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作者：GERWIN, D
作者单位：University of Wisconsin System; University of Wisconsin Milwaukee
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作者：Allen, Ryan T.; Mcdonald, Rory M.
作者单位：University of Washington; University of Washington Seattle; University of Virginia
摘要：Prior research on data-driven innovation, which assumes quantitative analysis as the default, suggests a tradeoff: Organizations that rely heavily on data-driven analysis tend to produce familiar, incremental innovations with moderate commercial potential, at the expense of risky, novel breakthroughs or hit products. We argue that this tradeoff does not hold when quantitative and qualitative analysis are used together. Organizations that substantially rely on both types of analysis in the new-...
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作者：Hannigan, Timothy R.
作者单位：University of Alberta
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作者：Tian, Tanya Y.; Smith, Edward B.
作者单位：New York University; Northwestern University; New York University; NYU Shanghai
摘要：Racial inequality is remarkably resilient in organizational and labor market contexts despite efforts to resolve it, which raises significant questions about the mechanisms underlying its persistence. We argue that organizational efforts that increase the inclusion of underrepresented racial groups in the short term may conceal an emergent mechanism that paradoxically results in exclusion over time. The emergent mechanism stems from an acute misalignment between the scope of allocation in the ...
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作者：Rheinhardt, Alexandra; Briscoe, Forrest; Joshi, Aparna
作者单位：University of Connecticut; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of Connecticut
摘要：Social activists sometimes engage in a form of workplace activism that involves using their employer organization as an unofficial platform to communicate social issue messages to external stakeholders. This type of activism follows a different logic from that of more-familiar citizen activism, in which citizens directly target society and its institutions, and that of organizational-change activism, in which employees aim to influence their employer organization. This article develops and tes...
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作者：[Anonymous]
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作者：Michel, Alexandra
作者单位：University of Pennsylvania
摘要：When organizations take radically new forms, employees' minds and bodies can also take radically new forms, but prior organizational research has lacked the concepts and data to understand such qualitative changes in persons. For 17 years, I studied a profound societal change, the market turn, inside organizations at their center, investment banks on Wall Street. The banks took a new, market-like form that facilitated the emergence of a cultural-historical new form of personhood, the body entr...
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作者：Brenner, Lyle A.
作者单位：State University System of Florida; University of Florida
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作者：Stroube, Bryan K.
作者单位：University of London; London Business School
摘要：Past research indicates that increasing the economic consequences of evaluations should theoretically discourage discrimination by making it more costly. I theorize that such consequences may also encourage discrimination in settings in which evaluators may be motivated by performance expectations, e.g., stereotypes. I explore this theory using data from an online lending platform whose loan guarantee policy reduced the potential economic consequences of using borrowers' demographics during le...
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作者：Castilla, Emilio J.; Rissing, Ben A.
作者单位：Massachusetts Institute of Technology (MIT); Cornell University
摘要：While scholars have shown that well-connected applicants are advantaged in selection processes, less understood is whether such applicants produce important returns to the organization when key decision makers favor them. We begin to address this gap by investigating whether and why application endorsements an informal practice whereby certain individuals (i.e., endorsers) advocate for particular applicants affect organizational selection during the screening of applicants. Through the analysi...
