Séminaires de Recherche

Women Innovators: Challenges and Opportunities

Management et Ressources Humaines

Intervenant : Mengzi JIN
Singapore Management University

7 novembre 2018 - S211 - De 11h30 à 13h00



Innovation typically involves generating multiple novel ideas and selecting the most promising one for implementation. In this research, I examine how gender influences idea selection during the innovation process. I theorize that although women are equally capable as men in generating highly novel ideas, women and men differ in “novelty avoidance” during idea selection - the extent to which individuals refrain from pursuing the most novel ideas they have generated. In a laboratory study where students were instructed to make creative short-films for the university, I found support of the hypothesis. In a second laboratory study where students were instructed to make creative photo collages for the university, I found that the gendered effect is moderated by the presence of women in judging panels. Specifically, women’s novelty avoidance tendency is mitigated when there are more women appeared in the judging panel. In the third study conducted on a creative crowdsourcing platform featuring a sample of freelancers, I replicated the gender difference in novelty avoidance and found that fear of social backlash from demonstrating high creativity explains women’s novelty avoidance tendency. Overall, my work advances current understanding of the challenges and opportunities that women innovators face, thereby helping to close the gender gap in innovation and entrepreneurship.

The Double-Edged Sword Effect of Team-Level Proactive Personality on Team Performance: Team Potency and Team Cohesion as Mechanisms.

Management et Ressources Humaines

Intervenant : Ruixue ZHANG
The Hong Kong University of Science and Technology

5 novembre 2018 - T104 - De 11h45 à 13h15


Abstract

While research has largely shown a positive linear relationship between proactive personality and job performance at the individual level, we know relatively little about how proactive personality functions and whether the same relationship holds at the team level. This study proposes a curvilinear relationship between team-level proactive personality and team performance and considers team potency and team cohesion as two explanatory mechanisms. In Study 1, using data collected from 94 teams in four companies, we established an inverted-U-shaped relationship between team-level proactive personality and team performance. In Study 2, using data collected from a sample of 101 nursing teams from three hospitals, we replicated the inverted-U-shaped relationship and further demonstrated that the relationship is mediated by team potency and team cohesion, respectively. Specifically, at low to moderate levels, team-level proactive personality increases team potency and team cohesion, but at moderate to high levels, such relationships become negative. Team potency and team cohesion are positively related to team performance and thus mediate the relationship between team-level proactive personality and team performance.

Keywords:
team-level proactive personality; team potency; team cohesion; curvilinear relationship

We’re not like those crazy hippies: the formation of an occupational group from a social movement mandate

Management et Ressources Humaines

Intervenant : Grace AUGUSTINE
Kellogg School of Management

31 octobre 2018 - S211 - De 11h00 à 12h30


Women and The Crowd: Justifications Entrepreneurs Use in Their Crowdfunding Pitches

Management et Ressources Humaines

Intervenant : Srinivas Santosh
University of Texas, Austin

30 octobre 2018 - Bernard Ramanantsoa room - De 08h45 à 10h15


WHAT ABOUT THOSE LEFT BEHIND? UNDERSTANDING THE IMPACT OF COLLEAGUE EXIT ON THE CAREERS OF COLLABORATIVE WORKERS

Management et Ressources Humaines

Intervenant : Tracy Anderson
The Wharton School

30 octobre 2018 - S211 - De 11h00 à 12h30


Against all Odds: A Model of Capability Evolution in the EU Telecommunication Industry

Management et Ressources Humaines

Intervenant : Luca Pistilli
Bocconi University

22 octobre 2018 - Creative workshop room - De 11h30 à 13h00


Integrating the Unfolding Process with Self-Regulation in Job Search: The Moderating Role of Core Self-Evaluations

Management et Ressources Humaines

Intervenant : Serge da MOTTA VEIGA
Kogod School of Business, American University

16 octobre 2018 - Bernard Ramanantsoa room - De 10h00 à 11h30

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No Laughter among Thieves: Authenticity and the Enforcement of Community Norms in Stand-Up Comedy

Management et Ressources Humaines

Intervenant : Patrick REILLY
University of California, Irvine

15 octobre 2018 - Bernard Ramanantsoa room - De 11h00 à 12h30


Personal Initiative Training: Theory, Empirical Evidence, and Where to Go

Management et Ressources Humaines

Intervenant : Michael FRESE
National University of Singapore, Business School and Leuphana University of Lueneburg, Germany

12 octobre 2018 - T201 - De 13h30 à 15h00

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The Visual Judgment of Performance

Management et Ressources Humaines

Intervenant : Chia-Jung TSAY
UCL School of Management

5 octobre 2018 - Bernard Ramanantsoa room - De 10h00 à 11h30


Social judgments and impressions are often made on the basis of minimal information. In the domain of music, people consistently report that the most important source of information in evaluating performance is sound; nonetheless, a first set of experiments demonstrated that people actually rely on visual information when making judgments about music performance. These findings were extended through additional sets of studies elaborating on the generalizability and persistence of these effects, such as in the judgment of entrepreneurial pitch competitions, analyst forecasts of firm performance, and in service operations in the food industry. Works in progress discuss the role of expertise in decision making and implications for organizational performance.


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