Administrative Science

and three ASQ anonymous referees for their valuable comments on earlier drafts, and Tim Bates, Josef Bruderl, Linda Leighton, and Alfred Nucci for sharing their knowledge of other data sources for entrepreneurship research. We also thank Javier Fernandez Navas and Diane Roden for their research help. We acknowledge the help and support of the National Federation of Independent Business. An earlier version of this paper received the 1992 Best Empirical Paper Award from the Entrepreneurship Division of the Academy of Management. The model developed here explains why some firms survive while other firms with equal economic performance do not. We argue that organizational survival is not strictly a function of economic performance but also depends on a firm's own threshold of performance. We apply this threshold model to the study of new venture survival, in which the threshold is determined by the entrepreneur's human capital characteristics, such as alternative employment opportunities, psychic income from entrepreneurship, and cost of switching to other occupations. Using a sample of 1,547 entrepreneurs of new businesses in the U.S., we find strong support for the model. The findings suggest that firms with low thresholds may choose to continue or survive despite comparatively low performance.' It has been frequently argued that, at least in the long run, well-performing organizations survive while poorly performing ones disappear (Alchian, 1950; Friedman, 1953; Winter, 1964; Williamson, 1991). Penrose (1952: 810) summarized this theoretical view as stating that "positive profits can be treated as the criterion of natural selection-the firms that make profits are selected or 'adopted' by the environment, others are rejected and disappear." This view implies a unidimensional relationship between economic performance (defined as the economic returns to residual claimants) and survival, since the firms most likely to discontinue are those that perform the worst. From this unidimensional model, it follows that economic performance and survival should have the same determinants or predictors. Interestingly, mounting empirical evidence suggests that the determinants of performance and survival may substantially differ (

The aim of this study was to investigate the effect of age, sex, employment status, and CGPA on the choice of joining the Nigerian Police force as a career path among undergraduate students of Criminology and Security Studies bachelor programme of Federal University Dutse, Nigeria. Survey method was used with 80 students selected as sample through proportionate stratified and random sampling. Self-administered questionnaire was used to collect data. It was found that unemployed respondents were most likely to choose police as prospective career due to the hope of contributing towards improving the services of the police organization; female undergraduates were not likely to join the police because of the negative perception or bad image of the organization. Age and sex had no relation with the choice of police as a career among the undergraduate students. It is therefore recommended that graduates of Criminology and Security studies should be considered during police recruitment, an...

Bu bibliyografya araştırması, Yönetim Bilimi/Kamu Yönetimi alanının disipliner görünümünü sunmak amacıyla hazırlanmıştır. Türkiye’de daha önce yapılmış olan bibliyografya çalışmalarına bakıldığında Kamu Yönetimi alanında disipline özgülenmiş bir esere rastlanmamaktadır. Nitekim alandaki ilk bibliyografya çalışmaları olan Türk Amme İdaresi Bibliyografyası: 1928-1957 ve Kısa Amme İdaresi Bibliyografyası: 1958-1966 incelendiğinde kuram ve disipline ilişkin bir bölümleme de yoktur.

Bibliyografya, Yönetim Bilimi/Kamu Yönetimi alanında disiplini inceleyen, değerlendiren ve tartışan toplam 182 telif ve çeviri makale, kitap, kitap bölümü, tez ve bildiri metnini kapsamaktadır. Seçilen eserler, 20. yüzyılın başından bu yana Türk akademisyenler tarafından kaleme alınmış ya da çevrilmiş metinlerdir. Bibliyografya çalışmasında farklı yaklaşımları inceleyen; yönetsel olgu incelemesi yapan; karşılaştırmalı yönetim, kamu politikası, kamu örgütlenmesi, personel, reform gibi alanın alt dallarına ilişkin olan yazılar kapsam dışında bırakılmıştır.

Bibliyografya çalışması üç bölümden oluşmaktadır. Disiplin Üzerine Araştırmalar başlığı altında doğrudan disiplinin gelişimi ve başlıca sorunları üzerine yapılmış olan 100 çalışma yer almaktadır. Alanyazın Üzerine İncelemeler başlığı altında alanyazını çözümleyen 35 nicel ve nitel araştırma bulunmaktadır. Alanın Üniversite Düzeyinde Eğitimi ve Öğretimi Üzerine İncelemeler başlığı, öğretim boyutu ile birlikte akademik kurumlaşmayı ele alan 47 çalışmadan oluşmaktadır.

2020-2027 Welcome to the Internet Graduate Research Institute, "Dynamic & Divine Education & Service of the Generations". The Internet Graduate Research Institute includes the Academic & Research  Department of Economics, Department of General Studies, and Department of Religious Studies. IGRI is a lifetime member of the AAHE AAHEA  American Association for Higher Education.

Http://igri.academia.edu, IGRI, Internet Graduate Research Institute, c/o Dr. James Curtis, Jr.                            P.O. Box 3126, Washington, D.C. 20010, 1 (202) 524-0951, Director.IGRI@gmail.com, or igri@@jecjefuniversity.org.

Kamu Yönetimi çalışma alanında faaliyet gösteren Türkiye adresli bilimsel dergilerin tam dökümü ve değerlendirilmesi işi, Kamu Yönetimi ile ilişkili dergilerin bilimsel dergiler dünyası içerisindeki konumunu, yalnızca “an itibariyle” ortaya koyma potansiyeline sahiptir. Nitekim özelde Kamu Yönetimi ile ilişkili dergiler genelde de bilimsel dergiler dünyası, günden güne niceliksel ve/veya niteliksel boyutlarıyla değişkenlik gösterebilmektedir. Dolayısıyla bu çalışma kapsamında kullanılan dinamik veriler ve onlara bağlı değerlendirmeler, ana özgüdür. Ancak anı yakalamak, geleceğin belirlenen amaçlar çerçevesinde güdümlü ve bilinçli bir şekilde dizayn edilebilmesi bakımından olmazsa olmaz niteliktedir. Bu açıdan döküm ve değerlendirme işi hem araştırmacılara hem de yayımcılara mevcut durumu ve gelinen son noktayı göstererek, bir anlamda gelecek için kılavuzluk yapma girişimi olarak düşünülebilir.

We develop a model to explain how images of one's work organization shape the strength of his or her identification with the organization. We focus on two key organizational images: one based on what a member believes is distinctive, central, and enduring about his or her organization and one based on a member's beliefs about what outsiders think about the organization. According to the model, members assess the attractiveness of these images by how well the image preserves the continuity of their self-concept, provides distinctiveness, and enhances self-esteem. The model leads to a number of propositions about how organizational identification affects members' patterns of social interaction.' Members vary in how much they identify with their work organization. When they identify strongly with the organization, the attributes they use to define the organization also define them. Organizations affect their members through this identification process, as shown by the comments of a 3M salesman, quoted in Garbett (1988: 2): I found out today that it is a lot easier being a salesman for 3M than for a little jobber no one has ever heard of. When you don't have to waste time justifying your existence or explaining why you are here, it gives you a certain amount of self-assurance. And, I discovered I came across warmer and friendlier. It made me feel good and enthusiastic to be "somebody" for a change.

The apparent stability of social network structures may mask considerable change and adjustment in the ties that make up the structures. In this study, we theorize and test-using longitudinal data on friendship relations from a radiology department located in the Netherlands-the idea that the characteristics of this "network churn" and the resultant brokerage dynamics are traceable to individual differences in self-monitoring personality. High self-monitors were more likely than low self-monitors to attract new friends and to occupy new bridging positions over time. In comparison to low self-monitors, the new friends that high self-monitors attracted tended to be relative strangers, in the sense that they were unconnected with previous friends, came from different functions, and more effi ciently increased the number of structural holes in the resultant network. Our study suggests that dispositional forces help shape the dynamic structuring of networks: individuals help (re)create the social network structures they inhabit. • Organizations are, among other things, social arenas in which people form, change, and dissolve relationships with their colleagues. We know that the structure of these relationships considered at a given point in time matters. In particular, there is considerable evidence that individuals who occupy brokerage positions bridging the "structural holes" between disconnected others in the workplace receive higher performance evaluations and faster promotions (e.g.

How did the French Revolution change ordinary lives? "Bureaucrats and Bourgeois Society" asks this question in relation to office clerks working in Parisian administrations. Under new masters, these clerks faced radical changes to work practices as reforming politicians looked to implement new 'administrative science'. Many also faced the loss of family inheritances, as positions no longer passed down from father to son. Clerks were now expected to make their career as individuals. In practice, this meant increased job insecurity.  Administrators lived under the threat of regular cuts in pay and of personnel. In this situation, some believed that the way to get ahead was by playing office politics. In the early nineteenth century, however, clerks mitigated their situation by modifying occupational practices. Inside the offices, they settled new modes of judging individual merit. Outside, they accumulated other forms of individual credit, in the process helping to define nineteenth-century bourgeois social capital, ideals of emulation, honor, and masculinity.  Job insecurity, however, continued to set 'bureaucrats' apart from the bourgeoisie and their social identity came under question during the July Monarchy and 1848 Revolution.

This paper examines the influence of the structural positions of different demographic groups in the science and engineering labor force on their access to the allocation of favorable work experiences and their effect on decisions about the evaluation of their performance. Our hypotheses challenge assumptions in the management literature that each group will necessarily express ingroup bias and outgroup derogation. Instead, we call attention to the status hierarchy that develops from status construction processes, the prototypicality that emerges from social categorization processes, and a framework of stereotype content that is based on an analysis of structural positions among groups in the society. Using hierarchical linear modeling with survey data from scientists and engineers in research and development in 24 major corporations, we find that U.S.-born white males, who constitute the normative ingroup, receive advantages in both allocation and evaluation decisions from all eval...

... every year, there's got to be a point when you say, "Gee, how much more can I do?" One of the major issues that is ... These remarks, by a Big Six public accounting firm practice partner during a resignation interview, a deputy chairman, and a senior manager, describe a conflict in ...

We compare and contrast the representativeness, practicality, and cost of five generally available and commonly used organizational sampling frames: direct enumeration, unemployment insurance (UI) forms, Dun and Bradstreet's Market Identifier (DMI) files, the White Pages of the telephone directory, and Chamber of Commerce membership directories. All five approaches were used to identify a population of business organizations in Durham County, North Carolina. Direct enumeration is an effective approach for ...

U postupku donošenja u Hrvatskom saboru su dva temeljna zakona kojima se regulira državna uprava Republike Hrvatske. Riječ je o Konačnom prijedlogu Zakona o izmjenama i dopunama Zakona o državnim službenicima te o Prijedlogu Zakona o sustavu državne uprave (oba iz ožujka 2019.).

Nauka administracji zrodziła się w Europie kontynentalnej, gdzie była rozwinięta tradycja uprawiania nauki prawa administracyjnego, co nadało nauce administracji charakterystyczny kształt i niemal nieodłączne powiązanie z nauką prawa administracyjnego, przyczyniając się też w dalszej perspektywie do zainteresowania tym obszarem przede wszystkim badaczy nauk prawnych. W państwach anglosaskich tymczasem, gdzie długi czas nawet nie akceptowano samej idei prawa administracyjnego jako elementu naznaczonego swego rodzaju antywolnościową schizmą kontynentalnej Europy, zaakceptowano ogólną ideę nauki administracji, ale metodologicznie dostosowano ją do tamtejszych nurtów badawczych, co przyczyniło się do pojmowania tej dyscypliny przez pryzmat, powiedzielibyśmy – nauk o organizacji i zarządzaniu/zarządzania publicznego oraz politologii (co nie musiało oznaczać marginalizacji znaczenia prawa, ale spychało je na dalszy plan). Rok 2018 nie pozostał bez wpływu na możliwości badawcze części polskich administratywistów. Zmiany legislacyjne i nowe rozporządzenie ministerialne doprowadziło do adaptacji do warunków polskich koncepcji anglosaskich, a w konsekwencji do przekwalifikowania tradycyjnie uprawianej przez kontynentalnych prawników nauki administracji w dyscyplinę nauki o polityce i administracji, wywołując ożywioną dyskusję w dotkniętym tą zmianą środowisku naukowym. Autor niniejszego rozdziału stawia sobie wobec powyższego za cel dowieść niewłaściwości takiego rozwiązania.

Representation of group of individuals who are collectively working to achieve specific set of goals and objectives can be simply identified as an organization. In order to achieve organizational goals and objectives, individuals are allocated specific work related roles.

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This study clarifies the role of personality trait when reacting to dissatisfying job conditions by applying Hirschman's exit, voice, loyalty, and Rosbult's neglect as employees' response within Malaysian public sector employees. Structural equation modeling is used to fit the data provided by 150 public sector employees working in various government agencies. Due to the specific organizational culture, this study argues that employees in public sector will choose response either loyalty or neglect depending on which personality traits they belong to. Drawing on the Five Factor Model (FFM), the study finds out that Openness to Experience, Conscientiousness and Extraversion when something unfavorable happens in an organization, they will remain in organization but exhibit passive withdrawal behaviors such as reporting sick, coming in late, putting less effort, putting not enough effort into their work, and missing out on meetings (neglect) while Agreeableness and Emotional Stability will remain confident, assume that in the end everything will work out fine and finally wait and hope for improvement (loyalty).

One of the essential objectives of this work is to change the optical approach of the local power phenomenon, opting for the approach of the territorial organization of local power from the perspective of the realities of the contemporary world. Within the thematic framework of the paper, I have pursued that the territorial organization of local power to be treated from the perspective of political and administrative sciences, referring to the Moldovan realities, but also to the influences of the integration in the European space. In order to solve the theoretical and practical problems related to the efficient territorial organization of the public power, I have used the paradigm of the territorial organization of the public power as the basis of the phenomenon investigation. The key idea of the paradigm is that the phenomenon of public power in the contemporary democratic state must be tackled not only in relation to the state but more broadly in the aspect of the existence of bot...

The apparent stability of social network structures may mask considerable change and adjustment in the ties that make up the structures. In this study, we theorize and test—using longitudinal data on friendship relations from a radiology department located in the Netherlands—the idea that the characteristics of this “network churn” and the resultant brokerage dynamics are traceable to individual differences in self-monitoring personality. High self-monitors were more likely than low self-monitors to attract new friends and to occupy new bridging positions over time. In comparison to low self-monitors, the new friends that high self-monitors attracted tended to be relative strangers, in the sense that they were unconnected with previous friends, came from different functions, and more efficiently increased the number of structural holes in the resultant network. Our study suggests that dispositional forces help shape the dynamic structuring of networks: individuals help (re)create th...

Structured interviews with 996 recently fired or laid-off workers provided data for analyses of the situational and psychological antecedents of both thinking about filing a wrongful-termination claim and actually filing such a claim. Potential antecedents were drawn from relational theories of organizational justice, economic theories about claiming, and sociolegal studies of claiming in other contexts. Wrongful-termination claims were most strongly correlated with the way workers felt they had been treated at the time of termination and with their expected winnings from such a claim. Structural equation model analyses of panel data from follow-up interviews with 163 respondents four months later showed that the psychological variables were, in fact, causal antecedents rather than consequences of claiming thoughts and actions. These findings support relational models of organizational justice and lead to practical suggestions for managing the termination process so as to avoid wron...

The software sector is of growing importance and, due to its degree of dynamism, the identification of capabilities for innovation is vital. This study identifies capabilities variables that distinguish Argentine software companies with high innovation results and high innovation impacts from those with lesser results and impacts. It is applied to a sample of 103 companies, a measurement model and the component variables of an innovation degree index for software companies (INIs) formulated in previous studies. A Principal Component Analysis and a biplot are conducted. In the analysis of results and impacts, 100% of the variability within the first two components is explained, which shows the high correlation between variables. From the biplots, it appears that companies with high results have higher degrees in the variables of motivation, strategy, leadership and internal determinants; and those with high impacts present higher degrees of structure, strategy, leadership, free software and innovation activities. The findings add elements to the theory of capabilities for innovation in the software sector and allow us to consider the relative importance of different capabilities variables in the generation of innovation results and impacts.

This paper reports on a qualitative field study of 16 hospitals implementing an innovative technology for cardiac surgery. We examine how new routines are developed in organizations in which existing routines are reinforced by the technological and organizational context All hospitals studied had top-tier cardiac surgery departments with excellent reputations and patient outcomes yet exhibited striking differences in the extent to which they were able to implement a new technology that required substantial changes in the operating-room-team work routine. Successful implementers underwent a qualitatively different team learning process than those who were unsuccessful. Analysis of qualitative data suggests that implementation involved four process steps: enrollment, preparation, trials, and reflection. Successful implementers used enrollment to motivate the team, designed preparatory practice sessions and early trials to create psychological safety and encourage new behaviors, and pr...

Efficient functioning of the local government depends on its territorial organization, which must correspond to the objective needs of building public power structures, capable of responding, in line with European standards, to the new political, social, economic and cultural realities in which located Republic of Moldova. To investigate the phenomenon and identify efficient solutions was proposed to change the paradigm of investigation the phenomenon. It affirms the necessity to abandon the paradigm of an administrative-territorial organization and adopt a paradigm for the territorial organization of public power. In this sense, a theoretical-conceptual and methodological basis was elaborated in the domain of the territorial organization of the public power, in general, and in the local one in particular

Entrepreneurship has been increasingly promoted as a means to achieve women’s empowerment in the pursuit of gender equal societies by international development organizations, NGO’s as well as national and local governments across the world. Against this, the paper explores the role and influence of multi-actor engagement on successful empowerment of women based on a case study of Kudumbashree program in a regional context of Kerala, in South India. Our objective is to examine the women empowerment outcomes of the Kudumbashree initiatives, implemented within a multi-actor engagement framework supportive of women’s empowerment through capacity building and social inclusion programs. The case study demonstrates ‘how multiple-level engagements help enhance women’s development and support broad sustainable social change, in view of their sensitivity to the embeddedness of women’s agency under specific socio-political and cultural contexts’. We find that Kudumbashree programs, through its...

This study clarifies the role of personality trait when reacting to dissatisfying job conditions by applying Hirschman’s exit, voice, loyalty, and Rosbult’s neglect as employees’ response within Malaysian public sector employees. Structural equation modeling is used to fit the data provided by 150 public sector employees working in various government agencies. Due to the specific organizational culture, this study argues that employees in public sector will choose response either loyalty or neglect depending on which personality traits they belong to. Drawing on the Five Factor Model (FFM), the study finds out that Openness to Experience, Conscientiousness and Extraversion when something unfavorable happens in an organization, they will remain in organization but exhibit passive withdrawal behaviors such as reporting sick, coming in late, putting less effort, putting not enough effort into their work, and missing out on meetings (neglect) while Agreeableness and Emotional Stability ...

Previous research on hybrid organizations has drawn attention to the accountability gap that is believed to emerge when the provision of public services is transferred to a hybrid organization. In this article we take our point of departure in that research and use a case study method to explore whether this gap can be bridged by existing corporate governance systems or if governance systems specially tailored to hybrid forms need to be developed. The result of the study shows that the process is equally important as the system in place. That is, it is not only the actual system but also how the system is implemented and used that affects the ability to bridge the accountability gap. Points for practitioners This article provides insight into how the hybrid form alters the relationship between citizens, elected politicians and organizations performing public services and, consequently, how the ability to secure accountability in public services changes. The results presented in the ...

We thank George Dodge, Jane Dutton, Anne Huff, various colleagues, and Christine Oliver and three anonymous reviewers for their helpful comments on various versions of this manuscript that improved both its content and readability. An earlier version was presented at the 52nd Annual Meeting of the Academy of Management. This article is based, in part, on a dissertation by the first author in partial fulfillment of her Ph.D. (Texas Tech University), Kimberly B. Boal and James G. Hunt, co-chairs. The authors contributed equally to the manuscript, and communications may be sent to any of them. Using grounded theory, we examined a "defender" and a "prospector" bank's strategic adaptation to the Community Redevelopment Act across seven years during which they were under increasing regulatory pressure to comply. The interplay of institutional, organizational, and strategic issue context patterns led the defender to an aborted adaptation and the prospector to a reorientation. Each demonstrated a different form of resistance to demands for compliance to the act: identity resistance (change inconsistent with organizational identity) and virtuous resistance (change not needed since already part of the bank's identity). We observed both incremental and punctuated equilibrium change modes, though only incremental change was sustained. Institutional isomorphism and organizational performance exerted counterintuitive pressures for initiating and sustaining change. Drawing on our results, we develop propositions on organizations' adaptations to change.' Do organizations exhibit different processes of change in response to a pressing institutional issue, and if so, how and why does this occur? In spite of the ubiquity of research on change, the when, how, and why aspects are not at all clear. Van de Ven (1992) and Huff, Huff, and Thomas (1992) argued that we know very little about the order and sequence of events or activities that describe how things change over time, how organizations adapt to environmental changes, and whether these events or activities will lead to secondorder change, in which the system itself changes, or to more modest first-order change, which occurs within the system itself. Change is the movement away from a present state toward a future state (George and Jones, 1995). The popularity of studies on changes labeled second order, framebreaking, or radical might lead the casual reader to believe that these are the norm. Several authors have chronicled such changes as responses to environmental upheavals (e.g., Hrebiniak and Joyce, 1985; Meyer, Brooks, and Goes, 1990; Meyer, Goes, and Brooks, 1994; Miller and Friesen, 1980a, 1980b). Still other studies have described such changes in terms of cuspcatastrophe models (e.g., Gresov, Haveman, and Oliva, 1993) or by observing such changes in the organization's strategic orientation (Zajac and Shortell, 1989), structure (Meyer and Rowan, 1977), organizational identity (Dutton and Dukerich, 1991; Dutton, Dukerich, and Harquail, 1994), or even in the cognitive maps of top-level managers (Barr, Stimert, and Huff, 1992). More substantial research suggests, however, that secondorder change, a shift from one strategic orientation to another (cf. Greenwood and Hinings, 1988), is atypical even in times of environmental upheaval (Tushman and Romanelli, 1985). Authors have noted, for example, that organizations typically converge around a prevailing archetype: strategic orientation and inertia tend to bound the organizational change to that which is consistent with the archetype, representing first-order change. Empirically, Meyer and his colleagues (Meyer, Brooks, and Goes, 1990; Meyer, Goes, and Brooks, 1994) found that second-order change occurred only

The 9/11 Commission Report: Final Report of the National Commission on Terrorist Attacks Upon the United States, Authorized Edition. W. W. Norton and Company, 2004. xviii, 567 pp. $10.00 USD (paper). ISBN 0-39332-671-3. Companion Web site: http://www.9-11commission.gov This report, issued by the independent, bipartisan National Commission on Terrorist Attacks Upon the United States, is the resulting work of an intense investigation and scrutiny of the events related to September 11, 2001, the day of the largest terrorist attacks in U.S. history. The commission was made up of five Republicans and five Democrats, and led by Thomas H. Kean as its chair and vice chair Lee H. Hamilton. In order to fulfill its mandate of investigating the facts and circumstances surrounding the attacks, the commission and its staff members reviewed more than 2.5 million pages of documents, interviewed more than 1200 people, and held nineteen days of public hearings. The resulting report includes a readable condensation of the events of that day, background and explanations of the various factors that taken together made the horrible day possible, and recommendations as to what the government's response should be in order for the United States to be stronger and safer. This report examines which government agencies were involved in both failed and successful intelligence and information gathering, communication, and it reveals information about the emergence of a new form of terrorism by Al Qaeda and individual terrorists. The style of writing combines drama not unlike that found in a thrilling novel rather than a straight report of facts and evidence. The report has been criticized for the former by some, but the bottom line is that such style is what will get people to continue reading after they pick up the report. Several characteristics, beyond its subject matter, distinguish this government report from most other government reports, publications, and documents. One is that immediately upon its release, it shot to the top of best seller's lists as it was brokered widely in bricks and mortar and online bookstores. Another is that the first publisher of the authorized edition was not a government agency, but a private publishing company, W.W. Norton, which nominated it for the National Book Award for non-fiction in 2004; the report became a finalist. In addition, the import of this title will continue to be evident far into the future, and it certainly holds rank among modern-era milestone documents of the United States. Two titles of the thirteen chapters, into which the report is divided, exemplify the report's dramatic style of presentation. The first chapter, bWe Have Some PlanesQ follows the four ill

This paper presents the results of a study on organizational cultures in twenty units from ten different organizations in Denmark and the Netherlands. Data came from in-depth interviews of selected informants and a questionnaire survey of a stratified random sample of organizational members. Data on task, structure, and control characteristics of each unit were collected separately. Quantitative measures of the cultures of the twenty units, aggregated at the unit level, showed that a targe part of the differences among these twenty units could be explained by six factors, related to established concepts from organizational sociology, that measured the organizational cultures on six independent dimensions. The organizational culture differences found resided mainly at the levei of practices as perceived by members. Scores of the units on the six dimensions were partly explainable from organizational idiosyncrasies but were also significantly correlated with a variety of task, structural, and control-system characteristics of the units.