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���������������������8/��$��ql�����kqmqmqmqmqmqmq$xs��u8�q��q����4�q���~����kq�kq�����������)���f�wq�q0�q�2v�f2v��22v��m���q�q��q��������������������������������������������������������������������2v��: organization science
volume 33, issue 6, nov/dec 2022
1. title: a tale of two hierarchies: interactive effects of power differentiation and status differentiation on team performance.
authors: hays, nicholas a.; li, huisi; yang, xue; oh, jo k.; yu, andrew; chen, ya-ru; hollenbeck, john r.; jamieson, bradley b.
abstract: scholars have long wrestled with whether hierarchical differentiation is functional or dysfunctional for teams. building on emerging research that emphasizes the distinction between power (i.e., control over resources) and status (i.e., respect from others), we aim to help reconcile the functional and dysfunctional accounts of hierarchy by examining the effects of power differentiation on team performance, contingent on status differentiation. we theorize that power differentiation is dysfunctional for teams with high status differentiation by increasing knowledge hiding, which undermines team performance. in contrast, we predict that power differentiation is functional for teams with low status differentiation by decreasing knowledge hiding, which improves team performance. in a field study, we found that power differentiation harmed team performance via knowledge hiding in teams with high status differentiation, but power differentiation had no effect on knowledge hiding or performance in teams with low status differentiation. in an experiment, we again found that power differentiation harmed team performance by increasing knowledge hiding in teams with high status differentiation. however, power differentiation improved team performance by decreasing knowledge hiding in teams with status equality. finally, in a third study, we confirm the role of status differentiation in making team climates more competitive and examine the effect of power-status alignment within teams, finding that misalignment exacerbates the dysfunctional effects of power differentiation in teams with high status differentiation. by examining how power and status hierarchies operate in tandem, this work underscores the need to take a more nuanced approach to studying hierarchy in teams. funding: this research is partially supported by the national natural science foundation of china [grants 71572079 and 71872086]. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1540.
2. title: microlevel analysis of institutional intermediation in a rudimentary market-based economy: entrepreneurship in kathmandu's indrachok market.
authors: mitchell, will; wu, zhiyan; bruton, garry d.; gautam, dhruba kumar.
abstract: institutional theory research on institutional intermediation typically focuses on how institutional intermediaries address voids in market-based institutions that inhibit entrepreneurship. in doing so, the research rarely studies what types of institutional intermediaries entrepreneurs prefer to use. we address this gap with a microinstitutional inquiry of how entrepreneurs in a rudimentary market-based economy differ in the relevance they place on different types of institutional intermediaries. using a sample from the indrachok market in kathmandu, nepal, and using a three-stage qualitative and quantitative abductive investigation of a cascading set of increasingly refined research questions, we identify two key preferences for institutional intermediaries. first, we find a key institutional intermediation tripod consisting of three locally focused institutional intermediaries: family, suppliers, and peer entrepreneurs. the tripod is supplemented by institutional intermediaries with more moderate preference in this context: four other locally focused institutional intermediaries (local politicians, police, religious figures, and political gangs) and three broad-based institutional intermediaries (government, microlenders, and nongovernmental organizations). second, the importance of suppliers and peers as institutional intermediaries reflects entrepreneurs' registration status (registered versus unregistered) and microgeographic location (dispersed versus clustered businesses). the research reconceptualizes institutional intermediation in rudimentary market-based economies from the entrepreneurs' perspective, identifying mechanisms that shape entrepreneurs' preferences and providing proposition for future testing. funding: this research was partially supported by the national natural science foundation of china [grant 71620107001]. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1531.
3. title: socially irresponsible employment in emerging-market manufacturers.
authors: distelhorst, greg; mcgahan, anita.
abstract: are socially irresponsible employment practices, such as abusive discipline and wage theft, systematically tied to manufacturing outcomes in emerging-market countries? drawing on a stream of stakeholder theory that emphasizes economic interdependencies and insights from the fields of industrial relations and human resource management, we argue that working conditions within a firm are facets of a systemic approach to value creation and value appropriation. some manufacturers operate "low road" systems that rest on harmful practices. others operate "high road" systems in which the need to develop employees' human capital deters socially irresponsible employment practices. to test the theory, we conduct a large-scale study of labor violations and manufacturing outcomes by analyzing data on over four thousand export-oriented small manufacturers in 48 emerging-market countries. the analysis demonstrates that socially irresponsible employment practices are associated with inferior firm-level manufacturing outcomes even after controlling for the effects of firm size, industry, product mix, production processes, host country, destination markets, and buyer mix. the theory and results suggest an opportunity for multinational corporations to improve corporate social performance in global value chains by encouraging their suppliers to transition to systems of value creation that rely on the development of worker human capital. funding: a. mcgahan received funding from social sciences and humanities research council [grant 435-2016-0075].
4. title: inside the velvet glove: sustaining private regulatory institutions through hollowing and fortifying.
authors: buchanan, sean; barnett, michael l.
abstract: the forces that threaten to break apart private regulatory institutions are well known, but the forces that sustain them are not. through a longitudinal inductive study of the towards sustainable mining (tsm) program in the canadian mining industry, we demonstrate how private regulatory institutions are sustained by strategically manipulating different aspects of an institution's stringency. our findings show how shifts in external conditions decreased benefits of participation for firms, triggering institutional destabilization. we demonstrate how the interdependent mechanisms of hollowing�actions that ratchet down aspects of stringency associated with high compliance costs�and fortifying�actions that ratchet up aspects of stringency associated with low compliance costs�worked together to stabilize the institution by rebalancing the competing pressures that underpin it. however, these same mechanisms can hinder the ability of these institutions to substantively address the targeted issues, even as they become more stringent in some areas. our study advances research on private regulation by showing how different aspects of stringency can be simultaneously ratcheted up and ratcheted down to sustain private regulatory institutions. further, in positioning institutional stability as an ongoing negotiation, we elucidate the key custodial role of governing organizations like trade associations in institutional maintenance. funding: financial support fromthe social sciences and humanities research council of canada [grant 752-2012-2294] is gratefully acknowledged.
5. title: hierarchical inconsistency: a monitoring mechanism to reduce securities fraud in emerging markets.
authors: guo, yidi; luo, xiaowei rose; li, danyang.
abstract: research has indicated limited effects of formal governance measures on securities fraud prevention in emerging markets due to the weak rule of law. we propose that hierarchical inconsistency, misaligned rank ordering in formal organizational and informal social hierarchies of the corporate elite, can provide a novel monitoring mechanism to reduce securities fraud. leaders at the top of the two inconsistent hierarchies can feel distressed and motivated to engage in contestation and challenge each other's authority, thus providing checks and balances and preventing groupthink. this monitoring effect is likely to be stronger when either of the two heads has dominant and unequivocal superiority in their respective hierarchy, making them particularly distressed by the hierarchical inconsistency and prone to contest. we test our argument in the context of publicly listed family-controlled firms in china, where business and family hierarchies may confer superiority to different individuals. our study contributes to the corporate securities fraud literature by understanding how formal organizational structures and informal social relationships interact and jointly influence governance effectiveness in emerging markets. funding: this work was supported by the strategic management society [2015 srf dissertation research grant], rudolf and valeria maag research funds, and insead alumni funds.
6. title: chain affiliation and human resource investments: evidence from the restaurant industry.
authors: lakhani, tashlin; ouyang, can.
abstract: drawing on organizational theory, agency theory, and research in strategic human resource management, this study explores how chain affiliation influences human resource (hr) investments using data from a nationally random survey of restaurant establishments. we propose that chain-affiliated units will make different investments in those areas of the hr system where chains establish superior organizational routines compared with nonaffiliated units. by contrast, we argue that in the absence of chain routines, ownership incentives will drive differences in human resource investments. specifically, we find that franchisee-owned units focus more on cost reduction by underinvesting in human resource practices compared with company-owned units and independently owned units when organizational routines are not provided by the chain. we provide further support for our theoretical arguments using additional data on multiunit ownership and franchisor influence. finally, we conduct supplemental analyses to explore the relationship between different human resource investments and two important organizational outcomes: employee turnover and customer satisfaction ratings from yelp. our results highlight the types of human resource practices that are important for service work and suggest that the provision of organizational routines can have important implications for the long-run success of chains and their units. funding: financial support from the center for advanced human resource studies, cornell university; and the rockefeller foundation is gratefully acknowledged. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1539.
7. title: the contractual governance of transactions within firms.
authors: magelssen, catherine; rich, beverly; mayer, kyle.
abstract: a central theoretical premise is that firms internalize transactions that are not suited for formal contracting. yet, there is growing evidence that firms rely on formal contracts to govern some of their transactions within the firm. this paper discusses why firms use formal contracts between units within the firm and develops propositions for when formal contracts arise. internalization does not eliminate transactional problems, and informal agreements for transactions between units often suffer from problems in understanding what the other unit will do and whether it will do what it promises. we argue that many of the features that make formal contracts valuable tools for market exchange are beneficial within firms, even if court enforcement of the contract is not possible. we suggest that formal contracts between units serve as communication and commitment devices that address coordination and incentive problems within the firm by providing clarity and credibility on the rights allocated to the units in the transaction. funding: support for this research comes from the london business school. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1536.
8. title: the differential impact of intrafirm collaboration and technological network centrality on employees' likelihood of leaving the firm.
authors: tzabbar, daniel; cirillo, bruno; breschi, stefano.
abstract: how does an employee's centrality in intrafirm research and development activities affect the employee's propensity for outward mobility? does this proclivity vary by the type of employment the employee seeks: moving to other firms versus founding a new venture? we maintain that, to answer these questions, we must distinguish between an employee's centrality in the intrafirm collaboration network and the employee's centrality in the intrafirm technological recombination network. we utilize the curricula vitae and patent data of corporate inventors at a leading semiconductor company between 1993 and 2012 to test our hypotheses. contrary to prevailing views, our competing risk model indicates that corporate inventors who are central in the intrafirm collaboration and technological network and, thus, have the most opportunities are less likely to leave the current employer. however, when considering external employment opportunities, their preferences vary. collaboration-central individuals are more likely to start a new venture than to move to another employer. their skill in developing interpersonal relationships enables them to attract the tangible and intangible resources needed in a new firm. in contrast, inventors whose technological expertise is central to the firm's technology recombination network are more likely to move to another employer than to start a new venture. in an established firm, they can leverage their technological know-how using the resources that a new venture would lack. our theory highlights the trade-offs in employees' attempts to take advantage of their internal and external value based on their position within the firm's collaboration and technological networks. funding: the authors thank lebow college of business, skema business school, and bocconi university for their financial support. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1535.
9. title: green to gone? regional institutional logics and firm survival in moral markets.
authors: vedula, siddharth; york, jeffrey g.; conger, michael; embry, elizabeth.
abstract: a growing body of scholarship studies the emergence of moral markets�sectors offering market-based solutions to social and environmental issues. to date, researchers have largely focused on the drivers of firm entry into these values-laden sectors. however, we know comparatively little about postentry dynamics or the determinants of firm survival in moral markets. this study examines how regional institutional logics�spatially bound, socially constructed meaning systems that legitimize specific practices and goals within a community�shape firm survival in emerging moral markets. using a unique panel of firms entering the first eight years of the u.s. green building supply industry, we find that (1) a regional market logic amplifies the impacts of market forces by increasing the positive impact of market adoption and the negative impact of localized competition on firm survival, (2) a regional proenvironmental logic dampens the impacts of adoption and competition on firm survival, and (3) institutional complexity�the co-occurrence of both market and proenvironmental logics in a region�negates the traditional advantages of de alio (diversifying incumbent) firms, creating an opportunity for de novo (entrepreneurial entrant) firms to compete more effectively. our study integrates research on industry emergence, institutional logics, and firm survival to address important gaps in our knowledge regarding the evolution and growth of environmental entrepreneurship in moral markets. funding: j. g. york thankfully acknowledges support from the michael and sherri miske faculty research award given by the leeds school of business, university of colorado, boulder.
10. title: in search of inspiration: external mobility and the emergence of technology intrapreneurs.
authors: ng, weiyi; sherman, eliot l.
abstract: recent scholarship has established several ways in which external hiring�versus filling a role with a comparable internal candidate�is detrimental to firms. yet, organizational learning theory suggests that external hires benefit firms: by importing knowledge that is unavailable or obscured to insiders and applying it toward experimentation and risky recombination. accordingly and consistent with studies of learning by hiring and innovation, we predict that external hires are at greater risk of intrapreneurship than internal hires. we test this prediction via a study of product managers in large technology companies. we use machine learning to operationalize intrapreneurship by comparing product manager job descriptions with the founding statements of venture-backed technology entrepreneurs. our research design employs coarsened exact matching to balance pretreatment covariates between product managers who arrived at their roles internally versus externally. the results of our analysis indicate that externally hired product managers are substantially more intrapreneurial than observably equivalent internal hires. however, we also find that intrapreneurial product managers have a higher turnover rate, an effect that is primarily driven by external hires. this suggests that hiring for intrapreneurship may be a difficult strategy to sustain. funding: the authors acknowledge financial support from london business school, the national university of singapore [grant wbs r-313-000-128-133], and a dissertation grant from the ewing kauffman foundation, kansas city, missouri. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1530.
11. title: abstract versus concrete: how managers' construal influences organizational control systems and problem solving.
authors: zhong, bijuan; makhija, mona v.; morris, shad.
abstract: this research considers how frontline managers' construal affects their conceptualization of organizational problems, which in turn influences how they incentivize employees to search out appropriate solutions. depending on whether they conceptualize problems in more abstract or more concrete ways, frontline managers will vary in organizational control mechanisms they use to incentivize their employees to engage in exploration and exploitation. based on these relationships, we expect the solutions achieved by employees to vary in terms of efficiency and effectiveness. using a database of 267 projects in a single firm, we find that, after holding project attributes constant, concrete-oriented managers tend to utilize more process controls that lead employees to solve organizational problems more efficiently, whereas abstract-oriented managers tend toward use of more outcome controls that lead to more effective problem solving. when employees engage in ambidextrous learning, both effectiveness and efficiency of outcomes are enhanced. this research sheds light on important microfoundational influences on organizational outcomes.
12. title: victorious and hierarchical: past performance as a determinant of team hierarchical differentiation.
authors: to, christopher; yan, thomas taiyi; sherf, elad n.
abstract: hierarchies emerge as collectives attempt to organize themselves toward successful performance. consequently, research has focused on how team hierarchies affect performance. we extend existing models of the hierarchy-performance relationship by adopting an alternative: performance is not only an output of hierarchy but also a critical input, as teams' hierarchical differentiation may vary based on whether they are succeeding. integrating research on exploitation and exploration with work on group attributions, we argue that teams engage in exploitation by committing to what they attribute as the cause of their performance success. specifically, collectives tend to attribute their success to individuals who wielded greater influence within the team; these individuals are consequently granted relatively higher levels of influence, leading to a higher degree of hierarchy. we additionally suggest that the tendency to attribute, and therefore grant more influence, to members believed to be the cause of success is stronger for teams previously higher (versus lower) in hierarchy, as a higher degree of hierarchical differentiation provides clarity as to which members had a greater impact on the team outcome. we test our hypotheses experimentally with teams engaging in an online judgement task and observationally with teams from the national basketball association. our work makes two primary contributions: (a) altering existing hierarchy-performance models by highlighting performance as both an input and output to hierarchy and (b) extending research on the dynamics of hierarchy beyond individual rank changes toward examining what factors increase or decrease hierarchical differentiation of the team as a whole. supplemental material: the online appendix is available athttps://doi.org/10.1287/orsc.2021.1528.
13. title: gender, race, and network advantage in organizations.
authors: castilla, emilio j.
abstract: universities and colleges often engage in initiatives aimed at enrolling students from diverse demographic groups. although substantial research has explored the impact of such diversity initiatives, less understood is the extent to which certain application strategies may continue to favor historically privileged groups, especially white men, as they seek admission to selective programs. with this study, i begin to address this gap by investigating the gender and racial implications of application endorsements�a common, often informal, network practice of signaling support for certain applicants that is shown to significantly boost an applicant's chances of admission. using unique data on the applicants and matriculants to a full-time mba program at one elite u.s. business school, i first assess whether the endorsement advantage differs across demographic groups. building on the social networks, selection, and inequality literatures, i then identify and test three key theoretical mechanisms by which the endorsement process may potentially benefit white men more than women and racial minorities. although i do not find evidence in the studied program that the application endorsement is valued differently by key admissions officers or that it provides a different quality signal depending on the applicant's gender or race, i do find that white men are significantly more likely than women and minorities to receive application endorsements. i conclude by discussing the implications of this study for understanding how gender and racial differences in accessing advantageous (often informal) network processes may undermine organizational efforts to achieve demographic equality and diversity. funding: financial support from the james s. hardigg (1945) work and employment fund and the mit sloan school of management is gratefully acknowledged.
14. title: institutional investor activism and employee safety: the role of activist and board political ideology.
authors: shi, wei; xia, chongwu; meyer-doyle, philipp.
abstract: although prior research on shareholder activism has highlighted how such activism can economically benefit the shareholders of targeted firms, recent studies also suggest that shareholder activism can economically disadvantage nonshareholder stakeholders, notably employees. our study extends this research by exploring whether shareholder activism by institutional investors (i.e., institutional investor activism) can adversely affect employee health and safety through increased workplace injury and illness. furthermore, deviating from the assumption that financially motivated institutional investor activists are homogeneous in their goals and preferences, we investigate whether the influence of institutional investor activism on employee health and safety hinges on the political ideology of the shareholder activist and of the board of the targeted firm. using establishment-level data, we find that institutional investor activism adversely influences workplace injury and illness at targeted firms and that this influence is stronger for nonliberal shareholder activists and for firms with a nonliberal board. our study contributes to shareholder activism research by highlighting how the political ideology of shareholder activists and boards affects the impact of shareholder activism on stakeholders and how shareholder activism can adversely affect the health and safety of employees. furthermore, our paper also contributes to research on workplace safety and the management of employee relations and human capital resources by highlighting the detrimental effect of a firm's ownership by investor activists on its employees and how the board's political ideology may enable a firm to reduce this risk. supplemental material: the online appendices are available at https://doi.org/10.1287/orsc.2021.1542.
15. title: going alone or together? a configurational analysis of solo founding vs. cofounding.
authors: howell, travis; bingham, christopher; hendricks, bradley.
abstract: research and practice suggest that cofounded ventures outperform solo-founded ventures. yet, little work has explored the conditions under which solo founding might be preferable to cofounding. combining an inductive case-oriented analysis with a qualitative comparative analysis of 70 new entrepreneurial ventures, we examine why and how solo founders can be as successful as their peers in cofounded ventures. we find that successful solo founders strategically use a set of cocreators rather than cofounders to overcome liabilities, retain control, and mobilize resources in unique and unexpected ways. a primary contribution of this paper is an emergent configurational theory of entrepreneurial organizing. overall, we reveal the broader significance and theoretical importance of adopting a configurational lens for both practitioners and scholars of entrepreneurship. funding: financial support from the strategy research foundation [grant srf-2018-dp-9156] is gratefully acknowledged. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1548.
16. title: he's overqualified, she's highly committed: qualification signals and gendered assumptions about job candidate commitment.
authors: campbell, elizabeth lauren; hahl, oliver.
abstract: evidence suggests that possessing more qualifications than is necessary for a job (i.e., overqualification) negatively impacts job candidates' outcomes. however, unfair discounting of women's qualifications and negative assumptions about women's career commitment imply that female candidates must be overqualified to achieve the same outcomes as male candidates. across two studies, experimental and qualitative data provide converging evidence in support of this assertion, showing that gender differences in how overqualification impacts hiring outcomes are due to the type of commitment�firm or career�that is most salient during evaluations. overqualified men are perceived to be less committed to the prospective firm, and less likely to be hired as a result, than sufficiently qualified men. but overqualified women are perceived to be more committed to their careers than qualified women because overqualification helps overcome negative assumptions that are made about women's career commitment. overqualification also does not decrease perceptions of women's firm commitment like it does for men: supplemental qualitative and experimental evidence reveals that hiring managers rationalize women's overqualification in a way they cannot for men by relying on gender stereotypes about communality and assumptions about candidates' experiences with gender discrimination at prior firms. these findings suggest that female candidates must demonstrate their commitment along two dimensions (firm and career), but male candidates need only demonstrate their commitment along one dimension (firm). taken together, differences in how overqualification impacts male versus female candidates' outcomes are evidence of gender inequality in hiring processes, operating through gendered assumptions about commitment. funding: this research was funded by internal faculty research funds provided by tepper school of business, carnegie mellon university. supplemental material: the online appendices are available at https://doi.org/10.1287/orsc.2021.1550.
17. title: feeling positive, negative, or both? examining the self-regulatory benefits of emotional ambivalence.
authors: gabriel, allison s.; butts, marcus m.; chawla, nitya; da motta veiga, serge p.; turban, daniel b.; green, jeffrey d.
abstract: according to self-regulation theories, affect plays a crucial role in driving goal-directed behaviors throughout employees' work lives. yet past work presents inconsistent results regarding the effects of positive and negative affect with theory heavily relying on understanding the separate, unique effects of each affective experience. in the current research, we integrate tenets of emotional ambivalence with self-regulation theories to examine how the conjoint experience of positive and negative affect yields benefits for behavioral regulation. we test these ideas within a self-regulatory context that has frequently studied the benefits of affect and has implications for all employees at one point in their careers: the job search. adopting a person-centered (i.e., profile-based) perspective across two within-person investigations, we explore how emotional ambivalence relates to job search success (i.e., interview invitations, job offers) via job search self-regulatory processes (i.e., metacognitive strategies, effort). results illustrate that the subsequent week (i.e., at time t 1; study 1) and month (study 2) after job seekers experience emotional ambivalence (i.e., positive and negative affect experienced jointly at similar levels at time t), they receive more job offers via increased job search effort and interview invitations. theoretical and practical implications for studying emotional ambivalence in organizational scholarship are discussed. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1553.
18. title: the fickle crowd: reinforcement and contradiction of quality evaluations in cultural markets.
authors: kim, minjae; dellaposta, daniel.
abstract: we clarify conditions under which two seemingly contradictory yet widely observed tendencies occur in cultural markets where amateur connoisseurs evaluate products�reinforcement of previous consensus and contradiction of that same consensus. we start from prior work's insight that achieving "distinction" requires that evaluators display tastes demonstrating higher skills of discernment and standards that are acknowledged as legitimate by others. based on this, we argue that evaluators reinforce prior evaluations of products to demonstrate that they share the same quality standards as their peers, but they selectively contradict prior evaluations by downgrading widely acclaimed products, because doing the latter makes the evaluator appear to have even more sophisticated tastes than their peers. we test this account using 1.66 million reviews from an online platform where amateur connoisseurs publicly evaluate beers. our analyses support an endogenous model explaining why and when evaluators may contradict existing evaluations even though a group plausibly sharing the same quality standards may have established such evaluations in the first place. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1556.
19. title: building status in an online community.
authors: smirnova, inna; reitzig, markus; sorenson, olav.
abstract: we argue that the actions for which actors receive recognition vary as they move up the hierarchy. when actors first enter a community, the community rewards them for their easier-to-evaluate contributions to the community. eventually, however, as these actors rise in status, further increases in stature come increasingly from engaging in actions that are more difficult to evaluate or even impossible to judge. these dynamics produce a positive feedback loop, in which those who have already been accorded some stature garner even greater status through quality-ambiguous actions. we present evidence from stack overflow, an online community, and from two online experiments consistent with these expected patterns. funding: all authors would like to acknowledge funding from the austrian science fund [grant p 25768-g16]. supplemental material: the online appendix is available at https://doi.org/10.1287/orsc.2021.1559.
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