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作者：Aquino, K; Bommer, WH
作者单位：University of Delaware; University System of Georgia; Georgia State University
摘要：This study investigates whether the performance of organizational citizenship behavior and three indicators of social status-hierarchical position, gender, and race-predict employees' vulnerability to being victimized by the harmful actions of others. We hypothesize that interpersonally directed organizational citizenship deflects mistreatment by others because it enhances social attractiveness and creates bonds of mutual obligation and reciprocity. However, drawing from prior research that sh...
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作者：Wasserman, N
作者单位：Harvard University
摘要：In the last few decades, we have developed a substantial body of knowledge about CEO succession. However, except for some studies of family businesses that lack direct applicability to nonfamily CEO succession, the past studies of succession have not examined the very first succession event in a firm, when the Founder-CEO is replaced, on a large-scale basis. The critical differences between later-stage succession and Founder-CEO succession include the higher level of attachment between Founder...
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作者：Schoonhoven, CB
作者单位：University of California System; University of California Irvine
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作者：Ferrin, DL; Dirks, KT
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY; Washington University (WUSTL)
摘要：We test hypotheses asserting that reward structures-an omnipresent element of the work context-have a strong influence on interpersonal trust, and we explore the cognitive and behavioral routes through which the effects may occur. Specifically, we use attribution theory to identify several core processes including social perception (causal schemas), self-perception, and attributional biases (correspondence bias, suspicion effects, and preexisting expectations) that may explain trust developmen...
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作者：Stephan, J; Murmann, JP; Boeker, W; Goodstein, J
作者单位：State University System of Florida; Florida Atlantic University; Northwestern University; University of Washington; University of Washington Seattle; Washington State University
摘要：Multimarket (or multipoint) contact has been shown to deter aggressive actions by rivals toward each other, producing a situation of mutual forbearance among firms. To create this deterrent capability, however, firms must enter each others' markets, which is just the kind of action that the deterrent is supposed to limit. This study explores the questions: Under what conditions are firms likely to behave aggressively toward their multimarket rivals by entering their markets and when will they ...
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作者：Dobrev, SD; Kim, TY; Carroll, GR
作者单位：University of Chicago; Hong Kong University of Science & Technology; Stanford University
摘要：We examine how experiential learning affects organizational change and its consequences on firm mortality. We develop hypotheses about the interactions of experiences with a specific type of organizational change on the one hand, and environmental stability, organizational size, and organizational niche width on the other hand. Our findings draw from analysis of the U.S. automobile industry between 1885 and 1981 and support the general prediction that process effects of change in the organizat...
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作者：Knott, AM; Bryce, DJ; Posen, HE
作者单位：University of Pennsylvania; Brigham Young University
摘要：The resource-based view holds that firms can earn supranormal returns if and only if they have superior resources and those resources are protected by some form of isolating mechanism preventing their diffusion throughout industry. One isolating mechanism that has been proposed for intangible assets is their accumulation process. The hypothesis is that intangible assets are inherently inimitable because would-be imitators need to replicate the entire accumulation path to achieve the same resou...
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作者：Hinds, PJ; Bailey, DE
作者单位：Stanford University
摘要：The bulk of our understanding of teams is based on traditional teams in which all members are collocated and communicate face to face. However, geographically distributed teams, whose members are not collocated and must often communicate via technology, are growing in prevalence. Studies from the field are beginning to suggest that geographically distributed teams operate differently and experience different outcomes than traditional teams. For example, empirical studies suggest that distribut...
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作者：Hannan, MT; Pólos, L; Carroll, GR
作者单位：Stanford University; Eotvos Lorand University; Erasmus University Rotterdam; Erasmus University Rotterdam - Excl Erasmus MC
摘要：This article develops a formal theory of the structural aspects of organizational change. It concentrates on changes in an organization's architecture, depicted as a code system. It models the common process whereby an initial architectural change prompts other changes in the organization, generating a cascade of changes that represents the full reorganization. The main argument ties centrality of the organizational unit initiating a change to the total time that the organization spends reorga...
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作者：Martin, X; Salomon, R
作者单位：New York University; Tilburg University; University of Southern California
摘要：This paper examines the impact of knowledge tacitness on a firm's propensity to establish plants in foreign rather than domestic locations. Our predictions build on knowledge-based, internalization, and evolutionary theories of foreign direct investment. We argue that the tacitness of technology has an inverted-U effect on the propensity to undertake foreign investment. We also expect that as a firm learns about a technology, it will become more likely to make foreign investments. We examine t...
