ÐÏà¡±á>þÿ vxþÿÿÿuÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿì¥ÁU ðR¿abjbjënën2d‰éa‰éa.? ÿÿÿÿÿÿ·""ÿÿÿÿÁÁÁ8ùTMÁÀNliiiiiNNNNNNN$,P¶âRFAN9ANii4zN‘‘‘ŠiiN‘N‘‘‘iÿÿÿÿ°™é¹öÕÿÿÿÿ'‘NN0ÀN‘(SCFhS‘‘¶/(SDS$GKÀ‘ANAN‰ÀNÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿhS"Qs: Organization Science Volume 30, Issue 1, January/February 2019 1. Title: Corporate Purpose and Financial Performance Authors: Gartenberg, Claudine; Prat, Andrea; Serafeim, George. Abstract: We construct a measure of corporate purpose within a sample of U.S. companies based on approximately 500,000 survey responses of worker perceptions about their employers. We find that this measure of purpose is not related to financial performance. However, high-purpose firms come in two forms: firms characterized by high camaraderie between workers and firms characterized by high clarity from management. We document that firms exhibiting both high purpose and clarity have systematically higher future accounting and stock market performance, even after controlling for current performance, and that this relation is driven by the perceptions of middle management and professional staff rather than senior executives or hourly or commissioned workers. Taken together, these results suggest that firms with midlevel employees with strong beliefs in the purpose of their organization and the clarity in the path toward that purpose experience better performance. 2. Title: An Innovation Theory of Headquarters Value in Multibusiness Firms Authors: Knott, Anne Marie; Turner, Scott F. Abstract: A fundamental question in corporate strategy is how headquarters in multibusiness firms can create value above and beyond the burden of its own overhead. The leading theories from Chandler and Williamson hold that this is possible through resource allocation across businesses. Yet, there are multibusiness firms for whom reallocation opportunities are limited—e.g., chains. Accordingly, we propose, model, and test an alternative theory, one in which headquarters facilitates market-like dynamics between businesses that fuel innovation and growth. Whereas Chandler's and Williamson's theories involve the visible hand of managers, ours involves an invisible hand of managers. We construct an interacting agent model of the theory, which yields three propositions relating multibusiness structure to firm growth. We test those propositions in the banking industry and obtain results consistent with the model's predictions. In particular, knowledge growth increases in the number of units and heterogeneity in their knowledge, and increases then decreases in their geographic distance. Interestingly, once we account for these structural elements, scale and hierarchy both suppress innovation. Thus, neither Williamson's nor Chandler's theories hold in our setting (consistent with the argument motivating the need for an additional theory). 3. Title: Who Loses When a Team Wins? Better Performance Increases Racial Bias Authors: Zhang, Letian. Abstract: Although it is well known that team performance influences strategic decision making, little is known about its impact on ascriptive inequality. This study proposes a performance effect on racial bias: higher team performance reduces managers' performance pressure and therefore, leads to more managerial bias in the subsequent decisions. I find strong evidence for this proposition using a fine-grained data set from the National Basketball Association. In this highly competitive industry, team performance is positively associated with coaches' subsequent exercise of racial bias: players experience more favorable treatment from same-race coaches after their teams win games. This study shows an important relationship between performance feedback and racial bias and suggests that, even in highly competitive industries, managerial bias may persist in high-performing teams and organizations. 4. Title: Performance Feedback in Hierarchical Business Groups: The Cross-Level Effects of Cognitive Accessibility on R&D Search Behavior Authors: Rhee, Luke; Ocasio, William; Kim, Tae-Hyun. Abstract: This study examines the cross-level effect of group-level managers on member firms' problemistic search in hierarchical business groups. Using multilevel data from Korean business groups, we propose that the effects of failure to meet an aspiration level on R&D search intensity increase when member firm performance and R&D investments are more cognitively accessible to group-level managers. Specifically, we find, first, that when underperforming firms are widespread in a business group, a focal member firm intensifies R&D search in response to performance below an aspiration level because member firm performance, as a group-level problem, becomes cognitively accessible to group-level managers. Second, as member firms operating in R&D intensive industries are more prevalent in a business group, R&D investments, as a search solution, become more cognitively accessible to group-level managers. Thus, a focal member firm reinforces R&D search in response to the performance shortfall. We discuss the implications of these findings for research on the behavioral theory of the firm and performance feedback. 5. Title: Learning in Cycles Authors: Rockart, Scott F.; Wilson, Kristin. Abstract: Organizations face a key challenge in dynamic environments: the contexts in which experience is gained will not always match the contexts in which experience will be applied. This challenge has been investigated largely in terms of progressive environmental change, which increasingly invalidates learning from prior experience. A great deal of environmental dynamism, however, involves cycling through a limited set of environmental conditions that appear and then give way to other conditions, only to later reappear. We argue that cycles create some of the same problems for organizations as progressive change but also provide organizations an opportunity to reapply lessons as the cycle moves from phase to phase. We develop hypotheses about how cycles affect what organizations learn and how cyclical conditions affect how organizations learn. We test the resulting hypotheses in the highly cyclical context of construction lending by community banks using a panel of nearly 40 years of local real estate cycles. 6. Title: Does the Middle Conform or Compete? Quality Thresholds Predict the Locus of Innovation Authors: Vashevko, Anthony. Abstract: Where does innovation come from? This research models producer incentives to innovate with a focus on the role of audiences in constructing quality thresholds within markets. Market audiences create mechanisms for identifying the highest-quality producers in a market. I highlight a key distinction between fixed quality thresholds (such as accreditations) and quality thresholds that respond to producer quality (such as rankings or best-of-breed awards). Producers evaluate how the inherently risky nature of innovation interacts with these thresholds. The model predicts conditions under which innovation emerges from the best producers in a market, from producers near the threshold in a market, from both, or from nowhere. Such predictions generalize and simplify several existing organizational theories of innovation. 7. Title: Interdependence, Perception, and Investment Choices: An Experimental Approach to Decision Making in Innovation Ecosystems Authors: Adner, Ron; Feiler, Daniel. Abstract: We explore how decision makers perceive and assess the level of risk in interdependent settings. In a series of five experiments, we examine how individuals set expectations for their own project investments when their success is contingent on the success of multiple, independent partners. We find that individuals are subjectively more confident and optimistic in an interdependent venture when its chances of success are presented as separate probabilities for each component and that this optimism is exacerbated by a greater number of critical partners, leading to (1) the inflation of project valuations, (2) the addition of excessive partners to a project, and (3) overinvestment of effort in the development of one's own component within an interdependent venture. We examine these dynamics in settings of risky choice (with exogenously given probabilities) and in an economic coordination game (with the ambiguity of agency and strategic risk). We conduct our study with a wide range of participant samples ranging from undergraduates to senior executives. Collectively, our findings hold important implications for the ways in which individuals, organizations, and policymakers should approach and assess their innovation choices in ecosystem settings. 8. Title: Specializing in Generality: Firm Strategies When Intermediate Markets Work. Authors: Conti, Raffaele; Gambardella, Alfonso; Novelli, Elena. Abstract: This paper studies the relationship between two decisions shaping the organizational configuration of a firm: whether to make the upstream resources more general and deployable to more markets (versus keeping them tailored to a few markets) and whether to trade with downstream firms as an upstream supplier of intermediate products and services (versus directly entering downstream markets). Although the literature has looked at these two decisions separately, we argue that they depend on each other. This has the important implication that they can generate organizational complementarities, inducing firms to implement them jointly. We are motivated in particular by the observation that an increasing number of firms invest in general upstream resources and exploit them as upstream suppliers of intermediate services or products—a strategy that we refer to as specialization in generality. Interestingly, prior literature has mostly highlighted the use of general upstream resources to enter new downstream markets. We identify the supply and demand conditions under which specialization in generality is instead more likely to emerge: lack of prior downstream assets on the supply side and a roughly equal distribution of buyers across intermediate markets (a "broad" demand) on the demand side. We test our predictions using a sample of firms in the U.S. laser industry between 1993 and 2001. A regulatory shock that increases the value of trading relative to downstream entry provides the setting for a quasi-natural experiment, which corroborates our theoretical predictions. 9. Title: Explaining the Popularity of Cultural Elements: Networks, Culture, and the Structural Embeddedness of High Fashion Trends Authors: Godart, Frédéric C.; Galunic, Charles. Abstract: When organizations strategically adopt cultural elements—such as a name, a color, or a style—to create their products, they make crucial choices that position them in markets vis-à-vis competitors, audiences, and other stakeholders. However, although it is well understood how one specific cultural element gets adopted by actors and diffuses, it is not yet clear how elements fare when considered within an industry choice-set of elements. Their popularity depends on idiosyncratic features (such as the category they belong to), or on structural factors such as their embeddedness (through connections to producers, audiences, or even other cultural elements). We develop an integrated perspective on the popularity of cultural elements in markets. We use a network perspective to show that the popularity of elements is fostered by being structurally embedded among many unconnected elements, in addition to not being affiliated to actors widely exposed in the media. We develop our study by using a unique data set of fashion stylistic elements in the global high-end fashion industry from 1998 to 2010. 10. Title: Familiarity, Creativity, and the Adoption of Category Labels in Technology Industries Authors: Zunino, Diego; Suarez, Fernando F.; Grodal, Stine. Abstract: The literature on technology management has increasingly focused on the sociocognitive elements of the industry life cycle. One of these elements, category labels (words, in most cases) and its role in shaping market understandings, has recently become of interest to scholars. As industries evolve, stakeholders generate a plethora of category labels. However, we know relatively little about why some category labels are used repeatedly, whereas others are abandoned. Drawing on semantic networks theory, we argue that the familiarity and creativity of category labels drive their adoption. We hypothesize that low levels of familiarity hinder comprehension, but too much familiarity increases the cost of obviousness. Likewise, low levels of creativity do not trigger curiosity, whereas too much creativity spurs dissonance. We use two methods to address these hypotheses. First, we study the early smartphone industry, finding support for an inverted U-shaped relationship between both the familiarity and creativity of category labels and their adoption, even after controlling for alternative explanations, such as technology and design characteristics. Second, we find consistent results through two online experiments that broaden the scope of our study and address potential endogeneity concerns in our field data. Our paper expands the literature on the evolution of technology industries by showing that familiarity and creativity are distinct dimensions that influence the sociocognitive dynamics of an emerging industry. We also contribute to the categorization literature by theorizing about the contestation that occurs among category labels and providing empirical evidence of the factors that affect their adoption. 11. Title: The Role of Individual and Organizational Expertise in the Adoption of New Practices Authors: Greenwood, Brad N.; Agarwal, Ritu; Agarwal, Rajshree; Gopal, Anandasivam. Abstract: New information pertinent to organizational decision making, even when publicly available, may not diffuse rapidly in the form of adoption and transformation of organizational practices. In this study, we examine how different markers of expertise, each representative of human capital at both individual and organizational levels, moderates the speed of response to new information. We do so in the context of medical device utilization, viz. stents, for the treatment of stable coronary arterial disease by physicians practicing in hospitals. Results show that physicians possessing specialized expertise developed through deliberate practice adopt new guidelines significantly faster, as compared with physicians endowed with general expertise reflected in elite schooling or tenure. Furthermore, we observe significant spillovers within organizations from expertise gained through deliberate practice, indicating that physicians with expertise markers associated with deliberate practice are able to act as influential agents and help diffuse new practices within the organization. Our study thus extends the literature on both information diffusion and expertise by providing quantitative and qualitative evidence of the mechanisms at play in the adoption of new best practices. 12. Title: On a Firm's Optimal Response to Pressure for Gender Pay Equity Authors: Anderson, David; Bjarnadóttir, Margrét V.; DezsQ, Cristian L.; Ross, David Gaddis. Abstract: We present a theory of how a rational, profit-maximizing firm would respond to pressure for gender pay equity by strategically distributing raises to reduce the pay gap between its female and male employees at minimum cost. Using formal analysis and pay data from a real employer, we show that (1) employees in low-paying jobs and whose pay-related observables are similar to those of men at the firm are most likely to get raises; (2) counterintuitively, some men may get raises, and giving raises to certain women would increase the pay gap; and (3) a firm can reduce the gender pay gap as measured by a much larger percentage than the overall increase in pay to women at the firm. 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