Management & Human Resources

Speaker: Martin Kilduff
Professor , University College London, UK

4 May 2017 - Bernard Ramanantsoa room, building V - From 2:00 pm to 3:30 pm

Workplace friendship obligations of openness and favoritism are likely to conflict with organizational norms of discretion and neutrality. This dilemma is especially apparent for Simmelian brokers, who divide time and attention across multiple otherwise disconnected friendship cliques. In two samples, we found support for the core idea that the fit between the requirements of the network role and the personality of the individual facilitates trust. Simmelian brokers are trusted by their friends if they exhibit a role-appropriate diplomatic personality style involving flexibility of self-presentation (high self-monitoring) and inhibition of verbal loquaciousness (low blirtatiousness). Of course, not everyone engages in Simmelian brokerage. Some individuals experience a strongly cohesive situation: a single friendship clique within which they are embedded. For these non-brokers, we hypothesized and found that the most appropriate trait combination likely to maintain the trust of a group of tightly-bound colleagues involved a forthright, be-true-to-yourself, loquacious personality style (i.e., low self-monitoring, high blirtatiousness). In introducing a personality-network fit perspective concerning whether Simmelian brokers are trusted by their colleagues, we help reconcile discrepancies in prior literature concerning whether or not these brokers are paralyzed into indecision by cross pressures. Brokers who flexibly and guardedly manage individuality facilitate interconnection across cliques.


Martin Kilduff (PhD Cornell, 1988) is Professor of Organizational Behavior at the UCL School of Management and former editor of Academy of Management Review (2006-08). His research focuses on the micro-foundations and consequences of individuals' social networks, with particular emphasis on the role of personality, cognition, and emotion in these processes. His recent work investigates: the career benefits and drawbacks of working under a high-reputation boss (AMJ, 2016); the relative effects of personality and network position on career outcomes (Organization Science, 2015); and the extent to which men and women leaders are evaluated by the social network contexts in which they work (Organization Science, 2015)

Women Innovators: Challenges and Opportunities

Management & Human Resources

Speaker: Mengzi JIN
Singapore Management University

7 November 2018 - S211 - From 11:30 am to 1:00 pm

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 & Human Resources

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

5 November 2018 - T104 - From 11:45 am to 1:15 pm


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.

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 & Human Resources

Speaker: Grace AUGUSTINE
Kellogg School of Management

31 October 2018 - S211 - From 11:00 am to 12:30 pm

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

Management & Human Resources

Speaker: Srinivas Santosh
University of Texas, Austin

30 October 2018 - Bernard Ramanantsoa room - From 8:45 am to 10:15 am


Management & Human Resources

Speaker: Tracy Anderson
The Wharton School

30 October 2018 - S211 - From 11:00 am to 12:30 pm


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