原标题：ASQ（管理科学季刊）2019年04季度刊论文摘要汇编 | 麦哲学术
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1.平稳退休：官员的政治激励与企业多元化
Retire in Peace: Officials’ Political Incentives and Corporate Diversification in China
作者：Danqing Wang, Xiaowei Rose Luo
我们开发了一种理论，说明省级官员的政治动机如何影响公司行为。为了追求多个目标，例如社会稳定和经济发展，国家设计了评估其官员表现的标准。这些官员可能有动机在其职业生涯的不同阶段优先考虑不同的目标，并激励公司帮助他们实现这些目标。我们在2001年至2011年间中国上市公司多元化的背景下检验了我们的理论，当时该州面临着破产的国有企业（SOE）裁员大量工人的经济和社会后果。我们的结果表明，发生大规模裁员时，一些公司通过收购破产的国有企业并重新雇用工人，进入了与其核心业务无关的行业。当公司所在地的省长接近退休时，这样的一种情况更有可能发生，因为对于退休州长的职业目标而言，社会稳定比经济发展更重要。职业生涯阶段的影响对于共产党领导人来说是较弱的，他们一贯将社会稳定放在首位，而当一个省政府经历了激烈的集体行动时，社会稳定就成为当下的重点。对于更容易受到官员影响的公司，例如具有强烈社会主义烙印的公司和依赖政府资源的公司，其影响得到了加强。我们的研究扩展了有关激励的政治经济学研究，并为经济转型中的公司多元化提供了政治解释。
We develop a theory of how state officials’ political incentives can affect corporate behavior. In the pursuit of multiple goals, such as social stability and economic development, the state designs criteria to evaluate its officials’ performance. Those officials may be motivated to prioritize different goals at different stages of their careers and to mobilize firms to help them achieve those goals. We test our theory in the context of Chinese publicly listed firms’ diversification between 2001 and 2011, when the state faced economic and social ramifications of bankrupt state-owned enterprises (SOEs) laying off large numbers of workers. Our results show that when large layoffs occurred, some firms diversified into industries unrelated to their core business by acquiring bankrupt SOEs and reemploying their workers. This was more likely to occur when the governor of the firm’s home province was closer to retirement, as social stability was more important than economic development for the retiring governor’s career objective. The effect of career stage was weaker for Communist Party leaders, who more consistently prioritized social stability, and when a provincial state experienced intense collective actions that made social stability a stronger immediate focus. The effect was strengthened for firms more vulnerable to officials’ influence, such as those with a strong socialist imprint and those dependent on government resources. Our study extends the Weberian state literature and the political economy research on incentives, and it offers a political explanation for corporate diversification in a major transitional economy.
原文链接：https://doi.org/10.1177/0001839218786263
2. 加速器设计在缓解新创企业有限理性中的作用
The Role of Accelerator Designs in Mitigating Bounded Rationality in New Ventures
作者：Susan L. Cohen, Christopher B. Bingham, Benjamin L. Hallen
本研究使用对八个美国原始加速器的参与企业，董事和导师的嵌套多案例研究，探索了加速器的程序设计如何影响新企业访问，解释和处理生存和成长所需的外部信息的能力。通过我们的归纳过程，我们阐明了可能困扰所有企业和企业家（不仅限于加速器中的企业）的有限理性挑战，并确定了用来帮助应对这些挑战的特定加速器设计，这些设计不使用会导致绩效不佳或甚至冒险失败。我们的分析揭示了加速器做出的三个关键设计选择：（1）是扩大咨询范围还是集中与导师和客户进行咨询；（2）是否在参与同一计划的对等企业之间建立隐私或透明性；（3）是为每个企业量身定制并提出一组与改进企业发展相关的选择建议还是制定标准化方案。总体而言，我们的发现证明有限理性对新企业的挑战与已建立企业的挑战不同。我们发现，企业家似乎在许多决定中过早地满足了他们的要求，因此，通常通过重新启动对他们已经认为已解决的问题的探索，可以从增加的外部信息中广泛受益。我们的研究还通过揭示有助于或阻碍新企业发展的实践为组织发起人的研究做出了贡献，并通过建议初创公司从试验之前参与深度咨询学习中受益，从而对精益创业方法的新兴研究做出了贡献。
Using a nested multiple-case study of participating ventures, directors, and mentors of eight of the original U.S. accelerators, we explore how accelerators’ program designs influence new ventures’ ability to access, interpret, and process the external information needed to survive and grow. Through our inductive process, we illuminate the bounded-rationality challenges that may plague all ventures and entrepreneurs—not just those in accelerators—and identify the particular organizational designs that accelerators use to help address these challenges, which left unabated can result in suboptimal performance or even venture failure. Our analysis revealed three key design choices made by accelerators—(1) whether to space out or concentrate consultations with mentors and customers, (2) whether to foster privacy or transparency between peer ventures participating in the same program, and (3) whether to tailor or standardize the program for each venture—and suggests a particular set of choices is associated with improved venture development. Collectively, our findings provide evidence that bounded rationality challenges new ventures differently than it does established firms. We find that entrepreneurs appear to systematically satisfice prematurely across many decisions and thus broadly benefit from increasing the amount of external information searched, often by reigniting search for problems that they already view as solved. Our study also contributes to research on organizational sponsors by revealing practices that help or hinder new venture development and to emerging research on the lean start-up methodology by suggesting that startups benefit from engaging in deep consultative learning prior to experimentation.
原文链接：https://doi.org/10.1177/0001839218782131
3.管理自由裁量权的配置来源：CEO意识形态，人格特质和公司策略
Dispositional Sources of Managerial Discretion: CEO Ideology, CEO Personality, and Firm Strategies
作者：Abhinav Gupta, Sucheta Nadkarni, Misha Mariam
通过理论分析CEO的人格特质影响其公司战略反映其偏好的程度，我们研究了管理自由裁量权的倾向性来源。在对《财富》 500强企业的纵向研究中，我们考察了自恋和外向性这两种人格特质对CEO自由主义或保守主义政治思想与两种企业战略（企业社会责任（CSR）和劳动力）之间关系的调节作用缩小尺寸。我们期望并确认，倾向于自由进取的CEO比其他人更有可能制定CSR做法，而倾向于保守进取的CEO比其他人更有可能参与裁员。我们发现外向性增强了这些影响：它增加了自由派CEO对企业社会责任的使用，而保守派CEO对裁员的使用。自恋同样增强了首席执行官自由主义对企业社会责任的影响，但是并没有显着减轻首席执行官保守主义对企业规模缩小的影响。在一项补充性研究中，使用来自在职专业技术人员的主要数据，我们进一步探索了与这两种人格特质相关的独特机制。我们发现自恋与个人对自己的判断力的过分夸大相关，而外向性与他们向他人推销问题的能力有关。我们的研究通过提供有关CEO的先天影响力的细微差别的理论和证据，进一步深化了管理者自由裁量权的研究，并通过突出其对公司战略影响的倾向性边界条件，加强了对CEO政治意识形态的研究。
We investigate the dispositional sources of managerial discretion by theorizing that CEOs’ personality traits affect the extent to which their firms’ strategies reflect their preferences. In a longitudinal study of Fortune 500 firms, we examine the moderating influence of two personality traits—narcissism and extraversion—on the relationship between CEOs’ liberal- or conservative-leaning political ideologies and two firm strategies: corporate social responsibility (CSR) and workforce downsizing. We anticipate and confirm that liberal-leaning CEOs are more likely than others to enact CSR practices, and conservative-leaning CEOs are more likely than others to engage in downsizing. We find that extraversion strengthens these effects: it increases liberal CEOs’ use of CSR and conservative CEOs’ use of downsizing. Narcissism likewise strengthens the effect of CEO liberalism on CSR, but it does not significantly moderate the effect of CEO conservatism on downsizing. In a supplementary study using primary data from working professionals, we further explore the distinct mechanisms associated with these two personality traits. We find that narcissism relates strongly to individuals’ inflated perception of their discretion, whereas extraversion relates to their ability to sell an issue to others. Our study furthers research on managerial discretion by providing nuanced theory and evidence on innate sources of CEOs’ influence, and it enhances research on CEOs’ political ideology by spotlighting the dispositional boundary conditions of its effects on firms’ strategies.
原文链接：https://doi.org/10.1177/0001839218793128
4.知识前沿的创造力：快节奏和慢节奏领域的专业化影响
Creativity at the Knowledge Frontier: The Impact of Specialization in Fast- and Slow-paced Domains
作者：Florenta Teodoridis, Michaël Bikard, Keyvan Vakili
我们将苏联解体对理论数学家的表现的影响作为自然实验，以此来尝试解决先前关于专家或通才是否具有卓越创造力的研究中的争议。尽管许多人强调了通才的优势，因为他们可通过更广泛的知识组成部分，但其他人则强调了专家可以从其深厚的专业相关知识中受益。我们大家都认为，这种分歧可能部分是由于知识领域的变化速度决定了从专家或通才的相对回报这一事实造成的。我们显示，在变化的速度较慢且他们从各种知识领域吸取能力的情况下，通才科学家表现最佳，而在变化的速度增加并且其更深的专业相关知识使他们能够使用新知识时，专家们会获得优势。在知识前沿创建。我们讨论并测试认知机制和稀缺资源竞争的作用。具体来说，我们表明，当变化的速度更快时，专家变得更受欢迎，但是当变化的速度较慢时，通才成为协作者的首选。总体而言，我们的结果强调了与创意表现专业化相关的权衡。
Using the impact of the Soviet Union’s collapse on the performance of theoretical mathematicians as a natural experiment, we attempt to resolve the controversy in prior research on whether specialists or generalists have superior creative performance. While many have highlighted generalists’ advantage due to access to a wider set of knowledge components, others have underlined the benefits that specialists can derive from their deep expertise. We argue that this disagreement might be partly driven by the fact that the pace of change in a knowledge domain shapes the relative return from being a specialist or a generalist. We show that generalist scientists performed best when the pace of change was slower and their ability to draw from diverse knowledge domains was an advantage in the field, but specialists gained advantage when the pace of change increased and their deeper expertise allowed them to use new knowledge created at the knowledge frontier. We discuss and test the roles of cognitive mechanisms and of competition for scarce resources. Specifically, we show that specialists became more desirable collaborators when the pace of change was faster, but when the pace of change was slower, generalists were more sought after as collaborators. Overall, our results highlight trade-offs associated with specialization for creative performance.
原文链接：https://doi.org/10.1177/0001839218793384
5. 下属的激活策略：专业组织中的半专业技术人员和微观制度变革
Subordinate Activation Tactics: Semi-professionals and Micro-level Institutional Change in Professional Organizations
作者：Katherine C. Kellogg
这项对美国两家医院的初级保健部门进行的为期两年的人种志研究，研究了管理人员如何在专业实践中实现微观机构变革，即使这种变革挑战了专业技术人员的专业相关知识，自主权，个人责任感和从事复杂工作的能力，先前的研究表明会造成困难。在这项研究中，两家医院的经理都试图在医生之间实施相同的以患者为中心的医疗之家（PCMH）改革，对微观机构改革具有相同的外部压力，在相同的组织和报销结构下工作，并且具有相同的组织中存在微观机构变革的情境促进者。但是，一所医院的管理人员成功地完成了职业实践的改变，而另一所医院的管理人员则没有。我证明了经理能够正常的使用“下属激励策略”完成专业组织中的微观机构变革，首先是授权和激励下属半专业技术人员相对于目标专业技术人员，以经理的身份代表他们激活其有利的结构性地位，然后给予帮助。半专业技术人员在日常工作中使用的定位工具，以最大程度地减少目标专业技术人员对与变更相关的威胁的担忧。
This two-year ethnographic study of the primary care departments in two U.S. hospitals examines how managers can bring about micro-level institutional change in professional practice even when such change challenges professionals’ specialized expertise, autonomy, individual responsibility, and engagement in complex work, which previous research has shown to create difficulties. In this study, managers in both hospitals attempted to implement the same patient-centered medical home (PCMH) reforms among doctors, had the same external pressures for micro-level institutional change, worked under the same organizational and reimbursement structure, and had the same contextual facilitators of micro-level institutional change present within their organizations. But managers in one hospital successfully accomplished change in professional practice while those in the other did not. I demonstrate that managers can accomplish micro-level institutional change in professional organizations using “subordinate activation tactics”—first empowering and motivating subordinate semi-professionals to activate their favorable structural position vis-à-vis the targeted professionals on behalf of managers and next giving semi-professionals positional tools to use in their daily work to minimize the targeted professionals’ concerns about the threats associated with change.
原文链接：https://doi.org/10.1177/0001839218804527
6.已逝之物永不消亡：荷兰啤酒酿造中的组织再生
What Is Dead May Never Die: Institutional Regeneration through Logic Reemergence in Dutch Beer Brewing
作者：Jochem J. Kroezen, Pursey P. M. A. R. Heugens
通过对1970年代开始的荷兰啤酒酿造技术革命的深入，历史性的研究，我们阐明了组织领域如何通过重新出现传统安排而经历再生变革。在这种情况下，随着20世纪的快速工业化（仅留下工业生产的比尔森），手工业在这种情况下的显着复苏，成为了我们通过逻辑再生产来进行再生制度变迁的过程理论的基础。我们的定性分析结果表明，似乎死掉或分解的制度逻辑可能永远都不可能消亡，因为它们将残留物留在了现场行动者的后面，可以在以后的阶段重新发现，重新利用和重用。我们展示了在荷兰如何重获能够接触手工艺酿造残留物的个人网络，部分是由于慢慢的变多地接触英国，比利时和德国手工艺酿造，以及这些网络最终如何成功地复兴了啤酒和酿造，以及恢复以前废弃的啤酒厂形式，技术和啤酒样式。这些活动不仅导致占主导地位的工业比尔森的替代品突然激增，而且导致啤酒酿造的意义和组织发生根本变化，因为它们与公司和市场之前的体制秩序的振兴有关。然而，我们还观察到，在地面上，经常需要将传统工艺的残留物与现代工业主义的当代元素以及外国工艺的代表物相融合，以促进重新出现。因此，我们大家都认为再生的制度变迁可能类似于恢复和转型的二元过程。
Through an in-depth, historically embedded study of the craft revolution in Dutch beer brewing that began in the 1970s, we illuminate how organizational fields may experience regenerative change through the reemergence of traditional arrangements. The remarkable resurgence of craft in this context, following the rapid industrialization of the twentieth century that left only industrially produced pilsner in its wake, serves as the basis of our process theory of regenerative institutional change through logic reemergence. The results of our qualitative analysis show that institutional logics that appear dead or decomposed may never truly die, as they leave remnants behind that field actors can rediscover, repurpose, and reuse at later stages. We show how, in the Netherlands, networks of individuals that had access to the remnants of craft brewing were regenerated, in part fueled by increasing exposure to British, Belgian, and German craft brewing, and how these networks ultimately succeeded in reviving traditional preions for beer and brewing, as well as restoring previously abandoned brewery forms and technologies and beer styles. These activities led not only to a sudden proliferation of alternatives to the dominant industrial pilsner but also to fundamental changes in the meaning and organization of beer brewing, as they were associated with the reinvigoration of institutional orders that preceded those of the corporation and the market. Yet we also observe how, on the ground, remnants of traditional craft often needed to be blended with contemporaneous elements from modern industrialism, as well as foreign representations of craft, to facilitate reemergence. We thus argue that regenerative institutional change likely resembles a dualistic process of restoration and transformation.
7.竞争性印象管理模型：潮流战中的爱迪生公司与西屋公司
A Model of Competitive Impression Management: Edison versus Westinghouse in the War of the Currents
作者：Benjamin M. Cole, David Chandler
传统上，组织印象管理理论解释了企业如何管理来自特定事件或非竞争者（例如维权人士或监管者）精心策划的活动的威胁，但并未尝试解释企业竞争对手精心策划的印象管理活动的复杂动态。为了解决这一疏忽，我们分析了公司历史上最激烈的竞争之一-托马斯·爱迪生（Thomas Edison）与乔治·威斯汀豪斯（George Westinghouse）之间的电流之战，这场战争以西屋（Westinghouse）交流电战胜爱迪生（Edison）直流输电的胜利告终。我们将竞争性印象管理定义为公司或其雇员的活动，旨在改变普通观众眼中竞争性公司或其产品的观念。通过结合历史案例研究和扎实的理论方法，我们的发现表明，潮流的战争在不同的时间顺序上展开，这取决于听众信息过滤器所塑造的他人的行动和反应。我们探讨了广告系列理论的含义及其后果，扩大了印象管理理论的范围，加深了对组织竞争方式的理解，并为以后的基于市场的广告系列研究提供了沃土。
Organizational impression management theory traditionally explains how firms manage threats from specific events or from campaigns orchestrated by non-competitors, such as activists or regulators, but has not attempted to explain the complex dynamics of impression management campaigns orchestrated by a firm’s competitor. To address this oversight, we analyze one of the bitterest rivalries in corporate history—the war of the currents between Thomas Edison and George Westinghouse, which ended in the triumph of Westinghouse’s alternating current over Edison’s direct current for electric power transmission. We define competitive impression management as activity by a firm or its employees that is intended to alter the perceptions of a competing firm or its offerings in the eyes of a common audience. By combining historical case study and grounded theory methods, our findings reveal that the war of the currents unfolded across distinct chronological stages dependent on the actions and reactions of others that were shaped by audiences’ information filters. We explore the implications of our theory of campaigns and their consequences, expanding the scope of impression management theory, deepening our understanding of how organizations compete, and providing fertile ground for future research on market-based campaigns.
原文链接：https://doi.org/10.1177/0001839218821439
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