Showing papers in "Academy of Management Review in 1993"
TL;DR: In this paper, a theoretical framework for understanding creativity in complex social settings is developed, based on the interactionist model of creative behavior developed by Woodman and Schoenfeldt (1989).
Abstract: In this article we develop a theoretical framework for understanding creativity in complex social settings. We define organizational creativity as the creation of a valuable, useful new product, service, idea, procedure, or process by individuals working together in a complex social system. The starting point for our theoretical development is provided by the interactionist model of creative behavior developed by Woodman and Schoenfeldt (1989). This model and supporting literature on creative behavior and organizational innovation are used to develop an interactional framework for organizational creativity. The theoretical framework is summarized by three propositions that can effectively guide the development of testable hypotheses.
3,904 citations
TL;DR: The authors argue that emotional labor may facilitate task effectiveness and self-expression, but it also may prime customer expectations that cannot be met and may trigger emotive dissonance and selfalienation.
Abstract: Emotional labor is the display of expected emotions by service agents during service encounters. It is performed through surface acting, deep acting, or the expression of genuine emotion. Emotional labor may facilitate task effectiveness and self-expression, but it also may prime customer expectations that cannot be met and may trigger emotive dissonance and self-alienation. However, following social identity theory, we argue that some effects of emotional labor are moderated by one's social and personal identities and that emotional labor stimulates pressures for the person to identify with the service role. Research implications for the micro, meso, and macro levels of organizations are discussed.
2,667 citations
TL;DR: In this article, the authors present a conceptual framework for understanding the dynamics of burnout, including determinants of and interrelationships among the three burnout components, including emotional exhaustion, depersonalization, and diminished personal accomplishment.
Abstract: Burnout is a unique type of stress syndrome, characterized by emotional exhaustion, depersonalization, and diminished personal accomplishment. Although burnout has been shown to be potentially very costly in the helping professions, such as nursing, education, and social work, little work has been done thus far to establish its generalizability to industry. This article reviews the literature on burnout and provides a conceptual framework designed to improve the understanding of burnout. Propositions are presented that are aimed at clarifying the dynamics of burnout, including determinants of and interrelationships among the three burnout components.
2,406 citations
TL;DR: In this article, the authors argue that the organizational context in which interaction networks are embedded produces unique constraints on women and racial minorities, causing their networks to differ from those of their white male counterparts in composition and characteristics of their relationships with network members.
Abstract: Despite voluminous research indicating that women and minorities have limited access to or are excluded from organizational networks, two central questions remain unanswered: (a) In what specific ways, if any, do the interaction networks of men and women and whites and racial minorities differ? and (b) What mechanisms produce those differences? The central thesis of the article is that the organizational context in which interaction networks are embedded produces unique constraints on women and racial minorities, causing their networks to differ from those of their white male counterparts in composition and characteristics of their relationships with network members. Organizational context is hypothesized to affect personal networks directly, as well as through its impact on individuals' strategies for managing constraints. A theoretical perspective that views women and minorities as active agents who make strategic choices among structurally limited alternatives is offered.
1,539 citations
TL;DR: The authors reviewed the book "Managing Acquisitions: Creating Value Through Corporate Renewal" by Philippe C. Haspeslagh and David B. Jemison, and found that the book is a good read.
Abstract: The article reviews the book “Managing Acquisitions: Creating Value Through Corporate Renewal,” by Philippe C. Haspeslagh and David B. Jemison.
1,301 citations
TL;DR: The degree of technical certainty or consensus is clearly affected by the fundamental nature of the subject of study, but consensus is also produced by social practices that differentiate fields that are more or less paradigmatically developed.
Abstract: The level of paradigm development—technical certainty and consensus—characterizing a field of study has numerous consequences for the social organization and operation of that field. These consequences, ranging from the ability to obtain resources to the ease of working collaboratively on research, have an impact on the subsequent development of the field (i.e., through a positive feedback loop). Although the degree of technical certainty or consensus is clearly affected by the fundamental nature of the subject of study, consensus is also produced by social practices that differentiate fields that are more or less paradigmatically developed. The study of organizations is arguably paradigmatically not well developed, in part because of values that emphasize representativeness, inclusiveness, and theoretical and methodological diversity. Although these values are attractive ideals, there are consequences for the field's ability to make scientific progress, which almost requires some level of consensus, as w...
1,280 citations
TL;DR: In this article, the authors develop a framework for describing and studying issue selling in organizations that draws on three different theoretical perspectives (e.g., upward influence, claiming behaviors, and impression management).
Abstract: The time and attention of top management in an organization are critical, but limited, resources. This article develops insights on issue selling as a process that is central to explaining how and where top management allocates its time and attention. We see issue selling as a critical activity in the early stages of organizational decision-making processes. We first clarify the value of understanding issue selling at the individual and organizational levels and from both symbolic and instrumental perspectives. We then develop a framework for describing and studying issue selling in organizations that draws on three different theoretical perspectives: issue selling as upward influence, issue selling as claiming behaviors, and issue selling as impression management. We use the different perspectives to develop a set of testable research propositions. The article concludes with a discussion of practical and theoretical implications of the issue-selling framework.
1,138 citations
TL;DR: In this article, a new model, called cultural dynamics, articulates the processes of manifestation, realization, symbolization, and interpretation and provides a framework within which to discuss the dynamism of organizational cultures.
Abstract: Schein's (1985) model of organizational culture as assumptions, values, and artifacts leaves gaps regarding the appreciation of organizational culture as symbols and processes. This article examinee these gaps and suggests a new model that combines Schein's theory with ideas drawn from symbolic-interpretive perspectives. The new model, called cultural dynamics, articulates the processes of manifestation, realization, symbolization, and interpretation and provides a framework within which to discuss the dynamism of organizational cultures. Implications of the cultural dynamics model for collecting and analyzing culture data and for future theoretical development are presented.
1,083 citations
TL;DR: In this paper, a justice model of applicants' reactions to employment-selection systems is proposed as a basis for organizing previous findings and guiding future research, which also includes the interaction of procedural and distributive justice and the relationship of fairness reactions to individual and organizational outcomes.
Abstract: A justice model of applicants' reactions to employment-selection systems is proposed as a basis for organizing previous findings and guiding future research. Organizational justice literature is briefly reviewed, and key findings are used to provide a framework for the proposed model and to support hypotheses. The procedural justice of selection systems is examined in terms of 10 procedural rules, wherein the satisfaction and violation of these rules provide the basis for fairness reactions. Distributive justice of hiring decisions is examined with respect to equity, equality, and needs. The model also includes the interaction of procedural and distributive justice and the relationship of fairness reactions to individual and organizational outcomes.
1,074 citations
TL;DR: This article propose a theoretical framework for IJVs, develop a typology of theory-development approaches, and apply this framework and typology to demonstrate how a near-term shift in foci can accelerate rigorous IJV theory development.
Abstract: Dramatic advances have recently marked the study of international joint ventures (IJVs). The progress has been mixed, however. Although several theoretical dimensions have been emphasized in the literature, researchers have not addressed certain crucial questions at the heart of the IJV relationship. Consequently, individually useful IJV studies have not coalesced into a collectively coherent body of work with an underlying theoretical structure. This weakness in theory development, I argue, may stem from the convergence of “hard” methodological approaches with “soft” behavioral variables. In proposing and justifying a research program toward deeper understanding of voluntary interfirm cooperation. I offer a theoretical framework for IJVs, develop a typology of theory-development approaches, and apply this framework and typology to demonstrate how a near-term shift in foci can accelerate rigorous IJV theory development.
1,058 citations
TL;DR: In this paper, a mathematical model of bandwagons examines how organizational collectivities' characteristics determine whether a bandwagon will occur, how many organizations jump on it, and how many retain the innovation it diffuses.
Abstract: The sheer number of organizations adopting an innovation can cause a bandwagon pressure, prompting other organizations to adopt this innovation Institutional bandwagon pressures occur because nonadopters fear appearing different from many adopters Competitive bandwagon pressures occur because nonadopters fear below-average performance if many competitors profit from adopting Our mathematical model of bandwagons examines how organizational collectivities' characteristics determine (a) whether a bandwagon will occur, (b) how many organizations jump on it, and (c) how many retain the Innovation it diffuses Simulating the model suggests, first, that any technological, organizational, or strategic innovation with ambiguous returns can diffuse in a bandwagon manner; second, that minor differences in organizational collectivities can have major effects on bandwagons' occurrence, extent, and persistence: and third, that bandwagons can prompt most organizations in a collectivity to adopt an innovation, even wh
TL;DR: In this paper, an option-theoretic perspective for organizational strategic management is developed, based on the basic intuition that people seek to keep options open in situations that involve an unforeseeable future, and supported by theory in financial economics.
Abstract: This article develops an option-theoretic perspective for organizational strategic management. Grounded in the basic intuition that people seek to “keep options open” in situations that involve an unforeseeable future, and supported by theory in financial economics, this view is a recent development in strategy. The theory integrates resource allocation, sense making, organizational learning, and strategic positioning in a unified framework, and it provides a new explanation for some counterintuitive empirical findings.
TL;DR: It is argued that over time the world views, goals, strategies, cultures, and processes of successful organizations will become more pure or “simple”: They will come to focus more narrowly on a single theme, activity, or issue at the expense of all others.
Abstract: This article argues that over time the world views, goals, strategies, cultures, and processes of successful organizations will become more pure or “simple”: They will come to focus more narrowly on a single theme, activity, or issue at the expense of all others. This is explained by managerial, cultural, structural, and process factors within the organization. It is also attributed to both the complementary way in which these factors configure and the paradox that although simplicity may trigger ultimate failure, it can bring about Initial success. The article offers some illustrative propositions concerning the nature, causes, moderating factors, and consequences of simplicity, and it makes suggestions for conducting further research.
TL;DR: The authors argue that human resource management (HRM) may be best understood as a discourse and set of practices that attempt to reduce the indeterminacy involved in the employment contract, and reread HRM practices from a Foucauldian power-knowledge perspective.
Abstract: Drawing on the work of Michel Foucault. I argue that human resource management (HRM) may be best understood as a discourse and set of practices that attempt to reduce the indeterminacy involved in the employment contract. Here I reread HRM practices from a Foucauldian power-knowledge perspective and suggest that this provides an avenue to reorient contemporary, historical, and comparative analyses of the area.
TL;DR: In this article, the authors develop a framework to explain both causes and consequences of divergence between archival and perceptual measures of the environment, and identify two central factors that account for this divergence: level of analysis and mediating filters.
Abstract: Based on a review of previous theoretical and empirical research on environmental measurement, we develop a framework to explain both causes and consequences of divergence between archival and perceptual measures of the environment. Through this framework, we identity two central factors that account for this divergence: level of analysis and mediating filters. Research implications of this divergence between archival and perceptual characterizations are presented. Theoretical and methodological suggestions are advanced to improve the use of environmental measures.
TL;DR: In this article, the authors explore work-family relations from the perspective of the emotion management performed by participants in both spheres, considering how work and family roles vary in the types and degrees of emotion management they require.
Abstract: This article explores work-family relations from the perspective of the emotion management performed by participants in both spheres. We extend previous discussions of emotion management by considering how work and family roles vary in the types and degrees of emotion management they require. We then explore the implications of this conception of work-family role variations in type and degree of emotion management for women's and men's work-family relations, paying particular attention to gender differences in work-family conflict and work-family role overload. The framework developed here highlights the need to examine variability in the emotion-management requirements of social roles, and it calls for attention to workers' multiple role involvements in studies of emotion management and their effects on individuals.
TL;DR: A review of the book "Leadership and Information Processing: Linking Perceptions and Performance" by Robert G. Lord and Karen G. Maher can be found in this paper.
Abstract: This article presents a review of the book “Leadership and Information Processing: Linking Perceptions and Performance,” by Robert G. Lord and Karen G. Maher.
TL;DR: In this article, the authors apply Knoke's (1990) synthesized motivation model to PWE and suggest that rational, normative, and affective bonding incentives may play a role in employee PWE.
Abstract: Shirking, social loafing, and free riding are concepts that have guided the recent study of how much effort employees provide on the job. Although researchers have generally treated these concepts as distinct, a common thread underlies them, that is, propensity to withhold effort (PWE). The main difference among the three concepts is the context in which or the reasons why withholding effort occurs. Building on these ideas, this article applies Knoke's (1990) synthesized motivation model to PWE and suggests that rational, normative, and affective bonding incentives may play a role in employee PWE. Using the model, this article reconceptualizes and attempts to clarify past theory and research, and it develops hypotheses to direct future research on PWE in work groups.
TL;DR: In this article, three dimensions of dress, homogeneity of dress and conspicuousness of dress are identified, and relationships among these dimensions and organizational processes are proposed, and a rich agenda for research is proposed.
Abstract: Dress in organizations is ubiquitous, yet it has been overlooked in organizational studies. Dress can reflect and create a variety of organizational dynamics. This article offers a framework to consider these dynamics. Three dimensions—attributes of dress, homogeneity of dress, and conspicuousness of dress—are identified. Relationships among these dimensions and organizational processes are proposed. Dress is argued to indicate internal and external processes. Dress also can affect individual and organizational outcomes, including employee compliance and legitimation and organizational image and utilization of human resources. A rich agenda for research is proposed.
TL;DR: In this article, the authors propose a theoretical framework illustrating key sets of constructs and processes, both at the individual level and at the organization level, that constitute the intraorganizational adoption of innovations.
Abstract: We propose a theoretical framework illustrating key sets of constructs and processes, both at the individual level and at the organization level, that constitute the intraorganizational adoption of innovations. It illustrates how socialization, social influence, and structuration processes in organizations operate to influence the degree of fidelity (match between design/intended use and actual use) and uniformity (similarity across users) in innovation process outcomes. We offer propositions concerning how innovations come to lack fidelity and/or uniformity as they are used in organizations. A case study of a program innovation in a Fortune 400 corporation is used to illustrate the framework.
TL;DR: In this article, the authors present a review of the book "Critical Management Studies, edited by Mats Alvesson and Hugh Willmott, which is a survey of management studies.
Abstract: This article presents a review of the book “Critical Management Studies,” edited by Mats Alvesson and Hugh Willmott.
TL;DR: In this article, the authors review the book "Dynamics of Organizational Populations: Density, Legitimacy and Competition" by Michael T. Hannan and Glen R. Carroll.
Abstract: The article reviews the book “Dynamics of Organizational Populations: Density, Legitimacy and Competition,” by Michael T. Hannan and Glen R. Carroll.
TL;DR: Galegher as mentioned in this paper reviewed the book Intellectual Teamwork: Social and Technological Foundations of Cooperative Work, edited by Jolene Galegher, Robert E. Kraut and Carmen Egido.
Abstract: The article reviews the book “Intellectual Teamwork: Social and Technological Foundations of Cooperative Work,” edited by Jolene Galegher, Robert E. Kraut and Carmen Egido.
TL;DR: In this article, the authors propose an organization structure and process for diversified firms that can obtain benefits from information asymmetries and economies of scope, each source of benefits is based on different underlying mechanisms.
Abstract: Diversified firms can obtain benefits from information asymmetries and economies of scope. Each source of benefits is based on different underlying mechanisms. Attaining benefits relies on the adoption of appropriate organization structures and processes, which should be designed on the basis of the organizational requirements of each source of benefits.
TL;DR: In this paper, the authors present a review of the book &The Economics of Collective Action,& by John R. Commons, which is a collection of essays about collective action.
Abstract: This article presents a review of the book &The Economics of Collective Action,& by John R. Commons.
TL;DR: Trist's contributions to the literature are the formulation of sociotechnical systems theory, the conceptualization of sell-directed work teams, the development of the notion of organizations as open systems in the context of environments with unique causal textures, and the creation of processes for bringing about change on the individual, group, organizational, and interorganizational levels as mentioned in this paper.
Abstract: This article addresses the contributions of Eric Trist to the social sciences. Among his contributions to the literature are the formulation of sociotechnical systems theory; the conceptualization of sell-directed work teams; the development of the notion of organizations as open systems in the context of environments with unique causal textures; the formulation of social ecology as a new field of inquiry; and the creation of processes for bringing about change on the individual, group, organizational, and interorganizational levels. Underlying all of his theoretical contributions is his innovative work with groups, organizations, and communities around the world, reflecting his commitment to social science that is socially engaged in the service of humanity.1
TL;DR: Green and Baker as mentioned in this paper reviewed the book "Work, Health, Productivity, and Productivity: A Review of the Book "Work and Health" by Gareth M. Green and Frank Baker.
Abstract: This article presents a review of the book “Work, Health, and Productivity,” by Gareth M. Green and Frank Baker.
TL;DR: In this article, a four-cell paradigm typology was developed to examine the determinants of national union paradigms, and a theoretical model was developed for examining the determinant of the national union paradigm, to present national case studies, and to investigate the effects of paradigm on union organizational structures, levels of industrial conflict, and decline rates of national unions movements.
Abstract: This article builds on Murray and Reshef (1988) to develop a four-cell paradigm typology. Next, a theoretical model is developed to examine the determinants of national union paradigms, to present national case studies of the four paradigms, and to investigate the effects of paradigms on union organizational structures, levels of industrial conflict, and decline rates of national union movements. Finally, the effects that declining unionism has on paradigms and the research implications of this study are examined.
TL;DR: In this article, the authors present a review of the book & Micropolitics of Knowledge: Communication and Indirect Control in Workgroups, by Emmanuel Lazega, and discuss the relationship between communication and indirect control in groups.
Abstract: The article presents a review of the book & Micropolitics of Knowledge: Communication and Indirect Control in Workgroups,& by Emmanuel Lazega.