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作者：Soenen, Guillaume; Melkonian, Tessa; Ambrose, Maureen L.
作者单位：emlyon business school; emlyon business school; State University System of Florida; University of Central Florida
摘要：Building on fairness heuristic theory and dual-process theories of cognition, we examine individuals' perceptions of phase shifting. We define phase shifting as an individual perception that triggers a shift from type 1 to type 2 cognitive processes resulting in the reevaluation of justice judgments. In a longitudinal study of a merger, we empirically test the influence of phase-shifting perceptions on justice judgments, and we identify antecedents of phase-shifting perceptions. We find employ...
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作者：Schaumberg, Rebecca L.; Flynn, Francis J.
作者单位：University of Pennsylvania; Stanford University
摘要：We posit a female advantage in the relationship between self-reliance and leadership evaluations. We test this prediction in four studies. First, using multi-rater evaluations of young managers, we find that self-reliance relates positively to leadership evaluations for women, but not for men. Next, in each of three experiments, we manipulate the gender of a leader and the agentic trait he or she displays (e.g., self-reliance, dominance, no discrete agentic trait). We find that self-reliant fe...
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作者：Heaphy, Emily D.
作者单位：University of Rhode Island
摘要：While organizations and researchers have traditionally conceptualized customers as consumers of their services and products, there is a growing recognition that organizations need to develop more collaborative relationships with clients. In this research, I explore one implication of this shift-how employees respond to client conflicts. In a multi-method qualitative study, I studied patient advocates, hospital employees who mediate conflicts between patients, families, and staff. I develop a p...
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作者：Love, E. Geoffrey; Lim, Jaegoo; Bednar, Michael K.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Hong Kong Polytechnic University
摘要：It is widely assumed that CEOs shape how people view firms, but the question of how these leaders influence corporate reputations has received little theoretical or empirical attention. This study addresses two core questions in this vein: to what degree do leaders really matter for firm reputation, and which leaders affect their firm's reputation? We develop theory to explain how and why leaders should enter into evaluations of the firms that they lead. Specifically, we propose that CEOs' eff...
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作者：Harrison, Spencer H.; Dossinger, Karyn
作者单位：INSEAD Business School; Suffolk University
摘要：We propose and test a multilevel model that positions trait curiosity as a key individual difference during the revision and evaluation stages of the creative process. Using a sample of T-shirt designers, their creative drafts, and the questions and comments that feedback seekers and providers posted to an online workshop, we find curiosity acts as a bridge connecting creative workers with their feedback providers in novel ways. We advance pliable guidance as a theoretical umbrella to describe...
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作者：Lawrence, Thomas B.
作者单位：University of Oxford
摘要：Around the world, potentially effective responses to serious social problems are left untried because those responses are politically, culturally, or morally problematic in affected communities. I describe the process through which communities import such practices as high-stakes institutional translation. Drawing on a study of NorthAmerica's first supervised injection site for users of illegal drugs, I propose a process model of high-stakes institutional translation that involves a triggering...
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作者：Aranda, Carmen; Arellano, Javier; Davila, Antonio
作者单位：University of Navarra; University of Navarra; University of Navarra; IESE Business School
摘要：This paper examines organizational learning in a target setting. Organizations commonly set targets-explicit and quantitative reference points-for their operational units that reflect top management aspirations for these units. Targets are commonly the outcome of a subjective process where supervisors combine their explicit and tacit knowledge to set performance expectations for their units. Using a proprietary database from a large European travel company during a period of rapid expansion, w...
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作者：Shin, Duckjung; Hasse, Vanessa C.; Schotter, Andreas P. J.
作者单位：University of Lethbridge; University of San Francisco; Western University (University of Western Ontario)
摘要：Prior research into the effects of cultural differences between multinational enterprises' (MNEs') home and host countries on expatriate staffing decisions in foreign subsidiaries has produced a large number of conflicting findings. We address some of these conflicting findings and aim to advance theory in two ways. First, we draw on transaction cost economics to explain why and how the effects of cultural distance on the proportion of expatriate parent-country nationals form a curvilinear rel...
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作者：Hewlin, Patricia Faison; Dumas, Tracy L.; Burnett, Meredith Flowers
作者单位：McGill University; University System of Ohio; Ohio State University; American Institutes for Research
摘要：When employees feel that their values do not match those of the organization, they often respond by pretending to fit in. We examine how leader integrity influences the tendency to create facades of conformity, proposing that employees will actually fake more when leaders are principled. In a laboratory experiment (Study 1), undergraduate students whose values ostensibly differed from those of other discussion group members and the university administration created more facades when they perce...
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作者：Hampel, Christian E.; Tracey, Paul
作者单位：Imperial College London; University of Cambridge; University of Cambridge
摘要：Based on an in-depth historical study of how Thomas Cook's travel agency moved from stigmatization to legitimacy among the elite of Victorian Britain, we develop a model of organizational destigmatization. We find that audiences stigmatize an organization because they fear that it threatens a particular moral order, which leads them to mount sustained attacks designed to weaken or eradicate the organization. Our model suggests that an organization that experiences this form of profound disappr...
