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Articles 1 - 13 of 13
Full-Text Articles in Labor Relations
Managing Diversity In A Culturally Fractional World: Review Of Diversity: A Key Idea For Business And Society (2023) By Mustafa F. Özbilgin, Cihat Erbil
Markets, Globalization & Development Review
No abstract provided.
Occupations, Organizations, And Boundaryless Careers, Pamela S. Tolbert
Occupations, Organizations, And Boundaryless Careers, Pamela S. Tolbert
Pamela S Tolbert
[Excerpt] The central premise of this chapter is that, as organizations become less important in defining career pathways and boundaries, occupations will become increasingly more important. While occupational demarcations have always had a significant, albeit often unacknowledged, impact on individual career patterns, the significance of such demarcations for careers is likely to be heightened by current trends in employment relationships. In this chapter, then, I review the sociological literature on occupational labor markets and on the structure of professional occupations, in an effort to shed light on a number of issues associated with occupationally based careers. Of specific concern are …
On Organizations And Oligarchies: Michels In The Twenty-First Century, Pamela S. Tolbert, Shon R. Hiatt
On Organizations And Oligarchies: Michels In The Twenty-First Century, Pamela S. Tolbert, Shon R. Hiatt
Pamela S Tolbert
[Excerpt] A central problem for those interested in studying and explaining the actions of organizations is how to conceptualize these social phenomena. In particular, because organizations are constituted by individuals, each of whom may seek to achieve his or her interests through the organization, questions of how decisions are made in organizations and whose preferences drive those decisions are critical to explaining organizational actions. Although early organizational scholars spent much time wrestling with these questions (e.g. Barnard 1938; Simon 1947; Parsons 1956; March and Simon 1958), more recent work in organizational studies has tended to elide them, adopting an implicit …
The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov
The Relational Ecology Of Identification: How Organizational Identification Emerges When Individuals Hold Divergent Values, Marya Besharov
Marya Besharov
This research builds on theory about how identification develops when members differ in which organizational values they hold to be important. It is relatively well established that conflict and dis-identification arise under such conditions. In the socially responsible retail company I studied, in contrast, I found identification as well as dis-identification. Both outcomes emerged from members’ interactions with others whose values and behaviors differed from their own. Identification arose when managers interpreted and enacted organizational values for frontline employees by developing integrative solutions, removing ideology, and routinizing ideology. Dis-identification developed in the absence of these practices. The resulting process model …
Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith
Multiple Institutional Logics In Organizations: Explaining Their Varied Nature And Implication, Marya Besharov, Wendy K. Smith
Marya Besharov
Multiple institutional logics present a theoretical puzzle. While scholars recognize their increasing prevalence within organizations, research offers conflicting perspectives on their implications, causing confusion and inhibiting deeper understanding. In response, we propose a framework that delineates types of logic multiplicity within organizations, and we link these types with different outcomes. Our framework categorizes organizations in terms of logic compatibility and logic centrality and explains how field, organizational, and individual factors influence these two dimensions. We illustrate the value of our framework by showing how it helps explain the varied implications of logic multiplicity for internal conflict. By providing insight into …
The Power Process And Emotion, Edward J. Lawler
The Power Process And Emotion, Edward J. Lawler
Edward J Lawler
[Excerpt] Power is a crucial phenomenon in organizations, both pervasive and somewhat elusive. The study of power in organizations has a long tradition (Crozier 1964), yet the literature on power is fragmented and has been a central focus only intermittently over time. Fundamental assumptions about the role of power vary widely. On the one hand, power can be construed broadly as a negative and divisive force in relations, groups, and organizations. It enables those having power to exert influence over or command the compliance of others through coercion, force, and threats. This is the punitive, manipulative face of power (Deutsch …
Introduction To Special Section: Careers In Context, Hugh Gunz, Wolfgang Mayrhofer, Pamela Tolbert
Introduction To Special Section: Careers In Context, Hugh Gunz, Wolfgang Mayrhofer, Pamela Tolbert
Pamela S Tolbert
[Excerpt] Career scholars regularly cite Hughes’ (1937: 413) dictum that the study careers as “the moving perspective in which persons orient themselves with reference to the social order, and of the typical sequences and concatenations of office – may be expected to reveal the nature and 'working constitution' of a society.” Yet the greater part of the careers literature typically ignores this by focusing, largely, on the careers of individuals and influencing factors mainly linked to the person and his or her immediate context, to the neglect of the broader context within which the careers are lived. However, large-scale economic …
Negotiations In Organizations: A Sociological Perspective, Pamela S. Tolbert
Negotiations In Organizations: A Sociological Perspective, Pamela S. Tolbert
Pamela S Tolbert
[Excerpt] The paper begins by elaborating on the utility of viewing organizational conflict and negotiations in social movement terms, and some of the implications of this approach for negotiations research. It then turns to a review of the traditional sociological literature on power and conflict in organizations, and of current research on social movements, discussing the points of complementarity of these two literatures. Finally, the implications of the combination of the social movement and organizations literatures for research on negotiation are discussed, focusing on the way in which negotiating issues, strategies and outcomes are likely to vary among different types …
Work Teams, Bradford S. Bell, Steve W. J. Kozlowski
Work Teams, Bradford S. Bell, Steve W. J. Kozlowski
Bradford S Bell
[Excerpt] Teams serve as the basic building blocks of modern organizations and represent a critical means by which work is accomplished in today's world. Therefore, significant research during the past few decades has been focused on understanding work team effectiveness. This entry looks at the history of this research and what it says about team types, team composition, team development, team processes, and team effectiveness.
Organizational Institutionalism And Sociology: A Reflection, Pamela S. Tolbert
Organizational Institutionalism And Sociology: A Reflection, Pamela S. Tolbert
Pamela S Tolbert
[Excerpt] In 1991, DiMaggio and Powell observed: Institutional theory presents a paradox. Institutional analysis is as old as Emile Durkheim's exhortation to study 'social facts as things', yet sufficiently novel to be preceded by new in much of the contemporary literature. (1991: 1) We argue that this paradox is, at least in part, the result of a long-standing tension in sociology between more materialist, interest-driven explanations of behavior and ideational, normative explanations, a tension that has often driven oscillating waves of sociological theorizing. It underlies many classical debates (e.g., between Spencer and Durkheim, Weber and Marx, and even Parsons and …
Institutional Sources Of Organizational Culture In Major Law Firms, Pamela S. Tolbert
Institutional Sources Of Organizational Culture In Major Law Firms, Pamela S. Tolbert
Pamela S Tolbert
[Excerpt] A large body of research has been generated within the last few years on the forms and functions of organizational culture and on the consequences of culture for organizational control and effectiveness. Surprisingly little attention has been given, however, to the sources of organizational culture and, in particular, to the features of organizations that affect its maintenance and transmission. This chapter uses an institutionalization perspective to explore these issues.
Conducting Industrial And Organizational Psychological Research: Institutional Review Of Research In Work Organizations, Daniel R. Ilgen, Bradford S. Bell
Conducting Industrial And Organizational Psychological Research: Institutional Review Of Research In Work Organizations, Daniel R. Ilgen, Bradford S. Bell
Bradford S Bell
Although informed consent is a primary mechanism for insuring the ethical treatment of human participants in research, both federal guidelines and APA ethical standards recognize that exceptions to it are reasonable under certain conditions. But agreement about what constitutes reasonable exceptions to informed consent sometimes is lacking. The research presented the same protocols to samples of respondents drawn from four populations –Institutional Reviewer Board (IRBs) members, managers, employees, and university faculty who were not members of IRBs. Differences in perceptions of IRB members from the other samples with respect to the risks of the protocols without informed consent and on …
Can Confidence Come Too Soon? Collective Efficacy, Conflict And Group Performance Over Time, Jack Goncalo, Evan Polman, Christina Maslach
Can Confidence Come Too Soon? Collective Efficacy, Conflict And Group Performance Over Time, Jack Goncalo, Evan Polman, Christina Maslach
Jack Goncalo
Groups with a strong sense of collective efficacy set more challenging goals, persist in the face of difficulty, and are ultimately more likely to succeed than groups who do not share this belief. Given the many advantages that may accrue to groups who are confident, it would be logical to advise groups to build a high level of collective efficacy as early as possible. However, we draw on Whyte’s (1998) theory of collective efficacy and groupthink, to predict that when confidence emerges at a high level toward the beginning of a group’s existence, group members may be less likely to …