The referral penalty: Decreased perceptions of merit undermine helping behavior towards referred employees
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.
Should I Stand Up for My Mistreated Colleague? When and Why High-Status Team Members Stand Up for Their Coworkers
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.
Does earnings management matter for strategy research?
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.
Breaking ceilings: Debate training promotes leadership emergence by increasing assertiveness.
To date, little is known about what interventions can help individuals attain leadership roles in organizations. To address this knowledge gap, we integrate insights from the communication and leadership literatures to test debate training as a novel intervention for leadership emergence.
Status-Amplified Deterrence: Paul Manafort’s Prosecution Under the Foreign Agents Registration Act
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.
Conflicted About Coworkers: How Coworker Support Influences Engagement After Status Loss
People's needs for status and support are theoretically distinct, yet little research has considered how people cope with having one but not the other. We examine how people react to losing status as a function of whether they typically perceive their coworkers as supportive. Although social support is documented as a resource people can draw on to cope with failure at work, we argue that in the case of failures that implicate status (i.e., status loss), experiencing these events in a more supportive work group may not aid recovery and reengagement.
The Theory-Based View and Strategic Pivots: The Effects of Theorization and Experimentation on the Type and Nature of Pivots
We examine how formalization in cognitive processes (theorization) and evidence evaluation (experimentation) influence the type (frequency and radicalness) and nature (impetus, clarity, and coherence) of entrepreneurial pivots. We use a mixed-method research design to analyze rich data from over 1,600 interviews with 261 entrepreneurs within a randomized control trial in London.