity as a valued contributor, thereby reducing social acceptance concerns and facilitating information sharing in teams. We devised three intervention studie...
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作者：Kahn, William A.; Rouse, Elizabeth D.
作者单位：Boston University; Boston College
摘要：Many workers experience organization dysfunction stemming from leaders. Yet organization members have limited responses; they can directly or indirectly confront senior leaders, engage individual stress coping strategies, or leave the organization. We offer another response by theorizing auxiliary routines as behavioral sequences through which multiple actors coordinate responses to complex and enduring socioemotional dynamics that threaten to undermine the enactment of standard operating task...
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作者：Kim, Ji Youn (Rose); Steensma, H. Kevin; Heidl, Ralph A.
作者单位：University of Kentucky; University of Washington; University of Washington Seattle; University of Oregon
摘要：We explore how an incumbent firm's internal inventor network configuration influences its ability to assimilate and absorb new venture technologies. We find that incumbents that have internal inventor network configurations in which inventors are heavily clustered into cohesive subgroups of interconnected inventors are more likely to build on new venture technologies. We suggest that such networks engender specific social capital in terms of information conduits, trust, and common vernaculars ...
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作者：Methot, Jessica R.; Rosado-Solomon, Emily H.; Downes, Patrick E.; Gabriel, Allison S.
作者单位：Rutgers University System; Rutgers University New Brunswick; University of Exeter; California State University System; California State University Long Beach; University of Kansas; University of Arizona
摘要：Small talk-trivial communication not core to task completion-is normative and ubiquitous in organizations. Although small talk comprises up to one-third of adults' speech, its effects in the workplace have been largely discounted. Yet, research has suggested that small talk may have important consequences for employees. Integrating theories of interaction rituals and microrole transitions, we explore how and why seemingly inconsequential workday conversations meaningfully impact employees' exp...
