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作者：RING, PS; VANDEVEN, AH
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：This article examines the developmental process of cooperative interorganizational relationships (IORs) that entail transaction-specific investments in deals that cannot be fully specified or controlled by the parties in advance of their execution. A process framework is introduced that focuses on formal, legal, and informal social-psychological processes by which organizational parties jointly negotiate, commit to, and execute their relationship in ways that achieve efficient and equitable ou...
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作者：CONNOLLY, T
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作者：MCCOLLOM, M
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作者：KLIMOSKI, R
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作者：FELDMAN, DC
摘要：This article explores three interconnected decisions related to early retirement-the decision whether to leave a long-term job prior to age 65, the decision whether to accept bridge employment, and the decision whether to obtain bridge employment in the same industry or occupation as the last job-and the relationships among these three decisions and adjustment to retirement. In addition, this article examines the key variables that influence these three decisions, integrating previous research...
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作者：MEINDL, JR
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作者：CAELDRIES, F
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作者：ALDRICH, HE; FIOL, CM
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University of Colorado System; University of Colorado Denver
摘要：New organizations are always vulnerable to the liabilities of newness, but such pressures are especially severe when an industry is in its formative years. We focus on one set of constraints facing entrepreneurs in emerging industries-their relative lack of cognitive and sociopolitical legitimacy. We examine the strategies that founders can pursue, suggesting how their successful pursuit of legitimacy may evolve from innovative ventures to broader contexts, collectively reshaping industry and ...
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作者：REGER, RK; GUSTAFSON, LT; DEMARIE, SM; MULLANE, JV
摘要：This article presents a cognitive theory of why planned organizational change efforts, such as total quality initiatives, often fail. The theory suggests that employees resist total quality because their beliefs about the organization's identity constrain understanding and create cognitive opposition to radical change. We propose a dynamic model in which successful implementation of fundamental organizational transformation is partly dependent on management's ability to reframe the change over...
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作者：ROGERS, KS
