Bowing Before Dual Gods: How Structured Flexibility Sustains Organizational Hybridity

Management et Ressources Humaines

Intervenant : Marya L. Besharov
Associate Professor of Organizational Behavior , Cornell University

22 mars 2017 - T037 - De 10h00 à 11h30

The increasing prevalence and variety of hybrid organizations challenges scholars and practitioners. How do these organizations successfully sustain seemingly incompatible missions and goals over time? Mounting research emphasizes either stable organizational features or dynamic processes. Our in-depth, 10-year study of a social enterprise in Southeast Asia highlights the critical role of both, unfolding how consistent organizational features and shifting enactment processes interact to sustain seemingly incompatible dual missions. We capture these findings in a model of structured flexibility. The model shows how ongoing processual shifts in meanings and practices create flexibility in how leaders enact dual missions. Such flexibility, however, depends on consistent, stable organizational features—in particular, dedicated structures, roles, and relationships that serve as guardrails holding leaders accountable to each mission, as well as leaders’ paradoxical cognitive frames that accommodate both contradictory and interdependent relationships between dual missions. By unpacking the interplay between stable and dynamic aspects of dual missions, our structured flexibility model offers new insight into how hybridity unfolds and is sustained over time.

Routine Regulation: Balancing Contrasting Goals in Organizational Routines

Management et Ressources Humaines

Intervenant : Claus Rerup
Associate professor , Western University, Ivey Business School

9 décembre 2016 - T025 - De 10h00 à 11h30


Managerial Role Transitions for Members of HighReliability Occupations

Management et Ressources Humaines

Intervenant : Nishani Siriwardane
Harvard Business School

5 décembre 2016 - T104 - De 09h10 à 10h40


Do Women Network Differently From Men? Gender and Contact Mobilization in the Search for Managerial Work

Management et Ressources Humaines

Intervenant : Adam M. Kleinbaum
Tuck School of Business, Dartmouth College, USA

28 octobre 2016 - Room Bernard Ramanantsoa - De 10h30 à 12h00


To date, research on network-based mechanisms contributing to the gender gap in career attainment has primarily focused on gender differences in network structure, implicitly assuming that structure determines how people use their networks. Contrary to these predictions, status construction theory suggests that women might mobilize more contacts then men because they seek gender-specific advice and information from women peers. To empirically examine gender differences in tie mobilization, we exploit a strategic setting, in which male and female students in an elite MBA program have access to their school’s alumni database, thus largely equalizing their potential network and enabling us to disentangle effects of network structure from tie mobilization. Using a unique dataset of server logs of students’ use of this database, we find that women mobilize more contacts primarily because they mobilize more women peers, a result consistent with women seeking gender-specific advice and information. We also do not find evidence to support an alternative interpretation of our results that women mobilize more contacts to compensate for gender-biases in hiring. Our findings suggest that equalizing access to potential networks can be an important step toward promoting gender equity in career attainment.

Status Rebellion: When Lower Status Firms Differentiate Pro Bono Reward Strategy

Management et Ressources Humaines

Intervenant : Wooseok Jung
Kellogg School of Management Northwestern University

2 décembre 2015 - T008 - De 10h45 à 12h15


Département Management et Ressources Humaines

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Management et Ressources Humaines

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