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��ࡱ�>�� ������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������������� �r��zbjbj�v�v2��<�<�r ���������eeeee����yyy8��my.p4iiiii����o�o�o�o�o�o�obq�t@�oe������oeeii4�o///��eiei�o/��o///i����о�w��y�v/�o�o0.p/dt fdt//f1dteumh��/������o�oo����.p������������������������������������������������������������������������dt���������� : organization science volume 22, issue 1, jan./feb. 2011 1. title: where do creative interactions come from? the role of tie content and social networks authors: manuel e. sosa abstract: understanding the determinants of creativity at the individual and organizational level has been the focus of a long history of research in various disciplines from the social sciences, but little attention has been devoted to studying creativity at the dyadic level. why are some dyadic interactions more likely than others to trigger the generation of novel and useful ideas in organizations? as dyads conduit both knowledge and social forces, they offer an ideal setting to disentangle the effects of knowledge diversity, tie strength, and network structure on the generation of creative thoughts. this paper not only challenges the current belief that sporadic and distant dyadic relationships (weak ties) foster individual creativity but also argues that diverse and strong ties facilitate the generation of creative ideas. from a knowledge viewpoint, our results suggest that ties that transmit a wide (rather than narrow) set of knowledge domains (within the same tie) favor creative idea generation if exchanges occur with sufficient frequency. from a social perspective, we find that strong ties serve as effective catalysts for the generation of creative ideas when they link actors who are intrinsically motivated to work closely together. finally, this paper also shows that dyadic network cohesion (i.e., the connections from the focal dyad to common contacts) does not always hinder the generation of creative ideas. our empirical evidence suggests that when cohesion exceeds its average levels, it becomes detrimental to creative idea generation. hypotheses are tested in a sociometric study conducted within the development department of a software firm. 2. title: managing organizational change: negotiating meaning and power-resistance relations authors: robyn thomas, leisa d. sargent, and cynthia hardy abstract: theoretical developments in the analysis of organizations have recently turned to an "organizational becoming" perspective, which sees the social world as enacted in the microcontext of communicative interactions among individuals through which meaning is negotiated. according to this view, organizational change is endemic, natural, and ongoing; it occurs in everyday interactions as actors engage in the process of establishing new meanings for organizational activities. we adopt this approach to study how meanings were negotiated by senior and middle managers in a workshop held as part of a culture change program at a telecommunications company. our study identifies two very different patterns in these negotiations, constituted by the particular communicative practices adopted by participants. we discuss the implications of these patterns for organizational change in relation to generative dialogue and power-resistance relations between senior and middle managers. 3. title: getting a bonus: social networks, performance, and reward among commercial bankers authors: mark s. mizruchi, linda brewster stearns, and anne fleischer abstract: research on the effects of social networks on individual status attainment has exploded in recent years, but the results remain equivocal, varying across network structures, types of ties, and outcome variables. the focus in this literature has been on two primary outcomes: performance benefits and rewards (including promotion and compensation). these two types of outcomes have often been conflated, however, despite the fact that high levels of one do not guarantee high levels of the other. we examined the effects of job performance, network tie strength, and network structures on the size of the year-end bonuses received by 71 relationship officers in a major, multinational commercial bank. we found that in networks based on information acquisition, both strong ties and sparse networks are positively associated with high bonuses, as is the combination of the two. in networks based on approval and support for one's deals, neither tie strength nor density predicts bonus size, but the benefits of strong ties increase as network density increases. our results demonstrate the importance of distinguishing networks based on collegial relations from those based on authority, as well as the importance of distinguishing the network factors that improve performance from those that generate favorable evaluations independent of performance. 4. title: bridging institutional entrepreneurship and the creation of new organizational forms: a multilevel model authors: paul tracey, nelson phillips, and owen jarvis abstract: the question of how new organizational forms are created remains an unsolved problem in new institutional theory. we argue that one important way that new organizational forms emerge is through a process of bridging institutional entrepreneurship, which involves an institutional entrepreneur combining aspects of established institutional logics to create a new type of organization underpinned by a new, hybrid logic. building on an in-depth case study of a social enterprise in the united kingdom, we present a model of the institutional work required for this type of institutional entrepreneurship. the model highlights the multilevel nature of bridging institutional entrepreneurship, showing that it entails institutional work at the micro-, meso-, and macrolevels. the study contributes to the literature by examining an important way that institutional entrepreneurs create new organizational forms; shedding light on the relationship between individual, organizational, and societal level institutional processes; and exploring the relationship between entrepreneurship and institutional entrepreneurship. 5. title: microfoundations of internal and external absorptive capacity routines authors: arie y. lewin, silvia massini, and carine peeters abstract: the 20 years following the introduction of the seminal construct of absorptive capacity (ac) by cohen and levinthal (cohen, w. m., d. a. levinthal. 1989. innovation and learning: the two faces of r&d. econom. j. 99(397) 569�596; cohen, w. m., d. a. levinthal. 1990. absorptive capacity: a new perspective on learning and innovation. admin. sci. quart. 35(1) 128�152) have seen the proliferation of a vast literature citing the ac construct in over 10,000 published papers, chapters, and books, and interpreting it or applying it in many areas of organization science research, including organization theory, strategic management, and economics. however, with very few exceptions, the specific organizational routines and processes that constitute ac capabilities remain a black box. in this paper, we propose a routine-based model of ac as a first step toward the operationalization of the ac construct. our intent is to direct attention to the importance of balancing internal knowledge creating processes with the identification, acquisition, and assimilation of new knowledge originating in the external environment. we decompose the construct of ac into two components, internal and external ac capabilities, and identify the configuration of metaroutines underlying these two components. these higher-level routines are expressed within organizations by configurations of empirically observable practiced routines that are idiosyncratic and firm specific. therefore, we conceptualize metaroutines as the foundations of practiced routines. the ability of organizations to discover and implement complementarities between ac routines may explain why some firms are successful early adopters and most firms are imitators. success as an early adopter of a new management practice or an innovation is expected to depend on the extent to which an organization evolves, adapts, and implements the configuration of its internal and external absorptive capacity routines. 6. title: investing in capabilities: the dynamics of resource allocation authors: corinne a. coen and catherine a. maritan abstract: in this research, we examine the dynamic capability of resource allocation to invest in operational capabilities. using a computer simulation, we model a process of firms competing in factor markets for opportunities to invest in existing capabilities and acquire new ones. based on the simulation results, we derive a set of propositions about the conditions under which there are and are not performance benefits from possessing a superior ability to search for new capabilities. because the definition of what constitutes a new capability is based on a firm's preexisting capabilities, we also incorporate differences in initial endowments into the analysis. we find that endowment and search ability both matter, and that in many circumstances, the effects of possessing a superior endowment dominate the effects of superior search ability. 7. title: dynamic managerial capabilities and the multibusiness team: the role of episodic teams in executive leadership groups authors: jeffrey a. martin abstract: this grounded theory-building multiple-case study examines the executive leadership group that comprises the general manager (gm) that heads each of the firm's business units in a multibusiness organization. because each gm exercises control and authority over their business unit's resources, they operate at the nexus of firm-level strategy and strategy implementation through the development of business-unit-level strategy and tactics. moreover, they play an essential role in adapting the organization by collectively sensing, seizing, and reconfiguring resources and thereby capturing product-market opportunities that emerge. however, there is little direct empirical understanding of this important executive leadership group. this study begins to address this gap in the literature by exploring the relationship between the characteristics of the set of business-unit general managers and firm performance in six firms operating in the high-dynamic software industry with an in-depth comparative case study. new theory is developed that begins to open the "black box" of executive leadership groups, and in so doing contributes new understanding of executive leadership groups and dynamic managerial capabilities, and thereby introduces the notion of an episodic team. 8. title: firm size and industry structure under human capital intensity: insights from the evolution of the global advertising industry authors: andrew von nordenflycht abstract: although existing literature assumes that the human capital intensity of professional services leads to small and flimsy firms, several professional services feature large, long-lived firms. to develop insights about firm size and industry structure in human capital intensive industries, i analyze the structure and evolution of the advertising industry. drawing on a range of quantitative and qualitative evidence, i develop two hypotheses regarding the industry's structure and consolidation: (1) size differentiation, in which firm size and industry structure are connected to the size distribution of clients' projects, and (2) financial intermediation, in which the industry's consolidation is ascribed to organizational innovations that mitigate transaction costs between external investors and ad agency owners. i then discuss the applicability of these two hypotheses to other professional services. the analysis suggests several new insights about the value of capital, the nature of demand, and the nature of assets in human capital intensive industries. 9. title: the effect of strategic alliance knowledge complementarity on new product innovativeness in china authors: eric (er) fang abstract: in emerging economies, firms use strategic alliances to access and learn from partners' knowledge and thus enhance their innovativeness, especially when the partners have complementary knowledge sets. however, differences in cultural and business practices, as well as a lack of trust between local and foreign firms, make it more difficult for both partners to absorb and integrate their complementary knowledge bases. in emerging economies, strategic alliances often are associated with weak legal and regulatory environments that make the integration of complementary knowledge sets challenging. existing literature lacks a clear explanation of the effect of knowledge complementarity on new product innovativeness; in response, this article examines the moderating role of new product development process characteristics and external environmental factors. among a sample of high-tech strategic alliances in china, new product development process interdependence and environmental dynamism positively moderate the effect of knowledge complementarity on new product innovativeness, whereas expropriation risks negatively moderate its effect. 10. title: collective learning in global diffusion: spreading quality standards in a developing country cluster authors: paola perez-aleman abstract: this research analyzes how foreign organizational practices diffuse among indigenous enterprises in a developing economy. it highlights the collective knowledge-building process as central for understanding diffusion. based on a longitudinal case study of a cluster of dairy producers in nicaragua, a representative low-income country, it looks at cross-border diffusion in conditions that differ significantly from advanced economies. the current literature that highlights institutional pressures driving global spread of practices has limits for capturing a significant dynamic caused by increased integration of markets and production. by focusing on production organization and practices in a late developing context, this paper explains the intertwined process of spreading new standards and changing existing local practices by elaborating the relationship among building collective capabilities, learning, and standards diffusion. this study enriches current views on institutional effects and adds to the practice-based literature, as well as to the work on developing economy firms in organizational research. 11. title: taking sides: the interactive influences of institutional mechanisms on the adoption of same-sex partner health benefits by fortune 500 corporations, 1990�2003 authors: you-ta chuang, robin church, and ron ophir abstract: we draw upon institutional theory to investigate the interactive influences of institutional mechanisms�coercive, mimetic, and normative�on the diffusion of a controversial and socially stigmatized practice, same-sex partner health benefits, in fortune 500 corporations between 1990 and 2003. given the social stigma associated with domestic partnerships of lesbians and gay men during the period of the study, the provision of these benefits was highly controversial and induced intense contestation between proponents and opponents of the institution of equal treatment for lesbian and gay employees. we explore the diffusion of theses benefits using data on cumulative adoptions by similar others, state laws forbidding discrimination based on sexual orientation, and overall tenor in press coverage of the benefits. our analysis shows that the cumulative number of adoptions within industry increased the positive effect of state laws on the corporation's decision to provide the benefits. however, the cumulative number of adoptions in the state of the corporation's headquarters decreased the positive effects of both state laws and overall tenor in press coverage on such a decision. accordingly, our study contributes to institutional theory by pointing to complex interactive influences of institutional mechanisms on the institutionalization of contested practices, and to the literature on lesbian and gay issues in the workplace by studying factors influencing organizational decisions to adopt policies supportive of lesbian and gay employees. 12. title: reactions to territorial infringement authors: graham brown and sandra l. robinson abstract: territoriality represents a new area of research in organizations. in this study, we empirically examined how territorial infringement leads to anger and reactionary defenses. using a cognitive appraisal theory of anger, we posited that a perceived infringement evokes anger that, in turn, fuels reactionary defenses. we tested our hypotheses by using data collected in an open-ended survey of 125 employees. they provided us with critical incidents of perceived infringement at work, which we then coded into quantitative measures. we found that employees are territorial over a wide variety of things at work, and they react in many ways when they perceive infringement of these territories. we discuss these findings and suggest several directions for future research in this emerging area. 13. title: escalating indecision: between reification and strategic ambiguity authors: jean-louis denis, genevi�ve dompierre, ann langley, and linda rouleau abstract: this paper examines an organizational pathology that we label "escalating indecision"�where people find themselves driven to invest time and energy in activities and decision processes aimed at resolving an issue of common concern, but where closure appears elusive. the phenomenon is illustrated through a case history in which a strategic orientation decision involving the configuration of a group of large teaching hospitals was continually made, unmade, and remade, producing little concrete strategic action over many years before achieving more tangible moves toward implementation. the paper introduces the notion of a "network of indecision" in which participants have become sufficiently attached to a common project to continue working together to move it forward, but their divergent conceptions of what this involves prevent them from materializing it in a tangible form. the paper suggests that networks of indecision are dialectically constituted through a set of practices of reification and practices of strategic ambiguity. the phenomenon is strongly associated with pluralistic settings characterized by diffuse power and divergent interests, and its prevalence is likely to be greater in situations of reactive leadership, uncertain resource availabilities, and long time horizons. 14. title: suboptimal assessment of interunit task interdependence: modes of integration and information processing for coordination performance authors: j. daniel sherman and robert t. keller abstract: this investigation extends previous research on cross-functional integration. building on earlier theoretical development, a graduated sequence of modes of integration is tested in relation to interunit task interdependence in a global logistics support organization. this research addresses the question of what effects are associated with perceptual error in the assessment of interunit task interdependence. the results demonstrate that as the deviation between perceived and latent interdependence increases, the deviation between optimal and observed integration modes increases. these deviations are found to occur in over 30% of the cases. in addition, this research addresses the question of what effects are associated with the suboptimal implementation of modes of integration. the results demonstrate that as the deviation between optimal and observed integration modes increases, coordination performance decreases. the implications for theory and practice of improved coordination performance and information processing theory are discussed. 15. title: teaching-learning ecologies: mapping the environment to structure through action authors: diane e. bailey and stephen r. barley abstract: although organizational theorists have long argued that environments shape organizational structures, they have paid little attention to the processes by which the shaping occurs. this paper examines these processes by showing how environments shape teaching and learning activities, which in turn shape structure. observational field data from structural engineering groups in three firms and hardware engineering groups in three firms revealed that the two occupations exhibited different patterns of learning episodes and different distributions of actors across those episodes, or what, following the work of roger barker, we call two distinct teaching-learning ecologies. after detailing the differences in the two ecologies, we show how these differences emerged from patterns of behavior that were influenced by unique sets of environmental and technological constraints. by demonstrating how actions transform environmental constraints into organizational structure, this paper indicates how research on individual learning in organizations can speak to larger concerns in organizational theory. moreover, by adopting a synthetic and pragmatic approach to individual learning as a social activity, the paper highlights the role of teachers in workplace learning and casts doubts on the existence of a universal model of how individuals learn at work.     &'),-.125789:;��̻̪̪����y�e]p@h�x/h�ud5�ojqj^jajh�ud5�ojqj^jo(h�"�h�"�o(&h�"�h�"�5�cjojqj^jajo(h 2e5�cjojqj^jaj h5�cjojqj^jajo( ht-�5�cjojqj^jajo( h 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