Theoretical and Analytical Issues in Studying Organizational Processes

Monge, Peter R.

doi:10.1287/orsc.1.4.406

Cited by 158 publications

(148 citation statements)

References 33 publications

Supporting

Mentioning

147

Contrasting

Unclassified

Order By: Relevance

“…We ground our arguments in dynamic systems theory (Maruyama, 1963) and conceptualize unit-level absenteeism as a long-term, historically dependent phenomenon. Maruyama proposed that feedback loops are created in such a way that a variable eventually relates to itself at a later point in time (see also Monge, 1990). He introduced the terms deviation amplification, which refers to a positive feedback loop whereby initial change in a variable leads to further changes in that variable in the same direction, and deviation counteraction, which refers to a negative feedback loop whereby initial change in a variable in one direction leads to an eventual change in that variable in the opposite direction.…”

Section: Hypothesis 2 Unit-level Organizational Commitment Is Negatimentioning

confidence: 99%

“…In theory, absenteeism cannot continue to increase indefinitely; at some point there must be a limit to the amount of change that can take place (Monge, 1990). Thus, exponential increases in unit-level absenteeism would fast become untenable from a staffing perspective, and they could perhaps set in motion deviation-counter-acting interventions.…”

Section: Implications For Theory and Researchmentioning

confidence: 99%

See 1 more Smart Citation

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Hausknecht

Hiller

Vance

2008

AMJ

143

109

View full text Add to dashboard Cite

Prior research is limited in explaining absenteeism at the unit level and over time. We developed and tested a model of unit-level absenteeism using five waves of data collected over six years from 115 work units in a large state agency. Unit-level job satisfaction, organizational commitment, and local unemployment were modeled as time-varying predictors of absenteeism. Shared satisfaction and commitment interacted in predicting absenteeism but were not related to the rate of change in absenteeism over time. Unit-level satisfaction and commitment were more strongly related to absenteeism when units were located in areas with plentiful job alternatives. We thank Associate Editor Nandini Rajagopalan and three anonymous reviewers for their valuable feedback and suggestions. Work-Unit Absenteeism 2 AbstractPrior research is limited in explaining absenteeism at the unit level and over time. We

show abstract

Section: Hypothesis 2 Unit-level Organizational Commitment Is Negatimentioning

confidence: 99%

Section: Implications For Theory and Researchmentioning

confidence: 99%

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Hausknecht

Hiller

Vance

2008

AMJ

143

109

View full text Add to dashboard Cite

show abstract

“…As per process theorists' recommendations (Monge 1990;Gersick 1988), our model not only outlines the phases in the process, but also specifies the triggering mechanisms that facilitate the transition from one phase to another. Understanding Virtual Team Development by S. Sarker and S. Sahay synonymously, just as increased information sharing is equated with better learning.…”

mentioning

confidence: 99%

Understanding Virtual Team Development: An Interpretive Study

Sarker¹,

Sahay²

2003

JAIS

118

109

View full text Add to dashboard Cite

In this paper, we develop an understanding of how virtual teams develop over time by inductively studying communication transactions of 12 United States-Canadian student virtual teams involved in ISD. Our analysis is based upon two influential streams of social science research: (1) interaction analysis, which aided in the examination of the micro-processes of communication among members of a virtual team, and (2) structuration theory, which provided a meta-framework to help link the microlevel communication patterns with the more macro-structures representing the environmental context as well as the characteristics of teams over time. Based on our interpretation of the communication patterns in the virtual teams, we propose a theoretical model to describe how virtual teams develop over the life of a project, and also attempt to clarify how the concepts of communication, virtual team development, and collaboration are related.

show abstract

“…Longitudinal researchers have to decide what constitutes a significant research episode according to the objectives of their study, the situation in which they find their subjects (Pettigrew, 1990) or the characteristics of the variables they wish to monitor (Monge, 1990). …”

Section: The Problem With Process (Methods) Problems With Boundariesmentioning

confidence: 99%

Process theory and research: Exploring the dialectic tension

Cock¹,

Sharp²

2007

Scandinavian Journal of Management

View full text Add to dashboard Cite

We contest that although the notion of process is increasingly being applied to the study of organizations, these attempts are hampered by significant methodological shortcomings. The value of process theory is under-utilized because most attempts to apply process theory end up reverting to conventional non-process methods. We suggest that the cause of this reversion is primarily the challenge of making sense, of fixing the world, propelling us from process into the world of substance. To break free of these limitations we propose an approach that takes the researchers' audience alongside the subject processes rather than attempting to clinically intersect them. We illuminate this paper with our own story vignettes concerning the fortunes of an idea that passes by the name of Value Based Management. These vignettes are meant to create a tension in that they both exemplify and disrupt the theoretical narrative. 1 THE IDEA OF PROCESSOMT (Organization and Management Theory) has seen a definite 'gerundial' movement in vocabulary over recent years -order to ordering (Cooper & Law, 1995); being to becoming (Chia, 1997); knowledge to knowing (Cook & Brown, 1999) -to the point where it has become uncontroversial to claim that 'everything is process ' (Sturdy & Grey, 2003): people, organizations, and ideas are considered abstractions or fixings of movement, temporary, identifiable 'resting points' (Chia & Tsoukas, 2002;Ford & Ford, 1994). Yet, there is little evidence of a clear methodological shift associated with this spread of the gerund (Alvesson, 2003). Whilst the case "for the return to a regrounding of theory on the primacy of lived experience" (Chia, 2003: 124) has been made eloquently and persuasively, it is far from clear how we as researchers actually go about actualizing this. Clearly there exists a disjunction between the ways in which organizational scholars are ready to see and value the organizational world and the ways they are ready to respond when engaging with this world.To quote Van Maanen (1995: 23): "It is a little like recognizing that the explanation of a joke is not itself funny but at the same time realizing that knowing so does not help one construct hilarious one-liners". This paper is principally about the idea of process and its relevance to the field of Organization and Management Theory (OMT). In particular we are concerned with apparent methodological difficulties that arise when researchers attempt to apply this idea. What then is this idea of process and how is it significant? The idea of 'process' as opposed to 'substance' (things or objects) can be discerned in the philosophical works attributed to Heraclites which have often been contrasted with those attributed to Parmenides. The idea reappears in the late In the next section of the paper we attempt to step down from the heights of metaphysics occupied by process philosophers and develop a social theory of process that combines their insights with those of dialectical materialism, and in particular the theoretical edifice ...

show abstract

Theoretical and Analytical Issues in Studying Organizational Processes

Cited by 158 publications

References 33 publications

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Work-Unit Absenteeism: Effects of Satisfaction, Commitment, Labor Market Conditions, and Time

Understanding Virtual Team Development: An Interpretive Study

Process theory and research: Exploring the dialectic tension

Contact Info

Product

Resources

About