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作者：Sherf, Elad N.; Venkataramani, Vijaya; Gajendran, Ravi S.
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University System of Maryland; University of Maryland College Park; State University System of Florida; Florida International University
摘要：Why do managers act unfairly even when they recognize the significant organizational benefits of treating employees fairly? Prior research has explained this puzzling phenomenon predominantly through an actor-centric perspective, proposing that managers' just behavior is an outcome of their own individual differences. This paper shifts the locus of theorizing away from managers to their organizational context by arguing that managers' adherence to principles of justice is often influenced by t...
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作者：Hehenberger, Lisa; Mair, Johanna; Metz, Ashley
作者单位：Universitat Ramon Llull; Escuela Superior de Administracion y Direccion de Empresas (ESADE); Hertie School; Stanford University; Tilburg University
摘要：We advance a novel idea-centric perspective to study power-laden aspects of institutional life in fields. Our study includes data from the field of impact investing in Europe from 2006-2018, collected from the inside and analyzed collaboratively by inside and outside researchers. We develop an analytical tool based on dichotomies to detect latent forms of conflict that easily remain unnoticed and to see how some ideas become dominant while others are abandoned or sidelined. We display the asse...
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作者：DeCelles, Katherine A.; Leslie, Lisa M.; Shaw, Jason D.
作者单位：University of Toronto; New York University; Nanyang Technological University
摘要：Once upon a time, there lived an aspiring management scholar named Goldilocks. She decided her manuscript was ready for submission to a top journal. After surveying the landscape, she narrowed her focus onto three excellent journals. She decided to try a psychology-oriented journal first. The editor's rejection letter stated: This paper is too applied, lacks causality, and only has one study! After days of looking up authors' first names for reference reformatting, she submitted to the second,...
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作者：Hussain, Insiya; Shu, Rui; Tangirala, Subrahmaniam; Ekkirala, Srinivas
作者单位：University System of Maryland; University of Maryland College Park; Shanghai University of Finance & Economics; University System of Maryland; University of Maryland College Park; Indian Institute of Management (IIM System); Indian Institute of Management Bangalore
摘要：Employees often remain silent rather than speak up to managers with work-related ideas, concerns, and opinions. As a result, managers can remain in the dark about issues that are otherwise well known to, or universally understood by, frontline employees. We propose a previously unexplored explanation for this phenomenon: Voice is prone to bystander effects, such that, the more certain information is shared among employees, the less any particular employee feels individually responsible for bri...
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作者：Goh, Kenneth T.; Pentland, Brian T.
作者单位：Singapore Management University; Michigan State University; Michigan State University's Broad College of Business
摘要：This paper demonstrates a new way of seeing and theorizing about the dynamics of organizational routines through the concept of paths-time-ordered sequences of actions or events in performing work. Empirically and conceptually, paths provide the missing link between specific actions and patterns of action. When routines are represented as a narrative network, tracing the formation and dissolution of action paths can generate new insights about the dynamic patterning of actions in routine perfo...
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作者：Ravasi, Davide; Rindova, Violina; Stigliani, Ileana
作者单位：University of London; University College London; University of Southern California; University of Southern California; Imperial College London
摘要：A growing body of research on how organizations engage with their histories has shown that organizational members revisit history in the light of present-day concerns to inspire or legitimize future courses of action. Studies of the processes through which organizational history is brought to bear on the present and future, however, remain rare. To uncover the processes and practices through which organizational members systematically engage with history, we investigate uses of material memory...
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作者：Dobrev, Stanislav D.; Kim, Tai-Young
作者单位：University of Wisconsin System; University of Wisconsin Milwaukee; Sungkyunkwan University (SKKU)
摘要：Ideas about the role of the organization in models of voluntary turnover remain scant. We posit that the social audience in general, and people working in organizations in particular, sort organizations into categories (organizational forms) and rely on knowledge of the taken-for-granted external identities of firms in these categories to interpret their experience as employees. Although many of these interpretations revolve around size, categorical distinctions between small and large firms p...
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作者：Blagoev, Blagoy; Schreyoegg, Georg
作者单位：Leuphana University Luneburg; Free University of Berlin; University of Graz
摘要：This paper develops temporal uncoupling as a new way of seeing the puzzling persistence of extreme work hours, as well as the temporal relations of organizations and their environments. Drawing on a historical case study, we trace and analyze the genesis, reinforcement, and maintenance of extreme work hours in an elite consulting firm over a period of 40 years. We find that a small shift in temporal structuring mobilized two positive feedback processes. These processes consolidated a temporal ...
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作者：Luan, Shenghua; Reb, Jochen; Gigerenzer, Gerd
作者单位：Chinese Academy of Sciences; Institute of Psychology, CAS; Singapore Management University; Max Planck Society
摘要：Heuristics are often viewed as inferior to rational strategies that exhaustively search and process information. Introducing the theoretical perspective of ecological rationality, we challenge this view and argue that, under conditions of uncertainty common to managerial decision making, managers can actually make better decisions using fast-and-frugal heuristics. Within the context of personnel selection, we show that a heuristic called D-inference can more accurately predict which of two job...
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作者：Troester, Christian; Parker, Andrew; Van Knippenberg, Daan; Sahlmuller, Ben
作者单位：Kuhne Logistics University; University of Exeter; Drexel University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC; Kuhne Logistics University
摘要：Research has shown that employees who occupy more central positions in their organization's network have lower turnover. As a result, scholars commonly interpret turnover as the consequence of social networks. Based on conservation of resources theory, we propose an alternative coevolution perspective that recognizes the influence of changes in individuals' social network position on their thoughts of quitting (the consideration of turnover), and which also posits that thoughts of quitting sha...
