Center for Organizational Research (COR)

Grant Recipients 2019-20

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Jessica Cabrera, Social Sciences
“Co-Opted Compliance: How Survivor Activists, University Administrators, and Men’s Rights Groups Shape Title IX (1972-2020)”

Alice Chen, Social Sciences
“Cosmologies of Promise: An Ethnography of Fusion Research”

Amenda Cullen, Bren School of Information and Computer Sciences
”Comparing the Practices of University Instructors on Zoom and Streamers on Twitch”

Wesley Jeffrey, Social Sciences
“Preference or Propinquity? How Formal Schooling Processes Influence Friendship Ties among College Freshmen”

Oshin Khachikian, Social Sciences
“Organizing Opportunity: The Role of Immigrants’ Ethnic Community Based Organizations in Intergenerational Socio-economic Mobility”

Janet Muñiz, Social Sciences
“Doing Business and Identity Work: How Business Owner’s Practices Maintain Ties to Ethnicity”

Rebecca Richart, Social Sciences
“Labor in the Horse Racing Industry in the Time of COVID-19 Follow up to “Behind the Tracks: Social and Labor Relations in the United State Horse Racing Industry”

Steven Schmidt, Social Sciences
“Assessing how Property Management Firms Impact Renter Experiences in Los Angeles”

Weijun Yuan, Social Sciences
“Organization as a Mediator: Rethinking the Repression–Violence Nexus in Light of the 2019 Hong Kong Protests”

Yuxuan (Lily) Zhu, Paul Merage School of Business
“Emotion Regulation and Entrepreneurs’ Pitch Performance”

 

 

 

COR/Merage talk 9/24: Projecting Passion: Connecting Anxiety to Passion Improves Entrepreneur Pitch Performance by Lily Zhu

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Talk of interest to COR community…

Date: September 24, 2021
Time: 10:30 am-12:00pm
Venue: SB1 5100 (5th floor of the new Merage School Building, SB1)
can also join via Zoom: https://uci.zoom.us/j/96978185870

Lily Zhu [1]
Doctoral Candidate, Merage School of Business

TITLE: Projecting Passion: Connecting Anxiety to Passion Improves
Entrepreneur Pitch Performance

ABSTRACT: Entrepreneurial pitches are anxiety-provoking and pivotal for
the success of the venture. Despite a wealth of research indicating that
early-stage investors attend to entrepreneurs’ emotions, little research
focuses on how entrepreneurs themselves can manage their emotions to
improve their pitches. I investigate how entrepreneurs can manage
anxiety prior to pitches by acknowledging the anxiety and linking it to
their entrepreneurial passion. I theorize that interpreting anxiety as a
reflection of one’s passion for the venture increases the momentary
feeling of passion, facilitates expressions of passion during pitches,
and increases persuasiveness. Preliminary results from a field survey
and a randomized lab experiment support the theory. The findings offer
insights on how entrepreneurs can mentally reframe their seemingly
detrimental emotional experiences for beneficial outcomes in terms of
their own emotional display and others’ perceptions of their pitch. This
work also contributes to emotion regulation research by comparing the
effects of different coping mechanisms for pre-pitch anxiety, unpacking
the specific ways to reappraise stressful situations, and demonstrating
the utility of upregulating beneficial emotions.

Links:
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[1] https://sites.uci.edu/lilyzhu/

COR – Merage Colloquium, Prof. Briscoe, “Career Consequences of Employee Activism,” April 9, 10:30am

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You are invited to a talk of interest to the COR community…

“The Career Consequences of Employee Activism: Evidence from the NFL Take a Knee Protest Movement”

Professor Forrest S. Briscoe
Pennsylvania State University Smeal College of Business

Friday, April 9, 2021

10:30a.m. – 12:00p.m.PST

Virtual Talk Via Zoom

Abstract:

Despite recognizing the potential risks for employees who choose to participate in protest at the workplace, researchers have rarely explored the actual career consequences that stem from such activism. We integrate research on employee activism and worker norms to theorize that workplace protest represents a perceived violation of idealized norms for professional employees that can lead to negative responses in the organization and labor market. We investigate this premise with the 2016 National Football League (NFL) “Take a Knee” protests as a strategic research setting. Constructing a matched sample of comparable protesting and non-protesting NFL players, we then use a difference-in-difference approach to causal identification. The results indicate that protesting is associated with negative consequences for subsequent compensation, as well as an increase in the probability of exiting from the occupational labor market. We further find that the negative effect of protesting on compensation is reduced for employees who have a potential managerial ally in their organization, in the form of a Black head coach. Overall, the findings offer contributions for research on employee activism, careers and inequality.

Colloquium COR/Merage: Prof. Chris Bauman, Friday, 11/6, 10:30 am

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A colloquium of interest to COR community…

“Tokens at the Top: How Existing Ethnic Diversity Influences Entrances to Top Management Teams”

Christopher W. Bauman, University of California, Irvine
(Paper joint with John Morton, Ben Lourie & Philip Bromiley)

10:30a.m. – 12:00p.m. (PST) Virtual Talk Via Zoom

https://uci.zoom.us/j/96978185870

Abstract: Top management teams (TMTs) remain considerably less ethnically diverse than other employees and the general public. Drawing from theories of diversity, we generate and test predictions about how representation of a given ethnic group on a TMT influences the likelihood that the TMT adds a member of the same ethnic group. Supporting a tokenism account of diversity on TMTs, results provide consistent evidence across ethnic groups that representation associates negatively with subsequent additions of members of the same ethnic group. Similarly, the departure of a member of a given ethnic group from a TMT increases the likelihood of appointing someone from that ethnic group. In contrast, CEO ethnicity associates positively with the likelihood of adding another individual of that ethnicity.