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作者：Victor, B; Boynton, A; Stephens-Jahng, T
作者单位：Vanderbilt University; International Institute for Management Development (IMD)
摘要：In this research, we address the question: Why do many total quality management implementations fail? We develop a theoretical model in which the total quality management role for line employees results in a dual work design that requires both standardized production and continuous improvement. We propose that workers effectively integrate both types of work by switching, defined as shifting between standardized production and continuous work while on the job in response to situational cues. A...
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作者：James, EH
作者单位：Emory University
摘要：This study examined two alternative explanations for disparity in reported work-related experiences and outcomes between black and white managers: treatment discrimination because of race, and differences in human and social capital. Education and training, representing human capital, and racial similarity of network ties and proportion of strong ties, representing social capital, were used to predict whether human and social capital would mediate the relationship between race and the work-rel...
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作者：Levin, DZ
作者单位：Rutgers University System; Rutgers University New Brunswick; Rutgers University Newark
摘要：Whereas most prior research on the learning curve has focused on improvements in efficiency, this paper deals with the impact of learning on product quality. The key data are measures of automobile reliability published in Consumer Reports. Analysis yields three findings: (I) Quality improves over the production life of a car model with the same kind of regularity as an efficiency learning curve. Thus, there is a quality learning curve. (2) Unlike in the efficiency domain, however, learning in...
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作者：Gargiulo, M; Benassi, M
作者单位：INSEAD Business School; University of Trento
摘要：This paper explores the tension between two opposite views on how networks create social capital. Network closure (Coleman 1988) stresses the role of cohesive ties in fostering a normative environment that facilitates cooperation. Structural hole theory (Burt 1992) sees cohesive ties as a source of rigidity that hinders the coordination of complex organizational tasks. The two theories lead to opposite predictions on how the structure of an actor's network may affect his ability to adapt that ...
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作者：Liebeskind, JP
作者单位：University of Southern California
摘要：Diversification not only internalizes transactions of goods and services, but it also internalizes transactions of capital. Hence, the value of diversification will depend, inter alia, on whether internal capital markets are relatively efficient or inefficient. This essay reviews and discusses the possible benefits and costs of internal capital markets by conducting a careful comparative institutional analysis. The essay concludes that internal capital markets can add value to Lines of busines...
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作者：Galunic, DC; Anderson, E
作者单位：INSEAD Business School
摘要：This paper considers the impacts of different investments in human capital (firm-specific versus generalized investments) on employee commitment to the firm. The resource-based literature has stressed that only firm-specific human capital is likely to generate organizational rents, since those assets are more Likely to be inimitable, rare, and therefore a better basis for sustained competitive advantage. Generalized investments in human capital (i.e., investments in capabilities that people ca...
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作者：Eisenmann, TR; Bower, JL
作者单位：Harvard University
摘要：Many researchers believe that bounded rationality prevents CEOs in large, complex, multidivisional (M-form'') corporations from personally formulating division-level strategies. Instead, CEOs are seen as guiding a bottom-up process whereby division managers propose strategies for review and approval by the corporate office. Contrary to this view, we argue that CEOs in global media firms frequently drive strategy in a top-down manner, especially when their firms seek to expand by integrating th...
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作者：Pearce, JL; Branyiczki, I; Bigley, GA
作者单位：University of California System; University of California Irvine; Corvinus University Budapest; Budapest University of Technology & Economics; University System of Ohio; University of Cincinnati
摘要：Many employees in the world are evaluated and rewarded at work based on who they are (particularism) rather than based on impersonal judgments of their performance (universalism). Yet the field of organizational behavior has been virtually silent on how employees react to workplaces dominated by particularism. In an effort to understand the role of particularistic organizational practices, several ideas from comparative institutions theories are applied to questions of organizational behavior,...
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作者：Deetz, S
作者单位：University of Colorado System; University of Colorado Boulder
摘要：Like Weiss, I too dislike some of the postmodern writings on organizations. I too worry that shallow works given even more shallow and opportunistic readings can have negative social consequences. But I also recognize that most of Weiss's concerns are not unique to postmodern writings. Many of the problems he discusses could also be descriptive of work from different conceptual and methodological stances. Statistics are often contrived and misleading. Ethnography has at times aided colonizatio...
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作者：Bradbury, H; Lichtenstein, BMB
作者单位：University System of Ohio; Case Western Reserve University; University of Hartford
摘要：Relationships and interactions should be an important focus of attention in organizational scholarship. In contrast to traditional research approaches that focus on independent, discrete entities, methodologies oriented to relational concerns in organizations allow researchers to study the intersubjective and interdependent nature of organizational life. In addition to providing historical and philosophical bases for a perspective which emphasizes relationality, we review the growing number of...
