PhD theses

• Director: Dr Ignasi Martí, Esade - Universitat Ramon Llull
• Date of defense: July 25th, 2024

Abstract:
The diffusion of artificial intelligence (AI) technologies has garnered considerable attention due to its potential to reshape the distribution of innovation opportunities within society. This study seeks to elucidate how different agents sort into these opportunities and the underlying mechanisms driving AI adoption and innovation. Drawing upon extant literature, I explore the nuanced roles of regulatory support, political ideology, and community interactions in shaping the diffusion and impact of AI on innovation. The first essay examines the influence of regulatory support on AI-enabled product innovation within highly regulated industries. I find that regulatory support serves as a crucial contextual factor, facilitating AI adoption while mitigating associated risks. Leveraging empirical evidence from a comprehensive dataset of medical device manufacturers, my analysis demonstrates that regulatory support from local agencies enhances the positive effects of AI on product innovation without compromising safety standards. The second essay explores the antecedents of AI adoption, focusing on the role of political ideology among corporate elites. Through an analysis of politically neutral firms within the S&P 1500, I reveal that CEO political ideology significantly influences AI adoption decisions. Specifically, moderately conservative CEOs exhibit 84% less AI adoption compared to their liberal counterparts, underscoring the role of ideological values in shaping strategic decisions towards technological innovation. The third essay shifts focus to the dynamics of innovation within data commons, exploring the pivotal role of data benchmarks in driving collaborative interactions and innovation. Utilizing archival, observational, and interview data from synthetic biology data commons, I highlight the criticality of data benchmarks in fostering interactions among diverse actors and driving innovation in open and competitive environments. Furthermore, my analysis elucidates how variations in community orientation towards openness and competition influence attention to data benchmarks and subsequent innovation outcomes. In synthesizing my findings, I offer a novel perspective on AI diffusion and innovation, emphasizing the intricate interplay between AI technologies and institutional structures. Regulatory support, political ideologies, and relational dynamics emerge as key factors shaping the transfer of AI technology into tangible and valuable innovations. By shedding light on these complex dynamics, this dissertation work contributes to a deeper understanding of the societal implications of AI diffusion and its transformative potential for innovation across diverse contexts.

• Director: Dr. Ivanka Visnjic, Esade - Universitat Ramon Llull
• Date of defense: July 8th, 2024

Abstract:
The overarching goal of my research is to understand the structure and dynamics of science based innovation. To better understand structure, I examine applied research at different organizational settings and to improve understanding of dynamics I study the elasticity of science. Thus, my first research stream examines the role of different organizational settings in translating different types of research and the second attempts to comprehend the adaptability of science and scientists to the innovation challenges of our time. I adopt a primarily demand pull perspective, probing the extent to which demand and societal needs can alter the trajectory of science - an increasingly critical issue given the challenges of our time.

• Director: Dr Pedro Rey, Esade - Universitat Ramon Llull
• Date of defense: September 18th, 2023

Abstract:
Leadership is a crucial aspect in any organization, and understanding the impact of gender on leadership can help organizations adopt more equitable and effective leadership practices. Despite significant improvement in educational attainment and participation of women in the workforce, the glass ceiling remains intact. Gender stereotypes and biases play a significant role in perpetuating societal expectations that limit women's progression to leadership positions. In this thesis we look at the how gender stereotypes affect our perception of leaders and selection of individuals into leadership positions under the ambit of social role theory. This thesis comprises of three studies, each of which takes the form of a chapter. In the first study, we begin with an examination of the characteristic traits we attribute to leaders in conversations on social media. We look at whether the traits we ascribe to leaders are in line with their prescribed gender roles i.e. men are more associated with agentic (action oriented) traits and women with communal (relationship oriented) traits. Using data from Twitter and natural language processing, we examine how cultural and socio-economic factors influence the gendered nature of conversations in the fields of politics, business and journalism for a sample of 720 leaders from 12 countries. The study finds that masculine societies are more likely to have gender stereotyped conversations about their leaders. Additionally, increased presence of women in the labor force corresponds to an increase in the gender divide in conversation content along the lines of gender stereotypes. Taking into consideration that we find evidence of gendered conversations about leaders, we move on to examine the character traits sought in a leader. In the second study we look at how preference for agency and communion in a leader is affected by individual risk preferences and whether gender is more salient in choice of leadership than the traits possessed by a leader. The study finds that while a majority of people prefer a combination of agentic and communal traits in their leader, irrespective of gender of the leader. Risk averse individuals on average prefer communal leaders more often, while individuals who are uncertain of themselves prefer agentic leaders. Both men and women on average rank a leader who belongs to their own gender the highest. On the contrary, whenever a leader exhibits unmitigated agency, they are ranked the lowest, particularly when the leader belongs to one's own gender. In the last study, we look at how the gender stereotypes about a task affect leadership outcomes. In particular, we examine how men and women get selected into positions of leadership mediated by perceptions of their ability. Additionally, we look at whether affirmative action in the form of quotas can reduce the gender gap in leadership positions created as a result of biased perceptions. In a between subject experiment with we vary the gender stereotype of the task, the gender information available about potential candidates for leadership and the presence or absence of affirmative action in the form of quotas to observe their impact on choice of leadership. The results demonstrate that men are more likely to get selected for positions of leadership when actual performance is unobservable and perceptions of performance depend on self-reports of performance from the leadership candidates. In addition, affirmative action for women in a male stereotyped task increases women in leadership positions only because men promote themselves less as opposed to women promoting themselves more, when gender information is available. Overall, the three studies contribute to literature by demonstrating the ways in which gender stereotypes continue to affect our perceptions of leaders, the ways in which our perceptions are evolving and by providing possible insights into shattering the glass ceiling. In the first study, we find evidence of conformity to social role theory in gendered conversations surrounding leaders. In the second study, we find that in general, attributes of the leaders precede gender in choice of leadership. In the last study, we find that role congruity of the task, increases probability of men getting selected for leadership positions. Furthermore, affirmative action for women does not increase the willingness of women to promote themselves.

• Director: Dr. Jordi Quoidbach, Esade - Universitat Ramon Llull
• Date of defense: January 29th, 2024

Abstract:
What makes some people better negotiators than others? In this thesis, I use facial expression recognition software, natural language processing, and recent statistical tools (e.g. LASSO regularization technique) to explore how people can improve their verbal (e.g., asking questions) and non-verbal behavior (emotional expression and conversation style) to build stronger relationships and get better deals at the negotiation table. Additionally, I investigate the prevalence of negotiation conversations in our lives. The first paper explores conversation dynamics in negotiation. Specifically, I investigate how distinct conversation dynamics measures impact negotiation outcomes. I derive 16 measures across seven dimensions of conversation dynamics: speaking time, turn length, pauses, speech rate, interruptions, backchannels, and response time. Network analysis showed interconnections between these measures, revealing differences in negotiators' "talk vs. listen" tendencies. Regression and LASSO analyses demonstrated that specific measures predict objective and relational outcomes. Speaking more, faster, and with fewer pauses led to better deals while refraining from interrupting and displaying dynamic turn lengths enhanced likability. These findings underline the significance of conversation dynamics in negotiation success. In the second paper, I test the popular, but hardly tested, idea that asking open-ended questions leads to higher gains in negotiation. Across two studies, I found that negotiators do not ask many questions. In fact, open-ended questions occurred in less than 9% of all speech turns. Yet, negotiators who asked more open-ended questions obtained higher individual gains, while closed-ended questions and non-question statements had no significant effect on negotiation outcome. These findings support the idea that negotiators mistakenly spend too much time trying to persuade rather than learn. The third paper analyzes negotiation videos using emotion recognition software to assess how emotions of negotiators affect outcomes. I measured the tendency to synchronize and adapt emotions with counterparts. Adapting to positive emotions of the counterpart was related to higher individual gains. Finally, the last paper of the thesis investigates the prevalence of negotiation in people’s lives. Using an app-based experience-sampling method, the study revealed that 25% of daily interactions involve negotiation, temporarily decreasing happiness. However, frequent negotiators reported higher long-term happiness. Overall, this thesis shows that negotiation is part of our daily life and the way we communicate affects negotiation outcomes.

• Director: Dr Xavier Ferràs, Esade - Universitat Ramon Llull
• Date of defense: July 15th, 2024

Abstract:
Technology roadmapping (TRM) or roadmapping is nowadays one of the most widely used techniques for supporting organizations with their strategic planning, innovation and foresight activities. The current literature in TRM has identified the importance of sustaining and maintaining the use of that in an organization for improving its strategic responsiveness and innovation capacity. However, the current research has made limited efforts in investigating how roadmapping can be effectively implemented and integrated into organizational routine to support ongoing organizational decision-makings. The lack of adequate documentation of the follow-up effort has led to a scarcity of longitudinal evidence indicating the potential level of performance that may be achieved, hence reducing the organization’s confidence in employing this technique. In search for the answer, I carried out an action research study at Repsol Technology Lab. Over the course of 30 months spanning from July 2021 to December 2023, a roadmapping-based foresight process, known as Strategic Technology Roadmapping (STRM) process, was developed and executed for two complete research cycles and achieved positive outcomes in regards to strategy, organization and innovation performance. Currently, the STRM process has been effectively maintained and incorporated into its organizational process to be executed regularly. This action research contributes to the roadmapping literature by: 1) offering practical guidance on how to effectively customize, develop and sustain the utilization of roadmapping process in an organization; 2) providing empirical evidence on the various value contributions of using roadmapping-based foresight tool in an organization; and 3) sharing valuable lessons learned and key success factors indicated throughout the process from initiation to integration of roadmapping into organizational processes.

• Director: Dr Ignasi Martí, Esade - Universitat Ramon Llull
• Date of defense: December 15th, 2023

Abstract:
During the past 15 years, organization studies research has increasingly begun focusing on the lived experiences of transgender employees. The literature has focused on issues such as in-the-job transitioning or how they cope with labor-related obstacles. However, virtually all the research focusing on this population assumes that transgender people have already landed a position within an organization. That is, we lack evidence and academic comprehension of what happens before they enter an entity: when they are in the job market. This doctoral thesis attempts to fill this gap. Through a qualitative research project that follows an interpretive phenomenological analysis, I attempt to show which are some of the lived experiences of transgender people while job seeking. Each of the 3 core standalone chapters of this doctoral dissertation explain an aspect of related to their experiences. Particularly, I show (i) how emotions affect their job search behaviors (concretely, effort-intensity), (ii) how prospective employee sexual harassment occurs and plays out (especially in the case of transgender women), (iii) and how we can use queer listening to improve interviewing with them. In each case, theoretical and practical implications are offered to move the knowledge frontier in human resource management and organization studies literature.

• Director: Dr Petya Platikanova, Esade - Universitat Ramon Llull
• Date of defense: June 17th, 2024

Abstract:
Corporate transparency is frequently proposed as a solution to societal problems. The underlying rationale behind this view is that by forcing corporations to disclose their impact on society, stakeholders will learn about corporate activities, change their decision-making, and impose a cost on corporations whose behavior is considered objectionable. To this end, in recent years, policymakers around the world have increasingly mandated corporations to be more transparent on specific dimensions with the assumption that stakeholders will better learn about corporate activities. This thesis investigates the relationship between corporate transparency and stakeholders' decision-making. More specifically, the first study aims to explore whether an increase in Corporate Social Responsibility (CSR) transparency will change decision-making by a stakeholder group that theoretically has a first-order interest in learning and monitoring CSR information. To investigate this relationship, the first study exploits granular data from the workplace safety regulator. Empirical evidence shows that when workplace safety information is available through ratings, regulators adjust their enforcement activity on firms where the disciplining effect is higher. The second chapter shows how an increase in transparency and easier processing of financial information allows market participants to devote more time to non-financial information. The study leverages a regulation that made the processing of financial information easier for market participants. It shows that after the regulation, market participants have more resources to monitor other firm activities, which in turn, encourages firms to improve their behavior towards these activities. While the first two studies investigate the relationship between corporate transparency and external stakeholders, the last study shows how corporate transparency affects internal agent behavior. More specifically, by adopting a dynamic structural model and combining it with empirical data, the study shows how managers use investments as a signal to influence stock market valuation, particularly when the firm's level of transparency is low. Overall, the thesis demonstrates how corporate transparency influences stakeholder actions.

• Director: Dr Alexis Mavrommatis, Esade - Universitat Ramon Llull
• Date of defense: July 24th, 2024

Abstract:
Omnichannel retailing combines online and offline distribution channels, enhancing consumer shopping experiences by allowing seamless transitions between the two. This model’s adoption is increasing, driven by its flexibility that lets consumers effortlessly switch between channels. Retailers optimize operations by implementing price-based promotions, notably coupon promotions, which boost loyalty and attract new customers. Coupons reduce prices and guide consumer traffic within the omnichannel framework, although acquiring them may require effort from consumers, such as using a retailer’s branded app. Despite the potential benefits, the actual usage of these apps and coupon redemption rates often remains low. So, optimizing their branded app and also coupon strategy continues to be a challenge for retailers, with re-engagement through digital means presenting a major issue. This thesis is comprised of three studies. The first study provides a holistic review of the literature on branded apps, identifying gaps and outlining future research directions. It proposes a new integrated framework for understanding the antecedents, mechanisms, and outcomes associated with these apps. The second study explores the factors influencing coupon effectiveness, particularly focusing on how coupon characteristics like duration and framing affect redemption rates. Initial findings indicate that the effect of duration on coupon effectiveness is not linear and is moderated by framing, challenging traditional expectations, and suggesting a nuanced approach to coupon strategy. The third study investigates the longitudinal effects of coupon redemptions on customer purchasing behaviors, examining changes in spending, purchase frequency, and basket size across various product categories over different time periods. Findings from this study highlight the complex and divers impacts of coupons over time, encouraging retailers to consider long-term strategies and tailored approaches for different product categories and consumer segments. Finally, I discuss the findings of the thesis and their contributions to the literature, the implications of these results for practitioners, and conclude by acknowledging the limitations of the thesis and suggesting future research directions.

• Director: Dr Jesús Alfaro Águila-Real
• Date of defense: July 11th, 2024

Abstract:
This thesis presents a general theory on how interest rate reference indexes work and their ultimate incorporation into bank loan agreements. With this specific focus and based on the general theory’s foundations, the thesis analyzes the advantages of the set of indexes commonly referred to as the Reference Indexes for Mortgage Loans (Índices de Referencia de los Préstamos Hipotecarios or IRPH in Spanish) and of the clauses that include these indexes in bank loans with consumers to adapt the applicable interest rate.