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��ࡱ�>�� r�`bjbj��2�x�x��w ��8d{$��ol��ooooooo$�p��s@)o��)o��4>o��f��o��o��" �;��nto0�o��s�:�s��/�s�;l��)o)o��o��s��: organization science volume 23, issue 3, may/june 2012 1. title: before identity: the emergence of new organizational forms authors: c. marlene fiol and elaine romanelli abstract: the evolution of new organizational forms has attracted growing theoretical and empirical attention, but little research has considered the microsocial processes that promote the emergence of groups of quasi-similar organizations that sometimes evolve into new organizational forms. drawing from social psychological and sociological theories of identity formation, we explain processes of individual identification and collective identity development that precede and promote the formation of similar clusters, which audiences can then recognize and distinguish from established organizational populations and other emerging similarity clusters. 2. title: understanding the role of objects in cross-disciplinary collaboration authors: davide nicolini, jeanne mengis, and jacky swan abstract: in this paper we make a case for the use of multiple theoretical perspectives�theory on boundary objects, epistemic objects, cultural historical activity theory, and objects as infrastructure�to understand the role of objects in cross-disciplinary collaboration. a pluralist approach highlights that objects perform at least three types of work in this context: they motivate collaboration, they allow participants to work across different types of boundaries, and they constitute the fundamental infrastructure of the activity. building on the results of an empirical study, we illustrate the insights that each theoretical lens affords into practices of collaboration and develop a novel analytical framework that organizes objects according to the active work they perform. our framework can help shed new light on the phenomenon, especially with regard to the shifting status of objects and sources of conflict (and change) in collaboration. after discussing these novel insights, we outline directions for future research stemming from a pluralist approach. we conclude by noting the managerial implications of our findings. 3. title: shaping strategic action through the rhetorical construction and exploitation of ambiguity authors: john sillince, paula jarzabkowski, and duncan shaw abstract: this paper extends existing understandings of how actors' constructions of ambiguity shape the emergent process of strategic action. we theoretically elaborate the role of rhetoric in exploiting strategic ambiguity, based on analysis of a longitudinal case study of an internationalization strategy within a business school. our data show that actors use rhetoric to construct three types of strategic ambiguity: protective ambiguity that appeals to common values in order to protect particular interests, invitational ambiguity that appeals to common values in order to invite participation in particular actions, and adaptive ambiguity that enables the temporary adoption of specific values in order to appeal to a particular audience at one point in time. these rhetorical constructions of ambiguity follow a processual pattern that shapes the emergent process of strategic action. our findings show that (1) the strategic actions that emerge are shaped by the way actors construct and exploit ambiguity, (2) the ambiguity intrinsic to the action is analytically distinct from ambiguity that is constructed and exploited by actors, and (3) ambiguity construction shifts over time to accommodate the emerging pattern of actions. 4. title: from hand drawings to computer visuals: confronting situated and institutionalized practices in an architecture firm authors: carole groleau, christiane demers, mireille lalancette, and marcos barros abstract: in recent years, there has been an increasing interest in practice-based studies of organizational change. most of this research does not explicitly consider the tension between situated and sociohistorical practices that are central to the transformation of work practices associated with an episode of change. in our study of the impact of off-the-shelf three-dimensional rendering software on the daily practice of architects in a small, highly regarded firm, we explore the incompatibility between these different levels of practice. by building on the concept of contradiction drawn from activity theory, we identify patterns of challenges, reenactments, and enactments through which situated change simultaneously reproduces and questions institutionalized practices. 5. title: reproducing knowledge: inaccurate replication and failure in franchise organizations authors: sidney g. winter, gabriel szulanski, dimo ringov, and robert j. jensen abstract: the recognition that better use of existing knowledge can enhance performance has spawned substantial interest in the replication of productive knowledge within organizations. an enduring belief is that when expanding by replication, organizations can and should strive to adapt to fit the salient characteristics of new environments. yet some have argued that the exploitation of an established template for doing business by replication can be more successful when the template is copied precisely. using unique longitudinal data, we report a large-sample empirical investigation of the survival consequences of accurate replication versus local adaptation by examining the effect that deviation from the template has on the survival chances of franchise units within a large franchise organization. 6. title: beyond the �mirroring� hypothesis: product modularity and interorganizational relations in the air conditioning industry authors: anna cabigiosu and arnaldo camuffo abstract: this study explores whether, to what extent, and under which conditions modular products are associated with modular organizations (the �mirroring� hypothesis). we analyze the product and organizational architectures of three firms in the air conditioning industry through an original data set of 100 components and supply relationships. applying a variety of regression methods, we show that, under the condition of product architecture stability at the component level, supplier relations for loosely coupled components are characterized by less information sharing, which implies that the degree of coupling of product components varies directly with the degree of coupling of organizations (the �mirroring� hypothesis). also, the performance of supply relationships depends on the amount of buyer�supplier information sharing but not on the degree of component modularity, which supports the relational view and confirms that product modularity does not have unambiguous effects on organizational performance. moreover, the degree of component modularity negatively moderates the impact of buyer�supplier information sharing on supplier-relationship performance, which confirms that component modularity works as an ex ante, embedded substitute for high-powered interorganizational integration mechanisms. finally, contingent on firms' strategies, organizational structures, and capabilities, we argue that at the firm level, higher product modularity may be associated either with less information sharing with suppliers, which implies that the mirroring effect might hold also at the firm level, or with more information sharing with suppliers, which implies that there may be increasing returns to modularity in design efforts because of interorganizational integration (the �complementarity� hypothesis). 7. title: collaborating for knowledge creation and application: the case of nanotechnology research programs authors: dovev lavie and israel drori abstract: we study how collaboration and internal resources drive knowledge creation and application in university research programs. academic collaboration with fellow university scientists drives knowledge creation, whereas collaboration with industry partners drives knowledge application. nevertheless, contrary to prior research that has underscored the merits of collaboration, we identify an optimal level of collaboration beyond which collaboration undermines both processes. furthermore, the availability of internal resources can either complement or substitute for collaboration depending on the level of collaboration. in particular, we find that availability of internal resources mitigates the effect of academic collaboration on knowledge creation when collaboration is moderate and complements it as collaboration becomes excessive. thus, our study reveals the contingent value of collaboration and the interplay between internal and network resources. it enhances understanding of collaboration in nascent science-driven industries and advances the resource-based view and knowledge management research. 8. title: the division of gains from complementarities in human-capital-intensive activity authors: sendil k. ethiraj and pranav garg abstract: this study uses data from the national basketball association to explore organizational mechanisms that affect the division of firm surplus in human-capital-intensive activity. it builds on the idea that reciprocal interdependence among team members creates the potential for complementarity. complementarity, in turn, translates into higher firm surplus. the division of this surplus is subject to bargaining between the firm owner and labor. we argue that when complementarity increases, the firm owner's share of surplus will grow if interdependence among team members is symmetric. furthermore, we identify three levers that make complementarity amenable to managerial design: the nature of interaction among team members, the relative dominance of team members, and the composition of a team. we find that greater interaction among team members and higher recruitment of team-oriented individuals are associated with increased complementarity, whereas dominant team members are associated with reduced complementarity. the study contributes to the literature on organization design by extending its implications to the division of surplus in human-capital-intensive activity. 9. title: knowing where you stand: physical isolation, perceived respect, and organizational identification among virtual employees authors: caroline a. bartel, amy wrzesniewski, and batia m. wiesenfeld abstract: this research investigates the relationship between virtual employees' degree of physical isolation and their perceived respect in the organization. respect is an identity-based status perception that reflects the extent to which one is included and valued as a member of the organization. we hypothesize that the degree of physical isolation is negatively associated with virtual employees' perceived respect and that this relationship explains the lower organizational identification among more physically isolated virtual employees. in two field studies using survey methods, we find that perceived respect is negatively associated with the degree of physical isolation, and respect mediates the relationship between physical isolation and organizational identification. these effects hold for shorter- and longer-tenured employees alike. our research contributes to the virtual work literature by drawing attention to physical isolation and the important but neglected role of status perceptions in shaping virtual employees' organizational identification. we also contribute to the literature on perceived respect by demonstrating how respect is affected by the physical context of work. 10. title: building employee commitment to change across organizational levels: the influence of hierarchical distance and direct managers' transformational leadership authors: n. sharon hill, myeong-gu seo, jae hyeung kang, and m. susan taylor abstract: research has shown that employees' affective and normative commitment to change (acc and ncc, respectively) positively influence their behaviors supporting change; however, organizations are frequently unsuccessful in motivating appropriate levels of employee commitment to change. using longitudinal, multilevel data collected from a large federal government agency implementing radical organizational change, we extend extant research related to antecedents of commitment to change by examining how employees' hierarchical distance (the number of reporting levels between an employee and the top management team) and the transformational leadership of their direct (immediate) manager both relate to their acc and ncc. we also shed light on important mechanisms that explain these two relationships by examining the mediating role of employees' perceived effectiveness of top management's change-related communications (tmcs), including the top-down and bottom-up components of tmc. taking advantage of a longitudinal field design, we tested these antecedents of commitment to change at time 1 and the longitudinal effects of the time 1 predictors on commitment to change 12 months later (time 2). at time 1, findings supported both the predicted direct and mediated effects. hierarchical distance and perceived tmc remained significant predictors of acc and ncc over a one-year follow-up period; however, direct managers' transformational leadership behaviors did not. the study extends previous findings related to antecedents of employee commitment to change and also shows the interplay between different levels of leadership in shaping employee affective and normative commitment to radical organizational change. 11. title: not all identifications are created equal: exploring employee accounts for workgroup, organizational, and professional identification authors: heather vough abstract: scholars are increasingly interested in understanding the content and process of employee identification. in this paper, i contribute to this discussion by performing a qualitative case study investigating the accounts employees provide as they make sense of their identification with their workgroup, organization, and profession. analyses of accounts from 31 members of an architecture firm reveal nine explanations individuals use to make sense of their identifications, which can be categorized using four sensemaking logics: similarity, familiarity, benefits, and investment. the explanations that informants provided differed markedly across targets. whereas individuals relied heavily on personal relationships, and that their work actually happens in their workgroup in their accounts of workgroup identification, organizational identification was often explained based on the ideology of the organization, the support provided by the organization, the prestige of the organization, and the input the individual had into the organization. in further contrast, accounts of professional identification rested on explanations based in professional archetypes, the enjoyment informants found in their work, and professional norms about the work/life interface. these findings suggest that individuals may construct their identifications differently across targets. i theorize that these patterns are a function of target proximity and the characteristics that distinguish between targets. these findings open up the black box of identification by providing insight into how individuals interpret information about workplace targets. in doing so, the findings illustrate how sensemaking about identification is the result of firsthand experiences with a target in addition to sensegiving. 12. title: resisters at work: generating productive resistance in the workplace authors: david courpasson, fran�oise dany, and stewart clegg abstract: research has recognized the transformative dimension of resistance in the workplace. yet resistance is still seen as an adversarial and antagonistic process that management can accept or reject; thus, understanding how resistance can actually influence workplace change remains a challenge for research. in this paper, we offer an analysis of two situations of resistance wherein resisters, organized in temporary enclaves, are able to influence top management's decisions and produce eventual change. whether or not resistance becomes productive depends on the skillful work of resisters and the creation of powerful �objects of resistance� that enable resisters to modify temporarily the power configuration of a situation and oblige top management to listen to their claims and accommodate to the new configuration. this paper shows that resistance can be better explained by what resisters do to achieve their ends rather than by seeing resistance as a fixed opposition between irreconcilable adversaries. 13. title: let's work it out (or we'll see you in court): litigation and private dispute resolution in vertical exchange relationships authors: fabrice lumineau and joanne e. oxley abstract: we examine how partners in vertical exchange relationships actually resolve disputes that are sufficiently serious to get lawyers involved. reaching beyond the usual domain of organizational and management research, we leverage findings from law and economics to offer a novel organizational perspective on litigation and private dispute resolution, and we develop hypotheses about the likelihood of litigation in different exchange settings. our empirical analysis generates three sets of new findings: first, counter to the received wisdom, we see that the involvement of lawyers does not necessarily signal the bitter end of an exchange relationship, because firms frequently manage to avoid litigation and resolve their disputes privately, and they do so in a manner that accords with our theoretical predictions. second, we see that familiarity with exchange partners does not automatically lead to increased willingness to work things out; rather, our empirical results suggest that the impact of exchange duration on parties' willingness to resolve disputes privately is contingent on the development of norms of cooperation: in the event that such norms do not develop, the probability of a litigated outcome actually increases over time. finally, we see that firms' willingness to work things out privately is also influenced positively by the shadow of the future. these findings are suggestive of a �discriminating alignment� between exchange characteristics and the choice of dispute resolution procedure, and they thus inject important new evidence into ongoing discussions about the legal underpinnings of different governance forms. 14. title: stay or leave: director identities and voluntary exit from the board during organizational crisis authors: michael c. withers, kevin g. corley, and amy j. hillman abstract: directors may play their most important role during organizational crisis; however, extant research suggests that they are often more willing to exit than remain on the board of a firm facing a crisis. we develop theory regarding directors' voluntary exit by integrating insights from identity theories with the organizational crises literature. specifically, we model how directors' individual, relational, and collective identities work sometimes in concert and other times in opposition to each other to influence directors' voluntary decisions to remain on or exit from a board facing an organizational crisis. 15. title: family control and family firm valuation by family ceos: the importance of intentions for transgenerational control authors: thomas m. zellweger, franz w. kellermanns, james j. chrisman, and jess h. chua abstract: family firms are thought to pursue nonfinancial goals that provide socioemotional wealth, but socioemotional wealth is feasible only with family control of the firm. using prospect theory, we hypothesize that socioemotional wealth increases with the extent of current control, duration of control, and intentions for transgenerational control, thus adding to the price at which owners would be willing to sell their firms to nonfamily buyers. findings from two countries show that current control has no impact, and duration of control has a mixed impact. however, intention for transgenerational control has a consistently positive impact on the perceived acceptable selling price. 16. title: tribunal specialization and institutional targeting in patent enforcement authors: deepak somaya and christine a. mcdaniel abstract: recent scholarship on nonmarket strategies has sought to understand organizational decisions to target specific institutional venues for nonmarket actions. we contribute to this emerging literature by studying institutional targeting between specialized and general-purpose tribunals, which are available to resolve disputes in a number of settings. whereas prior work on institutional targeting has primarily focused on the differences in the policy preferences of public actors and the susceptibility of policy positions to influence activities, we focus on the differences in expertise and procedural flexibility that typically accompany tribunal specialization. we develop a theory about targeting decisions (forum shopping) in such contexts, which suggests two main drivers of tribunal targeting�expected settlement and expected returns. drawing on these mechanisms, we formulate hypotheses linking tribunal targeting decisions to firm-level attributes such as (market) strategic stakes, institutional distance from competitors, and tribunal-specific capabilities. our hypotheses are tested using a novel data set of patent enforcement against u.s. imports, which also sheds light on nonmarket strategies in patents. 17. title: perspective�organizational behavior and the working poor authors: carrie r. leana, vikas mittal, and emily stiehl abstract: the working poor are situated in a very powerful context�the nexus of poverty and low-wage work. our central premise is that this context represents a �strong situation� that powerfully affects work-related outcomes, but it has been largely overlooked by organization science, even as the working poor comprise a sizable segment of the workforce. in this paper we briefly review categorical, compositional, and relational theories of poverty from other disciplines, and we describe three key mediators from organizational research that may explain how the working poor are adversely affected in terms of job attachment, career attainment, and job performance. our goals are to encourage further thinking about the working poor among organizational scholars, encourage future research in this domain, and call attention to the need for research-based interventions. 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