Abortion Restriction Laws and Mobility of Scientists
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.
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
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.
Technology (Non-) Emergence: The Role of (Mis-)Alignment of Uncertainty Dimensions In Alternative Solar Technology Trajectories
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.
Flying High or Crashing Down: Pre-Entry Knowledge and the Distribution of Startup Performance
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.
Setting Higher Referral Targets Increases the Number of Women Recommended: Evidence From the Field and Lab
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).
Advisor-Advisee Research Overlap and Its Implications for Scientists’ Early-Career Performance in the U.S.
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.
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.