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���������������������8/\��fol���������n�n�n�n�n�n�n$�p�ts8�n9�������n����4o����������n���n��������@�;t�r���j��no0fo��sf�s��1�s�kt���������n�ne����fo�������������������������������������������������������������������������s�����������: administrative science quarterly
volume 67, issue 1, march 2022
1. title: the epidemic of mental disorders in business�how depression, anxiety, and stress spread across organizations through employee mobility
authors: julia m. kensbock, lars alk�rsig, carina lomberg
abstract: combining management research with infectious disease epidemiology, we propose a new perspective on mental disorders in a business context. we suggest that�similar to infectious diseases�clinical diagnoses of depression, anxiety, and stress-related disorders can spread epidemically across the boundaries of organizations via social contagion. we propose a framework for assessing the patterns of disease transmission, with employee mobility as the driver of contagion across organizations. we empirically test the proposed mental disorder transmission patterns by observing more than 250,000 employees and more than 17,000 danish firms over a period of 12 years. our findings reveal that when organizations hire employees from other, unhealthy organizations (those with a high prevalence of mental disorders), they �implant� depression, anxiety, and stress-related disorders into their workforces. employees leaving unhealthy organizations act as �carriers� of these disorders regardless of whether they themselves have received a formal diagnosis of a mental disorder. the effect is especially pronounced if the newcomer holds a managerial position.
2. title: contagion and psychiatric disorders: the social epidemiology of risk (comment on �the epidemic of mental disorders in business�)
authors: katherine m. keyes, jeffrey shaman
abstract: in their 2022 paper, kensbock, alk�rsig, and lomberg provide compelling evidence of an increased risk in treated depressive, anxiety, and stress-related disorders within workplaces, associated with the introduction of new hires who either have treated disorders themselves or are hired from workplaces with an increased prevalence of treated disorders. the authors interpret these findings as evidence of a "contagion" effect for psychiatric disorders, illustrative of workplace spread of disorder that may affect the mental health of employees. in this commentary, we contextualize these findings through psychiatric epidemiology. the evidence provided by kensbock and colleagues is consistent with a long history of evidence in psychiatric and social epidemiology illustrating that many health outcomes are affected by those in our social networks and that psychiatric disorders, in particular, evidence spatial and temporal autocorrelation as well as social network spread that can be best conceptualized through well-known infectious disease principles. thus, there is a large empirical literature that supports the findings of kensbock, alk�rsig, and lomberg. that said, the findings should not be overinterpreted; they fit some patterns of previous literature and known facts about psychiatric disorders, but not all. they also must be appropriately situated within the literature on workplace determinants of mental well-being more generally and, in particular, the global movements to situate the rights of workers with mental illness for employment protections and safe working conditions.
3. title: supporting mental health at work (comment on �the epidemic of mental disorders in business�)
authors: lamar pierce, christopher i. rider
abstract: kensbock, alk�rsig, and lomberg (kal) (2022) address the important topic of employee mental health in organizations. for three reasons, we caution readers against embracing kal�s proposition that employee mobility spreads mental disorders across organizations through a contagion process. first, we view harmful contagion as the least plausible of three theoretical mechanisms that imply similar empirical results. second, despite detailed employment and healthcare data from denmark, the empirical analysis does not distinguish harmful contagion from the alternative mechanisms. third, kal�s infectious disease metaphor and language risk further stigmatization of vulnerable populations with mental disorders. we offer suggestions for continuing research on healthy organizations.
4. title: authors� response: if anything, we should stigmatize unhealthy organizations
authors: julia m. kensbock, lars alk�rsig, carina lomberg
abstract: we appreciate the important academic discussions that our article (kensbock, alk�rsig, and lomberg, 2022) has initiated. replying to the commentaries by keyes and shaman (2022) and pierce and rider (2022), we reiterate the goal and purpose of our research questions, including the use of a metaphor. we address theoretical arguments that a �normalization� or �matching� mechanism might account for our findings, and we present additional empirical evidence against these arguments. we address concerns about methodological decisions made and demonstrate that altering those decisions would have little or no effect on our findings and conclusions. in doing so, we reaffirm that the contagion mechanism that we proposed based on a large strand of prior research is the most likely one. finally, we discuss how and why our study results can prevent (rather than increase) stigmatization of individuals with mental disorders. we encourage future scholarly and societal discussions to bring unhealthy organizations into focus and to develop interventions that prevent the accumulation of mental disorders in organizations.
5. title: up to no good? gender, social impact work, and employee promotions
authors: christiane bode, michelle rogan, jasjit singh
abstract: firms increasingly offer employees the opportunity to participate in firm-sponsored social impact initiatives expected to benefit the firm and employees. we argue that participation in such initiatives hinders employees� advancement in their firms by reducing others� perceptions of their fit and commitment. because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely than female evaluators to recommend promotion for male participants. using panel data on 1,379 employees of a consulting firm, we find significantly lower promotion rates for male participants relative to female participants, female non-participants, and male non-participants. a vignette experiment involving 893 managers shows that lower promotion rates are due to lower perceptions of fit, but not commitment, and greater bias against male participants by male evaluators. taken together, the results of the two studies suggest that the negative effect of participation on promotion is conditional upon participant and evaluator gender, underscoring the role of gender in evaluation of social impact work. in settings in which decision makers are predominately male, gender beliefs may limit male employees� latitude to contribute to the firm�s social impact agenda.
6. title: our board, our rules: nonconformity to global corporate governance norms
authors: michael a. witt, stav fainshmidt, ruth v. aguilera
abstract: what drives organizational nonconformity to global corporate governance norms? despite the prevalence of such norms and attendant conformity pressures, many firms do not adhere to them. we build on a political view of corporate governance to explore how different national institutional contexts and organizational conditions combine to produce over- and underconformity to global board independence norms. using configurational analyses and data from banks in oecd countries, we identify multiple equifinal combinations of conditions associated with over- and underconformity. we also find that over- and underconformity have different drivers. we conjecture that while overconformity is associated with a shareholder�management coalition in liberal market economies, underconformity results from multiple complex combinations of national and organizational conditions that often include dominant blockholders, strong labor rights, and small organizational size. we leverage these findings to abduct theoretical insights on nonconformity to global corporate governance norms. doing so sheds light on the role of power in conditioning the adoption of global practices and contributes to research on international corporate governance by informing discourse surrounding the globalization of markets.
7. title: technological distance and breakthrough inventions in multi-cluster teams: how intra- and inter-location ties bridge the gap
authors: alex vestal, erwin danneels
abstract: multi-cluster r&d teams have the potential to generate breakthrough inventions because they can tap into the distinct knowledge of the different geographic hot spots in which team members are located. having access to a variety of knowledge offers these teams great recombinatorial potential. to succeed, however, the geographically dispersed members must share and integrate the different local knowledge pools available to them. we argue that the density of intra-team co-patenting ties shapes intra-team knowledge sharing and integration and hence the extent teams benefit from the knowledge they can access. whereas greater density of intra-cluster team ties (within a given location) hinders sharing and integration of locally tapped knowledge across locations, greater density of inter-cluster ties (across cluster locations) facilitates it. our empirical analysis of 834 multi-cluster nanotechnology r&d teams shows that the technological distance (the difference in knowledge) between clusters in which inventors are located has an inverted-u relationship with the likelihood of the team generating a breakthrough. further, we find that the density of multi-cluster team intra- vs. inter-cluster ties influences the effect of technological distance on the likelihood of breakthrough invention.
8. title: economic consequences and the motive to discriminate
authors: bryan k. stroube
abstract: past research indicates that increasing the economic consequences of evaluations should theoretically discourage discrimination by making it more costly. i theorize that such consequences may also encourage discrimination in settings in which evaluators may be motivated by performance expectations, e.g., stereotypes. i explore this theory using data from an online lending platform whose loan guarantee policy reduced the potential economic consequences of using borrowers� demographics during lending decisions. i find evidence that with the policy in place, lenders evaluated female borrowers less favorably than male borrowers. this finding is consistent with the theory that the policy discouraged performance-motivated discrimination (that driven by beliefs about performance abilities) and simultaneously encouraged consumption-motivated discrimination (that driven by a like or dislike of others because of their demographic traits). because i theorize about underlying motives for discrimination, the insights developed here should apply to a wide range of types of discrimination that vary according to these motives, including classic taste-based discrimination, homophily-driven discrimination, statistical discrimination, and status-based discrimination. economic consequences may therefore represent an important dynamic link between different types of discrimination.
9. title: unpacking the status-leveling burden for women in male-dominated occupations
authors: m. teresa cardador, patrick l. hill, arghavan salles
abstract: the challenges faced by women in male-dominated occupations are often attributed to the men in, and masculine cultures of, these occupations�and sometimes to senior women in these occupations who may fail to give a �leg up� to the women coming up behind them. as such, prior research has largely focused on challenges that women experience from those of higher or equal status within the occupation and on the negative climate that surrounds women in these positions. we introduce a novel challenge, the status-leveling burden, which is the pressure put on women in male-dominated occupations from women in occupations lower in the institutional hierarchy to be their equal. drawing on interviews with 45 surgeons, we present a model that unpacks this status-leveling burden. our research makes novel contributions to the literatures on challenges to women in male-dominated occupations and on shared demography in cross-occupational collaboration, and it suggests new avenues for research at the intersection of gender and occupational status in the workplace.
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10. title: royston greenwood, christine oliver, thomas b. lawrence, and renate e. meyer (eds.), the sage handbook of organizational institutionalism
authors: robert n. eberhart
abstract: the article reviews the book the sage handbook of organizational institutionalism� by royston greenwood, christine oliver, thomas b. lawrence, and renate e. meyer.
11. title: james westphal and sun hyun park, symbolic management: governance, strategy, and institutions
authors: brayden g. king
abstract: the article reviews the book �symbolic management: governance, strategy, and institutions� by james westphal and sun hyun park.
12. title: ronald l. jepperson and john w. meyer: institutional theory: the cultural construction of organizations, states, and identities
authors: michael lounsbury
abstract: the article reviews the book �institutional theory: the cultural construction of organizations, states, and identities� by ronald l. jepperson and john w. meyer.
13. title: marya l. besharov and bjoern c. mitzinneck (eds.): organizational hybridity: perspectives, processes, promises. research in the sociology of organizations
authors: nelson phillips
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