On the Theory of Organizational Path Dependence: Clarifications, Replies to Objections, and Extensions

Sydow, Jörg; Schreyögg, Georg; Koch, Jochen

doi:10.5465/amr.2020.0163

Cited by 58 publications

(67 citation statements)

References 78 publications

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“…Path dependency theorising (Greener, 2005; Mahoney, 2000; Sydow et al. , 2020) suggests that rather than being an outcome of rational decision-taking (Hodgson, 2012), once locked-in to a particular path (Goldstone, 1998), policy formation and application may simply be conditioned by habit (Greener, 2005).…”

Section: Discussionmentioning

confidence: 99%

“…We argue that path dependency theory can help analysis on both of these issues, namely how to change organisational policy and practice in respect of resourcing and supporting minority expatriation mindful of the business and moral case for expatriate diversity. First, a path-dependent framework for assessing interventions to widen expatriate diversity can enable a “time-sensitive” understanding of organisational phenomena (Sydow et al. , 2020, p. 718), in place of “ahistorical generalities” (Hodgson, 2012, p. 94) informing strategic choices made by corporate managements.…”

Section: Discussionmentioning

confidence: 99%

“…Our findings are discussed within the framework of path dependency theory (Greener, 2005; Mahoney, 2000; Sydow et al. , 2020) to help us explain the persistence of minority expatriate participation.…”

Section: Introductionmentioning

confidence: 94%

“…Turning to expatriate characteristics and framing consideration of these using the lens of organisational path dependency (Greener, 2005;Mahoney, 2000;Sydow et al, 2020) suggests setting aside assumptions that ahistorical rational choice (Hodgson, 2012) guides managerial identification of expatriate suitability. Instead a time-sensitive lens should be applied to scrutinise how expatriate characteristics as envisioned by organisations were originally formed.…”

Section: Theoretical Contributionmentioning

confidence: 99%

“…Historical 'traditional' expatriate demographic characteristics may have created locked-in resourcing rationales (Goldstone, 1998;Greener, 2005) that reflect social norms from previous decades which, although they have been questioned and overturned during the past 30 years, are still creating barriers to minorities' expatriate participation. To break with these endogenous historical paths, attention may be directed towards exogenous influences highlighting business as well as moral imperatives (Sydow et al, 2020) to uprate expatriation success criteria to align with today's normative social ecosystem (Baruch et al, 2016;Hall and Taylor, 1996;Greener, 2005). This could enable horizontal and vertical routes for a greater diversity of organisational talent more representative of contemporary society to participate in expatriate experiences to the benefit of organisational success, receiving countries' skill shortages, and minorities' careers alike.…”

Section: Theoretical Contributionmentioning

confidence: 99%

See 4 more Smart Citations

What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research

Shortland

Perkins

2022

CDI

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PurposeThe purpose of this paper is to report on trends in the deployment of minority expatriates, review organisational interventions to increase expatriate diversity and to consider the challenges facing employers in widening expatriate diversity through a review of practitioner publications published by relocation management companies/consultancies.Design/methodology/approachA review of 109 practitioner publications on organisational international assignment policy and practice was conducted to identify trends across three decades in minority expatriation and employer interventions to widen expatriate diversity.FindingsPractitioner publications record percentage female expatriate participation and expatriate age profiles. While expatriate diversity challenges are reported, employer interventions focus on supporting women and LGBTQ+ assignees but with little detail on their outcomes. There is little emphasis on ethnicity/race, religion, disability, pregnancy/maternity, intersectionality of diversity characteristics and inclusion.Research limitations/implicationsPractitioner publications consulted were primarily Western-focused, with access to a “complete” publications record precluded. Academic research that compares employer policy on diversity interventions with how it is implemented is needed.Practical implicationsA stronger focus on supporting the full range of expatriate diversity attributes and intersectionality is required, explaining how challenges have been addressed and inclusion achieved.Social implicationsAnalysis of employer interventions could assist organisations to widen expatriate diversity and inclusion, and minorities to access international careers.Originality/valueThis review of practitioner data reveals trends in the deployment of minority expatriates, interventions taken by employers and challenges they perceive in widening expatriate diversity, providing a unique perspective and enriching our understanding of academic expatriate diversity research. Path-dependent organisational action may hinder employers' future focus on diversity, inclusion and intersectionality.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 94%

Section: Theoretical Contributionmentioning

confidence: 99%

Section: Theoretical Contributionmentioning

confidence: 99%

See 3 more Smart Citations

What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research

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2022

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show abstract

Path dependence of accountants: Why are they not involved in corporate sustainability?

2022

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Accounting has been identified as a key area to inform managers seeking to transform businesses towards sustainability. Empirical research, however, shows that management accountants are scarcely involved in sustainability accounting. This paper contributes to understanding their barriers, using path dependence theory as a theoretical framework to empirically investigate how accountants have become “locked in” by self‐reinforcing mechanisms. Based on semistructured interviews with 33 management accountants in Germany, the paper identifies three interrelated self‐reinforcing mechanisms that inhibit accountants from sustainability involvement. A strong focus on financial priorities and incremental improvements driven by top management expectations hinder the consideration of sustainability beyond its direct costs. Specialization is another barrier, as is an understanding of sustainability as peripheral rather than a core business. Contrary to prior literature, accountants express eagerness to learn, though rarely about sustainability. They rarely question assumptions about sustainability and their role, leading to missed opportunities for double‐loop learning and more transformative change.

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Path Dependence and Integrated Care

Auschra

Sydow

2021

Handbook Integrated Care

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On the Theory of Organizational Path Dependence: Clarifications, Replies to Objections, and Extensions

Cited by 58 publications

References 78 publications

What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research

What do we know about diversity, intersectionality and inclusion in organisationally-assigned expatriation? A review of relocation management company/consultancy practitioner research

Path dependence of accountants: Why are they not involved in corporate sustainability?

Path Dependence and Integrated Care

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