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��ࡱ�>�� r�s_bjbj�v�v2��<�<ew ��86��$�oq4:::�p�p�p�p�p�p�p$�r�eu:q�:::::q��4)q��:2��p�:�p��h�q1��lv��p?q0oq�u�ru��1u��n,::�:::::qq4�:::oq::::��u:::::::::��: organization science volume 22, issue 3, may-jun 2011 1. title: the ratings game: asymmetry in classification authors: david m. waguespack and olav sorenson abstract: categorization processes are generally treated as consistent mappings of the underlying characteristics that they group. yet, in many cases, the identities of actors influence these processes. when identity matters, high-status actors often obtain more favorable classifications. we examine these processes in the context of the motion picture association of america's parental guidance classifications of movies (g, pg, r, nc-17). we find that, conditional on a given level of content, films distributed by the association's members and those that involve more central producers and directors receive more lenient classifications than those carried by independent distributors and involving more peripheral personnel. conversely, and again conditional on content, films involving directors with a history of producing r-rated features receive more restrictive ratings. we discuss the mechanisms that might account for these effects. regardless of the mechanism, however, because ratings influence revenue and consequently profitability, the movie certification system in the united states places independent distributors and peripheral individuals at a disadvantage, relative to their larger and more central rivals. 2. title: identity realization and organizational forms: differentiation and consolidation of identities among arizona's charter schools authors: brayden g king, elisabeth s. clemens, melissa fry abstract: organizations in an emerging organizational population face an identity problem. collectively, organizations cannot yet rely on a coherent and stable definition of what membership in that new industry means. individually, each organization must also establish its own distinctive identity to differentiate itself from competitors and secure resources. to explore the relationship between differentiation and the consolidation of recognizable identity element clusters, we examine the emergence of organizational form in the early years of the arizona charter school industry. this industry is particularly interesting for scholars studying institutional processes because the legislative mandate of the new industry was for schools to experiment and provide education in an unconventional manner. thus, the legislative definition of the organizational form or template for the charter school identity was intentionally underspecified. using inductive analysis and regression models, we examine the process of identity realization occurring among charter schools and assess how the local institutional context of charter schools affected the realization process. the analyses demonstrate that new industries may come to be characterized by multiple element clusters; a single label for an organizational form may be linked to different combinations of identity elements. our results also demonstrate that identity realization at the organizational level occurs through mimicry and differentiation processes and is facilitated by the local institutional context. in particular, the diversity of organizational resources available to industry entrepreneurs enables identity differentiation from one's peers. 3. title: rational decision making as performative praxis: explaining rationality's �ternel retour authors: laure cabantous, jean-pascal gond abstract: organizational theorists built their knowledge of decision making through a progressive critique of rational choice theory. their positioning towards rationality, however, is at odds with the observation of rationality persistence in organizational life. this paper addresses this paradox. it proposes a new perspective on rationality that allows the theorizing of the production of rational decisions by organizations. to account for rationality's �ternel retour, we approach rational decision making as performative praxis�a set of activities that contributes to turning rational choice theory into social reality. we develop a performative praxis framework that explains how theory, actors, and tools together produce rationality within organizations through three mechanisms: rationality conventionalization, rationality engineering, and rationality commodification. this framework offers new avenues of research on rational decision making and points to the factors that underlie the manufacture of rationality in organizations. 4. title: dealing with unusual experiences: a narrative perspective on organizational learning authors: raghu garud, roger l. m. dunbar, caroline a. bartel abstract: experiences that do not fit squarely into known categories pose a challenge to notions of organizational learning that rely primarily on scientific or experiential approaches. making sense of, responding to, and learning from such unusual experiences requires reflection and novel action by organizational actors. we argue that narrative development processes make this organizational learning possible. by developing narratives, organizational actors create situated understandings of unusual experiences, negotiate consensual meanings, and engage in coordinated actions. through the accumulation of narratives about unusual experiences, an organization builds a memory with generative qualities. specifically, through narratives, actors evoke memories of prior unusual experiences and how they were dealt with, and this generates new options for dealing with emerging unusual experiences. we outline a framework detailing how narrative development processes enable organizational learning from unusual experiences and conclude by summarizing how this approach differs from and yet builds upon scientific and experiential approaches to learning. 5. title: practice as the site of knowing: insights from the field of telemedicine authors: davide nicolini abstract: this paper aims to shift the unit of analysis in the study of organisational knowledge from individuals and their actions to practices and their relationships. it introduces the concept of "site" to help advance an understanding of the relationship between practice and knowing. the notion of site supports the intuition that knowing is both sustained in practice and manifests itself through practice. it also evokes the idea of knowledge as being rooted in an extended pattern of interconnected activities that only when taken in its living and pulsating entirety constitutes the site of knowing. in this paper, i review the different ways to conceptualise the relationships between knowing and practice, and i show how the idea of site adds to the existing body of work. building on the results of a longitudinal study in the field of telemedicine, i then offer suggestions on aspects of practice where knowing manifests itself, and i use the concepts of "translation by contact" and "at distance" to explain how dispersed knowings are woven together and the power effect that can derive from these. i conclude by reflecting on the implications of this radical view and the direction for future research. 6. title: when employees do bad things for good reasons: examining unethical pro-organizational behaviors authors: elizabeth e. umphress, john b. bingham abstract: we propose that employees sometimes engage in unethical acts with the intent to benefit their organization, its members, or both�a construct we term unethical pro-organizational behavior. we suggest that positive social exchange relationships and organizational identification may lead to unethical pro-organizational behavior indirectly via neutralization, the process by which the moral content of unethical actions is overlooked. we incorporate situational and individual-level constructs as moderators of these relationships and consider managerial implications and future research. 7. title: location, decentralization, and knowledge sources for innovation authors: aija leiponen, constance e. helfat abstract: when firms seek to innovate, they must decide where to locate their innovation activity. this location choice requires firms to make a simultaneous choice about the organizational structure of innovation activity: almost by definition, multiple locations per firm imply some degree of decentralization. we compare predictions of the knowledge-based view with the predictions of organizational economics regarding the location and decentralization of r&d. using firm-level data on r&d locations in finland, we examine the conditions under which firms with multiple r&d locations also have greater innovation output. our results indicate that multilocation of r&d activity is positively associated with imitative innovation output and is strongly correlated with greater external knowledge sourcing. we also find that the positive association between multiple r&d locations and innovative output does not apply to new-to-the-market innovations. the results are consistent with the interpretation that multilocation of r&d enables firms to access a broad set of external sources of knowledge in pursuit of imitative rather than new-to-the market innovation. moreover, these findings imply heterogeneity in r&d strategies between firms pursuing new-to-the-market innovation and firms pursuing imitative innovation. it is thus important to distinguish between new-to-the-market and imitative innovations, because their determinants may differ. 8. title: real options and investment mode: evidence from corporate venture capital and acquisition authors: tony w. tong, yong li abstract: existing research has used real options theory to study corporate venture capital (cvc) investment, yet little work has empirically examined such investment in a comparative setting. in this paper, we begin to address this gap by investigating firms' investment mode choice between cvc and acquisition, which are alternative modes for pursuing external business development and corporate growth. we propose that when exogenous uncertainty elevates the value of real options, firms are more likely to undertake cvc investments rather than acquisitions. furthermore, we suggest that the value of real options under uncertainty is contingent upon several factors, which may also shape firms' choice between cvc and acquisition. the results indicate that market uncertainty is positively related to firms' choice of cvc versus acquisition. in addition, investment irreversibility strengthens the effect of uncertainty, whereas growth opportunities surrounding the investment weaken the effect. our empirical findings and the comparative approach we adopt to studying cvc investments and acquisitions have important implications for theory and research. 9. title: what i like about you: a multilevel study of shareholder discontent with director monitoring authors: amy j. hillman, christine shropshire, s. trevis certo, dan r. dalton, catherine m. dalton abstract: each year shareholders, via exercise of their proxy votes, have the opportunity to voice their support or displeasure with firms and director nominees. examining over 2,000 fortune 500 director nominees, we explore those indicators available to shareholders at the time of directors' (re)election to provide insight into shareholder discontent with director monitoring. by studying actual voting behaviors, we provide new perspective to understanding director elections as a governance process. employing a multilevel approach, we find support for agency-theoretic relationships between several firm and director characteristics and shareholder opposition to directors seeking (re)election to the board. at the firm level, we find that ceo compensation level and board size are positively related to the withholding of shareholder votes in director elections, a behavior indicative of shareholder discontent. complementing these findings, at the director level, we find that affiliated director status, tenure, and number of outside directorships are positively related, and director block ownership is negatively related to shareholder discontent with director monitoring. 10. title: more than adopters: competing influences in the interlocking directorate authors: brian l. connelly, jonathan l. johnson, laszlo tihanyi, alan e. ellstrand abstract: this study explores the competing influences of different types of board interlocks on diffusion of a strategic initiative among a population of firms. we examine a broad social network of interlocking directors in u.s. firms over a period of 17 years and consider the likelihood that these firms will adopt a strategy of expansion into china. results show that ties to adopters that unsuccessfully implement this strategy have a nearly equal and opposing effect on the likelihood of adoption as do ties to those that successfully implement the strategy. ties to those that do not implement the strategy also have a suppressive effect on the likelihood of adoption. furthermore, we examine a firm's position in the core-periphery structure of the interlocking directorate, finding that ties to adopters closer to the network core positively affect the likelihood of adoption. we discuss the implications of our study for social network analysis, governance, and internationalization research. 11. title: stewardship or agency? a social embeddedness reconciliation of conduct and performance in public family businesses authors: isabelle le breton-miller, danny miller, richard h. lester abstract: two contradictory perspectives of family business conduct and performance are prominent in the literature. the stewardship perspective argues that family business owners and managers will act as farsighted stewards of their companies, investing generously in the business to enhance value for all stakeholders. by contrast, the agency and behavioral agency perspectives maintain that major family owners, in catering to family self-interest, will underinvest in the firm, avoid risk, and extract resources. this paper argues that both these views have application but under different circumstances, determined in part by the degree to which the firm and its executive actors are embedded within the family and thus identify with its interests. stewardship behavior will be less common, and agency behavior will be more common the greater the number of family directors, officers, generations, and votes, and the more executives are susceptible to family influence. these findings are supported among fortune 1000 firms, as well as among the subsample of those firms that are family businesses. 12. title: too many cooks spoil the broth: how high-status individuals decrease group effectiveness authors: boris groysberg, jeffrey t. polzer, hillary anger elfenbein abstract: can groups become effective simply by assembling high-status individual performers? though an affirmative answer may seem straightforward on the surface, this answer becomes more complicated when group members benefit from collaborating on interdependent tasks. examining wall street sell-side equity research analysts who work in an industry in which individuals strive for status, we find that groups benefited�up to a point�from having high-status members, controlling for individual performance. with higher proportions of individual stars, however, the marginal benefit decreased before the slope of this curvilinear pattern became negative. this curvilinear pattern was especially strong when stars were concentrated in a small number of sectors, likely reflecting suboptimal integration among analysts with similar areas of expertise. control variables ensured that these effects were not the spurious result of individual performance, department size or specialization, or firm prestige. we discuss the theoretical implications of these results for the literatures on status and groups, along with practical implications for strategic human resource management. 13. title: getting even or being at odds? cohesion in even- and odd-sized small groups authors: tanya menon, katherine w. phillips abstract: we propose that even-sized small groups often experience lower cohesion than odd-sized small groups. studies 1 and 2 demonstrate this effect within three- to six-person groups of freshman roommates and sibling groups, respectively. study 3 replicates the basic even/odd effect among three- to five-person groups in a laboratory experiment that examines underlying mechanisms. to account for the even/odd effect, study 3 focuses on the group's ability to provide members with certainty and identifies majority influence as the key instrument. we argue that groups struggle to provide certainty when they lack majorities (e.g., deadlocked coalitions) or contain unstable majorities (i.e., where small changes in opinion readily overturn existing power arrangements). member uncertainty mediated the effects of coalition structure on cohesion. the results link structural variables (i.e., even/odd size and coalition structure) to psychological outcomes (i.e., member uncertainty and relational outcomes). 14. title: relational outcomes of multicommunicating: integrating incivility and social exchange perspectives authors: ann-frances cameron, jane webster abstract: new communication technologies, increased virtual communication, and the intense pressure for managers and employees to be continually available and "online" are giving rise to a new and emerging workplace behavior: multicommunicating (mc), or the managing of multiple conversations at the same time. whereas researchers in psychology and management have studied the phenomenon of multitasking, few have examined multitasking where one juggles not just multiple tasks but multiple people and often multiple media at the same time. we use the spiral theory of incivility to investigate the relational outcomes of mc from the perspective of the communication partners being juggled. our research extends this theory by further exploring the starting point of the spiral and�through the application of social exchange theory�suggesting several antecedents to incivility that are important in the context of mc. employing a survey methodology, both qualitative and quantitative data were collected to test the theory (n = 324) and were analyzed using qualitative thematic analysis and structural equation modeling. the results suggest several factors influencing the partner's perceptions of focal individual incivility during mc, including who initiates the conversation, whether one of the conversations being juggled is useful to the other conversation, the focal individual's performance during the conversation, whether the focal individual is more accessible to the partner, and whether the partner is certain of or only suspects the existence of the other conversation. further, partners' perceptions of these factors are influenced by their individual orientations toward mc. finally, the partners' perceptions of the focal individual's incivility influence their interpersonal trust in the focal individual. 15. title: understanding the role of worker interdependence in team selection authors: william p. millhiser, corinne a. coen, daniel solow abstract: in this paper, we evaluate the effectiveness of policies for assigning interdependent workers to teams. using a computational simulation, we contrast distributing workers equitably across teams based on prior individual performance with policies that distribute workers based on how well people work together. first, we test a policy that clusters workers into teams by finding natural breakpoints among them where their mutual support is weak. then we test two other policies that both protect the strongest interdependent core of high performers but differ in that one policy separates workers who give little support to interdependent partners and the other separates workers who receive little support from their partners. all three policies outperform the equitable-distribution approach in some circumstances. we make recommendations to managers for harnessing interdependence when forming teams, whether the managers are familiar or unfamiliar with how well their people work together. 16. title: does diversity climate lead to customer satisfaction? it depends on the service climate and business unit demography authors: patrick f. mckay, derek r. avery, hui liao, mark a. morris abstract: extending insights from cox's interactional model of cultural diversity [cox, t. h., jr. 1994. cultural diversity in organizations: theory, research and practice. berett-koehler, san francisco], we examine the influence of diversity climate on customer satisfaction, a key business-unit outcome. in addition, we explore service climate and minority and female representations as boundary conditions of the diversity climate�customer satisfaction relationship. utilizing longitudinal data from 59,592 employees and 1.2 million customers of 769 store units of a large u.s. national retail organization, the results reveal that, as hypothesized, diversity climate is positively and significantly related to customer satisfaction measured a year later. moreover, the diversity climate�customer satisfaction relationship is most strongly positive in predominately minority, highly pro-service store units, whereas female representation exhibits null moderating effects. these findings have important research and practical implications. 17. title: perspective�organizational cognitive neuroscience authors: carl senior, nick lee, michael butler abstract: organizational cognitive neuroscience (ocn) is the cognitive neuroscientific study of organizational behavior. ocn lets us start to understand the relationship between our organizational behavior and our brains and allows us to dissect specific social processes at the neurobiological level and apply a wider range of analysis to specific organizational research questions. the current paper examines the utility of ocn to address specific organizational research questions. a brief history and definition of the approach is first provided. next, a discussion of the rationale for ocn as a research framework is provided, and then, finally, an overview of the range of techniques that the organizational researcher should (or should not) use is described. &')56789bpxy��̻̻̻��p_k7&h��hicy5�khojqj\�^jaj&h��hu<�5�khojqj\�^jaj h��ho5�cjojqj^jaj h��hu<�cjojqj^jaj h��h�udcjojqj^jajh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo( ho5�5�cjojqj^jajo(#h�"�h�"�5�cjojqj^jaj h�e�5�cjojqj^jajo( ho5�5�cjojqj^jajo(678p�l m � 1��it��&��#��$��[$\$a$gd��gd��$��[$\$a$gd��gdu<�gd�"�$a$gd�"�y��! 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