There are many complex reasons for the underrepresentation of women among executive ranks, both on the supply side (that is, women opting out of the executive track or career experiences that put t...

We advance a socio-cognitive explanation of the grouping of a firm's activities into distinct divisions, each responsible for a specific set of activities. We argue that categorization creates expe...

Decisions in organizations are often made by individuals acting as members or representatives of teams, and such decisions may be unduly influenced by the preferences of people outside their teams....

According to family business theory and practice, family firms often face a paradoxical tension between their anchorage to the past and the need to renew and innovate to remain competitive, which o...

A growing body of research has examined the construct of bottom-line mentality (BLM), which captures a tunnel vision focus on securing bottom-line outcomes to the disregard of competing work priori...

This conceptual paper presents the analytical theory of agency (ATA), an overlooked philosophical approach to the concept of action, to develop its theoretical basis in routines research in which t...

A substantial proportion of the workforce experiences financial precarity, which is defined as persistent concern about one's personal financial welfare. Research suggests that financial precarity ...

The presenter's paradox is a phenomenon wherein adding low-value information alongside high-value information reduces the overall effectiveness of communication. This is because receivers tend to e...

Supervisors directly influence employees’ perceptions of supervisor justice and subsequent supervisor-supportive behaviors by displaying just treatment through ongoing work interactions. Using a tw...

Although emerging actor-centric research has revealed that performing morally laden behaviors shapes how employees behave subsequently, less is known about what work behaviors may emerge following ...

Extensive research shows that atypical actors who defy established contextual standards and norms are subject to skepticism and face a higher risk of rejection. Indeed, atypical actors combine feat...

Many institutional investors are active political donors, but the impact that their political partisanship has on corporate practices and policies has mostly eluded academic examination. As politic...

We conduct a theory-guided review of the literatures on public–private partnerships and grand challenges (GCs). We adopt an organization design approach to review and identify constructs in public–...

In this study we explore whether celebrity CEOs use certain types of language that affect stakeholders’ perceptions more than noncelebrity CEOs do during earnings calls. We focus specifically on th...

Research shows that CEOs who are sensitive to maximizing gains (promotion focus) engage in more socially oriented initiatives, while CEOs who are sensitive to avoiding losses or harm (prevention fo...

Existing research on intrateam helping has predominantly taken a positive view on its impact on teams, overlooking the potential negative consequences that helping may elicit. To account for diverg...

Despite the rapid growth of research on organizational sensemaking and an acknowledgment of the critical role of language in the sensemaking process, the literature on sensemaking and language is f...

The strategy-by-doing perspective argues that firms operating in highly dynamic environments can benefit from taking strategic actions in lieu of advance planning because such actions have learning...

Employees with disability-related communication impairment often experience isolation from professional connections that can negatively affect their careers. Management research suggests that havin...

Questions about whether candidate perceptions of recruitment and selection practices “matter” have been raised for decades. This study tackles such questions by developing a new theoretical framewo...

Research on the antecedents of organizational identification (OI), individuals’ sense of oneness with the organization, has developed over time with four major categories: organizational characteri...

Although management research on work-life flexibility policies has occurred for over 40 years, it is underdeveloped with inconsistent results. We argue that this is due to theorizing that—but not m...

We update the literature on corporate attempts to influence political actors, and thereby shape their governmental outcomes. Doing so allows us to recognize where the field has advanced, where it h...

For decades, scholars and managers alike have shared a sustained interest in harnessing the talents of high-performing employees primarily due to their disproportionate contributions. An emerging r...

Corporate political connections (CPCs)—ties that firms forge with political actors—directly affect firms, political actors, and various stakeholders in societies. This topic has been studied extens...

This study examines whether and when, in a stigmatized industry, firms’ negative publicity can lead to the appointment of their CEOs to the boards of directors of other firms within that sector. Bu...

We advance research on narcissism in the workplace by examining the effects of coworker narcissistic rivalry on focal employee emotional states and behavioral intentions. We rely on social function...

Although coping with an abusive boss can be psychologically demanding, those who suffer from leader abuse often stay in these unpleasant relationships, actively managing the way they are viewed in ...

Virtual work arrangements, whereby dispersed employees interact with each other using technology-mediated communication, can both positively and negatively impact their psychological well-being. Ye...

Leaders may engage in abusive behaviors due to impulsive or strategic drives, but it is unclear whether impulsive and strategic abuse can be differentiated and if they have distinct outcomes. The c...

How can work be accomplished while sustaining the human capital that enables it? To date, research on this question has been piecemeal and indirect with different literatures and paradigms offering...

The role of social class in organizations is a fledgling area of research that is revealing important insights into the causes of organizational behavior and workplace outcomes. To extend pioneerin...

Growing interest in network dynamics has led to insights about patterns of network change, drivers of tie formation, and the temporal unfolding of the consequences of networks. To this area of inqu...

As private equity’s financial heft and influence on the business landscape has intensified, so too has scholarly interest in the phenomenon. We review recent progress in private equity research, wi...

Research on how shareholders influence the interests of stakeholders has proliferated in recent years, at pace with the active debate on the merits of “stakeholder capitalism.” This research has so...

Strategic rhythms concern how managers intentionally organize strategic activities by mapping them to the time continuum in hopes of improving a firm's long-term prospects. We develop a clear conce...

Entrepreneurial action can be directed toward identifying, generating, and exploiting potential business opportunities that can cause harm to others. Over and above the “rules of the game” of the e...

The COVID-19 pandemic has disrupted nearly every boardroom in the world. However, neither the extant leadership literature nor the corporate governance literature offers succinct guidance on what c...

Our research extends past envy research by considering how envy and gender congruence shape interpersonal dynamics at the dyadic level and their bottom-up effects for team performance. Integrating ...

Few studies have focused on how power influences an idea receiver's endorsement of creative ideas. By integrating associative evaluation theory with insights from the power literature, we identify ...

Organizational programs and policies are important facilitators of employees’ career development. However, organizations face a developmental paradox: Their career-aiding programs and policies migh...

Organizational autonomy is a fundamental organizational design choice that holds a central position in management theories and practice. To date, this construct has suffered from definitional vague...

As organizations have increasingly prioritized the inclusion of sexual minorities, there has been a proliferation of studies examining the ways by which organizations can foster environments that e...

In this paper, we bring to the fore the role of relationships in serial acquirers. Through an in-depth, qualitative, longitudinal study, we explore how engaging in sequential and overlapping proces...

Recent research has shown that a CEO's personal experiences in his or her early days have an influence on his or her decision-making as an executive later on. Our study extends this emerging stream...

This study reviews several decades of research on the topic of executive background, defined here as the total of an executive's “experience, knowledge, and education.” We consider work from both m...

Previous research has predominantly regarded self-sacrificing leaders as role models that can drive desirable outcomes. We challenge this notion and demonstrate the dual effects of self-sacrificial...

To date there has been little systematic organization of the extensive literature on the processes and mechanisms shaping social relationships in and around organizations. In an analysis of 372 stu...

Sports contexts are increasingly used in management research to test and develop theory and explore managerially relevant phenomena. This growth in publications is likely driven by a series of adva...

Although the functional effects of turnover have been argued from the earliest research in the field, empirical evidence so far supports a general negative effect on unit performance, and attempts to explore its potential benefits are scarce. It has been argued that one reason for the absence of positive effects has to do with a lack of specificity of the turnover construct. The present study focuses

This article examines the hidden nature of mental illness in the workplace and the resulting inequities. We examine inequities that may occur when mental illness is known to others and when it is concealed in the workplace. When mental illness is known to others, assumptions about capabilities, dangerousness, validity of mental illness, and the health consequences of work can drive a variety of employment

Despite the popularity of not-for-profit organizations (NFPs) as a research topic, existing comprehensive reviews are rather limited, resulting in a large body of literature that lacks integration. In this review, we summarize prior research on NFPs, focusing on four key differences between for-profit organizations and NFPs: organizational goals, financial resources, human resources, and leadership

A great deal of research on entrepreneurial exit focuses on the potential challenges entrepreneurs may face when launching a new venture, but very little is known about those who choose to re-enter the traditional workforce. It is commonly assumed that an entrepreneur can always “go back to work,” however, it is unclear how recruiters evaluate entrepreneurial experience early in the selection process

This study extends current knowledge on competition and corporate defense by investigating how firms transfer risk in response to their firm-specific multimarket and structural competitive conditions. Drawing on the theory of multimarket competition, we propose an inverted U–shaped relationship between multimarket competition and risk transfer. We also propose that, for the sake of gaining a competitive

Characterized as an employee's ability to fully and meaningfully contribute to work units or organizations (Mor Barak & Cherin, 1998), inclusion incorporates opportunities to significantly influence positive change in core work processes and to have that influence valued by others. Despite an increasing emphasis on inclusion as a strategy for valuing and integrating diversity into the formal and informal

This study examines the relationship between the degree of external social and environmental regulatory pressures and firms’ integration of corporate social responsibility (CSR) criteria into executive compensation contracts. Building on the notion that firms operate in settings in which external regulatory pressures and internal corporate governance conditions interact, we investigate how internal

Despite evidence on the increasing centrality of moral approaches to leadership for extant employees, management research provides little guidance on whether and how prospective employees come to draw conclusions about such leadership in their employer choice. Therefore, this paper integrates authentic leadership into signaling theory to identify CEO sociopolitical activism—a public and costly expression

Unit human capital resources (HCRs) are positively associated with unit performance and developing them is vital to sustaining unit performance. Yet, extant research has focused primarily on formal human resource methods of developing individual and group capacities (e.g., training) and given lesser attention to on-the-job mechanisms and processes impacting unit HCRs. We advance a theoretical framework

Bradach and Eccles (1989) identified three distinct forms of plural governance that prevail in business practice: franchising, dual distribution, and concurrent sourcing. Despite the underlying commonality of these forms—organizing an economic activity through multiple governance modes—each form has spawned its own stream of theoretical and empirical research, with relatively little cross-stream knowledge

Although overconfidence is acknowledged as one of the most common managerial decision-making biases, much uncertainty remains about its implications for firm performance. To resolve this uncertainty, we investigate how and why CEO overconfidence is related to firm performance using meta-analytic techniques on a sample of 199 studies. In particular, relying on behavioral decision theory, we develop