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Academy of Management Discoveries最新文献

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When Big Brother is Benevolent: How Technology Developers Navigate Power Dynamics among Users to Elevate Worker Interests 当老大哥是仁慈的:技术开发人员如何驾驭用户之间的权力动态,以提高员工的利益
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-04-25 DOI: 10.5465/amd.2022.0111
Jenna E. Myers
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引用次数: 0
So, What Do You Do? Exploring Identity Claiming by Entrepreneurs 那么,你会怎么做呢?探索企业家的身份主张
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-04-18 DOI: 10.5465/amd.2021.0149
Bina Ajay, Heather C Vough, David H. Oliver
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引用次数: 0
Just Another Voice in the Crowd? Investigating Digital Voice Formation in the Gig Economy 只是人群中的另一个声音?Gig经济中的数字语音形成研究
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-04-17 DOI: 10.5465/amd.2022.0112
E. Bucher, P. Schou, Matthias Waldkirch
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引用次数: 1
Capturing Value from Artificial Intelligence 从人工智能中获取价值
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-04-14 DOI: 10.5465/amd.2023.0106
Justin M. Berg, Manav Raj, Robert C. Seamans
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引用次数: 7
Moving to the Big City: Temporal, Demographic, and Geographic Influences on the Perceptions of Gender-Related Business Acumen among Male and Female Migrant Entrepreneurs in China 迁入大城市:时间、人口和地理因素对中国男女流动企业家性别相关商业敏锐度认知的影响
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-04-11 DOI: 10.5465/amd.2020.0191
Michele Williams, M. Ghorbani, A. Kalnins
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引用次数: 0
Executive Compensation Complexity and Firm Performance 高管薪酬复杂性与企业绩效
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-04-07 DOI: 10.5465/amd.2022.0056
Steffen Burkert, Tobias Oberpaul, Nicolas Tichy, Ingo Weller
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引用次数: 1
Radical and Swift Adaptive Organizing in Response to Unexpected Events: Military Relief Operations after Hurricane Dorian 应对突发事件的激进和快速适应性组织:多里安飓风后的军事救援行动
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-03-27 DOI: 10.5465/amd.2020.0213
J. Kalkman
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引用次数: 0
The Ecosystem of Managing Refugee Employment: Complementarity and its Microfoundations 难民就业管理生态系统:互补性及其微观基础
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-03-22 DOI: 10.5465/amd.2020.0157
L. Knappert, R. Ortlieb, Angela Kornau, Martina Maletzky, Hans van Dijk
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引用次数: 1
Distinguishing between Cosmopolitans and Omnivores in Organizational Audiences 组织受众中世界主义者与杂食主义者的区别
IF 6.3 2区 管理学 Q2 MANAGEMENT Pub Date : 2023-03-06 DOI: 10.5465/amd.2022.0025
Balázs Kovács, Glenn R Carroll
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引用次数: 0
From Exception to Exceptional: How Gender and Tenure Impact Sponsor Effectiveness 从例外到例外:性别和任期如何影响赞助商的有效性
2区 管理学 Q2 MANAGEMENT Pub Date : 2023-03-01 DOI: 10.5465/amd.2021.0083
Elizabeth Lauren Campbell, Brandy Aven, Rosalind M. Chow
The critical role that referrals play in the hiring process, particularly for candidates contending with negative stereotypes and biases, is well documented. However, how those stereotypes and biases impact sponsors, and the effectiveness of the referrals that they provide, is not well understood. Drawing on evidence of reversals of gender bias, we explore the impact of sponsors’ gender and tenure on the effectiveness of their referrals in the context of U.S. Supreme Court law clerk hiring decisions. This is an appropriate setting because success in the application process for these elite early career positions is contingent on having a strong recommendation from a judge with which the candidate has previously worked, making it ideal to study gender differences in the effectiveness of referrals. Analyses show candidates recommended by male sponsors are more likely to be hired compared to those recommended by female sponsors overall, but this dynamic is also dependent on the sponsor’s tenure and the candidate’s gender. For female sponsors, higher levels of tenure are associated with better hiring outcomes for their female candidates only. All other gender combinations do not benefit from sponsor seniority. Possible mechanisms, limitations, and implications for future research directions are discussed.
推荐在招聘过程中发挥的关键作用,特别是对那些与负面刻板印象和偏见作斗争的候选人来说,是有据可查的。然而,这些刻板印象和偏见是如何影响赞助商的,以及他们提供的推荐的有效性,还没有得到很好的理解。根据性别偏见逆转的证据,我们探讨了在美国最高法院法律书记员招聘决策的背景下,保荐人的性别和任期对其推荐有效性的影响。这是一个合适的设置,因为在这些精英早期职业职位的申请过程中,成功与否取决于候选人以前工作过的法官的强烈推荐,因此研究推荐有效性的性别差异是理想的。分析显示,总体而言,男性赞助商推荐的候选人比女性赞助商推荐的候选人更有可能被聘用,但这种动态也取决于赞助商的任期和候选人的性别。对于女性赞助商来说,更高的任期水平只与女性候选人更好的招聘结果相关。所有其他性别组合都不会从保荐人的资历中受益。讨论了可能的机制、局限性和对未来研究方向的启示。
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引用次数: 2
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