The emerging theory-based view depicts entrepreneurs as sophisticated thinkers who form, update, and act on rich causal theories. In support of this view, recent empirical work has demonstrated both (a) the value of theories as well as (b) the importance of experimentation for testing and refining theories. Yet, the process by which entrepreneurs initially form these theories remains largely unobserved.

Application Programming Interface (APIs) have increasingly become crucial to digital ecosystems, facilitating interconnectivity and data exchange essential for digital transformation and open innovation in today's business landscape. In this article, we introduce a perspective on how APIs can be viewed as a means of achieving a dynamic equilibrium between centralization and decentralization for value creation in business ecosystems.

We reassess whether and to what degree the hiring, development, and promotion decisions of S&P 500® companies have led to misrepresentation of and bias against their minority executives. Instead of the US population benchmark that has conventionally been used to measure misrepresentation, and from such misrepresentation attribute the presence and magnitude of racial bias and discrimination, we measure misrepresentation in US executives using the benchmark of the racial/ethnic densities (RAEDs) of their college cohort peers.

Companies are turning to ideation contests to engage ideators outside company boundaries to solve their complex problems. Our research focuses on how articulating the problem, specifically the number and type of constraints described within the problem statement (brief), is related to the number of ideas submitted by participants in ideation contests.

The case study "Electronic Financial-Advisor for Tech Savvy" (EFforTS, or Efforts) examines a Robo-Advisor start-up based in Raleigh, North Carolina, founded by tech-industry entrepreneurs. Efforts developed an algorithm-based online investment platform tailored for technology professionals, gaining attention through successful social media marketing.

While failure and success have important implications for individual and organizational performance, not all failure and success are equally significant in influencing performance. A key, but unexamined, element is one's expectation of the outcome.

Rumors are ubiquitous in the workplace, particularly regarding organizational changes. These rumors significantly influence worker behavior by introducing uncertainty, and thus, affect productivity and team performance. However, no studies have provided empirical evidence for these impacts due to data limitations on rumors and workers' behaviors in completing tasks.

While the literature highlights the benefits of internally redeploying resources, there is less empirical guidance on which resources are most likely to be redeployed. We examine the relationship between inventor characteristics and redeployment decisions, motivated by the tension between costs and benefits of keeping a resource at the source unit versus moving it to a new target unit.

We reassess whether and to what degree the hiring, development, and promotion decisions of S&P 500 companies has led to misrepresentation of and bias against their minority executives. Instead of the US population benchmark that has conventionally been used to measure misrepresentation, and from such misrepresentation attribute the presence and magnitude of racial bias and discrimination, we measure misrepresentation in US executives using the benchmark of the racial/ethnic densities (RAEDs) of their college cohort peers. Our key result is that the differences between US executive RAEDs and the RAEDs of their college peers are far smaller than those found using the US population, typically by an order of magnitude or more.

After being generated, a new idea is rarely perfect but must be clarified, improved, and developed in more detail. Unfortunately, idea elaboration and creativity do not always come together: many new ideas become less creative when elaborated. This research examines who elaborates new ideas more creatively.

Prior research on organizational responses to normative pressures has cataloged a spectrum of strategies, ranging from accommodation to resistance, but more assertive responses have largely been overlooked. We expand the existing repertoire to include the more aggressive, targeted, and intertemporal response of organizational repression.