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作者：Dumas, Tracy L.; Doyle, Sarah P.; Lount Jr, Robert B.
作者单位：University System of Ohio; Ohio State University; University of Arizona
摘要：Organizations benefit from including employees with dissimilar values and perspectives, but their ability to realize these benefits is constrained by the degree to which those holding the dissimilar values (i.e., value minorities) feel comfortable engaging with their colleagues and the work of the collective. We extend theory on value dissimilarity by directly examining the experience of individuals whose values are dissimilar from those of their colleagues, and factors driving their engagemen...
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作者：Ashforth, Blake E.; Schinoff, Beth S.; Rogers, Kristie M.; Lange, Donald
作者单位：Arizona State University; Arizona State University-Tempe; Boston College; University of Delaware; Marquette University
摘要：Soldier-medic. Undercover police officer. Collaborative divorce attorney. Certain jobs require an individual to enact antithetical sets of role expectations (to do X and not-X), such as saving a life and taking a life, in the case of a soldier-medic. Despite their important consequences, we lack a unifying framework for such antithetical expectations and their implied identity foils-where one is expected to be both Dr. Jekyll and Mr. Hyde (a lifesaver and a life-taker). To this end, we build t...
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作者：Kaynak, Ece; Rahman, Hatim A.
作者单位：City St Georges, University of London; Northwestern University
摘要：Existing theory suggests that professionals are ineffective at regulating the work of their peers, especially when it comes to disciplining misconduct, because of professional norms of collegiality. In response, transparency measures have been put in place over the years to increase accountability toward key external audiences, such as the public, and to ensure that professionals hold guilty peers accountable for misconduct. Few studies, however, have sufficiently investigated how professional...
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作者：Hanisch, Marvin; Reuer, Jeffrey J.; Haeussler, Carolin; V. Devarakonda, Shivaram
作者单位：University of Groningen; University of Passau; University of Colorado System; University of Colorado Boulder; Tilburg University
摘要：Steering committees are pivotal for governing complex collaborations by consensus to facilitate coordination and knowledge sharing. Although consensus-based governance promotes mutuality, it can also cause deadlocks, stalling expeditious decision making. We examine the conditions under which alliance partners delegate decision making authority to steering committees as well as the conditions under which authority over discordant matters can be relocated to one of the alliance partners. We argu...
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作者：Hussain, Insiya; Pitesa, Marko; Thau, Stefan; Schaerer, Michael
作者单位：University of Texas System; University of Texas Austin; Singapore Management University; INSEAD Business School
摘要：Past research suggests that when organizations communicate the benefits of their work for human welfare-that is, use a social impact framing for work-job candidates are willing to accept lower wages because they expect the work to be personally meaningful. We argue that this explanation overlooks a less socially desirable mechanism by which social impact framing leads to lower compensation demands: the perception among job candidates that requesting higher pay will breach organizational expect...
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作者：Venkataramani, Vijaya; Derfler-Rozin, Rellie; Liu, Xin; Mao, Jih-Yu
作者单位：University System of Maryland; University of Maryland College Park; Renmin University of China; University of Nottingham Ningbo China
摘要：Although employees come up with creative (i.e., novel and useful) ideas, many of those ideas are not endorsed or implemented by managers. In shedding light on this phenomenon, we propose that managers who have lower social status in the organization are more likely to reject employees' novel (but still useful) ideas. Guided by associative propositional evaluation theory (AP-E) and the literature on the psychology of having low status, we hypothesize that when employees propose novel (compared ...
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作者：Fayard, Anne-Laure
作者单位：Universidade Nova de Lisboa
摘要：With the growing complexity of social and environmental issues, there has been a blossoming of hackathons and open innovation challenges. This push to accelerate innovation embraces a perspective of time as clock time-conceived as objective, linear, measurable, and therefore, rather easy to compress. Such a view of time conflicts with the emergent nature of idea generation and the indeterminate process that leads to social impact, which both rely on event time. Drawing on a 40-month ethnograph...
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作者：Kim, J. Daniel; Kim, Minjae
作者单位：University of Pennsylvania; Rice University
摘要：Why might start-ups not change even when doing so may enhance firm perfor-mance? It seems reasonable to point to founder presence as a potential culprit given founders' cognitive myopia and/or commitment to the status quo. However, founder presence may instead be a facilitator of change in response to environmental uncertainty because founders can uniquely coordinate resources needed for organizational change. We empirically address these two opposing views on the impact of founder presence (v...
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作者：Hui, Xiang; Reshef, Oren; Zhou, Luofeng
作者单位：Washington University (WUSTL); New York University
摘要：Generative artificial intelligence (AI) holds the potential to either complement workers by enhancing their productivity or substitute them. We examine the short-term effects of the recently released generative AI models (ChatGPT, DALL-E 2, and Midjourney) on the employment outcomes of freelancers on a large online platform. We find that freelancers in highly affected occupations suffer from the introduction of generative AI, experiencing reductions in both employment and earnings. We find sim...
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作者：Choudhury, Prithwiraj; Doran, Kirk; Marinoni, Astrid; Yoone, Chungeun
作者单位：Harvard University; University of Notre Dame; IZA Institute Labor Economics; University System of Georgia; Georgia Institute of Technology; KDI School of Public Policy & Management
摘要：We study how restrictive immigration policies that result in the unexpected loss of coworkers affect the performance of skilled migrants employed in organizations. Specifically, we examine the impact of the loss of team members on their coworkers' performance in response to the unexpectedly increased denials of extensions of H -1B work visas in the United States beginning in 2017. Losing a team member generally has a positive, albeit economically insignificant, effect on the performance of wor...
