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作者：Verhaal, J. Cameron; Khessina, Olga M.; Dobrev, Stanislav D.
作者单位：University System of Georgia; Georgia State University; Cornell University; University of Wisconsin System; University of Wisconsin Milwaukee
摘要：At their core, markets are exchange structures between producers and consumers, and products are a key element that connects them together. Many new markets emerge in direct ideological opposition to incumbent industries. Yet, the ways in which ideology affects products in oppositional markets are not well understood. We propose that when audiences cannot easily differentiate between products based on physical attributes, they rely on ideological discourse about the production process. We argu...
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作者：Balogun, Julia; Bartunek, Jean M.; Do, Boram
作者单位：University of Bath; University of Bath; Boston College
摘要：Our longitudinal study of the sensemaking and responses to strategic change of the senior management team of a UK multinational subsidiary provides unusual data that enable us to explore the complexity of senior team change related sensemaking. We show senior teams to be distinct interpretive communities rather than one homogeneous category of change agents, as typically portrayed in change literature, who at times of center-led strategic change occupy a complex dual recipient/change agent rol...
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作者：O'Reilly, Jane; Robinson, Sandra L.; Berdahl, Jennifer L.; Banki, Sara
作者单位：University of Ottawa; University of British Columbia; University of Toronto; Sharif University of Technology
摘要：Ostracism has been recognized as conceptually and empirically distinct from harassment. Drawing from theory and research that suggests that employees have a strong need to belong in their organizations, we examine the comparative frequency and impact of ostracism and harassment in organizations across three field studies. Study 1 finds that a wide range of employees perceive ostracism, compared with harassment, to be more socially acceptable, less psychologically harmful, and less likely to be...
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作者：Liu, Yu; Ravichandran, T.
作者单位：Saginaw Valley State University; Rensselaer Polytechnic Institute
摘要：An important theme in the alliance research has been the study of how prior alliance experience translates into value gains from alliances. Despite the strong theoretical argument regarding the value-enhancing role of alliance experience, past research has reported mixed results. In an attempt to resolve the inconclusive findings, we provide a more fine-grained view of alliance experience by examining characteristics such as relatedness and diversity, which are defined based on the functional ...
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作者：Edelman, Benjamin; Larkin, Ian
作者单位：Harvard University; University of California System; University of California Los Angeles
摘要：We examine how unfavorable social comparisons differentially spur employees of varying hierarchical levels to engage in deception. Drawing on literatures in social psychology and workplace self-esteem, we theorize that negative comparisons cause senior employees to seek to improve reported relative performance measures via deception. In a first study, we use deceptive self-downloads on the Social Science Research Network, the leading working paper repository in the social sciences, to show tha...
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作者：Schilpzand, Pauline; Hekman, David R.; Mitchell, Terence R.
作者单位：Oregon State University; University of Colorado System; University of Colorado Boulder; University of Washington; University of Washington Seattle
摘要：As a result of recent preventable corporate failures (e.g., Enron, WorldCom, Lehman Brothers, Fannie Mae), there is a growing desire to understand what might motivate employees to courageously detect and deflect organizational problems before they harm the entire organization. Based on 94 interviews we conducted with a wide variety of employees who witnessed or undertook courageous actions, we inductively developed a model using employees' accounts of the unfolding sequence of events. We learn...
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作者：Bidwell, Matthew; Mollick, Ethan
作者单位：University of Pennsylvania
摘要：Employees can build their careers either by moving into a new job within their current organization or else by moving to a different organization. We use matching perspectives on job mobility to develop predictions about the different roles that those internal and external moves will play within careers. Using data on the careers of master of business administration alumni, we show how internal and external mobility are associated with very different rewards: upward progression into a job with...
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作者：Carnabuci, Gianluca; Operti, Elisa; Kovacs, Balazs
作者单位：Universita della Svizzera Italiana; ESSEC Business School; Yale University
摘要：Extant organizational literature argues that straddling institutionalized categories begets an illegitimacy discount, leading organizations to reproduce established categorical boundaries. If gaining legitimacy requires compliance with this categorical imperative, why do we frequently observe categorical straddling even in uncontested and fully institutionalized categorical structures? To address this question, we propose that de novo (i.e., newly founded) and de alio (i.e., diversifying) orga...
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作者：Brown, Jill A.; Gianiodis, Peter T.; Santoro, Michael D.
作者单位：Bentley University; Clemson University; Lehigh University
摘要：Organizational change is facilitated by both internal and external factors, yet little is known about how they might be linked. Through a case study of one hospital's change from a nonprofit to a nonprofit/for-profit organizational structure, we find that human capital bargaining power is a key mechanism that integrates internal and external drivers of change. However, a paradox surfaces whereby the strength of the bargaining power can force structural changes that may be counterproductive. Ou...
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作者：Reid, Erin
作者单位：Boston University
摘要：This paper examines how people navigate organizational pressures to embrace a professional identity that-like the ideal worker image-centers on devotion to work. My field study of a consulting firm demonstrated that although some people easily embrace this expected identity, for others, it conflicts with their experienced professional identity. I found that people cope with this conflict by straying from the expected identity while passing as having embraced it or revealing their deviance. Ana...
