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作者：Zobel, Ann-Kristin; Falcke, Lukas; Comello, Stephen D.
作者单位：University of St Gallen; Vrije Universiteit Amsterdam; Stanford University
摘要：This study adopts a temporal perspective to investigate how boundary spanners can increase the inflow of external knowledge by engaging with both external and internal parties. We add to prior work on knowledge transfer by shifting the focus from engagement levels to investigating engagement dynamics, especially the degree of switching between external and internal engagement across consecutive time periods. Drawing from a cognitive perspective, we argue that switching strongly between engagem...
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作者：Evans, Jonathan B.; Schilke, Oliver
作者单位：University of British Columbia; University of Arizona
摘要：This article adopts a relational perspective to demonstrate that characteristics of the dyadic relationship between supervisors and their employees are critical to understanding individual-level exploration-understood as the extent to which organizational members pursue new opportunities and experiment with changes to current practices. To this end, we introduce the concept of power framing-that is, whether the control over valued resources is emphasized as the ability to reward or to punish-a...
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作者：Levinthal, Daniel A.; Pham, Dong Nghi
作者单位：University of Pennsylvania; ESSEC Business School; Universitat Ramon Llull; Escuela Superior de Administracion y Direccion de Empresas (ESADE)
摘要：The discussions of organizational politics and processes of organizational adaptation have developed as largely independent streams of work. However, we suggest that organizational politics-in particular, the power dynamics of the dominant coalition-can be a driver for patterns of both continuity and change within organizations. Continuity is maintained by two inertial forces. First, a corporate strategy that conforms to the interest of the dominant coalition will tend to reinforce the power o...
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作者：Weiss, Tim; Lounsbury, Michael; Bruton, Garry
作者单位：Imperial College London; University of Alberta; Texas Christian University; Jilin University; Sun Yat Sen University
摘要：Institutional scholarship on organizing in poverty contexts has focused on the constraining nature of extant institutions and the need for external actors to make transformative change interventions to alleviate poverty. Comparatively little attention has been paid to the potentially enabling nature of extant institutions in poverty contexts. We argue that more empirical work is needed to deepen our understanding of self -organizing processes that actors embedded in such contexts generate in t...
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作者：Brahm, Francisco; Poblete, Joaquin
作者单位：University of London; London Business School; Pontificia Universidad Catolica de Chile
摘要：Prior research emphasizes how organizational culture can hinder organizational adaptation. In this study, we investigate how organizational culture can help promote organizational adaptation to environmental changes, using a formal model from cultural evolution theory. In the model, organizational members face a trade-off between innovating versus following tradition (because environmental changes are uncertain). Members can also decide to help others who are following the tradition, thereby i...
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作者：Chambers, Cassandra R.
作者单位：Johns Hopkins University
摘要：Nonmonetary reward systems that recognize high-quality contributions are a common feature of online communities. A growing body of work demonstrates positive links between nonmonetary rewards and increases in voluntary contributions, but negative externalities that may arise with these systems have received little attention. Concomitant performance pressures could incite counterproductive behaviors, and whether counterproductive behavior would be at the expense of productive contributions is u...
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作者：Bredehorst, Joy; Krautter, Kai; Meuris, Jirs; Jachimowicz, Jon M.
作者单位：University of Cologne; Harvard University; University of Wisconsin System; University of Wisconsin Madison
摘要：Passion for work is highly coveted, but many employees report struggling to maintain their passion over time. In the current research, we explain the challenge of pursuing passion by conceptualizing passion as an attribute with temporal variation. Viewed through a daily lens, we argue that self-regulation plays a critical role in understanding the challenges underlying the daily maintenance of passion. More specifically, we hypothesize that-unless employees adequately regulate their passion on...
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作者：Boussioux, Leonard; Lane, Jacqueline N.; Zhang, Miaomiao; Jacimovic, Vladimir; Lakhani, Karim R.
作者单位：University of Washington; University of Washington Seattle; Harvard University
摘要：The rapid advances in generative artificial intelligence (AI) open up attractive opportunities for creative problem-solving through human-guided AI partnerships. To explore this potential, we initiated a crowdsourcing challenge focused on sustainable, circular economy business ideas generated by the human crowd (HC) and collaborative human-AI efforts using two alternative forms of solution search. The challenge attracted 125 global solvers from various industries, and we used strategic prompt ...
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作者：Gagliardi, Luisa; Mariani, Myriam; Breschi, Stefano
作者单位：Bocconi University; Bocconi University
摘要：This study investigates whether an increase in the demand for nonconventional work schedules helps explain the gender gap in career advancement. We look at employees of U.S. firms acquired between 2010 and 2014 and distinguish between same and different time -zone acquisitions. The idea is that time -zone differences between the headquarters and the newly acquired firm increase the demand for and value of working outside the standard working schedule. This, combined with social norms about wom...
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作者：Hardin, Ashley E.
作者单位：Washington University (WUSTL)
摘要：Employees often receive conflicting advice about sharing personal information in the workplace. They are told to bring your whole self to work but also to keep it professional and not share too much personal information with colleagues. Research has been equivocal in its overall guidance about sharing personal information at work: it may be either beneficial or harmful for work relationships. These inconsistencies are likely driven by the types of questions posed. Specifically, existing resear...
