Stability and Change as Simultaneous Experiences in Organizational Life

By Carrie R. Leana, B. Barry. 2000

343 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/06d21f81086bed5b8ce1bcd14a65199d231c40ee

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Emotional Balancing of Organizational Continuity and Radical Change: The Contribution of Middle Managers (2002, background): “While radical change seems at times necessary for organizational adaptation, both continuity and change are typically simultaneously present in an organization and may even be necessary for its continuous adaptation over the long term (e.g., Brown and Eisenhardt, 1997; Leana and Barry, 2000).”
Culture and international business: recent advances and their implications for future research (2005, background): “Cultural stability helps to reduce ambiguity, and leads to more control over expected behavioral outcomes (Weick and Quinn, 1999; Leana and Barry, 2000).”
Understanding Variation in Managers' Ambidexterity: Investigating Direct and Interaction Effects of Formal Structural and Personal Coordination Mechanisms (2009, background): “Related to this, authors indicate that ambidextrous managers are more generalists rather than more specialists (Birkinshaw & Gibson, 2004; Leana & Barry, 2000).”
Enacting Integrated Information Technology: A Human Agency Perspective (2005, background): “Some have argued that change and stability paradoxically co-exist (Leanna and Barry 2000), reflecting the duality of agency and struc ture. For example, Nicholson (1984) argued that agency and structure could be simultaneous influences in work”
The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018, background): “In the process, however, they need to endure the dynamic and unpredictable challenges of today’s work environment (see Leana & Barry, 2000).”
Social Capital and Organizational Performance: Evidence from Urban Public Schools (2006, background): “External ties increase predictability in interactions with the environment, and provide opportunities to directly manage and influence sources of uncertainty (Leana and Barry 2000, Pfeffer and Salancik 1978).”
Trust, Connectivity, and Thriving: Implications for Innovative Behaviors at Work (2009, background): “From new product ideas to better ways to respond to customer needs, to improvements in processes in the workplace, employers demand more of their employees’ creativity and innovation (Leana & Barry, 2000; Lovelace, Shapiro, & Weingart, 2001).”
Positive Psychology in the Workplace (2010, background): “A useful way of viewing change and stability is to recognize that while organizations need to adapt to the inevitability of change, they also need to identify and maintain those stable components of their cultures that have positive value (Leana and Barry 2000).”
Revisiting Organizational Change: Exploring the Paradox of Managing Continuity and Change (2011, background): “Huy (2002) suggested that the tension between continuity and change exists not just at the organizational level (Leana and Barry, 2000), but also at the individual level.”