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��ࡱ�>�� su����r��������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������u �r��xbjbj�n�n2\��a��a@9 �������""������������8�le��plaaaaa���%p'p'p'p'p'p'p$6r��t<kp9������kp��aa4�p���a�a%p�%pa����@�'��i�����sp�p0�p(u�x(u�0(u��l�������kpkp� ����p������������������������������������������������������������������������(u���������"q s: academy of management journal volume 67, issue 1, february 2024 1. title: expanding amj's manuscript portfolio: research methods articles designed to advance theory and span boundaries. authors: gruber, marc; bliese, paul. abstract: an editorial is presented which discusses the journal's decision to broaden its publication scope to incorporate methodological articles, as approved by the academy of management (aom) board of governors. four new editors with specialized proficiency centered on methodological articles will be joining the journal's editorial team. 2. title: when and how artificial intelligence augments employee creativity. authors: jia, nan; luo, xueming; fang, zheng; liao, chengcheng. abstract: can artificial intelligence (ai) assist human employees in increasing employee creativity? drawing on research on ai�human collaboration, job design, and employee creativity, we examine ai assistance in the form of a sequential division of labor within organizations: in a task, ai handles the initial portion, which is well-codified and repetitive, and employees focus on the subsequent portion, involving higher-level problem-solving. first, we provide causal evidence from a field experiment conducted at a telemarketing company. we find that ai assistance in generating sales leads, on average, increases employees' creativity in answering customers' questions during subsequent sales persuasion. enhanced creativity leads to increased sales. however, this effect is much more pronounced for higher-skilled employees. next, we conducted a qualitative study using semi-structured interviews with the employees. we found that ai assistance changes job design by intensifying employees' interactions with more serious customers. this change enables higher-skilled employees to generate innovative scripts and develop positive emotions at work, which are conducive to creativity. by contrast, with ai assistance, lower-skilled employees make limited improvements to scripts and experience negative emotions at work. we conclude that employees can achieve ai-augmented creativity, but this desirable outcome is skill-biased by favoring experts with greater job skills. 3. title: intra-individual conflict and task performance in a multiteam context: examining the structural elements of conflict experience. authors: park, semin; luciano, margaret m.; mathieu, john e.; fenters, virgil w. abstract: in this article, we advance a novel intra-individual conflict cognitive process framework, highlighting two structural elements of conflict experiences: (1) directions (sending vs. receiving) and (2) team boundaries (within team vs. between team). integrating theorizing on cognitive resource allocation, we explain how and why the effect of individuals' conflict experiences on their task performances hinges upon their self-regulation of attention processes guided by the structural elements of conflict experiences. in study 1, using data extracted from continuous audio and video streams of paramedics participating in live-actor mass-casualty response exercises, we found that sending within-team conflict and receiving between-team conflict related positively with task performance, whereas receiving within-team conflict related negatively to task performance. in study 2, we conducted a mixed-design scenario-based experiment to examine the underlying mechanisms that drive such effects. our findings reveal that on-task attentional pull was an important mechanism for a positive sending within-team conflict�task engagement relationship, whereas off-task attentional demands were driving the negative receiving within-team conflict�task engagement relationship. collectively, we demonstrate that examining the intra-individual microfoundations of conflict in a multiteam context yields unique insights and enables building new theory on when and why conflict is beneficial or harmful. 4. title: coherence within and across categories: the dynamic viability of product categories on kickstarter. authors: soubli�re, jean-fran�ois; lo, jade y.; rhee, eunice y. abstract: how does the viability of a product category shift over time? studies abound on how categories emerge and become established, or fall out of use. yet, extant research has often examined the evolution of categories one at a time, leaving open the question of how related categories affect a focal category's viability. in contrast, we consider both intra- and inter-category dynamics. viewing categories as continuously shaped by actors' efforts to position their products, we argue that these efforts alter the coherence that products exhibit not only within a category (a category's heterogeneity), but also across related categories (a category's distinctiveness). we theorize how the interaction between a category's heterogeneity and distinctiveness shapes its subsequent viability. when a focal category's distinctiveness is low, the heterogeneity�viability relationship takes an inverted u-shape. however, as distinctiveness grows, the relationship flattens and eventually flips to a u-shape. we explain this by considering the trade-off between the "classification" and "valuation" benefits that a category affords. we find support for our argument by tracking 170 categories over an 11-year period on kickstarter, one of the largest crowdfunding platforms. by providing a nuanced understanding of category dynamics, we shed new light onto the fluctuating viability of categories. 5. title: how much inequity do you see? structural power, perceptions of gender and racial inequity, and support for diversity initiatives. authors: to, christopher; sherf, elad n.; kouchaki, maryam. abstract: the success of diversity initiatives depends on the support of those in positions of structural power�that is, managers. however, managers often resist such initiatives. existing academic and practitioner conversations point to managers' demographics or ideology as the source of resistance to diversity initiatives. we propose that such resistance may originate from the managerial position itself. we argue that positions of structural power induce organizational identification, which motivates a view that one's workplace is equitable. seven archival studies of government employees (studies 1a 1 g) and three surveys of working adults (studies 2a, 2b, and 3) suggest those higher in structural power perceive less inequity in their workplace due to higher organizational identification, resulting in lower support for diversity initiatives. asking managers to deliberate on inequities within their own organization, thus challenging their default positive view, helps managers overcome their identification barrier (study 4). this research helps shift the foci of resistance toward diversity initiatives from demographics or ideology to one's managerial position and provides practical implications for organizations seeking to support their diversity initiatives. 6. title: media coverage of firms in the presence of multiple signals: a configurational approach. authors: bettinazzi, emanuele l. m.; jacqueminet, anne; neumann, kerstin; snoeren, peter. abstract: recent management research suggests that firms try to orchestrate conformity and distinctiveness in their behavior to reconcile opposing demands of norm compliance and competitive distinction in order to appear optimally distinct. whether they succeed or not depends on how audiences perceive the multiple signals they elicit. extant literature has not fully uncovered how the media combine these different signals to form a representation of firms' behavior and their subsequent reactions to these combinations. we adopt a configurational approach to address this gap in the environmental sustainability context. drawing on unique proprietary data on 118 cases in the energy utility industry and using fsqca, we determine that different equifinal signal configurations are associated with positive media coverage regarding environmental behavior or the lack thereof. we then generate five patterns of signals that explain media reactions and disentangle the underlying logics behind them. our study adds to the research on the multifaceted nature of signal (in)congruence perception by discussing the role of conformity and distinctiveness and highlighting that this perception depends on the signals' credibility. delivering a balanced orchestration of conformity and distinctiveness signals is possible, but complex, because audiences tend to penalize incongruent postures they cannot associate with a given category. 7. title: performance shortfalls, response directions, and belief in the effectiveness of responses. authors: cao, zhi; jiang, feifei; wang, donghan. abstract: problemistic search literature has long sought to understand which responses firms adopt when addressing performance shortfalls. studies have typically considered certain responses and focused on established decision rules to examine search directions, thereby, implicitly assuming that all responses considered are workable solutions to performance shortfalls. conversely, we argue that variations in decision-makers' beliefs about the effectiveness of particular responses in improving firm performance play an important role. these beliefs, alongside evidence supporting them, determine which specific responses firms adopt. to test this argument, we focus on two types of search solutions represented by research and development (r&d) intensity and philanthropic donation intensity. based on 2009�2018 data collected from publicly listed chinese firms, we find that, when decision-makers agree on the effectiveness of r&d, the positive relationship between performance shortfalls and r&d intensity strengthens; whereas when they agree on the effectiveness of corporate social responsibility (csr), the negative relationship between performance shortfalls and donation intensity weakens. the effects of shared beliefs on the effectiveness of r&d and csr are stronger when they are supported by relevant evidence�that is, when there is a stronger correlation between r&d or csr on the one hand and firm performance on the other. 8. title: now you see me: how status and categorical proximity shape misconduct scandalization. authors: han, jung-hoon; pollock, timothy g.; graffin, scott d. abstract: despite the formidable consequences for firms of having their misconduct publicized�and thus scandalized�we know little about why only some misconduct instances become scandals beyond the idea that high-status firms' transgressions are scandalized more often. focusing on the media's essential role in scandalizing misconduct, we take a media routines perspective to theorize how the status of past transgressors inside and outside the focal transgressor's industry creates different contexts that shape the of scandalization likelihood. we argue that the prevalence of past transgressions by high-status firms within the industry leads journalists to scrutinize the misconduct more, amplifying the effect of the focal firm's status by highlighting its commonalities with past transgressors. conversely, the prevalence of transgressions by high-status firms outside the industry attenuates the firm status effect on scandalization by directing media attention outside the industry, limiting the information that can be inferred from firm status. past transgressors' status and their categorical proximity to current transgressors serve as boundary conditions for the scandalizing effect of status. our contribution lies in elucidating contextual factors that influence how status acts as an antecedent of scandals, and explaining how status and categories feed media routines that influence the likelihood of firm misconduct being scandalized. 9. title: how do fieldworkers in poverty craft meaningful roles to achieve social impact? female teachers in slums in india. authors: barkema, harry g.; coyle-shapiro, jacqueline a-m.; le grand, eva m. abstract: prior research has adopted a job-crafting perspective to explain why employees attempt to craft their roles meaningfully (wrzesniewski & dutton, 2001). we explore this theoretical lens in a new context that is particularly challenging for workers and where it would seem unlikely to apply: poverty. more specifically, we study female teachers in slums in india. we use a mixed-methods approach�first qualitative research, then quantitative research�to contextualize job-crafting theorizing by identifying, conceptualizing, and testing situational challenges and enablers in regard to meaningful work in this context. more specifically, we develop and corroborate new theory suggesting that poverty- and gender-related stressors deplete teachers' energy and resources, limiting relational job crafting, but that teachers' identification with the community helps to counteract this challenge, ultimately increasing their social impact. more fundamentally, we show how job-crafting theorizing, contextualized in a poverty setting, helps to explain how social organizations, through their fieldworkers (e.g., female teachers), create social impact. 10. title: coevolutionary lock-in in external search. authors: park, sanghyun; piezunka, henning; dahlander, linus. abstract: while external search allows organizations to source diverse ideas from people outside the organization, it often generates a narrow set of nondiverse ideas. we theorize that this stems from an interplay between organizations' idea selection and the external generation of ideas: an organization selects ideas shared by external contributors, and the external contributors, who strive to see their ideas selected, use the prior selection to infer what kind of ideas the organization is looking for, and to respond. contributors whose ideas are misaligned with the organization's selection tend to stop submitting ideas (i.e., self-selection) or adjust the ideas they submit so that they correspond (i.e., self-adjustment), resulting in a less diverse pool of ideas. our central hypothesis is that the more consistent organizations are in their selection, the stronger the coevolutionary lock-in: organizations with greater selection consistency receive future ideas with 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