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Academy of Management Journal (AMJ) 发表检验、扩展或构建管理理论并为管理实践做出贡献的实证研究。在 AMJ 上发表的所有文章都必须做出强有力的实证贡献。欢迎所有经验方法，包括但不限于：定性、定量、现场、实验、元分析和组合方法。AMJ 手稿必须做出强有力的实证和理论贡献，并突出这些贡献对管理领域的重要性。因此，在对管理理论和实践具有高度重要性的问题进行实证研究的同时，优先考虑那些检验、扩展或构建强大理论框架的手稿的提交。AMJ 不受任何特定学科、分析层次或国家背景的限制。

目录

From the Editors

From the Editors—An Innovative Journal during Transformational Times: Embarking on the 23rd Editorial Term

编辑致辞——转型时期的创新期刊：开启第 23 届编辑任期

Articles

Polishing the Gilt Edge: Elite Category Endurance and Symbolic Boundaries in U.S. Luxury Hotels, 1790–2015

抛光镀金边缘：美国豪华酒店的精英类别耐力和象征边界，1790–2015

Painting a Clear Picture while Seeing the Big Picture: When and Why Leaders Overcome the Trade-Off Between Concreteness and Scale

在看到大局的同时画出清晰的画面：领导者何时以及为何克服具体性和规模之间的权衡

Balancing “Protective Disguise” with “Harmonious Advocacy”: Social Venture Legitimation in Authoritarian Contexts

平衡“保护性伪装”与“和谐倡导”：威权背景下的社会风险合法化

The Impact of Communist Ideology on the Patenting Activity of Chinese Firms

** 对企业专利活动的影响

Receiving Service from a Person with a Disability: Stereotypes, Perceptions of Corporate Social Responsibility, and the Opportunity for Increased Corporate Reputation

接受残疾人服务：刻板印象、对企业社会责任的看法以及提高企业声誉的机会

When Do Novel Business Models Lead to High Performance? A Configurational Approach to Value Drivers, Competitive Strategy, and Firm Environment

新颖的商业模式何时会带来高绩效？价值驱动因素、竞争战略和企业环境的配置方法

Toward a Configural Theory of Job Demands and Resources

工作需求与资源的配置理论研究

Losing Control: The Uncertain Management of Concealable Stigmas When Work and Social Media Collide

失去控制：当工作与社交媒体发生冲突时，对可隐藏污名的不确定管理

Gains and Losses: Week-To-Week Changes in Leader–Follower Relationships

得失：领导者与下属关系的每周变化

The Role of Discernment and Modulation in Enacting Occupational Values: How Career Advising Professionals Navigate Tensions with Clients

辨别力和调节力在制定职业价值观中的作用：职业咨询专业人员如何应对与客户的紧张关系

Does Power Protect Female Moral Objectors? How and When Moral Objectors’ Gender, Power, and Use of Organizational Frames Influence Perceived Self-Control and Experienced Retaliation

权力保护女性道德反对者吗？道德反对者的性别、权力和组织框架的使用如何以及何时影响感知到的自我控制和经历过的报复

Valuing Spanners: Why Category Nesting and Expertise Matter

评估跨界者：为什么类别嵌套和专业知识很重要

From the Editors

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From the Editors—An Innovative Journal during Transformational Times: Embarking on the 23rd Editorial Term
编辑致辞——转型时期的创新期刊：开启第 23 届编辑任期
Marc Gruber

Gruber, M. (2023). From the Editors—An Innovative Journal during Transformational Times: Embarking on the 23rd Editorial Term. Academy of Management Journal, 66(1), 1–8. https://doi.org/10.5465/amj.2023.4001

Articles

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Polishing the Gilt Edge: Elite Category Endurance and Symbolic Boundaries in U.S. Luxury Hotels, 1790–2015
抛光镀金边缘：美国豪华酒店的精英类别耐力和象征边界，1790–2015
Christi Lockwood, Mary Ann Glynn and Simona Giorgi

Lockwood, C., Glynn, M. A., & Giorgi, S. (2023). Polishing the Gilt Edge: Elite Category Endurance and Symbolic Boundaries in U.S. Luxury Hotels, 1790-2015. Academy of Management Journal, 66(1), 9–42. https://doi.org/10.5465/amj.2020.0201

Abstract: We conducted an inductive study of discourse associated with the U.S. luxury hotel category, from its beginnings in 1790 through 2015, to explain how cultural processes contribute to elite category endurance. Analyzing data from historical archives, interviews, and observations, we use both qualitative and quantitative methods to reveal how the endurance of an elite category is an ongoing cultural accomplishment that occurs via periodic redefinition of its “symbolic boundary”—that is, the set of meanings and practices that distinguish the elite from nonelite. Modeling the boundary in terms of semiotic codes of opposition, we find that the encoding of the symbolic boundary serves as a temporary settlement that conveys both the category’s elite exclusivity and its cultural consonance with broader societal beliefs, tastes, and practices. Over time, however, with industry and societal changes, tensions erupt in the balance between the needs for exclusivity and consonance, propelling a redefinition of what it means to be elite. Our research extends current theorizations of elite category endurance by revealing how the elite symbolic boundary is neither permanent nor unassailable; rather, we show how it changes to enable long-term elite category endurance.

摘要： 我们对与美国豪华酒店类别相关的话语进行了归纳研究，从1790年开始到2015年，以解释文化过程如何有助于精英类别的持久性。通过分析来自历史档案、访谈和观察的数据，我们使用定性和定量的方法来揭示精英类别的持久性是如何通过定期重新定义其“符号边界”(即区分精英与非精英的一系列意义和实践)而持续发生的文化成就。用对立的符号学代码对边界进行建模，我们发现符号边界的编码作为一种临时解决方案，既传达了该类别的精英排他性，又传达了其与更广泛的社会信仰、品味和实践的文化一致性。然而，随着时间的推移，随着行业和社会的变化，在排他需求和和谐需求之间的平衡中爆发了紧张局势，推动了对精英意味着什么的重新定义。我们的研究通过揭示精英符号边界如何既不是永久的也不是不可攻破的，扩展了当前精英范畴耐力的理论；相反，我们展示了它如何变化以实现长期的精英类别耐力。

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Painting a Clear Picture while Seeing the Big Picture: When and Why Leaders Overcome the Trade-Off Between Concreteness and Scale
在看到大局的同时画出清晰的画面：领导者何时以及为何克服具体性和规模之间的权衡
Andrew M. Carton, Karren Knowlton, Constantinos G. V. Coutifaris, Timothy G. Kundro and Andrew P. Boysen

Carton, A. M., Knowlton, K., Coutifaris, C. G., Kundro, T. G., & Boysen, A. P. (2023). Painting a Clear Picture while Seeing the Big Picture: When and Why Leaders Overcome the Trade-Off Between Concreteness and Scale. Academy of Management Journal, 66(1), 43-66. https://doi.org/10.5465/amj.2018.1019

Abstract: One of the most effective ways leaders can promote change is by generating visions with image-based rhetoric (“make children smile”). By conjuring visual snapshots of the future, leaders paint a portrait of what their organizations can one day achieve. It would thus stand to reason that leaders who naturally think and speak in terms of picture-like detail (a “concrete orientation”) would promote more organizational change than those who are inclined to think vaguely (an “abstract orientation”). Yet, research has established that individuals with a concrete orientation tend to focus on short-term, narrow details (e.g., small features of a single product) rather than long-term visions requiring the coordinated effort of all employees. To determine how and when concrete-thinking leaders induce large-scale change, we integrate theory on attention, organizational hierarchy, and construal. We predict that leaders who have a concrete orientation will promote change by redirecting their attention toward long-term visions of the future, if their organizations have strong, rather than weak, hierarchies. By contrast, hierarchical strength will have no such effect on leaders with an abstract orientation. We test these predictions in an archival study of CEOs and then examine the attention-based process that helps explain this effect in a preregistered experiment.

摘要： 领导者促进变革的最有效方式之一是通过基于图像的修辞（“让孩子们微笑”）来产生愿景。通过想象未来的视觉快照，领导者描绘了他们的组织有朝一日可以实现的目标。因此，自然而然地按照图片般的细节（“具体方向”）思考和说话的领导者比那些倾向于模糊思考（“抽象方向”）的领导者会促进更多的组织变革。然而，研究表明，具有具体导向的个人倾向于关注短期、狭隘的细节（例如，单一产品的小功能），而不是需要所有员工协调努力的长期愿景。为了确定具有具体思维的领导者如何以及何时引发大规模变革，我们整合了关于注意力、组织层次和解释的理论。我们预测，如果他们的组织具有强大而不是弱的层级结构，那么具有具体方向的领导者将通过将注意力转向未来的长期愿景来促进变革。相比之下，等级强度对具有抽象取向的领导者没有这种影响。我们在对 CEO 的档案研究中测试这些预测，然后检查有助于在预注册实验中解释这种影响的基于注意力的过程。

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Balancing “Protective Disguise” with “Harmonious Advocacy”: Social Venture Legitimation in Authoritarian Contexts
平衡“保护性伪装”与“和谐倡导”：威权背景下的社会风险合法化
Isabel Neuberger, Jochem Kroezen and Paul Tracey

Neuberger, I., Kroezen, J., & Tracey, P. (2023). Balancing “Protective Disguise” with “Harmonious Advocacy”: Social Venture Legitimation in Authoritarian Contexts. Academy of Management Journal, 66(1), 67-101. https://doi.org/10.5465/amj.2020.0517

Abstract: This paper seeks to advance understanding of how new social ventures can gain legitimacy in authoritarian contexts. Through a study of a new disability rights organization in post-revolutionary Egypt, we theorize how authoritarianism poses distinct challenges for social ventures that require different legitimation strategies than those commonly reported in the literature. Specifically, we use our case study to build a theoretical model that suggests social ventures need to achieve “optimal assimilation” by balancing “protective disguise” with “harmonious advocacy.” By explicitly theorizing social venture legitimation in authoritarian contexts, we advance the budding literature on social venture legitimation that has so far predominantly considered legitimation in more democratic contexts. Moreover, our study shows that organizational legitimacy may need to be conceptualized differently when examining social ventures—and indeed other forms of organization—in authoritarian regimes.

摘要： 本文旨在加深对新社会企业如何在威权主义背景下获得合法性的理解。通过对革命后埃及的一个新的残疾人权利组织的研究，我们从理论上分析了威权主义如何对社会企业提出独特的挑战，这些社会企业需要与文献中普遍报道的不同的合法化策略。具体来说，我们使用我们的案例研究来构建一个理论模型，该模型表明社会企业需要通过平衡“保护性伪装”与“和谐倡导”来实现“最佳同化”。通过明确地将专制背景下的社会风险合法化理论化，我们推进了关于社会风险合法化的新兴文献，这些文献迄今为止主要考虑了更民主背景下的合法性。此外，我们的研究表明，在考察威权政体中的社会企业——以及其他形式的组织时，可能需要对组织合法性进行不同的概念化。

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The Impact of Communist Ideology on the Patenting Activity of Chinese Firms
** 对企业专利活动的影响
Dean Xu, Kevin Zheng Zhou and Shihua Chen

Xu, D., Zhou, K. Z., & Chen, S. (2023). The Impact of Communist Ideology on the Patenting Activity of Chinese Firms. Academy of Management Journal, 66(1), 102–132. https://doi.org/10.5465/amj.2020.0810

Abstract: The Chinese Communist Party began decoupling its policies and practices from Maoist communist ideology more than four decades ago. Yet, why does Maoism continue to have an impact on the behavior of Party members? In this study, we argue that, although the influence of Maoist ideology has become weaker among younger Party members and Party members with higher educational attainment, such ideological decay is countered by a process of secondhand ideological imprinting. Based on data from 1,298 non-state-owned Chinese listed firms for 2000–2017, we find that firms with Party-member board chairs file fewer patent applications and are more likely to commit patent infringement. These effects are weaker if a board chair is younger or has higher educational attainment. Importantly, the moderating effect of young age is reduced as the presence of older Party-member corporate directors in a region becomes more prominent. However, the moderating effect of education appears to be unaffected by the presence of older Party-member directors. These findings generate fresh insights on the dynamics of ideological decay and persistence.

摘要： 四十多年前，CCP 开始将其政策和实践与毛主义共产主义意识形态脱钩。然而，为什么 Mao 主义继续对党员的行为产生影响？在这项研究中，我们认为，尽管 Mao 主义意识形态的影响在年轻 D 员和受教育程度较高的党员中已经减弱，但这种意识形态的衰退被二手意识形态烙印的过程所抵消。基于 2000 年至 2017 年 1,298 家非国有中国上市公司的数据，我们发现拥有 D 员委员主席的公司提交的专利申请较少，并且更容易实施专利侵权。如果董事会主席更年轻或受教育程度更高，这些影响就会更弱。重要的是，随着一个地区年长 D 员企业董事的存在变得更加突出，年轻化的调节作用会减弱。然而，教育的调节作用似乎不受老 D 员董事存在的影响。这些发现对意识形态衰变和持久性的动态产生了新的见解。

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Receiving Service from a Person with a Disability: Stereotypes, Perceptions of Corporate Social Responsibility, and the Opportunity for Increased Corporate Reputation
接受残疾人服务：刻板印象、对企业社会责任的看法以及提高企业声誉的机会
David J. G. Dwertmann, Bernadeta Goštautaitė, Rūta Kazlauskaitė and Ilona Bučiūnienė

Dwertmann, D. J., Goštautaitė, B., Kazlauskaitė, R., & Bučiūnienė, I. (2023). Receiving Service from a Person with a Disability: Stereotypes, Perceptions of Corporate Social Responsibility, and the Opportunity for Increased Corporate Reputation. Academy of Management Journal, 66(1), 133-163. https://doi.org/10.5465/amj.2020.0084

Abstract: Whereas advocates point to benefits of employing people with disabilities for organizations, employers’ concern over negative customer reactions is still a barrier to the employment of people with disabilities in service occupations. We contribute to this discussion and the management literature on disability by examining the effects of receiving service from employees with a hearing disability and employees who use a wheelchair on corporate reputation. Based on signaling theory, stereotypes, and valuation-by-association logic, we argue and find in a multistudy, multimethod approach that employing people with disabilities can be perceived as corporate social responsibility and leads to better corporate reputation. A field study with 317 customers of a large international supermarket chain in Lithuania demonstrates higher ratings of corporate reputation for customers receiving service from an employee with a hearing disability than for customers receiving service from an employee without disabilities. In an online experiment using a Solomon four-group design, we utilize video vignettes to test our model with corporate social responsibility perceptions as a mediator. Together, our findings show that managers’ concerns about how biased customers might respond to service employees with disabilities are likely unfounded and highlight—in addition to an ethical case for inclusion—the potential for organizations to benefit from employing of people with disabilities, as it leads to favorable reputation effects for organizations.

摘要： 虽然倡导者指出为组织雇用残疾人的好处，但雇主对负面客户反应的担忧仍然是残疾人在服务行业就业的障碍。我们通过检查接受有听力障碍的员工和使用轮椅的员工的服务对公司声誉的影响，为这一讨论和关于残疾的管理文献做出贡献。基于信号理论、刻板印象和关联估值逻辑，我们通过多项研究、多种方法论证并发现，雇用残疾人可以被视为企业社会责任，并带来更好的企业声誉。对立陶宛一家大型国际连锁超市的 317 名客户进行的实地研究表明，与接受非残疾员工服务的客户相比，接受有听力障碍员工服务的客户对公司声誉的评价更高。在使用所罗门四组设计的在线实验中，我们利用视频片段来测试我们的模型，并将企业社会责任感作为中介。总而言之，我们的研究结果表明，经理们担心客户可能会对残疾服务员工做出有偏见的反应，这可能是没有根据的，并且突出了——除了包容的道德案例——组织从雇用残疾人中受益的潜力，因为它为组织带来良好的声誉效应。

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When Do Novel Business Models Lead to High Performance? A Configurational Approach to Value Drivers, Competitive Strategy, and Firm Environment
新颖的商业模式何时会带来高绩效？价值驱动因素、竞争战略和企业环境的配置方法
Petteri Leppänen, Gerard George and Oliver Alexy

Leppänen, P., George, G., & Alexy, O. (2023). When Do Novel Business Models Lead to High Performance? A Configurational Approach to Value Drivers, Competitive Strategy, and Firm Environment. Academy of Management Journal, 66(1), 164-194. https://doi.org/10.5465/amj.2020.0969

Abstract: The strategy literature has viewed novel business model design as a universally positive antecedent of high performance in entrepreneurial ventures. Not only have scholars emphasized novelty as a necessity, but they have almost considered it a sufficient condition for performance. Challenging this assumption, we hypothesize that novelty can produce high performance only in combination with specific configurations that feature other value drivers, such as efficiency, lock-in, and complementarity, which help firms not only create value but also capture more of it. Fuzzy set qualitative comparative analysis of two samples of Internet-enabled firms largely supports our hypotheses. We find that novelty alone is insufficient for high performance, even when it appears as a necessary condition for very high performance in new technological environments. Our results highlight how novelty combines effectively with other value drivers (in particular with efficiency) and strategies (in particular with differentiation) contingent on the intensity of competition, firm size, and firms’ technological environment. Our study contributes to literature streams on value creation, business model design, and innovation.

摘要： 战略文献将新颖的商业模式设计视为创业企业高绩效的普遍积极先决条件。学者们不仅强调新颖性是必要的，而且几乎将其视为表现的充分条件。挑战这一假设，我们假设新颖性只有与具有其他价值驱动因素（例如效率、锁定和互补性）的特定配置相结合才能产生高性能，这不仅有助于企业创造价值，而且还能获取更多价值。对两个互联网公司样本的模糊集定性比较分析在很大程度上支持了我们的假设。我们发现，仅凭新颖性不足以实现高性能，即使在新技术环境中它似乎是实现超高性能的必要条件。我们的结果强调了新颖性如何与其他价值驱动因素（特别是效率）和战略（特别是差异化）有效结合，这取决于竞争的强度、公司规模和公司的技术环境。我们的研究有助于价值创造、商业模式设计和创新的文献流。

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Toward a Configural Theory of Job Demands and Resources
工作需求与资源的配置理论研究
Wei Jee Ong and Michael D. Johnson

Ong, W. J., & Johnson, M. D. (2023). Toward a Configural Theory of Job Demands and Resources. Academy of Management Journal, 66(1), 195-221. https://doi.org/10.5465/amj.2020.0493

Abstract: Job demands–resources research has largely adopted a variable-centered approach to test main and interactive effects of demands and resources on employee outcomes. However, this approach cannot detect distinct configurations of job demands and resources that may lead to the same outcomes, and the many multiplicative models attempting to do so have received little support. We take a person-centered theoretical approach to examine configurations of demands and resources that are sufficient to produce exhaustion, engagement, and other strain outcomes. Using fuzzy set qualitative comparative analysis across three studies, we find three equifinal configurations sufficient to produce exhaustion: (a) high workload and emotional demands, (b) low social support, and (c) high workload and low autonomy. We also find evidence for causal asymmetry in both exhaustion and engagement. Our person-centered approach yields more theoretically consistent results compared to a variable-centered approach. The findings highlight that certain job demands may only be buffered by specific resources, and that certain configurations of demands cannot be buffered at all.

摘要： 工作需求-资源研究主要采用以变量为中心的方法来测试需求和资源对员工结果的主要和交互影响。然而，这种方法无法检测可能导致相同结果的工作需求和资源的不同配置，并且许多尝试这样做的乘法模型几乎没有得到支持。我们采用以人为本的理论方法来检查足以产生疲惫、参与和其他压力结果的需求和资源配置。在三项研究中使用模糊集定性比较分析，我们发现三种足以产生疲惫的等效配置：(a) 高工作量和情感需求，(b) 低社会支持，以及 (c) 高工作量和低自主性。我们还发现了疲惫和参与的因果不对称的证据。与以变量为中心的方法相比，我们以人为中心的方法产生了理论上更一致的结果。调查结果强调，某些工作需求可能只能由特定资源缓冲，而某些需求配置根本无法缓冲。

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Losing Control: The Uncertain Management of Concealable Stigmas When Work and Social Media Collide
失去控制：当工作与社交媒体发生冲突时，对可隐藏污名的不确定管理
Lucas Amaral Lauriano and Thiago Coacci

Lauriano, L. A., & Coacci, T. (2023). Losing Control: The Uncertain Management of Concealable Stigmas When Work and Social Media Collide. Academy of Management Journal, 66(1), 222-247. https://doi.org/10.5465/amj.2020.0586

Abstract: Scholars have typically portrayed employees’ management of concealable stigmas in face-to-face encounters in which social groups are easily separable (e.g., friends, family, and coworkers). This analytical predisposition overlooks the possible roles of social network sites (SNSs) such as Facebook and Instagram. These online platforms enable a cohabitation of different audiences—that is, a context collapse that allows a growing, invisible audience to easily access information about one’s stigma. In our qualitative analysis in a Latin American organization, we develop a model that documents the everyday dynamics of context collapse among gay male employees. In a disclosure dilemma, employees are uncertain about how to be a professional online and simultaneously keep SNSs as platforms where they can show more relaxed versions of themselves. As a response, most employees adopt mirroring, and attempt to reflect their face-to-face disclosure levels on SNSs. Some employees engage in destigmatization efforts online, and as an outlier case we mapped an employee in collapse denial. Our study questions the established idea of disclosure as a relatively controlled process in microinteractions. We also nuance the assumption of SNSs as safe spaces and show the unintended impacts of context collapse on the stigmatized.

摘要： 学者们通常描述了员工在面对面的接触中对隐藏污名的管理，在这些接触中，社会群体很容易分离（例如，朋友、家人和同事）。这种分析倾向忽略了 Facebook 和 Instagram 等社交网站 (SNS) 的可能作用。这些在线平台使不同受众能够共处——也就是说，上下文崩溃使越来越多的隐形受众能够轻松获取有关个人耻辱的信息。在我们对拉丁美洲组织的定性分析中，我们开发了一个模型来记录男同性恋员工中背景崩溃的日常动态。在披露困境中，员工不确定如何成为在线专业人士，同时将 SNS 作为平台，让他们可以展示更轻松的自己。作为回应，大多数员工采用镜像，并试图在 SNS 上反映他们面对面的披露水平。一些员工在网上参与去污名化工作，作为一个异常案例，我们将一名员工映射到否认崩溃中。我们的研究质疑将披露作为微交互中相对受控过程的既定观念。我们还对 SNS 作为安全空间的假设进行了细微调整，并展示了上下文崩溃对污名化者的意外影响。

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Gains and Losses: Week-To-Week Changes in Leader–Follower Relationships
得失：领导者与下属关系的每周变化
Nikolaos Dimotakis, Lisa Schurer Lambert, Sherry (Qiang) Fu, Artemis Boulamatsi, Troy A. Smith, Blake Runnalls, A. J. Corner, Bennett J. Tepper and Todd Maurer

Dimotakis, N., Lambert, L. S., Fu, S., Boulamatsi, A., Smith, T. A., Runnalls, B., ... & Maurer, T. (2023). Gains and Losses: Week-To-Week Changes in Leader–Follower Relationships. Academy of Management Journal, 66(1), 248-275. https://doi.org/10.5465/amj.2019.1100

Abstract: Although the importance of leader–follower relationships in the workplace has been widely acknowledged, the impact of changes in such relationships has not been adequately examined in the literature. Leader–member exchange (LMX) theory and research have suggested that leader–follower relationships develop, mature, and then stabilize. Integrating recent work that has found important and impactful within-individual variations in what was thought to be relatively unvarying relationships, we theorize that leader–follower relationships (like other linkage types), are not only differentiated (varying between people) but also fluctuate across time periods (varying within people). We also discuss how people can understand their relationships better by comparing them to a relevant and proximal referent; this underlines how prior levels of LMX serve as a lens by which followers evaluate their current LMX. Across two studies, we discuss how comparing this week’s LMX to last week’s LMX can signal improvement (i.e., gains) or deterioration (i.e., losses) in the relationship, with differential implications for positive and negative affect. We also provide additional insights into LMX fluctuations by contrasting within- and between-individual variance in established and newly founded relationships, and by examining those incidents that are more likely to influence LMX in a given week.

摘要： 尽管领导-下属关系在工作场所的重要性已得到广泛认可，但文献中尚未充分研究这种关系变化的影响。领导-成员交换 (LMX) 理论和研究表明，领导-下属关系会发展、成熟，然后稳定下来。整合最近的工作，发现在被认为是相对不变的关系中存在重要且有影响力的个体差异，我们推断领导者-追随者关系（如其他联系类型）不仅是有区别的（因人而异），而且会在整个过程中波动时间段（因人而异）。我们还讨论了人们如何通过将他们与相关和最近的参照物进行比较来更好地理解他们的关系；这强调了先前的 LMX 水平如何充当关注者评估其当前 LMX 的镜头。在两项研究中，我们讨论了将本周的 LMX 与上周的 LMX 进行比较如何表明关系的改善（即收益）或恶化（即损失），以及对积极和消极影响的不同影响。我们还通过对比已建立和新建立的关系中的个体内部和个体之间的差异，以及通过检查那些更有可能在给定一周内影响 LMX 的事件，来提供对 LMX 波动的更多见解。

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The Role of Discernment and Modulation in Enacting Occupational Values: How Career Advising Professionals Navigate Tensions with Clients
辨别力和调节力在制定职业价值观中的作用：职业咨询专业人员如何应对与客户的紧张关系
Curtis K. Chan and Luke N. Hedden

Chan, C. K., & Hedden, L. N. (2023). The Role of Discernment and Modulation in Enacting Occupational Values: How Career Advising Professionals Navigate Tensions with Clients. Academy of Management Journal, 66(1), 276-305. https://doi.org/10.5465/amj.2020.1014

Abstract: Enacting occupational values is vital to expert professionals’ solidarity and sense of purpose. Yet, many professionals face audiences in their relational contexts—especially powerful clients—who can hold incongruent values and may threaten professionals’ jurisdictional control. How can experts enact their values without jeopardizing their jurisdictional control amid clients holding incongruent values? We examine career advisers in undergraduate business schools, whose occupational values often contrasted with values common among their student clients. Through an ethnography of one school’s career advisers, combined with interviews of such advisers throughout the United States, we find that advisers navigated interactions by discerning student values and accordingly modulating their value-enactment practices through masking, moderating, or magnifying their values. This allowed advisers to uphold their jurisdictional control when facing students exhibiting incongruent values, while enacting their values with students exhibiting unclear or congruent values. We contribute to the relational perspective on occupations and professions by positing how discernment and modulation help experts navigate relational tensions by recognizing and drawing on intraclientele heterogeneity, unpacking how professionals might not entirely resist or change amid incongruence but instead pursue a more mixed approach, and highlighting when and how experts mask or moderate rather than overtly enact their values.

摘要： 制定职业价值观对于专业人士的团结和使命感至关重要。然而，许多专业人士在他们的关系环境中面对听众——尤其是强大的客户——他们可能持有不一致的价值观，并可能威胁到专业人士的管辖权控制。在持有不一致价值观的客户中，专家如何在不危及他们的管辖权控制的情况下制定他们的价值观？我们调查了本科商学院的职业顾问，他们的职业价值观通常与学生客户的普遍价值观形成鲜明对比。通过对一所学校的职业顾问进行民族志研究，结合对美国各地此类顾问的访谈，我们发现顾问通过辨别学生价值观来引导互动，并相应地通过掩饰、缓和或放大他们的价值观来调整他们的价值制定实践。这允许顾问在面对表现出不一致价值观的学生时维护他们的管辖权控制，同时与表现出不明确或一致价值观的学生一起制定他们的价值观。我们通过确定辨别力和调制如何通过识别和利用客户内部的异质性来帮助专家解决关系紧张，揭示专业人士如何在不一致的情况下可能不会完全抵制或改变，而是追求更混合的方法，并强调专家何时以及如何掩饰或缓和而不是公开地制定他们的价值观。

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Does Power Protect Female Moral Objectors? How and When Moral Objectors’ Gender, Power, and Use of Organizational Frames Influence Perceived Self-Control and Experienced Retaliation
权力保护女性道德反对者吗？道德反对者的性别、权力和组织框架的使用如何以及何时影响感知到的自我控制和经历过的报复
Timothy G. Kundro and Nancy P. Rothbard

Kundro, T. G., & Rothbard, N. P. (2023). Does Power Protect Female Moral Objectors? How and When Moral Objectors’ Gender, Power, and Use of Organizational Frames Influence Perceived Self-Control and Experienced Retaliation. Academy of Management Journal, 66(1), 306-334. https://doi.org/10.5465/amj.2019.1383

Abstract: Organizational scholars have called upon higher-power individuals to serve as moral objectors to combat unethical behavior at work because it is assumed they will face less retaliation. However, research has painted an unclear picture of whether power protects women in the same way as it does men. In this paper, we draw on two distinct role theories (i.e., power role theories and gender role theories) as well as expectancy violation theory, theorizing and finding that female moral objectors benefit less from power than male moral objectors because they are viewed as lower in self-control. We further investigate an alternative remedy, or organizational frame, that may mitigate retaliation against higher-powered female moral objectors, finding that using this frame increases perceptions of self-control and reduces retaliation. We test and find support for our theory across four studies, including an archival study (n = 33,715), a critical incident technique experiment, and two preregistered experiments testing our intervention.

摘要： 组织学者呼吁权力更高的人充当道德反对者，以打击工作中的不道德行为，因为人们认为他们将面临较少的报复。然而，研究描绘了一幅模糊的图景，即权力是否以与男性相同的方式保护女性。在本文中，我们借鉴了两种截然不同的角色理论（即权力角色理论和性别角色理论）以及期望违背理论，并发现女性道德反对者从权力中受益的程度低于男性道德反对者，因为她们被视为较低的在自我控制中。我们进一步研究了一种替代补救措施或组织框架，它可以减轻对权力更高的女性道德反对者的报复，发现使用这种框架可以增加自我控制的认知并减少报复。我们在四项研究中测试并找到了对我们理论的支持，包括一项档案研究 (n = 33,715)、一项关键事件技术实验和两项测试我们干预的预注册实验。

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Valuing Spanners: Why Category Nesting and Expertise Matter
评估跨界者：为什么类别嵌套和专业知识很重要
Arnaud Cudennec and Rodolphe Durand

Cudennec, A., & Durand, R. (2023). Valuing Spanners: Why Category Nesting and Expertise Matter. Academy of Management Journal, 66(1), 335–365. https://doi.org/10.5465/amj.2020.0042

Abstract: Organizations need to both differentiate themselves while conforming to their audiences’ expectations. To meet this demand, organizations may span different categories. However, valuing spanners is challenging for audiences. We contend that spanners’ valuation depends on category nesting, as the congruence of informational cues varies between basic categories and subcategories. Furthermore, we expect that more expert audiences find spanners to be more congruent (and hence, more valuable) at a subordinate level than at a basic level of categorization. We test our hypotheses using a mixed-methods design in the context of venture capital investments. We analyze observational data on more than 29,000 venture capital deals and develop two experimental studies. Our findings support our hypotheses that subcategory spanning lowers valuation, and that this effect is attenuated as investors’ expertise increases. Our experimental studies further show that congruence is a causal mechanism explaining these effects. Our findings have important implications for research on organizational conformity and optimal distinctiveness, categorization in markets from an information processing perspective, and the impact of expertise on valuation.

摘要： 组织需要在符合受众期望的同时让自己脱颖而出。为了满足这种需求，组织可能跨越不同的类别。然而，评估跨界者对观众来说具有挑战性。我们认为跨界者的估值取决于类别嵌套，因为信息线索的一致性在基本类别和子类别之间有所不同。此外，我们预计更多的专家观众会发现跨界者在从属级别上比在基本分类级别上更一致（因此更有价值）。我们在风险投资的背景下使用混合方法设计来检验我们的假设。我们分析了超过 29,000 笔风险投资交易的观察数据，并开展了两项实验研究。我们的研究结果支持我们的假设，即子类别跨越会降低估值，并且随着投资者专业知识的增加，这种影响会减弱。我们的实验研究进一步表明，一致性是解释这些影响的因果机制。我们的研究结果对研究组织一致性和最佳独特性、从信息处理角度对市场进行分类以及专业知识对估值的影响具有重要意义。

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