Leonard Greenhalgh

Bio: Leonard Greenhalgh is an academic researcher from Dartmouth College. The author has contributed to research in topics: Negotiation & Retrenchment. The author has an hindex of 19, co-authored 34 publications receiving 2728 citations. Previous affiliations of Leonard Greenhalgh include Stanford University.

Job Insecurity: Toward Conceptual Clarity

Abstract: A model is presented that summarizes existing knowledge concerning job insecurity, points at its deficiencies, and identifies further research needed to understand the nature, causes, and consequences of this increasingly important phenomenon. Such knowledge is crucial because job insecurity is a key element in a positive feedback loop that accelerates organizational decline.

Determinants of Work Force Reduction Strategies in Declining Organizations

Abstract: Declining organizations frequently, sometimes necessarily, reduce their work forces. This paper introduces a hierarchy of work force reduction strategies and advances a series of propositions focusing on organizational and environmental variables that influence the managerial choice of work force reduction strategies.

Evolution of Research on Job Insecurity

Abstract: This paper provides an overview of how theory and research on job insecurity have evolved in the past 25 years. We trace the Greenhalgh and Rosenblatt (1984) model to its origins in a large-scale action research project, summarize the subsequent theoretical and empirical developments of the model, and suggest directions for future research to understand the perpetually important phenomenon of job insecurity.

The Effects Of Negotiator Preferences, Situational Power, And Negotiator Personality On Outcomes Of Business Negotiations

Abstract: A laboratory experiment was used to investigate the joint effects of preferences, personality, and situational power on the outcomes of business negotiations. Results show that preferences vary acr...

Nash's Theory of Cooperative Games as a Predictor of the Outcomes of Buyer-Seller Negotiations: An Experiment in Media Purchasing:

Abstract: The authors report an experimental investigation of the ability of Nash's theory of cooperative games to predict the outcomes of buyer-seller negotiations, using the purchase of media time as an ex...

Conjoint Analysis in Marketing: New Developments with Implications for Research and Practice:

Abstract: The authors update and extend their 1978 review of conjoint analysis. In addition to discussing several new developments, they consider alternative approaches for measuring preference structures in...

Precarious Work, Insecure Workers: Employment Relations in Transition

Abstract: The growth of precarious work since the 1970s has emerged as a core contemporary concern within politics, in the media, and among researchers. Uncertain and unpredictable work contrasts with the re...

The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields (Chinese Translation)

Abstract: What makes organizations so similar? We contend that the engine of rationalization and bureaucratization has moved from the competitive marketplace to the state and the professions. Once a set of organizations emerges as a field, a paradox arises: rational actors make their organizations increasingly similar as they try to change them. We describe three isomorphic processes-coercive, mimetic, and normative—leading to this outcome. We then specify hypotheses about the impact of resource centralization and dependency, goal ambiguity and technical uncertainty, and professionalization and structuration on isomorphic change. Finally, we suggest implications for theories of organizations and social change.

No security: a meta-analysis and review of job insecurity and its consequences.

Abstract: Meta-analytic techniques were used to estimate how job insecurity relates to its postulated outcomes. Consistent with the conceptual framework, the results indicate that job insecurity has detrimental consequences for employees' job attitudes, organizational attitudes, health, and, to some extent, their behavioral relationship with the organization. Moderator analyses suggest that these relationships may be underestimated in studies relying on single-item measures of job insecurity and that the behavioral consequences of insecurity are more detrimental among manual, as compared with nonmanual, workers. Recommendations made for future research include utilization of multidimensional measures, consideration of a broader spectrum of outcomes and moderators, and use of longitudinal designs.

Job Insecurity: Toward Conceptual Clarity

Abstract: A model is presented that summarizes existing knowledge concerning job insecurity, points at its deficiencies, and identifies further research needed to understand the nature, causes, and consequences of this increasingly important phenomenon. Such knowledge is crucial because job insecurity is a key element in a positive feedback loop that accelerates organizational decline.