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.

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

Historically, management theory has ignored the constraints imposed by the biophysical (natural) environment. Building upon resource-based theory, this article attempts to fill this void by proposing a natural-resource-based view of the firm—a theory of competitive advantage based upon the firm's relationship to the natural environment. It is composed of three interconnected strategies: pollution prevention, product stewardship, and sustainable development. Propositions are advanced for each of these strategies regarding key resource requirements and their contributions to sustained competitive advantage.

A natural resource-based view of the firm

by Fritz Machlup. Princeton, New Jersey: Princeton University Press, 1962. Pp. xx+416. $7.50. In this book Professor Machlup has twice defined knowledge as \"any human (or human-induced) activity designed to create, alter, or confirm in a human mind-one's own or anyone else's-a meaningful apperception, awareness, cognizance, or consciousness of whatever it may be.\" Though the term \"distribution\" appears in his title, it is in fact subsumed under knowledge production; Machlup is using \"distribution\" in the sense of knowledge transmission or diffusion as a process, which becomes part of \"production\" in economic analysis through exactly the same logic that identifies retailing, for example, as an economically \"productive\" activity. Knowledge production is thus defined to include many types of activities: transporting (e.g., postal services), transforming, data-processing, interpreting, and analyzing, as well as the original creation of new knowledge by discovery or invention. Machlup's concern is with three tasks: 1. A reasoned introductory presentation of concepts and types of knowledge. This analysis provides the broad framework and criteria for selection of what is to be included as knowledge-producing. 2. The measurement of the components of knowledge production and its share in gross national product or national income. This task occupies the bulk of the book. 3. The presentation of a program of school reform. Although the definition of knowledge cuts an exceedingly wide swath, Machlup narrows his task to manageable proportions by

The Production and Distribution of Knowledge in the United States.

FORMS FOR THE THERAPIST. Allan G. Hedberg (Ed.) (2010). San Diego, CA: Academic Press. Reviewed by Christopher H. Rosik (Link Care Center, Fresno, CA; Fresno Pacific University). Allan Hedberg is a seasoned psychologist and former president of the California Psychological Association. His considerable experience as a clinician is evident in this impressive volume that makes a wealth of useful material readily available to therapists seeking to establish or enhance their practice. Moreover, Dr. Hedberg enlisted the contributions of sixteen other experienced professionals to provide helpful resources in seven areas: Information for the therapist, assessment tools, patient homework or assignment outside therapy, information for the patient, exercises to be performed in therapy, forms to be completed by the therapist or patient, and sample forms and templates. Multiple indexes and pictorial legends help to direct the clinician to the exact page where the needed form is presented. In addition, purchase of the book enables the user to access a website where all of the forms can be downloaded, so no bindingbreaking copying is necessary. It is impossible to review all of the valuable forms compiled in this text, but the list of chapter titles can provide some basic orientation to what this book offers. Chapters include Forms for setting up and defining your practice; Forms related to fees; HIPAA/Patient privacy forms; General information handouts for patients; Forms related to referral and consulting services; Fitness for duty and workers' compensation forms; Forms related to patient services; Forms related to therapist's professional activity; Managing an office staff; Termination of treatment/practice forms; Forms for session notes; Clinical errors, bad habits, ethical complaints, and law suits; Expanding your practice; Organizing your charts and evaluations; General assessments, intake, brief, comprehensive, and more; Assessments related to specific tests and scales; Assessments related to risk, competency, health, and neuropsychology; Anxiety and stress relief with relaxation assessment and exercises; Depression and self-esteem; Insomnia and sleep therapy; Addictive behavior; Suicidal behavior; Pain management and coping with medical disorders; Anger and violent behavior; Strategies and tools for personal growth and health awareness; Communication tips and exercises; eating and exercise logs; Cultural diversity appreciation exercises; Conflict resolution and problem solving; Thinking distortions: Information and patient exercises; eating and exercise logs; Cultural diversity appreciation exercises; Conflict resolution and problem solving; Thinking distortions: Information and patient exercises; Behavioral monitoring logs; Dealing with crisis; Serving children and their families; Dealing with geriatric patients; Couples therapy and relationship assessment and exercises. …

The Psychology of Religion: An Empirical Approach

Revised NEO Personality Inventory（NEO-PI-R）を用いたてんかん患者におけるパーソナリティ傾向に関する検討

Purpose




The purpose of this study is to determine the impact of environment, social and governance (ESG) disclosure on credit ratings of companies in India.




Design/methodology/approach




Firms under study are listed on the Bombay Stock Exchange (BSE) 500 and represent almost 93 per cent of the total market capitalization on BSE. This study considers a sample of 122 firms from a population of 500 to examine the relationship between ESG scores and Credit Rating. The scope of this study is confined to those firms listed on the SP ESG score as predictor variable and market capitalization, net debt to equity, and total debt to asset as control considering the ordered nature of dependent variable in the study, ordered logistic regression was applied. It was repeated taking individual scores on environment rating, social rating and governance rating as predictors. The authors further segregated the 122 selected firms into large, medium and low capital firms and assessed separate logistic regression models taking credit rating as the predicted variable and overall ESG score as the predictor.




Findings




It was found that overall ESG performance and performance of individual components (environment, social and financial variables such as market capitalization, and debt to equity ratio) had significant positive indicators of creditworthiness as measured through credit rating. Governance score had a positive and insignificant relation with credit rating. Market capitalization was observed to have significant direct relationship with credit worthiness. On the other hand, number of independent directors in companies showed significant inverse relationship with creditworthiness. ESG significantly impacted credit rating in the desired direction only for small- and middle-level firms; for large firms which already had higher credit rating, ESG showed no effect. It was also found that credit rating itself determined significantly the extent of overall ESG reporting and disclosure of its components.




Originality/value




This is unique study that covers the aspects of ESG reports and its impact on credit rating.

Do environment, social and governance performance impact credit ratings: a study from India

Organizations can use social media analytics as an effective assessment tool from behavioral perspectives, HR as well as business pro cess to collaboratively build competency framework. The present piece of work is an attempt to put forth social media as a contemporary model in the light of the e xisting literature. Providing literature reviews, this paper also highlights curr ent practices of social media analytics as to how organizations are accessing vast amount of live data from social media in order to understand work-related be havioral aspects of the employees and their employability for both HR process and the business. The analyzed data on customers is also being taken into account to highlight patterns and customers’ sentiments related to the marketing efforts. Furthermore , on the basis of the above presented discussion this paper suggests the road map to how

/pdf/the-contemporary-framework-on-social-media-analytics-as-an-30ct6tbi4k.pdf

The contemporary framework on social media analytics as an emerging tool for behavior informatics, HR analytics and business process

The purpose of this paper is to examine how internship value is manifested in the context of a business school. The authors have examined the internship experience in terms of experiential learning and employability. Specifically, the authors investigate the factors that determine internship at four phases: design, conduct, evaluation and feedback.,The authors have applied a mixed method approach. In all, 110 students of a busines school were first surveyed on their expectation, motivation and level of preparation through a self-administered questionnaire before internship. Based on the survey result, eight of these students were interviewed in details about internship expectations from industry, the selection process for internship, communications or exchanges between intern and companies prior to internship and perceived industry expectation from interns. At the next phase, authors used a qualitative research approach by conducting semi-structured, in-depth interviews with 14 interns and their mentors after internship period. They were interviewed on design, conduct, evaluation and feedback process of the internship. Interviews tried capture what kind of leader-member exchange led to satisfactory internship experience and outcome from view of both inter and mentor.,The authors find that at various stages of internship program quality of mentor – intern exchanges (as defined by leadership exchange theory), and task characteristics as indicated by autonomy, task variety, task significance and performance feedback determine intern’s performance. An intern’s performance is antecedent to an intern’s and a mentor’s satisfaction and overall internship value. The authors also found that intrinsic capability of intern such as critical thinking ability and learning orientation result in enhanced value of internship experience. The proposed models, postulate that at designing stage, lower the level of communication from employers, higher the feeling of ambiguity and lower the perceived internship value in terms of experiential learning and perceived employability. Feeling of ambiguity is moderated by existence of prior work experience of interns. At conduction stage, mentor-intern exchange is directly related to flexibility in structure of the program and inversely related to dependency on peer learning. Mentor-intern exchange also related to mentor and intern’s learning value. However, the learning value is moderated by learning orientation of the intern.,The authors have tried the summer internship experience from the perspective of interns and mentors. This is the uniqueness of the research.

Perceived value of internship experience: a try before you leap

Working with a sample of 218 IT professionals in Pune, India, researchers administered Meyer and Allen's instrument for measuring affective, normative, and continuance commitment, as well as the OCTAPACE cultural instrument that addresses openness, confrontation, trust, autonomy, proaction, authenticity, collaboration, and experimentation. The results showed that the respondents most valued the OCTAPACE elements of proaction, trust, openness, and experimentation. Perceived autonomy, experimentation, and collaboration positively influenced affective commitment, while confrontation and experimentation were found to be positive indicators of normative commitment. Authenticity was found to have links with continuance commitment. Overall, the study supports the notion that affective commitment, which is significantly high among Indian IT workers, can be further enhanced through the development of an open culture in which employees are trusted and encouraged to generate ideas, experiment collaboratively, and participate in decision making. ©2015 Wiley Periodicals, Inc.

Organizational Culture as a Determinant of Organizational Commitment: What Drives IT Employees in India?

Purpose




The purpose of this paper is to find industry wise differences in relationship between onboarding experience (OE) and turnover intention (TI). An attempt has been made to find the intervening role of psychological variables such as locus of control and self-efficacy.




Design/methodology/approach




An online questionnaire was administered to 596 newcomers in five industrial sectors: fast-moving consumer goods, information technology (IT), pharmaceuticals, automobile manufacturing, and hospitality. The questionnaire measured the constructs of locus of control, self-efficacy, perceived OE, and TI.




Findings




Inverse relationship was found between perceived OE and TI. There is a significant positive relationship between motivation-based self-efficacy and TI which is mediated through OE. Affective self-efficacy moderates the impact of OE on TI, such that for individuals with low efficacy the inverse relationship between OE and TI is strong, but for individuals with high self-efficacy the relationship between the two variables is direct. The OE in automobile manufacturing industries is significantly higher than other industries. TI is significantly higher in IT and hospitality industries. Exploratory factor analysis of the instrument on OE led to extraction of four factors. Based on socialization resource theory, they were termed as orientation, socialization, task characteristics and leadership. Aspects of socialization and leadership are most significant factors in determining TI across industrial sectors, whereas in case of the hospitality and automobile manufacturing sector it was found that better the task characteristics higher is the chance of TI.




Originality/value




There are limited studies linking various aspects of OE with TI across industries, especially in the Indian context. So, this will be the unique contribution of this research.

Sonali Bhattacharya

Papers

Do environment, social and governance performance impact credit ratings: a study from India

The contemporary framework on social media analytics as an emerging tool for behavior informatics, HR analytics and business process

Perceived value of internship experience: a try before you leap

Organizational Culture as a Determinant of Organizational Commitment: What Drives IT Employees in India?

Relationship between onboarding experience and turnover intention: intervening role of locus of control and self-efficacy