University of Toronto

Joseph L. Rotman School of Management

MGT 3064H: Advanced Topics in Organizational Behaviour

Winter 2000







Instructors: Hugh P. Gunz Martin G. Evans
Office: R 534 R532
Phone: 416-978-1988 or 905-828-5461 416-978-1949
E-mail: <hugh.gunz@utoronto.ca> <evans@rotman.utoronto.ca>
Office Hours: By appointment By appointment
Class time: Wednesday am (time to be confirmed)
Classroom:




1. Overview

This course will explore the dynamics of the relationship between person and organization, here focussing on work organizations. It will concentrate on theoretical developments and empirical work which have shaped our understanding of the way both people and organizations change over time, and how they interact. The meaning and measurement of effectiveness will be explored as a potential unifying concept in this context.

2. Course Assignments and Evaluation

The evaluation of students in the seminar is based upon a major paper and a final closed book examination. In addition, you will lead a class discussion. The examination will cover the material covered in the course together with the material presented by students in their term papers. The term paper will usually be a critical review of the literature in some area relevant to individual behaviour in organizations. The paper should attempt to use the review of literature to arrive at some conclusions regarding major unresolved issues, new research directions, etc. Meta-analyses are definitely encouraged. The paper need not necessarily focus upon one of the topics discussed in the seminar. Consult the recent journals and the instructors to identify current issues of importance.

The grading scheme for the seminar has been designed to test and encourage the kinds of behaviours that are critical to long-term academic success. Accordingly, grades in the seminar will be based upon five components:

1. Examination: You will need to have at your fingertips in-depth knowledge of the area so that you can respond immediately to comments and questions "off-the-top of your head."; A closed book examination encourages you to process this information (worth 20%).

2. Paper first draft and presentation: The presentation is is intended to emulate the experience of making a conference or dissertation defence presentation. Typical conference presentations are scheduled for 15/20 minutes (as are presentations at dissertation defences at the University of Toronto), so talks will be scheduled for twenty minutes. One week before the presentation a typed first draft must be available for the instructor and the other students so that they can read the paper prior to the class presentation. The presentations will be scheduled for the final half hour of class, during the closing weeks of the course (paper draft: 10%; presentation: pass/fail).

3. Feedback on papers: Each student will provide typed feedback to each of her/his fellow students (with copies to the instructor) on their first drafts. This feedback should assess critically the strengths and weaknesses of the paper. This feedback is due ONE week after the presentation. The feedback will be assessed by the instructor in terms of its completeness and intellectual rigour. The feedback you provide to your peers will be worth 10% of the grade.

4. Final draft of paper: The final draft of your term paper, due one month after the day you made your presentation, will be worth the remaining 60% of the grade. This should incorporate the suggestions of your peers and the instructor.

5. Leading class discussion: This will give you experience of leading a group in a scholarly discussion of the kind that you will experience as a university teacher. The instructors will give you feedback after the event as well as any advice you need before it, and your contribution will be graded on a pass/fail basis.



3. Course plan and reading list



Week Week beginning Facil-itator Topic
0 Jan 8 MGE, HPG Introduction
1 Jan 15 HPG Individuals as developing entities; organizations as open systems.
2 Jan 22 MGE Organizations and effectiveness
3 Jan 29 HPG Levels of analysis
4 Feb 5 MGE Situation, disposition, and interactions
5 Feb 12 MGE Individual differences: work motivation

Reading Week

6 Feb 26 MGE Individual differences: career motivation
7 Mar 5 HPG Internal and external labour markets: patterns of career mobility within and between organizations
8 Mar 12 HPG Organizational demography and vacancy chains
9 Mar 19 HPG Newcomer socialization
10 Mar 26 HPG Fit between individual and organization
11 Apr 2 MGE Organizational and occupational attachment
12 Apr 9 MGE Managers, leaders and mentors
13 Apr 16 MGE, HPG Reconnecting individual and organizational levels of analysis






Framework

0. Introduction to and organization of course



1. Individuals as developing entities; organizations as open systems.

Required:

  1. Hughes, E. C. 1937. Institutional Office and the Person. American Journal of Sociology 43:404-13.
  2. Erikson, E. H. 1963. Childhood and society. 2nd ed. New York: W.W. Norton and Company Inc. Chapter 7, pp 247-274.
  3. Dannefer, D. 1984. Adult Development and Social Theory: A Paradigmatic Reappraisal. American Sociological Review, 49: 100-116.
  4. Baltes, P. B., & Nesselroade, J. R. 1984. Paradigm Lost and Paradigm Regained: Critique of Dannefer's Portrayal of Life-Span Developmental Psychology. American Sociological Review, 49(6): 841-47.
  5. Levenson, M. R., & Crumpler, C. A. 1996. Three models of adult development. Human Development, 39(3): 135-49.
  6. Schein, E. H. 1971. The Individual, the Organization and the Career: A Conceptual Scheme. Journal of Applied Behavioural Science, 7: 401-26.
  7. Katz, D., & Kahn, R. L. 1978. The Social Psychology of Organizations. 2nd ed. New York: John Wiley and Sons. Chapter 2, pp 17-34.

Suggested:

  1. Savikas, M. L., & Lent, R. W., eds. 1994. Convergence in career development theories. Palo Alto, California: CPP Books. First chapter provides a good overview of the theories.
  2. Dalton, G. W., Thompson, P. H., & Price, R. L. 1982. The four stages of professional career: A new look at performance by professionals. In R. Katz (Ed.), Career Issues in Human Resource Management. NJ: Prentice-Hall.
  3. Super, D. E. 1990. A life-span, life-space approach to career development. In Career choice and development.2nd ed., ed. Brown, D., Brooks, L., & Associates. San Francisco: Jossey-Bass. pp 197-261.
  4. von Bertalanffy, L. 1968. General System Theory. New York: George Braziller.



2. Organizations and effectiveness.

Required:

  1. Schwab, D. (1980). Construct validity in organizational behavior. In L. L. Cummings & B. M. Staw (Eds.),Research in Organizational Behavior (Vol. 2, pp. 3-43). Greenwich, CN: JAI Press.
  2. Offe, C. 1976. Industry and Inequality. London: Edward Arnold. Chapter xx.
  3. Mahoney, T. A. (1988). Productivity defined: The relativity of efficiency, effectiveness and change. In J. P. Campbell et al. (Eds.), Productivity in Organizations (pp. 13-39). San Francisco, CA: Jossey-Bass.
  4. Goodman, P., Lerch, F. J., & Mukhopadhyay, T. (1994). Individual and organizational productivity: Linkages and processes. In D. H. Harris (Ed.), Organizational linkages: Understanding the productivity paradox. (pp. 54-80). Washington DC: National Academy Press.
  5. Salancik, G. R., & Meindl, J. R. (1984). Corporate attributions as strategic illusions of managerial control.Administrative Science Quarterly, 29, 238-254.
  6. Steers, R. (1975). Problems in the measurement of organizational effectiveness. Administrative Science Quarterly, 20, 546-558.
  7. Organ, D. (1990). The motivational basis of organizational citizenship behavior. Research in Organizational behavior, 12, pp 43-72.

Suggested:

  1. Hackett, R. D., Bycio, P., & Hausdorf, P. A. (1994). Further assessments of Meyer and Allen's (1991) three-component model of organizational commitment. Journal of Applied Psychology, 79, 15-23.
  2. Ostroff, C. (1992). The relationship between satisfaction, attitudes, and performance: An organizational level analysis. Journal of Applied Psychology, 77, 963-974.
  3. Steers, R. M., & Rhodes, S. R. (1984). Knowledge and speculation about absenteeism. In P. S. Goodman & R. S. Atkins (Eds.), Absenteeism. San Francisco, CA: Jossey-Bass.



3. Levels of analysis.

Required:

  1. Cicourel, A. V. 1981. Notes on the integration of micro- and macro-levels of analysis. Chap. 1 In Advances in social theory and methodology: towards an integration of micro- and macro-sociologies. , ed. Knorr-Cetina, K., & Cicourel, A. V. Boston: Routledge and Kegan Paul. pp. 51-80.
  2. Rousseau, D. M., & House, R. J. 1994. Meso organizational behavior: avoiding three fundamental biases. Journal of Organizational Behavior, 1 (Trends in Organizational Behavior): 13-32.
  3. Gunz, H. P. 1989. The dual meaning of managerial careers: Organizational and individual levels of analysis.Journal of Management Studies 26 (3,May):225-50.
  4. Lawrence, B. S. 1990. At the crossroads: a multiple-level explanation of individual attainment. Organization Science 1 (1):65-85.
  5. Giddens, A. 1981. Agency, institution and time-space analysis. Chap. 5 In Advances in social theory and methodology: towards an integration of micro- and macro-sociologies., ed. Knorr-Cetina, K., & Cicourel, A. V. Boston: Routledge and Kegan Paul. pp. 161-174.
  6. Sahay, S., & Walsham, G. 1997. Social structure and managerial agency in India. Organization Studies, 18(3): 415-44.

Suggested:

  1. Grandjean, B. D. 1981. History and Career in a Bureaucratic Labor Market. American Journal of Sociology86:1057-92.
  2. Whittington, R. 1992. Putting Giddens into action: social systems and managerial agency. Journal of Management Studies, 29(6, November): 693-712.

4. Situation, disposition, and interactions.

  1. Schneider, B. J. (1983). Interactional psychology and organizational behavior. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior (Vol. 5, pp. 1-31). Greenwich, CN: JAI Press.
  2. Epstein, S., & O'Brien, E. J. (1985). The person-situation debate in historical and current perspective. Psychological Bulletin, 98, 513-537.
  3. Davis-Blake, A., & Pfeffer, J. (1989). Just a mirage: Search for dispositional effects in organizational research. Academy of Management Review, 14, 385-400.
  4. Gerhart, B. (1987). How important are dispositional factors as determinants of job satisfaction? Implications for job design and other personnel programs. Journal of Applied Psychology, 72, 366-373.
  5. Colarelli, S. M., Dean, R. A., & Konstans, C. (1987). Comparative effects of personal and situational influences on job outcomes of new professionals. Journal of Applied Psychology, 72, 558-566.
  6. Hershberger, S. L., Lichtenstein, P., & Knox, S. S. (1994). Genetic and environmental influences on the perceptions of organizational climate. Journal of Applied Psychology, 79, 24-33.
  7. Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1-26.
  8. Emmons, R. A., Diener, D., & Larsen, R. J. (1986). Choice and avoidance of everyday situations and affect congruence: Two models of reciprocal interactionism. Journal of Personality and Social Psychology, 51, 825-826.

Suggested:
  1. Staw, B. M., & Ross, J. (1985). Stability in the midst of change: A dispositional approach to job attitudes. Journal of Applied Psychology, 70, 469-480.
  2. Staw, B. M., Bell, N. E., & Clausen, J. A. (1986). The dispositional approach to job attitudes: A lifetime longitudinal approach. Administrative Science Quarterly, 31, 56-77.
  3. Staw, B. M., & Ross, J. (1985). Stability in the midst of change: A dispositional approach to job attitudes. Journal of Applied Psychology, 70, 469-480.
  4. Staw, B. M., Bell, N. E., & Clausen, J. A. (1986). The dispositional approach to job attitudes: A lifetime longitudinal approach. Administrative Science Quarterly, 31, 56-77.
  5. Barrick, M. R., & Mount, M. K. (1993). Autonomy as a moderator of the relationship between the big five personality dimensions and job performance. Journal of Applied Psychology, 78, 111-118.
  6. Turban, D. B., & Keon, T. L. (1993). Organizational attractiveness: An interactionist perspective. Journal of Applied Psychology, 78, 184-193.
  7. Arvey, R. D., Bouchard, T. J., Segal, N. L., & Abraham, L. M. (1989). Job satisfaction: Environmental and genetic components. Journal of Applied Psychology, 74, 187-192.
  8. Cropanzano, R., & James, K. (1990). Some methodological considerations for the behavioral genetic components of work attitudes. Journal of Applied Psychology, 75, 433-439.

5. Individual differences: work motivation.

  1. Overview
    1. Kanfer, R. (19xx). Motivation theory and industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of Industrial and Organizational Psychology (2nd ed., Vol. 1, pp. 75-170). : .
  2. Expectancy Models of Motivation:
    1. Miller, L. E., & Grush, J. E. (1988). Improving predictions on expectancy theory research: Effects of personality, expectancies, and norms. Academy of Management Journal, 31, 107-122.
  3. Goal setting and Social Learning Theory:
    1. Latham, G. P., & Locke, E. A. (1991). Self regulation through goal setting. Organizational Behavior and Human Decision Processes, 50, 212-247.
    2. Latham, G. P., Erez, M., & Locke, E. A. (1988). Resolving scientific disputes by the joint design of crucial experiments by the antagonists: Application of the Erez-Latham dispute regarding participation in goal setting. Journal of Applied Psychology--Monograph, 73, 753-772.
    3. Kanfer, R., & Ackerman, P. L. (1989). Motivation and cognitive abilities: An integrative/aptitude-treatment interaction approach to skill acquisition. Journal of Applied Psychology--Monograph, 74, 657-690.
    4. Bandura, A., & Cervone, D. (1986). Differential engagement of self-reactive influences in cognitive motivation. Organizational Behavior and Human Decision Processes, 38, 92-113.
    5. Frayne, C. A., & Latham, G. P. (1987). Applications of social learning theory to employee self-management of attendance. Journal of Applied Psychology, 72, 387-392.

Suggested

  1. Kennedy, C. W., Fossum, J. A., & White, B. J. (1983). An empirical comparison of within-subjects and between-subjects expectancy theory models. Organizational Behavior and Human Performance, 32, 124-143.
  3. Ilgen, D. R., Nebecker, D. M., & Pritchard, R. P. (1981). Expectancy theory measures: An empirical comparison in an experimental simulation. Organizational Behavior and Human Performance, 28, 189-223.

  4. Tubbs, M. E. (1986). Goal setting: A meta-analytic examination of the empirical evidence. Journal of Applied Psychology, 71, 474-483.

  5. Mento, A. J., Steel, R. P., & Karren, R. J. (1987). A meta-analytic study of the effects of goal setting on task performance: 1966-1984. Organizational Behavior and Human Decision Processes, 39, 52-83.

  6. Locke, E. A., Frederick, E., Lee, C., & Bobko, P. (1984). Effects of self-efficacy, goals, and task strategies on task performance. Journal of Applied Psychology, 69, 241-251.

  7. Latham, G. P., Winters, D., & Locke, E. A. (1994). Cognitive and motivational effects of participation in goal setting. Journal of Organizational Behavior.

  8. Latham, G. P., & Frayne, C. A. (1989). Self management training for increasing job attendance. Journal of Applied Psychology, 74, 411-416.

  9. Hill, T., Smith, N. D., & Mann, M. F. (1987). Role of efficacy expectations in predicting the decision to use advanced technologies: The case of computers. Journal of Applied Psychology, 72, 307-313.

  10. Bandura, A., & Jourden, F. J. (1991). Self-regulatory mechanisms governing the impact of social comparison on complex decision making. Journal of Personality and Social Psychology, 60, 941-951.

6. Individual differences: career motivation.

  1. Spokane, A. R., Meir, E. I., & Catalano, M. (2000). Person-Environment congruence and Holland's theory: A review and reconsideration. Journal of Vocational Behavior, 57, 137-187.
  2. Schein, E. H. 1978. Career Dynamics: Matching individual and Organizational needs. Reading, MA: Addison-Wesley Publishing Company. Ch. 10-12.
  3. Mihal, W. L., Sorce, P. A, & Comte, T. E. 1984. A process model of individual career decision-making. Academy of Management Review, 9: 95-103.
  4. Giles, M., & Rea, A. 1999. Career self-efficacy: An application of the theory of planned behavior. Journal of Occupational and Organizational Psychology, 72: 393-398.
  5. Saks, A. M., & Ashforth, B. E. (1999). Effects of individual differences and job search behaviors on the employment status of recent university graduates. Journal of Vocational Behavior, 54, 335-349.
  6. Seibert, S. E., Kramer, M. L., & Liden, R. (2001). A social capital theory of career success. Academy of Management Journal. In Press.

Suggested:
  1. Holland, J. L. 1985. Making vocational choices: A theory of vocational personalities and work environments.Englewood Cliffs, NJ: Prentice-Hall Inc. Chapter to be selected.
  2. Peraino, J. M., & Willerman, L. 1983. Personality correlates of occupational status according to Holland types.Journal of Vocational Behavior, 22: 268-277.
  3. London, M. 1983. Towards a theory of career motivation. Academy of Management Review, 8: 620-630.
  4. Hackett, G. 1995. Self-efficacy in career choice and development. In A. Bandura, Self-efficacy in Changing Societies, Cambridge University Press. Pp.. 232-258.
  5. Brooks, L., & Betz, N. E. 1990. Utility of expectancy theory in predicting occupational choices in college students. Journal of counseling Psychology, 37: 57-64.
  6. Feather, N. T. 1995. Values, valences and choice: The influence of values on the perceived attractiveness and choice of alternatives. Journal of Personality and Social Psychology, 68: 1135-11351.
  7. Giles, M., & Rea, A. 1999. Career self-efficacy: An application of the theory of planned behavior. Journal of Occupational and Organizational Psychology, 72: 393-398.
  8. Macnab, D., & Fitzsimmons, G. W.. 1987. A multitrait-multimethod study of work related needs, values and preferences. Journal of Vocational Behavior, 30: 1-15.
  9. Schein, E. H. 1996. Career anchors revisited: Implications for career development in the 21st century. Academy of Management Executive, 10: 80-88.
  10. Wood, R., & Bandura, A. 1991. Social cognitive theory of organizational management. In R. Steers & L. Porter (Eds.), Motivation and Work Behavior, (5th ed.). McGraw-Hill.
  11. Noe, R. A., Noe, W. A., & Bachhuber, J. A. 1990. An investigation of the correlates of career motivation. Reference to follow.
  12. Lent, R. W., Larkin, K. C., & Brown, S. D. 1989. Relation of self-efficacy to inventoried vocational interests.Journal of Vocational Behavior, 34: 279-288.
  13. Cordes, C., Brown, J., & Olson, D. E. 1991. The role of social information processing in the career selection process. Akron Business and Economic Review, 22: 7-19

7. Internal and External Labour Markets

Overview

  1. Osterman, P. 1984. Introduction: the nature and importance of internal labor markets. Chap. 1 In Internal Labor Markets., ed. Osterman, P. : MIT Press. pp. 1-22. (read pp 1-13)
  2. Vardi, Y. 1980. Organizational career mobility: an integrative model. Academy of Management Review, 5: 341-355.

Empirical:

  1. Pfeffer, J., & Cohen, Y. 1984. Determinants of internal labor markets in organizations. Administrative Science Quarterly, 29: 550-572.
  2. Baron, J. N., Davis-Blake, A.., & Bielby, W. T. 1986. The structure of opportunity: How promotion ladders vary within and among organizations. Administrative Science Quarterly, 31: 248-273.
  3. DiPrete, T. A. 1987. Horizontal and vertical mobility in organizations. Administrative Science Quarterly 32:422-44
  4. Nicholson, N., and M. West. 1988. Managerial job change: men and women in transition. Cambridge: Cambridge University Press.; Chapters 3-4 (pp 45-95)
  5. Spell, C. S., & Blum, T. C. 2000. Getting ahead: organizational practices that set boundaries around mobility patterns. Journal of Organizational Behavior, 21(3): 299-314.

Alternative models:

  1. Malos, S. B., & Campion, M. A. 1995. An options-based model of career mobility in professional service firms. Academy of Management Review, 20: 611-644.

Suggested:

  1. Doeringer, P,. & Piore, M. 1971 or 1985. Internal labor markets and manpower analysis. Armonk, NY: Sharpe.
  2. Vardi, Y., & Hammer, T. H. 1977. Intraorganizational mobility and career perceptions among rank and file employees in different technologies. Academy of Management Journal, 37: 340-356.
  3. Anderson, J. C., Milkovich, G. T., & Tsui, A. 1981. A model of Intra-organizational mobility. Academy of Management Review, 6: 529-538.
  4. Kanter, R. M. 1983. Variations in managerial career structures in high-technology firms: The impact of organizational characteristics on internal labor market patterns. In P. Osterman, Internal labor markets, Cambridge, MA: The MIT Press.
  5. Gunz. H. P. 1989. Career and corporate cultures: Managerial mobility in large corporations. Oxford, England: Basil Blackwell. Pp. 121-166.
  6. DiPrete, T. A. 1993. Industrial restructuring and the mobility response of American workers in the 1980s. American Sociological Review, 58(1): 74-96.
  7. Baker, G., Gibbs, M., & Holmstrom, B. 1994. The internal economics of the firm: evidence from personnel data. Quarterly Journal of Economics, 109: 881-919.
  8. O'Hara, K. B., Beehr, T. A., & Colarelli, S. M. 1994. Organizational centrality: A third dimension of intraorganizational career movement. Journal of Applied Behavioral Science, 30: 198-216.
  9. Baker, G., & Holmstrom, B. 1995. Internal labor markets: Too many theories, too few facts. American Economic Review, 85: 255-259.
  10. Grimshaw, D., & Rubery, J. 1998. Integrating the internal and external labor markets. Cambridge Journal of Economics, 22: 199-220.
  11. Barnett, W. P., Baron, J. N., & Stuart, T. E. 2000. Avenues of attainment: Occupational demography and organizational careers in the California civil service. American Journal of Sociology, 106(1): 88-144.



     

    8. Organizational demography and vacancy chains.

    1. Analytical models, vacancy chains
      1. White, H. C. 1970. Chains of Opportunity. Cambridge, Mass.: Harvard University Press. Chapter 3, pp 48-70: Tracing vacancy chains.
      2. Stewman, S. 1986. Demographic models of internal labor markets. Administrative Science Quarterly 31:212-47
      3. Forbes, J. B. 1987. Early intraorganizational mobility: patterns and influences. Academy of Management Journal 30:110-25
    2. Organizational demography
      1. Lawrence, B. S. 1997. The black box of organizational demography. Organization Science, 8(1): 1-22.
      2. O'Reilly, C. A., D. F. Caldwell, and W. P. Barnett. 1989. Work group demography, social integration and turnover. Administrative Science Quarterly 34:21-37
    3. Top management teams
      1. Wiersema, M. F., & Bantel, K. A. 1992. Top management team demography and corporate strategic change. Academy of Management Journal, 35(1): 91-121.
      2. Tihanyi, L., Ellstrand, A. E., Daily, C. M., & Dalton, D. R. 2000. Composition of the top management team and firm international diversification. Journal of Management, 26(6): 1157-77.
    4. Supplementary
      1. Haveman, H. A. 1995. The demographic metabolism of organizations: Industry dynamics, turnover, and tenure distributions. Administrative Science Quarterly, 40(4): 586-618.
    5. Suggested
      1. a. Rosenbaum, J. E. 1979. Tournament mobility: Career patterns in a corporation. Administrative Science Quarterly, 24: 220-241.
      2. Pfeffer, J., & Moore, W. L. 1980. Average tenure of academic department heads: the effects of paradigm, size, and departmental demography. Administrative Science Quarterly, 25: 387-406.
      3. Stewman, S., and S. Konda. 1983. Careers and Organizational Labor Markets: Demographic Models of Organizational Behaviour. American Journal of Sociology 88:637-85.
      4. McCain, B. E., O'Reilly, C., & Pfeffer, J. 1983. The Effects of Departmental Demography on Turnover: The Case of a University. Academy of Management Journal, 26(4): 626-41.
      5. Wagner, W. G., Pfeffer, J., & O'Reilly, C. A. 1984. Organizational Demography and Turnover in Top-Management Groups. Administrative Science Quarterly, 29: 74-92.
      6. Wakabayashi, M., G. Graen, M. Graen, and M. Graen. 1988. Japanese management progress: Mobility into middle management. Journal of Applied Psychology 73:217-27.
      7. Pinfield, L. 1995. The operation of internal labor markets: Staffing actions and vacancy chains. New-York: Plenum. Chapter 3, pp 61-77: Vacancy chains as bundles of staffing action
      8. Carroll, G. R., and J. R. Harrison. 1998. Organizational demography and culture: insights from a formal model and simulation. Administrative Science Quarterly 43:637-67.
      9. Forbes, D. P., & Milliken, F. J. 1999. Cognition and corporate governance: Understanding boards of directors as strategic decision-making groups. Academy of Management Review, 24(3): 489-505.
      10. Simons, T., Pelled, L. H., & Smith, K. A. 1999. Making use of difference: Diversity, debate, and decision comprehensiveness in top management teams. Academy of Management Journal, 42(6): 662-73.
      11. Kildruff, M., Angelmar, R., & Mehra, A. 2000. Top management-team diversity and firm performance: Examining the role of cognitions. Organization Science, 11(1): 21-34.



    9. Socialization
    1. Selected
      1. Louis, M. 1980. Surprise and sense-making: What newcomers experience in entering unfamiliar organizational settings. Administrative Science Quarterly, 25: 225-247.
      2. Nicholson, N. V. 1984. A theory of work role transitions. Administrative Science Quarterly, 29: 433-451.
      3. Adkins, C. L. 1995. Previous work experience and organizational socialization: A longitudinal examination. Academy of Management Journal, 38: 839-862.
      4. Ashford, S. J., & Black, J. S. 1996. Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81(2): 199-214.
      5. Ashforth, B., & Saks, A. 1996. Socialization tactics: Longtudinal effects on newcomer adjustment. Academy of Management Journal, 39: 149-178.
      6. Ibarra, H. 1999. Provisional selves: Experimenting with image and identity in professional adaptation. Administrative Science Quarterly, 44(4): 764-91.
    2. Suggested
      1. Van Maanen, J. 1978. People Processing: Strategies of Organizational Socialization. Organizational Dynamics, 7(1): 18.
      2. Schein, E. H. 1978. Career Dynamics: Matching individual and Organizational needs. Reading, MA: Addison-wesley Publishing Company. Ch. 7-8.
      3. Van Maanen, J., & Schein, E. E. 1979. Toward a theory of organizational socialization. In B. Staw (Ed.), Research in Organizational Behavior, Greenwich, CT: JAI Press, pp 209-264.
      4. Feldman, D. C. 1981. The multiple socialization of organization members. Academy of Management Review, 6(2): 309-18.
      5. Jones, G. R. 1983. Psychological orientation and the process of organizational socialization: An interactionist perspective. Academy of Management Review, 8: 464-474.
      6. Jones. G. R. 1986. Socialization tactics, self-efficacy, and newcomers' adjustment to organizations. Academy of Management Journal, 29: 262-279.
      7. Zahrly, J., & Tosi, H. 1989. The differential effect of organizational induction process on early work role adjustment. Journal of Organizational Behavior, 10: 59-74.
      8. Miller, V. D., & Jablin, F. M. 1991. Information seeking during organizational entry: Influence tactics, and a model of the process. Academy of Management Review, 16: 92-120.
      9. Ostroff, C., & Kozlowski, S. W. J. 1992. Organizational socialization as a learning process: The role of information acquisition. Personnel Psychology, 45: 849-874.
      10. Bauer, T. N. & Green, S. G. 1994. Effect of newcomer involvement in work related activities: A longitudinal study of socialization. Journal of Applied Psychology, 79: 211-223.
      11. Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. 1994. Organizational socialization: Its content and consequences. Journal of Applied Psychology, 79: 730-743.
      12. Ashforth, B. E., & Saks, A. M. 1995. Work-role transitions - a longitudinal examination of the Nicholson model. Journal of Occupational and Organizational Psychology, 68(Part 2): 157-75.
      13. Kramer, M. W., & Miller, V. D. 1999. A response to criticisms of organizational socialization research: In support of contemporary conceptualizations of organizational assimilation. Communication Monographs, 66(4): 358-67. This issue also has three responses to this article, and a reply from Kramer and Miller.
      14. Ashforth, B. E., & Saks, A. M. 2000. Personal control in organizations: A longitudinal investigation with newcomers. Human Relations, 53(3): 311-39.

    10. Person Organization Fit

    1. Selected
      1. Brousseau, K. R. 1983. Toward a dynamic model of job-person relationships: findings, research questions, and implications for work system design. Academy of Management Review, 8: 33-45.
      2. Tinsley, H. E. A. 2000. The congruence myth: An analysis of the efficacy of the person-environment fit model. Journal of Vocational Behavior, 56(2): 147-79.
      3. Granrose, C. S., Portwood, J. D. 1987. Marching individual career plans and organizational career management. Academy of Management Journal, 30: 699-720.
      4. Xie, J. L. 1996. Karasek's model in the People's Republic of China: Effects of job demands, control, and individual differences. Academy of Management Journal, 39(6): 1594-1618.
      5. Allen, T. D., Poteet, M. L., & Russell, J. E. A. 1998. Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47(2): 159-72.
      6. DeFillippi, R. J., & Arthur, M. B. 1994. The boundaryless career: a competency-based perspective. Journal of Organizational Behavior, 15: 307-24.
    2. Suggested
      1. Ference, T. P., Stoner, J., & Warren, E .K. 1977. Managing the career plateau. Academy of Management Review, 8: 602-612.
      2. Carnazza, J. P., Korman, A. K., Ference, T. P., & Stoner, J. A. 1981. Plateaued and Non-Plateaued Managers: Factors in Job Performance. Journal of Management, 7(2): 7-25.
      3. Arthur, M. B. ?. Career development and participation at work: Time for mating? (have in print need to find the reference)
      4. Pazy, A. 1988. Joint responsibility: The relationships between organizational and individual career management and the effectiveness of careers. Group & Organization Studies, 13: 311-331.
      5. Joseph, J. 1996. An exploratory look at the plateauism construct. Journal of Psychology, 130(3): 237-44.
      6. Brousseau, K. R., Driver, M. J., Eneroth, K., & Larsson, R. 1996. Career pandemonium: Realigning organizations and individuals. Academy of Management Executive, 10: 52-66.

     

    11. Organizational and occupational attachment.

    1. Selected
      1. Schein, E. H. 1978. Career Dynamics: Matching individual and Organizational needs. Reading, MA: Addison-Wesley Publishing Company. Ch. 9.
      2. Robinson, S. L. 1996. Trust and breach of psychological contract. Administrative Science Quarterly, 41: 574-599.
      3. Rousseau, D. M. 1990. New hire perceptions of their own and their employer's obligations: A study of psychological contract. Journal of Organizational Behavior, 11: 389-400.
      4. Rousseau, D. M., & McLean Parks, J. 1993. The contracts of individuals and organizations. In L. L. Cummings and B. M. Staw (Eds.) Research in Organizational Behavior, 15: 1-43.
      5. Wanous, J. P., Poland, T. D., Premack, S. L., & Davis, K. S. 1992. The effect of met expectations on newcomer attitudes and behaviors: A review and meta-analysis. Journal of Applied Psychology, 7: 288-297.
      6. Adler, S., & Aranya, N. (1984) A comparison of the work needs, attitudes, and preferences of professional accountants at different career stages. Journal Vocational Behavior, 25, 45-57.
    2. Suggested
      1. Kotter, J. A. 1973. The psychological contract: Managing the joining-up process. California Management Review, XV, 3, 91-99.
      2. Morrison, E. W., & Robinson, S. L. 1997. When employees feel betrayed: A model of how psychological contract violation develops. Academy of Management Review, 22: 226-255.
      3. Rousseau, D. M. 1989. Psychological and implied contracts in organizations. Employee responsibilities and Rights Journal, 2: 121-139.
      4. Shore, L. M., & Tetrick, L. E. 1995. The psychological contract as an explanatory framework in the employment relationship. In C. Cooper and D. L. Rouseeau (Eds.), Trends in Organizational Behavior. NY: John Wiley and Sons.
      5. Herriot, P., & Pemberton, C. 1996. Contracting careers. Human Relation, 49: 757-790.

    12. Managers, leaders and mentors.

    1. Background -- all read.
      1. House, R. J., & Baetz, M. L. (1979). Leadership: Some empirical generalizations and new research directions. In B. Staw & L. L. Cummins (Eds.), Research in Organizational Behavior (Vol. 1). Greenwich, CT: JAI Press Inc.
    2. Required
      1. Thomas, A. B. (1988). Does leadership make a difference to organizational performance? Administrative Science Quarterly, 33, 388-400.
      2. Larson, J. R. (1984). The performance feedback process: A preliminary model. Organizational Behavior and Human Performance, 33, 42-76.
      3. Smith P. B., Misumi, J., Tayeb, M. H., Peterson, M. F. & Bond, M. H. (1989). On the generality of leadership styles across cultures. Journal of Occupational Psychology, 62, 97-110.
      4. House, R. J. (1977). A 1976 theory of charismatic leadership. In J. G. Hunt & L. L. Larson (Eds.), Leadership: The Cutting Edge (pp. 189-207). Carbondale, Il: Southern Illinois University Press.
      5. Manz, C. C., & Sims, H. P. (1987). Leading workers to lead themselves: The external management of self-leading work teams. Administrative Science Quarterly, 32, 106-128.
      6. Graen, G., Cashman, J. F., Ginsberg, S., & Schiemann, W. (1979). Effects of linking-pin quality on the quality of working life of lower participants. Administrative Science Quarterly, 22, 491-504.
      7. Young, A.M & Perrewé, P.L., What did you expect? An examination of career related support and social support among mentors and protégés. Journal of Management, 26, 611-632.

    13. Reconnecting individual and organizational levels of analysis.

    Deductive Thinking

    Theory building using a deductive method exploring the combination of organizational career logics and individual career stages.

    The combination of these gives us a three by four table.

    Assignment.

    You are responsible for two cells of the Table. You need to play [and we emphasize that word] with ideas about the concerns expressed by a person at a particular career stage in an organization using a particular kind of organizational career logic.

    Establishment Advancement Maintenance Pre-Retirement
    Command Centered Haze Haze Danny Danny
    Constructional Tony Tony Peter Peter
    Evolutionary Ute Ute Ted Ted

    Complications – if you run out of ideas:

    References:

    1. Micro and Macro Perspectives:
      1. Gunz, H. P., & Jalland, R. M. (1996). Managerial careers and business strategies. Academy of Management Review, 21, 718-756.
    2. Example of deductive model building:
      1. Evans, M. G., Gunz, H. P., & Jalland, R. M. (1997). Implications of Organizational Downsizing for Managerial Careers. Canadian Journal of Administrative Sciences.
    3. Structural input:
      1. Gunz, H.P. 1988. Organizational logics of managerial careers. Organization Studies, 9 (4), 529-554.
    4. Individual input
      1. Review: material on career stages – Week 1.
    5. Complications:
      1. Schein, E. H. 1977. Career anchors and career paths: a panel study of management school graduates. In Organizational careers: some new perspectives., ed. Van Maanen, J. London: Wiley.
      2. Sonnenfeld, J. A., & Peiperl, M. A. 1988. Staffing policy as a strategic response: A typology of career systems. Academy of Management Review, 13(4): 588-600.