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Dearest ones at home : Clara Taylor's letters from Russia, 1917-1919
\"On November 5, 1917, Taylorville, Illinois native Clara Taylor stepped off a Trans-Siberian Railway train into a city then called Petrograd, Russia. Employed by the YWCA as an industrial expert, Clara had been sent to Russia to help establish associations in Petrograd (now St. Petersburg) and Moscow. Her main charge while in Russia was to survey and report on factory conditions, but Clara only spent a fraction of her stay in Russia visiting factories; due to the vagaries of the political, social, and economic revolution--the upheaval of an entire culture--Clara and her colleagues spent most of their first year in Russia teaching English, home economics, book keeping, literature, and basketball, and sponsoring lectures, dances and sing-alongs for Russian working women. Clara's letters, collected in this book, tell of both the mundane and the extraordinary: what the YW staff ate for dinner; how the Bolshevik suppression of free speech impacted Americans' ability to communicate with those at home; shootings in the streets; bartering for pounds of sugar; conversing with nobility, with intellectuals, and with workers; attending the opera; and sight-seeing at monasteries. Together, Clara's letters to her family--her 'dearest ones at home'--tell a compelling story of one American woman's experiences in Revolutionary Russia\"--Publisher description.
Book
SUBSTITUTES OR COMPLEMENTS? A CONFIGURATIONAL EXAMINATION OF CORPORATE GOVERNANCE MECHANISMS
We conduct an exploratory qualitative comparative case analysis of the S&P 1500 firms with the aim of elaborating theory on how corporate governance mechanisms work together effectively. To do so, we integrate extant theory and research to specify the bundle of mechanisms that operate to mitigate the agency problem among publicly traded corporations and review what previous research has said about how these mechanisms combine. We then use the fuzzy-set approach to qualitative comparitive analysis (QCA) to explore the combinations of governance mechanisms that exist among the S&P 1500 firms that achieve high (and not-high) profitability. Our findings suggest that high profits result when CEO incentive alignment and monitoring mechanisms work together as complements rather than as substitutes. Furthermore, they show that high profits are obtained when both internal and external monitoring mechanisms are present. At the same time, however, monitoring mechanisms evidently combine in complex ways such that there may be simultaneity of substitution and complementarity among and across the various monitoring and control mechanisms. Our findings clearly suggest that the effectiveness of board independence and CEO non-duality—governance mechanisms widely believed to singularly resolve the agency problem—depends on how each combine with the other mechanisms in the governance bundle.
Journal Article
When Prisoners Come Home
Drawing on dozens of interviews with inmates, former prisoners, and prison officials, Joan Petersilia convincingly shows us how the current system is failing to help the enornmous numbers of jailed Americans reenter society. Unwilling merely to sound the alarm, Petersilia explores the harsh realities of prisoner reentry and offers specific solutions to prepare inmates for release, reduce recidivism, and restore them to full citizenship, while never losing sight of the demands of public safety.
eBook
The impact of corporate social responsibility on investment recommendations: Analysts' perceptions and shifting institutional logics
We explore the impact of corporate social responsibility (CSR) ratings on sell-side analysts' assessments of firms' future financial performance. We suggest that when analysts perceive CSR as an agency cost they produce pessimistic recommendations for firms with high CSR ratings. Moreover, we theorize that, over time, the emergence of a stakeholder focus shifts the analysts' perceptions of CSR. Using a large sample of publicly traded U.S. firms over 15 years, we confirm that, in the early 1990s, analysts issue more pessimistic recommendations for firms with high CSR ratings. However, analysts progressively assess these firms more optimistically over time. Furthermore, we find that analysts of highest status are the first to shift the relation between CSR ratings and investment recommendation optimism.
Journal Article
Big Data and Management
Big data is everywhere. In recent years, there has been an increasing emphasis on big data, business analytics, and \"smart\" living and work environments. Though these conversations are predominantly practice driven, organizations are exploring how large-volume data can usefully be deployed to create and capture value for individuals, businesses, communities, and governments. Whether it is machine learning and web analytics to predict individual action, consumer choice, search behavior, traffic patterns, or disease outbreaks, big data is fast becoming a tool that not only analyzes patterns, but can also provide the predictive likelihood of an event. Organizations have jumped on this bandwagon of using ever-increasing volumes of data, often in tera- or petabytes' worth of storage capacity, to better predict outcomes with greater precision. In current information technology infrastructures, the provision of services such as network connectivity is usually associated with a Service Level Agreement defining the nature and quality of the service to be provided.
Journal Article
ROCKING THE BOAT BUT KEEPING IT STEADY: THE ROLE OF EMOTION REGULATION IN EMPLOYEE VOICE
Intense emotions such as frustration, anger, and dissatisfaction often drive employees to speak up. Yet the very emotions that spur employees to express voice may compromise their ability to do so constructively, preventing managers from reacting favorably. I propose that to speak up frequently and constructively, employees need knowledge about effective strategies for managing emotions. Building on theories of emotion regulation, I develop a theoretical model that explains the role of managing emotions in the incidence and outcomes of voice. In a field study at a health care company, emotion regulation knowledge (1) predicted more frequent voice, (2) mediated by the emotional labor strategies of deep acting and surface acting, and (3) enhanced the contributions of voice to performance evaluations. These results did not generalize to helping behaviors, demonstrating that emotion regulation uniquely affects challenging but not affiliative interpersonal citizenship behaviors. This research introduces emotion regulation as a novel influence on voice and its consequences.
Journal Article
DISTANT SEARCH, NARROW ATTENTION: HOW CROWDING ALTERS ORGANIZATIONS' FILTERING OF SUGGESTIONS IN CROWDSOURCING
In their search for innovation, organizations often invite suggestions from external contributors. Soliciting suggestions is a form of distant search, since it allows organizations to tap into knowledge that may not reside within their organizational boundaries. Organizations engaging in distant search often face a large pool of suggestions, an outcome we refer to as crowding. When crowding occurs, organizations, given a limited attention span, can attend to only a subset of suggestions. Our core argument is that crowding narrows the attention of organizations; that is, despite organizations' efforts to reach out to external contributors and access suggestions that capture distant knowledge, they are more likely to pay attention to suggestions that are familiar, not distant. We test our theory with a unique longitudinal dataset that captures how 922 organizations responded to 105,127 crowdsourced suggestions from external contributors. After distinguishing between three different dimensions of distance (content, structural, and personal), we find that (a) all three types of distance have independent negative effects on the likelihood of attention, (b) crowding amplifies these negative effects, and (c) there are differences among the effects' magnitudes. We elaborate on the broader implications of these findings for the literatures on attention, search, and crowdsourcing.
Journal Article
Conspiracy Theories and the Paranoid Style(s) of Mass Opinion
Although conspiracy theories have long been a staple of American political culture, no research has systematically examined the nature of their support in the mass public. Using four nationally representative surveys, sampled between 2006 and 2011, we find that half of the American public consistently endorses at least one conspiracy theory and that many popular conspiracy theories are differentiated along ideological and anomic dimensions. In contrast with many theoretical speculations, we do not find conspiracism to be a product of greater authoritarianism, ignorance, or political conservatism. Rather, the likelihood of supporting conspiracy theories is strongly predicted by a willingness to believe in other unseen, intentional forces and an attraction to Manichean narratives. These findings both demonstrate the widespread allure of conspiracy theories as political explanations and offer new perspectives on the forces that shape mass opinion and American political culture.
Journal Article
COLLECTIVE ORGANIZATIONAL ENGAGEMENT: LINKING MOTIVATIONAL ANTECEDENTS, STRATEGIC IMPLEMENTATION, AND FIRM PERFORMANCE
We present a comprehensive theory of collective organizational engagement, integrating engagement theory with the resource management model. We propose that engagement can be considered an organization-level construct influenced by motivationally focused organizational practices that represent firm-level resources. Specifically, we evaluate three distinct organizational practices as resources—motivating work design, human resource management practices, and CEO transformational leadership—that can facilitate perceptions that members of the organization are as a whole physically, cognitively, and emotionally invested at work. Our theory is grounded in the notion that, when used jointly, these organizational resources maximize each of the three underlying psychological conditions necessary for full engagement; namely, psychological meaningfulness, safety, and availability. The resource management model also underscores the value of top management team members implementing and monitoring progress on the firm's strategy as a means to enhance the effects of organizational resources on collective organizational engagement. We empirically test this theory in a sample of 83 firms, and provide evidence that collective organizational engagement mediates the relationship between the three organizational resources and firm performance. Furthermore, we find that strategic implementation positively moderates the relationship between the three organizational resources and collective organizational engagement. Implications for theory, research, and practice are discussed.
Journal Article
OPENING THE BLACK BOX OF \NOT INVENTED HERE\: ATTITUDES, DECISION BIASES, AND BEHAVIORAL CONSEQUENCES
The not-invented-here syndrome (NIH) describes a negative attitude toward knowledge (ideas, technologies) derived from an external source. Even though it is one of the most cited constructs in the literature on knowledge transfer, previous research has not provided a clear understanding of the antecedents, underlying attitudes, and behavioral consequences of NIH. The objective of our paper is to open the black box of NIH by providing an in-depth analysis of this frequently mentioned yet rarely understood phenomenon. Building on recent research in psychology and an extensive review of the management literature on NIH, we first develop a framework of different sources classifying knowledge as \"external.\" We then discuss how a perception as \"external\" may trigger the rejection of this knowledge, even if it is useful for the organization. Differentiating various functions of an attitude, we hereby identify possible trajectories linking NIH with such biased individual behavior and decision making. We apply this understanding to develop an extensive agenda for future research.
Journal Article