Federico Aime | Oklahoma State University (original) (raw)
Papers by Federico Aime
Strategic Management Journal, 2022
Strategic Management Journal, 2019
Organizational Psychology Review, 2011
ABSTRACT We theorize that the location of individual actors in the context of the larger social n... more ABSTRACT We theorize that the location of individual actors in the context of the larger social network within the organization has important but to date overlooked implications for employee role innovations. Complementing past research that places primary emphasis on individual predictors of role innovations, we developed arguments about the nature of basic characteristics of the social structure (the nature of distal and proximal ties) as resources that provide employees with the potential to be innovative about their roles in ways that enhance job satisfaction and career success.
Strategic Management Journal, 2016
This article has been accepted for publication and undergone full peer review but has not been th... more This article has been accepted for publication and undergone full peer review but has not been through the copyediting, typesetting, pagination and proofreading process, which may lead to differences between this version and the Version of Record. Please cite this article as
Management Research Review, 2014
Purpose– The purpose of this study is to examine the effect of boards’ demographic diversity on f... more Purpose– The purpose of this study is to examine the effect of boards’ demographic diversity on firms’ strategic change and the interaction effect of firm performance.Design/methodology/approach– This paper used secondary data derived from publicly listed firms in Kenya during 2002-2010 and analyzed the data using fixed effects regression model to test the effect of board demographic and strategic change, while moderated regression analysis was used to test the moderating effect of firm performance.Findings– The results partially supported board demographic diversity–strategic change hypothesis. In particular, results indicate that age diversity produces less strategic change, while functional diversity is associated with greater levels of strategic change. The moderated regression results do not support our general logic that high firm performance enhances board demographic diversity–strategic change relationship. In effect, the results reveal that at high level of firm performance...
Grant (1996a; 1996b) referred to the critical ability of innovative organizations to integrate va... more Grant (1996a; 1996b) referred to the critical ability of innovative organizations to integrate various forms of specialized tacit knowledge, most of which resides in the individuals that work for them. Other management scholars have also focused on the critical role of knowledge ...
... general finding from collaboration research is that organizations involved in inter-firm coll... more ... general finding from collaboration research is that organizations involved in inter-firm collaboration usually achieve above average performance and survival, although with substantial variation in outcomes (Burt, 1983; Hagedoorn & Schakeraad, 1994; Mitchel & Singh, 1996 ...
Academy of Management Proceedings, 2017
Personality, much like many organizational phenomena, is often contradictory, leading to both pos... more Personality, much like many organizational phenomena, is often contradictory, leading to both positive and negative consequences. Although it's often tempting to categorize constructs like personality as either 'good' or 'bad,' understanding its paradoxical nature may be key to highlighting positive characteristics and downplaying the negative to advantage organizations and their members. In this symposium, we focus on the paradoxical nature of narcissism, or the inflated view of oneself associated with traits of extraversion and antagonism, and imposter syndrome, or perceptions of professional fraudulence and hidden illegitimacy. Interestingly, both narcissism and imposter syndrome have been shown to have some benefits as well as some less desirable consequences. This symposium brings together thoughtful commentary and rigorous studies from scholars who are examining the double-edged nature of narcissism and imposter syndrome in organizations." Narcissism and Leadership: The Energy Clash Model Presenter:...
Supplemental material, Supplementary_Materials_200203 for Culture and Patterns of Reciprocity: Th... more Supplemental material, Supplementary_Materials_200203 for Culture and Patterns of Reciprocity: The Role of Exchange Type, Regulatory Focus, and Emotions by Yingli Deng, Cynthia S. Wang, Federico Aime, Long Wang, Niro Sivanathan and Yun Chung (Karina) Kim in Personality and Social Psychology Bulletin
Academy of Management Proceedings, 2018
This study builds on insights from both upper echelons and “economizing” theories in strategy to ... more This study builds on insights from both upper echelons and “economizing” theories in strategy to examine the effects of CEO Machiavellianism on firm performance. While Machiavellianism has been usu...
Standing on the Shoulders of Giants, 2019
This work describes and demonstrates a novel measurement system refered to as videometrics. Video... more This work describes and demonstrates a novel measurement system refered to as videometrics. Videometrics uses third-party ratings of video samples to assess individuals’ characteristics with psychometrically validated instruments of the measures of interest. Videometrics is argued to help ensure valid measurement in difficult to access subject pools, offering substantial promise for future research. This work explains the methodology and demonstrates the applicability and validity of videometrics in multiple studies in the context of a difficult to access subject pool – chief executive officers (CEOs). Finally, the applicability of the method to samples for which lack of access to individuals of interest has limited empirical investigation is discussed.
Academy of Management Proceedings, 2021
In this paper, in response to mixed empirical findings and theoretical criticism of Agency Theory... more In this paper, in response to mixed empirical findings and theoretical criticism of Agency Theory, we raise a broader question: are there agency behaviors that are not considered within traditional renderings of Agency Theory? We argue that, because agents vary in their mobility, human market imperfections and their ex ante costs do not disappear with creation of a contract and cannot be assumed away. These costs are constantly redefined and must be included in the general model of agency that we develop. We define certain behaviors that are ex ante driven to be external agency behaviors. In this paper we define five aspects of agent mobility that facilitate ex ante driven external agency: 1) availability of alternative contracts; 2) heterogeneity in general human capital; 3) heterogeneity in social capital; 4) heterogeneity in agent’s charisma; and 5) outcome measurability. We develop a theoretical model of how agent mobility moderates the fundamental theoretical relationships in A...
Frontiers of entrepreneurship research, 2015
Efficiency of Orthogonal Frequency-Division Multiplexing (OFDM) system is improved by reducing th... more Efficiency of Orthogonal Frequency-Division Multiplexing (OFDM) system is improved by reducing the power consumed by its transmitter and also by improving the spectral efficiency. Power usage is reduced by reducing the PAPR of OFDM system and spectral efficiency is improved by Adaptive modulation and coding schemes (AMC). In OFDM system, transmission signals can have high peak values in the time domain since many subcarrier components are added via an inverse fast Fourier transformation (IFFT) operation. As a result, OFDM systems are known to have a high peak-to-average power ratio (PAPR) or Crest factor when compared to single-carrier systems. The high PAPR is one of the most detrimental aspects in an OFDM [2,3] system. High PAPR decreases the signal-to-quantization noise ratio (SQNR) of the analog-digital convertor (ADC) and digitalanalog convertor (DAC) while degrading the efficiency of the power amplifier in the transmitter. PAPR problem is more of a concern in the uplink since the efficiency of the power amplifier is critical due to the limited battery power in a mobile terminal. The core idea of AMC is to dynamically change the modulation and coding plans dependent upon the channel conditions in order to enhance overall spectral efficiency. Here through Matlab simulations overall battery power usage reductions and improvement in data throughout are shown.
Academy of Management Proceedings, 2017
The notion of celebrity permeates every aspect of society. Yet, despite its prevalence, organizat... more The notion of celebrity permeates every aspect of society. Yet, despite its prevalence, organizational research on celebrity is severely limited. In a qualitative investigation, we develop grounded theory pertaining to the development and impact of celebrity employees. Our investigation uncovered employees who obtained celebrity (i.e., glamorous or notorious prestige) as a function of, but not subsumed by, their association with an employer. Working in an organization with a permeable organizational boundary allowed employees to traverse several pathways towards celebrity, with some obtaining high levels of celebrity. Those at the pinnacle of celebrity basked in adulation of both their fans and other employees looking up at them, all while performing their jobs well and bringing value to the organization. On the other hand, they felt depleted by it, finding the demands of fostering and maintaining numerous relationships external to the organization to be disruptive and draining. Through this study, we beg...
Journal of Applied Psychology, 2021
We examine how team members respond to the inclusion of new members' physical attractiveness ... more We examine how team members respond to the inclusion of new members' physical attractiveness and sex. Drawing on Social Exchange Theory, we argue and show that incumbent team members engage in three behaviors (mimicry, ingratiation, and challenging) in response to the inclusion of more or less attractive male or female members in their team. Using a multilevel experimental design, we show that existing team members mimic newcomers who are higher on physical attractiveness and that the effect is more pronounced when there is a sex match (i.e., existing males mimic new males more). Furthermore, they ingratiate toward the physically attractive newcomers who are also committed to the task. In addition, we find that existing team members challenge physically attractive females who are committed to the task. Our findings suggest that the basic combinations of primary cues of newcomers' characteristics affect intrateam behaviors and produce different outcomes across sexes for attractiveness. By shifting the attention to the effect that newcomers have on team behaviors, the study provides novel insights for scholars that help move the discussion of team membership changes beyond the traditional accounts of new member socialization and team effectiveness. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Strategic Management Journal, 2020
Strategic Management Journal, 2022
Strategic Management Journal, 2019
Organizational Psychology Review, 2011
ABSTRACT We theorize that the location of individual actors in the context of the larger social n... more ABSTRACT We theorize that the location of individual actors in the context of the larger social network within the organization has important but to date overlooked implications for employee role innovations. Complementing past research that places primary emphasis on individual predictors of role innovations, we developed arguments about the nature of basic characteristics of the social structure (the nature of distal and proximal ties) as resources that provide employees with the potential to be innovative about their roles in ways that enhance job satisfaction and career success.
Strategic Management Journal, 2016
This article has been accepted for publication and undergone full peer review but has not been th... more This article has been accepted for publication and undergone full peer review but has not been through the copyediting, typesetting, pagination and proofreading process, which may lead to differences between this version and the Version of Record. Please cite this article as
Management Research Review, 2014
Purpose– The purpose of this study is to examine the effect of boards’ demographic diversity on f... more Purpose– The purpose of this study is to examine the effect of boards’ demographic diversity on firms’ strategic change and the interaction effect of firm performance.Design/methodology/approach– This paper used secondary data derived from publicly listed firms in Kenya during 2002-2010 and analyzed the data using fixed effects regression model to test the effect of board demographic and strategic change, while moderated regression analysis was used to test the moderating effect of firm performance.Findings– The results partially supported board demographic diversity–strategic change hypothesis. In particular, results indicate that age diversity produces less strategic change, while functional diversity is associated with greater levels of strategic change. The moderated regression results do not support our general logic that high firm performance enhances board demographic diversity–strategic change relationship. In effect, the results reveal that at high level of firm performance...
Grant (1996a; 1996b) referred to the critical ability of innovative organizations to integrate va... more Grant (1996a; 1996b) referred to the critical ability of innovative organizations to integrate various forms of specialized tacit knowledge, most of which resides in the individuals that work for them. Other management scholars have also focused on the critical role of knowledge ...
... general finding from collaboration research is that organizations involved in inter-firm coll... more ... general finding from collaboration research is that organizations involved in inter-firm collaboration usually achieve above average performance and survival, although with substantial variation in outcomes (Burt, 1983; Hagedoorn & Schakeraad, 1994; Mitchel & Singh, 1996 ...
Academy of Management Proceedings, 2017
Personality, much like many organizational phenomena, is often contradictory, leading to both pos... more Personality, much like many organizational phenomena, is often contradictory, leading to both positive and negative consequences. Although it's often tempting to categorize constructs like personality as either 'good' or 'bad,' understanding its paradoxical nature may be key to highlighting positive characteristics and downplaying the negative to advantage organizations and their members. In this symposium, we focus on the paradoxical nature of narcissism, or the inflated view of oneself associated with traits of extraversion and antagonism, and imposter syndrome, or perceptions of professional fraudulence and hidden illegitimacy. Interestingly, both narcissism and imposter syndrome have been shown to have some benefits as well as some less desirable consequences. This symposium brings together thoughtful commentary and rigorous studies from scholars who are examining the double-edged nature of narcissism and imposter syndrome in organizations." Narcissism and Leadership: The Energy Clash Model Presenter:...
Supplemental material, Supplementary_Materials_200203 for Culture and Patterns of Reciprocity: Th... more Supplemental material, Supplementary_Materials_200203 for Culture and Patterns of Reciprocity: The Role of Exchange Type, Regulatory Focus, and Emotions by Yingli Deng, Cynthia S. Wang, Federico Aime, Long Wang, Niro Sivanathan and Yun Chung (Karina) Kim in Personality and Social Psychology Bulletin
Academy of Management Proceedings, 2018
This study builds on insights from both upper echelons and “economizing” theories in strategy to ... more This study builds on insights from both upper echelons and “economizing” theories in strategy to examine the effects of CEO Machiavellianism on firm performance. While Machiavellianism has been usu...
Standing on the Shoulders of Giants, 2019
This work describes and demonstrates a novel measurement system refered to as videometrics. Video... more This work describes and demonstrates a novel measurement system refered to as videometrics. Videometrics uses third-party ratings of video samples to assess individuals’ characteristics with psychometrically validated instruments of the measures of interest. Videometrics is argued to help ensure valid measurement in difficult to access subject pools, offering substantial promise for future research. This work explains the methodology and demonstrates the applicability and validity of videometrics in multiple studies in the context of a difficult to access subject pool – chief executive officers (CEOs). Finally, the applicability of the method to samples for which lack of access to individuals of interest has limited empirical investigation is discussed.
Academy of Management Proceedings, 2021
In this paper, in response to mixed empirical findings and theoretical criticism of Agency Theory... more In this paper, in response to mixed empirical findings and theoretical criticism of Agency Theory, we raise a broader question: are there agency behaviors that are not considered within traditional renderings of Agency Theory? We argue that, because agents vary in their mobility, human market imperfections and their ex ante costs do not disappear with creation of a contract and cannot be assumed away. These costs are constantly redefined and must be included in the general model of agency that we develop. We define certain behaviors that are ex ante driven to be external agency behaviors. In this paper we define five aspects of agent mobility that facilitate ex ante driven external agency: 1) availability of alternative contracts; 2) heterogeneity in general human capital; 3) heterogeneity in social capital; 4) heterogeneity in agent’s charisma; and 5) outcome measurability. We develop a theoretical model of how agent mobility moderates the fundamental theoretical relationships in A...
Frontiers of entrepreneurship research, 2015
Efficiency of Orthogonal Frequency-Division Multiplexing (OFDM) system is improved by reducing th... more Efficiency of Orthogonal Frequency-Division Multiplexing (OFDM) system is improved by reducing the power consumed by its transmitter and also by improving the spectral efficiency. Power usage is reduced by reducing the PAPR of OFDM system and spectral efficiency is improved by Adaptive modulation and coding schemes (AMC). In OFDM system, transmission signals can have high peak values in the time domain since many subcarrier components are added via an inverse fast Fourier transformation (IFFT) operation. As a result, OFDM systems are known to have a high peak-to-average power ratio (PAPR) or Crest factor when compared to single-carrier systems. The high PAPR is one of the most detrimental aspects in an OFDM [2,3] system. High PAPR decreases the signal-to-quantization noise ratio (SQNR) of the analog-digital convertor (ADC) and digitalanalog convertor (DAC) while degrading the efficiency of the power amplifier in the transmitter. PAPR problem is more of a concern in the uplink since the efficiency of the power amplifier is critical due to the limited battery power in a mobile terminal. The core idea of AMC is to dynamically change the modulation and coding plans dependent upon the channel conditions in order to enhance overall spectral efficiency. Here through Matlab simulations overall battery power usage reductions and improvement in data throughout are shown.
Academy of Management Proceedings, 2017
The notion of celebrity permeates every aspect of society. Yet, despite its prevalence, organizat... more The notion of celebrity permeates every aspect of society. Yet, despite its prevalence, organizational research on celebrity is severely limited. In a qualitative investigation, we develop grounded theory pertaining to the development and impact of celebrity employees. Our investigation uncovered employees who obtained celebrity (i.e., glamorous or notorious prestige) as a function of, but not subsumed by, their association with an employer. Working in an organization with a permeable organizational boundary allowed employees to traverse several pathways towards celebrity, with some obtaining high levels of celebrity. Those at the pinnacle of celebrity basked in adulation of both their fans and other employees looking up at them, all while performing their jobs well and bringing value to the organization. On the other hand, they felt depleted by it, finding the demands of fostering and maintaining numerous relationships external to the organization to be disruptive and draining. Through this study, we beg...
Journal of Applied Psychology, 2021
We examine how team members respond to the inclusion of new members' physical attractiveness ... more We examine how team members respond to the inclusion of new members' physical attractiveness and sex. Drawing on Social Exchange Theory, we argue and show that incumbent team members engage in three behaviors (mimicry, ingratiation, and challenging) in response to the inclusion of more or less attractive male or female members in their team. Using a multilevel experimental design, we show that existing team members mimic newcomers who are higher on physical attractiveness and that the effect is more pronounced when there is a sex match (i.e., existing males mimic new males more). Furthermore, they ingratiate toward the physically attractive newcomers who are also committed to the task. In addition, we find that existing team members challenge physically attractive females who are committed to the task. Our findings suggest that the basic combinations of primary cues of newcomers' characteristics affect intrateam behaviors and produce different outcomes across sexes for attractiveness. By shifting the attention to the effect that newcomers have on team behaviors, the study provides novel insights for scholars that help move the discussion of team membership changes beyond the traditional accounts of new member socialization and team effectiveness. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
Strategic Management Journal, 2020