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Introducing the May-June 2024 Issue of Organization Science
Dear Friends,
Happy Summer!
We're delighted to share with you the May-June 2024 issue of Organization Science. The issue covers a range of exciting topics and very cool contexts! Also in this post is information on the 2024 December Conference on Field Experiments in Strategy in Fontainebleau, FR, and a few short notes from Lamar. We're especially looking for an Outreach and Promotion Editor(s) at Organization Science who can help the fantastic research produced in our field to reach the widest audiences possible.
The most abundant papers in this issue are related to careers and work, tackling issues ranging from hiring and firing to executive redeployment, occupational learning, leadership, and emotion, protest in the workplace, and gender effects on networks and recruitment. Organization Science has long been a place where cutting-edge research on work, careers, and labor markets is published. So, check out these interesting articles.
There are also some exciting pieces on word embeddings in the social sciences, consumer habits, and social movements, as well as conceptual pieces linking important ideas such as the search over rugged landscapes and the categorization penalty.
Beyond the papers in this issue, check out the Articles in Advance.
And the brand new feature, Just Accepted articles.
Also, if you are organizing a conference and would like to announce it in the next issue of the Substack or have any resources you would like to share with our growing community of readers, please send them to us.
Sincerely,
The Organization Science Team
Midjourney bot’s representation of: “Mobilizing Conceptual Spaces: How Word Embedding Models Can Inform Measurement and Theory Within Organization Science”1
How Entrepreneurs Achieve Purpose Beyond Profit: The Case of Women Entrepreneurs in Nigeria by Harry G. Barkema, Uta K. Bindl, Lamees Tanveer
Our research provides a contextualized perspective of “purpose” in entrepreneurship and how to achieve it: by developing strong social ties, enabling enterprise- and household-related learning, women entrepreneurs in our context initiate greater eudaimonic well-being, beyond improving firm performance.
Mobilizing Conceptual Spaces: How Word Embedding Models Can Inform Measurement and Theory Within Organization Science by Pedro Aceves, James A. Evans
Our goal is to demonstrate the promise embedding models hold for organization science by providing a practical roadmap for users to mobilize the methodology in their research and a theoretical guide for consumers of that research to evaluate and conceptually link embedded representations with theoretical significance and potential.
Leveraging Learning Collectives: How Novice Outsiders Break into an Occupation by Ece Kaynak
The outcome of this process was that novices pursuing an alternative mode of occupational entry developed both occupational skills and new self-conceptions as software developers.
Setting Gendered Expectations? Recruiter Outreach Bias in Online Tech Training Programs by Jacqueline N. Lane, Karim R. Lakhani, Roberto M. Fernandez
Recruiters are less likely to initiate contact with female than male prospects and search for additional signals of quality from female prospects before contacting them.
Strategic Upward Striving Toward $100 Million Revenue: Setting Goals to Attract External Attention by Daniel Dongil Keum, Stephen Ryan
We provide evidence that in certain contexts, firms set upward-striving goals and that this upward striving yields significant performance and visibility benefits.
On Habit and Organizing: A Transactional Perspective Relating Firms, Consumers, and Social Institutions by Moshe Farjoun, Nudrat Mahmood
Our paper highlights an important aspect of organizing, which has been relatively overlooked by established habit-based models, namely, how firms engineer consumer habits to their advantage and, by extension, strategically shape the habits of other key resource providers.
Nonmonetary Reward Systems, Counterproductive Behavior, and Responses to Sanctions in Open Collaboration Environments by Cassandra R. Chambers
Jointly, these findings support the use of nonmonetary rewards systems to sustain voluntary contributions in online communities but offer a note of caution regarding the unintended consequences of enforcement.
License to Layoff? Unemployment Insurance and the Moral Cost of Layoffs by Dongil Daniel Keum, Stephan Meier
We leverage expansions in unemployment insurance as a quasi-natural experiment that reduces economic hardship for laid-off workers and, in turn, the moral cost of layoffs to managers. We find that these expansions license larger layoffs.
Accounting for Negative Attention: Status and Costs in the Market for Audit Services by Amandine Ody-Brasier, Amanda J. Sharkey
We propose that suppliers’ concerns about negative attention are an important contingent factor determining whether high-status firms enjoy cost advantages or, instead, pay a premium.
Inter-Unit Executive Redeployment in Multiunit Firms: Evidence from Korean Business Groups by Sea-Jin Chang, Young-Choon Kim, Sangchan Park
We formulate a new theoretical framework that explains how executive redeployment within a diversified firm transfers different types of human capital embodied in executives to different units facing specific business challenges.
Inspiring, Yet Tiring: How Leader Emotional Complexity Shapes Follower Creativity by Jakob Stollberger, Yves Guillaume, Daan van Knippenberg
Results suggest that leader displays of emotional complexity can be tiring but are even more inspiring.
Resource Allocation Capability and Routines in Multibusiness Firms by Constance E. Helfat, Catherine A. Maritan
We argue that some firms have a resource allocation capability that enables them to more effectively determine the allocation of resources than often portrayed in the literature.
Mobile Money as a Stepping Stone to Financial Inclusion: How Digital Multisided Platforms Fill Institutional Voids by Aparajita Agarwal, Valentina A. Assenova
We propose that these platforms fill institutional voids in three ways by (i) enabling data-based certification, (ii) providing unified access to distributed services, and (iii) scaling through network effects to reach previously excluded market participants.
Making Time for Social Innovation: How to Interweave Clock Time and Event Time in Open Social Innovation to Nurture Idea Generation and Social Impact by Anne-Laure Fayard
My findings demonstrate how organizations can intentionally use time to nurture collaborative innovation and yield sustainable social impact.
The Natural Emergence of Category Effects on Rugged Landscapes by Anthony Vashevko
The model shows that producer herding behavior generates a spurious correlation between market outcomes and miscategorizations.
The Radical Flank Revisited: How Regulatory Discretion Shapes the Effectiveness of Social Activism on Business Outcomes by Jake B. Grandy, Shon R. Hiatt
High discretion enhances the radical flank effect and detrimentally affects business outcomes, whereas low discretion reverses the radical flank effect and favorably affects business outcomes.
The Company She Seeks: How the Prismatic Effects of Ties to High-Status Network Contacts Can Reduce Status for Women in Groups by Siyu Yu, Catherine Shea
Instrumental ties to high-status network contacts may be perceived as a sign of agency of the focal person, which violates feminine gender norms. Women with these high-status network contacts in groups may therefore be perceived as less communal, thus subsequently lowering their status in the eyes of other group members compared with women with lower-status network contacts.
Self-Disclosure and Respect: Understanding the Engagement of Value Minorities by Tracy L. Dumas, Sarah P. Doyle, Robert B. Lount, Jr.
Overall, this research is relevant to organizations seeking to capitalize upon the benefits of minority perspectives in the workforce but suggests that a critical first step is to prioritize the experience of value minorities and the decreased sense of social worth that can accompany this experience.
The Career Consequences of Workplace Protest Participation: Theory and Evidence from the NFL “Take a Knee” Movement by Alexandra Rheinhardt, Ethan J. Poskanzer, Forrest Briscoe
The results indicate that protesting is associated with an increase in organizational exit although this effect is moderated by the degree to which the organization is sensitive to the underlying social movement (with an organization’s movement sensitivity operationalized with a four-part index composed of the team’s managers, personnel decision makers, owners, and customers). Protesting also is associated with labor market sorting across organizations as players who protest are more likely to make subsequent transitions to more movement-sensitive teams compared with players who do not protest.
Conference Announcement
Also, if you are doing any field experiments (or have a student who is), consider submitting them to the Conference on Field Experiments in Strategy (CFXS.org).
Here’s the announcement:
Dear colleagues,
We are delighted to announce that this year's Conference on Field Experiments in Strategy will take place on December 19-20, 2024 at INSEAD in Fontainebleau, France.
We welcome submissions of papers and early experiment design ideas here (deadline for submissions is July 15, 2024): https://insead.eu.qualtrics.com/jfe/form/SV_2tpyZHyptYSrfL0
We will also be running our PhD student workshop on the afternoon of the 18th and the morning of the 19th. Interested students can apply here: https://insead.eu.qualtrics.com/jfe/form/SV_07Y6akJjsxrTDa6
The CFXS conference is supported by the Alfred P. Sloan Foundation. Thanks to their support we will be able to offer travel bursaries for those who may have difficulties attending otherwise — if you are interested, please register your interest here: https://insead.eu.qualtrics.com/jfe/form/SV_86XBrS6hzF4VfLM
Please feel free to forward this along to anyone who might be interested. We look forward to seeing you in France!
Sincerely,
Hyunjin, Rem, Sharique, Albert and the IGL team
On behalf of the
Conference on Field Experiments in Strategy
A Couple of Announcements From Lamar
Now that Sharique has done the important stuff, those of you who are still reading (hi, Mom!) can be the best-informed subscribers we have.
New Position(s): Organization Science is looking for contributors and an editor (or possibly two) for our outreach and promotion, including Substack, coordinating with regional editors, social media, and other ways to promote the journal. Our Promotion Editor(s) (Sharique vetoed “Online Community and Social Media Czar”) will play an important role in organizing content creation, readership outreach, social media promotion, and coordination with the regional outreach editors, the analytics team, and others. It’s a pretty entrepreneurial role, so creativity and initiative are crucial. Views, backgrounds, fields, and other characteristics that are different from ours are deeply appreciated. We want our outreach to reflect our authors' diversity and readership. If you’re interested, please reach out to Lamar at oseic@wustl.edur, or nominate someone you think would be great and would be enthusiastic. As always, we’re committed to supporting people’s careers and personal lives, so only nominate folks that you think would benefit from this. If you’re interested in contributing to our Substack occasionally in the future, let me know as well.
Just Accepted Papers: Our parent organization INFORMS, which also publishes Management Science and Strategy Science, is introducing “Just Accepted” papers to the websites of all its journals. As the second largest journal, we are the pilot for this, so those of you who eagerly check our website daily for new papers may notice this next to “Articles in Advance” at the top of the page. This will eventually apply to all accepted papers, which will be posted there immediately upon uploading a final accepted manuscript. Once ready, These accepted papers will be replaced by the official typeset papers under AIA. INFORMS is focused on getting your important published research to readers as soon as possible, and this will gain you 4-6 weeks of visibility on our website.
Because, of course, nothing says “cutting-edge research” like a giant network graph.