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volume 21, issue 5, sep./oct. 2010
1. title: when truces collapse: a longitudinal study of price-adjustment routines.
authors: zbaracki, mark j.; bergen, mark.
abstract: we analyze the microfoundations of the routine in a study of price-adjustment processes at a manufacturing firm. existing theory says that truces balance cognitive and motivational differences across functions, but there is scant evidence on how truces work. we show both stability and change in routines. for minor price adjustments, routines incorporate truces in stable but separate market interpretations by the sales and marketing groups. major price changes put truces at risk, as latent conflict over information and interests becomes overt. the ensuing battle shows how interests, information, and truces are intertwined in performing the routine. routines are not just stable entities, but adaptive performances that include conflict. we illustrate how our approach addresses fundamental problems such as how firms perform economics, how routines incorporate economic theory, and how routines shape macroeconomic dynamics. we argue that our approach can be extended to any routine-based organizational work.
2. title: when callings are calling: crafting work and leisure in pursuit of unanswered occupational callings.
authors: berg, justin m.; grant, adam m.; johnson, victoria.
abstract: scholars have identified benefits of viewing work as a calling, but little research has explored the notion that people are frequently unable to work in occupations that answer their callings. to develop propositions on how individuals experience and pursue unanswered callings, we conducted a qualitative study based on interviews with 31 employees across a variety of occupations. we distinguish between two types of unanswered callings�missed callings and additional callings�and propose that individuals pursue these unanswered callings by employing five different techniques to craft their jobs (task emphasizing, job expanding, and role reframing) and their leisure time (vicarious experiencing and hobby participating). we also propose that individuals experience these techniques as facilitating the kinds of pleasant psychological states of enjoyment and meaning that they associate with pursuing their unanswered callings, but also as leading to unpleasant states of regret over forgone fulfillment of their unanswered callings and stress due to difficulties in pursuing their unanswered callings. these propositions have important implications for theory and future research on callings, job crafting, and self-regulation processes.
3. title: the trap of continual ownership change in international equity joint ventures.
authors: chung, chris changwha; beamish, paul w.
abstract: this article examines how multiple ownership changes unfold in international equity joint venture (iejv) evolution and how such repeated changes impact short-term performance and long-term survival. by theorizing a new concept�the trap of continual change�in the iejv context, we challenge the adaptive viewpoint assumed in alliance dynamics research. we propose that partners sometimes respond to an initial dissatisfaction with the venture result with a dysfunctional repetition of rearranging the ownership control structure. this continual change locks the organization into bad choices and sends it into a downward spiral. acknowledging the mixed motive nature of inter-partner relationships, we incorporate cooperative versus competitive dynamics manifested in shared control arrangements. we propose that shared ownership control lends stability to the iejv until the initial iejv agreement is renegotiated; this stability is a result of the cooperative forces of mutual interdependence and mutual forbearance between the partners. however, when the power balance breaks down, the potential for inter-partner conflict increases. when the ownership control structure of the iejv is restructured, especially multiple times, shared control arrangements become increasingly unstable as behavioral, cultural, and managerial differences are amplified.
4. title: marginality and problem-solving effectiveness in broadcast search.
authors: jeppesen, lars bo; lakhani, karim r.
abstract: we examine who the winners are in science problem-solving contests characterized by open broadcast of problem information, self-selection of external solvers to discrete problems from the laboratories of large research and development intensive companies, and blind review of solution submissions. analyzing a unique data set of 166 science challenges involving over 12,000 scientists revealed that technical and social marginality, being a source of different perspectives and heuristics, plays an important role in explaining individual success in problem solving. the provision of a winning solution was positively related to increasing distance between the solver's field of technical expertise and the focal field of the problem. female solvers�known to be in the "outer circle" of the scientific establishment�performed significantly better than men in developing successful solutions. our findings contribute to the emerging literature on open and distributed innovation by demonstrating the value of openness, at least narrowly defined by disclosing problems, in removing barriers to entry to nonobvious individuals. we also contribute to the knowledge-based theory of the firm by showing the effectiveness of a market mechanism to draw out knowledge from diverse external sources to solve internal problems.
5. title: the dynamics of interorganizational careers.
authors: bidwell, matthew; briscoe, forrest.
abstract: how do workers build careers across organizations? we propose that increased worker mobility means that workers may now build their careers using interorganizational career ladders, working in certain kinds of organizations earlier in a career and in other kinds of organizations later in the career. we develop a matching framework that predicts such interorganizational moves based on how systematic changes in workers' needs and resources over the course of their careers alter the kinds of organizations they will best match. we specifically propose that workers will be more likely to work for organizations that provide more training early in their careers, and work for organizations that have higher demands for skills later in their careers. we use this argument to make three broad predictions: first, that interorganizational transitions are more likely to take place from larger to smaller workplaces, and into organizations in industries that employ a higher proportion of workers in the focal occupation; second, that such skill-based career paths are more common where the labor market provides more opportunities that reward those skills; and third, that the nature of external opportunities will disproportionately affect turnover from organizations on the lower rungs of the career ladder. data from the career histories of college-educated information technology workers support our hypotheses.
6. title:not-sold-here: how attitudes influence external knowledge exploitation.
authors: lichtenthaler, ulrich; ernst, holger; hoegl, martin.
abstract: employee attitudes with regard to the usefulness of external knowledge may influence a firm's extent of interorganizational knowledge transactions. prior research has focused on "not-invented-here (nih)" tendencies, which refer to negative attitudes in organizations toward the acquisition of knowledge from external sources. in this research, we develop the concept of "not-sold-here (nsh)" tendencies, which result from protective attitudes in firms toward the external exploitation of knowledge, for example, technology licensing. we show conceptually how nsh tendencies develop and how they can influence the extent of outward knowledge transfer. we test five hypotheses regarding antecedents and consequences of nsh tendencies with data from 152 firms spanning multiple industries. the empirical findings show that nsh tendencies exist in organizations and that they constitute a major barrier to the implementation of external knowledge commercialization strategies. the concept of nsh therefore helps explain the varying degrees of activity in external knowledge exploitation, and it contributes to understanding particular microfoundations of dynamic capabilities.
7. title: prior alliances with targets and acquisition performance in knowledge-intensive industries.
authors: zaheer, akbar; hernandez, exequiel; banerjee, sanjay.
abstract: an important focus of the research on mergers and acquisitions is the conditions under which acquisitions create value for the acquiring firm's shareholders. given that the acquisition process is plagued by serious issues of information asymmetry, which are exacerbated in the context of knowledge acquisitions, we examine whether prior alliances with potential targets reduce the information asymmetry enough to create "partner-specific absorptive capacity" and yield superior stock returns on acquisition, compared with acquisitions not preceded by alliances. we test our hypotheses on a sample of high-technology acquisitions by u.s. firms during 1990-1998 using an event study methodology to assess abnormal stock returns. we find, unexpectedly, that no significant general effect emerges for acquisitions with prior alliances. however, international acquisitions following alliances show significantly better returns relative to both acquisitions without prior alliances and domestic acquisitions. additionally, stronger forms of prior alliances lead to better acquisition performance than weaker forms of alliances. together, the results broadly support our thesis that partner-specific absorptive capacity may be at work and suggest that under certain prior alliance conditions, acquisitions can indeed create value for acquirers.
8. title: the role of analogy in the institutionalization of sustainability reporting.
authors: etzion, dror; ferraro, fabrizio.
abstract: we study institutional entrepreneurship in an emergent field by analyzing the case of the global reporting initiative (gri) and its efforts to purposefully institutionalize the practice of sustainability reporting. we suggest that analogies affect institutionalization processes through two mechanisms. in the early stages of institutionalization, analogy operates primarily as a normative mechanism, and adoption is driven mainly by an instrumental logic. this emphasis on similarity to existing institutions stresses conformity and promotes legitimacy. yet analogies can also have a cognitive effect on institutional design, especially once initial acceptance from the environment has been secured, by directing attention toward incongruences between the emergent institution and its analogical source. institutional entrepreneurship can spur innovation and departure from existing institutions by highlighting limitations of the analogical source and providing a compelling value-rational argument that underscores the worth of the new institution. this theoretical contribution helps explain how analogies to existing institutional practices can both provide legitimacy to novel institutions and constitute the basis for a creative process of institutional design.
9. title: too good to be true? the unintended signaling effects of educational prestige on external expectations of team performance.
authors: sauer, stephen j.; thomas-hunt, melissa c.; morris, patrick a.
abstract: in this paper we report the results of two experimental studies designed to test how demographic characteristics affect outsiders' assessments of a firm's top managers. we draw on theories of evaluation and status characteristics to examine the interactive effects of managers' racial characteristics and educational prestige on external perceptions. in the first study, we find that top executives' educational background and race affected analysts' valuation of a firm's stock. outside analysts made the highest stock price projections for firms led by white executives who had highly prestigious educational backgrounds but made the lowest valuations for firms led by african americans with the same prestigious education. we posit that the moderating effect of executives' racial characteristics stems from outsiders' assumptions that african american managers received preferential treatment in the admissions process for high prestige universities. in the second study, we find that when we explicitly removed the possibility of preferential selection, analysts gave the same stock valuation to firms led by white and african american executives with high educational prestige. we discuss the implications of these findings for theory and management.
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