Showing papers in "Journal of Management in 2014"
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TL;DR: In this paper, the authors discuss several seminal theories of creativity and innovation and then apply a comprehensive levels-of-analysis framework to review extant research into individual, team, organizational, and multilevel innovation.
1,882 citations
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TL;DR: In this article, a review of the conservation of resources (COR) theory is presented, highlighting gaps in the COR literature that can be addressed by integrating research from other areas of psychology and management.
1,609 citations
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TL;DR: This article reviewed the literature on interfirm contracting in an effort to synthesize existing research and direct future scholarship and indicated that contract research is moving away from a narrow focus on contract structure and its safeguarding function toward a broader focus that also highlights adaptation and coordination.
543 citations
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TL;DR: In this paper, the authors apply an inputs-mediators-outcomes framework, which has served as a foundation for teams research in organizational behavior over the past 50 years, to first organize and review prior work on new venture teams, and then to provide a roadmap for future research.
421 citations
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TL;DR: The authors used hierarchical and relationalism to analyze the mediating role of affective trust in the relationship between paternalistic leadership and employee in-role and extra-role performance in Chinese organizational context.
415 citations
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402 citations
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TL;DR: In this paper, the authors examined the role of passion among entrepreneurs and investigated the possible pathways through which entrepreneurial identities might influence passion, as well as the relationship between entrepreneurs' passion and behavior.
388 citations
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TL;DR: In this paper, the authors identify and suggest ways of working with such dichotomies to foster research and theory building, and delineate several tensions associated with the gap, including differing logics, time dimensions, communication styles, rigor and relevance, and interests and incentives.
387 citations
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TL;DR: In this paper, the authors leverage insights from economics, strategy, human resources, and psychology to develop an integrated and holistic framework that defines the structure, function, levels, and combinations of human capital resources.
360 citations
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TL;DR: This paper reviewed the demonstrated antecedents and consequences of CEO duality, pointing out that much remains that we do not understand and offered new theoretical, methodological, and contextual directions that researchers could explore to extend knowledge about the phenomenon.
348 citations
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TL;DR: This article categorizes team composition models into four types and highlights theory and research associated with each one and offers an integrative framework that represents members’ attributes as simultaneously contributing variance to each of the four model types.
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TL;DR: In this article, the authors present a systematic and multidisciplinary review of unit-level human capital resource (HCR) research that invokes resource-based theorizing in examining the unit's HCR.
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TL;DR: Zhang et al. as discussed by the authors used a quasi-experimental design to investigate how two accountability-inducing management practices (evaluation and evaluation plus reward) and their interactions with personality characteristics influence knowledge sharing using knowledge management systems.
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TL;DR: The authors argue that CV units become ambidextrous by nurturing a supportive relational context, defined by the strength of their relationships with three different sets of actors (parent firm executives, business unit managers, and members of the venture capital community).
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TL;DR: The heterogeneity of factors in shareholder activism, such as the firm, activist, and environmental characteristics that promote or inhibit activism, along with the breadth of activism's issues, methods, and processes, provide a plethora of theoretical and methodological opportunities and challenges for activism researchers as mentioned in this paper.
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TL;DR: This article found that the need for cognition was positively associated with peer-rated innovation behavior, as were job autonomy and time pressure, even when controlling for openness to experience and proactive personality.
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TL;DR: Tournament theory is useful for describing behavior when reward structures are based on relative rank rather than absolute levels of output as discussed by the authors, and management scholars have used tournament theory to describe a wide range of inter-and intraorganizational competitions, such as promotion contests, innovation contests, and competition among franchisees.
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TL;DR: Power distance is a value that differentiates individuals, groups, organizations, and nations based on the degree to which inequalities are accepted either as unavoidable or as functional as mentioned in this paper, and power is fundamental to all relationships.
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TL;DR: In this paper, the authors focused on individual and team performance adaptation, where the mechanisms of adaptation can be observed and developed a conceptual taxonomy to map extant research, provide insights for synthesis and identify directions for future theory building and research.
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TL;DR: The special issue on strategic human capital as mentioned in this paper sought to bridge this divide through creating a platform for researchers from both fields to engage in dialogue, and explored the manifestations of this divide and identified six issues that emerged that could provide areas of common interest across the two fields.
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TL;DR: In this paper, an integrative classification framework based on two distinct dimensions: the level of analysis and the role of status hierarchies in organizational research is proposed. But the work in this paper is focused on the organizational domain.
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TL;DR: In this article, a cross-level study of working adults from a wide array of Chinese companies addresses one of the major challenges managers face in enhancing individual-level creativity: overcoming employees' resistance to change.
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TL;DR: In this article, the authors investigated the mechanism through which supervisory family support is linked to outcome variables and examined the moderating effect of family-friendly benefits on this relationship, and they proposed and found that the quality of leader-member exchange, a form of social exchange relationships, mediated the relationship between supervising family support and work-related outcomes in Study 1 (N = 82).
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TL;DR: In this article, the authors examine the consequences of portfolio diversity on superior product innovation and follow up on the call for a contingency perspective, based on the assertion that a firm's past strategies in internal knowledge creation are a source of experiences that increase the firm's capability to leverage extramural knowledge.
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TL;DR: In this paper, the authors integrate findings from psychological, sociological, and management literatures pertaining to the management of concealable stigmas to develop a multilevel model of workplace identity management behavior.
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TL;DR: The authors argue that the extent to which the firm is able to benefit from this human capital can be severely limited by the demands for information processing that directors face from their other board positions.
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TL;DR: Li et al. as discussed by the authors presented a motivational model of abusive supervision to examine the effects that exposure to abusive supervision has on creativity and found that intrinsic motivation mediates the negative relation between abusive supervision, as perceived by employees, and their creativity.
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TL;DR: In this article, the authors present a model that tests managers' biased evaluations of women as less career motivated as an explanation for why women have lower managerial aspirations than men, and they hypothesize that day-to-day managerial decisions involving allocating challenging work, training and development, and career encouragement mean women accrue less organizational development.
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TL;DR: In this paper, the authors focus on the importance of embedded relationships by individuals to effectively perform knowledge-generating activities and find that the presence of relational stars results in firm-level knowledge advantages not only through the...
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TL;DR: In this paper, the authors identify the importance of a within-person approach to job performance and then review several extant theories of withinperson performance variability that, despite vastly different foci, converge on the contention that job performance is dynamic rather than static.