Theories of Institutions

The human condition teems with institutions – intertemporal social arrangements that shape human relations in support of particular values – and the social scientific work developed over the last five decades aimed at understanding them is similarly vast and diverse. This book synthesizes scholarship from across the social sciences, with special focus on political science, sociology, economics, and organizational studies. Drawing out institutions' essentially social and temporal qualities and their varying relationships to efficiency and power, the authors identify more underlying similarity in understandings of institutional origins, maintenance, and change than emerges from overviews from within any given disciplinary tradition. Most importantly, Theories of Institutions identifies dozens of avenues for cross-fertilization, the pursuit of which can help keep this broad and inherently diverse field of study vibrant for future generations of scholars.

Foreign Language Acquisition, Bilingualism, and Biculturalism

Biculturals (i.e., individuals who have experienced and internalized more than one culture) are recognized as a growing demographic, and as such will become important stakeholders in organizations. An emerging stream of research from psychology and organizational studies indicates that bicultural individuals have a particular set of cognitive skills and competencies that can contribute to the performance of international teams. However, research on biculturals in organizations is facing conceptual and methodological limits due to the complex nature of the construct of culture. While the constructs of culture and language are distinct, they are undoubtedly interwoven; hence, the latter may become a tool to analyze the phenomenon of biculturalism. In this chapter, the authors analyze the literature on social identity, foreign language acquisition, and bilingualism to find potential solutions for these critical challenges.

A comprehensive conceptual and bibliometric study of person-centered methodologies

Person-centered approaches, such as latent profile analysis (LPA) and qualitative comparative analysis (QCA), have gained in popularity in organizational scholarship because of their ability to provide insight into how interrelations between a group of conditions can lead to a particular outcome. Despite the growing acceptance of person-centered approaches in social science research, traditional variable-centered approaches continue to prevail, although their dominance is increasingly questioned. This paper offers in-depth analysis of the current state of QCA and LPA from both a conceptual and a bibliometric perspective. This study thus aims to contextualize the role of person-centered methodologies in organizational scholarship. This aim is important, given the significance of exploring novel approaches to advance knowledge in organizational research. This paper provides scholars with quantifiable and readily comparable information on the use of these emerging but promising methods in organizational studies. Ultimately, this scientific contribution sheds light on the current and prospective applications of person-centered methods in research. Moreover, it offers scholars who are considering applying these methods objective analysis of the scientific production in this area thus far.

Institutional Work: A Review and Framework based on Semantic and Thematic Analysis

Institutional work as a concept has evolved and diffused beyond roots in management and organizational studies since it was first defined by Lawrence and Suddaby (2006). A diverse literature and recent criticism call for an extensive review of the field. We conducted a systematic review of 452 peer-reviewed articles in 185 different journals published from March 2006 to December 2019. Semantic analysis revealed changes in topics over time, the rise of institutional maintenance, and a focus on individuals and agency. Using thematic analysis, we inductively categorized the claimed contributions to institutional work as theory combining, actors, contexts, institutional work types, representations, and methodology. The findings led us to develop an integrative conceptual framework for future institutional work study built around setting, motivations, types, and outcomes. We visualized the discourse around institutional work, growth of key themes from early theorizing, and an original process model.

Counter-hegemonic leadership for democratic alter-politics in our times

This article sets out to grapple with strategic challenges facing democratic alter-politics in our times, dwelling on the question of leadership to explore ways of overcoming the frailties and risks that beset grassroots collective agency for democratic renewal. Discussion begins thus by fleshing out the notion of contemporary democratic alter-politics which breaks both with top-down statist rule and conventional activism, fostering openness, diversity, assembly-based democracy, attention to process, egalitarianism, prefiguration, work in everyday life along with mass mobilization, and engagement with institutions to effect change. In a second step, the argument brings out the strategic limitations of this alter-politics by engaging with relevant theories and reflections on strategy. The following key part of the article sketches the outlines of a strategy of counter-hegemony that could tackle some of these limitations by reconfiguring democratic leadership. Drawing on recent social movements and organizational studies, critical analysis will seek to indicate how the pursuit of effective leadership can be aligned with the alter-politics of egalitarian collective self-direction to boost and expand it in the political circumstances of the present. The nub of the argument is that ‘another leadership’ that is assembly-based, technopolitical, reflective, distributed, ‘servant’, and feminized can further democratic alter-politics.

Exploring risk culture controls: to what extent can the development of organizational risk culture be controlled and how?

Purpose This study aims to explore the controllability of risk culture, identify and categorize risk culture controls used in firms and explore how industry and ownership structure affect the use of different risk culture controls. Design/methodology/approach This explorative study is based on 32 semi-structured interviews with 37 participants who are heads of risk management or top managers in German firms from different industries with different ownership structures. Findings Interviewees perceive risk culture to be largely controllable. The authors identify a wide spectrum of risk culture controls, ranging from leadership and motivational controls to risk competence controls; in each category, the authors find value-, symbol- and clan-based controls. Leadership controls were most extensively discussed by the interviewees. The use of risk culture controls varied based on industry and ownership structure. Research limitations/implications Due to the explorative character of the approach, the authors cannot claim representativeness for the results. The study is limited to one point in time and to a German sample. The findings imply that companies should select risk culture controls according to their own context and that implementation requires support by the top and middle management. Originality/value The authors respond to the call for more organizational studies on risk management that consider cultural paradigms (Arena et al., 2010; Mikes, 2011; Power, 2009). The study systematically identifies risk culture controls used in corporate practice and categorizes them. It provides tentative evidence of the relevance of context-specific factors for the use of risk culture controls.

The role of discourse in establishing an enabling context for organizational knowledge creation: An ethnographic study

<p>The field of knowledge creation within organizational studies has pointed to the importance of an organization establishing an enabling context for fostering innovation and knowledge production. Factors identified as critical for enabling include the existence of structures and practices that foster solid collegial relations and enact a climate of care. Based on ethnographic research, this thesis adopts a broadly sociolinguistic approach to an exploration of interpersonal relations within a New Zealand IT company, in order to identify the ways in which a knowledge enabling context is instantiated. Using, in particular, the rapport management framework developed by Helen Spencer-Oatey (2000, 2008) and highlighting the variable of participant relations, the study analyses the discourse of the organization as both language and action, to provide a more extensive account than has so far been achieved in the knowledge enabling literature, as well as extending the sociolinguistic work on language in the workplace into new domains of discourse. The study shows that facilitation of and support for collegial relations occurs at all levels of the selected organization, from the spatial configuration and connectivity of the organization as a whole, through its component social structures, to the management of relations across levels of hierarchy. At the level of the organization as a whole, one organizational activity - the weekly company meeting - through its frequency, regularity, inclusiveness and management, facilitates and sustains collegial relations in multiple and distinctive ways. Two distinct kinds of organizational community are identified: the widely recognized community of practice (CofP); and a different kind of community, referred to in knowledge creation literature as a micro-community of knowledge. As well as identifying distinctive characteristics of these two communities, the analyses show that rapport is managed differently in each, while shedding new light on the productive interdependence of these two types of community. An interactional ethos characterized by care is reflected in the communication style at all levels of the organization. Despite substantial differences in power and status, the study finds that associative expressiveness, low distance and generally positive affect dominate interaction throughout. In closing, this thesis discusses the implications for future research into knowledge creation. It suggests, in particular, that including considerations of spatiality in the analytical framework has potential to contribute further to the field of language in the workplace through its influence as a vector of interaction.</p>

The role of discourse in establishing an enabling context for organizational knowledge creation: An ethnographic study

<p>The field of knowledge creation within organizational studies has pointed to the importance of an organization establishing an enabling context for fostering innovation and knowledge production. Factors identified as critical for enabling include the existence of structures and practices that foster solid collegial relations and enact a climate of care. Based on ethnographic research, this thesis adopts a broadly sociolinguistic approach to an exploration of interpersonal relations within a New Zealand IT company, in order to identify the ways in which a knowledge enabling context is instantiated. Using, in particular, the rapport management framework developed by Helen Spencer-Oatey (2000, 2008) and highlighting the variable of participant relations, the study analyses the discourse of the organization as both language and action, to provide a more extensive account than has so far been achieved in the knowledge enabling literature, as well as extending the sociolinguistic work on language in the workplace into new domains of discourse. The study shows that facilitation of and support for collegial relations occurs at all levels of the selected organization, from the spatial configuration and connectivity of the organization as a whole, through its component social structures, to the management of relations across levels of hierarchy. At the level of the organization as a whole, one organizational activity - the weekly company meeting - through its frequency, regularity, inclusiveness and management, facilitates and sustains collegial relations in multiple and distinctive ways. Two distinct kinds of organizational community are identified: the widely recognized community of practice (CofP); and a different kind of community, referred to in knowledge creation literature as a micro-community of knowledge. As well as identifying distinctive characteristics of these two communities, the analyses show that rapport is managed differently in each, while shedding new light on the productive interdependence of these two types of community. An interactional ethos characterized by care is reflected in the communication style at all levels of the organization. Despite substantial differences in power and status, the study finds that associative expressiveness, low distance and generally positive affect dominate interaction throughout. In closing, this thesis discusses the implications for future research into knowledge creation. It suggests, in particular, that including considerations of spatiality in the analytical framework has potential to contribute further to the field of language in the workplace through its influence as a vector of interaction.</p>