000			01932naa a2200193uu 4500
001			6121114114621
003			OSt
005			20190211161604.0
008			061211s1998 xx ||||gr |0|| 0 eng d
100	1		_aCARROLL, Glenn R. _928937
245	1	0	_aOrganizational demography and culture : _binsights from a formal model and simulation
260			_aIthaca : _bJohnson Graduate School of Management, _cSeptember 1998
520	3		_aWe review studies of organizational demography that show empirical relationship between the length of service (tenure) distribution and organizational outcomes. Our theoretical reformulation of the typical explanations offered for these relatioships posits a link between heterogeneity in the length of the service distribution ans heterogeneity in organizational culture. We examine the plausibility of this explanation using a computer simulation of a mathematical model. The model implies that the tenure-culture link is usually positive, as assumed by organizational demographers, but that the strength of this link varies by context. The modeling effort also uncovered several limitations of the conventional research framework. These include (1) the plausibility of simple alternative explanations based on unobserved heterogeneity; (2) the inability to distinguish disruption effects caused by individual entry and exit from diversity effects based on internal social processes; and (3) the conflation of several different hypothesized processes into a single variable measuring tenure heterogeneity. We develop and evaluate three alternative measures, each linked to a different social process
700	1		_aHARRISON, J. Richard _928938
773	0	8	_tAdministrative Science Quarterly _g43, 3, p. 637-667 _dIthaca : Johnson Graduate School of Management, September 1998 _xISSN 00018392 _w
942			_cS
998			_a20061211 _b1411^b _cNatália
998			_a20101027 _b1634^b _cCarolina
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c20556 _d20556
041			_aeng