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In this article, we investigate how communication and trust networks between employees affect participation in a strike. We analyze whether the strength of network relations is related to congruence in strike behavior using social network data on 59 Dutch workers. We find that private communication networks and trust networks lead to similar strike behavior. This finding indicates that networks not only promote protest mobilization but are also vehicles for demobilization, albeit through different network relations.
This paper focuses on the question of the extent to which the institutional founding environment affects organizational success after a radical institutional change. We analyse firms founded in the German Democratic Republic (GDR) that experienced the fall of the Iron Curtain in 1990 and focus on how the institutional environment of their founding period influences their failure rates. Results show that organizational failure rates vary after institutional change due to differences in institutional founding conditions. This variation is influenced by the degree of (dis)similarity between the imprinted past and the present institutional context. Discussing the time-varying effect of institutional founding conditions, we contribute to a more comprehensive understanding of imprinting and organizational failure in situations of institutional change.
The intention of “doing good for society” is regarded to be a crucial motivator for employees in the public sector in order for them to perform well. Recent research in the public sector literature calls for a deeper understanding of
how this specific public service motivation (PSM) is shaped. In our paper, we analyze how different degrees of inclusion in the public sector matter for PSM. We investigate how prospects of employment relations (fixed-term versus permanent contracts) and temporal differences (part-time versus full-time employment) moderate PSM in the
public and in the private service. Our findings show that aspects of PSM are related by these employment characteristics in various ways, suggesting that the factors
influencing PSM are multifaceted and that actual employment conditions need to be taken into consideration when assessing PSM.
Age and tenure diversity on the work floor – evidence from a natural field experiment in production
(2019)
Purpose – Past research on how to compose a team is ambiguous, especially with respect to diversity dimensions. The authors argue that previous inconsistencies in results have arisen for two main reasons. First, there is a lack of clarity about the concept of age diversity, as age separation, age variety and age disparity are frequently used synonymously, but capture very different aspects of diversity. Second, in many research settings, age and tenure diversity have been intertwined. When staffing teams, many staff managers ask for staffing advise concerning staff diversity in order to enhance efficiency. This staffing problem is mainly a question how homogeneous and heterogeneous teams should be composed. In this paper, the authors capture both – age and tenure diversity – as well as their interaction and argue that age separation and tenure variety are most likely to affect team performance in a routine task. The paper aims to discuss these issues.
Design/methodology/approach – The authors are testing the hypothesis using rich quantitative field data from a steel company.
Findings – The results show that age separation decreases performance while tenure variety increases performance. Moreover, the beneficial effects of tenure variety cannot arise when age separation is too large.
Research limitations/implications – The authors show that diversity research is very sensitive to the operationalization of diversity.
Practical implications – Managers can benefit from the study by learning how to optimally staff teams: while age diversity should be low, tenure diversity can be high.
Originality/value – Due to the unique data set, the authors can separate the influence of tenure and age diversity.
Keywords Personnel economics, Organizational behaviour, Human resource management (general), Work performance and productivity, Teamwork Paper type Research paper
Managementpraktiken in KMU
(2017)