Although corporate social responsibility practice increasingly addresses gender issues, and gender and CSR scholarship is expanding, feminist theory is rarely explicitly referenced or discussed in the CSR literature. We contend that this omission is a key limitation of the field. We argue that CSR theorization and research on gender can be improved through more explicit and systematic reference to feminist theories, and particularly those from feminist organization studies. Addressing this gap, we review developments in feminist organization theory, (...) mapping their relevance to CSR. With reference to six major theoretical perspectives in CSR scholarship, we note feminist research relating to each. Drawing upon FOS theory and CSR theory, we then develop an integrated theoretical framework for the analysis of gender issues in CSR. Our framework enables us to identify research strengths in the gender and CSR literature, as well as gaps therein, to open new conversations and to posit future research directions for this emerging area of scholarship. Our paper illustrates how a better grounding of CSR in feminist theory can contribute to CSR research more broadly. (shrink)

Truth matters for organization studies, but it has been neglected as a topic of research. Positivist scholars do not tend to question assumptions about the relationship between knowledge and the world, while critical theorists tend to view ‘truth’ as an outdated, metaphysical way to describe it. However, the pragmatic philosophical tradition of inquiry into truth has not yet received enough attention within organization studies. This essay presents a genealogical account of that tradition by conducting a close (...) reading of texts by C.S. Pierce, William James, Hilary Putnam and Richard Rorty. Following this reading, we identify pragmatic truths that pertain to the qualitative v. quantitative, rigor v. relevance, and positivist v. critical tensions that currently animate our field. (shrink)

Misogyny is a significant but unspoken presence in organization studies, in terms of people’s experiences of work and as a theorised concept. In this essay we argue that our community should dare to name misogyny for its unique insight into the enduring patriarchal power relations that condition so many organizations and so much of our organization theory. We develop this argument in two ways: first, we suggest that misogyny provides a unique descriptive linguistic label for experiences of (...) gendered hatred, violence, and social policing; and second, a philosophical understanding of misogyny enables analysis, understanding, and challenges to the physical or symbolic violence that women experience in and around organizations as sites for the reproduction of patriarchy. Drawing on recent developments in feminist analytic philosophy, we follow the movement away from understanding misogyny-as-individual-emotions to misogyny-as-affective-practice. This allows us to frame two related concepts, organized and organizational misogyny, demonstrating the potential that misogyny brings to understanding individual experiences, collective affect, and influential social forces. Despite the discomfort produced by hate-based concepts such as misogyny, we conclude that their exclusion from organization studies has two effects: the continuing reproduction of violent hostility, and acceptance of a partial account of multiple forms of oppression and inequality. Our research agenda, founded on this need for naming such experiences, the significance of affect, and aggregated oppressions, demonstrates the potential contribution of misogyny to addressing these issues and finding some hope for change. (shrink)

This book aims to make the pragmatist intellectual framework accessible to organization and management scholars. It presents some fundamental concepts of Pragmatism, their potential application to the study of organizations and the resulting theoretical, methodological, and practical issues.

A decade on after it first published to international acclaim, the seminal Handbook of Organization Studies has been updated to capture exciting new developments in the field. Providing a retrospective and prospective overview of organization studies, this Handbook continues to challenge and inspire readers with its synthesis of knowledge and literature. As ever, contributions have been selected to reflect the diversity of the field. New chapters cover areas such as organizational change, knowledge management and organizational networks.

In the human quest for meaning, work occupies a central position. Most adults spend the majority of their waking hours at work, which often serves as a primary source of purpose, belongingness, and identity. In light of these benefits to employees and their organizations, organizational scholars are increasingly interested in understanding the factors that contribute to meaningful work, such as the design of jobs, interpersonal relationships, and organizational missions and cultures. In a separate line of inquiry, scholars of business ethics (...) have examined meaningful work as a moral issue concerning the management of others and ourselves, exploring whether there are definable characteristics of meaningful work to which we have moral rights, and whether there are moral duties to ourselves and others to fulfill those rights. In this article, we examine contemporary developments in both disciplines about the nature, causes, and consequences of meaningful work; we explore linkages between these disciplines; and we offer conclusions and research opportunities regarding the interface of ethical and organizational perspectives on performing and providing meaningful work. (shrink)

This Handbook presents key ideas of philosophers and social theorists whose ideas inform process approaches to organization studies. Each chapter addresses the background and context of this thinker, their work (with a focus on the processual elements), and the potential contribution to organization and management research.

I introduce a case study from organization studies to argue that social epistemologists’ recommendation to cultivate diversity and dissent in science is unlikely to be welcomed in the social sciences unless it is coupled with another epistemic ideal: the norm of epistemic responsibility. The norm of epistemic responsibility enables me to show that organization scholars’ concern with the fragmentation of their discipline is generated by false assumptions: the assumption that a diversity of theoretical approaches will lead to (...) fragmentation and the assumption that an imposed consensus on a theoretical approach is needed to maintain the unity of the discipline. (shrink)

In this article, we posit that a cross-scale perspective is valuable for studies of organizational resilience. Existing research in our field primarily focuses on the resilience of organizations, that is, the factors that enhance or detract from an organization’s viability in the face of threat. While this organization level focus makes important contributions to theory, organizational resilience is also intrinsically dependent upon the resilience of broader social-ecological systems in which the firm is embedded. Moreover, long-term organizational resilience (...) cannot be well managed without an understanding of the feedback effects across nested systems. For instance, a narrow focus on optimizing organizational resilience from one firm’s perspective may come at the expense of social-ecological functioning and ultimately undermine managers’ efforts at long-term organizational survival. We suggest that insights from natural science may help organizational scholars to examine cross-scale resilience and conceptualize organizational actions within and across temporal and spatial dynamics. We develop propositions taking a complex adaptive systems perspective to identify issues related to focal scale, slow variables and feedback, and diversity and redundancy. We illustrate our theoretical argument using an example of Unilever and palm oil production in Borneo. (shrink)

There is a lack of research explicitly demonstrating the potential of applying critical realism in qualitative empirical Management and Organization Studies. If scholars are to obtain the exp...

Management and organization studies (MOS) scholarship is at a crossroads. The grand challenges (such as the climate emergency) humankind must face today require an improved contribution from all knowledge fields. The number of academics who criticize the lack of influence and social impact of MOS has recently grown. The scientific field structure of MOS is based on its members’ accumulation of symbolic capital. This structure hinders speaking truth to the elite dominating neoliberal society. Our literature review suggested that (...) a deeper interaction between MOS and philosophy could aid in improving the social impact of MOS. Specifically, an attitude by MOS scholars based on parrhesia (παρρησíα, to speak truth to power) could revitalize the field through heterodox approaches and, consequently, allow them to utter sound criticisms of the capitalist system. Parrhesia would lead MOS scholars towards a convergence of ethics and politics. We investigate whether daring to speak inconvenient truths to the powerful (some peers in the field and some individuals and corporations in society) can be a straightforward tool for revitalizing MOS. Boosting a candid philosophy-MOS interaction requires the fulfilment of three objectives: practical dialogue between these fields, reconsideration of the fields’ structures based on symbolic capital, and a post-disciplinary approach to philosophy. That fulfilment implies the delimitation of the MOS-philosophy interaction, a respectful mutual framework, mutual curiosity, and moving from prescriptive theoretical reflection towards more socially useful MOS. Ethical betterment through parrhesia could be the key to surpassing MOS stagnation. (shrink)

The Handbook examines 34 philosophical thinkers, both those commonly linked to process thinking, such as Whitehead, Bergson and James, and those that are not as often addressed from a process perspective such as Dilthey and Tarde. Each chapter addresses the background and context of this thinker, their work, and the potential contribution to organization and management research.

This chapter discusses the import of philosophical discussions of ontology for organisational studies. It analyses the ontological presuppositions of positivism that still permeate much of sociology and organisational studies. These ontological presuppositions are then discussed from philosophical perspectives that propose or presuppose different ontologies: interpretivism; Heideggerian ontology; negative ontology and realism. The chapter then traces how these philosophical debates are reflected and extended in the field of organisational studies. The following approaches are discussed: positivism, Marxism, critical realism, (...) post-foundational approaches, actor network theory, process perspectives, postcolonial critique, ethnomethodology and symbolic interactionism. We conclude by highlighting promising developments at the intersection of ontology and organisation studies: encouraging multiple methods of enquiry; asking ‘what is’, ‘how did’ and ‘what does it do’ questions; reflecting on ontology’s ethical and political implications; and refining the sensitivity and coherence of future studies of organisations. (shrink)

이 글은 우리 전통 내부에 존재했던 자치조직의 흔적을 찾아보고 그것에 대한 정당한 평가를 통해 우리사회에 적합한 자치조직의 모습을 그려보기 위한 의도에서 작성되었다. 이와 같은 목표를 이루기 위해 우리는 조선향약의 기원을 열었다고 평가받는 퇴계의 향약 을 주목할 것이다. 좀 더 구체적으로 말하면, 퇴계의 ｢향입약조｣ 분석을 통해 조선시대 향 촌자치조직의 규약인 향약의 모습이 어떠한지, 그리고 그 속에서 얻을 수 있는 가치가 무 엇인지를 살펴봄으로써 현재 한국사회에 적합한 자치조직의 방향을 제시해보고자 한다. 그런데 이와 같은 목표를 이루기 위해서는 다음과 같은 문제가 해결되어야 한다. 현재까지 (...) 퇴계의 ｢향입약조｣가 향약인지에 대한 논란이 있기 때문에, 먼저 퇴계의 ｢향입약조｣를 향 약으로 볼 수 있는지를 규명해야 한다. 다음으로 그것을 향약으로 볼 수 있다고 한다면 조 선향약으로서 대표성을 지닐 수 있는지를 살펴보아야 한다. 마지막으로 조선향약을 대표 할 만한 지위를 가진 것으로 볼 수 있다면 과연 그 속에서 긍정적인 요소를 발견할 수 있 는지, 그리고 그것이 바람직한 자치조직을 건설하는데 일조할 수 있는지 등을 확인할 수 있어야 한다. 이와 같은 문제를 해소하기 위해, 본 연구는 먼저 향약 개념의 모호성이 어디에서 비롯 된 것인지에 대해 분석하였다. 이러한 분석을 통해 퇴계의 ｢향입약조｣를 향약으로 보아도 무방하다는 점을 밝혔다. 다음으로 향약의 전형으로 평가받는, 그래서 조선사회에도 많은 영향을 미쳤던 주자의 증손여씨향약 과 퇴계의 향약을 비교하여 분석하였다. 이 과정에 서 퇴계의 향약은 주자의 향약과 다른 특징을 지니고 있으며, 그러한 특징은 조선사회가 가진 독특한 역사에서 나온 것이기 때문에 퇴계 향약이 조선향약의 기원을 열었다고 보아도 무방하다는 점을 밝혔다. 마지막으로 조선향약의 기원을 열었다고 평가되는 퇴계 향약 에 담긴 가치를 규명함으로써 조선향약의 의의를 밝히고, 오늘날 바람직한 자치조직을 수 립하는데 일조할 수 있는 퇴계 향약의 긍정적 가치를 소개하였다. (shrink)

Drawing on contemporary debates and responding to an analytic lacuna in organization and management studies and calls from organizational practice, Phenomenology of the Embodied Organization explores the fundamental and integral role of the body and embodiment in organizational life-worlds.

A current set of concerns in ethnomethodology and conversation analysis includes the question of how conversation analysis (CA) can deal with studies of social structure or studies of talk in institutional settings.In this paper a focus is placed on how the accomplishment of "work" and "categorization" are interrelated. Two particular instances are examined: a ski school and a package delivery service. Membership categorization is shown to be a complex, on-going, interactive accomplishment. The parties act in ways that are (...) "predicatively-bound" (i.e. predicates of action, rights, obligations, etc.) which allow inferences to be made by each of the parties about the other based on these actions; these enable each to accept/confirm/validate the other's self-categorization and to produce, via their own actions, activities that are congruent with the other's self-categorization. Activities of the parties are category-relevant and category-generative. Thus, "work" or "the work of the organization", (e.g. for Choice, a package delivery service), is being accomplished in and through the talk and interaction of the parties. (shrink)

Introduction -- Organization, society and politics -- An Aristotelian perspective -- The politics -- The public good -- The rhetoric -- Talk and texts -- The Nichomachean ethics -- Decision making and ethics -- The Poetics -- Bolshevism to ballet in three steps -- What is "public interest"?: a case study -- Where do we go from here?

The σ profile is presented as a tool to analyze the organization of systems at different scales, and how this organization changes in time. Describing structures at different scales as goal‐oriented agents, one can define σ ∈ [0,1] (satisfaction) as the degree to which the goals of each agent at each scale have been met. σ reflects the organization degree at that scale. The σ profile of a system shows the satisfaction at different scales, with the possibility (...) to study their dependencies and evolution. It can also be used to extend game theoretic models. The description of a general tendency on the evolution of complexity and cooperation naturally follows from the σ profile. Experiments on a virtual ecosystem are used as illustration. (shrink)

This study examined the relationship between person–organization (PO) fit on prosocial identity (prosocial PO fit) and various employee outcomes. The results of polynomial regression analysis based on a sample of 589 hospital employees, which included medical doctors, nurses, and staff, indicate joint effects of personal and organizational prosocial identity on the development of a sense of organizational identification and on the engagement in prosocial behaviors toward colleagues, organizations, and patients. Specifically, prosocial PO fit had a curvilinear relationship with organizational (...) identification, such that organizational identification increased as organizational prosocial characteristics increased toward personal prosocial identity and then decreased when the organizational prosocial characteristics exceeded the personal prosocial identity. In addition, organizational identification and prosocial behaviors increased as both personal and organizational prosocial identity increased from low to high. (shrink)

Organization figures centrally in the understanding of biological systems advanced by both new mechanists and proponents of the autonomy framework. The new mechanists focus on how components of mechanisms are organized to produce a phenomenon and emphasize productive continuity between these components. The autonomy framework focuses on how the components of a biological system are organized in such a way that they contribute to the maintenance of the organisms that produce them. In this paper we analyze and compare these (...) two accounts of organization and argue that understanding biological organisms as cohesively integrated systems benefits from insights from both. To bring together the two accounts, we focus on the notions of control and regulation as bridge concepts. We start from a characterization of biological mechanisms in terms of constraints and focus on a specific type of mechanism, control mechanisms, that operate on other mechanisms on the basis of measurements of variables in the system and its environment. Control mechanisms are characterized by their own set of constraints that enable them to sense conditions, convey signals, and effect changes on constraints in the controlled mechanism. They thereby allow living organisms to adapt to internal and external variations and to coordinate their parts in such a manner as to maintain viability. Because living organisms contain a vast number of control mechanisms, a central challenge is to understand how they are themselves organized. With the support of examples from both unicellular and multicellular systems we argue that control mechanisms are organized heterarchically, and we discuss how this type of control architecture can, without invoking top-down and centralized forms of organizations, succeed in coordinating internal activities of organisms. (shrink)