Amir Goldberg

What Does It Mean to Span Cultural Boundaries? Variety and Atypicality in Cultural Consumption

We propose a synthesis of two lines of sociological research on boundary spanning in cultural production and consumption. One, research on cultural omnivorousness, analyzes choice by heterogeneous audiences facing an array of crisp cultural offerings. The other, research on categories in markets, analyzes reactions by homogeneous audiences to objects that vary in the degree to which they conform to categorical codes. We develop a model of heterogeneous audiences evaluating objects that vary in typicality. This allows consideration of orientations on two dimensions of cultural preference: variety and typicality. We propose a novel analytic framework to map consumption behavior in these two dimensions. We argue that one audience type, those who value variety and typicality, are especially resistant to objects that span boundaries. We test this argument in an analysis of two large-scale datasets of reviews of films and restaurants.

Neither ideologues nor agnostics: alternative voters' belief system in an age of partisan politics.

How do Americans organize their political beliefs? This article argues that party polarization and the growing prominence of moral issues in recent decades have catalyzed different responses by different groups of Americans. The article investigates systematic heterogeneity in the organization of political attitudes using relational class analysis, a graph-based method for detecting multiple patterns of opinion in survey data. Three subpopulations, each characterized by a distinctive way of organizing its political beliefs, are identified: ideologues, whose political attitudes strongly align with either liberal or conservative categories; alternatives, who are instead morally conservative but economically liberal, or vice versa; and agnostics, who exhibit weak associations between political beliefs. Individuals’ sociodemographic profiles, particularly their income, education, and religiosity, lie at the core of the different ways in which they understand politics. Results show that while ideologues have gone through a process of issue alignment, alternatives have grown increasingly apart from the political agendas of both parties. The conflictual presence of conservative and liberal preferences has often been resolved by alternative voters in favor of the Republican Party.

Fitting In or Standing Out? The Tradeoffs of Structural and Cultural Embeddedness

A recurring theme in sociological research is the tradeoff between fitting in and standing out. Prior work examining this tension tends to take either a structural or a cultural perspective. We fuse these two traditions to develop a theory of how structural and cultural embeddedness jointly relate to individual attainment within organizations. Given that organizational culture is hard to observe, we develop a novel approach to assessing individuals’ cultural fit with their colleagues based on the language expressed in internal e-mail communications. Drawing on a unique dataset that includes a corpus of 10.24 million e-mail messages exchanged over five years among 601 employees in a high-technology firm, we find that network constraint impedes, whereas cultural fit promotes, individual attainment. More importantly, we find evidence of a tradeoff between the two forms of embeddedness: cultural fit benefits individuals with low network constraint (i.e., brokers), whereas network constraint promotes attainment for people with low cultural fit.

In defense of forensic social science

Like the navigation tools that freed ancient sailors from the need to stay close to the shoreline—eventually affording the discovery of new worlds—Big Data might open us up to new sociological possibilities by freeing us from the shackles of hypothesis testing. But for that to happen we need forensic social science: the careful compilation of evidence from unstructured digital traces as a means to generate new theories.

Enculturation Trajectories: Language, Cultural Adaptation, and Individual Outcomes in Organizations

How do people adapt to organizational culture, and what are the consequences for their outcomes in the organization? These fundamental questions about culture have previously been examined using self-report measures, which are subject to reporting bias, rely on coarse cultural categories defined by researchers, and provide only static snapshots of cultural fit. By contrast, we develop an interactional language use model that overcomes these limitations and opens new avenues for theoretical development about the dynamics of organizational culture. We trace the enculturation trajectories of employees in a midsized technology firm based on analyses of 10.24 million internal emails. Our language-based model of changing cultural fit (1) predicts individual attainment; (2) reveals distinct patterns of adaptation for employees who exit voluntarily, exit involuntarily, and remain employed; (3) demonstrates that rapid early cultural adaptation reduces the risk of involuntary, but not voluntary, exit; and (4) finds...

Enculturation Trajectories and Individual Attainment: An Interactional Language Use Model of Cultural Dynamics in Organizations

How do people adapt to organizational culture and what are the consequences for their outcomes in the organization? These fundamental questions about culture have previously been examined using self-report measures, which are subject to reporting bias, rely on coarse cultural categories defined by researchers, and provide only static snapshots of cultural fit. In contrast, we develop an interactional language use model that overcomes these limitations and opens new avenues for theoretical development about the dynamics of organizational culture. We trace the enculturation trajectories of employees in a mid-sized technology firm based on analyses of 10.24 million internal emails. Our language-based model of changing cultural fit: (1) predicts individual attainment; (2) reveals distinct patterns of adaptation for employees who exit voluntarily, exit involuntarily, and remain employed; (3) demonstrates that rapid early cultural adaptation reduces the risk of involuntary, but not voluntary, exit; and (4) finds that a decline in cultural fit for individuals who had successfully enculturated portends voluntary departure.

Searching for Homo Economicus: Variation in Americans’ Construals of and Attitudes toward Markets

Economic sociologists agree that economic rationality is constructed and that morality and economic interests intersect. Yet we know little about how people organize economic beliefs or judge the morality of markets. We use Relational Class Analysis to identify three subsets of respondents whose members construe economic markets in distinct ways. Subsamples display more structure than the full sample in associations among attitudes, and between attitudes and sociodemographic predictors. The economically advantaged favor market solutions in each subset, but religious and political identities, respectively, predict pro-market views uniquely in subsamples that construe markets through a religious or political lens. Results illustrate the value of distinguishing between construals and positions, and of examining population heterogeneity in opinion data. Self-interest drives faith in markets, but only when people construe markets in ways consistent with their religious and political faiths.

Duality in Diversity: Cultural Heterogeneity, Language, and Firm Performance

How does cultural heterogeneity in an organization relate to its underlying capacity for execution and innovation? Existing literature often understands cultural diversity as presenting a trade-off between task coordination and creative problem-solving. This work assumes that diversity arises primarily through cultural differences between individuals. In contrast, we propose that diversity can also exist within persons such that cultural heterogeneity can be unpacked into two distinct forms: interpersonal and intrapersonal. We argue that the former tends to undermine coordination and portends worsening firm profitability, while the latter facilitates creativity and supports greater patenting success and more positive market valuations. To evaluate these propositions, we use unsupervised learning to identify cultural content in employee reviews of nearly 500 publicly traded firms on a leading company review website and then develop novel, time-varying measures of cultural heterogeneity. Our empirical results lend support for our two core propositions, demonstrating that a diversity of cultural beliefs in an organization does not necessarily impose a trade-off between operational efficiency and creativity.

Language as a Window into Culture

Culture is assumed to play a pivotal role in organizational success and failure. In contrast to prevailing top-down perspectives, this article proposes an approach to studying culture that accounts for myriad organizational subcultures, how individuals fit into those subcultures, and the causes and consequences of shifts in culture and cultural fit. The language through which people communicate with colleagues offers a powerful lens for studying cultural dynamics and its relationship to individual, group, and organizational success. This article describes a burgeoning stream of research that uses language as a window into culture and discusses its implications for managerial practice.