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    <title>EconStor Community:</title>
    <link>https://hdl.handle.net/10419/206289</link>
    <description />
    <pubDate>Wed, 29 Apr 2026 21:48:52 GMT</pubDate>
    <dc:date>2026-04-29T21:48:52Z</dc:date>
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      <title>Understanding the effect of boundary spanning activities on team identification in new product development teams</title>
      <link>https://hdl.handle.net/10419/327066</link>
      <description>Title: Understanding the effect of boundary spanning activities on team identification in new product development teams
Authors: Carbonell, Pilar; Rodriguez Escudero, Ana I.
Abstract: Despite the relevance of team boundary spanning in new product development (NPD), there is great deal we still do not know about these activities. For example, little is known about how these activities affect the development of team identification, an important emergent state with critical implications for new product performance. This study extends our understanding of this topic by exploring the relationship between team boundary spanning and team identification. This relationship is examined via the intervening mechanisms of team potency and team boundedness and the moderating effect of intra-team communication. Data from a time-lagged survey study of 140 NPD projects revealed that team potency and team boundedness, respectively, positively and negatively mediate the relationship between team boundary spanning and team identification. Intra-team communication was found to reduce the negative effect of team boundary spanning on team boundedness.</description>
      <pubDate>Wed, 01 Jan 2025 00:00:00 GMT</pubDate>
      <guid isPermaLink="false">https://hdl.handle.net/10419/327066</guid>
      <dc:date>2025-01-01T00:00:00Z</dc:date>
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    <item>
      <title>Pursuing equal pay for equal work: Gender diversity in management positions and the gender pay gap throughout the wage distribution</title>
      <link>https://hdl.handle.net/10419/327057</link>
      <description>Title: Pursuing equal pay for equal work: Gender diversity in management positions and the gender pay gap throughout the wage distribution
Authors: Santero Sánchez, Rosa; Castro Nuñez, Belén
Abstract: Despite the massive incorporation of women into the labor market, equal pay for equal work remains a challenge. This article analyzes the influence of gender diversity in management positions on the gender wage gap (GWG) throughout the entire pay scale in Spain. The results show the existence of a GWG, particularly for wages below the average; though it decreases when female participation in management is higher. This is in line with the reduction of information asymmetry problems considered in statistical discrimination theories, which explain the barriers to promotion associated with dynamics at entry-level and low-qualified positions.</description>
      <pubDate>Wed, 01 Jan 2025 00:00:00 GMT</pubDate>
      <guid isPermaLink="false">https://hdl.handle.net/10419/327057</guid>
      <dc:date>2025-01-01T00:00:00Z</dc:date>
    </item>
    <item>
      <title>Strategy-making: The use and misuse of artifacts to achieve common understanding</title>
      <link>https://hdl.handle.net/10419/327078</link>
      <description>Title: Strategy-making: The use and misuse of artifacts to achieve common understanding
Authors: Friis, Ole; Mathiasen, John Bang
Abstract: Strategists intentionally use artifacts to promote their perception of a prudent strategic choice. Separating artifacts and strategists' intentionality blurs our understanding of how strategy-making unfolds. Our study addresses the dynamics of strategists' intentionality and their use of artifacts in strategy-making. The study provides empirical evidence that artifacts act as stand-ins for the strategists' intentionality, used to guide or misused to curb the strategy-making. The implications of our study contribute to the understanding that (1) we can neither assume that the individuals' intentionality is predictable nor that the involved strategists achieve a common understanding, (2) strategist-artifact relationships are pivotal to align or misalign different strategists' interests, (3) the mediating role of artifacts is mutable entailing strategists materializing artifacts and adding text and symbols to intentionally manage the strategy-making, and (4) strategists deliberately use many artifacts to reach the intended strategy, not necessarily implementing the optimal strategy choice.</description>
      <pubDate>Wed, 01 Jan 2025 00:00:00 GMT</pubDate>
      <guid isPermaLink="false">https://hdl.handle.net/10419/327078</guid>
      <dc:date>2025-01-01T00:00:00Z</dc:date>
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    <item>
      <title>Exploring nurses' postturnover experiences in their new employment: A self-determination and job-fit perspective</title>
      <link>https://hdl.handle.net/10419/327083</link>
      <description>Title: Exploring nurses' postturnover experiences in their new employment: A self-determination and job-fit perspective
Authors: Bolt, Ester Ellen Trees; Cafferkey, Kenneth; Townsend, Keith; van der Cingel, Margreet
Abstract: Nurses are known for having to work in a demanding work environment. As a result of this, nurses often quit their job, hoping to get better working conditions elsewhere. In this wave of change, how do nurses experience postturnover re-employment? Based on self-determination and person-job fit theory, this article aims to explore the postturnover experiences of nurses working in Dutch health care. 56 interviews were conducted where nurses reflected upon experiences at their former and current employment. Three main themes were identified: (1) improved levels of mental and physical well-being, (2) alignment of job skills and job needs to work environment, and (3) enhanced professional network. Our findings are congruent with self-determination theory and person-job fit theory and extend the knowledge base on individual postturnover implications, highlighting that turnover, although often seen as a negative phenomenon from the perspective of an organization, can benefit those who change employers.</description>
      <pubDate>Wed, 01 Jan 2025 00:00:00 GMT</pubDate>
      <guid isPermaLink="false">https://hdl.handle.net/10419/327083</guid>
      <dc:date>2025-01-01T00:00:00Z</dc:date>
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