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��ࡱ�>�� u �r�/abjbj�n�n2��a��a!y ��""��8�d]��rlyyyyy��{r}r}r}r}r}r}r$ht�w<�r��r��yy4�r��y�y{r��{r��y��@��p��gr�r0�r�zw�:zw��v1zw�'o@��r�r��r��zw��"qs: organization science volume 34, issue 4, jul/aug 2023 1. title: a real utopia under what conditions? the economic and social benefits of workplace democracy in knowledge-intensive industries. authors: young-hyman, trevor; magne, nathalie; kruse, douglas. abstract: given consistent evidence of its social benefits but questions about its market viability, this paper examines the conditions under which workplace democracy can be understood as a "real utopia"; a viable form of organization that is both economically productive and socially welfare enhancing. conceptualizing democratic firms as organizations with formally distributed authority and collectivist norms, we argue that democratic firms will operate more productively in knowledge intensive industries, compared with conventional firms in the same industries, because they give authority to those with relevant knowledge and encourage intrafirm information sharing. next, focusing on intrafirm wage inequality as a key social welfare outcome, we argue that knowledge-intensive sectors are also settings where the benefits of workplace democracy are likely to be greater. knowledge intensive industries tend to generate greater intrafirm inequality through the adoption of market-based employment policies and reliance on unique expertise, yet the formal structure and collectivist norms of democratic firms are likely to limit these mechanisms of inequality, generating inequality reductions. we test these hypotheses with longitudinal linked employer-employee data from french cooperatives and conventional firms, including firms that shift organizational structures over time. we find robust support for our hypothesis about economic performance and moderate support for our hypothesis about social performance. 2. title: when less is more: how statistical discrimination can decrease predictive accuracy. authors: csaszar, felipe a.; jue-rajasingh, diana; jensen, michael. abstract: discrimination is a pervasive aspect of modern society and human relations. statistical discrimination theory suggests that profit-maximizing employers should use all the information about job candidates, including information about group membership (e.g., race or gender), to make accurate predictions. in contrast, research on heuristics in psychology suggests that using less information can be better. drawing on research on heuristics, we show that even small amounts of inconsistency can make predictions using group membership less accurate than predictions that do not use this information. that is, whereas statistical discrimination theory implies that better predictions can be achieved by using all available information about an individual (including group characteristics that may be correlated with but do not cause performance), our model shows that using all available information only improves predictive accuracy under a very specific set of conditions, thus suggesting that statistical discrimination often results in worse predictions. by understanding when statistical discrimination improves or worsens predictions, our work cautions decision makers and uncovers paths toward reducing the occurrence of situations in which statistical discrimination benefits predictive accuracy, thus reducing its pervasiveness in society. 3. title: who pays the cancer tax? patients' narratives in a movement to reduce their invisible work. authors: valentine, melissa a.; asch, steven m.; ahn, esther. abstract: many studies examine the division of labor inside organizations. yet there is also an expected division of labor between organizations and their clients, which research to date has tended to ignore or has treated as static and easily accepted by both parties. how might clients change the expected division of labor with a service organization? we developed this question while studying an academic cancer center (acc), where patient activists led a movement to bring to light the burdensome invisible work they and their families did to coordinate their treatment. they shared their own stories, developed formal channels for collecting more stories, and worked to broadcast the growing set of stories across acc. their stories became a resource for change and mobilized a coalition of staff allies. coalition members drew on the patient stories to develop a new diagnostic framing of the "cancer tax"�the burdensome coordination work acc required of patients. they also developed a prognostic frame for how acc could help, which inspired a new program that took on some of the patients' coordination tasks. in this way, the patients' stories created new awareness of the problem and provided resources for staff allies to make the case for taking on some of the patients' invisible work. this study shows that clients can effectively influence organizational change through movements fueled by personal narratives (for instance, lessening the coordination work they must do to coproduce complex services). 4. title: powerlessness also corrupts: lower power increases self-promotional lying. authors: li, huisi; chen, ya-ru; hildreth, john angus d. abstract: the popular maxim holds that power corrupts, and research to date supports the view that power increases self-interested unethical behavior. however, we predict the opposite effect when unethical behavior, specifically lying, helps an individual self-promote: lower rather than higher power increases self-promotional lying. drawing from compensatory consumption theory, we propose that this effect occurs because lower power people feel less esteemed in their organizations than do higher power people. to compensate for this need to view themselves as esteemed members of their organizations, lower power individuals are more likely to inflate their accomplishments. evidence from four studies supports our predictions: compared with those with higher power, executives with lower power in their organizations were more likely to lie about their work achievements (study 1, n = 230); graduate students with lower power in their ph.d. studies were more likely to lie about their publication records (study 2, n = 164); and employees with lower power were more likely to lie about having signed a business contract (studies 3 and 4). mediation analyses suggest that lower power increased lying because lower power individuals feel lower esteem in their organizations (study 3, n = 562). further supporting this mechanism, a self-affirmation intervention reduced the effect of lower power on self-promotional lying (study 4, n = 536). these converging findings show that, when lies are self-promotional, lower power can be more corruptive than higher power. 5. title: empowerment mitigates gender differences in tertius iungens brokering. authors: nicolaou, nicos; kilduff, martin. abstract: tertius iungens brokering that brings together people who might not otherwise meet is crucial for organizational effectiveness. but we know little about whether and why women and men differ in their propensity to engage in this brokering. our paper focuses on the origins and mitigation of gender differences in the propensity to bring people together. in study 1, we showed that the totterdell et al. (2008) propensity-to-join-others scale that we used in study 2 and the obstfeld (2005) tertius iungens scale overlapped not only conceptually, but also empirically, and that these measures of tertius iungens were distinct from mediation- and separation-brokering propensities (grosser et al. 2019). in study 2, we used a natural experiment to examine the tertius iungens brokering propensities of 876 identical and 625 fraternal same-sex twins. we found that brokering propensity was lower for women than for men, although the propensity toward sociability in terms of making friends and acquaintances was lower for men. we also found that for women, relative to men, tertius iungens brokering propensity was largely affected by environmental influences, such as the experience of stereotyping and discrimination, rather than representing an inherited disposition. moreover, the differences between men and women with respect to brokering were mitigated for empowered samples, such as well-educated or entrepreneurial individuals. our research asks new questions about how environmental pressures and empowerment affect social networking. gender differences in brokering may be amenable to mitigation through empowering practices that include education and entrepreneurial experience. 6. title: bridgework: a model of brokering relationships across social boundaries in organizations. authors: johnson, tiffany d.; joshi, aparna; kreiner, glen e. abstract: relationships are central to organizing, work, and organizations. yet, in many instances, relationships do not build themselves, and third-party actors are often needed to intervene in situations, persuade individuals, and facilitate connections across disconnected actors in organizations. little is known about the strategies through which third-party actors can broker relationships across what are considered to be intractable social boundaries�membership in stigmatized or nonstigmatized social identity-based groups. we build a process theory of what we call "bridgework," the strategy used by third-party agents, intermediaries, and allies to bridge by shifting value-related perceptions about actors on the other side of social identity-based divides. more specifically, we focus on a stigmatizing social identity that can create boundaries that are often reinforced through informal network ties. based on interviews, participatory observation, and archival data with job coaches for adults with autism spectrum disorders and related developmental disabilities, we showcase a model of bridgework�a combination of internal and external strategies across three stages (adding, stabilizing, and maintaining perceptions of value) to facilitate relationships between stigmatized and nonstigmatized members of organizations. we discuss how our grounded model contributes to the rich traditions of research on stigma, brokerage, disability studies, positive relationships, and compassion in organizations. funding: this project was supported by a smeal small research grant in spring 2015. 7. title: "dear ceo and board": how activist investors' confidence in tone influences campaign success. authors: brauer, matthias; wiersema, margarethe; binder, philipp. abstract: activist hedge funds represent the most potent form of financial activism. yet we do not fully understand how these activist investors, despite holding only a small stake in target firms, are able to influence management and the board to acquiesce to their demands, especially given the large uncertainty that their demands will improve shareholder value. building on impression management (im) theory, we propose that activist investors who express their concerns and demands with high confidence in their letters to target firms are likely to be perceived as knowledgeable and competent by the firm's other shareholders, thus influencing the response of the firm's management and board. in support of this theoretical proposition, results of our empirical analysis of 475 u.s. activist campaigns against u.s. companies between 2007 and 2019 suggest that confidence in tone in an activist's letter, as a form of self-promotion, is positively associated with campaign success. we also observe that the positive association between confidence in tone in activist letters and campaign success is less for activists with greater success in prior campaigns and in campaigns with multiple activists. our paper contributes to financial activism research by showing that activists' verbal impression management can serve as an effective influence tactic in their campaigns. our study also contributes to the emerging research stream on verbal im by introducing a language attribute, confidence in tone, that has not been studied in management research and is distinct from past constructs examined in verbal im research. 8. title: effective information infrastructures for collaborative organizing: the case of maasai mara. authors: h�konsson, dorthe d�jbak; larsen, erik reimer; eskildsen, jacob kj�r. abstract: this study focuses on how collaborative organizing is achieved in a natural-resource commons, organized as an actor-oriented structure. in a framed field experiment, teams of maasai livestock owners played a board game related to sustainable usage and preservation of a commons (in this case, grazing areas). we examine team decisions over time and draw inferences about the difference between two information infrastructures: one that enables learning about the ecosystem and one that enables shared situational awareness. we also examine the effectiveness of these information infrastructures in obtaining sustainable usage and preservation of a commons, finding that participants who are subjected to an information infrastructure that enables shared situational awareness are more effective than those subjected to an information infrastructure that only enables learning about the ecosystem. this, we argue, is because shared situational awareness enables members to address their interdependencies related to both task and knowledge interdependence. in other words, without shared situational awareness, they are less efficient at coordinating their actions, despite sharing collaborative values. based on our findings, we argue that actor-oriented structures should be designed to include information infrastructures that specifically address members' interdependencies. 9. title: can public organizations perform like private firms? the role of heterogeneous resources and practices. authors: teodorovicz, thomaz; lazzarini, s�rgio; cabral, sandro; nardi, leandro. abstract: despite the well-known governance problems in public (state-owned) organizations, such as process rigidity, limited autonomy, and weak incentives, public organizations exhibit substantial performance heterogeneity, with some performing similarly to their private counterparts. in this paper, we scrutinize those sources of heterogeneous performance based on the interplay of management practices and resources. we argue that the governance constraints in public organizations inhibit the adoption of performance-enhancing practices. however, this negative effect is attenuated by the presence of distinct resources, such as human capital. we examine these effects in the context of over 9,000 public and private schools in brazil. we find that private schools are more likely to use internal operational practices, such as planning and human resource management, as well as practices of engaging with external stakeholders. differential adoption of these practices partially explains why private schools outperform their public counterparts in terms of student learning. yet, access to highly educated teachers in public schools attenuates the negative association between public governance and the adoption of superior practices. in other words, schools with skilled teachers are more likely to adopt superior practices, thus reducing their performance gap compared with private schools. this result suggests that heterogeneous resource endowments�in our context, human capital�can soften governance constraints that inhibit performance-enhancing practices in public organizations. we thus show that heterogeneous practices and resources jointly explain not only performance differences across public and private organizations but also variations in the performance of organizations with the same governance form. 10. title: reject and resubmit: a formal analysis of gender differences in reapplication and their contribution to women's presence in talent pipelines. authors: fernandez-mateo, isabel; rubineau, brian; kuppuswamy, venkat. abstract: a common explanation for women's underrepresentation in many economic contexts is that women exit talent pipelines at higher rates than men. recent empirical findings reveal that, in male-dominated selection contexts, women are less likely than men to reapply after being rejected for an opportunity. we examine the conditions under which this gender difference contributes to women's underrepresentation in talent pipelines over time. we formally model and analyze the population dynamics of a generic selection context, which we then ground using three distinct empirical settings. we show that gender differences in reapplication are an important mechanism of gender segregation in some selection contexts but negligible in others. the extent to which gender differences in reapplication contribute to women's underrepresentation is driven in part by the rejection rate. higher rejection rates increase the stock of rejected applicants, which in turn enables gender differences in reapplication to disproportionally reduce women's representation. the results demonstrate that interactions between individuals' choices on the supply side and screeners' behavior on the demand side may have consequences for gender inequality, even if we were able to fully eliminate demand-side biases. we discuss the theoretical and policy implications of our research for understanding women's underrepresentation in talent pipelines. we also interrogate the effectiveness of common interventions focused on encouraging women to apply for opportunities in male-dominated domains. 11. title: the downside of displaying agentic values: evidence from shareholder activism. authors: desjardine, mark r.; shi, wei. abstract: activist shareholders face a challenging task in preemptively identifying executives who they perceive might destroy shareholder value�before harm is done. we develop a framework where activist shareholders resolve this problem by forming attributions about executives' intentions based on their displays of agentic values, which reflect independence and control. for activist shareholders, a strong display of independence can evoke concerns that an executive will act without the regulation of shareholder input, and a strong display of control can create concerns an executive will engineer governance provisions to their own benefit. as such, we hypothesize that above-average agentic value displays by ceos increase the likelihood firms are targeted by shareholder activists. extending our theory, we argue the positive effect that agentic value displays have on attracting shareholder activism is stronger when ceos permit higher spending on corporate and stakeholder investment, both of which can exacerbate shareholder harm when executed poorly. we also posit that activism campaigns driven by ceos' agentic value displays will largely come from activist shareholders seeking to exert their own control over agentic-speaking ceos. using data on shareholder activism campaigns at us-based companies from 2003�2018, we find support for our hypotheses. we discuss multiple theoretical implications for research on corporate governance, stakeholder management, and investor relations. 12. title: executives' prior employment ties to interlocking directors and interfirm mobility. authors: harrison, joseph s.; boivie, steven; withers, michael c. abstract: this paper explores how executives' prior employment ties to interlocking directors, or those who hold additional board seats or executive positions at outside firms, influence individual executive interfirm mobility. as organizational boundary spanners, interlocking directors may be able to influence executive outcomes both within and outside of executives' current firms. but given natural constraints on internal promotion for executives, we suggest most executives will tend to leverage ties to interlocking directors to access external opportunities, as manifested by movement to outside firms. analysis of interfirm mobility among a sample of standard & poor's 1500 executives between 2000 and 2014 offer support for this idea. we find a positive association between individual executives' prior employment ties to interlocking directors and their hazard of movement to outside firms, including to the other firms where these directors serve. at the same time, we argue and find that the strength of this latter relationship will further depend on directors' competing motivations owing to their specific positions in the focal and interlocking firms. whereas holding a lead position on the focal firm's board (i.e., as chairperson or lead independent director) weakens this relationship, holding the position of chief executive officer in the interlocking firm strengthens it. our theory and findings highlight the unique and important role of interlocking directors in executive interfirm mobility and, in doing so, contribute novel insights regarding how ties to boundary spanners can influence individual outcomes for those to whom they are linked. 13. title: variations in the corporate social responsibility-performance relationship in emerging market firms. authors: cuervo-cazurra, alvaro; purkayastha, saptarshi; ramaswamy, kannan. abstract: corporate social responsibility (csr) and its impact on performance have generated a debate that has evolved across several perspectives (shareholder, stakeholder, resource-based, and contingency). building on the resource-based and contingency perspectives, we shed new light on this debate by analyzing the impact of csr on performance in emerging market firms, advancing the idea that csr is a mechanism that helps address market and government failures. we first argue that csr's three constituent dimensions (environmental, social, and governance) vary in their impact on performance because each dimension has a different mitigating effect on contextual failures that hobble emerging market firms. specifically, we contend that social csr has a larger effect on performance than either governance csr or environmental csr for emerging market firms, because the former helps build capabilities that more directly reduce the negative consequences of government failures in the provision of public goods and services that firms need to operate efficiently. we then provide additional depth to this idea by arguing that other mechanisms used for mitigating market failures in an emerging market context, namely firm-level business group affiliation and country-level government policy nudges, strengthen this differential influence of each of the three dimensions of csr on performance. analyses of a sample of 89 publicly traded indian firms from 2007 to 2017 support these arguments. funding: a. cuervo-cazurra thanks the lloyd mullin fellowship at northeastern university for financial support. s. purkayastha thanks indian institute of management, calcutta for financial support. &')035679b��ʸʸʸ��~qcuhc=hicy5�ojqj^jhj�5�ojqj^jo(hk'hk'5�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h�]5�cjojqj^jajh 2e5�cjojqj^jaj#hk'hk'5�cjojqj^jaj#h�"�h�"�5�cjojqj^jaj h$-�5�cjojqj^jajo(#hk'hk'5�cjojqj^jaj678� ��s��k�wx�%"&"w"�"��gd�psgd)w�gd$?�gdoc�gdto�gd�l$gd%j,gdk'gdu<�gd�"�$a$gdt4� 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