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作者：Lam, Catherine K.; Huang, Xu; Chan, Simon C. H.
作者单位：City University of Hong Kong; Hong Kong Polytechnic University; Hong Kong Polytechnic University
摘要：Drawing on implicit leadership theory (Brown & Lord, 2001; Eden & Leviatan, 1975), we hypothesize that the relationship between participative leadership and employee performance is curvilinear (J-shaped), suggesting that participative leadership is unrelated to employee performance when participative leadership is below a moderate level (i.e., a threshold). Above this threshold, increased participative leadership is related to higher employee performance. Building on adaptive resonance theory ...
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作者：Smets, Michael; Jarzabkowski, Paula; Burke, Gary T.; Spee, Paul
作者单位：University of Oxford; University of Oxford; City St Georges, University of London; Aston University; University of Queensland
摘要：Drawing on a yearlong ethnographic study of reinsurance trading in Lloyd's of London, this paper makes three contributions to current discussions of institutional complexity. First, we shift focus away from structural and relatively static organizational responses to institutional complexity and identify three balancing mechanisms-segmenting, bridging, and demarcating-that allow individuals to manage competing logics and their shifting salience within their everyday work. Second, we integrate ...
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作者：Battilana, Julie; Sengul, Metin; Pache, Anne-Claire; Model, Jacob
作者单位：Harvard University; Boston College; ESSEC Business School; Stanford University
摘要：We examine the factors that influence the social performance of hybrid organizations that pursue a social mission and sustain their operations through commercial activities by studying work integration social enterprises (WISEs). We argue that both social imprinting, defined as a founding team's early emphasis on accomplishing the organization's social mission, and economic productivity are important drivers of a WISE's social performance. However, there is a paradox inherent in the social imp...
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作者：Post, Corinne; Byron, Kris
作者单位：Lehigh University; University System of Georgia; Georgia State University
摘要：Despite a large body of literature examining the relationship between women on boards and firm financial performance, the evidence is mixed. To reconcile the conflicting results, we statistically combine the results from 140 studies and examine whether these results vary by firms' legal/regulatory and socio-cultural contexts. We find that female board representation is positively related to accounting returns and that this relationship is more positive in countries with stronger shareholder pr...
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作者：Li, Xu-Hong; Liang, Xiaoya
作者单位：Fudan University
摘要：In China, many successful private-firm entrepreneurs hold representational appointments in political councils such as the People's Congress (PC) or People's Political Consultative Conference (PPCC). By considering Western theories of life career development and Confucian doctrines of personal development, we seek to understand the complex motivations of successful entrepreneurs for joining political councils. We propose a Confucian social model of role transition to explain the pursuit and att...
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作者：Grodal, Stine; Nelson, Andrew J.; Siino, Rosanne M.
作者单位：Boston University; University of Oregon; Stanford University
摘要：The literature on help-giving behavior identifies individual-level factors that affect a help-giver's decision to help another individual. Studying a context in which work was highly interdependent and helping was pervasive, however, we propose that this emphasis on the initial point of consent is incomplete. Instead, we find that workplace help-seeking and help-giving can be intertwined behaviors enacted through an organizational routine. Our research, therefore, shifts the theoretical emphas...
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作者：Bednar, Michael K.; Love, E. Geoffrey; Kraatz, Matthew
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：This study directly examines the reputational penalties that managers pay when they engage in controversial governance practices that raise questions about managerial self-interest. These penalties should deter questionable behavior and enable reputation to serve a social control function, yet we know little about how and when these penalties are actually imposed. Unlike prior research in this vein, we account for the fact that reputational penalties associated with such practices may differ a...
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作者：Butts, Marcus M.; Becker, William J.; Boswell, Wendy R.
作者单位：University of Texas System; University of Texas Arlington; Texas Christian University; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：As advances in communication technologies have made organizations more easily connected to their workforce outside of normal work hours, there is increased concern that employees may experience heightened work-nonwork conflict when away from the office. The current study investigates the effects of electronic communication received during nonwork time using an experience sampling methodology to examine within-person relationships among elements of electronic communication (affective tone, time...
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作者：Ayyagari, Meghana; Dau, Luis Alfonso; Spencer, Jennifer
作者单位：George Washington University; Northeastern University
摘要：With increasing foreign direct investment (FDI) into emerging markets, local firms must make critical strategic decisions in order to remain competitive. When faced with multinational enterprises (MNEs) announcing FDI into their industry, local firms can expand operations and challenge the MNE head on, or refrain from responding directly, effectively ceding market share to the MNE investor. We propose that local firms' responses are shaped by their affiliation with, and position in, a business...
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作者：Erez, Amir; Schilpzand, Pauline; Leavitt, Keith; Woolum, Andrew H.; Judge, Timothy A.
作者单位：State University System of Florida; University of Florida; Oregon State University; State University System of Florida; University of Florida; University of Notre Dame
摘要：Introverted individuals may experience and evaluate their dyadic work relationships differently than extraverts. In two studies, we investigated the interaction effect of an individual's and observing peer's personality traits on performance evaluations and reward giving. Results from Study 1 showed that introverted (but not extraverted) peers consistently evaluated extraverted and disagreeable (but not introverted and agreeable) individuals' performance as lower. Study 2 replicated these find...
