Key Areas of Research
Abortion Restriction Laws and Mobility of Scientists
Strategic Management Journal
We track the enactment of targeted regulation of abortion providers (TRAP) laws in the U.S. and analyze 4.98 million person-year mobility records for 535,568 biomedical scientists from 1990 to 2018. Our estimations reveal a 0.8-1.6 percentage-point increase in scientists’ relocation probability after states enacted abortion-restrictive laws, with substantially stronger effects among junior scientists (1.6-3.9 percentage points). Anti-abortion states also became less likely to be chosen as relocation destinations, particularly by higher-quality scientists. These responses appear driven by ideological misalignment and research-related concerns in fields affected by abortion-related regulation. We further find that states that have adopted TRAP laws experienced declines in scientific research quality, federal research funding, and patenting in relevant technological fields and among local firms.
Beril Yalcinkaya, postdoc, The Wharton School, University of Pennsylvania; Waverly W. Ding, Associate Professor of Strategy and Entrepreneurship, R.H. Smith School of Business, University of Maryland;
If We Build It, We Will Come: Strategies for Developing Academic Institutions and the Evolution of Career Choices by Top Talent During Japan’s Industrialization
CJEB Columbia University Working paper series
Modern day economies rely on academia—with its focus on generating new knowledge and training future work forces—as a critical complement to industry in contributing to endogenous growth. How well academia performs this role, however, depends on its ability to recruit and retain talented faculty who have lucrative alternative options in industry; moreover, such allocation of talent in academia vs. industry is conditioned by path-dependencies in the evolution of these sectors. We complement existing literature that has focused on factors in mature scientific labor markets by examining the endogenous evolution of academic institutions concurrent with industrialization in Japan during the turn of the 20th century. Our study combines historical methods with estimation of a dynamic occupational choice model and utilizes unique data on the census of university-educated engineers from the first 40 cohorts since the inception of higher technical education in Japan. The historical analysis reveals systematic shaping strategies to build institutions that catered to both monetary and non-monetary preferences, and the quantitative estimations highlight that the latter were particularly important in academia disproportionately attracting top talent in later cohorts, despite an increasing pay gap with industry.
Takuya Hiraiwa, Serguey Braguinsky, Rajshree Agarwal, University of Maryland Smith School
Technology (Non-) Emergence: The Role of (Mis-)Alignment of Uncertainty Dimensions In Alternative Solar Technology Trajectories
Organization Science
We examine industry and technology (non-) emergence by integrating actor-centric and systems perspective literature streams. We use historical methods to analyze rich data tracking investments by actors spanning private, public and academic sectors in the solar PV context. The industry took several decades after commercialization to emerge; moreover silicon and thin film technologies experienced divergent fates despite firm takeoff. By uncovering critical interdependencies across activities by different actors, we show that while attention by all actors to developing various elements of technological systems is necessary for emergence, it may not be sufficient. The industry emerged after activities by technology producers, industry associations and government agencies ensured stable institutional support that stimulated latent demand (by utilities and end consumers) and created reinforcing loops among activities by technology producers and research institutes for solar technologies to become a viable alternative to fossil fuels. Moreover, silicon experienced additional reinforcing loops in demand side and supply-side ecosystems, wherein technology producers and equipment manufacturers leveraged adjacent mature supply chains to meet demand-side scale and reliability requirements in fast growing markets. In contrast, thin film experienced balancing loops wherein nascent, firm-specific supply side alliances could not address these demand side needs. These findings showcase how dominant designs may emerge even when there is no ex-ante competitive dynamics among technology producers: while silicon may have benefited from first mover advantage at the technology level, our study highlights that ecosystem first mover advantages of silicon relative to thin film were particularly salient in their divergent fates.
Guerra, M. (Bayes Business School) & Agarwal, R. (Maryland Smith)
Flying High or Crashing Down: Pre-Entry Knowledge and the Distribution of Startup Performance
Strategic Management Journal
We examine variation in high-technology startups’ performance based on founders’ pre-entry experiences by developing a formal model and using confidential employee-employer linked microdata from the United States to examine the empirical consistency of the model propositions. The model posits that relative to insiders, a lack of industry-specific experience creates greater epistemic uncertainty regarding optimal business models at time of entry for outsiders and thus, higher post-entry adjustment costs associated with necessary pivots. Consequently, outsiders have a higher selection threshold for the value creation potential of the underlying technical ideas. Together, these mechanisms yield propositions that relative to insiders, outsiders have lower odds of survival on average, but higher growth and probability of being acquired. The empirical results indicate strong and robust support for these propositions.
Agarwal R. (Maryland Smith) Carnahan, S., (Wash. U. at St. Louis) Campbell, B. (Ohio State University), and Choi, J. (Federal Reserve
Setting Higher Referral Targets Increases the Number of Women Recommended: Evidence From the Field and Lab
Journal of Applied Psychology
Women continue to be underrepresented in numerous occupations and in the highest echelons of many organizations. This may be due, in part, to disadvantages they face in referral-based hiring and promotion processes. We propose a low-cost and easily scalable intervention to boost referrals of women in male-dominated contexts: requesting a greater target number of referrals (e.g., at least four instead of at least two referrals). Across six experiments (including two field experiments embedded in an organization’s referrals process), requesting double the number of referrals increased the number of women referred by 17%-88%. Our intervention provides a versatile, low-cost, and low-risk option for managers and leaders looking to recruit from the full range of talent available to them.
Aneesh Rai (Assistant Professor, University of Maryland, College Park); Erika Kirgios (Assistant Professor, University of Chicago); Brian Lucas (Associate Professor, Cornell University); Katherine Milkman (Professor, University of Pennsylvania)
Advisor-Advisee Research Overlap and Its Implications for Scientists’ Early-Career Performance in the U.S.
Organization Science
A genealogical training process, in which senior (advisor) scientists engage in cross-generational transfer of skills and knowledge to junior (advisee) scientists is one of the core organizational features of modern science. In this paper, we examine the consequences of the tension faced by all junior scientists: to build upon an advisor’s skills or to strike out on one’s own? We study the implications of advisor-advisee research overlap for emerging scientists’ performance by constructing a novel, bibliometric-record-based dataset on 15,271 U.S. biomedical scientists (advisees) who were trained in 7,924 PI advisors’ labs between 1972 and 2009. We assessed the junior scientists’ performance in the first ten years of their careers as independent PIs. Tests across multiple research-overlap measures and model specifications reveal a consistently positive relationship between maintaining a higher degree of proximity to advisor’s research areas and the junior scientist’s early-career funding and publication performance. However, evidence is weak regarding scientific impact and non-existent regarding research disruptiveness. We further test how advisor status moderates the research overlap-performance relationship using both a large-sample analysis comparing the performance of academic siblings, and a more stringent difference-in-difference analysis leveraging the exogenous timing of the status elevation events experienced by the advisor scientists when they receive major scientific awards. Both tests yield consistent evidence that the positive relationship between advisor-advisee research overlap and advisee’s early-career performance is reduced as the advisor’s status increases. Taken together, these findings provide a more complete understanding of how advisor-advisee relationships shape new scientists’ performance during early careers.
Waverly W. Ding
Associate Professor of Strategy and Entrepreneurship
R.H. Smith School of Business
University of Maryland
Christopher C. Liu*
Associate Professor
Lundquist College of Business
University of Oregon
Andy (Seungho) Back*
University of Hong Kong
Beril Yalcinkaya
Wharton School
University of Pennsylvania
The referral penalty: Decreased perceptions of merit undermine helping behavior towards referred employees
Journal of Applied Psychology
Employee referrals are commonly used by organizations due to their numerous benefits. However, it remains unclear how organizational incumbents, who are uninvolved in the hiring process, perceive and react to referral beneficiaries. Although traditional views suggest that the presence of a referral signals merit, incumbents’ perceptions may differ. We theorize that incumbents are more likely to perceive referral beneficiaries as less merited than non-referred employees, due to perceived legitimacy concerns stemming from a simplified view that reliance on network contacts de facto compensates for lower qualifications. Drawing on equity theory, we then theorize that low merit perceptions lead to less positive and more negative behaviors towards referral beneficiaries, as an attempt to restore the equilibrium between beneficiaries’ perceived inputs (e.g., driven by perceived lower merit) and outputs (e.g., being on payroll). Sampling employees from industries in which referrals are normative (Study 1a) and from a cultural context that is positively predisposed toward referrals (Study 1b) confirmed our theorizing. In a subsequent study, aiming to enhance the generalizability of our findings, we found supporting evidence for perceived equity violations, leading incumbents to engage in corrective behaviors toward referral beneficiaries (Study 2). Finally, testing our hypotheses more conservatively, we found that negative attributions toward referral beneficiaries persisted even when the referred employees had demonstrated high performance, thereby underscoring the robustness of our findings (Study 3). This paper elucidates important unintended consequences of one of the most popular hiring methods - employee referrals - and draws implications for both theory and practice.
Tomova Shakur, Teodora, Texas Christian University and Derfler-Rozin, Rellie, University of Maryland
Should I Stand Up for My Mistreated Colleague? When and Why High-Status Team Members Stand Up for Their Coworkers
Organizational Behavior and Human Decision Processes, January 2026
Supervisory mistreatment has adverse consequences for its victims. Coworkers, as observers, can shape victims’ experiences by standing up for them. Yet doing so entails the risk of supervisory retaliation. High-status coworkers should be well-positioned to stand up for victims as they have greater social capital at work. However, such retaliation risks may loom large for them because they are highly motivated to protect what they have. Thus, prior research reports both positive and negative links between status markers and various forms of standing up. We suggest that these inconclusive findings stem from examining individuals’ status only within a single domain (e.g., work) while neglecting how their standing in other groups may shape their experiences in that focal domain. Building on status inconsistency theory (Lenski, 1954) and the concept of status portfolios (Fernandes et al., 2021), we argue that status variance (i.e., inconsistency of status across groups) shapes how high-status employees react to mistreatment. Specifically, we hypothesize that high-status employees with high (compared to low) status variance will experience greater fear of retaliation and reduced willingness to stand up. We argue that this occurs because they perceive their status portfolios as unstable and become more vigilant in protecting their elevated standing at work. Four complementary studies provided support for our hypotheses. We discuss implications for research on bystander intervention, supervisory mistreatment, and status.
Gencay, Oguz, PhD., Bilkent University., Derfler-Rozin, Rellie, PhD. University of Maryland, Arman, Gamze, UWE Bristol
Does earnings management matter for strategy research?
Strategic Managment Journal, August 2025
Strategic management research often uses accounting data, despite well-known concerns that earnings management could obscure the link between actual and measured performance. We apply methods from the econometric literature on bunching to estimate that around 15 percent of firm-year observations in Compustat manipulate accounting earnings to achieve profitability. We show that cash-based performance measures are less susceptible to manipulation and that the choice of accrual versus cash-based measures “matters” for two classic strategy research questions: a decomposition of ROA variance and an analysis of persistence in firm performance. These findings underscore the importance of robustness testing and contribute to an emerging literature that reconsiders the link between theoretical constructs and empirical performance measures.
Gibbs (Purdue), Simcoe (Boston U), and Waguespack (Maryland)
Status-Amplified Deterrence: Paul Manafort’s Prosecution Under the Foreign Agents Registration Act
Organization Science, September 2025
Social control agents often struggle to deter organizational deviance. We propose a theory of “status-amplified deterrence” wherein enforcement’s deterrent effects are amplified when carried out against high-status organizational actors. First, this enforcement is interpreted as willingness and ability for far-reaching enforcement. Next, amplified deterrence occurs as these episodes become widely known through (1) extensive media coverage and (2) the marketing efforts of third-party compliance advisors. We examine this theory in the context of the U.S. Department of Justice’s enforcement against Paul Manafort for violating the Foreign Agents Registration Act (FARA). Using a difference-in-differences design, we demonstrate that enforcement against Manafort caused a widespread, sustained, and economically significant reduction in FARA noncompliance. We show supplementary evidence consistent with the idea that deterrence was amplified in significant part by media attention and by law firms referencing the episode while successfully marketing FARA advisory services. We contribute to literature illuminating how organizations, in conjunction with third-party compliance advisors, adjust deviant activities in response to shifting regulatory environments.
Reuben Hurst, Jin Hyung Kim (George Washington University) and Jordan Siegel (University of Michigan)