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作者：Grant, Adam M.; Berg, Justin M.; Cable, Daniel M.
作者单位：University of Pennsylvania; University of London; London Business School
摘要：Job titles help organizations manage their human capital and have far-reaching implications for employees' identities. Because titles do not always reflect the unique value that employees bring to their jobs, some organizations have recently experimented with encouraging employees to create their own job titles. To explore the psychological implications of self-reflective job titles, we conducted field research combining inductive qualitative and deductive experimental methods. In Study 1, a q...
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作者：Howard-Grenville, Jennifer; Buckle, Simon J.; Hoskins, Brian J.; George, Gerard
作者单位：University of Oregon; Imperial College London; Imperial College London
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作者：Aime, Federico; Humphrey, Stephen; Derue, D. Scott; Paul, Jeffrey B.
作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Michigan System; University of Michigan; University of Tulsa
摘要：In this paper, we develop the concept of a power heterarchy, which is a conceptualization of power structures in groups that is more dynamic and fluid than traditional hierarchical structures. Through a study of 516 directional dyads in 45 teams, we demonstrate that heterarchical structures in which the expression of power actively shifts among team members to align team member capabilities with dynamic situational demands can enhance team creativity. Our results indicate that this positive ef...
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作者：Bidwell, Matthew; Keller, J. R.
作者单位：University of Pennsylvania
摘要：We examine which jobs are more likely to be filled by internal mobility (specifically, promotions and lateral transfers) than by hiring. Building on the assumptions of transaction cost accounts of employment, we develop a new theory that focuses on the interaction between the problems of evaluating and integrating external hires, on the one hand, and the incentive costs of failing to promote eligible workers, on the other. These arguments lead us to predict how three specific characteristics o...
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作者：Mair, Johanna; Hehenberger, Lisa
作者单位：Hertie School
摘要：Actors who support dissimilar institutional models can overcome conflict and move toward mutually beneficial coexistence. To see how, we studied the emergence of venture philanthropy, a rationalized approach to organizational philanthropy in Europe. Our analysis leverages multiple sources of data and focuses on field-configuring events as settings for interactions. We show how convening bringing together dissimilar actors in different types of events creates relational spaces for negotiation o...
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作者：Washburn, Mark; Bromiley, Philip
作者单位：California State University System; California State University Long Beach; University of California System; University of California Irvine
摘要：Securities analysts' predictions of firms' earnings per share constitute important performance targets for those firms. Firm managers attempt to both influence analysts' targets and achieve the targets. We draw on the impression management literature to offer hypotheses regarding how a firm's performance relative to prior targets influences the impression management activities of issuing forecast guidance, having conference calls with analysts, and issuing press releases. We also consider the ...
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作者：Hollensbe, Elaine; Wookey, Charles; Hickey, Loughlin; George, Gerard; Nichols, Cardinal Vincent
作者单位：University System of Ohio; University of Cincinnati; Imperial College London
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作者：Kong, Dejun Tony; Dirks, Kurt T.; Ferrin, Donald L.
作者单位：University of Richmond; University of Richmond; Washington University (WUSTL); Singapore Management University
摘要：Trust has long been recognized, by scholars and practitioners alike, as an important factor for negotiation success. However, there has been little effort to date to empirically review or theoretically synthesize the research on trust in the context of negotiations. We present a social exchange framework that describes the processes through which trust influences negotiation behaviors and outcomes. We identified three critical contingencies that modified the effects of trust on negotiation beh...
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作者：Trougakos, John P.; Hideg, Ivona; Cheng, Bonnie Hayden; Beal, Daniel J.
作者单位：University of Toronto; Wilfrid Laurier University; Hong Kong Polytechnic University; University of Texas System; University of Texas at San Antonio
摘要：Work recovery research has focused mainly on how after-work break activities help employees replenish their resources and reduce fatigue. Given that employees spend a considerable amount of time at work, understanding how they can replenish their resources during the workday is critical. Drawing on ego depletion (Muraven & Baumeister, 2000) and self-determination theory (Deci & Ryan, 1985), we employed multi-source experience sampling methods to test the effects of a critical boundary conditio...
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作者：Wang, Chunlei; Rodan, Simon; Fruin, Mark; Xu, Xiaoyan
作者单位：California State University System; San Jose State University; California State University System; San Jose State University; California State University System; San Jose State University
摘要：Innovation in firms is doubly embedded: in a social network of collaborations between researchers, and in a knowledge network composed of linkages between knowledge elements. The two networks are decoupled. Their structural features are distinct and influence researchers' exploratory innovation differently. Using the patent data of a leading U.S. microprocessor manufacturer, we constructed the firm's collaboration and knowledge networks, and examined the effects of two structural features in t...
