Showing papers in "Academy of Management Journal in 2005"
TL;DR: In this paper, the authors examined how aspects of intellectual capital influenced various innovative capabilities in organizations and found that human, organizational, and social capital and their interrelationships selectively influenced incremental and radical innovative capabilities.
Abstract: We examined how aspects of intellectual capital influenced various innovative capabilities in organizations. In a longitudinal, multiple-informant study of 93 organizations, we found that human, organizational, and social capital and their interrelationships selectively influenced incremental and radical innovative capabilities. As anticipated, organizational capital positively influenced incremental innovative capability, while human capital interacted with social capital to positively influence radical innovative capability. Counter to our expectations, however, human capital by itself was negatively associated with radical innovative capability. Interestingly, social capital played a significant role in both types of innovation, as it positively influenced incremental and radical innovative capabilities. It is widely accepted that an organization’s capability to innovate is closely tied to its intellectual capital, or its ability to utilize its knowledge resources. Several studies have underscored how new products embody organizational knowledge (e.g., Stewart, 1997), described innovation as a
3,008 citations
TL;DR: The authors report a meta-analytic test of a two-dimensional work stressor framework with respect to stressors' relationships with strains, motivation, and performance Hindrance stressors had a
Abstract: This article reports a meta-analytic test of a two-dimensional work stressor framework with respect to stressors' relationships with strains, motivation, and performance Hindrance stressors had a
1,752 citations
TL;DR: In this article, the authors explore how organizational antecedents affect potential and realized absorptive capacity and find that organizational mechanisms associated with coordination capabilities (cross-functional interfaces, participation in decision making, and job rotation) primarily enhance a unit's potential absorptive capacities.
Abstract: Exploring how organizational antecedents affect potential and realized absorptive capacity, this study identifies differing effects for both components of absorptive capacity. Results indicate that organizational mechanisms associated with coordination capabilities (cross-functional interfaces, participation in decision making, and job rotation) primarily enhance a unit's potential absorptive capacity. Organizational mechanisms associated with socialization capabilities (connectedness and socialization tactics) primarily increase a unit's realized absorptive capacity. Our findings reveal why units may have difficulty managing levels of potential and realized absorptive capacity and vary in their ability to create value from their absorptive capacity.
1,627 citations
TL;DR: The authors examined the extent to which organizations' reputations encompass different types of stakeholders' perceptions, which may have differential effects on economic outcomes, and proposed a method to measure the influence of reputations in economic outcomes.
Abstract: We examined the extent to which organizations’ reputations encompass different types of stakeholders’ perceptions, which may have differential effects on economic outcomes. Specifically, we propose...
1,325 citations
TL;DR: This paper developed a model in which leader-member exchange mediated between perceived transformational leadership behaviors and followers' task performance and organizational citizenship behaviors, which is similar to ours in many ways.
Abstract: We developed a model in which leader-member exchange mediated between perceived transformational leadership behaviors and followers' task performance and organizational citizenship behaviors. Our s...
1,273 citations
TL;DR: A field study of top management teams and knowledge workers from 72 technology firms demonstrated that the rate of new product and service introduction was a function of organization members' ability to combine and exchange knowledge as mentioned in this paper.
Abstract: A field study of top management teams and knowledge workers from 72 technology firms demonstrated that the rate of new product and service introduction was a function of organization members’ ability to combine and exchange knowledge. We tested the following as bases of that ability: the existing knowledge of employees (their education levels and functional heterogeneity), knowledge from member ego networks (number of direct contacts and strength of ties), and organizational climates for risk taking and teamwork.
1,270 citations
TL;DR: A longitudinal study of the social processes of organizational sensemaking suggests that they unfold in four distinct forms: guided, fragmented, restricted, and minimal as discussed by the authors, and each of these forms is associated with a distinct set of process characteristics that capture the dominant pattern of interaction.
Abstract: A longitudinal study of the social processes of organizational sensemaking suggests that they unfold in four distinct forms: guided, fragmented, restricted, and minimal. These forms result from the degree to which leaders and stakeholders engage in “sensegiving”—attempts to influence others' understandings of an issue. Each of the four forms of organizational sensemaking is associated with a distinct set of process characteristics that capture the dominant pattern of interaction. They also each result in particular outcomes, specifically, the nature of the accounts and actions generated.
1,227 citations
TL;DR: In this article, the authors examined how industry characteristics affect the relative importance and value of high-performance work systems and found that the impact of these human resources systems on productivity is influenced by industry capital intensity, growth, and differentiation.
Abstract: There has been growing interest in the degree to which human resource systems contribute to organizational effectiveness, yet limited research attention has been paid to the contextual conditions that moderate the efficacy of these practices. In this study, we examined how industry characteristics affect the relative importance and value of high-performance work systems. Findings indicate that the impact of these human resources systems on productivity is influenced by industry capital intensity, growth, and differentiation.
1,186 citations
TL;DR: In this paper, the authors unbundle the structure of inertia into two distinct categories: resource rigidity (failure to change resource investment patterns and routine rigidity) and failure to change organizational p...
Abstract: I work to unbundle the structure of inertia into two distinct categories: resource rigidity (failure to change resource investment patterns) and routine rigidity (failure to change organizational p...
1,116 citations
TL;DR: In this paper, the authors investigated the relationships of the in-role performance and organizational citizenship behavior of the employees in an organization with their trust in their plant managers and found that the trust in managers was correlated with organizational citizenship behaviour.
Abstract: This study investigated the relationships of the in-role performance and organizational citizenship behavior (OCB) of the employees in an organization with their trust in their plant managers and t...
1,065 citations
TL;DR: This paper conducted meta-analyses of over 50 determinants and consequences of expatriate adjustment using data from 8,474 expatriates in the US in 2014. But they focused on international assignments and domestic stress.
Abstract: Integrating work on international assignments and domestic stress, we conducted meta-analyses of over 50 determinants and consequences of expatriate adjustment using data from 8,474 expatriates in ...
TL;DR: In this article, the authors examined expertise diversity's relationship with team learning and team performance under varying levels of collective team identification in multidisciplinary teams in the oil and gas industry.
Abstract: In multidisciplinary teams in the oil and gas industry, we examined expertise diversity's relationship with team learning and team performance under varying levels of collective team identification. In teams with low collective identification, expertise diversity was negatively related to team learning and performance; where team identification was high, those relationships were positive. Results also supported nonlinear relationships between expertise diversity and both team learning and performance. Finally, team learning partially mediated the linear and nonlinear relationships between diversity and performance. Findings broaden understanding of the process by which and the conditions under which expertise diversity may promote team performance.
TL;DR: It is theorized that multi-professionalization shapes "nonspread," which helps explain barriers to the spread of innovation in multiprofessional organizations in both health care and other settings.
Abstract: Two qualitative studies in the U.K. health care sector trace eight purposefully selected innovations. Complex, contested, and nonlinear innovation careers emerged. Developing the nonlinear perspective on innovation spread further, we theorize that multi-professionalization shapes "nonspread." Social and cognitive boundaries between different professions retard spread, as individual professionals operate within unidisciplinary communities of practice. This new theory helps explain barriers to the spread of innovation in multiprofessional organizations in both health care and other settings.
TL;DR: In this paper, a combination of behavioral and resource constraints arguments are used to explain the slack-performance relationship in privately held firms and the implications of these findings for theories of resources and entrepreneurship are discussed.
Abstract: Empirical findings from publicly traded firms and behavioral arguments suggest a positive influence of resource slack on financial performance. While this area has remained unexplored in privately held firms, conceptual arguments indicate that resource constraints may enhance performance. Longitudinal data on 900 privately held firms confirm the differing influences of forms of slack on performance. Results indicate that a combination of behavioral and resource constraints arguments are necessary to explain the slack-performance relationship in privately held firms. The implications of these findings for theories of resources and entrepreneurship are discussed.
TL;DR: In this paper, the authors investigated an important type of decentralized institution, certified management standards, and theorized that firms use these institutions to reduce problems that might arise with exchange partners that lack information or fear opportunism.
Abstract: In this article, we respond to calls by previous researchers to clarify the function of decentralized institutions by analyzing the strategic motives of individual actors. We investigated an important type of decentralized institution, certified management standards, and theorized that firms use these institutions to reduce problems that might arise with exchange partners that lack information or fear opportunism. We tested this theory using the pattern of certification with the ISO 14001 management standard.
TL;DR: In this paper, the authors apply an organizational learning lens to outline a theory of alliance experience accumulation obtained from allying across a diverse set of partners, and from repeatedly allying with the same partner over time.
Abstract: Drawing on the organizational learning literature, we posited that both general, diverse-partner experience and partner-specific experience contribute to alliance performance, but at a declining rate. We tested hypotheses in unique data on the objective performance of projects between large pharmaceutical firms and biotechnology partners. The general alliance experience of the biotechnology partners, but not of the pharmaceutical firms, positively affected joint project performance. This relationship exhibited diminishing marginal returns. Contrary to predictions, partner-specific experience had a negative, marginally significant effect on joint project performance. Strategic alliances are voluntary arrangements between firms to exchange and share knowledge as well as resources with the intent of developing processes, products, or services (Gulati, 1998: 293). As evidenced by their ubiquitous use in many different industries (Hagedoorn, 1993), alliances have become an important strategic tool. While alliances are used extensively, researchers have produced evidence suggesting that many, if not most, alliances do not live up to expectations or even fail altogether (Kogut, 1989). Understanding the performance of individual alliances is an important, yet underresearched, topic in strategic management. Herein, we seek to make a theoretical as well as a methodological contribution to the understanding of alliance performance. Building on recent conceptual work that proposed the existence of an alliance management capability (Dyer & Singh, 1998; Ireland, Hitt, & Vaidyanath, 2002), we apply an organizational learning lens to outline a theory of alliance experience accumulation obtained from allying across a diverse set of partners, and from repeatedly allying with the same partner over time. Allying across a portfolio of partners leads to general alliance experience obtained from the breadth of a firm’s alliance activity, while allying within the same dyad deepens partner-specific learning. We suggest that the relationship between alliance experience and alliance performance follows an experience curve, and is therefore positive, but characterized by diminishing marginal returns. Empirical work investigating the performance of
TL;DR: The authors developed a framework of service-unit behavior that begins with a unit's leader's service-focused behavior and progresses through intermediate links (service climate and customer-focused organizat...
Abstract: We develop a framework of service-unit behavior that begins with a unit's leader's service-focused behavior and progresses through intermediate links (service climate and customer-focused organizat...
TL;DR: Support is found for arguments that research on knowledge sharing can be advanced by studying how multiple networks affect various phases of knowledge sharing.
Abstract: Different subsets of social networks may explain knowledge sharing outcomes in different ways. One subset may counteract another subset, and one subset may explain one outcome but not another. We found support for these arguments in an analysis of a sample of 121 new-product development teams. Within-team and interunit networks had different effects on the outcomes of three knowledge-sharing phases: deciding whether to seek knowledge across subunits, search costs, and costs of transfers. These results suggest that research on knowledge sharing can be advanced by studying how multiple networks affect various phases of knowledge sharing.
TL;DR: The authors investigated the effects of intragroup and cross-subgroup communications in an experimental field study on demographic faultlines and found that faultlines explained more variance in perceptions of team learning, psychological safety, satisfaction, and expected performance than single-attribute heterogeneity indexes.
Abstract: We investigated the effects of intragroup and cross-subgroup communications in an experimental field study on demographic faultlines. The results indicated that faultlines explained more variance in perceptions of team learning, psychological safety, satisfaction, and expected performance than single-attribute heterogeneity indexes. In addition, cross-subgroup work communications were effective for groups with weak faultlines but not for groups with strong faultlines. Overall, this study extends the original faultline model, documents the utility of the concept of faultlines, and identifies some of their effects on work group outcomes.
TL;DR: In this paper, the concept of factional groups, or those in which members are representatives from a small number of (often just two) social entities, was introduced, such as many merger integration teams.
Abstract: We develop the concept of factional groups, or those in which members are representatives from a small number of (often just two) social entities. Such groups include many merger integration teams,...
TL;DR: The authors found that increasing educational diversity positively influenced the range and depth of information use for all except the most diverse teams, but negatively influenced information integration, with educational diversity mainly enhancing information use and national diversity invoking social categorization, thus hindering information use.
Abstract: Educational and national diversity are proposed to influence work teams' information use differently, with educational diversity mainly enhancing information use and national diversity invoking social categorization, thus hindering information use. As expected, increasing educational diversity positively influenced the range and depth of information use for all except the most diverse teams we studied, but negatively influenced information integration. In contrast to our expectations, national diversity had curvilinear relationships with the range, depth, and integration of information use. Both types of diversity provided information-processing benefits that outweighed the limitations associated with social categorization processes.
Abstract: In this study, we (1) clarify and distinguish the concept of status, (2) identify and analyze the institutional and organizational factors that can lead to differences in organizational status over...
TL;DR: In this article, the authors propose four alternative predictions regarding the relationship between voluntary turnover and workforce performance and develop the hypothesis that safety and productivity outcomes mediate that relationship, based on the assumption that turnover is correlated with productivity.
Abstract: We propose four alternative predictions regarding the relationship between voluntary turnover and workforce performance and develop the hypothesis that safety and productivity outcomes mediate that...
TL;DR: In this article, over 1,000 U.S. Army officers responded to two surveys over a two-year period and found that mentoring was positively related to affective commitment and continuance commitment and negativ...
Abstract: Over 1,000 U.S. Army officers responded to two surveys over a two-year period. Results indicated that mentoring was positively related to affective commitment and continuance commitment and negativ...
TL;DR: In this article, the authors extend the resource-based perspective to explain innovation in new firms that have yet to develop resources, using data on firms' efforts to commercialize technological inventions.
Abstract: We extend the resource-based perspective to explain innovation in new firms that have yet to develop resources. Using data on firms' efforts to commercialize technological inventions, we tested a m...
TL;DR: This paper examined whether structural, attitudinal, and behavioral variables of a relational nature were predictive of employee turnover in a sample of 176 health care employees and found that behavioral variables were correlated with employee turnover.
Abstract: This study examined whether structural, attitudinal, and behavioral variables of a relational nature were predictive of employee turnover. Participants were a sample of 176 health care employees fr...
TL;DR: In this paper, the authors extended prior research on the chain of relationships among organizational justice, social exchange relationships, and employee reactions by investigating the mediating role of psychological contract violations.
Abstract: This study extends prior research on the chain of relationships among organizational justice, social exchange relationships, and employee reactions by investigating the proposed mediating role of psychological contract violations. Results obtained from a longitudinal design examining a sample of 191 employees provide strong support for the proposal, enhance support for chain directionality, validate theoretical predictions about determinants of contract violations, and provide initial evidence supporting a proposed integration of perceived organizational support and psychological contract theory.
TL;DR: In this article, the authors examine relationships between creativity, the use of standardized work practices, and effectiveness among 90 empowered teams of service technicians, and find that standardization was found to moderate the relationship between creativity and both team performance and customer satisfaction.
Abstract: We examine relationships between creativity, the use of standardized work practices, and effectiveness (measured as both performance and customer satisfaction) among 90 empowered teams of service technicians. Despite the seemingly contradictory natures of creativity and standardized procedures, our results indicate that they can be complementary. Specifically, standardization was found to moderate the relationship between creativity and both team performance and customer satisfaction, although the pattern of results differed for the two measures of effectiveness. We discuss how and when teams can effectively employ both work practices.
TL;DR: This article extended Hambrick's concept of behavioral integration, a meta-construct of top management team process, and theorized on the extent to which CEO-, team-, and firm-level determinants shape be...
Abstract: Extending Hambrick's (1994) concept of behavioral integration, a meta-construct of top management team process, we theorized on the extent to which CEO-, team-, and firm-level determinants shape be...
TL;DR: In this article, a theory of turnover, social capital losses, and store performance was developed and tested in 38 locations of a restaurant chain and assessed the ability of social capital loss to predict varian...
Abstract: A theory of turnover, social capital losses, and store performance was developed and tested in 38 locations of a restaurant chain. We assessed the ability of social capital losses to predict varian...