Teams have long been defined by boundedness-a clear distinction between members and nonmembers. Yet as we argue in this perspective paper, the distinction between members and nonmembers is often blurred in today's teams, as a result of trends toward increasing team fluidity, overlap, and dispersion. These trends offer potential organizational benefits, but the resulting boundary blurring can undermine team effectiveness. Moreover, boundary blurring calls into question many of the basic assumptions underpinning our theoretical and empirical research on teams. Accordingly, it is time to rethink our fundamental conceptualization of teams and to revisit our approaches to studying them. We propose a shift from viewing teams as clearly bounded groups of members toward instead viewing teams as dynamic hubs of participants. Reconceptualizing teams in this way opens up new avenues for theory development and offers important implications for future empirical research on teams.
{"title":"Perspective - Rethinking Teams: From Bounded Membership to Dynamic Participation","authors":"M. Mortensen, M. Haas","doi":"10.1287/orsc.2017.1198","DOIUrl":"https://doi.org/10.1287/orsc.2017.1198","url":null,"abstract":"Teams have long been defined by boundedness-a clear distinction between members and nonmembers. Yet as we argue in this perspective paper, the distinction between members and nonmembers is often blurred in today's teams, as a result of trends toward increasing team fluidity, overlap, and dispersion. These trends offer potential organizational benefits, but the resulting boundary blurring can undermine team effectiveness. Moreover, boundary blurring calls into question many of the basic assumptions underpinning our theoretical and empirical research on teams. Accordingly, it is time to rethink our fundamental conceptualization of teams and to revisit our approaches to studying them. We propose a shift from viewing teams as clearly bounded groups of members toward instead viewing teams as dynamic hubs of participants. Reconceptualizing teams in this way opens up new avenues for theory development and offers important implications for future empirical research on teams.","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"51 1","pages":"341-355"},"PeriodicalIF":0.0,"publicationDate":"2018-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88597023","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Integrating relational embeddedness arguments with Penrosean growth theory, we compare the growth of firms run by spousal entrepreneurs with firms run by sibling entrepreneurs. We theorize that trust, identification, and mutual obligations—the three facets of relational embeddedness—are more pronounced in spousal teams than in sibling teams, which provides spousal teams with advantages over sibling teams in generating firm growth. Probing a sample of all private firms in Sweden over a three-year period, we find support for this conjecture. Exploring boundary conditions to this baseline relationship, we also find that firm age weakens the growth advantages of spousal teams over sibling teams and that industry experience heterogeneity within the entrepreneurial team reinforces these growth advantages. These results provide important contributions for research on firm growth, the social embeddedness of firms, entrepreneurship, and family business.
{"title":"Relational Embeddedness and Firm Growth: Comparing Spousal and Sibling Entrepreneurs","authors":"Miriam Bird, T. Zellweger","doi":"10.1287/orsc.2017.1174","DOIUrl":"https://doi.org/10.1287/orsc.2017.1174","url":null,"abstract":"Integrating relational embeddedness arguments with Penrosean growth theory, we compare the growth of firms run by spousal entrepreneurs with firms run by sibling entrepreneurs. We theorize that trust, identification, and mutual obligations—the three facets of relational embeddedness—are more pronounced in spousal teams than in sibling teams, which provides spousal teams with advantages over sibling teams in generating firm growth. Probing a sample of all private firms in Sweden over a three-year period, we find support for this conjecture. Exploring boundary conditions to this baseline relationship, we also find that firm age weakens the growth advantages of spousal teams over sibling teams and that industry experience heterogeneity within the entrepreneurial team reinforces these growth advantages. These results provide important contributions for research on firm growth, the social embeddedness of firms, entrepreneurship, and family business.","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"47 1","pages":"264-283"},"PeriodicalIF":0.0,"publicationDate":"2018-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90647298","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In the past few decades, the growth of surveillance has become a fixture of organizational life. Past scholarship has largely explained this growth as the result of traditional managerial demands for added control over workers, coupled with newly available cheap technology (such as closed-circuit televisions and body-worn cameras). We draw on the workplace resistance literature to complement these views by suggesting that workers can also drive such growth. More specifically, we show that workers under surveillance can feel constantly observed and seen, but they can also feel largely unnoticed as individuals by management. This paradoxical experience leads them to interpret the surveillance as coercive and to engage in invisibility practices to attempt to go unseen and remain unnoticed. Management, in turn, interprets these attempts as justification for more surveillance, which encourages workers to engage in even more invisibility practices, thus creating a self-fulfilling cycle of coercive surveillance....
{"title":"A Self-Fulfilling Cycle of Coercive Surveillance: Workers' Invisibility Practices and Managerial Justification","authors":"Michel Anteby, Curtis K. Chan","doi":"10.1287/orsc.2017.1175","DOIUrl":"https://doi.org/10.1287/orsc.2017.1175","url":null,"abstract":"In the past few decades, the growth of surveillance has become a fixture of organizational life. Past scholarship has largely explained this growth as the result of traditional managerial demands for added control over workers, coupled with newly available cheap technology (such as closed-circuit televisions and body-worn cameras). We draw on the workplace resistance literature to complement these views by suggesting that workers can also drive such growth. More specifically, we show that workers under surveillance can feel constantly observed and seen, but they can also feel largely unnoticed as individuals by management. This paradoxical experience leads them to interpret the surveillance as coercive and to engage in invisibility practices to attempt to go unseen and remain unnoticed. Management, in turn, interprets these attempts as justification for more surveillance, which encourages workers to engage in even more invisibility practices, thus creating a self-fulfilling cycle of coercive surveillance....","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"3 1","pages":"247-263"},"PeriodicalIF":0.0,"publicationDate":"2018-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84240745","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We theorize that the effect of membership turnover on group processes and performance depends on a group’s communication network. We describe two mechanisms through which communication networks aff...
我们的理论认为，成员流动对群体过程和绩效的影响取决于群体的沟通网络。我们描述了通信网络的两种机制。
{"title":"The Effects of Communication Networks and Turnover on Transactive Memory and Group Performance","authors":"L. Argote, B. Aven, J. Kush","doi":"10.1287/orsc.2017.1176","DOIUrl":"https://doi.org/10.1287/orsc.2017.1176","url":null,"abstract":"We theorize that the effect of membership turnover on group processes and performance depends on a group’s communication network. We describe two mechanisms through which communication networks aff...","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"46 1","pages":"191-206"},"PeriodicalIF":0.0,"publicationDate":"2018-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82219500","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We argue that organizations have deep roots in traumatic societal shocks that long preceded their founding. Drawing from the strategic management and social science literatures, we explain how traumatic shocks, such as conflict, disease, and natural disaster, can alter the institutional and cultural paths that determine future business environments. Historical shocks can help clarify the origin of cultural and institutional differences and help provide causal inference about why these differences are correlated with organizational structure and strategy. We explain specific cultural and institutional mechanisms through which historical traumatic shocks persist as well as specific organizational factors influenced by these mechanisms. We also provide guidance on key approaches for empirically linking traumatic shocks with modern firms as well as common identification problems in these methods. Our approach clarifies a path for clarifying theory on how culture and institutions shape firms and how management...
{"title":"Perspective - The Deep Historical Roots of Organization and Strategy: Traumatic Shocks, Culture, and Institutions","authors":"Leonardo M. Klüppel, L. Pierce, Jason A. Snyder","doi":"10.1287/orsc.2017.1173","DOIUrl":"https://doi.org/10.1287/orsc.2017.1173","url":null,"abstract":"We argue that organizations have deep roots in traumatic societal shocks that long preceded their founding. Drawing from the strategic management and social science literatures, we explain how traumatic shocks, such as conflict, disease, and natural disaster, can alter the institutional and cultural paths that determine future business environments. Historical shocks can help clarify the origin of cultural and institutional differences and help provide causal inference about why these differences are correlated with organizational structure and strategy. We explain specific cultural and institutional mechanisms through which historical traumatic shocks persist as well as specific organizational factors influenced by these mechanisms. We also provide guidance on key approaches for empirically linking traumatic shocks with modern firms as well as common identification problems in these methods. Our approach clarifies a path for clarifying theory on how culture and institutions shape firms and how management...","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"216 1","pages":"702-721"},"PeriodicalIF":0.0,"publicationDate":"2018-03-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76774333","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We propose a more explicit role for abductive reasoning, or the development of initial explanation, in hypothetico-deductive (H-D) inquiry. We begin by describing the roots of abduction in pragmati...
{"title":"Perspective - Discovery Within Validation Logic: Deliberately Surfacing, Complementing, and Substituting Abductive Reasoning in Hypothetico-Deductive Inquiry","authors":"Kristin Behfar, Gerardo A. Okhuysen","doi":"10.1287/ORSC.2017.1193","DOIUrl":"https://doi.org/10.1287/ORSC.2017.1193","url":null,"abstract":"We propose a more explicit role for abductive reasoning, or the development of initial explanation, in hypothetico-deductive (H-D) inquiry. We begin by describing the roots of abduction in pragmati...","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"76 1","pages":"323-340"},"PeriodicalIF":0.0,"publicationDate":"2018-03-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81074338","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper advances novel theory and evidence on the emergence of informal leadership networks in groups that feature no formally designated leaders or authority hierarchies. We integrate insights from relational schema and network theory to develop and empirically test a three-step process model. The model’s first hypothesis is that people use a “linear ordering schema” to process information about leadership relations. The second hypothesis argues that when an individual experiences a particular leadership attribution to be inconsistent with the linear ordering schema, that individual will tend to reduce the ensuing cognitive inconsistency by modifying that leadership attribution. Finally, the third hypothesis builds on this inconsistency-reduction mechanism to derive implications about a set of network structural features (asymmetry, acyclicity, transitivity, popularity, and inverse popularity) that are predicted to emerge endogenously as a group’s informal leadership network evolves. We find broad sup...
{"title":"Emergent Leadership Structures in Informal Groups: A Dynamic, Cognitively Informed Network Model","authors":"Gianluca Carnabuci, Cécile Emery, D. Brinberg","doi":"10.1287/orsc.2017.1171","DOIUrl":"https://doi.org/10.1287/orsc.2017.1171","url":null,"abstract":"This paper advances novel theory and evidence on the emergence of informal leadership networks in groups that feature no formally designated leaders or authority hierarchies. We integrate insights from relational schema and network theory to develop and empirically test a three-step process model. The model’s first hypothesis is that people use a “linear ordering schema” to process information about leadership relations. The second hypothesis argues that when an individual experiences a particular leadership attribution to be inconsistent with the linear ordering schema, that individual will tend to reduce the ensuing cognitive inconsistency by modifying that leadership attribution. Finally, the third hypothesis builds on this inconsistency-reduction mechanism to derive implications about a set of network structural features (asymmetry, acyclicity, transitivity, popularity, and inverse popularity) that are predicted to emerge endogenously as a group’s informal leadership network evolves. We find broad sup...","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"41 1","pages":"118-133"},"PeriodicalIF":0.0,"publicationDate":"2018-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89009916","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Recent studies find that female-led ventures are penalized relative to male-led ventures as a result of role incongruity or a perceived “lack of fit” between female stereotypes and expected personal qualities of business entrepreneurs. We examine whether social impact framing that emphasizes a venture’s social–environmental welfare benefits, which research has shown to elicit stereotypically feminine attributions of warmth, diminishes these penalties. We initially investigate this proposition in a field study of evaluations of early-stage ventures and find evidence of lessened gender penalties for female-led ventures that are presented using a social impact frame. In a second study, we experimentally validate this effect and show that it is mediated by the effect of social impact framing on perceptions of the entrepreneur’s warmth. The effect of social impact frames on venture evaluations did not apply to men, was not a result of perceptions of increased competence, and was not conditional on the gender o...
{"title":"Gender Bias, Social Impact Framing, and Evaluation of Entrepreneurial Ventures","authors":"Matthew K. O. Lee, Laura Huang","doi":"10.1287/orsc.2017.1172","DOIUrl":"https://doi.org/10.1287/orsc.2017.1172","url":null,"abstract":"Recent studies find that female-led ventures are penalized relative to male-led ventures as a result of role incongruity or a perceived “lack of fit” between female stereotypes and expected personal qualities of business entrepreneurs. We examine whether social impact framing that emphasizes a venture’s social–environmental welfare benefits, which research has shown to elicit stereotypically feminine attributions of warmth, diminishes these penalties. We initially investigate this proposition in a field study of evaluations of early-stage ventures and find evidence of lessened gender penalties for female-led ventures that are presented using a social impact frame. In a second study, we experimentally validate this effect and show that it is mediated by the effect of social impact framing on perceptions of the entrepreneur’s warmth. The effect of social impact frames on venture evaluations did not apply to men, was not a result of perceptions of increased competence, and was not conditional on the gender o...","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"158 1","pages":"1-16"},"PeriodicalIF":0.0,"publicationDate":"2018-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78227460","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Using employer–employee matched data from Sweden between 2001 and 2008, we test hypotheses designed to assess the contingent nature of the relationship between wage dispersion and cross-firm mobility. Whereas past research has mostly established that dispersed wages increase interfirm mobility, we investigate the conditions under which pay variance might have the opposite effect, serving to retain workers. We propose that the effect of wage dispersion is contingent on organizational rank and that it depends on whether wages are dispersed vertically (between job levels) or horizontally (within the same job level). We find that vertical wage dispersion suppresses cross-firm mobility because it is associated with outcomes beneficial for employees, such as attractive advancement opportunities. By contrast, horizontal wage dispersion increases cross-firm mobility because it is associated with outcomes harmful for employees, such as inequity concerns. We further find that the vertical-dispersion effect is ampli...
{"title":"Vertical and Horizontal Wage Dispersion and Mobility Outcomes: Evidence from the Swedish Microdata","authors":"Aleksandra J. Kacperczyk, Chanchal Balachandran","doi":"10.1287/orsc.2017.1169","DOIUrl":"https://doi.org/10.1287/orsc.2017.1169","url":null,"abstract":"Using employer–employee matched data from Sweden between 2001 and 2008, we test hypotheses designed to assess the contingent nature of the relationship between wage dispersion and cross-firm mobility. Whereas past research has mostly established that dispersed wages increase interfirm mobility, we investigate the conditions under which pay variance might have the opposite effect, serving to retain workers. We propose that the effect of wage dispersion is contingent on organizational rank and that it depends on whether wages are dispersed vertically (between job levels) or horizontally (within the same job level). We find that vertical wage dispersion suppresses cross-firm mobility because it is associated with outcomes beneficial for employees, such as attractive advancement opportunities. By contrast, horizontal wage dispersion increases cross-firm mobility because it is associated with outcomes harmful for employees, such as inequity concerns. We further find that the vertical-dispersion effect is ampli...","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"44 1","pages":"17-38"},"PeriodicalIF":0.0,"publicationDate":"2018-02-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79342012","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Research linking interorganizational networks to innovation has focused on spanning structural boundaries as a means of knowledge recombination. Increasingly, firms also partner across institutional boundaries (countries, industries, technologies) in their search for new knowledge. When both structural and institutional separation affect knowledge recombination, aggregate characterizations of ego network attributes mask distinct recombination processes that lead to distinct types of innovation outcomes. We address this issue by focusing on triads as the locus of recombination in networks. We partition firms’ networks into three configurations of open triads—foreign, domestic, and mixed—based on the distribution of the broker and its partners across or within institutional boundaries. We argue that each configuration embodies distinct recombination processes, with foreign triads offering high access to novel knowledge, domestic triads facilitating relatively efficient knowledge integration, and mixed triads balancing the two. We apply this approach to a global research and development alliance network in the biotechnology industry, using countries as institutional boundaries. The results show that domestic triads affect innovation volume (i.e., the productivity of innovation) more strongly than mixed or foreign triads. In contrast, foreign triads have a greater impact on innovation radicalness (i.e., the path-breaking nature of the innovation) than mixed or domestic triads. The findings suggest that different brokerage configurations embody unique recombination processes, leading to distinct innovation outcomes. Our research provides a deeper understanding of how networks and institutions jointly influence distinct aspects of innovation.
{"title":"Networks and Innovation: Accounting for Structural and Institutional Sources of Recombination in Brokerage Triads","authors":"S. Balachandran, Exequiel Hernandez","doi":"10.1287/orsc.2017.1165","DOIUrl":"https://doi.org/10.1287/orsc.2017.1165","url":null,"abstract":"Research linking interorganizational networks to innovation has focused on spanning structural boundaries as a means of knowledge recombination. Increasingly, firms also partner across institutional boundaries (countries, industries, technologies) in their search for new knowledge. When both structural and institutional separation affect knowledge recombination, aggregate characterizations of ego network attributes mask distinct recombination processes that lead to distinct types of innovation outcomes. We address this issue by focusing on triads as the locus of recombination in networks. We partition firms’ networks into three configurations of open triads—foreign, domestic, and mixed—based on the distribution of the broker and its partners across or within institutional boundaries. We argue that each configuration embodies distinct recombination processes, with foreign triads offering high access to novel knowledge, domestic triads facilitating relatively efficient knowledge integration, and mixed triads balancing the two. We apply this approach to a global research and development alliance network in the biotechnology industry, using countries as institutional boundaries. The results show that domestic triads affect innovation volume (i.e., the productivity of innovation) more strongly than mixed or foreign triads. In contrast, foreign triads have a greater impact on innovation radicalness (i.e., the path-breaking nature of the innovation) than mixed or domestic triads. The findings suggest that different brokerage configurations embody unique recombination processes, leading to distinct innovation outcomes. Our research provides a deeper understanding of how networks and institutions jointly influence distinct aspects of innovation.","PeriodicalId":93599,"journal":{"name":"Organization science (Providence, R.I.)","volume":"45 1","pages":"80-99"},"PeriodicalIF":0.0,"publicationDate":"2018-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78587510","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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