Entrepreneurs often struggle to add cofounders who are both interpersonally compatible and who possess complementary resources (i.e., hybrid ties). In this paper, we suggest that there are cognitive and motivational differences between lead entrepreneurs and potential cofounders that complicate the formation of hybrid ties. We propose that lead entrepreneurs prioritize resources, whereas potential cofounders prioritize interpersonal compatibility, because of differences in construal level and utilitarian motives during the team formation process. Although these differences can complicate the formation of hybrid ties, we posit that lead entrepreneurs can overcome these differences by communicating in ways that highlight their interpersonal compatibility with potential cofounders. We find support for our theory across three studies with data from (1) the Y Combinator Co-Founder Matching online platform, (2) an online experiment with entrepreneurs, and (3) a networking event at an incubator. Our findings add novel contributions to the entrepreneurial team formation, entrepreneurial networking, and social networks literatures. Funding: This work was supported by the Ewing Marion Kauffman Foundation [2016 Dissertation Fellowship Award]. Supplemental Material: The online appendices are available at https://doi.org/10.1287/orsc.2022.16693 .
创业者往往难以找到人际关系相容且资源互补的共同创始人（即混合关系）。在本文中，我们认为主要创业者和潜在联合创始人之间存在认知和动机差异，这使得混合纽带的形成变得更加复杂。我们认为，在团队形成过程中，由于构想水平和功利动机的差异，领头创业者优先考虑资源，而潜在联合创始人则优先考虑人际兼容性。虽然这些差异会使混合纽带的形成复杂化，但我们认为，领头创业者可以通过与潜在联合创始人进行沟通，突出他们的人际兼容性，从而克服这些差异。我们在三项研究中发现了对我们理论的支持，研究数据来自（1）Y Combinator 联合创始人匹配在线平台，（2）与创业者进行的在线实验，以及（3）孵化器的网络活动。我们的研究结果为创业团队组建、创业网络和社会网络研究做出了新的贡献。资助：这项工作得到了尤因-马里恩-考夫曼基金会（Ewing Marion Kauffman Foundation）[2016 年论文奖学金]的支持。补充材料：在线附录见 https://doi.org/10.1287/orsc.2022.16693 。
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Entrepreneurs often struggle to add cofounders who are both interpersonally compatible and who possess complementary resources (i.e., hybrid ties). In this paper, we suggest that there are cognitive and motivational differences between lead entrepreneurs and potential cofounders that complicate the formation of hybrid ties. We propose that lead entrepreneurs prioritize resources, whereas potential cofounders prioritize interpersonal compatibility, because of differences in construal level and utilitarian motives during the team formation process. Although these differences can complicate the formation of hybrid ties, we posit that lead entrepreneurs can overcome these differences by communicating in ways that highlight their interpersonal compatibility with potential cofounders. We find support for our theory across three studies with data from (1) the Y Combinator Co-Founder Matching online platform, (2) an online experiment with entrepreneurs, and (3) a networking event at an incubator. Our findings add novel contributions to the entrepreneurial team formation, entrepreneurial networking, and social networks literatures. Funding: This work was supported by the Ewing Marion Kauffman Foundation [2016 Dissertation Fellowship Award]. Supplemental Material: The online appendices are available at https://doi.org/10.1287/orsc.2022.16693 .
创业者往往难以找到人际关系相容且资源互补的共同创始人（即混合关系）。在本文中，我们认为主要创业者和潜在联合创始人之间存在认知和动机差异，这使得混合纽带的形成变得更加复杂。我们认为，在团队形成过程中，由于构想水平和功利动机的差异，领头创业者优先考虑资源，而潜在联合创始人则优先考虑人际兼容性。虽然这些差异会使混合纽带的形成复杂化，但我们认为，领头创业者可以通过与潜在联合创始人进行沟通，突出他们的人际兼容性，从而克服这些差异。我们在三项研究中发现了对我们理论的支持，研究数据来自（1）Y Combinator 联合创始人匹配在线平台，（2）与创业者进行的在线实验，以及（3）孵化器的网络活动。我们的研究结果为创业团队组建、创业网络和社会网络研究做出了新的贡献。资助：这项工作得到了尤因-马里恩-考夫曼基金会（Ewing Marion Kauffman Foundation）[2016 年论文奖学金]的支持。补充材料：在线附录见 https://doi.org/10.1287/orsc.2022.16693 。
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{"title":"Migration and Innovation: How Foreign R&D Hires Shape Firm-Level Exploration in Their Host Country","authors":"Wolf-Hendrik Uhlbach, Paul-Emmanuel Anckaert","doi":"10.1287/orsc.2021.16073","DOIUrl":"https://doi.org/10.1287/orsc.2021.16073","url":null,"abstract":"Organization Science, Ahead of Print. <br/>","PeriodicalId":48462,"journal":{"name":"Organization Science","volume":null,"pages":null},"PeriodicalIF":4.1,"publicationDate":"2024-02-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139754509","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Why Do Some Conservative CEOs Publicly Support Liberal Causes? Organizational Ideology, Managerial Discretion, and CEO Sociopolitical Activism","authors":"Adam J. Wowak, John R. Busenbark","doi":"10.1287/orsc.2022.17160","DOIUrl":"https://doi.org/10.1287/orsc.2022.17160","url":null,"abstract":"Organization Science, Ahead of Print. <br/>","PeriodicalId":48462,"journal":{"name":"Organization Science","volume":null,"pages":null},"PeriodicalIF":4.1,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139649156","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Siavash Farahbakhsh, Elisa Villani, Christian Linder, Torsten Oliver Salge
Organization Science, Ahead of Print.
组织科学》，提前印刷。
{"title":"How Paradoxes Shape Members and the Member–Organization Relationship: An Identity Threat Perspective","authors":"Siavash Farahbakhsh, Elisa Villani, Christian Linder, Torsten Oliver Salge","doi":"10.1287/orsc.2020.14630","DOIUrl":"https://doi.org/10.1287/orsc.2020.14630","url":null,"abstract":"Organization Science, Ahead of Print. <br/>","PeriodicalId":48462,"journal":{"name":"Organization Science","volume":null,"pages":null},"PeriodicalIF":4.1,"publicationDate":"2024-01-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139580988","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We provide large-scale empirical evidence of how much chief executive officers (CEOs) change corporate culture. To do this, we use employee reviews to measure corporate cultural change in S&P 1500 firms. In a variance decomposition analysis, we find a modest effect of CEOs on corporate cultural change. The effect of CEOs on cultural change is larger than industry effect but smaller than firm effect. Regression analysis in the context of CEO succession further shows consistent evidence of a modest effect of CEO succession on corporate cultural change. In addition, the relationship between CEOs and cultural change is not likely to be fully explained by time trend, reverse causality, sample selection bias, and omitted variable bias. An investigation into the contextual contingencies of the CEO-cultural change relationship suggests that succession characteristics, such as predecessor influence and turnaround situation, weaken postsuccession cultural change, but industry task environment has a weak moderation effect. Overall, our study contributes to the literature on strategic leadership and corporate culture. Funding: X. Li acknowledges financial support from the Ian Potter (‘93D) PhD Award. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.17210 .
我们就首席执行官（CEO）对企业文化的改变程度提供了大规模的经验证据。为此，我们使用员工评论来衡量标准普尔 1500 家公司的企业文化变化。在方差分解分析中，我们发现首席执行官对企业文化变革的影响不大。首席执行官对文化变革的影响大于行业影响，但小于公司影响。以 CEO 继任为背景的回归分析进一步表明，CEO 继任对企业文化变革的影响不大。此外，时间趋势、反向因果关系、样本选择偏差和遗漏变量偏差不可能完全解释 CEO 与文化变革之间的关系。对首席执行官与文化变革关系的背景或然因素的研究表明，前任影响和转机情况等继任特征会削弱继任后的文化变革，但行业任务环境的调节作用较弱。总之，我们的研究为有关战略领导力和企业文化的文献做出了贡献。研究经费：X. Li 感谢 Ian Potter（'93D）博士奖的资助。补充材料：在线附录见 https://doi.org/10.1287/orsc.2022.17210 。
{"title":"Steering the Intangible Wheel: Chief Executive Officer Effect on Corporate Cultural Change","authors":"Xina Li, Guoli Chen, Rui Shen","doi":"10.1287/orsc.2022.17210","DOIUrl":"https://doi.org/10.1287/orsc.2022.17210","url":null,"abstract":"We provide large-scale empirical evidence of how much chief executive officers (CEOs) change corporate culture. To do this, we use employee reviews to measure corporate cultural change in S&P 1500 firms. In a variance decomposition analysis, we find a modest effect of CEOs on corporate cultural change. The effect of CEOs on cultural change is larger than industry effect but smaller than firm effect. Regression analysis in the context of CEO succession further shows consistent evidence of a modest effect of CEO succession on corporate cultural change. In addition, the relationship between CEOs and cultural change is not likely to be fully explained by time trend, reverse causality, sample selection bias, and omitted variable bias. An investigation into the contextual contingencies of the CEO-cultural change relationship suggests that succession characteristics, such as predecessor influence and turnaround situation, weaken postsuccession cultural change, but industry task environment has a weak moderation effect. Overall, our study contributes to the literature on strategic leadership and corporate culture. Funding: X. Li acknowledges financial support from the Ian Potter (‘93D) PhD Award. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2022.17210 .","PeriodicalId":48462,"journal":{"name":"Organization Science","volume":null,"pages":null},"PeriodicalIF":4.1,"publicationDate":"2024-01-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139602570","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Julia Backmann, Julia Wimmer, Mark Mortensen, Silja Hartmann, Martin Hoegl, Claudia Peus
Organization Science, Ahead of Print.
组织科学》，提前出版。
{"title":"A Resource-Based View on Individual Absorption in the Context of Multiple Team Memberships","authors":"Julia Backmann, Julia Wimmer, Mark Mortensen, Silja Hartmann, Martin Hoegl, Claudia Peus","doi":"10.1287/orsc.2021.14929","DOIUrl":"https://doi.org/10.1287/orsc.2021.14929","url":null,"abstract":"Organization Science, Ahead of Print. <br/>","PeriodicalId":48462,"journal":{"name":"Organization Science","volume":null,"pages":null},"PeriodicalIF":4.1,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139553641","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Work Devotion as Identity Armor? How Single Professionals with Relationship Aspirations Use Career Decisions to Manage Their Identities","authors":"Carrie Oelberger","doi":"10.1287/orsc.2018.11618","DOIUrl":"https://doi.org/10.1287/orsc.2018.11618","url":null,"abstract":"Organization Science, Ahead of Print. <br/>","PeriodicalId":48462,"journal":{"name":"Organization Science","volume":null,"pages":null},"PeriodicalIF":4.1,"publicationDate":"2024-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139496496","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Bribery in the Workplace: A Field Experiment on the Threat of Making Group Behavior Visible","authors":"Diana Dakhlallah","doi":"10.1287/orsc.2021.15264","DOIUrl":"https://doi.org/10.1287/orsc.2021.15264","url":null,"abstract":"Organization Science, Ahead of Print. <br/>","PeriodicalId":48462,"journal":{"name":"Organization Science","volume":null,"pages":null},"PeriodicalIF":4.1,"publicationDate":"2024-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139415420","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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