Coalitions are informal and interdependent groups of actors operating within organizations, yet their effects in organizations are not widely understood. In this paper, we develop a model of coalition formation and functioning inside organizations. By extrapolating the behavioral intentions (i.e., altruistic or antagonistic) and compositional differences (i.e., supplementary or complementary) among these informal group structures, we classify coalitions into four forms (i.e., lobby, cartel, circle, and alliance), theorizing how each coalition form affects work role innovation, resource allocations, and work performance. Our conceptualization helps clarify previous theoretical inconsistencies and establish an agenda for the study of coalitions at work. Furthermore, this paper provides insights into the ways that coalitions support or impede the organization’s objectives.
Munyon, T., Summers, J., Brouer, R. and Treadway, D. (2014), "The implications of coalition forms for work role innovation, resource reallocation, and performance", Research in Personnel and Human Resources Management (Research in Personnel and Human Resources Management, Vol. 32), Emerald Group Publishing Limited, pp. 65-97. https://doi.org/10.1108/S0742-730120140000032000Download as .RIS
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