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volume 65, issue 2, april 2022
1. title: insights on how we try to show empathy, respect, and inclusion in amj
authors: umphress, elizabeth e; rink, floor; zapata, cindy p muir; hideg, ivona.
abstract: umphress et al discuss the different ways in which amj considers empathy, respect, and inclusion, in order to assist in maintaining the open academic community they built together and aspire to develop further. empathy, respect, and inclusion are important to consider within all workplaces at all times. for this reason, it has long been one of the core values of the academy of management to "provide a dynamic and supportive community for all of our members, embracing the full diversity of the backgrounds and experiences". however, the scale of recent worldwide health, social, economic, and political events cannot be denied. although these events will not be the first nor the last crises they will face, it has become clear that current conditions disproportionately impact members of disadvantaged groups and have served to exacerbate disparities in their treatment that were already present before these crises began.
2. title: the past is prologue? venture-capital syndicates' collaborative experience and start-up exits
authors: wang, dan; pahnke, emily cox; mcdonald, rory m.
abstract: past research has produced contradictory insights into how prior collaboration between organizations-their relational embeddedness-impacts collective collaborative performance. we theorize that the effect of relational embeddedness on collaborative success is contingent on the type of success under consideration, and we develop a typology of two kinds of success. we test our hypotheses using data from crunchbase on a sample of almost 11,000 u.s. start-ups backed by venture-capital (vc) firms, using the vcs' previous collaborative experience to predict the type of success that the start-ups will experience. our findings indicate that as prior collaborative experience within a group of vcs increases, a jointly funded start-up is more likely to exit by acquisition (which we call a focused success); with less prior experience among the group of vcs, a jointly funded start-up is more likely to exit by initial public offering (a broadcast success). our results deepen understanding of the connections between organizational performance and collaboration networks, contributing to entrepreneurship research on the role of investors in technology ventures.
3. title: "i" am affirmed, but are "we"? social identity processes influencing refugees' work initiative and community embeddedness
authors: schaubroeck, john m; demirtas, ozgur; peng, ann c; pei, dong.
abstract: facilitating refugees' transitions to host country society is of interest to their host countries and municipalities, employers within those countries, and the refugees themselves. we develop and test a model of how social identity processes, as outlined in self-categorization theory, influence how perceiving that one is treated as an insider encourages behaviors reflecting social engagement with host country nationals, both within and outside of work. in a sample of 389 syrian refugee employees in 88 supervisory units, perceived insider status was indirectly related to work initiative and community embeddedness through organizational identification. these indirect effects were moderated by diversity climate and perceived stigmatization of refugees in the broader society. perceived insider status had its weakest effect on identification, and was not related indirectly to the outcomes when diversity climate was lower and perceived stigma was higher. we discuss the implications for theory development and practice concerning how social identity salience can inhibit personal affirmations at work from encouraging members of marginalized groups to demonstrate a deeper commitment to the organization and society.
4. title: big fish versus big pond? entrepreneurs, established firms, and antecedents of tie formation
authors: katila, riitta; piezunka, henning; reineke, philipp; eisenhardt, kathleen m.
abstract: entrepreneurial and established firms form collaborative relationships to commercialize products. through such ties, entrepreneurs seek (a) development help to hone ideas into marketable products and (b) access to markets. in most cases, entrepreneurs face a trade-off: they can be a big fish in a small pond, getting more attention and development help from a smaller firm with less market access, or a small fish in a big pond, getting less attention and help from a larger firm with more market access. our study investigates what goes into choosing between these options. drawing from resource dependence theory and an empirical study of tie formation between developers and publishers of playstation 2 video games, we develop and test a framework that identifies the key decision variables and focuses on two moderators-resource need evolution and resource uncertainty related to competition-that explain whether a big fish (more development help) or a big pond (more market access) drives tie formation. our findings point to prospective peers as one of the significant decision criteria at tie formation and highlight the dynamic nature of resource dependence. altogether, the results give resource dependence theory a dynamic element it has lacked in the past.
5. title: how other- and self-compassion reduce burnout through resource replenishment
authors: schabram, kira; heng, yu tse.
abstract: the average employee feels burnt out, a multidimensional state of depletion likely to persist without intervention. in this paper, we consider compassion as an agentic action by which employees may replenish their own depleted resources and thereby recover. we draw on conservation of resources theory to examine the resource-generating power of two distinct expressions of compassion (self- and other-directed) on three dimensions of burnout (exhaustion, cynicism, inefficacy). utilizing two complementary designs-a longitudinal field survey of 130 social service providers and an experiential sampling methodology with 100 business students across 10 days-we find a complex pattern of results indicating that both compassion expressions have the potential to generate salutogenic resources (self-control, belonging, self-esteem) that replenish different dimensions of burnout. specifically, self-compassion remedies exhaustion and other-compassion remedies cynicism-directly or indirectly through resources-while the effects of self- and other-compassion on inefficacy vary. our key takeaway is that compassion can indeed contribute to human sustainability in organizations, but only when the type of compassion provided generates resources that fit the idiosyncratic experience of burnout.
6. title: identity�society (mis)alignment and the instrumentalization of firm creation: creative destruction and creative reconstruction
authors: foy, shirah; gruber, marc.
abstract: research on founder identity has significantly advanced our understanding of entrepreneurship and related literatures. by departing from the widely held-though often implicit-assumption that culture defines the parameters of identity formation, this paper investigates how the alignment, or misalignment, between a founder's identity and their perceived sociocultural context influences new firm creation. we engage in an in-depth qualitative study of 49 founders in taiwan that reveals how founders' identity structures can be (mis)aligned with their perceived social structures, and how the reinforcement or tensions generated by (mis)alignment can fuel the creation of fundamentally different types of ventures-including those that challenge the perceived sociocultural status quo with a social mission intended to push society toward a new equilibrium. our theory of founder identity�society (mis)alignment is therefore able to specify a key mechanism linking the founder's identity with perceived sociocultural context. furthermore, we advance the influential schumpeterian theory of creative destruction beyond the purely economic context to address the broader sociocultural environment and to incorporate the concept of creative reconstruction, in which entrepreneurs seek to restore elements of society past.
7. title: pumping the brakes: examining the impact of ceo political ideology divergence on firm responses
authors: semadeni, matthew; chin, m k; krause, ryan.
abstract: research on ceo political ideology has demonstrated the construct's impact on many firm outcomes. yet, political ideology does not exist in a vacuum; beyond representing a ceo's values, political ideology also affects the ceo's perception of the political environment. it remains unclear how a difference between the national political climate and the ceo's own political ideology might affect strategic decision-making. applying upper echelons and threat response perspectives, we propose that divergence between the national political climate and the ceo's own ideology provokes a threat response, leading ceos to cut research and development spending and increase retained earnings. we then examine two boundary conditions for this relationship. first, we propose that ceo wealth tied to the firm in the form of vested stock options will increase the perceived threat of ideology divergence, strengthening the threat response. second, we propose that industry regulation will dampen the threat perceived from divergence, as well as hindering the ceo's ability to respond to the threat at all, because of greater stability and lower discretion, respectively. we test these predictions on a sample of standard & poor's 500 ceos from 2004 to 2017 and find support for our hypothesized relationships.
8. title: top management team experiential variety, competitive repertoires, and firm performance: examining the law of requisite variety in the 3d printing industry (1986�2017)
authors: fox, brian c; simsek, zeki; heavey, ciaran.
abstract: this study develops and tests a thesis derived from the law of requisite variety. we contend that the greater the experiential variety of a top management team, the more likely it is that the complexity and consistency of the firm's competitive repertoire will be calibrated to relevant external variety. in addition, for firms that achieve such calibrated repertoires, we expect that their financial performance will be superior to that of their peers. we then integrate these arguments and examine whether top management team experiential variety indirectly, through calibrated repertoires, contributes to firm performance. analyzing hand-collected data for firms operating in the 3d printing industry over the past three decades (1986�2017), we find support for the overall thesis and associated hypotheses. the discussion section elaborates on the study's contributions, limitations, and future research potential.
9. title: the fragility of experts: a moderated-mediation model of expertise, expert identity threat, and overprecision
authors: kang, sanghoon; kim, jerry w.
abstract: experts play a crucial role in modern organizations, but evidence regarding the soundness and reliability of their decision-making is mixed and often contradictory. we develop and test a moderated-mediation model of expert decision-making linking expertise, identity threat, and overprecision to understand when and why experts offer overly precise judgments, and how they can cope with disconfirming feedback. we find support for this model in a series of lab experiments which show that (a) experts are more likely than novices to double down and produce overly precise predictions following disconfirming feedback, (b) this feedback-induced overprecision by experts is mediated by perceived level of expert identity threat, (c) the source of the feedback matters for identity threat and overprecision, and (d) self-affirmation attenuates identity threat and reduces overprecision. we supplement these experimental findings by investigating experts' response to disconfirming feedback in two real-world settings: major league baseball umpiring and chief financial officer predictions of stock market returns. our model and results show that feedback can harm expert decision-making by leading experts to be overly precise in their judgment, challenging existing notions on the ability of expert decision-makers, and providing insight into when and why experts should be relied upon in organizational decisions.
10. title: too much on the plate? how executive job demands harm firm innovation and reduce share of exploratory innovations
authors: zhu, david h; jia, liangding; li, fei.
abstract: building on psychological research on job demands and executive job demands theory, we explain why executive job demands negatively influence a firm's overall innovation and shift the balance of innovative activities toward a larger share of exploitative innovations at the expense of exploratory innovations, leading to a smaller share of innovations that are exploratory. in addition, we explain how variety in executives' gender, age, and tenure and an innovative climate weaken the negative effects of job demands on both overall innovation and the share of exploratory innovations. our theory suggests that a controlling climate and employees' education weaken the negative effect of job demands on overall innovation but exacerbate the negative effect of job demands on the share of exploratory innovations. using surveys collected on-site from 243 chinese firms, we find support for five of our 10 hypotheses and marginal support for three additional hypotheses but no support for the two moderating effects of innovative climate. this study shifts innovation scholars' attention away from executive cognition and characteristics to their job environment attributes. it also develops executive job demands theory by examining its boundaries and applicability to the domain of innovation management.
11. title: which ideas for change are endorsed? how agentic and communal voice affects endorsement differently for men and for women
authors: mcclean, elizabeth j; kim, sijun; martinez, tomas.
abstract: this paper explores how gender affects idea endorsement. we depart from the existing approach, which considers the effect of gender and other factors in isolation, and propose that endorsement depends on who suggests which ideas and in what ways. drawing upon expectancy violations theory, we argue that "positive counter-stereotypical voice"-conceptualized as an idea that signals desirable traits stereotypically associated with the opposite gender-is more likely to be endorsed compared to "positive yet stereotypical voice" (i.e., that signals desirable traits consistent with stereotypical expectations of the speaker's gender). we argue that communal voice for men and agentic voice for women constitute positive counter-stereotypical voice, whereas agentic voice for men and communal voice for women constitute positive stereotypical voice. then, we examine why positive counter-stereotypical voice results in positive evaluations-endorsement-by arguing that it affects attributions of competence and benevolence, albeit differently for men and for women. we test our hypotheses across three studies-one field and two experimental. combined, we contribute to both the voice and gender literatures and shed new light on our understanding of how and why women and men get their ideas endorsed.
12. title: strategic nepotism in family director appointments: evidence from family business groups in south korea
authors: jeong, seung-hwan; kim, heechun; kim, hicheon.
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rrr r�ux�y�y�y�y�y�����ɼ�������tf�y�y�kc?h$:jh$:uhj<hj<5�ojqjo(h[rh[rojqj^jh$?�h)w�5�ojqj^jh[h)w�5�ojqj^jo(h[h�s�5�ojqj^jh[rh[r5�ojqj^jh�s�h�s�5�ojqj^jh�"�h)w�5�ojqj^jh�s�5�ojqj^jo(h�~�5�ojqjo(h[h)w�ojqj^jo(uh�-h�-ojqj^jhih)w�ojqj^jo(ew) through family involvement in company leadership. prior research points to a potential trade-off of family involvement, as underqualified and underprepared family members' involvement would bring sew gains at the expense of financial wealth. we examine how controlling families seek to shape this trade-off to be in their favor by systematically appointing family members to board positions favorable for building managerial competencies through what we call "strategic" nepotism. we find that compared to nonfamily insiders, family members are preferentially appointed to prestigious firms that provide opportunities for cultivating knowledge, skills, and reputation in a protected organizational environment. we also find that controlling family members are kept away from stigmatizing appointments that would undermine their managerial resource-building efforts. consistent with an effort to overcome intergenerational deterioration of managerial talent and skills, we find that strategic nepotism is concentrated on later- rather than earlier-generation family members.
13. title: no change is an island: how interferences between change initiatives evoke inconsistencies that undermine implementation
authors: kanitz, rouven; huy, quy nguyen; backmann, julia; hoegl, martin.
abstract: organizational change research has concentrated on the challenges of implementing isolated changes, paying little attention to the interactions among concurrent change initiatives. our longitudinal real-time study of a multinational technology firm examines how two corporate change initiatives interfered with each other. the interfering initiatives provoked inconsistency judgments (cognitive, normative, and procedural) and the emergence of collective emotions that undermined change performance. top managers' responses fueled the sharing of inconsistency judgments and emotions that fed into a recursive process that, over time, provoked emotional uncertainty, elicited moral emotions, and eroded emotional attachment to change. our process model reveals inconsistency judgments as a previously overlooked socio-psychological mechanism underpinning interferences between change initiatives. we reveal the limitations of examining organizational change in terms of isolated initiatives and call for research that considers the dynamics between change initiatives.
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