• Order and quality effects in sequential monadic concept testing: methodological details matter in concept-testing practice

      Friedman, Michael; Schillewaert, Niels (Journal of Marketing Theory & Practice, 2012)
    • Organising for coporate venturing

      Battistini, Boris; Hacklin, Fredrik; Baschera, Pius (European Financial Review, 2014)
    • Organising for supply chain management

      Boute, Robert; Van Dierdonck, Roland; Vereecke, Ann (International Journal of Logistics Research and Applications, 2011)
    • Organization structure in process oriented firms

      Vanhaverbeke, Wim; Torremans, Huub (The Journal of Knowledge and Process Management, 1999)
    • Organizational change questionnaire - climate of change, processes and readiness (OCQ - C, P, R): development of a new instrument

      Bouckenooghe, Dave; Devos, Geert; Van den Broeck, Herman (The Journal of Psychology: Interdisciplinary and Applied, 2009)
    • The organizational environment with its measures, antecedents, and consequences: A review and research agenda

      Meinhardt, Ralf; Junge, Sebastian; Weiss, Martin (Management Review Quarterly, 2018)
      The organizational environment is a focal element of multifaceted managerial decisions. Consequently, research has shown a long lasting and still growing interest in investigating the organizational environment and understanding its impact on a firm. Because it is widely assumed that the business environment will become more dynamic, changes in the organizational environment have drawn the particular attention of many scholars. While the extant research has established valuable knowledge, its fragmentation due to differing definitions and contradictory findings calls for a broad review to establish a foundation for future research. By analyzing 279 studies that have investigated different aspects of the organizational environment between 1958 and mid-2017, we contribute to various research streams that involve this environmental factor. We use a comprehensive research framework to categorize and review the previous work. In particular, we distinguish between studies that define or measure the organizational environment, as well as studies that investigate antecedents, outcomes, and moderating effects of the organizational environments. Among those categories, we discuss our findings, before subsequently synthesizing existing works and deriving an agenda for future research.
    • Organizational identification: theoretical and empirical analyses of competing conceptualizations

      Boros, Smaranda (Cognition, Brain, Behavior. An Interdisciplinary Journal, 2008)
      As multinational corporations (MNCs) have increasingly expanded abroad to seek out new assets and capabilities from different specialized locations, so they have sought to become embedded in diverse local social and cultural contexts. Several streams of work have examined the managerial challenges of the integrated network MNC, as well as factors influencing the successful adoption or transfer of organizational practices within the MNC. In this work, however, the role and dynamics of organizational identity, of how the organization’s members and outside audiences perceive the organization, remain largely unexplored. In a longitudinal case study of the international expansion over a 15-year period of the business unit of a Japanese MNC into the United States, I find that the North American subsidiary’s members engaged in identity work to construct a hybrid identity for their organization. It was through this hybrid identity that the organization’s members enacted their environment, organizational capabilities at integrating knowledge, strategy, and structure. These, in turn, recursively interacted with the organization’s hybrid identity in complex ways, either reinforcing it or stressing it, leading to identity change and renewed efforts at identity construction by the organization’s members. The dynamics of the organization’s hybrid identity are different from how changes occur in these other constructs, with identity playing an influential, and perhaps the key role, in the evolution of the organization. Lorsqu’une filiale japonaise n’est pas une filiale japonaise : l’internationalisation comme facteur de changement de l’identité et des capacités organisationnelles Christopher J. Voisey: Tout en poursuivant des politiques d’expansion à l’étranger à la recherche de nouveaux atouts et capacités à partir de nouvelles localisations, les entreprises multinationales ont aussi cherché à s’ancrer dans le tissu culturel et social local. La recherche s’est déjà intéressée aux défis manageriels de la multinationale intégrée à un réseau ainsi qu’aux facteurs qui influencent l’adoption ou le transfert réussis de pratiques organisationnelles au sein des multinationales. Ici, en revanche, le rôle et la dynamique de l’identité organisationnelle, soit la façon dont l’organisation est perçue par ses membres et par l’extérieur, ne sont pas abordés. Dans le cadre d’une étude de cas longitudinale sur l’expansion internationale d’une multinationale japonaise aux Etats-Unis sur une période de quinze ans, je révèle que les employés de la filiale nord américaine se sont engagés dans un travail identitaire afin de construire et donner une identité hybride à leur organisation. C’est grâce à cette identité hybride que les membres de l’organisation agissent sur les capacités organisationnelles d’intégration de connaissance, stratégie et de structure. Celles-ci, à leur tour, interagissent de façon récursive et complexe à l’identité hybride de l’organisation, que ce soit en la renforçant ou en la mettant sous tension, ce qui conduit alors à un changement identitaire et à des efforts renouvelés de construction identitaire par les membres de l’organisation. La dynamique de l’identité hybride de l’organisation est différente de la façon dont se produit le changement dans ces autres constructions, l’identité jouant ici un rôle déterminant, voire le rôle clef, dans l’évolution de l’organisation.
    • Organizational innovation adoption: A multi-level framework of determinants and opportunities for future research

      Frambach, Ruud; Schillewaert, Niels (Journal of Business Research, 2002)
      Organizational innovation adoption has received increasing attention in the marketing and management literature over the past two decades. Insight into adoption processes, its inhibitors and stimulators helps suppliers of innovations to market their new products more effectively. The objective of this paper is to discuss the main findings on organizational adoption and integrate them within a framework. The framework that is proposed addresses the adoption decision at two levels, i.e. the organizational level and the individual adopter within an organization. Research on innovation adoption and technology acceptance that have emerged in the marketing and management literature is integrated and several research issues that need further attention are identified.
    • Organizational teflon. über die subtilen Techniken der Organisation bei der Absorption moralischer Zumutungen

      Wetzel, Ralf; Rosenbichler, U. (Diversitas. Zeitschrift für Managing Diversity und Diversity Studies, 2011)
    • Organizations and organizational behavior (Review)

      Boros, Smaranda (Cognition, Brain, Behavior. An Interdisciplinary Journal, 2004)
      This paper presents an approximation model for the retailer replenishment lead-times in a two-echelon distribution system, and discusses its implementation for safety stock optimization in a one-warehouse and N-identical retailers system. The model assumes normality of demand and nominal lead times. It takes into account not only the averages of these parameters but also their variances. This approximation model is first tested on a two-echelon, one-warehouse and N-identical retailers system using discrete event simulation. It is then applied to optimize the safety stock in a two-echelon distribution system of a European market leader in the production and distribution of air conditioning equipment. Results of this implementation are analysed and discussed in detail.
    • Oudere werknemers opleiden: Een sinecure?

      De Baets, Shari; Warmoes, Veronique (Over.Werk, 2011)
    • Oudere werknemers: mythes en realiteit

      van Dijk, Hans (HR Magazine, 2008)
    • Ouders over scholen. Verwachtingen en participatiebehoeften

      Warmoes, Veronique; Stassen, Koen; Devos, Geert; Verhoeven, Jef C. (Tijdschrift voor Onderwijsrecht en Onderwijsbeleid, 2004)
    • Outcomes of team creativity: A person-environment fit perspective

      Bam, Louzanne; De Stobbeleir, Katleen; Vlok, PJ (Management Research Review, 2019)
      Limited research where team creativity (TC) is positioned as an independent variable constitutes a weak point in the body of knowledge. This paper aims to offer three contributions to address this research gap: empirical research that has been conducted on the outcomes of TC is summarized; a person–environment fit perspective is applied to develop a conceptual model for TC; and directions for future empirical research are proposed. A literature review is conducted to identify empirical research on the outcomes of TC. This is summarized into an extension of an existing framework that organizes empirical research on the antecedents of TC. Furthermore, the fit model for TC is developed, based on a person–environment fit perspective. Research on the outcomes of TC has focused on three themes: performance; affective state; and processes. Gaps in this body of knowledge include limited knowledge on performance outcomes and a lack of research on potential negative outcomes. Recommendations for future research include: potential moderators of the relationship between TC and two outcome, innovation and team performance, are proposed; strain and unethical decision-making are proposed as potential negative outcomes of TC; and it is proposed that incorporating a temporal dimension would improve the understanding of the cyclical manner in which certain variables and TC may interact over time. he organizing framework extension summarizes existing knowledge on the outcomes of TC, and together with the fit model for TC, this offers a basis for identifying research gaps and directions for future research. Specific directions for future empirical research are proposed.
    • Outside board members in high-tech start-ups

      Clarysse, Bart; Knockaert, Mirjam; Lockett, Andy (Small Business Economics, 2007)
    • Outsourced Information Systems Failures in SMEs: A Multiple Case Study

      Devos, Jan; Van Landeghem, Hendrik; Deschoolmeester, Dirk (Electronic Journal of Information Systems Evaluation, 2008)
    • Outsourcing van Kredietmanagement

      Theunissen, Ludo (Financieel Management, 2001)
    • Outsourcing: Wie man seine Ziele erreicht

      Buchwald, Arne; Urbach, Nils; Würz, Tobias (Computerworld, 2015)
      Beim Auslagern von IT-Dienstleistungen kann man viel falsch machen. Wenn die Ziele nicht erreicht werden, liegen die Gründe weniger in der gewählten Strategie als vielmehr in der operativen Umsetzung.
    • Over groeipaden en groeipijnen

      Van den Bergh, Joachim; Viaene, Stijn; Mertens, Willem; Isik, Öykü (Business Process Magazine, 2011)