Search

The present study investigates determinants and interactions of institutional- and individual-inventor-level variables that lead to varying patenting activity and success at academic institutions. Based on a sample of 148 academic institutions with 58,061 individual inventors, applying singleand multi-level analyses, and testing for cross-level interactions, we derive three main insights: First, a higher budget of an institution and a higher number of connections of inventors help increase patenting activity. Second, a higher network centrality of an institution's inventors in the inventor network increases patenting success. Third, higher institution reputation and budget strengthen the relation between betweenness centrality and patenting success. [ABSTRACT FROM AUTHOR]

Understanding conflict behavior in new venture teams (NVTs) is crucial for identifying promising teams before objective measures of success become available. Despite its relevance, we lack empirical knowledge about conflict behavior in new venture teams and its effects on team satisfaction, a crucial antecedent of NVT exit. To address this research gap, we draw on insights from marriage research and examine the role of the "Four Horsemen" (criticism, contempt, defensiveness, and stonewalling) in NVT satisfaction. We tested our hypotheses in a quasi-experimental lab study involving 45 startups, measuring conflict behavior between co-founders in a lab setting and predicting team satisfaction through questionnaires. Our results reveal that criticism and contempt have a small negative impact on team satisfaction. The present study introduces a new perspective on conflict behavior in NVTs and helps identify promising teams based on their conflict behavior early in the entrepreneurial life cycle. [ABSTRACT FROM AUTHOR]

The female gender and gender diversity of women and men on teams are suggested to have a considerable impact on innovation in organizations. Theoretical and empirical evidence, however, is inconclusive and likely dependent on the context and type of innovation, i.e., input, output and subtypes such as tech or green innovation. On the basis of our meta-analysis of 86 empirical studies from 2010 to 2023, we test the relationship between two gender representations—1) binary (i.e., one woman or no woman) and 2) diversity (i.e., ratio of women)—on innovation input (i.e., investment in innovation) and output (i.e., product, process, or organizational innovation) and examine contextual factors at the firm, industry, and cultural levels. We find that both gender representations have a negative impact on innovation input and a positive impact on innovation output. The effect is greater for a diversity than for a binary gender representation. The relationship between any gender representation and innovation input is stronger in older and larger firms and weaker in more masculine and uncertainty-avoidant cultures. Our results show the importance of distinguishing between innovation input and output for innovation management research. We also show that there is indeed a "value of diversity", adding to the research on gender diversity in organizations. [ABSTRACT FROM AUTHOR]

Investors have been found to be subject to biases and homophily, which influence their evaluations of entrepreneurs and their subsequent investment decisions. Surprisingly, little is known about how investors perceive gender and ethnic diversity or intersectionality within a new venture team (NVT). To address this research gap, we use a large secondary dataset that puts the NVT diversity dimensions in relation to the investor funding raised. Our results reveal that gender diversity is significantly related to the total amount raised but not ethnic diversity or the simultaneous presence of gender and ethnic diversity. Our findings challenge studies that reveal a positive relation between gender or ethnic diversity of NVTs and funding. Our study is important because it indicates that the team setting does not mitigate gender-based biases as present for individual entrepreneurs. In addition, this study extends the perspective of past studies by not only differentiating between the male and female gender but including NVT members that are agender or non-binary. Finally, building upon a secondary dataset, this study limits shortcomings that usually result from primary studies, e.g., biases due to accessibility of participants. Overall, our findings pave the way for new discussions surrounding NVTs. [ABSTRACT FROM AUTHOR]

Gender bias is still a serious issue for organizations and their employees, harming women's wellbeing and equal rights and costing organizations billions of dollars, e.g., due to turnover. Many of the current diversity interventions fall short in effectively addressing gender bias at the workplace because of only affecting bias for a short time or effects being influenced by social desirability. We address this important research need by conducting a pre-registered experience sampling study in which a representative sample of 410 German-speaking working individuals either engages in a daily, digital mindfulness exercise or in no treatment. Our findings indicate that a short mindfulness intervention can effectively decrease gender bias and that this effect was mediated by a decrease of negative emotions. Thus, the bias-reducing effect of mindfulness has the potential to improve the work lives of those who practice it, as well as the targets of gender bias. [ABSTRACT FROM AUTHOR]

A crisis can cause a firm's demise or catalyze employees' innovative work behaviors (IWB), enabling the firm to thrive. Crises are complex, generating perceptions of both threat and challenge (i.e., ambivalence) and eliciting multifaceted behavioral reactions. We evaluate how ambivalence influences IWB during a crisis, taking the extreme case of the COVID-19 pandemic as a research setting. In a longitudinal quasi-experiment with 216 employees, we explore the relationship between ambivalence and IWB as the crisis unfolded through the first two government-mandated crisis phases of the COVID-19 pandemic, and how this relationship depends upon whether workers were classified as critical or non-critical. Our findings show that high ambivalence has both positive and negative effects on IWB that depend upon government mandated worker classification and crisis phases. In addition, we find that ambivalence has different effects on IWB over time. Based on our results, we explore differences and similarities between four different combinations of classification and work phase taking place in our quasi-experiment, and develop a conceptual model which suggests that during crisis, work phases of productivity enhance the relationships between ambivalence and IWB, but work phases of sensemaking and exhaustion reduce the relationship between ambivalence and IWB. Our study contributes to theory about the dual nature of ambivalence and drivers of IWB in crisis. [ABSTRACT FROM AUTHOR]

Over the last 20 years, there has been growing interest in the "dark" side of leadership. This pa-per systematically reviews the literature on dysfunctional leadership and synthesizes the diverse definitions, constructs, and measures. We identified 21 different constructs of undesirable su-pervisory behavior, including abusive supervision, destructive leadership, paternalistic leader-ship, and workplace bullying; disentangled their similar and different underlying dimensions, such as power asymmetry, the tendency to belittle others, and supervisor self-orientation; and analyzed 42 different construct operationalizations. We consolidated our findings in a compre-hensive dysfunctional leadership framework that includes the causes and consequences of dys-functional leadership on multiple levels and contextual and demographic factors as contingency factors. Based on this framework, we develop a research agenda that recommends dyad-related approaches to better understand the mutual causes of dysfunctional leadership and multilevel approaches to better understand the work- and person-related consequences of dysfunctional leadership. [ABSTRACT FROM AUTHOR]

Although literature suggests that team affect have a significant role in team learning, empirical research on this topic is scarce. Integrating team learning theory with affect and information processing theories, we propose and test an affect-based model of team learning. We propose that learning during cognitively demanding team task is influenced by team members' similarity or difference in their personality characteristics related to positive and negative affective traits. In addition to personality characteristics, the affect the team members experience during the problem solving task is likely to shape team learning. We propose that although team members experience the same affective events during the cognitive task, their affective responses to these events may differ and that this difference influences the relationship between team affective trait diversity and team learning. Based on longitudinal data from a laboratory study, our results show that affective trait diversity in both positive and negative affect has a positive effect on team learning. Furthermore, we find that diversity in affective states, i.e., joy and anger, which we captured with psychophysiological measures (facial expression algorithm), negatively moderates the relationship between affective trait diversity and team learning. These results increase our theoretical understanding on the relationship between team affective characteristics and team learning. [ABSTRACT FROM AUTHOR]

Current entrepreneurship research has investigated the role of strategic actions in relation to positive performance outcomes, thereby neglecting the very common outcome that an entrepreneur disengages from a venture. As nascent venturing can be a particularly lengthy, pacing process, the time to disengagement is of upmost importance for entrepreneurs, currently trying to establish a new venture. Thus, we aim to find out why some entrepreneurs disengage earlier than others. Grounded in the debate between prediction and control-focused strategic actions, we propose hypotheses for the effects of strategic actions on time to disengagement in the nascent venturing process. Furthermore, we aim for a contextualized understanding of the actions-time to disengagement relationship by investigating cultural moderation effects. Using the harmonized panel study of entrepreneurial dynamics, we apply a competing risk survival model to investigate the likelihood of early disengagement set against the probability of persisting in the nascent process, and controlling for the competing outcome of reaching profitability in a sample of 2100 entrepreneurs. Our results show that engaging in prediction-focused strategic action is associated with earlier entrepreneurial disengagement, whereas control-focused strategic action leads to delay in disengagement. The latter effect however is dependent on the entrepreneur's culture. The results shed light on the role of strategic actions in the so-far unexplored event of disengagement. Specifically, our results suggest that in choosing between prediction and control strategies, one should consider their own culture and acknowledge the probability of disengagement. [ABSTRACT FROM AUTHOR]

Desirability and feasibility beliefs about an entrepreneurial opportunity are antecedents of entrepreneurial action, but the way such beliefs form and the distinctive cognitive-emotional mechanisms underlying their formation remain unclear. Using evidence about belief-specific cognitive contents from an entrepreneurial action model and belief-specific cognitive processes from construal-level theory, the current study empirically demonstrates the need to disentangle desirability and feasibility opportunity beliefs; it also investigates the indirect effects of three distinct emotions (anger, fear, and happiness) on the formation of both desirability and feasibility beliefs, through the cognitive appraisals of controllability. An experimental study (N = 191) affirms the distinctiveness and interconnectedness of desirability and feasibility beliefs and reveals a significant, positive, direct effect of anger on opportunity desirability belief. Anger, fear, and happiness have significant, negative, indirect effects on desirability belief through cognitive appraisals of controllability; however, no significant indirect effects emerge from these three emotions to feasibility belief. The results thus shed new light on entrepreneurs' inner cognitive and emotional belief formation processes. [ABSTRACT FROM AUTHOR]

Entrepreneurial commitment can be regarded as the central antecedent to entrepreneurial action. However, we know little about how situational factors influence entrepreneurial commitment. This paper addresses this gap by investigating the impact of emotional support on entrepreneurial commitment. In addition, we seek to identify the cognitive-emotive mechanisms in the internalization process of emotional support into entrepreneurial commitment. In Study 1 (N = 400), we relate positive-encouraging, negative-discouraging, and mixed emotional support to entrepreneurial commitment and test the mediating role of opportunity evaluation in these relationships. In Study 2 (N = 450), we test the moderating effect of emotional intelligence on the mediated relationship among positive-encouraging, negative- discouraging, and mixed emotional support on entrepreneurial commitment via opportunity evaluation. Findings from both studies are generally consistent with our hypotheses. We discuss the theoretical and practical implications of our study to advance research on entrepreneurial commitment. [ABSTRACT FROM AUTHOR]

This paper investigates the mutual influences of managers' emotions and time pressure during the decision-making process for strategic change. In an experimental setting, 253 managers generated ideas for a strategic change task and subsequently made a strategic choice. Our findings demonstrate that negative rather than positive emotions influence strategic decision making and that their influences vary across decision-making phases. Furthermore, the direction of the emotional effects changes in the context of time pressure. This study contributes to strategy practice and strategy process research by integrating emotions as embodied practices during the strategic decision-making process, thereby enriching the affective microfoundations of strategizing. Our study demonstrates that it is fruitful to study embodied and contextual practices together to better understand how strategic decision quality is achieved. [ABSTRACT FROM AUTHOR]

Overconfidence is one of the most prevalent cognitive biases that can impair people's judgment and decision quality. Recent behavioral evidence indicates that affective states can be a transient cause of overconfidence. This study investigates the neural correlates of absolute overconfidence in the context of neutral and joyful affect in a neuroimaging study (N = 16). Affective states were induced by presenting joyful and neutral pictures from the International Affective Picture System (IAPS). To measure overconfidence, we used an incentive-compatible task in which subjects answered general knowledge questions and subsequently made confidence judgments about their own performance. Our study reports two main findings. First, there is more activation in the anterior cingulate cortex when answering knowledge questions in a joyful compared to a neutral affective state. Second, there is less activation in the hippocampus when making overconfident judgments in a joyful compared to a neutral affective state. Linking our neuronal results to our behavioral measures, we find that activation in the hippocampus negatively correlates with overconfidence and positively correlates with actual performance. Our results suggest that people who engage in retrieving and using prior memories and experiences through their hippocampus while making confidence judgments about their own performance can reduce their overconfidence and increase the quality of their decision outcome. People are less likely to use prior memories and experiences from the hippocampus when they are in a joyful compared to a neutral affective state. [ABSTRACT FROM AUTHOR]

Current studies indicate that self-employment may be a negative signal to potential employers, but the reasons have not been identified. We investigate job candidates' human capital and environmental characteristics based on 135,000 observations of job candidates and recruiters from an online job market portal. Our results demonstrate that job candidates who are entrepreneurial are significantly less interesting to recruiters for wage employment than employed job candidates. Recruiter interest in entrepreneurial job candidates depends on entrepreneurial job candidate's education, job tenure, current salary, prior industry experience, and level of entrepreneurial activity in their country of origin. [ABSTRACT FROM AUTHOR]

Many important decisions are made without precise information about the probabilities of the outcomes. In such situations, individual ambiguity attitudes influence decision making. The present study identifies affective states as a transient cause of ambiguity attitudes. We conducted two random-assignment incentive-compatible experiments, varying subjects' affective states. We find that sadness induces choices that are closer to ambiguity-neutral attitudes compared to the joy, fear, and control group where decision makers deviate more from payoff- maximizing behavior and are more susceptible to likelihood insensitivity. We also find a similar pattern in a representative population sample where cloudy weather conditions at the day of the survey - a proxy for sad affect - correlate with more ambiguity-neutral attitudes. Our results may help to explain real- world phenomena such as financial markets that react to regular fluctuations in weather conditions. [ABSTRACT FROM AUTHOR]

Overconfidence has been identified as a source of suboptimal decision making across many real-life domains, often with far- reaching consequences. Here, we demonstrate a causal mechanism that leads to overconfidence and show a simple, effective remedy in an incentive-compatible experimental study. Concurrent with the affect-as-information hypothesis, we find that joy induces overconfidence if the reason for joy (an unexpected gift) is unrelated to the judgment task and participants were not made specifically aware of our mood manipulation. In contrast, we observed well-calibrated judgments for participants in a control group who were in their resting mood. Furthermore, we also found well-calibrated judgments among participants who received the joyful mood induction along with questions that forced them to reflect about their current mood, its cause, and the (ir)relevance of its cause for our judgment tasks. Our findings suggest that being aware of one's positive mood and its reason can be an effective, short- term remedy against overconfidence. [ABSTRACT FROM AUTHOR]

Empirical studies have shown that entrepreneurs earn, on average, less than the market wage for employees with otherwise similar characteristics. We examine whether having previously been self- employed is in itself a negative signal on the job market. In a field experiment where two applications of otherwise equally qualified individuals were sent for the same vacancies, we find that entrepreneurs systematically receive fewer responses than non- entrepreneurs. Thus, it appears that the earnings differential is partially explained by the fact that entrepreneurs do not have access to the reference jobs in practice. We discuss what type of unfavorable information self-employment may carry. [ABSTRACT FROM AUTHOR]