Corinne Post
Lehigh University, Management, Faculty Member
We introduce the concept of team entrepreneurial passion (TEP), a team-level construct representing the level of shared intense positive feelings for a collective and central team identity for new venture teams (NVTs). Additionally, we... more
We introduce the concept of team entrepreneurial passion (TEP), a team-level construct representing the level of shared intense positive feelings for a collective and central team identity for new venture teams (NVTs). Additionally, we develop a dynamic theoretical model of (a) the processes by which TEP can emerge from different combinations of new venture team members’ individual entrepreneurial passions; (b) the influence of TEP on team and individual member outcomes; and (c) the relative importance of TEP emergence and influence processes at different venture stages. Our model has theoretical and practical implications for scholarship concerning affective diversity, shared affect, collective identity, NVTs, and entrepreneurial passion.
Research Interests:
This study contributes to the work on board composition and firm corporate social responsibility by extending it to the environmental domain. It evaluates the relationship between boards of directors’ composition and environmental... more
This study contributes to the work on board composition and firm corporate social responsibility by extending it to the environmental domain. It evaluates the relationship between boards of directors’ composition and environmental corporate social responsibility (ECSR) by integrating literatures on board composition, firm corporate social responsibility, and individual differences in attitudes toward and information about environmental issues. Using disclosed company data and the natural environment ratings data from Kinder Lydenberg Domini (KLD) Inc. for 78 Fortune 1000 companies, the study finds that a higher proportion of outside board directors is associated with more favorable ECSR and higher KLD strengths scores. Firms with boards composed of three or more female directors received higher KLD strengths scores. And, boards whose directors average closer to 56 years in age and those with a higher proportion of Western European directors are more likely to implement environmental governance structures or processes. Our results also reinforce growing concerns around unidimensional KLD measures.
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One of the major roadblocks in conducting Environmental Corporate Social Responsibility (ECSR) research is operationalization of the construct. Existing ECSR measurement tools either require primary data gathering or special subscriptions... more
One of the major roadblocks in conducting Environmental Corporate Social Responsibility (ECSR) research is operationalization of the construct. Existing ECSR measurement tools either require primary data gathering or special subscriptions to proprietary databases that have limited replicability. We address this deficiency by developing a transparent ECSR measure, with an explicit coding scheme, that strictly relies on publicly available data. Our ECSR measure tests favorably for internal consistency and inter-rater reliability, as well as convergent and discriminant validity.
Whether and how women directors influence firms' engagement in socially responsible business practices and social reputation among diverse stakeholders is unclear due to conflicting empirical evidence, the lack of a coherent theory... more
Whether and how women directors influence firms' engagement in socially responsible business practices and social reputation among diverse stakeholders is unclear due to conflicting empirical evidence, the lack of a coherent theory linking these variables, and inattention to the national contexts in which these relationships occurs. Results from our meta-analysis of 87 independent samples suggest that, while generally positive, the female board representation–social performance relationship is even more positive in national contexts when boards may be more motivated to draw on the resources that women directors bring to a board (i.e., among firms operating in countries with stronger shareholder protections) and in contexts where intra-board power distribution may be more balanced (i.e., in countries with higher gender parity). Future studies should more attentively examine how firms' institutional contexts enhance or mitigate the relationship between women's representation on boards and corporate social performance. Our findings also highlight the need for a comprehensive understanding of the social performance-related knowledge, perspectives, and values that men and women bring to boards. Our results suggest that, to enhance any benefits of diversity for corporate social performance, efforts be directed at holding boards more accountable toward diverse stakeholders and improving the status of women in society and in the workforce.
Research Interests:
Research Interests:
As the population in many Western economies continues to age, organizations will be challenged to understand and manage employees’ retirement expectations and decisions as their careers unfold. This paper seeks to inform the careers and... more
As the population in many Western economies continues to age, organizations will be challenged to understand and manage employees’ retirement expectations and decisions as their careers unfold. This paper seeks to inform the careers and management literatures on factors contributing to retirement intentions at different career stages. Drawing on retirement and careers research, we evaluate how career stage, individual characteristics, and job attributes relate to the age at which workers expect to retire. Using a sample of mid and late career professionals with MBAs, we find that career stage, work centrality, retirement attitudes, and income relate to expected retirement age. In addition, the expected retirement age is much more sensitive to income at mid career than at late career and is more sensitive to work centrality at late career than at mid career. We discuss implications for careers research and for human resource management practice.
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This study seeks to understand to what extent and in what contexts women leaders may be advantageous for teams. More specifically, this study examines how team leader gender relates to team cohesion, cooperative learning, and... more
This study seeks to understand to what extent and in what contexts women leaders may be advantageous for teams. More specifically, this study examines how team leader gender relates to team cohesion, cooperative learning, and participative communication. Furthermore, the study argues that advantages derived from female leadership may be contingent on teams’ coordination requirements. I propose that as teams’ coordination requirements increase (i.e., with functional diversity, size, and geographic dispersion), teams with women leaders report more cohesion and more cooperative and participative interaction norms than those with men leaders. I aggregated survey responses from the members of 82 teams in 29 organizations at the team level. Findings from hierarchical linear modeling analyses suggest that female leadership is more positively associated with cohesion on larger and more functionally diverse teams and more positively associated with cooperative learning and participative communication on larger and geographically dispersed teams. These results call for more research on boundary conditions on the relationship between leader gender and team outcomes, on the role of relational leadership on complex and diverse teams, and, ultimately, on the potential mediating role of cohesion and team interaction norms on the relationship between leader gender and team performance.
Research Interests:
Despite a large literature examining the relationship between women on boards and firm financial performance, the evidence is mixed. To reconcile the conflicting results, we statistically combined the results from 140 studies and examined... more
Despite a large literature examining the relationship between women on boards and firm financial performance, the evidence is mixed. To reconcile the conflicting results, we statistically combined the results from 140 studies and examined whether results vary by firms’ legal/regulatory and socio-cultural contexts. We found that female board representation is positively related to accounting returns and that this relationship is more positive in countries with stronger shareholder protections -- perhaps because shareholder protections motivate boards to use the different knowledge, experience, and values that each member brings to the board. Although the relationship between female board representation and market performance is near-zero, the relationship is positive in countries with greater gender parity (and negative in countries with low gender parity) -- perhaps because societal gender differences in human capital may influence investors’ evaluations of the future earning potential of firms that have more female directors. Lastly, we found that female board representation is positively related to boards’ two primary responsibilities, monitoring and strategy involvement. For both firm financial performance and board activities, we found mean effect sizes comparable to those found in meta-analyses of other aspects of board composition. We discuss the theoretical and practical implications of our findings.
Research Interests: Diversity Management, Corporate governance, board of directors, Board Composition and Corporate Governance, Board Composition and Gender Diversity, Boards of directors, and 5 moreBoard of Directors, Effect of Board Characteristics on Firm Performance, Female directors, Boardroom Diversity, and Directors' Duties
A growing body of work suggests that the presence of women and of independent directors on boards of directors is associated with higher corporate environmental performance. However, the mechanisms linking board composition to corporate... more
A growing body of work suggests that the presence of women and of independent directors on boards of directors is associated with higher corporate environmental performance. However, the mechanisms linking board composition to corporate environmental performance are not well understood. This study proposes and empirically tests the mediating role of sustainability-themed alliances in the relationship between board composition and corporate environmental performance. Using the population of public oil and gas firms in the United States (U.S.) as the sample, the study relies on renewable energy alliances to measure sustainability-themed alliances and longitudinally analyzes lagged data for independent and control variables. The study found that 1) the higher the representation of women on a firm’s board, the more likely the firm is to form sustainability-themed alliances, and 2) the higher the representation of independent directors on a firm’s board, the more likely the firm is to form sustainability-themed alliances. Such alliances, in turn, positively contribute to corporate environmental performance. This paper discusses the study’s contributions to the board composition-social performance literature.