Purpose The question of how the firm responds to performance feedback forms the backbone of the behavioral theory of the firm. Although the literature works with goals aspirations and additional determinants of a firm’s search activity – proximity to bankruptcy and slack resources – the majority of the empirical research assumes the firm’s response to performance feedback to be linear with a spline at the aspiration level. The purpose of this paper is to study possible curvilinear properties of performance feedback itself that may yield insight on the behavior of firms responding differently from the theory’s predictions. Design/methodology/approach The research uses data from exchange-listed German industrial firms followed from 2001 to 2015. It evaluates hypotheses using historical aspiration models with ROA as a measure of performance and with a spline specification. The fixed-effects panel data models serve as an estimation technique. Findings The research supports an inverted U-shape relationship between performance feedback and research and development (R&D) intensity for firms below their aspiration levels, and a U-shape relationship for firms above their aspiration levels. Originality/value The research is one of the first to directly study curvilinearity in performance feedback relationships. Arguably, there is no such a study directly focusing on a firm’s search as represented by R&D, despite the fact, that R&D forms the backbone of performance feedback research. Also, the population of German industrial firms is new in the literature.
<p><strong>Purpose:</strong> The review summarizes major research that contributed to the organizational life cycle theory, discusses major issues and contradictions of the theory and offers additional assumptions about the organizational life cycle. Based on that, it attempts to offer a future research agenda for the theory.</p><p><strong>Methodology/Approach:</strong> The paper uses narrative review; the list of included life cycle models stems from previous summaries of the theory and subsequent snowball search through reference lists of individual reviewed papers.</p><p><strong>Findings:</strong> The theory is rich with various life cycle models that nevertheless converge on some major characteristics. Organizational life cycle can be described with classical five stages: (i) founding, (ii) growth, (iii) maturity, (iv) decline, and (v) revival. However, the stages do not necessarily follow in such an order, and therefore the research establishes likely paths in their development. Also, it appears that growth rate (relative to a market) and change in formalism are major factors distinguishing in the theory individual stages.</p><p><strong>Research Limitation/implication:</strong> Organizational life cycle theory is often neglected based on simplifying presumptions like determinism of organizational development. On the other hand, there is a growing evidence that factors stemming from particular life cycle stages alter organizational behavior and therefore should be considered in behavioral research on an organizational level.</p><p><strong>Originality/Value of paper:</strong> The paper represents up to date review of major theoretical models from the perspective of the current state of the field. Since the theory flourished in 70’s and 80’s it is inevitably limited in some aspects. The new review may spark renewed interest in implications stemming from the theory and enrich analytical tools of management scholars.</p>
<p><strong>Purpose:</strong> Personality traits represent an important driver of creativity. Several studies linked individual personality traits and creativity, yet in most cases, the literature provides contradictory insights. In this study, we quasi-replicate prior studies using a new sample to assess the reliability of previous research. Furthermore, we explore the topic in greater detail, as we also study the relationship of creativity with personality facets, a more fine-grained alternative.</p><p><strong>Methodology/Approach:</strong> The study uses a survey-based sample of students from Denmark. To measure personality traits and facets, we asked respondents to fill 44 items Big Five Personality Inventory. We measured creativity using three items from the HEXACO-60 personality inventory. The data were analyzed using generalized least squares models with gender as a control.</p><p><strong>Findings:</strong> In line with the previous literature, our research showed that Openness to Experience is positively related to creativity. We found similar, yet statistically weaker evidence for the relationship of Extraversion and creativity. In contrast to most of the previous findings, we also reported a negative relationship between Conscientiousness and creativity.</p><p><strong>Research Limitation/Implication:</strong> Our research contributes to the topic of the relationship between personality traits and creativity. Some of the relationships fall into the area where the literature is not coherent. We propose that the explanation may stem from the too broad formulation of personality traits, and we partially show that using personality facets. For this reason, future research needs to go into detail of individual personality traits.</p><strong>Originality/Value of paper:</strong> The paper provides further insight into the relationship between personality and creativity.
Tackling major societal challenges often requires a significant level of organizational novelty. One such recent example is Klima DAO, a decentralized autonomous organization (DAO) that seeks to transform voluntary markets through the adoption of carbon credits. DAOs rely on self-executing rules and have a high level of decentralization. By leveraging blockchain and related technologies, Klima DAO offers innovative solutions to universal problems of organizing in both its governance and product delivery. Blockchain tools enable Klima DAO to operate uniquely, allowing for rapid scaling while maintaining decentralized governance and promoting transparent carbon credit trading with low transaction fees. As such, Klima DAO may serve as a model for future organizations in search of greater transparency and flatter governance structures.
Framing bias is an individual decision-making misconception caused by the fact that a person interprets the surrounding world according to a decision frame chosen by her or his subjective opinion. This article aims to review various kinds of factors that cause and affect framing or lead to debiasing, i.e. a decrease in the resulting framing bias. The objective of the study is carried out using a literature review that analyzes recent empirical studies. As a result, numerous factors are identified that according to the studies have an impact on framing. It transpires that four broader groups of these factors can be established -decision situation setup (amount of information, additional presentation of options), experience (knowledge, engagement), effort (attention, complexity, the amount of information to process) and demographics (gender, nationality).
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