Research in Organizational Behavior - Research in Organizational Behavior

Marc Notes: Bibl. ref.; An annual series of analytical essays and critical reviewsTable of Contents: List of contributors. Preface. A multi-level theory of self-serving behavior in and by organizations (G. Johns). Sources of environmentally destructive behavior: individual, organizational, and institutional perspectives (M. H. Bazerman, A. J. Hoffman). Organizing for high reliability: processes of collective mindfulness (K. E. Weick "et al."). Do digital telecommunications affect work and organization? The state of our knowledge (S. O'Mahony, S. R. Barley). An expanded model of organizational identification (K. D. Elsbach). Why people cooperate with organizations: an identity-based perspective (T. R. Tyler). Identity maintenance and adaptation: a multi-level analysis of response to loss (S. F. Freeman). Variance explained: why size does not (always) matter (M. Fichman).

Contributor Bio:  Sutton, Robert I Robert I. Sutton is professor of management science and engineering at the Stanford University School of Engineering, where he is the former codirector of the Center for Work, Technology, and Organization. Sutton is the author of "The No Asshole Rule" and coauthor of "The Knowing-Doing Gap" and "Hard Facts, Dangerous Half-Truths, and Total Nonsense."Contributor Bio:  Staw, Barry M "Barry M. Staw" is the Lorraine T. Mitchell Professor of Leadership and Communication at the Haas School of Business, University of California, Berkeley. He received his Ph. D. from Northwestern University and has previously served on the faculties at the University of Illinois, Northwestern, Iowa, and UCLA. He is the author of more than 60 academic articles and has edited several hooks on organizational behavior. He has served on the editorial boards of most major journals in the fields of organizational behavior and applied psychology, and is founder and co-editor of the annual series, "Research in Organizational Behavior." Professor Staw's current research interests include the relationship of affect and emotion to work performance, the escalation of commitment, organizational innovation, and the linkage of psychological processes to organizational strategy. He recently received the Academy of Management's Scholarly Contributions Award in recognition of his career achievements in research.