Nondisclosure agreements and externalities from silence
How do contractual restrictions on worker voice affect information flows about employers? We develop a framework in which the legal risk from violating a nondisclosure agreement (NDA) reduces the willingness of workers to share negative information, making it more difficult for high-road employers to differentiate themselves to workers. Empirical support for these ideas comes from studying the relationship between NDA use and the content of Glassdoor reviews after three states prohibited employers from using NDAs to conceal unlawful conduct.
From Hypothesis Testing Towards Inference to Best Explanation: A PEEBI Testimonial Structure for Abductive Studies in Strategy
Though scholars employ abduction, there is no agreed-upon structure to reporting their findings. Moreover, the traditional hypo-deductive reasoning structure does not align with the epistemology of abduction.
An Unattainable Emotional Advantage? Supervisors' Perceptual Biases in the Relationship Between Emotional Understanding Ability and Performance Ratings for Female Employees
Empathy is increasingly valued at workplaces as it facilitates interpersonal relationships, collaboration, and team functioning. Accordingly, organizations increasingly observe and recognize employees' emotional understanding (EU) ability—a key foundation of empathy—as an important dimension of individual merit in performance evaluations. We note that, however, supervisors' gender stereotypes may constrain whether EU ability is recognized properly, particularly for female employees.
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.
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).