Star Light, but Why Not So Bright? A Process Model of How Incumbents Influence Star Newcomer Performance

Boekhorst, Janet A.; Basir, Nada; Malhotra, Shavin

doi:10.5465/amr.2020.0519

Cited by 5 publications

(4 citation statements)

References 190 publications

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“…Lastly, managers should be wary of relying on the portability of the practice style of star performers recruited to a local work environment as they may not sustain their own practice style much less influence the practice style of their new peers (Boekhorst et al., 2022; Groysberg et al., 2008; Huckman & Pisano, 2006). Thus, managers should intervene during the imprinting stage when star performers are highly susceptible to peer influence by using various investiture socialization tactics to encourage newcomers to practice authentically (e.g., recognition of newcomer talent, skills, and capabilities) and insulate them from the pressure to adjust to the values and norms of the new work environment (Boekhorst et al., 2022; Dufour et al., 2021; Gowrisankaran et al., 2023, Groysberg et al., 2008; Huckman & Pisano, 2006).…”

Section: Discussionmentioning

confidence: 99%

Physician practice migration and changes in practice style: An empirical analysis of inappropriate diagnostic imaging in primary care

Young,

Zepeda,

Flaherty

et al. 2023

Production and Operations Management

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Much interest exists in physicians’ ability and willingness to adapt their practice styles, as research demonstrates that many physicians practice in ways that are not aligned with the best available scientific evidence. We exploit migration patterns of primary care physicians in Massachusetts over a span of eight years by tracking physician migrations to practice sites comprised of new peers who shared actual physical working space. We examined whether a patient's likelihood of receiving an inappropriate referral for diagnostic imaging, specifically an MRI, was associated with a change in the work environment of the referring physician. Study results indicate that migrating physicians changed their practice style for imaging relatively soon after migration in conformance with the average practice style of their new peer group regardless of whether or not the practice style was aligned with evidence‐based standards for diagnostic imaging. To place our results in context, a 1 percentage point difference in average inappropriate MRI referral rates between a migrating physician's new and previous work environment was associated with approximately a 14 percent change in the probability that a patient received an inappropriate MRI referral. The effect diminished with greater variability in inappropriate MRI referral rates within the new peer group. The results show that physician practice style may deviate from evidence‐based standards and vary markedly among physicians within a work environment. At the same time, physician practice style is also malleable in either direction – more or less likely to deviate from evidence‐based standards in conformance with the average practice style of their new peer group. These results imply that healthcare managers can employ various institutional level interventions to influence physician behavior in the direction of evidence‐based practice by including strategies directed towards developing strong peer influence in physicians’ work environments.This article is protected by copyright. All rights reserved

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Section: Discussionmentioning

confidence: 99%

Physician practice migration and changes in practice style: An empirical analysis of inappropriate diagnostic imaging in primary care

Young,

Zepeda,

Flaherty

et al. 2023

Production and Operations Management

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“…Attribution process triggered by the changes of i-deal valence: variation in continuance or affective commitment When i-dealers perceive a change of i-deal valence, this change will likely trigger causal attributions by interpreting information about individuals involved and their surroundings (Heider, 1958). As attributions have high predictive power to explain workplace phenomena (Boekhorst et al, 2022), we adopt attribution theory to examine how the changes of i-deal valence would influence continuance or affective commitment through the attribution process. Attribution theory posits that employees are inclined to develop internal or external causal attributions for changes that occur in their work experiences (Heider, 1958;Weiner, 1985).…”

Section: Bjm 185mentioning

confidence: 99%

“…When i-dealers perceive a change of i-deal valence, this change will likely trigger causal attributions by interpreting information about individuals involved and their surroundings (Heider, 1958). As attributions have high predictive power to explain workplace phenomena (Boekhorst et al. , 2022), we adopt attribution theory to examine how the changes of i-deal valence would influence continuance or affective commitment through the attribution process.…”

Section: Theories and Propositionsmentioning

confidence: 99%

“…Existing i-deals research indicates that it is difficult to clearly specify all the benefits and costs associated with i-deal resources in the i-deal agreement (Conway and Coyle-Shapiro, 2016;Guerrero and Bentein, 2016), which implies that i-dealers' perceived valence of i-deals might be changing after i-deal receipt. Attribution theory (Heider, 1958;Weiner, 1985) posits that individuals are inclined to make internal or external attributions about the causes of a changing event, which would shape individuals' attitudinal and behavioral responses (Boekhorst et al, 2022). Therefore, attribution theory represents a potentially fruitful theoretical perspective to complement expectancy theory in the examination of how i-deal valence influences continuance or affective commitment.…”

Section: Introductionmentioning

confidence: 99%

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Attached to or stuck in? How resource attributes of i-deals influence the variation in continuance or affective commitment

Liu,

Zhou,

et al. 2023

BJM

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PurposeThis study aims to identify when and why receiving i-deals will result in an increase in affective commitment rather than continuance commitment. As affective commitment yields long-term benefits for organizations than continuance commitment, this work will help organizations accrue maximum benefits from granting i-deals.Design/methodology/approachThis study develops a cognitive model delineating the process between i-deal receipt and the variation in i-dealers’ continuance or affective commitment.FindingsAfter receiving i-deals, i-dealers’ perceived valence may change with i-dealers’ evaluations of i-deal resources under the condition of coworkers' negative reactions or organizational investment. The i-deal valence changes trigger i-dealers’ internal or external attributions of coworkers' negative reactions or organizational investment, which leads to the variation in continuance or affective commitment. The changes of affective commitment also affect the variation in continuance commitment.Originality/valueIntegrating expectancy theory and attribution theory, this research addresses inconsistent findings about i-deals’ effect on continuance or affective commitment by revealing the critical factors that lead to the variation in the two types of commitment. The proposed model offers new theoretical rationale for why i-dealers may not reciprocate the goodwill of i-deals to their organizations. This study suggests i-dealers will engage in attributions rather than being passive recipients of their coworkers' negative reactions, which challenges previous view that the effectiveness of i-deals is ultimately determined by coworkers' acceptance. This research also extends the i-deal dynamics literature by depicting how i-deal valence changes arise and influence continuance or affective commitment.

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Gravity's pull: The identity-related motives and outcomes of hiring stars

Lyle

Eckardt

Corley

et al. 2023

Human Resource Management Review

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Star Light, but Why Not So Bright? A Process Model of How Incumbents Influence Star Newcomer Performance

Cited by 5 publications

References 190 publications

Physician practice migration and changes in practice style: An empirical analysis of inappropriate diagnostic imaging in primary care

Physician practice migration and changes in practice style: An empirical analysis of inappropriate diagnostic imaging in primary care

Attached to or stuck in? How resource attributes of i-deals influence the variation in continuance or affective commitment

Gravity's pull: The identity-related motives and outcomes of hiring stars

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