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��ࡱ�>�� {}��z��u �r�hlbjbj�n�n2j��a��a:d ��""��8�\u�*rlqqqqq��q�q�q�q�q�q�q$�s�lv<�q��q��qq4�q�j�q�q�q��qq��g� ��@�q�q0*r�v/l�v61�v�un@��q�q{��*r��v��"qs: academy of management journal volume 66, issue 5, october 2023 1. title: positioning research on novel phenomena: the winding road from periphery to core. authors: dencker, john c.; gruber, marc; miller, toyah; rouse, elizabeth d.; von krogh, georg. abstract: an editorial is presented by the editors of the academy of management journal to aid authors intending to publish research on novel phenomena to expand management knowledge. topics include core-periphery knowledge structures for positioning research which includes determining the level of novelty as well as methods alignment and theory elaboration. 2. title: the award goes to... someone else: a natural quasi-experiment examining the impact of performance awards on nominees' workplace collaboration. authors: liao, hui; feng, qiang; zhu, li; guan, olivia zhishuang. abstract: employee awards programs are prevalent in organizations. this research examines a group of employees who have received relatively less attention in the employee awards literature: those who are nominated for but fail to receive an award. integrating social comparison theory with the functional theory of counterfactual thinking, we argue that nonwinner nominees go through complex motivational states and affective experiences, which influence their collaboration responsiveness to colleagues. we conducted a field quasi-experiment using 160,830 collaboration records of 494 employees over eight months (study 1) and a multisource study using survey data and 34,911 collaborative records of 598 employees over two months (study 2). the results revealed that, compared to non-nominees, nonwinner nominees have lower collaboration responsiveness to winners following the award announcement, especially when they have a higher structural proximity to winners. however, in the long run, nonwinner nominees have higher collaboration responsiveness to others in general. furthermore, being nominated for but failing to receive an award simultaneously induces nonwinner nominees to experience higher causal-inference counterfactual thinking and negative affect, which exert opposing impacts on nonwinner nominees' collaboration responsiveness. this research advances the understanding of the impact, influencing mechanisms, boundary conditions, and temporal dynamics of employee awards on workplace collaboration. 3. title: resource idling and capability erosion. authors: ross, jan-michael; li, toby x.; hawk, ashton; reuer, jeffrey j. abstract: why would some firms persist with continued operations when facing unfavorable economic conditions? although prior studies have investigated the roles of uncertainty and sunk costs as sources of inertia, an unacknowledged type of sunk cost associated with temporary suspensions of operations is related to the erosion of existing capabilities. building on the resource-based view and real options theory, we argue that resource idling contributes to capability erosion and that the anticipated capability loss motivates firms to refrain from idling their resources under demand uncertainty in the first place. the negative effects of uncertainty on resource idling are likely to be particularly strong for firms with superior capabilities and for those having a greater reliance on human capital. using data on oil drilling contractors in texas, the empirical evidence lends support to our theoretical arguments. our insights suggest that resource idling shapes the development path of capabilities and risks jeopardizing firms' competitive advantages. the seemingly operational decision of temporarily idling resources can therefore be quite strategic for a firm, and "hysteresis," or inertia in continuing operations, can preserve firms' capabilities. 4. title: when people build networks that hurt their performance: structural holes, cognitive style, and the unintended consequences of person�network fit. authors: carnabuci, gianluca; quintane, eric. abstract: extant research shows that individual cognitive style affects whether employees benefit most from a brokering or a dense network. but do people build the network structure in which they perform best? we address this question by advancing a novel two-stage explanatory model that explicitly disentangles the network formation process from its performance effects. we hypothesize that "adaptors" (i.e., individuals inclined to focus on implementable solutions through commonly accepted and well-defined approaches) perform best when their network spans structural holes. yet, these same individuals systematically forego opportunities to build relations across structural holes. by contrast, "innovators" (i.e., individuals inclined to focus on envisioning creative solutions that break away with established approaches) draw no or even negative performance returns from structural holes. nevertheless, their inclination is to build ever-new bridging relations. we test and find support for this counterintuitive hypothesis through a randomized longitudinal field experiment enabling us to disentangle empirically both stages of our theorized process model. our findings help illuminate why people may build networks that hurt their performance, shed a new light on the role of individual cognitive style in shaping network advantage, and bear concrete implications for organizations aiming to leverage networks to enhance employees' performance. 5. title: tempering temperance? a contingency approach to social movements' entry deterrence in scottish whisky distilling, 1823�1921. authors: lander, michel w.; roulet, thomas j.; heugens, pursey p. m. a. r. abstract: what makes social movements successfully deter entry in contested industries? we develop a contingency framework explaining how movements' success depends on the internal fit between their private and public politics strategies with the tactics of mass and elite mobilization. we also highlight the importance of how these tactics fit with external conditions like the cognitive legitimacy of the industry and industry countermobilization. when movements rely on a private politics strategy to condemn an industry in the eyes of the public, social movement mass will be decisive. alternatively, when movements use a public politics strategy to push for regulatory intervention, mobilization of elites is crucial. we develop our understanding of external contingency factors by exploring how cognitive legitimacy residuals from local ancestral populations affect both mass-driven private politics and elite-driven public politics, and how national-level industry countermobilization efforts affect elite-driven public politics strategies. we test these ideas in a historical study of the scottish whisky distilling industry during the rise of temperance movements (1823�1921). we contribute to the social movements literature by showing how movements' entry deterrence in contested industries depends on the internal fit between their strategies and mobilization tactics, as well as on their engagement with external contingencies. 6. title: wearing your worth at work: the consequences of employees' daily clothing choices. authors: kim, joseph k.; holtz, brian c.; vogel, ryan m. abstract: do the clothes worn to work impact employees' thoughts and behaviors? despite the universal necessity of wearing clothes and the fact that employees make decisions about this daily, organizational scholars have not yet addressed this question. we integrate sociometer and enclothed cognition theories to propose that aspects of clothing�their aesthetics, conformity, and uniqueness�hold symbolic meanings that have implications for employees' state self-esteem and subsequent task and relational behaviors (i.e., goal progress, social avoidance). we first provide evidence for the nature of the symbolic meanings associated with these three dimensions of work clothing in a set of within-person experimental studies. the results of a 10-day field study of employees from four organizations generally supported our predictions, showing that daily clothing aesthetics and uniqueness had effects on state self-esteem and downstream behavioral consequences. the effects of daily clothing conformity emerged under the condition of greater interaction frequency with others in the workplace. our manuscript contributes to both major theories from which we draw, and further offers theoretical and practical contributions to the literature on organizational clothing. 7. title: distilling authenticity: materiality and narratives in canadian distilleries' authenticity work. authors: voronov, maxim; foster, william m.; patriotta, gerardo; weber, klaus. abstract: authenticity is increasingly seen as a source of competitive advantage in many industries. accordingly, authenticity work, the organizational efforts to develop and sustain believable authenticity claims, has emerged as an important organizational practice. we examined the interplay of materiality and narratives underpinning producers' authenticity work in the context of incumbent and micro-distilleries operating in the canadian whisky industry. we found that producers' material endowments, especially central product features, anchored which authenticity claims they could credibly narrate. other material endowments, such as key people and architectural design, were used to reinforce the integrity of authenticity claims. our study extends our understanding of authenticity as a valued organizational resource. first, we identify two mechanisms, anchoring and reinforcement, through which materiality both constrains and facilitates organizations' authenticity narratives. second, our research brings to the fore how audience members' experiential closeness to producers colors their perceptions of authenticity, and we show how material artifacts can enhance such closeness. third, our findings highlight the competitive value of authenticity by unpacking how producers' material endowments may constitute a resource or a liability. 8. title: signaling diversity debt: startup gender composition and the gender gap in joiners' interest. authors: engel, yuval; lewis, trey; cardon, melissa s.; hentschel, tanja. abstract: women are underrepresented in startups, but research on "joiners"�nonfounder employees attracted to startup work�offers limited explanations for why such underrepresentation occurs and how it persists. we argue that, even among joiners, women are less interested than men in applying for startup jobs and that this gender gap is associated with differential reactions to information about the gender composition of prospective employers. we analyze unique field data obtained from a job-matching mobile-application platform for startups, finding the hypothesized gender gap and showing that women, but not men, are sensitive to information about organizational gender composition, especially for startups signaling "diversity debt"�that is, no or only a token representation of women. a preregistered experiment further reveals that women's identity threat concerns mediate these effects. gender disparities in startups are reproduced in a vicious cycle as existing underrepresentation deters women from applying. our findings have implications for research and practice concerning joiners, the underrepresentation of women in entrepreneurship, and startups' ability to shape the gender composition of their applicant pools. 9. title: reaching for the stars: how gender influences the formation of high-status collaboration ties. authors: rua-gomez, carla; carnabuci, gianluca; goossen, martin c. abstract: extant research has shown that it is harder for women than for men to form high-status connections in the workplace. extending this line of research, we examine how two structural factors�geographic and network proximity�affect men's and women's chances of forming high-status connections. using data on the formation of collaboration ties with star scientists within the research and development laboratories of the 42 largest pharmaceutical companies between 1985 and 2010, we show that women who are geographically colocated with a "star" colleague are less likely to form a tie with that colleague compared to male peers who are similarly colocated, and that this difference persists irrespective of the star's gender. conversely, women benefit more than men do from network proximity, as indicated by the presence of common third-party ties, and this difference widens if the star colleague is also a woman. by illuminating how geographic and network proximity affect the chances of forming high-status connections differently for women than for men, our study goes beyond the notion that women have reduced access to workplace social capital and expands consideration to the structural factors that underpin�that is, amplify or reduce�that disadvantage. 10. title: free to be me? evolving gender expression and the dynamic interplay between authenticity and the desire to be accepted at work. authors: hennekam, sophie; ladge, jamie j. abstract: this study examines how the gender expression of transgender individuals evolves as they transition in the context of work. we draw from interviews with 25 transgender employees conducted at four points in time over a two-year period as they initiated, performed, and continued their gender transition. contributing to the literature on authenticity and identity transitions, our findings challenge the assumptions that individuals know how to express an authentic self and that authenticity has an endpoint by pointing to the evolving and relational nature of authenticity that involves a trial-and-error approach in which transgender individuals learn to become authentic as they engage in various forms of gender performativity. further, we position authenticity as a continuum, as individuals may temper their gender expression to elicit acceptance and express a gender that feels "authentic enough" as they contend with the impact of prevailing gender norms and expectations in the workplace. finally, the findings suggest that the identity transition process evolves in a nonlinear way and involves a dynamic interplay between the desire to express one's gender in a way that feels authentic and the desire to feel accepted by others. 11. title: on the plurality and politics of ally work: liberalism and self, relational, and organizational ally work. authors: dang, carolyn t.; joshi, aparna. abstract: we theorize that ally work (actions by employees belonging to advantaged social groups to support employees belonging to disadvantaged social groups) can be organized into three modalities: self ally work that is oriented toward developing skills and capabilities, relational ally work that is focused on building positive work relationships, and organizational ally work aimed at changing organizational practices to support disadvantaged coworkers. drawing from the theory of political ideology as motivated cognition, across multiple pre-registered field studies we found that employees who were more liberal-leaning (vs. conservative-leaning) reported higher engagement in all three modalities. we also examined whether contextual affordances amplified the liberalism effect. specifically, we tested whether personal accountability for diversity, colleague diversity, and organizational ideology directed liberals toward greater engagement in self, relational, and organizational work, respectively. as hypothesized, more liberal-leaning employees reported higher engagement in organizational ally work in more ideologically liberal organizations. however, the hypothesized effects of personal accountability were not supported. notably, personal accountability had a positive effect on self ally work among more conservative-leaning employees. the moderating effects of colleague diversity were also mixed across studies. highlighting both the plurality and politics of ally work, we discuss theoretical and practical implications of our findings. 12. title: hierarchical team structures limit joint gain in interteam negotiations: the role of information elaboration and value-claiming behavior. authors: doyle, sarah p.; chung, seunghoo; lount jr., robert b.; swaab, roderick i.; rathjens, jake. abstract: although teams of negotiators are widely assumed to be better at unlocking integrative solutions compared to individual negotiators, the interteam negotiation context is characterized by unique challenges that can make effective collaboration between teams difficult. we extend our theoretical understanding of interteam negotiations by offering novel insights about when and why teams realize their potential in integrative negotiations. specifically, we propose a theoretical model that explains how hierarchical team structures reduce information elaboration within teams, which reinforces "fixed-pie" assumptions that prompt the reliance on value-claiming behaviors between teams and lower high-quality outcomes such as the joint gain achieved. across four studies, each involving interactive team-on-team negotiations, we provide support for the hypothesized effects of formal intrateam hierarchies on joint gain, and test a useful intervention to mitigate the harmful effects of hierarchically structured teams at the negotiation table. contributions to the literatures on team negotiations, interteam collaboration, and hierarchical differences within teams are discussed. %'/029<>?@bk��ʻʻʩ��wobtf9thj�5�ojqj^jo(h">�h">�5�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h�]5�cjojqj^jajh 2e5�cjojqj^jaj#h�x�h�x�5�cjojqj^jajh">�5�cjojqj^jaj#h�"�h�"�5�cjojqj^jaj h$-�5�cjojqj^jajo(#h">�h">�5�cjojqj^jaj?@a��e f � a/0b��8f��gd%�gd�psgd)w�gd! 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