1724: Individual and Group Differences Within the Carnegie Perspective (14656)

Organizer(s)

• DB

  Daniela Blettner

  Beedie School of Business Simon Fraser U., Canada

Participant(s)

• TK

  Tim Kanis

  Technische U. Bergakademie Freiberg, Germany
• MB

  Markus Becker

  U. of Southern Denmark, Denmark
• JA

  Jose Arrieta

  U. of Amsterdam, Germany

Presenter(s)

• JG

  Jerry Guo

  Frankfurt School of Finance & Management, Germany

Participant(s)

• KT

  Kyosuke Tanaka

  Aarhus BSS, Aarhus U., Denmark

Organizer(s)

• SB

  Sebastien Brion

  IESE Business School, Spain

Discussant(s)

• PA

  Pino Audia

  Dartmouth College, Tuck School of Business, United States
• LA

  Linda Argote

  Carnegie Mellon U., United States

Presenter(s)

• JK

  John Kim

  CUHK Business School, Hong Kong

Participant(s)

• YZ

  Yuxuan Zhu

  Washington State U., United States

Presenter(s)

• SK

  Serhan Kotiloglu

  California State U., San Marcos, United States

Participant(s)

• TL

  Thomas Lechler

  Stevens Institute of Technology, United States

Presenter(s)

• JS

  Jutta Stumpf-Wollersheim

  Technische U. Bergakademie Freiberg, Germany

Based on the theoretical insights of three seminal books - Administrative Behavior (Simon, 1947), Organizations (March & Simon, 1958), and The Behavioral Theory of the Firm (Cyert & March, 1963) - the Carnegie perspective continues to have a profound influence on the study of organizations (Audia & Greve, 2021; Gavetti et al., 2012). A key feature of this theoretical perspective lies in its orientation toward process-oriented models of the firm. Key concepts and mechanisms such as bounded rationality, search, the dominant coalition, and standard operating procedures all share a concern for “how certain events and experiences set in motion processes of decision making, routine development, or routine selection that change organizational behavior” (Argote & Greve, 2007: 338). Although individuals level processes are prominent in these processes, the individuals who populate organizations are treated in abstract terms. One could argue that the implicit idea behind much of the early theory is that individual level differences do not warrant consideration given their minimal impact on the predictions. The objective of this symposium is to highlight some of the recent work done within the Carnegie perspective that couples a concern for process theorizing with a recognition of the influence of individual differences. The studies featured in this symposium build on an emerging new wave of work that has started to highlight the ways in which individual differences expand in important ways the predictive power of some of the central processes within the Carnegie perspective. Recent examples are: Gaba et al. (2023) who examine how the prior experience of managers influences their decisions in response to low performance; Audia, Rousseau, & Brion (2022) who focus on the influence of CEO power on the choice of social comparisons for the evaluation of performance; and Stumpf-Wollersheim et al. (2023) who study the effect of two emotions, sadness and fear, on routine development. Since individuals generally make organizational decisions in teams, we have included in the symposium also projects regarding how individuals prioritize diverging goals in teams and how they form beliefs that become the foundation for shared knowledge systems. To understand how organizations adapt to their environment, we need to understand how individuals make decisions, how individuals interact with each other in teams, and how individual differences contribute to an understanding of the key building blocks underlying organizational adaptation. This symposium offers a broad array of contributions illustrating diverse approaches to the study of these issues.

Presentations:

• 16:45 – 18:15 CT (GMT-5/UTC-5)

  1724: CEO Affective Dispositions and Self-Enhancing Responses to Ambiguous Performance Feedback (14656)
  

  Author: Yuxuan Lily Zhu – Washington State U.

  Author: John Kim – CUHK Business School
• 16:45 – 18:15 CT (GMT-5/UTC-5)

  1724: Changes in Managers’ Risk Perception in Response to Performance Feedback (14656)
  

  Author: Serhan Kotiloglu – California State U., San Marcos

  Author: Daniela Blettner – Beedie School of Business Simon Fraser U.

  Author: Thomas Lechler – Stevens Institute of Technology
• 16:45 – 18:15 CT (GMT-5/UTC-5)

  1724: The Effect of Goal Conflicts on Organizational Routines: Insights from a Lab Experiment (14656)
  

  Author: Tim Kanis – Technische U. Bergakademie Freiberg

  Author: Jutta Stumpf-Wollersheim – Technische U. Bergakademie Freiberg

  Author: Markus C. Becker – U. of Southern Denmark

  Author: Jose Pablo Arrieta – U. of Amsterdam
• 16:45 – 18:15 CT (GMT-5/UTC-5)

  1724: Communication Networks, Specialization, and Transactive Memory System Updating (14656)
  

  Author: Jerry M. Guo – Frankfurt School of Finance & Management

  Author: Kyosuke Tanaka – Aarhus BSS, Aarhus U.