Showing papers in "Academy of Management Review in 1991"
TL;DR: The authors applied the convergent insights of institutional and resource dependence perspectives to the prediction of strategic responses to institutional processes, and proposed a typology of strategies that vary in active organizational resistance from passive conformity to proactive manipulation.
Abstract: This article applies the convergent insights of institutional and resource dependence perspectives to the prediction of strategic responses to institutional processes. The article offers a typology of strategic responses that vary in active organizational resistance from passive conformity to proactive manipulation. Ten institutional factors are hypothesized to predict the occurrence of the alternative proposed strategies and the degree of organizational conformity or resistance to institutional pressures.
7,595 citations
TL;DR: This article reviewed the book "A Theory of Goal Setting and Task Performance" by Edwin A. Locke and Gary P. Latham and found it to be a good introduction to goal setting and task performance.
Abstract: The article reviews the book “A Theory of Goal Setting and Task Performance,” by Edwin A. Locke and Gary P. Latham.
5,435 citations
TL;DR: In this article, the authors define corporate social performance (CSP) and reformulate the CSP model to build a coherent, integrative framework for business and society research, where principles of social responsibility are framed at the institutional, organizational, and individual levels; processes of social responsiveness are shown to be environmental assessment, stakeholder management, and issues management; and outcomes of CSP are posed as social impacts, programs, and policies.
Abstract: This article defines corporate social performance (CSP) and reformulates the CSP model to build a coherent, integrative framework for business and society research. Principles of social responsibility are framed at the institutional, organizational, and individual levels; processes of social responsiveness are shown to be environmental assessment, stakeholder management, and issues management; and outcomes of CSP are posed as social impacts, programs, and policies. Rethinking CSP in this manner points to vital research questions that have not yet been addressed.
4,690 citations
TL;DR: In this article, an issue-contingent model containing a new set of variables called moral intensity was proposed, and the authors argue that moral intensity influences every component of moral decision making and behavior.
Abstract: Existing theoretical models of individual ethical decision making in organizations place little or no emphasis on characteristics of the ethical issue itself. This article (a) proposes an issue-contingent model containing a new set of variables called moral intensity; (b) using concepts, theory, and evidence derived largely from social psychology, argues that moral intensity influences every component of moral decision making and behavior; (c) offers four research propositions: and (d) discusses implications of the theory.
3,540 citations
TL;DR: This paper developed a typology that focuses attention on three less dominant perspectives that can be used to guide research on these questions and suggest how organizational scientists can develop more encompassing theories of innovation diffusion and rejection by using the theoretical tensions that exist between the dominant perspective and the three perspectives developed in this article.
Abstract: Reviews indicate that the dominant perspective in the diffusion of innovation literature contains proinnovation biases which suggest that innovations and the diffusion of innovations will benefit adopters. As a result, it is difficult to either address or begin answering the questions: when and how do technically inefficient innovations diffuse? or when and how are technically efficient innovations rejected? This article has two goals: (1) to develop a typology that focuses attention on three less dominant perspectives that can be used to guide research on these questions and (2) to suggest how organizational scientists can develop more encompassing theories of innovation diffusion and rejection by using the theoretical tensions that exist between the dominant perspective and the three perspectives developed in this article. These resolutions are important because they indicate that processes which prompt the adoption of efficient innovations may coexist with processes that prompt the adoption of ineffici...
2,198 citations
TL;DR: Models from six domains are compared to explicate the punctuated equilibrium paradigm and show its broad applicability for organizational studies: how it is triggered, how systems function during such periods, and how it concludes.
Abstract: Research on how organizational systems develop and change is shaped, at every level of analysis, by traditional assumptions about how change works. New theories in several fields are challenging some of the most pervasive of these assumptions, by conceptualizing change as a punctuated equilibrium: an alternation between long periods when stable infrastructures permit only incremental adaptations, and brief periods of revolutionary upheaval. This article compares models from six domains—adult, group, and organizational development, history of science, biological evolution, and physical science—to explicate the punctuated equilibrium paradigm and show its broad applicability for organizational studies. Models are juxtaposed to generate new research questions about revolutionary change in organizational settings: how it is triggered, how systems function during such periods, and how it concludes. The article closes with implications for research and theory.
2,033 citations
TL;DR: By not conducting the in-depth research applied in a traditional case study the author is depriving the research of the insight one receives from that depth of study, the authors assert.
Abstract: In this article the authors discuss an article published in a pervious issue that presented an approach to building better theory through the use of case studies. The authors suggest that the paper does not do enough to support the claim that the methods used surpass pervious methods for conducting case studies. They compare the author's approach with various case studies and discuss the limitations of the author's work. Their main concerns fall into three areas; the in-depth study of a single case, deep vs. surface description and the telling of good stories vs. the creation of good constructs. They assert that by not conducting the in-depth research applied in a traditional case study the author is depriving the research of the insight one receives from that depth of study.
1,800 citations
TL;DR: The authors integrated theoretical and empirical work of both the international and the domestic adjustment literatures to provide a more comprehensive framework than might be obtained from either of the literatures alone, and they proposed a theoretical framework for guiding future research.
Abstract: Primarily because of the significant rate and costs of failed international assignments, the attention paid by scholars to the topic of international adjustment has increased recently. Unfortunately, most of the work has been without substantial theoretical grounding. In an effort to move toward a theoretical framework for guiding future research, this article integrates theoretical and empirical work of both the international and the domestic adjustment literatures. This integration provides a more comprehensive framework than might be obtained from either of the literatures alone.
1,752 citations
TL;DR: This paper reviewed the book "Managing Across Borders: The Transnational Solution" by Christopher A. Barlett and Sumantra Ghoshal and concluded that the book is a good read.
Abstract: The article reviews the book “Managing Across Borders: The Transnational Solution,” by Christopher A. Barlett and Sumantra Ghoshal.
1,694 citations
TL;DR: This paper pointed out that the classic case studies referred to were not single case examinations and that the trade-off between good stories and good constructs has to be made when working in the journal format instead of publishing an entire book.
Abstract: In this article the author replies to comments made over an approach to building theory using case studies as previously presented by the author. She notes that the benefits of her method are that the researcher is granted the opportunity to view a variety of cases allowing one to draw conclusions from a wider base of knowledge. This allows the researcher to view patterns on a larger scale as well as the opportunity to eliminate chance associations. The author goes on to address the concerns raised in the critique of her work suggesting that the classic case studies referred to were not single case examinations and that the trade-off between good stories and good constructs has to be made when working in the journal format instead of publishing an entire book.
1,662 citations
TL;DR: In this paper, the authors examined how, within the same corporation, the nature of corporate control might also vary systematically across subsidiaries, and the differences in subsidiary contexts were analyzed along two dimensions: (a) the extent to which the subsidiary is a user of knowledge from the rest of the corporation and (b) a provider of such knowledge to the rest.
Abstract: Virtually all research on strategic control within multinational corporations (MNCs) has focused on macro differences in control systems and processes across entire MNCs. Taking a less macro (i.e., subsidiary-specific contingency perspective), this article examines how, within the same corporation, the nature of corporate control might also vary systematically across subsidiaries. Differences in subsidiary contexts are analyzed along two dimensions: (a) the extent to which the subsidiary is a user of knowledge from the rest of the corporation and (b) the extent to which the subsidiary is a provider of such knowledge to the rest of the corporation.
TL;DR: The authors reviewed academic management from three global perspectives: contextual, quantitative, and qualitative, and made recommendations to develop a more globally relevant organizational science in which universal, regiocentric, intercultural, and culture-specific theories and research are clearly demarcated.
Abstract: This article reviews academic management from three global perspectives: contextual, quantitative, and qualitative. Based on multiple methods of assessment, academic management is found to be overly parochial. Cultural values of the United States underlie and have fundamentally framed management research, thus imbuing organizational science with implicit, and yet inappropriate, universalism. Recommendations are made to develop a more globally relevant organizational science in which universal, regiocentric, intercultural, and culture-specific theories and research are clearly demarcated.
TL;DR: It is proposed that there are discernible phases, or seasons, within an executive's tenure in a position and that these seasons give rise to distinct patterns of executive attention, behavior, and, ultimately, organizational performance.
Abstract: This article proposes a model of the dynamics of the CEO's tenure in office. The central argument is that there are discernible phases, or seasons, within an executive's tenure in a position, and that these seasons give rise to distinct patterns of executive attention, behavior, and, ultimately, organizational performance. The five delineated seasons are (a) response to mandate, (b) experimentation, (c) selection of an enduring theme, (d) convergence, and (e) dysfunction. The theoretical and practical implications of the model are discussed.
TL;DR: In this paper, a refined concept of organizational environments as complex and fluid is proposed, and implications for future research in organization theory are discussed. But the authors focus on the internal dynamics of multinational enterprises and do not consider the external factors that influence the structures and processes of these enterprises.
Abstract: Multinational enterprises (MNEs) serve as catalysts for reconceptualizing organization-environment relations because they operate simultaneously in multiple nations. We argue that subsidiaries of MNEs face dual pressures: They are pulled to achieve isomorphism with the local institutional environment, and they also face an imperative for consistency within the organization. We develop hypotheses regarding the factors that influence the structures and processes of MNEs. Based on an examination of the pressures imposed on MNEs. We offer a refined concept of organizational environments as complex and fluid, and we suggest implications for future research in organization theory.
TL;DR: This article developed a theoretical model depicting factors that may affect newcomers' information-seeking behaviors, examined the means or tactics by which they seek information, and presented a series of heuristically-oriented propositions concerning newcomers' use of these tactics.
Abstract: Although information-seeking efforts during organisational entry are of critical importance to newcomers' successful organisational assimilation, the means by which new hires seek information has received scant research attention. Consequently, in this article we develop a theoretical model depicting factors that may affect newcomers' information-seeking behaviors, examine the means or tactics by which they seek information, and present a series of heuristically-oriented propositions concerning newcomers' use of these tactics.
TL;DR: A review of the book "Flow: The Psychology of Optimal Experience" by Michael Csikszentmihalyi can be found in this paper, where the authors present a review.
Abstract: This article presents a review of the book “Flow: The Psychology of Optimal Experience,” by Michael Csikszentmihalyi.
TL;DR: In this article, a model is developed that explicates one process through which employee ownership operates, leading to a set of social-psychological and behavioral effects, where the formal ownership system is operationalized such that it leads to psychological ownership, a bonding or integration of the employee owner with the organization occurs.
Abstract: A model is developed that explicates one process through which employee ownership operates, leading to a set of social-psychological and behavioral effects. Where the formal ownership system is operationalized such that it leads to psychological ownership, a bonding or integration of the employee-owner with the organization occurs. It is through these processes that employee ownership exercises an influence upon group and individual outcomes. A set of antecedent and moderating variables to the operation of the formal ownership system is identified.
TL;DR: In this article, the authors hypothesize that many relationships start with an initial stock of assets, which can take a variety of forms (depending on the context), including favorable prior beliefs, trust, goodwill, financial resources, or psychological commitment.
Abstract: Many social relationships face a liability of adolescence; the hazard rate of the relationship ending increases for an initial period and then declines. The pervasiveness of this phenomenon suggests that there may be a common set of underlying factors. We believe that many relationships start with an initial stock of assets, which can take a variety of forms (depending on the context), including favorable prior beliefs, trust, goodwill, financial resources, or psychological commitment. We hypothesize that these assets reduce the risk of the relationship dissolving when the initial outcomes of the relationship are unfavorable, resulting in a honeymoon period. The duration of this honeymoon period is a function of the magnitude of these assets. We survey earlier results and report new analyses. For organizational theory, this model of duration dependence raises problems for Stinchcombe's (1965) liability of newness hypothesis, which is central to much theorizing on the population ecology of organizations. W...
TL;DR: Two research limitations pertaining to environmental munificence-organization relationships are examined and measurement suggestions, along with other research implications, are discussed.
Abstract: Two research limitations pertaining to environmental munificence-organization relationships are examined: (a) overabstraction, which exists when environment is defined too broadly, resulting in inappropriate aggregation of disparate environmental units and (b) conceptual ambiguity, which exists when researchers use different labels to describe similar munificence constructs and similar labels to describe different constructs. These limitations are clarified, and measurement suggestions, along with other research implications, are discussed.
TL;DR: This paper argued that the traditional dichotomy between metaphorical and literal languages has led either to an overemphasis or a depreciation of the role of metaphors in organizational science and proposed a methodology for the development of metaphors to yield deeper organizational scientific knowledge.
Abstract: This article outlines the different knowledge functions of metaphors in lay and scientific discourses and proposes a methodology for the development of metaphors to yield deeper organizational scientific knowledge. It argues that the traditional dichotomy between metaphorical and literal languages has led either to an overemphasis or a depreciation of the role of metaphors in organizational science. This dichotomy is unnecessary and unproductive because metaphorical language and literal language are different but not incompatible. Drawing on Beer's suggestions about scientific modeling, this article advances a transformational view of metaphors, which attempts to outline a methodology for the development of metaphorical insights to yield literal identities.
TL;DR: The authors introduced the notion of competitive decision making into the strategic decision-making literature and embedding this notion into a framework of industry and competitor analysis, showing that decision makers typically have specific "blind spots" when they consider the contingent decisions of competitors.
Abstract: This article bridges the literatures on competitor analysis and strategic decision making by (1) introducing the notion of competitive decision making into the strategic decision-making literature and (2) embedding this notion into a framework of industry and competitor analysis. The article shows that decision makers typically have specific “blind spots” when they consider the contingent decisions of competitors. The article identifies these blind spots and discusses how they may explain persistent, commonly observed phenomena such as industry overcapacity, new business entry failures, and acquisition premiums.
TL;DR: In this article, the authors argue that organizational or corporate culture is strongly influenced by the characteristics of the industry in which the company operates and that companies within an industry share certain cultural elements that are required for survival.
Abstract: This article develops the argument that organizational or corporate culture is strongly influenced by the characteristics of the industry in which the company operates. Thus, companies within an industry share certain cultural elements that are required for survival. The article identifies three classes of industry variables that have the potential for creating industry-driven cultural elements: competitive environment, customer requirements, and societal expectations. The article also discusses implications of the industry influences on the potential for culture change.
TL;DR: In this article, the authors extend the understanding of congruence of "fit" theory in HRM as a result of developing an organizational life cycle (OLC) model of international HRM (IHRM) for multinational companies (MNCs).
Abstract: This article seeks to extend our understanding of congruence of “fit” theory in strategic human resource management (HRM) as a result of developing an organizational life cycle (OLC) model of international HRM (IHRM) for multinational companies (MNCs). International and longitudinal dimensions provide several contributions to congruence theory as it relates to IHRM. First, two additional IHRM-context fits should be considered in strategic human resources. Second, the need for flexibility in strategic IHRM is explored in greater detail. Next, the concepts of fit and flexibility are explored in complement by examining their relationship over the entire OLC. A series of propositions is formulated concerning the relationship of fit and flexibility to organizational effectiveness in MNCs. Finally, new research directions are suggested relating fit to flexibility over the OLC for different organizational and environmental contexts.
TL;DR: In this article, a framework linking distributive justice principles, power, and conflict is presented to suggest a new perspective on issues of organizational strategy, and a new approach to organizational strategy is proposed.
Abstract: Although equity theory has dominated the conception of justice in organizational relations, equality also shapes justice expectations and behaviors. Therefore, there are two basic and, in principle, inevitable pressures toward conflict: (a) one stems from equity violations and results in overt conflict involving attempts to restore justice and (b) the other stems from equality violations and results in nondirected conflict that is symptomatic of decreased social cohesiveness. Power shapes distributive orientations, and, therefore, it is an important determinant of conflict pressures. A framework linking distributive justice principles, power, and conflict is advanced and used to suggest a new perspective on issues of organizational strategy.
TL;DR: In this article, the authors provide a theoretical framework for existing and future research on impression management in the feedback-seeking process and explain the impact that impression management has on when, from whom, and how individuals ask for feedback.
Abstract: Although impression management in the Feedback-seeking process has emerged as an important research topic, existing research has failed to capture the range and complexity of impression management behaviors. This article provides a theoretical framework for existing and future research. It examines how impression management sometimes discourages and at other times encourages feedback inquiry, and it explains the impact that impression management has on when, from whom, and how individuals ask for feedback. Organizational implications of the impression management motive in feedback seeking are discussed.
TL;DR: The process of people's investment in work and family roles is poorly understood as discussed by the authors, and investment in such roles has been considered the product of utilitarian motives, whereas an alternative perspective, derived from social identity theory, suggests that identity salience determines this investment.
Abstract: The process of people's investment in work and family roles is poorly understood. Traditionally, investment in such roles has been considered the product of utilitarian motives. An alternative perspective, derived from social identity theory, suggests that identity salience determines this investment. Proponents of the two approaches differ in describing sources of work-family conflict and methods of achieving work-family balance. Despite the competing predictions of the two approaches future research on the moderating effects of gender, life stage, and culture may prove fruitful for researchers who wish to elaborate upon an integrated model.
TL;DR: In this paper, an examination of the nature and role of intentions in the motivational process helps clarify several issues in the work motivation literature, including the process by which assigned goals influence behavior.
Abstract: The concepts of goal and intention have not been adequately differentiated in the work motivation and goal-setting literatures. As discussed in theories of intentional behavior (Ajzen, 1985; Fishbein & Ajzen, 1975; Kuhl, 1985; Ryan. 1970), intention is a cognitive representation of both means and end, and, thus, is a broader concept than goal. It is argued here that an examination of the nature and role of intentions in the motivational process helps clarify several issues in the work motivation literature, including the process by which assigned goals influence behavior.
TL;DR: Van de Ven as mentioned in this paper reviewed the book "Research on the Management of Innovation, edited by A.H. Van de Ven, H.L. Angle, and M.S. Poole.
Abstract: The article reviews the book “Research on the Management of Innovation,” edited by A.H. Van de Ven, H.L. Angle, and M.S. Poole.
TL;DR: In this paper, the authors identify a methodological void in OM research as the lack of empirical theory building and propose an empirically sound model for OM theory, which is derived from the classical empirical science perspective.
Abstract: This article identifies a methodological void in operations management (OM) research as the lack of empirical theory building. It addresses two questions: What is empirical science? and How can empirical theory building be nurtured in the area? The rationale for theory building in this article is derived from the classical empirical science perspective. Further, an empirically sound model OM theory is identified and evaluated, and selected theorylike statements and informal “theories” embedded in the OM literature are classified into an accepted classification scheme made up of grand theories, middle range theories, and empirical generalizations.
TL;DR: In this article, a conceptual framework that facilitates the assessment of the ethical performance of organization members based upon measurement principles applied to general work performance assessment is described, which is comprised of three components: the major stakeholders of the organization, the categorizing of organisation members into individual or group units for accountability, and the division of performance into behaviors or results.
Abstract: This article describes a conceptual framework that facilitates the assessment of the ethical performance of organization members Based upon measurement principles applied to general work performance assessment, this framework is comprised of three components: the major stakeholders of the organization, the categorizing of organization members into individual or group units for accountability, and the division of performance into behaviors or results Ethical standards can be formulated for combinations of these three components and expressed in terms of existing laws, or organizational or professional standards The importance of the framework for business ethics research and theory development is discussed