@misc{ReifGegenhuberUrbigetal., author = {Reif, Karina and Gegenhuber, Thomas Karl and Urbig, Diemo and B{\"u}rger, Robin}, title = {Can radicals get a seat on the negotiation table? A Dynamic Perspective on Legitimation Processes}, series = {Academy of Management Proceedings}, volume = {2021}, journal = {Academy of Management Proceedings}, number = {1}, publisher = {Academy of Management}, issn = {0065-0668}, doi = {10.5465/AMBPP.2021.14300abstract}, abstract = {The growing body of the cultural entrepreneurship literature seeks to understand how actors facing the liability of newness gain legitimacy in the eyes of resource holding audiences. However, less is known about how dynamics play out overtime when an actor with a lack of legitimacy seeks to regain it. In this paper, we conduct a qualitative, in-depth case study of a radical soccer fan community facing an identity-threatening political decision (i.e., relocating their fan zone within their stadium). Realizing that they lack a seat on the negotiation table and their traditional forms of protest bore no fruits, they launched a crowdfunding campaign to promote their cause (i.e., keeping the fan zone). The radicals successfully raised money and - even more important - convinced several national and international audiences, ultimately resulting in a legitimacy gain in the critical local political audience's eyes. This paper demonstrates how digital artifacts such as crowdfunding serve as a mechanism for dissociating with illegitimate elements while reconfiguring the links with the environment to gain legitimacy. Moreover, we demonstrate that actors with a lack of legitimacy first need to gain endorsements from other actors before turning to the actor holding the most critical resource.}, language = {en} } @misc{UrbigReifLengsfeldetal., author = {Urbig, Diemo and Reif, Karina and Lengsfeld, Stephan and Procher, Vivien D.}, title = {Promoting or Preventing Entrepreneurship? Employers' perceptions of and reactions to employees' entrepreneurial side jobs}, series = {Technological Forecasting and Social Change}, volume = {172}, journal = {Technological Forecasting and Social Change}, issn = {0040-1625}, doi = {10.1016/j.techfore.2021.121032}, abstract = {Many entrepreneurs start their businesses while staying employed. Although such businesses are theorized to have positive and negative effects on employers' businesses, employers' perceptions and reactions to subordinates' entrepreneurial side businesses are mostly unexplored. Based on a vignette study of 988 managers, we find that employers acknowledge both opportunities related to increased job performance and job attitudes as well as threats emerging from enterprising employees. Employers' prior experiences with enterprising employees make them perceive positive consequences as more likely. Situational factors affect the outcome expectancies and moderate the relationships between these outcome expectancies and employer behavior. We discuss implications of our findings for fostering entrepreneurial mindsets in established organizations and for the emergence of entrepreneurship.}, language = {en} } @misc{UrbigReifLengsfeldetal., author = {Urbig, Diemo and Reif, Karina and Lengsfeld, Stephan and Procher, Vivien D.}, title = {Employers' reactions to employees' hybrid entrepreneurship}, series = {Frontiers of entrepreneurship research 2021 : proceedings of the forty-first annual Babson College Entrepreneurship Research Conference}, journal = {Frontiers of entrepreneurship research 2021 : proceedings of the forty-first annual Babson College Entrepreneurship Research Conference}, publisher = {Arthur M. Blank Center for Entrepreneurship}, address = {Babson Park, Massachusetts}, isbn = {978-0-910897-47-1}, pages = {109 -- 114}, abstract = {Many entrepreneurs start their businesses while being employed. We analyze managers' perceptions of and reactions to subordinates' entrepreneurial side businesses. Expecting improved personal skills, higher innovativeness, higher efficiency, and a better employer image leads to more positive employer reactions. Previous experiences with enterprising employees make managers perceive such positive consequences as more likely. Expectations of employees using employer resources for own businesses, lower resilience and flexibility, and a lowered fit of employees with the employing organization lead to more discouraging behaviors. Situational factors such as employee importance and proximity of employee's and employer's businesses affect these outcome expectancies and moderate the relationships between outcome expectancies and employers' behaviors.}, language = {en} } @misc{ReifGegenhuberUrbigetal., author = {Reif, Karina and Gegenhuber, Thomas Karl and Urbig, Diemo and B{\"u}rger, Robin}, title = {A Lost Cause? A Process Perspective on How Outsiders Overcome Stigmatization}, series = {Academy of Management Annual Meeting Proceedings}, volume = {2022}, journal = {Academy of Management Annual Meeting Proceedings}, number = {1}, publisher = {Academy of Management}, issn = {0065-0668}, doi = {10.5465/AMBPP.2022.14592abstract}, abstract = {While we have a great deal of scholarship on legitimacy, our understanding of how stigmatized actors seek to (re-)gain legitimacy remains quite limited. We seek to enhance our understanding of such processes through a qualitative, in-depth case study of a radical soccer fan community that, when faced an identity-threatening event, launched a crowdfunding campaign that ultimately succeeded in enhancing their legitimacy for their cause and enabling them to have a voice in a central strategic decision on the redesign of their club's soccer stadium. We leverage this case to develop a model on how stigmatized groups might be able to enhance their legitimacy in the eyes of certain audiences. We show that first, the crowdfunding campaign created a digital and temporal space allowing them to disassociate stigmatized and associate legitimate elements (i.e. artifact-based affiliation). Second, we theorize how various association tactics were drawn upon over time, facilitating an interrelated set of dynamics between what we label manual and forced association. We conclude with a discussion of the implications of our study for future research on legitimation processes related to stigmatized groups.}, language = {en} }