Showing papers in "Academy of Management Journal in 2001"
TL;DR: In a multi-unit organization, each unit can learn from each other and benefit from new knowledge developed by other units as mentioned in this paper, and knowledge transfer among organizational units provides opportunities for mutual learning and interunit cooperation that stimulate the creation of new knowledge and contribute to organizational units' ability to innovate.
Abstract: Inside a multiunit organization, units can learn from each other and benefit from new knowledge developed by other units. Knowledge transfer among organizational units provides opportunities for mutual learning and interunit cooperation that stimulate the creation of new knowledge and, at the same time, contribute to organizational units' ability to innovate (e.g., Kogut & Zander, 1992; Tsai &
3,603 citations
TL;DR: In this paper, the authors examined the direct and moderating effects of human capital on professional service firm performance and found that human capital exhibits a curvilinear (U-shaped) effect and leveraged human capital has a positive effect on performance.
Abstract: The current study examines the direct and moderating effects of human capital on professional service firm performance. The results show that human capital exhibits a curvilinear (U-shaped) effect and the leveraging of human capital a positive effect on performance. Furthermore, the results show that human capital moderates the relationship between strategy and firm performance, thereby supporting a resource-strategy contingency fit. The results contribute to knowledge on the resource-based view of the firm and the strategic importance of human capital.
2,252 citations
TL;DR: In this paper, a new construct, called job embeddedness, is introduced, which includes individuals' links to other people, teams, and groups, perceptions of their fit with job, organization, and community, and what they say they would have to sacrifice if they left their jobs.
Abstract: A new construct, entitled “job embeddedness,” is introduced. It includes individuals' (1) links to other people, teams, and groups, (2) perceptions of their fit with job, organization, and community, and (3) what they say they would have to sacrifice if they left their jobs. We developed a measure of job embeddedness with two samples. The results show that job embeddedness predicts the key outcomes of both intent to leave and 'voluntary turnover' and explains significant incremental variance over and above job satisfaction, organizational commitment, job alternatives, and job search.
2,251 citations
TL;DR: In a longitudinal study, the authors found that higher group performance was associated with a particular pattern of conflict, and that teams performing well were characterized by low but increasing levels of conflict.
Abstract: In a longitudinal study, we found that higher group performance was associated with a particular pattern of conflict. Teams performing well were characterized by low but increasing levels of proces...
2,234 citations
TL;DR: In this paper, a model integrating competing theories of social capital with research on career success was developed and tested in a sample of 448 employees with various occupations and organizations, where social capital was conceptualized in terms of network structure and social resources.
Abstract: A model integrating competing theories of social capital with research on career success was developed and tested in a sample of 448 employees with various occupations and organizations. Social capital was conceptualized in terms of network structure and social resources. Results of structural equation modeling showed that network structure was related to social resources and that the effects of social resources on career success were fully mediated by three network benefits: access to information, access to resources, and career sponsorship.
2,147 citations
TL;DR: In this paper, the conditions under which job dissatisfaction will lead to creativity as an expression of voice were investigated, and it was hypothesized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment to result in creativity.
Abstract: This study focused on the conditions under which job dissatisfaction will lead to creativity as an expression of voice. We theorized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment (commitment motivated by necessity) to result in creativity. In a sample of 149 employees, as hypothesized, employees with high job dissatisfaction exhibited the highest creativity when continuance commitment was high and when (1) useful feedback from coworkers, or (2) coworker helping and support, or (3) perceived organizational support for creativity was high.
2,069 citations
TL;DR: In this article, a field study involving 190 employees in 38 work groups representing five diverse organizations provided evidence that social networks, as defined in terms of both positive and negative relations, are related to both individual and group performance.
Abstract: A field study involving 190 employees in 38 work groups representing five diverse organizations provided evidence that social networks, as defined in terms of both positive and negative relations, are related to both individual and group performance. As hypothesized, individual job performance was positively related to centrality in advice networks and negatively related to centrality in hindrance networks composed of relationships tending to thwart task behaviors. Hindrance network density was significantly and negatively related to group performance.
1,790 citations
TL;DR: In this paper, a positive association between use of high-involvement work practices and employee retention and firm productivity was found, and a disordinal interaction was indicated: employee turnover was associated with decreased productivity and with increased productivity when use of these practices was low.
Abstract: Study results indicate a positive association between use of high-involvement work practices and employee retention and firm productivity. A disordinal interaction was indicated: employee turnover was associated with decreased productivity when use of high-involvement work practices was high and with increased productivity when use of these practices was low.
1,719 citations
TL;DR: The authors drew upon strategic management theory, organizational behavior theory, organization theory, and entrepreneurship models to form an integrated model of venture growth including 17 concepts from different domains including strategic management and organizational behavior.
Abstract: We drew upon strategic management theory, organizational behavior theory, organization theory, and entrepreneurship models to form an integrated model of venture growth including 17 concepts from f...
1,554 citations
TL;DR: In this paper, the authors present several studies that examine organizational change including an examination of the multiple contexts and levels of analysis in studying organizational change, the inclusion of time, history, process and action, the link between change processes and organizational performance, the investigation of international and cross-cultural comparisons, the study of receptivity, customization, sequencing, pace and episodic versus continuous change and the partnership between scholars and practitioners in studying change.
Abstract: This article presents several studies that examine organizational change. The authors note that certain issues should be addressed when examining the studies including an examination of the multiple contexts and levels of analysis in studying organizational change, the inclusion of time, history, process and action, the link between change processes and organizational performance, the investigation of international and cross-cultural comparisons, the study of receptivity, customization, sequencing, pace and episodic versus continuous change and the partnership between scholars and practitioners in studying change. The authors discuss how these issues are related to the concepts in the studies and note their research has not addressed these issues at this point in time.
1,528 citations
TL;DR: In this paper, the authors investigated the effect of product innovation strategy on the performance of new technology ventures in China, and found the innovation-performance link was contingent on both environmental factors, including environmental turbulence and institutional support, and the relationship-based strategies of the ventures, such as strategic alliances for product development and political networking.
Abstract: Investigating the effect of product innovation strategy on the performance of new technology ventures in China, we found the innovation-performance link was contingent on both environmental factors, including environmental turbulence and institutional support, and the relationship-based strategies of the ventures, such as strategic alliances for product development and political networking. Our results suggest the need for simultaneous consideration of environment- and relationship-based strategy factors as moderators in the discourse on product innovation strategy among new technology ventures.
TL;DR: In a study of 56 new business development projects, given high levels of exploration, organizational learning was more effective when the projects operated with autonomy with respect to goals and supervision.
Abstract: When adaptation requires innovation, or the creation of variety, exploration is crucial. High levels of exploration thus imply variance-seeking rather than mean-seeking learning processes. In a study of 56 new business development projects, given high exploration, organizational learning was more effective when the projects operated with autonomy with respect to goals and supervision. As degree of exploration decreased, better results were associated with less autonomy on both counts. This contingent effect persisted even when I controlled for the emergence of deftness and comprehension.
TL;DR: In this article, the antecedents and consequences of displayed emotion in organizations are investigated and the authors propose that customers "catch" the affect of employees through emotional contagion processes.
Abstract: This study focuses on the antecedents and consequences of displayed emotion in organizations. I propose that customers “catch” the affect of employees through emotional contagion processes. Results...
TL;DR: In this article, the authors move beyond that perspective and study the infrastructures in the context of acquisitions, examining issues such as performance and implementation problems, instead of focusing on acquisitions per se.
Abstract: Research on acquisitions has typically focused on acquisitions per se, examining issues such as performance and implementation problems. This study moves beyond that perspective and studies the inf...
TL;DR: This paper assessed transactional and charismatic CEO leadership as predictors of financial performance using data from 48 Fortune 500 firms and found that the relationship between transactional leadership and financial performance was positively correlated.
Abstract: Using data from 48 Fortune 500 firms, the authors assessed transactional and charismatic CEO leadership as predictors of financial performance. The authors also hypothesized that the relationship b...
TL;DR: In this article, the authors examined how external network ties determine a board's ability to contribute to the strategic decision-making process and found that the simple number of director appointments to other boards is not a good predictor of board performance.
Abstract: This study examines how external network ties determine a board's ability to contribute to the strategic decision making process. Although the simple number of director appointments to other boards...
TL;DR: This paper showed that firm performance and business risk are much stronger predictors of the chief executiv... of Spanish newspapers over a period of 27 years (1966-93) and showed that firms' performance and risk are correlated with chief executability.
Abstract: Drawing on data based on the entire population of Spanish newspapers over 27 years (1966-93), this study shows that firm performance and business risk are much stronger predictors of chief executiv...
TL;DR: In this paper, the authors measured the impact of employee communication and perceived external prestige on organizational identification, and found that employee communication augments perceived external prominence and helps explain organizational identification.
Abstract: Employees' organizational identification was measured in three organizations. Results show that employee communication augments perceived external prestige and helps explain organizational identification. Communication climate plays a central role, mediating the impact on organizational identification of the content of communication. The relative impacts of employee communication and perceived external prestige on organizational identification differ between organizations; this was attributed to differences in reputation of the companies. Consequences of the results for the management of organizational identification are discussed
TL;DR: The authors provide data on the role of academic-practitioner relationships in both generating and disseminating knowledge across boundaries, and make suggestions for increasing the value and relevance of future research to both academics and practitioners.
Abstract: Observers have long noted a considerable gap between organizational research findings and management practices. Although volumes have been written about the probable causes and consequences of this gap, surprisingly little empirical evidence exists concerning the various viewpoints. The articles in this forum provide data on the role of academic-practitioner relationships in both generating and disseminating knowledge across boundaries. The contributions of each article are summarized in light of recent theories of knowledge creation, and suggestions are made for increasing the value and relevance of future research to both academics and practitioners.
TL;DR: In this paper, the need for businesses to rely on cross-functional new product teams to produce innovations in a global and technological nature of markets has heightened the need to depend on crossfunctional teams.
Abstract: Increasing competition resulting from the global and technological nature of markets has heightened the need for businesses to rely on cross-functional new product teams to produce innovations in a...
TL;DR: The study introduces the concept of continuous morphing to describe the comprehensive ongoing transformation through which the focal firms sought to regenerate their transient competitive advantage on the Internet.
Abstract: In hypercompetitive environments, the established paradigms of sustainability of competitive advantage and stability of organizational form may have limited applicability. Using an in-depth case analysis of the firms Yahoo! and Excite, this study examines how the organizational form, function, and competitive advantage of these firms dynamically coevolved. The study introduces the concept of continuous morphing to describe the comprehensive ongoing transformation through which the focal firms sought to regenerate their transient competitive advantage on the Internet.
TL;DR: In this paper, the authors explore how organizational learning in subunits affects outflows of knowledge to other subunits, and three learning processes are explored: collecting new knowledge, codifying knowledge, and an...
Abstract: This study explores how organizational learning in subunits affects outflows of knowledge to other subunits. Three learning processes are explored: Collecting new knowledge, codifying knowledge, an...
TL;DR: In this paper, the authors study the moderating role of uncertainty on top management team (TMT) demographic effects and find that TMT international experience, educational heterogeneity, and tenure heterogeneity are positively related to firms' global strategic postures, and functional heterogeneity exhibited a negative association.
Abstract: The complexity surrounding globalization offers a unique context in which to study the moderating role of uncertainty on top management team (TMT) demographic effects. In a sample of United States-based industrial firms, TMT international experience, educational heterogeneity, and tenure heterogeneity were positively related to firms' global strategic postures, and functional heterogeneity exhibited a negative association. However, when the level of uncertainty facing TMTs was accounted for, these associations were found to be nonlinear.
TL;DR: In this article, resource and dynamic capability-based arguments that CEOs with international assignment experience create value for their firms and themselves through their control of a valuable, rare assignment experience are presented.
Abstract: We develop resource- and dynamic capability-based arguments that CEOs with international assignment experience create value for their firms and themselves through their control of a valuable, rare,...
TL;DR: In this paper, the authors draw on five case studies in health care organizations to develop a process theory of strategic change in pluralistic settings characterized by diffuse power and divergent objectives.
Abstract: In this article, we draw on five case studies in health care organizations to develop a process theory of strategic change in pluralistic settings characterized by diffuse power and divergent objectives. The creation of a collective leadership group in which members play complementary roles appears critical in achieving change. However. collective leadership is fragile. We identify three levels of “coupling” between leaders. organization, and environment that need to be mobilized to permit change. Since it is difficult to maintain coupling at all levels simultaneously, change tends to proceed sporadically, driven by the effects of leaders' actions on their political positions.
TL;DR: The incident command system (ICS) is a particular approach to assembly and control of the highly reliable temporary organizations employed by many public safety professionals to manage diverse reso...
Abstract: The incident command system (ICS) is a particular approach to assembly and control of the highly reliable temporary organizations employed by many public safety professionals to manage diverse reso...
TL;DR: In this article, the authors use an equity theory framework to find that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers, using an equity model.
Abstract: Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework...
TL;DR: This paper examined 82 accounts of "issue selling" to understand managers' implicit theories for successfully shaping change from below by directing the attention of top management, and found that most of the accounts were based on the same model.
Abstract: In this study, we examined 82 accounts of “issue selling” to better understand managers' implicit theories for successfully shaping change from below by directing the attention of top management. T...
TL;DR: Based on an intensive and inductive study of a Fortune 100 corporation, the authors describes how dynamic capabilities that reconfigure division resources may enable architectural innovation, that is, architectural innovation.
Abstract: Based on an intensive and inductive study of a Fortune 100 corporation, this article describes how dynamic capabilities that reconfigure division resources—that is, architectural innovation—may ope...
TL;DR: In this paper, the authors use the logic of general systems modularity to explain why in some industries there is a greater use of modular organizational forms, including contract manufacturing, alternative work arrangements, and alliances, than in other industries.
Abstract: In many industries, integrated hierarchical organizations have been replaced by nonhierarchical entities that are permeable, interconnected, and modular. Other industries, however, maintain relatively high levels of integration. We use the logic of general systems modularity to explain why in some industries there is a greater use of modular organizational forms, including contract manufacturing, alternative work arrangements, and alliances, than in other industries. This model was tested using data from 330 U.S. manufacturing industries.