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作者：Hekman, David R.; Johnson, Stefanie K.; Foo, Maw-Der; Yang, Wei
作者单位：University of Colorado System; University of Colorado Boulder; National University of Singapore; University of Texas System; University of Texas Austin
摘要：We seek to help solve the puzzle of why top-level leaders are disproportionately White men. We suggest that this race-and sex-based status and power gap persists, in part, because ethnic minority and female leaders are discouraged from engaging in diversityvaluing behavior. We hypothesize, and test in both field and laboratory samples, that ethnic minority or female leaders who engage in diversity-valuing behavior are penalized with worse performance ratings, whereas White or male leaders who ...
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作者：Dineen, Brian R.; Duffy, Michelle K.; Henle, Christine A.; Lee, Kiyoung
作者单位：Purdue University System; Purdue University; University of Minnesota System; University of Minnesota Twin Cities; Colorado State University System; Colorado State University Fort Collins; State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：We propose a novel temporal-based theory of how a painful social comparative emotion-job search envy-transmutes as deviant or normative job search behaviors (resume fraud or search effort). We theorize that as job searches progress across time or discrete events, temporal-based pressure increases via perceptions that situations are less changeable or more critical, propelling envious job seekers toward deviant rather than normative search behavior. We propose that market-based pressure, derivi...
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作者：Yam, Kai Chi; Klotz, Anthony C.; He, Wei; Reynolds, Scott J.
作者单位：National University of Singapore; Oregon State University; Huazhong University of Science & Technology; University of Washington; University of Washington Seattle
摘要：Research has consistently demonstrated that organizational citizenship behaviors (OCBs) produce a wide array of positive outcomes for employees and organizations. Recent work, however, has suggested that employees often engage in OCBs not because they want to but because they feel they have to, and it is not clear whether OCBs performed for external motives have the same positive effects on individuals and organizational functioning as do traditional OCBs. In this article, we draw from self-de...
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作者：Guo, Wei; Yu, Tieying; Gimeno, Javier
作者单位：Hong Kong Polytechnic University; Boston College; INSEAD Business School; INSEAD Business School
摘要：Firms have a lot to lose from the entry of competitors into their markets. Grounded in the research on interfirm rivalry and strategic communication, we proposed and tested hypotheses suggesting that, when the managers of incumbent firms perceive a high threat of entry, they are more likely to use vagueness in their corporate communications to make their strategies and actions harder to discern. This lessened interpretation results in fewer competitive entries by potential entrants. We used co...
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作者：Carnahan, Seth; Kryscynski, David; Olson, Daniel
作者单位：University of Michigan System; University of Michigan; Brigham Young University; University of Washington; University of Washington Seattle
摘要：This study places important boundary conditions on the generally accepted notion that CSR will reduce turnover. Our primary argument is that CSR will be most effective at reducing turnover that is motivated by a preference for more meaningfulness at work. We find empirical support for this idea using microdata on attorneys employed by large law firms. We find that firms with higher levels of CSR have moderately lower rates of turnover to startup law firms and turnover through occupation change...
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作者：Opper, Sonja; Nee, Victor; Holm, Hakan J.
作者单位：Lund University; Cornell University; Cornell University; Lund University
摘要：In China, the strategic use of personal relationships is pervasive in transactions with government authorities as well as in interfirm relations. Explanations as to when and why firms rely on guanxi emphasize a close link between organizational resources, environment, and corporate strategic choices. Our study shifts attention to the importance of CEO preferences, specifically risk aversion, and suggests an investment theory of strategic reliance on personal relations to achieve organizational...
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作者：Toubiana, Madeline; Zietsma, Charlene
作者单位：University of Alberta; York University - Canada
摘要：In this paper, we explore how emotions influence organizations in situations of institutional complexity. In particular, we study members' and leaders' emotive responses and influence activities in response to a disruptive event that led to a violation of expectations. Our findings show that when people's expectations of an organization's actions are violated it can trigger a process of emotional escalation that leads to destabilization of the organization through the emotion-laden influence a...
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作者：Wright, April L.; Zammuto, Raymond F.; Liesch, Peter W.
作者单位：University of Queensland; University of Colorado System; University of Colorado Denver; University of Queensland
摘要：Specialization within professions creates challenges for maintaining the macro-level values of the profession in the everyday work of specialists at the micro level inside organizations. By conducting a qualitative study of emergency-department physicians and their interactions with other hospital specialists, we show how specialists maintain professional values through two distinct processes of institutional work in which moral emotions-that is, emotions linked to the interests of others-play...
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作者：Stewart, Greg L.; Astrove, Stacy L.; Reeves, Cody J.; Crawford, Eean R.; Solimeo, Samantha L.
作者单位：US Department of Veterans Affairs; University of Iowa; University of Iowa; University System of Ohio; John Carroll University; Brigham Young University; University of Iowa; University of Iowa
摘要：We use a convergent parallel mixed methods approach to explore barriers to the successful implementation of a team-based empowerment initiative within the Veterans Health Administration. Although previous research has suggested that leaders often actively obstruct empowerment initiatives, little is known about the reasons behind and effects of such hindering. Using a longitudinal quasi-experimental design, we support a hypothesis that higher-status physician leaders are less successful than lo...
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作者：Matta, Fadel K.; Scott, Brent A.; Colquitt, Jason A.; Koopman, Joel; Passantino, Liana G.
作者单位：University System of Georgia; University of Georgia; Michigan State University; Michigan State University's Broad College of Business; Texas A&M University System; Texas A&M University College Station; Mays Business School; Michigan State University; Michigan State University's Broad College of Business
摘要：Research on organizational justice has predominantly focused on between-individual differences in average levels of fair treatment experienced by employees. Recently, researchers have also demonstrated the importance of considering dynamic, withinindividual fluctuations in fair treatment experienced by employees over time. Drawing on uncertainty management theory, we merge these two streams of research and introduce the concept of justice variability, which captures between-person differences...
