Article Abstracts

Articles

Creating Something from Nothing: Resource Construction through Entrepreneurial Bricolage
Ted Baker - North Carolina State University
Reed E. Nelson - Southern Illinois University and Universidade de São Paulo

A field study of 29 resource-constrained firms that varied dramatically in their responses to similar objective environments is used to examine the process by which entrepreneurs in resource-poor environments were able to render unique services by recombining elements at hand for new purposes that challenged institutional definitions and limits. We found that Lévi-Strauss's concept of bricolage--making do with what is at hand--explained many of the behaviors we observed in small firms that were able to create something from nothing by exploiting physical, social, or institutional inputs that other firms rejected or ignored. We demonstrate the socially constructed nature of resource environments and the role of bricolage in this construction. Using our field data and the existing literature on bricolage, we advance a formal definition of entrepreneurial bricolage and induce the beginnings of a process model of bricolage and firm growth. Central to our contribution is the notion that companies engaging in bricolage refuse to enact the limitations imposed by dominant definitions of resource environments, suggesting that, for understanding entrepreneurial behavior, a constructivist approach to resource environments is more fruitful than objectivist views.

Affect and Creativity at Work
Teresa M. Amabile - Harvard University
Sigal G. Barsade - University of Pennsylvania
Jennifer S. Mueller - New York University
Barry M. Staw - University of California at Berkeley

This study explored how affect relates to creativity at work. Using both quantitative and qualitative longitudinal data from the daily diaries of 222 employees in seven companies, we examined the nature, form, and temporal dynamics of the affect-creativity relationship. The results indicate that positive affect relates positively to creativity in organizations and that the relationship is a simple linear one. Time-lagged analyses identify positive affect as an antecedent of creative thought, with incubation periods of up to two days. Qualitative analyses identify positive affect as a consequence of creative thought events, as well as a concomitant of the creative process. A preliminary theory of the affect-creativity cycle in organizations includes each of these links and proposes mechanisms by which they may operate.

Keeping It All in the Family: The Role of Particularistic Relationships in Business Group Performance during Institutional Transition
Xiaowei Luo - University of Illinois, Urbana-Champaign
Chi-Nien Chung - National University of Singapore

We examine the role of particularistic relationships (such as family and prior social ties) in business groups during institutional transition and test how particularistic ties between top leaders affect business group performance in Taiwan, where such ties have been central to the functioning of business groups. We propose that during market-oriented transition, family and prior social ties could improve group performance by providing informal norms that strengthen the intermediation within business groups and that family relationships could reduce strategic restructuring and generate performance benefits. Results of a longitudinal study over 24 years show that market transition enhanced the contribution of family and prior social relationships but not that of common-identity relationships, such as being from the same hometown, which do not involve prior direct personal contact. We also found that during transition, the positive contribution of family members would rise up to a threshold, after which additional family members tended to derail group performance, possibly due to informational disadvantages and legitimacy discount in the eyes of foreign investors. The study helps to make sense of different predictions about the role of particularistic ties in business group performance and makes an initial attempt at revealing how social structure affects performance. Our findings have implications for research on the value of business groups in institutional transition, interorganizational relationships, and the contingencies of social relationships.

Organizational Genealogies and the Persistence of Gender Inequality: The Case of Silicon Valley Law Firms
Damon J. Phillips - University of Chicago

Using a study on foundings of Silicon Valley law firms, I propose and test an organizational theory on the genealogical persistence of gender inequality that emphasizes the routines (or blueprints) and experiences that founders transfer from their parent firms to their new firms. This transfer links the parent firm's gender hierarchy to women's advancement opportunities in the new firm. Founders from parent firms that historically had women in leadership positions, such that female leadership is institutionalized, are more likely to found firms that promote women into prominent positions. Conversely, founders from firms that historically had women in subordinate positions, such that female subordination is institutionalized, are less likely to promote women into prominent positions. Findings are consistent with the theory and also show that the persistence effect is stronger for founders who were previously lower-ranked employees and for founders who institute an organization of work similar to their parent firm. The study suggests that future research should investigate routines and structures that not only generate gender inequality unintentionally but are in turn replicated across generations of organization through the mobility of employees.