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作者：Greve, HR; Taylor, A
作者单位：University of Tsukuba; Northwestern University
摘要：This paper uses data on radio format changes to test hypotheses on innovations as catalysts for nonmimetic change in organizations. Innovations are difficult to interpret using existing schemata, causing organizations to search for information on the opportunities and threats implicit in observed innovations. Such search may lead to mimetic adoption of the innovation or, more likely, to more varied nonmimetic change. Results show an effect of innovations on the rate of nonmimetic change in rad...
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作者：Lounsbury, M
作者单位：Cornell University; Cornell University
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作者：Lind, EA; Greenberg, J; Scott, KS; Welchans, TD
作者单位：Duke University; University System of Ohio; Ohio State University
摘要：Structured interviews with 996 recently fired or laid-off workers provided data for analyses of the situational and psychological antecedents of both thinking about filing a wrongful-termination claim and actually filing such a claim. Potential antecedents were drawn from relational theories of organizational justice, economic theories about claiming, and sociolegal studies of claiming in other contexts. Wrongful-termination claims were most strongly correlated with the way workers felt they h...
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作者：Bacharach, SB; Bamberger, P; McKinney, V
作者单位：Cornell University; Technion Israel Institute of Technology
摘要：From a qualitative study of flight attendants volunteering as support providers in a peer-based employee assistance program, we derive a typology of the boundary management tactics used by peer-support providers to maintain a comfortable distance from help recipients and propose a grounded theory explaining providers' selection of tactics. After identifying two factors associated with tactic selection (personal experience and social structure), we demonstrate that support providers' cognitive ...
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作者：Arndt, M; Bigelow, B
作者单位：Clark University
摘要：This research examines how the first organizations to abandon an institutionalized, taken-for-granted structure and adopt a radically different form presented the innovation to important stakeholders. A content analysis of hospitals' annual reports reveals that organizations that differed on other dimensions uniformly made preventive use of defensive impression management in announcing the change to a diversified corporate structure. The organizations invoked coercive and mimetic pressures to ...
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作者：Seidel, MDL; Polzer, JT; Stewart, KJ
作者单位：University of Texas System; University of Texas Austin; Harvard University
摘要：This article tests hypotheses about the effects of social networks on inequitable salary negotiation outcomes using a U.S. high-technology company's salary negotiation data for 1985-1995. Analyzing results of 3,062 actual salary negotiations, we found that members of racial minority groups negotiated significantly lower salary increases than majority members, but this effect was dramatically reduced when we controlled for social ties to the organization. Having a social tie to the organization...
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作者：Haveman, HA; Nonnemaker, L
作者单位：Columbia University; Association of American Medical Colleges
摘要：We investigate the impact of contact between organizations in multiple geographic markets, focusing on two competitive behaviors: growth in current markets and entry into new markets. Drawing on sociological and economic theories, we propose that the extent of multimarket contact determines the level of competition experienced by a focal organization and therefore influences its growth and market entry. We also propose that market structure, specifically the extent to which markets are dominat...
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作者：Westphal, JD; Milton, LP
作者单位：University of Texas System; University of Texas Austin
摘要：This study examines how the influence of directors who are demographic minorities on corporate boards is contingent on the prior experience of board members and the larger social structural context in which demographic differences are embedded. We assess the effects of minority status according to functional background, industry background, education, race, and gender for a large sample of corporate outside directors at Fortune/Forbes 500 companies. The results show that (1) the prior experien...
