Search

This paper contributes to the sociology of markets literature by arguing that collective identities sustain the market success of peripheral producers during the process of resource partitioning. Two conditions underlie [...]

We draw on eight different lab and field samples to delineate the effects of expressed humility on several important organizational outcomes, including performance, satisfaction, learning goal orientation, engagement, and turnover. [...]

In this article, we outline a model of how organizations can effectively shape employees' affective reactions to failure. We do not suggest that organizations eliminate the experience of negative affect [...]

This paper reports on a field study of strategy making in one organization facing an industry crisis. In a comparison of five strategy projects, we observed that organizational participants struggled [...]

Emotions and ethical dilemmas often go together. This paper demonstrates the specific role of such negative emotions as sadness and anger in ethical decision-making (EDM). The experimental study 1 (n = 158, divided into two conditions) shows that increased levels of two emotions, sadness and anger, cause individuals to make less ethical decisions. Study 2 (n = 132, divided into two conditions) demonstrates that anger and sadness play a significant role in the value of emotional intelligence as a tool for enhancing EDM, such that emotional intelligence is much more useful when these emotions are more intense than when they are less intense. Together, the studies show that emotional individuals tend to make less ethical decisions, especially when those emotional individuals lack the emotional intelligence to deal with those emotions. Limitations and implications are also reported., Understanding ethical decision-making and what makes for decisions that are more or less ethical has been a perplexing problem for eons. Even back in biblical times, the wise King Solomon [...]

This study examines whether the use of equity to compensate audit committee members is related to earnings management by the firm on whose board those members serve. The study is motivated by the enhanced role of the audit committee through recent regulatory initiatives, the focus on audit committee independence, and suggestions by some governance organizations for additional equity compensation and ownership targets for board members. Results suggest that the use of stock options in audit committee members' pay packages is associated with higher earnings management and the use of stock in those pay packages is associated with lower earnings management in firms on whose board those members serve. The findings regarding options are driven by vested options, consistent with audit committee members being sensitive to the potential short term price effects of earnings management. The findings regarding stock are driven by restricted stock grants, consistent with that form of compensation motivating a longer term view in alignment with shareholder interests. The results have important implications for allowing audit committee members to hold a financial interest in the firm on whose audit committee they serve, suggest that alternative forms of equity compensation may result in differing degrees of audit committee effectiveness, and suggest that board compensation committees should exercise caution in determining audit committee members' pay packages., The primary role of the audit committee of the board of directors is to oversee the financial reporting process of the firm. Responsibilities of the audit committee include hiring, compensating, [...]

The importance of product innovation for increasing marketing and financial performance and for sustaining firms' operations in the long run has been discussed for a long time. Organizational capabilities (organizational culture and structure) are factors that affect the development of a new product. However, the effect of these factors on each type of product innovation (radical and incremental product innovation) is not clear. This paper aims to empirically investigate the impact of organizational capabilities on the development of radical and incremental product innovation. Further, the indirect impact of organizational capabilities on performance of product innovation performance is examined. Conceptual models for each type of product innovation are proposed. This paper uses survey research. The population consists of manufacturers in five industries located in Thailand. The unit of analysis is a manager or higher involved with developing new products. Total sample size in this paper is 326. Structural equation modeling (SEM) was used for the data analysis. The empirical findings show that vision has an impact on the development of radical product innovation. Centralization and formalization have an impact on the development of incremental product innovation. Radical and incremental product innovation increase performance of firms. The results of this paper increase the understanding of the impact of organizational culture and structure on the development of radical and incremental product innovation. Further, the findings show the impact of product innovation on the performance of firms., Academics and practitioners acknowledge the importance of product innovation to increasing quality of life, increasing firms' marketing and financial performance (Govindarajan and Kopalle, 2006; Henard and Szymanski, 2001; Sivadas and [...]

This research adopts a structural identity theory framework to examine post-recruitment activism in the Irish Republican Movement. The data are from members of Provisional Sinn Fein who were first interviewed in the mid-1980s and subsequently reinterviewed in the mid-1990s and the late 2000s. Ten and 20 years after their initial interviews, some respondents were still involved in Provisional Sinn Fein while others had: helped create a rival organization, Republican Sinn Fein, in 1986; helped create another rival organization, the 32 County Sovereignty Movement, in 1997; withdrawn from activism; and withdrawn from and then reentered activism. The interviews show that the decision to exit from activism was primarily motivated by changes in the respondents' personal lives and not for political reasons. For some respondents, life changes brought with them new relationships and new identities that limited their availability for activism and also forced respondents to choose between competing identities. The decision to remain an activist but to create a rival organization was influenced by interaction among subgroups of activists in Provisional Sinn Fein and by the respondents' perception of what is important for Irish Republicanism. Keywords: structural identity theory, social movements, Irish Republicans, post-recruitment activism. DOI: 10.1525/sp.2010.57.3.341.

Organizations active in mobilizing low- and moderate-income communities make considerable efforts to combat inequalities and build voice for citizens, despite inherent challenges of obtaining resources, maintaining member interest, and retaining staff. How, then, do such groups remain viable--even thriving--organizations? Building upon research on organizational theory and social movements, we examine patterns of survival among a sample of community-based organizations (CBOs) between 1990 and 2004, thus providing the first systematic study of their long-term mortality processes. More specifically, we test how organizations' sociopolitical legitimacy and resources (and strategies for cultivating both) influence survival, finding that the legitimacy of organizations in low-income areas is a double-edged sword, as embeddedness in resource-deprived local environments confers both benefits and disadvantages. In particular, we find the strongest support for the notion that, beyond the considerable effects of externally obtained resources, CBOs also benefit considerably by engaging in even a small amount of grassroots fundraising. Further, although we find significant effects of extra-local legitimacy in the baseline models--through organizations' affiliation with national or regional organizing networks--we find evidence in additional analyses that the survival benefits of network affiliation are largely mediated by resources. We also find sizable but marginally significant effects of local legitimacy, and significant positive effects of organizational age and urban location. Overall, our findings suggest that although cultivating resources is the surest path to survival, organizations that build their legitimacy will be in a better position to compensate for structural resource deficits. Keywords: community organizing, social movements, organizations, social capital, interfaith networks. DOI: 10.1525/sp.2010.57.3.315.

This theoretical essay approaches considerations on communication and leadership, in which role of the leader as a focus of reception and transmission of information in a context of Postmodernity is studied. This essay studies characteristics that define the environment of transition between modernity and Postmodernity and how that affects activities of companies from the perspective of organizational communication. The main aim is to analyze communication and its relationship with leadership in organizations, emphatisizing the media it has for such job. And other aims are added to this one, such as redeeming, systematizing and assessing the reality of communication; and also pondering on the influence of professionals that manage communicational processes, which is the case of leaders. Communication plays a fundamental role inside the organization and has been gaining a lot of ground in organizational everyday. Introduction of new technologies is causing deep changes in hierarchic structures; in the relationship between companies and their teams, work routines and mainly in the communication process. This process has been taking place more and more by means of technological instruments that generate global systems of communication management, thus introducing new and creative solutions to disseminate knowledge. Keywords: Post-modernity, Communication, Information, Leadership, Influence, 1 INTRODUCTION The transition from an industrial society to a knowledge society is affecting organizations directly, and those organizations are being restructured in order to make communications flexible and make [...]

Past research suggests that tolerance flows from personal characteristics, diversified networks, and participation in voluntary associations. Earlier studies have never included all of these, so researchers have not explored alternative theoretical accounts of how possible causes of tolerance connect to each other and to tolerance. For example, do association members have more tolerance because association activities meet the conditions of the contact hypothesis, because members are well educated, or because association activity widens one's networks? Furthermore, both associations and social networks vary in the extent to which they provide the experiences theoretically linked to tolerance, so types of associations and types of networks should also have different effects on tolerance. Exploring these and other variations provides an enriched test of theoretical conjectures. Findings from analyses of the 2000 Canadian federal election study show that tolerance is complex, stemming from a combination of social networks, voluntary association activities, and individual attributes. Keywords: social capital; ethnic minorities; social tolerance; Canada

Economic efficiency--understood in terms of jurisdictions providing a maximum amount of output for a given level of inputs--is one potential means to evaluate public policies. Various approaches, however, co-exist to measure the (technical) efficiency of organizations. Given that these rely on different underlying assumptions, it is important to assess whether, and to what extent, the approach taken affects the outcome of efficiency studies. This paper employs a data set of local governments in Flanders in 2000 to compare the three common approaches to measure (in)efficiency (i.e., free disposal hull, data envelopment analysis, and econometric techniques). Our results indicate that the methodological choices of instrumentation have a substantial effect on analytic performance measurement. Hence, assessing the robustness of the results across various approaches to efficiency measurement is crucial to avoid incorrect inferences. KEYWORDS: data envelopment analysis, Flemish municipalities, free disposal hull, government (in)efficiency, stochastic frontiers

The literature on market orientation finds support for its positive relationship with organizational performance. However, it is important to know what conditions moderate this relationship. Using a sample of 166 Canadian companies (in a post-NAFTA environment), we find evidence to suggest that the risk propensity of the firm's top management team (TMT) plays a critical role in translating market orientation to improved performance. The moderating effect of the TMT's risk propensity varies across various environmental conditions such as market turbulence, competitive intensity, and technological turbulence. The implications of these findings are discussed., INTRODUCTION The construct of market orientation captures the interface between the organization and its external environment. Ever since the construct was operationalized in the 1990s (Narver and Slater, 1990; Kohli [...]

Modern turbulent business environments are characterized by rapid change that make businesses unpredictable, which brings emergence to the core of modern organizations. Deriving factors facilitating organizational emergence has been undertaken by drawing on complex adaptive systems (CAS) and social autopoiesis theories. Social autopoiesis was particularly chosen as it focuses on social elements, such as communication, morale, trust, etc. and their relation to social emergence, whereas CAS theory concentrates more on adaptive mechanisms that make a CAS produce emergent order, such as inter-relations, interactions, edge of chaos, feedback, etc. This led to the identification of various factors facilitating emergence and the development of a framework for utilizing these factors that were organized into two dimensions. First the factors are classified as either tangible or intangible. Second, the factors are classified as either dynamic, i.e., realize emergent properties, or they are concerned with the enabling infrastructure, i.e., enable the dynamic factors to become effective, or they are controlling factors, i.e., they attempt to balance excessive change with stability to prevent descent into chaos. The framework was applied to an Information Systems Development (ISD) project which showed that it is applicable to any type of business sector. This framework is argued to be a step forward to realize organizational emergence based on complexity principles derived from literature. The split between factors facilitating emergence and generic principles of CAS is not clear in the complexity literature and it is argued to be an important contribution of the paper., Introduction In turbulent business environments organizations need to react quickly and creatively to make the most of new opportunities and business models. These new imperatives of business practice require organizations [...]

Internal organization relies heavily on psychological consistency requirements. This perspective has been emphasized in modern compensation theory, but has not been extended to organization theory. The idea is developed by starting from Williamson's discussion of idiosyncratic exchange. The perspective sheds new light on several topics in the theory of the firm, like the boundaries of the firm (Williamson's puzzle), the importance of fairness concerns within firms, the attenuation of incentives, or the role of routines. It implies a perceptional theory of the firm that is realistic in the sense advocated by COASE [1937]. (JEL: B 52, D 02, L 2)

INTRODUCTION"Kenya's public service is today faced with tremendous challenges including uncertain economy, political changes, globalized markets, privatization and outsourcing of services, mergers, takeovers, rapidly advancing technology, and uncertain change. Change [...]

It is claimed that the concept of organizational identity is particularly relevant for researching and theorising inter-organizational relationships. This paper draws on a case study of partnership working in the field of refugee resettlement. It explores the discursive practices of the organizational actors involved to reveal the categories and schemas used to construct the identities of the different organizations involved and shows how these constructions tended to work against the espoused intention to change the distribution of resources and influence amongst them. It concludes by considering alternative schema and categories for constructing identities that might constitute a better basis for collaboration, and by highlighting the significance of the interplay of individual and organizational identities that is revealed in this study. Keywords: community organizations, identity, partnership, refugee organizations

The Australian Assistance Plan (AAP) that was radical and imaginative in its history, genesis and its demise is described. It is felt that the AAP helped to reinvigorate the voluntary sector in Australia and recast ways in which governments and voluntary organizations interacted in terms of social welfare delivery.

The ways in which negative impacts resulting from crisis in an organization can spread to other similar organizations in the industry through a spillover process are described. It is argued that the process is determined by the characteristics of the organization in crisis, the others affected and the industry itself.

ABSTRACTGovernment capacity helps explain variance in public sector organizations' performance, and measuring capacity helps identify deficiencies that may be addressed in order to improve the efficiency and effectiveness of these organizations. This study examines the capacity of regional economic development districts to leverage federal grant funds in the counties they serve, controlling for additional sources of potential capacity and demand for federal grants. A decade of data reflecting federal grant funding to counties in one state was compiled from the Federal Awards Data System and analyzed using pooled cross-sectional time-series analysis with panel-corrected standard errors. The results indicate that regional economic development districts demonstrate varied but significant capacity to leverage federal grant funds in the counties they serve. The results suggest that similarity in the purpose and structure of regional economic development districts within a state are not enough; we need to better understand the resources within the organization and the mission that determines how those resources are applied.

Leadership development is very important to run an organization successfully in a time of great change, and good leaders should be in a position to offer good employees the challenge, support, appreciation and opportunity to keep them longer. A good leader will invite employees to help them, exercise their right as a leader by telling people what they need to meet their own commitments to the organization and will delight in diversity of point of view because it makes the organization stronger.

The impact of firm heterogeneity and market selection on the economic performance of the sub-Saharan African region is discussed.

Differences in the reported use of reward allocation principles based on equity, equality, and need in work organizations in Germany, United Kingdom, New Zealand, the United States, and Brazil are investigated. Organization-level and nation-level predictors are used to explain reported differences. Organizational, macroeconomic, and Schwartz's nation-level value indices are all found to he significant predictors. Reliance on equity is predicted by organization-level variables and high nation-level mastery. Reliance on equality is only influenced by organization-level variables. Reliance on need is predicted by the unemployment rate and high nation-level embeddedness. The results indicate that reward allocation studies that focus solely on individual-level factors will fail to detect important sources of variance. The need to consider multiple levels of explanation in cross-cultural research is discussed. Keywords: reward allocation; organizational justice; values; equity; unemployment

The influence of capital market imperfections on production and investment decisions of firms with financial constraints is analyzed.

A study on organizational innovation, imitation, and sharing best practices among neighborhood firms is analyzed. The influence of productivity growth in bringing the prices down in the sectors, involved in creative destruction and technological advance, is also discussed.

The importance of non-equilibrium behavior of proposes in standard ultimatum games is analyzed using bounded rationality.

The effect of critical success factors for electronic commerce on the performance of an organization is analyzed.

CASE DESCRIPTION The primary subject matter of this case concerns the differences between the characteristics of teams and high performance work groups. Secondary issues examined include distinguishing between the two [...]

This is a discussion of the Australian Standard 'AS 5037-2005, Knowledge Management--a Guide'. The article describes the Standard's development and outlines the main points, particularly the list of enablers, the [...]

Reasons for principal demanding more paperwork from agents leading to exuberant reporting in organizations, is analyzed.

Organizational relationship between management discourse and employee subjectivity, in spatial and temporal contexts, is analyzed. The analysis is based on the empirical study of doctors and nurses working in the British National Health Service (NHS).

The extent of inter-dependence between organization and literature is analyzed. It is concluded that both are mutually-inclusive and complementary to each other. They also coincide in acting as fields of enquiry.

Although career research contends that women managers and professionals are less willing than men to relocate, much of the previous research has been either limited by comparative sampling issues, or has not fully accounted for the role of family. To address these issues we gathered survey data from managers and professionals in 102 large companies by identifying pairs of individuals from each firm who worked in the same division, location, and functional area, who were similar in age (± 5 years), yet differed in gender--resulting in a comparatively matched sample of 333 male and 333 female respondents. To account for the role of family, we tested a model that first controlled for the impact of previous determinants of willingness to relocate, and then examined the impact of four family attributes including spouse's contribution to family income, presence of preschool-aged children at home, and the perceived strength of spouse's and children's community ties. We also examined the moderating role of gender in explaining the impact of these attributes. Results indicate that the inclusion of family attributes increased the amount of variance explained in our regression model. Moreover, beyond substantiating a significant main effect for gender--that is, women managers are less willing to relocate--we also found that gender interacts with family attributes to further dampen a woman's willingness to relocate., While few managers or professionals find the prospect of uprooting their families appealing, their organizations continue to place a premium on geographic relocation (Rodgers & Rodgers, 2000), not only as [...]