École Supérieure des Sciences Économiques et Commerciales

With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and historical threats (e.g., high population density, resource scarcity, a history of territorial conflict, and disease and environmental threats), broad versus narrow socialization in societal institutions (e.g., autocracy, media regulations), the strength of everyday recurring situations, and micro-level psychological affordances (e.g., prevention self-guides, high regulatory strength, need for structure). This research advances knowledge that can foster cross-cultural understanding in a world of increasing global interdependence and has implications for modeling cultural change.

Organizations face institutional complexity whenever they confront incompatible prescriptions from multiple institutional logics. Our interest is in how plural institutional logics, refracted through field-level structures and processes, are experienced within organizations and how organizations respond to such complexity. We draw on a variety of cognate literatures to discuss the field-level structural characteristics and organizational attributes that shape institutional complexity. We then explore the repertoire of strategies and structures that organizations deploy to cope with multiple, competing demands. The analytical framework developed herein is presented to guide future scholarship in the systematic analysis of institutional complexity. We conclude by suggesting avenues for future research.

The authors seek to understand which of three different strategic orientations of the firm (customer, competitive, and technological) is more appropriate, when, and why it is so in the context of developing product innovations. They propose a structural model of the impact of the strategic orientation of the firm on the performance of a new product. The results provide evidence for best practices as follows: (1) A firm wishing to develop an innovation superior to the competition must have a strong technological orientation; (2) a competitive orientation in high-growth markets is useful because it enables firms to develop innovations with lower costs, which is a critical element of success; (3) firms should be consumer- and technology-oriented in markets in which demand is relatively uncertain—together, these orientations lead to products that perform better, and the firm will be able to market innovations better, thereby achieving a superior level of performance; and (4) a competitive orientation is useful to market innovations when demand is not too uncertain but should be de-emphasized in highly uncertain markets.

This article explores how hybrid organizations, which incorporate competing institutional logics, internally manage the logics that they embody. Relying on an inductive comparative case study of four work integration social enterprises embedded in competing social welfare and commercial logics, we show that, instead of adopting strategies of decoupling or compromising, as the literature typically suggests, these organizations selectively coupled intact elements prescribed by each logic. This strategy allowed them to project legitimacy to external stakeholders without having to engage in costly deceptions or negotiations. We further identify a specific hybridization pattern that we refer to as "Trojan horse," whereby organizations that entered the work integration field with low legitimacy because of their embeddedness in the commercial logic strategically incorporated elements from the social welfare logic in an attempt to gain legitimacy and acceptance. Surprisingly, they did so more than comparable organizations originating from the social welfare logic. These findings suggest that, when lacking legitimacy in a given field, hybrids may manipulate the templates provided by the multiple logics in which they are embedded in an attempt to gain acceptance. Overall, our findings contribute to a better understanding of how organizations can survive and thrive when embedded in pluralistic institutional environments.

Abstract This paper proposes and tests a model of IJV learning and performance that segments absorptive capacity into the three components originally proposed by Cohen and Levinthal (1990). First, trust between an IJV's parents and the IJV's relative absorptive capacity with its foreign parent are suggested to influence its ability to understand new knowledge held by foreign parents. Second, an IJV's learning structures and processes are proposed to influence its ability to assimilate new knowledge from those parents. Third, the IJV's strategy and training competence are suggested to shape its ability to apply the assimilated knowledge . Revisiting the Hungarian IJVs studied by Lyles and Salk (1996) 3 years later, we find support for the knowledge understanding and application predictions, and partial support for the knowledge assimilation prediction. Unexpectedly, our results suggest that trust and management support from foreign parents are associated with IJV performance but not learning. Our model and results offer a new perspective on IJV learning and performance as well as initial insights into how those relationships change over time. Copyright © 2001 John Wiley & Sons, Ltd.

Organizations face institutional complexity whenever they confront incompatible prescriptions from multiple institutional logics. Our interest is in how plural institutional logics, refracted through field-level structures and processes, are experienced within organizations and how organizations respond to such complexity. We draw on a variety of cognate literatures to discuss the field-level structural characteristics and organizational attributes that shape institutional complexity. We then explore the repertoire of strategies and structures that organizations deploy to cope with multiple, competing demands. The analytical framework developed herein is presented to guide future scholarship in the systematic analysis of institutional complexity. We conclude by suggesting avenues for future research.

We investigate the relative importance of diffusion and jumps in a new jump diffusion model for asset returns. In contrast to the standard modelling of jumps for asset returns, the jump component of our process can display finite or infinite activity, and finite or infinite variation. Empirical investigations of time series indicate that index dynamics are essentially devoid of a diffusion component, while this component may be present in the dynamics of individual stocks. This result leads to the conjecture that the risk-neutral process should be free of a diffusion component for both indices and individual stocks. Empirical investigation of options data tends to confirm this conjecture. We conclude that the statistical and risk-neutral processes for indices and stocks tend to be pure jump processes of innite activity and finite variation.

There is a substantial gap between the promise and reality of artificial intelligence in human resource (HR) management. This article identifies four challenges in using data science techniques for HR tasks: complexity of HR phenomena, constraints imposed by small data sets, accountability questions associated with fairness and other ethical and legal constraints, and possible adverse employee reactions to management decisions via data-based algorithms. It then proposes practical responses to these challenges based on three overlapping principles—causal reasoning, randomization and experiments, and employee contribution—that would be both economically efficient and socially appropriate for using data science in the management of employees.

Organizations are increasingly subject to conflicting demands imposed by their institutional environments. This makes compliance impossible to achieve, because satisfying some demands requires defying others. Prior work simply suggests that organizations develop strategic responses in such situations. Our key contribution is to provide a more precise model of organizational responses that takes into account intraorganizational political processes. As a result, we identify situations in which conflicting institutional demands may lead to organizational paralysis or breakup.

The past decade has witnessed a surge of research interest in social entrepreneurship (SE). This has resulted in important insights concerning the role of SE in fostering inclusive growth and institutional change. However, the rapid growth of SE research, the emerging nature of the literature, and the fact that SE builds on different disciplines and fields (e.g., entrepreneurship, sociology, economics, ethics) have led to a rather fragmented literature without dominant frameworks. This situation risks leading to a duplication of efforts and hampers cumulative knowledge growth. Drawing on 395 peer-reviewed articles on SE, we (1) identify gaps in SE research on three levels of analysis (i.e., individual, organizational, institutional), (2) proffer an integrative multistage, multilevel framework, and (3) discuss promising avenues for further research on SE.

We examine the factors that influence the social performance of hybrid organizations that pursue a social mission and sustain their operations through commercial activities by studying work integration social enterprises (WISEs). We argue that both social imprinting, defined as a founding team’s early emphasis on accomplishing the organization’s social mission, and economic productivity are important drivers of a WISE’s social performance. However, there is a paradox inherent in the social imprinting of WISEs: Although social imprinting directly enhances a WISE’s social performance, social imprinting also indirectly weakens social performance by negatively affecting economic productivity. Results based on panel data of French WISEs gathered between 2003 and 2007 are congruent with our predictions. To understand how socially imprinted WISEs may mitigate this negative relationship between social imprinting and economic productivity, we also conduct a comparative analysis of case studies. We find that one effective approach is to assign responsibility for social and economic activities to distinct groups while creating “spaces of negotiation”—arenas of interaction that allow members of each group to discuss the trade-offs that they face. We conclude by highlighting the conditions under which spaces of negotiation can effectively be used to maintain a productive tension in hybrid organizations.

Recent rapid advances in Information and Communication Technologies (ICTs) have highlighted the rising importance of the Business Model (BM) concept in the field of Information Systems (IS). Despite agreement on its importance to an organization's success, the concept is still fuzzy and vague, and there is little consensus regarding its compositional facets. Identifying the fundamental concepts, modeling principles, practical functions, and reach of the BM relevant to IS and other business concepts is by no means complete. This paper, following a comprehensive review of the literature, principally employs the content analysis method and utilizes a deductive reasoning approach to provide a hierarchical taxonomy of the BM concepts from which to develop a more comprehensive framework. This framework comprises four fundamental aspects. First, it identifies four primary BM dimensions along with their constituent elements forming a complete ontological structure of the concept. Second, it cohesively organizes the BM modeling principles, that is, guidelines and features. Third, it explains the reach of the concept showing its interactions and intersections with strategy, business processes, and IS so as to place the BM within the world of digital business. Finally, the framework explores three major functions of BMs within digital organizations to shed light on the practical significance of the concept. Hence, this paper links the BM facets in a novel manner offering an intact definition. In doing so, this paper provides a unified conceptual framework for the BM concept that we argue is comprehensive and appropriate to the complex nature of businesses today. This leads to fruitful implications for theory and practice and also enables us to suggest a research agenda using our conceptual framework.

The use of the risk-neutral probability measure has proved to be very powerful for computing the prices of contingent claims in the context of complete markets, or the prices of redundant securities when the assumption of complete markets is relaxed. We show here that many other probability measures can be defined in the same way to solve different asset-pricing problems, in particular option pricing. Moreover, these probability measure changes are in fact associated with numéraire changes, this feature, besides providing a financial interpretation, permits efficient selection of the numéraire appropriate for the pricing of a given contingent claim and also permits exhibition of the hedging portfolio, which is in many respects more important than the valuation itself. The key theorem of general numéraire change is illustrated by many examples, among which the extension to a stochastic interest rates framework of the Margrabe formula, Geske formula, etc.

We adopt an interactionist logic to study the determinants of risk taking by chief executive officers (CEOs). We introduce the concept of “capability cues”—contextual signals that decision makers might reasonably interpret as indicators of their current level of overall ability—arguing that positive cues will induce boldness, while negative cues will induce timidity. Then, drawing from prior theory about how narcissists react to stimuli, we hypothesize that highly narcissistic CEOs will be relatively unresponsive to objective indicators of their performance; in contrast, highly narcissistic CEOs will be exceptionally emboldened by social praise (in the forms of media praise and media awards). We test our theory in two distinct studies, one of risky outlays by CEOs of publicly owned U.S. companies from 1992 to 2006, and a second of acquisition premiums paid by CEOs of a sample of U.S. acquiring firms, 2001–2008. Our analyses show that capability cues generally influence executive risk taking, but highly narcissistic CEOs are much less responsive to recent objective performance than their less narcissistic peers; in contrast, highly narcissistic CEOs are especially bolstered by social praise.

This paper discusses the value of context in theory development in information systems (IS) research. We examine how prior research has incorporated context in theorizing and develop a framework to classify existing approaches to contextualization. In addition, we expound on a decomposition approach to contextualization and put forth a set of guidelines for developing context-specific models. We illustrate the application of the guidelines by constructing and comparing various context-specific variations of the technology acceptance model (TAM)—i.e., the decomposed TAM that incorporates interaction effects between context-specific factors, the extended TAM with context-specific antecedents, and the integrated TAM that incorporates mediated moderation and moderated mediation effects of context-specific factors. We tested the models on 972 individuals in two technology usage contexts: a digital library and an agile Web portal. The results show that the decomposed TAM provides a better understanding of the contexts by revealing the direct and interaction effects of context-specific factors on behavioral intention that are not mediated by the TAM constructs of perceived usefulness and perceived ease of use. This work contributes to the ongoing discussion about the importance of context in theory development and provides guidance for context-specific theorizing in IS research.

Using Bessel processes, one can solve several open problems involving the integral of an exponential of Brownian motion. This point will be illustrated with three examples. The first one is a formula for the Laplace transform of an Asian option which is “out of the money.” The second example concerns volatility misspecification in portfolio insurance strategies, when the stochastic volatility is represented by the Hull and White model. The third one is the valuation of perpetuities or annuities under stochastic interest rates within the Cox‐Ingersoll‐Ross framework. Moreover, without using time changes or Bessel processes, but only simple probabilistic methods, we obtain further results about Asian options: the computation of the moments of all orders of an arithmetic average of geometric Brownian motion; the property that, in contrast with most of what has been written so far, the Asian option may be more expensive than the standard option (e.g., options on currencies or oil spreads); and a simple, closed‐form expression of the Asian option price when the option is “in the money,” thereby illuminating the impact on the Asian option price of the revealed underlying asset price as time goes by. This formula has an interesting resemblance with the Black‐Scholes formula, even though the comparison cannot be carried too far.

ABSTRACT We investigate whether mutual fund families strategically transfer performance across member funds to favor those more likely to increase overall family profits. We find that “high family value” funds (i.e., high fees or high past performers) overperform at the expense of “low value” funds. Such a performance gap is above the one existing between similar funds not affiliated with the same family. Better allocations of underpriced initial public offering deals and opposite trades across member funds partly explain why high value funds overperform. Our findings highlight how the family organization prevalent in the mutual fund industry generates distortions in delegated asset management.

A firm's innovativeness is driven by its ability to recombine existing technologies. Elaborating on this argument, we contend that there exist two distinct types of recombinant capabilities. First, firms may innovate through recombinant creation, i.e., by creating technological combinations new to the firm. Second, they may innovate through recombinant reuse; i.e., by reconfiguring combinations already known to the firm. We study what drives each type of capability by examining two factors: the degree of integration of a firm's intraorganizational network and the diversity of its knowledge base. We test our theoretical predictions using data on 126 semiconductor firms between 1984 and 2003. Our analyses indicate that factors that favor recombinant creation generally hinder recombinant reuse and vice versa; however, combining an integrated collaboration network and a diverse knowledge base may concurrently enhance both recombinant capabilities . Copyright © 2013 John Wiley & Sons, Ltd.

User-generated content is rapidly gaining traction as an input into the consumer purchase decision making process. After examining the implications of the developing Web 2.0 phenomenon for travel businesses, this article focuses on TripAdvisor (http://www.tripadvisor.com), the largest online network of travel consumers. Using a sample of 100 hotels randomly selected from the London market, it shows that TripAdvisor displays detailed rich data that can be used in travel planning. Content analysis was used to identify common causes of satisfaction and dissatisfaction among reviewers. It was also discovered that few hotels are actively managing their reputation on the TripAdvisor site. Despite a facility to respond to criticism, few hotels used this option, calling into question how seriously hotels are managing user-generated content. Analyses also suggested that the belief that user-generated content sites have been compromised by false reviews is unfounded, with little evidence being found of reviews with characteristics that typify false postings.

The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions. We present a concise definition of cultural intelligence as a system of interacting abilities, describe how these elements interact to produce culturally intelligent behavior, and then identify measurement implications.