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作者：Scott, SG; Lane, VR
作者单位：University of Massachusetts System; University Massachusetts Dartmouth; University of Colorado System; University of Colorado Denver
摘要：We develop ct model of organizational identity construction that reframes organizational identity within the broader context of manager-stakeholder relationships and more effectively integrates theory on organizational identity and organizational identification. We describe organizational identity as emerging from complex, dynamic, and reciprocal interactions among managers, organizational members, and other stakeholders. The model draws attention to organizational identity as negotiated cogni...
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作者：Shane, S; Venkataraman, S
作者单位：University System of Maryland; University of Maryland College Park; University System of Maryland; University of Maryland College Park; University of Virginia
摘要：To date, the phenomenon of entrepreneurship has lacked ct conceptual framework. In this note we draw upon previous research conducted in the different social science disciplines and applied fields of business to create a conceptual framework for the field. With this framework we explain a set of empirical phenomena and predict a set of outcomes not explained or predicted by conceptual frameworks already in existence in other fields.
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作者：Hollensbe, EC; Guthrie, JP
作者单位：University of Kansas
摘要：Despite the increasing popularity of group pay-for-performance plans, relatively little theory exists regarding the dynamics of these plans. We integrate goal setting, pay plan characteristics, and group factors to explain and predict the effectiveness of what we call open-goal group pay plans. We introduce spontaneous goal setting as a process explanation and propose antecedents that affect a group's propensity to set goals, the goal level chosen, and goal commitment. Finally, we discuss impl...
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作者：Newman, KL
作者单位：University of Richmond
摘要：Organizational transformation in the transition economies of Central and Eastern Europe is qualitatively different from that observed in the West because of concomitant upheaval in the institutional context. Drawing on organizational change theory, organizational learning theory, and institutional theory, I suggest an inverted U-shaped relationship between institution-level change and transformative organizational change. By integrating three theoretical perspectives in the conceptual framewor...
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作者：Brickson, S
作者单位：Harvard University
摘要：Our present understanding of identification processes poses ct serious limitation to diversity research. In this article I present a preliminary model explicating how organizational, task, and reward structures affect the activation of members' personal, relational, and collective identity orientations. I further outline the manner in which the identity orientations of majority and minority individuals link to cognition, affect, and behavior of members of each group, as well as to diversity-re...
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作者：Floyd, SW; Lane, PJ
作者单位：University of Connecticut; Arizona State University; Arizona State University-Tempe
摘要：Strategic renewal consists of three subprocesses (competence definition deployment, and modification). Within each subprocess. the roles of top-, middle- and operating-level managers differ in their time horizon, information requirements, and core values. Dissensus in managers' perceptions about the need for change creates strategic role conflicts within individual managers and between managerial roles. In this article we explain when and where strategic role conflict occurs and how organizati...
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作者：Huff, AS
作者单位：University of Colorado System; University of Colorado Boulder; Cranfield University
摘要：The explosion of knowledge production within business and other organizations poses a critical challenge to current modes of teaching and research within our business schools. We need to consider new strategic positions closer to the knowledge production being carried on within the organizations we study, without assuming that immediate relevance is our primary objective. The academic advantage, in my opinion, still lies in generalization and abstraction.
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作者：Glynn, MA; Barr, PS; Dacin, MT
作者单位：Emory University; University System of Georgia; Georgia State University; Texas A&M University System; Texas A&M University College Station
摘要：Organizational theorists tend to homogenize what is, in reality, ct pluralistic world, emphasizing the discovery of unifying principles that lend organizational focus, legitimacy, and identity while downplaying some of the complexity that pluralism often entails. In their original formulation, most organizational theories have richness and depth in modeling pluralistic variety: over time, however, theorizing seems to have purchased parsimony and generality at the cost of accuracy or realism. W...
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作者：Hogg, MA; Terry, DJ
作者单位：University of Queensland
摘要：Although aspects of social identity theory are familiar to organizational psychologists, its elaboration, through self-categorization theory, of how social categorization and prototype-based depersonalization actually produce social identity effects is less well known. We describe these processes, relate self-categorization theory to social identity theory, describe new theoretical developments in detail, and show how these developments can address a: range of organizational phenomena. We disc...
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作者：Schilling, MA
作者单位：Boston University
摘要：Many systems migrate toward increasing or decreasing modularity, yet no explicit causal models exist to explain this process. In this article I build a general theory of modular systems, drawing on systems research from many disciplines, and then use this general theory to derive a model of interfirm product modularity, Including testable research propositions. The product model provides a valuable tool for predicting technological trajectories, and it demonstrates how the general theory can b...
