Distributed Attention and Shared Emotions in the Innovation Process
By T. Vuori, Quy Nguyen Huy. 2016
452 citations recorded by the source corpus.
Subfields: Experimental and Cognitive Psychology, Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/486376b48447d2f4303ed456f3bd944f02bbc45d
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In Experimental and Cognitive Psychology
In Organizational Behavior and Human Resource Management
In Social Psychology
Citations in the corpus
- Integrating emotions and affect in theories of management (2017, background): “Affective differences in contexts could matter for organizational performance (e.g., Huy, 2002; Vuori & Huy, 2016).”
- Rethinking ‘Top-Down’ and ‘Bottom-Up’ Roles of Top and Middle Managers in Organizational Change: Implications for Employee Support (2017, unknown): “audience or external stakeholders (Vuori and Huy, 2016).”
- Flexing the Frame: TMT Framing and the Adoption of Non-Incremental Innovations in Incumbent Firms (2017, unknown): “…for emotional framing allows the possibility for contrasting sets of innovation and organizational capabilities to remain coupled with an emotionally engaged TMT articulation and narrative (Battilana & Dorado, 2010; Gardner, Anand, & Morris, 2008; Raisch & Tushman, 2016; Vuori & Huy, 2016).”
- Does Negative Feedback Benefit (or Harm) Recipient Creativity? The Role of the Direction of Feedback Flow (2020, methodology): “A small minority of the research has looked at bottom-up feedback (e.g., Ford & Gioia, 2000; Vuori & Huy, 2015), and other research did not specify the senders and recipients (e.g., Fang et al., 2014; Van Dijk & Kluger, 2011).”