唧唧堂：OS 组织科学2022年11-12月刊论文摘要

1. 两个层级的故事：权力分化和地位分化对团队绩效的交互影响

长期以来，学者们一直在争论等级分化对团队来说是功能性的还是非功能性的。基于强调权力（即对资源的控制）和地位（即来自他人的尊重）之间区别的新兴研究，我们的目标是通过研究权力分化对团队绩效的影响（取决于地位分化）来帮助协调等级制度的功能和功能失调。我们的理论认为，权力分化对高地位分化的团队来说是功能失调的，因为它增加了知识隐藏，从而破坏了团队绩效。相反，我们预测权力分化会减少低地位分化的团队的知识隐藏，从而提高团队绩效。在一项实地研究中，我们发现在地位分化程度高的团队中，权力分化会通过隐藏知识来影响团队绩效，而在地位分化程度低的团队中，权力分化对知识隐藏和绩效没有影响。在一项实验中，我们再次发现，权力分化会增加地位分化程度高的团队中隐藏的知识，从而损害团队绩效。然而，权力分化通过减少地位平等团队中的知识隐藏来提高团队绩效。最后，在第三项研究中，我们证实了地位分化会增强团队氛围的竞争性，并研究了团队内部权力地位失调的影响，发现在地位高度分化的团队中，团队内部权力地位失调加剧了权力分化的消极效应。通过研究权力和地位等级是如何协同运作的，这项工作强调了采取更细致的方法来研究团队中的等级制度的必要性。

A tale of two hierarchies: Interactive effects of power differentiation and status differentiation on team performance

Scholars have long wrestled with whether hierarchical differentiation is functional or dysfunctional for teams. Building on emerging research that emphasizes the distinction between power (i.e., control over resources) and status (i.e., respect from others), we aim to help reconcile the functional and dysfunctional accounts of hierarchy by examining the effects of power differentiation on team performance, contingent on status differentiation. We theorize that power differentiation is dysfunctional for teams with high status differentiation by increasing knowledge hiding, which undermines team performance. In contrast, we predict that power differentiation is functional for teams with low status differentiation by decreasing knowledge hiding, which improves team performance. In a field study, we found that power differentiation harmed team performance via knowledge hiding in teams with high status differentiation, but power differentiation had no effect on knowledge hiding or performance in teams with low status differentiation. In an experiment, we again found that power differentiation harmed team performance by increasing knowledge hiding in teams with high status differentiation. However, power differentiation improved team performance by decreasing knowledge hiding in teams with status equality. Finally, in a third study, we confirm the role of status differentiation in making team climates more competitive and examine the effect of power-status alignment within teams, finding that misalignment exacerbates the dysfunctional effects of power differentiation in teams with high status differentiation. By examining how power and status hierarchies operate in tandem, this work underscores the need to take a more nuanced approach to studying hierarchy in teams.

论文原文Hays N A, Li H, Yang X, et al. A tale of two hierarchies: Interactive effects of power differentiation and status differentiation on team performance[J]. Organization Science, 2022, 33(6): 2085-2105.

2. 初级市场经济制度中介的微观分析：加德满都Indrachok市场的创业

关于制度中介的制度理论研究通常集中在制度中介如何解决市场制度中抑制企业家精神的空白。在这样做的过程中，这项研究很少研究企业家更喜欢使用哪种类型的机构中介。我们通过微观制度调查来弥补这一差距，即在基本的市场经济中，企业家对不同类型的制度中介机构的相关性有何不同。我们使用来自尼泊尔加德满都Indrachok市场的样本，并对一系列细化的研究问题进行了三阶段定性和定量的外引调查，确定了制度中介的两个关键偏好。首先，我们发现了一个关键的制度中介三支柱，由三个聚焦于本地的制度中介机构组成：家族、供应商和同行企业家。三支柱在此背景下偏好以更为温和的制度中介为补充:另外四个以当地为重点的制度中介机构（地方政治家、警察、宗教人士和政治团伙）和三个基础广泛的机构中介机构（政府、小额贷款机构和非政府组织）。其次，供应商和同行作为中介结构的重要性反映了企业家的注册状态（注册与未注册）和微观地理位置（分散与聚集企业）。这项研究从企业家的角度重新定义了基本市场经济中的制度中介，确定了形成企业家偏好的机制，并为未来的检验提供了命题。

Microlevel Analysis of Institutional Intermediation in a Rudimentary Market-Based Economy: Entrepreneurship in Kathmandu’s Indrachok Market

Institutional theory research on institutional intermediation typically focuses on how institutional intermediaries address voids in market-based institutions that inhibit entrepreneurship. In doing so, the research rarely studies what types of institutional intermediaries entrepreneurs prefer to use. We address this gap with a microinstitutional inquiry of how entrepreneurs in a rudimentary market-based economy differ in the relevance they place on different types of institutional intermediaries. Using a sample from the Indrachok market in Kathmandu, Nepal, and using a three-stage qualitative and quantitative abductive investigation of a cascading set of increasingly refined research questions, we identify two key preferences for institutional intermediaries. First, we find a key institutional intermediation tripod consisting of three locally focused institutional intermediaries: family, suppliers, and peer entrepreneurs. The tripod is supplemented by institutional intermediaries with more moderate preference in this context: four other locally focused institutional intermediaries (local politicians, police, religious figures, and political gangs) and three broad-based institutional intermediaries (government, microlenders, and nongovernmental organizations). Second, the importance of suppliers and peers as institutional intermediaries reflects entrepreneurs’ registration status (registered versus unregistered) and microgeographic location (dispersed versus clustered businesses). The research reconceptualizes institutional intermediation in rudimentary market-based economies from the entrepreneurs’ perspective, identifying mechanisms that shape entrepreneurs’ preferences and providing proposition for future testing.

论文原文：Mitchell W, Wu Z, Bruton G D, et al. Microlevel analysis of institutional intermediation in a rudimentary market-based economy: Entrepreneurship in Kathmandu’s Indrachok Market[J]. Organization Science, 2022, 33(6): 2106-2134.

3. 新兴市场制造商的社会不负责任就业

对社会不负责任的雇佣行为，如滥用纪律和工资盗窃，是否与新兴市场国家的制造业结果系统性地联系在一起？利用一系列强调经济相互依存的利益相关者理论，以及来自劳资关系和人力资源管理领域的见解，我们认为，公司内部的工作条件是价值创造和价值分配系统方法的一个方面。一些制造商使用的“低速”系统依赖于有害的做法。其他国家则实行“高速公路”制度，在这种制度下，开发员工人力资本的需要会阻止不负责任的社会雇佣行为。为了验证这一理论，我们对48个新兴市场国家的4000多家出口导向型小型制造商的数据进行了大规模的劳动违规和制造业结果研究。分析表明，即使在控制了公司规模、行业、产品结构、生产流程、东道国、目的地市场和买方结构等因素的影响后，社会不负责任的雇佣行为也与企业层面的劣质制造结果有关。该理论和结果表明，跨国公司有机会通过鼓励其供应商过渡到依赖于员工人力资本发展的价值创造体系，来提高企业在全球价值链中的社会绩效。

Socially irresponsible employment in emerging-market manufacturers 

Are socially irresponsible employment practices, such as abusive discipline and wage theft, systematically tied to manufacturing outcomes in emerging-market countries? Drawing on a stream of stakeholder theory that emphasizes economic interdependencies and insights from the fields of industrial relations and human resource management, we argue that working conditions within a firm are facets of a systemic approach to value creation and value appropriation. Some manufacturers operate “low road” systems that rest on harmful practices. Others operate “high road” systems in which the need to develop employees’ human capital deters socially irresponsible employment practices. To test the theory, we conduct a large-scale study of labor violations and manufacturing outcomes by analyzing data on over four thousand export-oriented small manufacturers in 48 emerging-market countries. The analysis demonstrates that socially irresponsible employment practices are associated with inferior firm-level manufacturing outcomes even after controlling for the effects of firm size, industry, product mix, production processes, host country, destination markets, and buyer mix. The theory and results suggest an opportunity for multinational corporations to improve corporate social performance in global value chains by encouraging their suppliers to transition to systems of value creation that rely on the development of worker human capital.

论文原文：Distelhorst G, McGahan A. Socially irresponsible employment in emerging-market manufacturers[J]. Organization Science, 2022, 33(6): 2135-2158.

4. 天鹅绒手套内部：通过掏空和强化来维持私营监管机构

威胁瓦解私营监管机构的力量众所周知，但维持这些机构的力量却鲜为人知。通过对加拿大采矿业可持续采矿（TSM）计划的纵向归纳研究，我们展示了私营监管机构是如何通过战略性地操纵监管的不同严格程度来维持的。我们的研究结果表明，外部条件的变化如何降低企业参与的收益，从而引发制度不稳定。我们展示了相互依赖的空心化机制（降低与高合规成本相关的严格性方面的行动）和强化机制（提高与低合规成本相关的严格性方面的行动）是如何通过重新平衡竞争压力来协同稳定制度的。然而，这些机制可能阻碍这些机构实质性解决目标问题的能力，即使它们在某些领域变得更加严格。我们的研究通过展示如何同时提高和降低不同方面的严格程度来维持私营监管机构，推进了对私营监管的研究。此外，在将制度稳定定位为持续谈判时，我们阐明了行业协会等管理组织在制度维护方面的关键监护作用。

Inside the velvet glove: Sustaining private regulatory institutions through hollowing and fortifying

The forces that threaten to break apart private regulatory institutions are well known, but the forces that sustain them are not. Through a longitudinal inductive study of the Towards Sustainable Mining (TSM) program in the Canadian mining industry, we demonstrate how private regulatory institutions are sustained by strategically manipulating different aspects of an institution’s stringency. Our findings show how shifts in external conditions decreased benefits of participation for firms, triggering institutional destabilization. We demonstrate how the interdependent mechanisms of hollowing—actions that ratchet down aspects of stringency associated with high compliance costs—and fortifying—actions that ratchet up aspects of stringency associated with low compliance costs—worked together to stabilize the institution by rebalancing the competing pressures that underpin it. However, these same mechanisms can hinder the ability of these institutions to substantively address the targeted issues, even as they become more stringent in some areas. Our study advances research on private regulation by showing how different aspects of stringency can be simultaneously ratcheted up and ratcheted down to sustain private regulatory institutions. Further, in positioning institutional stability as an ongoing negotiation, we elucidate the key custodial role of governing organizations like trade associations in institutional maintenance.

论文原文：Buchanan S, Barnett M L. Inside the velvet glove: Sustaining private regulatory institutions through hollowing and fortifying[J]. Organization Science, 2022, 33(6): 2159-2186.

5. 层级不一致：减少新兴市场证券欺诈的监控机制

研究表明，由于法治薄弱，正规治理措施在新兴市场防止证券欺诈方面的效果有限。我们提出，层级不一致性，即公司精英的正式组织和非正式社会层级中的不一致的等级排序，可以提供一种新的监督机制来减少证券欺诈。处于这两个不一致的层次结构顶端的领导者会感到苦恼，并有动力参与争论，挑战彼此的权威，从而提供制衡防止群体思维。当两个首脑中的任何一个在各自的等级中具有支配性和明确的优势时，这种监视效应可能会更强，使他们对等级的不一致尤其感到苦恼，从而容易产生竞争。我们在中国公开上市的家族控制企业的背景下检验了我们的论点，在中国，企业和家族等级制度可能赋予不同的个人优势。我们的研究通过理解正式的组织结构和非正式的社会关系如何相互作用并共同影响新兴市场的治理有效性，为公司证券欺诈文献做出了贡献。

Hierarchical inconsistency: a monitoring mechanism to reduce securities fraud in emerging markets

Research has indicated limited effects of formal governance measures on securities fraud prevention in emerging markets due to the weak rule of law. We propose that hierarchical inconsistency, misaligned rank ordering in formal organizational and informal social hierarchies of the corporate elite, can provide a novel monitoring mechanism to reduce securities fraud. Leaders at the top of the two inconsistent hierarchies can feel distressed and motivated to engage in contestation and challenge each other’s authority, thus providing checks and balances and preventing groupthink. This monitoring effect is likely to be stronger when either of the two heads has dominant and unequivocal superiority in their respective hierarchy, making them particularly distressed by the hierarchical inconsistency and prone to contest. We test our argument in the context of publicly listed family-controlled firms in China, where business and family hierarchies may confer superiority to different individuals. Our study contributes to the corporate securities fraud literature by understanding how formal organizational structures and informal social relationships interact and jointly influence governance effectiveness in emerging markets.

论文原文：Guo Y, Luo X R, Li D. Hierarchical inconsistency: a monitoring mechanism to reduce securities fraud in emerging markets[J]. Organization Science, 2022, 33(6): 2187-2208.

6. 连锁加盟与人力资源投资：来自餐饮业的证据

利用组织理论、代理理论和战略人力资源管理研究，本研究探讨了连锁加盟如何影响人力资源投资，使用的数据来自全国范围内的餐厅随机调查。我们建议连锁附属单位将在人力资源系统的那些领域进行不同的投资，与非附属单位相比，连锁建立了更好的组织惯例。相比之下，我们认为，在缺乏连锁惯例的情况下，所有权激励将导致人力资源投资的差异。具体而言，我们发现，当连锁不提供组织惯例时，加盟商拥有的单位与公司拥有的单位和独立拥有的单位相比，更注重通过对人力资源实践投资不足来降低成本。我们使用更多关于多单元所有权和特许权人影响力的数据为我们的理论论点提供了进一步的支持。最后，我们进行了补充分析，以探索不同的人力资源投资与两个重要的组织结果之间的关系：员工流动率和Yelp的客户满意度评级。我们的研究结果强调了对服务工作很重要的人力资源实践类型，并表明组织惯例的提供可以对连锁及其单位的长期成功产生重要影响。

Chain Affiliation and Human Resource Investments: Evidence from the Restaurant Industry

Drawing on organizational theory, agency theory, and research in strategic human resource management, this study explores how chain affiliation influences human resource (HR) investments using data from a nationally random survey of restaurant establishments. We propose that chain-affiliated units will make different investments in those areas of the HR system where chains establish superior organizational routines compared with nonaffiliated units. By contrast, we argue that in the absence of chain routines, ownership incentives will drive differences in human resource investments. Specifically, we find that franchisee-owned units focus more on cost reduction by underinvesting in human resource practices compared with company-owned units and independently owned units when organizational routines are not provided by the chain. We provide further support for our theoretical arguments using additional data on multiunit ownership and franchisor influence. Finally, we conduct supplemental analyses to explore the relationship between different human resource investments and two important organizational outcomes: employee turnover and customer satisfaction ratings from Yelp. Our results highlight the types of human resource practices that are important for service work and suggest that the provision of organizational routines can have important implications for the long-run success of chains and their units.

论文原文：Lakhani T, Ouyang C. Chain Affiliation and Human Resource Investments: Evidence from the Restaurant Industry[J]. Organization Science, 2022, 33(6): 2209-2225.

7. 企业内部交易的契约治理

一个核心的理论前提是，企业将不适合正式合同的交易内部化。然而，越来越多的证据表明，公司依赖正式合同来管理公司内部的一些交易。本文讨论了为什么企业在企业内部各单位之间使用正式合同，并提出了正式合同何时出现的命题。内部化并不能消除交易问题，单位之间的非正式交易协议经常在理解另一个单位将做什么以及它是否会做它承诺的事情方面遇到问题。我们认为，使正式合同成为有价值的市场交换工具的许多特征在公司内部是有益的，即使法院不可能强制执行合同。我们建议，各单位之间的正式合同可以作为沟通和承诺的工具，通过在交易中为分配给各单位的权利提供清晰度和可信度，来解决企业内部的协调和激励问题。

The Contractual Governance of Transactions Within Firms

 A central theoretical premise is that firms internalize transactions that are not suited for formal contracting. Yet, there is growing evidence that firms rely on formal contracts to govern some of their transactions within the firm. This paper discusses why firms use formal contracts between units within the firm and develops propositions for when formal contracts arise. Internalization does not eliminate transactional problems, and informal agreements for transactions between units often suffer from problems in understanding what the other unit will do and whether it will do what it promises. We argue that many of the features that make formal contracts valuable tools for market exchange are beneficial within firms, even if court enforcement of the contract is not possible. We suggest that formal contracts between units serve as communication and commitment devices that address coordination and incentive problems within the firm by providing clarity and credibility on the rights allocated to the units in the transaction.

论文原文：Magelssen C, Rich B, Mayer K. The Contractual Governance of Transactions Within Firms[J]. Organization Science, 2022, 33(6): 2226-2249.

8. 企业内部协作和技术网络中心性对员工离职可能性的差异影响

员工在公司内部研发活动中的中心地位如何影响员工向外流动的倾向？这种倾向是否因求职者寻求的工作类型而异:是跳槽到其他公司还是自己创业?我们认为，要回答这些问题，必须区分员工在企业内部协作网络中的中心性和员工在企业内部技术重组网络中的中心性。我们利用1993年至2012年间一家领先半导体公司的企业发明家的简历和专利数据来检验我们的假设。与主流观点相反，我们的竞争风险模型表明，在企业内部协作和技术网络中处于中心地位，因此拥有最多机会的企业发明家不太可能离开当前雇主。然而，在考虑外部就业机会时，他们的偏好有所不同。以合作为中心的人更有可能创业，而不是跳槽到另一个雇主。他们发展人际关系的技能使他们能够吸引新公司所需的有形和无形资源。相比之下，那些技术专长在公司技术重组网络中处于核心地位的发明家更有可能跳槽到另一个雇主，而不是开始新的创业。在一家老牌企业中，他们可以利用自己的技术知识，利用新企业所缺乏的资源。我们的理论强调了员工在尝试利用其内部和外部价值时的权衡，这些价值基于他们在公司协作和技术网络中的位置。

The differential impact of intrafirm collaboration and technological network centrality on employees’ likelihood of leaving the firm

How does an employee’s centrality in intrafirm research and development activities affect the employee’s propensity for outward mobility? Does this proclivity vary by the type of employment the employee seeks: moving to other firms versus founding a new venture? We maintain that, to answer these questions, we must distinguish between an employee’s centrality in the intrafirm collaboration network and the employee’s centrality in the intrafirm technological recombination network. We utilize the curricula vitae and patent data of corporate inventors at a leading semiconductor company between 1993 and 2012 to test our hypotheses. Contrary to prevailing views, our competing risk model indicates that corporate inventors who are central in the intrafirm collaboration and technological network and, thus, have the most opportunities are less likely to leave the current employer. However, when considering external employment opportunities, their preferences vary. Collaboration-central individuals are more likely to start a new venture than to move to another employer. Their skill in developing interpersonal relationships enables them to attract the tangible and intangible resources needed in a new firm. In contrast, inventors whose technological expertise is central to the firm’s technology recombination network are more likely to move to another employer than to start a new venture. In an established firm, they can leverage their technological know-how using the resources that a new venture would lack. Our theory highlights the trade-offs in employees’ attempts to take advantage of their internal and external value based on their position within the firm’s collaboration and technological networks. 

论文原文：Tzabbar D, Cirillo B, Breschi S. The differential impact of intrafirm collaboration and technological network centrality on employees’ likelihood of leaving the firm[J]. Organization Science, 2022, 33(6): 2250-2273.

9. 绿色消失了吗？区域制度逻辑与道德市场中的企业生存

越来越多的学术机构研究道德市场的出现，即为社会和环境问题提供基于市场的解决方案的部门。迄今为止，研究人员主要关注企业进入这些价值导向行业的驱动因素。然而，我们对企业进入市场后的动态或企业在道德市场中生存的决定因素知之甚少。本研究考察了区域制度逻辑（空间约束，社会建构的意义系统，使社区内的特定实践和目标合法化）如何在新兴道德市场中塑造企业生存。使用进入美国绿色建筑供应行业前八年的独特公司面板数据，我们发现：（1）区域市场逻辑通过增加市场采用的积极影响和本地化竞争对企业生存的负面影响来放大市场力量的影响；（2）区域环境逻辑抑制采用和竞争对企业生存的影响；（3）制度复杂性——市场逻辑和亲环境逻辑在一个地区同时存在——抵消了现有企业多元化的传统优势，为新创企业创造了更有效竞争的机会。我们的研究整合了对行业涌现、制度逻辑和企业生存的研究，以解决我们关于道德市场中环境企业家精神的演变和增长的知识中的重要空白。

Green to gone? Regional institutional logics and firm survival in moral markets

A growing body of scholarship studies the emergence of moral markets—sectors offering market-based solutions to social and environmental issues. To date, researchers have largely focused on the drivers of firm entry into these values-laden sectors. However, we know comparatively little about postentry dynamics or the determinants of firm survival in moral markets. This study examines how regional institutional logics—spatially bound, socially constructed meaning systems that legitimize specific practices and goals within a community—shape firm survival in emerging moral markets. Using a unique panel of firms entering the first eight years of the U.S. green building supply industry, we find that (1) a regional market logic amplifies the impacts of market forces by increasing the positive impact of market adoption and the negative impact of localized competition on firm survival, (2) a regional proenvironmental logic dampens the impacts of adoption and competition on firm survival, and (3) institutional complexity—the co-occurrence of both market and proenvironmental logics in a region—negates the traditional advantages of de alio (diversifying incumbent) firms, creating an opportunity for de novo (entrepreneurial entrant) firms to compete more effectively. Our study integrates research on industry emergence, institutional logics, and firm survival to address important gaps in our knowledge regarding the evolution and growth of environmental entrepreneurship in moral markets.

论文原文：Vedula S, York J G, Conger M, et al. Green to gone? Regional institutional logics and firm survival in moral markets[J]. Organization Science, 2022, 33(6): 2274-2299.

10. 寻找灵感：外部流动性和技术内部企业家的出现

最近的学术研究已经确立了几种外部雇佣——相对于用内部候选人来填补一个职位——对公司有害的方式。然而，组织学习理论表明，外部雇佣有利于公司:引入内部人士无法获得或模糊的知识，并将其应用于实验和有风险的重组。与通过招聘和创新学习的研究相一致，我们预测外部招聘比内部招聘有更大的内部创业风险。我们通过对大型科技公司产品经理的研究来验证这一预测。我们通过比较产品经理的职位描述和风险投资支持的科技企业家的创始声明，使用机器学习来操作内部创业。我们的研究设计采用了粗化的精确匹配来平衡产品经理之间的预处理协变量，产品经理在内部和外部确定自己的角色。我们的分析结果表明，外部聘用的产品经理比明显相当的内部聘用的产品经理更具有内部创业精神。然而，我们也发现，内部创业型产品经理的离职率更高，这主要是由外部招聘驱动的。这表明，企业内部招聘可能是一种难以维持的策略。

In search of inspiration: external mobility and the emergence of technology intrapreneurs

Recent scholarship has established several ways in which external hiring—versus filling a role with a comparable internal candidate—is detrimental to firms. Yet, organizational learning theory suggests that external hires benefit firms: by importing knowledge that is unavailable or obscured to insiders and applying it toward experimentation and risky recombination. Accordingly and consistent with studies of learning by hiring and innovation, we predict that external hires are at greater risk of intrapreneurship than internal hires. We test this prediction via a study of product managers in large technology companies. We use machine learning to operationalize intrapreneurship by comparing product manager job descriptions with the founding statements of venture-backed technology entrepreneurs. Our research design employs coarsened exact matching to balance pretreatment covariates between product managers who arrived at their roles internally versus externally. The results of our analysis indicate that externally hired product managers are substantially more intrapreneurial than observably equivalent internal hires. However, we also find that intrapreneurial product managers have a higher turnover rate, an effect that is primarily driven by external hires. This suggests that hiring for intrapreneurship may be a difficult strategy to sustain.

论文原文：Ng W, Sherman E L. In search of inspiration: external mobility and the emergence of technology intrapreneurs[J]. Organization Science, 2022, 33(6): 2300-2321.

11. 抽象与具体：管理者解释如何影响组织控制系统和问题解决

本研究考虑一线管理者的解释如何影响他们对组织问题的概念化，进而影响他们如何激励员工寻找合适的解决方案。根据他们以更抽象或更具体的方式概念化问题，一线经理将在他们用于激励员工进行探索和开发的组织控制机制上有所不同。基于这些关系，我们期望员工实现的解决方案在效率和效果方面有所不同。利用一家公司267个项目的数据库，我们发现，在保持项目属性不变之后，以具体为导向的管理者倾向于使用更多的过程控制，从而引导员工更有效地解决组织问题，而以抽象为导向的管理者倾向于使用更多的结果控制，从而导致更有效地解决问题。当员工参与双向学习时，结果的有效性和效率都得到了提高。这项研究揭示了微观基础对组织结果的重要影响。

Abstract Versus Concrete: How Managers’ Construal Influences Organizational Control Systems and Problem Solving

This research considers how frontline managers’ construal affects their conceptualization of organizational problems, which in turn influences how they incentivize employees to search out appropriate solutions. Depending on whether they conceptualize problems in more abstract or more concrete ways, frontline managers will vary in organizational control mechanisms they use to incentivize their employees to engage in exploration and exploitation. Based on these relationships, we expect the solutions achieved by employees to vary in terms of efficiency and effectiveness. Using a database of 267 projects in a single firm, we find that, after holding project attributes constant, concrete-oriented managers tend to utilize more process controls that lead employees to solve organizational problems more efficiently, whereas abstract-oriented managers tend toward use of more outcome controls that lead to more effective problem solving. When employees engage in ambidextrous learning, both effectiveness and efficiency of outcomes are enhanced. This research sheds light on important microfoundational influences on organizational outcomes.

论文原文：Zhong B, Makhija M V, Morris S. Abstract Versus Concrete: How Managers’ Construal Influences Organizational Control Systems and Problem Solving[J]. Organization Science, 2022, 33(6): 2322-2345.

12. 胜利和等级：过去的表现是团队等级分化的决定因素

当集体试图组织自己以取得成功时，等级制度就出现了。因此，研究的重点是团队层次结构如何影响绩效。我们通过采用另一种选择来扩展现有的等级-绩效关系模型：绩效不仅是等级的输出，也是关键的输入，因为团队的等级差异可能会根据他们是否成功而变化。将剥削和探索的研究与团队归因的研究相结合，我们认为团队通过将他们的归因作为绩效成功的原因来参与剥削。具体来说，集体倾向于将他们的成功归因于在团队中发挥更大影响力的个人；因此，这些人被赋予了相对较高的影响力，导致了更高程度的等级制度。此外，我们还认为，对于以前等级较高（而不是较低）的团队，将更大的影响力赋予被认为是成功原因的成员的倾向更强，因为更高程度的等级分化可以清楚地表明哪些成员对团队结果有更大的影响。我们用参与在线判断任务的团队进行实验，用来自国家篮球协会的团队进行观察，来检验我们的假设。我们的工作有两个主要贡献：（a）通过突出绩效作为层级的输入和输出来改变现有的层级-绩效模型；（b）将对层级动态的研究从个人级别变化扩展到研究是什么因素增加或减少了团队层级分化。

Victorious and Hierarchical: Past Performance as a Determinant of Team Hierarchical Differentiation

Hierarchies emerge as collectives attempt to organize themselves toward successful performance. Consequently, research has focused on how team hierarchies affect performance. We extend existing models of the hierarchy-performance relationship by adopting an alternative: Performance is not only an output of hierarchy but also a critical input, as teams’ hierarchical differentiation may vary based on whether they are succeeding. Integrating research on exploitation and exploration with work on group attributions, we argue that teams engage in exploitation by committing to what they attribute as the cause of their performance success. Specifically, collectives tend to attribute their success to individuals who wielded greater influence within the team; these individuals are consequently granted relatively higher levels of influence, leading to a higher degree of hierarchy. We additionally suggest that the tendency to attribute, and therefore grant more influence, to members believed to be the cause of success is stronger for teams previously higher (versus lower) in hierarchy, as a higher degree of hierarchical differentiation provides clarity as to which members had a greater impact on the team outcome. We test our hypotheses experimentally with teams engaging in an online judgement task and observationally with teams from the National Basketball Association. Our work makes two primary contributions: (a) altering existing hierarchy-performance models by highlighting performance as both an input and output to hierarchy and (b) extending research on the dynamics of hierarchy beyond individual rank changes toward examining what factors increase or decrease hierarchical differentiation of the team as a whole.

论文原文：To C, Yan T T, Sherf E N. Victorious and Hierarchical: Past Performance as a Determinant of Team Hierarchical Differentiation[J]. Organization Science, 2022, 33(6): 2346-2363.

13. 性别、种族与组织中的网络优势

大学和学院经常采取措施招收来自不同人口群体的学生。虽然已有大量研究探讨了这种多元化举措的影响，但人们对某些申请策略在多大程度上可以继续有利于历史上享有特权的群体知之甚少，尤其是经常申请选择性课程的白人男性。在这项研究中，我开始通过调查申请者的性别和种族影响来解决这一差距——这是一种常见的，通常是非正式的，对某些申请人表示支持的网络实践，这被证明可以显著提高申请人的录取机会。我使用了一所美国精英商学院全日制MBA课程申请者和学生的独特数据，首先评估了不同人群的认可优势是否不同。在社会网络、选择和不平等文献的基础上，我确定并检验了三个关键的理论机制，通过这些机制，背景调查过程可能会让白人男性比女性和少数族裔更受益。尽管我在所研究的项目中没有发现证据表明，关键的招生官员对申请认可的重视不同，或者它提供了不同的质量信号，取决于申请人的性别或种族，但我确实发现，白人男性获得申请认可的可能性明显高于女性和少数族裔。最后，我讨论了这项研究对理解性别和种族差异在访问有利（通常是非正式的）网络过程中如何破坏组织实现人口平等和多样性的努力的影响。

Gender, Race, and Network Advantage in Organizations

Universities and colleges often engage in initiatives aimed at enrolling students from diverse demographic groups. Although substantial research has explored the impact of such diversity initiatives, less understood is the extent to which certain application strategies may continue to favor historically privileged groups, especially white men, as they seek admission to selective programs. With this study, I begin to address this gap by investigating the gender and racial implications of application endorsements—a common, often informal, network practice of signaling support for certain applicants that is shown to significantly boost an applicant’s chances of admission. Using unique data on the applicants and matriculants to a full-time MBA program at one elite U.S. business school, I first assess whether the endorsement advantage differs across demographic groups. Building on the social networks, selection, and inequality literatures, I then identify and test three key theoretical mechanisms by which the endorsement process may potentially benefit white men more than women and racial minorities. Although I do not find evidence in the studied program that the application endorsement is valued differently by key admissions officers or that it provides a different quality signal depending on the applicant’s gender or race, I do find that white men are significantly more likely than women and minorities to receive application endorsements. I conclude by discussing the implications of this study for understanding how gender and racial differences in accessing advantageous (often informal) network processes may undermine organizational efforts to achieve demographic equality and diversity.

论文原文: Castilla E J. Gender, Race, and Network Advantage in Organizations[J]. Organization Science, 2022, 33(6): 2364-2403.

14. 机构投资者激进主义和员工安全：激进主义和董事会政治意识形态的作用

尽管先前关于股东激进主义的研究强调了这种激进主义如何在经济上使目标公司的股东受益，但最近的研究也表明，股东激进主义可能在经济上不利于非股东利益相关者，尤其是员工。我们的研究通过探索机构投资者的股东激进主义（即机构投资者激进主义）是否会通过增加工作场所伤害和疾病对员工健康和安全产生不利影响，扩展了这一研究。此外，背离了财务动机的机构投资者激进分子在目标和偏好上是同质的假设，我们调查了机构投资者激进主义对员工健康和安全的影响是否取决于股东激进分子和目标公司董事会的政治意识形态。利用企业层面的数据，我们发现机构投资者激进主义对目标公司的工伤和疾病产生了负面影响，而且这种影响对非自由主义的股东激进主义和董事会非自由主义的公司更强。我们的研究通过强调股东激进主义和董事会的政治意识形态如何影响股东激进主义对利益相关者的影响，以及股东激进主义如何对员工的健康和安全产生不利影响，为股东激进主义研究做出了贡献。此外，我们的论文还对工作场所安全、员工关系管理和人力资本资源的研究做出了贡献，强调了投资者激进分子对公司员工的所有权的不利影响，以及董事会的政治意识形态如何使公司降低这种风险。

Institutional investor activism and employee safety: The role of activist and board political ideology

Although prior research on shareholder activism has highlighted how such activism can economically benefit the shareholders of targeted firms, recent studies also suggest that shareholder activism can economically disadvantage nonshareholder stakeholders, notably employees. Our study extends this research by exploring whether shareholder activism by institutional investors (i.e., institutional investor activism) can adversely affect employee health and safety through increased workplace injury and illness. Furthermore, deviating from the assumption that financially motivated institutional investor activists are homogeneous in their goals and preferences, we investigate whether the influence of institutional investor activism on employee health and safety hinges on the political ideology of the shareholder activist and of the board of the targeted firm. Using establishment-level data, we find that institutional investor activism adversely influences workplace injury and illness at targeted firms and that this influence is stronger for nonliberal shareholder activists and for firms with a nonliberal board. Our study contributes to shareholder activism research by highlighting how the political ideology of shareholder activists and boards affects the impact of shareholder activism on stakeholders and how shareholder activism can adversely affect the health and safety of employees. Furthermore, our paper also contributes to research on workplace safety and the management of employee relations and human capital resources by highlighting the detrimental effect of a firm’s ownership by investor activists on its employees and how the board’s political ideology may enable a firm to reduce this risk.

论文原文：Shi W, Xia C, Meyer-Doyle P. Institutional investor activism and employee safety: The role of activist and board political ideology[J]. Organization Science, 2022, 33(6): 2404-2420.

15. 一个人去还是一起去？单独创业与共同创业的结构分析

本研究超越了先前专注于二元、特定方信任的研究，研究了广义信任的重要性，它不是特定于对手方的，而是来源于更广泛的背景。我们分析了区域层面的广义信任如何影响企业对外部供应商的依赖程度，以及这种依赖对企业绩效的影响。此外，我们还评估了经济衰退对这些关系的影响。我们利用了12个欧洲国家145个地区的广义信任差异，并使用了金融危机之前和期间（2008年至2010年）100多万家中小企业的数据。控制变量的选择采用基于机器学习的双选择方法。我们发现，与低广义信任地区的企业相比，高广义信任地区的企业更多地从外部采购（但在经济低迷时期并未减少外部采购），并在经济低迷时期从外部采购中获得更多收益。

Going alone or together? A configurational analysis of solo founding vs. cofounding

研究和实践表明，合资企业的绩效优于独资企业。然而，很少有研究探讨在何种条件下，单独创业可能比共同创业更可取。结合归纳案例分析和对70家新创业企业的定性比较分析，我们研究了为什么以及如何独自创业的创始人可以与共同创业的同行一样成功。我们发现，成功的独立创始人会战略性地利用一组共同创造者，而不是共同创始人，以独特和意想不到的方式克服责任、保持控制权，并调动资源。本文的主要贡献是提出了创业组织的涌现配置理论。总的来说，我们揭示了对企业家和学者采用配置透镜的更广泛的意义和理论重要性。.

论文原文：Howell T, Bingham C, Hendricks B. Going alone or together? A configurational analysis of solo founding vs. cofounding[J]. Organization Science, 2022, 33(6): 2421-2450.

16. 他资历过高，她高度承诺：关于求职者承诺的资格信号和性别假设

有证据表明，拥有比工作所需更多的资格（即资历过高）会对求职者的结果产生负面影响。然而，对女性资历的不公平折扣和对女性职业承诺的负面假设意味着女性候选人必须大材小用才能获得与男性候选人相同的结果。在两项研究中，实验数据和定性数据提供了支持这一论断的一致证据，表明资历过高影响招聘结果的性别差异是由承诺类型（公司或职业）造成的，这在评估中最为突出。与资历足够的男性相比，资历过高的男性被认为对未来的公司不那么忠诚，因此被录用的可能性也更小。但是，资历过高的女性被认为比合格的女性更致力于自己的事业，因为资历过高有助于克服人们对女性职业承诺的负面假设。资历过高也不会像男性那样降低人们对女性坚定承诺的看法:补充的定性和实验证据表明，招聘经理基于对群体的性别刻板印象，以及对候选人在之前公司遭受性别歧视的经历的假设，会以一种对男性无法做到的方式，为女性资历过高合理化。这些发现表明，女性候选人必须在两个维度（公司和职业）上展示自己的承诺，而男性候选人只需要在一个维度（公司）上展示自己的承诺。综合来看，资历过高对男性和女性求职者结果的影响差异，证明了招聘过程中的性别不平等，这是通过对承诺的性别假设来实现的。

He’s overqualified, she’s highly committed: Qualification signals and gendered assumptions about job candidate commitment

Evidence suggests that possessing more qualifications than is necessary for a job (i.e., overqualification) negatively impacts job candidates’ outcomes. However, unfair discounting of women’s qualifications and negative assumptions about women’s career commitment imply that female candidates must be overqualified to achieve the same outcomes as male candidates. Across two studies, experimental and qualitative data provide converging evidence in support of this assertion, showing that gender differences in how overqualification impacts hiring outcomes are due to the type of commitment—firm or career—that is most salient during evaluations. Overqualified men are perceived to be less committed to the prospective firm, and less likely to be hired as a result, than sufficiently qualified men. But overqualified women are perceived to be more committed to their careers than qualified women because overqualification helps overcome negative assumptions that are made about women’s career commitment. Overqualification also does not decrease perceptions of women’s firm commitment like it does for men: supplemental qualitative and experimental evidence reveals that hiring managers rationalize women’s overqualification in a way they cannot for men by relying on gender stereotypes about communality and assumptions about candidates’ experiences with gender discrimination at prior firms. These findings suggest that female candidates must demonstrate their commitment along two dimensions (firm and career), but male candidates need only demonstrate their commitment along one dimension (firm). Taken together, differences in how overqualification impacts male versus female candidates’ outcomes are evidence of gender inequality in hiring processes, operating through gendered assumptions about commitment.

论文原文：Campbell E L, Hahl O. He’s overqualified, she’s highly committed: Qualification signals and gendered assumptions about job candidate commitment[J]. Organization Science, 2022, 33(6): 2451-2476.

17. 感觉积极，消极，还是两者都有？研究情绪矛盾的自我调节益处

根据自我调节理论，在整个员工的工作生活中，情感在驱动目标导向行为方面起着至关重要的作用。然而，过去的工作在积极和消极情感的影响方面提出了不一致的结果，理论严重依赖于理解每种情感体验的独立、独特的影响。在目前的研究中，我们将情感矛盾的原则与自我调节理论相结合，以研究积极和消极情感的联合体验如何为行为调节带来好处。我们在一个自我监管的环境中检验这些想法，这个环境经常研究情感的好处，并对所有员工在职业生涯中的某个阶段——求职——产生影响。采用以人为本（即基于个人档案）的视角，通过两次内部调查，我们探索了情绪矛盾心理如何通过求职自我调节过程（即元认知策略，努力）与求职成功（即面试邀请，工作邀请）相关。结果表明，在接下来的一周（即在时间t + 1;研究1）和一个月（研究2），在求职者经历情绪矛盾心理（即在时间t时，积极和消极情绪在相似水平上共同经历）后，他们会通过增加求职努力和面试邀请获得更多的工作机会。本研究讨论了在组织学术中研究情感矛盾心理的理论和实践意义。

Feeling positive, negative, or both? Examining the self-regulatory benefits of emotional ambivalence

According to self-regulation theories, affect plays a crucial role in driving goal-directed behaviors throughout employees’ work lives. Yet past work presents inconsistent results regarding the effects of positive and negative affect with theory heavily relying on understanding the separate, unique effects of each affective experience. In the current research, we integrate tenets of emotional ambivalence with self-regulation theories to examine how the conjoint experience of positive and negative affect yields benefits for behavioral regulation. We test these ideas within a self-regulatory context that has frequently studied the benefits of affect and has implications for all employees at one point in their careers: the job search. Adopting a person-centered (i.e., profile-based) perspective across two within-person investigations, we explore how emotional ambivalence relates to job search success (i.e., interview invitations, job offers) via job search self-regulatory processes (i.e., metacognitive strategies, effort). Results illustrate that the subsequent week (i.e., at time t + 1; Study 1) and month (Study 2) after job seekers experience emotional ambivalence (i.e., positive and negative affect experienced jointly at similar levels at time t), they receive more job offers via increased job search effort and interview invitations. Theoretical and practical implications for studying emotional ambivalence in organizational scholarship are discussed.

论文原文：Gabriel A S, Butts M M, Chawla N, et al. Feeling positive, negative, or both? Examining the self-regulatory benefits of emotional ambivalence[J]. Organization Science, 2022, 33(6): 2477-2495.

18. 善变的人群：文化市场中质量评价的强化与矛盾

我们阐明了在业余鉴赏家评价产品的文化市场中，两种看似矛盾却被广泛观察到的倾向发生的条件——对先前共识的强化和对同一共识的矛盾。我们从先前工作的见解出发，即实现“区别”需要评估者展示出具有更高辨别技能的品味，以及被他人认可为合理的标准。基于此，我们认为，评估者会加强之前对产品的评估，以证明他们与同行拥有相同的质量标准，但他们会选择性地降低广受好评的产品，从而与之前的评估相矛盾，因为这样做会让评估者看起来比他们的同行品味更复杂。我们使用业余鉴赏家公开评估啤酒的在线平台上的166万条评论来检验这个描述。我们的分析支持一个内生模型，解释了何时以及为什么最新评估者的评估可能会与原来的评估相矛盾，这个原来的评估是以往的评估群体在以往的质量标准下就已经完成了的。

The Fickle Crowd: Reinforcement and Contradiction of Quality Evaluations in Cultural Markets

We clarify conditions under which two seemingly contradictory yet widely observed tendencies occur in cultural markets where amateur connoisseurs evaluate products—reinforcement of previous consensus and contradiction of that same consensus. We start from prior work’s insight that achieving “distinction” requires that evaluators display tastes demonstrating higher skills of discernment and standards that are acknowledged as legitimate by others. Based on this, we argue that evaluators reinforce prior evaluations of products to demonstrate that they share the same quality standards as their peers, but they selectively contradict prior evaluations by downgrading widely acclaimed products, because doing the latter makes the evaluator appear to have even more sophisticated tastes than their peers. We test this account using 1.66 million reviews from an online platform where amateur connoisseurs publicly evaluate beers. Our analyses support an endogenous model explaining why and when evaluators may contradict existing evaluations even though a group plausibly sharing the same quality standards may have established such evaluations in the first place.

论文原文：Kim M, DellaPosta D. The Fickle Crowd: Reinforcement and Contradiction of Quality Evaluations in Cultural Markets[J]. Organization Science, 2022, 33(6): 2496-2518.

19. 建立在线社区的地位

我们认为，行为者获得认可的行为随着层级的提升而变化。当参与者第一次进入社区时，社区会因为他们对社区做出的更容易评估的贡献而奖励他们。然而，最终，随着这些行动者地位的提高，他们的地位的进一步提高越来越多地来自于他们从事的更加难以评估甚至无法判断的行动。这些动态产生了一个积极的反馈循环，在这个循环中，那些已经获得了一定地位的人通过质量模糊的行动获得了更大的地位。我们提供了来自Stack Overflow（一个在线社区）和两个在线实验的证据，这些证据与这些预期的模式一致。

Building Status in an Online Community

We argue that the actions for which actors receive recognition vary as they move up the hierarchy. When actors first enter a community, the community rewards them for their easier-to-evaluate contributions to the community. Eventually, however, as these actors rise in status, further increases in stature come increasingly from engaging in actions that are more difficult to evaluate or even impossible to judge. These dynamics produce a positive feedback loop, in which those who have already been accorded some stature garner even greater status through quality-ambiguous actions. We present evidence from Stack Overflow, an online community, and from two online experiments consistent with these expected patterns.

论文原文：Smirnova I, Reitzig M, Sorenson O. Building Status in an Online Community[J]. Organization Science, 2022, 33(6): 2519-2540.

↓↓↓