Topic
Resource dependence theory
About: Resource dependence theory is a research topic. Over the lifetime, 2732 publications have been published within this topic receiving 184871 citations.
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TL;DR: In this paper, the authors advance resource dependence theory by answering calls for theorizing on both how being dependent on external entities for resources affects firms and the heterogeneous nature of such depen...
Abstract: We advance resource dependence theory (RDT) by answering calls for theorizing on both how being dependent on external entities for resources affects firms and the heterogeneous nature of such depen...
25 citations
Journal Article•
TL;DR: In this paper, three political science theories of agency-client relations have been applied to two California natural resource and agricultural agencies to test their utility in explaining the particular actions of bureaucrats, finding that all three focus on institutional factors alone and thus provide only a partial explanation of bureaucratic action.
Abstract: Natural resources agencies react in different ways to population changes. Several political science theories of agency-client relations have evolved to explain these reactions: Capture theory, cooptation theory, and agency resource theory. These three theories are applied to two California natural resource and agricultural agencies to test their utility in explaining the particular actions of bureaucrats. It is found that all three focus on institutional factors alone and thus provide only a partial explanation of bureaucratic action. The analysis advances by considering professional norms and beliefs of agency staff as an additional factor to augment the explanatory power of the existing theories.
25 citations
10 Aug 2011
TL;DR: In this article, the authors investigated the relationship between psychological entitlement and stress and found that psychologically entitled individuals develop unjustifiably inflated levels of self-evaluative internal coping resources such as self-esteem and selfefficacy that promote unmet expectations.
Abstract: This chapter presents an investigation of the relationship between psychological entitlement and stress. Empirical and conceptual evidence is considered suggesting that Conservation of Resources (COR) theory may apply differently to employees with a heightened sense of entitlement. Using attribution and COR theory, a conceptual framework is offered predicting that entitlement is positively associated with subjective stress, based on the logic that psychologically entitled employees develop unjustifiably inflated levels of self-evaluative internal coping resources such as self-esteem and self-efficacy that promote unmet expectations. It is also proposed that political skill and the ability to manage perceptions of competency may attenuate this relationship. The chapter concludes with a discussion of the challenges associated with managing psychologically entitled employees.
25 citations
TL;DR: In this paper, the authors build upon existing research to approach self-regulation from the theoretical perspective of resource dependency, and the underlying assumption is that an organization is more likely to a...
Abstract: This article builds upon existing research to approach self-regulation from the theoretical perspective of resource dependency. The underlying assumption is that an organization is more likely to a...
25 citations
TL;DR: In this article, the authors compared four human motivational theories, namely, Theory X, Theory Y, Theory Z, Theory A, and Theory Z in the context of people management.
Abstract: Organizational Behaviour in the context of people management consists of several theories in which Theory X, Theory Y, Theory Z are the newly introduced. Theory X and Y were created and developed by Douglas McGregor in the 1960s. Theory X says that the average human being is lazy and self-centred, lacks ambition, dislikes change, and longs to be told what to do. Theory Y maintains that human beings are active rather than passive shapers of themselves and of their environment. They long to grow and assume responsibility. The best way to manage them, is to manage as little as possible. Theory Z of William Ouchi focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the wellbeing of the employee, both on and off the job. The above three theories were developed based on research conducted in various production related organizations in 20th century. In 21st century, due to changes in business models, automation of production process, changes in technology & business environment, and changes in people perception, organizations are transforming into global entities - a new theory in organizational behaviour called Theory A (Theory of Accountability) has been developed. In this paper, we have made an attempt to compare these four human motivational theories. A model framework for implementation of theory A in an organization is also discussed. The paper also consider the impact of theory A on modern organizational performance.
25 citations