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��ࡱ�>�� r�`objbj�)�)2��c�g�c�grg ��66��8|�$��r��0r2r2r2r2r2r2r$�t�mwfvr��vr��4kr�n��0r�0r��@��o��@@r�r0�r�w�f�w�1�w��nh��vrvr�x��r��w��6b�: organization science volume 34, issue 3, may/jun 2023 1. title: informal legacy and exporting among sub-saharan african firms. authors: larsen, marcus m.; witte, caroline t. abstract: around the world and especially in areas of widespread poverty, firms start their operations without registering with relevant authorities (i.e., in the informal economy). we explore whether firms that initiated their operations in the informal economy but later register have a higher propensity to export than firms that register at the time of their foundation. we reason that the experience of having operated informally provides formally registered firms with the advantage of low-cost and flexible exploration but also a domestic legitimacy liability. we suggest that these factors likely contribute to making foreign export markets more attractive after registration. based on a comprehensive sample of sub-saharan african firms, we find that, conditional on registration, firms with an informal legacy have a higher propensity to initiate exporting than firms that started their operations formally. we contribute with theoretical and policy-oriented insights on the dynamics of informality and exporting. 2. title: maintaining or altering the status quo in the nonmarket arena: theory and evidence from government contract disputes. authors: abdurakhmonov, mirzokhidjon; hasija, dinesh; ridge, jason w.; hill, aaron d. abstract: we develop a theory that considers important differences in competition in the political arena based on whether firms are attempting to maintain or alter the status quo. particularly, we argue that although investing resources and time to build relationships with politicians and government officials fosters trust, solidarity, and reciprocity, likely producing desired outcomes for both firms attempting to maintain the status quo and those trying to alter it, such relationships are more strongly positive for firms maintaining the status quo. as the effectiveness of relational strategies may differ based on firms' political strategies and firm characteristics, we then theorize that the effects of a more relational approach on "winning" these desired outcomes for firms seeking to maintain or alter the status quo will be moderated by (1) prior targeting in the political arena where the competition unfolds and (2) a firm's social reputation. specifically, we argue that knowledge and relationships from prior targeting in a political domain where competition unfolds, and a firm's better social reputation will strengthen the effect of a more relational approach on securing desired outcomes for both firms seeking to maintain and alter the status quo. we expect the moderating effect for a firm's targeting and social reputation will be stronger for firms seeking to maintain the status quo compared with firms seeking to alter the status quo. our study contributes to corporate political activity literature and notably to the research on political markets by advancing a more nuanced but realistic understanding of interfirm rivalry for governmental outcomes. 3. title: anchored inferential learning: platform-specific uncertainty, venture capital investments by the platform owner, and the impact on complementors. authors: van angeren, joey; karunakaran, arvind. abstract: platform owners increasingly make corporate venture capital investments in complementors (e.g., app developers) to stimulate value creation, a practice we refer to as platform venture capital (pvc). interested in the implications of pvc for other complementors, we investigate how pvc investments affect their product introduction and withdrawal decisions. given that complementors confront platform-specific uncertainty concerning the strategic directions of the platform, which is asymmetrically set by the platform owner, we theorize that complementors leverage pvc investments as devices for anchored inferential learning. that is, because pvc investments are costly, visible, and consequential, complementors will infer them as credible indicators of the platform's future focus. consequently, we predict that complementors will seek out, and stick around, product categories of pvc investees. we further anticipate that these inclinations are weaker for complementors with greater platform ecosystem experience that place more emphasis on knowledge acquired via experiential learning, and stronger for complementors that center their business exclusively on the platform and therefore rely strongly on pvc to navigate platform-specific uncertainty. we provide quantitative evidence from the context of the salesforce platform. moreover, we draw on qualitative data from this context to unpack why complementors interpret pvc investments as a credible signal concerning the strategic direction of the platform. we highlight that complementors consider pvc as a form of middle-ground platform governance, where the platform owner is perceived as being committed to stimulating value creation in the platform ecosystem, while also inducing complementors to commit their efforts to the platform ecosystem. 4. title: cultivating a leadership pipeline: using a real options lens to understand executives' strategic staffing decisions. authors: campion, michael c.; campion, emily d.; campion, michael a.; bauer, talya n. abstract: this paper adapts real options theory to explain how executives create and maintain real options portfolios within leadership pipelines. hypotheses flowing from our theorizing predict that executives often make seemingly risky staffing decisions for leaders who occupy stepping-stone positions. focusing on their option (future potential) rather than project (current productivity) value, executives laterally transfer leaders in stepping-stone positions frequently, despite it resulting in lower short-term job performance, but often promote these leaders at lower levels of performance and sooner. once leaders are promoted to destination positions where they may stay indefinitely, executives tend to transfer high-performing leaders more often but not when they are still improving the effectiveness of their current unit. we present evidence suggesting that executives make these decisions to improve other units and maintain a flexible system, possibly recapturing previous investments in developing those leaders. we provide empirical support for our hypotheses using eight years of data in a large retail organization (n = 25,004) where executives overseeing thousands of units made internal mobility decisions. these findings refine real options theory, show that it explains these phenomena better than existing theories, and provide important and immediately usable practical implications for executives. 5. title: wisdom in the wild: generalization and adaptive dynamics. authors: choi, jaeho; levinthal, daniel. abstract: learning from experience is a central mechanism underlying organizational capabilities. however, in examining how organizations learn from past experiences, much of the literature has focused on situations in which actors are facing a repeated event. we direct attention to a relatively underexamined question: when an organization experiences a largely idiosyncratic series of events, at what level of granularity should these events, and the associated actions and outcomes, be encoded? how does generalizing from experience impact the wisdom of future choices and what are the boundary conditions or factors that might mitigate the degree of desired generalization? to address these questions, we develop a computational model that incorporates how characteristics of opportunities (e.g., acquisition candidates, new investments, product development) might be encoded so that experiential learning is possible even when the organization's experience is a series of unique events. our results highlight the power of learning through generalization in a world of novelty as well as the features of the problem environment that reduce this "power." 6. title: a new take on the categorical imperative: gatekeeping, boundary maintenance, and evaluation penalties in science. authors: fini, riccardo; jourdan, julien; perkmann, markus; toschi, laura. abstract: extant theory suggests that candidates with an unfocused identity�those spanning different categories�suffer from a valuation penalty because evaluators are confused by their profile and concerned they lack the required skills. we argue that unfocused candidates may be penalized for another reason; they threaten established social boundaries. this happens in contexts where evaluators act as gatekeepers for social entities, such as professions. we test how the penalty applied to unfocused candidates varies in an academic accreditation process, a setting where evaluators decide on admitting candidates to an academic discipline and where candidates' prior performance is observable. we find using data on the 2012 national scientific qualification in italian academia that the valuation penalty applied to unfocused (multidisciplinary) candidates was most pronounced for the most high-performing candidates. high-performing yet ill-fitting candidates threaten the distinctiveness and knowledge domain of the discipline and are hence penalized by evaluators. high-performing multidisciplinary candidates suffered the greatest penalty in small and distinctive academic disciplines and when accreditors were highly typical members of their discipline. our theory and findings suggest that the categorical imperative may be driven not only by cognitive or capability considerations as typically argued in the literature but also, by attempts to maintain social boundaries. 7. title: do employees work less for female leaders? a multi-method study of entrepreneurial firms. authors: kacperczyk, olenka; younkin, peter; rocha, vera. abstract: we propose that female-founded ventures receive a lower amount of employee labor for equal pay because employees are more likely to decline requests for additional labor by female founders. first, using longitudinal matched employer-employee data covering all founders of new ventures with personnel in portugal between 2002 and 2012, we confirm that full-time employees contribute fewer regular hours and less overtime work to female-founded firms. second, using a series of online experiments, we show that this variation in employee labor across female and male-founded firms is partly motivated by a difference in the employee's expectations of work demands. specifically, employees perceive female founders' requests for additional labor to be unfair and more difficult than expected, and both these perceptions explain the lower amount of employee labor supplied in female-founded ventures. overall, our findings uncover a novel mechanism that helps explain the existence of a gender gap in entrepreneurship beyond the entry stage. 8. title: someone else to blame: the effectiveness of egocentric and alter-centric impression management tactics in the u.s. food retail industry. authors: diestre, luis; montauti, martina; pinto de sousa, helena. abstract: we investigate the effectiveness of two types of impression management tactics implemented around negative attributes: egocentric (claiming the absence or low presence of a negative attribute in a focal organization) and alter-centric tactics (claiming the greater presence of a negative attribute in an organization's competitor). we claim that the effectiveness of each tactic depends on the risk of audiences' skepticism, which stems from the incongruence between the information conveyed in the tactic and audiences' default expectations about the presence of the attribute among members of a given market segment. audiences expect a conspicuous presence of the attribute, we propose, the more stakeholders contest a market segment for that very attribute. thus, we advance that egocentric (alter-centric) tactics are less likely to be effective for contested (uncontested) attributes because the information conveyed in such tactics clashes with audiences' default expectations, triggering skepticism. we find support for our predictions looking at the impact of nutrient content claims on product sales in the u.s. food retail industry between 2006 and 2015. 9. title: rising above vs. falling below: when and why status change affects interpersonal helping in workgroups. authors: doyle, sarah p.; lount jr., robert b. abstract: the current research sheds new light on how and why status hierarchies impact interpersonal helping by examining people's reactions to recently experienced status change. specifically, we incorporate findings from research on the self-serving attributional bias to theorize about how the direction of status change (i.e., a gain or a loss) can shape the extent to which people accept or deflect personal responsibility for their change in status, which we argue will then impact other-concern and, thus, their willingness to help. further, we identify status change legitimacy as a key contingency that will strengthen or weaken the psychological and behavioral effects of status change. among firefighter teams (study 1), participants in the laboratory (studies 2 and 3), and student teams (study 4), we show that (1) status change impacts interpersonal helping through its impact on changes in other-concern and (2) status change legitimacy moderates the effect of status change on both other-concern and interpersonal helping. additionally, we document an asymmetry with regards to the effects of status change on both other-concern and helping behavior (i.e., with the negative impact of a status loss being stronger than the positive impact of a status gain). theoretical and practical implications are discussed. 10. title: from compliance to progress: a sensemaking perspective on the governance of corruption. authors: schembera, stefan; haack, patrick; scherer, andreas georg. abstract: the governance of corruption is increasingly important in a global business environment involving ever more frequent transactions across diverse institutional contexts. previous scholarship has theorized a fundamental tension between the enforcement of organizational compliance and the achievement of social ends, finding that efforts to remedy policy-practice decoupling in the governance of corruption and other complex global issues can exacerbate means-ends decoupling. however, these studies have tended to apply a rather static lens to a highly evaluative and processual phenomenon, meaning we still lack in-depth understanding of the dynamics underlying the interactive communicative processes of sensemaking and negotiation involved in working out the problems of both means-ends and policy-practice decoupling across different institutional contexts. to address this gap, we present a longitudinal qualitative study of the governance of corruption that identifies the emergence of locally contingent and open-ended sensemaking processes arising from and surrounding problems of decoupling. specifically, we identify four key sensemaking mechanisms across different contexts and periods that ultimately shifted the focus of the actors away from a compliance-based approach toward a new shared understanding of progress as achievement, i.e., the mechanisms of localized theorizing, leveling, recalibrating, and public criticizing. based on these findings, we develop a model to explain the role of sensemaking in the governance of corruption and the dynamics of decoupling. 11. title: value creation tradeoff in business ecosystems: leveraging complementarities while managing interdependencies. authors: agarwal, shiva; kapoor, rahul. abstract: complementary assets play an important role in shaping an innovation's commercialization success. in this paper, we broaden the locus of complementarities to examine the role of complementary technologies residing in the business ecosystems that are becoming an important source of value creation for innovating firms. we argue that, on one hand, complementary technologies help innovations create more value for their users. on the other hand, they can also limit the focal innovation's value creation by exposing them to performance bottlenecks as the underlying technological architecture of the ecosystem evolves. we further extend the notion of specialization of complementary assets to ecosystems by considering complementary technologies that are specialized to a focal ecosystem and those that are available across multiple ecosystems. we highlight that, although the complementary technologies that are specialized to an ecosystem facilitate greater value creation, they are more likely to subject the focal innovation to performance bottlenecks. evidence from 244,034 apps launched by software developers for apple's iphone ecosystem during 2008�2015 offers strong support for our framework. in summary, the study sheds light on the value creation tradeoff for firms innovating in business ecosystems�the opportunities associated with leveraging complementarities and the challenges associated with managing technological interdependencies. 12. title: whistleblowing and group affiliation: the role of group cohesion and the locus of the wrongdoer in reporting decisions. authors: bergemann, patrick; aven, brandy. abstract: conventional accounts describe whistleblowing as prosocial behavior, where whistleblowers are largely driven by a desire to help or improve their organization. yet individuals are not only members of their organization; they also belong to internal social groups that affect behavior and influence decision making. in this paper, we focus on these intraorganizational dynamics and theorize two ways in which group affiliations are likely to affect whistleblowing. when an individual observes wrongdoing committed by a person affiliated with the same group, higher group cohesion decreases the likelihood of blowing the whistle because of potential whistleblowers' greater loyalties toward group members and a desire to protect the reputation of the group. when an individual observes wrongdoing committed by a person not affiliated with the same group, higher group cohesion increases the likelihood of blowing the whistle, as potential whistleblowers feel they have the support of fellow group members, lessening fears of retaliation. using unique data on actual and hypothetical whistleblowing among u.s. federal employees in 24 departments and agencies coupled with a vignette experiment, we find support for our arguments. by showing how group affiliations inform whistleblowing decisions, we reveal how variation in social structure leads to heterogeneity in responses to wrongdoing. together, these results reveal tradeoffs in the detection of misconduct and help explain why wrongdoing in organizations may be so difficult to eradicate. 13. title: team performance: nature and antecedents of nonnormal distributions. authors: bradley, kyle j.; aguinis, herman. abstract: team research typically assumes that team performance is normally distributed: teams cluster around average performance, performance variability is not substantial, and few teams inhabit the upper range of the distribution. ironically, although most team research and methodological practices rely on the normality assumption, many theories actually imply nonnormality (e.g., performance spirals, team composition, team learning, punctuated equilibrium). accordingly, we investigated the nature and antecedents of team performance distributions by relying on 274 performance distributions including 200,825 teams (e.g., sports, politics, firefighters, information technology, customer service) and more than 500,000 workers. first, regarding their overall nature, only 11% of the distributions were normal, star teams are much more prevalent than predicted by normality, the power law with an exponential cutoff is the most dominant distribution among nonnormal distributions (i.e., 73%), and incremental differentiation (i.e., differential performance trajectories across teams) is the best explanation for the emergence of these distributions. second, this conclusion remained unchanged after examining theory-based boundary conditions (i.e., tournament versus nontournament contexts, performance as aggregation of individual-level performance versus performance as a team-level construct, performance assessed with versus without a hard left-tail zero, and more versus less sample homogeneity). third, we used the team learning curve literature as a conceptual framework to test hypotheses and found that authority differentiation and lower temporal stability are associated with distributions with larger performance variability (i.e., a greater proportion of star teams). we discuss implications for existing theory, future research directions, and methodological practices (e.g., need to check for nonnormality, bayesian analysis, outlier management). 14. title: team adaptation to discontinuous task change: equity and equality as facilitators of individual and collective task capabilities redevelopment. authors: li, alex ning; sherf, elad n.; tangirala, subrahmaniam. abstract: teams often need to adapt to planned discontinuous task change or fundamental alteration of tasks, tools, and work systems. although team adaptation theories have made substantive progress in explaining how teams can respond to change, they have not adequately considered the unique impact that discontinuous task change can have on teams. such change can render not only collective but also individual task capabilities obsolete and necessitate a multilevel task relearning process. drawing on the team compilation model, we suggest that adaptation to discontinuous task change is akin to team (re)development. we posit that teams are more effective when they approach discontinuous task change by first focusing on the rebuilding of individual task capabilities and only later shifting their attention to the rebuilding of team-level task capabilities. moreover, we argue that the uncertainty caused by discontinuous task change makes reward fairness salient such that equity and equality in rewards are particularly useful in motivating members to (re)develop individual and collective task capabilities, respectively. we provide support for these arguments using survey, qualitative, and archival data from 115 manufacturing teams and discuss the implications of our findings for both research and practice. 15. title: collective attention and collective intelligence: the role of hierarchy and team gender composition. authors: woolley, anita williams; chow, rosalind m.; mayo, anna t.; riedl, christoph; chang, jin wook. abstract: collective intelligence (ci) captures a team's ability to work together across a wide range of tasks and can vary significantly between teams. extant work demonstrates that the level of collective attention a team develops has an important influence on its level of ci. an important question, then, is what enhances collective attention? prior work demonstrates an association with team composition; here, we additionally examine the influence of team hierarchy and its interaction with team gender composition. to do so, we conduct an experiment with 584 individuals working in 146 teams in which we randomly assign each team to work in a stable, unstable, or unspecified hierarchical team structure and vary team gender composition. we examine how team structure leads to different behavioral manifestations of collective attention as evidenced in team speaking patterns. we find that a stable hierarchical structure increases more cooperative, synchronous speaking patterns but that unstable hierarchical structure and a lack of specified hierarchical structure both increase competitive, interruptive speaking patterns. moreover, the effect of cooperative versus competitive speaking patterns on collective intelligence is moderated by the teams' gender composition; majority female teams exhibit higher ci when their speaking patterns are more cooperative and synchronous, whereas all male teams exhibit higher ci when their speaking involves more competitive interruptions. we discuss the theoretical and practical implications of our findings for enhancing collective intelligence in organizational teams. 16. title: corporate hierarchy and organizational learning: member turnover, code change, and innovation in the multiunit firm. authors: joseph, john; rhee, luke; wilson, alex james. abstract: this study examines how recombinant innovation is affected by member turnover and organizational learning within a corporate hierarchy. prior work has overlooked the role of organizational structure in organizational learning, focusing instead on the knowledge provided by individual new hires or on the disruption caused by individual departures. we address this gap by applying march's [march jg (1991) exploration and exploitation in organizational learning. organ. sci. 2(1):71�87.] mutual learning model to a corporate hierarchy. in doing so, we theorize how the contributions of corporate staff to socializing new employees and to learning from the organizational code may differ from those of the organization's subunit members. empirically, we examine the learning effects of aggregate corporate and subunit arrivals and departures on novel recombinant innovation by subunits. using 24 years of motorola company directories, we construct membership turnover measures for corporate and subunit employees and exploit patent data to capture recombinant innovation. our results suggest that, whereas the influx of new ideas through arrivals may be critical, breaking the pattern of inertial behavior through departures is more important for recombinant innovation. corporate departures matter most for recombinant innovation, a result that reflects not only corporate staff's slower individual learning from the organizational code but also its ability to update that code more quickly. in supplementary analyses, we find different effects for technical and nontechnical staff and internal and external arrivals, as well as demonstrate the mutual learning mechanism using internal corporate documents to capture code change. our study has strong implications for theories of organizational learning, strategic human capital, organization design, and innovation. &')0356789b��ʸʩʗ�ye]ppb4hsx9hsx95�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h@ t5�cjojqj^jajh 2e5�cjojqj^jaj#h�0h�05�cjojqj^jajh�05�cjojqj^jaj#h�t�h�t�5�cjojqj^jaj#h�"�h�"�5�cjojqj^jaj h$-�5�cjojqj^jajo(#h�0h�05�cjojqj^jaj678��1 � ��h"i"�"�"]'^'��gd�psgd)w�gd$?�gdto�gd�l$gd%j,gdu<�gd�"�$a$gdt4�� 0 1 9 : � � � � 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