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��ࡱ�>�� uw����t��������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������u �r��ebjbj�n�n2`��a��a�= �������""������������8�tm�ppliiiii����o�o�o�o�o�o�o$�q��t<p������p��ii4*p����b�i�i�o���o���i���� g��e���������o@p0pp��t�f�t��1�t��l(��������pp5h���pp�������������������������������������������������������������������������t���������"q s: academy of management journal volume 66, issue 4, aug 2023 1. title: publishing multimethod research in amj: a review and best-practice recommendations. authors: wellman, ned; tr�ster, christian; grimes, matthew; roberson, quinetta; rink, floor; gruber, marc. abstract: an editorial is presented on best practices for publishing multi-method research in the academy of management journal (amj). topics include a brief discussion of deductive and inductive scientific reasoning, five archetypes of multi-method research most commonly published in amj, as well as tips on what to avoid and what to strive for when conducting this type of research. 2. title: "distinctive from what? and for whom?" deep learning-based product distinctiveness, social structure, and third-party certifications. authors: banerjee, mitali; cole, benjamin m.; ingram, paul. abstract: how do producers' distinctiveness and social structure influence third-party certifications? we argue that producers compete against prior and current competitors, and against their past selves. in the context of 153 artists active during a key period of the emergence of modern art (1905�1916), we utilize a convolutional neural network used in computer vision to extract feature vectors of artworks, and measure quantitative distance of these artists' works from canonical reference points. we find that artists are rewarded for distinctiveness from prior and current competitors and their past selves (up to a point). however, artists' autonomy to differentiate themselves depends on their position in the social structure, which we divide into supply-side artist-to-artist networks, and demand-side artist-to-gallerist networks. artists with high or low supply-side status receive higher rewards for distinctiveness from current competitors than do artists with middle supply-side status. artists with higher demand-side status receive higher rewards for distinctiveness from their own past, but lower rewards for distinctiveness from current competitors. these results show that peers strive to constrain each other to conform to positions of gravity within product space, and that market audiences deploy either higher or lower constraints on a producer's identity depending on the reference point. 3. title: the glass wall and the gendered evaluation of role expansion in freelancing careers. authors: lee, yonghoon g.; koval, christy zhou; lee, s. susie. abstract: people pursuing careers outside organizations often face a career progression paradox: they must develop expertise to find new work opportunities, but such expertise is largely acquired through accumulating work experience to which they seldom have access. research has proposed that progressive role expansion�starting one's career specialized in a single work role and later expanding into new work roles�would be helpful to navigate this challenge. however, we propose that when women engage in lateral role expansion within professional careers, they face a "glass wall"�an invisible barrier that limits their work opportunities due to a gendered evaluation of role expansion. specifically, role expansion by female (vs. male) freelancers is seen as less agentic, and such difference undermines female freelancers' perceived competence and commitment. three studies using different methods (archival data and experiment), industries (music and film), and samples (korean and american) show that female (vs. male) freelancers who expand into new work roles are seen as less agentic and have less chance of finding new work opportunities. although women who pursue careers outside of organizations may become unshackled from gender biases embedded within traditional organizational hierarchies, we suggest that they still face obstacles in the new forms of work. 4. title: "we can't compete on human rights": creating market-protected spaces to institutionalize the emerging logic of responsible management. authors: schuessler, elke s.; lohmeyer, nora; ashwin, sarah. abstract: to what extent are multinational corporations able to address societal challenges through voluntary corporate social responsibility (csr)? based on an in-depth qualitative study of how apparel multinational corporations have addressed labor standards violations since the deadly 2013 rana plaza factory collapse, we show how csr managers navigate the tension between the emerging responsible management logic and the highly institutionalized market logic, revealing how some go beyond accommodating responsible management within the market by prioritizing responsible management in market-protected spaces. we theorize the construction of market-protected spaces as a multilevel mechanism for institutionalizing an emerging logic in the context of a field dominated by the market logic via three forms of institutional work: restraining the jurisdiction of the market logic, infusing the responsible management logic with nonmarket elements, and maintaining market-protected spaces against resistance. a "market-protected space" is an institutionally bound space that suspends the dominance of the market logic on selected issues based on a binding institutional infrastructure that allows prioritizing responsible management�unlike voluntary csr, which still prioritizes the market logic. the concept of a market-protected space maps a path for policy-makers, managers, and other actors interested in institutionalizing responsible management in the global economy. 5. title: communication miscalibration: the price leaders pay for not sharing enough. authors: flynn, francis j.; lide, chelsea r. abstract: leaders may be seen by their followers as miscalibrating the quantity of their communication�sharing too much or too little. we propose that leaders are more likely to be seen as under-communicating than over-communicating, even though under-communication is more heavily penalized. in study 1a, we examine 2,717 qualitative comments from archived leadership assessments and find that leaders are nearly 10 times as likely to be criticized for under-communicating than for over-communicating. in study 1b, we obtain further evidence of this bias using a representative sample of u.s. adults. in study 2, we manipulate communication (mis)calibration, showing that leaders who under-communicate are viewed as less qualified for a leadership role because they are viewed as less empathic. in study 3, we use separate measures of employee perceptions of their manager's communication as well as their preferences. when there is a lack of congruence between perceived and preferred communication, employees judge their leaders as lacking empathy and, in turn, leadership ability. 6. title: the technological entrainment of moral issues: the case of genomic data markets. authors: gray, barbara; briscoe, forrest; ferraro, celeste diaz. abstract: this research considers the role of technology in shaping the moral foundations of emerging digital markets. through an inductive process study, we examine the development of the market for genomic (dna) data�an emergent digital market plagued by moral conflicts over privacy and ownership. drawing on interview, archival, and observational data, we analyze how rules for exchanging genomic data emerged, and how entrepreneurial technology-development moves influenced those rules. our findings reveal a four-step process, which we call the technological entrainment of moral issues, involving the progressive synchronization of framings, technical policies, technologies (software), exchange platforms, and market participant behaviors. this process baked particular moral stances on privacy and ownership into technological designs, which then dictated the rules market participants were required to follow to engage in exchange. we conclude that when markets are digital, technology processes central to exchange end up controlling many moral aspects of exchange. our study contributes to theories of morally contentious markets and cultural or institutional entrepreneurship by illuminating how those theories can incorporate material (not only symbolic) aspects of technology processes and better explain the emerging moral order within the rapidly expanding realm of digital markets. 7. title: a spillover model of dreams and work behavior: how dream meaning ascription promotes awe and employee resilience. authors: belinda, casher d.; christian, michael s. abstract: sleep and employee behavior are linked. while the dominant explanations for this link involve physiology and cognitive resources, we offer a different perspective. we suggest that dreams, or psychological experiences during sleep, spill over to affect employee behavior. this spillover effect, we argue, results from the interplay between dreaming, meaning creation, and emotion. taking a morning-of perspective, we theorize that recalling and ascribing meaning to dream experiences elicits awe�an epistemic emotion produced by appraisals of vastness and a need for cognitive accommodation. in turn, because awe reduces individuals' focus on themselves and their concerns, we argue that experiencing awe upon awakening increases employee resilience, and ultimately goal progress, throughout the workday. however, because awe entails a felt need to expand one's existing ways of knowing, employees may vary in their receptivity to awe. we therefore argue that the link between awe and resilience hinges on trait epistemic curiosity, or employees' inherent desire to seek and acquire new knowledge. across three studies�including a morning-of field study, a single-day morning�afternoon study, and a two-week experience sampling study�we find that ascribing positive meaning to dreams elicits awe, which in turn promotes resilience, and ultimately goal progress, throughout the workday. 8. title: the benefits and burdens of work moralization on creativity. authors: kundro, timothy g. abstract: although morality has long been considered an important and integral element of organizational life for employees, research has suggested that moral considerations reduce creativity. however, evidence has hinted that morality may not always be a burden and instead could spark creativity. i develop a model that investigates how work moralization�or the degree to which individuals integrate moral considerations into their work tasks�influences employee creativity. drawing on regulatory focus theory, i argue that work moralization can lead to prevention-focused cognitions (i.e., moral rumination), which impair and redirect the cognitive resources needed for creativity. however, i also posit that work moralization can lead to promotion-focused cognitions (i.e., cognitive flexibility), leading employees to adopt cognitive approaches that increase creativity. moreover, integrating research on value congruence, i suggest that work moralizers are the least likely to ruminate�and the most likely to become cognitively flexible�when they perceive that their values are aligned with those of their organization, which ultimately fosters higher levels of creativity. i test my theoretical model with two field studies and a preregistered experiment. this research challenges the consensus that moral considerations generally have a negative impact on creativity, and contributes to research on organizational ethics and creativity. 9. title: corporate proximity and product market reentry: the role of corporate headquarters in business unit response to product failure. authors: kim, cheon mok; cunningham, colleen; joseph, john. abstract: understanding how organizations respond to failure is important to management research, yet prior studies have offered contrasting findings for whether, in a multiunit hierarchical organization, a corporate office improves business unit search following product failure. to better understand how a corporate office affects business unit search, we focus on the role of corporate proximity (hierarchical, geographic, and cognitive) between the corporate office and constituent units. we argue that corporate proximity improves a business unit's local search process through two mechanisms�vertical linkages and corporate attention�that positively condition the likelihood of persisting; that is, reentering a product market after having experienced a prior product failure in that market. we find support for our theory using data on reentry in the u.s. medical device industry following exit from the market due to product failure. we also explore how age of the product market and characteristics of the failure�cause and severity�further moderate corporate proximity's role in business unit reentry. overall, our study offers a better understanding of how complex organizations respond to failure, thereby contributing to literatures on search, corporate headquarters, and product entry. 10. title: signaling legitimacy: why mixed-gender coalitions outperform single-gender coalitions in advocating for gender equity. authors: hussain, insiya; tangirala, subrahmaniam; sherf, elad n. abstract: employees often engage in collective grassroots efforts to bring about gender equity in the workplace. such coalition-based advocacy is largely driven by women, which has led to debate about whether men's involvement as allies can help. integrating literatures on signaling and legitimacy, we propose that the demographic composition of a gender equity advocacy coalition matters: men-only groups lack "coalition legitimacy," or the perception that they are the "right" spokespersons for gender equity issues, whereas women-only groups struggle to convey "issue legitimacy," or the perception that gender equity is of strategic importance within business organizations. by contrast, mixed-gender coalitions signal both forms of legitimacy, and are thus uniquely effective. we demonstrate these effects over three studies: managers reporting on advocacy coalitions comprising their colleagues (study 1), an audio-based study showing that the proposed effects are unique for gender equity issues (study 2), and a stimulus sampling study involving multiple policy proposals (study 3). our findings highlight the different forms of legitimacy that women and men bring to the table when selling gender equity issues. we discuss implications for who should be recruited to gender equity advocacy coalitions, and why. 11. title: how organizations influence interpersonal trust repair: the case of a french antiterrorist unit. authors: sala, gabriel r.; pratt, michael g. abstract: organizations that increasingly rely on interdependent teams, such as project teams, often imply work that is important, improvisational, and interdependent. however, these are the very same task conditions where trust is most fragile and in need of repair. as a result, organizations may wish to intervene in repairing interpersonal trust among members. through an inductive qualitative study of a french antiterrorist unit, we move beyond dyadic treatments of interpersonal trust repair to theorize a model that elucidates the organizational practices that can be used to guide members through the trust repair process. we also induce core mechanisms, such as establishing trust violation rules and providing trust templates, that explain why these organizational practices work to repair interpersonal trust. we suggest how this organizationally directed trust repair process can lead to full, partial, or failed trust repair for trust violators, with consequences on whether and how these violators may be reintegrated into the organization. we conclude by discussing the contributions of our research on trust repair, as well as on how organizations treat organizational wrongdoers, and suggest several avenues for future research.     %'/0258:;<>g�����ʸʩʸ��wobtf9thj�5�ojqj^jo(h�9�h�9�5�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h�]5�cjojqj^jajh 2e5�cjojqj^jajh�9�5�cjojqj^jaj#h�9�h�9�5�cjojqj^jaj#h�"�h�"�5�cjojqj^jaj h$-�5�cjojqj^jajo(#h�9�h�9�5�cjojqj^jaj;<=� � �  u ��<{��l�no��/"�����������������������gd�psgd)w�gd�gd$?�gdto�gd�l$gd%j,gdu<�gd�"�$a$gdt4��    � � � � � � �   ! 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