We propose that racial disparity in organizational leadership representation will persist until valuative bias favoring white men ceases to influence advancement from the lower-level positions where most careers begin. We consider how racial disparity results from the organizational matching of...

I evaluate two processes, niche formation and resource-partitioning, that could independently account for the entry of firms into new market segments in mature industries. The niche formation argument focuses on environmental changes that promote the entry of new firms whereas the...

My main theoretical contention is that status hierarchiesprovide a source of guidance to firms for resolving disputes. Astatus hierarchy implies a system of deference rules among firms.When disputes arise, deference rules can provide a basis for sharedexpectations and protocols of conduct about...

We examine how three aspects of network structure affect supplier performance, focusing on relationship duration, supplier autonomy, and customer status. We examine their impact in different competitive contexts by considering differences in the modular and architectural technological...

Organizational mortality events are better understood than the process by which organizations cease to be. Complementing research on organizing, we theorize about disorganizing. We propose that disorganizing organizations attempt to avoid mortality by reducing audience engagement. We also...

We study how employing organizations divide up the tasks they do, and therefore how they structure their employees’ jobs. Much research in the past three decades has shown that employing organizations’ job structures determine the social, economic, and psychological outcomes...