Organizational career management practices and objective career success: A systematic review and framework

The theorization of the relationship between organizational investments in career development and individual success remains underdeveloped, and empirical tests of this relationship, which have been dispersed among several disciplinary areas, have produced inconsistent results. Addressing these issues, the purpose of this article is to propose a theoretical framework that illustrates why and how organizational career management practices translate into career success and under what circumstances the relationship is effective. Using a systematic review of empirical studies on career management practices and objective success, we identify three theoretical mechanisms - developmental, informational, and relational - and two groups of contingency factors that explain this relationship. Our framework advances the extant literature on organizational career management and provides suggestions to companies for designing effective career management systems.     

A multilevel perspective on organizational buying behavior in coopetition–an exploratory case study

This article offers a new and interesting perspective on organizational buying behavior by focusing on the simultaneous existence of both cooperation and competition, that is, coopetition. Coopetition may bring undesired knowledge leaks, opportunism, and weakened competitive advantage, and it is therefore important to understand how coopetition develops over time through interrelated activities on multiple levels. The article aims to improve our understanding of the development of organizational buying behavior through adopting a multilevel perspective on coopetition. The empirical study is based on exploratory case study research involving a single case from the manufacturing sector featuring a large multinational buyer and its supplier. The findings of the study show that organizational buying behavior in coopetition develops through interrelated activities on the individual, the organizational, and the relational level. Over time, dominating activities evolve from being ambivalent on an individual level to become authoritative on a company level and finally to being opportunistic on a relational level. Theoretically, this study contributes to organizational buying behavior literature by examining coopetition from a multilevel perspective. From a managerial perspective, the findings establish the importance of recognizing individual-, and organizational-level activities.     

科技人才组织领地行为如何影响其离职意向

基于资源保存理论视角,以科技人才为研究对象,关注其组织领地行为对离职意向的影响机制,并探究心理所有权的中介作用、婚姻的调节作用以及婚姻与心理所有权共同产生的被调节的中介作用。建立基于科技人才婚姻情况与心理所有权的被调节的中介作用模型,运用问卷调查方法收集全国各地高新技术企业、高等院校、科研院所等科技人才共411份有效问卷,展开实证分析。结果表明：不考虑婚姻的调节作用时,科技人才组织领地行为对离职意向的直接影响不显著,心理所有权对这种直接影响也无中介作用;考虑到婚姻的调节作用,未婚群体的组织领地行为越强,离职意向越强烈;在被调节的中介作用模型中,婚姻状况在心理所有权对组织领地行为与离职意向间的中介作用起到了调节作用,具体表现为未婚群体组织领地行为通过组织心理所有权的部分中介作用负向影响离职意向,通过直接影响机制正向影响离职意向。     

组织创新的消极影响:创新研究中的盲点

创新带来的消极影响开始引起学术研究者和管理实践者的关注。从组织创新的概念界定出发,辨析创造力和革新的区别与联系,综述创新在个体层面、团队层面以及组织层面可能产生的消极影响,从前因变量和调节变量两个方面探讨创新产生消极影响的原因,指出未来研究不应忽视创新的消极影响,而应更加科学地解释组织创新的效能。     

How manufacturers value purchase offerings: An exploratory study

The notion of value and the principles and methods that buyers use to discover which supplier offering has more value needs to drive all business marketing activity. However, the concept of value and how to measure it is somewhat vague. The authors present a simple way to think about value. The research reports an exploratory empirical study of how the valuation model fits the views of purchasing managers and how purchasing agents view value and use it to make decisions. In general, the model posited appears to fit the view of purchasing agents, however, there is some digression and further research is needed.     

A dyadic approach to the impact of differences in organizational culture on relationship performance

The authors extend previous research on relationship management by investigating the potential effect of differences in organizational culture on relationship performance among 124 dyads. Theory suggests that partner similarity may improve the feeling of we-ness thereby contributing to the perceived success of inter-firm cooperation. The findings reveal that differences in organizational culture are larger in less successful inter-firm relationships, but do not influence the perceived relationship success significantly. Our results suggest that relationship managers should not confuse compatibility with similarity; personal chemistry is important for relationship atmosphere but does not solely depend on similarities. Future research in this area may wish to concentrate on a more complete measure of organizational (sub)culture(s), the different levels of analysis (personal, organizational, dyad), relationship life cycles (stage models) and the role of organizational identity.     

Collectivist values for learning in organizational relationships in China: the role of trust and vertical coordination

Partners must engage in integrative interaction in order to combine diverse expertise and experiences into effective learning. Results from 103 pairs of customer and supplier organizations in China indicate that trust and vertical coordination are useful ways to characterize this integrative interaction and together they promote learning. Structural equation analysis suggests that collectivist but not individualist values are important foundations for integrative interaction between partners that result in learning. These findings were interpreted as reaffirming the value of effective relationships for coordination between partners and suggesting that collectivist values can be a source of effective organizational relationships.     

Conceptualizing and validating organizational networking as a second-order formative construct

Based on an existing conceptualization in the literature, this study operationalizes the construct of organizational networking, through a rigorous two-stage scale construction and validation process. Organizational networking refers to firm behaviors, i.e. the activities/routines/practices, which enable an organization to make sense of and capitalize on their networks of direct and indirect business relationships. We conceptualize the measurement model as a second-order formative construct with four first-order reflective constructs based on a four-dimensional view of organizational networking comprising information acquisition, opportunity enabling, strong-tie resource mobilization and weak-tie resource mobilization. The scale validation was undertaken at the first- and second-order levels. The result confirms the four distinct first-order measurement models. At the second-order level, a MIMIC (multiple indicators and multiple causes) model was employed to assess the validity of the formative measurement model. The results suggest that all four components significantly contribute to the overarching construct of organizational networking, with strong-tie resource mobilization being the most important contributor. Thus, our operationalization confirms the uniqueness of the different dimensions of organizational networking that should be configured as a strategy of sensing and seizing opportunities in the network. The organizational networking scale will provide future research with a basis to explore different strategic patterns of networking behaviors in varying contexts, and its role in relation to other organizational behaviors and outcome variables, such as firm performance.     

Disentangling satisfaction of tenants on science parks: A multiple case study in Belgium

While science parks represent one of the most important policy initiatives to stimulate firm development and growth, their contributions are still highly debated. This paper takes a novel customer-oriented approach to disentangle the contributions science parks provide to their tenants. Particularly, we qualitatively explore when and how science park tenants reach customer satisfaction and how tenants cope with low levels of satisfaction. Our study finds that reaching customer satisfaction is contingent on tenants’ expectations, perceived service quality, and pre-entry achievements. We further disentangle coping strategies used by tenants when they are confronted with low levels of satisfaction. Our study provides important theoretical contributions to the organizational sponsorship literature by adding new insights from social psychology and holds valuable practical and policy implications.     

Story-dismantling,story-meandering,and story-confirming: Organizational identity work in times of public disgrace

This study aims to enhance our understanding of organizational identity work (OIW), building upon previous studies’ emphasis on the usefulness of understanding OIW in terms of storytelling. The paper offers an extended vocabulary for making sense of alternative narration forms. Based on an in-depth study of a humanitarian organization in Sweden, the discursive OIW struggles of employees in times of public disgrace are explored and the following conceptualizations suggested:a) Story-dismantling (attempting to deconstruct a dominant discrediting narrative).b) Story-meandering (attempting to tell a coherent counter-story but without success).c) Story-confirming (claiming that a dominant historical narrative remains valid).These concepts open up and invite considerations of uncertainty, fragmentation, fluidity, and contextuality in future studies of both organizational identity (OI) and OIW.