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��ࡱ�>�� r�)�bjbj�.�.2��d�g�d�gx ��66��8��$�os�� r�r�r�r�r�r�r$uu�xfs� s��4)s &��r �r��-"��0(�r?s0osqxxvqxv3qx��ot ss�b os ��qx 6b�: organization science volume 35, issue 3, may/jun 2024 1. title: mobile money as a stepping stone to financial inclusion: how digital multisided platforms fill institutional voids. authors: agarwal, aparajita; assenova, valentina a. abstract: the literature on institutional voids examines how intermediaries, such as business groups and business incubators, address such voids in emerging economies. however, it remains unclear whether and how digital multisided platforms fill these voids given their unique features. this study focuses on mobile money platforms, which allow users without bank accounts or credit cards to perform financial transactions. we propose that these platforms fill institutional voids in three ways by (i) enabling data-based certification, (ii) providing unified access to distributed services, and (iii) scaling through network effects to reach previously excluded market participants. we argue that these novel mechanisms enable mobile money platforms to expand credit access to end users from formal financial institutions and thereby act as stepping stones to financial inclusion. our analysis is based on a difference-in-difference design that leverages regulatory changes that allowed nonbanks to operate as mobile money operators and data from a representative random sample of 151,771 individuals in 78 countries. we supplement our quantitative analysis with rich, hand-collected qualitative evidence to illustrate the mechanisms underlying our findings. 2. title: mobilizing conceptual spaces: how word embedding models can inform measurement and theory within organization science. authors: aceves, pedro; evans, james a. abstract: word embedding models are a powerful approach for representing the multidimensional conceptual spaces within which communicated concepts relate, combine, and compete with one another. this class of models represent a recent advance in machine learning allowing scholars to efficiently encode complex systems of meaning with minimal semantic distortion based on local and global word co-occurrences from large-scale text data. although their use has the potential to broaden theoretical possibilities within organization science, embeddings are largely unknown to organizational scholars, where known they have only been mobilized for a narrow set of uses, and they remain unlinked to a theoretical scaffolding that can enable cumulative theory building within the organizations community. our goal is to demonstrate the promise embedding models hold for organization science by providing a practical roadmap for users to mobilize the methodology in their research and a theoretical guide for consumers of that research to evaluate and conceptually link embedded representations with theoretical significance and potential. we begin by explicitly defining the notions of concept and conceptual space before proceeding to show how these can be represented and measured with word embedding models, noting strengths and weaknesses of the approach. we then provide a set of embedding measurements along with their theoretical interpretation and flexible extension. our aim is to extract the operational and conceptual significance from technical treatments of word embeddings and place them within a practical, theoretical framework to accelerate research committed to understanding how individuals, teams, and broader collectives represent, communicate, and deploy meaning in organizational life. 3. title: inter-unit executive redeployment in multiunit firms: evidence from korean business groups. authors: chang, sea-jin; kim, young-choon; park, sangchan. abstract: building on the literature on resource reconfiguration theory, we formulate a new theoretical framework that explains how executive redeployment within a diversified firm transfers different types of human capital embodied in executives to different units facing specific business challenges. in the empirical context of korean business groups, we find that executives with unit-specific human capital, like turnaround experience, competitive experience, and international expansion experience, are redeployed to units with corresponding business challenges like financial difficulties, intensifying competition, and early-stage international expansion, respectively. we also show that executives with unit-generic human capital, like corporate management practices and interunit coordination experiences, are redeployed to younger units seeking to establish corporate-level policies and practices. additional analyses also show that the value of firm-specific human capital in driving the redeployment of executives is contingent on their functional orientation and seniority. 4. title: the radical flank revisited: how regulatory discretion shapes the effectiveness of social activism on business outcomes. authors: grandy, jake b.; hiatt, shon r. abstract: although scholarship has highlighted how stakeholders can influence business outcomes, few studies have examined how simultaneous, different tactics interact to impact firms. critical to understanding this interaction is the radical flank effect, which asserts that the moderate and radical elements of social activist tactics can interact to either enhance or diminish a movement's ability to accomplish its goals. however, research is unclear about when and whether the radical flank effect enhances or diminishes activist influence, nor has it empirically analyzed factors that influence the direction of the effect. to address these limitations, we explore one such factor�regulatory agency discretion, or regulators' flexibility to interpret and implement public policies. drawing on management and political sociology studies, we argue that discretion affects the salience of regulatory accountability to the public and thereby alters the radical flank effect on business outcomes in regulated markets. we analyze stakeholder opposition to u.s. hydroelectric power facilities from 1987 to 2019. the results show that high discretion enhances the radical flank effect and detrimentally affects business outcomes, whereas low discretion reverses the radical flank effect and favorably affects business outcomes. 5. title: the company she seeks: how the prismatic effects of ties to high-status network contacts can reduce status for women in groups. authors: yu, siyu; shea, catherine. abstract: women experience chronically inferior returns in organizations. one common recommendation is to form instrumental network ties with high-status others in groups. we integrate research on social status, social perceptions, and gender issues in social networks to suggest that, despite the theoretical and empirical appeal of this approach, instrumental ties to high-status network contacts (versus ties to lower-status network contacts) in groups may incur hidden social status costs for women in intragroup status-conferral processes. instrumental ties to high-status network contacts may be perceived as a sign of agency of the focal person, which violates feminine gender norms. women with these high-status network contacts in groups may therefore be perceived as less communal, thus subsequently lowering their status in the eyes of other group members compared with women with lower-status network contacts. studies 1�4, across cross-sectional, longitudinal, and experimental designs, support our model. study 5 suggests that signaling a group-oriented goal may mitigate the interpersonal, social perceptual costs of instrumental ties to high-status network contacts for women. the effect of ties with high-status network contacts for men is relatively inconsistent. this research reveals a potential social-network dilemma for women: instrumental ties to high-status network contacts in groups and organizations are necessary for success and should be encouraged, yet they may also create an extra social perceptual hurdle for women. organizations need to investigate social and structural solutions that harness the benefits of high-status network contacts for women, while minimizing any potential social perceptual costs. 6. title: the career consequences of workplace protest participation: theory and evidence from the nfl "take a knee" movement. authors: rheinhardt, alexandra; poskanzer, ethan j.; briscoe, forrest. abstract: despite recognizing potential ramifications for employees who protest in the workplace, researchers rarely explore the career consequences that stem from such instances of workplace protest participation. we integrated research on employee activism, workplace deviance, and careers to theorize that workplace protest represents a perceived deviation from workplace norms that can influence an individual's organizational and labor market mobility outcomes. we investigated this premise with the 2016 national football league "take a knee" protests as a strategic research setting. the results indicate that protesting is associated with an increase in organizational exit although this effect is moderated by the degree to which the organization is sensitive to the underlying social movement (with an organization's movement sensitivity operationalized with a four-part index composed of the team's managers, personnel decision makers, owners, and customers). protesting also is associated with labor market sorting across organizations as players who protest are more likely to make subsequent transitions to more movement-sensitive teams compared with players who do not protest. overall, our findings offer contributions for research on employee activism, workplace deviance, and careers. 7. title: setting gendered expectations? recruiter outreach bias in online tech training programs. authors: lane, jacqueline n.; lakhani, karim r.; fernandez, roberto m. abstract: competence development in digital technologies, analytics, and artificial intelligence is increasingly important to all types of organizations and their workforce. universities and corporations are investing heavily in developing training programs, at all tenure levels, to meet the new skills needs. however, there is a risk that the new set of lucrative opportunities for employees in these tech-heavy fields will be biased against diverse demographic groups like women. although much research has examined the experiences of women in science, technology, engineering, and mathematics (stem) fields and occupations, less understood is the extent to which gender stereotypes influence recruiters' perceptions and evaluations of individuals who are deciding whether to apply to stem training programs. these behaviors are typically unobserved because they occur prior to the application interface. we address this question by investigating recruiters' initial outreach decisions to more than 166,000 prospective students who have expressed interest in applying to a midcareer level online tech training program in business analytics. using data on the recruiters' communications, our results indicate that recruiters are less likely to initiate contact with female than male prospects and search for additional signals of quality from female prospects before contacting them. we also find evidence that recruiters are more likely to base initial outreach activities on prospect gender when they have higher workloads and limited attention. we conclude with a discussion of the implications of this research for our understanding of how screening and selection decisions prior to the application interface may undermine organizational efforts to achieve gender equality and diversity as well as the potential for demand-side interventions to mitigate these gender disparities. 8. title: nonmonetary reward systems, counterproductive behavior, and responses to sanctions in open collaboration environments. authors: chambers, cassandra r. abstract: nonmonetary reward systems that recognize high-quality contributions are a common feature of online communities. a growing body of work demonstrates positive links between nonmonetary rewards and increases in voluntary contributions, but negative externalities that may arise with these systems have received little attention. concomitant performance pressures could incite counterproductive behaviors, and whether counterproductive behavior would be at the expense of productive contributions is unclear. using proprietary data of members' suspensions for counterproductive behavior in the online community, stack overflow, which enlists a nonmonetary reward system to sustain voluntary contributions, this study examines site members' weekly movements through the system and their corresponding behaviors. i find being near a milestone reward threshold is associated with an increased likelihood of suspension for counterproductive behavior. however, members also increase productive contributions near the time of their suspensions, which may help offset their counterproductive behaviors. by contrast, formal suspensions for counterproductive behavior are associated with a reduction in post-suspension contributions. jointly, these findings support the use of nonmonetary rewards systems to sustain voluntary contributions in online communities but offer a note of caution regarding the unintended consequences of enforcement. 9. title: leveraging learning collectives: how novice outsiders break into an occupation. authors: kaynak, ece. abstract: existing research depicts occupational learning as predominantly happening through formal education, situated learning, or a combination of the two. how career switchers might develop occupational skills outside of these established learning pathways is understudied. this paper examines how novice outsiders break into a skilled occupation by looking at the case of aspiring software developers attending coding bootcamps. drawing on 17 months of fieldwork in the san francisco bay area, i find that bootcamps did not resemble either schools or workplaces, the two institutions that facilitate occupational learning. instead, bootcamps scaffolded learning collectives�groups composed of peers and near peers who learn collaboratively and purposefully to reach a shared goal. within learning collectives, aspirants progressed from novice outsiders to hirable software developers, despite limited access to proximate experts to learn from or legitimate peripheral participation opportunities. three scaffoldings facilitated learning at bootcamps. first, peer team structures turned what is normally a solitary activity�writing code�into a collaborative endeavor and facilitated peer-to-peer knowledge exchange. second, near-peer role structures engaged recent graduates in teaching and mentorship relationships with novices so that aspirants could access knowledge quickly and easily. third, bootcamps encouraged aspirants to self-learn by reaching out to the expertise of the broader occupational community. this third scaffolding prepared aspirants for learning beyond the bootcamp curriculum and socialized them for an occupation with high learning demands. the outcome of this process was that novices pursuing an alternative mode of occupational entry developed both occupational skills and new self-conceptions as software developers. 10. title: strategic upward striving toward $100 million revenue: setting goals to attract external attention. authors: keum, daniel dongil; ryan, stephen. abstract: we provide evidence that in certain contexts, firms set upward-striving goals and that this upward striving yields significant performance and visibility benefits. we develop a model of variable attention in which, as firms' performance levels approach cognitively salient round numbers, managers strategically shift their focus from easier-to-reach goals based on historical and social reference points to more challenging goals that provide external visibility and capital market benefits. as one specific yet important instance of an upward shift in attention, we document a significant increase in revenue growth rates as firms' annual revenue approaches $100 million. firms achieving this goal obtain discontinuous increases in analyst and media coverage, investment by new institutional investors, and executive compensation. we find no evidence of decreased investment efficiency or profitability, suggesting that managers typically build slack into their goal levels. our theory extends to goals based on other salient round numbers, such as revenue of $10 million, $500 million, and $1 billion. this study recasts behavioral theory of firm research in an open systems perspective, highlighting the externally directed aspects of firm goal setting. 11. title: license to layoff? unemployment insurance and the moral cost of layoffs. authors: keum, dongil daniel; meier, stephan. abstract: this study presents moral cost as a novel behavioral constraint on firm resource adjustment, specifically layoff decisions that can cause severe harm to employees. revising the prevailing negative view of managers as purely self-interested, we propose that managers care about their employees and incur moral cost from layoffs. we leverage expansions in unemployment insurance as a quasi-natural experiment that reduces economic hardship for laid-off workers and, in turn, the moral cost of layoffs to managers. we find that these expansions license larger layoffs. the effects are stronger for chief executive officers (ceos) with stronger prosocial preferences who dismiss fewer workers despite low performance, such as non-republican, internally promoted, small town, or family firm ceos, and weaker for ceos who lack the discretion to avoid moral cost due to shareholder or financial pressures. our findings suggest that the role of moral cost is substantial but also highly heterogeneous and readily suppressed by external pressures. 12. title: inspiring, yet tiring: how leader emotional complexity shapes follower creativity. authors: stollberger, jakob; guillaume, yves; van knippenberg, daan. abstract: moods and emotions are an important influence on creativity at work, and recent developments point to emotional complexity as a particularly relevant influence in this respect. we develop this line of research by shifting focus from emotional complexity as an intrapersonal influence to emotional complexity as an interpersonal influence between leader and subordinate. specifically, we integrate the social-functional approach to emotions with theory on self-regulation to shed light on the effects of leader emotional complexity (lec), operationalized as alternations between leader displays of happiness and anger, on follower creativity. three studies, two video experiments (studies 1 and 2) and a multisource experience sampling study (study 3), revealed that, on one hand, lec stimulated creativity by enhancing the cognitive flexibility of followers; on the other hand, lec led to heightened self-regulatory resource depletion, which compromised follower creativity. our results also showed that trait epistemic motivation strengthened the positive effects of lec on creativity via cognitive flexibility, the negative effects via self-regulatory resource depletion were also stronger for followers with higher trait epistemic motivation. combined, results suggest that leader displays of emotional complexity can be tiring but are even more inspiring. 13. title: how entrepreneurs achieve purpose beyond profit: the case of women entrepreneurs in nigeria. authors: barkema, harry g.; bindl, uta k.; tanveer, lamees. abstract: this paper investigates how entrepreneurs achieve a sense of purpose or, more precisely, eudaimonic well-being�the experience of a good and meaningful life. we explore this in the context of women entrepreneurs participating in a business training program in nigeria. specifically, we conduct mixed-methods research, starting with an inductive qualitative study 1 of what eudaimonic well-being means for these entrepreneurs. we find that, in the context of their enterprises, eudaimonic well-being implies opportunities to experience self-cultivation, mastery, social recognition, and to benefit others in the community. unexpectedly, the women in our study also experience eudaimonic well-being related to their households. these initial insights inform theory in study 2 on how enterprise-related learning (i.e., acquiring and assimilating knowledge regarding the enterprise) and household-related learning (acquiring and assimilating knowledge regarding the household) influence their eudaimonic well-being, itself driven by strong social ties with other women entrepreneurs in the training program. hypotheses testing through a quantitative study of 484 women entrepreneurs in nigeria over time corroborates the theory. our research provides a contextualized perspective of "purpose" in entrepreneurship and how to achieve it: by developing strong social ties, enabling enterprise- and household-related learning, women entrepreneurs in our context initiate greater eudaimonic well-being, beyond improving firm performance. 14. title: self-disclosure and respect: understanding the engagement of value minorities. authors: dumas, tracy l.; doyle, sarah p.; lount jr., robert b. abstract: organizations benefit from including employees with dissimilar values and perspectives, but their ability to realize these benefits is constrained by the degree to which those holding the dissimilar values (i.e., value minorities) feel comfortable engaging with their colleagues and the work of the collective. we extend theory on value dissimilarity by directly examining the experience of individuals whose values are dissimilar from those of their colleagues, and factors driving their engagement in work. our examination spanned three studies: a laboratory experiment, a vignette study of employed adults, and a three-wave survey of student project groups. we found that the negative relationship between holding dissimilar values from one's colleagues and engagement was lessened when value minorities disclosed personal information unrelated to their dissimilar values (studies 1�3). self-disclosure also moderated the negative relationship between value dissimilarity and feeling respected by one's colleagues (studies 2 and 3). furthermore, felt respect mediated the effect of value dissimilarity on engagement, and this indirect effect was moderated by self-disclosure (studies 2 and 3). overall, this research is relevant to organizations seeking to capitalize upon the benefits of minority perspectives in the workforce but suggests that a critical first step is to prioritize the experience of value minorities and the decreased sense of social worth that can accompany this experience. by fostering an environment conducive to self-disclosure, organizations can help to alleviate the discomfort associated with value dissimilarity, thereby ensuring that all people, including the value minority, feel respected and are maximally engaged at work. 15. title: the natural emergence of category effects on rugged landscapes. authors: vashevko, anthony. abstract: category theory finds that markets partition producers into categories and producers who do not fit one specific category�or who span multiple categories�perform worse than their single-category peers. the dominant thread of this work argues that this miscategorization penalty arises when cognitive limits of categorization cause individual members of the market's audience to exclude or denigrate ill-fitting producers. i present a null model of markets in which a miscategorization penalty appears without being caused by a market audience: drawing on cognitive science and research on rugged landscapes, the model shows that producer herding behavior generates a spurious correlation between market outcomes and miscategorizations. the model further predicts the dynamics of categorical emergence and change over time. i establish these results in a simulation and discuss strategies by which this landscape model can be empirically distinguished or integrated with the standard account of an audience-driven penalty. 16. title: resource allocation capability and routines in multibusiness firms. authors: helfat, constance e.; maritan, catherine a. abstract: research suggests that multibusiness firms often misallocate financial resources. however, research also suggests that firms differ in how effectively they allocate a range of resources. we argue that some firms have a resource allocation capability that enables them to more effectively determine the allocation of resources than often portrayed in the literature. we identify key search and selection routines that form the building blocks of a resource allocation capability and explain how these routines facilitate critical activities at different levels of the management hierarchy that are involved in the determination of resource allocations, including for related and vertically linked businesses. we further explain how a resource allocation capability, and the routines that make up the capability, help firms allocate resources effectively to meet their strategic and financial objectives. part of the improved effectiveness of resource allocation arises because the routines help to mitigate the factors that prior research has identified as leading to resource misallocation, namely information asymmetry and distortion, internal politics, and cognitive biases and backward-looking aspirations. finally, we move beyond research on whether firms effectively allocate resources to explain why resource allocation capabilities are likely be heterogeneous among firms due to differences in their routines and the ways that firms structure their use of routines. this heterogeneity stems in part from tradeoffs that firms face when choosing among resource allocation routines. as a result, firms are likely to vary in how effectively they allocate resources, leading to heterogeneity in firm adaptation and change and ultimately in firm performance. 17. title: making time for social innovation: how to interweave clock time and event time in open social innovation to nurture idea generation and social impact. authors: fayard, anne-laure. abstract: with the growing complexity of social and environmental issues, there has been a blossoming of hackathons and open innovation challenges. this push to accelerate innovation embraces a perspective of time as clock time�conceived as objective, linear, measurable, and therefore, rather easy to compress. such a view of time conflicts with the emergent nature of idea generation and the indeterminate process that leads to social impact, which both rely on event time. drawing on a 40-month ethnographic study of openideo, an open social innovation platform, i examine how, in designing open innovation challenges, the openideo team interwove clock time and event time in order to foster idea generation and support social impact. through inductive analysis, i identify three practices�mapping, stretching, and squeezing time�enacted by the openideo team to "make time" and thus, continuously engage participants and sponsors in the challenges as well as to allow participants to implement their ideas. my findings demonstrate how organizations can intentionally use time to nurture collaborative innovation and yield sustainable social impact. my study questions the traditional interpretation of clock time as the foundation of all temporalities as it shows how temporal work can be grounded within event time. 18. title: on habit and organizing: a transactional perspective relating firms, consumers, and social institutions. authors: farjoun, moshe; mahmood, nudrat. abstract: habits and routines are foundational to several organizational theories. considering organizational members to be predominately employees, established habit-based models recognize how these members' habits help build organizations and are shaped by them. departing from this traditional, internal focus, our paper highlights an important aspect of organizing, which has been relatively overlooked by established habit-based models, namely, how firms engineer consumer habits to their advantage and, by extension, strategically shape the habits of other key resource providers. to better theorize consumer habits and their engineering, and to integrate these phenomena within extant organizational theory, we develop a new habit-based perspective relating firms, consumers, and social institutions. inspired by dewey's transactional approach and drawing on modern habit science, our transactional framework helps illuminate habit engineering, promotes a richer and more integrated view of organizing, and opens new possibilities for habit-based organizational theories. our paper also offers several implications for firms' managers, individual consumers, and broader society. 19. title: accounting for negative attention: status and costs in the market for audit services. authors: ody-brasier, amandine; sharkey, amanda j. abstract: prior work has emphasized the role of positive attention spillovers in driving cost advantages for high-status firms, with exchange partners offering preferential terms to high-status organizations because they anticipate benefits. yet, spillovers from a client to a supplier may also be negative. these negative spillovers can be exacerbated when high-status actors are involved, because of the high level of publicity they attract. in this paper, we propose that suppliers' concerns about negative attention are an important contingent factor determining whether high-status firms enjoy cost advantages or, instead, pay a premium. we expect that when suppliers anticipate that negative spillovers are more likely than positive ones and when they enjoy some bargaining power over their clients, a positive relationship between status and costs will result. to test this argument, we analyze fees paid by clients of varying status levels in the u.s. market for audit services. consistent with our theory, we find that (1) high-status clients are charged more than their lower status peers and (2) the media attention clients receive does mediate this relationship. indicative of the role of the supplier's expectation of negative spillovers and their bargaining power, we also demonstrate that the positive relationship becomes stronger when auditors view clients as presenting a greater risk of future negative events and when clients have more bargaining power. our efforts at theoretical integration result in a fuller picture of the role of status in shaping a firm's costs, suggesting that status involves advantages in some settings but disadvantages in others. &')03456789bz��ʸʩʸ��|h`sse77h lh 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