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��ࡱ�>�� y{����x�������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������� �r��jbjbj!.!.2hcd�gcd�g�b �������66������������8\z��p���������(p*p*p*p*p*p*p$�r�eufnp������np����4cp��������(p��(p��������`����8�������pyp0�p��u�:�u��v1�u�m��������npnp2�����p�������������������������������������������������������������������������u���������6b �: academy of management journal volume 66, issue 6, dec 2023 1. title: from scarcity to abundance: scholars and scholarship in an age of generative artificial intelligence. authors: grimes, matthew; von krogh, georg; feuerriegel, stefan; rink, floor; gruber, marc. abstract: this article presents a discussion on generative artificial intelligence use in academia from the editors of the academy of management journal. topics include applications of generative artificial intelligence in academics--including knowledge synthesis and knowledge translation--as well as scenario planning of its use with varying levels of systems transparency and societal regulation. 2. title: discerning saints: moralization of intrinsic motivation and selective prosociality at work. authors: kwon, mijeong; cunningham, julia lee; jachimowicz, jon m. abstract: intrinsic motivation has received widespread attention as a predictor of positive work outcomes, including employees' prosocial behavior. we offer a more nuanced view by proposing that intrinsic motivation does not uniformly increase prosocial behavior toward all others. specifically, we argue that employees with higher intrinsic motivation are more likely to value intrinsic motivation and associate it with having higher morality (i.e., they moralize it). when employees moralize intrinsic motivation, they perceive others with higher intrinsic motivation as being more moral and thus engage in more prosocial behavior toward those others, and judge others who are less intrinsically motivated as less moral and thereby engage in less prosocial behaviors toward them. we provide empirical support for our theoretical model across a large-scale, team-level field study in a latin american financial institution (n = 784, k = 185) and a set of three online studies, including a preregistered experiment (n = 245, 243, and 1,245), where we develop a measure of the moralization of intrinsic motivation and provide both causal and mediating evidence. this research complicates our understanding of intrinsic motivation by revealing how its moralization may at times dim the positive light of intrinsic motivation itself. 3. title: triggers, traps, and disconnect: how governance obstacles hinder progress on grand challenges. authors: couture, fannie; jarzabkowski, paula; l�, jane k. abstract: in this paper, we adopt a multistakeholder governance perspective to study how people collectively respond to a grand challenge. specifically, we show how working through governance obstacles�that is, coordinating and collaborating challenges arising from a multistakeholder governance approach to responding to grand challenges�can erode actors' ability to mitigate these wicked problems. we illustrate this process through an in-depth case study of waterhealthorg, a multistakeholder initiative established to address degrading water health in australia's critical great barrier reef region. our findings reveal how, in an effort to avoid group paralysis or dissolution, actors employ specific practices to address governance obstacles. by doing so, actors set off a cumulative self-reinforcing process, driving them to consolidate rather than critically reflect on and adapt their collective response. drawing on these insights, we develop a conceptual process model of how efforts to manage multistakeholder governance obstacles can generate governance traps that shape participants' ability to collectively respond and, ultimately, mitigate grand challenges. 4. title: calling oneself and others in: brokering identities in diversity training. authors: sugiyama, keimei; ladge, jamie j.; bilimoria, diana. abstract: diversity training is a common initiative in organizations, yet also the focus of much debate. legislative attempts have been made to eliminate diversity training, while research has presented mixed findings and contradictions. although much is known about designs, pedagogies, and trainee outcomes of diversity training, we know far less about the diversity trainer, who bears the brunt of delivering training amid existing controversies. in this study, we examine the diversity trainer's experience, bringing to light the important use of the trainer's own identities in navigating the emotionally charged minefield of educating about bias and bridging across cultural and demographic differences. through this qualitative investigation, we develop a grounded model that illustrates the process of brokering identities, a form of identity work diversity trainers engage in that involves their deliberate efforts to call themselves and others in during diversity training. we highlight the brokering self-efficacy trainers gain from their identity work, which helps to explain why diversity trainers continue to engage in the process of brokering identities despite the challenges and controversies they may face. 5. title: confronting the contested past: sensemaking and rhetorical history in the reconstruction of organizational identity. authors: hampel, christian e.; dalpiaz, elena. abstract: this study explores how organizations experience and respond to identity challenges that arise due to conflicting interpretations of their past. drawing on a case study of a fintech venture, we offer a process model that illuminates the unfolding of "temporal identity complexity," a sensemaking process that involves different members developing conflicting understandings of how the past undermines the organizational identity. our model also reveals how leaders can restore members' beliefs in the organizational identity through "temporal synergizing," a sensegiving process that recombines conflicting interpretations of the past to support desired identity claims in the present and future. in contrast with prior research that has emphasized the need to construe a sense of identity continuity over time, we show how organizations can instead capitalize on perceived discontinuity in their past to reaffirm their identity. we discuss this and other contributions to research on organizational identity, focusing on its threads on sensemaking and rhetorical history. this includes exploring the important role that temporality and emotions play in organizational identity reconstruction. 6. title: mother's reentry: a relative contribution perspective of dual-earner parents' roles, resources, and outcomes. authors: little, laura m.; masterson, courtney r. abstract: the reentry period after maternity leave can be a stressful but important transition for mothers, their significant others, and their organizations. in the present study, we integrate conservation of resources theory, the crossover model, and the relative contribution model to understand the influence of perceived organizational support during reentry on both mothers' and their significant others' home stress and, ultimately, workplace experiences. beyond actor effects, we investigate the relationship between each parent's perceived organizational support on their partner's home stress via three crossover mechanisms: (a) direct, (b) indirect, (c) shared stressor. notably, we offer a theoretically novel lens through which to view the shared-stressor mechanism. drawing upon the relative contribution model, we conceptualize dual-earner parents as a team and argue that because mothers are the critical members during this period, their resources will directly influence both parents' home stress. findings yielded by this multistage, multisource field study demonstrate the importance of supporting mothers as critical members of the family during reentry, as organizational support that is perceived as inadequate directly affects home stress and indirectly influences workplace experiences that can impede successful transitions and threaten career outcomes for both parents. 7. title: "can i sell you avocadoes and talk to you about contraception?" "well, it depends which comes first": anchor roles and asymmetric boundaries. authors: shulist, patrick; rivera-santos, miguel; kistruck, geoffrey m.; nguni, winnie. abstract: role theory generally predicts that when the demands and norms of two roles are highly contrasted, individuals will construct a strong boundary to separate the roles. however, such predictions are grounded primarily in the global north, emphasizing role pairings including "work�family" and hybrid "work�work." comparatively, the global south is characterized by a lack of public services that creates a highly contrasted, highly salient, and yet understudied role pairing�"work�community." additionally, the socioeconomic features of the global south (e.g., dense and overlapping community networks, financial poverty) call into question whether existing predictions surrounding boundary strength are likely to hold. we conducted a qualitative study of 73 tanzanian participants who had both a self-employed work role and a family planning counselor community role. we found that highly contrasted roles can be simultaneously perceived as both incompatible and compatible. specifically, the boundaries we observed were neither uniformly strong nor weak, but rather of asymmetric strength: strong when a social interaction was anchored in the community role, but weak when anchored in the work role. the specific role contrasts we identify, and the importance of role anchoring we observe, have important implications for role theory and boundary-setting more broadly. 8. title: the experimental hand: how platform-based experimentation reconfigures worker autonomy. authors: rahman, hatim a.; weiss, tim; karunakaran, arvind. abstract: we examine how and when platform-based experimentation influences worker autonomy, especially in contexts where workers do not have access to the same relational opportunities that workers in conventional bureaucratic organizations have traditionally relied on to preserve their autonomy. by analyzing longitudinal qualitative data from one of the world's largest digital labor platforms, we found that the platform implemented three experimentation regimes�explicit, concealed, and unbounded�that reconfigured workers' autonomy in unexpected ways. we theorize the introduction of and successive changes in platform-based experimentation as constitutive of the "experimental hand." our model of the experimental hand captures how successive changes in platform-based experimentation regimes reconfigure workers' degree of autonomy: workers first experienced increased autonomy, followed by diminished autonomy, and finally workers normalized their diminished autonomy as a "business as usual" aspect of work life on the platform. whereas prior research has primarily examined the design and efficacy of experiments from the perspective of organizations, our study builds new theory on the social effects of experimentation, capturing the implications faced by workers. 9. title: advance 'em to attract 'em: how promotions influence applications in internal talent markets. authors: keller, jr; dlugos, kathryn. abstract: organizations increasingly turn to internal talent markets to facilitate employees' movement to new jobs within the firm. a key assumption in academic and practitioner accounts of these markets is that they are effective largely because employees are free to apply and be hired into open internal jobs. we draw on the career sponsorship and talent hoarding literatures to question this assumption, highlighting how individual managers facilitate (and hinder) mobility within these markets. we integrate signaling theory to extend this work, positing that signals of managers' willingness to support subordinates' advancement shapes which opportunities employees throughout the firm choose to pursue. specifically, we argue that open jobs reporting to managers who have secured more promotions for their subordinates will be seen as particularly attractive, generating more internal applications. our analysis of 96,712 internal applications submitted to 9,896 jobs over a five-year period within a large organization reveals that managers whose subordinates are more frequently promoted subsequently attract more, better, and more functionally diverse internal applicants for their open jobs. we complement these results with qualitative evidence from 30 interviews with managers across four organizations. we conclude by discussing the implications of our findings for the broader functioning of internal talent markets. 10. title: navigating the paradox of promise through the construction of meaningful career narratives. authors: fetzer, gregory t.; harrison, spencer h.; rouse, elizabeth d. abstract: working with a prominent mentor can offer many benefits to one's career: mentors provide skills, resources, and values that leave a lasting imprint. yet, these promising starting points also present a puzzle as people make sense of their careers further on: they must acknowledge their association with their prominent mentor, without being overshadowed by them. we refer to this tension as the paradox of promise. through a qualitative study of former employees at the eames office, we examine how individuals navigate the paradox of promise as they construct retrospective career narratives. we find that individuals narrate their formative experience as imprints, but with two distinct emphases�values-dominant imprints versus skills-dominant imprints. individuals then narrate their later career experiences by reprinting, reinforcing the existing meaning or finding new meaning in relation to their imprint; we induced three reprinting practices: (a) embracing values, (b) contrasting values, and (c) supplanting values. using imprints and reprinting, former eames employees crafted overarching sources of career meaningfulness: belongingness narratives, emphasizing collaboration and contribution with others; self-expression narratives, emphasizing authenticity and freedom; and achievement narratives, emphasizing expertise and accomplishment. our study contributes to interpretive perspectives of career success and mentor relationships, and how meaningfulness is constructed over the career. 11. title: who is leaving and why? the dynamics of high-quality human capital outflows. authors: sajjadiani, sima; kammeyer-mueller, john; benson, alan. abstract: this study proposes a unified, dynamic framework based on turnover event theory to evaluate the effects of dismissals, layoff announcements, and voluntary turnover on subsequent work-unit voluntary turnover. applying our approach to 1,620 retail stores over 22 months, we show that modeling exit events as a dynamic and interdependent system adds to our ability to predict subsequent human capital outflow. dismissals had the weakest total effect on subsequent voluntary turnover, layoff announcements had the strongest and most immediate effects, and voluntary turnovers had moderate but lasting effects. we also find that these three exit reasons each exhibit a distinct pattern of subsequent turnover intensity and longevity. based on characteristics of work units in our setting, our results correspond to a cumulative worker-level average effect of 0.17 quits following dismissals, 0.23 quits following quits, and 2.2 quits following a layoff. we find that these "multiplier" effects are concentrated among workers of similar performance: high performer exits beget high performer quits, just as low-performer exits beget low-performer quits. our findings suggest analyses offering individual-level estimates of turnover will generally underestimate the broader, work-unit level consequences of individual exit events on similar workers. 12. title: seeing the forest and the trees: exploring the impact of inter- and intra-entrepreneurial ecosystem embeddedness on new venture creation. authors: xu, lei; yang, shu; liu, yu; newbert, scott l.; boal, kimberly. abstract: research on entrepreneurial ecosystems (ees) has tended to focus on the role that characteristics internal to the ee play in determining ee-level outcomes. notwithstanding the insights that academics, policy-makers, and entrepreneurs have gleaned from these studies, prior research has yet to explain whether, how, and why these outcomes might also be impacted by an ee's position within the larger network of ees. given broad acceptance for the important role that networks play in facilitating entrepreneurship at the firm level, we contend that adopting a network-based view of ees may also help predict and explain aggregate entrepreneurial outcomes at the ee level. specifically, we adopt a double embeddedness lens to examine the impact of both inter-ee (i.e., structural embeddedness) and intra-ee (i.e., cultural embeddedness) factors on ee-level new venture creation. using a longitudinal sample of regional data in the united states from 1994 to 2016, we develop and test hypotheses where 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