Showing papers in "Academy of Management Review in 1985"
TL;DR: An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when time devoted to the requirements of one role makes it difficult to fulfill requirements of another.
Abstract: An examination of the literature on conflict between work and family roles suggests that work-family conflict exists when: (a) time devoted to the requirements of one role makes it difficult to fulfill requirements of another; (b) strain from participation in one role makes it difficult to fulfill requirements of another; and (c) specific behaviors required by one role make it difficult to fulfill the requirements of another. A model of work-family conflict is proposed, and a series of research propositions is presented.
6,275 citations
TL;DR: Inconsistent findings have resulted from studies of the relationships among social disclosure, social performance, and economic performance of U.S. corporations as discussed by the authors, and the main reasons for these inconsistencies are: (a) a lack in theory, (b) inappropriate definition of key terms, and (c) deficiencies in the empirical data base currently available.
Abstract: Inconsistent findings have resulted from studies of the relationships among social disclosure, social performance, and economic performance of U.S. corporations. No clear tendency can be detected. The main reasons for these inconsistencies are: (a) a lack in theory, (b) inappropriate definition of key terms, and (c) deficiencies in the empirical data bases currently available. Suggestions are made as to how this situation can be improved.
2,489 citations
TL;DR: A review of the entrepreneurship literature suggests that differences among entrepreneurs and among their ventures are as great as the variation between entrepreneurs and nonentrepreneurs and between new firms and established firms as mentioned in this paper.
Abstract: A review of the entrepreneurship literature suggests that differences among entrepreneurs and among their ventures are as great as the variation between entrepreneurs and nonentrepreneurs and between new firms and established firms. A framework for describing new venture creation integrates four major perspectives in entrepreneurship: characteristics of the individual(s) who start the venture, the organization which they create, the environment surrounding the new venture, and the process by which the new venture is started.
2,412 citations
TL;DR: In this paper, the authors trace the evolution of the corporate social performance model by focusing on three challenges to the concept of corporate social responsibility: economic responsibility, public responsibility, and social responsiveness.
Abstract: This paper traces the evolution of the corporate social performance model by focusing on three challenges to the concept of corporate social responsibility: economic responsibility, public responsibility, and social responsiveness, it also examines social issues management as a dimension of corporate social performance. It concludes that the corporate social performance model is valuable for business and society study and that it provides the beginnings of a paradigm for the field.
1,808 citations
TL;DR: It is suggested here that employees experience several different commitments to the goals and values of multiple groups, and a multiple commitments approach may be more precise and meaningful.
Abstract: This paper argues that current, global conceptions of organizational commitment may be deficient in several respects. A review of macro approaches to the nature of organization, as well as research on reference groups and role theory, indicates that a multiple commitments approach may be more precise and meaningful. It is suggested here that employees experience several different commitments to the goals and values of multiple groups. Some implications of this perspective are presented.
1,642 citations
1,607 citations
TL;DR: In this paper, eight empirical studies using attitudinal data to cluster countries are reviewed and the major dimensions accounting for similarities among countries are discussed, and a final synthesis of clusters is presented.
Abstract: Eight empirical studies using attitudinal data to cluster countries are reviewed. The major dimensions accounting for similarities among countries are discussed, and a final synthesis of clusters is presented.
1,579 citations
TL;DR: In this article, the authors advocate treating the organization as the unit of theory for organizational climate while preserving the individual as the model for psychological climate, and examine multilevel conceptual problems in climate research and discuss strategies/or improving the validity and assessing the reliability of measurement.
Abstract: Organizational and psychological climate research has been plagued by cross-level inference problems This paper advocates treating the organization as the unit of theory for organizational climate while preserving the individual as the unit of theory for psychological climate It examines multilevel conceptual problems in climate research and discusses strategies/or improving the validity and assessing the reliability of measurement Additional multilevel research on climate and other areas of organizational science, particularly organizational culture, is encouraged
1,445 citations
TL;DR: A review of empirical studies that directly investigated the overseas adjustment of expatriate managers revealed four dimensions that were related to successful expat acculturation: (1) the self-oriented dimension; (2) the others-oriented dimensions; (3) the perceptual dimension; and (4) the cultural-toughness dimension.
Abstract: A review of empirical studies that directly investigated the overseas adjustment of expatriate managers revealed four dimensions that were related to successful expatriate acculturation: (1) the “self-oriented” dimension; (2) the “others-oriented” dimension; (3) the “perceptual” dimension; and (4) the “cultural-toughness” dimension. The study's implications for expatriate selection and training procedures in multinational corporations are discussed.
1,173 citations
TL;DR: The authors explores three major implications of the enacted environment concept for strategic management theory and practice: abandoning, rethinking constraints, threats, opportunities, and considering the primary role of strategic managers to be the management of meaning.
Abstract: There is a debate within strategic management about organizational environments—are they objective, perceived, or both? Still another view of environments, derived from an interpretive worldview, claims that environments are enacted. This paper explores three major implications of the enacted environment concept for strategic management theory and practice: abandoning; the prescription that organizations should adapt to their environments; rethinking constraints, threats, opportunities; and considering the primary role of strategic managers to be the management of meaning.
1,087 citations
TL;DR: In this paper, three models of strategy that are implicit in the literature are described: linear, adaptive, and interpretive, and their similarity to Boulding's (1956) hierarchical levels of system complexity is noted.
Abstract: Three models of strategy that are implicit in the literature are described—linear, adaptive, and interpretive. Their similarity to Boulding's (1956) hierarchical levels of system complexity is noted. The strategy construct is multifaceted, and it has evolved to a level of complexity almost matching that of organizations themselves.
TL;DR: A two-level scheme for reviewing contingency theory research on organizational strategy is proposed in this paper, which employs a systems model for delineating the domain of contingency perspectives on strategy research at the first level and incorporates relevant analytical dimensions at the second level.
Abstract: A two-level scheme for reviewing contingency theory research on organizational strategy is proposed. This scheme employs a systems model for delineating the domain of contingency perspectives on strategy research at the first level and incorporates relevant analytical dimensions at the second level. Patterns observed reinforce criticisms of contingency theory research in other macro-organizational areas. Recommendations pertaining to both theoretical and methodological issues are offered to strategy researchers conducting contingency theory-based empirical investigations.
TL;DR: A model of strategic risk taking incorporating environmental, industrial, organizational, decision maker, and problem variables is presented in this article, which is intended to be both a preliminary conceptualization of risk taking and a stimulant for future research on risk taking in strategic management decisions.
Abstract: A model of strategic risk taking incorporating environmental, industrial, organizational, decision maker, and problem variables is presented. The model is intended to be both a preliminary conceptualization of strategic risk taking and a stimulant for future research on risk taking in strategic management decisions. Relevant research from a number of disciplines is summarized, and the potential impacts of particular variables on the propensity to take strategic risks are examined.
TL;DR: In this article, the authors show that whistle-blowing is a form of prosocial behavior and provide clues about personality and situational variables predictive of whistleblowing, and propose to modify Latane's and Barley's (1968, 1970) bystander intervention framework.
Abstract: Why do some observers of organizational wrongdoing choose to report it? This question has received little research attention despite its prominence in the popular media. This paper attempts to show that whistle-blowing is a form of prosocial behavior. Empirical studies in the social-psychological literature of prosocial behavior provide clues about personality and situational variables predictive of whistle-blowing. Latane's and Barley's (1968, 1970) bystander intervention framework is modified for whistle-blowing decisions. Propositions for future research are offered.
TL;DR: In this paper, the interactionist approach is extended by a consideration of the roles of the workgroup, affect, corporate culture, symbolic management, and physical setting, and the role of the environment.
Abstract: Climate has been viewed as a function of: (a) the organization's structure; (b) the organization's membership; and (c) more recently the memberships' efforts to understand the organization. The third view—interactionism—has been offered as a reconciliation of the objectivism of the first and the subjectivism of the second. The interactionist approach is extended here by a consideration of the roles of the workgroup, affect, corporate culture, symbolic management, and physical setting.
TL;DR: In this article, the authors identify key constraints on public sector managers and draw implications for the evaluation of public sector management and for the behavior of public managers, arguing that application of private sector models to the public sector is problematic; that general models of strategic management are needed.
Abstract: Public and private sector strategic managers operate in different contexts that generate distinctive constraints on their behaviors and choices. Key constraints on public sector managers are identified in five propositions. Implications for the evaluation of public sector management and for the behavior of public managers are drawn. It is argued that application of private sector models to the public sector is problematic; that general models of strategic management are needed.
TL;DR: In this article, the authors propose the use of cognitive simplifying processes in defining ill-structured problems in acquisition and divestment decision making, which are characterized by complexity and ambiguity.
Abstract: Acquisition and divestment decision situations generally are characterized by complexity and ambiguity. This paper proposes the idea that business decision makers may use cognitive simplifying processes in defining such ill-structured problems. A number of specific simplifying processes that may be used in acquisition and divestment are discussed. These ideas are supported by examples from recent field research and the business press. Impacts on resulting decisions are discussed; future research directions are suggested.
TL;DR: The individual actor in a group and his or her assessment of the expected net benefits of contributing to the group's common interest compared to the benefits of free riding is the central concern of free-rider theory as discussed by the authors.
Abstract: The individual actor in a group and his or her assessment of the expected net benefits of contributing to the group's common interest compared to the benefits of free riding is the central concern of free-rider theory. Free-rider theory and research designed to test parts of the theory are reviewed. Three findings of value to managers are offered: (1) a free-riding tendency operates in groups, (2) free riding and group size are related, and (3) managers can use various strategies to counter free riding.
TL;DR: In this article, the authors argue that a primary basis for vicarious learning is a cognitively held "script" on the part of the observer of a model, which is a procedural knowledge structure or schema for understanding and enacting behaviors.
Abstract: Vicarious learning and modeling are important processes in the acquisition, development, and alteration of behavior in organizations. The authors argue that a primary basis for vicarious learning is a cognitively held “script” on the part of the observer of a model. A script is a procedural knowledge structure or schema for understanding and enacting behaviors. The close parallels are drawn between scripts and vicarious learning as vehicles for both understanding and influencing organizational behavior.
TL;DR: In this paper, a typology of absence cultures is developed based on the degree of salience of the culture and the level of trust inherent in the psychological contract, and an example of an absence culture in transition is provided.
Abstract: The concepts of absence culture and psychological contract are invoked to explain variations in absence behavior within and between organizations and their subunits. A typology of absence cultures is developed based on the degree of salience of the culture and the level of trust inherent in the psychological contract. An example of an absence culture in transition is provided, and implications for researchers and managers are discussed.
TL;DR: The authors reviewed some of the problems with this type of research and developed a checklist for judging the validity of the research methods and designs employed, in many cases these studies were found to have serious design problems.
Abstract: Much of the research conducted in organizational settings uses correlational techniques to infer associations among variables of interest. This paper reviews some of the problems with this type of research and develops a checklist for judging the validity of the research methods and designs employed. A sample of published correlational studies is evaluated, using the checklist. In many cases these studies were found to have serious design problems. Potential remedies and responses to these problems are discussed.
TL;DR: The article presents a review of the book “Stakeholders of the Organizational Mind,” by Jan Mitroff, which is described as a “road map for the future of organizational thinking” in the 21st Century.
Abstract: The article presents a review of the book “Stakeholders of the Organizational Mind,” by Jan Mitroff.
TL;DR: Work-at-home arrangements for the individual's quality of working life are discussed in this paper, where several major aspects of the work experience relevant to quality-of-working-life are discussed.
Abstract: Innovations in telecommunications technology increase the possibilities of working from the home. Implications of work-at-home arrangements for the individual's quality of working life are discussed. Included are discussions of several major aspects of the work experience relevant to quality of working life, analyses of the differences along these aspects between working at home and working at a normal workplace, and speculation about the possible consequences for the individual of the transfer of jobs from employers” premises to employees' homes.
TL;DR: This article reviewed the empirical evidence of sex differences in stress dynamics and proposed a framework for examining the sources of these differences, concluding that women tend to report higher rates of psychological distress and that men are more prone to severe physical illness.
Abstract: This paper reviews the empirical evidence of sex differences in stress dynamics and proposes a framework for examining the sources of these differences. Nineteen studies indicate that women tend to report higher rates of psychological distress and that men are more prone to severe physical illness. Explanations for these findings are posited and reviewed. They indicate gaps, ambiguities, and inconsistencies in the existing research. An agenda for future research is suggested.
TL;DR: In this article, ethical ambivalence is defined as "the sense that the behaviours, attitudes, and norms that are shaped and maintained by the organizational reward system conflict with the behaviors, attitudes and norms congruent with the ethical values and judgments of organizational stakeholders".
Abstract: Ethical ambivalence is a form of sociological ambivalence in which (a) the behaviors, attitudes, and norms that are shaped and maintained by the organizational reward system conflict with (b) the behaviors, attitudes, and norms congruent with the ethical values and judgments of organizational stakeholders. For example, though stakeholders require honest, open reporting, stonewalling and falsification of data may be rewarded. Examples of norms and counternorms are developed, and action strategies for researchers and managers are recommended.
TL;DR: This paper argued that the stereotype-fit model and passive observer research procedures have led researchers and theorists to overemphasize cognitive determinants and neglect behavioral, affective, and social determinants of biases in subjective appraisals.
Abstract: Unfair discrimination in subjective appraisals is explained most frequently with the stereotype-fit model, according to which raters possess stereotypes of the ideal occupant of a job and their evaluations reflect their perceptions of the goodness of fit of the rate to the job. The thesis here is that the stereotype-fit model and passive observer research procedures have led researchers and theorists to overemphasize cognitive determinants and neglect behavioral, affective, and social determinants of biases in subjective appraisals.
TL;DR: In this paper, a political life cycle model is developed in which contextual factors and strategic choices work together to evoke different political tactics during each period of the life cycle, and the implications of this model for practicing managers and for research are addressed.
Abstract: This paper links research on political processes in organizations with research on organizational life cycles and strategic change. It is proposed that politics accompany strategic changes but are manifested differently at each stage of an organization's life cycle. A political life cycle model is developed in which contextual factors and strategic choices work together to evoke different political tactics during each period of the life cycle. The implications of this model for practicing managers and for research are addressed.
TL;DR: The authors provide an historical review of coalitions in organizations and present key issues that must be confronted if research on coalitions is to contribute to an understanding of intraorganizational dynamics, including an explicit definition of a coalition within an organization, consideration of how the organizational context differs from the contexts of previous coalition research, a specification of the process that leads to coalitions, and a discussion of the impact of coalition.
Abstract: This paper provides an historical review of coalitions in organizations and presents key issues that must be confronted if research on coalitions is to contribute to an understanding of intraorganizational dynamics. Included are: an explicit definition of a coalition within an organization, consideration of how the organizational context differs from the contexts of previous coalition research, a specification of the process that leads to coalitions, and a discussion of the impact of coalitions.
TL;DR: In this article, a preliminary conceptual model for examining the effects of organizational work on the perceived quality of life (pQL) defines pQL as affective beliefs (hot cognitions) concerning the status of one's life.
Abstract: A preliminary conceptual model for examining the effects of organizational work on the perceived quality of life (pQL) defines pQL as affective beliefs (hot cognitions) concerning the status of one's life. The potential influences of work on pQL are considered in terms of effects mediated by the perceived quality of work life versus those mediated by the perceived quality of nonwork life; person-changing versus environment-changing effects; and first-party versus second-party effects.
TL;DR: Differences exist between models of organizational decision processes based on participant recollection and those based on other data sources such as analysis of meeting transcripts, archival data, and field observation, and implications for decision process research are discussed.
Abstract: Two fundamental differences exist between models of organizational decision processes based on participant recollection and those based on other data sources such as analysis of meeting transcripts, archival data, and field observation. These differences are illustrated with a number of specific decision process models. Possible reasons for the differences in models developed from alternative data sources are outlined. Implications for decision process research are discussed.