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作者：Godart, Frederic C.; Maddux, William W.; Shipilov, Andrew V.; Galinsky, Adam D.
作者单位：INSEAD Business School; Columbia University
摘要：This research explores whether the foreign professional experiences of influential executives predict firm-level creative output. We introduce a new theoretical model, the foreign experience model of creative innovations, to explain how three dimensions of executives' foreign work experiences-breadth, depth, and cultural distance-predict an organization's creative innovations, which we define as the extent to which final, implemented products or services are novel and useful from the standpoin...
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作者：Gruber, Marc; de Leon, Nick; George, Gerard; Thompson, Paul
作者单位：Swiss Federal Institutes of Technology Domain; Ecole Polytechnique Federale de Lausanne
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作者：Harrison, Spencer H.; Rouse, Elizabeth D.
作者单位：Boston College; Boston University
摘要：Coordination challenges are an inherent part of group work. They are perhaps more daunting for creative work because coordinating creative work-requires allowing for dynamics that seem to pull the group together, or integrate, while also fostering dynamics that pull the group apart, or de-integrate. During an inductive study of modern dance group rehearsals, these interactions emerged as central to understanding how groups navigate coordinating creative work. Our emergent findings reveal how g...
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作者：Rogan, Michelle
作者单位：INSEAD Business School
摘要：To reduce vulnerability to exchange relationship loss when executives leave, firms often form multiple ties to the same exchange partners. Despite the assumed importance of interorganizational multiplexity for relationship retention, theory and evidence of its effect are lacking. Analysis of a longitudinal sample of client ties of advertising firms confirms that, in general, multiplexity improves retention. However, only relationships that span intraorganizational units with convergent interes...
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作者：Liden, Robert C.; Wayne, Sandy J.; Liao, Chenwei; Meuser, Jeremy D.
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; Michigan State University
摘要：In a sample of 961 employees working in 71 restaurants of a moderately sized restaurant chain, we investigated a key tenet of servant leadership theory that servant leaders guide followers to emulate the leader's behavior by prioritizing the needs of others above their own. We developed and tested a model contending that servant leaders propagate servant leadership behaviors among followers by creating a serving culture, which directly influences unit (i.e., restaurant/store) performance and e...
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作者：Jia, Liangding; Shaw, Jason D.; Tsui, Anne S.; Park, Tae-Youn
作者单位：Nanjing University; Hong Kong Polytechnic University; Peking University; Shanghai Jiao Tong University; Fudan University; Arizona State University; Arizona State University-Tempe; Vanderbilt University
摘要：We develop a social-structural perspective on the relationship between employee-organization relationships (EORs) and team creativity. We argue that the mutual investment EOR approach, in which employers expect high levels of employee contributions and offer extensive inducements, will be associated with higher team creativity relative to other EOR approaches. We also advance the argument that this relationship will be mediated by team member work-related communication density and that the med...
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作者：Broschak, Joseph P.; Block, Emily S.
作者单位：University of Arizona; The University of Notre Dame Australia
摘要：This paper investigates the relationship between managerial exit from advertising agencies and advertisers and the dissolution of dyadic market ties. We examine how the amount and locus (advertiser vs. agency) of managerial exit and the hierarchical level from which exit occurs (executives vs. exchange managers) influence the likelihood that dyadic market ties will dissolve. We theorize that managerial exit disrupts dyadic market ties through its effect on three mechanisms of social capital: i...
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作者：Quy Nguyen Huy; Corley, Kevin G.; Kraatz, Matthew S.
作者单位：INSEAD Business School; Arizona State University; Arizona State University-Tempe; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：Based on a three-year inductive study of one organization's implementation of radical organizational change, we examine the critical role played by middle managers' judgments of the legitimacy of their top managers as change agents. Our analysis revealed middle managers' shifting judgments of the change agents' legitimacy that arose with their emotional reactions and produced rising resistance to the change effort. Our inductive model illustrates the dynamic, relational, and iterative relation...
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作者：de Vries, Thomas A.; Walter, Frank; Van der Vegt, Gerben S.; Essens, Peter J. M. D.
作者单位：University of Groningen; Justus Liebig University Giessen; Netherlands Organization Applied Science Research
摘要：This manuscript investigates the role of individual team members' breadth of functional experience for their interteam coordination behavior. Integrating personal construct and social identity theories, we examine interpersonal cognitive complexity as a mediating variable and organizational identification as a moderator. We test our hypotheses across two independent field studies, comprising an international peace support training mission (Study 1) and a municipality administration (Study 2). ...
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作者：Leslie, Lisa M.; Mayer, David M.; Kravitz, David A.
作者单位：New York University; University of Michigan System; University of Michigan; George Mason University
摘要：Affirmative action plans (AAPs) are designed to facilitate workplace success for members of the groups they target (e.g., women, ethnic minorities), yet may have the ironic effect of stigmatizing AAP targets and, in turn, decreasing their performance outcomes. Prior work has focused on the stigma of incompetence as the primary mechanism that links AAPs to performance; however, the broader social psychological literature suggests that additional mechanisms may also play a role. We use stereotyp...
