Columbia Business School Research

Firms with political connections to a regime with an authoritarian history face a dilemma when the regime undergoes a democratic transition. Such connections provide an essential competitive advantage when the regime is in power but become a liability when an institutional transition brings democratic change. This study theorizes that when mass protests expose a regime’s distorted policies favoring elites over others and signal a high probability of regime turnover, firms may hedge against the risks associated with their political connections by engaging in philanthropy.

With multinational corporations (MNCs) increasingly taking public stances on sociopolitical issues such as immigration, LGBTQ+ rights, and racism, it is imperative that International Business (IB) research keeps pace with normative societal debates. In this paper, we introduce the concept of corporate sociopolitical activism (SPA) to the IB literature and develop theory on why MNCs consistently or inconsistently engage in SPA in response to the same issue in their home country and a host country.

Immigrants are highly entrepreneurial. But, what is the broader relationship between high-skilled immigration and regional entrepreneurship activity beyond the ventures that immigrants establish themselves? Using administrative data on newly awarded H-1B visas in the United States, we document a positive relationship between highskilled immigration and regional entrepreneurship. A doubling of immigrants to a metropolitan statistical area is followed by a 6% increase in entrepreneurship within three years.

Although there have been numerous studies on voluntary departure—i.e., quit behavior—the way race influences voluntary departure is not yet settled. Some studies suggest racial minorities are more apt to voluntarily depart than non-minority employees due to discrimination in the workplace. Other studies suggest racial minorities are more apt to stay due to discrimination in the labor market.

Acquisitions can shift the market structure of a digital platform in ways that affect subsequent entries and hence the platform’s base of complementors. Synergies that complementor acquirers accrue can be entry-deterring. We develop a two-by-two typology of acquisition synergies in a multisided platform based on the two sides of a platform market (user side or complementary-technology side) and two sources of synergies (scale or scope economies).

Organizational secrecy is central to national security, politics, business, technology, healthcare, and law, but its effects are largely unknown. Keeping organizational secrets creates social divides between those who are required to keep the secret and those who are not allowed to know it. We demonstrate that keeping organizational secrets simultaneously evokes feelings of social isolation and status, which have opposing effects on employee well-being.

As concern with climate change increases, people seek to behave and consume sustainably. This requires understanding which behaviours, firms and industries have the greatest impact on emissions. Here we ask if people are knowledgeable enough to make choices that align with growing sustainability intentions.

In this paper, we develop a computational measure of the firm-level rhetorical nationalism. We first review the literature and develop a four-dimensional theoretical framework of nationalism relevant to firms: national pride, anti-foreign, dominant agenda, and corporate role. We then use machine-learning-based text analysis of over 41,000 annual reports of Chinese public firms from 2000 to 2020 and identify a dictionary of words for each dimension.

Nearly everyone keeps secrets, but only recently have we begun to learn about the secrets people keep in their everyday lives and the experiences people have with their secrets. Early experimental research into secrecy sought to create secrecy situations in the laboratory, but in trying to observe secrecy in real time, these studies conflated secrecy with the act of concealment. In contrast, a new psychology of secrecy recognizes that secrecy is far more than biting our tongues and dodging others’ questions.

Constituency mobilization is a widely prevalent corporate political strategy, yet we lack systematic evidence on the scope of its effectiveness. One emerging form of constituency mobilization is user mobilization, wherein a company focuses on rallying political support among its users. This approach differs from traditional lobbying, which relies on tightly controlled insider strategies to exert influence over lawmakers. In our study of user mobilization by platform-based companies in the U.S.

Disagreement over divergent viewpoints seems like an ever-present feature of American life—but how common is debate and with whom do debates most often occur? In the present research, we theorize that the landscape of debate is distorted by social media and the salience of negativity present in high-profile spats. To understand the true landscape of debate, we conducted three studies (N = 2985) across online and lab samples.

Due to the Covid-19 pandemic, many employees have spent a considerable amount of time being forced to work from home (WFH). We draw on the Job Demands-Resources (JD-R) model and self-affirmation theory to study how the anticipation of returning to the physical workplace affects work engagement and burnout. We assumed that employees are conflicted about returning to work (RTW). Whereas they may look forward to RTW they also appreciate aspects of WFH which would have to be foregone.

Industry groups engage in venue shifting when they seek to overturn or alter restrictive regulations imposed by one political venue through another. A critical step in this process is resolving uncertainties surrounding the preference of the targeted venue and the nature of the relevant policy proposal. While existing studies emphasize a long-term trial-and-error process of policy learning, we focus on nascent industries and argue that ventures seek other information sources to resolve these uncertainties quickly.

The contemporary art world is conservatively estimated to be a $65 billion USD market that employs millions of human artists, sellers, and collectors globally. Recent attention paid to AI-made art in prestigious galleries, museums, and popular media has provoked debate around how these statistics will change. Unanswered questions fuel growing anxieties. Are AI-made and human-made art evaluated in the same ways? How will growing exposure to AI-made art impact evaluations of human creativity? Our research uses a psychological lens to explore these questions in the realm of visual art.

This is the first study to consider the relationship between open source software (OSS) and entrepreneurship around the globe. This study measures whether country-level participation on the GitHub OSS platform affects the founding of innovative ventures, and where it does so, for what types of ventures. We estimate these effects using cross-country variation in new venture founding and OSS participation. We propose an approach using instrumental variables, and cannot reject a causal interpretation.

Can accelerators pick the most promising startup ideas no matter their provenance? Using unique data from a global accelerator where judges are randomly assigned to evaluate startups headquartered across the globe, we show that judges are less likely to recommend startups headquartered outside their home region by 4 percentage points. Back-of-the-envelope calculations suggest this discount leads judges to pass over 1 in 20 promising startups.

This study presents moral cost as a novel behavioral constraint on firm resource adjustment, specifically layoff decisions that can cause severe harm to employees. Revising the prevailing negative view of managers as purely self-interested, we propose that managers care about their employees and incur moral cost from layoffs. We leverage expansions in unemployment insurance as a quasi-natural experiment that reduces economic hardship for laid-off workers and, in turn, the moral cost of layoffs to managers. We find that these expansions license larger layoffs.

How should market designers trade off targeting and competition? We study a natural experiment in the release of new targeting technology for online ads. A platform in our study introduced targeting into select geographic markets based on a discontinuity in local characteristics. We find that advertisers used new targeting to avoid low quality ad inventory. This led to a reduction in ad impressions. When advertisers avoided this inventory, they retreated into smaller, less competitive ad auctions featuring fewer bidders for available ad space.

Strategies for coping with businesses that face the declining demand of late life-cycle products are
revisited in light of the enhanced competitive capabilities made possible by access to the World
Wide Web and connectivity to the Internet. Presumably endgame competitors may draw upon a
wider variety of implementation options on both the demand and supply sides when serving the
highly-connected markets reached via Internet access. Results are posited to be mixed since supply-

This paper analyzes the entire business registry of Colombia during 2015 to 2022, a period when Colombia received two million Venezuelan immigrants and refugees. We present two main findings. First, firms owned by foreigners, most of them Venezuelans, tend to be 10 to 20 percent more capitalized when founded, as compared to firms owned by locals within the same industry, geographic location, and year of registration. Second, while more intensive in capital, these firms owned by foreigners are just as likely to survive the first 2 and 3 years as firms owned by locals.

In-group bias can be detrimental for communities and economic development. We study the causal effect of financial constraints on in-group bias in prosocial behaviors – cooperation, norm enforcement, and sharing – among low-income rice farmers in rural Thailand, who cultivate and harvest rice once a year. We use a between-subjects design – randomly assigning participants to experiments either before harvest (more financially constrained) or after harvest. Farmers interacted with a partner either from their own village (in-group) or from another village (out-group).

Why do dominant incumbents decline? Extant analyses of declining dominance largely focus on the erosion of technological bases of dominance. In contrast, our novel explanation focuses on the effect of geographic fragmentation on the erosion of demand-side barriers to entry and rise in strategic rivalry along the evolutionary path of the dominant incumbent’s growing industry.

Past research shows that decision-makers discriminate against applicants with career breaks. Career breaks are common due to caring responsibilities, especially for working mothers, thereby leaving job seekers with employment gaps on their résumés.

Performance expectations are revisited pertaining to particular corporate strategies that were highlighted by Rumelt (1974). In particular, suggestions regarding expectations about conglomerate enterprises, vertical integration, and mature- or declining-demand businesses are offered in light of additional information about research findings and observed industry phenomena that are at odds with information available when Rumelt's (1974) study of diversification was performed.

By integrating the intersectional invisibility hypothesis with the behaviors from intergroup affect and stereotypes map framework, we examine the extent to which Black women’s dual-subordinated identities render them nonprototypical victims of discrimination, relative to White women and Black men, and the corresponding consequences.

The SMR was pleased to conduct a set of launch conferences before its first published issue in 2020. One launch conference occurred at Columbia Business School in the summer of 2019 at which James Gorman, Chairman and CEO of Morgan Stanley served as the keynote speaker. An edited excerpt of part of his address appears below, in which he describes essential elements of his conception of strategy, or his principles of strategy. Kathryn Rudie Harrigan, Henry R.

The extent to which men and women sort into different jobs and organizations—namely, gender differences in supply-side labor market processes—is a key determinant of workplace gender composition. This study draws on theories of congruence to uncover a unique organization-level driver of gender differences in job seekers’ behavior. We first argue and show that congruence between leadership gender and organizational claims is a key mechanism that drives job seekers’ interest.

Employee misconduct is costly to organizations and has the potential to be even more common in gig and remote work contexts, in which workers are physically distant from their employers. There is, thus, a need for scholars to better understand what employers can do to mitigate misconduct in these nontraditional work environments, particularly as the prevalence of such work environments is increasing.

We examine how organizations of different types --public, non-profit and for-profit -- engage in consumer-benefiting misconduct (CBM) by examining which patients benefit from hospitals of the three types gaming the market for liver transplants. Consistent with our theory, we find that public firms are the least likely of the three organization types to engage in CBM.

The stalling of COVID-19 vaccination rates threatens public health. To increase vaccination rates, governments across the world are considering the use of monetary incentives. Here we present evidence about the effect of guaranteed payments on COVID-19 vaccination uptake. We ran a large preregistered randomized controlled trial (with 8286 participants) in Sweden and linked the data to population-wide administrative vaccination records.

Turning around distressed operations is an alternative response to underperformance — as contrasted with using transactions such as divestitures or resource redeployment to deal with troublesome assets during corporate renewal. Taking the perspective of private-equity owners whose interests are primarily financial, we explain how their approach to turnarounds of troubled companies may differ from that of managers within publicly traded firms who may envision the realization of longer-term sources of operating synergy among their firms' lines of business.

An historical review of managers' corporate renewal decisions reveals an evolving pattern away from using operating turnarounds in favor of making changes in corporate scope via transactions. One explanation for this progression away from operations is that financial valuation considerations supplant other inputs to managers' strategic logics — a reflection of the rising influence of financial institutions as activist owners.

This article describes randomized field experiments implemented on two online labor market platforms examining the effect of employer charitable giving on a source of human capital that is becoming increasingly important to firms: the gig worker. It provides support that a message about charitable giving increases gig workers' willingness to complete extra work, and that pro-socially oriented gig workers are most responsive.

We investigate underlying sources of the US entrepreneurial ecosystem's advantage compared to other innovative economies by assessing the benefits Israeli startups derive from migrating to the US. Addressing positive sorting into migration, we show that migrants raise larger funding amounts and are more likely to have a US trademark and be acquired than non-migrants. Migrants also achieve a higher acquisition value. However, their patent output is not larger.

The extent to which men and women sort into different jobs and organizations—namely, gender differences in supply-side labor market processes—is a key determinant of workplace gender composition. This study draws on theories of congruence to uncover a unique organization-level driver of gender differences in job seekers’ behavior. We first argue and show that congruence between leadership gender and organizational claims is a key mechanism that drives job seekers’ interest.

Despite a recent surge in corporate activism, with firm leaders communicating about social-political issues unrelated to their core businesses, we know little about its strategic implications. This paper examines the effect of an employer communicating a stance about a social-political issue on employee motivation, using a two-phase, pre-registered field experiment in an online labor market platform. Results demonstrate an asymmetric treatment effect of taking a stance depending on whether the employee agrees or disagrees with that stance.

There has been extensive discussion about gender gaps in representation and career advancement in the sciences. However, psychological science itself has yet to be the focus of discussion or systematic review, despite our field’s investment in questions of equity, status, well-being, gender bias, and gender disparities. In the present article, we consider 10 topics relevant for women’s career advancement in psychological science.

Why does power lead to action? Theories of power suggest it leads to action because it presses the psychological gas pedal. A review of two decades of research finds, instead, that power releases the psychological brakes on action. Power releases the psychological brakes on action by making failure seem less probable and feel less painful, thereby decreasing the downside risks of action. Power releases the psychological brakes on action by shrouding the feelings and thoughts of others, thereby diminishing the perceived social costs of action.

Women make less than men in some science, technology, engineering, and math (STEM) fields. While explanations for this gender pay gap vary, they have tended to focus on differences that arise for women and men after they have worked for a period of time. In this study we argue that the gender pay gap begins when women and men with earned degrees enter the workforce. Further, we contend the gender pay gap may arise due to cultural beliefs about the appropriateness of women and men for STEM professions that shape individuals’ self-beliefs in the form of self-efficacy.

Salary history bans forbid employers from asking job candidates to disclose their salaries. However, applicants can still volunteer this information. Our theoretical model predicts the effect of these laws varies by how workers comply. Our survey of Americans in the labor force finds candidates fall into three compliance types: 25% always disclose their salary whether asked or not, 17% never disclose, and 58% comply with the ban (disclosing only when asked). Importantly, compliance type varies by demographics (e.g.