Showing papers in "Administrative Science Quarterly in 1992"
TL;DR: The results of as discussed by the authors supported the general hypothesis that individuals who were different from others in a social unit on demographic attributes reported lower organizational attachment, and the results of the study supported the conjecture that individuals with different demographic attributes were more likely to report higher organizational attachment.
Abstract: The results of the current study supported the general hypothesis that individuals who were different from others in a social unit on demographic attributes reported lower organizational attachment...
2,267Â citations
TL;DR: Larson et al. as mentioned in this paper examined social control in network organizational forms through an inductive field study of a sample of dyadic relationships established by high-growth entrepreneurial firms, highlighting the importance of reputation, trust, reciprocity, and mutual interdependence.
Abstract: Andrea Larson University of Virginia Social control in network organizational forms is examined through an inductive field study of a sample of dyadic relationships established by high-growth entrepreneurial firms. The social dimensions of the transactions are central in explaining control and coordination in the exchange structures. A process model of network formation is presented that highlights the importance of reputation, trust, reciprocity, and mutual interdependence. The network form is proposed as an alternative to vertical integration for high-growth entrepreneurial firms. The data also suggest that studying the network form of governance can provide insights into firm growth.'
2,207Â citations
TL;DR: Bailyn et al. as discussed by the authors used semistructured interviews with 38 new-product team managers in high-technotogy companies, log data from two of these teams, and questionnaires completed by members of a different set of AB newproduct teams to generate and test hypotheses about teams' external activities.
Abstract: We thank Lotte Bailyn, Keith Mumighan. Elaine RtMnanelli, the Center for Innovation Management Studies. Bob Sutton, and tfie anonymous reviewers at Administrative Science Quarteriy for their support and comments. This article focuses on the activities teams use to manage their organizational environment beyond their teams. We used semistructured interviews with 38 new-product team managers in high-technotogy companies, log data from two of these teams, and questionnaires completed by members of a different set of AB new-product teams to generate and test hypotheses about teams' external activities. Results indicate that teams engage in vertical communications aimed at molding the views of top management, horizontal communication aimed at coordinating work and obtaining feedback, and horizontal communication aimed at general scanning of the technical and market environment. Organizational teams appear to develop distinct strategies toward their environment: some specialize in particular external activities, some remain isolated from the extemal environment, and others engage in multiple external activities. The paper shows that the type of external communication teams engage in, not just the amount, determines performance. Over time, teams following a comprehensive strategy enter positive cycles of external activity, internal processes, and performance that enable long-term team success.*
2,097Â citations
TL;DR: Ibarra et al. as mentioned in this paper found that men were more likely to form homophilous ties across multiple networks and to have stronger homophily ties, while women evidenced a differentiated network pattern in which they obtained social support and friendship from women and instrumental access through network ties to men.
Abstract: Herminia Ibarra Harvard University This paper argues that two network mechanisms operate to create and reinforce gender inequalities in the organizational distribution of power: sex differences in homophily (i.e., tendency to form same-sex network relationships) and in the ability to convert individual attributes and positional resources into network advantages. These arguments were tested in a network analytic study of men's and women's interaction patterns in an advertising firm. Men were more likely to form homophilous ties across multiple networks and to have stronger homophilous ties, while women evidenced a differentiated network pattern in which they obtained social support and friendship from women and instrumental access through network ties to men. Although centrality in organization-wide networks did not vary by sex once controls were instituted, relative to women, men appeared to reap greater network returns from similar individual and positional resources, as well as from homophilous relationships.'
1,978Â citations
1,299Â citations
TL;DR: In this paper, the Repertory Grid Technique for Eliciting the Content and Structure of Cognitive Constructive Systems Coding the Causal Association of Concepts Identifying Strategic Loops: The Self-Q Interviews
Abstract: Mapping Strategic Thought EMPIRICAL RESEARCH: Discovering the Basis of Competition in 12 Industries: Computerized Content Analysis of Interview Data from the US and Europe Managerial Thought Structures and Competitive Positioning Bias and Sensemaking in Good Times and Bad Evolution of Revealed Causal Maps During Decline: A Case Study of Admiral MAPPING METHODS: Content Analysis The Repertory Grid Technique for Eliciting the Content and Structure of Cognitive Constructive Systems Coding the Causal Association of Concepts Identifying Strategic Loops: The Self-Q Interviews.
1,116Â citations
TL;DR: Nee et al. as discussed by the authors developed a new-institutionalist analysis of the organizational dynamics that propel market transition in reforming state socialism and highlighted the importance of hybrid forms in the current market transitions in state socialism through an examination of the emergence of marketized firms and cadre-entrepreneurs in China.
Abstract: Victor Nee Cornell University This paper underscores the importance of hybrid forms in the current market transitions in state socialism through an examination of the emergence of marketized firms and cadre-entrepreneurs in China. The paper develops a new-institutionalist analysis of the organizational dynamics that propel market transition in reforming state socialism. Under conditions of partial reform, marketized firms enjoy a transaction cost advantage over alternative governance structures. Changes in the institutional environment stemming from the spread of markets and the changing structure of property rights, however, increasingly favor private firms. Nonetheless, a mixed economy characterized by a diversity of organizational forms and a plurality of property rights will be a persistent feature of transitions from state socialism. Analysis of the interaction between government, enterprise, and market forces illustrates how the new-institutionalist perspective is applied to a dynamic model of market transition in China.'
1,051Â citations
TL;DR: In this article, a review of existing research aims to provide students and researchers with a clear perspective on this aspect of social change, arguing that the introduction of new ways of working can best be understood as a social process in which human reactions are vital in determining the outcome.
Abstract: This review of existing research aims to provide students and researchers with a clear perspective on this aspect of social change. The book adopts a largely psychological approach, arguing that the introduction of new ways of working can best be understood as a social process in which human reactions are vital in determining the outcome. The book therefore has major implications and recommendations for the human resource management school. The contributors, from Europe and North America, offer insights into innovation and creativity in working life.
979Â citations
TL;DR: The competitive advantage of nations has been studied extensively in the literature as mentioned in this paper, with a focus on the international competitiveness of companies and their ability to achieve competitive advantage in the modern global economy.
Abstract: the competitive advantage of nations the we chose a sample of industries for each nation that other nations represent a variety of population sizes represented the most important groups of competitive government policies toward industry social philoso industries in the economy the industries studied ac phies geographical sizes and locations, porter s competitive advantage of nations porter s 1990 competitive advantage of nations was heralded on publication as a book which could build a bridge between the theoretical literatures in strategic management and international economics and provide the basis for improved national policies on competitiveness, michael porter s competitive advantage and business history advantage 9 and the competitive advantage of nations 10 porter s farst book competitive strategy published in 1980 is an exhaustive look at strategy his context is the world of the late 1970s but the structure that he sets out is a very useful vehicle for the business historian the essence of formulating competitive strategy is relating a company to its environment 11 p 3, the porter s theory of competitive advantage starting from these premises porter identifies a system of determinants which is the basis for getting competitive advantages by the nations 2 the system of determinants the theory is based on the system of determinants called by porter diamond which consists of, competitive advantage of nations book by michael e now beyond its eleventh printing and translated into twelve languages michael porter s the competitive advantage of nations has changed completely our conception of how prosperity is created and sustained in the modern global economy porter s groundbreaking study of international competitiveness has shaped national policy in countries around the world, the competitive advantage of nations ideas and advice to investigate why nations gain competitive advantage in particular industries and the implications for company strategy and national economies i conducted a four year study of ten important, the competitive advantage of nations states and regions this presentation draws on ideas from professor porter s articles and books in particular the competitive advantage of nations the free press 1990 building the microeconomic foundations of competitiveness in the global competitiveness report world economic forum clusters and the new competitive agenda for companies and governments in on competition harvard business school press 2008 and ongoing research on clusters and competitiveness, pdf competitive advantage revisited michael porter on competitive advantage revisited michael porter on strategy and competitiveness article pdf available in journal of management inquiry 16 3 256 273 september 2007 with 10 927 reads, the competitive advantage of nations by michael e porter the competitive advantage of nations porter s concept of clusters or groups of interconnected firms suppliers related industries and institutions that arise in particular locations has become a new way for companies and governments to think about economies assess the competitive advantage of locations and set public policy, competitive advantage of nations michael e porter competitive advantage of nations michael e porter on amazon com free shipping on qualifying offers now beyond its eleventh printing and translated into twelve languages michael porter s i the competitive advantage of nations i has changed completely our conception of how prosperity is created and sustained in the modern global economy, competitive advantage university at albany there are two basic types of competitive advantage cost leadership and differentiation this book describes how a firm can gain a cost advantage or how it can differentiate itself it describes how the choice of competitive scope or the range of a firm s activities can play a powerful role in determining competitive advantage
900Â citations
TL;DR: Baum and Mezias as mentioned in this paper examined the impact of localized competition on rates of failure in the Manhattan hotel industry from 1898 to 1990 and found that hotels located in densely populated regions of the distributions of organizational size, geographic location, and price experienced significantly higher failure rates.
Abstract: Joel A. C. Baum and Stephen J. Mezias New York University This study examines the impact of localized competition on rates of failure in the Manhattan hotel industry from 1898 to 1990. The study investigates whether the organizations in a population with more similar resource requirements compete more intensely. This approach builds on existing density-based models of interorganizational competition by including variation at the organizational level directly in both the model and measures of competition. A dynamic analysis shows that hotels located in densely populated regions of the distributions of organizational size, geographic location, and price experienced significantly higher failure rates. The findings show how an ecological approach to competition that incorporates intrapopulation variation can provide a more detailed understanding of the competitive dynamics and evolution of organizational populations.'
743Â citations
TL;DR: In this article, the authors examine the proposition that change is detrimental to organizational performance and survival chances and propose that organizational change may benefit organizational performance if it occurs in response to dramatic restructuring of environmental conditions and if it builds on established routines and competences.
Abstract: Author(s): Haveman, H | Abstract: This paper examines the proposition that change is detrimental to organizational performance and survival chances. I propose that organizational change may benefit organizational performance and survival chances if it occurs in response to dramatic restructuring of environmental conditions and if it builds on established routines and competences. These propositions are tested on the savings and loan industry in California, which has experienced technological, economic, and regulatory shifts that have forced savings and loan associations to change or die. Findings indicate that most changes enhance financial performance, one is harmful to performance, and three diminish failure rates. These results support the model developed here and suggest that the question of whether change is hazardous should be replaced by the questions of under what conditions change may be hazardous or helpful and whether the direction of change affects its impact on performance and survival.'
TL;DR: Sackmann et al. as mentioned in this paper investigated the potential existence and formation of subcultures in organizations, using an inductive research methodology to study the extent to which four different types of knowledge were shared by organization members.
Abstract: Sonja A. Sackmann Management Zentrum St. Gallen, Switzerland and University of Konstanz, Germany This study investigated the potential existence and formation of subcultures in organizations, using an inductive research methodology to study the extent to which four different types of knowledge were shared by organization members. Fifty-two interviews were conducted in three different divisions of the same firm. These were content-analyzed and compared with data obtained from observations and written documents. A number of cultural subgroupings were found to exist in regard to two kinds of cultural knowledge, while an organization-wide cultural overlay was identified for a different kind of cultural knowledge. The implications for the concept of culture in organizational settings and future research on this topic are discussed.'
TL;DR: In this paper, the authors examined the relationship between interclass pay equity and product quality in a sample of 102 corporate business units and found that a small pay differential between lower-level employees and upper-echelon managers leads to high product quality by increasing lowerlevel employees' commitment to top-management goals, effort, and cooperation.
Abstract: Douglas M. Cowherd University of Michigan David 1. Levine University of California, Berkeley The relationship between interclass pay equity and product quality is examined in a sample of 102 corporate business units. A small pay differential between lower-level employees and upper-echelon managers (after controlling for inputs) is theorized to lead to high product quality by increasing lower-level employees' commitment to top-management goals, effort, and cooperation. Interclass pay equity is determined by comparing the pay and inputs of hourly workers and of lower-level managers and professionals to those of the top three levels of managers. Consistent with the predictions of distributive justice theory, both measures of pay equity are positively related to business-unit product quality.'
TL;DR: Boeker et al. as mentioned in this paper examined the role that board composition and organization ownership play in influencing the amount of power the chief executive is likely to possess and explored what actions organizations with poor performance but powerful chief executives might take.
Abstract: Warren Boeker Columbia University A study of 67 organizations over a 22-year period is used to examine the likelihood of chief executive and top management dismissal as a result of organizational performance and the distribution of power in the organization. Powerful chief executives are found to be less likely than less powerful chief executives to be dismissed during performance downturns. Instead, they displace blame for poor performance onto their subordinates, the top managers of the organization, who subsequently are replaced, while the chief executive remains. The paper examines the role that board composition and organization ownership play in influencing the amount of power the chief executive is likely to possess and explores what actions organizations with poor performance but powerful chief executives might take.'
TL;DR: Brockner et al. as discussed by the authors examined how layoff survivors' work attitudes and behaviors after the layoff changed as a function of their level of organizational commitment prior to a layoff and their perceptions of the fairness of the decision rule used to keep certain employees and lay off others.
Abstract: Joel Brockner Columbia University Tom R. Tyler University of California, Berkeley Rochelle Cooper-Schneider Columbia University The influence of individuals' prior commitment to an institution on their reactions to the perceived fairness of decisions rendered by the institution was examined in two different field settings. The first study examined how layoff survivors' work attitudes and behaviors after the layoff changed as a function of (1) their level of organizational commitment prior to the layoff and (2) their perceptions of the fairness of the decision rule used to keep certain employees and lay off others. In the second study, we explored how citizens' commitment to legal authorities changed as a function of their initial level of commitment and their perceptions of how fairly they were treated in their recent encounters with legal authorities. Consistent results emerged across these two settings: The most negative reactions were exhibited by those who previously felt highly committed but who felt that they were treated unfairly by the institution. Theoretical and practical implications are discussed.
TL;DR: In this article, the authors show that the tournament spread (prize differential) does have incentive effects on both individual performance and driver safety, that these effects peak at higher spreads, and that controlling for the dollar value of tournament spread, the prize distribution has little influence on individual performance.
Abstract: Brian E. Becker and Mark A. Huselid State University of New York at Buffalo Tournament models have developed into an important component of the theoretical literature on organizational reward systems. However, with one exception there have been no empirical tests of the incentive effects of tournament models in a field setting. Drawing on a panel data set from auto racing, we show that the tournament spread (prize differential) does have incentive effects on both individual performance and driver safety, that these effects peak at higher spreads, and that controlling for the dollar value of the tournament spread, the prize distribution has little influence on individual performance.
TL;DR: Davis et al. as discussed by the authors examined the factors that made organizations vulnerable to takeovers during the 1980s, using event-history techniques on time-series data covering all takeover bids for Fortune 500 firms between January 1980 and December 1990.
Abstract: Gerald F. Davis Northwestern University Suzanne K. Stout University of Texas at Dallas This paper describes how takeovers are accomplished and why they are not readily accommodated by existing organizational theories. We examined the factors that made organizations vulnerable to takeovers during the 1980s, using event-history techniques on time-series data covering all takeover bids for Fortune 500 firms between January 1980 and December 1990. The paper shows that greater organizational slack, age, and having a finance chief executive officer increased the risk of takeover; family control and financial characteristics such as a higher market-to-book ratio lowered the risk; while bank control and intercorporate network ties had no discernable effect. The results indicate an irony: Large corporations that were most successful by the standards of organization theory were most likely to be taken over in the 1980s. We argue that theory about organizations and environments has been premised on an assumption of managerialism that is no longer tenable and that it must adjust to the financial model of the corporation that now dominates economic and policy discourse.'
TL;DR: Friedman et al. as mentioned in this paper found that boundary spanning is a differentiated function that is not necessarily performed by one person, as assumed in much previous research, and that role conflict must be examined differently both conceptually and methodologically, and widens the range of options available for managing potential role conflicts.
Abstract: Raymond A. Friedman Harvard Business School Joel Podolny Stanford University In this paper we test the hypothesis that boundary spanning is a differentiated function that is not necessarily performed by one person, as assumed in much previous research. Using longitudinal network data collected during labor negotiations, we found that some individuals on the bargaining teams ("representatives") broker ties toward their opponents, while others ("gatekeepers") broker ties from their opponents; and some broker task-oriented ties (measured by flows of advice), while others broker socioemotional ties (measured by flows of trust). Differentiation of trust and advice brokerage roles was strong throughout the negotiations, while differentiation of representative and gatekeeper roles became more distinct as the contract deadline (and increased potential for role conflict) neared. This analytic distinction suggests that role conflict must be examined differently, both conceptually and methodologically, and widens the range of options available for managing potential role conflicts.'
TL;DR: This paper introduces the concept of the "move" as a unit of analysis in technical service interactions and uses it as the basis for a theory of organizational knowledge.
Abstract: Brian T. Pentland, University of California, Los Angeles This paper introduces the concept of the "move" as a unit of analysis in technical service interactions and uses it as the basis for a theory of organizational knowledge. Data from six months of participant observation at two software support hot lines were analyzed inductively to identify a core set of moves with which technical support specialists respond to customer calls. When a specialist cannot respond to a call alone, he or she has to get help from others or give the call away. The moves specialists use in these situations both reflect and enact the structure of the organization: transferring a call reflects division of labor, escalating a call reflects hierarchy, and so on. By allowing the technical support staff to accomplish work collectively they could not do individually, organizing moves embody the distinctively organizational aspect of the collective performance. If we adopt a pragmatic definition of knowledge as situated performance rather than abstract representation, then organizing moves are a logical foundation for a theory of organizational knowledge.'
TL;DR: This paper examined whether the dramatic increase in women representation among managers between 1970 and 1988 was real or was simply a case of women being given managerial titles but not commensurate pay or supervisory responsibility.
Abstract: Jerry A. Jacobs University of Pennsylvania This paper examines whether the dramatic increase in women's representation among managers between 1970 and 1988 was real or was simply a case of women being given managerial titles but not commensurate pay or supervisory responsibility. Earnings and authority differentials between male and female managers are analyzed with data from three sources for this period. The results indicate that the sex gap in earnings among managers narrowed during this period, while the gap in authority remained constant. Thus, women's increasing representation in management was not simply a matter of their artificial reclassification. Nonetheless, the sex gap in wages within management continues to exceed that in the labor force as a whole. The implication of these results for theories of internal organizational dynamics are discussed.'
TL;DR: Bazerman et al. as mentioned in this paper found that when evaluating the desirability of a single outcome consisting of a payoff for oneself and another person, people display great concern for relative payoffs.
Abstract: Max H. Bazerman Northwestern University George F. Loewenstein Carnegie-Mellon University Sally Blount White Northwestern University This paper identifies a systematic instability in the weight that people place on interpersonal comparisons of outcomes. When evaluating the desirability of a single outcome consisting of a payoff for oneself and another person, people display great concern for relative payoffs. However, when they choose between two or more outcomes, their choices reflect greater concern with their own payoffs and less concern for relative payoffs. Modal subjects in our experiments rated the outcome of $500 for self/$500 for other as more desirable than the outcome $600 for self/$800 for other when both were evaluated independently, but they chose the latter outcome over the former when presented with the two options simultaneously. We offer a theoretical explanation for this phenomenon and demonstrate its robustness.0
TL;DR: Zenger et al. as discussed by the authors developed an efficiency explanation for commonly observed performance-based compensation contracts that aggressively reward extreme performance while largely disregarding performance distinctions for moderate performance levels in response to this reward-the-extremes contract.
Abstract: Todd R Zenger Washington University This study develops an efficiency explanation for commonly observed performance-based compensation contracts that aggressively reward extreme performance while largely disregarding performance distinctions for moderate performance levels In response to this reward-the-extremes contract, the paper predicts a relationship between performance and turnover that fluctuates by performance level Evidence of the hypothesized contract and the resulting pattern of turnover are provided empirically with data collected from 984 engineering employees of two large high-technology companies in the San Francisco Bay Area The data confirm that extremely high and moderately low performers are likely to remain in firms offering these contracts while moderately high and extremely low performers are likely to depart"
TL;DR: Gerlach et al. as discussed by the authors analyzed Japanese intercorporate relationships in terms of three different structures of interaction: corporate groupings, financial centrality, and industrial interdependency.
Abstract: Michael L. Gerlach University of California at Berkeley Japanese intercorporate relationships are considered in terms of three different structures of interaction: corporate groupings, financial centrality, and industrial interdependency. The significance of each of these structures is tested with a sample of the forty largest industrial firms and twenty largest financial firms in Japan across networks of equity ownership, interlocking directorships, and banking borrowing. Macro-network blockmodeling analysis demonstrates that financial hierarchy is a pervasive pattern for all sets of relationships, and the position of industrial firms in the network is largely determined by corporate group membership (i.e., keiretsu). However, in contrast to predictions that financial centrality and corporate groupings will be used to manage industrial interdependencies among closely related firms, the results suggest that industrial firms with similar network positions represent highly diversified market sectors. These findings together provide a relatively finely detailed picture of the sources of network structure in Japan, variations that exist among different intercorporate network variables, the role of financial institutions in the Japanese economy, and the hierarchical nature of Japanese corporate groupings.'
TL;DR: The role of language in negotiation is discussed in this paper, where Roloff et al. discuss strategies, tactics, and negotiation processes for achieving negotiation goals, including strategies, strategies, and strategies.
Abstract: PART ONE: STRATEGIES, TACTICS, AND NEGOTIATION PROCESSES Achieving Negotiation Goals - Michael E Roloff and Jerry M Jordan The 'Fruits and Foibles' of Planning Ahead Communication Media and Negotiation Processes - Marshall Scott Poole, Dale L Shannon and Gerardine DeSanctis The Communication of Offers in Dyadic Bargaining - Frank Tutzauer Phase Structures in Negotiation - Michael E Holmes PART TWO: INTERPRETIVE PROCESSES AND LANGUAGE ANALYSIS Bargaining Arguments and Argumentative Bargainers - Colleen M Keough Framing, Reframing and Issue Development - Linda L Putnam and Majia Holmer The Role of Language in Negotiations - Pamela Gibbons, James J Bradac and Jon D Busch Threats and Promises Face and Facework in Negotiation - Steven R Wilson PART THREE: NEGOTIATION SITUATION AND CONTEXT Negotiator-Opponent Relationships - William A Donohue and Closepet N Ramesh Negotiator-Constituent Relationships - Dudley B Turner Negotiation Audiences - Sara U Douglas The Role of the Mass Media
TL;DR: Harder et al. as mentioned in this paper explored the effects of an objectively determined, continuous measure of inequity on composite measures of individual performance in a pay-for-performance context, professional baseball and basketball.
Abstract: Joseph W. Harder University of Pennsylvania This research explores the effects of an objectively determined, continuous measure of inequity on composite measures of individual performance in a pay-for-performance context, professional baseball and basketball. It was hypothesized that pay-for-performance contingencies would lessen the effects of individual underreward on individual performance. In addition, it was hypothesized that individual underreward would lead to less cooperative and more selfish behavior. Regression models of performance were run, controlling for prior career performance. The effects of the continuous measure of inequity on performance were greater for overrewarded individuals than for underrewarded individuals. Furthermore, underrewarded individuals behaved less cooperatively and more selfishly, while overrewarded individuals behaved more cooperatively.'