Air canada vs. canadi>n: competition and merger in the framing of airline culture ∗

This paper is concerned with airlines, metaphors and organizational cultures. Specifically the paper seeks to answer the question, ‘why, when so many political and economic commentators are agreed that Canada has only room for one viable airline, has it proven impossible to merge the country's two main commercial airlines?’ To answer the question we draw upon Jenkin's (1994) critical historiographic approach, focusing on the development of the organizational cultures and associated discourses of each airline over time. In the process the paper traces the metaphorical use of the concept of competition in the development of the commercial airline business in Canada. We conclude that the culture of an organization may not, of itself, be enough to explain certain organizational outcomes (e.g., a failure to form a merger or alliance) - particularly organizations that are, in large part, dependent on broad policy concerns, but that broader social discourses (e.g., government policy), mediated by specific organizational cultures, may be the major influence.     

“Vision,passion, and care:” The impact of charismatic executive leadership communication on employee trust and support for organizational change

This study explored how charismatic executive leadership communication during change influences employees’ attitudinal and behavioral reaction toward change. Specifically, it proposed and tested a conceptual model that links charismatic executive leadership communication during change, characterized by envisioning, energizing, and enabling behaviors, employee organizational trust during change, and employees’ openness to change and behavioral support for change (i.e., cooperation and championing). Through an online survey of 439 employees who had experienced a company-wide organizational change in the past two years in the United States, results showed that charismatic executive leadership communication during change positively influenced employee organizational trust, openness to change, and behavioral support for change. Employee trust toward the organization during change positively influenced employee openness to change, which in turn, contributed to employee behavioral support for change. Employee trust was revealed as a partial mediator for the positive impact of charismatic executive leadership communication during change on employee openness to change and behavioral support for change. Theoretical and practical implications of the findings are discussed.     

Exploring the association between alcohol,marijuana, and secondhand effects with rural college students

ABSTRACT

The current study investigated the association between secondhand effects and personal consequences with substance use in a sample of rural college students (N = 412; 55.1% women; 92.2% white/non-Hispanic). The study extends the body of secondhand effects research by (a) investigating the association of marijuana use with the experience of secondhand effects; (b) examining the association of onset risk of substance use (< 18 years old) with the experience of secondhand effects; (c) exploring the multiplicity of experienced effects associated with substance use by employing a four-category typology that exhaustively represents exposure to secondhand effects and personal consequences. Bivariate and multiple regression analyses were used to evaluate the data. The majority of students (90.3%) experienced undesirable effects from substance use, with 15% reporting only secondhand effects, 28.5% only personal consequences, and 46.8% reporting both secondhand effects and personal consequences. Residing on-campus, onset risk, and past 30-day alcohol or marijuana use increased risk for experiencing personal consequences and the combination of secondhand effects and personal consequences. Secondhand effects are likely to compound the harm for substance users because they often experience both secondhand effects and personal consequences.     

The effects of power on prosocial outcomes: A self-validation analysis

The present research distinguishes between primary (cognitive) and secondary (metacognitive) processes in the domain of power. Power is a central construct in economic decision making, influencing people’s thoughts and behavior in organizational, political, consumer, and interpersonal contexts. Whereas most research has discussed ways that power can influence primary cognition (e.g., increased self-focused thoughts, heuristic processing), we examine how power can influence secondary cognition (i.e., thinking about thinking). We argue that high (relative to low) power can increase reliance on one’s current thoughts, magnifying their influence on judgment. If thoughts are antisocial (prosocial), increased power will produce more antisocial (prosocial) judgments and behavior. We activated prosocial or antisocial concepts through priming before activating powerfulness or powerlessness. As predicted, primes impacted people’s self-perceptions of cooperation (Experiment 1) and the extent to which they were willing to help others (Experiment 2) when induced to feel powerful, but not when led to feel powerless.     

Grazing,exploring and networking for sustainability-oriented innovations in learning-action networks: an SME perspective

With sustainability-oriented innovations (SOIs) small- and medium-sized enterprises (SMEs) can conquer niche markets, cut resource usage and improve the quality of life. SMEs follow different strategic orientations for SOIs. They are conditioned by their organizational structures, capabilities and interaction with the business, regulatory and knowledge network. Usually, SMEs find it easier to span their boundaries to the business network. This research explores, in a longitudinal multi-case study, how the interaction with the knowledge network can condition an SME's strategic orientation. In the analysis of a learning-action network established by a research institute, three network-patterns (grazer, explorer and networker) are observed which result from different SME boundary-spanning processes. A central role is played by the boundary spanners who influence to which degree the SME can build up exploratory and exploitative learning capabilities to further deploy, push forward or generically develop its strategic orientation for SOIs in interaction with the knowledge network.     

A network centrality bias: Central individuals in workplace networks have more supportive coworkers

Combining the results of two empirical studies, we investigate the role of alters’ motivation in explaining change in ego’s network position over time. People high in communal motives, who are prone to supportive and altruistic behavior in their interactions with others as a way to gain social acceptance, prefer to establish ties with co-workers occupying central positions in organizational social networks. This effect results in a systematic network centrality bias: The personal network of central individuals (individuals with many incoming ties from colleagues) is more likely to contain more supportive and altruistic people than the personal network of individuals who are less central (individuals with fewer incoming ties). This result opens the door to the possibility that the effects of centrality so frequently documented in empirical studies may be due, at least in part, to characteristics of the alters in an ego’s personal community, rather than to egos themselves. Our findings invite further empirical research on how alters’ motives affect the returns that people can reap from their personal networks in organizations.     

Does “network closure” beef up firms’ performance?

In this paper we study whether “network closure” in the supply chain can explain the heterogeneity observed in firms’ performance. Using unique panel data on trade flows among beef farms in the Italian region of Piedmont, we analyze a sequential supply chain characterized by the co-existence of two production goods: domestic cattle, of lower quality but less risky, and imported cattle, of higher quality but exposed to higher risks. Our findings indicate that network closure, a characteristic commonly linked to the enhancement of trustworthy relations and mutual cooperation, is associated with an increase in the performance of farms adopting the riskier production system. On the other hand, network closure does not affect the performance of farms using the more traditional and mature technology. Thus, trust may promote the use of inputs of superior quality.     

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.     

Studying the Gendering of Organizational Culture Over Time: Concerns,Issues and Strategies

Beginning with the premise that ‘organizational culture’ is a useful heuristic for the study of gender at work, this article focuses on the problem of studying the culture of organizations over time, setting out to demonstrate how the social construction of corporate history has, until now, lent itself to gendered notions of business practices. Arguing that history itself is but one of a series of discourses about the world, the article outlines a feminist strategy for the study of organizational culture over time that includes: (i) feminist historiography as history written from a feminist point of view; (ii) a commitment to the notion of history as discourse rooted in the present; (iii) a view of women’s rights development as a paradoxical process of progress and regress; (iv) a gender focus approach that studies the impact of discrimination on the social construction of masculinity/femininity and sexual preference; and (v) an approach that is sensitive to the contextualization of gender. British Airways is used as a case study to illustrate some of the problems of historic re/construction and feminist historiography.     

How to search a social network

We address the question of how participants in a small world experiment are able to find short paths in a social network using only local information about their immediate contacts. We simulate such experiments on a network of actual email contacts within an organization as well as on a student social networking website. On the email network we find that small world search strategies using a contact’s position in physical space or in an organizational hierarchy relative to the target can effectively be used to locate most individuals. However, we find that in the online student network, where the data is incomplete and hierarchical structures are not well defined, local search strategies are less effective. We compare our findings to recent theoretical hypotheses about underlying social structure that would enable these simple search strategies to succeed and discuss the implications to social software design.     

A behavior genetic analysis of the tendency for youth to associate according to GPA

Behavior genetic research has revealed that many “environmental” variables are partially influenced by genetic factors. Known as gene–environment correlation (rGE), this line of scholarship provides insight on how and why individuals select into certain environments. Juxtaposing this body of evidence with research on peer group homophily—the tendency for peers to resemble one another on certain traits such as academic ability—raised two research hypotheses: (1) youth will associate with peers who receive grades similar to themselves (i.e., homophily for GPA); and (2) a portion of the variance in peer group GPA (i.e., the peer network average GPA) will be explained by individuals’ genetic self-selection into the peer group (rGE). The results supported both hypotheses by showing a strong predictive relationship between the target individual's GPA and that of his/her peers and by revealing that 72% of the variance in peer group GPA was explained by genetic influences.     

Turning bad into good: How resilience resources protect organizations from demanding work environments

An organization’s survival and its performance are often connected to employees’ well-being, which in intensive work conditions can be compromised by employee exhaustion. To date, the last economic crisis has forced several companies to downsize and leave the remaining employees facing higher job demands and vulnerability toward job exhaustion. The present study investigates whether resilience together with other personal resources can function as a psychological shield through a mediation and/or moderation process that mitigate the emergence of burnout. Based on a sample of employees from three different Italian companies (N?=?208), our results confirmed that “resilience resources” (i.e., resilience, self-efficacy, self-regulation) mediated the relationship between job demands, exhaustion, and task performance (i.e., energetic process). These results suggest that organizational environments characterized by challenging demands are likely to foster the development of resilience resources to cope with the emergence of potentially harming processes.     

Understanding the Compensation of Nonprofit Executive Directors: Examining the Influence of Performance and Organizational Characteristics

In this study we aimed to provide a better understanding of executive compensation in nonprofit organizations. We examined factors including organizational size, market, subsector, organizational type, staffing level, and organizational performance as potential influences driving variation across the nonprofit sector. The models utilize data on the population of nonprofit organizations required to file Form 990 returns with the Internal Revenue Service in order to broadly examine compensation. The results indicate associations between various measures of performance and compensation in nonprofit orga‐nizations and also suggest that different types of nonprofits may be sensitive to different measures of performance.     

The duality of world cities and firms: comparing networks,hierarchies, and inequalities in the global economy

Much of the research on globalization conceives of the global economy as structured by networks among places, while separately organizational research has examined the role of networks among firms in structuring competition, collaboration, and cooperation. In both cases, position and centrality within the network confers certain advantages and disadvantages, the distribution of which defines a hierarchy. In this article, I explore the idea of dual networks of world cities and firms, then use Breiger's approach to define two such networks: one among 313 world cities, another among 100 advanced producer service firms. Comparison of the degree of inequality in the hierarchies implied by these networks suggest that world city hierarchies are steeper than firm hierarchies (that is there is greater inequality among cities). Thus, even under conditions of footloose global capitalism, place still matters: where a producer is located has more impact than who provides support services.     

Social Contacts and the Economic Performance of Immigrants: A Panel Study of Immigrants in Germany

Using data from the German Socio‐Economic Panel, we examined the impact of social contacts on immigrant occupational status and income. In addition to general social contacts, we also analyzed the effects of bonding (i.e., co‐ethnic) and bridging (i.e., inter‐ethnic) ties on economic outcomes. Results show that general social contacts have a positive effect on the occupational status and, in particular, annual income of immigrants. We also find that bridging ties with Germans lead to higher occupational status, but not to increased income. These effects remain visible even when social contacts are measured (at least) 1 year prior to the economic outcomes, as well as when earlier investments in German human capital are considered. Finally, we show that co‐ethnic concentration in the region of residence weakly affects economic returns to German language proficiency and schooling.     

Dynamics of tax evasion with back auditing,social norm updating,and public goods provision – An agent-based simulation

Income tax evasion dynamics and social interactions are analyzed with an agent-based model in heterogeneous populations. One novelty is the combined analysis of back auditing and ageing, which allows for incorporating psychological findings with respect to social norm updating over a taxpayer’s life cycle. Another novelty concerns individual’s social behavior regarding a Pareto-optimal provision of public goods. Simulation results support the counterintuitive conclusion drawn elsewhere in the literature that income tax compliance may decrease with raising marginal per capita returns (MPCRs). Yet, back auditing seems to have by far the strongest impact on the dynamics of fiscal fraud and also can help to curb the extent of tax evasion (ETE).     

Prestige in social dilemmas: A network analytic approach to cooperation among Bogotá’s art organizations

What brings about cooperation in social dilemmas? The literature has proposed motivational and strategic solutions to social dilemmas. In motivational solutions, actors cooperate because they care about fairness. In strategic solutions actors cooperate because their chances to exploit others are reduced. This paper argues that actors also cooperate in order to gain prestige. The effect of prestige on cooperation is examined relying on a unique set of network and covariate data on art organizations (museums, independent art spaces, galleries and art foundations) in Bogotá, the capital of Colombia. Bogotá is a not a very likely environment for cooperation, since distrust is still widespread after a long civil war. The temporal exponential random graph models predict dyadic cooperation (i.e., between two actors) based on past and present cooperation in the network as well as of the organizations’ characteristics. The analysis thus controls for the effect of actors’ past and present interaction on the present cooperation dilemma. The paper shows that prestige affects cooperation in social dilemmas independent of past and present interactions.     

EMISSION TAXES,CLEAN TECHNOLOGY COOPERATION,AND PRODUCT MARKET COLLUSION: EXPERIMENTAL EVIDENCE

We use a laboratory experiment to study the link between cooperative research and development (R&D) in clean technology and collusion in a downstream product market in the presence of a time‐consistent emissions tax. Such a tax creates additional interconnections between firms, in addition to the standard technological spillovers. Our results show a strong link between R&D cooperation and market collusion under symmetric R&D spillovers in a duopoly, but when the spillovers are asymmetric, R&D cooperation does not necessarily result in collusion. With symmetric spillovers, the link between R&D cooperation and collusion remains strong even in three‐ and four‐firm industries. (JEL C90, L5, O30, Q55)     

Cultural Change in the Kibbutz Factory ‘Bereshit’(Genesis): An Israeli Case Study

Abstract

Cultural changes in the ‘Bereshit’ factory have been influenced by the privatization process that has engulfed the majority of Israeli kibbutzim. In the wake of organizational difficulties and economic losses, the kibbutz management (the factory owner) appointed as factory manager someone from the outside to oversee changes, a person without commitment to current factory workers who were kibbutz members as well. This change of management accelerated the inevitable processes of change: the collectivist culture that had previously favoured kibbutz members and assigned primary importance to them, evolved into a far more capitalistic one. Today the factory is managed along purely business lines that leave no room for any obligations toward individuals. Nevertheless, the new management has adopted a dual value system: on the one hand, it supports a materialist and capitalistic approach to the worker, but on the other it fosters the image of the factory as a ‘home’ that both preserves classic collectivist values and expects its workers to feel a primary and familial obligation to ‘Bereshit’. This duality is examined in light of Schwarz’s organizational culture model.     

Re-casting shakespeare: gendered performances and performativity of leadership

The executive development courses offered jointly by the Praxis Centre of Cranfield University's School of Management and Shakespeare's Globe Theatre in the summer of 1999 and 2000 were the impulse for this article. I respond to the gendered implications of re-presenting and performing Shakespearean roles as a training guide to leadership and business success. My critical analysis adapts Lyotard's (1984) market performativity and Butler's (1990) gender performativity to pose the promise and perils of performing leadership roles based on Shakespeare's characters. This paper re-presents a performative instance of resistance to the dominant masculine metaphors that management education draws out of Shakespeare. I interrupt the play and re-cast the organizational leader and performance consultant as a moral agent who performs the service discourse of the feminine-in-management based on ‘the Other’ in Shakespeare.