Search results

In this chapter, we argue that beyond the self-enhancement motive (i.e., the desire for a positive identity), other identity motives play a significant, yet underspecified role in homogeneous and diverse groups. In particular, we explore how the desire for self-verification, belonging, and distinctiveness offer alternative and, at times, even contradictory explanations for findings typically attributed to self-enhancement. We also consider the ways in which these motives are influenced in homogenous and diverse groups and the effects they have on group processes and performance. Through our examination, we aim to stimulate research on the role of multiple identity motives in homogenous and diverse groups.

How do cultural organizations handle the competing demands of isomorphism and differentiation? Strategic balance theory is a promising point of departure. Proponents argue that while isomorphism contributes to legitimacy, differentiation minimizes competition through innovation or niche control. However, most research has focused on successful cases of optimal performance in core or world cities. I introduce data from three seasons (250+ hours) of ethnographic research on fashion weeks in both a core city and semi-peripheral city. I find that geography acts as a structural barrier to competition: while semi-peripheral producers pursue some standards of fashion capitals in world cities, they cannot compete on the basis of style. Rather than optimizing through strategic balance, cultural organizations embrace a double edge of legitimation. Their sub-optimal vision of organizational survival cultivates legitimacy from available but symbolically polluting sources. Imperfect imitation is suggested instead as a viable legitimation strategy. I call for more attention to semi-peripheral geography and imperfect imitation in culture industry research.

Purpose – This chapter presents a social emotions-based analysis of justice dynamics, emphasizing the important influence of social emotions (e.g., envy, empathy, schadenfreude, and vicarious joy) on justice judgments and reactions. The chapter also identifies a dimension for organizing social emotions, based on the degree of congruence they reflect between self and other. Congruent social emotions align the individual experiencing the emotion with the individual who is the target of their emotion, thus leading individuals to reason about and perceive justice in ways that are aligned with the target. Conversely, incongruent social emotions create misalignment and lead to justice perceptions that are misaligned and oppositional with regard to the target.

Methodology/approach – The chapter is informed by research suggesting that justice judgments are subjective. We consider the perspective of each of the key parties to justice (i.e., decision makers, justice recipients, and third parties) to evaluate the effect of (in)congruent social emotions on justice.

Findings – The core argument advanced in the chapter is that the (in)congruence of parties’ social emotions shape whether people evaluate the outcomes, procedures, and treatment encountered by a target as being fair. Fairness judgments, in turn, shape parties’ actions and reactions.

Originality/value – The chapter is the first to offer a framework integrating research on organizational justice with research on social emotions, arguing that social emotions strike at the very foundation of justice dynamics in groups and teams. In addition, the congruence dimension described in the chapter offers a novel and potentially important way of thinking about social emotions.

Market actors are simultaneously constrained and enabled by the structures they operate within, which opens opportunities for strategic actors. We build on cultural entrepreneurship and market category research to advance an agency-based perspective that brings together research streams on positioning for optimal distinctiveness and shaping with category strategy. We distinguish legitimating narratives for an individual position from initiatives aimed at category construction, and propose that linking these is a basis for strategic advantage. Market transformation involves strategic actors crafting differentiating stories that make an individual position compelling, and then extending these narratives to construct an abstract schema that creatively combines cultural defaults. We further highlight that transformative agency requires an engaged audience, such that stakeholders are willing to consider a new narrative.

Although the organizational identity (OI) construct (Albert & Whetten, 1985) is now in its fourth decade, research in the field has been somewhat uneven, particularly with respect to an essentialist view and hypothetico-deductive type of studies. Believing that this stems in large part from insufficient construct clarity (Suddaby, 2010), this theory-development initiative presents an expanded conceptual framework. The authors exploit several key elements of individual identity and make the case for using these as the basis for conceptualizing an organizational-level equivalent. Starting with the premise that an individual’s identity is the product of comparisons, two dimensions are identified: the type of comparison (similarity, difference), referred to as the “identity conundrum,” and the object of comparison (self–other, self–self), referred to as the “identity perspective.” The authors then propose a four-cell distinctive conceptual domain for OI and explore its implications for scholarship.

One of the biggest challenges facing global organizations is the ability of leadership and International Human Resource Management (IHRM) professionals to capture the positive outcomes of a diverse workforce while fostering inclusion amongst its workers. New theory based upon optimal distinctiveness theory has challenged researchers to approach inclusion in a holistic manner, transcending political boundaries and cultural meanings of diversity to instead promote the uniqueness of individuals within-group belongingness. This chapter proposes a theoretical model that suggests leader capabilities such as global mindset can foster inclusiveness while reaping the benefits of unique backgrounds and diverse ideas. Two important individual-level outcomes of inclusiveness are presented: creativity and psychological safety. Also discussed are implications for strategic IHRM through recruitment, selection, talent management, and performance management activities.

To fulfill their economic and social missions, it is imperative yet challenging for hybrid ventures to demonstrate legitimacy (fitting in) while simultaneously projecting distinctiveness (standing out). One important means for doing so is by adopting and promoting the recent B Corporation certification. Drawing on a comprehensive analysis of the emergence of this certification, we argue that when it comes to promoting their businesses, hybrid ventures should not adopt a one size fits all approach. Rather, their promotion strategies need to be adapted to their specific contexts. We theorize and develop a typology of certification promotion strategies for hybrid ventures based on the relative prevalence of other hybrid ventures in the same regions and industries. We conclude by articulating why the B Corporation movement is a rich and underexplored context for scholarship on hybrid ventures, and highlight several promising future research directions.

In this study we aim to examine a Durkheimian solution to the problem of social cooperation. Drawing on relevant literature on rituals and social solidarity, we make a case that both synchronous and complementary ritualistic acts can promote social cooperation by strengthening solidarity.

We used a lab experiment in which participants performed either synchronous, complementary, or uncoordinated group drumming. After the drumming, they self-reported their positive affect, feeling of being in the same group and trust. Then they played a five-round public goods game in which their levels of cooperation were observed.

We found both synchrony and complementarity help sustain group cooperation. Participants who drummed synchronously or complementarily contributed more to the public good than those in the baseline condition, especially in later rounds of the game. Individuals in the synchronous and complementary conditions also showed stronger feelings of being in the same group. Mediation analysis confirmed that the effects of ritual performance on cooperation are partially mediated by feelings of same-groupness.

Results of our study imply that ritual performance based on either members’ similarities or complementary differences can promote group solidarity and cooperation.

The study supports the classic Durkheimian solution to the problem of social cooperation. Consistent with recent research, we find the causal effect of synchrony on cooperation. Moreover, our new test of the effect of complementarity shows that being different but mutually supportive can effectively enhance solidarity and cooperation as well.

Our editorial argues that categories theory can be advanced by embracing heuristics research, and the insight that audiences often evaluate items based on multiple valued criteria. Thus, rather than building on extant theory – which suggests that categories embody specific evaluative criteria, or that audiences operate according to a set “theory of value” – the authors argue that hybrids research would benefit from attending to the underlying processes that actors use to weigh and balance the diverse considerations that guide their decisions. The authors define and discuss three commonly used heuristics (satisficing, lexicographic preferences, and elimination by aspects), and show how these might lead audiences to support different types of hybrid entities.

In this chapter we develop a new approach, based on the identification of strategy classes, to study how firms face multiple demands. The procedure that we propose (called Relational Class Analysis) stems from an analysis of the similarity of associative patterns across multiple observable outcomes, which reflect the underlying set of choices firms make to similarly address demands. Empirically, the study of 18 financial and extra-financial performance outcomes for 3,655 firms shows the existence of three main strategic classes. Drawing on our analysis, we redefine strategy as the set of committed decisions undertaken to resolve trade-offs between multiple concurrent objectives and discuss the implications of our approach for eight core questions for strategy and organizational theory.