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��ࡱ�>�� u �r��bjbj�n�n2��a��a\� ��""��8��$��rl��7r9r9r9r9r9r9r$ht��v<]r9��]r��4�ruuu�:��7ru�7ruuu��0^�6�w��u#r�r0�ru:w3r:wuuv2:w��nx��u��]r]r��r��:w��"qs: organization science volume 34, issue 1, jan/feb 2023 1. title: external interfaces or internal processes? market positioning and divergent professionalization paths in young ventures. authors: desantola, alicia; gulati, ranjay; zhelyazkov, pavel i. abstract: we explore how the initial market positioning of entrepreneurial ventures shapes how they professionalize over time, focusing specifically on the development of functional roles. in contrast to existing literature, which presumes a uniform march toward professionalization as ventures scale and complete developmental milestones, we advance a contingent perspective, distinguishing between the development of external interface functions (marketing & sales and customer development) and internal process functions (accounting, human resources, and finance). specifically, we argue that positioning in an unconventional market space raises demand for external engagement that focuses ventures' attention and resources toward developing external interface roles. at the same time, such unconventional ventures are less apt to elaborate their internal process roles relative to more conventional peers. we test these predictions using a novel longitudinal data set on the internal organizations of 3,748 u.s.-based entrepreneurial ventures. in contrast to common assumptions of convergent professionalization, our theory and findings advance the perspective that ventures pursue divergent professionalization paths based on their initial market positioning as they scale up. 2. title: the role of resources in the success or failure of diverse teams: resource scarcity activates negative performance-detracting resource dynamics in social category diverse teams. authors: yu, siyu; greer, lindred l. abstract: increasing the social category diversity of work teams is top of mind for many organizations. however, such efforts may not always be sufficiently resourced, given the numerous resource demands facing organizations. in this paper, we offer a novel take on the relationship between social category diversity and team performance, seeking to understand the role resources may play in both altering and explaining the performance dynamics of diverse teams. specifically, our resource framework explains how the effects of social category diversity on team performance can be explained by intrateam resource cognitions and behaviors and are dependent on team resource availability. we propose that in the face of scarcity in a focal resource (i.e., budget), diverse (but not homogenous) teams generalize this scarcity perception to fear that all resources (i.e., staff, time, etc.) are scarce, prompting performance-detracting power struggles over resources within the team. we find support for our model in three multimethod team-level studies, including two laboratory studies of interacting teams and a field study of work teams in research and development firms. our resource framework provides a new lens to study the success or failure of diverse teams by illuminating a previously overlooked danger in diverse teams (negative resource cognitions (scarcity spillover bias) and behaviors (intrateam power struggles)), which offers enhanced explanatory power over prior explanations. this resource framework for the study of team diversity also yields insight into how to remove the roadblocks that may occur in diverse teams, highlighting the necessity of resource sufficiency for the success of diverse teams. 3. title: the price of belonging: price setting in the market for champagne grapes. authors: ody-brasier, amandine. abstract: various studies show that social relations between exchange partners affect price setting behaviors. although scholars expect a broad range of buyer�seller relations to shape price�and different types of relations to have different effects�we have surprisingly little quantitative evidence for these views. this is in part because extant empirical work operationalizes relations rather narrowly, focusing on repeated exchange relations. drawing on existing theory and fieldwork in the market for champagne grapes, this paper investigates how community relations and repeated exchange shape price setting behavior. i use unique transaction-level price data to document the effects of these two types of buyer�seller relations. i find that community relations reduce deviations from local pricing norms such that, for an average transaction, grape sellers charge about � 1,500 less when the buyer belongs to their village or school district. i draw on rich qualitative data to illustrate what is driving these effects. interviews reveal not only that social relations infuse in the exchange a logic of action at odds with the logic of markets, but also, importantly, that there is some heterogeneity within the embedded logic of exchange. in particular, community relations appear to be more constraining than repeated exchange for price setters. 4. title: a star is born: the relationship between performance and achieving status through certification contests in the context of equity analysts. authors: paik, eugene taeha; pollock, timothy g.; boivie, steven; lange, donald; lee, peggy m. abstract: we investigate how the relationship between status and performance decouples over time by addressing two questions: (1) how performance affects the likelihood that an actor achieves high status and (2) how achieving high status affects the actor's subsequent performance. in doing so, we focus on the role repeated certification contests play, where evaluators assess actors' performance along particular dimensions and confer high status on the contest winners. using the context of sell-side (brokerage) equity analysts and the "all-star" list from institutional investor magazine, we first investigate whether analysts who make the all-star list are more likely to produce accurate and/or independent forecasts. then, we investigate analyst performance after recent and multiple wins. our results demonstrate the decoupling of status and performance over time and the roles played by both the high-status actor and the social evaluators conferring their status. whereas analyst performance increases the likelihood of being designated an all-star, recent and multiple all-star designations differentially affect both how subsequent performance is assessed, and how the all-star analysts subsequently perform. in the short term, achieving high status can increase performance and solidify an analyst's status position; however, in the long term, it can lead to lower performance and eventually result in status loss, which further erodes performance. 5. title: incentivizing effort allocation through resource allocation: evidence from scientists' response to changes in funding policy. authors: blomfield, michael; vakili, keyvan. abstract: prior research in management and economics has predominantly focused on how managers or policymakers can shape workers' allocation of effort using output-based or effort-based incentives. in many settings, however, managers may seek to influence workers' effort choices through resource allocation�that is, changing the cost of securing resources for different projects or activities. in this paper, we develop a formal model to investigate how a worker changes the allocation of a fixed amount of effort across different projects in response to changes in the cost of securing resources for each project. our model shows how cutting resources available to one project, under certain circumstances, can inadvertently reduce the share of effort allocated to other projects and vice versa. we use the insights from the model to explore the effectiveness of funding strategies designed to influence the research direction of academic scientists. we specifically examine how u.s. scientists working in stem cell research responded to a 2001 policy change that restricted access to federal funding for research in the human embryonic stem cell (hesc) area. in line with our model's predictions, we find that cutting resources for hesc research inadvertently reduced u.s. scientists' output in non-hesc areas of stem cell research�an effect that is strongest among the highest-ability scientists. our findings highlight the complexities of incentivizing effort allocation using resource-based incentives. in particular, we show how altering resource-based incentives in one area can have unforeseen spillover effects on effort allocation in other areas. 6. title: data-induced rationality and unitary spaces in interfirm collaboration. authors: cepa, katharina; schildt, henri. abstract: the real-time data transfer between collaborating companies allows them to represent and control activities across firm boundaries, providing new ways to organize collaborative efforts. we conducted an inductive multiple case study of five long-term relationships to examine the effects of data-intensive technologies on the organization and management of collaborative relationships in industrial companies. our analysis shows how the delegation of digital activities into specialized digital units fostered data-driven mindsets and data-driven interactions that jointly formed a holistic data-induced rationality for managing the relationship. together, the compartmentalization of digital collaboration and the data-induced rationalities turned these units into "unitary spaces," organizational enclosures where structural tensions and competing demands were temporarily suspended to foster single-minded pursuit of collaborative short-term benefits for the partner company. 7. title: the road not taken: technological uncertainty and the evaluation of innovations. authors: tan, david. abstract: when venturing into unfamiliar areas of technology, inventors face ex ante technological uncertainty, that is many possible alternative technological paths going forward and limited guidance from existing technological knowledge for predicting the likelihood that a given path will successfully result in an invention. i theorize, however, that this ex ante technological uncertainty becomes less apparent when evaluating inventions in hindsight. when one knows that a given technological path turned out to be successful ex post, it may be difficult to appreciate the ex ante plausibility of reasons to prefer alternative paths. as a result, inventions may seem more obvious to those evaluating inventions with the benefit of hindsight. my theory yields a counterintuitive implication; when inventors venture into less familiar areas of technology, there is a greater risk of evaluators overestimating obviousness due to hindsight bias. empirical evidence comes from novel data on accepted and rejected patent applications, including hand-collected data from the text of applicant objections to obviousness rejections and examiners' subsequent reversals of rejections in response to applicant objections. 8. title: caught in an expectations trap: risks of giving securities analysts what they expect. authors: bascle, guilhem; jung, jiwook. abstract: although recent research shows that there is mounting pressure on firms to achieve earnings expectations of securities analysts, firms are far from being passive conformers; many firms proactively manage such pressure, particularly with earnings management tools. yet why does the pressure to meet analyst expectations persist despite firms' efforts to reduce it? to address the question, we develop an intertemporal model of the mutually reinforcing relationships between analyst expectations and firms' strategic response, combining the behavioral theory of the firm and the concept of expectations trap. we argue that firms' efforts to meet analyst expectations strengthen their salience as a predominant performance benchmark and, in doing so, ironically put them under greater pressure from analysts in three sequentially related steps�escalating future earnings expectations, imposing more severe penalties for failure to meet heightened expectations, and generating compensatory action for missed expectations. our analysis, using data on more than 700 of the largest listed u.s. firms between 1986 and 2015, supports our arguments. our study expands the scope of the behavioral theory of the firm, by demonstrating the increasing importance of performance feedback based on analyst expectations. our study also contributes to the research on earnings pressure, by illuminating why the pressure persists despite firms' efforts to reduce or evade it, and finally to the literature on strategic management of external expectations, by elaborating its unintended, long-term consequences. 9. title: can racial diversity attenuate racial discrimination in service interactions? evidence from cite-and-release decisions within police departments. authors: meuris, jirs. abstract: despite the belief that racial diversity in organizations will attenuate racial discrimination in service interactions, the extant literature suggests that it may often exacerbate discrimination by generating intergroup conflict. in this paper, i propose that the influence of racial diversity on racial discrimination in service interactions will depend upon (a) the level of interdependence within an organization and (b) whether an increase in diversity consists of a larger representation of a minority's own racial group. to test my predictions, i combine interaction-level data covering approximately 200,000 cite-and-release decisions where suspects are either given a summons to attend court at a later date or transported to jail following arrest with longitudinal organization-level data from 93 police departments across the united states. consistent with prior research, i found that minority suspects were less likely to be cited and released for the same offense relative to white suspects. racial diversity among sworn officers in a police department exacerbated discrimination in cite-and-release decisions unless officers' work roles were highly interdependent due to the adoption of community-oriented policing. focusing on black and hispanic suspects, i observed this pattern regardless of whether an increase in racial diversity in the department was characterized by a larger representation of a minority suspect's own racial group or other minority racial groups. taken together, the findings suggest that diverse organizations can mitigate the emergence of intergroup conflict that exacerbates racial discrimination in service interactions by fostering interdependencies. 10. title: what makes resource provision an effective means of poverty alleviation? a resourcing perspective. authors: sutter, christopher; bhatt, babita; qureshi, israr. abstract: adequately addressing the grand challenge of poverty requires addressing resource scarcity. however, efforts to provide resources as a means of poverty alleviation have met with mixed success. we explore what makes resource provision effective as a means of poverty alleviation. we adopt a resourcing perspective, which focuses on the relationship between potential resources and schemas, or shared understandings, that shape how resources are used. consistent with prior research, we find that schemas shape how resources are used in practice. however, we also find that who can access the resources is as consequential as how they are used. in exploring this issue, we identify a new category of schemas related not to use but to access, which we refer to as access schemas. we define access schemas as shared understandings regarding who can appropriately access potential resources. we find that different social groups have distinct schemas regarding access, and we identify three mechanisms�precedence, complementarity, and scaffolding�that shape the way that access schemas are enacted in resource-scarce settings. our study contributes to the literature on grand challenges by clarifying the link between resource provision and resource use. we also contribute to the literature on resourcing by uncovering mechanisms that shape schema enactment in the presence of conflicting access schemas held by different social groups. 11. title: when more is less: explaining the curse of too much capital for early-stage ventures. authors: murray, alex; fisher, greg. abstract: this study examines how the mechanisms that entrepreneurs use to successfully mobilize financial resources influence the long-term viability of their ventures. through an inductive analysis of crowdfunded consumer drone ventures, we empirically illustrate and theoretically conceptualize the link between the claims entrepreneurs use to mobilize resources and the actions entrepreneurs must then take to develop successful ventures. we induct a theoretical framework to suggest that unbounded claims drive up the financial resources that ventures mobilize but reduce the likelihood of their long-term viability because of unmanageable technological complexity and uncontrolled organizational scaling, whereas bounded claims limit the financial resources that ventures mobilize but increase the likelihood of their long-term viability because of manageable technological complexity and controlled organizational scaling. we contribute to the resource mobilization literature by expounding on how the mechanisms that entrepreneurs use to mobilize financial resources are critical for ventures' long-term viability over and above the amount of resources they mobilize. we contribute to the cultural entrepreneurship literature by linking research on claim making to the actions entrepreneurs must then take to deliver on their claims. finally, we contribute to the literature on crowdfunding by connecting entrepreneurs' campaign actions to the postcampaign outcome of on-time and on-scope product delivery. 12. title: driven to distraction: the unintended consequences of organizational learning from failure caused by human error. authors: park, brian; lehman, david w.; ramanujam, rangaraj. abstract: research to date offers inconclusive and even conflicting evidence regarding whether organizations learn from failure. the present study sheds new light on this debate by highlighting a previously overlooked factor: whether the failure was caused by human error. in attempts to learn from failure, organizational members tend to focus on simplified representations of experiences and, in doing so, distinguish between failures attributed to human errors versus other causes. our core thesis is that failures resulting from human error attract significant amounts of attentional resources, thereby depleting the limited stock of organizational attention otherwise directed at managing the risk of failures resulting from other causes. we hypothesize that this disproportionate allocation of attention simultaneously is associated with both positive learning outcomes and negative side effects, specifically, a subsequent decrease in failures resulting from human error and also an increase in failures resulting from other causes. we also hypothesize that failures resulting from causes other than human error attract less organizational attention and, thus, lead to weaker learning outcomes. the proposed hypotheses were tested and supported using data from accident reports filed by natural gas pipeline operators with the u.s. pipeline hazardous materials safety administration from 2002 to 2012. additional analyses, including text analysis of accident reports, a series of simulations, and a supplementary study, point to organizational attention as the mechanism at play. taken together, these findings suggest that organizational learning from failure caused by human error produces not only benefits, but also unintended consequences. 13. title: the impact of bribery relationships on firm growth in transition economies. authors: jung, hyun ju; lee, seung-hyun. abstract: this study explores how bribery affects firm growth by focusing on the asymmetric dependence of firms on government resources and services. we conceptualize bribery as relationships through which bribery requests require firms to frequently interact with rent-seeking government officials. through bribery relationships, such officials extort firms beyond the exchange of bribe money for preferential treatment, depriving acquiescing firms of time and effort and thereby imposing hidden costs that could be otherwise used for firm growth. we find that bribery relationships damage firm growth. firm status such as introducing new products or not affects how rent-seeking government officials check on firms and calculate their extortion schemes in bribery relationships; bribery relationships damage firm growth more significantly for firms without new products. the damage of bribery relationships to firm growth is also contingent on institutional environments. under pervasive corruption, firms in bribery relationships may increase their acquiescence to the extortion of rent-seeking government officials. in countries with high-quality governance, however, firms can depend on sound regulations and rules of law and government officials experience high moral costs of corruption. thus, the negative effect of the bribery relationship on firm growth will be strengthened under pervasive corruption and weakened under high-quality governance. using business environment and enterprise performance survey and world governance indicators data for 28 eastern european countries from 2002�2014, we demonstrate the multifaceted features of the bribery relationship and its interaction with country-level institutional environments. 14. title: who gives back? evidence from india on successful entrepreneurial exit and involvement in philanthropy. authors: hans, leena kinger; vissa, balagopal. abstract: although successful commercial entrepreneurship has beneficial consequences for the economy, it is unclear whether it is unequivocally good for broader society. we shed light on this macro issue by delving into a specific micropathway linking commercial entrepreneurship with positive spillover effects for broader society. we ask which commercial entrepreneurs who have experienced economic success through a financial exit event from their for-profit venture engage in philanthropy�defined as systematically stimulating, supporting, and shaping social change efforts�after exit. utilizing the status characteristics framework, we conceptualize how hierarchical positions on ascribed social status characteristics (caste and gender in our setting) and achieved social status characteristics (eliteness of indian tertiary educational attainment and overseas tertiary educational attainment in our setting) regulate successful commercial entrepreneurs' subsequent involvement in philanthropy. we argue that successful commercial entrepreneurs from disadvantaged ascribed-status groups or privileged achieved-status groups are more likely to transition to philanthropic activities because they more keenly perceive the need for societal change and are also more motivated to take action. quantitative analyses on a sample of 673 indian entrepreneurs who experienced a successful financial exit from their for-profit venture during 2003�2013, supplemented by qualitative interviews, support our theorizing. we advance management research by highlighting founder transitions from successful commercial entrepreneurship to philanthropy as a hitherto understudied mechanism driving positive social change. we thus open up new research avenues around the less-studied exit stage of entrepreneurship that allows for the integration of currently unconnected literatures around corporate philanthropy, elites, entrepreneurship, and social impact. 15. title: short-selling pressure and workplace safety: curbing short-termism through stakeholder interdependencies. authors: qian, cuili; crilly, donal; lin, yupeng; zhang, keyuan; zhang, rengong. abstract: we advance a multistakeholder framework that highlights the influence of stakeholders in tempering short-termist responses to capital market pressures. when firms face pressure from short sellers in the capital market, they sometimes shift attention to short-term stock performance and neglect critical investments that pay off in the long run. relying on a quasi-natural experiment and establishment-level data on workplace injuries, we find that short-selling pressure causes an increase in employee injuries. critically, however, the degree to which the response is short-termist depends on the salience of multiple stakeholders (analysts, shareholders, employees, and managers). we discuss the implications for understanding firms' relations with their stakeholders and, particularly, how these stakeholders influence corporate responses to capital market pressures in ways that matter for long-term value creation. this study also contributes to strategy research by highlighting the downside of capital market deregulation. 16. title: creativity and the arts of disguise: switching between formal and informal channels in the evolution of creative projects. authors: mainemelis, charalampos; sakellariou, evy. abstract: the extant creativity literature suggests that creative projects evolve in organizations through either formal or informal channels. this article advances creativity research beyond these two limited single-channel conceptualizations by exploring why and how creative projects evolve by accessing both formal and informal channels. in a study of a creative communications campaign in a subsidiary of a fortune 500 multinational corporation, we find that switching from the formal to the informal channel allows the creative project to bypass organizational barriers and secure strategic autonomy, whereas switching from the informal to the formal channel allows the creative project to preserve its legitimacy and secure resources. our analysis reveals that these bidirectional channel-switching transitions are propelled by four versatile subprocesses: selective concealment; strategic use of time; exploitation of hierarchical and knowledge gaps; and shared wins framing. drawing on our findings, we develop a dual-channel process model of creative evolution that provides a missing theoretical link between, on the one hand, the variable conditions that impel creative projects to follow at times formal and at other times informal channels, and on the other hand, the differential mechanisms through which the two directions of channel switching allow creative projects to further evolve. 17. title: bridging the gap: evidence from the return migration of african scientists. authors: fry, caroline viola. abstract: although prior research has highlighted the benefits that accrue to brokers in innovation networks, much less attention is devoted to understanding who benefits from associating with a broker. this study focuses on the impact of associating with a specific kind of broker�a core/periphery bridge�that is, one that spans central and peripheral actors. i argue that actors associated with a core/periphery bridge benefit more when they have no central connection, or are outsiders in the network, due to their greater need for sponsorship from the broker. i explore this idea in the context of the return migration of american-trained scientists to african institutions, who span the core and the periphery of the global scientific network. i evaluate the impact of their return on the publication outcomes of nonmigrant scientists based in african institutions and find that following the arrival of a returnee in their institution, the nonmigrants who are not already connected to scientists in top global institutions have a greater publication output through improved access to central knowledge and connections. the findings contribute to a better understanding of how brokers can influence innovation systems more broadly. 18. title: learning in temporary teams: the varying effects of partner exposure by team member role. authors: kim, song-hee; song, hummy; valentine, melissa a. abstract: in many workplaces, temporary teams convene to coordinate complex work, despite team members having not worked together before. most related research has found consistent performance benefits when members of temporary teams work together multiple times (team familiarity). recent work in this area broke new conceptual ground by instead exploring the learning and performance benefits that team members gain by being exposed to many new partners (partner exposure). in contrast to that new work that examined partner exposure between team members who are peers, in this paper, we extend this research by developing and testing theory about the performance effects of partner exposure for team members whose roles are differentiated by authority and skill. we use visit-level data from a hospital emergency department and leverage the ad hoc assignment of attendings, nurses, and residents to teams and the round-robin assignment of patients to these teams as our identification strategy. we find a negative performance effect of both nurses' and resident trainees' partner exposure to more attendings and of attendings' and nurses' exposure to more residents. in contrast, both attendings and residents experience a positive impact on performance from working with more nurses. the respective effects of residents working with more attendings and with more nurses is attenuated on patient cases with more structured workflows. our results suggest that interactions with team members in decision-executing roles, as opposed to decision-initiating roles, is an important but often unrecognized part of disciplinary training and team learning. 19. title: triadic advocacy work. authors: jackson, summer rachel; kellogg, katherine cissel. abstract: scholars of street-level bureaucracy and institutional research focus primarily on the relationships between advocates and their larger bureaucratic and social systems, assuming that advocates have little need to satisfy their beneficiaries. we find otherwise in our two-year ethnographic study of public defenders advocating for disadvantaged clients in interactions with district attorneys. in our analysis of 82 advocacy opportunities, we demonstrate that, when existing bureaucratic and social systems put beneficiaries at a disadvantage, advocates may be concerned about managing fraught relationships with their beneficiaries in addition to navigating barriers within the bureaucratic and social systems. we further show a tension between the two; ironically, engaging in advocacy work on behalf of beneficiaries can lead to beneficiary mistrust. as a result, advocates engage in triadic advocacy work�managing impressions with their beneficiaries while also influencing powerful actors within the system on behalf of these same beneficiaries. understanding the process by which advocates navigate this tension is critical to understanding beneficiary outcomes. by reconceptualizing advocacy work as a triadic process among advocate, bureaucratic system, and beneficiary rather than as a dyadic process between advocate and bureaucratic system, this paper develops new theory about how advocates can attempt to garner benefits that advance the rights and opportunities of the disadvantaged. 20. title: the evaluation of founder failure and success by hiring firms: a field experiment. authors: botelho, tristan l.; chang, melody. abstract: organizations tout the importance of innovation and entrepreneurship. yet, when hiring it remains unclear how they evaluate entrepreneurial human capital�namely, job candidates with founder experience. how hiring firms evaluate this experience�and especially how this evaluation varies by entrepreneurial success and failure�reveals insights into the structures and processes within organizations. organizations research points to two perspectives related to the evaluation of founder experience: former founders may be advantaged, due to founder experience signaling high-quality capabilities and human capital, or disadvantaged, due to concerns related to fit and commitment. to identify the dominant class of mechanisms driving the evaluation of founder experience, it is important to consider how these evaluations differ, depending on whether the founder's venture failed or succeeded. to isolate demand-side mechanisms and hold supply-side factors constant, we conducted a field experiment. we sent applications varying the candidate's founder experience to 2,400 software engineering positions in the un&')035679b��ʻʪʘ��um`rd7rhj�5�ojqj^jo(h�(�h�(�5�ojqj^jh�"�hu<�5�ojqj^jh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h 2e5�cjojqj^jaj#h��h��5�cjojqj^jaj 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