The tyranny of space in organizational analysis

We want to understand organizational process as the temporal making of meanings, but our vocabulary for doing so is predominantly spatial. Some mistakes this has led to in my own research are reviewed, and the hope for a more thoroughly temporal mode of analysis based on an actor's ongoing narrativization of experience is explored.     

A classification system for understanding individual differences in temporal orientation among processual researchers and organizational informants

This paper develops a classification system of temporal orientations in an effort to provide processual researchers with a framework for understanding the potential impact of temporal orientations on processual research methods and findings. In developing the classification system four general conceptions of time are reviewed, including physiological, objective, psychological, and socially constructed relative time. Specific dimensions of temporal orientation previously studied are identified, and additional dimensions are offered. It is suggested that temporal concerns are endemic to management and organizational processes, and that differences in temporal orientations among researchers and organizational informants should be considered when conducting processual research.     

敏捷农产品物流网络可靠性研究

物流网络的可靠性是衡量农产品物流能否及时顺利地完成指定任务的重要指标。在实际网络中每条边的容量都可以取不同的值或失效,状态是随机的。对于易腐性的农产品来说,物流网络的可靠性就更为重要了。文章提出用随机流网络来模拟农产品物流网络,并加上时间的限定来体现敏捷性的要求,用在最小割集基础上的一种简单的方法来评价敏捷农产品物流网络的可靠性。     

Time precedence in the relationship between organizational climate and organizational performance: a cross-lagged study at the business unit level

This article presents a two-wave cross-lagged study (average interval of two years) on time precedence in the relationship between organizational climate and organizational performance in 171 branches of a financial services organization in the Netherlands. It is argued that four HR-induced organizational climate dimensions influence organizational performance. Additionally, it was also hypothesized that high organizational performance influences the four organizational climate dimensions through investments in HR practices and through signalling effects. Finally, it was reasoned that possibly both processes are present simultaneously. Results of testing a series of competing models in AMOS showed that organizational climate at time point 1 influenced organizational performance at time point 2 rather than the reverse, or both processes being present simultaneously.     

基于时间竞争战略对组织结构的影响分析

顾客需求随着社会的发展呈多样化的快速变化,竞争环境充满了高度的不确定性,企业的发展战略必须体现时代的要求,才能使企业能继续生存和发展下去,如何把时间作为一种竞争战略加以重视,对企业效率的提高显得尤为重要。文章简要介绍了时间竞争战略,讲述其在企业内外部的体现以及对组织结构设计应考虑到的因素的影响,最后对执行这种战略使组织结构应达到的要求提出了建议。     

Identifying temporal relationships in educational planning

Planning is the first activity in the management of any organization or system. The whole process of planning is built around the specification of a set of key variables and the associated achievement levels. In any plan the target levels of the key variables are sought to be achieved by means of the provision of various inputs by the organization or system. One of the underlying fundamental aspects of planning concerns the temporal relationships between the key variables and the organizational inputs. These temporal relationships are important because the achievement of the key variables, within a specified period of time, depends on how well the organizational inputs are matched with these variables. Hence, identifying such temporal relationships becomes necessary. This paper describes the use of multivariate time series analysis in identifying temporal relationships in the planning of an education system. The implications of such an identification are also pointed out.     

Employee commitment in MNCs: Impacts of organizational culture,HRM and top management orientations

This article tests a model of organizational commitment in multinational corporations (MNCs). According to the model, organizational culture and human resource management (HRM) affect employee commitment directly as well as indirectly through top management team orientations. Szpecifically, we examined the effect of top management team global orientation and geocentric orientation, which are seen as contributing uniquely to employee commitment in MNCs. The model was tested on a sample of 1664 core employees working in 39 affiliates of 10 MNCs. We found strong overall support for the model. In particular, organizational culture characterized by high adaptability and a HRM system characterized by high performance work practices were found to have a significant and direct effect on employee commitment. In addition, we found that the effect of these traditional elements of the human organization is partially mediated through top management orientations, specific to international firms. The validity and generalizability of these results are reinforced by the control of a set of demographic variables as well as nationality of parent company.     

Project management and high‐value superyacht projects: An improvisational and temporal perspective

This article considers specific elements of the project management of high‐value deliverables in an under‐researched sector. Specifically, it looks at ways in which change is accommodated in complex projects where scope, delivery, and cost are relatively inflexible. An emerging literature considers improvisational working within project‐based work, which dilutes the “plan, then execute” paradigm that has shaped project work for some time. This research contributes to the temporal and rhythmic aspects of work in this area, linking with extant theory on, among other areas, punctuated equilibrium and organizational “rhythm,” and identifies parallels between improvised project work and established academic theory.     

Problems with contingency theory: testing assumptions hidden within the language of contingency "theory."

This paper suggests that there are five problems with contingency theory, ranging from a simple lack of clarity in its theoretical statements to more subtle issues such as the embedding of symmetrical and nonmonotonic assumptions in the theoretical arguments. Starting from Galbraith's (1973) contingency theory about organizing for effectiveness, several traditional contingency hypothesis were tested along with more precise hypotheses developed from knowledge of the five problems with contingency theory. Data were drawn from a study of organizational effectiveness in acute care hospital operating room suites. Although traditional contingency notions were not supported by the data, the more precise hypotheses received stronger empirical support. The study data suggest that relationships between technology, structure, and organizational effectiveness are more complicated than contingency theory now assumes. The paper concludes by suggesting formulation of a contingency theory of organizational effectiveness that includes interactive, nonmonotonic, and symmetrical arguments.     

Impacts from climate change on organizations: a conceptual foundation

Physical impacts from climate change already pose major challenges for organizations, and the trend is rising. Organization theorists, however, have barely begun to systematically consider the organizational impacts of more and increasingly intense storms, floods, droughts, fires, sea level rise or changing growing seasons as part of their domain of study. Eight organizationally relevant dimensions of climate impacts are identified: severity, temporal scale, spatial scale, predictability, mode, immediacy, state change potential and accelerating trend potential. Combined, their scale, scope and systemic uncertainty suggest future conditions of systemic hyperturbulence in organizational environments, defined here as ‘massive discontinuous change’ (MDC). To build a conceptual foundation for organizations to respond and adapt to MDC, the paper examines contributions from literatures on the management of sustainability, crisis, risk, resilience and adaptive organizational change. It highlights gaps for addressing both business challenges and opportunities from MDC, and suggests avenues for future research. Copyright © 2010 John Wiley & Sons, Ltd and ERP Environment.     

Leadership instability in hospitals: the influence of Board-CEO relations and organizational growth and decline

This study tested whether leadership instability--a systemic pattern of frequent succession in the top management position of an organization--was associated with sociopolitical structures that define the relationship between the board and chief executive officer (CEO), controlling for temporal patterns of the organizational life-cycle stage. In organizations that are not profit maximizing and subject to considerable uncertainty, such governance properties were hypothesized to affect leadership instability independent of organizational growth or decline. Results of regression analyses demonstrate strong main effects of board-CEO relations, net of the impact of organizational life cycle, on leadership instability.     

College students’ and Mechanical Turk workers’ environmental factors while completing online surveys

Few studies have investigated the environmental factors of participants completing online self-report surveys, such as the presence of others and engagement in multitasking. The current study examined the environmental factors of 1023 participants drawn from two popular convenience populations—college students (n?=?512) and Mechanical Turk workers (n?=?511). All participants completed online measures of computer self-efficacy, the five-factor model of personality, and social desirability, as well as a questionnaire about their environment and activities when completing the measures. The two samples differed in terms of environmental factors, with college students significantly more likely to report: (1) being in a location other than their place of residence, (2) interacting with others, (3) being interrupted, (4) engaging in multitasking, (5) being under the influence of alcohol or other substances, and (6) completing the study using a laptop computer. The presence of others interacted with sample to predict personality and social desirability scores. Additionally, both presence of others and engaging in multitasking predicted longer completion time.

     

Categories,Identities, and Cultural Classification: Moving Beyond a Model of Categorical Constraint

Categorization processes have gained currency in organizational theory. Categories are endemic to organizations and markets, serving as touchstones for organizational identity claims and for audience attention, legitimation, and valuation. Durand and Paolella argue for an expansion of current perspectives on categories, particularly that of prototype theory. Although we agree in spirit, we advocate an expansion of their perspective, which seems to focus primarily on the cognitive aspects of categorization and the force of their constraint, particularly at the individual level of analysis. We suggest three revisions to Durand and Paolella's arguments in order to extend the conversation. First, we advocate that categorization processes might usefully be understood by socio‐cultural perspectives that explicitly consider the role of audiences and the embeddedness of categories in wider classification systems. Second, we connect categorization processes to identity formation and maintenance at the levels of both the organization and the market. Third, we move beyond the constraining power of categories to consider their generative capabilities in processes of emergence and change. Overall, we discuss these in the context of organizational identities and cultural classification systems.     

组织结构变革在民营企业转型中的难点与对策

面临复杂多变的外部环境、更为激烈的行业竞争以及内部管理经营的提升,大多数民营企业处在转型期,其发展战略必须做出相应调整,而战略决定组织结构,势必要进行企业组织结构的变革以适应其战略,而民营企业由于其创始人或者CEO的素质和特征以及民营企业固有的特性,在组织结构变革中显得更为步履维艰。笔者试图从管理咨询实践中分析民营企业在组织结构变革实施过程中所遇到的难点与症结,并总结民营企业在组织结构变革中所采用的好措施和对策,以期为民营企业更好地进行组织结构变革提供借鉴。     

基于流程节点的时间管理方法研究

提出了一种基于流程节点的时间管理方法。先对流程节点的时间属性进行分析,主要包括时间约束和时间冲突。在对流程节点时间属性分析的基础上,通过流程节点的时间调度算法实现对流程的基于流程节点的时间管理与控制。     

Communicative power: A linguistic approach to the study of the microdynamics of organizations

This article addresses the question of how communicative power is exercised in an organizational setting which is characterized according to its members as a “feminine” culture type (Hofstede, 1980, Organizational Dynamics, 9(1), 42–63). The purpose is threefold: firstly, to operationalize the concepts of “dominance” and “control” in an organizational setting by using a linguistic approach; secondly, to investigate the contribution of a linguistic approach to organizational research in exploring social interaction and, thirdly, to discuss some practical and theoretical implications for managerial work. The linguistic approach, involving a microanalysis, provided an analytical basis for understanding the fine web of interaction in the organization. In this way it served as an instrument for rendering visible the various steps in the interpretation, and the links between them. Against our theoretically grounded expectations, the empirical results suggest that the distribution of power cannot alone explain the extent to which institutional and cultural resources can be mobilized and organizations changed.     

When the going gets tough: the influence of expatriate resilience and perceived organizational inclusion climate on work adjustment and turnover intentions

Abstract

Despite the strong evidence for the beneficial influence of resilience for employee stress resistance in domestic settings, the construct has not received much attention in the expatriation literature, where stress is considered a major factor for expatriates’ poor cross-cultural adjustment and turnover. Drawing upon conservation of resources theory, the present study examines resilience as an antecedent of expatriate work adjustment and turnover intentions. Furthermore, this study investigates the moderating role of perceived organizational inclusion climate as a resource-protecting organizational factor. Results from a survey of 175 expatriates in South Korea indicate that resilience is positively related to expatriate work adjustment and that these positive effects are more pronounced when expatriates perceive their organizational climate to be highly inclusive. Furthermore, findings suggest that work adjustment mediates the effects of resilience on turnover intentions and that this mediation is moderated by a perceived organizational inclusion climate. Implications for theory and practice are discussed.     

Data sustainability: Data governance in data infrastructures across technological and human generations

The paper highlights the importance of data sustainability in the data infrastructures aimed at long-term knowledge discoveries. Data sustainability refers to data's capacity to endure across technological and human generations, and it problematizes the data governance literature from a temporal perspective. Existing work has already moved the literature from the organizational setting to more complex interorganizational settings, highlighting discrepancies between normative data governance models and organizational practices. We broaden this literature temporally by examining and outlining research directions for data sustainability from different meta-theoretical perspectives – evolutionary, relational, and durational. Data sustainability across technological and human generations navigates complementary and competing temporal demands: Data need to transition across socio-technical regimes over time, yet be embedded in social and material networks to be meaningful; historical and present data also must remain available and accessible in near and distant futures, for going back in time and seeing new data linkages and combinations. We argue that data sustainability is critical in ensuring progression in social and environmental sustainability. The paper contributes both to data governance and sustainability literatures.     

Adaptation to Temporal Shocks: Influences of Strategic Interpretation and Spatial Distance

Even when shocks in a firm's environment are predictable, their consequences are not. Using the relocation of the Dallas Cowboys Stadium as a rich case of such a disruption, we investigate how combinations of strategic interpretation and spatial distance influence incumbent business owners' decisions to pursue temporal adaptation as a response. Temporal adaptation (TA) comprises timing rather than content changes by the firm seeking to adjust to the reconfigured environment. Survey data from 168 business owners show that strategic interpretation directly influences TA decisions. However, the effect of strategic interpretation on the TA decision is moderated by the spatial (geographic) distance of the incumbent firm from the locus of the disruption. Furthermore, results suggest that through strategic interpretation, spatial distance also indirectly affects the business owners' decisions to make temporal changes. Data collected 1.5 and 4 years later suggest that TA responses are related to performance and may be indicative of a particular type of TA, organizational entrainment (OE), which concerns the synchronization of organizational activity cycles with cycles in the environment.