Showing papers in "Academy of Management Review in 1989"
TL;DR: In this paper, the authors define a leadership event as a perceived segment of action whose meaning is created by the interactions of actors involved in producing it, and present a set of innovative methods for capturing and analyzing these contextually driven processes.
Abstract: �Traditional, hierarchical views of leadership are less and less useful given the complexities of our modern world. Leadership theory must transition to new perspectives that account for the complex adaptive needs of organizations. In this paper, we propose that leadership (as opposed to leaders) can be seen as a complex dynamic process that emerges in the interactive “spaces between” people and ideas. That is, leadership is a dynamic that transcends the capabilities of individuals alone; it is the product of interaction, tension, and exchange rules governing changes in perceptions and understanding. We label this a dynamic of adaptive leadership, and we show how this dynamic provides important insights about the nature of leadership and its outcomes in organizational fields. We define a leadership event as a perceived segment of action whose meaning is created by the interactions of actors involved in producing it, and we present a set of innovative methods for capturing and analyzing these contextually driven processes. We provide theoretical and practical implications of these ideas for organizational behavior and organization and management theory.
22,673 citations
TL;DR: In this article, the authors review agency theory, its contributions to organization theory, and the extant empirical work and develop testable propositions and conclude that agency theory offers unique insight into information systems, outcome uncertainty, incentives, and risk.
Abstract: Agency theory is an important, yet controversial, theory. This paper reviews agency theory, its contributions to organization theory, and the extant empirical work and develops testable propositions. The conclusions are that agency theory (a) offers unique insight into information systems, outcome uncertainty, incentives, and risk and (b) is an empirically valid perspective, particularly when coupled with complementary perspectives. The principal recommendation is to incorporate an agency perspective in studies of the many problems having a cooperative structure.
11,338 citations
TL;DR: This article argued that social identification is a perception of oneness with a group of persons, and social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation.
Abstract: It is argued that (a) social identification is a perception of oneness with a group of persons; (b) social identification stems from the categorization of individuals, the distinctiveness and prestige of the group, the salience of outgroups, and the factors that traditionally are associated with group formation; and (c) social identification leads to activities that are congruent with the identity, support for institutions that embody the identity, stereotypical perceptions of self and others, and outcomes that traditionally are associated with group formation, and it reinforces the antecedents of identification. This perspective is applied to organizational socialization, role conflict, and intergroup relations.
8,480 citations
TL;DR: In this article, a discussion about steps involved in developing a theory, such as seeing which factors logically should be considered as part of the explanation of the social or individual phenomena of interest, is presented.
Abstract: The article focuses on the development of a theory. A discussion is presented about steps involved in developing a theory, such as seeing which factors logically should be considered as part of the explanation of the social or individual phenomena of interest. The authors assert that authors developing theories are considering these factors, they should err in favor of including too many factors, recognizing that over time their ideas will be refined. The article presents information about the importance of sensitivity to the competing virtues of parsimony and comprehensiveness.
3,224 citations
TL;DR: The article presents a review of the book “Organizational Citizenship Behavior: The Good Soldier Syndrome,” by Dennis W. Organ.
Abstract: The article presents a review of the book “Organizational Citizenship Behavior: The Good Soldier Syndrome,” by Dennis W. Organ.
3,065 citations
TL;DR: In this article, the authors analyze organizational functioning from the perspective of social cognitive theory, which explains psychosocial functioning in terms of triadic reciprocal causation, and apply it in a series of experiments of complex managerial decision-making.
Abstract: This article analyzes organizational functioning from the perspective of social cognitive theory, which explains psychosocial functioning in terms of triadic reciprocal causation. In this causal structure, behavior, cognitive, and other personal factors and environmental events operate as interacting determinants that influence each other bidirectionally. The application of the theory is illustrated in a series of experiments of complex managerial decision making, using a simulated organization. The interactional causal structure is tested in conjunction with experimentally varied organizational properties and belief systems that can enhance or undermine the operation of the self-regulatory determinants. Induced beliefs about the controllability of organizations and the conception of managerial ability strongly affect both managers' self-regulatory processes and their organizational attainments. Organizational complexity and assigned performance standards also serve as contributing influences. Path analys...
2,835 citations
TL;DR: In this article, a set of ground rules and vocabulary to facilitate focused discussion about the structure of organization and management theories are proposed, and a matrix of criteria for evaluating the variables, constructs, and relationships that together compose a theory is developed.
Abstract: A set of ground rules and vocabulary to facilitate focused discussion about the structure of organization and management theories are proposed. The many previous efforts at defining and evaluating theory help establish criteria for theory construction and evaluation. In the establishment of these criteria, description is distinguished from theory, and a matrix of criteria for evaluating the variables, constructs, and relationships that together compose a theory is developed. The proposed matrix may be useful both for defining the necessary components of good theory and for evaluating and/or comparing the quality of alternative theories. Finally, a discussion of the way theories fit together to give a somewhat broader picture of empirical reality reveals the lines of tension between the two main criteria for evaluating theory.
2,014 citations
TL;DR: In this paper, the authors present criteria for improving interactional models and a model of person-organization fit, using a Q-sort methodology, individual value profiles are compared to organizational value profiles to determine fit and to predict changes in values, norms, and behaviors.
Abstract: In order for researchers to understand and predict behavior, they must consider both person and situation factors and how these factors interact. Even though organization researchers have developed interactional models, many have overemphasized either person or situation components, and most have failed to consider the effects that persons have on situations. This paper presents criteria for improving interactional models and a model of person-organization fit, which satisfies these criteria. Using a Q-sort methodology, individual value profiles are compared to organizational value profiles to determine fit and to predict changes in values, norms, and behaviors.
1,851 citations
TL;DR: The process of theory construction in organizational studies is portrayed as imagination disciplined by evolutionary processes analogous to artificial selection as mentioned in this paper, and the quality of theory produced is predicted to vary as a function of the accuracy and detail present in the problem statement that triggers theory building, the number of and independence among the conjectures that attempt to solve the problem, and the number and diversity of selection criteria used to test the conjecture.
Abstract: The process of theory construction in organizational studies is portrayed as imagination disciplined by evolutionary processes analogous to artificial selection. The quality of theory produced is predicted to vary as a function of the accuracy and detail present in the problem statement that triggers theory building, the number of and independence among the conjectures that attempt to solve the problem, and the number and diversity of selection criteria used to test the conjectures. It is argued that interest is a substitute for validation during theory construction, middle range theories are a necessity if the process is to be kept manageable, and representations such as metaphors are inevitable, given the complexity of the subject matter.
1,821 citations
TL;DR: In this article, a set of theory-building strategies to take advantage of theoretical tensions in social theory is discussed. But the authors focus on the opportunities offered by tensions, oppositions, and contradictions among explanations of the same phenomenon.
Abstract: Most contemporary theory construction methodologies attempt to build internally consistent theories of limited scope. Relatively little attention has been paid to the opportunities offered by tensions, oppositions, and contradictions among explanations of the same phenomenon. This essay attempts to spell out a set of theory-building strategies to help researchers take advantage of theoretical tensions. Such tensions can be regarded as paradoxes of social theory, and four different modes of working with paradoxes can be distinguished: (1) accept the paradox and use it constructively; (2) clarify levels of analysis; (3) temporally separate the two levels; and (4) introduce new terms to resolve the paradox. These four modes of paradox resolution are illustrated by application to the action:.-structure paradox in organizational theory.
1,540 citations
TL;DR: A review of previous research yields four key issues that form the core of a theory of hybrid arrangements as mentioned in this paper, which is then used to generate researchable propositions that explore differences among types of hybrids and to offer insights for managers of hybrid organizations.
Abstract: Hybrid organizational arrangements, in which two or more sovereign organizations combine to pursue common interests, raise significant questions for both scholars and managers. A review of previous research yields four key issues—breadth of purpose, boundary determination, value creation, and stability mechanisms—that form the core of a theory of hybrid arrangements. This theory is then used to generate researchable propositions that explore differences among types of hybrids and to offer insights for managers of hybrid organizations.
TL;DR: This paper argued that explanatory idiographic studies that are informed by a realist epistemology are, indeed, in a position to make general claims about the world and that such explanations can be regarded as externally valid.
Abstract: This paper attempts to address the question of whether organizational explanations produced through idiographic studies can be regarded as externally valid. It is argued that explanatory idiographic studies that are informed by a realist epistemology are, indeed, in a position to make general claims about the world. For realists, generality is distinguished from recurrent regularities; instead, it is ascribed to the operation of causal tendencies (or powers). The latter act in their normal way even when expected regularities do not occur. This is possible because the realization of causal tendencies is contingent upon specific circumstances, which may or may not favor the generation of certain patterns of events. Idiographic research conceptualizes the causal capability of structures, while at the same time it sheds light on the contingent manner through which a set of postulated causal powers interact and gives rise to the flux of the phenomena under study.
TL;DR: The authors argue that this new stream of dispositional research is flawed both conceptually and methodologically, and suggest several theoretical and empirical improvements, and conclude by discussing the costs of a dispositional perspective for both organizations and organizational participants.
Abstract: There has been renewed interest in dispositional explanations of individual behavior in organizations. We argue that this new stream of dispositional research is flawed both conceptually and methodologically, and we suggest several theoretical and empirical improvements. We conclude by discussing the costs of a dispositional perspective for both organizations and organizational participants.
TL;DR: In this paper, the concept of customer service in a manufacturing context is clarified, and the key strategic choices associated with emphasizing a customer service-oriented strategy are specified, and organizational arrangements necessary to implement these strategic choices are described.
Abstract: The proposed framework first clarifies the concept of customer service in a manufacturing context. Then the key strategic choices associated with emphasizing a customer service–oriented strategy are specified. Next, the organizational arrangements necessary to implement these strategic choices are described. Finally, alternative effective configurations of the strategic choices, organizational arrangements, and customer service activities are proposed. Research propositions are presented that focus on the relationship between central contingencies in the strategic management literature and customer service in manufacturing.
TL;DR: A central mission of scholars and educators in professional schools of management, health, education, and social work is to conduct research that contributes knowledge to a scientific discipline, and to apply that knowledge to the practice of management as a profession as discussed by the authors.
Abstract: A central mission of scholars and educators in professional schools of management, health, education, and social work is to conduct research that contributes knowledge to a scientific discipline, on the one hand, and to apply that knowledge to the practice of management as a profession, on the other (Simon, 1967). To do this well, we need to design our research so that it provides an intimate understanding of the practical problems facing the profession. Equally important, we need to appreciate and strengthen our skills in developing good theory so that research conducted about these problems will advance the knowledge that is relevant to both the discipline and the profession. Lewin's (1945) statement that "nothing is so practical as a good theory" captures a theme that is as important today as it was in Lewin's time. Good theory is practical precisely because it advances knowledge in a scientific discipline, guides research toward crucial questions, and enlightens the profession of management. This spec...
TL;DR: This paper reviewed the book "Causes, Coping and Consequences of Stress at Work, edited by Cary L. Cooper and Roy Payne" and found that the book is a good introduction to stress at work.
Abstract: The article reviews the book “Causes, Coping and Consequences of Stress at Work,” edited by Cary L. Cooper and Roy Payne.
TL;DR: In this article, a model that integrates several different motivational theories and previous control theory models is presented as a possible meta-theory to focus future theoretical and empirical efforts, which is dynamic, parsimonious and focuses on self-regulation and the underlying cognitive mechanisms of motivation.
Abstract: A model that integrates several different motivational theories and previous control theory models is presented as a possible meta-theory to focus future theoretical and empirical efforts. The proposed model is dynamic, parsimonious, and focuses on self-regulation and the underlying cognitive mechanisms of motivation. In explicating this model, numerous hypotheses are derived regarding (a) the nature of goals and feedback; (b) cognitive, behavioral, and affective reactions to goals and feedback; and (c) the role of attributions, expectancies, and goal hierarchies in determining those reactions.
TL;DR: In this article, a framework for analyzing service organizations is presented in which different conditions of input uncertainty are matched with the design of different interdependence patterns which, in turn, are matched to different portfolios of coordination mechanisms.
Abstract: Customer participation in the operations of service organizations can be a major source of input uncertainty. A framework for analyzing service organizations is presented in which different conditions of input uncertainty are matched with the design of different interdependence patterns which, in turn, are matched to different portfolios of coordination mechanisms. The composition of portfolios draws on both the conventional organizational literature and recent work on control mechanisms at the client/service firm interface.
TL;DR: The history of the person-situation controversy is reviewed in this article, where two models, a social intelligence model and a goals model, for analyzing personsituation interaction and the question of person-environment congruence are considered.
Abstract: The history of the person-situation controversy is reviewed. Although this controversy is not new, and most psychologists now see themselves as interactionists, they disagree about the kinds of person, situation, and interaction process units that should be emphasized. Two models, a social intelligence model and a goals model, for analyzing person-situation interaction and the question of person-environment congruence are considered.
TL;DR: This article reviewed the book "Controlling Work Stress: Effective Human Resource and Management Strategies" by M.T. Matteson and J.M. Ivancevich and found that it is a good book to read.
Abstract: The article reviews the book “Controlling Work Stress: Effective Human Resource and Management Strategies,” by M.T. Matteson and J.M. Ivancevich.
TL;DR: The notions of concept traveling and concept stretching are introduced, a clear treatment of various conceptual abstraction levels are provided, and the negation approach is articulated and offered.
Abstract: This paper extends existing social and behavioral science knowledge by placing explicit emphasis on concept-formation issues as they pertain to organizational science. Moreover, the paper (a) introduces in a detailed manner the notions of concept traveling and concept stretching, (b) provides a clear treatment of various conceptual abstraction levels, (c) articulates and offers the negation approach, and (d) shows how to attain the abstraction levels via the use of the negation approach to concept formation.
TL;DR: This article examined the relationship between employees' feedback-seeking behavior and the informal performance feedback they receive from their supervisors and found that when employees suspect that they are performing poorly, they often use feedbackseeking strategies that tend to minimize the amount of negative performance feedback their receive.
Abstract: This article examines the relationship between employees' feedback-seeking behavior and the informal performance feedback they receive from their supervisors. The focus is on those situations in which the employee is performing poorly. The central thesis is that when employees suspect that they are performing poorly, they often use feedback-seeking strategies that tend to minimize the amount of negative performance feedback they receive. Processes operating on both sides of the supervisor-employee interaction are identified as likely contributors to this effect. For the employee, these processes are rooted in a deep-seated motivation to maintain a positive self-esteem, and for the supervisor, they are rooted in an underlying reluctance about giving negative performance feedback.
TL;DR: In this article, a more complex model about the influence of work force reduction that combines psychological and sociological perspectives is proposed, in which less mechanistic means of coordination and control are used for the smaller work force.
Abstract: Literature on declining organizations focuses on two indicators of decreasing size—loss of financial resources and work force reduction. This effort to integrate the decline and size literatures combines psychological and sociological perspectives to distinguish between the effects of these two variables. Following the psychological threat-rigidity thesis, loss of financial resources is proposed to cause mechanistic shifts in organizational structures and jobs. We advance a more complex model about the influence of work force reduction that combines psychological and sociological perspectives. In the short term, the threat provoked by work force reduction brings about mechanistic shifts in structures and jobs. In the long term, however, the threat wanes and, following sociological theory, a second set of shifts occurs, in which less mechanistic means of coordination and control are used for the smaller work force.
TL;DR: Mechanisms that are needed to ensure the continuity of quasi firms are explored, and an agenda for further research is given.
Abstract: In response to significant political, governmental, and socioeconomic changes affecting the health care industry, health care organizations are forming a wide variety of loosely coupled interorganizational arrangements. In this article, loosely coupled forms are classified according to the extent to which they are designed to achieve strategic purposes. The quasi firm is defined as a loosely coupled arrangement created to achieve long-lasting and important strategic purposes. Mechanisms that are needed to ensure the continuity of quasi firms are explored, and an agenda for further research is given.
TL;DR: In this article, the authors review the book "Riding the Waves of Change: Developing Managerial Competencies for a Turbulent World,” by Gareth Morgan, and present a review of the book.
Abstract: The article reviews the book “Riding the Waves of Change: Developing Managerial Competencies for a Turbulent World,” by Gareth Morgan.
TL;DR: In this article, the reconciliation of hierarchy with American political culture is analyzed across the period 1900-1940 in three sections: the Progressive years, the 1920s, and the 1930s.
Abstract: This paper addresses the processes of reconciling hierarchies and American ideals and suggests ways in which the socially functional and radical traditions of corporate history could be extended to include such concerns. It focuses on the concepts through which hierarchies and managerial authority were rendered thinkable as positive components within American society and traces the formation of the notion of a dispassionate, professional managerial authority exercised through corporate hierarchies out of the ideals of American political culture. The reconciliation of hierarchy with American political culture is analyzed across the period 1900–1940 in three sections: the Progressive years, the 1920s, and the 1930s. This focus on a period that was decisive for both the modern corporation and the administrative literature associated with it provides considerable scope for extending critical studies of the corporation and management.
TL;DR: A review of the book "Works and Lives: The Anthropologist As Author" by Clifford Geertz is given in this paper, where the author presents a review of his work.
Abstract: The article presents a review of the book “Works and Lives: The Anthropologist As Author,” by Clifford Geertz.
TL;DR: A review of the book "A Social-Contract Theory of Organizations" by Michael Keeley can be found in this paper, where the authors describe the book as "a social-contract theory of organizations".
Abstract: The article reviews the book “A Social-Contract Theory of Organizations,” by Michael Keeley.
TL;DR: In this paper, the authors discuss the effects that time and scale can have on complex social systems can result in rational individual actions leading to undesirable collective outcomes over time, a paradox of interdependent relations, and the logic of collective action serves as a useful framework for understanding individual/collectivity relationships.
Abstract: The firm's relationship to its social and public policy environment is fraught with issues whereby individual values conflict with organizational requirements and organizational actions conflict with social goals The effects that time and scale can have on complex social systems can result in rational individual actions leading to undesirable collective outcomes over time, a paradox of interdependent relations Recent literature concerning prisoner's dilemma game strategies, the parable of the tragedy of the commons, and the logic of collective action serves as a useful framework for understanding individual/collectivity relationships These concepts suggest that an integrative approach should be used Implications for managers and public policy officials are discussed, and research questions are suggested
TL;DR: The authors proposed that task characteristics provide a bridge between macro-and micro-level research streams that helps to build a better understanding of how macro- and microlevel views and structure and process are connected.
Abstract: Little integration has occurred between the macrolevel research on salary differentials and the microlevel research on evaluation bias, although both contribute to our understanding of the persistence of gender inequality in wages. It is proposed that task characteristics provide a bridge between these research streams that helps us to build a better understanding of how macro- and microlevel views and structure and process are connected.