The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields (Chinese Translation)
01 Jan 2008-
TL;DR: In this article, the authors argue that rational actors make their organizations increasingly similar as they try to change them, and describe three isomorphic processes-coercive, mimetic, and normative.
Abstract: What makes organizations so similar? We contend that the engine of rationalization and bureaucratization has moved from the competitive marketplace to the state and the professions. Once a set of organizations emerges as a field, a paradox arises: rational actors make their organizations increasingly similar as they try to change them. We describe three isomorphic processes-coercive, mimetic, and normative—leading to this outcome. We then specify hypotheses about the impact of resource centralization and dependency, goal ambiguity and technical uncertainty, and professionalization and structuration on isomorphic change. Finally, we suggest implications for theories of organizations and social change.
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01 Jan 2009
TL;DR: In this article, the authors discuss the relation entre le processus de mise en œuvre de l'agence executive and the transformation of l'organisation publique dans la fonction publique quebecoise.
Abstract: La recherche porte sur la relation entre le processus de mise en œuvre de l'agence executive et la transformation de l'organisation publique dans la fonction publique quebecoise. Je soutiens la these suivante: l'organisation publique est transformee lorsque les acteurs concernes regulent leur comportement de maniere dynamique. La mise en œuvre de l'agence participe alors a la fluidification du mode de fonctionnement de l'organisation publique. Le mode de regulation dynamique du processus de mise en œuvre de l'agence repose sur trois conditions : les acteurs voient la dimension socio-politique du processus de mise en œuvre de l'agence; ils privilegient la strategie de l'association; et ils adoptent une convention sociale dynamisante. Plus specifiquement, les acteurs voient le monde organisationnel en mouvement et delaissent une vision du monde organisationnel basee sur l'idee de structure - un presuppose sous-jacent au discours du nouveau management public. Dans le cas contraire, le processus de mise en œuvre de l'agence participe a la rigidification des relations entre les acteurs concernes et le mode de fonctionnement bureaucratique se maintient au sein de l'organisation publique.
L'etude du processus de mise en œuvre de l'agence au Quebec confirme ainsi l'hypothese de divergence, a savoir qu'il n'y a pas simplement clonage de l'agence executive suivant son transfert d'un pays a un autre, ni imitation de la maniere de transformer l'agence au moment de sa mise en œuvre. Il faut tenir compte de la facon dont les acteurs directement concernes interagissent et, ce faisant, construisent l'agence socialement, pour comprendre pourquoi et comment l’organisation publique est transformee au cours du processus de mise en œuvre de l'agence.
Dans le cas quebecois, la transformation de l'organisation publique est emergente. Les conditions a l'avenement d'un mode de regulation dynamique ne sont reunies de maniere manifeste que tardivement au cours du processus de mise en œuvre. De plus, les elements d'innovation sociale observes (mode de regulation dynamique, convention dynamisante) ne circulent pas aisement entre les acteurs centraux et les acteurs locaux de la reforme. L'accord a propos de l'etat de nature de l'agence reste problematique. Par consequent, la construction d'une organisation publique viable doit etre envisagee dans la duree - d'ou l'idee de son emergence.
La demonstration est basee sur une etude longitudinale du processus de mise en œuvre de l'agence executive au Quebec et couvre la periode qui s'etend de 1990 a 2007. Elle s'appuie aussi sur une conception sociologique du processus de mise en œuvre, postulant que les acteurs en viennent a adopter des regles d'echange afin de reguler leurs comportements. La recherche mobilise un cadre heuristique combinant l'actor-network-theory et l'analyse strategique. Elle fait appel a plusieurs sources de donnees : entrevues aupres d'une cinquantaine de personnes ayant participe a la reforme (hauts fonctionnaires, presidents de syndicats, principaux gestionnaires d'une vingtaine d'agences, personnel professionnel et technique d'une agence); recherche documentaire; analyse des commissions parlementaires pertinentes; suivi de l'actualite sur le sujet; et observation participante a titre de chercheur-conseil dans trois agences.
11 citations
01 Jan 2015
TL;DR: In this paper, the authors investigated what organisational characteristics of small and medium enterprises in Australia, if any, are most likely to lead to organisational work-life balance responsiveness, perceived benefits, employee consultation, high performance work system, organizational barriers, and employer attitude.
Abstract: Research on work-life balance in small and medium enterprises is largely lacking across a number of national contexts. The purpose of this study was to investigate what organisational characteristics of small and medium enterprises in Australia, if any, are most likely to lead to organisational work-life balance responsiveness. A post positivist research paradigm was adopted. Consequently this research drew and built on four theoretical perspectives: institution, organisation adaptation, high commitment and situation. Factor analysis was performed to examine the factor structure of each of the six constructs in this study: work-life balance responsiveness, perceived benefits, employee consultation, high performance work system, organisational barriers, and employer attitude. Data were collected through a survey involving small and medium enterprise managers. Questionnaires were distributed by specific contacts at participating organisations, following a pilot study. Out of the 2000 questionnaires distributed, 557 were returned deliverable. From the remaining 1443 surveys 219 were returned fully completed and usable, yielding a response rate of 15%. Exploratory factor analysis was performed to inspect each construct’s factorial structure according to the data collected. Following this a nested-model approach was employed using structural equation modelling to examine the relationships within the mediated model. Hierarchical regression analysis was conducted to further examine the research problem and relationships hypothesised. The analysis offered responses to each of the research objectives. First, the current study revealed small and medium enterprises offer work-life balance practices in the pattern of a multi-dimensional structure. Second, institution factors including industry and geographic location impact on a small and medium enterprises work-life balance responsiveness but
11 citations
DOI•
01 Jan 1999
TL;DR: In this paper, the authors examine the value placed on learning and knowledge by innovative small and medium-sized computer service firms, using a framework for analysis adapted from intellectual capital (IC).
Abstract: This study examines the value placed on learning and knowledge by innovative small and medium-sized computer service firms, using a framework for analysis adapted from intellectual capital (IC). Knowledge is conceived as a specialized and appreciable asset capable of being acquired, nurtured, developed, managed and commercially exploited. Emphasis is placed on evaluating the strategies and practices that drive company learning and knowledge transfer in smaller computer service companies with respect to developing and making use of the knowledge owned by employees, customers and the corporation. The study evaluates the extent to which short-term commercial objectives impose conceptual boundaries on particular forms of intellectual capital skil l development, experience and recurrent learning. Data is drawn from case studies and a broader, provincial sample of companies based in British Columbia with ten to one hundred employees. The study concludes that small and medium-sized computer service firms narrowly conceptualize and undervalue knowledge in the area of human resource development, where supporting learning processes and structures are often poorly developed. Companies place a premium value on new forms of knowledge with an obvious potential to improve the skills and experience necessary to support commercial products and services. In contrast, learning, knowledge and expertise related to professional development and more long-term organizational and/or career benefits are consistently and systematically marginalized. The study outlines limitations of the IC framework in terms of the intrinsic values attributed to sources and types of knowledge. O f particular concern is the importance attached to formalized, external relationships with customers and the undervaluing of knowledge with less obvious or potentially more long-term commercial value. Suggestions for using the framework in small and medium-sized computer firms include broadening the existing narrow focus of external knowledge sources to encompass the extensive network of business relationships companies exploit, while the undervaluing of knowledge found in professional development is countered by linking benefits to returns from specific, rather than generic commercial goals. Emphasis is placed on potential gains in efficiency and productivity offered by improvements to learning and organizational processes. TABLE OF CONTENT ABSTRACT ii TABLE OF CONTENT iv LIST OF TABLES vii CHAPTER I INTRODUCTION 1 1.2 O V E R V I E W O F STUDY 5 1.3 O B J E C T I V E S : 7 1.4 R E S E A R C H QUESTIONS 8 1.5 S I G N I F I C A N C E O F T H E S T U D Y 9 1.6 S T R U C T U R E O F T H E S T U D Y 11 CHAPTER II REVIEW OF LITERATURE 14 2.1 I N T R O D U C T I O N 14 2.2 I N N O V A T I O N : T H E O R E T I C A L P E R S P E C T I V E S 14 2.2.1 Serial and Simultaneous Models 15 Product Life Cycle Theory 16 2.2.2 Flexible Specialization 17 2.2.3 Regulation Theory 19 2.2.4 Techno-Economic Paradigms 20 2.2.5 Systems of Innovation 21 2.2.6 Organizational Change 22 2.3 L E A R N I N G , I N N O V A T I O N A N D K N O W L E D G E S M E s 24 2.3.
11 citations
01 Jan 2018
11 citations
Dissertation•
01 Jan 2019
TL;DR: In this article, the authors studied the causes and consequences of corporate fraud in Pakistan through interconnected objectives, and examined changes in corporate financial decisions with their interdependent and inter-temporal nature on fraud.
Abstract: This dissertation expands the existing corporate fraud literature by providing an insight into the causes and consequences of corporate fraud in Pakistan. Four specific issues are studied in the context of Pakistan through interconnected objectives. Mentioning the first objective, the dissertation examines key factors eliciting fraudulent behavior of firms involved. The results indicate that among the variables proxied for internal antecedent factors, firm performance, organizational slack, organization size, tax aggressiveness and chief executive officer compensation significantly increase the probability of fraud occurrence. The results for the external antecedent factors indicate that dynamic environment and political connections are identified as connected with the likeliness of fraud commission. Lastly, with reference to monitoring variables, transient institutional investors, an outsider on board of directors, board size, the tenure of the chief executive officer and auditor change increase the fraud likeliness. Referring to the second objective, the study focuses on examining changes in corporate financial decisions (i.e., financing, investment, and dividend payouts) with their interdependent and inter-temporal nature on fraud. Applying system-ofequations the study finds that financing, investment, and dividend payouts of the fraudulent firms decrease following the revelation of fraud. Moreover, the results for the simultaneity of corporate financial triad reflect that corporate financing, investment, and dividend payouts are jointly determined. It is observed that in investment decision and payout decision variables the inter-temporal nature prevails which is likely to create an omitted variable bias. The results provide conformity to the flow of fund framework. In addition, the study finds that firms experience hurdles in raising funds from external capital markets but, on average, investment and cash flow remain unconnected while considering the financial constraint status of sample firms. Instead, they alter their net debt from cash flow changes and protect their capital expenditures. To all appearances, pecking order is involved concerning how firms use their cash flows. In the third objective, the study dissects the response of violations announcements on the market liquidity of corresponding firms. Estimation of five liquidity
11 citations
References
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TL;DR: This article synthesize the large but diverse literature on organizational legitimacy, highlighting similarities and disparities among the leading strategic and institutional approaches, and identify three primary forms of legitimacy: pragmatic, based on audience self-interest; moral, based upon normative approval; and cognitive, according to comprehensibility and taken-for-grantedness.
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10,630 citations
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.
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TL;DR: This article conducted a meta-analysis of 52 studies and found that corporate virtue in the form of social responsibility and, to a lesser extent, environmental responsibility is likely to pay off, although the operationalizations of CSP and CFP also moderate the positive association.
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TL;DR: In this paper, the authors consider structural inertia in organizational populations as an outcome of an ecological-evolutionary process and define structural inertia as a correspondence between a class of organizations and their environments.
Abstract: Considers structural inertia in organizational populations as an outcome of an ecological-evolutionary process. Structural inertia is considered to be a consequence of selection as opposed to a precondition. The focus of this analysis is on the timing of organizational change. Structural inertia is defined to be a correspondence between a class of organizations and their environments. Reliably producing collective action and accounting rationally for their activities are identified as important organizational competencies. This reliability and accountability are achieved when the organization has the capacity to reproduce structure with high fidelity. Organizations are composed of various hierarchical layers that vary in their ability to respond and change. Organizational goals, forms of authority, core technology, and marketing strategy are the four organizational properties used to classify organizations in the proposed theory. Older organizations are found to have more inertia than younger ones. The effect of size on inertia is more difficult to determine. The variance in inertia with respect to the complexity of organizational arrangements is also explored. (SRD)
6,425 citations