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All Outputs (21)

Effect of Time Pressure on Informal Advice Relations Across Organizational Units: Evidence from a study of collaboration within a Formula One racing team (2024)
Journal Article
Parker, A., Lomi, A., & Zappa, P. (2024). Effect of Time Pressure on Informal Advice Relations Across Organizational Units: Evidence from a study of collaboration within a Formula One racing team. Organization Studies, 45(10), 1441-1465. https://doi.org/10.1177/01708406241261448

Informal advice relations across units in an organization are beneficial for knowledge sharing and problem solving. Prior research suggests that despite their benefits, there are costs to informal advice relations across units. However, the mechanism... Read More about Effect of Time Pressure on Informal Advice Relations Across Organizational Units: Evidence from a study of collaboration within a Formula One racing team.

Social Networks in the Work-Nonwork Borderland: Developing an Integrative Model of Cross-Domain Multiplex Relationships (2024)
Journal Article
Methot, J., Parker, A., & Hubbard, A. (2024). Social Networks in the Work-Nonwork Borderland: Developing an Integrative Model of Cross-Domain Multiplex Relationships. Group and Organization Management, 49(2), 259-298. https://doi.org/10.1177/10596011241232183

Individuals’ networks are multiplex—bundles of roles, interactions, and exchanges—in which the boundaries between work relationships and non-work relationships are often blurred, or integrated. Surprisingly, though, there is a paucity of research tha... Read More about Social Networks in the Work-Nonwork Borderland: Developing an Integrative Model of Cross-Domain Multiplex Relationships.

Regulation and the trickle-down effect of women in leadership roles (2023)
Journal Article
Page, A., Sealy, R., Parker, A., & Hauser, O. (2023). Regulation and the trickle-down effect of women in leadership roles. The Leadership Quarterly, Article 101721. https://doi.org/10.1016/j.leaqua.2023.101721

We use an event study design to provide evidence demonstrating how the trickle-down effect is influenced by the introduction of regulation on board gender diversity. In 2011, a new regulation was suddenly introduced for firms listed on the United Kin... Read More about Regulation and the trickle-down effect of women in leadership roles.

More effective solutions? Senior managers and non-routine problem solving (2023)
Journal Article
Decreton, B., Tippmann, E., Nell, P. C., & Parker, A. (2023). More effective solutions? Senior managers and non-routine problem solving. Strategic Management Journal, 44(10), 2566-2593. https://doi.org/10.1002/smj.3495

Research Summary Solving non-routine problems—problems for which current organizational, recurrent action patterns do not offer a predetermined, effective solution—can be an important source of value creation. When these problems occur in subsidiarie... Read More about More effective solutions? Senior managers and non-routine problem solving.

The Effect of Social Networks, Organizational Coordination Structures, and Knowledge Heterogeneity on Knowledge Transfer and Aggregation (2023)
Journal Article
Ozman, M., & Parker, A. (2023). The Effect of Social Networks, Organizational Coordination Structures, and Knowledge Heterogeneity on Knowledge Transfer and Aggregation. Journal of Evolutionary Economics, 33, 249–278. https://doi.org/10.1007/s00191-023-00811-z

Previous research has established the benefits of knowledge for firm competitive advantage. Knowledge does not, however, seamlessly transfer around an organization. Research suggests that the organizations coordination structures, the heterogeneity o... Read More about The Effect of Social Networks, Organizational Coordination Structures, and Knowledge Heterogeneity on Knowledge Transfer and Aggregation.

The coevolution of emotional job demands and work-based social ties and their effect on performance (2022)
Journal Article
Parker, A., Waldstrøm, C., & Shah, N. P. (2023). The coevolution of emotional job demands and work-based social ties and their effect on performance. Journal of Management, 49(5), 1601-1632. https://doi.org/10.1177/01492063221087636

In this paper, we build upon the buffering hypothesis within the job demands-resources (JD-R) framework to develop a coevolutionary explanation to untangle the process by which emotional job demands, work-based social networks, and employee performan... Read More about The coevolution of emotional job demands and work-based social ties and their effect on performance.

New network models for the analysis of social contagion in organizations: An introduction to Auto-logistic Actor Attribute Models (2021)
Journal Article
Parker, A., Pallotti, F., & Lomi, A. (2022). New network models for the analysis of social contagion in organizations: An introduction to Auto-logistic Actor Attribute Models. Organizational Research Methods, 25(3), 513-540. https://doi.org/10.1177/1094428121100

Autologistic Actor Attribute Models (ALAAMs) provide new analytical opportunities to advance research on how individual attitudes, cognitions, behaviors, and outcomes diffuse through networks of social relations in which individuals in organizations... Read More about New network models for the analysis of social contagion in organizations: An introduction to Auto-logistic Actor Attribute Models.

If you do not know who knows what: Advice seeking under changing conditions of uncertainty after an acquisition. (2019)
Journal Article
Mirc, N., & Parker, A. (2020). If you do not know who knows what: Advice seeking under changing conditions of uncertainty after an acquisition. Social Networks, 61, 53-66. https://doi.org/10.1016/j.socnet.2019.08.006

In this study we develop a model to explain the dynamics of advice seeking after an acquisition. We build on a theory of advice seeking that draws from prospect theory and expectancy theory. We theorize that immediately after an acquisition there is... Read More about If you do not know who knows what: Advice seeking under changing conditions of uncertainty after an acquisition..

The role of relationship quality in raising organizational change acceptance: The case of the Greek hotel industry (2018)
Journal Article
Hatjidis, D., & Parker, A. (2018). The role of relationship quality in raising organizational change acceptance: The case of the Greek hotel industry. Journal of Human Resources in Hospitality and Tourism, 17(3), 340-359. https://doi.org/10.1080/15332845.2017.1406284

This study examines whether the quality of an employee's relationships, within the context of the hotel industry, has an influence on their behavioral intention towards organizational change. The researchers suggest that the quality of relationships... Read More about The role of relationship quality in raising organizational change acceptance: The case of the Greek hotel industry.

The relationship between universal network perceptions and dyadic network perceptions and their effect on employees’ behavioral reactions to organizational change. (2017)
Journal Article
Hatjidis, D., & Parker, A. (2017). The relationship between universal network perceptions and dyadic network perceptions and their effect on employees’ behavioral reactions to organizational change. Journal of Organizational Change Management, 30(7), 1030-1043. https://doi.org/10.1108/JOCM-05-2016-0106

Purpose
The purpose of this paper is to examine empirically the relationships formed between the universal network quality perceptions and the dyadic network quality perceptions that an individual formulate through social ties at work and their effe... Read More about The relationship between universal network perceptions and dyadic network perceptions and their effect on employees’ behavioral reactions to organizational change..

Boundary Capabilities in MNCs: Knowledge Transformation for Creative Solution Development (2016)
Journal Article
Tippmann, E., Sharkey Scott, P., & Parker, A. (2017). Boundary Capabilities in MNCs: Knowledge Transformation for Creative Solution Development. Journal of Management Studies, 54(4), 455-482. https://doi.org/10.1111/joms.12253

The management of knowledge across country units is critical to multinational corporations (MNCs). Building on the argument that boundary spanning leads to the development of creative problem solving outcomes, this study advances the concept of MNC k... Read More about Boundary Capabilities in MNCs: Knowledge Transformation for Creative Solution Development.