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��ࡱ�>�� u �r��tbjbj�n�n2v��a��a�l ��""��8�le��ql��7q9q9q9q9q9q9q$$s��u<]q��]q��4rq��7q��7q��@0b��#q�q0�q�v;dv��v1v�cn��]q]q�n��q��v��"qs: academy of management journal volume 65, issue 3, june 2022 1. title: joining societal conversations on management and organizations. authors: tihanyi, laszlo; howard-grenville, jennifer; decelles, katherine a. abstract: an introduction is presented in which the editors of the journal discuss its special research forum (srf) in management and the topics of the articles within it including identity threat, societal attitudes toward vulnerable populaces, and discrimination upon the basis of race and gender. 2. title: "am i next?" the spillover effects of megathreats on avoidant behaviors at work. authors: leigh, angelica; melwani, shimul. abstract: "mega-threats"--negative, identity-relevant societal events that receive significant media attention--are frequent occurrences in society, yet the influence of these events on employees remains unclear. we draw on the theory of racialized organizations to explain the process whereby exposure to mega-threats leads to heightened avoidant work behaviors for racialminority employees. we theorize and find--across two studies centered upon various mega-threats, including a mass shooting targeting asian americans and police killings of black civilians--that event observers who share identities with mega-threat victims become vicarious victims, which triggers an experience of "embodied threat," an appraisal of the increased likelihood of personally encountering identity-based harm. the experience of embodied threat coupled with the racialized nature of organizational structures, which limits the agency of racial minorities, then compels employees to engage in threat suppression. furthermore, we find that threat suppression consumes psychological resources, leading to heightened avoidant work behaviors, or higher work withdrawal and lower social engagement, but, when the psychological safety of identity-based discussions is high, it attenuates this effect. altogether, our paper advances research on mega-threats and race in organizations, and yields practical insights that can assist managers in reducing the detrimental effects of mega-threats on employees. 3. title: from sheltered to included: the emancipation of disabled workers from benevolent marginalization. authors: hein, patricia; ansari, shaz. abstract: while there have been several studies on overt forms of marginalization, few have examined benevolent marginalization, where peoplemay unquestioningly participate in their own paternalistic subjugation by following a prescribed identity. how might such individuals end up achieving emancipation from an infantilizing identity? to address this puzzle, we conducted a longitudinal study of a german sheltered workshop, an organization providing employment for disabled people. we observed that workers with disability initially maintained a regulating organizational identity based on paternalistic segregation. however, over time, they constructed their own self-determining identity and coproduced a change in the workshop's identity from "shelter" to "inclusion." first, we show that in order to coconstruct their preferred self-concept, benevolently marginalized individuals need to gain the support of those in power, who change their role from a guardian to an ally. second, while achieving liberation from overt marginalization is likely to involve confrontation with one's oppressors, we suggest that achieving emancipation from benevolent marginalization is a collaborative process of mutual consciousness raising and sensitization. third, while changes of identity may occur after exposure to alternative discourses, often involving the contentious performances of external activists, we show how insider activists mobilize collective action for change within a protectionist organization. 4. title: "invisible" discrimination: divergent outcomes for the nonprototypicality of black women. authors: de leon, rebecca ponce; rosette, ashleigh shelby. abstract: by integrating the intersectional invisibility hypothesis with the behaviors from intergroup affect and stereotypes map framework, we examine the extent to which black women's dual-subordinated identities render them nonprototypical victims of discrimination, relative to white women and black men, and the corresponding consequences. we predicted that black women's categorical nonprototypicality would reduce the believability of their discrimination claims, but that their nonprototypical attributes would lead to divergent treatment, depending on the type of discrimination alleged. our predictions were supported across six experimental studies (studies 1-4b). specifically, black women's gender and racial discrimination claims were believed less compared to those made by white women and black men, respectively. moreover, after they alleged discrimination, black women received less financial remedy versus white women, but more financial remedy versus black men. mediation testing revealed that the mechanisms underlying the believability and treatment of black women were their nonprototypical categorization and attributes. using discrimination data from the equal employment opportunity commission, studies 5a and 5b replicated the effects observed on believability and financial remedy. by focusing on nonprototypicality at both categorical and attribute levels, we thus help to disentangle when black women's intersectional invisibility may result in either intersectional advantages or disadvantages. 5. title: upward mobility, the cleft habitus, and speaking up: how class transitions relate to individual and organizational antecedents of voice. authors: martin, sean r.; harrison, spencer h. abstract: this research explores the relationship between upward mobility and voice. we build hypotheses and find evidence that rather than being imprinted with a lower sense of efficacy, the upwardly mobile possess a high internal sense of efficacy and are likely to speak up. however, this positive pathway to voice for the upwardly mobile is offset by managers being more inclined to solicit voice from those who come from, and have remained in, higher social class positions. we test our hypotheses in three studies: a field survey, a preregistered analysis of an archival dataset, and a preregistered experiment. this work provides evidence that the internal self-views long associated with those from lower social class backgrounds may not adequately describe the upwardly mobile. contrary to having a persistent low sense of their abilities, we find that the upwardlymobile espouse high efficacy and do speak up but that managers appear less likely to provide them with equal opportunities for voice, instead seeking it from employees from more elite backgrounds. this work also extends theories of employee voice by showing how managers' decisions about whose input to solicit are influenced by employees' socially significant characteristics inways that could lead to systematic disadvantages. 6. title: the policy-people gap: decision-makers choose policies that favor different applicants than they select when making individual decisions. authors: gomez, david m. munguia; levine, emma e. abstract: this work documents a contemporary organizational problem--a gap between selection policies and individual selection decisions--and suggests one intervention to address it. in college admissions and workplace hiring contexts, we find that decision-makers are more likely to favor disadvantaged applicants over applicants with objectively higher achievements when choosing between selection policies than choosing between individual applicants. we document this policy-people gap among admissions officers, working professionals, and lay people using both within-subject and between-subject designs and across a range of stimuli. we find that the gap is driven in part by shifting standards of fairness across the two types of decisions. when choosing between individuals, compared to choosing between policies, decision-makers aremore likely to prioritize what is fair to individuals (amicrojustice standard of fairness) over what is fair in the aggregate (amacrojustice standard of fairness). as a result, an intervention that has decision-makers prioritize the same standard of fairness across the decisions mitigates the policy-people gap. this research helps us understand why decision-makers' choices so frequently violate espoused organizational policies and suggests one way to increase the representation of disadvantaged groups in organizations. 7. title: to catch a predator: the lived experience of extreme practices. authors: de rond, mark; lok, jaco; marrison, adrian. abstract: across several countries, ever-growing societal alarm about the threat of online child sexual exploitation has provoked a controversial civic response: volunteer pedophile hunting teams that expose predators in livestreamed confrontations. their practices have generated strong criticisms froma police force unsure how to engage them because they lack an empathic understanding of hunters' lived experience. through a three-year phenomenological ethnography of a u.k. hunting team, we advance efforts across organization research to theorize the role of lived experience in social action. specifically, we deploy the phenomenological concept "way-of-being" to explain hunters' use of extreme practices. our interpretive account shows how the multiple ways-of-being that characterize the team's lifeworld suffuse their practices with a complex layered affectivity that is constitutive of the commitment necessary for their persistence. this offers a phenomenological alternative to social psychological models of motivations for vigilantism while also advancing emotions research in organizational institutionalismand practice theory. practically, our study contributes to the policing challenge of mitigating hunting's harmful effects by facilitatingmore constructivemutual engagement. this offers a possible pathway for addressing the broader challenge posed by epistemically closed, social media-enabled communities that act out their concerns inways that disregard our common humanity. 8. title: prosocial occupations, work autonomy, and the origins of the social class pay gap. authors: ray tsai fang; tilcsik, andr�s. abstract: despite decades of research on social mobility and wage disparities, it remains a puzzle why people fromlower-class families earn less than people fromupper-class families even when similar in education and occupational prestige. taking a sociocultural perspective on social class, we argue that a key contributor to the class pay gap is that people from upper-class origins tend to work in occupations with greater autonomy, whereas their lower-class counterparts tend to work in occupations that are more prosocial. we further propose that autonomous occupations pay better than prosocial occupations. across two distinct nationally representative samples in the united states, we find that people with upper-class (vs. lower-class) parents are more likely to work in autonomous occupations, but less likely towork in prosocial occupations, evenwhen controlling for education, occupational prestige, and other potential confounds. this pattern of occupational sorting explains a substantial portion of the class pay gap. our study extends the literatures on social class, occupational segregation, and social mobility, and joins an important scholarly conversation that has, until recently, taken place outside the field of management. 9. title: investing in communities: forging new ground in corporate community codevelopment through relational and psychological pathways. authors: gibson, cristina b. abstract: within management scholarship and practice, corporate community investments are heralded as an important form of corporate social responsibility. yet, community development scholars have engaged in discourse and debate regarding corporate community investment, surmising that in some instances it does more harm than good. where management research has not focused--and can substantially contribute to both theory and practice--is on how to implement corporate community investment for mutual gain. integrating the fields of management and community development, i provide an evidence-based theory for understanding corporate community codevelopment, addressing relational and psychological pathways for behavioral change. this model emerged from a longitudinal qualitative ethnographic study of corporate-community investment programs, involving 1,176 hours of observations, 63 interviews, as well as narratives and reflections from participants representing 11 large corporations, at-risk remote indigenous australian communities, and a nonprofit organization. the 35 programs in focus involved initiatives such as family income management, educational trusts, literacy programs, and nutritional and substance abuse campaigns. the results in competency-building and community development have exceeded the expectations of all parties. implications for theory, research, policy, and practice in management and community development are included. 10. title: remaking capitalism: the strength of weak legislation in mobilizing b corporation certification. authors: lucas, david s.; grimes, matthew g.; gehman, joel. abstract: myriad cross-sector initiatives seek to remake capitalism into a more just, sustainable, and inclusive system. but how do these distributed efforts--which often vary in strength--interact? to answer this question, we attend to the interaction between weak and strong governance reforms. drawing on longstanding research on organizational values and the sociology of law, we theorize how the enactment of weak and broad sustainability legislation is likely to increase pressure on values-driven businesses to pursue both values authentication and material authentication by way of strong third-party certification. we test our conceptual model by examining the effects of the frequently criticized benefit corporation legislation passed in 36 u.s. jurisdictions on the related b corporation certification. we find that new certifications and recertifications both increase in jurisdictions with such legislation and these effects are amplified or attenuated depending on corporate sustainability norms in the region. taken together, our findings contribute to the intensifying societal conversation regarding the prospects for remaking capitalism, illustrating how even weak legislation can contribute to systems change not only by encouraging incremental sustainability reforms within a field but also by triggering an authentication imperative that mobilizes values-driven businesses to pursue rigorous certifications. 11. title: the impostor phenomenon revisited: examining the relationship between workplace impostor thoughts and interpersonal effectiveness at work. authors: tewfik, basima a. abstract: prevailing wisdom paints the impostor phenomenon as detrimental. i seek to rebalance the existing conversation around this phenomenon by highlighting that it may also have interpersonal benefits. to identify these benefits, i revisit seminal theorizing to advance the construct of workplace impostor thoughts which i define as the belief that others overestimate one's competence at work. incorporating theory on contingencies of selfworth, i present an integrative model that outlines why such thoughts may be positively associated with other-perceived interpersonal effectiveness and why they may not be. i test my theory across four studies (n 5 3,603) that feature survey, video, and preregistered experimental data. i find that employees who more frequently have such thoughts are evaluated as more interpersonally effective because they adopt a more other-focused orientation. i do not find that this interpersonal benefit comes at the expense of competence-related outcomes (i.e., performance, selection)--a point i revisit in my future directions. when examining my theorized competing pathway, i find that, whereas workplace impostor thoughts do encourage those who have them to selfhandicap--consistent with prevailing wisdom--such thoughts do not operate through self-handicapping to harm other-perceived interpersonal effectiveness. i conclude by situatingmy findings alongside priorwork. 12. title: when conscientious employees meet intelligent machines: an integrative approach inspired by complementarity theory and role theory. authors: pok man tang; koopman, joel; mcclean, shawn t.; zhang, jack h.; chi hon li; de cremer, david; yizhen lu; chin tung stewart ng. abstract: over the past century, conscientiousness has become seen as the preeminent trait for predicting performance. this consensus is due in part to these employees' ability to work with traditional 20th-century technology. such pairings balance the systematic nature of conscientious employees with the technology's need for user input and direction to perform tasks--resulting in a complementary match. however, the 21st century has seen the incorporation of intelligent machines (e.g., artificial intelligence, robots, and algorithms) into employees' jobs. unlike traditional technology, these new machines are equipped with the capability to make decisions autonomously. thus, their nature overlaps with the orderliness subdimension of conscientious employees--resulting in a non-complementary mismatch. this calls into question whether the consensus about conscientious employees' effectiveness with 20th-century technology applies to 21st-century jobs. integrating complementarity and role theory, we refine this consensus. across three studies using distinct samples (an experience sampling study, a field experiment, and an online experiment from working adults in malaysia, taiwan, and the united states), each focused on a different type of intelligent machine, we show not only that using intelligent machines has benefits and consequences, but, importantly, that conscientious (i.e., orderly) employees are less likely to benefit from working with them. 13. title: living up to the hype: how new ventures manage the resource and liability of future-oriented visions within the nascent market of impact investing. authors: logue, danielle; grimes, matthew. abstract: hype is a collective vision and promise of a possible future, aroundwhich attention, excitement, and expectations increase over time. within nascentmarkets, hype can thus serve as a cultural resource bywhich entrepreneursmight encourage greater early stakeholder support and resources. yet, as hype-driven support couples withmounting temporal and categorical expectations, this can also limit ventures' flexibility during the entrepreneurial process. drawing on an inductive, longitudinal, and comparative study of three new ventures within the much-hyped nascent market of impact investing, we develop an emergent theory of hype management, illustrating the field organizing practices that give rise to different forms of social proof, thereby allowing new ventures sufficient flexibility to convert hype into a sustained entrepreneurial opportunity. our account contributes directly to contemporary public conversations of hype by revealing how entrepreneurs might engage with, and indeed live up to, the hype surrounding nascent markets without succumbing to the deceit and disappointment typically associated with hype. beyond this, our findings extend existing scholarship on entrepreneurship within nascent markets, the sociology of expectations, and the realization of distant futures. %'/02569;<=?hvv��ǹǩǘ��tl_qc8ch�t;5�ojqj^jhdw�hx95�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h 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