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Through an ethnographic study of decision making in a rape crisis center, I explore how institutional logics come to be through interactions. Zooming in on storytelling interactions and slowing down to follow their evolution, I find that collective cognitive, political, and emotional elements mediated the narration of logics into effect. While the interactions unfolded within a space of possibilities determined by logics, co-narrators still put much cognitive effort into negotiating which logic was relevant and how it implicated specific ways of understanding and responding to events. Narrators' subject positions and their perceived interests and emotions also mediated the work of logics on the ground. Decisions were determined by degrees of coherence across these cognitive, political, and emotional elements. When there was high or moderate coherence, the decision followed the resolution implied by the narration. When coherence was low, decision makers rejected the decision implied by the narration. Coherence, then, constrained people's agency to invoke institutional logic. These results offer compelling new theory about how institutional logics work: logics are neither deterministic nor freely manipulated but instantiated through collective and situated dynamics that set limits on their strategic use. [ABSTRACT FROM AUTHOR]

The definition, delineation, and enforcement of property rights depend on how the wider political and economic environment (or institutional environment) was created and by whom. Organization and management theories implicitly assume this institutional environment is given, fixed, and exogenous to private firms. We challenge this assumption and consider the institutional environment as the result of political struggles between different actors (including private firms) who, if successful in this struggle, will define a particular property rights regime. We maintain that private firms can endogenously create the institutional environment by legitimizing an existing one that protects their property rights or by delegitimizing (and seeking the replacement of) another one that threatens their property rights. Our study combines insights from history, political economy, and organization and management theories and shows the benefits for organization and management scholars of studying long-term processes in light of classic works that sought to understand how political and economic orders were created. [ABSTRACT FROM AUTHOR]

Across colleges and universities, there is a need to foster campus leadership that is diverse, responsive, and effective. In the face of these needs, there is a lack of current research about how newly appointed campus leaders develop and enact their leadership practices in support of higher education institutions and their members. The purpose of this qualitative study, guided by Feminist Organization Theory, was to generate knowledge about women's approaches to new leadership roles in today's higher education environment. Interviews with women with scholarly backgrounds in higher education administration who had taken on new leadership roles generated the emergent Institutional-Individual Leadership Model, which should be tested and refined through further research. [ABSTRACT FROM AUTHOR]

There is a remarkable gap in research regarding principal‐centred analyses of control means towards—in a formal sense—rather weak independent administrative actors as agents. Therefore, the paper develops a theoretical notion to link means of ex ante and ex post control and applies it to the (re‐)actions of ministries vis à vis hardship commissions in the German Länder by asking: How does the super‐ordinated ministry (principal) try to control the hardship commission (agent) and with what effect? The theoretical framework is based on principal‐agent theory and argues that the respective relationship is best understood by a notion of control pliers which interlinks the principal's preferences, its means of ex ante and ex post control and the agent's output. We hereby draw on partisan and organization theory. The overall research design of the paper is confirmatory and the focus on the federal states allows to control most of the external variance. We use descriptive statistics and structural equation modelling for path analysis to investigate the ex ante and ex post elements of the control pliers. Our empirical analysis is based on the output of 12 hardship commissions for the period of 2005–2017. Our results show that ex post control seems to matter more than ex ante control, but also that the effects of both may be characterized as interdependent. Furthermore, we show that partisan influence seems to matter more than organizational factors considering the output of the agent but that most can be won by combining the two approaches. [ABSTRACT FROM AUTHOR]

Traditional conceptions of personality disorder (PD) view severe identity disturbance as a defining characteristic of borderline personality disorder (BPD). In the alternative DSM-5 model for PDs (AMPD) and in the outlined substantial changes to PD diagnostics in ICD-11, disturbances in self and identity are elevated from a specific diagnostic criterion for BPD to a defining criterion for PD in general. In line with Kernberg's theory of personality organization (PO), it is expected that although identity disturbance may be characteristic of most or all PDs, severe identity diffusion is a more pronounced and defining characteristic of BPD and possibly other PDs organized on a borderline level (BPO). Here, we examined the level of identity disturbance in SCID-diagnosed patients with BPD, narcissistic PD (NPD), avoidant PD (AVPD), comorbid BPD with NPD and AVDP, as well as other specified PD (PD-OT). We found that measures of identity diffusion were higher in BPD and NPD patients compared with patients diagnosed with AVPD. Hierarchical multiple regression analyses showed that number of SCID criteria met for BPD and NPD predicted level of identity diffusion when gender, age and general symptomatology were controlled for, whereas number of SCID criteria met for AVPD did not. The presented data support severe identity diffusion as a prominent characteristic of BPD with possible implications for how we should differentiate BPD from other PDs. The findings are discussed in relation to Kernberg's model and the AMPD. [ABSTRACT FROM AUTHOR]

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Copyright of Journal of International Business Studies is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Competition in higher education is intensifying worldwide and gaining increasing scholarly attention. However, it is not always easy to observe how competition actually takes place. Our research focuses on one example where competition becomes not only visible but also analyzable: State-led funding contests exemplified by the Excellence Initiative (EI) in Germany. While funding contests in Germany have been established as contests between universities, at the same time they have changed the rules of competitive games between federal states. In our contribution we demonstrate and analyze the multiplicity of competition at the interface between universities and federal states. By reconstructing how federal states play different roles in relation to universities’ performances in funding contests, we shed light on a twofold relationship. On the one hand, federal states are folded into competition between universities because they support ‘their own’ universities with advice and financial resources when the universities prepare to participate in the contests. The federal states are therefore important for the positions universities can take as organizational actors in competition. On the other hand, universities are folded into the competition between federal states because the states at least partly take agency when they view their competitive position vis-à-vis the other federal states as being dependent on ‘their’ universities’ performance in the contests. In this context, they become competitive actors. [ABSTRACT FROM AUTHOR]

Nonprofit organizations (NPOs) are significant contributors culturally, socially, and economically, but little research has focused on their response to organizational crises. Research has been quickly documenting impacts of the COVID-19 crisis on different sectors, but again less so for NPOs. This is significant because research and recommendations developed in one sector (such as for-profit corporations) may not translate to others (such as NPOs). NPOs are particularly vulnerable, due to their dependence on public financial support and demands on their resources during crises. We report on a unique and unfortunate opportunity to assess response dynamics from a half year before (2019) and a half year after (2020) the beginning of the COVID-19 pandemic in the United States. We draw on a unique dataset combining surveys at two points in time, Twitter use data, and financial information, from 578 NPOs to develop a general model (grounded in the discourse of renewal theory) of five sources of influence (communication, organizational resources, crisis experience, crisis management, crisis impacts) on three types of strategic responses by nonprofits (retrenchment, persevering, and innovating) to COVID-19. Higher levels of communication, crisis experience, and crisis management all predicted greater tendencies for persevering and innovating in response to COVID-19. The implications for research and practice include extending crisis communication research to the nonprofit sector and demonstrating how NPOs can strengthen themselves to recover from COVID-19 or the next crisis. [ABSTRACT FROM AUTHOR]

This document is a subject index from the Journal of Planning Literature, providing a comprehensive overview of various topics covered in the journal. It includes a wide range of subjects, such as academic performance, acculturation, activism, adolescent development, African American studies, alcohol abuse, alternative medicine, anthropology, climate change, community engagement, cultural development, data collection, depression, diversity, domestic violence, drug use, economic conditions, education, employment, environmental disasters, ethnic identity, ethnography, evidence-based interventions, family involvement, fear of crime, feminist frameworks, and food accessibility, among others. The index references specific research studies, interventions, and programs, and mentions specific populations, such as immigrants, LGBTQ individuals, and marginalized groups. It covers various fields of study, including geography, health, mental health, housing, and social issues, making it a valuable resource for library patrons conducting research on specific topics. [Extracted from the article]

Although modern‐day institutions have bridged gender inequality gaps to some extent by recruiting female employees, there is limited information about the career progression (CP) of these females especially in military institutions. Accordingly, the present study aims to investigate the factors affecting the CP of female army corps employed in developing countries. The fundamentals of the theory of gendered organizations are operationalized to develop the theoretical model and investigate whether institutional factors (IFC), sociocultural background (SCB), resource facilitation (RFC), and personal skill and competency (PSC) influence CP of female army corps. The primary data was collected from 352 females employed in the army corps and was analyzed using the structural equation modeling (SEM) technique. The findings confirm that our conceptualized factors (IFC, SCB, RFC, and PSC) influence CP. Particularly, the results indicate a significant positive impact of IFC and PSC and an insignificant positive impact of SCB and RFC on the CP of female army corps. This empirical study contributes to developing gender and talent management strategies in the workplace by enhancing the CP of females. [ABSTRACT FROM AUTHOR]

Purpose: In China, engineering insurance has been questioned as not being beneficial as expected. This paper seeks to further understand how China's engineering insurance industry functions and to provide a macro perspective explanation for engineering insurance's underdevelopment. Design/methodology/approach: Three industrial organization hypotheses were extended to the engineering insurance context: structure conduct performance (SCP), relative market power (RMP) and efficiency structure (ES) hypotheses. This paper employed the Generalized Method of Moments (GMM) and Data Envelopment Analysis (DEA) bootstrap to test the hypotheses using panel data from 2008 to 2017. Findings: The results suggest that the SCP paradigm is validated in China's engineering insurance market, indicating a concentrated market where the welfare of consumers (e.g. owners, contractors and designers) may be eroded. Several factors are identified to have significant impacts on engineering insurers' performance, such as the investment return, percentage of engineering business, the ratio of outstanding claims, the number of large contractors, market rivalry and entry barriers. Originality/value: Despite the sheer size of China's construction industry and the urgent need to improve risk management, the insurance industry that serves construction firms engineering insurance is underdeveloped. Engineering insurance is yet to be understood from a macro perspective, which may reveal the underlying reasons for engineering insurance's underdevelopment. The industrial organization theories provided a theoretical framework to test the functioning of this specific industry. The disaggregated data (engineering line specific) is employed to ensure effective regulation and policymaking. [ABSTRACT FROM AUTHOR]

Scholars increasingly turn to paradox theory to offer insight into our world's greatest challenges. Yet to contribute to radical strategy theorizing concerning those challenges and avoid premature convergence on a narrow set of ideas, paradox scholars need new insights. We turn to early 20th century scholar and activist Mary Parker Follett. We highlight the alignment between Follett's philosophy and contemporary paradox theory, showing that the two approaches are well-suited traveling companions. Drawing on these similarities, we then explore how Follett's novel insights emphasize "what is" rather than "what may be" and in doing so challenge and expand on paradox theory. Specifically, these ideas help paradox theory reimagining of organizations and strategizing by focusing on (1) how the micro constructs the macro; (2) possibilities for meaningful change; and (3) participatory interactions. By doing so, we argue that Follett pushes paradox scholars to contribute to more radical strategy theorizing. [ABSTRACT FROM AUTHOR]

Much of organizational scholarship to date has rested on the assumption that the organizations at which individuals work are centerpieces of their experiences. In this essay, we argue for a shift in perspective—namely, the de-centering of work organizations. We develop the lens of organizations as enablers of life and elaborate ways in which this perspective shift may appropriately re-orient organizational scholarship to account for a wider range of experiences at work in order to move our field forward. [ABSTRACT FROM AUTHOR]

Despite being touted as a game-changing technology, studies on the influence of body-worn cameras (BWCs) on policing outcomes have produced mixed results, with the underlying reasons for such findings unclear. Drawing on the sociology of culture and organizational theory, we argue that BWCs often have mixed impacts due to deeply ingrained, valued occupational assumptions and practices shaped by the structural and organizational context. These assumptions and practices, collectively known as the police métier, are not politically neutral and can lead to motivated decisions rather than accurate ones. We suggest that such motivated reasoning can be mitigated by changing the structural or organizational context, such as establishing a citizen oversight agency (COA), which could decrease racial disparities in policing outcomes. To test these arguments, we examined the impact of BWCs on racial disparities in two types of policing outcomes: police homicides of citizens and disorderly conduct arrests (DCAs). Our findings indicate that while the adoption of BWCs does not impact racial disparities in DCAs or police homicides of citizens, there is a significant decrease in racial disparity in DCAs when BWCs and COAs are used in conjunction. Additionally, while the racial disparity in police homicides of Blacks and Whites does not decrease when BWCs and COAs are used together, there is an overall decrease in police homicides across both racial groups. Overall, our study demonstrates that technology's impact on bureaucratic performance is influenced by occupational assumptions and practices, which can be altered by external accountability mechanisms such as COAs. [ABSTRACT FROM AUTHOR]

The article outlines ideas for a methodology of collaborative theorizing. The first part introduces our understanding of theorizing as a craft that provides all scholars in the social sciences and humanities – not just self-described theorists – with the ability to develop their thinking in the course of the research process and draws attention to everyday research practices that are usually not covered by the literature on qualitative and quantitative research methods. 'Theorizing together,' as part of this craft, can be understood as a synergetic mode of theory-making geared to harnessing the advantages of everyday collaboration. The second part makes the case for a methodology of theorizing together built on personal experiences. First, we review our own research on rankings to show how collaborative practices allowed us to gain novel insights into an object of study, which would not have been possible had we done our research separately. Then, we offer preliminary ideas for a methodology. Specifically, we identify a number of practices involved in theorizing together and discuss various challenges and conditions associated with it. Our main goal is to inspire others to share their experience with collaborative work and, in the spirit of theorizing together, to further develop this mode of collective inquiry. [ABSTRACT FROM AUTHOR]

Introduction Although gender inequity persists globally in academic leadership positions, the United States Military has equitable pay and, in academic pediatrics, has equitable gender representation in leadership positions. To better understand how the US Military framework affects physician leaders, pediatricians were interviewed to illuminate the factors that facilitated their success and what barriers they faced in their career. Materials and Methods In 2022, following institutional review board approval, semi-structured interviews were conducted with 13 total participants (69% female, 31% male) serving as general pediatricians or pediatric subspecialists in the US Military. These pediatricians were in leadership positions of military academic medicine across seven graduate medical education (GME) sites. The interviews examined the leaders' perceptions of facilitators and barriers to their success. The authors analyzed the interviews using Acker's theory of gendered organizations as a theoretical framework, which explains embedded gender roles within work environments. Results Drawing on the theory of gendered organizations, the authors identified that participants described several facilitators to their success, including the availability of mentorship/sponsorship, inclusive leadership, and early and persistent exposure to women leaders in GME training and beyond. Because medicine's ideal worker was normed around the traditional roles of men, men observed and women experienced barriers to leadership success around issues related to childbearing, maternity leave, and microaggressions. Conclusions This study revealed that equitability for pediatric GME leadership in the military heavily relied on structures and support created by former leaders and mentors. Isolating these structures within a unique context of military academic medicine can illuminate physicians' experiences to address barriers and better support equitable leadership roles in both military and civilian academic medicine. [ABSTRACT FROM AUTHOR]

This summary discusses the influential work of Judith Butler, particularly their book Gender Trouble, which has had a significant impact on feminist thinking. Butler's writings challenge traditional male-dominated theories in the field of work and organization studies, offering valuable insights into how organizations shape and exploit our desire for recognition. The article explores the opportunities and challenges of applying Butler's ideas to understand and transform organizational life, with a focus on vulnerability, resistance, and non-violence. It also highlights Butler's recent work on ethics, interdependence, and the need to sustain our social and natural environment. The article includes five substantive papers and an "In Conversation" event with Judith Butler, providing further insights and discussions on their upcoming book Who's Afraid of Gender. This text is a summary of a special issue of the journal Gender, Work and Organization that explores the impact of Judith Butler's ideas on the analysis of gender, work, and organization. The contributions in the issue evaluate the avenues that Butler's work has opened up and consider the unexplored questions and challenges it raises. The papers in the issue discuss topics such as the individualization of vulnerabilities in organizational contexts, the ethical potential of art in contesting unequal valuation of working bodies, the experiences of loss in times of planetary crisis, and the survival and overcoming of normative organizational violence. The summary concludes by expressing gratitude to the contributors and hopes that the papers will provide reference points for future work in the field. [Extracted from the article]

Over the last two decades, the sociology of entrepreneurship has exploded as an area of academic inquiry. Most of this research has been focused on understanding the environmental conditions that promote entrepreneurship and processes related to the initial formation of an organization. Despite this surge in activity, many important questions remain open. Only more recently have scholars begun to turn their attention to what happens to organizations, and the people connected to them, as they mature and move through the life cycle of entrepreneurship. These open questions, moreover, connect to many classic themes in the literature on careers, organizational sociology, stratification, and work and occupations. Using a framework that focuses on three phases of the entrepreneurial life cycle—pre-entry, entry, and post-entry—we summarize sociological research on entrepreneurship and highlight opportunities for future research. [ABSTRACT FROM AUTHOR]

Corrupt actors operate in an environment with numerous mechanisms designed to expose and punish their illegal behavior. Therefore, they organize their activity to reduce risk and uncertainty surrounding the situation, which takes place within and beyond a formal hierarchy. This article approaches the subject from a multidisciplinary perspective, applying theories of organization and organizationality—such as communicative constitution of organizations, social organization, partial organization, complete organization, neopatrimonialism, and patronage–to explain the organizing element of different forms of corruption. By introducing the ideas of the organization and organizationality, this study presents a new dimension of corruption and provides new insight into the scholarship on the topic. [ABSTRACT FROM AUTHOR]

Although innovation is a core element of capitalist dynamics, it turns out that, to date, there is no coherent Economic Sociology of innovation, leaving the discipline oblivious to explaining fundamental economic dynamics. Nor has the enormous importance of novelty and innovation in current societal transitions evoked a corresponding research program in Economic Sociology, meaning that Economic Sociology struggles to grasp contemporary societal change. The article reviews the rather disparate diversity of approaches that could speak to a remedy, stepwise assembling and integrating them to establish the principles of an Economic Sociology approach to innovation. First, resonating with 'embeddedness' as the core paradigm of Economic Sociology, it spells out the embeddedness of innovation processes in social institutions. Next, it reviews innovation in relation to the diversity of normative, cultural‐cognitive, regulative, and relational institutions, carving out the relevance of the combination of institutions in 'fields.' It then determines 'valuation' as the overarching mechanism of how institutional frameworks interact with innovation processes. Eventually, discussing 'institutional work' as a major property of institutional frameworks, it raises awareness for the mechanisms of the 'co‐evolution' of institutions and innovations. [ABSTRACT FROM AUTHOR]

Our review of 154 articles published over the last decade portrays an evolution of status research. This body of literature has transitioned from viewing status as a monolithic construct to appreciating its inherently multidimensional nature, characterized by diverse types, functions, levels, and audience structures. Although this shift has expanded our knowledge, it has also introduced increased complexity and fragmentation. To systematize this scattered work on a multifaceted view of status, we develop a comprehensive framework that integrates the diverse research findings. For each constituent part of this framework, we review key themes and insights in the literature and outline future research directions. Our goal is to provide a clear roadmap to navigate the increasing complexity of status research, encouraging more precise theorizing and transversal exploration across the different dimensions of status. [ABSTRACT FROM AUTHOR]

The recent Academy of Management Perspectives article "Rethinking Diversity Strategies: An Application of Paradox and Positive Organization Behavior Theories," by David Waldman and Jennifer Sparr characterizes diversity, equity, and inclusion (DEI) strategies as a paradox between diversity and unity. We are concerned by the incendiary and imprecise adoption of core terms (e.g., woke, woke-washing, unity) and the dearth of engagement with existing scholarship—specifically, critical race theory, positive organizational scholarship, and DEI scholarship. In this Exchange, we posit that their article yields potentially harmful conclusions for DEI. We write this commentary to clarify definitions, bodies of literature, and diversity strategies. Maintaining scholarly standards is particularly important in diversity research because inaccuracies have real-life implications for some of society's most vulnerable and marginalized communities. [ABSTRACT FROM AUTHOR]

Diversity is a topic that is garnering much attention in society and organizations. Unfortunately, diversity initiatives have the potential to focus only on diversity while essentially neglecting an equally important element: unity. This is problematic because diversity and unity represent an organizational paradox in terms of being seemingly contradictory yet interdependent elements that persist over time. In line with this notion, we identify two prototypical categories of strategy to address diversity: (a) woke and (b) integrative. "Woke strategies" take a single-edged approach to diversity, whereby concerns for diversity are pursued without concern for potentially detrimental effects on unity. Conversely, "integrative strategies" simultaneously activate the advantages of both diversity and unity while neutralizing their downsides. In support of this reasoning, we also refer to positive organizational behavior theory that would suggest that "woke" strategies may run counter to the development of psychological capital on the part of both minority and majority group members. Despite the arguments in this article, it is clear that further research is necessary to better understand these alternative approaches to diversity, as well as their effects on individuals, organizations, and society as a whole. Thus, we conclude with a consideration of research needs, as well as practical and policy implications. [ABSTRACT FROM AUTHOR]

Drawing parallels from design theory and climate change research, this Article explores the complexities of how law “sees” structural [ABSTRACT FROM AUTHOR]

Drawing on regulatory focus and brokerage literatures, we develop new theory that explains individuals' motivation to form and change their relationships in organizational networks. Specifically, we examine how promotion and prevention regulatory foci influence such relational processes as tie formation, maintenance, dissolution, and reconstitution. We further explore the relationship between motivational orientations of regulatory foci and relational orientations to brokerage (i.e., tertius iungens/gaudens) and develop a typology that outlines four major ego-level configurations. Each of the four configurations, labeled dutiful coordinators, aspirational arbitrators, versatile brokers, and indifferent egos, offers distinct predictions on network change and structuring. Overall, our theory contributes to organization theory by elaborating on the important role of ego motivation and strategy in organizational networks, and in so doing, advances research that focuses on individual agency in social networks and complements structuralist approaches to understanding social network dynamics. [ABSTRACT FROM AUTHOR]

Organizational scholars have called upon higher-power individuals to serve as moral objectors to combat unethical behavior at work because it is assumed they will face less retaliation. However, research has painted an unclear picture of whether power protects women in the same way as it does men. In this paper, we draw on two distinct role theories (i.e., power role theories and gender role theories) as well as expectancy violation theory, theorizing and finding that female moral objectors benefit less from power than male moral objectors because they are viewed as lower in self-control. We further investigate an alternative remedy, or organizational frame, that may mitigate retaliation against higher-powered female moral objectors, finding that using this frame increases perceptions of self-control and reduces retaliation. We test and find support for our theory across four studies, including an archival study (n = 33,715), a critical incident technique experiment, and two preregistered experiments testing our intervention. [ABSTRACT FROM AUTHOR]

In 2000, Carliss Baldwin and Kim Clark published "Design Rules: The Power of Modularity," a book that introduced new ways of understanding and explaining the architecture of complex systems This Special Issue of Industrial and Corporate Change celebrates this seminal work, the research it has inspired, and the insights that these collective efforts have generated. In this introductory essay, we review the impact of "Design Rules" across numerous fields, including organization theory, competitive strategy, industry structure, and innovation management. We offer perspectives on key themes that emerge from contributions in this issue, including the alignment between organizational and technical designs ("mirroring"), the dynamics of industry evolution, and the role that individuals play in shaping and responding to system designs. We close by highlighting opportunities to apply the theory in Design Rules to new phenomena and puzzles that have emerged in the past 20 years. [ABSTRACT FROM AUTHOR]

Modularizing a system, a product, or a process can have positive effects on performance in many instances. That it may have adverse consequences has also been discussed, although on balance the literature seems inclined to consider that modularity is desirable in most cases. In this paper, we put forward a feature of modular systems that extant research has not considered in spite of its strong performance-hindering potential. Starting from the premise that organizations are essentially patterns of formal and informal interactions, and modules within organizations are places where these interactions accumulate and reinforce, we argue that modularity can exacerbate issues related to (low-)performance spillovers from one organizational actor to another. With psychosocial affect as the channel connecting the formal and the informal spheres, we develop a simple model that combines elements of psychology research, network science, and organization theory to study how formal and informal elements jointly determine organizational performance under different modularity configurations. We find that organizational performance is lower when the alignment of formal and informal is stronger: informal interaction augments local accumulation of stress caused by formal aspects of firm organization. However, this result depends heavily on the modularity of formal organization: feedbacks between formal and informal elements cause much harsher performance degradation in modular systems. This suggests the exercise of caution when considering the possibility to modularize a production system. [ABSTRACT FROM AUTHOR]

How is the tension between conflict and deliberation resolved in shareholder engagement? We address this question by studying shareholder engagement as a deliberative process with three stages: establishing dialogue, solution development, and solution implementation. We theorize that two interactionist mechanisms, deliberative interaction and the voicing of disagreement, play different roles at different stages of the process. We test our hypotheses with a proprietary database of 169 environmental, social, and governance engagements with US public companies over 2007–12. We find that while deliberative interaction does not help advance the engagement process, it positively moderates the effect of disagreement in the solution development stage. By contrast, in the solution implementation stage, deliberative interaction amplifies the negative effect of disagreement, thus hindering progress in the engagement. Our article contributes to shareholder engagement, deliberation theory, and interactionist organization theory by establishing that engagement effectiveness is an interactional achievement shaped by both deliberation and disagreement. [ABSTRACT FROM AUTHOR]

The authors draw on emerging research in organization theory to suggest how different firm-level identity orientations (individualistic, relational, or collectivistic) impact governance choice. They develop a conceptual framework that focuses on the relationship between a focal firm's own identity orientation and that of a value chain partner. The framework identifies a series of match and mismatch scenarios, where the latter represent unique governance problems that are not accounted for by existing theory. Some of the mismatch scenarios involve pseudo-matches that resemble convergent orientations between parties but actually represent governance problems. Theoretically, this framework advances the governance literature by providing a comprehensive and nuanced account of (1) the orientations that parties bring to bear on a relationship, and (2) how their effects vary depending on the interdependence structure between the parties. The authors also advance the general literature on identity orientation by connecting it to concrete governance practices, by showing how multiple internal identity orientations create unique internal governance challenges, and by delineating two possible solutions to these challenges. They rely on the framework to develop managerial guidelines for governance choice. [ABSTRACT FROM AUTHOR]

While International Relations scholarship has increasingly addressed questions of race, the literature on international organizations (IOs) has been slower to do so. In particular, it has neglected how race functions within IO workforces. Building on sociological theories of racialized organizations, we develop the concept of racialized IOs. Like domestic organizations, racialized IOs are characterized by enhanced or inhibited agency of racial groups, racialized distribution of resources, credentialing of whiteness, and decoupling of formal rules and informal practices along racial lines. However, there are also two important differences. First, since IOs rely on member states for resources, their secretariats need to accommodate powerful white-majority countries (macro-level pressures). Second, since IO workforces are diverse, their employees may bring a range of racial stereotypes that exist in their societies into their professional practice (micro-level pressures). Using the case of UN peacekeeping, we demonstrate how the four features of racialized organizations operate in light of these macro- and micro-level pressures. We show that locally hired peacekeeping staff face constraints on exercising agency; that non-white peacekeepers perform more dangerous jobs than their white counterparts; that whiteness serves as a proxy for desirable skills while non-white peacekeepers' knowledge is devalued; and that peacekeepers from white-majority countries receive special treatment or deviate from UN-wide procedures. [ABSTRACT FROM AUTHOR]

Why do transnational actors choose to campaign on specific issues, and why do they launch campaigns when they do? In this article, we theorize the membership, focus, timing and strategies used in transnational advocacy campaigns as a function of long-standing professional networks between NGOs and individual professional campaigners. Unlike previous scholarship that highlights the role of powerful 'gatekeeper' organizations whose central position within transnational issue-networks allows them to promote or block specific issues, we draw on recent work in organizational sociology to bring into focus a wider transnational community of individuals and organizations whose competition for professional growth and 'issue-control' is crucial in defining the transnational advocacy agenda. In doing so, we qualify existing notions of agenda-setting and gatekeeping in International Relations (IR) scholarship. To illustrate our theory we use a longitudinal network analysis approach, alongside extensive interviews and analysis of primary non-governmental organization (NGO) sources. Our empirical focus is on transnational disarmament advocacy. However, our theoretical analysis has implications for transnational advocacy more broadly. [ABSTRACT FROM AUTHOR]

Since its nascence, computational organization theory has predominantly relied on classical probability theory to model and simulate organizational properties. However, key assumptions of classical probability theory conflict with empirical observations of organizational behaviors and processes, thereby raising the question if an alternate theoretical basis for probabilistic modeling of organizations might improve the relevancy of computational organization research. In the context of the garbage can model of organizational decision-making, this paper provides two examples—order effects and system measurement—to illustrate the inadequacy of classical probability theory and to stimulate discussion on the merits of incorporating quantum probability theory in computational models. This paper recommends that future work explore the sensitivity of computational organization theory models to probability theories, the impacts associated theoretical assumptions might have on modeling and simulating dynamic organizational interdependencies, and the implications to community practices. [ABSTRACT FROM AUTHOR]

Within this study, the examination of barriers to innovation and entrepreneurship both inside and outside the organization aims to elucidate the entrepreneur's role in innovation management. The entrepreneur's individual perceptions and behaviors significantly impact company establishment, organization, and management. Given these influences on staff and the company's ability to overcome barriers, the research delves into understanding and revealing innovation and entrepreneurship barriers from the entrepreneur's perspective. Future studies should investigate how entrepreneurs devise solutions for these barriers and examine the strategies they employ. This study emphasizes the necessity of addressing entrepreneurial and innovation obstacles together. Isolating them would diminish both their functions and added value. Furthermore, innovation acceptance signifies the quality of entrepreneurial activities, indicating that an innovative enterprise possesses organizational skills to outpace competitors. Findings on difficulties in entrepreneurship and innovation management categorize under Institutionalization, Commercial Difficulties, and Personal Skills. Commercialization and Management Barriers (6), Marketing Challenges (5), Experience Disparities (4), and Material Insufficiencies (4) top the list. However, these challenges are common in business life, underlining the lack of effective cooperation and common policies among development agencies, KOSGEB, professional organizations, and commercial stakeholders. General operational problems persist, indicating low effectiveness and efficiency in existing mechanisms. [ABSTRACT FROM AUTHOR]

The institutionalization of inequality represents an important research focus in various strands of the social sciences. Much theory has emerged within organizational studies and economic sociology, and within intersectionality research. However, there has, as yet been only limited work on the micro-processes by which institutions create and perpetuate inequality at the individual level. This article addresses this issue in terms of a new conceptual model that combines institutional theory on field conditions and Amartya Sen's capability approach. We describe how inequality is institutionalized in terms of the distribution of identity positions and opportunities at the individual level. Specifically, we suggest that the institutionalization of inequality is a product of various types of institutional belonging that leads to (cumulated) disadvantaged identity positions for the individual. Our work connects Senian theory on conversion factors, multiple identities, and opportunity with established organization theory on fields and institutionalization processes to offer news insights into how patterns of inequality persist and may change. [ABSTRACT FROM AUTHOR]

Purpose: To paint a more comprehensive picture of organizational ambidexterity in the hotel industry, the purpose of this study is to investigate how and when to develop a dual operating system following a theoretical rationale supported by the three-stage model of creativity and organization support theory. Design/methodology/approach: Survey-based research strategy and questionnaire-based data collection techniques have been used in the current study. data was randomly collected from human resource managers of 16 four-star and five-star hotels. The 200 questionnaires were distributed, out of which 182 usable questionnaires were analyzed using "PROCESS macro". Findings: The findings show that the integrative moderated-mediation model fits the data well. Hence, the three-stage model of creativity and organization support theory is useful, and the numerical evidence verified its applicability in the hospitality industry. To conclude, the results of this study, when applied to the hotel industry, can do marvels by being more innovative with their services. Originality/value: More recently, it has been found that long-term success is only achievable and can be sustained if exploitative and explorative innovations are balanced. So far, however, little is known about how to achieve organizational ambidexterity in the hospitality industry. [ABSTRACT FROM AUTHOR]

Before the 1990s, the phenomenon of organizational improvisation (OI) as a distinct process was poorly understood and undertheorized in the organization theory, management, and strategy literatures, in spite of its pervasive occurrence in practice and its impressionistic mentions in interesting work. As editors of the recent Routledge Companion to Organizational Improvisation, we believe that ongoing phenomenon-focused work that builds on granular data and unexpected discoveries represents a crucial ongoing frontier for OI research. In this Guidepost, we illustrate the crucial role of phenomenon-focused research activities in the early exploration and ongoing work to understand OI, and flag four especially promising areas for ongoing discoveries: premises, practical skills, outcomes, and micro-processes. For each, we highlight specific issues where new exploratory work – drawing on quantitative and qualitative data—can offer a springboard to new, impactful understanding and action. This essay is a companion to Karl Weick's recent Guidepost where he reflects on the 30th anniversary of his 1993 ASQ Mann Gulch Disaster paper, which played a key role in legitimizing deeper scholarly attention to OI. [ABSTRACT FROM AUTHOR]

This article explores the role of power in management and organization studies. It highlights the tendency for current research to overlook power and politics, despite their significant presence in everyday organizational life. The article calls for a renewed focus on power and politics in research, emphasizing the need for scholars to engage with real-world problems and contribute to positive change. It also discusses the challenges of integrating different levels of analysis and the importance of recognizing power dynamics in organizational settings. The article explores the differences in approaches to power and leadership between North American and European organization theory, and suggests that power relations should be seen as processes rather than fixed structures. It emphasizes the importance of understanding power relations in addressing complex socio-technical problems and calls for more attention to be given to theorizing power in various fields, including leadership. [Extracted from the article]

Measuring the dynamics of microbial communities results in high-dimensional measurements of taxa abundances over time and space, which is difficult to analyze due to complex changes in taxonomic compositions. This paper presents a new method to investigate and visualize the intrinsic hierarchical community structure implied by the measurements. The basic idea is to identify significant intersection sets, which can be seen as sub-communities making up the measured communities. Using the subset relationship, the intersection sets together with the measurements form a hierarchical structure visualized as a Hasse diagram. Chemical organization theory (COT) is used to relate the hierarchy of the sets of taxa to potential taxa interactions and to their potential dynamical persistence. The approach is demonstrated on a data set of community data obtained from bacterial 16S rRNA gene sequencing for samples collected monthly from four groundwater wells over a nearly 3-year period (n = 114) along a hillslope area. The significance of the hierarchies derived from the data is evaluated by showing that they significantly deviate from a random model. Furthermore, it is demonstrated how the hierarchy is related to temporal and spatial factors; and how the idea of a core microbiome can be extended to a set of interrelated core microbiomes. Together the results suggest that the approach can support developing models of taxa interactions in the future. [ABSTRACT FROM AUTHOR]

This study focuses on how admissions at selective colleges and universities represent key racialized organizations. We analyzed data from 50 individual interviews of admissions professionals, through a theory of racialized organizations to recognize admissions as practices that consistently reproduces systemic inequities. We reveal how organizational structures centering an array of institutional priorities can maintain the systemic reproduction of intersectional racial inequalities, by privileging priorities like budgetary constraints, geographic diversity, and other interests, minimizing racial diversity as a priority. Our study bears key implications for future research and practice, by demonstrating that much like a Möbius strip, admissions organizations are difficult to fundamentally change for diversity and equity goals. Even with seemingly dramatic alterations to practices (e.g. test-optional policies) in isolation, Möbius strips generally maintain their structure. Institutional priorities, especially fiscal priorities, maintain the durability in racially unequal admissions outcomes through logics of racial capitalism. Unless institutional priorities fundamentally change, admissions processes will likely continue to reproduce inequalities. Research and systemic change efforts in college admissions should go beyond focusing on isolated elements (e.g. test requirements) and approaches to admissions (e.g. percent plans) to confront admissions and enrollment management systems, by interrogating underlying institutional logics and routines. [ABSTRACT FROM AUTHOR]

Policing has long been implicated in state projects that construct race and racial inequality, yet many officers maintain that their work is colorblind. Burgeoning theories of racialized organizations offer a means of analyzing the processes that mediate such relationships between state racial projects and the ideologies of individuals. I suggest an extension of the racialized organizations framework that specifically considers the functions and forms of bureaucracies. Using a case study of policing in a segregated city, I describe a phenomenon of bureaucratic dissociation: bureaucratic arrangements facilitate racial governance, on the one hand, while obscuring the racial logics and consequences of daily work from officers, on the other. After detailing the incorporation of racial state interests into the police bureaucracy, I draw on over 500 hours of ethnographic observations of police work to explore the connections between bureaucratic structures and the racial ideologies of the police. I find widespread denial of racism in officers' accounts of phenomena ranging from segregation to police shootings. Officers instead offer colorblind interpretations of social problems and narrate their work in relation to geographic and functional subdivisions, policies, and laws. These organizational accounts operate to legitimize police work in the face of its ongoing racial projects. [ABSTRACT FROM AUTHOR]

Work–life conflict and the underrepresentation of women in college coaching have been widely examined topics in sport research. However, more limited attention has been devoted to exploring the influence of parental status on the careers of coaches. The purpose of the study was to understand the experiences of women who voluntarily left the coaching profession because of its perceived incompatibility with motherhood. Utilizing Acker's Theory of Gendered Organizations framework, the current study interviewed six former National Collegiate Athletic Association women coaches whose collegiate coaching careers ended prematurely due to the difficulty in balancing parental and professional responsibilities. Using interpretative phenomenological analysis, three high-order themes were constructed: (a) no space for women; (b) getting out, wanting to be in; and (c) impact of gendered society. Findings indicate that women coaches with children experience unique barriers and challenges, which can ultimately lead to women exiting the college coaching profession. Findings dispel the myth that women "don't want to coach" and implicate the compounding stress of gender roles in the family and broader society. [ABSTRACT FROM AUTHOR]

Word embedding models are a powerful approach for representing the multidimensional conceptual spaces within which communicated concepts relate, combine, and compete with one another. This class of models represent a recent advance in machine learning allowing scholars to efficiently encode complex systems of meaning with minimal semantic distortion based on local and global word co-occurrences from large-scale text data. Although their use has the potential to broaden theoretical possibilities within organization science, embeddings are largely unknown to organizational scholars, where known they have only been mobilized for a narrow set of uses, and they remain unlinked to a theoretical scaffolding that can enable cumulative theory building within the organizations community. Our goal is to demonstrate the promise embedding models hold for organization science by providing a practical roadmap for users to mobilize the methodology in their research and a theoretical guide for consumers of that research to evaluate and conceptually link embedded representations with theoretical significance and potential. We begin by explicitly defining the notions of concept and conceptual space before proceeding to show how these can be represented and measured with word embedding models, noting strengths and weaknesses of the approach. We then provide a set of embedding measurements along with their theoretical interpretation and flexible extension. Our aim is to extract the operational and conceptual significance from technical treatments of word embeddings and place them within a practical, theoretical framework to accelerate research committed to understanding how individuals, teams, and broader collectives represent, communicate, and deploy meaning in organizational life. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2023.1686. [ABSTRACT FROM AUTHOR]

Educational change efforts that prioritize equity for multilingual learners (MLs) require attention to several interconnected components of the education system. We build on prior literature and our collective research to clarify the concept of shared responsibility for ML students and to operationalize the concept at the school, district, and state levels. Drawing on institutional theory and a racialized organizations lens, we argue that shared responsibility is embedded in the mindsets, norms, and structures that shape education systems. We also attend to the complexities of fostering shared responsibility in practice, such as grappling with pervasive educator burnout and developing innovative strategies that span levels of the system. We conclude with directions for future research, including studies examining effective approaches for shifting the mindsets, norms, and routines comprising shared responsibility, and recommendations for researchers to play a more active role in shaping shared responsibility for ML students. [ABSTRACT FROM AUTHOR]

Head direction (HD) cells, which fire persistently when an animal's head is pointed in a particular direction, are widely thought to underlie an animal's sense of spatial orientation and have been identified in several limbic brain regions. Robust HD cell firing is observed throughout the thalamo‐parahippocampal system, although recent studies report that parahippocampal HD cells exhibit distinct firing properties, including conjunctive aspects with other spatial parameters, which suggest they play a specialized role in spatial processing. Few studies, however, have quantified these apparent differences. Here, we performed a comparative assessment of HD cell firing characteristics across the anterior dorsal thalamus (ADN), postsubiculum (PoS), parasubiculum (PaS), medial entorhinal (MEC), and postrhinal (POR) cortices. We report that HD cells with a high degree of directional specificity were observed in all five brain regions, but ADN HD cells display greater sharpness and stability in their preferred directions, and greater anticipation of future headings compared to parahippocampal regions. Additional analysis indicated that POR HD cells were more coarsely modulated by other spatial parameters compared to PoS, PaS, and MEC. Finally, our analyses indicated that the sharpness of HD tuning decreased as a function of laminar position and conjunctive coding within the PoS, PaS, and MEC, with cells in the superficial layers along with conjunctive firing properties showing less robust directional tuning. The results are discussed in relation to theories of functional organization of HD cell tuning in thalamo‐parahippocampal circuitry. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to examine the impact of technological diversification (TD) on enterprise innovation performance, meanwhile focusing on the moderating effects of various organizational slack (i.e. absorbed and unabsorbed slack) and ownership types (i.e. state-owned or privately-owned) in the context of Chinese listed firms. Design/methodology/approach: This study formulates five hypotheses based on organization and agency theories. Our empirical analysis employs a fixed-effect regression estimator with a unique panel dataset of Chinese-listed manufacturing firms and 13,566 firm-year observations over 9 years from 2012 to 2020. Findings: Our findings show that an inverted U-shaped relationship exists between TD and innovation performance, varying with different types of organizational slack and ownership. In state-owned enterprises (SOEs), unabsorbed slack negatively moderates the inverted U-shaped relationship; however, in privately-owned enterprises (POEs), this relationship is positively moderated. Although absorbed slack has negative moderating effects in both SOEs and POEs, its impact is only significant for POEs. Practical implications: Our results imply that organizational slack has a contrasting impact on the relationship between TD and innovation performance when the type of ownership varies. Therefore, the managers that intend to achieve optimal innovation performance through TD should understand how organizational slack can be leveraged. Originality/value: This study contributes to the existing literature by applying the relationship between TD and innovative performance to the transition economy, as well as examining the double-edged sword impact of state ownership on firm innovation performance. [ABSTRACT FROM AUTHOR]

This paper summarizes and reviews Chemical Organization Theory (COT), a formalism for the analysis of complex, self-organizing systems across multiple disciplines. Its elements are resources and reactions. A reaction maps a set of resources onto another set, thus representing an elementary process that transforms resources into new resources. Reaction networks self-organize into invariant subnetworks, called 'organizations', which are attractors of their dynamics. These are characterized by closure (no new resources are added) and self-maintenance (no existing resources are lost). Thus, they provide a simple model of autopoiesis: the organization persistently recreates its own components. The resilience of organizations in the face of perturbations depends on properties such as the size of their basin of attraction and the redundancy of their reaction pathways. Application domains of COT include the origin of life, systems biology, cognition, ecology, Gaia theory, sustainability, consciousness, and social systems. [ABSTRACT FROM AUTHOR]