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What Really Works
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Band 34, Heft 2, S. 118-129
ISSN: 0090-2616
Climate Discrepancy: Refining the Concepts of Psychological and Organizational Climate
In: Human relations: towards the integration of the social sciences, Band 35, Heft 11, S. 951-971
ISSN: 1573-9716, 1741-282X
Most climate research has emphasized either psychological or organizational climate without addressing the conceptual and empirical relationships between these concepts. This research e-xamined the performance and satisfaction correlates of discrepancies between individuals' psychological climates and the multiple aggregate organizational climates present in their work settings. Climate discrepancy was found to be the better predictor of work satisfaction, whereas membership in aggregate organization climates was the better predictor of job performance. Organization climates were identified on the basis of similarity of multidimensional psychological climate scores using hierarchical and nonhierarchical clustering methods. The implications of thesefindingsfor refining the concepts of psychological and organizational climate are discussed.
Top management talent, strategic capabilities, and firm performance
In: Organizational dynamics: a quarterly review of organizational behavior for professional managers, Band 41, Heft 3, S. 183-193
ISSN: 0090-2616
Organizational Adaptation: Strategic Choice and Environmental Determinism
In: Administrative Science Quarterly, Band 30, Heft 3, S. 336
Organizational Adaptation: Strategic Choice and Environmental Determinism
In: Administrative science quarterly: ASQ ; dedicated to advancing the understanding of administration through empirical investigation and theoretical analysis, Band 30, Heft 3, S. 336
ISSN: 0001-8392
Perspectives on organization design and behavior
In: Wiley series on organizational assessment and change
Implementing Strategy
In: Administrative Science Quarterly, Band 29, Heft 3, S. 462
Designing Lateral Organizations: An Analysis of the Benefits, Costs, and Enablers of Nonhierarchical Organizational Forms*
In: Decision sciences, Band 28, Heft 1, S. 1-25
ISSN: 1540-5915
ABSTRACTTwenty‐first century organizations will require designs that enable them to cope with turbulent environments. Organizations have experimented with lateral organizational designs for this purpose, but research evidence concerning these forms is sparse. We analyzed data obtained from 512 employees within eight diverse organizations implementing flexible lateral organizations. Using a sequence comparison methodology, we were able to identify and categorize the major costs, benefits, and enablers associated with implementing these forms of complex organizations. Propositions for effectively managing lateral relations were tested and managerial implications were explored.