Albert A. Cannella Jr’s research while affiliated with Arizona State University and other places

CEO duality—the practice of a single individual serving as both CEO and board chair—has been the subject of academic interest for more than 20 years. In that time, boards’ use of CEO duality has fluctuated and the scholarly conceptualizations of the phenomenon have become more complex. As such, the need to understand CEO duality has only increased with time. We review and integrate the disparate literature on this topic so that future attempts to study it will benefit from a more complete understanding of the knowledge already produced. We review the demonstrated antecedents and consequences of CEO duality, pointing out that while much work has been done in this area, much remains that we do not understand. Finally, we offer new theoretical, methodological, and contextual directions that researchers could explore to extend knowledge about CEO duality.

An emerging literature highlights the relationship between competitive intensity and the likelihood that two rival firms will form an alliance. Placing this argument in an international context, we first suggest that the global competitive intensity between two rival multinationals positively affects the likelihood that they will ally in any host country. Additionally, we highlight how a number of host-country contextual factors moderate the relationship between global competitive intensity and alliance formation in a given host country. We test our hypotheses with a sample of 13 global automobile companies operating in 27 countries, and the results largely support our predictions.

nowledge creation requires the combination and exchange of diverse and overlapping knowledge inputs as individuals interact with exchange partners to create new knowledge. In this study, we examine knowledge creation among university research scientists as a function of their professional (ego) networks—those others with whom they collaborate for the purpose of creating new knowledge. We propose that knowledge creation relies, in part, on two attributes of a researcher's professional network structure—average tie strength and ego network density—and we provide insights into how these attributes jointly affect knowledge creation. Our study of over 7,300 scientific publications by 177 research scientists working with more than 14,000 others over an 11-year period provides evidence that the relationship between a research scientist's professional network and knowledge creation depends on both ego network density and average tie strength. Our evidence suggests that both attributes affect knowledge creation. Moreover, average tie strength interacts with density to affect knowledge creation such that researchers who maintain mostly strong ties with research collaborators who themselves comprise a sparse network have the highest levels of new knowledge creation.

Manuscript Type: Conceptual Research Question/Issue: Our study evaluates the role of social capital in new director selection, board composition, and board effectiveness. Research Findings/Insights: We take steps toward a theory of director selection, explaining how social capital at the individual-level influences director selection and at the group level influences board effectiveness. At the individual level, social capital is defined as the interpersonal linkages that director candidates have to others, both inside and outside the firm. At the group level, board social capital is an asset that includes both relations of directors and potential resources arising from the relations. Theoretical/Academic Implications: We argue that: 1) social capital can be divided into internal and external dimensions according to its locus and function; 2) both internal and external social capital are associated with board composition through director selection, although the causal logic differs considerably; 3) the influences of social capital on director selection vary according to the context; and 4) both internal social capital and external social capital generate unique resources that are important to board effectiveness. Practitioner/Policy Implications: Our study informs practicing managers, because we describe how and why most research and public discussion has emphasized the role of directors as monitors of managers and this has significantly downplayed the role of directors in providing advice, counsel, and other resources to their organizations. We provide a strong logic for seeking directors with specific types of social capital (internal or external) under specific contexts.

We examine the labor market consequences borne by executives who remain at financially distressed firms relative to those who flee to another employer to avoid the stigma of failure. Our study makes two contributions. First, we document an ex ante dimension of executive labor markets unaccounted for by ex post settling up models. Specifically, we show that executives who ‘jump ship’—change employers in the two years prior to the failure—suffer fewer labor market consequences than their counterparts who remain with the failing firm. Second, we extend the study of bankruptcy stigma to examine how stigma might be managed by jumping ship. Copyright © 2007 John Wiley & Sons, Ltd.

Our study provides both theory and evidence about the effect of social capital possessed by individual managers of Korean corporations on their likelihood of promotion to the next hierarchical level. We argue that (1) executive social capital can be dimensionalized into internal and external components, and both components are positively associated with executive promotion and (2) the effects of social capital on promotion are moderated by several contextual factors. We tested our hypotheses with a sample of 4759 executives in 199 large Korean companies from 1990 through 1999. The results provide strong support for the predicted main effects, but limited support for the predicted moderation effects.

The failure to document a consistent and robust relationship between executive pay and firm performance has frustrated scholars and practitioners for over three quarters of a century. Although recent compensation research has revealed alternative theoretical frameworks and findings that hold the potential to significantly improve our understanding of executive compensation, to date this diverse literature lacks theoretical integration. Accordingly, we develop a framework to organize and review these recent findings. We further identify methodological issues and concerns, discuss the implications of these concerns, and provide recommendations for future research aimed at developing a more integrated research agenda.

Using a quasi-experimental design, the effects of purpose (evaluate vs. developmental) on both peer-rating quality and user acceptance were examined. Subjects were 65 undergraduates divided into 11 project groups. six groups conducted peer ratings for evaluative (i.e., grading) purposes, whereas the remaining 5 did so for the purpose of providing developmental feedback. Peer ratings conducted for evaluative purposes tended to contain greater halo and to be more lenient, less differentiating, less reliable, and less valid than those performed for developmental purposes. User acceptance as measured by recommendation for future use was more favorable under the developmental than the evaluative conditions. These results suggest that the quality of peer rating and user acceptance are highly susceptible to the influence of rating contexts and that peer ratings are more useful for developmental than for evaluative purposes. Implications of these results for future peer-appraisal practices and research are discussed.

Our study investigates rivalry between multinational enterprises (MNEs) in host country markets. Drawing on the awareness-motivation-capability perspective, we show how the speed of an MNE's response to a rival's attack is influenced by resourcerelated factors, including distance, government constraints, and subsidiary control, and by market-related factors, including initiating country importance, location of the response in the initiating country, and multimarket contact. We provide a new conceptualization and empirical approach for studying rivalry between MNEs. Additionally, our theory and evidence imply that important constraints on MNE actions in host country markets go well beyond the constraints faced in domestic competition.

This article suggests that a shift has developed in the ongoing relationship between executives and shareholders with shareholders gaining more power over executives. The power shift has been driven by institutional investors and hostile takeovers and is visible in changing patterns of succession. More executives are being dismissed for poor performance and are being dismissed more quickly following the onset of poor performance. Two potential negative outcomes are a decreased willingness of executives to undertake risky strategies and a decreased ability of executives to build long-term, trusting relationships with stakeholders, even when these actions would be beneficial to shareholders. © 1995 by John Wiley & Sons, Inc.