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We review and discuss theoretical approaches from both within and outside of institutional organization theory with regard to their specific insights on what we call “regionalized zones of meaning” – that is, clusters of social meaning that can be distinguished from one another, but at the same time interact and, in specific configurations, form distinct societies. We suggest that bringing meaning structures back into focus is important and may counter-balance the increasing preoccupation of institutional scholars with micro-foundations and the related emphasis on micro-level activities. We bring together central ideas from research on institutional logics with some foundational insights by Max Weber, Alfred Schütz, and German sociologists Rainer Lepsius and Karl-Siegbert Rehberg. In doing so, we also take a cautious look at “practices” by discussing their potential place and role in an institutional framework as well as by exploring generative conversations with proponents of practice theory. We wish to provide inspiration for institutional research interested in shared meaning structures, their relationships to one another, and how they translate into institutional orders.

Seeking an answer to the question “how does organizational identity change?” we analyze the visual identity marker of universities, namely logos, as time-related artifacts embodying visual scripts. Engaging with the Stinchcombe hypothesis, we identify five processes to the creation of visual identities of organizations: In addition to (1) imprinting (enactment of the contemporary script) and (2) imprinting-cum-inertia (persistent enactment of epochal scripts), we also identify (3) renewal (enactment of an up-to-date epochal script), (4) historization (enactment of a recovered older epochal script), and (5) multiplicity (simultaneous enactment of multiple epochal scripts). We argue that these processes work together to produce contemporary heterogeneity of visualized identity narratives of universities. We illustrate this, first, with a survey of the current-day logos of 814 university emblems in 20 countries from across the world. Second, drawing on archival and interview materials, we analyze the histories of exemplar university logos to illustrate the various time-related processes. Therefore, by interjecting history – as both time and process – into the analysis of the visualization of organizational identity, we both join with the phenomenological and semiotic analysis of visual material as well as demonstrate that history is not merely a fixed factor echoing imprinting and inertia but rather also includes several forms of engagement with temporality that are less deterministic. Overall, we argue that enactment engages with perceptions of time (imaginations of the past, present, and future) and with perceptions fixed by time (epochal imprinting and inertia) to produce heterogeneity in the visualization of organizational identity.

The purpose of this paper is to examine the changing cultural values that influence the perception of managers to leadership excellence in their organisations in Singapore.

Summated scales for the importance of excellent leader, personal qualities, managerial behaviours, organisational demands and environmental influences were developed using most of the items categorised by Selvarajah et al. (1995) and several other items rated highly in this study. A structural model was constructed to explain the relationship in excellence in leadership.

In all, 249 managers, from the three main ethnic groups: Chinese, Indians and Malays participated in this research. The findings suggest that ethnic differences are not strong determinants of managerial values in organisations in Singapore. However, gender is seen as a differentiating factor in the behavioural values of Singapore managers.

This study is purely an exploratory study and the size of the sample is not large enough to create purposeful causal relationships. Certainly the effect of ethnicity on the study should be explored further with a larger sample.

Singapore is a highly globalised country that attracts international investments. Statistics in Singapore clearly suggests that there is a sharp increase in women managers in employment. Therefore, understanding the changing behavioural values of managers of both sexes are important for a foreigner engaging with Singapore nationals.

This is the first study that looks at behavioural values of Singapore managers with regard to leadership excellence. The masculinity-femininity dimension is pronounced in the gender split.

Over the last years, and under the umbrella of the “sharing economy,” various new social practices and novel business models have been established worldwide. Such practices and models are perceived both as opportunity and challenge for existing (urban) public governance regimes. It is in this sense that the sharing economy has become a contested issue and regularly provokes bold governance responses. However, local governing authorities first need to interpret, negotiate, and establish what exactly is “at issue” in order to (re-)act adequately. While such “politics of signification” are well-studied, for instance, in social movements and public media discourse, research on the concerted framing activities of public administrations as well as on the strategic work that sets the stage for public policy-making is relatively sparse – and entirely lacking for the context of the sharing economy. In this chapter, the authors look behind the scenes of the policy-making in the City of Vienna, Austria. The empirical findings unearth six distinct mechanisms –“delimiting,” “negotiating,” “detailing,” “linking,” “justifying,” and “situating” – that are strategically applied to shape the “Viennese way” of governing the sharing economy. This research develops an in-depth understanding of what the authors conceptually dub “strategic issue work”: the manifold efforts that lead to, and underlie, in this case, the policy-making of a local government when it tries to come to terms with the governance challenges of the sharing economy.

The purpose of this paper is to develop contemporary entrepreneurial configurations of small firms and relates them to performance. Adding a process dimension, the authors extend the more commonly used resource and growth taxonomies in this field of research.

A review of current literature on small firm configurations is followed by a discussion of its dimensions, namely, context (external and internal environment), content (entrepreneurial orientation (EO)) and process (strategy making). These are related to perceived performance, using cluster analysis and ANOVA for a sample of 320 small New Zealand firms.

The results isolate young corporates, young simple and mature consolidator clusters. Young corporates outperform their counterparts in dynamic environments in how they use formal structures, and their high EO and generative strategy-making (GSM).

This study uses self-reporting measures and a cross-sectional design.

The findings show how young, small firms can enhance their performance practically by aligning the key dimensions of an entrepreneurial configuration. These firms could benefit from early formalization of systems and structures, a high EO, and by using a GSM approach.

The contribution is threefold. First, the authors empirically verify the existence of three clusters of small firms and then link these to perceived performance. Second, by basing the small-firm configurations on a content, context, process framework, the authors highlight the importance of aligning these dimensions to performance. Third, the authors find evidence of the role of early formalization to accompany GSM and EO if small firms want to improve performance outcomes.

This chapter explores the multiplicity, formation, and porosity of organizational boundaries in new, fluid forms of production. Conceptualizing them as “partial organizations,” we argue that both the intentional design of organizational elements (such as membership, hierarchy, rules, monitoring, and sanctioning) as well as unintended adjustments of “unorganized” aspects drive boundary formation and impact boundary porosity. In addition, we contend that structuring dynamics will create specific trajectories for boundaries over time. Empirically, we further our theoretical framework on the basis of an in-depth case study of the Apache open-source software community during its formative years (1995–2002). We find that both the salience and formalization of boundaries increase over time. However, different conceptions of boundaries (such as efficiency, competence, power, and identity) become salient at different points in time. While design and adjustment drive boundary formation with regard to all boundary conceptions in our empirical case, porosity develops differently for each of them. We also demonstrate that the formalization of boundaries does not necessarily reduce boundary porosity, but actually may increase it.

Despite the abundance of literature on management it seems that the quality of management has not improved enough to prevent scandals which have occurred in recent years. It could be that either the results of these studies have not been put to use in practice or that the results were biased because of the rather one‐sided focus on US managers in much of the leadership literature. As national cultures signal different determinants of high performance, there is a need for leadership research into the effectiveness characteristics of managers in non‐US countries. This article aims to develop an empirically validated profile of high performing managers in The Netherlands using a leadership framework developed in Asia.

Based on a sample of 808 Dutch managers and using the cross‐cultural framework of Excellent Leadership by Selvarajah et al., the profile of an excellent Dutch manager was derived.

The paper reveals that this profile can be described by a four‐dimensional factor structure consisting of managerial behaviours, environmental influences, personal qualities and organisational demands.

The main limitation of the research is that the findings are based on reports from a single source; namely managers' perceptions. Hence, common‐method effects may have inflated the correlations.

The results of the research can serve as guidelines for developing an empirically validated profile of high performance managers (HPMs) in other Western countries. They also have practical implications in that organizations can use the HPM profile to tailor their management development programs, evaluation and coaching programs, and recruiting processes in order to improve the quality of their managers.

To the best of the authors' knowledge, this is the first time a leadership framework developed in the Eastern world has been applied on Western managers, making this research one of the first of its kind. This is important because, as stated before, there is a strong need for research which extends the theoretical and practical basis of leadership theories from a solely Western focus to a more balanced Western‐Eastern focus. The results from this type of research can provide guidance for improving quality of management worldwide.

Purpose – The purpose of this paper is to investigate the relationship between unions, employee relations and the adoption of high performance work practices (HPWP). Design/methodology/approach – This study uses survey data collected from the senior members of the human resource management (HRM) function in 189 large Australian organisations. Findings – It was found that unions, when coupled with good employee relations, facilitate the adoption of HPWP and consequently have a positive impact on organisational competitiveness, contradicting the simplistic notion that unions are “bad for business”. Research limitations/implications – This study used cross‐sectional survey data from HRM managers, who while being the best single source of information, may have distorted their responses. Further research is required to confirm these results using several data sources collected from a larger sample over more than one time period. Practical implications – This research has implications for Government and organisation approaches to union presence and management in organisations. Social implications – This research contributes to HRM and organisational competitiveness, which has implications for GDP. Originality/value – This paper contributes to the debate on whether the individual and direct voice provided by HPWP is a substitute for union collective voice, with the associated implication that unions are unnecessary and even destructive to organisation competitive advantage.

The purpose of this paper is to investigate the key determinants of positive consumer behaviour associated with sports sponsorship. Using the consumer decision-making process and classical conditioning principles as an underpinning framework, it examines consumer perceptions of a sponsor, sponsored property and sponsorship activity relative to their intention of purchasing a sponsor's product or service. The purchase intention of consumers is analysed as an outcome of five significant constructs: event factors, sponsor factors, sponsorship factors, a pre-purchase response and the transfer of image values.

Data were collected from approximately 700 respondents using a validated survey instrument. Factor analysis and confirmatory factor analysis were used to analyse survey data. The conceptual model and hypotheses were tested using structural equation modelling.

The findings revealed that personal beliefs of consumers, sponsor-event fit and image transfer have a strong bearing on their post-event response, which further leads to a strong image transfer value. This is central to predicting a consumer's intention to purchase.

Both sponsors and sponsored properties must invest resources towards market research to facilitate the development and adherence of appropriate fit and congruence objectives. Most importantly, a holistic, consumer-centric approach to sponsorship examination offers marketers a guide to effective sponsorship planning and execution and a sound return for their investment.

Despite its potential importance hardly any research has previously been conducted in relation to the return on investment associated with sponsorship of major sporting events in Australia.

Intrapreneurs are those employees who identify and pursue opportunities in a firm. By pursuing these opportunities with new products, services or processes, intrapreneurial employees may influence the strategic direction of the firm, a process called intrapreneurial strategy-making. Little consideration has been given to how small firms may use this process to improve performance. To this end this paper describes the results of an empirical study conducted with 454 small firms. Analysis of the data indicates that intrapreneurial strategy-making has a significant positive relationship with firm performance, depending on the size of the firm, its organizational structure and the dynamism of the environment. It further shows that differentiation strategies may mediate this relationship.