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Entrepreneurial Opportunity: Bedrock in Entrepreneurship Research  

Matthew S. Wood

Entrepreneurial opportunity represents individuals taking action to introduce new products, services, or ways of organizing. The opportunity concept has interdisciplinary appeal and in the field of entrepreneurship it has been elevated to a defining feature, representing bedrock in entrepreneurship research. Hence, researchers have investigated the emergence and pursuit of opportunity and it has become a topic of lively debate, stemming from competing theoretical approaches designed to represent the phenomenon. Insights gleaned from these discussions and related empirical studies highlight the opportunity concept as a valuable umbrella construct that meaningfully integrates key elements of the entrepreneurial journey. It coherently ties, for example, cognitive attention and belief formation to entrepreneurial action in ways that account for the various elements that influence entrepreneurs’ contemplations of bringing forward something new. This is a generative process that encapsulates entrepreneurs initially coming up with opportunity ideas and then evaluating those ideas for viability. The beliefs generated in the evaluation of opportunity ideas drive entrepreneurial action. There are a host of elements that influence this process and by capturing them, researchers have codified entrepreneurial opportunity as a phenomenon that involves the integration of entrepreneurs’ motivations and goals with the ideas and concepts they generate, and the actions they deploy to bring their concepts to fruition. This understanding presents intriguing arenas for future research, such as work that takes an adaptive and multiple opportunity perspective along with studies that address time and timing as embedded in entrepreneurial opportunity.


Unethical Pro-Organizational Behavior  

Alexander Newman, Shenjiang Mo, and Matthew Lupoli

Unethical behavior in organizations persists in many forms across industries and nations. What often unites these behaviors is an underlying motivation to benefit oneself, typically for financial reasons, and frequently at the expense of others. However, unethical behaviors are not only committed with selfish intentions. Sometimes, employees commit unethical behaviors with the motivation to aid the organization or its members. These actions are known in the literature as unethical pro-organizational behavior (UPB). Despite their benevolent intentions, UPB has the potential to yield detrimental outcomes for individuals and organizations—including those it is intended to help. As such, a growing body of research has been devoted to better understanding the antecedents and consequences of these actions.


An Identity Lens to Understand Teams in International Business  

Sonia Raghav and Cristina Gibson

In international business, teams can take on a variety of forms, including domestic collocated teams, multinational collocated teams, global virtual teams, and multicultural teams. All of these types of teams offer the potential for developing innovative products and services, but they also may face substantial challenges with respect to collaboration and coordination. Team members are likely to identify with a variety of affiliations, based on dimensions such as gender, family roles, ethnicity, culture, nation, profession, organization, and team. Identification with each of these social groups brings with it the opportunity for diverse insights and perspectives, skill breadth, and broad social connections. However, this can lead to both benefits and challenges for teams. As a result, the ability to negotiate identities has become critical in international business. Drawing upon concepts of social identity, an identity lens can be used to document the promise and problems of teams in international business. An understanding of how multiple identity interactions within an individual can affect processes and outcomes for the team has the potential to create a more nuanced comprehension of international teams.


Experiments in Organization and Management Research  

Alex Bitektine, Jeff Lucas, Oliver Schilke, and Brad Aeon

Experiments randomly assign actors (e.g., people, groups, and organizations) to different conditions and assess the effects on a dependent variable. Random assignment allows for the control of extraneous factors and the isolation of causal effects, making experiments especially valuable for testing theorized processes. Although experiments have long remained underused in organizational theory and management research, the popularity of experimental methods has seen rapid growth in the 21st century. Gatekeepers sometimes criticize experiments for lacking generalizability, citing their artificial settings or non-representative samples. To address this criticism, a distinction is drawn between an applied research logic and a fundamental research logic. In an applied research logic, experimentalists design a study with the goal of generalizing findings to specific settings or populations. In a fundamental research logic, by contrast, experimentalists seek to design studies relevant to a theory or a fundamental mechanism rather than to specific contexts. Accordingly, the issue of generalizability does not so much boil down to whether an experiment is generalizable, but rather whether the research design matches the research logic of the study. If the goal is to test theory (i.e., a fundamental research logic), then asking the question of whether the experiment generalizes to certain settings and populations is largely irrelevant.