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The emergence and evolution of emplo...

Burton, Mary Diane.

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The emergence and evolution of employment systems in high-technology firms.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	The emergence and evolution of employment systems in high-technology firms./
Author:	Burton, Mary Diane.
Description:	260 p.
Notes:	Adviser: Michael T. Hannan.
Contained By:	Dissertation Abstracts International56-12A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9611941

The emergence and evolution of employment systems in high-technology firms.
Burton, Mary Diane.

The emergence and evolution of employment systems in high-technology firms. - 260 p.

Adviser: Michael T. Hannan.

Thesis (Ph.D.)--Stanford University, 1996.

This dissertation is a study of how employment systems emerge and evolve in high-technology firms. Detailed archival, survey, and interview data from founders, CEOs, and Human Resources executives of 100 Silicon Valley high-technology start-ups are used to analyse the origins and subsequent development of employment systems. I identify four employment models: star, commitment, factory, and engineering, based on the described intent of both founders and CEOs. I examine the degree to which the intended models are realized in systems of human resources practices and chart the emergence of each system. Given a variety of organizational, individual, and industrial variables, I predict which employment system prevails within a given firm at its inception and study the correlates and consequences of the four employment systems. Finally, I assess the degree to which employment systems are adaptible or inert.Subjects--Topical Terms:

626628
Business Administration, Management.

The emergence and evolution of employment systems in high-technology firms.
LDR:03033nam 2200301 a 45 001 926717
005 20110422
008 110422s1996 eng d
035 $a (UnM)AAI9611941
035 $a AAI9611941
040 $a UnM $c UnM
100 1 $a Burton, Mary Diane. $3 1250300
245 1 0 $a The emergence and evolution of employment systems in high-technology firms.
300 $a 260 p.
500 $a Adviser: Michael T. Hannan.
500 $a Source: Dissertation Abstracts International, Volume: 56-12, Section: A, page: 4972.
502 $a Thesis (Ph.D.)--Stanford University, 1996.
520 $a This dissertation is a study of how employment systems emerge and evolve in high-technology firms. Detailed archival, survey, and interview data from founders, CEOs, and Human Resources executives of 100 Silicon Valley high-technology start-ups are used to analyse the origins and subsequent development of employment systems. I identify four employment models: star, commitment, factory, and engineering, based on the described intent of both founders and CEOs. I examine the degree to which the intended models are realized in systems of human resources practices and chart the emergence of each system. Given a variety of organizational, individual, and industrial variables, I predict which employment system prevails within a given firm at its inception and study the correlates and consequences of the four employment systems. Finally, I assess the degree to which employment systems are adaptible or inert.
520 $a This thesis also makes a methodological contribution, demonstrating how a technique common to demographic and stratification research--the life history calendar--can be applied to the study of organizations. I use the life history calendar to construct meaningful organizational life histories that can be subjected to rigorous analysis. Quantitative and qualitative analyses allow me to assess the relevance of internal and external contingencies, path dependence, and individual agency in shaping employment systems. I also address the long-standing debate over organizational adaptability versus organizational inertia and begin to identify the mitigating factors that push a firm towards flexibility or stability.
520 $a This project offers several contributions. First, I add to the literature on organizational evolution by empirically testing prevailing theories. Second, I provide insight into the ways that initial conditions shape future organizational development. Third, by providing a theoretical framework and a methodology for studying employment systems rather than isolated human resource practices, I advance the current research literature on strategic human resource management and employment relations.
590 $a School code: 0212.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
650 4 $a Sociology, Social Structure and Development. $3 1017425
690 $a 0454
690 $a 0629
690 $a 0700
710 2 0 $a Stanford University. $3 754827
773 0 $t Dissertation Abstracts International $g 56-12A.
790 $a 0212
790 1 0 $a Hannan, Michael T., $e advisor
791 $a Ph.D.
792 $a 1996
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9611941