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Networks as Media for Nostalgia in an Organisational Context
Abstract
Nostalgia is popularly associated with the idea of the difficulty of letting go of a past when life was somehow ‘better’ (Gabriel, 1993). Such a perspective is reflected in the organisational literature, for example through the work of Strangleman (1999), Brown and Humphreys (2002) or McCabe (2004), who show how nostalgia can be present in an organisational setting. These works also highlight that nostalgia is a social emotion that is shared and co-constructed; it follows that nostalgia is to be experienced not only individually, but also with others, and thus through a variety of media. This idea that nostalgia is a social emotion has notably been leveraged in marketing, and is discussed in the related literature (see, for example, Cutcher, 2008; Kessous and Roux, 2008), but there is no discussion of the media aspect. Thus, these literatures fail to inform us about how nostalgia is mediated in organisational contexts. Given the general lack of scholarship about the functional relationship between media and nostalgia (see volume Introduction by Niemeyer), this is hardly surprising.
... Nostalgia also increases the ability to cope with difficult situations in the presence of organizational changes and, as a "progressive" force, maintain employee well-being (Ylijoki, 2005). Bardon et al. (2014) emphasized that organizational nostalgia is highly expressed in corporate alumni networks and departed employees have a nostalgic feeling for their former organization, which they perceived as a family. Additionally, organizational nostalgia has maintained the identification of departed employees with their former organizations through a sense of nostalgia (Bardon et al., 2015). ...
Purpose – The spread of technology usage and the increasing popularity of network technology haveformed a basis for alternative working systems as virtual teams and teleworking in the working environment. However, social relations have weakened in these working systems and loneliness has become a common emotion in the workplace. Hence, the concept of loneliness has attracted significant interest in recent years. Yet, despite this interest, research examining loneliness in the workplace is limited in the literature. This study aims to investigate the role of workplace loneliness on intrinsic motivation and the effect of intrinsic motivation on employee well-being through the moderating role of organizational nostalgia.
Design/methodology/approach – Data were collected from 380 respondents working in different sectors. The hypotheses were tested by using structural equation modeling and PROCESS macro for SPSS.
Findings – Results empirically showed that workplace loneliness negatively relates to intrinsic motivation,
intrinsic motivation positively relates to employee well-being, intrinsic motivation mediates the link between workplace loneliness and employee well-being and organizational nostalgia moderates the link between workplace loneliness and intrinsic motivation. Furthermore, organizational nostalgia also moderates the
indirect effect of workplace loneliness on employee well-being through intrinsic motivation.
Originality/value – To the best of the authors’ knowledge, this study contributes to the existing literature on workplace loneliness by investigating underlying mechanisms and boundary conditions for loneliness in the workplace.
... Furthermore, nostalgia studies in organizational settings have been mainly investigated in individualistic cultures such as Germany [28], Finland [19], U.K. [34], and U.S.A. [16,27,35,36]. Nevertheless, organizational nostalgia has not been explored within the context of collectivistic culture. ...
Background:
As an unprecedented outbreak, the COVID-19 pandemic has restricted and dramatically changed several respects of life. In terms of working life, the transition to a remote working system has brought several changes and interrupted the continuity between past and present working life. In this case, this adversity has led people to past experiences and memories, and many people have used nostalgia as a crucial resource for alleviating the negative impact of the outbreak.
Objective:
In this context, as a form of nostalgia, the current study particularly investigated memories eliciting organizational nostalgia and antecedents and consequences of organizational nostalgia in the pandemic era.
Methods:
Photo-elicitation interview in general, and participant-driven photo-elicitation in particular, was used as a data collection method. A cross-sectional design was employed for this study. In total, 10 photo-elicitation interviews through 62 photos were carried out with participants in Turkey. The thematic analysis was used for coding and analyzing the interviews.
Results:
The current study demonstrated that (1) participants feel nostalgic for managers, colleagues, events, job, and working environment-related memories; (2) lack of social connectedness, loneliness, anxiety, fear, and uncertainty triggers pandemic-induced nostalgia; and (3) pandemic-induced organizational nostalgia has an impact on the variety of emotions (regret, hope, pride, freedom, joy, peace, excitement, yearning, gratitude, sadness, and happiness) of employees in the pandemic era.
Conclusions:
This study contributes to overcoming the lack of studies investigating the nostalgic emotion of employees in the pandemic era and how this emotion might contribute to overcoming the effects of COVID-19.
... Management and organizational behavior literature have emphasized that nostalgia has been relevant in the worklife of employees and work groups in organizations in the last two decades 1 (Bardon et al., 2014(Bardon et al., , 2015Gabriel, 1993;1 The concept of nostalgia has been extensively discussed in the marketing literature (Holak & Havlena, 1998;Wildschut et al., 2006). Nostalgia captures the target customers by reminding them of the past's familiar product or brand trends in the marketing literature (Rana, Raut, Prashar & Quttainah, 2020a, 2020b. ...
The concept of nostalgia has been investigated in various disciplines; however, conceptualization and operationalization of nostalgia at the organizational level remain nascent in the literature. Besides, there is a lack of empirical studies examining the role of organizational nostalgia on specific organizational behavior-related variables, such as affective commitment, with the contingent position of moderators, such as organizational discontinuity. To fill this gap, we performed four studies using a mixed methodology. In the first study, we conducted semi-structured interviews with 25 firms. We found that organizational nostalgia is a multidimensional construct with seven configural properties/dimensions: the organization’s allegiance to employees, social events, management support, bonding between employees, the excitement of employees, work conditions, and physical work environment-related sentimental experiences/memories of the organization. In the second study, including 210 firms, and the third study involving 225 different firms, we tested the reliability and validity of the configural organizational nostalgia scale. Finally, in the fourth study, we tested the impacts of organizational nostalgia on affective commitment by investigating 101 other firms. Using a fuzzy-set qualitative comparative analysis (fsQCA), we found that the organization’s allegiance to employees-related experiences/memories is a core condition of affective commitment. We also found that when there is less organizational discontinuity, the organization’s allegiance to employees, management support, working conditions, and physical work environment-related experiences/memories are core conditions of affective commitment.
... 11). Confirming what has been argued in similar studies, the "Hong Kong in the '60s" group illustrates how pre-existing m&z 4/2016 93 social circles and communities such as alumni networks, school cohorts and company clubs can find new media platforms to reassemble, and become in themselves the medium for practices of nostalgizing (Bardon, Josserand, & Villesèche, 2014). We have begun this article by proposing to call these practices "colonial past-times" to reflect the specific historical context of Hong Kong. ...
... 11). Confirming what has been argued in similar studies, the "Hong Kong in the '60s" group illustrates how pre-existing m&z 4/2016 93 social circles and communities such as alumni networks, school cohorts and company clubs can find new media platforms to reassemble, and become in themselves the medium for practices of nostalgizing (Bardon, Josserand, & Villesèche, 2014). We have begun this article by proposing to call these practices "colonial past-times" to reflect the specific historical context of Hong Kong. ...
Co-edited special issue of media&time "Media, Communication and Nostalgia" by Manuel Menke and Christian Schwarzenegger with 10 articles:
(1) Manuel Menke & Christian Schwarzenegger: Media, Communication and Nostalgia - Finding a better tomorrow in the yesterday?-----
(2) Ekaterina Kalinina: What Do We Talk About When We Talk About Media and Nostalgia?-----
(3) Steffen Lepa & Vlasis Tritakis: Not Every Vinyl Retromaniac is a Nostalgic - A social experiment on the pleasures of record listening in the digital age.-----
(4) Lynne Hibberd & Zoë Tew-Thompson: Hills, Old People, and Sheep - Reflections of Holmfirth as the Summer Wine town.-----
(5) Jakob Hörtnagl: “Why? Because It’s Classic!“ - Negotiated knowledge and group identity in the retrogaming-community “Project 1999”.-----
(6) Ezequiel Korin: Nowstalgia - Articulating future pasts through selfies and GoPro-ing.-----
(7) Mario Keller: Experienced Mood and Commodified Mode Forms of nostalgia in the television commercials of Manner.-----
(8) Talitha Ferraz: Activating Nostalgia - Cinemagoers’ performances in Brazilian movie theatres reopening and protection cases.-----
(9) Gabriele de Seta & Francesca Olivotti: Postcolonial Posts on Colonial Pasts - Constructing Hong Kong nostalgia on social media.-----
(10) Marek Jeziński & Łukasz Wojtkowski: Nostalgia Commodified- Towards the marketization of the post-communist past through the new media.
... 11). Confirming what has been argued in similar studies, the "Hong Kong in the '60s" group illustrates how pre-existing social circles and communities such as alumni networks, school cohorts and company clubs can find new media platforms to reassemble, and become in themselves the medium for practices of nostalgizing (Bardon, Josserand, & Villesèche, 2014). We have begun this article by proposing to call these practices "colonial past-times" to reflect the specific historical context of Hong Kong. ...
Hong Kong nostalgia has become a trademark aesthetic in representations of the city from literature and cinema to branding and advertising. This article traces the social construction of Hong Kong nostalgia back to digital media platforms and the everyday activities of users sharing and commenting historical images and textual memories related to the city's colonial past. In dialogue with recent scholarship on time, media and memory, the authors identify a large Facebook group dedicated to the city's colonial times and follow the activities of its members through qualitative methodologies guided by a network sensibility. By engaging with the circulation of historical photographs, personal narratives and material culture; and by examining the media practices involved in sharing and reconstructing local memories, the authors provide an ethnographically grounded portrayal of how everyday social media interactions contribute to a larger process of nostalgizing the city.
... In order to explore the identity work performed by members of an alumni network to construct themselves as alumni, we study the case of the corporate alumni network of BigMarket, a prominent multinational firm. This case study is part of a larger research project aiming at exploring the functioning of corporate alumni networks (Bardon et al., 2014;Barlatier et al., 2013). The BigMarket alumni network consisted of informal and largely local groups until 2000, when a dozen alumni founded the formal BigMarket alumni network. ...
Although corporate alumni networks are a developing practice, academia has said very little about them and their members. In this article, our goal is to provide an account of how members of such networks construct themselves as alumni. To that end, we adopt a narrative approach to identity construction and empirically explore the identity work that the members of one corporate alumni network carry out in order to sustain their identification with a past organizational setting. Our case study leads us to document four ‘identity stratagems’ (Jenkins, 1996) through which members incorporate elements of their past professional experience into their self-narratives: nostalgia, reproduction, validation and combination. It thus allows for a better understanding of corporate alumni networks and their members, while also contributing to the broader identity literature by further documenting how organizational participants can incorporate elements of a past professional experience into their self-narratives.
As deliberated in the introduction, this book takes its point of departure as the exploration of the complex connections between the identity and diversity literature. We start this chapter by briefly summarizing the main findings when comparing the three lenses offered on the relation between identity and diversity: the social identity, critical and post-structural perspectives. We then proceed to discussing the implications for practice, as well as prospects for future research for each perspective and across them.
The multidivisional form is the favored form of organization for the large firms that dominate the American economy. This study takes up the causes of the dissemination of that form among large firms from 1919 to 1979. Five theories are initially proposed as possible explanations for the changes observed and these theories are operationalized and tested. The model that seems most consistent with the data emphasizes the ability of key actors to alter structure under three circumstances: when the firm has a product-related or -unrelated strategy (which is consistent with Chandler's [1962] theorizing); when the corporate presidents have a background in sales or finance; and when other firms in the industry alter their
structures. The implications of these results for theories of organizational change are discussed with special reference to the importance of conceiving how actors operate with varying rationalities in this process.
This study compares the agency theory of the firm with interorganizational theory in examining the factors associated with the adoption of the poison pill-a takeover defense issued by a firm's board of directors that can dramatically increase the cost that a hostile buyer would have to pay to acquire the firm-by a panel of Fortune 500 firms between July 1984 and August 1989. The pill's rapid spread is traced to a combination of ownership structure and other firm-level factors and an interlock network diffusion process. The results support a social structural perspective on the market for corporate control in which the interlock network provides a social context favoring continued managerial dominance. The findings are also more consistent with models of cohesion rather than structural equivalence as the social structural mechanism responsible for diffusion.
Purpose
Based on Greimas' contributions in 2002 and on qualitative research, this paper aims to focus on a semiotic analysis of the meaning of nostalgia related to products and brands.
Design/methodology/approach
This paper involves a two‐stage interview process. Informants were interviewed first in T1 (July‐August 2005) about products and brands connected to nostalgic feelings. They were re‐interviewed a year after in T2 (June‐July 2006). Pictures of products and brands evoked in T1 were shown and informants where asked what came to mind when they where exposed to such material. Based on the transcription of the interviews, a three‐step content analysis was performed: a first reading of the corpus made it possible to identify the two dimensions of time that structure the informant's discourse: “continuity” and “discontinuity”. Then a lexical analysis of the vocabulary associated with nostalgic experience was computed. Finally, a semiotic analysis of the texts was performed.
Findings
The two opposing dimensions of a semiotic square, “continuity” versus “discontinuity” provide a structure for understanding the most important features of nostalgia: “long‐standing nostalgia” (continuity) and “first‐time nostalgia” (discontinuity). This provides a typology of four nostalgic moments: everyday past, uniqueness, tradition and transition which are linked to specific brands and objects.
Research limitations/implications
Since this typology is qualitative, it must be confirmed on a larger scale in order to be implemented by managers in the marketing decision‐making process.
Originality/value
These four distinct moments enable a researcher to propose a typology of brands, products or objects that when considered in association, can provide a better understanding of emotional attachment.
In 1969, Crosby, Stills, Nash, and Young released their self-titled album containing the classic song "Suite: Judy Blue Eyes." A particularly striking lyric from this song recommended: "Don't let the past remind us of what we are not now." This evocative line suggests a question with far-reaching social psychological
implications. How does a person's sense of the past contribute to (or detract from) the perceived continuity of his or her identity? This chapter entertains that question. We are concerned with the continuity within or between two fundamental sources of identity: the individual and collective selves. In particular, we focus on the temporal continuity between individual selves, between individual and collective selves, and between collective selves. We begin by defining the two types of self, specifying their possible relations, and asking how the seeming continuity
within or between them is maintained. We proceed to argue that nostalgia is an important mechanism that enables this continuity, and we support our argument with a review of the empirical literature.
This article explores the way in which an Australian regional bank has been able to draw on nostalgia for a `golden era' of banking to expand its branch network. The bank's strategy centres on providing local friendly service delivered by civic-minded small-business people through a franchised community bank model. The article aims to contribute to our understanding of emotions in organizations by highlighting the ways in which nostalgia can be used positively to create connections between customer service and human resource strategies. These connections are made possible through a discourse of community that appeals to a desire for genuine social relationships, personal authenticity, moral certainty and a sense of belonging. That is, for a return to `something'.
Traditionally, theories of organizational learning have taken one of two approaches that share a common characterization of learning but differ in focus. One approach focuses on learning by individuals in organizational contexts; the other, on individual learning as a model for organizational action. Both base their understanding of organizational learning on the cognitive activity of individual learning. However, there is something organizations do that may be called organizational learning, that is neither individuals learning in organizations nor organizations employing processes akin to learning by individuals. This form of organizational learning can be seen in the case of three small workshops that make "the finest flutes in the world." This essay proposes a perspective on organizational learning, drawing on the concept of organizational culture, that can be useful in understanding the case. This perspective provides a fruitful basis for exploring the above distinctions in both theory and practice.
We introduce the concept of group social capital—the set of resources made available to a group through members' social relationships within the social structure of the group and in the broader formal and informal structure of the organization. We argue that greater group social capital resources lead to greater group effectiveness and that there are many different conduits through which group social capital resources flow. We present a multilevel, multidimensional model arguing that an optimal balance of all these conduits maximizes group social capital resources and group effectiveness.
Though key to fostering innovation, interpersonal exchanges of resources between R&D scientists across organizational boundaries can represent intellectual capital leaks. A grounded theoretical framework is developed for individual exchange decisions. Social capital emerges as the key success factor in this resources acquisition process. Strategic resources can only be exchanged under conditions of acquaintance and mutual trust. The economic interests of a scientist's employing firm and personal considerations are intertwined.
in this chapter we intend to illustrate the approach to lay explanations taken by discourse analysts
we will attempt, in particular, to demonstrate the value of interpretative repertoires as a basic analytic unit
firstly, however, let us situate this methodological approach within broad developments in both social psychology and modern theories of discourse
empirical example: the construction of 'race' relations (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This paper offers an interpretation of the collective identity-narrative of a Turkish faculty of vocational education. Particular attention is focused on the importance of nostalgia in acts of collective self-authorship. Nostalgia, it is argued, is key to the understanding of the dynamics of individual and organizational identity-construction in several ways: it can be a means of maintaining a collective sense of socio-historic continuity, a source of resistance to hegemonic influence and a defence against anxiety. The research contribution of this paper is threefold. First, it illustrates how groups assemble shared storylines that subjectively constitute their collective identity. Second, it analyses the different ways in which acts of collective nostalgia can inform the stories by which individuals and groups understand their present circumstances, preserve self-esteem, and react to perceived threats. Third, it theorises nostalgia as giving access to a shared heritage of apparently authentic and identity-relevant values and beliefs, as an emotional support during periods of organizational change, and as a form of uniqueness claim central to processes of individual-organization identification.
A growing number of sociologists, political scientists, economists, and organizational theorists have invoked the concept of social capital in the search for answers to a broadening range of questions being confronted in their own fields. Seeking to clarify the concept and help assess its utility for organizational theory, we synthesize the theoretical research undertaken in these various disciplines and develop a common conceptual framework that identifies the sources, benefits, risks, and contingencies of social capital.
This paper develops a model of organizational culture and effectiveness based on four traits of organizational cultures; involvement, consistency, adaptability, and mission. These traits are examined through two linked studies: In the first, qualitative case studies of five firms are used to identify the traits and the nature of their linkage to effectiveness; In the second, a quantitative study provides an exploratory analysis of CEO perceptions of these four traits and their relation to subjective and objective measures of effectiveness in a sample of 764 organizations. The results show support for the predictive value of the traits, and help to illustrate the complementarity of qualitative and quantitative methods for studying organizational cultures. Two of the traits, involvement and adaptability, are indicators of flexibility, openness, and responsiveness, and were strong predictors of growth. The other two traits, consistency and mission, are indicators of integration, direction, and vision, and were better predictors of profitability. Each of the four traits were also significant predictors of other effectiveness criteria such as quality, employee satisfaction, and overall performance. The results also showed that the four traits were strong predictors of subjectively-rated effectiveness criteria for the total sample of firms, but were strong predictors of objective criteria such as return-on-assets and sales growth only for larger firms. This paper suggests that culture can be studied as an integral part of the adaptation process of organizations and that specific culture traits may be useful predictors of performance and effectiveness. The paper also illustrates how qualitative case studies and inductive theory building can be combined with quantitative comparisons and theory-testing to make progress on specific aspects of organizational culture research.
Organizational design theorists argue that organizations adopt matrix (departmentalized) structures for technical reasons, to solve problems of internal coordination and information processing. Research on interorganizational networks suggests that organizations adopt new structures because of mimetic forces and normative pressures. We examined the effects of both sets of factors on the adoption of matrix management in a group of hospitals. Multivariate analyses revealed that matrix adoption is influenced not only by task diversity, but also by sociometric location, the dissemination of information, and the cumulative force of adoption in interorganizational networks. Such variables exert little influence on decisions to abandon matrix programs, however.
In this introductory article to the Special Issue we make a case for the study of 'field-configuring events' (FCEs). We begin with a discussion of the nature and character of FCEs. We next situate the study of FCEs in the context of ongoing research addressing the growth and evolution of institutional, organizational, and professional fields. We follow this with an overview of the relationship between FCEs and the evolution of fields, paying particular attention to how FCEs link field evolution at the macro level with individual action at the micro level. We then examine the unique methodological advantages that the study of FCEs offers to researchers who are interested in studying dynamic field processes. We conclude with a summary of the five papers that make up this Special Issue. Copyright (c) Blackwell Publishing Ltd 2008.
This study seeks to reconcile traditional sociological views of the corporate board as an instrument of elite cohesion with recent evidence of greater board activism and control over top management. We propose that CEO-directors may typically support fellow CEOs by impeding increased board control over management but that CEO-directors may also foster this change if they have experienced it in their own corporation. Drawing on social exchange theory, we develop and test the argument that these CEO-directors may experience a reversal in the basis for generalized social exchange with other top managers from one of deference and support to one of independence and control. Using data from a large sample of major U.S. corporations over a recent ten-year period, we show (1) how CEO-directors "defect" from the network of mutually supportive corporate leaders, (2) how defections have diffused across organizations and over time, and (3) how this has contributed to increased board control, as measured by changes in board structure, diversification strategy, and contingent compensation. We also provide evidence that a social exchange perspective can explain the diffusion of these changes better than more conventional perspectives on network diffusion that emphasize imitation or learning.
This article explores how managers, in the Call Centre of a Bank, (re)defined, and drew boundaries around ‘past’ cultural conditions, in relation to the introduction of a Business Process Reengineering (BPR) regime. Managers represented the ‘past’ negatively, in terms of conflict and coercion, whilst the ‘present’ was largely described as a Shangri-La of teams and consensus. This eschewing of the ‘past’ and sublimation of the ‘present’ stood in opposition to the representations of the staff. Both the ‘staff’ and ‘managers’ seemed to reject or embrace discourses that challenged or coincided with their understanding of how things are or should be. In view of this, their understanding of the past/present is inseparable from a consideration of power and identity. The article examines the interplay between discourses and individuals, arguing that it is bound up with fear and anxiety, hope and aspiration, memory and nostalgia, among other, everyday life experiences.
This paper examines the role and meaning of nostalgia, and its opposite nostophobia, in the contemporary railway industry. It charts the way the past is passively and actively used by organisational actors, management as well as at the political level. It is argued that in the contemporary railway industry history and heritage are selectively annexed, negatively in order to win consent for change, and positively in an attempt to recapture the `golden age of railways' for marketing purposes. The paper makes sense of these processes by deploying a framework derived from various writers on issues connected with nostalgia and the emotional attachment to work.
This article seeks to further understand the significance of “organizational nostalgia” for processes of organizational change and to develop the mirror concept “managerial postalgia”. If nostalgia is a longing for a paradisical past, postalgia refers to a longing for a heavenly future, a desire that is central to change-talk and change-initiatives in organizations. The meaning and role of postalgia will be clarified in this paper by comparing and contrasting it with organizational nostalgia and by analyzing ethnographic studies that provide empirical support to substantiate the analogy. It is argued that the glorification of the past, just as the idealization of the future, are part of internal struggles in which organizational actors try to instigate or resist change by praising or dispraising the collective past, present and future. The argumentation demonstrates the significance of temporal constructions of change and continuity through organizational discourse.
Purpose
– The paper argues that organizations can use corporate alumni networks to capture and transfer the knowledge of baby boomers after the latter retire.
Design/methodology/approach
– The paper introduces the concept of corporate alumni network and explains how this tool can facilitate post‐retirement knowledge transfer.
Findings
– Corporate alumni networks enable organizations to recover the know‐how and know‐who of their retired employees in two ways. On the one hand, they help employees to preserve their personal relations with retired baby boomers. As a result, employees can rely on their retired colleagues for information and referrals in the same way that they do with other members of their informal networks. On the other hand, corporate alumni networks allow organizations to create a portfolio of working retirees who can be called up when necessary.
Originality/value
– Although most organizations are aware of the need to preserve the in‐depth knowledge of soon‐to‐retire baby boomers, they focus mostly on pre‐retirement knowledge transfer activities. The paper expands the horizon by discussing a post‐retirement strategy.
A company officer is an "alumnus" if he previously worked for an audit firm. Iyer et al. (1997) find alumni have ties with their former audit firms and alumni are more inclined to provide economic benefits to former firms if they have stronger ties. If the alumnus is a senior corporate officer, the alumnus may benefit her former firm by recommending that the company appoints the firm as its auditor. However, the company's audit committee may be concerned that officer-auditor ties threaten audit quality. Therefore, an independent audit committee may not sanction the appointment of the officer's former firm. This study investigates whether: (1) companies tend to appoint officers' former audit firms, and (2) independent audit committees mitigate this tendency. We document that companies appoint officers' former firms more often than they appoint alternative audit firms. However, companies are less likely to appoint officers' former firms if audit committees are more independent. This suggests that independent audit committees strengthen audit quality by deterring affiliations between audit firms and officers.
This paper combines the concept of weak ties from social network research and the notion of complex knowledge to explain the role of weak ties in sharing knowledge across organization subunits in a multiunit organization. I use a network study of 120 new-product development projects undertaken by 41 divisions in a large electronics company to examine the task of developing new products in the least amount of time. Findings show that weak interunit ties help a project team search for useful knowledge in other subunits but impede the transfer of complex knowledge, which tends to require a strong tie between the two parties to a transfer. Having weak interunit ties speeds up projects when knowledge is not complex but slows them down when the knowledge to be transferred is highly complex. I discuss the implications of these findings for research on social networks and product innovation.
Sumario: What culture is and does -- The dimensions of culture -- How to study and interpret culture -- The role leadership in building culture -- The evolution of culture and leadership -- Learning cultures and learning leaders
This study explores the effect of the association of audit firm alumni with their "alma mater" on audit prices. The tests indicate that there is a moderate reduction of up to 21% in the level of audit fee when alumni (i.e., former employees) of the incumbent audit firm sit on the client board of directors which is consistent with the engagement risk theory. This suggests that there is an 'alumni effect' in the market for audit services. The findings hold only in the large company segment of the market. The results are robust to different model specifications and alternative samples. The sample comprises all executive and non-executive directors who run the UK quoted companies and are simultaneously ICAEW qualified chartered accountants. The study's implications for the accounting profession and the regulators are also discussed. Copyright 2007 The Author Journal compilation (c) 2007 Blackwell Publishing Ltd.
Organizational Nostalgia — Reflection on the “Golden Age”
- Y Gabriel
Networks and Institutions (eds) The SAGE Handbook of Organizational Institutionalism
- J Owen-Smith
- W W Powell
The Network Organization: The Experience of Leading French Multinationals
- E Josserand
‘Nostalgia: Conceptual Issues and Existential Functions Handbook of Experimental Existential Psychology
- C Sedikides
- T Wildschut
- D Baden
Wined and Dined by Wall Street
- D Wells
Discourse Analysis and the Identification of Interpretive Repertoires Analysing Everyday Explanation: A Casebook of Methods
- M Wetherell
- J Potter
Adoption and Abandonment of Matrix Management Programs
- L D Bums
- D R Wholey
- LD Bums
The SAGE Handbook of Organizational Institutionalism
- J Owen-Smith
- W W Powell
- J Owen