Organization Science 2023年第1期

Volume 34, Issue 1, January-February 2023

? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ?——更多動(dòng)態(tài)，請持續(xù)關(guān)注gzh：理想主義的百年孤獨(dú)

1.External Interfaces or Internal Processes? Market Positioning and Divergent Professionalization Paths in Young Ventures

外部接口還是內(nèi)部流程?年輕企業(yè)的市場定位與專業(yè)化路徑的分化

Alicia DeSantola , Ranjay Gulati , Pavel I. Zhelyazkov

We explore how the initial market positioning of entrepreneurial ventures shapes how they professionalize over time, focusing specifically on the development of functional roles. In contrast to existing literature, which presumes a uniform march toward professionalization as ventures scale and complete developmental milestones, we advance a contingent perspective, distinguishing between the development of external interface functions (marketing & sales and customer development) and internal process functions (accounting, human resources, and finance). Specifically, we argue that positioning in an unconventional market space raises demand for external engagement that focuses ventures’ attention and resources toward developing external interface roles. At the same time, such unconventional ventures are less apt to elaborate their internal process roles relative to more conventional peers. We test these predictions using a novel longitudinal data set on the internal organizations of 3,748 U.S.-based entrepreneurial ventures. In contrast to common assumptions of convergent professionalization, our theory and findings advance the perspective that ventures pursue divergent professionalization paths based on their initial market positioning as they scale up.

我們探討創(chuàng)業(yè)企業(yè)最初的市場定位如何影響他們隨著時(shí)間的推移如何專業(yè)化，特別關(guān)注職能角色的發(fā)展?，F(xiàn)有文獻(xiàn)認(rèn)為，隨著企業(yè)規(guī)模的擴(kuò)大和發(fā)展里程碑的完成，企業(yè)會(huì)向?qū)I(yè)化方向統(tǒng)一前進(jìn)。與此相反，我們提出了一個(gè)偶然的觀點(diǎn)，區(qū)分外部接口功能(市場營銷和客戶開發(fā))和內(nèi)部流程功能(會(huì)計(jì)、人力資源和財(cái)務(wù))的發(fā)展。具體而言，我們認(rèn)為，在非常規(guī)市場空間中的定位提高了對外部參與的需求，將風(fēng)險(xiǎn)投資的注意力和資源集中在開發(fā)外部接口角色上。與此同時(shí)，與更傳統(tǒng)的同行相比，這種非傳統(tǒng)的企業(yè)不太傾向于詳細(xì)說明其內(nèi)部流程角色。我們使用3748家美國創(chuàng)業(yè)企業(yè)的內(nèi)部組織的新穎縱向數(shù)據(jù)集來檢驗(yàn)這些預(yù)測。與趨同專業(yè)化的常見假設(shè)相反，我們的理論和研究結(jié)果提出了這樣一個(gè)觀點(diǎn):隨著企業(yè)規(guī)模的擴(kuò)大，它們根據(jù)最初的市場定位追求不同的專業(yè)化路徑。

2.The Role of Resources in the Success or Failure of Diverse Teams: Resource Scarcity Activates Negative Performance-Detracting Resource Dynamics in Social Category Diverse Teams

資源在多元團(tuán)隊(duì)成敗中的作用:資源稀缺性在社會(huì)類別多元團(tuán)隊(duì)中激活負(fù)面績效減損資源動(dòng)態(tài)

Siyu Yu , Lindred L. Greer

Increasing the social category diversity of work teams is top of mind for many organizations. However, such efforts may not always be sufficiently resourced, given the numerous resource demands facing organizations. In this paper, we offer a novel take on the relationship between social category diversity and team performance, seeking to understand the role resources may play in both altering and explaining the performance dynamics of diverse teams. Specifically, our resource framework explains how the effects of social category diversity on team performance can be explained by intrateam resource cognitions and behaviors and are dependent on team resource availability. We propose that in the face of scarcity in a focal resource (i.e., budget), diverse (but not homogenous) teams generalize this scarcity perception to fear that all resources (i.e., staff, time, etc.) are scarce, prompting performance-detracting power struggles over resources within the team. We find support for our model in three multimethod team-level studies, including two laboratory studies of interacting teams and a field study of work teams in research and development firms. Our resource framework provides a new lens to study the success or failure of diverse teams by illuminating a previously overlooked danger in diverse teams (negative resource cognitions (scarcity spillover bias) and behaviors (intrateam power struggles)), which offers enhanced explanatory power over prior explanations. This resource framework for the study of team diversity also yields insight into how to remove the roadblocks that may occur in diverse teams, highlighting the necessity of resource sufficiency for the success of diverse teams.

增加工作團(tuán)隊(duì)的社會(huì)類別多樣性是許多組織的首要任務(wù)。但是，鑒于各組織所面臨的大量資源需求，這種努力可能并不總是有足夠的資源。在本文中，我們對社會(huì)類別多樣性和團(tuán)隊(duì)績效之間的關(guān)系提出了一種新穎的看法，試圖理解資源在改變和解釋多樣化團(tuán)隊(duì)績效動(dòng)態(tài)方面可能發(fā)揮的作用。具體來說，我們的資源框架解釋了社會(huì)類別多樣性對團(tuán)隊(duì)績效的影響如何可以通過團(tuán)隊(duì)內(nèi)部資源認(rèn)知和行為來解釋，并且依賴于團(tuán)隊(duì)資源可用性。我們建議，在面對焦點(diǎn)資源(即預(yù)算)的稀缺性時(shí)，多樣化(但不是同質(zhì)化)團(tuán)隊(duì)將這種稀缺性認(rèn)知概括為擔(dān)心所有資源(即人員、時(shí)間等)都是稀缺的，從而在團(tuán)隊(duì)內(nèi)部引發(fā)影響績效的資源權(quán)力斗爭。我們在三個(gè)多方法團(tuán)隊(duì)層面的研究中找到了對我們模型的支持，包括兩項(xiàng)相互作用團(tuán)隊(duì)的實(shí)驗(yàn)室研究和一項(xiàng)對研發(fā)公司工作團(tuán)隊(duì)的實(shí)地研究。我們的資源框架提供了一個(gè)新的視角來研究多元化團(tuán)隊(duì)的成功或失敗，通過闡明多元化團(tuán)隊(duì)中以前被忽視的危險(xiǎn)(消極的資源認(rèn)知(稀缺溢出偏見)和行為(團(tuán)隊(duì)內(nèi)部的權(quán)力斗爭)，它提供了比先前解釋更強(qiáng)的解釋力。這一研究團(tuán)隊(duì)多樣性的資源框架也產(chǎn)生了如何消除多元化團(tuán)隊(duì)中可能出現(xiàn)的障礙的見解，突出了資源充足對多元化團(tuán)隊(duì)成功的必要性。

3.The Price of Belonging: Price Setting in the Market for Champagne Grapes

歸屬的價(jià)格:香檳葡萄市場的價(jià)格設(shè)定

Amandine Ody-Brasier

Various studies show that social relations between exchange partners affect price setting behaviors. Although scholars expect a broad range of buyer–seller relations to shape price—and different types of relations to have different effects—we have surprisingly little quantitative evidence for these views. This is in part because extant empirical work operationalizes relations rather narrowly, focusing on repeated exchange relations. Drawing on existing theory and fieldwork in the market for Champagne grapes, this paper investigates how community relations and repeated exchange shape price setting behavior. I use unique transaction-level price data to document the effects of these two types of buyer–seller relations. I find that community relations reduce deviations from local pricing norms such that, for an average transaction, grape sellers charge about €1,500 less when the buyer belongs to their village or school district. I draw on rich qualitative data to illustrate what is driving these effects. Interviews reveal not only that social relations infuse in the exchange a logic of action at odds with the logic of markets, but also, importantly, that there is some heterogeneitywithin the embedded logic of exchange. In particular, community relations appear to be more constraining than repeated exchange for price setters.

各種研究表明，交易伙伴之間的社會(huì)關(guān)系影響價(jià)格制定行為。盡管學(xué)者們認(rèn)為，影響價(jià)格的是廣泛的買賣關(guān)系，而且不同類型的關(guān)系會(huì)產(chǎn)生不同的影響，但令人驚訝的是，我們幾乎沒有能證明這些觀點(diǎn)的定量證據(jù)。這在一定程度上是因?yàn)楝F(xiàn)有的經(jīng)驗(yàn)工作對關(guān)系的操作化相當(dāng)狹隘，只關(guān)注重復(fù)交換關(guān)系。利用現(xiàn)有理論和香檳葡萄市場的實(shí)地調(diào)查，本文研究了社區(qū)關(guān)系和重復(fù)交換如何影響價(jià)格制定行為。我使用獨(dú)特的交易級價(jià)格數(shù)據(jù)來記錄這兩種類型的買賣關(guān)系的影響。我發(fā)現(xiàn)，社區(qū)關(guān)系可以減少與當(dāng)?shù)囟▋r(jià)規(guī)范的偏差，例如，對于一筆平均交易而言，如果買家來自他們所在的村莊或?qū)W區(qū)，葡萄賣家的要價(jià)會(huì)低1500歐元左右。我利用豐富的定性數(shù)據(jù)來說明是什么推動(dòng)了這些影響。訪談不僅揭示了社會(huì)關(guān)系在交換中注入了一種與市場邏輯不一致的行動(dòng)邏輯，而且重要的是，在嵌入的交換邏輯中存在某種異質(zhì)性。特別是，共同體關(guān)系似乎比價(jià)格制定者的反復(fù)交換更具限制性。

4.A Star Is Born: The Relationship Between Performance and Achieving Status Through Certification Contests in the Context of Equity Analysts

一個(gè)明星的誕生:在股票分析師的背景下，通過認(rèn)證競賽，表現(xiàn)和獲得地位之間的關(guān)系

Eugene Taeha Paik , Timothy G. Pollock , Steven Boivie, Donald Lange , Peggy M. Lee

We investigate how the relationship between status and performance decouples over time by addressing two questions: (1) how performance affects the likelihood that an actor achieves high status and (2) how achieving high status affects the actor’s subsequent performance. In doing so, we focus on the role repeated certification contests play, where evaluators assess actors’ performance along particular dimensions and confer high status on the contest winners. Using the context of sell-side (brokerage) equity analysts and the “All-Star” list fromInstitutional Investor magazine, we first investigate whether analysts who make the All-Star list are more likely to produce accurate and/or independent forecasts. Then, we investigate analyst performance after recent and multiple wins. Our results demonstrate the decoupling of status and performance over time and the roles played by both the high-status actor and the social evaluators conferring their status. Whereas analyst performance increases the likelihood of being designated an All-Star, recent and multiple All-Star designations differentially affect both how subsequent performance is assessed, and how the All-Star analysts subsequently perform. In the short term, achieving high status can increase performance and solidify an analyst’s status position; however, in the long term, it can lead to lower performance and eventually result in status loss, which further erodes performance.

我們通過解決兩個(gè)問題來研究地位和表現(xiàn)之間的關(guān)系如何隨著時(shí)間的推移而解耦:(1)表現(xiàn)如何影響行動(dòng)者獲得高地位的可能性;(2)獲得高地位如何影響行動(dòng)者隨后的表現(xiàn)。在這樣做的過程中，我們將重點(diǎn)放在重復(fù)認(rèn)證競賽所扮演的角色上，其中評估人員根據(jù)特定維度評估參與者的表現(xiàn)，并授予競賽獲勝者較高的地位。在賣方(經(jīng)紀(jì)公司)股票分析師和《機(jī)構(gòu)投資者》雜志“全明星”榜單的背景下，我們首先調(diào)查入選全明星榜單的分析師是否更有可能做出準(zhǔn)確和/或獨(dú)立的預(yù)測。然后，我們調(diào)查分析師在最近和多次獲勝后的表現(xiàn)。我們的研究結(jié)果表明，隨著時(shí)間的推移，地位和表現(xiàn)以及高地位的行動(dòng)者和賦予他們地位的社會(huì)評估者所扮演的角色是脫鉤的。盡管分析師的表現(xiàn)增加了被指定為全明星的可能性，但最近和多次被指定為全明星對隨后的績效評估以及全明星分析師隨后的表現(xiàn)都有不同的影響。從短期來看，獲得較高的地位可以提高業(yè)績并鞏固分析師的地位;但是，從長遠(yuǎn)來看，它會(huì)導(dǎo)致性能下降，并最終導(dǎo)致狀態(tài)丟失，從而進(jìn)一步削弱性能。

5.Incentivizing Effort Allocation Through Resource Allocation: Evidence from Scientists’ Response to Changes in Funding Policy

通過資源分配激勵(lì)努力分配:來自科學(xué)家對資助政策變化的反應(yīng)的證據(jù)

Michael Blomfield, Keyvan Vakili

Prior research in management and economics has predominantly focused on how managers or policymakers can shape workers’ allocation of effort using output-based or effort-based incentives. In many settings, however, managers may seek to influence workers’ effort choices through resource allocation—that is, changing the cost of securing resources for different projects or activities. In this paper, we develop a formal model to investigate how a worker changes the allocation of a fixed amount of effort across different projects in response to changes in the cost of securing resources for each project. Our model shows how cutting resources available to one project, under certain circumstances, can inadvertently reduce the share of effort allocated to other projects and vice versa. We use the insights from the model to explore the effectiveness of funding strategies designed to influence the research direction of academic scientists. We specifically examine how U.S. scientists working in stem cell research responded to a 2001 policy change that restricted access to federal funding for research in the human embryonic stem cell (hESC) area. In line with our model’s predictions, we find that cutting resources for hESC research inadvertently reduced U.S. scientists’ output in non-hESC areas of stem cell research—an effect that is strongest among the highest-ability scientists. Our findings highlight the complexities of incentivizing effort allocation using resource-based incentives. In particular, we show how altering resource-based incentives in one area can have unforeseen spillover effects on effort allocation in other areas.

管理學(xué)和經(jīng)濟(jì)學(xué)的先前研究主要集中在管理者或政策制定者如何利用基于產(chǎn)出或基于努力的激勵(lì)來塑造員工的努力分配。然而，在許多情況下，管理者可能會(huì)試圖通過資源分配來影響員工的努力選擇，也就是說，改變?yōu)椴煌?xiàng)目或活動(dòng)獲取資源的成本。在本文中，我們開發(fā)了一個(gè)正式的模型來研究工作人員如何在不同的項(xiàng)目中改變固定工作量的分配，以響應(yīng)每個(gè)項(xiàng)目確保資源的成本的變化。我們的模型表明，在某些情況下，削減一個(gè)項(xiàng)目的可用資源會(huì)無意中減少分配給其他項(xiàng)目的工作份額，反之亦然。我們利用該模型的見解來探索旨在影響學(xué)術(shù)科學(xué)家研究方向的資助策略的有效性。我們特別研究了從事干細(xì)胞研究的美國科學(xué)家如何應(yīng)對2001年限制獲得聯(lián)邦資金用于人類胚胎干細(xì)胞(hESC)領(lǐng)域研究的政策變化。與我們模型的預(yù)測一致，我們發(fā)現(xiàn)，削減胚胎干細(xì)胞研究的資源無意中減少了美國科學(xué)家在非胚胎干細(xì)胞研究領(lǐng)域的產(chǎn)出——這種影響在能力最強(qiáng)的科學(xué)家中表現(xiàn)得最為明顯。我們的研究結(jié)果強(qiáng)調(diào)了使用基于資源的激勵(lì)來激勵(lì)努力分配的復(fù)雜性。特別是，我們展示了在一個(gè)領(lǐng)域改變基于資源的激勵(lì)機(jī)制如何對其他領(lǐng)域的努力分配產(chǎn)生不可預(yù)見的溢出效應(yīng)。

6.Data-Induced Rationality and Unitary Spaces in Interfirm Collaboration

數(shù)據(jù)理性與企業(yè)間協(xié)作中的單一空間

Katharina Cepa , Henri Schildt

The real-time data transfer between collaborating companies allows them to represent and control activities across firm boundaries, providing new ways to organize collaborative efforts. We conducted an inductive multiple case study of five long-term relationships to examine the effects of data-intensive technologies on the organization and management of collaborative relationships in industrial companies. Our analysis shows how the delegation of digital activities into specialized digital units fostered data-driven mindsets and data-driven interactions that jointly formed a holistic data-induced rationality for managing the relationship. Together, the compartmentalization of digital collaboration and the data-induced rationalities turned these units into “unitary spaces,” organizational enclosures where structural tensions and competing demands were temporarily suspended to foster single-minded pursuit of collaborative short-term benefits for the partner company.

合作公司之間的實(shí)時(shí)數(shù)據(jù)傳輸使他們能夠代表和控制跨公司邊界的活動(dòng)，提供了組織協(xié)作工作的新方法。我們對五種長期關(guān)系進(jìn)行了歸納多案例研究，以檢驗(yàn)數(shù)據(jù)密集型技術(shù)對工業(yè)公司協(xié)作關(guān)系的組織和管理的影響。我們的分析表明，將數(shù)字活動(dòng)委托給專門的數(shù)字單位，如何培養(yǎng)數(shù)據(jù)驅(qū)動(dòng)的思維方式和數(shù)據(jù)驅(qū)動(dòng)的互動(dòng)，共同形成了管理關(guān)系的整體數(shù)據(jù)誘導(dǎo)理性?？傊瑪?shù)字協(xié)作的劃分和數(shù)據(jù)誘導(dǎo)的合理性將這些單元變成了“單一空間”，在組織圈地中，結(jié)構(gòu)緊張和競爭需求被暫時(shí)擱置，以促進(jìn)合作伙伴公司一心一意地追求合作的短期利益。

7.The Road Not Taken: Technological Uncertainty and the Evaluation of Innovations

未走的路:技術(shù)的不確定性和創(chuàng)新的評估

David Tan

When venturing into unfamiliar areas of technology, inventors face ex ante technological uncertainty, that is many possible alternative technological paths going forward and limited guidance from existing technological knowledge for predicting the likelihood that a given path will successfully result in an invention. I theorize, however, that this ex ante technological uncertainty becomes less apparent when evaluating inventions in hindsight. When one knows that a given technological path turned out to be successful ex post, it may be difficult to appreciate the ex ante plausibility of reasons to prefer alternative paths. As a result, inventions may seem more obvious to those evaluating inventions with the benefit of hindsight. My theory yields a counterintuitive implication; when inventors venture into less familiar areas of technology, there is a greater risk of evaluators overestimating obviousness due to hindsight bias. Empirical evidence comes from novel data on accepted and rejected patent applications, including hand-collected data from the text of applicant objections to obviousness rejections and examiners’ subsequent reversals of rejections in response to applicant objections.

當(dāng)冒險(xiǎn)進(jìn)入不熟悉的技術(shù)領(lǐng)域時(shí)，發(fā)明者面臨著預(yù)先的技術(shù)不確定性，即未來有許多可能的替代技術(shù)路徑，而現(xiàn)有技術(shù)知識(shí)在預(yù)測給定路徑成功導(dǎo)致發(fā)明的可能性方面的指導(dǎo)有限。然而，我的理論是，當(dāng)事后評價(jià)發(fā)明時(shí)，這種事前的技術(shù)不確定性就不那么明顯了。當(dāng)一個(gè)人知道某一特定的技術(shù)路徑在事后被證明是成功的，可能就很難理解選擇其他路徑的理由的事前合理性。因此，對于那些用后見之明來評估發(fā)明的人來說，發(fā)明似乎更明顯。我的理論產(chǎn)生了一種違反直覺的暗示;當(dāng)發(fā)明者冒險(xiǎn)進(jìn)入不太熟悉的技術(shù)領(lǐng)域時(shí)，由于后見之明的偏見，評估者高估明顯性的風(fēng)險(xiǎn)更大。經(jīng)驗(yàn)證據(jù)來自被接受和被拒絕的專利申請的新數(shù)據(jù)，包括從申請人反對明顯性拒絕的文本中手工收集的數(shù)據(jù)，以及審查員隨后針對申請人反對而撤銷拒絕的數(shù)據(jù)。

8.Caught in an Expectations Trap: Risks of Giving Securities Analysts What They Expect

陷入預(yù)期陷阱:給證券分析師預(yù)期的風(fēng)險(xiǎn)

Guilhem Bascle , Jiwook Jung

Although recent research shows that there is mounting pressure on firms to achieve earnings expectations of securities analysts, firms are far from being passive conformers; many firms proactively manage such pressure, particularly with earnings management tools. Yet why does the pressure to meet analyst expectations persist despite firms’ efforts to reduce it? To address the question, we develop an intertemporal model of the mutually reinforcing relationships between analyst expectations and firms’ strategic response, combining the behavioral theory of the firm and the concept of expectations trap. We argue that firms’ efforts to meet analyst expectations strengthen their salience as a predominant performance benchmark and, in doing so, ironically put them under greater pressure from analysts in three sequentially related steps—escalating future earnings expectations, imposing more severe penalties for failure to meet heightened expectations, and generating compensatory action for missed expectations. Our analysis, using data on more than 700 of the largest listed U.S. firms between 1986 and 2015, supports our arguments. Our study expands the scope of the behavioral theory of the firm, by demonstrating the increasing importance of performance feedback based on analyst expectations. Our study also contributes to the research on earnings pressure, by illuminating why the pressure persists despite firms’ efforts to reduce or evade it, and finally to the literature on strategic management of external expectations, by elaborating its unintended, long-term consequences.

盡管最近的研究表明，企業(yè)要達(dá)到證券分析師的盈利預(yù)期，面臨著越來越大的壓力，但企業(yè)遠(yuǎn)不是被動(dòng)的從眾者;許多公司積極應(yīng)對這種壓力，特別是利用盈余管理工具。然而，盡管公司努力減少壓力，但為什么滿足分析師預(yù)期的壓力仍然存在?為了解決這個(gè)問題，我們結(jié)合了企業(yè)行為理論和期望陷阱的概念，開發(fā)了一個(gè)分析預(yù)期和企業(yè)戰(zhàn)略反應(yīng)之間相互加強(qiáng)關(guān)系的跨期模型。我們認(rèn)為，公司為達(dá)到分析師預(yù)期所做的努力增強(qiáng)了它們作為主要業(yè)績基準(zhǔn)的顯著性，而具有諷刺意味的是，在這樣做的過程中，它們在三個(gè)順序相關(guān)的步驟中承受了來自分析師的更大壓力——提高未來盈利預(yù)期，對未能達(dá)到更高預(yù)期施以更嚴(yán)厲的懲罰，以及對未能達(dá)到預(yù)期采取補(bǔ)償行動(dòng)。我們的分析使用了1986年至2015年間700多家最大的美國上市公司的數(shù)據(jù)，支持了我們的觀點(diǎn)。我們的研究通過證明基于分析師預(yù)期的績效反饋越來越重要，擴(kuò)大了企業(yè)行為理論的范圍。我們的研究還有助于對盈利壓力的研究，闡明了為什么盡管企業(yè)努力減少或逃避壓力，但壓力仍然存在，并最終通過詳細(xì)闡述外部預(yù)期的意外長期后果，為外部預(yù)期的戰(zhàn)略管理文獻(xiàn)做出了貢獻(xiàn)。

9.Can Racial Diversity Attenuate Racial Discrimination in Service Interactions? Evidence from Cite-and-Release Decisions within Police Departments

種族多樣性能減弱服務(wù)互動(dòng)中的種族歧視嗎?來自警察部門內(nèi)部的證據(jù)

Jirs Meuris

Despite the belief that racial diversity in organizations will attenuate racial discrimination in service interactions, the extant literature suggests that it may often exacerbate discrimination by generating intergroup conflict. In this paper, I propose that the influence of racial diversity on racial discrimination in service interactions will depend upon (a) the level of interdependence within an organization and (b) whether an increase in diversity consists of a larger representation of a minority’s own racial group. To test my predictions, I combine interaction-level data covering approximately 200,000 cite-and-release decisions where suspects are either given a summons to attend court at a later date or transported to jail following arrest with longitudinal organization-level data from 93 police departments across the United States. Consistent with prior research, I found that minority suspects were less likely to be cited and released for the same offense relative to White suspects. Racial diversity among sworn officers in a police department exacerbated discrimination in cite-and-release decisions unless officers’ work roles were highly interdependent due to the adoption of community-oriented policing. Focusing on Black and Hispanic suspects, I observed this pattern regardless of whether an increase in racial diversity in the department was characterized by a larger representation of a minority suspect’s own racial group or other minority racial groups. Taken together, the findings suggest that diverse organizations can mitigate the emergence of intergroup conflict that exacerbates racial discrimination in service interactions by fostering interdependencies.

盡管人們相信組織中的種族多樣性會(huì)減少服務(wù)互動(dòng)中的種族歧視，但現(xiàn)有文獻(xiàn)表明，它往往會(huì)通過產(chǎn)生群體間沖突而加劇歧視。在本文中，我提出，種族多樣性對服務(wù)互動(dòng)中種族歧視的影響將取決于(a)組織內(nèi)部相互依賴的程度以及(b)多樣性的增加是否包括少數(shù)民族自己種族群體的更大代表性。為了驗(yàn)證我的預(yù)測，我將涵蓋約20萬個(gè)傳訊和釋放決定的交互級數(shù)據(jù)與來自美國93個(gè)警察部門的縱向組織級數(shù)據(jù)結(jié)合起來，這些數(shù)據(jù)涵蓋了嫌疑人要么被傳喚在晚些時(shí)候出庭，要么在被捕后被送往監(jiān)獄。與之前的研究一致，我發(fā)現(xiàn)與白人嫌疑人相比，少數(shù)族裔嫌疑人因同樣的罪行被傳訊和釋放的可能性更小。警察部門宣誓警員的種族多樣性加劇了傳訊和釋放決定中的歧視，除非警員的工作角色由于采用以社區(qū)為導(dǎo)向的警務(wù)而高度相互依賴。我關(guān)注的是黑人和西班牙裔嫌疑人，無論該部門種族多樣性的增加是由于少數(shù)族裔嫌疑人自己的種族群體或其他少數(shù)族裔群體的比例增加，我都觀察到了這種模式。綜上所述，研究結(jié)果表明，多樣化的組織可以通過促進(jìn)相互依賴來緩解群體間沖突的出現(xiàn)，這種沖突加劇了服務(wù)互動(dòng)中的種族歧視。

10.What Makes Resource Provision an Effective Means of Poverty Alleviation? A Resourcing Perspective

資源供給何以成為扶貧的有效手段?資源分配的角度

Christopher Sutter, Babita Bhatt , Israr Qureshi

Adequately addressing the grand challenge of poverty requires addressing resource scarcity. However, efforts to provide resources as a means of poverty alleviation have met with mixed success. We explore what makes resource provision effective as a means of poverty alleviation. We adopt a resourcing perspective, which focuses on the relationship between potential resources and schemas, or shared understandings, that shape how resources are used. Consistent with prior research, we find that schemas shape how resources are used in practice. However, we also find that who can access the resources is as consequential as how they are used. In exploring this issue, we identify a new category of schemas related not to use but to access, which we refer to as access schemas. We define access schemas as shared understandings regarding who can appropriately access potential resources. We find that different social groups have distinct schemas regarding access, and we identify three mechanisms—precedence, complementarity, and scaffolding—that shape the way that access schemas are enacted in resource-scarce settings. Our study contributes to the literature on grand challenges by clarifying the link between resource provision and resource use. We also contribute to the literature on resourcing by uncovering mechanisms that shape schema enactment in the presence of conflicting access schemas held by different social groups.

要充分解決貧困這一重大挑戰(zhàn)，就必須解決資源短缺問題。然而，提供資源作為減輕貧窮手段的努力成敗參半。我們將探討是什么使資源提供成為一種有效的扶貧手段。我們采用資源分配視角，它關(guān)注潛在資源和模式(或共享理解)之間的關(guān)系，后者決定了資源的使用方式。與之前的研究一致，我們發(fā)現(xiàn)模式?jīng)Q定了資源在實(shí)踐中的使用方式。然而，我們也發(fā)現(xiàn)，誰能訪問資源與如何使用資源同樣重要。在探索這個(gè)問題時(shí)，我們確定了一個(gè)新的模式類別，它與使用無關(guān)，而與訪問有關(guān)，我們稱之為訪問模式。我們將訪問模式定義為關(guān)于誰可以適當(dāng)訪問潛在資源的共享理解。我們發(fā)現(xiàn)，不同的社會(huì)群體在訪問方面有不同的模式，我們確定了三種機(jī)制——優(yōu)先級、互補(bǔ)性和腳手架——在資源稀缺的環(huán)境中形成訪問模式的方式。我們的研究澄清了資源提供和資源使用之間的聯(lián)系，為有關(guān)重大挑戰(zhàn)的文獻(xiàn)做出了貢獻(xiàn)。我們還通過揭示在不同社會(huì)群體持有的沖突訪問模式存在時(shí)形成模式制定的機(jī)制，為資源分配的文獻(xiàn)做出了貢獻(xiàn)。

11.When More Is Less: Explaining the Curse of Too Much Capital for Early-Stage Ventures

當(dāng)多即是少:解釋早期風(fēng)險(xiǎn)投資過多資本的詛咒

Alex Murray , Greg Fisher

This study examines how the mechanisms that entrepreneurs use to successfully mobilize financial resources influence the long-term viability of their ventures. Through an inductive analysis of crowdfunded consumer drone ventures, we empirically illustrate and theoretically conceptualize the link between the claims entrepreneurs use to mobilize resources and the actions entrepreneurs must then take to develop successful ventures. We induct a theoretical framework to suggest thatunbounded claims drive up the financial resources that ventures mobilize but reduce the likelihood of their long-term viability because of unmanageable technological complexity and uncontrolled organizational scaling, whereas bounded claims limit the financial resources that ventures mobilize but increase the likelihood of their long-term viability because of manageable technological complexity and controlled organizational scaling. We contribute to the resource mobilization literature by expounding on how the mechanisms that entrepreneurs use to mobilize financial resources are critical for ventures’ long-term viability over and above the amount of resources they mobilize. We contribute to the cultural entrepreneurship literature by linking research on claim making to the actions entrepreneurs must then take to deliver on their claims. Finally, we contribute to the literature on crowdfunding by connecting entrepreneurs’ campaign actions to the postcampaign outcome of on-time and on-scope product delivery.

本研究探討企業(yè)家用來成功調(diào)動(dòng)資金資源的機(jī)制如何影響其企業(yè)的長期生存能力。通過對眾籌消費(fèi)者無人機(jī)企業(yè)的歸納分析，我們從經(jīng)驗(yàn)上說明并從理論上概念化了企業(yè)家用于動(dòng)員資源的主張與企業(yè)家隨后必須采取的行動(dòng)之間的聯(lián)系，從而發(fā)展成功的企業(yè)。我們引入了一個(gè)理論框架，表明無界索賠會(huì)增加企業(yè)調(diào)動(dòng)的財(cái)務(wù)資源，但由于難以管理的技術(shù)復(fù)雜性和不可控的組織規(guī)模，降低了企業(yè)長期生存的可能性;而有界索賠會(huì)限制企業(yè)調(diào)動(dòng)的財(cái)務(wù)資源，但由于可管理的技術(shù)復(fù)雜性和可控的組織規(guī)模，增加了企業(yè)長期生存的可能性。我們通過闡述企業(yè)家用來調(diào)動(dòng)財(cái)務(wù)資源的機(jī)制如何對企業(yè)的長期生存能力至關(guān)重要，而不僅僅是他們調(diào)動(dòng)的資源數(shù)量，從而為資源調(diào)動(dòng)文獻(xiàn)做出了貢獻(xiàn)。我們?yōu)槲幕瘎?chuàng)業(yè)文獻(xiàn)做出了貢獻(xiàn)，方法是將提出主張的研究與企業(yè)家必須采取的行動(dòng)聯(lián)系起來，以實(shí)現(xiàn)他們的主張。最后，我們通過將企業(yè)家的活動(dòng)與活動(dòng)后及時(shí)和范圍內(nèi)產(chǎn)品交付的結(jié)果聯(lián)系起來，為眾籌的文獻(xiàn)做出了貢獻(xiàn)。

12.Driven to Distraction: The Unintended Consequences of Organizational Learning from Failure Caused by Human Error

被驅(qū)使分心:從人為錯(cuò)誤導(dǎo)致的失敗中組織學(xué)習(xí)的意外后果

Brian Park , David W. Lehman , Rangaraj Ramanujam

Research to date offers inconclusive and even conflicting evidence regarding whether organizations learn from failure. The present study sheds new light on this debate by highlighting a previously overlooked factor: whether the failure was caused by human error. In attempts to learn from failure, organizational members tend to focus on simplified representations of experiences and, in doing so, distinguish between failures attributed to human errors versus other causes. Our core thesis is that failures resulting from human error attract significant amounts of attentional resources, thereby depleting the limited stock of organizational attention otherwise directed at managing the risk of failures resulting from other causes. We hypothesize that this disproportionate allocation of attention simultaneously is associated withboth positive learning outcomes and negative side effects, specifically, a subsequent decrease in failures resulting from human error and also an increase in failures resulting from other causes. We also hypothesize that failures resulting from causes other than human error attract less organizational attention and, thus, lead to weaker learning outcomes. The proposed hypotheses were tested and supported using data from accident reports filed by natural gas pipeline operators with the U.S. Pipeline Hazardous Materials Safety Administration from 2002 to 2012. Additional analyses, including text analysis of accident reports, a series of simulations, and a supplementary study, point to organizational attention as the mechanism at play. Taken together, these findings suggest that organizational learning from failure caused by human error produces not only benefits, but also unintended consequences.

關(guān)于組織是否能從失敗中吸取教訓(xùn)，迄今為止的研究提供了不確定甚至相互矛盾的證據(jù)。目前的研究通過強(qiáng)調(diào)一個(gè)以前被忽視的因素，為這場爭論提供了新的視角:失敗是否由人為錯(cuò)誤引起。在嘗試從失敗中學(xué)習(xí)時(shí)，組織成員傾向于把重點(diǎn)放在經(jīng)驗(yàn)的簡化表述上，并在這樣做時(shí)，區(qū)分人為錯(cuò)誤和其他原因造成的失敗。我們的核心論點(diǎn)是，由人為錯(cuò)誤引起的失敗會(huì)吸引大量的注意力資源，從而耗盡本應(yīng)用于管理由其他原因引起的失敗風(fēng)險(xiǎn)的有限的組織注意力。我們假設(shè)，這種不成比例的注意力分配同時(shí)與積極的學(xué)習(xí)結(jié)果和消極的副作用有關(guān)，具體來說，由人為錯(cuò)誤導(dǎo)致的失敗的后續(xù)減少，以及由其他原因?qū)е碌氖〉脑黾?。我們還假設(shè)，由人為錯(cuò)誤以外的原因?qū)е碌氖∥^少的組織關(guān)注，從而導(dǎo)致較弱的學(xué)習(xí)結(jié)果。通過使用2002年至2012年天然氣管道運(yùn)營商向美國管道危險(xiǎn)材料安全管理局提交的事故報(bào)告數(shù)據(jù)，對提出的假設(shè)進(jìn)行了驗(yàn)證和支持。附加的分析，包括事故報(bào)告的文本分析、一系列模擬和補(bǔ)充研究，指出組織注意是起作用的機(jī)制。綜上所述，這些發(fā)現(xiàn)表明，組織從人為錯(cuò)誤導(dǎo)致的失敗中學(xué)習(xí)不僅會(huì)帶來好處，還會(huì)產(chǎn)生意想不到的后果。

13.The Impact of Bribery Relationships on Firm Growth in Transition Economies

轉(zhuǎn)軌經(jīng)濟(jì)中賄賂關(guān)系對企業(yè)成長的影響

Hyun Ju Jung , Seung-Hyun Lee

This study explores how bribery affects firm growth by focusing on the asymmetric dependence of firms on government resources and services. We conceptualize bribery as relationships through which bribery requests require firms to frequently interact with rent-seeking government officials. Through bribery relationships, such officials extort firms beyond the exchange of bribe money for preferential treatment, depriving acquiescing firms of time and effort and thereby imposing hidden costs that could be otherwise used for firm growth. We find that bribery relationships damage firm growth. Firm status such as introducing new products or not affects how rent-seeking government officials check on firms and calculate their extortion schemes in bribery relationships; bribery relationships damage firm growth more significantly for firms without new products. The damage of bribery relationships to firm growth is also contingent on institutional environments. Under pervasive corruption, firms in bribery relationships may increase their acquiescence to the extortion of rent-seeking government officials. In countries with high-quality governance, however, firms can depend on sound regulations and rules of law and government officials experience high moral costs of corruption. Thus, the negative effect of the bribery relationship on firm growth will be strengthened under pervasive corruption and weakened under high-quality governance. Using Business Environment and Enterprise Performance Survey and World Governance Indicators data for 28 Eastern European countries from 2002–2014, we demonstrate the multifaceted features of the bribery relationship and its interaction with country-level institutional environments.

本研究以企業(yè)對政府資源和服務(wù)的不對稱依賴為重點(diǎn)，探討賄賂對企業(yè)成長的影響。我們將賄賂定義為一種關(guān)系，通過這種關(guān)系，賄賂請求要求企業(yè)頻繁地與尋租的政府官員互動(dòng)。通過賄賂關(guān)系，這些官員在交換賄賂資金以獲得優(yōu)惠待遇之外對企業(yè)進(jìn)行勒索，剝奪了默許的企業(yè)的時(shí)間和精力，從而強(qiáng)加了本可用于企業(yè)增長的隱性成本。我們發(fā)現(xiàn)賄賂關(guān)系會(huì)損害公司的成長。企業(yè)地位(如是否推出新產(chǎn)品)影響了尋租政府官員在賄賂關(guān)系中如何檢查企業(yè)并計(jì)算其勒索計(jì)劃;對于沒有新產(chǎn)品的公司，賄賂關(guān)系對公司成長的損害更大。賄賂關(guān)系對企業(yè)成長的損害也取決于制度環(huán)境。在腐敗普遍存在的情況下，有賄賂關(guān)系的公司可能會(huì)增加對尋租政府官員敲詐勒索的默許。然而，在高質(zhì)量治理的國家，企業(yè)可以依賴健全的法規(guī)和規(guī)則，政府官員也會(huì)因腐敗而付出高昂的道德代價(jià)。因此，在腐敗泛濫的情況下，賄賂關(guān)系對企業(yè)成長的負(fù)面影響會(huì)增強(qiáng)，而在高質(zhì)量的治理下，賄賂關(guān)系對企業(yè)成長的負(fù)面影響會(huì)減弱。利用2002-2014年28個(gè)東歐國家的商業(yè)環(huán)境和企業(yè)績效調(diào)查以及世界治理指標(biāo)數(shù)據(jù)，我們展示了賄賂關(guān)系的多面特征及其與國家層面制度環(huán)境的相互作用。

14.Who Gives Back? Evidence from India on Successful Entrepreneurial Exit and Involvement in Philanthropy

誰給予了回報(bào)?來自印度的成功企業(yè)家退出和參與慈善的證據(jù)

Leena Kinger Hans , Balagopal (Bala) Vissa

Although successful commercial entrepreneurship has beneficial consequences for the economy, it is unclear whether it is unequivocally good for broader society. We shed light on this macro issue by delving into a specific micropathway linking commercial entrepreneurship with positive spillover effects for broader society. We ask which commercial entrepreneurs who have experienced economic success through a financial exit event from their for-profit venture engage in philanthropy—defined as systematically stimulating, supporting, and shaping social change efforts—after exit. Utilizing the status characteristics framework, we conceptualize how hierarchical positions on ascribed social status characteristics (caste and gender in our setting) and achieved social status characteristics (eliteness of Indian tertiary educational attainment and overseas tertiary educational attainment in our setting) regulate successful commercial entrepreneurs’ subsequent involvement in philanthropy. We argue that successful commercial entrepreneurs from disadvantaged ascribed-status groups or privileged achieved-status groups are more likely to transition to philanthropic activities because they more keenly perceive the need for societal change and are also more motivated to take action. Quantitative analyses on a sample of 673 Indian entrepreneurs who experienced a successful financial exit from their for-profit venture during 2003–2013, supplemented by qualitative interviews, support our theorizing. We advance management research by highlighting founder transitions from successful commercial entrepreneurship to philanthropy as a hitherto understudied mechanism driving positive social change. We thus open up new research avenues around the less-studied exit stage of entrepreneurship that allows for the integration of currently unconnected literatures around corporate philanthropy, elites, entrepreneurship, and social impact.

盡管成功的商業(yè)創(chuàng)業(yè)對經(jīng)濟(jì)有益，但目前尚不清楚它是否對更廣泛的社會(huì)有明確的好處。我們通過深入研究將商業(yè)創(chuàng)業(yè)與更廣泛社會(huì)的積極溢出效應(yīng)聯(lián)系起來的特定微途徑，闡明了這一宏觀問題。我們要問的是，哪些商業(yè)企業(yè)家在退出營利性企業(yè)后，通過財(cái)務(wù)退出活動(dòng)獲得了經(jīng)濟(jì)上的成功，并在退出后參與了慈善活動(dòng)(被定義為系統(tǒng)地刺激、支持和塑造社會(huì)變革努力)。利用地位特征框架，我們對歸屬社會(huì)地位特征(在我們的環(huán)境中是種姓和性別)和實(shí)現(xiàn)社會(huì)地位特征(在我們的環(huán)境中是印度高等教育成就的精英性和海外高等教育成就)上的等級地位如何調(diào)節(jié)成功的商業(yè)企業(yè)家隨后參與慈善事業(yè)的概念。我們認(rèn)為，來自弱勢地位群體或特權(quán)地位群體的成功商業(yè)企業(yè)家更有可能轉(zhuǎn)向慈善活動(dòng)，因?yàn)樗麄兏翡J地意識(shí)到社會(huì)變革的必要性，也更有動(dòng)力采取行動(dòng)。對673名印度企業(yè)家樣本的定量分析支持了我們的理論，這些企業(yè)家在2003-2013年期間從他們的營利性企業(yè)中成功地進(jìn)行了財(cái)務(wù)退出，并輔以定性訪談。我們通過強(qiáng)調(diào)創(chuàng)始人從成功的商業(yè)企業(yè)家到慈善事業(yè)的轉(zhuǎn)變，推動(dòng)管理研究，這是迄今為止尚未被充分研究的推動(dòng)積極社會(huì)變革的機(jī)制。因此，我們圍繞較少研究的創(chuàng)業(yè)退出階段開辟了新的研究途徑，允許整合目前圍繞企業(yè)慈善事業(yè)、精英、創(chuàng)業(yè)和社會(huì)影響的未關(guān)聯(lián)文獻(xiàn)。

15.Short-Selling Pressure and Workplace Safety: Curbing Short-Termism Through Stakeholder Interdependencies

賣空壓力與工作場所安全:通過利益相關(guān)者相互依存抑制短期主義

Cuili Qian , Donal Crilly , Yupeng Lin , Keyuan Zhang , Rengong Zhang

We advance a multistakeholder framework that highlights the influence of stakeholders in tempering short-termist responses to capital market pressures. When firms face pressure from short sellers in the capital market, they sometimes shift attention to short-term stock performance and neglect critical investments that pay off in the long run. Relying on a quasi-natural experiment and establishment-level data on workplace injuries, we find that short-selling pressure causes an increase in employee injuries. Critically, however, the degree to which the response is short-termist depends on the salience of multiple stakeholders (analysts, shareholders, employees, and managers). We discuss the implications for understanding firms’ relations with their stakeholders and, particularly, how these stakeholders influence corporate responses to capital market pressures in ways that matter for long-term value creation. This study also contributes to strategy research by highlighting the downside of capital market deregulation.

我們提出了一個(gè)多利益相關(guān)者框架，強(qiáng)調(diào)利益相關(guān)者在緩和短期主義者對資本市場壓力的反應(yīng)方面的影響。當(dāng)公司在資本市場上面臨賣空者的壓力時(shí)，他們有時(shí)會(huì)將注意力轉(zhuǎn)移到短期股票表現(xiàn)上，而忽視那些從長期來看會(huì)有回報(bào)的關(guān)鍵投資?；跍?zhǔn)自然實(shí)驗(yàn)和機(jī)構(gòu)層面的工傷數(shù)據(jù)，我們發(fā)現(xiàn)賣空壓力會(huì)導(dǎo)致員工傷害的增加。然而，關(guān)鍵的是，這種反應(yīng)在多大程度上是短視的，取決于多個(gè)利益相關(guān)者(分析師、股東、員工和經(jīng)理)的重要性。我們討論了理解公司與其利益相關(guān)者關(guān)系的含義，特別是這些利益相關(guān)者如何以對長期價(jià)值創(chuàng)造重要的方式影響公司對資本市場壓力的反應(yīng)。本研究還通過強(qiáng)調(diào)資本市場放松管制的不利因素，為戰(zhàn)略研究做出了貢獻(xiàn)。

16.Creativity and the Arts of Disguise: Switching Between Formal and Informal Channels in the Evolution of Creative Projects

創(chuàng)造性和偽裝的藝術(shù):創(chuàng)造性項(xiàng)目演變中正式和非正式渠道之間的切換

Charalampos Mainemelis , Evy Sakellariou

The extant creativity literature suggests that creative projects evolve in organizations through either formal or informal channels. This article advances creativity research beyond these two limited single-channel conceptualizations by exploring why and how creative projects evolve by accessing both formal and informal channels. In a study of a creative communications campaign in a subsidiary of a Fortune 500 multinational corporation, we find that switching from the formal to the informal channel allows the creative project to bypass organizational barriers and secure strategic autonomy, whereas switching from the informal to the formal channel allows the creative project to preserve its legitimacy and secure resources. Our analysis reveals that these bidirectional channel-switching transitions are propelled by four versatile subprocesses: selective concealment; strategic use of time; exploitation of hierarchical and knowledge gaps; and shared wins framing. Drawing on our findings, we develop a dual-channel process model of creative evolution that provides a missing theoretical link between, on the one hand, the variable conditions that impel creative projects to follow at times formal and at other times informal channels, and on the other hand, the differential mechanisms through which the two directions of channel switching allow creative projects to further evolve.

現(xiàn)有的創(chuàng)造性文獻(xiàn)表明，創(chuàng)造性項(xiàng)目通過正式或非正式渠道在組織中發(fā)展。這篇文章通過探索創(chuàng)造性項(xiàng)目為什么以及如何通過訪問正式和非正式渠道來發(fā)展，從而推動(dòng)創(chuàng)造力研究超越這兩種有限的單一渠道概念。在對一家財(cái)富500強(qiáng)跨國公司子公司的創(chuàng)造性溝通活動(dòng)的研究中，我們發(fā)現(xiàn)，從正式渠道切換到非正式渠道可以讓創(chuàng)意項(xiàng)目繞過組織障礙，獲得戰(zhàn)略自主權(quán)，而從非正式渠道切換到正式渠道則可以讓創(chuàng)意項(xiàng)目保持其合法性并獲得資源。我們的分析表明，這些雙向信道切換過渡是由四個(gè)通用子過程推動(dòng)的:選擇性隱藏;有策略地利用時(shí)間;利用等級和知識(shí)差距;分享勝利的框架。根據(jù)我們的發(fā)現(xiàn)，我們開發(fā)了一個(gè)創(chuàng)造性進(jìn)化的雙通道過程模型，它提供了一個(gè)缺失的理論鏈接，一方面，推動(dòng)創(chuàng)造性項(xiàng)目有時(shí)遵循正式渠道，有時(shí)遵循非正式渠道的可變條件，另一方面，渠道切換的兩個(gè)方向允許創(chuàng)造性項(xiàng)目進(jìn)一步進(jìn)化的差異機(jī)制。

17.Bridging the Gap: Evidence from the Return Migration of African Scientists

彌合差距:來自非洲科學(xué)家回流移民的證據(jù)

Caroline Viola Fry

Although prior research has highlighted the benefits that accrue to brokers in innovation networks, much less attention is devoted to understanding who benefits from associating with a broker. This study focuses on the impact of associating with a specific kind of broker—a core/periphery bridge—that is, one that spans central and peripheral actors. I argue that actors associated with a core/periphery bridge benefit more when they have no central connection, or are outsiders in the network, due to their greater need for sponsorship from the broker. I explore this idea in the context of the return migration of American-trained scientists to African institutions, who span the core and the periphery of the global scientific network. I evaluate the impact of their return on the publication outcomes of nonmigrant scientists based in African institutions and find that following the arrival of a returnee in their institution, the nonmigrants who are not already connected to scientists in top global institutions have a greater publication output through improved access to central knowledge and connections. The findings contribute to a better understanding of how brokers can influence innovation systems more broadly.

盡管先前的研究強(qiáng)調(diào)了創(chuàng)新網(wǎng)絡(luò)中經(jīng)紀(jì)人的收益，但很少有人關(guān)注誰會(huì)從與經(jīng)紀(jì)人的合作中受益。本研究的重點(diǎn)是與特定類型的經(jīng)紀(jì)人(核心/外圍橋梁)聯(lián)系的影響，即跨越中心和外圍參與者的橋梁。我認(rèn)為，當(dāng)與核心/外圍橋接相關(guān)的參與者沒有中心連接，或者是網(wǎng)絡(luò)中的局外人時(shí)，他們會(huì)受益更多，因?yàn)樗麄兏枰?jīng)紀(jì)人的支持。我在美國培訓(xùn)的科學(xué)家返回非洲機(jī)構(gòu)的背景下探討了這一想法，這些科學(xué)家橫跨全球科學(xué)網(wǎng)絡(luò)的核心和外圍。我評估了他們的回歸對在非洲機(jī)構(gòu)工作的非移民科學(xué)家發(fā)表成果的影響，發(fā)現(xiàn)在回歸者到達(dá)他們的機(jī)構(gòu)后，那些與全球頂級機(jī)構(gòu)的科學(xué)家沒有聯(lián)系的非移民通過改善對中心知識(shí)和聯(lián)系的獲取，有了更大的發(fā)表產(chǎn)出。這些發(fā)現(xiàn)有助于更好地理解經(jīng)紀(jì)人如何更廣泛地影響創(chuàng)新系統(tǒng)。

18.Learning in Temporary Teams: The Varying Effects of Partner Exposure by Team Member Role

臨時(shí)團(tuán)隊(duì)中的學(xué)習(xí):團(tuán)隊(duì)成員角色對伙伴暴露的不同影響

Song-Hee Kim , Hummy Song , Melissa A. Valentine

In many workplaces, temporary teams convene to coordinate complex work, despite team members having not worked together before. Most related research has found consistent performance benefits when members of temporary teams work together multiple times (team familiarity). Recent work in this area broke new conceptual ground by instead exploring the learning and performance benefits that team members gain by being exposed to many new partners (partner exposure). In contrast to that new work that examined partner exposure between team members who are peers, in this paper, we extend this research by developing and testing theory about the performance effects of partner exposure for team members whose roles are differentiated by authority and skill. We use visit-level data from a hospital emergency department and leverage the ad hoc assignment of attendings, nurses, and residents to teams and the round-robin assignment of patients to these teams as our identification strategy. We find a negative performance effect of both nurses’ and resident trainees’ partner exposure to more attendings and of attendings’ and nurses’ exposure to more residents. In contrast, both attendings and residents experience a positive impact on performance from working with more nurses. The respective effects of residents working with more attendings and with more nurses is attenuated on patient cases with more structured workflows. Our results suggest that interactions with team members in decision-executing roles, as opposed to decision-initiating roles, is an important but often unrecognized part of disciplinary training and team learning.

在許多工作場所，臨時(shí)團(tuán)隊(duì)聚集在一起協(xié)調(diào)復(fù)雜的工作，盡管團(tuán)隊(duì)成員以前沒有在一起工作過。大多數(shù)相關(guān)研究發(fā)現(xiàn)，臨時(shí)團(tuán)隊(duì)的成員在一起多次工作(團(tuán)隊(duì)熟悉度)會(huì)帶來持續(xù)的績效提升。最近在這一領(lǐng)域的工作突破了新的概念，而是探索了團(tuán)隊(duì)成員通過接觸許多新伙伴而獲得的學(xué)習(xí)和績效收益(伙伴接觸)。與之前研究團(tuán)隊(duì)成員之間伙伴關(guān)系暴露的新工作相反，在本文中，我們通過開發(fā)和測試關(guān)于伙伴關(guān)系暴露對根據(jù)權(quán)威和技能區(qū)分角色的團(tuán)隊(duì)成員的績效影響的理論，擴(kuò)展了這一研究。我們使用來自醫(yī)院急診科的訪問級別數(shù)據(jù)，并利用主治醫(yī)生、護(hù)士和住院醫(yī)生的臨時(shí)分配到團(tuán)隊(duì)，以及將患者循環(huán)分配到這些團(tuán)隊(duì)作為我們的識(shí)別策略。我們發(fā)現(xiàn)，護(hù)士和住院實(shí)習(xí)學(xué)員的伴侶接觸更多的主治醫(yī)生，以及主治醫(yī)生和護(hù)士接觸更多的住院醫(yī)生，都對績效有負(fù)面影響。相比之下，主治醫(yī)生和住院醫(yī)生都經(jīng)歷了與更多護(hù)士一起工作對表現(xiàn)的積極影響。住院醫(yī)生與更多的主治醫(yī)生和更多的護(hù)士一起工作的各自影響在更結(jié)構(gòu)化的工作流程的患者案例中減弱。我們的研究結(jié)果表明，與決策執(zhí)行角色的團(tuán)隊(duì)成員互動(dòng)，而不是決策發(fā)起角色，是紀(jì)律培訓(xùn)和團(tuán)隊(duì)學(xué)習(xí)中重要但往往未被認(rèn)識(shí)到的部分

19.Triadic Advocacy Work

三合一宣傳工作

Summer Rachel Jackson , Katherine Cissel Kellogg

Scholars of street-level bureaucracy and institutional research focus primarily on the relationships between advocates and their larger bureaucratic and social systems, assuming that advocates have little need to satisfy their beneficiaries. We find otherwise in our two-year ethnographic study of public defenders advocating for disadvantaged clients in interactions with district attorneys. In our analysis of 82 advocacy opportunities, we demonstrate that, when existing bureaucratic and social systems put beneficiaries at a disadvantage, advocates may be concerned about managing fraught relationships with their beneficiaries in addition to navigating barriers within the bureaucratic and social systems. We further show a tension between the two; ironically, engaging in advocacy work on behalf of beneficiaries can lead to beneficiary mistrust. As a result, advocates engage intriadic advocacy work—managing impressions with their beneficiaries while also influencing powerful actors within the system on behalf of these same beneficiaries. Understanding the process by which advocates navigate this tension is critical to understanding beneficiary outcomes. By reconceptualizing advocacy work as a triadic process among advocate, bureaucratic system, and beneficiary rather than as a dyadic process between advocate and bureaucratic system, this paper develops new theory about how advocates can attempt to garner benefits that advance the rights and opportunities of the disadvantaged.

研究街頭官僚機(jī)構(gòu)和制度研究的學(xué)者主要關(guān)注倡導(dǎo)者與其更大的官僚和社會(huì)系統(tǒng)之間的關(guān)系，假設(shè)倡導(dǎo)者幾乎不需要滿足他們的受益人。我們在為期兩年的民族志研究中發(fā)現(xiàn)，在與地方檢察官的互動(dòng)中，公共辯護(hù)律師為弱勢客戶辯護(hù)。在我們對82個(gè)倡導(dǎo)機(jī)會(huì)的分析中，我們證明，當(dāng)現(xiàn)有的官僚和社會(huì)系統(tǒng)將受益人置于不利地位時(shí)，倡導(dǎo)者除了在官僚和社會(huì)系統(tǒng)內(nèi)克服障礙外，還可能關(guān)心如何管理與受益人的緊張關(guān)系。我們進(jìn)一步展示了兩者之間的緊張關(guān)系;具有諷刺意味的是，代表受益人從事宣傳工作可能會(huì)導(dǎo)致受益人不信任。因此，倡議者從事三位一體的倡導(dǎo)工作——管理對受益人的印象，同時(shí)也代表這些受益人影響系統(tǒng)內(nèi)的強(qiáng)大行動(dòng)者。理解倡導(dǎo)者駕馭這種緊張關(guān)系的過程對理解受益結(jié)果至關(guān)重要。通過將倡導(dǎo)工作重新定義為倡導(dǎo)者、官僚系統(tǒng)和受益人之間的三元過程，而不是倡導(dǎo)者和官僚系統(tǒng)之間的二元過程，本文提出了關(guān)于倡導(dǎo)者如何試圖獲得促進(jìn)弱勢群體權(quán)利和機(jī)會(huì)的利益的新理論。

20.The Evaluation of Founder Failure and Success by Hiring Firms: A Field Experiment

招聘公司對創(chuàng)始人失敗與成功的評估:一個(gè)現(xiàn)場實(shí)驗(yàn)

Tristan L. Botelho , Melody Chang

Organizations tout the importance of innovation and entrepreneurship. Yet, when hiring it remains unclear how they evaluate entrepreneurial human capital—namely, job candidates with founder experience. How hiring firms evaluate this experience—and especially how this evaluation varies by entrepreneurial success and failure—reveals insights into the structures and processes within organizations. Organizations research points to two perspectives related to the evaluation of founder experience: Former founders may be advantaged, due to founder experience signaling high-quality capabilities and human capital, or disadvantaged, due to concerns related to fit and commitment. To identify the dominant class of mechanisms driving the evaluation of founder experience, it is important to consider how these evaluations differ, depending on whether the founder’s venture failed or succeeded. To isolate demand-side mechanisms and hold supply-side factors constant, we conducted a field experiment. We sent applications varying the candidate’s founder experience to 2,400 software engineering positions in the United States at random. We find that former founders received 43% fewer callbacks than nonfounders and that this difference is driven by older hiring firms. Further, this founder penalty is greatest for former successful founders, who received 33% fewer callbacks than former failed founders. Our results highlight that mechanisms related to concerns about fit and commitment, rather than information asymmetry about quality, are most influential when hiring firms evaluate former founders in our context.

各個(gè)組織都在鼓吹創(chuàng)新和創(chuàng)業(yè)的重要性。然而，在招聘時(shí)，他們?nèi)圆磺宄绾卧u估創(chuàng)業(yè)人力資本——即具有創(chuàng)始人經(jīng)驗(yàn)的求職者。招聘公司如何評估這種經(jīng)驗(yàn)——尤其是這種評估如何隨著創(chuàng)業(yè)成功和失敗而變化——揭示了對組織內(nèi)部結(jié)構(gòu)和流程的洞察。組織研究指出了與創(chuàng)始人經(jīng)驗(yàn)評估相關(guān)的兩個(gè)角度:前創(chuàng)始人可能是有利的，因?yàn)閯?chuàng)始人經(jīng)驗(yàn)標(biāo)志著高質(zhì)量的能力和人力資本;或者是不利的，因?yàn)榕c適合性和承諾有關(guān)的擔(dān)憂。為了確定推動(dòng)創(chuàng)始人經(jīng)驗(yàn)評估的主要機(jī)制類別，重要的是要考慮這些評估如何不同，取決于創(chuàng)始人的企業(yè)是失敗還是成功。為了隔離需求側(cè)機(jī)制并保持供給側(cè)因素不變，我們進(jìn)行了實(shí)地實(shí)驗(yàn)。我們隨機(jī)向美國2400個(gè)軟件工程職位發(fā)送了不同創(chuàng)始人經(jīng)驗(yàn)的申請。我們發(fā)現(xiàn)，與非創(chuàng)始人相比，曾經(jīng)創(chuàng)立過公司的人接到的面試電話要少43%，這種差異是由老牌招聘公司造成的。此外，這種對創(chuàng)始人的懲罰在曾經(jīng)成功的創(chuàng)始人身上表現(xiàn)得最為嚴(yán)重，他們接到的回訪電話比曾經(jīng)失敗的創(chuàng)始人少33%。我們的研究結(jié)果強(qiáng)調(diào)，在我們的背景下，招聘公司在評估前創(chuàng)始人時(shí)，最具影響力的機(jī)制是對適合度和承諾的擔(dān)憂，而不是關(guān)于質(zhì)量的信息不對稱。