ASQ: Vol 68 Issue 1, 2023

>>> 关于 ASQ <<<

由康奈尔大学塞缪尔·柯蒂斯·约翰逊管理研究生院拥有和管理的《Administrative Science Quarterly》自该领域开始以来一直处于组织研究的前沿。这一顶级期刊定期发表基于学位论文和更知名学者的不断发展和新工作的最佳理论和实证论文，以及组织理论的跨学科工作和信息丰富的书评。

目录

Articles

• Location-Independent Organizations: Designing Collaboration Across Space and Time
• 位置独立的组织：跨空间和时间的协作设计
• Embodying the Market: The Emergence of the Body Entrepreneur
• 具体化市场：身体企业家的出现
• Recognition Killed the Radio Star? Recognition Orientations and Sustained Creativity After the Best New Artist Grammy Nomination
• 认可杀死了广播明星？格莱美最佳新人提名后的认可方向与持续创造力
• Relations in Aesthetic Space: How Color Enables Market Positioning
• 审美空间中的关系：色彩如何促成市场定位
• Missing the Forest for the Trees: Modular Search and Systemic Inertia as a Response to Environmental Change
• 只见树木不见森林：模块化搜索和系统惯性作为对环境变化的响应
• Where Is All the Deviance? Liminal Prescribing and the Social Networks Underlying the Prescription Drug Crisis
• 所有的偏差在哪里？阈限处方和处方药危机背后的社会网络
• Career Specialization, Involuntary Worker–Firm Separations, and Employment Outcomes: Why Generalists Outperform Specialists When Their Jobs Are Displaced
• 职业专业化、非自愿工人与公司的分离和就业结果：为什么通才在工作被取代时胜过专才

Book Reviews

• Rebecca Henderson. Reimagining Capitalism in a World on Fire and Chris Marquis. Better Business: How the B Corp Movement Is Remaking Capitalism
• Rebecca Henderson. 在着火的世界中重塑资本主义和克里斯·马奎斯。《更好的业务：共益企业运动如何重塑资本主义》
• Mitchel Y. Abolafia. Stewards of the Market: How the Federal Reserve Made Sense of the Financial Crisis
• Mitchel Y. Abolafia.《市场管家：美联储如何理解金融危机》
• Claudia Goldin. Career and Family: Women’s Century-Long Journey Toward Equity
• Claudia Goldin. 《事业与家庭：女性百年平等之路》
• John W. Mohr, Christopher A. Bail, Margaret Frye, Jennifer C. Lena, Omar Lizardo, Terence E. McDonnell, Ann Mische, Iddo Tavory, and Frederick F. Wherry. Measuring Culture
• John W. Mohr, Christopher A. Bail, Margaret Frye, Jennifer C. Lena, Omar Lizardo, Terence E. McDonnell, Ann Mische, Iddo Tavory, and Frederick F. Wherry. 《衡量文化》
• Andrew Charman, Leif Petersen, and Thireshen Govender. Township Economy: People, Spaces and Practices
• Andrew Charman, Leif Petersen, and Thireshen Govender. 《乡镇经济：人、空间与实践》
• Pino G. Audia and Henrich R. Greve. Organizational Learning from Performance Feedback: A Behavioral Perspective on Multiple Goals
• Christine Beckman, ed. 《组织从绩效反馈中学习：多目标的行为视角》
• Erin L. Kelly and Phyllis Moen. Overload: How Good Jobs Went Bad and What We Can Do About It
• Erin L. Kelly and Phyllis Moen. 《过载：好工作如何变坏以及我们能做些什么》

Articles

　　　1　　　

Location-Independent Organizations: Designing Collaboration Across Space and Time
位置独立的组织：跨空间和时间的协作设计
Jen Rhymer

Rhymer, J. (2023). Location-Independent Organizations: Designing Collaboration Across Space and Time. Administrative Science Quarterly, 68(1), 1–43. https://doi.org/10.1177/00018392221129175

Abstract: Collaboration is critical to organizations and difficult when work is distributed. Prior research has indicated that when individuals are distributed, organizations respond by structuring their work to decrease reciprocal interdependence, reduce the complexity of tasks that individuals perform, or accept moderate inefficiencies. Yet in an increasing number of organizations—location-independent organizations—employees are fully distributed, exist without a physical office, and engage in reciprocally interdependent work. To understand how these distributed organizations collaborate, I undertook an inductive multiple-case study. I identify two patterns of collaboration, an asynchronous orientation and a real-time orientation, and reveal the specific enabling practices for each, with a focus on asynchronous-oriented organizations. This research contributes to the distributed work literature by detailing three novel practices that enable effective collaboration for reciprocally interdependent work without geographic or temporal alignment and to the organizational design literature by identifying distinct approaches to distributed collaboration. This study also engages with the future-of-work conversation by providing empirical grounding that enhances our understanding of the theory, boundary conditions, and nuance of the phenomenon of distributed organizations, specifically location-independent organizations.

摘要： 协作对组织至关重要，但在工作分散时却很困难。先前的研究表明，当个人分散时，组织会通过调整工作结构来减少相互依赖，降低个人所执行任务的复杂度，或者接受中等程度的低效率来应对。然而，在越来越多的组织（位置独立的组织）中，员工是完全分散的，没有实体办公室，并且从事相互依赖的工作。为了解这些分布式组织如何协作，我进行了归纳性多案例研究。我确定了两种协作模式，一种是异步导向，一种是实时导向，并揭示了每种协作的具体支持实践，重点是面向异步的组织。这项研究通过详细介绍三种新颖的实践来为分布式工作文献做出贡献，这些实践可以在没有地理或时间对齐的情况下实现相互依赖的工作的有效协作，并通过确定分布式协作的不同方法来为组织设计文献做出贡献。本研究还通过提供实证基础来参与未来工作对话，增强我们对分布式组织现象的理论、边界条件和细微差别的理解，特别是与位置无关的组织。

Open Access URL: https://journals.sagepub.com/doi/full/10.1177/00018392221129175

　　　2　　　

Embodying the Market: The Emergence of the Body Entrepreneur
具体化市场：身体企业家的出现
Alexandra Michel

Michel, A. (2023). Embodying the Market: The Emergence of the Body Entrepreneur. Administrative Science Quarterly, 68(1), 44–96. https://doi.org/10.1177/00018392221135606

Abstract: When organizations take radically new forms, employees’ minds and bodies can also take radically new forms, but prior organizational research has lacked the concepts and data to understand such qualitative changes in persons. For 17 years, I studied a profound societal change, the market turn, inside organizations at their center, investment banks on Wall Street. The banks took a new, market-like form that facilitated the emergence of a cultural–historical new form of personhood, the body entrepreneur. Unlike traditional organizations, which predictably reward employee effort, the banks gradually decoupled rewards from effort, paying bankers for winning first internal and then external competitions and increasingly exposing them to market risk. Bankers internalized this entrepreneurial positioning by transforming their minds and bodies into resources for competitive success regardless of health consequences. As rewards became more elusive, bankers invested more resources, first the mind and then the body, and controlled them in progressively more powerful ways, first through cognitive techniques, then through self-experimentation with drugs. Bankers thus intervened more radically in their minds and bodies than organizations legitimately can, resulting in two qualitative person changes. One, bankers constructed personhood in cultural–historical new ways, changing from the traditional psychological self, which locates processes such as emotions and motivation in the mind, toward a somatic self, the body entrepreneur, which locates them in the body as brain states that bankers could self-design. Two, the body functioned in new ways: not inside–out as a biological imperative but outside–in, fluidly adjusting to changing situations. Whereas prior organizational theories have assumed what the body is, I problematize it, empirically studying the self-technologies through which people construct the culturally situated biologies that compel them to unproblematically reproduce new, market-like organizations.

摘要： 当组织采用全新的形式时，员工的思想和身体也可以采用全新的形式，但之前的组织研究缺乏概念和数据来理解人的这种质变。17 年来，我研究了深刻的社会变革，市场转向，以组织内部为中心，华尔街的投资银行。银行采取了一种新的、类似市场的形式，促进了一种文化-历史的新人格形式的出现，即身体企业家。传统组织会奖励员工的努力，但与之不同的是，银行逐渐将奖励与努力脱钩，先在内部竞争中获胜，然后再在外部竞争中获胜，就向银行家支付报酬，并越来越多地让他们面临市场风险。银行家将这种企业家定位内在化，他们将自己的思想和身体转化为竞争成功的资源，而不顾健康后果。随着奖励变得越来越难以捉摸，银行家们投入了更多的资源，首先是精神，然后是身体，并以越来越有力的方式控制它们，首先是通过认知技术，然后是通过药物的自我实验。因此，银行家们对他们的思想和身体进行了比组织合法能做的更彻底的干预，导致了两个质的人的变化。第一，银行家以文化历史的新方式构建人格，从传统的心理自我，将情感和动机等过程定位于大脑，转变为躯体自我，即身体企业家，将它们定位于身体，因为大脑表明银行家可以自我设计。第二，身体以新的方式运作：不是像生物学命令那样由内而外，而是由外而内，灵活地适应不断变化的情况。尽管先前的组织理论假设了身体是什么，但我把它提出了问题，通过实证研究自我技术，人们通过这些技术构建了文化背景下的生物学，迫使他们毫无疑问地复制新的、类似市场的组织。

　　　3　　　

Recognition Killed the Radio Star? Recognition Orientations and Sustained Creativity After the Best New Artist Grammy Nomination
认可杀死了广播明星？格莱美最佳新人提名后的认可方向与持续创造力
Spencer H. Harrison, Noah Askin, Lydia Paine Hagtvedt

Harrison, S. H., Askin, N., & Hagtvedt, L. P. (2023). Recognition Killed the Radio Star? Recognition Orientations and Sustained Creativity After the Best New Artist Grammy Nomination. Administrative Science Quarterly, 68(1), 97–145. https://doi.org/10.1177/00018392221136158

Abstract: Many organizations rely on group work to generate creativity, but existing research lacks theory on how groups’ responses to recognition for creative achievement shape their subsequent creative outcomes. Through an inductive study of bands nominated for a Best New Artist Grammy from 1980 to 1990, we develop a theory of reactions to early recognition in creative groups. Our multi-method analyses include oral histories from members of each band and quantitative data, which we use to triangulate the processes they describe. Our findings reveal that groups developed sets of emergent reactions and active adjustments to the recognition and its consequences, which we call “recognition orientations.” We identify three such orientations—absorbing, insulating, and mixed—that reflect how groups interpret recognition and integrate it into their subsequent processes. Most groups struggled by absorbing recognition, which led to internalizing expectations and opening their relationships to outsiders, ultimately inhibiting creativity. Some groups began to insulate themselves from recognition by externalizing expectations and bounding relationships, allowing them to sustain creative output over time. Finally, other groups developed a mixed orientation, initially experiencing the pitfalls of elevated recognition-seeking but ultimately attempting to insulate their need for external recognition by refocusing on their creative process. These findings reveal that recognition can upend the creative process, and groups that begin absorbing recognition are, ironically, less likely to earn it again in the future. Filling a critical research gap on creative production among groups that intend to continue working together, the results distinguish the skills needed to manage recognition from those needed to generate creativity, and offer insight into how groups enact longevity.

摘要： 许多组织依靠团队合作来产生创造力，但现有研究缺乏关于团队对创造性成就认可的反应如何影响其后续创造性成果的理论。通过对 1980 年至 1990 年获得格莱美最佳新人提名的乐队进行归纳研究，我们开发了一个关于创意团体早期认可的反应理论。我们的多方法分析包括每个乐队成员的口述历史和定量数据，我们使用这些数据对他们描述的过程进行三角测量。我们的研究结果表明，群体对认可及其后果形成了一系列紧急反应和主动调整，我们称之为“认可方向”。 我们确定了三种这样的方向——吸收、隔离和混合——它们反映了群体如何解释认可并将其整合到他们的后续过程中。大多数群体都在努力吸收认可，这导致将期望内化并向外界开放他们的关系，最终抑制了创造力。一些团体开始通过外化期望和约束关系来使自己免受认可，从而使他们能够随着时间的推移维持创造性的输出。最后，其他群体形成了混合取向，最初经历了过度寻求认可的陷阱，但最终试图通过重新关注他们的创作过程来隔离他们对外部认可的需求。这些发现表明，认可可以颠覆创作过程，具有讽刺意味的是，开始接受认可的群体将来不太可能再次获得认可。填补了打算继续合作的群体之间关于创造性生产的关键研究空白，结果将管理认可所需的技能与产生创造力所需的技能区分开来，并提供了对群体如何实现长寿的洞察力。

　　　4　　　

Relations in Aesthetic Space: How Color Enables Market Positioning
审美空间中的关系：色彩如何促成市场定位
Stoyan V. Sgourev, Erik Aadland, Giovanni Formilan

Sgourev, S. V., Aadland, E., & Formilan, G. (2023). Relations in Aesthetic Space: How Color Enables Market Positioning. Administrative Science Quarterly, 68(1), 146–185. https://doi.org/10.1177/00018392221137289

Abstract: Color is omnipresent, but organizational research features no systematic theory or established method for analyzing it. We develop a relational approach to color, conceptualizing it as a means of positioning relative to a reference group or style and validating it through a computational method for processing digital images. The research context is Norwegian black metal—a genre of extreme metal music that achieved notoriety in the early 1990s through band members’ criminal activity. Our analysis of 5,125 album covers between 1989 and 2019 confirms the alignment of aesthetic and music features and articulates the role of color in the construction of a relational identity based on forces of association and disassociation. Black metal bands associated with past color choices of non-black metal bands up to a point, after which they started to disassociate from them. The positioning is dynamic, pursuing adaptation to external events. Black metal bands reacted to their stigmatization in Norwegian society by increasing colorfulness and later returning to a darker aesthetic in defiance of the genre’s commercialization. Our analysis attests to color’s ability to organize producers’ exchange of information and attention, illustrating the interweaving of aesthetic features and relational processes in markets.

摘要： 颜色无处不在，但组织研究没有系统的理论或既定的分析方法。我们开发了一种与颜色相关的方法，将其概念化为相对于参考组或风格定位的一种方式，并通过处理数字图像的计算方法对其进行验证。研究背景是挪威黑金属——一种极端金属音乐流派，在 1990 年代初期因乐队成员的犯罪活动而声名狼藉。我们对 1989 年至 2019 年间 5,125 张专辑封面的分析证实了美学和音乐特征的一致性，并阐明了色彩在基于关联和分离力量的关系身份构建中的作用。黑色金属乐队与过去非黑色金属乐队的颜色选择相关联到一个点，之后他们开始与它们分离。定位是动态的，追求对外部事件的适应。黑金属乐队通过增加色彩来应对他们在挪威社会的耻辱，后来又回到更黑暗的审美，以对抗该流派的商业化。我们的分析证明了颜色组织生产者交换信息和注意力的能力，说明了审美特征和市场关系过程的交织。

　　　5　　　

Missing the Forest for the Trees: Modular Search and Systemic Inertia as a Response to Environmental Change
只见树木不见森林：模块化搜索和系统惯性作为对环境变化的响应
Julien Clement

Clement, J. (2023). Missing the Forest for the Trees: Modular Search and Systemic Inertia as a Response to Environmental Change. Administrative Science Quarterly, 68(1), 186–227. https://doi.org/10.1177/00018392221136267

Abstract: I develop and test a theory that explains why organizations may struggle to adapt in the face of change even when their members are aware of change, are motivated to adapt, and have the resources to do so. I build on complexsystems theory, which posits that organizations face a hierarchy of interdependent problems: they must choose how to fulfill different specialized tasks and choose processes to integrate the outputs of these tasks. Because these choices are interdependent, environmental change that directly affects only a few tasks in isolation can indirectly affect the viability of major organizational processes. Recognizing these ripple effects is difficult, however: understanding complex interdependencies is challenging for decision makers, and the division of labor within organizations can create an illusion of separability between tasks. As a result, organizations may respond to such change by engaging in ‘‘modular search’’ for new ways to fulfill specialized tasks, but they may fail to engage in ‘‘systemic search’’ for new processes integrating the outputs of specialized tasks unless they can rely on information-processing structures that help decision makers better understand interdependencies among choices. I test my theory by applying sequence analysis methods to micro-level behavioral data on competitive video gaming (esports) teams. Qualitative fieldwork and an online experiment provide additional evidence of my proposed mechanisms.

摘要： 我开发并测试了一个理论，该理论解释了为什么组织可能在面对变化时难以适应，即使其成员意识到变化、有动力去适应并拥有这样做的资源。我建立在复杂系统理论的基础上，该理论认为组织面临着相互依赖的问题的层次结构：他们必须选择如何完成不同的专业任务，并选择流程来整合这些任务的结果。因为这些选择是相互依赖的，直接影响孤立的少数任务的环境变化可以间接影响主要组织流程的生存能力。然而，要认识到这些连锁反应是困难的：理解复杂的相互依赖关系对决策者来说是一项挑战，而且组织内部的分工会造成任务之间可分离的错觉。因此，组织可能会通过“模块化搜索”以寻找新方法来完成专门任务来应对这种变化，但他们可能无法对整合专门任务结果的新流程进行“系统搜索”，除非他们可以依靠信息处理结构来帮助决策者更好地理解选择之间的相互依赖性。我通过将序列分析方法应用于竞争性视频游戏（电子竞技）团队的微观行为数据来检验我的理论。定性实地考察和在线实验为我提出的机制提供了额外的证据。

Open Access URL: https://journals.sagepub.com/doi/pdf/10.1177/00018392221136267

　　　6　　　

Where Is All the Deviance? Liminal Prescribing and the Social Networks Underlying the Prescription Drug Crisis
所有的偏差在哪里？阈限处方和处方药危机背后的社会网络
Victoria (Shu) Zhang, Aharon Cohen Mohliver, Marissa King

Zhang, V. (Shu), Mohliver, A. C., & King, M. (2023). Where Is All the Deviance? Liminal Prescribing and the Social Networks Underlying the Prescription Drug Crisis. Administrative Science Quarterly, 68(1), 228–269. https://doi.org/10.1177/00018392221137681

Abstract: The misuse of prescription drugs is a pressing public health crisis in the United States that is fueled by high-risk prescribing. We show that high-risk prescribing comprises two distinct practices: (1) routinely overprescribing to patients whose prescription-fill patterns are consistent with misuse or abuse, which conforms to the definition of deviance in sociology, and (2) routinely overprescribing to patients whose prescription-fill patterns are within possible bounds of medical use, which does not. We call the second practice “liminal prescribing,” a term that indicates it is legally and morally ambiguous. Using 213.9 million prescriptions to construct a four-year panel of the patient-sharing networks of 500,472 physicians, we find that deviant and liminal prescribers have starkly different social network structures and social influence processes; larger and more cohesive networks among prescribers are associated with more deviance but less liminality. Physicians’ ties to liminal prescribers increase liminal prescribing but do not increase deviance. Our results suggest that liminal prescribing is distinct from deviant prescribing and is not a milder form of deviant prescribing. Liminal prescribing is far more prevalent than deviance and accounts for most of the oversupplied benzodiazepines in our dataset (55.8 versus 8.7 percent, respectively). Our study highlights that the social structures supporting liminal practices differ from those that support either rule-abiding practices or deviance.

摘要： 滥用处方药是美国紧迫的公共卫生危机，高风险处方助长了这种危机。我们表明，高风险处方包括两种截然不同的做法：(1) 经常过度处方给处方填充模式与滥用或滥用一致的患者，这符合社会学中偏差的定义，以及 (2) 经常过度处方给以下患者：处方填充图案在医疗用途的可能范围内，而事实并非如此。我们将第二种做法称为“阈限处方”，这个术语表明它在法律和道德上是模棱两可的。使用 2.139 亿份处方构建了一个由 500,472 名医生组成的为期四年的患者共享网络面板，我们发现偏差和阈限处方者具有截然不同的社会网络结构和社会影响过程；开处方者之间更大、更有凝聚力的网络与更多的偏差行为有关，但更少的阈限性。医生与阈限处方者的联系会增加阈限处方但不会增加偏差。我们的结果表明，阈限处方不同于偏差处方，并且不是偏差处方的温和形式。阈限处方远比偏差更为普遍，并且占我们数据集中苯二氮卓类药物供应过剩的大部分（分别为 55.8% 和 8.7%）。我们的研究强调，支持阈限行为的社会结构不同于支持守法行为或偏差行为的社会结构。

　　　7　　　

Career Specialization, Involuntary Worker–Firm Separations, and Employment Outcomes: Why Generalists Outperform Specialists When Their Jobs Are Displaced
职业专业化、非自愿工人与公司的分离和就业结果：为什么通才在工作被取代时胜过专才
Heejung Byun, Joseph Raffiee

Byun, H., & Raffiee, J. (2023). Career Specialization, Involuntary Worker–Firm Separations, and Employment Outcomes: Why Generalists Outperform Specialists When Their Jobs Are Displaced. Administrative Science Quarterly, 68(1), 270–316. https://doi.org/10.1177/00018392221143762

Abstract: Existing theories offer conflicting perspectives regarding the relationship between career specialization and labor market outcomes. While some scholars argue it is better for workers to specialize and focus on one area, others argue it is advantageous for workers to diversify and compile experience across multiple work domains. We attempt to reconcile these competing perspectives by developing a theory highlighting the voluntary versus involuntary nature of worker–firm separations as a theoretical contingency that alters the relative advantages and disadvantages associated with specialized versus generalized careers. Our theory is rooted in the notion that the characteristics of involuntary worker–firm separations (i.e., job displacement) simultaneously amplify the disadvantages associated with specialized careers and the advantages associated with generalized careers, thereby giving displaced generalists a relative advantage over displaced specialists. We find support for our theory in the context of U.S. congressional staffing, using administrative employment records and a regression discontinuity identification strategy that exploits quasi-random staffer displacement resulting from narrowly decided congressional reelection bids. Our theoretical contingency is further supported in supplemental regressions where correlational evidence suggests that while specialists tend to be relatively penalized in the labor market after involuntary separations, specialists appear to be relatively privileged when separations are plausibly voluntary.

摘要： 现有的理论提供了关于职业专业化和劳动力市场结果之间关系的相互矛盾的观点。一些学者认为，员工最好专注于一个领域，而另一些学者则认为，员工在多个工作领域实现多元化并积累经验是有利的。我们试图通过发展一种理论来调和这些相互竞争的观点，该理论强调了工人-企业分离的自愿与非自愿性质，作为一种权变理论，它改变了与专业职业与通才职业相关的相对优势和劣势。我们的理论植根于这样一个概念，即非自愿的工人-企业分离的特征（即裁员）同时放大了与专业职业相关的缺点和与通才职业相关的优点，从而使被取代的通才相对于被取代的专才具有相对优势。我们在美国国会人员配置的背景下找到了对我们理论的支持，使用行政雇用记录和断点回归识别策略，该策略利用了因国会连任竞选而导致的准随机工作人员被裁员。我们的权变理论在补充回归中得到了进一步的支持，其中相关证据表明，虽然专才在非自愿离职后往往在劳动力市场上受到相对惩罚，但当离职似乎是自愿的时，专才似乎相对享有特权。

Book Reviews

　　　8　　　

Rebecca Henderson. Reimagining Capitalism in a World on Fire and Chris Marquis. Better Business: How the B Corp Movement Is Remaking Capitalism
Rebecca Henderson. 在着火的世界中重塑资本主义和克里斯·马奎斯。《更好的业务：共益企业运动如何重塑资本主义》
Rodolphe Durand

Durand, R. (2023). Rebecca Henderson. Reimagining Capitalism in a World on Fire and Chris Marquis. Better Business: How the B Corp Movement Is Remaking Capitalism. Administrative Science Quarterly, 68(1), NP1–NP6. https://doi.org/10.1177/00018392221102330

　　　9　　　

Mitchel Y. Abolafia. Stewards of the Market: How the Federal Reserve Made Sense of the Financial Crisis
Mitchel Y. Abolafia.《市场管家：美联储如何理解金融危机》
Derek Harmon

Harmon, D. (2023). Mitchel Y. Abolafia. Stewards of the Market: How the Federal Reserve Made Sense of the Financial Crisis. Administrative Science Quarterly, 68(1), NP7–NP8. https://doi.org/10.1177/00018392221105200

　　　10　　　

Claudia Goldin. Career and Family: Women’s Century-Long Journey Toward Equity
Claudia Goldin. 《事业与家庭：女性百年平等之路》
Pamela S. Tolbert

Tolbert, P. S. (2023). Claudia Goldin. Career and Family: Women’s Century-Long Journey Toward Equity. Administrative Science Quarterly, 68(1), NP9–NP11. https://doi.org/10.1177/00018392221105201

　　　11　　　

John W. Mohr, Christopher A. Bail, Margaret Frye, Jennifer C. Lena, Omar Lizardo, Terence E. McDonnell, Ann Mische, Iddo Tavory, and Frederick F. Wherry. Measuring Culture
John W. Mohr, Christopher A. Bail, Margaret Frye, Jennifer C. Lena, Omar Lizardo, Terence E. McDonnell, Ann Mische, Iddo Tavory, and Frederick F. Wherry. 《衡量文化》
Mary Ann Glynn

Bothello, J. (2023). Andrew Charman, Leif Petersen, and Thireshen Govender. Township Economy: People, Spaces and Practices. Administrative Science Quarterly, 68(1), NP15–NP17. https://doi.org/10.1177/00018392221132504

　　　12　　　

Andrew Charman, Leif Petersen, and Thireshen Govender. Township Economy: People, Spaces and Practices
Andrew Charman, Leif Petersen, and Thireshen Govender. 《乡镇经济：人、空间与实践》
Joel Bothello

Weick, K. E. (2022). Martha S. Feldman, Brian T. Pentland, Luciana D’Adderio, Katharina Dittrich, Claus Rerup, and David Seidl, eds. Cambridge Handbook of Routine Dynamics. Administrative Science Quarterly, 67(4), NP76–NP79. https://doi.org/10.1177/00018392221123268

　　　13　　　

Pino G. Audia and Henrich R. Greve. Organizational Learning from Performance Feedback: A Behavioral Perspective on Multiple Goals
Christine Beckman, ed. 《组织从绩效反馈中学习：多目标的行为视角》
Michael Lounsbury

Lounsbury, M. (2023). Pino G. Audia and Henrich R. Greve. Organizational Learning from Performance Feedback: A Behavioral Perspective on Multiple Goals. Administrative Science Quarterly, 68(1), NP18–NP20. https://doi.org/10.1177/00018392221131325

　　　14　　　

Erin L. Kelly and Phyllis Moen. Overload: How Good Jobs Went Bad and What We Can Do About It
Erin L. Kelly and Phyllis Moen. 《过载：好工作如何变坏以及我们能做些什么》
Devika Narayan ​ Narayan, D. (2023). Erin L. Kelly and Phyllis Moen. Overload: How Good Jobs Went Bad and What We Can Do About It. Administrative Science Quarterly, 68(1), NP21–NP23. https://doi.org/10.1177/00018392221139289

---

本文仅用于学术交流，版权归原作者和原出处所有。如有侵权，请联系删除。未经同意请勿转载。如有错误，还请指正。