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��ࡱ�>�� u �r�2rbjbj�n�n2��a��a$j ��""��8��}$�htl��s�s�s�s�s�s�s$�u��x< t�� t��4"tqqq�>��sq��sqqq��5ҿ��(q�s8t0htq�x;^�xqq2�x�gpl��q�� t t��ht��x��"qs: organization science volume 33, issue 5, sep/oct 2022 1. title: demystifying organization science. authors: ahuja, gautam. abstract: with the journal's rejection rate of more than 90%, getting published in organization science is indeed a salutary achievement. over the years, however, the volume of submissions in organization science has grown significantly, creating a significant reviewing load for the reviewers and diminishing the likelihood of acceptance for authors. to assist submitting authors in better assessing their likelihood of acceptance and to improve it, this paper tries to demystify the journal by identifying what organization science looks for in a paper, its key policies and practices, and some key lessons for authors attempting to target this journal. 2. title: take your time? how activity timing affects organizational learning and performance outcomes. authors: desai, vinit; madsen, peter. abstract: organizational learning theory has long examined how organizations learn to perform better as they accumulate experience. although experience accumulation is inherently related to the timing of the repeated activities carried out by an organization, the direct relationship between activity timing and organizational learning has not been examined explicitly in the literature and remains an open question. organizational learning theory contains two competing perspectives on how timing should impact learning�one suggesting that iterating faster is better for learning and one suggesting that taking more time between iterations is more helpful. here, we reconcile these perspectives and develop a theory about the boundary conditions between them, arguing that, in general, iterating more rapidly enhances learning but that iterations of novel or complex activities, or ones following recent failure, benefit from a slower pace. we conduct tests of this theoretical perspective using data from the entire history of the orbital satellite launch industry from 1957�2017, and we find broad support for our theory and hypotheses. 3. title: a relational theory of reputational stability and change. authors: zavyalova, anastasiya; bundy, jonathan; humphrey, stephen e. abstract: an ongoing discussion in organizational studies has focused on the path-dependent nature of organizational reputation. to date, however, there has been little explanation about when and why some constituents' reputation judgments remain stable, whereas others are more prone to change. we contribute to this research by developing a relational theory of reputational stability and change. our fundamental argument is that differences in constituent-organization relationships, as well as in the reputational communities that surround these relationships, affect the stability and change of reputation judgments. first, we highlight three relationship characteristics�favorability, history, and directness�and theorize that the reputation judgments of constituents with more unfavorable, longer, and more direct relationships with an organization are more stable, whereas the reputation judgments of constituents with more favorable, shorter, and more indirect relationships with the organization are less stable. we then develop the concept of reputational communities as a key source of indirect information about organizations. we highlight that the immediacy, size, and level of agreement within reputational communities affect how influential they are in changing individual constituents' reputation judgments. specifically, we propose that more immediate and larger reputational communities with a higher level of agreement are most likely to change individual constituents' reputation judgments, whereas more distant and smaller reputational communities with a lower level of agreement are least likely to do so. overall, we position constituents' relationships with an organization and the communities that surround these relationships as central elements for understanding reputational stability and change. 4. title: detrimental collaborations in creative work: evidence from economics. authors: vakili, keyvan; teodoridis, florenta; bikard, micha�l. abstract: prior research on collaboration and creativity often assumes that individuals choose to collaborate to improve the quality of their output. given the growing role of collaboration and autonomous teams in creative work, the validity of this assumption has important implications for organizations. we argue that in the presence of a collaboration credit premium�when the sum of fractional credit allocated to each collaborator exceeds 100%�individuals may choose to work together even when the project output is of low quality or when its prospects are diminished by collaborating. we test our argument on a sample of economists in academia using the norm of alphabetical ordering of authors' surnames on academic articles as an instrument for selection into collaboration. this norm means that economists whose family name begins with a letter from the beginning of the alphabet receive systematically more credit for collaborative work than economists whose family name begins with a letter from the end of the alphabet. we show that, in the presence of a credit premium, individuals may choose to collaborate, even if this choice decreases output quality. thus, collaboration can create a misalignment between the incentives of creative workers and the prospects of the project. 5. title: employee non-compete agreements, gender, and entrepreneurship. authors: marx, matt. abstract: i contribute to the literature on institutions, gender, and entrepreneurship by showing that macrolevel institutional policies that do not explicitly target women nonetheless discourage them from leveraging prior professional experience�their own and that of others�in founding new ventures. most ventures fail, but chances of success are greater if founders can bring to bear their professional expertise. however, employee non-compete agreements enjoin workers from leaving their employer to found a rival business in the same industry. thus, non-competes add legal risk to business risk. to the extent that women exhibit greater risk aversion, the threat of litigation from their ex-employer may act as a sharper brake on startup activity than for men. examining all workers who were employed exclusively within 25 states and the district of columbia from 1990 to 2014, i find that women subject to tighter non-compete policies were less likely to leave their employers and start rival businesses. non-competes increase the risk of entrepreneurship by making it harder to hire talent with relevant experience, shifting women away from higher potential ventures. a review of thousands of filed lawsuits suggests that firms do not target women in non-compete cases. rather, it appears that non-competes disproportionately discourage women from leveraging their professional networks in hiring the sort of talent necessary for high-growth startups to succeed. 6. title: i left venus and came back to mars: temporal focus congruence in dyadic relationships following maternity leave. authors: freeney, yseult; van der werff, lisa; collings, david g. abstract: temporal focus on past, present, and future of contributions to work is critical to understanding how employees and their line managers navigate career disruptions and minimize their potential for negative impact. this paper reframes temporal focus using a dyadic, relational perspective to explore how temporal focus (in)congruence shapes resocialization experiences for returners and their line managers following maternity leave disruption. our qualitative study draws on 54 interviews across 27 organizations and demonstrates that a congruent, broader temporal focus�that embraces the past, present, and future�is associated with more positive relational and career outcomes than an incongruent focus, where one dyadic partner holds a narrow temporal focus. our findings explicate how the adoption of a broad versus narrow temporal focus creates a perception of maternity leave as either a brief interlude or a major disruption. a congruent, broader temporal focus allows returners and their line managers to reduce their reliance on typical motherhood biases and instead, consider the woman's past, present, and potential future contributions over the course of her career. we highlight the importance of temporal focus congruence at a dyadic level and the value of adopting a broader temporal focus on careers while offering new insights regarding the temporal dynamics inherent to maternity leave transitions for both returners and their managers. 7. title: going along to get ahead: the asymmetric effects of sexist joviality on status conferral. authors: alonso, natalya m.; o'neill, olivia. abstract: social status is highly consequential in organizations but remains elusive for many professional women. status characteristics theory argues that women are particularly status disadvantaged in masculine organizational cultures. these types of cultures valorize traits and abilities stereotypically associated with men, making it difficult for women in these settings to be seen as skilled and gain status. in the present study, we build and test novel theory explaining when and why masculine organizational cultures create the conditions for some women�those willing and able to skillfully navigate the espoused norms�to disproportionately gain status. we introduce and define the construct of a sexist culture of joviality, a type of masculine organizational culture representing the intersection of sexism and joviality that emerged inductively from our initial qualitative data. a sexist culture of joviality is characterized by norms promoting frequent sexist joking and teasing, along with underlying values and assumptions that support these sexist jovial behaviors. in a longitudinal mixed-methods field study, we demonstrate that participation in a sexist culture of joviality via engagement in sexist jovial norms is positively related to status for women but negatively related to status for men. in a follow-up experiment, we replicate this effect and demonstrate that differential perceptions of social skill mediate this interaction. our findings illuminate the subtle ways sexism is perpetuated in organizations despite changing societal norms, underscoring the importance of disrupting these dynamics and revealing insights into how to do so. 8. title: helpful behavior and the durability of collaborative ties. authors: samila, sampsa; oettl, alexander; hasan, sharique. abstract: long-term collaborations are crucial in many creative domains. although there is ample research on why people collaborate, our knowledge about what drives some collaborations to persist and others to decay is still emerging. in this paper, we extend theory on third-party effects and collaborative persistence to study this question. we specifically consider the role that a third party's helpful behavior plays in shaping tie durability. we propose that when third parties facilitate helpfulness among their group, the collaboration is stronger, and it persists even in the third's absence. in contrast, collaborations with third parties that are nonhelpful are unstable and dissolve in their absence. we use a unique data set comprising scientific collaborations among pairs of research immunologists who lost a third coauthor to unexpected death. using this quasi-random loss as a source of exogenous variation, we separately identify the effect of third parties' traditional role as an active agent of collaborative stability and the enduring effect of their helpful behavior�as measured by acknowledgments�on the persistence of the remaining authors' collaboration. we find support for our hypotheses and find evidence that one mechanism driving our effect is that helpful thirds make their coauthors more helpful. 9. title: political dynamics in knowledge work: using visual artifacts to deal with pragmatic boundaries. authors: comi, alice; vaara, eero. abstract: previous research on knowledge work has started to explore how organizational actors deal with pragmatic boundaries that arise from their different interests, priorities, and viewpoints. material objects, such as visual artifacts, can be used to shape and manipulate pragmatic boundaries, but our understanding of these dynamics is only partial. in this paper, we maintain that focusing on the uses of visual artifacts offers an opportunity to deepen our understanding of the political aspects of knowledge work. to this end, we conducted a practice-based study of an architectural project in which the building design became contested. our empirical analysis reveals four practices in which visual artifacts are used to deal with pragmatic boundaries: surfacing, bridging, preventing, and minimizing. through these practices, organizational actors can make boundaries more or less visible with important implications on their power relations and the project at hand. the main contribution of our study is to advance understanding of the political dynamics in knowledge work by revealing how visual artifacts can be used to manipulate pragmatic boundaries. by so doing, our analysis also helps to move the conversation on visual artifacts beyond their role as epistemic objects that sustain (or hinder) knowledge work. 10. title: my manager moved! manager mobility and subordinates' career outcomes. authors: baek, minseo; bidwell, matthew; keller, jr. abstract: how do managers' moves across jobs affect the subordinates they leave behind? manager mobility disrupts established manager-subordinate relationships, as subordinates must now learn to work with a replacement. we explore how this relational disruption affects subordinates' objective career success�specifically, their financial rewards and subsequent promotion chances. we argue that manager mobility may have both positive and negative implications for subordinate outcomes. the loss of an established relationship may reduce subordinates' performance and managers' propensity to reward them; on the other hand, relational disruption may make subordinates more willing and able to seek out valuable opportunities elsewhere in the organization. we also argue that these effects are likely to be greatest for those subordinates who had worked with the previous manager for longer. using eight years of personnel data from the u.s. offices of a fortune 500 healthcare company, we show how managers' mobility is associated with a decrease in subordinates' financial rewards but an increase in their promotion prospects. 11. title: problemistic search of the embedded firm: the joint effects of performance feedback and network positions on venture capital firms' risk taking. authors: hu, songcui; gu, qian; xia, jun. abstract: the behavioral theory of the firm suggests that performance below aspirations triggers problemistic search that can lead to risk taking. this prediction has received empirical support from most studies on the topic. however, this literature has typically focused on the internal determinants of firm search and risk-taking behavior and given little attention to the influences of social networks in which firms are embedded. to this end, we incorporate the network embeddedness perspective regarding firms' network positions and their roles in firm decision making. we suggest that a firm's search behavior is jointly directed by its performance feedback and network positions. specifically, network brokerage and centrality play important yet distinct roles in guiding firm search behavior by differentially shaping the direction of problemistic search: high brokerage directs problemistic search to high-risk solutions, whereas high centrality directs problemistic search to low-risk solutions. our theoretical predictions receive general empirical support based on analyses using longitudinal data from the chinese venture capital industry. our approach incorporates the crucial role of network structures into the problemistic search model and works toward building a problemistic search theory of the embedded firm. 12. title: seeking purity, avoiding pollution: strategies for moral career building. authors: reid, erin; ramarajan, lakshmi. abstract: this study builds theory on how people construct moral careers. analyzing interviews with 102 journalists, we show how people build moral careers by seeking jobs that allow them to fulfill both the institution's moral obligations and their own material aims. we theorize a process model that traces three common moral claiming strategies that people use over time: conventional, supplemental, and reoriented. using these strategies, people accept or alter purity and pollution rules, identify appropriate jobs, and orient themselves to specific audiences for validation of their moral claims. people's careers are punctuated by reckonings that cause them to reconsider how their strategies fulfill their moral and material aims. experiences of gender and racial discrimination, access to alternate occupational identities, and timing of entry into the occupation also shape people's movement between strategies. over time, people combine these moral claiming strategies in different ways such that varying moral careers emerge within the same occupation. overall, our study shows how people can build moral careers by actively revising purity and pollution rules while holding fast to institutional moral obligations. by theorizing careers as an ongoing series of moral claiming strategies, this research contributes novel ideas about how morals weave through and organize relationships between people, careers, and institutions. 13. title: in the midst of hiring: pathways of anticipated and accidental job evolution during hiring. authors: cohen, lisa e.; mahabadi, sara. abstract: in this paper, we examine the evolution of jobs in the midst of the hiring process: how jobs change between the decision to bring in someone to do a body of work and hiring someone. we analyze data from interviews, observations, and documents about start-up hiring and find that, during hiring, tasks are added and removed from jobs; jobs are abandoned, replaced, and moved; and hiring processes are relaunched. we describe two pathways that this evolution takes: the pathway of anticipated evolution, shaped by the unknown nature of the jobs being filled, and the pathway of accidental evolution, shaped by unanticipated factors surrounding jobs. although the pathways lead to many of the same immediate consequences, there are differences in the longer-term consequences. across the pathways, many jobs continue to evolve. on the pathway of anticipated evolution, many job incumbents leave within a year and are not replaced. on the pathway of accidental evolution, the longer-term consequences for job incumbents, structures, and organizations range from stability in structures and incumbents to ongoing conflict and incumbent departure. not surprisingly, most evolving jobs are new to their organizations, but contrary to common conceptions, job evolution is not the product of managers who lack experience or use lax hiring practices. our observations provide evidence of the emergent nature of jobs, hiring, and organizations. 14. title: managing the transition to a dual business model: tradeoff, paradox, and routinized practices. authors: visnjic, ivanka; jovanovic, marin; raisch, sebastian. abstract: building on an in-depth study of a manufacturing company's shift from a product to a product-service business model, we explore how single-focus companies transition to a dual orientation. although companies generally use highly sophisticated practices to manage a dual orientation, those that transition to one successfully start with less sophisticated practices. early on, the use of simple tradeoff practices, which maintain the product and service logics, helps single-focus companies explore the emergent tensions that their transition to a dual orientation causes. conversely, adopting more sophisticated practices at this early stage overwhelms them. at a later stage, these companies' growing understanding of the tensions allows them to experiment with more comprehensive paradox practices that transcend the product and service logics. conversely, maintaining simple practices at this stage prevents them from gaining the solution experience required to complete the transition. the evolutionary process culminates in sophisticated routinized practices that institutionalize recurrent tensions' solution, while allowing for further experimentation to deal with new tensions. the different practices' appropriate sequence and pacing during the evolutionary process facilitate companies' transition to a dual orientation. 15. title: responding to complementary-asset discontinuities: a multilevel adaptation framework of resources, demand, and ecosystems. authors: cozzolino, alessio; verona, gianmario. abstract: we examine how incumbent organizations respond to complementary-asset discontinuities � technological changes that introduce new manufacturing, distribution, and sales assets but leave the incumbents' core knowledge preserved. to examine this increasingly common but relatively overlooked phenomenon, we conducted an inductive study of how six newspapers adapted to internet distribution from 1995 to 2019. our contribution is a framework that highlights three levels of adaptation (resources, demand, and ecosystem) with related mechanisms and necessary outcomes. at the resource level, incumbents adopt the new complementary assets according to the perception of synergies with their existing core knowledge. at the demand level, the extent to which incumbents update their beliefs about value creation depends on how much they experiment with customers. at the ecosystem level, higher experimentation in the ecosystem helps incumbents to update their beliefs about value capture. the research offers important implications for the technological change, strategic management, and business model innovation literature. 16. title: learning by connecting: how rule networks evolve through discovery of relevance. authors: schulz, martin; zhu, kejia. abstract: learning-by-connecting, the formation of connections between lessons, is a fairly common phenomenon, but how does it evolve? we argue that learning-by-connecting unfolds as the relevance of lessons to other lessons is gradually discovered over time. the process of "relevance discovery" unfolds through a dynamic interplay between lessons and their context that provides opportunities to discover the relevance of lessons to other lessons. we develop a theoretical model in which the availability of these opportunities and their sorting in time drive the formation of connections. we explore and test our model in the context of organizational rules that we conceptualize, following rule-based learning theories, as repositories of lessons learned. our empirical context is the formation of citation ties between clinical practice guidelines (cpgs), a type of organizational rules in healthcare, in a canadian regional healthcare organization. we find that citation tie formation intensifies when opportunities to discover relevance become available. we also find that learning-by-connecting creates rule networks in which the formation of new ties slows down due to the sorting of opportunities in time. our findings support our assumption that learning-by-connecting is shaped by relevance discovery. our study extends models of rule-based learning and contributes to discussions on the formation of connections in contexts of dispersed learning and knowledge. 17. title: co-opting regulation: professional control through discretionary mobilization of legal prescriptions and expert knowledge. authors: evans, joelle; silbey, susan s. abstract: the governance of front-line professionals is a persistent organizational problem. regulations designed to make professional work more legible and responsive to both organizational and public expectations depend on these professionals' willing implementation. this paper examines the important question of how professional control shapes regulatory compliance. drawing on a seventeen-month ethnographic study of a bioscience laboratory, we show how professionals deploy their discretionary judgment to assemble environmental, health, and safety regulations with their own expert practices, explaining frequently observed differential rates of regulatory compliance. we find that professional scientists selectively implement and blend formal regulations with expert practice to respond to risks the law acknowledges (to workers' bodies and the environment) and to risks the law does not acknowledge but professionals recognize as critical (to work tasks and collegiality). some regulations are followed absolutely, others are adapted on a case-by-case basis; in other instances, new practices are produced to control threats not addressed by regulations. such selective compliance, adaptation and invention enact professional expertise: interpretations of hazard and risk. the discretionary enactment of regulations, at a distance from formal agents, becomes part of the technical, practical, and tacit assemblage of situated practices. thus, paradoxically, professional expert control is maintained and sometimes enhanced as professionals blend externally imposed regulations with expert practices. in essence, regulation is co-opted in the service of professional control. this research contributes to studies of professional expertise, the legal governance of professionals in organizations, regulatory compliance, and safety cultures. 18. title: shared fate and entrepreneurial collective action in the u.s. wood pellet market. authors: hiatt, shon r.; park, sangchan. abstract: although studies underscore the importance of creating a coherent collective identity in order to legitimate a new market category, strategy and entrepreneurship research is divided on whether and to what degree an entrepreneur will engage in collective action to promote the identity. to reconcile the inconsistency, we introduce the concept of entrepreneurial shared fate�the belief of a focal venture that it and its competitors are bound together by a sense of belongingness and equally experience similar consequences�and explore how external threats can influence the degree of shared fate. we conceptually distinguish between communal and individual threats and propose that communal threats will increase, whereas individual threats will decrease, shared fate. we also explore boundary conditions that strengthen and weaken the main effects of perceived communal and individual threats on collective identity promotion. empirically, we examine venture identity framing in response to forest-conservation activism in the u.s. wood pellet market. implications for research on new market categories, collective identity, optimal distinctiveness, and forest management are discussed. &')0135679bdem��ʸʩʸ��wobtf9thj�5�ojqj^jo(h"@h"@5�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(hcb�5�cjojqj^jajh 2e5�cjojqj^jajh"@5�cjojqj^jaj#h"@h"@5�cjojqj^jaj#h�"�h�"�5�cjojqj^jaj h$-�5�cjojqj^jajo(#h"@h"@5�cjojqj^jaj678e} v�u��nyz��gd�psgd)w�gd$?�gdto�gd�gd�l$gd%j,gdu<�gd�"�$a$gdt4mn|}�� 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