唧唧堂：OS 组织科学 2022 年3-4月论文摘要16篇
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1. 网络之外的合作
众所周知，在经济学、法学和社会学中，封闭网络中的声誉成本会让内部人士感到在彼此的关系中免受不良行为的影响。因此，一个习惯于在封闭网络内开展业务的人，在被要求在网络之外合作时，由于缺乏声誉成本安全，可能会感到异常的风险。因此，在更封闭的网络中，商业领导不太可能在网络之外进行合作（假设1）。因为已取得的成功巩固了商业领导在封闭网络中的地位。在封闭网络中成功的商业领袖将他们的成功与其网络安全联系在一起，因此他们更不可能与陌生人合作（假设2）。我们将来自中国CEO的异质区域概率调查的网络数据与合作行为测量相结合，以显示对这两个假设的有力实证支持。在更封闭的人际网络中，CEO不太可能在人际网络之外进行合作，尤其是那些经营成功企业的人：在封闭的人际网络中，成功的CEO尤其可能背叛人际网络之外的人。本研究有助于文献将网络结构与行为联系起来：在这里，促进网络内信任和合作的封闭性同时破坏了网络外合作的可能性，从而强化了网络周围的社会边界。以本研究结果为基础，我们简述了关于人格、同质性、网络动态的新研究。
It is well known in economics, law, and sociology that reputation costs in a closed network give insiders a feeling of being protected from bad behavior in their relations with one another. A person accustomed to doing business within a closed network is, therefore, likely to feel at unusual risk when asked to cooperate beyond the network because of absent reputation-cost security. It follows that business leaders in more closed networks should be less likely to cooperate beyond their network (Hypothesis 1). Success reinforces the status quo. Business leaders successful with a closed network associate their success with the safety of their network, so they should be even less likely to cooperate with a stranger (Hypothesis 2). We combine network data from a heterogeneous area probability survey of Chinese CEOs with a behavioral measure of cooperation to show strong empirical support for the two hypotheses. CEOs in more closed networks are less likely to cooperate beyond their network, especially those running successful businesses: successful CEOs in closed networks are particularly likely to defect against people beyond their network. The work contributes to a growing literature linking network structure with behavior: here, the closure that facilitates trust and cooperation within a network simultaneously erodes the probability of cooperation beyond the network, thereby reinforcing a social boundary around the network. Taking our results as a baseline, we close sketching new research on personality, homophily, network dynamics, and variation in the meaning of “beyond the network.”
论文原文：Burt R S, Opper S, Holm H J. Cooperation beyond the network[J]. Organization Science, 2022, 33(2): 495-517.
2.客户相关的因素与人力资本之间的合作
企业中个人间的合作对关系资本和人力资本发展具有重要意义。在知识密集型环境中，通过合作向客户提供服务，合作决策可能涉及短期和长期利益之间的重要权衡：个人和企业必须谨慎地管理利用现有的关系资本和人力资本以实现重复合作的可靠绩效，以及通过新的合作创造新的关系资本和人力资本之间的权衡。基于为客户提供服务是人力资本密集型公司合作决策的核心这一前提，我们研究了客户相关因素如何影响英国律师事务所律师（合伙人）之间的合作决策，该公司开展的是并购法律咨询服务业务。我们将重点放在三个与关键客户相关的维度上，我们预测这些维度会影响合作决策：与重点客户的个人和公司层面关系的深度、反映客户状态的关键客户属性及其对不同公司进行外包工作的使用，以及客户驱动的个人和公司层面的资源约束。实证研究结果支持了我们的观点，即客户相关因素会影响企业中个人之间的合作模式。我们还揭示了个人层面的客户相关因素如何对企业层面的合作决策产生相反的影响。总体而言，我们的发现有助于研究关系资本、战略人力资本、团队形成、专业服务公司以及战略的微观基础。
Collaborations between individuals in firms have important implications for the development of relational and human capital. In knowledge-intensive contexts where collaborations are formed to deliver services to clients, collaboration decisions can involve nontrivial tradeoffs between short-term and long-term benefits: individuals and firms must carefully manage the tradeoffs between leveraging existing relational and human capital for the reliable performance of repeat collaboration and creating new relational and human capital through new collaboration. Building from the premise that servicing clients is central to collaboration decisions in human asset–intensive firms, we examine how client-related factors shape collaboration decisions among lawyers (partners) in UK law firms providing M&A legal advisory services. We focus on three key client-related dimensions that we predict govern collaboration decisions: the depth of individual- and firm-level relationships with the focal client, key client attributes that reflect the client’s status and its use of different firms to undertake its outsourced work, and client-driven individual- and firm-level resource constraint. Our empirical findings support our proposition that client-related factors influence the pattern of collaborations between individuals in firms. We also reveal how client-related factors at the individual level can have opposite effects on collaboration decisions from those at the firm level. Overall, our findings contribute to research on relational capital, strategic human capital, team formation, professional service firms, and the microfoundations of strategy.
论文原文：Mawdsley J K, Meyer-Doyle P, Chatain O. Client-related factors and collaboration between human assets[J]. Organization Science, 2022, 33(2): 518-540.
3.揭示对监控技术的缓解心理反应：警察身体摄像头不仅限制而且消除了极化
尽管组织心理学家长期以来对监控持谨慎态度（指出监控会降低员工的自主性，从而降低效率），但许多组织仍在继续使用监控，通常不会损害组织绩效，并因此得到员工的大力支持而非反对。我们认为，解决这种异常现象的关键步骤之一是重新审视研究人员关于获取收集数据的基本假设。之前的研究假设中的访问权限几乎完全由主管和其他评估人员掌握，而技术进步使员工也能够访问。我们假设，通过员工访问，监控的心理影响可能比之前承认的要复杂得多。尽管多主体参与仍然可能会降低员工的自主权，但它也可能具有重要的心理益处：减轻员工对两极分化的看法，即他们与评估者之间日益加剧的社会和意识形态分歧。访问为员工提供了前所未有的机会，让他们可以使用“客观”画面向他人展示自己的观点，解决评估人员的错误假设和偏见，并以其他方式化解意识形态紧张。反过来，较低的感知极化会减弱低自主性对员工效率的负面影响。我们在执法背景下进行的三项实地研究中发现了这些假设的支持，这是利用技术进步广泛接触多方（包括员工）的先驱者。总体而言，我们的研究揭示了监督的冲突影响（最终是更无害的），并鼓励学者打破以往的方法，解释其对日益增长的平等主义所做出的贡献。
Despite organizational psychologists’ long-standing caution against monitoring (citing its reduction in employee autonomy and thus effectiveness), many organizations continue to use it, often with no detriment to performance and with strong support, not protest, from employees. We argue that a critical step to resolving this anomaly is revisiting researchers’ fundamental assumptions about access to gathered data. Whereas previous research assumes that access resides nearly exclusively with supervisors and other evaluators, technological advances have enabled employee access. We hypothesize that with employee access, the psychological effects of monitoring may be far more complex than previously acknowledged. Whereas multiparty access may still decrease employee autonomy, it may also trigger an important psychological benefit: alleviating employees’ perceptions of polarization—the increasing social and ideological divergence between themselves and their evaluators. Access gives employees unprecedented opportunities to use the “objective” footage to show others their perspective, address evaluators’ erroneous assumptions and stereotypes, and otherwise defuse ideological tensions. Lower perceived polarization, in turn, attenuates the negative effects that low autonomy would otherwise have on employee effectiveness. We find support for these hypotheses across three field studies conducted in the law enforcement context, which has been a trailblazer in using technological advances to grant broad access to multiple parties, including employees. Overall, our studies shed light on the conflicting (and ultimately more innocuous) impact of monitoring and encourage scholars to break from prior approaches to account for its increasing egalitarianism.
论文原文：Patil S V, Bernstein E S. Uncovering the mitigating psychological response to monitoring technologies: police body cameras not only constrain but also depolarize[J]. Organization Science, 2022, 33(2): 541-570.
4.没有工作强化的局部适应：数字技术的实验性治理促进组织中互惠角色的重新配置
这项为期1.5年的美国医学中心人种学研究表明，在数字技术引进和整合过程中，避免权力较小的参与者失去自主性和工作强度，是一项多地点的集体行动挑战。我发现，在数字技术引进和整合过程中，可能会出现与技术相关的参与问题、门槛问题和搭便车问题，从而导致权力较小的参与者失去自主性和工作强度。然而，新的权力三角的出现允许权力较小的行为者和新的强大的第三方行为者之间建立新的联盟，从而有助于缓解这一问题。我扩展了实验主义治理的政治学视角，以检验在数字技术引入和集成期间，以数字技术为中心的地方实验的迭代集体行动过程如何促进互利的角色重构。在数字技术的实验性治理中，地方单位有权根据其特定环境调整数字技术。然后，由不同参与者组成的中央单位审查整合类似数字技术的地方单位的进展，以协商对每组参与者的互利技术相关任务达成新的共识。中央单位修改地方例程和技术本身，以应对中央修订过程中暴露的问题和可能性，循环重复。在这里，实现互利的角色重构是通过一个实验性的集体行动过程，而不是通过劳资谈判或专业主导的调整过程。
This 1.5-year ethnographic study of a U.S. medical center shows that avoiding loss of autonomy and work intensification for less powerful actors during digital technology introduction and integration presents a multisited collective action challenge. I found that technology-related participation problems, threshold problems, and free rider problems may arise during digital technology introduction and integration that enable loss of autonomy and work intensification for less powerful actors. However, the emergence of new triangles of power allows for novel coalitions between less powerful actors and newly powerful third-party actors that can help mitigate this problem. I extend the political science perspective of experimentalist governance to examine how a digital technology-focused, iterative collective action process of local experimentation followed by central revision can facilitate mutually beneficial role reconfiguration during digital technology introduction and integration. In experimentalist governance of digital technology, local units are given discretion to adapt digital technologies to their specific contexts. A central unit composed of diverse actors then reviews progress across local units integrating similar digital technology to negotiate a new shared understanding of mutually beneficial technology-related tasks for each group of actors. The central unit modifies both local routines and the technology itself in response to problems and possibilities revealed by the central revision process, and the cycle repeats. Here, accomplishing mutually beneficial role reconfiguration occurs through an experimentalist, collective action process rather than through a labor-management bargaining process or a professional-led tuning process.
论文原文：Kellogg K C. Local Adaptation Without Work Intensification: Experimentalist Governance of Digital Technology for Mutually Beneficial Role Reconfiguration in Organizations[J]. Organization Science, 2022, 33(2): 571-599.
5.衣袖上佩戴心形标志的创造性和跨功能优势：真实情感氛围、信息细化和团队创造力
团队创意的产生和阐述过程往往充满了情感表达和沟通。然而，对于团队对情感表达的管理和支持的差异如何影响他们产生创造性结果的能力，显然缺乏理论研究。我们调查了团队真实情感氛围（鼓励成员分享真实情感并对其做出反应）为什么以及何时会产生更大的创造力，而在团队真实情感氛围中，成员会压抑或隐藏他们的真实情感。我们认为，真实的情感氛围通过团队对更多信息的详细阐述来增强团队创造力，而这些信息和创造性的好处在功能多样的团队中更可能存在。三项补充研究的结果——一项管理团队的多源实地研究和两项实验为我们的预测提供了支持。在我们的实验中，我们还研究了理论化的情感机制，发现真实的情感氛围通过成员的情感表达（研究2）和对彼此表达的情感的移情反应（研究2和3）来增加信息细化和创造力。我们讨论了我们的研究结果对团队创造力、多样性和文献的影响。
Team creative processes of generating and elaborating ideas tend to be laden with emotional expressions and communication. Yet, there is a noticeable lack of theory on how differences in teams’ management and support of affect expressions influence their ability to produce creative outcomes. We investigate why and when team authentic affect climates, which encourage members to share and respond to authentic affect, generate greater creativity compared with more constrained affect climates where members suppress or hide their genuine feelings. We propose that authentic affect climate enhances team creativity through greater information elaboration by the team and that these informational and creative benefits are more likely in functionally diverse teams. Results from three complementary studies—one multisource field study of management teams and two experiments—provide support for our predictions. In our experiments, we also examine the theorized affective mechanisms and find that authentic affect climate increases information elaboration and creativity through members’ affect expressions (Study 2) and empathic responses to each other’s expressed affect (Studies 2 and 3). We discuss the implications of our findings for the team creativity, diversity, and affect literatures.
论文原文：Parke M R, Seo M G, Hu X, et al. The creative and cross-functional benefits of wearing hearts on sleeves: Authentic affect climate, information elaboration, and team creativity[J]. Organization Science, 2022, 33(2): 600-623.
6.污名条件下的类别演变：美国堕胎服务与专科诊所的隔离
组织参与污名化的做法，即遭到大量社会谴责的做法，往往具有挑战性，因为这需要成功地管理利益相关者的反对。在这方面，关于组织污名的现有研究强调了将污名化做法置于大型、完备组织内的优势，因为这样做可以减少污名化——即组织可以通过增加其在无争议做法中的相对参与度来减少利益相关者的不满，从而在受众眼中跨越多个类别。然而，这一观点与实证观察结果背道而驰，即受污名化的做法往往集中在规模较小的专业组织中，尽管这些组织往往不是应对污名化的最佳场所。因此，在本文中，我们对美国最高法院里程碑式的罗诉韦德案（Roe v. Wade）判决后美国的一个启示性案例堕胎条款进行了深入的历史分析，以建立一种理论，即污名化类别是如何由专家主导的。在主要和补充档案材料的基础上，我们确定了三种机制，它们造成了类别的演变，并导致堕胎事实上被隔离到专业组织中：由价值驱动的提供者建立独立的设施，全能组织退出类别，以及剩余提供者的非自愿专业化，由于顾客不再经常光顾这些组织并接受服务，他们很快就被简单地贴上了“堕胎诊所”的标签最后，我们讨论了我们的发现对污名文献的影响，以及我们的理论对其他环境的适用性。
Organizational involvement in stigmatized practices, that is, practices that attract substantial societal condemnation, is often challenging, inasmuch as it requires the successful management of stakeholder disapproval. In this regard, existing work on organizational stigma has highlighted the advantages of situating stigmatized practices within large, generalist organizations, because doing so allows for stigma dilution—that is, organizations can reduce stakeholder disapproval by increasing their relative engagement in uncontested practices, thereby straddling multiple categories in the eyes of audiences. This line of argument, however, runs counter to the empirical observation that stigmatized practices often remain overwhelmingly concentrated within smaller, specialist organizations, even though these are often not optimally positioned to cope with stigma. In this paper, therefore, we undertake an in-depth historical analysis of a revelatory case—abortion provision in the United States following the landmark Roe v. Wade U.S. Supreme Court decision—to build theory of how stigmatized categories can come to be populated predominantly by specialists. Building on primary and secondary archival materials, we identify three mechanisms that shaped category evolution and resulted in the de facto segregation of abortion into specialist organizations: the founding of freestanding facilities by values-driven providers, the exit of generalist organizations from the category, and the involuntary specialization of remaining providers, as customers no longer frequented them for other services and they soon became labeled simply as “abortion clinics.” We conclude by discussing the implications of our findings for the stigma literature and the generalizability of our theorizing to other settings.
论文原文：Augustine G L, Piazza A. Category evolution under conditions of stigma: The segregation of abortion provision into specialist clinics in the United States[J]. Organization Science, 2022, 33(2): 624-649.
7.毕竟没有免费的午餐：企业政治关联和企业的区位选择
我们研究了一家公司在候选地点存在的政治关联如何影响该公司选择该地点，而非在不相关但具有其他方面优势的地点建立新子公司的可能性。首先，由于政治关联可以为企业带来各种好处，在其他条件相同的情况下，企业更有可能选择与当地政治领导人有关系的地点。其次，当当地经济状况可能促使当地政客要求关联企业从事经济效率低下但政治上可取的工作时，这种影响就会减弱，比如雇佣多余的劳动力。因此，企业不太可能选择一个与政治有关、失业率也较高的地点。此外，当有关联的政客担任政治职位，承担着较大的解决当地失业问题的责任时，这种抑制效应就存在（并变得更强烈）。来自2003年至2009年中国上市公司设立的所有新子公司的数据，为我们证实这些假设提供了证据。因此，企业是否以及如何利用其政治关联进行区位选择具有战略意义，因为这在很大程度上取决于经济和政治背景。
We examine how the presence of a firm’s political connections in a candidate location affects the firm’s likelihood of choosing that location over unconnected but otherwise comparable ones to establish a new subsidiary. First, because of various benefits that political connections can generate for firms, all else equal, firms are more likely to choose the locations in which they have connections with local political leaders. Second, this effect is dampened when local economic conditions may drive local politicians to demand that connected firms engage in economically inefficient but politically desirable tasks, such as hiring superfluous labor. As a result, firms are less likely to choose a politically connected location that also suffers from higher unemployment. Moreover, this dampening effect exists (and becomes stronger) when the connected politicians hold political positions that shoulder greater responsibility for resolving local unemployment issues. Using data on all new subsidiaries established by Chinese listed firms from 2003 to 2009, we obtain empirical evidence that corroborates the hypotheses. Therefore, whether and how firms use their political connections in making location choice is strategic in that it is highly dependent on the economic and political context.
论文原文：Jia N, Zhao B, Zheng W, et al. No Free Lunch After All: Corporate Political Connections and Firms’ Location Choices[J]. Organization Science, 2022, 33(2): 650-670.
8.在员工中使用拓展性目标来产生想法：一种规模不适合所有人！
这项研究探讨了拓展性目标在让员工参与创新方面的效力的异质性，因为拓展性目标既可能促进打破常规的创造力，也可能阻碍员工富有成效的思维。通过一个多层次的视角，我们证明了拓展性目标能激励更有能力的员工（成功的、有经验的、资深的）提交有用的创新想法，通过将拓展性目标的动机与这些员工的能力相结合，以区分有效的想法和无用的想法。与此同时，其他员工可能会产生相反的效应，因为无法应用有用的知识而提交低质量的想法。根据经验，我们利用了财富500强公司的创意生成数据。我们通过展示影响员工行为的预期和非预期后果，为拓展性目标研究做出贡献，并通过阐明拓展性目标何时能够激励员工进行有价值的创新，为创新文献做出贡献。
This study explores heterogeneity in the efficacy of stretch goals for engaging employees in innovation, as stretch goals may both boost norm-breaking creativity and hamper fruitful ideation by overwhelming employees. Through a multilevel perspective, we demonstrate that stretch goals motivate more capable employees (successful, experienced, senior) to submit useful innovative ideas by combining the motivation of stretch goals with these employees' ability to discern fruitful from futile ideas. Other employees, meanwhile, may “spin their wheels” and submit lower-quality ideas based on their inability to apply useful knowledge. Empirically, we leverage idea generation data from a Fortune 500 firm. We contribute to stretch goals research by demonstrating both the intended and the unintended consequences that shape employee behavior and to the innovation literature by articulating when stretch goals can and cannot motivate valuable innovation from employees.
论文原文：Ahmadi S, Jansen J J P, Eggers J P. Using Stretch Goals for Idea Generation Among Employees: One Size Does Not Fit All! [J]. Organization Science, 2022, 33(2): 671-687.
9.关注探索:学术创业对科学知识生产的影响
我们研究关注的问题是，成为企业家是如何影响学术科学家的研究。我们认为，企业家将把科学家的注意力从学科内的研究问题转移到与下游技术开发相关的新知识体系上。这将推动科学家们进行探索，也意味着他们将研究新的课题。反过来，随着来自其他知识体系的概念和模型以新颖的方式相结合，这种面向探索的转变将增强创业科学家后续研究的影响。创业精神会带来更具影响力的研究，并以探索为中介。我们用一所大型的研究型大学全部科学家的面板数据支持了我们的观点。我们的研究是新颖的，因为它将注意力的转移确定为支持建立公共科学生产企业的有益溢出效应的机制。我们研究的一个关键启示是，学者的商业工作可以推动科学的基础进步。
We study how becoming an entrepreneur affects academic scientists’ research. We propose that entrepreneurship will shift scientists’ attention away from intradisciplinary research questions and toward new bodies of knowledge relevant for downstream technology development. This will propel scientists to engage in exploration, meaning they work on topics new to them. In turn, this shift toward exploration will enhance the impact of the entrepreneurial scientist’s subsequent research, as concepts and models from other bodies of knowledge are combined in novel ways. Entrepreneurship leads to more impactful research, mediated by exploration. Using panel data on the full population of scientists at a large research university, we find support for this argument. Our study is novel in that it identifies a shift of attention as the mechanism underpinning the beneficial spillover effects from founding a venture on the production of public science. A key implication of our study is that commercial work by academics can drive fundamental advances in science.
论文原文：Fini R, Perkmann M, Ross J M. Attention to exploration: The effect of academic entrepreneurship on the production of scientific knowledge[J]. Organization Science, 2022, 33(2): 688-715.
10.创始惩罚：来自性别、创业精神和未来就业的审计研究的证据
人们对鼓励创业有着广泛的兴趣，也普遍认识到这些创始人中的绝大多数都会失败，这就提出了一个重要但悬而未决的问题：当前创始人申请工作时，他们会发生什么？虽然现有研究已确定了许多因素有助于创始人从已建立的组织中脱颖而出并进入创业领域，但很少有人关注创始人返程过程中会发生什么，尤其是当他们处于雇佣时，雇主如何评估其创业经验。我们认为，雇主会惩罚有创业史的求职者，因为他们认为有创业经验的求职者比没有创业经验的同类求职者更适合工作，但更不忠诚。我们进一步预测，当其他有关候选人的刻板印象，尤其是基于性别的刻板印象与关于前创始人的负面信念相矛盾时，成为企业家的低估将减少。我们使用基于简历的审计和实验性调查来检验我们的命题。审计显示，创业大大降低了雇主面试男性候选人的可能性，但对女性前创业者没有类似的惩罚。这项实验性调查证实了创始惩罚的性别特质，并提供证据表明，这是因为雇主担心创业者比非创业者更不忠诚，更不适合组织。关键的是，调查还表明，对于女性的这些担忧得到了缓解，这有助于解释为什么她们没有受到同等的创始惩罚。
There is both widespread interest in encouraging entrepreneurship and universal recognition that the vast majority of these founders will fail, which raises an important unanswered question: What happens to ex-founders when they apply for jobs? Whereas existing research has identified many factors that facilitate movement out of an established organization and into entrepreneurship, far less attention has been devoted to understanding what transpires during the return journey—most notably, how employers evaluate entrepreneurial experience at the point of hire. We propose that employers penalize job candidates with a history of founding a new venture because they believe them to be worse fits and less committed employees than comparable candidates without founding experience. We further predict that the discount for having been an entrepreneur will diminish when other stereotypes about the candidate, particularly those based on gender, will contradict the negative beliefs about ex-founders. We test our proposition using a résumé-based audit and an experimental survey. The audit reveals that founding significantly reduces the likelihood that an employer interviews a male candidate, but there is no comparable penalty for female ex-founders. The experimental survey confirms the gendered nature of the founding penalty and provides evidence that it results from employers’ concerns that founders are less committed and worse organizational fits than nonfounders. Critically, the survey also indicates that these concerns are mitigated for women, helping to explain why they suffer no equivalent founding penalty.
论文原文：Kacperczyk O, Younkin P. A founding penalty: evidence from an audit study on gender, entrepreneurship, and future employment[J]. Organization Science, 2022, 33(2): 716-745.
11.认证遗物：认证中断中的创业精神
我们探讨认证和创业进入之间的关键紧张关系。一方面，更严格的认证可能提供更大的合法性。另一方面，放宽此类标准可能有助于市场进入。为了调和这种紧张关系，我们研究了中断认证。我们对新企业如何利用认证获得合法性进行了研究，并从新企业的信用记录中获得了定量数据。我们表明，在认证被中断后，新兴行业的新企业继续符合这些被中断的认证标准。我们的研究表明，那些不提供其他合法性来源的企业（例如新兴行业的非传统创始人）比其他新企业更有可能遵守中断认证。然而，那些具有其他合法性特征的人（例如，精英院校校友创始人）可以克服这种合法性缺陷，并利用新规则放宽准入门槛。总的来说，我们的研究结果表明，被中断的认证可能会成为认证“遗物”，其标准会继续存在并影响进入，即使在它们不再正式生效之后。我们的研究及发现增强了我们对新企业制度支持的理解，以及对新企业在制度变革面前获得合法性和认可的战略行动的理解。
We explore a key tension between certification and entrepreneurial entry. On the one hand, more stringent certifications may provide greater legitimacy. On the other hand, market entry may be facilitated by easing such standards. To reconcile this tension, we examine discontinued certifications. We draw on research into how new ventures use certifications to gain legitimacy, along with quantitative data from new venture credit records. We show that after a certification is discontinued, new ventures in emerging industries continue to conform to these discontinued certified standards. Our study shows that those whose attributes do not provide other sources of legitimacy (e.g., unconventional founders in emerging industries) are more likely than other new ventures to comply with discontinued certification. However, those with other legitimating attributes (e.g., elite institution alumni founders) can overcome such legitimacy deficits and take advantage of new rules easing entry. Overall, our findings show that discontinued certifications can become certification “relics” whose standards continue to linger and influence entry, even after they are no longer formally in effect. Our study and its findings enhance our understanding of institutional support for new ventures, as well as the repertoire of strategic actions available to new ventures to gain legitimacy and acceptance in the face of institutional change.
论文原文：Eberhart R N, Armanios D E. Certification relics: Entrepreneurship amidst discontinued certifications[J]. Organization Science, 2022, 33(2): 746-765.
12.在加州酒店尽情享受：企业创新中的员工流动障碍与合作
长期以来，研究已经认识到合作对创新的重要性，但对企业合作创新的战略驱动力知之甚少。我们认为，企业内部的强大协作可以增加发明家的企业间流动性，并通过转移发明家来增加向竞争对手溢出的创新知识。因此，通过缓解这些与合作相关的价值捕获风险，员工流动的障碍可能会促使企业增加创新的合作性。此外，与这一命题背后的机制一致，我们假设，当员工流动性增加时，创新需要更复杂知识（已知会阻碍企业间知识溢出）的企业会减少合作。我们通过美国各州发明人的两个法定流动壁垒中的准外生变化来检验这些假设，并发现较高的流动壁垒与更大的发明人合作相关（如专利创新中所观察到的），而对于拥有更复杂知识的公司，这种影响较弱。这些发现加深了我们对企业内部协同创新中价值创造和价值捕获之间的战略权衡以及对其进行管理的人力资本战略的理解。
Research has long recognized the importance of collaboration for innovation, but relatively little is known about the strategic drivers of collaborative innovation in firms. We posit that robust collaboration within firms can increase the interfirm mobility of inventors and increase spillovers of innovative knowledge to competitors by mobile inventors. Therefore, by mitigating these value capture hazards associated with collaboration, barriers to employee mobility may induce firms to increase collaborativeness in innovation. Additionally, consistent with the mechanism underlying this proposition, we hypothesize that firms whose innovation entails more complex knowledge, which is known to impede interfirm knowledge spillovers, will increase collaboration less when employee mobility increases. We test these hypotheses by leveraging quasi-exogenous changes in two legal mobility barriers for inventors across U.S. states and find that higher-mobility barriers are associated with greater inventor collaboration (as observed in patented innovation), and this effect is weaker for firms possessing more complex knowledge. These findings deepen our understanding of the strategic tradeoffs between value creation and value capture entailed in collaborative innovation within firms and of human capital strategies that help to manage these tradeoffs.
论文原文：Seo E, Somaya D. Living it up at the Hotel California: Employee mobility barriers and collaborativeness in firms’ innovation[J]. Organization science, 2022, 33(2): 766-784.
13.意义错位：夫妻的工作取向不一致及其工作结果
这项研究调查了夫妻的工作取向不一致、伴侣对自己工作的不同看法以及他们成功完成工作转换和对所从事工作感到满意的能力之间的关系。我们使用社会信息加工理论来发展伴侣在工作领域作为重要的社会参照物的论点。通过暗示有关工作不同方面的突出性和价值的社会信息，工作取向不一致的伴侣可能会使彼此对自己的工作和他们所寻求的工作评估变得复杂。在一项对伴侣、夫妇（其中1人正在寻找工作的）进行的纵向研究中发现，夫妻对工作的需求取向越不一致，再就业的可能性就越低，这种关系的中介是求职者对这类夫妇未来的不确定感增加。随着时间的推移，工作伙伴的工作满意度会降低。我们通过研究伴侣对工作意义的感知效果，为伴侣影响关键工作和组织成果的方式提供实证证据，为关于伴侣在塑造工作成果中所起作用的新兴文献做出了贡献。我们的研究还通过证明二元层面上的工作取向不一致如何影响个人的工作态度和工作转换的成功，为工作意义文献做出了贡献。
This research investigates the relationship between couples’ work-orientation incongruence—the degree to which romantic partners view the meaning of their own work differently—and their ability to succeed in making job transitions and experiencing satisfaction with the jobs they hold. We use a social information-processing approach to develop arguments that romantic partners serve as powerful social referents in the domain of work. By cueing social information regarding the salience and value of different aspects of work, partners with incongruent work orientations can complicate each other’s evaluation of their own jobs and the jobs they seek. In a longitudinal study of couples in which one partner is searching for work, we find that greater incongruence in couples’ calling orientations toward work relates to lower reemployment probability, a relationship that is mediated by an increased feeling of uncertainty about the future experienced by job seekers in such couples. Calling-orientation incongruence also relates to lower job satisfaction for employed partners over time. We contribute to the burgeoning literature on the role romantic partners play in shaping work outcomes by examining the effect of romantic partners’ perception of the meaning of work, offering empirical evidence of the ways in which romantic partners influence key work and organizational outcomes. Our research also contributes to the meaning of work literature by demonstrating how work-orientation incongruence at the dyadic level matters for individual work attitudes and success in making job transitions.
论文原文: Jiang W Y, Wrzesniewski A. Misaligned meaning: Couples’ work-orientation incongruence and their work outcomes[J]. Organization Science, 2022, 33(2): 785-809.
14.通过自我选择进行分工
基于自我选择的分工通过其在不同组织环境中的作用而获得了关注，如非等级企业、敏捷团队和基于项目的组织。然而，我们对它在何种确切条件下能够超越传统管理者分配给工人的工作知之甚少。我们开发了一个基于计算代理的模型，将分工设想为工人技能和任务之间的匹配过程，使我们能够详细研究不同的分工方法何时以及为什么会享有相对优势。我们发现了在一些特定的条件下，自我选择比由匹配产生的传统人员配置做法更具优势：当员工非常熟练，但任务范围很窄时，任务结构是可分解的，员工可用性是不可预见的。在没有这些条件时，自我选择必须依赖于增强的动机或基于员工的私人技能信息，去获得自我匹配的好处，以主导更传统的分配过程。这些边界条件对于学习者和希望实施基于自我选择的组织形式的人来说是有价值的。
Self-selection–based division of labor has gained visibility through its role in varied organizational contexts such as nonhierarchical firms, agile teams, and project-based organizations. Yet, we know relatively little about the precise conditions under which it can outperform the traditional allocation of work to workers by managers. We develop a computational agent-based model that conceives of division of labor as a matching process between workers’ skills and tasks. This allows us to examine in detail when and why different approaches to division of labor may enjoy a relative advantage. We find a specific confluence of conditions under which self-selection has an advantage over traditional staffing practices arising from matching: when employees are very skilled but at only a narrow range of tasks, the task structure is decomposable, and employee availability is unforeseeable. Absent these conditions, self-selection must rely on the benefits of enhanced motivation or better matching based on worker’s private information about skills, to dominate more traditional allocation processes. These boundary conditions are noteworthy both for those who study as well as for those who wish to implement forms of organizing based on self-selection.
论文原文：Raveendran M, Puranam P, Warglien M. Division of labor through self-selection[J]. Organization Science, 2022, 33(2): 810-830.
15.首席执行官权力和不合规参考群体选择
研究表明，参考群体的选择是关键组织过程的基础，但对参考群体公开披露的选择知之甚少，例如用于评估公司绩效的选择。由于投资者和分析师等受众更喜欢由他们信任的独立实体创建的参考群体，他们不赞成选择由报告公司创建的定制同行群体。然而，公司经常选择不符合受众期望的参考群体。我们试图通过开发有关首席执行官（CEO）权力影响的理论和假设，解释为什么企业在遭受惩罚时也会偏离这些外部持有的标准。使用来自10-K文件的数据，我们发现，由高权力CEO领导的公司更可能使用不合格的、定制的同行群体，尽管会受到惩罚。然而，当首席执行官面临股东和分析师更严格的审查时，首席执行官权力与使用定制同侪群体之间的关系就较弱了。我们还发现，低公司绩效会增加高权力CEO对定制同侪群体的使用。与我们的预期相反，CEO的高薪酬削弱了CEO权力对定制同行群体选择的影响，可以说是因为CEO的高薪酬增加了审查。尽管公司因使用不合规的参考群体而产生成本，但补充分析显示，CEO们通过获得更高的薪酬而受益，尤其是在绩效较低的情况下。最后，我们讨论了公开披露的参考群体、权力的后果和信息披露对研究的影响。
Research shows that reference group selection underpins critical organizational processes, but less is known about publicly disclosed choices of reference groups, such as those for the evaluation of firm performance. Because audiences, such as investors and analysts, prefer reference groups created by independent entities they can trust, they disapprove of choices of custom peer groups created by reporting firms. Nevertheless, firms frequently choose reference groups that do not conform to audiences’ expectations. We seek to explain why firms deviate from these externally held standards even when incurring penalties by developing theory and formulating hypotheses about the influence of chief executive officer (CEO) power. Using data from 10-K filings, we find that firms led by high-power CEOs are more likely to use nonconforming, custom peer groups despite incurring penalties. However, the relationship between CEO power and the use of custom peer groups is weaker when CEOs face greater scrutiny from shareholders and analysts. We also find that low firm performance increases the use of custom peer groups among high-power CEOs. Contrary to our expectations, high CEO compensation attenuates the effect of CEO power on the choice of custom peer groups, arguably because high levels of CEO pay increase scrutiny. Although firms incur costs for using nonconforming reference groups, supplemental analyses reveal that CEOs benefit by receiving higher compensation, especially when performance is low. We conclude by discussing implications for research on publicly disclosed reference groups, the consequences of power, and information disclosure.
论文原文：Audia P G, Rousseau H E, Brion S. CEO power and nonconforming reference group selection[J]. Organization Science, 2022, 33(2): 831-853.
16.不当处罚，期望溢价：更多的认证实际上意味着什么？
主流理论认为，更多的认证会提高绩效。然而，新出现的经验证据表明，获得更多认证实际上可能会降低绩效。我们如何调和这种紧张关系？实际上，既然已有新出现的经验证据，为什么风险投资公司会寻求额外的认证？为了解决现有理论和近期实证之间的差距，我们更仔细地研究了风险企业在获得第一次认证后的活动和绩效结果。我们认为，不同的认证模式反映了不同形式的试验。特别是，风险投资公司可能愿意以不恰当的方式进行试验，如果他们的试验成功，就有机会获得后续的可取性溢价。不恰当意味着认证标志着与公认的市场规范和标准存在分歧。可取性意味着认证标志着符合潜在受众自我利益的活动。我们假设，反映广泛试验的认证会招致最初的不当处罚，但一旦成功，它们更有可能导致产生合意性溢价的突破。通过对7440家美国企业的样本进行实证分析，我们发现这一想法得到了支持。这些企业获得了一项或多项小企业创新研究（SBIR）或小企业技术转让（STTR）资助，用于将新技术商业化。这项研究提出了认证制度理论，以更好地解释认证的好处和成本。
Prevailing theory argues that more certifications increase performance. However, emerging empirical evidence implies that obtaining more certifications may actually decrease performance. How do we reconcile this tension? Practically speaking, why would ventures seek additional certifications in light of these recently identified risks? To address this gap between existing theory and recent empirics, we look more closely at ventures’ activities and performance outcomes after they receive their first certification. We posit that different patterns of certification reflect different forms of experimentation. In particular, ventures may be willing to experiment in ways that incur an inappropriateness penalty for the chance to gain a subsequent desirability premium if their experiments succeed. Inappropriateness means that certifications signal divergence from accepted market norms and standards. Desirability means that certifications signal activities that are in the perceived self-interest of the potential audience. We hypothesize that certifications reflecting broad experimentation incur initial inappropriateness penalties, yet when successful, they are more likely to lead to breakthroughs that generate desirability premia. We find support for this idea through an empirical analysis drawing from a sample of 7,440 U.S. ventures that receive one or more Small Business Innovation Research (SBIR) or Small Business Technology Transfer (STTR) grants to commercialize new technologies. This study advances institutional theory of certification to better account not only for its benefits but also for its costs.
论文原文：Lanahan L, Armanios D E, Joshi A M. Inappropriateness Penalty, Desirability Premium: What Do More Certifications Actually Signal? [J]. Organization Science, 2022, 33(2): 854-871.
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