Tag Archives: award

AOM 2016 RM Division Award-Winning Papers

Congratulations to the following award-winning papers for the 2016 Academy of Management Annual Conference.

Sage/RMD Best Division Paper Award Winner

Dichotomizing Network Data Can Change the Meaning of Actor Centrality, by Noah Eisenkraft (University of North Carolina, Chapel Hill)

Monday, August 8, 9:45 pm – 11:15 pm, Anaheim Convention Center, 304A 

This paper explores the consequences of calculating actor centrality-how connected actors are to the other members of a larger group-with dichotomized network data. I argue that the meaning of actor centrality may change when researchers convert valued network data into a binary network. Data from eight archival data sets suggests that centrality describes overall connectedness when the network is dichotomized at a low cut point-e.g., when even acquaintances count as ties-but transforms into a measure of cliquishness/relationship exclusivity when the network is dichotomized at a high cut point–e.g., when friends, but not acquaintances, count as ties. Researchers who dichotomize network data may unknowingly use centrality estimates that do not map onto their theoretical construct of interest. Link to this paper’s session here.

SAGE/RMD Best Division Student Paper Award Winner

A Critical Note on the Prevalent Use of the Standard Deviation as Diversity Measure, by Kim De Meulenaere (KU Leuven)

Monday, August 8, 9:45 pm – 11:15 pm, Anaheim Convention Center, 304A 

This study gives serious consideration to the prevalent use of the standard deviation (SD) to measure diversity. Whereas prior literature has argued that diversity is not a unitary construct but can be conceptualized as separation, variety, or disparity-all engendering fundamentally different effects-, so far diversity scholars have largely used one measure, SD, to operationalize each of these different types of diversity when studying continuous, and in particular ratio-scale, variables. This study carefully scrutinizes the behavior of SD and argues that it is not appropriate to measure either separation, or variety, or disparity. We introduce a framework of alternative operationalizations that align well with the different conceptualizations of diversity-i.e., the polarization index (Pol) for separation, Blau’s heterogeneity index (Blau) for variety, and the Gini index (Gini) for disparity. Using a sample of 5,892 Belgian firm observations (2008-2011) and taking the example of age diversity, we illustrate empirically the overlaps and differences between SD, Pol, Blau, and Gini, as well as their differential effects on a firm-level outcome variable: labor productivity. Link to this paper’s session here.