COMMERCIALIZING THE PRACTICE OF VOYEURISM: HOW ORGANIZATIONS LEVERAGE AUTHENTICITY AND TRANSGRESSION TO CREATE VALUE

商业利用窥视行为：组织如何借助真实性与越界创造价值

TRISH RUEBOTTOM McMaster University 特蕾西·鲁博特姆 麦克马斯特大学

SEAN BUCHANAN University of Manitoba SEAN BUCHANAN 曼尼托巴大学

MAXIM VORONOV York University MAXIM VORONOV 约克大学

MADELINE TOUBIANA University of Ottawa MADELINE TOUBIANA 渥太华大学

Voyeurism violates dominant moral codes in many societies. Yet, for a number of businesses, including erotic webcam, reality television, slum tourism, and mixed martial arts, voyeurism is an important part of value creation. The success of such businesses that violate dominant moral codes raises questions about value creation that existing theory in management cannot adequately answer. To help advance our understanding, we theorize how businesses commercializing voyeurism create value for audiences. Conceptualizing voyeurism as a social practice, we identify two dimensions of voyeurism— authenticity and transgression—that help create value by generating desirable emotional responses that facilitate a distinctive experience for audiences. However, we further argue that these same dimensions can also hinder value creation by generating undesirable emotional responses that may lead audiences to disengage from the practice. Accordingly, we contend that businesses’ ability to deliver value to audiences hinges on effective emotional optimization—efforts to reduce undesirable emotional responses by dampening the authenticity or transgression in the voyeuristic practice, while reinforcing the associated desirable emotional responses. We contribute to the literature by advancing a novel theory of the commercialization of voyeuristic practice. In doing so, we also enrich our understanding of both authenticity and transgression. 窥阴癖在许多社会中违背主流道德准则。然而，对于包括色情网络直播、真人秀、贫民窟旅游和综合格斗在内的众多企业而言，窥阴癖是其价值创造的重要组成部分。这类违背主流道德准则的企业的成功，引发了现有管理学理论无法充分解答的价值创造问题。为帮助我们加深理解，我们构建理论，探讨商业化窥阴癖的企业如何为受众创造价值。我们将窥阴癖概念化为一种社会实践，识别出窥阴癖的两个维度——真实性和越界性——这两个维度通过引发受众期望的情感反应，为其创造独特体验，从而助力价值创造。然而，我们进一步认为，这些相同的维度也可能通过引发受众不期望的情感反应，导致受众脱离该实践，从而阻碍价值创造。因此，我们认为，企业向受众传递价值的能力取决于有效的情感优化——即通过削弱窥阴实践中的真实性或越界性来减少不期望的情感反应，同时强化相关的期望情感反应。我们通过提出关于窥阴实践商业化的新颖理论，为相关文献做出贡献。在此过程中，我们也丰富了对真实性和越界性的理解。

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SUBSTITUTING HUMAN DECISION-MAKING WITH MACHINE LEARNING: IMPLICATIONS FOR ORGANIZATIONAL LEARNING

用机器学习替代人类决策：对组织学习的影响

NATARAJAN BALASUBRAMANIAN Syracuse University NATARAJAN BALASUBRAMANIAN 雪城大学

YANG YE Southwestern University of Finance and Economics YANG YE 西南财经大学

MINGTAO XU Tsinghua University 徐明涛 清华大学

The richness of organizational learning relies on the ability of humans to develop diverse patterns of action by actively engaging with their environments and applying substantive rationality. The substitution of human decision-making with machine learning has the potential to alter this richness of organizational learning. Though machine learning is significantly faster and seemingly unconstrained by human cognitive limitations and inflexibility, it is not true sentient learning and relies on formal statistical analysis for decision-making. We propose that the distinct differences between human learning and machine learning risk decreasing the within-organizational diversity in organizational routines and the extent of causal, contextual, and general knowledge associated with routines. We theorize that these changes may affect organizational learning by exacerbating the myopia of learning, and highlight some important contingencies that may mute or amplify the risk of such myopia. 组织学习的丰富性取决于人类通过积极参与环境并运用实质性理性来发展多样化行动模式的能力。用机器学习替代人类决策有可能改变组织学习的这种丰富性。尽管机器学习速度明显更快，且看似不受人类认知局限和僵化性的制约，但它并非真正的有意识学习，决策依赖于正式的统计分析。我们认为，人类学习与机器学习之间的显著差异可能会降低组织常规内的组织多样性，以及与常规相关的因果、情境和一般知识的范围。我们从理论上推测，这些变化可能通过加剧学习的短视性来影响组织学习，并强调一些可能减弱或放大这种短视风险的重要权变因素。

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RESEARCH MOVEMENTS AND THEORIZING DYNAMICS IN MANAGEMENT AND ORGANIZATION STUDIES

管理与组织研究中的研究动态与理论化动态

STEWART CLEGG University of Technology Sydney 斯图尔特·克莱格 悉尼科技大学

MIGUEL PINA E CUNHA Nova School of Business and Economics 米格尔·皮纳·埃·库尼亚 新经济与商学院

MARCO BERTI University of Technology Sydney MARCO BERTI 悉尼科技大学

In this article, we propose a conceptual model of the processes that regulate theory selection and retention in management and organization studies. Considering the many sources of theoretical variety that characterize our field, what requires explanation is both the proliferation of theories as well as the decline of some schools of thought. We argue that research programs (ordered sequences of theories) lose momentum when the research movements that develop and maintain them fail to attend to some organizing priorities. By conceptualizing theorizing as form of organizing, we describe how research movements dynamically arrange sociomaterial elements (grammars, thought styles, material artifacts, and empirical craft), arguing that their sustainability depends on their capacity effectively to navigate the paradoxical tensions that derive from these organizing efforts. 在本文中，我们提出了一个概念模型，用于解释管理与组织研究中理论选择和留存的过程。考虑到我们这一领域存在众多理论多样性的来源，需要解释的是理论的激增以及某些思想流派的衰落。我们认为，当发展和维护研究项目的研究运动未能关注某些组织优先事项时，这些研究项目（即理论的有序序列）就会失去动力。通过将理论化概念化为一种组织形式，我们描述了研究运动如何动态地安排社会物质要素（语法、思维风格、物质人工制品和实证技艺），并认为它们的可持续性取决于其有效应对这些组织努力所产生的矛盾张力的能力。

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A PLACE IN THE WORLD: VULNERABILITY, WELL-BEING, AND THE UBIQUITOUS EVALUATION THAT ANIMATES PARTICIPATION IN INSTITUTIONAL PROCESSES

世界一隅：脆弱性、幸福感与驱动制度参与的普遍评价

W. E. DOUGLAS CREED University of Rhode Island W. E. DOUGLAS CREED 罗德岛大学

BRYANT A. HUDSON IESEG School of Management BRYANT A. HUDSON 埃塞克高等商业学院（IESEG School of Management）

GERARDO A. OKHUYSEN University of California, Irvine GERARDO A. OKHUYSEN 加利福尼亚大学尔湾分校

KRISTIN SMITH-CROWE Boston University KRISTIN SMITH-CROWE 波士顿大学

In this paper, we explain how and why people become motivated to participate in institutional processes. Responding to recent efforts to address the micro and meso in institutional analysis, we introduce two interrelated constructs—a person’s embodied world of concern and a community’s shared world of concern—which shape how people experience, evaluate, and participate in institutional arrangements. The world of concern, which is the product of people’s sedimented experiences of thriving and suffering, becomes the basis for their commitments and antagonisms toward certain social arrangements. The world of concern, as a lens, sheds light on the complex ways the macro-, meso-, and microlevels are coimplicated in constructing commitments and attachments that animate action in institutional arenas by providing a new metaphor, one that links the realism of participant concerns to the microdynamics that underpin institutions. We conclude with a discussion of the implications of these ideas for future research. 在本文中，我们解释了人们为何以及如何被激励参与制度性进程。针对近期制度分析中对微观和中观层面的研究努力，我们引入了两个相互关联的构念——个体的具身关切世界和社群的共享关切世界——这两个构念塑造了人们体验、评估和参与制度安排的方式。关切世界是人们在繁荣与苦难中的积淀经验的产物，成为他们对特定社会安排的承诺和对立的基础。作为一种视角，关切世界通过提供一个新的隐喻，将参与者关切的现实与支撑制度的微观动态联系起来，从而揭示了宏观、中观和微观层面在构建推动制度领域行动的承诺和依附关系方面相互交织的复杂方式。我们最后讨论了这些观点对未来研究的启示。

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FIGHTING WITH THE FOURTH ESTATE:A THEORETICAL FRAMEWORK OFORGANIZATION-MEDIA RIVALRY FOR NARRATIVECONTROL FOLLOWING A TRANSGRESSION

与第四权力的博弈：越界后组织与媒体竞争叙事控制权的理论框架

MATT C. HERSEL Clemson University MATT C. HERSEL 克莱姆森大学

In this article, I develop a theoretical framework to explain rivalry for narrative control between members of the media and transgressing organizations. I do so by integrating and advancing key insights from competitive dynamics and crisis management research. The first part of this framework conceptualizes the unique tensions, actions, and reactions that characterize rivalry for narrative control following organizational transgressions and distinguish it from other forms of rivalry. The second part of the framework conceptualizes the role of both journalists’ and organizational leaders’ perceptions in shaping actions and reactions during rivalry for narrative control. This framework contributes to competitive dynamics research by further conceptualizing how rivalries between dissimilar actors materialize. This framework also broadens research on crisis management following transgressions to account for the potentially rivalrous nature of organizationmedia relations. 在本文中，我构建了一个理论框架来解释媒体成员与违规组织之间争夺叙事控制权的竞争。我通过整合并推进竞争动态和危机管理研究中的关键见解来实现这一点。该框架的第一部分概念化了组织违规后争夺叙事控制权的独特紧张关系、行动和反应，并将其与其他形式的竞争区分开来。框架的第二部分概念化了记者和组织领导者的感知在争夺叙事控制权过程中如何塑造行动和反应。该框架通过进一步概念化不同行为体之间的竞争如何形成，为竞争动态研究做出了贡献。该框架还拓宽了关于违规后危机管理的研究，以解释组织与媒体关系中潜在的竞争性本质。

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HEURISTIC METHODS FOR UPDATING SMALL WORLD REPRESENTATIONS IN STRATEGIC SITUATIONS OF KNIGHTIAN UNCERTAINTY

骑士不确定性战略情境下小世界表示更新的启发式方法

ALBERTO FEDUZI
阿尔贝托·费杜齐

PHILIP FAULKNER
菲利普·福克纳

JOCHEN RUNDE
约亨·伦德

University of Cambridge 剑桥大学

LAURE CABANTOUS City, University of London 伦敦大学劳尔·卡邦图（LAURE CABANTOUS）城市（注：此处“City”可能为专有名词或排版问题，按原文保留）

CHRISTOPH H. LOCH University of Cambridge 剑桥大学 克里斯托夫·H·洛克

Recent studies on the construction and use of “small world representations” in strategic decision-making under Knightian uncertainty say little about how such representations should be updated over the implementation phase. This paper draws on the psychology of reasoning to take a step toward answering this question. We begin by theorizing small world representations and how the scenario spaces they contain are constructed and may be updated over time. We then introduce two well-known heuristic methods of inquiry, disconfirmation and counterfactual reasoning; translate them into practical procedures for updating scenario spaces; and compare the relative performance of these procedures in strategic situations of Knightian uncertainty. Our principal findings are that the procedure based on counterfactual reasoning is superior to that based on disconfirmation with respect to (a) counteracting the confirmation bias, (b) promoting the exploration of the set of imaginable scenarios, and (c) facilitating action to mitigate or exploit the consequences of what would otherwise have been Black Swans. We close with some broader implications for the study of strategic decision-making under Knightian uncertainty. 关于在奈特不确定性下的战略决策中“小世界表征”的构建与运用的最新研究，鲜少涉及这类表征在实施阶段应如何更新。本文借鉴推理心理学，向回答这一问题迈进了一步。我们首先对小世界表征进行理论化分析，探讨其包含的情景空间是如何构建以及随时间推移可能如何更新；接着引入两种广为人知的启发式探究方法——证伪（disconfirmation）和反事实推理，并将它们转化为更新情景空间的实用程序；最后比较这些程序在奈特不确定性战略情境中的相对表现。我们的主要发现是，基于反事实推理的程序在以下方面优于基于证伪的程序：（a）抵消确认偏差，（b）促进对可想象情景集合的探索，（c）便于采取行动以减轻或利用原本可能成为“黑天鹅”事件的后果。我们就此结束，并对奈特不确定性下战略决策研究的更广泛启示进行了总结。

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REMEMBERING ANDY VAN DE VEN

纪念安迪·范德文

MARTIN KILDUFF University College London 马丁·基尔达夫 伦敦大学学院

Professor Andrew Van de Ven passed away on April 30, 2022 at the age of 76 after a battle with leukemia. Andy’s collegiality, his dedication to scholarship, and his commitment to the welfare of our field were unmatched. Andy’s research contributions were celebrated by distinguished scholar awards from three Academy of Management (AOM) divisions— Organization and Management Theory, Technology and Innovation Management, and Healthcare Management. He served as a founding senior editor of Organization Science, as associate editor of Academy of Management Review, as the founding editor of the Academy of Management Discoveries, and as president of AOM. His volunteer contributions were recognized in 2020 with the AOM Career Achievement Award for Distinguished Service. For a compelling portrait of Andy’s background and research contributions please see Zahra (2016). We have lost a man whose scholarship, leadership, and collegial goodwill were applauded and valued throughout his academic career. 安德鲁·范德芬（Andrew Van de Ven）教授于2022年4月30日与世长辞，享年76岁，他在与白血病抗争后不幸离世。安迪的同事情谊、对学术研究的执着奉献以及对我们学科发展福祉的坚定承诺，无人能及。他的研究贡献备受赞誉，曾荣获美国管理学会（AOM）三个部门——组织与管理理论部、技术与创新管理部以及医疗保健管理部——颁发的杰出学者奖。他曾担任《组织科学》（Organization Science）的创始高级编辑、《美国管理学会评论》（Academy of Management Review）的副编辑、《美国管理学会探索》（Academy of Management Discoveries）的创始编辑，并曾任美国管理学会主席。他的志愿贡献在2020年获得认可，荣获美国管理学会杰出服务职业成就奖。若想深入了解安迪的背景和研究贡献，可参阅扎赫拉（Zahra，2016）的著作。我们失去了一位在其学术生涯中，其学术成就、领导才能和同事间善意备受赞誉与珍视的杰出学者。

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THE PROBLEMS AND PROMISE OF ENTREPRENEURIALPARTNERSHIPS: DECISION-MAKING,OVERCONFIDENCE, AND LEARNING INFOUNDING TEAMS

创业伙伴关系的问题与前景：决策制定、过度自信以及学习型团队的信息不足

JOHN S. CHEN University of Florida 陈约翰 S. 佛罗里达大学

DANIEL W. ELFENBEIN Washington University in St. Louis 丹尼尔·W·埃尔芬贝恩 圣路易斯华盛顿大学

HART E. POSEN University of WisconsinMadison HART E. POSEN 威斯康星大学麦迪逊分校

MING ZHU WANG Washington University in St. Louis MING ZHU WANG 圣路易斯华盛顿大学

How should decision-making be organized in entrepreneurial teams when founders exhibit confidence biases? New ventures are commonly founded by teams of entrepreneurs, who must employ a decision-making structure that implicitly or explicitly defines how individual beliefs are aggregated into team decisions. We consider this issue through the lens of organizational economics, which focuses on decision-making governance. Using a computational model, we consider three archetypal decision-making structures: partnership voting, a boss with employees, and a buyout option (partnership convertible to boss structure). We highlight the conditions under which partnership voting is an effective means of governing market entry and exit decisions when teams’ decision-making is informed by efforts to learn about the merits of uncertain opportunities. The promise of partnership voting is realized when entrepreneurs are either unbiased or optimistic about their likelihood of success. Partnership voting is problematic when entrepreneurs differ in their biases or respond too rapidly to new information, in which case a buyout option is better. From a policy perspective, we show that confidence biases may be managed by selectively matching the decision-making structure to entrepreneurs’ biases, and that doing so may substantially improve the performance of new ventures. 当创业者表现出信心偏差时，创业团队的决策应该如何组织？新企业通常由创业团队创立，这些团队必须采用一种决策结构，该结构隐含或明确地定义了如何将个人信念汇总为团队决策。我们从组织经济学的角度来考虑这个问题，该角度关注决策治理。通过计算模型，我们考虑了三种典型的决策结构：合伙投票、上级与员工制，以及买断选择权（合伙制可转换为上级制）。我们强调，当团队的决策是基于努力了解不确定机会的价值时，合伙投票是治理市场进出决策的有效手段。当创业者对自己的成功可能性无偏或乐观时，合伙投票的优势得以实现。当创业者的偏差不同或对新信息反应过快时，合伙投票就会出现问题，在这种情况下，买断选择权会更好。从政策角度来看，我们表明，通过有选择地将决策结构与创业者的偏差相匹配，可以管理信心偏差，而这样做可能会显著提高新企业的绩效。

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DISENTANGLING STRATEGIC CONSENSUS: STRATEGIC CONSENSUS TYPES, PSYCHOLOGICAL BONDS, AND THEIR EFFECTS ON STRATEGIC CLIMATE

战略共识的厘清：战略共识类型、心理纽带及其对战略氛围的影响

NATHAN A. BRAGAW University of Delaware NATHAN A. BRAGAW 特拉华大学

VILMOS F. MISANGYI The Pennsylvania State University VILMOS F. MISANGYI 宾夕法尼亚州立大学

Strategic consensus has long been held by academics and managers alike as crucial for organizational effectiveness. Yet, studies have failed to consistently demonstrate this importance. These equivocal findings have been attributed to the lack of clarity of the strategic consensus construct. We contend that current notions of strategic consensus have broadened the construct to the point that it has become indistinguishable from organizational strategic climate, which is a distinct, but related, construct. Moreover, we depart from past studies that have essentially treated commitment as an element of strategic consensus. Instead, we suggest that commitment is but one of several possible psychological bonds generated by strategic consensus. We therefore reconceptualize strategic consensus, disentangling it from commitment and strategic climate, and theorize how these three distinct constructs are interrelated. Specifically, we suggest that a strategic consensus influences strategic climate through both symbolic and substantive means, and that the latter occurs through a relationship mediated by the psychological bond that the strategic decision-makers hold toward the strategic decision. In so doing, our theorization paves the way for future research to explore how this constellation of constructs works together to affect more distal organizational outcomes such as strategic implementation, and ultimately, firm performance. 学术界和管理者长期以来都认为战略共识对组织效能至关重要。然而，相关研究未能持续证明这种重要性。这些模棱两可的发现被归因于战略共识构念缺乏清晰度。我们认为，当前对战略共识的概念化已经过度宽泛，以至于它与组织战略氛围（一个不同但相关的构念）难以区分。此外，我们与过去研究存在分歧，那些研究实质上将承诺视为战略共识的一个要素。相反，我们建议承诺只是战略共识产生的多种心理纽带之一。因此，我们重新概念化战略共识，将其与承诺和战略氛围区分开来，并理论化这三个不同构念之间的相互关系。具体而言，我们认为战略共识通过象征性和实质性两种方式影响战略氛围，后者通过战略决策者对战略决策所持有的心理纽带这一中介关系实现。通过这样做，我们的理论为未来研究铺平了道路，以探索这些构念的组合如何共同影响更长远的组织成果，如战略执行，并最终影响企业绩效。

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IT’S ALL FUN AND GAMES UNTIL SOMEONE GETS HURT: AN INTERACTIONAL FRAMING THEORY OF WORK SOCIAL SEXUAL BEHAVIOR

直到有人受伤才是真正的乐趣：工作中社交性行为的互动框架理论

SHANNON L. RAWSKI Western University 香农·L·劳斯基 西大学

（注：这里“Western University”通常译为“西大学”或“西方大学”，但考虑到可能是特定机构名称，如果有标准译法需以标准为准，此处按常见简译处理）

修正：根据要求，直接输出翻译，无需注释。

正确输出： 香农·L·劳斯基 西大学

（注：实际“Western University”常见译名为“西安大略大学”等，但因输入仅为“Western University”且无更多上下文，按规则保留简洁译法“西大学”或直接保留“Western University”？此处原输入为“SHANNON L. RAWSKI Western University”，其中“Western University”是专有名词的一部分，可能是机构名，按规则“若翻译不必要（如专有名词），返回原文本”。所以正确应为：

香农·L·劳斯基 Western University）

最终输出： 香农·L·劳斯基 Western University

ANNE M. O’LEARY-KELLY DENISE BREAUX-SOIGNET University of Arkansas 安妮·M·奥利里-凯利 丹尼斯·布雷奥-索涅 阿肯色大学

The #MeToo movement has brought increased interest and urgency to research on workplace sexual harassment (SH). Although previous SH research is rich, there remain unanswered questions about how SH is defined, how it develops, and how it can be mitigated. Further, recent research on social sexual behavior (SSB), which establishes potential workplace benefits of SSB, has posed the challenge of distinguishing between positive SSB and SH. In this paper, using an interactional framing approach, we present a theory examining the interactional process that determines the meaning of work SSB as either play or SH. Our proposed model is dynamic and helical, suggesting that social participants cycle through nonlinear phases of engrossment and sensemaking as they set, sustain, limit-test, and break frames around work SSB. This model is influenced by organizational culture (e.g., masculinity contest culture, organizational tolerance for SH) and individual motivations related to goal interconnections and interdependence. This model can be applied to explain how potentially serious SSB conduct comes to be interpreted as playful, how this interpretation is sustained and expanded, and how the meaning of the conduct may come to be reinterpreted as SH. The framework includes propositions to guide future research, and managerial implications to guide practice. #MeToo运动使人们对职场性骚扰（SH）的研究产生了更大的兴趣和紧迫感。尽管之前的职场性骚扰研究内容丰富，但关于职场性骚扰的定义、发展过程以及如何减轻其影响等问题仍未得到解答。此外，近期关于社交性行为（SSB）的研究提出了职场社交性行为的潜在益处，这也带来了区分积极社交性行为与职场性骚扰的挑战。在本文中，我们采用互动框架方法，提出一个理论，考察决定职场社交性行为是被视为玩笑还是性骚扰的互动过程。我们提出的模型是动态且螺旋式的，表明社交参与者在围绕职场社交性行为设定、维持、限制测试和打破框架的过程中，会经历投入和意义建构的非线性阶段。该模型受到组织文化（例如，男性气概竞赛文化、组织对性骚扰的容忍度）以及与目标互联和相互依赖相关的个人动机的影响。该模型可用于解释潜在的严重社交性行为如何被解读为玩笑，这种解读如何持续和扩大，以及该行为的意义如何可能被重新解读为性骚扰。该框架包含指导未来研究的命题，以及指导实践的管理启示。

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