Organisation et institution: vers une socioéconomie de la firme?

The paper aims at showing that beyond its economic nature the firm is an organized social institution. The theory of the firm does not succeed in unifying in a single analytical framework both its institutional and organizational dimensions. In contrast, organization theory – notably organizational sociology – deals with the intertwining of these two existential elements of firms. The cross-fertilization which occurs between these two social sciences can be used to propose a real socio-economic theory of the firm.     

Organizational innovations,human resources and firm performance: The Emilia-Romagna food sector

This paper studies the relationship between organizational innovation, industrial relations and economic performance at the firm level. It adopts an applied perspective by means of a comprehensive survey on a specific industrial sector, the food industry, with the aim of investigating: (i) the degree of organizational innovation and the diffusion of HRM practices; (ii) the relevance of the interaction between unions and top management in the process of decision-making at an operative, organizational and strategic level; (iii) the relations between the intensity of organizational innovation and the quality of industrial relations; (iv) the effects of organizational changes on firm performance.The focus is on firms with bargaining activity at establishment level where worker committees exist. The dataset is derived from a structured questionnaire submitted to union members concerning structural data on firms and local productive units, production flexibility, organizational models, compensation systems, industrial relations and firm performance.The quantitative analysis highlights the following critical elements.First, the firm governance seems characterized by a strong relevance of industrial relations, in terms of “good quality atmosphere” and “involvement of worker representatives and employees”: their action proves to be a stimulus to organizational changes. The set of industrial relations variables does emerge as a significant factor explaining firm innovation intensity.Second, although we cannot ascertain the causal link given the cross-sectional nature of data, firm performance and organizational innovations arise as two elements which are strictly and positively related to each other.Third, the evidence points out that good industrial relations are important as far as the firm performance is concerned; nevertheless their role is mediated by their effects on organizational changes rather than having a direct impact on performance.     

Uncertainty as a common ground for a dialogue between economics and sociology

The article focuses on inter-firm relations, primarily seen as protective devises crafted for keeping at an arm's length various kinds of uncertainties involved in boundary transactions. Taking a holistic view, it proposes the notion of relational habitat, which refers to the relatively durable constellation of relations that connect a given firm to its main business partners. Performing a double-edged protective function, this constellation both stabilizes and simplifies the immediate operational domain of the firm and, thereby, diminishes to manageable levels the complexity of the relevant parts of the environment. By expanding the control of the firm beyond its organizational borders, relational habitat reduces the constraining impact of boundary uncertainty and enhances the action capacity of the firm – facilitating the materialization of its chosen line of action and its desired objectives. The article specifies this notion in detail and highlights some of its implications, both for the theoretical development of economic sociology and for its relation to economics.     

Uneven Development in North Carolina? Job Quality Differences Between Local and Nonlocal Firms1

Abstract Do outside firms come to North Carolina or, more generally, to the rural South to take advantage of the low-wage unorganized local relations of production? Do they disrupt local labor market arrangements? We use data from a survey of North Carolina employees to examine labor market and job quality differences between local and outside firms and also the organization of regional labor markets. Results, based on multiple regression models, suggest that outside firms provide higher quality jobs, mediated by organizational resources and internal firm relations of production. Urban Piedmont labor markets provide better jobs than rural labor markets, regardless of the establishment's ownership locale. Generally, uneven development predictions are supported by additive models, but challenged by additional analyses of interactions. These analyses suggest that outside firms may be undermining local relations of production in rural North Carolina. Results of this research present rural policymakers with a challenge for future economic development strategies.     

Enterprise policy evaluation: is there a 'new' way of doing it?

Given that most economies are now in recession, policymakers are looking to small firms to act as engines of economic growth; this has led to a revived interest in the role of enterprise policy. The 'new' enterprise policy is systemic, promoting and shaping externalities and capabilities. At its core are R&D, innovation and education. It encapsulates a shift from direct intervention towards creating an enabling environment for small firms and entrepreneurship. At present there is a research lacuna regarding the evaluation of such policies. The aim of this paper is to fill this gap by making two key contributions. First, I demonstrate that traditional enterprise evaluation metrics are too narrow: they focus almost exclusively on private firm impacts, rather than broader societal impacts caused by the pervasive nature of 'new' enterprise policies. Second, I illustrate how logic models could be expanded to account for these broader impacts.     

Organizational evolution and strategies for change of Bulgarian firms

Abstract

The purpose of this paper is the study of organizational evolution of Bulgarian firms and their strategies for change. We applied a research approach based on a longitudinal study comprising both quantitative and qualitative methods. Our objective is double: on the one hand, we wish to explore and analyze the real practice of Bulgarian firms while dealing with changes in market environment, while on the other hand we attempt to develop a model of organizational evolution, which incorporates the notions of evolutionary economics and chaos theory. With respect to our objectives we developed a conceptual model of organizational evolution which has been further tested. Firstly, a desk research covering a time span of ten years (19932003) has been accomplished. The main research goal was to identify and to evaluate the key external drivers of organizational evolution in Bulgaria. Then a detailed representative study among the managers/CEOs of Bulgarian firms has been conducted in years 1999 and 2001. Based on the research results several conclusions about the applicability of the proposed conceptual model have been drawn.     

Return Migration by German Guestworkers: Neoclassical versus New Economic Theories

Neoclassical economics and the new economics of labour migration posit very different motivations for international migration. The former assumes that people move abroad permanently to maximize lifetime earnings whereas the latter assumes they leave temporarily to overcome market deficiencies at home. As a result, the two models yield very different conceptualizations of return migration. We draw upon each theoretical model to derive predictions about how different variables are likely to influence the probability of return migration. We use data from the German Socio–economic Panel to test specific hypotheses derived from each model. Finding some support for both perspectives, we suggest that migrants may be heterogeneous with respect to their migratory motivations. If so, then parameters associated with the determinants of return migration in any population of international migration will reflect a blending of parameters associated with two distinct economic rationales. Equations estimated separately for remitting and non–remitting migrants lend support to this interpretation, meaning there may not be one unitary process of return migration, but several.     

The intellectual and scientific basis of science,technology and innovation research

There has been a considerable increase in the literature devoted to innovation in the past few decades. This research area is characterized by prolific interdisciplinary connections and no single domain is able to embrace all aspects of science, technology and innovation. By analyzing nearly 60,000 references included in the 1442 articles published between 1974 and 2007 in the area's seed journal, Research Policy (RP), we have uncovered the following patterns: (1) the most important sources of knowledge are associated with “core” economics (mostly mainstream) and management sources, even though the importance of innovation-related sources has been rising; (2) the degree of autonomy of science, technology and innovation research is still weak, revealing its incipience and lack of a unified theoretical framework; (3) the most influential authors and studies follow heterodox approaches, namely the evolutionary approach (e.g. Richard R. Nelson) and the European approach to innovation (e.g. Keith Pavitt and Chris Freeman), although it is rather surprising that one of the most widely recognized founding fathers of innovation-related studies, Joseph Schumpeter, is absent from the top-10 cited authors list; and (4) the ranking of the most influential studies highlights the relevance of the evolutionary paradigm, with its focus on the capabilities and routines of firms, and the policy-driven nature of topics, evidencing the pervasiveness of the literature on the National System of Innovation.     

Do Commercial Debt‐for‐Nature Swaps Matter for Forests? A Cross‐National Test of World Polity Theory1

We present cross‐national models of forest loss from 1990–2005 that examine the impact of commercial debt‐for‐nature swaps. In doing so, we find substantial support for world polity theory that poor nations that implement these swaps tend to have lower rates of deforestation than poor nations that do not implement these swaps. We also find support for another aspect of world polity theory—poor nations with higher levels of international nongovernmental organizations have lower rates of forest loss. A number of other factors, including structural adjustment, debt service, democracy, population growth, and domestic economic activity, also predict deforestation. We conclude by discussing the findings, theoretical implications, methodological implications, policy suggestions, and possible directions for future research.     

The Division of Labour and Inequalities Between the Sexes: An Ideological Dilemma

This article is concerned with the different assumptions and strategies that respondents in the banking sector and the police force use to account for the existence of inequalities between men and women. We search for a perspective that can theorize the different ways in which these employees deal with the existence of inequalities. We examine conceptualizations of the division of labour and of inequalities between the sexes in mainstream organization studies and in liberal, socialist and postmodernist feminist perspectives to organization studies. While these different perspectives highlight different types and causes of inequalities, no perspective can make sense of all the organizational practices in the banks and the police force. We are of the opinion that Billig's concept of ideological dilemmas offers a fruitful starting point to reflect upon the simultaneous existence of the different concepts and provides a valuable framework for our research. It sheds light on the ideological nature of theories, analyses how people think and argue with ideology by bringing in contrary and conflicting notions and opens the possibility of engaging in open dialogue about strategies for change.     

The evolving role of organizational theory within economic sociology

Organizational theory was one of the roots of the “new” economic sociology. In recent years, a set of complementary research programs have come to the fore that augment our understanding of the social structuring of markets. These include an interest in the role of conventions and commensuration, market devices, the performativity of economics, and the role of morality in the construction of markets. These other interests have come to enrich our conception of the ways in which “the social” structures market activities. While this has decentered some of the emphasis on organizations, there are still active research programs pushing forward new ideas that are focused on organizations, institutions, and networks in economic sociology. We discuss some of the recent work on organizational logics, inter‐ and intra‐organizational networks, and social movements and organization. We note there has also been some hybridity as scholars borrow from each other's toolkits in order to deepen our knowledge of the way the economy works. Organizational theory remains a main theoretical mainstay of economic sociology, but it has now been joined by additional perspectives.     

The Mean and Lean Firm and Downsizing: Causes of Involuntary and Voluntary Downsizing Strategies

Despite the longevity and pervasiveness of downsizing, our knowledge about this practice is inadequate for at least two reasons. One involves underanalysis of the historical context in which downsizing has evolved and the other involves the tendency to equate downsizings with layoffs even though layoffs represent only one of numerous downsizing strategies. I address the one inadequacy by identifying two institutional factors—the spread of economic competition and shareholder activism—that have motivated large firms to embrace the lean and mean conception of control and thus to implement downsizings. I address the other inadequacy by distinguishing between involuntary and voluntary downsizings and by testing the ability of a theory of downsizing strategies to explain these two kinds of downsizing among Fortune 100 firms from 1979 to 1995. The findings support the theory: Involuntary downsizings occur when firms face economic pressures and when social processes define these acts as natural; voluntary downsizings occur when firms are shielded from economic pressures and when there is a social preference for these acts. There also is support for the hypothesis that the effects of economic factors on downsizings should decrease over time while those of institutional ones should increase. Finally, I emphasize the role that analyses of institutional contexts, conceptions of the firm, and corporate strategies and structures can play in advancing our understanding of the powerful large firm in America.     

INTERNAL AND EXTERNAL SOURCES OF ORGANIZATIONAL CHANGE: Corporate Form and the Banking Industry

How do internal and external constraints impact the likelihood that organizations enact organizational change? Resource dependence theory argues that organizational change is a response to internal and external constraints. However, the interaction of these constraints remains theoretically and empirically underconsidered. Using longitudinal data from the U.S. banking industry, I examine this question from a resource dependence perspective and I also incorporate explanations from transaction cost economics, organizational ecology, and institutional theoretical perspectives. I find that external constraints limit the impact of internal constraints on organizational change. I explore how this finding fits within resource dependence theory.     

OFFSHORE OUTSOURCING DECISION AND CAPITAL INTENSITY: FIRM‐LEVEL RELATIONSHIPS

In offshore sourcing, a firm chooses outsourcing to independent suppliers or in‐sourcing from own foreign direct investment (FDI) subsidiaries. Based on the firm‐level data on offshore make‐or‐buy decision covering all manufacturing industries, this paper compares averages, documents inter‐firm distributions, and estimates multinomial logit models of the firm's sourcing mode choice. As predicted by previous theoretical models, this paper directly confirms at the firm level that outsourcing firms tend to be substantially labor‐intensive compared with firms in‐sourcing from the same region, even after the firm's R&D intensity, firm size, or industry is controlled for. (JEL F23, L23, L24, L14)     

Social network and family business: Uncovering hybrid family firms

What does it mean for a private enterprise in China to be embedded in a family? Our purpose here is twofold: (1) use social network analysis to describe what it means for a firm to be embedded in a family, (2) reveal from the application a new kind of firm, not family, yet akin to family. Armed with data on a large probability sample of private enterprises — a third of which meet ownership and employment criteria of being family businesses — we uncover a category of “hybrid family firms” that look modern in the style of firms that exclude family, but operate socially in ways similar to family firms. Our conclusion from summary statistics on the sample is that there are no differences in average performance level or network advantage for the three categories of businesses: family firms, hybrid family firms, and family-excluded firms. The fact that CEOs of family firms and hybrid family firms more often turn to family as key business contacts is a fact about network composition that raises no question about network mechanisms. Whether the CEO turns to more or fewer family contacts, government help is more likely with stronger political connections, and business success and survival are more likely with a large, open network. That said, the look-modern, act-traditional hybrid family firms stand alone in prospering with a CEO embedded in a closed business network. Recognition of hybrid family firms adds to the literature’s illustrations of social network analysis used to distinguish types of businesses and business people, and extends the population of organizations within which governance and strategy are likely to be better understood when viewed through a family logic.     

Self–organization and trade union democracy

This article is an offshoot of a three year study into the self–organized groups for women, black members, disabled members and lesbians and gay men which have been enshrined in the constitution of the UK’s public sector union UNISON. The argument is that self–organization has become a significant axis around which trade union democracy is being reconstituted in the late twentieth century. However, our understanding of this phenomenon has been obscured by the ascendancy of mainstream union perspectives over self–organized perspectives, which has unfortunately been compounded by academic researchers. A re–conceptualization of self–organization proceeds in three stages. First, it is contextualized politically and theoretically in terms of trade union histories, new social movements and models of a diversified democratic polity. Second, it is re–signified by attending to its actual unfolding over the past two decades and the self–understandings of its activists. Third, is problematized with reference to exogenous pressures towards bureaucracy and oligarchy, and endogenous pressures towards essentialisms and exclusions.     

Internal vs. External Successions and Their Effect on Firm Performance

An examination of 165 top management successionsin U.S. firms during 1989-91 reveals that externalsuccessions are more likely in small firms, in firmswith poor economic performance, and in firms which offer the successor several top positions (forexample, Chairman and CEO). This last findingillustrates that successor's interests and demands (suchas organizational power) are also important indetermining the final match between manager and firm. Wealso find that, on average, the postsuccessionperformance of external successors is superior to thatof internal successors. This could indicate that theBoard of Directors faces an agency problem, leadingit to appoint too often from inside.     

Organizing Gender? Looking at Metaphors as Frames of Meaning in Gender/Organizational Texts

This article examines the ways in which the writing of gender and organizational theory has made use of metaphors to frame understanding about gender and gender relations. Key examples of different theoretical approaches to explaining gender difference within organizations are analysed as texts, to explore the ways in which rhetorical devices play a crucial role in constructing knowledges about women, men, and organizational life. In particular, three metaphors are uncovered: those of space, time and the sexual body. These have important connections with metaphors embedded in ‘mainstream’ (masculinist) organizational theory and are thus shown to construct our understanding of gender in particular, and somewhat limited, ways. However, in the second half of the article, alternative significations of these metaphors are explored. These suggest other readings which may open up the ways in which women, men and gender relations are framed within gender/organizational theoretical texts.     

Explaining the Effects of Child Sexual Abuse: A Behavior Analytic Conceptualization

ABSTRACT

In the last two decades, several authors have proposed conceptual models to explain the adverse effects of child sexual abuse (CSA). Although conceptual models have been proposed from broadly behavioral perspectives (e.g., cognitive behavioral), as yet there is no comprehensive behavior analytic conceptualization of the effect of CSA. In this article, the behavior analytic mechanisms used to explain the development and maintenance of behavior are described, with specific reference to how the mechanisms provide a comprehensive means of accounting for adverse reactions following CSA.     

Social Justice,Social Policy,and Social Work

ABSTRACT

This paper argues that the models underlying the conceptualization of social work functions affect the costs of integrating policy issues into practice, and, therefore, the probability that social justice goals will be pursued. An inclusive approach to policy design is seen as lowering those costs. The nature of the costs and how they vary between the models is discussed.