Showing papers in "Academy of Management Journal in 2012"
TL;DR: The authors examined the effects of three dimensions of HR systems (skillsenhancing, motivationenhancing and opportunity-enhancing) on the ability-motivation-opportunity model.
Abstract: Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems—skills-enhancing, motivation-enhancing, and opportunity-enhancing—on p...
1,624 citations
TL;DR: The behavioral agency model suggests that to preserve socioemotional wealth, loss-averse family firms usually invest less in R&D than non-family firms as discussed by the authors, however, behavioral agency models predictions a...
Abstract: The behavioral agency model suggests that to preserve socioemotional wealth, loss-averse family firms usually invest less in R&D than nonfamily firms. However, behavioral agency model predictions a...
991 citations
TL;DR: In this paper, three psychological antecedents (psychological safety, felt obligation for constructive change, and organization-based self-esteem) uniquely, differentially, and interactively predict supervisory reports of promotive and prohibitive "voice" behavior.
Abstract: The present study demonstrates how three psychological antecedents (psychological safety, felt obligation for constructive change, and organization-based self-esteem) uniquely, differentially, and interactively predict supervisory reports of promotive and prohibitive “voice” behavior. Using a two-wave panel design, we collected data from a sample of 239 employees to examine the hypothesized relationships. Our results showed that felt obligation was most strongly related to subsequent promotive voice; psychological safety was most strongly related to subsequent prohibitive voice; and organization-based self-esteem was reciprocally related to promotive voice. Further, although felt obligation strengthened the positive effect of psychological safety on both forms of voice, organization-based self-esteem weakened this effect for promotive voice. Theoretical and practical implications are discussed.
944 citations
TL;DR: In this article, the antecedents and consequences of ethical leadership are examined, drawing on social learning and moral identity theories, and empirically examining the distinctivenes and distinctiveness of different types of leadership.
Abstract: Drawing on social learning and moral identity theories, this research examines antecedents and consequences of ethical leadership. Additionally, this research empirically examines the distinctivene...
821 citations
TL;DR: In this paper, the authors uncover institutional voids as the source of market exclusion and identify two sets of activities: redefining market architecture and legitimating new actors as critical for building "inclusive" markets.
Abstract: Much effort goes into building markets as a tool for economic and social development, often overlooking that in too many places social exclusion and poverty prevent many, especially women, from participating in and accessing markets. Building on data from rural Bangladesh and analyzing the work of a prominent intermediary organization, we uncover institutional voids as the source of market exclusion and identify two sets of activities – redefining market architecture and legitimating new actors – as critical for building ‘inclusive’ markets. We expose voids as ‘analytical spaces’ and illustrate how they result from conflict and contradiction among institutional ‘bits and pieces’ from local political, community, and religious spheres. Our findings put forward a perspective on market building that highlights the ‘on the ground’ dynamics and attends to the ‘institutions at play’, to their consequences, and to a more diverse set of ‘inhabitants’ of institutions.
719 citations
TL;DR: In this paper, the authors examine the possibility that the relation between creativity and implementation is regulated by individual entities and argue that the production of creative ideas does not necessarily imply their implementation.
Abstract: The production of creative ideas does not necessarily imply their implementation. This study examines the possibility that the relation between creativity and implementation is regulated by individ...
612 citations
TL;DR: In this paper, the authors develop a model of practice-driven institutional change, or change that originates in the everyday work of individuals but results in a shift in field-level logic.
Abstract: This article develops a model of practice-driven institutional change - or change that originates in the everyday work of individuals but results in a shift in field-level logic. In demonstrating how improvisations at work can generate institutional change, we attend to the earliest moments of change, which extant research has neglected; and we contrast existing accounts that focus on active entrepreneurship and the contested nature of change. We outline the specific mechanisms by which change emerges from everyday work, becomes justified, and diffuses within an organization and field, as well as precipitating and enabling dynamics that trigger and condition these mechanisms. © Academy of Management Journal.
603 citations
TL;DR: In this paper, the importance of two hypothesized resources (organizational inducements and employee psychological resilience) in determining employees' commitment to, and supportive behaviors for, organi-...
Abstract: We tested the importance of two hypothesized resources—organizational inducements and employee psychological resilience—in determining employees' commitment to, and supportive behaviors for, organi...
558 citations
TL;DR: In this article, the role of the dark side of leadership in employee creativity is examined, by examining how and when department leader abusive supervision may flow down organizational levels to unbalance creativity.
Abstract: This research sheds light on the role of the dark side of leadership in employee creativity by examining how and when department leader abusive supervision may flow down organizational levels to un...
532 citations
TL;DR: This paper examined whether managerial responses to employees speaking up depend on the type of voice exhibited and whether employees speak up in challenging or supportive ways in one field or another. And they concluded that managers' responses depend on whether employees are challenged or supportive.
Abstract: This article examines whether managerial responses to employees speaking up depend on the type of voice exhibited—that is, whether employees speak up in challenging or supportive ways In one field
517 citations
TL;DR: A growing number of leadership writers argue leader humility is important to organizational effectiveness as mentioned in this paper, but little is known about the construct, why some leaders behave more humbly than others, and why they are more successful than others.
Abstract: Although a growing number of leadership writers argue leader humility is important to organizational effectiveness, little is known about the construct, why some leaders behave more humbly than oth...
TL;DR: In this paper, a multilevel argument that challenges and qualifies existing explanations of firms' responses to institutional pressures is made, and the authors suggest that theories of decoupling need to be broadened to include the role of muddling through and the interplay of inter...
Abstract: We advance a multilevel argument that challenges and qualifies existing explanations of firms' responses to institutional pressures. In an in-depth study of 17 multinational corporations involving 359 interviews with internal and external actors, we find that firms facing identical pressures decouple policy from practice in different ways and for different reasons. When firms' responses are generated locally, without firmwide coordination, these responses can be either intentional or emergent. In the presence of information asymmetry between firms and their stakeholders, we find that managers' responses are intentional (“faking it”) and depend on how they perceive their interests. In the presence of competing stakeholder expectations, responses are emergent (“muddling through”) and depend on the degree of consensus among managers in their readings of the environment. These findings suggest that theories of decoupling need to be broadened to include the role of “muddling through” and the interplay of inter...
TL;DR: In this article, the conditions under which cognitive team diversity is positively related to individual team member creativity were tested and the results showed that team diversity positively correlates with individual team members' creativity.
Abstract: We theorized and tested the conditions under which cognitive team diversity is positively related to individual team member creativity. Hierarchical linear modeling results using 316 employees on 6...
TL;DR: In this article, the authors propose that transformational leadership is most effective in motivating followers when they interact with the beneficiaries of their work, which highlights how the vision has meaningful consequences for other people.
Abstract: Although transformational leadership is thought to increase followers’ performance by motivating them to transcend self-interest, rhetoric alone may not be sufficient. I propose that transformational leadership is most effective in motivating followers when they interact with the beneficiaries of their work, which highlights how the vision has meaningful consequences for other people. In a quasi-experimental study, beneficiary contact strengthened the effects of transformational leadership on call center employees’ sales and revenue. A survey study with government employees extended these results, supporting a moderated mediation model with perceived prosocial impact. Relational job design can enhance the motivational effects of transformational leadership.
TL;DR: In this article, the authors develop and test a model linking ethical leadership with unit ethical culture, both across and within organizational levels, examining how both leadership and culture relate to ethical cognition.
Abstract: We develop and test a model linking ethical leadership with unit ethical culture, both across and within organizational levels, examining how both leadership and culture relate to ethical cognition...
TL;DR: This article examined the congruence effect of leader and follower proactive personality on leader-member exchange (LMX) qualit... drawing upon prior research on proactive personality and person-environment fit.
Abstract: Drawing upon prior research on proactive personality and person-environment fit, we examine the congruence effect of leader and follower proactive personality on leader-member exchange (LMX) qualit...
TL;DR: In this paper, the authors theoretically identify three dimensions of expatriate competenciesability, motivation, and opportunity seeking for knowledge transfer: ability-motivation-opportunity framework and the absorptive capacity perspective.
Abstract: In this study, we theoretically identify three dimensions of expatriate competenciesability, motivation, and opportunity seeking—for knowledge transfer. Integrating the ability-motivation-opportunity framework and the absorptive capacity perspective, we propose that expatriate competencies in knowledge transfer influence a subsidiary's performance through the knowledge received by the subsidiary, but tbat this indirect enect is stronger when subsidiary absorptive capacity is greater. We collected multisource, time-lagged data from 162 British subsidiaries of Taiwanese multinational nrms. The results support our hypotheses. Overall, we contribute to expatriation theory and research by revealing specinc expatriate competencies as well as identifying boundary conditions for successful expatriate knowledge transfer.
TL;DR: In this paper, the authors contribute to research on the management of social perceptions by considering the relative effectiveness of a firm's technical and ceremonial actions in managing media coverage after its own or...
Abstract: We contribute to research on the management of social perceptions by considering the relative effectiveness of a firm's technical and ceremonial actions in managing media coverage after its own or ...
TL;DR: This paper developed a process model that accounts for the interplay between conversational and material practices in the transition from individual to group-level sensemaking, and unpack how the materialization of cognitive work supports the collective construction of new shared understandings.
Abstract: A growing body of research is drawing attention to the material practices that support verbal exchanges and cognitive processes in collective sensemaking. In this study, building on an ethnographic study of a design consulting firm, we develop a process model that accounts for the interplay between conversational and material practices in the transition from individual to group-level sensemaking, and we begin to unpack how the “materialization” of cognitive work supports the collective construction of new shared understandings.
TL;DR: In this paper, the authors integrate moral disengagement, social identification, and social norms theories to develop, test, and replicate a model that explains how and when envy is associated with social undermining.
Abstract: We integrate moral disengagement, social identification, and social norms theories to develop, test, and replicate a model that explains how and when envy is associated with social undermining. In Study 1, a two-wave study of hospital employees, results support the prediction that the mediated effect of envy on social undermining behavior through moral disengagement is stronger when employees have low social identification with coworkers. Study 2, a four-wave, multilevel study of student teams, shows that the indirect effect of envy on social undermining through moral disengagement is stronger in teams with low team identification and high team undermining norms. Employees have numerous opportunities to observe and contemplate how the benefits and advantages they enjoy at work compare with those of their colleagues. Whether these opportunities present themselves formally (e.g., through performance appraisals) or informally (e.g., through friendship networks), common experience and empirical research suggest that favorable social comparison information gives people pleasure, but unfavorable information can focus their attention on what they lack relative to their colleagues (Hogg, 2000). In the latter case, feelings of envy—the emotion that surfaces when one lacks and desires others’ superior qualities, achievements, or possessions (Parrott & Smith, 1993)—may arise. Envy of others at work (referred to here as “envy”) may have positive consequences if, for example, it motivates a person to increase performance or attempt self-improvement (Duffy, Shaw, & Schaubroeck, 2008; Schaubroeck & Lam, 2004). But envy also has a dark side. Envy poses threatens the core of an individual’s professional identity
TL;DR: In this paper, a contingency theory for how structural closure in a network, defined as terms of the extent to which an actor's network contacts are connected to one another, affects the initiation and termination of a network.
Abstract: We develop a contingency theory for how structural closure in a network, defined as terms of the extent to which an actor's network contacts are connected to one another, affects the initiation and...
TL;DR: A variety of theoretical explanations have been offered for why escalation occurs, and numerous co-authors as discussed by the authors have discussed the reasons for escalation of commitment in organizational sciences for over 35 years.
Abstract: The topic of escalation of commitment has intrigued the organizational sciences for over 35 years. A variety of theoretical explanations have been offered for why escalation occurs, and numerous co...
TL;DR: A more holistic view of the unique attributes of a qualitative paper for AMJ is offered, which will prove insightful not only for those researchers who have attempted to publish qualitative research in AMJ in the past, but also for those who may wish to do so for the first time in the future.
Abstract: Over the past six issues, our editorial team has presented a series on how to write effective AMJ submissions. Much of what this series has covered is relevant to both quantitative and qualitative papers. For example, the five criteria that Colquitt and George (June 2011 “From the Editors” [vol. 54: 432– 435]) identify for choosing topics—significance, novelty, curiosity, scope, and actionability—apply equally well to qualitative work. However, there are also key differences. For example, qualitative work does not typically suffer from the measurement, operationalization and model specification problems identified by Bono and McNamara (August 2011 “From the Editors” [vol. 54: 657–660]). As our opening quote illustrates, these differences are not always easy to articulate or explain. In this final FTE for the “Publishing in AMJ” series, we provide our perspective on the key differences. To do this, we focus our thoughts around this provocative question: If a colleague who has only ever published quantitative papers before asked you to identify the main differences between qualitative and quantitative papers (besides the type of data presented), how would you respond? We put this question to a panel of some of AMJ’s top qualitative authors and reviewers. We believe we hit a chord with this question, as we received 24 replies (from more than half of the people we contacted), a return that far exceeded our expectations. There was a range of responses from our colleagues; some felt the differences were stark, whereas others felt the differences were superficial. Rather than merely reporting back what they said, we synthesized their views (and sprinkled in some of the more revealing quotes) while bringing to bear our own experiences from the more than 180 decisions we have cast in our tenure as associate editors responsible for qualitative manuscripts. Instead of providing a point-by-point comparison with what has been written previously in the series (a result that would be too long and too tedious), we offer a more holistic view of the unique attributes of a qualitative paper for AMJ. In this way, an author who reads this editorial will receive helpful guidance on the writing process without having to read the other six pieces but could also find direct comparisons if reading the current FTE in conjunction with the previous six pieces. We illustrate our points from the many qualitative AMJ Best Article Award Winners. We hope this editorial will prove insightful not only for those researchers who have attempted to publish qualitative research in AMJ in the past, but also for those who may wish to do so for the first time in the future.
TL;DR: In this article, the authors introduce a new construct, tie formation e.g., tie formation and tie formation, which is used in the context of network ties, and study the strategies by which executives actually form ties.
Abstract: Although network ties are crucial for firm performance, the strategies by which executives actually form ties are relatively unexplored. In this study, we introduce a new construct, tie formation e...
TL;DR: In this paper, the authors provide a behavioral view of the media and corporate governance by showing how firms enact largely symbolic governance changes with respect to board independence that essential for board independence in the media.
Abstract: This study begins to provide a behavioral view of the media and corporate governance by showing how firms enact largely symbolic governance changes with respect to board independence that essential...
TL;DR: In this paper, the authors integrate theory on signaling and attributions and propose that managers use flexible work practices (FWPs) to improve the career success of their employees, by integrating theory regarding how use of FWPs affects employees' career success.
Abstract: The present research builds theory regarding how use of flexible work practices (FWPs) affects employees' career success. We integrate theory on signaling and attributions and propose that managers...
TL;DR: In this article, the knowledge-based view of strategy has significantly advanced understanding of the foundations of competitive advantage, but less is known about how knowledge becomes a strategic resource and how to use it.
Abstract: Although the knowledge-based view of strategy has significantly advanced understanding of the foundations of competitive advantage, less is known about how knowledge becomes a strategic resource. I...
TL;DR: In knowledge-based environments, teams must develop a systematic approach to integrating knowledge resources throughout the course of projects in order to perform effectively as mentioned in this paper. Yet many teams fail to integrate knowledge resources.
Abstract: In knowledge-based environments, teams must develop a systematic approach to integrating knowledge resources throughout the course of projects in order to perform effectively. Yet many teams fail t...
TL;DR: For example, this article found that individuals differ in their ability to identify opportunities for entrepreneurial action and pay attention to the effects that differences have on the ability of individuals to act on those opportunities.
Abstract: Although prior research has highlighted that individuals differ in their ability to identify opportunities for entrepreneurial action, little attention has been paid to the effects that differences...
TL;DR: The question of identity endurance in organizational identity research has been studied extensively as mentioned in this paper. But the question of whether an organizational identity emerges or changes over time is equally perplexing, since it relies primarily on an analysis of identity emergence or change.
Abstract: Much organizational identity research has grappled with the question of identity emergence or change. Yet the question of identity endurance is equally puzzling. Relying primarily on an analysis of...