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作者：Baron, James
作者单位：Yale University
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作者：Reagans, R; Zuckerman, E; McEvily, B
作者单位：Columbia University; Massachusetts Institute of Technology (MIT); Carnegie Mellon University
摘要：We compare two alternative approaches for evaluating the potential of a work group or team: one that focuses on team members' demographic characteristics and one that focuses on the members' social networks. Given that people's network contacts often share their demographic attributes (i.e., the network is homophilous), the two approaches seem equivalent, and the first seems preferable because it is easier to implement. In this paper, we demonstrate several important limits to this rationale. ...
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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：Sewell, G
作者单位：University of Melbourne
摘要：This article proposes a new model of industrial labor process control that maintains discipline under conditions of teamwork. The model draws on theoretical and empirical studies to examine how work monitoring undertaken using management information systems interacts with the peer-group scrutiny that goes on in teams. These represent vertical and horizontal forms of surveillance, respectively, creating the conditions for a hybrid or chimerical mode of workplace control to operate. The article ...
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作者：Boli, J
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作者：Schein, EH
摘要：Inattention to social systems in organizations has led researchers to underestimate the importance of culture-shared norms, values, and assumptions-in how organizations function. Concepts for understanding culture in organizations have value only when they derive from observation of real behavior in organizations, when they make sense of organizational data, and when they are definable enough to generate further study. The attempt to explain what happened to ''brainwashed'' American prisoners ...
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作者：PORAC, JF; THOMAS, H; WILSON, F; PATON, D; KANFER, A
作者单位：University of St Andrews; Curtin University
摘要：In this paper we argue that market boundaries are socially constructed around a collective cognitive model that summarizes typical organizational forms within an industry. This model is produced when firms observe each other's actions and define unique product positions in relation to each other. Our study examines the question of how firms define a reference group of rivals when market cues are ambiguous and interorganizational variety is high and identifies the industry model underlying riva...
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作者：PROVAN, KG; MILWARD, HB
作者单位：University of Arizona
摘要：This paper presents the results of a comparative study of interorganizational networks, or systems, of mental health delivery in four U.S. cities, leading to a preliminary theory of network effectiveness. Extensive data were collected from surveys, interviews, documents, and observations. Network effectiveness was assessed by collecting and aggregating data on outcomes from samples of clients, their families, and their case managers at each site. Results of analyses of both quantitative and qu...
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作者：MILLER, D; CHEN, MJ
作者单位：Columbia University
摘要：This paper investigates the causes and consequences of competitive inertia in the U.S. airline industry. Competitive inertia is defined as the level of activity that a firm exhibits when altering its competitive stance in areas such as pricing, advertising, new product or service introductions, and market scope. Inertia is argued to be driven by managers' incentives to act, their awareness of action alternatives, and the constraints on their capacity to act. These three sources of inertia were...
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作者：STAW, BM; BARSADE, SG
摘要：This study provides a comparative test of two psychological theories concerning the relationship between affect and performance. Managerial simulations are used to test whether people who are positive in disposition perform better or worse on both decisional and interpersonal tasks. Results are consistent in supporting the happier-and-smarter as opposed to the sadder-but-wiser hypothesis, since they show positive relationships between dispositional affect and performance. The results are discu...
