In this paper I propose goal setting as a mechanism for linking brainstorming research to organizational creativity. Using the large body of literature on brainstorming as a prototype, I develop a goal-based view of intervention in idea generation. A goal-based view provides new insight into the conduct and evaluation of brainstorming research that improves its relevance to management, and it suggests a broader agenda for defining expectations for creative ideas and tailoring interventions to match these definitions.

Numerous histories of the early days of individual academic fields have been written, but scholars generally have stopped short of proposing generalizable frameworks or testable propositions for why these focal fields survived and prospered. We integrate logics from social movement theory and the sociology of science to model the rise of an aspiring academic community as an admittance-seeking social movement consisting of three major elements: differentiation, mobilization, and legitimacy building. We offer propositions based on in-depth analysis of the rise of a specific field—strategic management—within the administrative sciences.

In this article the author examines business concepts advanced in the article "The Role of Environmental Dynamics in Building a First Mover Advantage Theory." Noted is the efficacy of the contention that first mover advantage applies to individual types of products and certain industries and that this quality is associated with market share measured against that of the competition. The author of the article examines the importance of lead time on the successful launch of a new product. Also discussed is the business strategy associated with first mover advantage and the cyclical timing associated with the marketing concept.

We develop a model to explain the process by which corporate failure leads to professional devaluation of individual elites. We envision that corporate failure evokes a stigmatization process, in which society's arbiters engage in constituent minded sensemaking to interpret the conditions surrounding the failure, including the characteristics of the individual elite, and arrive at judgments about the person's blameworthiness. We discuss implications of this research for the study of stigma and stigmatization, as well as “settling-up” in managerial labor markets.

We present a model that captures processes leading to aggressive behaviors in the workplace. Starting with trigger events, the model outlines the development of aggressive behaviors via three processing routes that vary in their level of deliberate, mindful processing. The model outlines how repeated exposure to trigger events can lead to the escalation of workplace aggression while also highlighting the moderating role of such factors as an individual's level of self-control and attitude toward revenge.