On the basis of a qualitative, induction-driven study six cases, we developed process model how former members defunct organizations found new to sustain valued elements organizational life. Our suggests that this unfolds through four periods organizing: disintegration, demise, gestation, and rebirth. The identifies affective, behavioral, cognitive dynamics give rise movement process. Each comprise is brought about by distinct set affective experiences, shared actions, interpretive tasks...

Based on three case studies, we constructed an inductive process model of collective turnover, those instances in organizational life when two or more people choose to leave their organization close temporal proximity based shared social processes. The highlights phases through which escalating interaction that culminates turnover unfolds. First, members group experience unresolved dissatisfaction with some aspect organization. Second, individual negative experiences are transformed into...

Abstract In this paper, we explain the influence of co‐worker trust on effect employees' openness to experience their perceptions own creativity. We surveyed 199 working professionals in Ireland and found that was positively associated with both radical creativity incremental addition, relationship between negatively moderated by cognition‐based his or her co‐worker. conclusion, discuss theoretical managerial implications our findings highlight directions for future research.

This paper elaborates theories of organizational knowledge creation by exploring the implications institutional change for in Chinese organizations different ownership forms. Using a dynamic perspective, we discuss prominent characteristics context and develop propositions about patterns We also theorize effects increasing institutionalization on China consequent innovation. conclude with discussion theoretical this model suggestions further research.

Prestige has traditionally been viewed as a primary explanation for individuals’ identification with organizations. Yet there are clues in the literature that some individuals identify organizations have lost their prestige owing to failure. We use data from survey of former employees defunct technology firm test proposed model failed find extent which perceived identity organization fulfills members’ self-enhancement and belongingness motives positive relationship it. Identification, turn,...

In this paper, we explain how defunct organizations influence the communities they leave behind through ongoing processes of communal memory work, a twofold social process which members collectives develop shared memories organization and behaviorally engage with its mnemonic traces. We explore individuals’ construal their environment shapes emotional orientation towards past, in turn gives rise to particular forms work. further show work influences changes an organization’s role community’s...

In this article, we seek to recast scholarly thinking about workplace relationships by exploring their lasting value. Drawing on a two-wave survey study, find that ties with former coworkers have positive relationship individuals' social integration into new workplaces. We further explore why individuals maintain such ties, focusing the effects of being hired and employed at particular points in time. Age-at-hire has an inverted curvilinear number one maintains, peak corresponds midlife...

While scholars have explained how organizational imprints evolve, they yet to explore newcomers discern the meaning of existing imprints. Drawing on a field study home healthcare agency, we demonstrate newcomers’ discovery spurs an assessment process through which personalize before enacting them task performance, affective commitment, and preferences for selection. We discuss implications our work seeking better understand cognitive social-cognitive processes underlying experiences with...

Organizational identity scholarship has largely focused on the mutability of meanings ascribed to ambiguous labels. In contrast, we analyze a case study National Organization for Reform Marijuana Laws (NORML) explore how leaders maintained meaning an label amid successive threats. We found that heightened dissensus surrounding attributed organization’s “reform group” at three key points spurred theoretically similar manifestations two processes. The first, sedimentation, involved invoking...

While prior research suggests that ventures not yet present in a given geographic community might threaten reflective aspects of identity (i.e. materiality and rhetoric), it has to explain the divergent outcomes they engender. In this article, we develop comparative case study communities where recreational cannabis dispensaries were founded underlaid noticeably different effect on reflections. Our findings suggest threat interpretations—founded communal characterizations history—spur...

Abstract Organizational members frequently evaluate how their abilities and standing compare with those of colleagues. Although these comparisons can have a negative impact on organizations, little attention has been paid to the role leaders in processes. Drawing interviews individuals leadership positions business schools, we develop framework explain what triggers leaders’ social among faculty they become involved them. Central this are self‐schemas, which encompass preferences about...

How do professionals attempt to restore their credibility when it has been tarnished by crises or scandals? To address this issue, we examined how banking who testified during a government inquiry into the 2008 crisis in Ireland responded confronted with negative social evaluations (NSEs) evidenced personal criticism of judgment, competence, morality. We find that professional is renegotiated through two processes: depersonalization and personalization. Testifiers distanced themselves from...

Scholars have tended to argue that the maintenance of organizational imprints depends largely upon institutional forces, with little attention given potential influence individuals who enact in a context. Drawing on field study home healthcare agency, we seek explain role members enlivening over time. We develop model imprint demonstrates how encounter through their involvement work practices and revise meanings allow persist. close discussion this work's implications for both sensemaking...

Why do some individuals stubbornly maintain their prior workplace relationships years after the demise of organization while others let them go lightly? We posit that individuals’ life stage when hired into an influences later tendency to relationships, because determines openness developing these relationships. test this general proposition with a sample former employees defunct organization. The analyses provide evidence inverted-U- shaped relationship between age at hire and number...

Using a qualitative, multi-country study of leadership in professional settings, we develop theory how leaders’ understanding and responses to social comparison processes give shape leader-member exchange (LMX) relationships. We find that leaders adopt tactics manage are consistent with their organizational priorities, which may include equity, equality, building. These actions such as creating greater opportunities for wider range members contribute an organization, insisting on...

Despite increasing scholarly inquiry about employee creativity, there is a lack of understanding how individual traits develop or inhibit creativity. To narrow this gap, we adopt an interactionist perspective to investigate and contextual factors integrate with each other influence Drawing upon perspective, conceptualize model proposing that employees' openness experience affects their radical incremental creativity under the conditions supportive supervision co-worker trust. We test our...

This paper contributes to the recent surge of academic interest in positive aspects organizational life by reviewing literature on benevolence. In doing so, we first describe five broad literatures that have focused benevolence, discussing its connections and differences with similar concepts. We then identify a range antecedents consequences benevolence workplace for individuals, teams organizations creating between extant but disparate literatures. also document few emerging trends growing...

In this study, we sought to understand how individuals with professional identities experience opportunities for role transitions. Drawing on 47 semi- structured interviews and direct observation conducted at a home healthcare company over 7 month period, employed grounded theory techniques reveal the motivations underlying decisions undergo partial or complete transitions into administrative roles as well forms of identity work that facilitated adjustment new roles. Nurses who underwent...