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"People go to extraordinary lengths to gain and defend their status. Those with higher status are listened to more, receive more deference from others, and are perceived as having more power. People with higher status also tend to have better health and longevity. In short, status matters. Despite the importance of status, particularly in the workplace, it has received comparatively little attention from management scholars. It is only relatively recently that they have turned their attention to the powerful role that social status plays in organizations. This book brings together this important work, showing why we should distinguish status from power, hierarchy and work quality. It also shows how a better understanding of status can be used to address problems in a number of different areas, including strategic acquisitions, the development of innovations, new venture funding, executive compensation, discrimination, and team diversity effects"--

People go to extraordinary lengths to gain and defend their status. Those with higher status are listened to more, receive more deference from others, and are perceived as having more power. People with higher status also tend to have better health and longevity. In short, status matters. Despite the importance of status, particularly in the workplace, it has received comparatively little attention from management scholars. It is only relatively recently that they have turned their attention to the powerful role that social status plays in organizations. This book brings together this important work, showing why we should distinguish status from power, hierarchy and work quality. It also shows how a better understanding of status can be used to address problems in a number of different areas, including strategic acquisitions, the development of innovations, new venture funding, executive compensation, discrimination, and team diversity effects

We aim to develop a meaningful single-source reference for management and organization scholars interested in using bibliometric methods for mapping research specialties. Such methods introduce a measure of objectivity into the evaluation of scientific literature and hold the potential to increase rigor and mitigate researcher bias in reviews of scientific literature by aggregating the opinions of multiple scholars working in the field. We introduce the bibliometric methods of citation analysis, co-citation analysis, bibliographical coupling, co-author analysis, and co-word analysis and present a workflow for conducting bibliometric studies with guidelines for researchers. We envision that bibliometric methods will complement meta-analysis and qualitative structured literature reviews as a method for reviewing and evaluating scientific literature. To demonstrate bibliometric methods, we performed a citation and co-citation analysis to map the intellectual structure of the Organizational Research Methods journal.

1. Introduction : the Chinese context -- 2. Institutional changes, stakeholder salience, and network-based strategies -- 3. Political strategies of foreign entrants in the transitional period -- 4. Social embeddedness and financial ambidexterity of small and micro firms -- 5. Adaptation and innovation in the early stages of transition -- 6. The spillover of liberalization policies among Chinese cities -- 7. Changing relational patterns in business groups -- 8. The state-owned asset management system and the performance of SOEs -- 9. Conclusion : the Chinese experience.

This paper addresses the status of knowledge in the field of management and organization studies. It commends Habermas's theory of knowledge-constitutive interests as a way of enhancing the self-understanding of this field. Challenging the idea of science as the generator of value-free knowledge, Habermas associates the production of scientific knowledge with three types of cognitive interest: in prediction and control, in mutual understanding, and in emancipation. Habermas's theory of cognitive interests is critically reviewed before demonstrating its relevance for management and organization studies in general. The argument is also illustrated by more detailed reference to the subfield of operational research. It is argued that Habermas's understanding of knowledge production has considerable value in problematizing the claims, and appreciating the emancipatory potential, of sciences guided by each of the three cognitive interests. There remains, however, the question of how the insights of critical scientific analysis can be translated into emancipatory praxis. The discussion of critical social science incorporates some reflections on this issue.

AbstractThis paper argues that its propensity to specialization, and its preoccupation with analytical/parts‐thinking, has locked Western society through a socialization process, based on a mechanistic/materialistic world view, in a situation of harmful imbalance. Counterforces are arising, however, that pertain to a systemic/holistic model, emphasizing a more balanced view which includes such concepts as intuition, synthesis and wholes‐thinking. A few salient examples will be pointed out from the field of organization and management. It is suggested that a new socialization process may be rooted in a synthesis of Eastern and Western norms and values.