Knowledge that Transforms

ABSTRACTPast research has recognized the contingent value of corporate political ties but largely neglects their heterogeneity. Drawing on the political embeddedness perspective and literature on emerging economy political institutions, we develop hypotheses regarding how political networks comprising managerial and government ownership ties may have different valuation effects in the face of adverse political shocks. Examining stock market responses to an unanticipated, high‐profile political event in China, we find a negative valuation effect of managerial ties to municipal government, but an insignificant effect of government ownership ties. Further, companies combining managerial and ownership ties experienced less post‐shock reduction in market value than those holding only managerial political ties. These findings shed light on the values of different configurations of corporate political ties and inform firms of potential ways to manage ubiquitous political hazards in emerging economies.

AbstractThis paper examines how fluid social collectives, where membership is latent, contested, or unclear, achieve ‘organizationality’, that is, how they achieve organizational identity and actorhood. Drawing on the “communicative constitution of organizations” perspective, we argue that the organizationality of a social collective is accomplished through ‘identity claims’ – i.e., speech acts that concern what the social collective is or does – and negotiations on whether or not these claims have been made on the collective's behalf. We empirically examine the case of the hacker collective Anonymous and analyse relevant identity claims to investigate two critical episodes in which the organizationality of Anonymous was contested. Our study contributes to organization studies by showing that fluid social collectives are able to temporarily reinstate organizational actorhood through the performance of carefully prepared and staged identity claims.

ABSTRACTBased on a sample of 222 cross‐border acquisitions by US firms in the service sector, our study examines the effects of acquiring firms' prior cross‐border acquisition experience in the same industry and geographic region as the acquired firm on shareholder value creation. Using the BHAR (buy‐and‐hold abnormal returns) methodology, we find that higher levels of industry‐specific and region‐specific acquisition experience translate into greater shareholder value creation for acquiring firms in subsequent acquisitions. In addition, our results indicate that the effects of industry‐specific acquisition experience on acquisition performance are contingent on the level of cultural similarity between the acquiring and acquired firm countries, with the benefits of prior experience being greater in acquisitions undertaken in culturally similar countries. We also find that the moderating effects of cultural similarity on the relationship between industry‐specific acquisition experience and value creation are contingent on the level of prior region‐specific acquisition experience possessed by the acquiring firm.

AbstractWe challenge recent assertions that discourse studies cannot de facto address materiality. We demonstrate how a Foucauldian theorization of discourse provides a way to analyse the co‐constitutive nature of discursive and material processes, as well as explore the power relations implicated in these relationships. To illustrate our argument, we identify exemplary studies that have effectively combined a study of discourse and different aspects of materiality – bodies, objects, spaces, and practices. In doing so, we show how discourse scholars are able to study both materiality and power relations.

ABSTRACTAlthough a significant body of research has investigated the independent effects of distinct types of slack resources, current theoretical and empirical work does not sufficiently clarify how bundles of slack resources affect firm outcomes. Drawing on the resource constraints literature and the slack literature, we investigate how distinct bundles of financial and human resource slack influence firm performance and survival. Using a sample of 4715 European information and communication technology firms, we show that neither parallel resource abundance (having slack in financial and human resources) nor parallel resource constraints (lacking slack in financial and human resources) are optimal for firm performance and survival. However, firms with selective constraints that combine slack in financial resources with constraints in human resources exhibit superior performance without decreased survival prospects. Taken together, this study extends current research by providing a more nuanced view of the relationships between slack resources, firm performance, and firm survival.

AbstractFirms appointCEOswith different types of human capital in order to manage resource dependencies. HowCEOsare compensated thus can be conceptualized as a valuation process of how boards view the value ofCEOs' human capital. Two types of human capital – international experience and political ties – have emerged as potential drivers ofCEOcompensation during institutional transitions. But how they impactCEOcompensation has remained unclear. We develop a resource dependence‐based, contingency framework to focus on theexternalandinternalfactors that enable or constrain human capital to impactCEOcompensation. Because of the tremendous regional diversity withinChina, externally, we focus on the level of marketization of the region in which firms are headquartered. Internally, we pay attention to two corporate governance mechanisms: politically connected outside directors and compensation committee. Data from 10,329 firm‐year observations at 94 per cent of listed firms inChina largely support our framework. Overall, our study contributes to resource dependence research by extending this research to the context of institutional transitions with a focus on how human capital impactsCEOcompensation.

ABSTRACTInterpretivist and critical accounting researchers have long challenged the shareholder focus of conventional accounting, calling for new approaches that promote accountability to stakeholders and participatory governance. One proposal is for dialogic accountings that take pluralism seriously and enable critical reflection on organizational practices from diverse socio‐political perspectives. Dialogic accounting aims to counter narrow managerialist framings and address constituencies poorly served by traditional accounting. However, those favouring pluralist approaches face significant challenges in addressing entrenched ideologies and power relations. Rather than trying to address these challenges solely from within accounting, much can be learned from disciplinary fields that demonstrate sustained interest in pluralistic analysis and engagement. Here, we focus on the insights science and technology studies (STS) provides on opening up and closing down participatory governance, understanding knowledge‐power dynamics and implications for stakeholder value creation.

AbstractExtant research on dignity at work has revealed conditions that contribute to indignity, employees’ responses to dignity threats, and ways in which employees’ inherent dignity is undermined. But while dignity – and specifically indignity – is theorized as a phenomenon subjectively experienced and judged by individuals, little research has privileged workers’ own perspectives. In this study, working adults reveal how they personally experience and understand meanings of dignity at work. I describe three core components of workplace dignity and the communicative exchanges through which dignity desires commonly are affirmed or denied: inherent dignity as recognized by respectful interaction, earned dignity as recognized by messages of competence and contribution, and remediated dignity as recognized by social interactions and organizational practices that conceal the instrumental and unequal nature of work. Based on theoretical insights drawn from examining the relationships between these components, I argue that workplace dignity is a phenomenon theoretically distinct from human dignity.

ABSTRACTThis paper challenges the predominant view that as CEOs near retirement, they forgo risky long‐term strategic choices and instead focus on decisions that enhance their own short‐term self‐interests. Drawing on the socioemotional wealth (SEW) literature, we argue that unlike near‐retirement CEOs in widely held firms, near‐retirement CEOs in family firms are more concerned about transgenerational control and the legacy that they pass on to future generations. We further contend that the priority of SEW dimensions can change within family firms depending on the CEO's time to retirement. Consequently, near‐retirement CEOs in family firms differ from their counterparts in non‐family firms in that they are willing to continue to engage in international acquisitions as they approach retirement, despite the potential short‐term risks. We further hypothesize that this effect depends on whether the CEO is a family member, whether the CEO is succeeded by another family member, and whether the CEO is the founder. In analysing 3432 family and non‐family firm‐year observations from the S&P 500 for the period between 1997 and 2009, we find support for our hypotheses. Subsequent analyses indicate that near retirement, family CEOs acquire larger and culturally closer targets than their non‐family counterparts. Our paper confirms the need to more fully consider the characteristics of owners and managers in analyses of the CEO career horizon problem.

AbstractThis study extends current understanding of the retrenchment–turnaround relationship in declining firms by introducing a temporal approach and arguing that the effectiveness of retrenchment as a strategy is contingent on its adoption early in turnaround attempts. Drawing from the two‐stage turnaround model and insights from the literature on downward spirals in organizations, we develop and test a theoretical model that explains how temporal considerations in retrenchment influence the likelihood of successful turnaround. Using a matched pair sample of 96 US firms, we find that declining firms that implement retrenchment actions early have a higher likelihood of successful turnaround. The findings also indicate that while two specific retrenchment actions, early divestments and early geographic market exits, significantly contribute to the likelihood of successful turnaround, early layoffs do not. Overall, the findings shed some light on the importance of timing strategic actions in organizational turnarounds. Implications for research and practice are discussed.