Academ)y of Management Journal 2025年第5期10月刊

Volume 68, Issue 5, October , 2025

《Academy of Management Journal》（管理学Top5，ABS5星，UTD24，FT50，双月刊）创刊于 1958 年，是由美国管理学会主办并出版发行的双月刊。致力于发表检验、拓展或构建管理理论以及为管理实践做出贡献的原创性实证研究，涵盖战略管理、组织行为、人力资源管理、创新与创业、领导力、商业伦理等管理学的各个方面，是管理学领域极具权威性的顶级学术期刊之一，在全球管理学界和研究界享有极高声誉。

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本期论文概览

Would Archimedes Shout “Eureka” with Algorithms? The Hidden Hand of Algorithmic Design in Idea Generation, the Creation of Ideation Bubbles, and How Experts Can Burst Them

算法会喊“阿哈”吗？算法设计背后的隐形之手在创意生成、创意气泡的形成以及专家如何破除它们中的作用
Moran Lazar
Hila Lifshitz
Charles Ayoubi
Hen Emuna
Does “eureka” still ring true in the algorithmic age? This paper investigates algorithmic design and its impact on idea generation. The use of algorithms transforms knowledge work processes, redefining experts’ roles across industries. While experts are typically viewed as the cornerstone of knowledge work, an emerging debate is underway about whether expertise is still necessary in the idea generation process for creativity and innovation. Integrating creativity, expertise in knowledge work, and algorithmic design literatures, we theorize on the interplay between expertise and algorithmic design in idea generation. We suggest that the prevailing algorithmic design, focusing on information exploitation, is misaligned with the recombinant innovation processes needed for idea generation, especially for experts. We design an exploration-based modification to the prevalent exploitation-based algorithm—Google Search. We hypothesize that when using exploration-based algorithms, experts can overcome confirmation bias and generate more creative ideas through recombinant innovation. Moving beyond the individual level, experts are central to bursting “ideation bubbles”—clusters of similar ideas—thus enhancing idea diversity. We test our theory in a laboratory study and a field experiment through a global ideation challenge in sustainability launched on Freelancer. Findings offer insights into designing and using algorithms to augment human expertise for innovation.
在算法时代，“灵光乍现”（eureka）仍然适用吗？本文探讨算法设计及其对创意生成的影响。算法的应用改变了知识工作流程，重新定义了各行业专家的角色。尽管专家通常被视为知识工作的基石，但关于创意和创新过程中是否还需要专业知识的争论正在兴起。我们将创造力、知识工作中的专业知识以及算法设计文献结合起来，探讨专家知识与算法设计在创意生成中的相互作用。我们提出，当前流行的侧重信息利用的算法设计与创意生成所需的重组创新过程不匹配，尤其是对于专家而言。我们设计了一种基于探索的算法修改，以改进当前流行的基于利用的算法——谷歌搜索。我们假设，使用基于探索的算法，专家可以克服确认偏差，通过重组创新生成更多创意。 超越个体层面，专家在打破“创意泡沫”——即相似想法的集群——方面起着关键作用，从而增强创意多样性。我们在实验室研究和一项在 Freelancer 上启动的可持续性全球创意挑战的实地实验中测试了我们的理论。研究结果提供了关于如何设计和使用算法来增强人类专业知识以促进创新的见解。

Interlacing Situated and Algorithmic Modes of Knowledge Work: A Workplace Jurisdiction Perspective

融合情境化与算法化的知识工作模式：基于工作场所管辖权的视角
Bomi Kim
Mohammad Hosein
Rezazade Mehrizi
Diane E. Bailey
Algorithmic technologies are challenging to integrate into knowledge work; they produce knowledge claims profoundly differently from the situated mode in which experts work. Because knowledge work is often accomplished through the flow or sequential progression of work across multiple occupations, knowledge claims must be legitimized and accepted across those occupations and not by just a single focal user group. Yet, we know little about the deeper changes that organizations must make regarding who has the legitimate expertise to produce knowledge claims and what counts as valuable knowledge when the algorithmic mode of knowledge work enters the workplace. To explore this, we draw on workplace jurisdictions as the foundation for dividing and coordinating work among occupations to study how the algorithmic mode of knowledge work becomes integrated with the situated flow of work, creating a new workplace jurisdiction. Our three-year ethnographic study of the radiology workflow in a medical center shows that interlacing practices weave together the two distinct modes of knowledge work by reorganizing existing relations among tasks, workplace artifacts, and technologies and enacting those reorganized relations. Contrary to the literature’s focus on the interface between algorithmic knowledge claims and a single focal user group, our study proposes a trans-group focus that refines scholarly understanding of how organizations can integrate algorithmic technologies with situated practices of professionals and their knowledge claims, as well as how new workplace jurisdictions emerge around technologies.
算法技术难以融入知识工作；它们以与专家工作方式中所处的情境截然不同的方式产生知识主张。因为知识工作通常是通过工作在多个职业之间的流动或顺序进展来完成的，因此知识主张必须在这些职业之间得到合法化和接受，而不仅仅是单一的焦点用户群体。然而，我们对组织在算法模式的知识工作进入工作场所时必须做出的更深层次变化知之甚少，包括谁拥有合法的知识生产专长以及什么被视作有价值的知识。为了探索这一点，我们以工作场所的管辖权为基础，来划分和协调职业之间的工作，研究算法模式的知识工作如何与工作场所中的情境流动相结合，从而创造一种新的工作场所管辖权。 我们的三年民族志研究显示，在一家医疗中心的放射学工作流程中，交织的实践将两种不同的知识工作模式编织在一起，通过重新组织任务、工作场所的物质文化和技术之间的关系，并实施这些重新组织的关系。与文献中对算法知识主张与单一焦点用户群体之间的界面的关注不同，我们的研究提出了一种跨群体的视角，细化了组织如何将算法技术与专业人员及其知识主张的现场实践整合起来的理解，以及新技术工作领域如何围绕技术而出现。

Subordinating Humanism: How Colliding Beliefs about a Living Wage Shape Personal Fulfillment and “Professional-Class” Identities in Working-Class Jobs

劳动主义的从属：关于生活工资的碰撞信念如何塑造工作阶层职位中的个人满足感和“专业阶层”身份
Lumumba Seegars
Serenity S. Lee Lee
Erin M. Reid Reid
Lakshmi Ramarajan Ramarajan
In a society dominated by market-based ideology and management practices that prioritize financial considerations, some organizations are shifting toward humanistic ideology and practices that emphasize human welfare. To examine this transformation in pay-setting, we studied a U.S. company that introduced a living wage for its low-wage workers. Interviews with 64 participants across two sites revealed both intended and unintended effects. Motivated by humanistic aims, the living wage was designed to reduce financial insecurity; indeed, workers felt more financially secure and fulfilled in their personal lives. However, its humanistic intent conflicted with the dominant market-based ideology linking wages to performance, raising concerns about whether these workers deserved higher pay. To resolve this tension, managers and workers altered expectations for workers to reflect two aspects of professional-class roles: autonomy and overwork. As workers internalized these expectations, they adopted elements of professional-class identities while remaining in working-class jobs. Simultaneously, managers reaffirmed their own role identities as shapers of performance despite their weakened control over wages. These findings inform a multilevel model conceptualizing how a transformative humanistic practice can be subordinated to market-based ideology through identity work. We contribute to research on humanistic management and the interconnections between wage, class, work roles, and identity.
在一个以市场意识形态和管理实践为主导的社会中，这些实践强调财务考量，一些组织正在转向以人文主义意识形态和实践为主导，强调人类福祉。为了研究这种转变在薪酬设定中的表现，我们研究了一家美国公司，该公司为低薪员工引入了生活工资。对来自两个地点的 64 名参与者进行了访谈，揭示了有意和无意的效果。受人文主义目标的驱动，生活工资旨在减少财务不安全感；实际上，员工感到财务上更安全，并在个人生活中感到更满意。然而，其人文主义意图与将工资与绩效挂钩的主导市场意识形态相冲突，引发了这些员工是否值得获得更高薪酬的担忧。为了缓解这种紧张关系，管理者和员工改变了对员工的期望，反映了专业阶层角色的两个方面：自主性和过度工作。随着员工内化这些期望，他们采纳了专业阶层身份的某些元素，同时仍从事工人阶级的工作。 同时，管理者重申了他们作为绩效塑造者这一角色身份，尽管他们对工资的控制力减弱了。这些发现揭示了如何通过身份工作，一种变革性的人文实践可以被市场意识形态所支配的多层级模型。我们为关于人文管理以及工资、阶级、工作角色和身份之间相互联系的研究做出了贡献。

Navigating Mental Illness at Work Using Disengagement and Engagement Pathways

在工作中应对心理健康问题的脱钩与再挂钩路径
Emily H. Rosado-Solomon
Sherry M. B. Thatcher
Sam D. Strizver
Nearly 20% of adults in the United States experience mental illness, or chronic conditions that influence the way people think, feel, and act, that may initially seem incompatible with the demands of work. Yet, many employees with mental illness are professionally successful. The present research builds theory about mental illness at work by investigating how employees with mental illness experience their conditions and how they navigate their symptoms vis-à-vis their employment. Based on 59 interviews with participants that have diagnosed mood and anxiety disorders, our findings elucidate that employees temporarily alter their work engagement—either by pulling back through various types of disengagement (physical, task, social) or by increasing their engagement in various elements of their work. Our findings show that disengagement is crucial in enabling employees with mental illness to balance symptom management and stable job performance. Our theoretical model specifies types of disengagement and engagement and the mechanisms that explain their relationship to wellness and work outcomes, including suffering reduction, image preservation, and distraction. These findings provide a nuanced view of the ways employees with mental illness navigate their symptoms, with implications for better understanding how mental illness influences affective, cognitive, and embodied experiences at work.
美国近 20%的成年人经历过精神疾病，或者影响人们思考、感受和行为的慢性状况，这些状况最初可能与工作的需求不兼容。然而，许多患有精神疾病的职业人士在职业上非常成功。本研究通过调查患有精神疾病员工的经历及其如何在就业中应对症状，构建了关于工作场所精神疾病的相关理论。基于对 59 名被诊断为情绪障碍和焦虑障碍的参与者进行的访谈，我们的研究发现员工会暂时改变其工作投入——通过各种类型的脱岗（身体、任务、社交）或在工作中增加各种元素的投入。我们的研究发现，脱岗对于帮助患有精神疾病员工平衡症状管理和稳定的工作表现至关重要。我们的理论模型指出了不同类型的工作投入和脱岗及其与健康和工作结果之间的关系机制，包括痛苦减少、形象维护和分散注意力。 这些发现为理解患有精神疾病员工如何应对症状提供了细致的视角，对于更好地理解精神疾病如何影响工作中的情感、认知和身体体验具有重要意义。

Distributed Knowledge and the Creation of Public Value: Community-Based Organizing and Wildfire Management in Northern California

基于社区的组织与野火管理：分布式知识与公共价值的创造——北加州案例
Devin Stein
Maria Minniti
We build on extant theories of collective action and public–private collaborations to unpack the distinctive role self-organizing communities may play alongside other organizations in the creation of public value. We suggest that, when communities self-organize to address a common goal and, in particular, when they collaborate with higher-level public organizations, they discover more and better opportunities to reduce market frictions. Using an original longitudinal dataset of community-level fire prevention plans in Northern California from 1998 to 2018, we find that communities taking local actions and coordinating them with state and federal organizations manage wildfires better and experience fewer property losses than communities that do not organize. The number of stakeholders participating in these collaborations and the extent of the collaborations across hierarchical levels reinforce this effect. We conjecture that one possible mechanism explaining why self-organizing and cross-level collaborations tend to yield positive outcomes may be because they allow stakeholders to benefit from otherwise idle local knowledge. Unpacking the role played by self-organizing communities and their cross-level collaborations is important because it may enable contextualized solutions and prevent the potentially ineffective application of homogenous practices to heterogeneous problems, even in the absence of formal contracts.
我们基于现有的集体行动和公私合作理论，探讨自组织社区在与其他组织共同创造公共价值方面所扮演的独特角色。我们认为，当社区为实现共同目标而自我组织，并特别地与更高层级的公共组织合作时，他们能够发现更多更好的机会来减少市场摩擦。通过 1998 年至 2018 年北加州社区级防火计划的原始纵向数据集，我们发现，与州和联邦组织协调行动的社区在管理野火方面表现更好，财产损失也更少。参与这些合作的多方利益相关者数量以及跨层级合作的程度强化了这一效果。我们推测，自组织和跨层级合作往往能够产生积极结果的一个可能机制是，它们使利益相关者能够从原本闲置的本地知识中获益。 深入探讨自我组织社区及其跨层级合作所扮演的角色非常重要，因为这可能有助于提供情境化的解决方案，并防止在缺乏正式合同的情况下，将同质化做法应用于异质性问题，从而可能无效。

Cross-Sector Relational Realignments after an Institutional Crisis: Checking the Instrumentalization of Corporate-Nonprofit Partnerships

跨部门关系重构：机构危机后的工具化企业-非营利合作伙伴关系检查
Marina A. B. Gama
Aline Gatignon
We examine how government corruption scandals influence corporate-nonprofit partnerships by altering the institutional context in ways that reshape the value of nonmarket relationships. We analyze these dynamics following Operation Carwash (2014) in Brazil, using comprehensive data on all publicly listed firms and registered nonprofits from 2010 to 2017. We find that partnerships became more common after the scandal’s disclosure, as firms and nonprofits sought to collaborate on socioeconomic development. However, firms seen as directly or indirectly implicated in the scandal struggled to form partnerships due to risks to nonprofits’ legitimacy. Moreover, nonprofits perceived as closely aligned with firms (i.e., trade associations) or the state (i.e., education and research nonprofits or those with political capital) were especially cautious about entering partnerships to avoid appearing complicit in advancing corporate political influence. Our findings thus “check” the instrumentalization of corporate-nonprofit partnerships in two ways: by examining how it unfolds after an institutional crisis and by revealing how nonprofits resist being used as vehicles for corporate reputational repair or political gain. We show that such crises can trigger a broader realignment of corporate partnerships with nonmarket actors, highlighting the need to study shifts across nonmarket sectors, and not just within them.
我们通过改变制度环境来探讨政府腐败丑闻如何影响企业与非营利组织的合作关系，进而重塑非市场关系的价值。我们以 2014 年巴西“洗车行动”为例，分析了 2010 年至 2017 年间所有公开上市企业和注册非营利组织的数据。我们发现，在丑闻曝光后，合作变得更加普遍，因为企业和非营利组织寻求在社会经济发展方面进行合作。然而，被认为直接或间接参与丑闻的企业在合作中面临风险，这损害了非营利组织的合法性。此外，被认为与企业（即行业协会）或政府（即教育和研究非营利组织或拥有政治资本的非营利组织）关系密切的非营利组织尤其谨慎，以避免被视为在促进企业政治影响力方面起了推波助澜的作用。 我们的发现从两个方面“验证”了企业-非营利组织合作伙伴关系的工具化：一是通过考察其在机构危机之后如何展开，二是揭示非营利组织如何抵制被用作企业声誉修复或政治利益的工具。我们表明，此类危机可以触发企业与非市场行为者合作伙伴关系的更广泛重新定位，强调了研究非市场领域内的转变而非仅限于这些领域的重要性。

The Gendered Complexity of Sponsorship: How Male and Female Sponsors’ Goals Shape Their Social Network Strategies

赞助中的性别复杂性：男性和女性赞助者目标如何塑造其社会网络策略
Elizabeth Lauren Campbell
Catherine T. Shea
Providing sponsorship, when senior colleagues (sponsors) mobilize resources in their social network on junior colleagues’ (protégés) behalf, is consequential to the effective functioning of organizations. Yet, the psychological processes underlying male and female sponsors’ goals, priorities, and strategies for activating resources in their networks for protégés are not well understood. We conduct four studies to examine male and female sponsors’ goals and the resulting impact on their approach to activating resources in their social network. Studies 1a and 1b provide converging, initial evidence that men approach sponsorship with less complexity than women, by setting fewer goals that focus more on benefiting themselves. Study 2 provides additional evidence: male sponsors are more likely than female sponsors to perceive sponsorship as an opportunity to benefit themselves while female sponsors perceive sponsorship as an opportunity to benefit their protégés. Study 3 experimentally links the differences in goal pursuit to sponsors’ social network strategies: when asked to balance protégé-centric and sponsor-centric goals, women cognitively activate networks higher in closure, but men activate sparse networks regardless of their goals. The implications of these network activation configurations for understanding the sponsorship process are discussed.
提供赞助是指高级同事（赞助人）在其社会网络中调动资源以帮助初级同事（受助人）。这对于组织的有效运作至关重要。然而，男性和女性赞助人激活其网络资源以帮助受助人的目标、优先事项和策略背后的心理过程尚不明确。我们进行了四项研究以探讨男性和女性赞助人的目标及其对激活其社会网络资源方法的影响。研究 1a 和 1b 提供了初步一致的证据，表明男性在赞助方面比女性更加简单，设定的目标更少，且更侧重于自身受益。研究 2 提供了额外的证据：男性赞助人比女性赞助人更倾向于认为赞助是一个自身受益的机会，而女性赞助人则认为赞助是一个帮助受助人的机会。 研究 3 通过实验将目标追求的差异与赞助人的社会网络策略联系起来：当被要求平衡门生中心目标和赞助人中心目标时，女性会认知性地激活更高闭合度的网络，但男性无论其目标如何都会激活稀疏的网络。这些网络激活配置对理解赞助过程的含义进行了讨论。

Catalyzing Categories: Category Contrast and the Creation of Groundbreaking Inventions

催化类别：类别对比与颠覆性发明的创造
Gianluca Carnabuci
Balázs Kovács
We hypothesize that “low-contrast categories” (those lacking sharp differentiation from adjacent categories) catalyze the creation of groundbreaking inventions by influencing two key stages in the life of an invention: (1) idea-creation and (2) idea-positioning. During “idea-creation,” low-contrast categories increase the likelihood that descendant inventions will combine the focal invention with more (a) boundary-spanning, (b) novel, (c) original, and (d) atypical knowledge inputs. During “idea-positioning,” they allow greater leeway in articulating how descendant inventions depart from the focal invention’s lineage and chart new technological directions. We find robust support for our hypothesis using data from the United States Patent and Trademark Office’s classification system spanning nearly four decades. Further analyses demonstrate that the catalyzing effect of low-contrast categories has important material consequences: inventions classified in low-contrast categories spur descendant inventions that generate substantially higher economic value and exert more enduring technological impact than those in high-contrast categories. By introducing the concept of catalyzing categories, this study offers a novel theoretical perspective on the genesis of groundbreaking inventions and the role of categorical structures in the inventive process.
我们假设“低对比度类别”（那些与相邻类别缺乏清晰区分）会催化突破性发明的创造，通过影响发明在其生命周期中的两个关键阶段：（1）创意生成和（2）创意定位。在“创意生成”阶段，低对比度类别增加了后代发明将焦点发明与更多（a）跨越边界的，（b）新颖的，（c）原创的，（d）非典型的知识输入相结合的可能性。在“创意定位”阶段，它们允许更大的灵活性来阐述后代发明如何偏离焦点发明的谱系并开辟新的技术方向。我们使用美国专利和商标局分类系统近四十年的数据，找到了对这一假设的坚实支持。进一步的分析表明，低对比度类别的催化作用具有重要的物质后果：被归类为低对比度类别的发明激发的后代发明，其经济价值显著更高，并且在技术影响上更具持久性，远超高对比度类别的发明。 通过引入催化类别的概念，本研究为突破性发明的起源以及分类结构在发明过程中的作用提供了新的理论视角。

Vicarious Experimentation: Do Innovators Learn by Being Imitated?

代际实验：创新者是通过被模仿来学习的吗？
Sangyun Kim
Hart E. Posen
Martin Ganco
Strategy scholars conventionally view imitation as a one-way knowledge transfer from an innovating firm to an imitating firm. We propose that being imitated also serves as a source of learning for the innovator. An innovator learns by being imitated—observing the imitator’s choices and outcomes and comparing them to its own. A key challenge in such learning, and in vicarious learning more broadly, is causal ambiguity in identifying the factors that drive observed performance outcomes. We theorize that an innovator’s learning by being imitated is particularly effective in overcoming causal ambiguity when it takes the form of vicarious experimentation, where an imitator’s near-clone of the innovator’s product functions as a quasi-experimental treatment from which the innovator can learn. This concept extends the logic of strategic experimentation by highlighting how firms can learn from experiments they do not control. We test our theory in the video game industry, demonstrating that vicarious experimentation enhances the quality of the innovator’s next-generation product and offering support for the theorized boundary conditions under which this effect holds.
战略学者通常认为模仿是一种单向的知识转移，从创新企业到模仿企业。我们认为，被模仿也是一种创新企业的学习来源。创新企业通过被模仿来学习——观察模仿者的决策和结果，并将其与自身进行比较。在这种学习中，以及更广泛的替代学习中，一个关键挑战是因果模糊性，即识别驱动观察到的绩效结果的因素。我们理论化认为，当模仿采取替代实验的形式时，创新企业通过模仿进行的学习特别有效，克服了因果模糊性。在这种替代实验中，模仿者的创新企业产品的近似克隆作为准实验处理，使创新企业能够从中学习。这一概念扩展了战略实验的逻辑，突显了企业如何从自己不控制的实验中学习。我们通过视频游戏行业进行测试，证明了替代实验提高了创新企业下一代产品的质量，并支持了理论中所述的边界条件。

The Limits of Pivoting: A Culturally Informed Model of Resource Commitments during Repeated Organizational Transformation

资源转向的限度：一次文化视角下的组织转型中资源承诺模型
Eric Knight
Matthew G. Grimes
In contrast to models of organizational transformation that focus on one-time episodes of change, this study reveals limits to the number of transformations an organization can make without losing the support of key stakeholder groups. To better understand the process of repeated transformation, we study an extreme case of a medical technology startup with a history of pivoting, focusing on the degree to which employees and investors continued to support the venture. Although new ventures are often advised to be highly adaptive, we find that repeated pivoting introduces relational liabilities for even highly flexible organizations. Drawing on our analysis, we develop a culturally informed process model of resource commitments that reveals how differences in pivoting narratives and stakeholder orientations affect the flow of support from employees and investors, even as the organization repeatedly pivots. Our model contributes to existing theories of organizational transformation, offering an enriched understanding of how organizations can narratively sustain resource commitments to enable continuous adaptation.
与侧重于组织变革的一次性转变模型不同，本研究揭示了组织在不失去关键利益相关者支持的情况下所能进行的变革次数的限制。为了更好地理解重复变革的过程，我们研究了一个医疗技术初创企业的极端案例，该企业有着多次转型的历史，重点关注员工和投资者对该企业的持续支持程度。尽管新企业通常被建议具有高度的适应性，但我们发现，即使对于高度灵活的组织，反复转型也会引入关系上的负债。通过我们的分析，我们发展了一个文化导向的过程模型，揭示了不同转型叙事和利益相关者取向如何影响员工和投资者对组织反复转型的支持流动。我们的模型为现有的组织变革理论做出了贡献，提供了对组织如何通过叙事维持资源承诺以实现持续适应的更丰富理解。