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anticipate most other investors will prefer, arriving at decisions that are biased against women. yet, little is known about how investors infer such gendered preferences and when they are particularly likely to do so. integrating insights from third-party bias research with social role theory, we posit that when women propose novel ventures, investors are more apt to make unpromising social approval forecasting-an anticipation of the extent to which other investors will endorse these ventures-and thus withhold funding support. this is because the intensified gender role violations due to women being entrepreneurial in tandem with being novel lead investors to impose harsher judgments that these ventures violate normative business practices. our hypotheses receive support from results of three methodologically complementary studies, including an archival study of shark tank (2009�2019) coupled with preregistered online and field experiments. by casting light on how venture novelty, a key determining factor of entrepreneurial success, makes third-party bias against women particularly salient, our work identifies a less overt "entrepreneurial gender dilemma" and derives new insights into policy-making designed to help women entrepreneurs surmount financial and social barriers in the innovation-based economy. 2. title: echoes from the past: the impact of racial transference on leader selection during succession. authors: preston, mckenzie c.; carton, andrew m. abstract: the dominant perspective used to understand racial bias in leader selection decisions is leader categorization theory (lct). received wisdom is twofold: evaluators prefer white leaders because they possess prototypical leader traits; however, during periods of decline, evaluators prefer racial minority leaders because their stereotypical traits (e.g., warmth) position them to galvanize followers. we argue that whereas lct is useful for explaining racial bias in nonsuccession contexts, it is insufficient for explaining racial bias during succession. during succession, evaluators focus on the predecessor as the comparison point when evaluating candidates. this causes stereotypes and prototypes to fade from evaluators' minds, only to be replaced by a different racial bias�racial transference�which occurs when evaluators falsely assume that a leader candidate has the same personality traits as a racially similar predecessor, and thus will perform similarly. consequently, evaluators select (reject) candidates who are racially similar to successful (unsuccessful) predecessors. we find support for these predictions in an archival study, a preregistered experiment, and three supplementary studies. altogether, theory on racial transference establishes that racial bias during succession is driven by evaluators' tendency to generalize between racially similar predecessors and candidates, even if such generalizations are inconsistent with prevailing stereotypes and prototypes. 3. title: vicarious coding: breaching computational opacity in the digital era. authors: rostain, marjolaine; huising, ruthanne. abstract: digital representations are ubiquitous in the workplace. screen displays, forecasts, simulations, indicators, multidimensional models, figures, and images are increasingly central to work of all kinds. representations are simultaneously transparent and opaque. they contain and reveal information about the organization. yet, they conceal the computational work used to convert data about the physical world into abstract depictions. computational opacity is consequential when representations become misaligned with the physical world they depict. we examine how computational opacity can be breached. drawing on an ethnography of a machine-shop, we show how operators develop practical computational literacy skills�the capacity to visualize and talk about physical objects and processes independent of them; to translate this noncomputational thinking and talking into computational symbols, syntax, structure, and assumptions; and to create computational solutions. operators develop this skill vicariously, observing programmers as they solve problems. we contribute to understanding how those without programming capacities may decrease their dependence on programmers and increase their capacity to create and alter representations of the physical world. 4. title: how founder human capital and founding conditions shape new firm performance: a study of necessity entrepreneurship during times of economic crisis. authors: gruber, marc; dencker, john c.; nikiforou, argyro. abstract: economic crises have profound effects on societies, motivating many individuals to launch their own firms in order to make a living. although these firms created "out of necessity" possess few resources besides their founder's human capital, the role that this critical endowment plays in establishing a successful firm during a crisis is unclear, as existing knowledge offers diverging predictions about the value of general and specific human capital. we argue that this debate remains unresolved because we lack a holistic understanding of how each human capital type influences performance when founding conditions vary, and aim to reconcile the contrasting claims by considering how "hard" a crisis hits a given industry. analyzing data collected from 500 founders who created firms in greece during the great recession, combined with data from the greek statistical office, we find that general human capital provides the greatest benefits, on average, during a crisis; yet specific human capital is more valuable in both the most favorable and the most unfavorable industry contexts. these results reveal how the value of human capital in entrepreneurship is contingent on founding conditions, and call into question existing notions of what it means to be resilient in a crisis. 5. title: erring professionals as second victims: grappling with guilt and identity in the aftermath of error authors: muethel, miriam; ballmann, christina; hollensbe, elaine. abstract: applying a grounded theory approach, we investigate how professionals cope with making errors that unintentionally harm others. we purposively sampled medical clinicians to study this phenomenon, as these professionals understand themselves as "enablers of patient health." when unintentionally harming others, clinicians experienced initial feelings of guilt. triggered by the error experience, these professionals engaged in a cognitive sensemaking process, aiming to determine the root causes of the error and evaluate their level of responsibility. in this process, clinicians considered aspects of themselves and their social environment (i.e., supervisors, organization, colleagues, and clients) as either sensemaking assets or liabilities. the self and others became sensemaking assets when helping to alleviate initial feelings of guilt, and sensemaking liabilities when aggravating them. depending on the outcome of their sensemaking process, clinicians engaged in control-focused or escape-focused identity work. this identity work, in turn, influenced the thriving or deterioration of their future professional identity. 6. title: an integrative model of hybrid governance: the role of boards in helping sustain organizational hybridity. authors: pache, anne-claire; battilana, julie; spencer, channing. abstract: hybrid organizations must sustainably attend to multiple goals embedded in different institutional spheres. past research has highlighted the value for hybrids in recruiting board members representing different logics to avoid attentional drifts; yet, diverse boards have also been prone to conflicts that occasion attentional lapses, thereby jeopardizing these organizations' pursuit of multiple goals. we draw on a longitudinal comparative case study of five work integration social enterprises with institutionally diverse boards to uncover an integrative model of hybrid governance consisting of a protective board structure and relational leadership processes that, together, prevent distracting cognitive and emotional conflicts and foster attentional engagement of both the board and senior managers to multiple goals. the protective board structure prevents shifts in board composition and ensures the enshrined representation of the organization's logics. relational leadership processes�which help board members relate to each other, with the organization's mission, and with senior managers�include enculturation processes (i.e., interventions to reduce the cognitive and emotional gap between institutionally diverse board members) and bridging processes (i.e., interventions to facilitate communication and alignment between the board and senior managers in the decision-making process). these findings contribute to research on hybrid organizations, board governance, and organizational attention. 7. title: the publicization of organizational misconduct: a social structural approach authors: piazza, alessandro; jourdan, julien. abstract: scandals are momentous events with far-reaching consequences for organizations and society, but we still know relatively little about the contextual conditions that enable them. in this paper, we develop and test a theory of the publicization of organizational misconduct-that is, of how an act of wrongdoing by an organization becomes widely publicized, thereby giving rise to a scandal; or receives little coverage, with little or no consequence for the offending organization. we argue that communities have structural features that affect the social cost of making information public as well as its dissemination, shaping the likelihood of organizational misconduct being publicized in the process. we test and find evidence in support of our arguments using data on sex abuse in the u.s. catholic church between 1980 and 2010, and exploring the heterogeneity in the publicization of patterns of misconduct by catholic clergy across dioceses and over time. we conclude by discussing the implications of our findings for the scholarly understanding of organizational misconduct and scandals across settings. 8. title: before birth: how provisional spaces shape the localized emergence of new organizational forms authors: li, ying; khessina, olga m. abstract: the literature on evolution of organizational forms has remained largely silent on where the first organizational instance of a new form comes from, treating it as either a given or an outcome of random variation. we challenge this agnostic assumption by putting the first organizational founding into a specific spatiotemporal context and revealing the role of provisional spaces, defined as small-scale, easily accessible settings where market pioneers temporarily experiment with applications of an innovation before dedicated organizations emerge. we theorize that provisional spaces disseminate necessary information about an innovation and enable potential entrepreneurs to envision a new template for organizing. therefore, geographic communities with a higher number of provisional spaces are more likely to host the first organization embodying a new form sooner than others. using archival data on all movie-showing venues in chicago communities, 1896�1927, we find empirical support for our theorizing. community variance in volume and types of provisional spaces for movie projectors, such as opera houses and penny arcades, led to community-level differences in the emergence of distinct movie theater forms: nickelodeon, movie house, and movie palace. we advance scholarship on organizational form emergence by uncovering the role of provisional spaces in shaping localized opportunity structures. 9. title: left behind? understanding the career consequences of collaborator exits. authors: anderson, tracy. abstract: prior research on career interdependence has focused on how colleague exits shape employees' intraorganizational careers through the creation of job vacancies and vacancy-driven promotion. in this paper, i propose that colleague exits can shape employees' careers through the creation of valuable relational "vacancies." focusing on employees engaged in collaborative research, and drawing on the vacancy chains literature, i argue that colleague exits create new collaboration opportunities for remaining employees that can enhance learning and facilitate competency-driven promotion. yet, employees will benefit only when these opportunities arise as a result of their own collaborators leaving�that is, employees must lose to gain. using longitudinal data on employees within a single research organization, i show that collaborator exits increase the likelihood of employees' competency-driven promotion in a way that noncollaborator exits do not. furthermore, it is the exit of higher-level collaborators that is most beneficial. these findings highlight a different type of career interdependence and the role of collaborator mobility in shaping the intraorganizational careers of knowledge workers. 10. title: public�private and private�private collaboration as pathways for socially beneficial innovation: evidence from antimicrobial drug-development tasks authors: arslan, birgul; vasudeva, gurneeta; hirsch, elizabeth b. abstract: although public private collaboration abounds in addressing societal grand challenges, little is known about its performance relative to private-sector collaboration. drawing from the inno:<jn^`djnpxz|~� � xyz��ʸʦʦ���tlasl?s4hj�5�ojqjo(h� h� ojqj^j h� h� h� h� 5�ojqj^jh�ud5�ojqj^jh�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h 2e5�cjojqj^jajh]�5�cjojqj^jaj#h]�h]�5�cjojqj^jaj#h�$�h�$�5�cjojqj^jaj#h�"�h�"�5�cjojqj^jaj h$-�5�cjojqj^jajo(#h�j}h�j}5�cjojqj^jaj<z|~�� yz����!rjk�&7!8!�!t"�'�����������������������gd)w�gd�f�gd$?�gdto�gd�l$gd%j,gd� gdu<�gd�"�$a$gdt4z[]cd���������������� ����ɹ��ם��wj\ugj9h%c�h%c�5�ojqj^jhto�hto�5�ojqj^j 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antimicrobial drugs from 1995�2019. after accounting for endogenous selection into collaboration, we find that public�private collaboration is less effective than private�private collaboration. however, this performance gap reduces for innovation tasks under high technological uncertainty (i.e., in the discovery stage and for developing new drug action mechanisms). to probe the distinctive cooperation and coordination mechanisms, we also examine innovation task efficiency. findings reveal a wider gap in task effectiveness but not efficiency between public�private and private�private collaboration, suggesting more significant cooperation than coordination problems. our theoretical and practical insights pertain to whether, when, and how public�private and private�private collaboration offer viable pathways for socially beneficial innovation tasks.     m]n]p]q]r]s]�����gd$�gd�01�82p��. ��a!�"�#��$��%��s�� ��s2���� 0@p`p������2(�� 0@p`p������ 0@p`p������ 0@p`p������ 0@p`p������ 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