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��ࡱ�>�� '` �r��abjbj{p{p2�::�y��.......bjjjj�brm�66666666�l�l�l�l�l�l�l$dnh�p:�l.�66��l..66m!!!�.6.6�l!��l!!..!6*`®�)��j�^!�l"m0rm!�p �p!!�0�p.�j06l�6!�,��666�l�l 666rm��bbb��bbb�bbb......��organization science volume 21, issue 2, mar/apr 2010 1. title: institutional change as an interactive process: the case of the modernization of the french cancer centers authors: patrick castel and erhard friedberg abstract: a good deal of strategic choice has been given back to organizations, which have become actors of their (only partial) compliance with institutional demands that they in turn contribute to shaping. the reported case of the successful modernization of the french cancer centers and their reinstatement as the leaders in their field contributes to a better understanding of the role of leadership in institutional change because it demonstrates a positional approach to institutional leadership. cancer centers' reformers were both central, because they were placed at the intersection of several potentially interdependent organizational fields or institutional spheres, and marginal to most but not all of them. this particular position of the change-entrepreneurs, with its relational constraints and also its resources, enabled them to initiate a successful drive for the transformation of the field of cancer care and also greatly explains the particular form it took. our analysis underscores the interactive nature of institutional change, where the motor of change simultaneously structures and is structured by the process it is driving and where the initiators of reform have to create their proper and specific combination of old and new in order to build an innovative dynamic. 2. title: certifications and reputation: determining the standard of desirability amidst uncertainty authors: scott d. graffin and andrew j. ward abstract: we develop a theory that examines how a particular type of third-party quality signal, certifications, influences an actor's long-term reputation by addressing two different types of uncertainty. the first type deals with the degree to which the capabilities of an actor can be inferred over time based on known performance dimensions. we label this technical uncertainty. the second type deals with assessing whether the perceived capabilities of the actor meet the standard of desirability, which we call performance standard uncertainty. we propose and test that certifications will positively influence the long-term reputation of actors in situations that involve minimal technical uncertainty, and that, across levels of technical performance, certifications will have an inverted u-shaped relationship with assessments of actors such that certifications will have the greatest impact on assessments of actors who are close to the uncertain standard of desirability. we test our hypotheses in the context of the voting for major league baseball's hall of fame, an environment where comprehensive technical performance measures leave little technical uncertainty. our results support our hypotheses and suggest that certifications can influence an actor's reputation by reducing performance standard uncertainty rather than just technical uncertainty, as previously presumed. 3. title: power asymmetry and learning in teams: the moderating role of performance feedback authors: gerben s. van der vegt, simon b. de jong, j. stuart bunderson, and eric molleman abstract: past research suggests that power asymmetry within teams can have a stifling effect on team learning and performance. we argue here that this effect is contingent on whether power advantages within a team are used to advance individual or collective interests. this study considers the moderating role of one factor that can influence the individual or collective orientation of team members�the type of performance feedback that a team receives. we propose that whereas individual feedback reinforces the negative effects of power asymmetry on team learning, group feedback fosters a collective orientation within a team that transforms power differences into a stimulus for team learning. analysis of multisource, multimethod data obtained from 218 individuals in 46 teams provided support for these hypotheses. results also suggested that team learning mediated the relationship between power asymmetry and team performance. these findings suggest that power asymmetry can be a resource for and not just an obstacle to team learning in power-asymmetric teams. 4. title: problems deciding: how the structure of make-or-buy decisions leads to transaction misalignment authors: matthew bidwell abstract: this paper explores how the structure of decision making affects the way that firms manage their boundaries. achieving transaction alignment requires firms to balance multiple goals. drawing on the behavioral theory of the firm, i note that firms often assign different goals to different organizational units. as a consequence, simple problems about whether to make or buy can be affected by multiple decisions taken by multiple, locally rational units. i use a case study of the management of it consultants in a financial services firm to explore how make-or-buy decisions are made. i find that senior managers at the firm focused on cost and organizational flexibility, whereas frontline managers concentrated on exploiting workers' existing knowledge. the narrow focus of these two groups interacted with the complex demands of transaction alignment to create three problems: separation of related decisions about internal capacity and project staffing, incomplete information when deciding on organizational capacity, and incentive misalignment in staffing consultants. these problems led the firm to become dependent on its consultants. i build on the case study to develop theoretical propositions about the characteristics of decisions and organizational structure that are most likely to lead boundary decisions to deviate from existing predictions. 5. title: why do firms divest? authors: heather berry abstract: in this paper, i examine how lower-cost production and new market opportunities influence the divestment decisions of firms. i argue that lower-cost production and new market opportunities in foreign markets can provide a better use of existing firm resources and posit that these opportunities are likely to influence firm divestment of home-country operations. the empirical results from a panel of 190 u.s. firms over a 20-year period (1981�2000) show that lower-cost production and new market opportunities influence the divestment decisions of firms. however, the results also reveal several interesting moderating influences on the hypothesized trade-offs and differences across the growth strategies of firms in low- and high-research and development intensive industries. by considering how and when investment in lower-cost production and new market opportunities impacts firm divestment decisions, this study examines divestment not only as a choice managers make when dealing with poor or struggling operations, but also as a response to better opportunities for firm resources in other markets. by focusing on the trade-offs managers make across product and geographic markets, this paper examines the role divestment can play in firm growth and expansion strategies. 6. title: the successful intelligence of high-growth entrepreneurs: links to new venture growth authors: j. robert baum and barbara j. bird abstract: we develop a model of successful intelligence in entrepreneurship. the model was tested through interviews with 22 printing industry ceos and responses from 143 founders of early-stage, high-growth printing and graphics businesses. successful intelligence combined with entrepreneurial self-efficacy to predict swift action and multiple improvement actions (repeated goal-driven changes). swift action and multiple improvement actions predicted higher subsequent venture growth across four years. this field study confirmed that successful intelligence consists of practical, analytical, and creative intelligence and that, together with entrepreneurial self-efficacy, it enables and motivates successful entrepreneurial behavior. intelligence has received little entrepreneurship research attention; however, this empirical study suggests that specific intelligences should be included as predictors in studies of venture outcomes. the two entrepreneurial behaviors developed here are useful concepts beyond the entrepreneurship domain. 7. title: cognitive processes of opportunity recognition: the role of structural alignment authors: denis a. gr�goire, pamela s. barr, and dean a. shepherd abstract: substantial gains can be made by individuals and organizations adept at detecting new opportunities. but how do business leaders do that concretely? organization research shows that managers are more inclined to identify threats than opportunities, but it is still not clear why this is the case. likewise, research points to several factors that may facilitate the recognition of opportunities. yet empirical observations have been limited by retrospective biases and other conceptual challenges. as a result, key questions remain not only about what factors facilitate the recognition of opportunities, but also about why these factors play such a role. to further understanding of these issues, we study the reasoning strategies that individuals mobilize for recognizing opportunities. we develop a model of opportunity recognition as a cognitive process of structural alignment, and analyze the think-aloud verbalizations of executive entrepreneurs as they try to recognize opportunities for new technologies. in contrast to prior research, the qualitative and quantitative data do not provide evidence that individuals use prototypes to recognize opportunities. instead, we find that different kinds of mental connections play different roles in the process of recognizing opportunities, with different consequences. we also document why and how prior knowledge may facilitate this process. by drawing attention to the cognitive underpinnings of opportunity recognition, we cast light on why it constitutes such a challenging task for individuals and organizations. in turn, this provides a useful basis for exploring the factors that explain why some individuals/organizations are able to recognize opportunities that others simply fail to see. 8. title: competition and beyond: problems and attention allocation in the organizational rulemaking process authors: bilian ni sullivan abstract: this study investigates how an organization allocates attention and generates solutions in response to new problems challenging existing routines, under the influences of different contexts surrounding problems and solutions. by examining the formation of airline safety rules by the federal aviation administration, i show that although different types of problems compete for attention at the rule proposal stage when the organization searches for solutions to problems, at the rule finalization stage, attention is guided by "urgency" induced by the aggregate flow of new problems, which interacts with certain institutional factors and with an a priori "priority" given to different types of rules. the implications of the study on theories of organizational attention are discussed. 9. title: faraway, yet so close: organizations in demographic flux authors: johannes m. pennings and filippo carlo wezel abstract: change in firm governance is often associated with inbound and outbound movements of key decision makers. this research extends that observation by treating mobility as a trigger of demographic change in management teams that, in turn, influences organizational survival. mobility occasions transformations in demographic profiles both within a firm and among firms sharing a competitive arena. in the former case, shifts in diversity may alter the quasi-resolution of conflict achieved by the firm's upper echelons, or, conversely, serve to inject novel views and ideas. in the latter case, migration may modify the demographic overlap among firms and thus rearrange their competitive positioning. we present here an empirical test of this two-pronged manifestation of demographic change and stress the moderating roles of team age and competitive intensity. 10. title: investigating the antecedents of team-based clan control: adding social capital as a predictor authors: laurie j. kirsch, dong-gil ko, and mark h. haney abstract: organizations are increasingly relying on team-based structures as work becomes more complex, nonroutine, and knowledge intensive. teams comprised of individuals with diverse skills and expertise may be well suited to perform such work. however, as teams become more prevalent, organizations may struggle with ways to exercise control. formal controls, with their focus on prespecified rules, performance targets, and hierarchical relationships, may be less effective in a teamwork environment than clan control, in which work-related behavior is motivated by shared norms and values, as well as a common vision, and individuals attempt to be accepted or "regular" members of a team. however, little is known about the antecedents of clan control. much of the existing empirical research on the antecedents of control has been influenced by ouchi's (ouchi, w. g. 1977. the relationship between organizational structure and organizational control. admin. sci. quart. 22 95�113) framework, which posits clan control is used when managers lack knowledge of means�ends relationships and are unable to measure outcomes. this paper adopts the view that clan control is a "people" or social process and argues that social capital, a construct that reflects connections and relationships among individuals, is a missing, key antecedent of clan control. in particular, we posit that the existence of social capital enables team members, as well as project managers, to facilitate clan control within a team, i.e., team-based clan control. a model is developed and hypotheses are tested using survey data collected from 95 information systems project teams. the results suggest that social capital assets are associated with team-based clan control. recognizing that the project manager typically has a different level of organizational authority than team members, additional hypotheses are developed relating characteristics of the project manager to team-based clan control. the results of these tests suggest that team-based clan control is also dependent on the manager's knowledge of business processes and the application area, coupled with the extent to which he observes the behaviors of the project team. thus, our results suggest that there are conditions under which team-based clan control is facilitated by the project team as a whole (including team members and project managers), as well as conditions under which team-based clan control is facilitated by project managers in their role as team leaders. implications and suggestions for future work are discussed. 11. title: a relational model of how high-performance work systems work authors: jody hoffer gittell, rob seidner, and julian wimbush abstract: in this paper we explore a causal mechanism through which high-performance work systems contribute to performance outcomes. we propose that high-performance work systems can improve organizational performance by strengthening relationships among employees who perform distinct functions, a pathway that is expected to be particularly important in settings characterized by highly interdependent work. in a nine-hospital study of patient care, we identify high-performance work practices that positively predict the strength of relational coordination among doctors, nurses, physical therapists, social workers, and case managers, in turn predicting quality and efficiency outcomes for their patients. relational coordination mediates the association between these high-performance work practices and outcomes, suggesting a relational pathway through which high-performance work systems work. 12. title: technology, organization, and structure�a morphogenetic approach authors: alistair mutch abstract: this article relates archer's morphogenetic approach, derived from the philosophical tradition of critical realism, to the use of information and communication technology in organizations. three gains are seen to accrue from this approach: greater clarity about the material properties of technology, links to broader structural conditions arising from the conceptualization of the relationship between agency and structure, and the potential to explore the importance of reflexivity in contemporary organizations, especially in conditions of the widespread use of information and communication technology. the importance of disaggregating the artifacts of this technology into levels and features is stressed to enable analysis to explore the specific impacts of particular combinations. this is developed through a discussion of data warehousing in connection with the attention being given to the importance of analytics in organizational strategies. key features are in wider aspects of the cultural and structural context, demonstrating the fruitfulness of a morphogenetic approach. 13. title: the multiplicity of institutional logics and the heterogeneity of organizational responses authors: royston greenwood, amalia mag�n d�az, stan xiao li, and jos� c�spedes lorente abstract: this paper shows that organizations in market settings face complex institutional contexts to which they respond in different though patterned ways. we show how both regional state logics and family logics impact on organizational responses to an overarching market logic. regional logics are particularly potent when the activities of firms, especially of large firms, are concentrated in regions whose governments champion regional distinctiveness and where the regional activities of the firm are significant. family logics affect the decision to downsize, especially in smaller firms. this paper advances institutional theory by showing the influences of nonmarket institutions on market behavior, contributes to the growing recognition of community influences, and highlights the importance of historical context. 14. title: a general framework for estimating multidimensional contingency fit authors: simon c. parker and arjen van witteloostuijn abstract: this paper develops a framework for estimating multidimensional fit. in the context of contingency thinking and the resource-based view of the firm, there is a clear need for quantitative approaches that integrate fit-as-deviation, fit-as-moderation, and fit-as-system perspectives, implying that the impact on organizational performance of series of bivariate (mis)fits and bundles of multiple (mis)fits are estimated in an integrated fashion. our approach offers opportunities to do precisely this. moreover, we suggest summary statistics that can be applied to test for the (non)significance of fit linkages at both the disaggregated level of individual bivariate interactions, as well as the aggregated level of groups of multivariate interactions. we systematically compare our approach with extant alternatives using simulations, including the fit-as-mediation alternative. we find that our approach outperforms these established alternatives by including fit-as-moderation and fit-as-deviation as special cases, by being better able to capture the nature of the underlying fit structure in the data and by being relatively robust to mismeasurements, small sample sizes, and collinearity. we conclude by discussing our method's advantages and disadvantages. 15. title: different roles, different strokes: organizing virtual customer environments to promote two types of customer contributions authors: satish nambisan and robert a. baron abstract: in recent years, many companies have established virtual customer environments (vces) that offer facilities ranging from online discussion forums to virtual product design centers to partner with their customers in product development and product support activities. in this study, we focus on one form of vce, online customer forums, and propose that the relevance of four distinct theoretical perspectives�social capital theory, social exchange theory, involvement, and social identity theory�to explaining customer participation will be contingent on the nature of the customer contribution context, that is, whether the contributions are to the customer community (through product support) or to the company (through product ideation). we propose a model suggesting that customers' prosocial behavior and expectations of private rewards will shape contributions to the community, whereas their perceived innovation partnership with the company and expectations of private rewards will shape a contribution to the company. we also contend that these effects will be moderated by customers' identification with the community and with the company. our empirical findings offer support for the model and indicate that online customer forums (and more broadly vces) should be tailored to fit the nature of customer contribution sought. implications for research and practice in customer co-innovation, online peer-to-peer communities, and customer relationship management are discussed. 16. title: organizational attributes and the distribution of rewards in a region: managerial firms vs. knowledge clusters authors: alfonso gambardella and marco s. giarratana abstract: this paper expands the organization theory and evidence on regional industrial agglomerations. we define regional economic activities according to the attributes of the organizations that populate a region and investigate how organizational characteristics influence macro-outcomes at a regional economic level. we focus on two dimensions emerging from two widely known organizational forms: the managerial corporation and the knowledge cluster with a marked orientation toward interfirm knowledge spillovers. we use an original data set of 146 u.s. cities to obtain variations in the extent to which they are populated by managerial firms or knowledge clusters. by utilizing city-level measures of managerial salaries, we test how the intensity of managerial corporation versus knowledge cluster characteristics affects the mean and dispersion of the "rewards" of cities. our evidence suggests that higher managerial corporate characteristics lower the variability of rewards, while they have no effect on the mean of rewards. higher-knowledge cluster characteristics produce both higher dispersion and higher expected rewards. we explain these results by looking at the different learning mechanisms of the two organizational types. in so doing, we highlight the role of intra- and interfirm knowledge 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