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作者：Ching, Kenny; Forti, Enrico; Rawley, Evan
作者单位：Worcester Polytechnic Institute; Manhattan University; University of London; University College London; University of Connecticut
摘要：This paper develops and tests a theory of organizational learning, proposing that prior competitive interaction improves coordination among teammates. We test the theory using millions of experiments in the formation of eSports teams. The results show that exogenously assigned teams of former competitors are highly effective-The marginal returns to prior competitive interaction are even larger than the returns to prior collaborative interaction. The evidence suggests that teammates learn to co...
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作者：Keum, Dongil Daniel; Meier, Stephan
作者单位：Columbia University; Columbia University
摘要：This study presents moral cost as a novel behavioral constraint on firm resource adjustment, specifically layoff decisions that can cause severe harm to employ-ees. Revising the prevailing negative view of managers as purely self-interested, we propose that managers care about their employees and incur moral cost from layoffs. We leverage expansions in unemployment insurance as a quasi-natural experiment that reduces economic hardship for laid-off workers and, in turn, the moral cost of layoff...
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作者：Botelho, Tristan L.
作者单位：Yale University
摘要：Collective evaluation processes, which offer individuals an opportunity to assess quality, have transcended mainstream sectors (e.g., books, restaurants) to permeate professional contexts from within and across organizations to the gig economy. This paper introduces a theoretical framework to understand how evaluators' visibility into prior evaluations influences the subsequent evaluation process: the likelihood of evaluating at all and the value of the evaluations that end up being submitted....
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作者：Li, Xina; Chen, Guoli; Shen, Rui
作者单位：INSEAD Business School; The Chinese University of Hong Kong, Shenzhen
摘要：We provide large-scale empirical evidence of how much chief executive officers (CEOs) change corporate culture. To do this, we use employee reviews to measure corporate cultural change in S&P 1500 firms. In a variance decomposition analysis, we find a modest effect of CEOs on corporate cultural change. The effect of CEOs on cultural change is larger than industry effect but smaller than firm effect. Regression analysis in the context of CEO succession further shows consistent evidence of a mod...
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作者：Oelberger, Carrie
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Although scholarship has established how people with a partner, child, or other domestic obligations account for these responsibilities when making career decisions, we lack conceptual apparatus around how career decision making is informed by personal aspirations. Following a cohort of 89 international aid workers over eight years, I draw on in-depth interview (n = 126), survey (n = 551), and job transition data (n = 228) to detail how career decision making serves as a platform for identity ...
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作者：Klapper, Helge; Piezunka, Henning; Dahlander, Linus
作者单位：Purdue University System; Purdue University; INSEAD Business School; European School of Management & Technology
摘要：Peer evaluations place organizational members in a dual role: they evaluate their peers and are being evaluated by their peers. We theorize that when evaluating their peers, they anticipate how their evaluations will be perceived and adjust their evaluations strategically to be evaluated more positively themselves when their peers assess them. Building on this overarching claim of role duality resulting in strategic peer evaluations, we focus on a dilemma that evaluating members face: they wan...
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作者：Vashevko, Anthony
作者单位：INSEAD Business School
摘要：Category theory finds that markets partition producers into categories and producers who do not fit one specific category-or who span multiple categories-perform worse than their single-category peers. The dominant thread of this work argues that this miscategorization penalty arises when cognitive limits of categorization cause individual members of the market's audience to exclude or denigrate ill-fitting producers. I present a null model of markets in which a miscategorization penalty appea...
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作者：Barbulescu, Roxana; Bonet, Rocio
作者单位：Hautes Etudes Commerciales (HEC) Paris; IE University
摘要：Research on the returns to specialist versus generalist careers has largely neglected what drives individuals' motivations to build different career profiles in the first place. Although specialization is widely associated with benefits, generalist careers are seen as more at risk except in certain mitigated conditions. At the same time, given the uncertainty in labor markets, future returns to specialization cannot simply be assumed. We introduce in this paper a novel mechanism behind the for...
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作者：Pillemer, Julianna
作者单位：New York University
摘要：Increasing demands to be seen as authentic at work have created a paradox of self -presentation for employees: the desire to be seen as simultaneously true to self and professionally appropriate in workplace interactions. The present paper introduces one way in which individuals may navigate this tension: strategic authenticity, a self -presentational approach that involves enacting behaviors intended to increase colleagues' perceptions of one's authenticity while accounting for individual and...
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作者：Furr, Nathan R.; Snow, Daniel C.
作者单位：INSEAD Business School; Brigham Young University
摘要：Although the canonical view of technology substitution describes the frequent failure of incumbent firms to adapt to new technologies, research suggests that firms adopt a variety of strategies when faced with a substitution. These include extending the incumbent technology, bridging to the new by creating hybrids of incumbent and threatening technology, and retreating to market niches in which incumbent technologies retain a competitive advantage. Because ex post views can depict such strateg...
