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discourse associated with the u.s. luxury hotel category, from its beginnings in 1790 through 2015, to explain how cultural processes contribute to elite category endurance. analyzing data from historical archives, interviews, and observations, we use both qualitative and quantitative methods to reveal how the endurance of an elite category is an ongoing cultural accomplishment that occurs via periodic redefinition of its "symbolic boundary"�that is, the set of meanings and practices that distinguish the elite from nonelite. modeling the boundary in terms of semiotic codes of opposition, we find that the encoding of the symbolic boundary serves as a temporary settlement that conveys both the category's elite exclusivity and its cultural consonance with broader societal beliefs, tastes, and practices. over time, however, with industry and societal changes, tensions erupt in the balance between the needs for exclusivity and consonance, propelling a redefinition of what it means to be elite. our research extends current theorizations of elite category endurance by revealing how the elite symbolic boundary is neither permanent nor unassailable; rather, we show how it changes to enable long-term elite category endurance. 2. title: painting a clear picture while seeing the big picture: when and why leaders overcome the trade-off between concreteness and scale. authors: carton, andrew m.; knowlton, karren; coutifaris, constantinos g. v.; kundro, timothy g.; boysen, andrew p. abstract: one of the most effective ways leaders can promote change is by generating visions with image-based rhetoric ("make children smile"). by conjuring visual snapshots of the future, leaders paint a portrait of what their organizations can one day achieve. it would thus stand to reason that leaders who naturally think and speak in terms of picture-like detail (a "concrete orientation") would promote more organizational change than those who are inclined to think vaguely (an "abstract orientation"). yet, research has established that individuals with a concrete orientation tend to focus on short-term, narrow details (e.g., small features of a single product) rather than long-term visions requiring the coordinated effort of all employees. to determine how and when concrete-thinking leaders induce large-scale change, we integrate theory on attention, organizational hierarchy, and construal. we predict that leaders who have a concrete orientation will promote change by redirecting their attention toward long-term visions of the future, if their organizations have strong, rather than weak, hierarchies. by contrast, hierarchical strength will have no such effect on leaders with an abstract orientation. we test these predictions in an archival study of ceos and then examine the attention-based process that helps explain this effect in a preregistered experiment. 3. title: balancing "protective disguise" with "harmonious advocacy": social venture legitimation in authoritarian contexts. authors: neuberger, isabel; kroezen, jochem; tracey, paul. abstract: this paper seeks to advance understanding of how new social ventures can gain legitimacy in authoritarian contexts. through a study of a new disability rights organization in post-revolutionary egypt, we theorize how authoritarianism poses distinct challenges for social ventures that require different legitimation strategies than those commonly reported in the literature. specifically, we use our case study to build a theoretical model that suggests social ventures need to achieve "optimal assimilation" by balancing "protective disguise" with "harmonious advocacy." by explicitly theorizing social venture legitimation in authoritarian contexts, we advance the budding literature on social venture legitimation that has so far predominantly considered legitimation in more democratic contexts. moreover, our study shows that organizational legitimacy may need to be conceptualized differently when examining social ventures�and indeed other forms of organization�in authoritarian regimes. 4. title: the impact of communist ideology on the patenting activity of chinese firms. authors: xu, dean; zhou, kevin zheng; chen, shihua. abstract: the chinese communist party began decoupling its policies and practices from maoist communist ideology more than four decades ago. yet, why does maoism continue to have an impact on the behavior of party members? in this study, we argue that, although the influence of maoist ideology has become weaker among younger party members and party members with higher educational attainment, such ideological decay is countered by a process of secondhand ideological imprinting. based on data from 1,298 non-state-owned chinese listed firms for 2000�2017, we find that firms with party-member board chairs file fewer patent applications and are more likely to commit patent infringement. these effects are weaker if a board chair is younger or has higher educational attainment. importantly, the moderating effect of young age is reduced as the presence of older party-member corporate directors in a region becomes more prominent. however, the moderating effect of education appears to be unaffected by the presence of older party-member directors. these findings generate fresh insights on the dynamics of ideological decay and persistence. 5. title: receiving service from a person with a disability: stereotypes, perceptions of corporate social responsibility, and the opportunity for increased corporate reputation. authors: dwertmann, david j. g.; goatautait, bernadeta; kazlauskait, rjta; bu ijnien, ilona. abstract: whereas advocates point to benefits of employing people with disabilities for organizations, employers' concern over negative customer reactions is still a barrier to the employment of people with disabilities in service occupations. we contribute to this discussion and the management literature on disability by examining the effects of receiving service from employees with a hearing disability and employees who use a wheelchair on corporate reputation. based on signaling theory, stereotypes, and valuation-by-association logic, we argue and find in a multistudy, multimethod approach that employing people with disabilities can be perceived as corporate social responsibility and leads to better corporate reputation. a field study with 317 customers of a large international supermarket chain in lithuania demonstrates higher ratings of corporate reputation for customers receiving service from an employee with a hearing disability than for customers receiving service from an employee without disabilities. in an online experiment using a solomon four-group design, we utilize video vignettes to test our model with corporate social responsibility perceptions as a mediator. together, our findings show that managers' concerns about how biased customers might respond to service employees with disabilities are likely unfounded and highlight�in addition to an ethical case for inclusion�the potential for organizations to benefit from employing of people with disabilities, as it leads to favorable reputation effects for organizations. 6. title: when do novel business models lead to high performance? a configurational approach to value drivers, competitive strategy, and firm environment. authors: lepp�nen, petteri; george, gerard; alexy, oliver. abstract: the strategy literature has viewed novel business model design as a universally positive antecedent of high performance in entrepreneurial ventures. not only have scholars emphasized novelty as a necessity, but they have almost considered it a sufficient condition for performance. challenging this assumption, we hypothesize that novelty can produce high performance only in combination with specific configurations that feature other value drivers, such as efficiency, lock-in, and complementarity, which help firms not only create value but also capture more of it. fuzzy set qualitative comparative analysis of two samples of internet-enabled firms largely supports our hypotheses. we find that novelty alone is insufficient for high performance, even when it appears as a necessary condition for very high performance in new technological environments. our results highlight how novelty combines effectively with other value drivers (in particular with efficiency) and strategies (in particular with differentiation) contingent on the intensity of competition, firm size, and firms' technological environment. our study contributes to literature streams on value creation, business model design, and innovation. 7. title: toward a configural theory of job demands and resources. authors: ong, wei jee; johnson, michael d. abstract: job demands�resources research has largely adopted a variable-centered approach to test main and interactive effects of demands and resources on employee outcomes. however, this approach cannot detect distinct configurations of job demands and resources that may lead to the same outcomes, and the many multiplicative models attempting to do so have received little support. we take a person-centered theoretical approach to examine configurations of demands and resources that are sufficient to produce exhaustion, engagement, and other strain outcomes. using fuzzy set qualitative comparative analysis across three studies, we find three equifinal configurations sufficient to produce exhaustion: (a) high workload and emotional demands, (b) low social support, and (c) high workload and low autonomy. we also find evidence for causal asymmetry in both exhaustion and engagement. our person-centered approach yields more theoretically consistent results compared to a variable-centered approach. the findings highlight that certain job demands may only be buffered by specific resources, and that certain configurations of demands cannot be buffered at all. 8. title: losing control: the uncertain management of concealable stigmas when work and social media collide. authors: lauriano, lucas amaral; coacci, thiago. abstract: scholars have typically portrayed employees' management of concealable stigmas in face-to-face encounters in which social groups are easily separable (e.g., friends, family, and coworkers). this analytical predisposition overlooks the possible roles of social network sites (snss) such as facebook and instagram. these online platforms enable a cohabitation of different audiences�that is, a context collapse that allows a growing, invisible audience to easily access information about one's stigma. in our qualitative analysis in a latin american organization, we develop a model that documents the everyday dynamics of context collapse among gay male employees. in a disclosure dilemma, employees are uncertain about how to be a professional online and simultaneously keep snss as platforms where they can show more relaxed versions of themselves. as a response, most employees adopt mirroring, and attempt to reflect their face-to-face disclosure levels on snss. some employees engage in destigmatization efforts online, and as an outlier case we mapped an employee in collapse denial. our study questions the established idea of disclosure as a relatively controlled process in microinteractions. we also nuance the assumption of snss as safe spaces and show the unintended impacts of context collapse on the stigmatized. 9. title: gains and losses: week-to-week changes in leader�follower relationships. authors: dimotakis, nikolaos; lambert, lisa schurer; fu, sherry; boulamatsi, artemis; smith, troy a.; runnalls, blake; corner, a. j.; tepper, bennett j.; maurer, todd. abstract: although the importance of leader�follower relationships in the workplace has been widely acknowledged, the impact of changes in such relationships has not been adequately examined in the literature. leader�member exchange (lmx) theory and research have suggested that leader�follower relationships develop, mature, and then stabilize. integrating recent work that has found important and impactful within-individual variations in what was thought to be relatively unvarying relationships, we theorize that leader�follower relationships (like other linkage types), are not only differentiated (varying between people) but also fluctuate across time periods (varying within people). we also discuss how people can understand their relationships better by comparing them to a relevant and proximal referent; this underlines how prior levels of lmx serve as a lens by which followers evaluate their current lmx. across two studies, we discuss how comparing this week's lmx to last week's lmx can signal improvement (i.e., gains) or deterioration (i.e., losses) in the relationship, with differential implications for positive and negative affect. we also provide additional insights into lmx fluctuations by contrasting within- and between-individual variance in established and newly founded relationships, and by examining those incidents that are more likely to influence lmx in a given week. 10. title: the role of discernment and modulation in enacting occupational values: how career advising professionals navigate tensions with clients. authors: chan, curtis k.; hedden, luke n. abstract: enacting occupational values is vital to expert professionals' solidarity and sense of purpose. yet, many professionals face audiences in their relational contexts�especially powerful clients�who can hold incongruent values and may threaten professionals' jurisdictional control. how can experts enact their values without jeopardizing their jurisdictional control amid clients holding incongruent values? we examine career advisers in undergraduate business schools, whose occupational values often contrasted with values common among their student clients. through an ethnography of one school's career advisers, combined with interviews of such advisers throughout the united states, we find that advisers navigated interactions by discerning student values and accordingly modulating their value-enactment practices through masking, moderating, or magnifying their values. this allowed advisers to uphold their jurisdictional control when facing students exhibiting incongruent values, while enacting their values with students exhibiting unclear or congruent values. we contribute to the relational perspective on occupations and professions by positing how discernment and modulation help experts navigate relational tensions by recognizing and drawing on intraclientele heterogeneity, unpacking how professionals might not entirely resist or change amid incongruence but instead pursue a more mixed approach, and highlighting when and how experts mask or moderate rather than overtly enact their values. 11. title: does power protect female moral objectors? how and when moral objectors' gender, power, and use of organizational frames influence perceived self-control and experienced retaliation. authors: kundro, timothy g.; rothbard, nancy p. abstract: organizational scholars have called upon higher-power individuals to serve as moral objectors to combat unethical behavior at work because it is assumed they will face less retaliation. however, research has painted an unclear picture of whether power protects women in the same way as it does men. in this paper, we draw on two distinct role theories (i.e., power role theories and gender role theories) as well as expectancy violation theory, theorizing and finding that female moral objectors benefit less from power than male moral objectors because they are viewed as lower in self-control. we further investigate an alternative remedy, or organizational frame, that may mitigate retaliation against higher-powered female moral objectors, finding that using this frame increases perceptions of self-control and reduces retaliation. we test and find support for our theory across four studies, including an archival study (n = 33,715), a critical incident technique experiment, and two preregistered experiments testing our intervention. 12. title: valuing spanners: why category nesting and expertise matter. authors: cudennec, arnaud; durand, rodolphe. abstract: organizations need to both differentiate themselves while conforming to their audiences' expectations. to meet this demand, organizations may span different categories. however, valuing spanners is challenging for audiences. we contend that spanners' valuation depends on category nesting, as the congruence of informational cues varies between basic categories and subcategories. furthermore, we expect that more expert audiences find spanners to be more congruent (and hence, more valuable) at a subordinate level than at a basic level of categorization. we test our hypotheses using a mixed-methods design in the context of venture capital investments. we analyze observational data on more than 29,000 venture capital deals and develop two experimental studies. our 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