美国《管理学杂志》2021年第2期论文摘要选编

<Journal of Management, 2021,47(2)>

1、手握火炬：照亮黑人管理教职工的生活

鉴于最近社会和组织对公平、正义和种族的高度关注，在这篇评论中，我们关注黑人管理教职工从求职到晋升和终身教职的经历。在阐述观点时，我们借鉴了管理领域内外进行的多样性研究，包括对少数民族教师的研究，以及我们和黑人同事的经验。我们讨论了在指导、社交网络、就业市场经验、课堂管理和学生教学评价以及服务需求等方面基于种族的差异。我们为同类情况提供建议，以追求公平，公正，并获得管理部门和商学院的认可。

In light of recent heightened attention to equity, justice, and race in society and organizations, in this commentary, we focus on the experiences of Black management faculty from job search to promotion and tenure. In formulating our ideas, we draw from diversity research conducted within and outside of the management field, including research on minority faculty, coupled with experiences of our own and of Black colleagues. We discuss race-based disparities in such areas as mentoring, social networks, job market experiences, classroom management and student evaluations of teaching, and service demands. We offer suggestions for allies to pursue equity, justice, and inclusion in management departments and business schools.

参考文献：Miller, T. L. 2020. Hold the Torch: Shining a Light on the Lives of Black Management Faculty, Journal of Management, 47(2), 351–367.

2、通过关联取得成功：风险投资公司声誉趋势对IPO估值的影响

组织理论认为声誉是理解企业的核心因素。研究1990年至2011年美国1676宗首次公开发行（IPO）的投资者估值，我们发现，通过IPO公司与风险投资（VC）公司的关联进行的声誉转移代表了一种资源，其价值可以随着时间的推移而增加/减少，这取决于投资者对风险投资公司资助的IPO的估值。我们的结论是，通过关联的声誉转移的影响不是单向的，而要在与焦点公司相关的组织先前声誉发展的背景下看待。此外，我们发现三个「移转促进剂」可以改善风险投资公司声誉移转对IPO估值的影响，包括风险投资公司过去的经验强度、IPO经验的多样性，以及风险投资公司作为主导投资者参与的先前银团IPO的数量。

Organizational theory recognizes reputation as a central element to understanding the firm. Examining investor valuations of 1,676 initial public offerings (IPOs) in the United States from 1990 to 2011, we find that reputation transfer through an association of an IPO firm with a venture capital (VC) firm represents a resource whose value can increase/decrease over time depending on investors’ valuations of prior IPOs funded by a VC firm. We conclude that the impact of reputation transfer through association is not unidirectional but, instead, is to be viewed in the context of prior reputational development of organizations the focal firm is associated with. Furthermore, we find that three “transfer enhancers” can improve the impact of VC firm reputation transfer on IPO valuations, including the VC firm’s past experience intensity, the diversity of IPO experiences, and the number of prior syndicated IPOs involving the VC firm as a lead investor.

参考文献：Chahine, S. et al. 2020. “Success by Association”: The Impact of Venture Capital Firm Reputation Trend on Initial Public Offering Valuations. Journal of Management, 47(2), 368-398. 

3、获得尊重和建设性发言权：主动性动机和观点采纳的作用

这项研究通过提供声音驱动因素的社会关系观点来推进声音研究，这是一种在当前范式中很少被考虑的声音理论方法，主要集中在人格特质、工作条件和组织特征上。一个被忽视但重要的社会关系的声音前提是获得尊重。我们的核心基础是，当员工相信自己受到同事的尊重时，他们会经历控制信念（代表“能做”的主动动机）和积极情绪（代表“充满活力”的主动动机）的心理变化，从而激发声音。我们进一步考虑另一个社会关系变量，作为预测接收尊重的因素。通过一项多方法、多样本的研究计划，包括四项研究（两项实验共涉及400多名受试者，一项样本涉及700多名匹配的员工同事和下属主管二人组，以及对400多名大学校友进行为期9周的实地调查），我们提供了证据来支持所提出的模型。也就是说，获得的尊重通过控制信念和积极情绪与员工的声音相关，而观点采纳是获得尊重的显著预测因子。

This study advances voice research by offering a social-relational view of the drivers of voice, a theoretical approach to voice that is seldom considered within the current paradigm largely focused on personality traits, job conditions, and organizational characteristics. One overlooked yet important social-relational antecedent of voice is received respect. Our core premise is that when employees believe they are respected by coworkers, they experience psychological changes to their control beliefs (representing “can-do” proactive motivation) and positive mood (representing “energized-to” proactive motivation), which then motivate voice. We further consider another social-relational variable—perspective taking—as a predictor of received respect and therefore as an indirect predictor of voice. Through a multimethod, multisample research program comprising four studies (two experiments involving more than 400 subjects in total, a sample involving more than 700 matched employee-coworker and subordinate-supervisor dyads, and a 9-week within-person field investigation of more than 400 university alumni), we provide evidence to support the proposed model. That is, received respect was associated with employees’ voice through control beliefs and positive mood, and perspective taking was a prominent predictor of received respect.

参考文献：Thomas W. H. Ng, 2020，Received Respect and Constructive Voice: The Roles of Proactive Motivation and Perspective Taking，Journal of Management, 47(2), 399-429.

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4、注意你的语言：语言排斥对人际工作行为的影响

商业和人口趋势正在融合，将工作中的语言问题置于首位。虽然语言具有创造人际关系纽带的内在能力，但它也可以作为一种排斥手段。语言排斥的概念概括了这一现象。基于民族语言认同理论，我们发现语言排斥如何影响两种人际工作行为：人际公民和人际越轨。我们进行了一系列研究，使用了多源数据、跨时间的数据和来自三个国家的数据。研究结果显示，语言排斥与较低的人际公民行为和较高的人际越轨行为有关。我们发现，不认同是解释语言排斥导致人际公民行为和人际越轨行为的一种机制。此外，社会自我效能感较低（与高）的受语言排斥员工会参与较少的人际公民行为和较大的人际越轨行为。我们讨论了与语言排斥现象相关的理论含义以及在语言多样性组织中工作的管理者的含义。

Business and demographic trends are conflating to bring language issues at work to the forefront. Although language has an inherent capacity for creating interpersonal bonds, it can also serve as a means of exclusion. The construct of linguistic ostracism encapsulates this phenomenon. Drawing on ethnolinguistic identity theory, we identify how linguistic ostracism influences two interpersonal work behaviors: interpersonal citizenship and interpersonal deviance. We conduct a set of studies that uses multisource data, data across time, and data from three countries. Our results reveal that linguistic ostracism was associated with the enactment of lower interpersonal citizenship behaviors and higher interpersonal deviance behaviors. We find that disidentification served as a mechanism to explain why linguistic ostracism resulted in interpersonal citizenship behaviors and interpersonal deviance behaviors. Furthermore, linguistically ostracized employees with low (vs. high) social self-efficacy engage in fewer interpersonal citizenship behaviors and greater interpersonal deviance behaviors. We discuss theoretical implications associated with the phenomenon of linguistic ostracism and the implications for managers working in linguistically diverse organizations.

参考文献：Fiset, J. 2020. Mind Your Language: The Effects of Linguistic Ostracism on Interpersonal Work Behaviors, Journal of Management, 47(2), 430–455. 

5、绑在一起还是互相折磨？投资者对政客被任命为公司董事会成员的反应

尽管任命政客为公司董事会成员是一种非常普遍的公司政治策略，但这种任命是否以及如何为公司及其股东创造价值的经验证据仍然没有定论。根据董事角色的文献，我们认为政客董事可能会作为有价值的资源提供者，但不太可能作为股东利益的监护人。根据这种权衡，投资者将根据他们认为某一特定公司在其所处的特定制度背景下最需要的董事角色来推断政客任命的预期价值。本文使用一个广泛的数据集来测试我们的预测，这个数据集涵盖了14个国家，历时10年的345个单独的任命事件。我们的研究结果表明，政客的任命与资源供给收益和基于治理的成本相关，但一个国家的腐败程度严重制约着这两者。具体而言，可以将腐败视为一把双刃剑，既增加了政客任命的预期收益，也增加了预期成本。 

Although the appointment of politicians to corporate boards is a highly prevalent corporate political strategy, empirical evidence remains inconclusive as to whether and how such appointments create value for firms and their shareholders. Drawing on the director role literature, we argue that politician-directors are likely to serve as valuable resource providers but are less likely to serve as guardians of shareholder interests. In light of this trade-off, investors will infer the expected value of politician appointments on the basis of the director role that they perceive as most needed by a particular firm within the specific institutional context in which it is embedded. We test our predictions using an extensive data set of 345 separate appointment events across 14 countries over a period of 10 years. Our findings show that politician appointments are associated with both resource-provisionary benefits and governance-based costs but that the perceived level of corruption in a country critically conditions both. Specifically, perceived corruption can be seen to function as a double-edged sword that increases both the expected benefits and the expected costs of politician appointments.

参考文献：Nayal, O. I. et al 2020. Ties That Bind and Grind? Investor Reactions to Politician Appointments to Corporate Boards. Journal of Management, 47(2), 456–487. 

6、再来一遍，山姆！组织科学中的建构性复制分析

复制是任何科学的重要组成部分，通过对感兴趣现象的反复探索来证实或调整我们对世界的理解。虽然人们对复制研究的作用越来越感兴趣，但也有人怀疑是否需要更多的复制。我们对使用“复制”一词的406项最新研究进行的实证分析表明，这种批评源于对复制可能采取的不同形式缺乏认识，其中许多形式普遍存在（或缺乏），以及最不常见的一种形式即建设性复制所达到的目标。因此，我们论文的目的是：（1）探索建设性复制可以采取的不同形式，以及每种复制可以达到的目标；（2）将这些形式与他们经常混淆的其他复制形式区分开来；（3）确定每种复制形式在我们的领域有多普遍，（4）从已发表的研究中提供不同形式的建构性的具体例子，以便为将来更多（和更有用）的复制铺平道路。

Replication is an essential part of any science, confirming or adjusting our understanding of the world through repeated exploration of a phenomenon of interest. While there has been an increased interest in the role of replication studies, there also exists skepticism regarding the need for more replication. Our empirical analysis of 406 recent studies that use the term “replication” suggests that this criticism stems from a lack of appreciation of the different forms that replication can take, the prevalence (or lack thereof) of many of these forms, and the objectives that are met by one of the least common forms, constructive replication. As such, the purposes of our paper are (1) to explore the different forms that constructive replication can take and the objectives at which each can be directed, (2) to distinguish these forms from other forms of replication with which they are often confused, (3) to determine how common each form of replication is in our field, and (4) to provide concrete examples of different forms of constructiveness from published studies in order to pave the way towards more (and more useful) replications in the future.

参考文献：Köhler, T. and Cortina, J. M. 2020. Play It Again, Sam! An Analysis of Constructive Replication in the Organizational Sciences, Journal of Management, 47(2), 488–518. 

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7、反馈寻求行为和组织承诺对新员工离职影响的动态模型

理论和传统观点认为，在进入过程中，反馈寻求行为（FSB）的逐渐减少是工作适应的表现。我们认为，这一过程的一个缺点是，新来者的社会融合和文化适应可能会被削弱。这表明FSB水平的下降可能会导致组织承诺的降低，最终导致更大的离职可能性。这些预测在两个新来者的纵向研究（研究1，N=158；研究2，N=170）中进行了检验。在这两项研究中，通过主管询问发现FSB随着时间的推移而下降，并且FSB的下降先于情感组织承诺的急剧下降。在研究1中，承诺的下降也导致了FSB的急剧下降。研究二进一步发现，承诺的降低对FSB的降低与离职倾向的增加之间存在中介关系。最后，离职倾向的增加在承诺下降与次年离职增加之间起中介作用。通过对FSB和组织承诺的研究，这些发现为FSB的动态变化对新员工离职的影响提供了新的线索。

Theory and conventional wisdom suggest that progressive reduction of feedback-seeking behavior (FSB) during entry is indicative of work adjustment. We argue that a downside of this process is that newcomers’ social integration and acculturation may be weakened. This suggests declining levels of FSB may result in decreased organizational commitment across time and ultimately greater turnover likelihood. These predictions were examined in two longitudinal studies (Study 1, N = 158; Study 2, N = 170) among newcomers. In both studies, FSB by supervisor inquiry was found to decline across time, and the decrease in FSB preceded a steeper decline in affective organizational commitment. In Study 1, the decline of commitment also resulted in a steeper decrease in FSB. Study 2 further found the decline in commitment to mediate the relationship between the decrease in FSB and increased turnover intention. Finally, increased turnover intention mediated the relationship between the decline in commitment and increased turnover the following year. Bridging research on FSB and organizational commitment, these findings shed new light on the influence of the dynamics of FSB on newcomer turnover.

参考文献：Vandenberghe, C. et al. 2020. A Dynamic Model of the Effects of Feedback-Seeking Behavior and Organizational Commitment on Newcomer Turnover. Journal of Management, 47(2), 519–544.