-
作者：Baek, Minseo; Bidwell, Matthew; Kellerb, J. R.
作者单位：University of Pennsylvania; Cornell University
摘要：How do managers' moves across jobs affect the subordinates they leave behind? Manager mobility disrupts established manager-subordinate relationships, as subordinates must now learn to work with a replacement. We explore how this relational disruption affects subordinates' objective career success-specifically, their financial rewards and subsequent promotion chances. We argue that manager mobility may have both positive and negative implications for subordinate outcomes. The loss of an establ...
-
作者：Hu, Songcui; Gu, Qian (Cecilia); Xia, Jun
作者单位：University of Arizona; University System of Georgia; Georgia State University; University of Texas System; University of Texas Dallas
摘要：The Behavioral Theory of the Firm suggests that performance below aspirations triggers problemistic search that can lead to risk taking. This prediction has received empirical support from most studies on the topic. However, this literature has typically focused on the internal determinants of firm search and risk-taking behavior and given little attention to the influences of social networks in which firms are embedded. To this end, we incorporate the network embeddedness perspective regardin...
-
作者：Coutifaris, Constantinos G. V.; Grant, Adam M.
作者单位：University of Pennsylvania
摘要：Although scholars have highlighted the benefits of psychological safety, relatively few studies have examined how leaders establish it. Whereas existing research points to the importance of seeking feedback, we draw on theories of self-disclosure, trust, and implicit voice to propose that leaders can also promote psychological safety by sharing feedback-openly discussing criticisms and suggestions they have already received about their own performance. In Study 1, naturally-occurring feedback-...
-
作者：Parke, Michael R.; Seo, Myeong-Gu; Hu, Xiaoran; Jin, Sirkwoo
作者单位：University of Pennsylvania; University System of Maryland; University of Maryland College Park; University of London; London School Economics & Political Science; Merrimack College
摘要：Team creative processes of generating and elaborating ideas tend to be laden with emotional expressions and communication. Yet, there is a noticeable lack of theory on how differences in teams' management and support of affect expressions influence their ability to produce creative outcomes. We investigate why and when team authentic affect climates, which encourage members to share and respond to authentic affect, generate greater creativity compared with more constrained affect climates wher...
-
作者：Sine, Wesley D.; Cordero, Arkangel M.; Coles, Ryan S.
作者单位：Cornell University; University of Texas System; University of Texas at San Antonio; University of Connecticut
摘要：The institutional context, which includes the normative, regulative, and cognitive dimensions of social life within the various constitutive spheres of society, has a strong influence on entrepreneurial processes and outcomes. Institutions shape who becomes an entrepreneur, opportunity creation, identification, and evaluation, as well as how entrepreneurs attempt to start new firms. We introduce a novel framework that unifies the two dominant perspectives in sociological neoinstitutionalism, t...
-
作者：Bailey, Diane E.; Faraj, Samer; Hinds, Pamela J.; Leonardi, Paul M.; von Krogh, Georg
作者单位：Cornell University; McGill University; Stanford University; University of California System; University of California Santa Barbara; Swiss Federal Institutes of Technology Domain; ETH Zurich
摘要：Technologies are changing at a rapid pace and in unpredictable ways. The scale of their impact is also far-reaching. Technologies such as artificial intelligence, data analytics, robotics, digital platforms, social media, blockchain, and 3-D printing affect many parts of the organization simultaneously, enabling new interdependencies within and between units and with actors that many organizations have typically considered to be outside their boundaries. Consequently, today's emerging technolo...
-
作者：Alonso, Natalya M.; O'Neill, Olivia (Mandy)
作者单位：University of Calgary; George Mason University
摘要：Social status is highly consequential in organizations but remains elusive for many professional women. Status characteristics theory argues that women are particularly status disadvantaged in masculine organizational cultures. These types of cultures valorize traits and abilities stereotypically associated with men, making it difficult for women in these settings to be seen as skilled and gain status. In the present study, we build and test novel theory explaining when and why masculine organ...
-
作者：Naumovska, Ivana; Zajac, Edward J.
作者单位：INSEAD Business School; Northwestern University
摘要：This study advances and tests the notion that the phenomenon of guilt by association- whereby innocent organizations are penalized due to their similarity to offending organizations- is shaped by two distinct forms of generalization. We analyze how and why evaluators' interpretative process following instances of corporate misconduct will likely include not only inductive generalization (rooted in similarity judgments and prototype-based categorization) but also deductive generalizing (rooted ...
-
作者：Mittermaier, Alexandra; Shepherd, Dean A.; Patzelt, Holger
作者单位：Technical University of Munich; University of Notre Dame
摘要：One of entrepreneurs' key tasks is mobilizing resources from external resource holders. Although we know how entrepreneurial ventures gain initial access to resources, we do not yet fully understand how they maintain their resource mobilization, particularly in the face of potential threats. During our 11-month study of prosocial ventures that emerged to alleviate the suffering of refugees in Germany, four attacks on the European public occurred that were allegedly committed by refugees. These...
-
作者：Lennar, Anna C.; Matta, Fadel K.; Lin, Szu-Han (Joanna); Koopman, Joel; Johnson, Russell E.
作者单位：Oklahoma State University System; Oklahoma State University - Stillwater; University System of Georgia; University of Georgia; Texas A&M University System; Texas A&M University College Station; Michigan State University
摘要：Despite the generally positive consequences associated with justice, recent research suggests that supervisors cannot always enact justice, and responses to justice may not be universally positive. Thus, justice is likely to vary in both how much it is received and the employee reactions it engenders. In order to understand the range of justice responses, we develop a dynamic theory of justice by using person-environment fit to take both the value that an individual places in justice and the j...
