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作者：Choi, Seong-Jin; Jia, Nan; Lu, Jiangyong
作者单位：Hanyang University; University of Southern California; Peking University
摘要：This paper investigates how the structure of political institutions influences the effectiveness of corporate political lobbying by shaping the veto points and entry points that lobbying firms encounter and require, respectively, when attempting to influence public policies; in so doing, this study deepens our understanding of the strategic implications of institutional environments. Using large-sample and cross-country firm-level data, we find that the influence of firms' lobbying activities ...
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作者：Marino, Alessandro; Aversa, Paolo; Mesquita, Luiz; Anand, Jaideep
作者单位：Luiss Guido Carli University; City St Georges, University of London; Arizona State University; Arizona State University-Tempe; University System of Ohio; Ohio State University
摘要：Until recently, scholars have customarily lumped multiple dimensions of environmental change into single constructs, and usually ascertained that the more the context changes, the more value firms derive from higher levels of exploration. In sync with more recent studies focusing on specific dimensions of change, in this paper we borrow theoretical elements from systems theory to examine the possibility that the reward to developing innovative product components may itself be eroded by implici...
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作者：Evans, Joel M.; Hendron, Michael G.; Oldroyd, James B.
作者单位：Sungkyunkwan University (SKKU); Brigham Young University; University System of Ohio; Ohio State University
摘要：This paper investigates knowledge hoarding, defined as an individual's deliberate and strategic concealment of information, and perceived hoarding, defined as coworkers' beliefs that an individual is engaged in hoarding. We hypothesize that knowledge hoarding increases an individual's job performance by enhancing bargaining power and influence, whereas perceived hoarding decreases the individual's job performance because coworkers withdraw social support. We further suggest that knowledge hoar...
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作者：Farjoun, Moshe; Ansell, Christopher; Boin, Arjen
作者单位：York University - Canada; University of California System; University of California Berkeley; Leiden University; Leiden University - Excl LUMC
摘要：Organizational scholars have shown a growing interest in drawing on the philosophy of Pragmatism to address contemporary problems and theoretical questions. We elucidate Pragmatism's core ideas and show their uniqueness and relevance to the field. We present Pragmatism as a problem-solving philosophy that builds on a rich and behaviorally plausible model of human nature, views reality in terms of processes and relations, and highlights the interplay of meaning and action. We demonstrate how Pr...
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作者：Karim, Samina; Kaul, Aseem
作者单位：Boston University; University of Minnesota System; University of Minnesota Twin Cities
摘要：This paper examines how structural recombination of business units within a firm impacts subsequent firm innovation. We argue that structural recombination is both a means for firms to unlock the potential for intraorganizational knowledge recombination and a source of disruption to the firm's existing knowledge resources, so that the overall effect of structural recombination on innovation will depend on the balance between these two effects. Structural recombination will have a positive effe...
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作者：Smith, Edward Bishop; Hou, Yuan
作者单位：Northwestern University; University of Pennsylvania
摘要：Although diversity provides teams with a variety of advantages, the diversity-performance connection is not always positive. This paper identifies three performance issues that naturally result from diversity and suggests a potential solution for each of them. First, the positive effects associated with diversity often decay over time, in part because heterogeneous people may homogenize with repeated exposure. Second, diverse groups are fragile and experience higher turnover than nondiverse gr...
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作者：Rubineau, Brian; Fernandez, Roberto M.
作者单位：McGill University; Massachusetts Institute of Technology (MIT)
摘要：Current scholarship commonly posits that network recruitment contributes to job sex segregation and that the segregated nature of personal contact networks explains this effect. A variety of empirical findings inconsistent with this explanation demonstrate its inadequacy. Building on Kanter's observation that recruitment processes often resemble homosocial reproduction [Kanter RM (1977) Men and Women of the Corporation (Basic Books, New York)], we develop a population dynamics model of network...
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作者：Walter, Jorge; Levin, Daniel Z.; Murnighan, J. Keith
作者单位：George Washington University; Rutgers University System; Rutgers University Newark; Rutgers University New Brunswick; Northwestern University
摘要：Recent research has shown that reconnecting long-lost, dormant ties can yield tremendous value, often more than active ties. Yet two key research questions remain unanswered: which of a person's many dormant ties provide the most value, and which are advice seekers most inclined to choose as reconnection targets? In the current study, we asked executives to seek advice on an important work project from two dormant ties (their first, most preferred choice plus one selected randomly from their n...
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作者：Kim, Eun-Hee; Lyon, Thomas P.
作者单位：George Washington University; University of Michigan System; University of Michigan
摘要：Corporate greenwashing has accelerated in recent years, bringing in its wake growing skepticism about corporate green claims. Although a theory of the drivers and deterrents of greenwashing has begun to emerge, it is static in nature and does not incorporate the full range of ways in which firms can misrepresent their environmental performance. Our contribution is threefold. First, we extend the theory of organizational information disclosure to incorporate the possibility of undue modesty abo...
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作者：Casciaro, Tiziana; Lobo, Miguel Sousa
作者单位：University of Toronto; INSEAD Business School
摘要：To better understand the role of affect in organizational task-related networks, we developed a theory of affective primacy that identifies cognitive and motivational mechanisms through which the affective value of a social relationship (a feeling of positive affect from interactions with a colleague) operates as an antecedent of perceived instrumental value (a subjective evaluation of a relationship's contribution to accomplishing assigned tasks). We tested this theory with full-network data ...
