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Although research on open collaboration for innovation has generally focused on the voluntary participation of individuals who are not strictly governed by formal authority concentrated at higher levels of organizational hierarchy, more recent studies highlight the importance of exploring how their tasks should be organized to enhance performance outcomes. This study extends this line of work by conceptualizing polyarchy as a decentralized decision-making structure that directs how core members of a project team screen a large collection of novel ideas generated by team members, and empirically examining whether and how polyarchy affects task completion time. In the context of online projects for open-source software development at GitHub, we find that a polyarchical decision-making structure reduces task completion time. Closer examination also shows that this positive effect on decision-making speed becomes stronger when tasks are explorative rather than exploitative in nature. Implications for open, distributed models of innovation and nontraditional forms of decision-making structures are discussed. [ABSTRACT FROM AUTHOR]

The article discusses the concept of digital twins and their applications in Industry 4.0. Digital twin technology has become more advanced and widespread, driving the development of Industry 4.0. It is used in various sectors such as product design, predictive maintenance, and virtual reality applications. The article highlights different articles in a special issue that explore the potential applications of digital twins in sectors like construction, education, energy, manufacturing, and maritime. The article concludes by discussing the future research directions and challenges in implementing digital twin technology. [Extracted from the article]

Building on the literature on resource reconfiguration theory, we formulate a new theoretical framework that explains how executive redeployment within a diversified firm transfers different types of human capital embodied in executives to different units facing specific business challenges. In the empirical context of Korean business groups, we find that executives with unit-specific human capital, like turnaround experience, competitive experience, and international expansion experience, are redeployed to units with corresponding business challenges like financial difficulties, intensifying competition, and early-stage international expansion, respectively. We also show that executives with unit-generic human capital, like corporate management practices and interunit coordination experiences, are redeployed to younger units seeking to establish corporate-level policies and practices. Additional analyses also show that the value of firm-specific human capital in driving the redeployment of executives is contingent on their functional orientation and seniority. Funding: S.-J. Chang appreciates financial support from the Lim Kim San Chair Professorship from National University of Singapore and Techno SK Chair Professorship from KAIST. Y.-C. Kim is also grateful for financial support from the Ministry of Education of the Republic of Korea and the National Research Foundation of Korea [NRF-2022S1A5A2A01044597]. Supplemental Material: The e-companion is available at https://doi.org/10.1287/orsc.2020.14525. [ABSTRACT FROM AUTHOR]

Although studies underscore the importance of creating a coherent collective identity in order to legitimate a new market category, strategy and entrepreneurship research is divided on whether and to what degree an entrepreneur will engage in collective action to promote the identity. To reconcile the inconsistency, we introduce the concept of entrepreneurial shared fate—the belief of a focal venture that it and its competitors are bound together by a sense of belongingness and equally experience similar consequences—and explore how external threats can influence the degree of shared fate. We conceptually distinguish between communal and individual threats and propose that communal threats will increase, whereas individual threats will decrease, shared fate. We also explore boundary conditions that strengthen and weaken the main effects of perceived communal and individual threats on collective identity promotion. Empirically, we examine venture identity framing in response to forest-conservation activism in the U.S. wood pellet market. Implications for research on new market categories, collective identity, optimal distinctiveness, and forest management are discussed. [ABSTRACT FROM AUTHOR]

Although business groups often benefit from tangible and intangible resource sharing across member firms, little is known about whether and how sharing managers' human capital within a business group can contribute to the performance of group-affiliated firms. Combining the strategic human capital perspective and studies of business groups, we argue that a business group-affiliated firm can enhance its economic performance by acquiring experience-based human capital from managers from other affiliates within the same group, as such intra-group managerial experience provides a source of strategic benefit that is distinct from either internal (i.e., within the focal firm) or external (i.e., outside the business group) experience. Our analyses of South Korean managers' career data suggest that managerial experience acquired from other affiliated firms within a business group has a significant and positive effect on the focal firm's performance. We also show that such intra-group managerial experience is particularly beneficial for firms with weak resources, firms in less diversified groups, and firms in less stable environments. [ABSTRACT FROM AUTHOR]

Although firms generally strive to enhance social evaluations, scholars have noted that such evaluations may not completely reflect actual performance of the firms. Extending this approach to the domain of environmental sustainability, we focus on the importance of social evaluation heuristics and explore how a firm's status, or generalized evaluation not directly linked to environmental performance, plays a key role in shaping audience perceptions on its environmental reputation. Using multiple sources of data on 178 global companies' green reputation, status, and environmental performance, our study shows that a firm's status significantly enhances its environmental reputation assessed by general consumers and that the status effect varies significantly according to media frames. These findings illuminate the richness and complexity in the relations between status, reputation, and media-provided information in the area of environmental sustainability. [ABSTRACT FROM AUTHOR]

A common strategy used by professions to support claims of workplace jurisdiction involves the institutionalization of professionally endorsed formal structures, yet both theory and research suggest that ensuring the implementation of such structures after formal adoption can be problematic. This study investigates the influence of organizational characteristics on the implementation of one professionally created institution in higher education organizations, tenure systems for faculty employment. Our results suggest that implementation of tenure systems is negatively affected by internal resource pressures but positively affected by countervailing pressures from professionally linked constituents. The results also suggest self-limiting aspects of the use of tenure systems. [ABSTRACT FROM AUTHOR]

Why do scientists withhold information from colleagues, violating the professional norm of sharing? Norm violations are usually attributed to individual interests that lead scientists to reject professional norms. In contrast, we take the view that norm violations can occur when professional norms are valued but it is difficult to ascertain the appropriate course of professional conduct. This view suggests that scientists may look to cues from their professional reference groups to resolve sociological ambivalence arising from conflicting role expectations. We analyze a data set of 1,251 geneticists and other life scientists from 100 U.S. universities and find that beyond individual-level explanations, information withholding is influenced by the behaviors of peers as well as the attitudes of superiors in the profession. We discuss the implications for the professions literature, theories of organizational learning, and knowledge management initiatives in firms. [ABSTRACT FROM AUTHOR]