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volume 34, issue 5, sep/oct 2023
1. title: work un(interrupted): how non-territorial space shapes worker control over social interaction.
authors: gonsalves, leroy.
abstract: organizational research has long emphasized the importance of physical space in structuring opportunities for social interaction among workers. using 14 months of field research during an office redesign at a large team-based sales company, i find that the adoption of non-territorial space�a change from assigned cubicles to an unassigned mix of spaces�substantially increased worker control over social interaction. whereas the old territorial space rendered workers constantly accessible to others, the new non-territorial space altered information about workers' location and availability preferences, enabling new strategies for hiding in the space and signaling availability to others through workspace selection. this led to greater reliance on virtual or asynchronous communication technologies, and less unwanted interruption in the new non-territorial space. the findings identify how the non-territorial dimension of office space affects worker control over social interaction. they also reveal the social practices through which individuals actively use material and symbolic resources in the physical environment to avoid cognitive and temporal costs of unwanted interruption. the study complements dominant structural accounts with a richer theorization of individual agency�while physical spaces certainly structure opportunities for social interaction, they also structure the strategies that individuals can use to actively manage social interaction.
2. title: "collaborating" with ai: taking a system view to explore the future of work.
authors: anthony, callen; bechky, beth a.; fayard, anne-laure.
abstract: in the wake of media hype about artificial intelligence (ai)/human collaboration, organizations are investing considerable resources into developing and using ai. in this paper, we draw on theories of technology in organizations to frame new directions for the study of what it means to work "with" ai. drawing on prior literature, we consider how interactions between users and ai might unfold through theoretical lenses which cast technology as a tool and as a medium. reflecting on how ai technologies diverge from technologies studied in the past, we propose a new perspective, which considers technology as a counterpart in a system of work that includes its design, implementation, and use. this perspective encourages developing a grounded understanding of how ai intersects with work, and therefore ethnography, building on thick descriptions, is an apt approach. we argue that relational ethnographic approaches can assist organization theorists in navigating the methodological challenges of taking a counterpart perspective and propose several strategies for future research.
3. title: the agency to implement voice: how target hierarchical position and competence changes the relationship between voice and individual performance.
authors: burris, ethan r.; mcclean, elizabeth j.; detert, jim r.; quigley, tim j.
abstract: although voice is communication that is intended to benefit the performance of collectives, little is known about the benefits or costs to individual task performance and what mechanisms drive these effects. our research offers new theory to articulate and illustrate the conditions under which voice has positive versus negative effects on individual task performance by directly acknowledging that employees have many options for where to direct their ideas. we introduce an agency perspective on voice by theorizing that one fundamental reason why employees speak up is to generate the implementation of corrective action for issues affecting themselves and to the extent targets of voice have agency to facilitate action through implementation of voice, voicing employees should be more likely to realize performance benefits from speaking up. in a first field study, we present evidence that two characteristics�the hierarchical position of the voice target (boss versus peer) and the competence of the voice target�alter the relationship between voice and the voicing employee's task performance. in a second field study, using an event-contingent design, we provide evidence of the unique mechanisms underlying how competent managers (via their resources) and competent peers (via their efficacy to act) affect how upward and sideways voices lead to idea implementation. we discuss the theoretical implications of these ideas and findings by highlighting how voice target characteristics influence not just the incidence of voice but also, its outcomes. funding: this research benefited from financial support through the mccombs research excellence grant.
4. title: a rising tide lifts all boats: the effects of common ownership on corporate social responsibility.
authors: desjardine, mark r.; grewal, jody; viswanathan, kala.
abstract: common owners face an incredible investment challenge: managing systematic risk. because common owners hold shares in multiple firms across an industry, an action (or inaction) by one firm that affects industry peers is felt more severely by common owners than by non-common owners. research has largely focused on common owners' role in orchestrating competitive dynamics among their portfolio firms, with almost no empirical investigation of how common owners manage systematic risk. drawing on research showing that one firm's corporate social responsibility (csr) can produce positive spillovers for peer firms and that its irresponsibility can harm its peers, we argue that common owners increase firms' csr to produce spillovers that reduce systematic risk and multiply their investment returns. consistent with our theory, we find that common ownership is positively associated with firm csr. unpacking that relationship, we find that increases in csr are driven by common owners with long-term orientations and are concentrated in stakeholder sensitive industries, in which csr spillovers are most economically impactful. we also find that common owners focus their efforts on financially material csr over financially immaterial csr. we use a natural experiment with a quasi-exogenous shock to rule out alternative explanations. our study contributes to literatures on the antecedents of csr and outcomes of common ownership, providing a new perspective on how common owners shape corporate strategic behavior.
5. title: symbolic shareholder democracy: toward a behavioral understanding of the role of shareholder voting in ceo dismissals.
authors: andrei, alina g.; van oosterhout, j.; sauerwald, steve.
abstract: we investigate the effect of expressive shareholder dissent voting, in which shareholders use their votes symbolically to express their discontent with management, on subsequent chief executive officer (ceo) dismissals. using the routine but highly symbolic executive board discharge proposal voted on at the annual shareholder meetings of german firms, we argue that the board of directors understands these votes as a "vote of confidence in management" that challenges the ceo's mandate to lead the firm. arguing that board chairs are uniquely positioned to take up the stance of a steward of the firm and its leadership, we examine how independent and family board chairs moderate the board's response to expressive voting dissent. using a sample of german public firms over the period 2008�2015, we find that expressive voting dissent increases the chance of ceo dismissal increasingly with the level of dissent expressed. contrary to prevailing agency theoretical expectations, we do not find that independent chairs are more responsive to expressive voting dissent, nor that this relationship is strengthened by the degree of minority institutional investor ownership of the firm. consistent with the symbolic perspective on shareholder voting that we seek to develop, however, we find that family chairs are more likely to lead the board to dismiss the ceo due to the intrinsic disvalue they incur from symbolic leadership legitimacy challenges in their firms, and that the positive effect of having a family chair on the dissent induced chance of ceo dismissal is strengthened by the level of family ownership in the firm.
6. title: when do boards of directors contribute to shareholder value in firms targeted for acquisition? a group information-processing perspective.
authors: pavievi, stevo; haleblian, jerayr; keil, thomas.
abstract: we draw on group information-processing theory to investigate how target boards of directors may contribute to target value capture during the private negotiations phase in acquisitions. we view target boards as information-processing groups and private negotiations as information-processing tasks. we argue that target board meeting frequency is associated with increased processing�gathering, sharing, and analyzing�of acquisition-related information, which improves target bargaining and, ultimately, target value capture. we further posit that this value-enhancing effect of target board meeting frequency is more pronounced when target board composition improves the ability of target boards to process acquisition-related information. finally, we expect that meeting frequency is more consequential for target bargaining and value capture when acquisition complexity imposes high information-processing demands on the target boards during private negotiations. empirical evidence from a sample of acquisitions of publicly listed firms in the united states offers support for our group information-processing perspective on board contribution to shareholder value in firms targeted for acquisition.
7. title: the crisis in local newspapers and organizational wrongdoing: the role of community social connectedness.
authors: choi, tony jaehyun; valente, mike.
abstract: drawing on institutional anomie theory, we examine how the crisis in local newspapers has induced organizational wrongdoings in local communities. we argue that, because local newspapers are the primary source of accountability journalism in local communities, their decline leads to an anomic state that increases the scale of organizational wrongdoing. we also investigate whether institutional complementarity helps overcome the anomic state: due to functional similarity, community social connectedness compensates for the scarcity of local newspapers. our analysis of u.s. metropolitan areas for the period of 2007�2015 reveals that the positive relationship between local newspaper scarcity and the scale of organizational wrongdoing is not present in all communities but does appear when a community lacks community social connectedness. we also find that this moderating role of community social connectedness is observed only for internal organizational wrongdoings that are less visible to the public than external ones.
8. title: cultural roots of entrepreneurship: evidence from second-generation immigrants.
authors: kleinhempel, johannes; klasing, mariko j.; beugelsdijk, sjoerd.
abstract: does national culture influence entrepreneurship? given that entrepreneurship and the economic, formal institutional, and cultural characteristics of nations are deeply intertwined and co-vary, it is difficult to isolate the effect of culture on entrepreneurship. in this study, we examine the self-employment choices of second-generation immigrants who were born, educated, and currently live in one country, but were raised by parents stemming from another country. we argue that entrepreneurship is influenced by durable, portable, and intergenerationally transmitted cultural imprints such that second-generation immigrants are more likely to become entrepreneurs if their parents originate from countries characterized by a strong entrepreneurial culture. our multilevel analysis of two independent samples�65,323 second-generation immigrants of 52 different ancestries who were born, were raised, and live in the united states and 4,165 second-generation immigrants of 31 ancestries in europe�shows that entrepreneurial culture is positively associated with the likelihood that individuals are entrepreneurs. our results are robust to alternative non-cultural explanations, such as differences in resource holdings, labor market discrimination, and direct parent-child linkages. overall, our study highlights the durability, portability, and intergenerational transmission of entrepreneurial culture as well as the profound impact of national culture on entrepreneurship.
9. title: when (non)differences make a difference: the roles of demographic diversity and ideological homogeneity in overcoming ideologically biased decision making.
authors: solomon, brittany c.; hall, matthew e. k.
abstract: increasing demographic diversity is undoubtedly important and can aid in debiasing decision makers. yet, the promises of demographic diversity are not always realized due to social integration problems. we consider why and for whom differences combined with homogeneity make a difference for groups in terms of integratively complex thinking and ideological decision making. although research has shown that decision makers often rely on political biases, that work has not addressed when and why decision-making groups are able to overcome these biases�a pervasive concern in today's politically polarized social milieu. drawing on the common in-group identity model and research on integrative complexity, we theorize that demographic diversity ultimately yields less ideological decision making because it prompts integrative complexity; however, demographic diversity only accrues this benefit in the presence of ideological homogeneity. we also reason that the relationship between integrative complexity and reduced ideological decision making emerges for more conservative (versus more liberal) groups. we find support for our expectations using a natural experiment of judges on the u.s. courts of appeals. supplemental analyses indicate that working within a demographically diverse and ideologically homogeneous group also positively predicts integrative complexity in future decision-making groups. finally, we find that demographic and ideological diversity can substitute for one another, but no additional integrative complexity benefits accrue when both are present. we discuss implications of this research in light of the ongoing conversation about the value of diversity and today's polarized political climate.
10. title: anchoring on historical round number reference points: evidence from durable goods resale prices.
authors: wiltermuth, scott s.; gubler, timothy; pierce, lamar.
abstract: this paper examines how people price the resale of durable goods in systematically biased ways. we show across four studies that the anchoring effect of durable goods' prior sales prices on subsequent valuations is discontinuous at psychologically salient round number reference points (e.g., $10,000 increments) because these numbers create qualitative differences in how people perceive values below them versus values at/above them. resellers set disproportionately larger subsequent prices when previous prices move from just below round number thresholds (e.g., $349,000) to those at or just above these thresholds (e.g., $351,000). the findings show that buyers who pay a price just below a round number, therefore, may sacrifice money because they receive disproportionately less when reselling the good. market forces only partially attenuate this pricing bias, but valuator experience seems to play a moderating role. archival data show that home buyers who previously paid just under a $10,000 reference point subsequently listed their homes for about 1.8% (over $3,700) less on average than did buyers selling comparable homes who previously paid at or above a round number threshold. this drop is observable controlling for home characteristics and the general relationship between previous and current prices. three experimental studies looking at housing and used car markets replicate these findings, highlight the mechanism, and increase confidence in causality. market mechanisms and the negotiation process attenuate discontinuities by about 30%, but lower initial listing prices persist to final sales prices. we find additional weak evidence suggesting that valuator experience may attenuate intergenerational pricing bias. conflict of interest: this manuscript was submitted, revised, and accepted prior to the nomination and appointment of lamar pierce as editor-in-chief. funding: this project was supported by the university of southern california marshall school of business behavioral laboratory.
11. title: theorizing organizational benevolence.
authors: beveridge, 'alim j.; h�llerer, markus a.
abstract: we extend research on stakeholder orientation by introducing and conceptualizing "organizational benevolence"�a notion that refers to a firm's inclination to pursue the welfare of an external stakeholder group as an end in itself manifested in a behavioral tendency in which benefiting the "other" is the ultimate goal of action. employing a microfoundational approach, we propose a theoretical framework and a process model that explain how firms develop such a posture and how it eventually can become an enduring feature of these organizations. we build our framework on the core notion of collective commitment to the well-being of an external constituency by elaborating on the processes through which such collective commitment is mobilized, translated into collective intention, and stabilized in a behavioral tendency. our article develops several propositions highlighting the crucial roles that emotionality and rhetoric play in these processes, alongside an enabling sociocognitive infrastructure. overall, our work goes substantially beyond current theorizing and provides a detailed account for why some firms not founded with a prosocial mission nonetheless act consistently to benefit an external constituency in the absence of instrumental reasons to do so.
12. title: uniting through difference: rich cultural-identity expression as a conduit to inclusion.
authors: arnett, rachel d.
abstract: although previous research suggests that bringing attention to minority cultural identities in the workplace can lead to professional penalties, this research provides promising evidence that the opposite can occur. i examine how cultural minority employees engaging in rich and meaningful conversations about their racial, ethnic, and national backgrounds (referred to as rich cultural-identity expression) influences majority-group coworkers' inclusive behaviors, such as majority-group employees' willingness to socially integrate with and professionally support minority coworkers. three experiments found evidence of majority-group employees behaving more�not less�inclusively toward minority coworkers who engaged in rich cultural-identity expression, as opposed to small talk that did not bring attention to a minority cultural background. even when minority employees richly expressed negatively valenced cultural information that could provoke anxiety (such as issues with discrimination), this form of sharing had positive effects on most measures of inclusive behavior in studies 2 and 3 (although one exception was found in study 3). no benefits were observed when minority employees engaged in surface-level cultural-identity expression (studies 2 and 3) and intimate, noncultural self-disclosure (study 2). the power of rich cultural-identity expression is its ability to increase majority-group individuals' status perceptions of, feelings of closeness to, and sense of learning potential from minority coworkers. this research provides promising evidence that minority employees may be able to express valued aspects of their cultural identities while gaining�as opposed to jeopardizing�inclusion. funding: this work was supported by the wharton behavioral laboratory and the wharton dean's research fund.
13. title: the dual function of organizational structure: aggregating and shaping individuals' votes.
authors: piezunka, henning; schilke, oliver.
abstract: how do organizational structures influence organizational decision making? this article reveals organizational structures' dual function: they both (1) aggregate and (2) shape individuals' decisions. what makes this dual function so remarkable is that the two effects are diametrically opposed to one another. ceteris paribus, a less stringent decision-making structure reduces the amount of support required for a given project to be greenlit at the organizational level, which should result in more investments getting approved. however, we find that this ceteris paribus assumption does not hold, because a less stringent decision-making structure also reduces individuals' tendency to provide their support for an investment. our experimental investigation of organizational voting provides evidence for our position that organizational structure plays an important role beyond mere aggregation: voting thresholds also affect individuals' voting behavior. the combination of both effects explains why the organizational adoption of a new voting threshold may not yield the intended outcome. funding: this work was supported by a national science foundation career award from the directorate for social, behavioral and economic sciences [grant 1943688] granted to o. schilke.
14. title: moral foundations, himpathy, and punishment following organizational sexual misconduct allegations.
authors: dodson, samantha j.; goodwin, rachael d.; graham, jesse; diekmann, kristina a.
abstract: we build on deontic justice and moral foundations theories to shed light on responses to sexual misconduct at work by proposing a model that explains why some third parties punish accusing victims and support alleged perpetrators. we theorize that when third parties are given conflicting he-said, she-said information, they intuitively evaluate organizational injustice based on moral values. we further theorize that binding moral foundations (loyalty, authority, purity) give rise to sympathy toward men accused of sexual misconduct and anger toward female accusers. across five studies (total n = 5,413) utilizing archival, field, and vignette designs, we examined third-party responses to sexual misconduct accusations ranging in severity across several industries. third-party endorsement of binding moral foundations was linked to increased perpetrator-directed sympathy and victim-directed anger (studies 1�4). these emotions jointly mediated the relationship between binding values and credibility perceptions of the accusing victim and the alleged perpetrator (studies 2 and 3). moreover, victim credibility was negatively associated with social sanctions and punishment severity levied toward the accusing victim, and perpetrator credibility was negatively associated with the same punishment outcomes for the alleged perpetrator (studies 3 and 4). in study 5, we found that managers framing the accusing victim as disloyal exacerbated negative judgments and emotions toward the victim and positive judgments and emotions toward the perpetrator for individuals who highly ascribe to binding moral foundations. we discuss the theoretical contributions and practical implications of moral concerns on third parties' emotions, judgments, and motivations to punish actors involved in sexual misconduct allegations.
15. title: the firm as a subsociety: purpose, justice, and the theory of the firm.
authors: gartenberg, claudine; zenger, todd.
abstract: research in the "theory of the firm" tradition has often characterized firms as subeconomies, in which economic exchange is shaped by a central authority. we propose an expanded view of firms as subsocieties, in which authority is also responsible for establishing principles that shape cooperation among members. we draw on insights from political theory, sociology, and, to a lesser degree, legal theory to discuss how employees become members of subsocieties by exchanging rights, such as formal control over their work, for the benefits of membership. with this rights exchange, subsociety members develop expectations that those in positions of authority will use their control to define and sustain principles of justice and common purpose consistent with members' moral sentiments. this view suggests expanded roles for authority and firm boundaries from what are incorporated into standard theories of the firm. these expanded roles have implications both for internal governance and for the boundary itself: when considering boundary changes, leaders must weigh both the economic and the social consequences of their decision. funding: c. gartenberg recognizes financial support from the wharton school at university of pennsylvania. t. zenger recognizes the financial support of the eccles school at the university of utah.
16. title: clean up your theory! invest in theoretical clarity and consistency for higher-impact research.
authors: von nordenflycht, andrew.
abstract: this essay starts from a concern that many empirical researchers undermine their rigorous empirical work by coupling it to unclear and inconsistent theory. i suggest this is because we underestimate the difficulty of achieving theoretical clarity and consistency. i illustrate the problem in detail by cataloging common ways we violate clarity and consistency in the articulation of theoretical constructs and relationships and illustrating these violations with examples from unpublished manuscripts. in addition, i draw on the management literature on theory writing as well as on the dual-process theory of cognition and the philosophy of science to identify and unpack three challenges to clear and consistent theory: the taxing cognitive effort required to turn ambiguous, associative intuition into logical arguments; the impossibility of achieving perfect clarity; and the existence of trade-&')0356789;��ʹ�ʪʘ�zf^pe7h�"�hu<�5�ojqj^jh1x5�ojqj^jh1xhj�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h�]5�cjojqj^jajh
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