Scott Sonenshein

Toward the Construct Definition of Positive Deviance

In this article, the authors develop a definition of positive deviance, a foundational construct in positive organizational scholarship. They offer a normative definition of positive deviance: intentional behaviors that depart from the norms of a referent group in honorable ways. The authors contrast this normative perspective on deviance with statistical, supra conformity, and reactive perspectives on deviance. They also develop research propositions that differentiate positive deviance from related prosocial types of behaviors, including organizational citizenship, whistle-blowing, corporate social responsibility, and creativity/innovation. Finally, the authors offer some initial ideas on how to operationalize positive deviance.

Tell Me a Good Story and I May Lend You Money: The Role of Narratives in Peer-to-Peer Lending Decisions

We examine the role of identity claims constructed in narratives by borrowers in influencing lender decision making regarding unsecured personal loans. We study whether the number of identity claims and their content influence decisions of lenders and whether they predict longer-term performance of funded loans. Using data from the peer-to-peer lending website Prosper.com, we find that unverifiable information affects lending decisions above and beyond objective, verifiable information. Specifically, as the number of identity claims in narratives increases, so does loan funding but loan performance suffers, because these borrowers are less likely to pay back. In addition, identity content plays an important role. Identities about being trustworthy or successful are associated with increased loan funding but ironically they are less predictive of loan performance compared with other identities (moral and economic hardship). Thus, some identity claims are meant to mislead lenders while others are true representations of borrowers.

Understanding Mechanisms in Organizational Research Reflections From a Collective Journey

Social mechanisms are theoretical cogs and wheels that explain how and why one thing leads to another. Mechanisms can run from macro to micro (e.g., explaining the effects of organizational socialization practices or compensation systems on individual actions), micro to micro (e.g., social comparison processes), or micro to macro (e.g., how cognitively limited persons can be aggregated into a smart bureaucracy). Explanations in organization theory are typically rife with mechanisms, but they are often implicit. In this article, the authors focus on social mechanisms and explore challenges in pursuing a mechanisms approach. They argue that organization theories will be enriched if scholars expend more effort to understand and clarify the social mechanisms at play in their work and move beyond thinking about individual variables and the links between them to considering the bigger picture of action in its entirety.

Narratives as Sources of Stability and Change in Organizations: Approaches and Directions for Future Research

Although narrative analysis has made significant advances in organization and management studies, scholars have not yet unleashed its full potential. This review provides an understanding of key issues in organizational narrative analysis with a focus on the role of narratives in organizational stability and change. We start by elaborating on the characteristics of organizational narratives to provide a conceptual framework for organizational narrative analysis. We elaborate on three key approaches to narrative analysis on stability and change: realist, interpretative, and poststructuralist. We then review several topic areas where narrative analysis has so far offered the most promise: organizational change, identity, strategy, entrepreneurship, and personal change. Finally, we identify important issues that warrant attention in future research, both theoretically and methodologically.

Growing at Work: Employees' Interpretations of Progressive Self-Change in Organizations

We develop theory about how growing at work is an interpretive accomplishment in which individuals sense that they are making progressive self-change. Through a study of how employees interpret themselves as growing at three organizations, we develop a theoretical account of how employees draw from contextual and personal resources to interpret their growing in ways that embed their idiosyncratic experiences within an organization. The data suggest that employees develop three different types of growing self-construals: achieving, learning, and helping. We use our data to ground theory that explains the development of growing self-construals as deeply embedded in organizations. At the same time, we suggest that growing self-construals reflect individual agency through how individuals work with available resources to weave interpretations of themselves into their growing self-construals. We further suggest that growing self-construals influence the actions employees take to support a sense of progressive self-change.

Routines and Creativity: From Dualism to Duality

Whereas scholars have historically treated routines and creativity as contradictory concepts, I adopt a dynamic ontology of routines that recasts them as a duality. Using data from a case study at a midsize retail organization, I theorize that artifacts, auxiliary routines, and external comparisons shape the enactment of routines that accomplish seemingly contradictory patterns of novelty and familiarity. From this analysis, I theorize two mechanisms—personalizing and depersonalizing—to explain how enacting a routine can produce patterns that allow an organization to achieve recognizable creativity on an ongoing basis. The findings contribute to research by theorizing the routine as a central concept that explains the ongoing accomplishment of recognizable creativity. By theorizing routines as an inherent part of creativity, and creativity as an inherent part of routines, I shift the way that scholars have traditionally viewed how organizations foster creativity among employees. For routine dynamics research, this study elaborates on the agency of routine actors who skillfully integrate their idiosyncratic backgrounds and experiences with the routine in ways that create complex patterns. It also unpacks the pivotal role of broader contexts and nonroutine actors in shaping routines.

On the role of experience in ethical decision making at work: An ethical expertise perspective

Previous research has produced contradictory results on whether and how “experience” relates to ethical decision making in the workplace. Maintaining that these divergent findings result from underspecified and inconsistent treatments of experience in the business ethics literature, we build theory around experience and its connection to ethical decision making. To this end, we draw upon and advance research on ethical expertise, defined as the degree to which one is knowledgeable about and skilled at applying moral values within a given work context. We also unpack the nature and consequences of two forms of ethical expertise, convergent and divergent. Building on this foundation—and seeking to reconcile the contradictory results around experience and ethical decision making—we theorize factors associated with the acquisition of ethical expertise in the workplace. We conclude by discussing the implications of our theorizing for business ethics scholarship and expertise research.

Leading Strategic Change Under Uncertainty

As firms increasingly face fast changing and uncertain environments and need to modify their strategic direction to enhance performance, we challenge a number of questionable assumptions in the lit...

The Nature of Resources: Their Malleability, and the Means by Which They are Put into Service

Resources play a prominent role in organizational studies, spanning psychological resources that influence important individual- and group-level processes such as motivation and decision making to firm resources that influence firm– and industry-level concepts such as strategy and competitive behavior. While scholars have historically theorized resources as fixed entities, researchers have recently recognized that resources are malleable, shapeable by actors inside organizations. This gets manifested in a wide range of topics such as entrepreneurial bricolage, creativity and culture. Further, without directly addressing the malleability of the resource itself, scholars have increasingly been seeking to answer questions for how heterogeneity of organizational resource bundles emerges, and in what ways resource bundles are created and then transformed into capabilities. Our overarching objective of the proposed session is to bring a diverse group of scholars together who are nonetheless united in their trea...