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作者：Wang, Qinyu (Ryan); Zheng, Yanfeng
作者单位：Hong Kong Polytechnic University; Hong Kong University of Science & Technology
摘要：Professionals increasingly work within commercial and governmental organizations whose mandates often create tensions with their professional values. Prior research, however, shows mixed findings regarding how professionals respond to these value tensions, with some values being protected and others being compromised. We explore this inconsistency by investigating how Chinese patent examiners navigate tensions between their professional values and governmental pressures to promote domestic str...
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作者：Fewer, Thomas John; Ma, Dali; Coraiola, Diego M.
作者单位：Rutgers University System; Rutgers University Camden; Drexel University; University of Victoria
摘要：As the world grapples with intensifying geopolitical competition and ideological conflict, many organizations face the daunting task of navigating the complexities of geopolitics and fostering effective cross-border partnerships. For members of these organizations, such political dynamics might create new barriers to their ability to carry out collaborative activities. In a historical case study of the Apollo-Soyuz Test Project-an unprecedented partnership between the space programs of the Uni...
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作者：Camuffo, Arnaldo; Espinosa, Miguel; Gambardella, Alfonso; Pignataro, Andrea
作者单位：Bocconi University; Bocconi University; Centre for Economic Policy Research - UK; Leibniz Association; Ifo Institut
摘要：We develop a dynamic model of chief executive officer (CEO) succession under anticipatory awareness misalignment: the divergence between the board's and the CEO's private beliefs about the firm's strategic potential. The CEO chooses unobservable effort, may send costly noncontractible signals, and faces interim termination based on performance thresholds. We derive closed-form expressions for optimal CEO incentive intensity, effort, and fixed pay and show how they are influenced by belief misa...
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作者：Ding, Waverly W.; Liu, Christopher C.; Back, Andy S.; Yalcinkaya, Beril
作者单位：University System of Maryland; University of Maryland College Park; University of Oregon; University of Hong Kong; University of Pennsylvania
摘要：A genealogical training process, in which senior (advisor) scientists mentor and train junior (advisee) scientists is one of the core organizational features of modern science. In this paper, we examine a key question faced by all junior scientists during their training: What impact does an advisee's research agenda overlap with his or her advisor have on the advisee's career-relevant performance outcomes? To answer this question, we constructed a novel, bibliometric-record-based data set on 1...
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作者：Ringov, Dimo; Asija, Aman; Joseph, John; Szulanski, Gabriel
作者单位：Universitat Ramon Llull; Escuela Superior de Administracion y Direccion de Empresas (ESADE); Universidade Nova de Lisboa; University of California System; University of California Irvine; INSEAD Business School
摘要：The replication of routines is fundamental to knowledge transfer and retention in organizations. Because research on routine replication has historically been divided, proceeding within knowledge transfer (spatial replication) or knowledge retention (temporal replication), respectively, our understanding of how replicating routines in new organizational units (knowledge transfer) affects an organization's capacity to maintain adherence to those routines over time at existing units (knowledge r...
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作者：Anderson, David; Bjarnadottir, Margret V.; Ross, David Gaddis
作者单位：Villanova University; University System of Maryland; University of Maryland College Park; State University System of Florida; University of Florida
摘要：In recent years, many firms have prioritized both pay equity (i.e., closing pay gaps associated with target groups such as women and racial minorities) and equitable representation (i.e., ensuring these target groups are fairly represented across a firm's hierarchy). We use formal modeling and simulations to show how efforts to close pay gaps across multiple groups can undermine equitable representation. Specifically, our analysis suggests that pressure for pay equity creates a cost-based fina...
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作者：Sharapov, Dmitry; Dahlanderb, Linus
作者单位：Imperial College London; European School of Management & Technology
摘要：How can the selection of innovation projects be designed to reduce false positives and false negatives? Prior research has provided theoretical insights into organizing to reduce errors, yet we know little about how organizations adapt selection over time and the effects of this on selection outcomes. Drawing from qualitative data from 126 interviews conducted over several years, we explore how an accelerator evolved through three selection regimes for high-stakes funding decisions, focusing o...
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作者：Sanchez-Ruiz, Paul; Blake, Andrew; Petrenko, Oleg; Maldonado-Bautista, Ileana; Collewaert, Veroniek; Artz, Kendall W.
作者单位：Iowa State University; Texas Tech University System; Texas Tech University; University of Oklahoma System; University of Oklahoma - Norman; Vlerick Business School; KU Leuven; Baylor University
摘要：We draw from the social psychology literature to introduce an alternative conceptualization of executive narcissism-narcissistic admiration and rivalry. In the context of chief executive officers (CEOs) pitching to investors, we theorize how narcissistic CEOs may use distinct behavioral strategies to pursue status, thereby shaping investor sentiment and ultimately affecting investors' funding decisions. Using Shark Tank data, we find evidence that narcissistic admiration and rivalry are associ...
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作者：Pink, Sophia L.; Cervantez, Jose; Kirgios, Erika L.; Chang, Edward H.; Milkman, Katherine L.
作者单位：University of Pennsylvania; University of Chicago; Harvard University
摘要：Women are consistently underrepresented in leadership roles. One contributor may be that women are generally less willing than equally-qualified men to enter competitions (e.g., for jobs or promotions). We draw from research on stereotype reactance-the idea that telling people about stereotyped expectations can encourage defiance-to propose and test whether telling women about the gender gap in competition entry can increase their willingness to compete. Our prediction contrasts with prior wor...
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作者：Frank, Emma
作者单位：University System of Ohio; Ohio State University
摘要：The trend of moralizing work presents a paradox for contemporary workers. Employees equate their failures to live up to good employee ideals (e.g., always available, highly motivated, passionate) with moral failings. Yet, consistently meeting these ideals is unattainable for most employees. This manuscript introduces and develops the phenomenon of microconfessions-informal, low-magnitude confessions-as an overlooked tactic that employees use to alleviate the ongoing moral dilemma of falling sh...
