J Pfeffer
Biographic Data
| ID | 1024 |
|---|---|
| NAME | J Pfeffer |
| GIVEN NAMES | J |
| FAMILY NAME | Pfeffer |
| SIGNATURE | PFEFFER J |
| AFFILIATIONS | Stanford University |
| ORCID | 0000-0002-6278-9735 |
| VERIFIED | Yes |
| TOTAL WORKS | 58 |
| TOTAL CITATIONS | 760 |
| AUTHOR COUNT | 58 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1972 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 9 |
An absence of accountability: Evidence of employers' failure to measure and manage employee health benefits administration
Losing More than Money: Organizations’ Prosocial Actions Appear Less Authentic When Their Resources are Declining
Does depression co-occur within households? The moderating effects of financial resources and job insecurity on psychological contagion
The empirically related psychopathologies of stress and depression exact an enormous economic toll and have many physical and behavioral health effects. Most studies of the effects of stress and depression focus on their causes and consequences for a single, focal individual. We examine the extent to which depression, as indicated by filling antidepressant prescriptions (SSRI and Benzodiazepines), co-occurs across spouses, constituting a negative…
Journal of Sociology and Social Welfare Vol. 45 No. 2
The research focused on two aspects of political involvement among social workers.The first was the direct political involvement of social workers on behalf of their clients, and the second, the social workers' encouragement of their clients' involvement in political activity.The main purpose of the research was to identify the factors that explain these two types of political involvement among social workers.The data were collected by means of a…
The effect of economic consequences on social judgment and choice: Reward interdependence and the preference for sociability versus competence
Competence and sociability (warmth) are fundamental dimensions of social judgment in organizations. However, these qualities are frequently seen as negatively related, with mixed evidence on which is more important. In three studies ( N = 993), we investigated the effects of reward interdependence on the preference for sociability versus competence. We predicted that reward interdependence would elicit a more instrumental, calculative mindset, wh…
When Does Money Make Money More Important? Survey and Experimental Evidence
The authors investigate how the amount and source of income affects the importance placed on money. Using a longitudinal analysis of the British Household Panel Survey and evidence from two laboratory experiments, they found that larger amounts of money received for labor were associated with individuals placing greater importance on money; but this effect did not hold for money not related to work. The longitudinal survey analysis demonstrated t…
Hourly versus Salaried Payment and Decisions about Trading Time and Money over Time
Using longitudinal data from the British Household Panel Survey, the authors examine how individuals' employment compensation-salaried or hourly-affects their decisions to trade time for money. Results indicate that there is a positive association between hourly wages and a desire to exchange leisure time for more money. This relationship holds even when a fixed-effects model controls for unobserved differences among individuals as well as for jo…
Economic evaluation: The effect of money and economics on attitudes about volunteering
Truth's consequences
have extensively updated, expanded, and added their own empirical documentation to the extensive literature on the effects of the level of paradigm development on people and their careers. Their own empirical analyses provide specificity to the more general claims I made more than a decade ago about the wasted effort and career difficulties confronted by scholars and doctoral students in fields characterized by a low level of paradigm development…
Human Resources from an Organizational Behavior Perspective: Some Paradoxes Explained
Workplaces in America and elsewhere show pervasive job dissatisfaction, distrust, and disengagement, with the evidence suggesting that these problems are getting worse and have a number of negative consequences for employers as well as employees. What follows is a necessarily selective exploration of human resource management in organizations, covering why it is often done so badly, what theory suggests about how to do it better, and why so littl…
Working Alone: Whatever Happened to the Idea of Organizations as Communities
Remember when everyone was talking about organizational culture and the idea of building strong cultures to achieve competitive advantage (e.g., Kotter and Heskett 1992; O’Reilly 1989; Tushman and O’Reilly 1997, chapter 5)? Remember Theory Zand Ouchi’s (1981) argument that Williamson’s (1975) description of possible organizing arrangements was incomplete? Ouchi maintained that in addition to achieving coordination and control through market-like …
Economics Language and Assumptions: How Theories can Become Self-Fulfilling
Social science theories can become self-fulfilling by shaping institutional designs and management practices, as well as social norms and expectations about behavior, thereby creating the behavior they predict. They also perpetuate themselves by promulgating language and assumptions that become widely used and accepted. We illustrate these ideas by considering how the language and assumptions of economics shape management practices: theories can …
Fair Market Ideology: Its Cognitive-Motivational Underpinnings
The End of Business Schools? Less Success Than Meets the Eye
Presents an update on the state of business schools in the U.S. as of September 2002. Effects of business schools on careers concentrates on the Master of Business Administration (MBA) degree; Significance of business school research; Barriers to changing the MBA education model.
A Memo from Machiavelli
TO: Presidents, Senior Administrators, and Faculty Leaders Who Would Seek Change FROM: Niccolo Machiavelli, Former Assistant to Presidents, University of the Medici Permit me to take a brief moment of valuable time to introduce myself. I served for years as special assistant to kings, dukes, generals, several popes and, as well, numerous presidents, senior executives and faculty at the University of the Medici. I have significant domestic and int…
Illusions of Influence
New Directions for Organization Theory: Problems and Prospects
This is a comprehensive analysis of the present state of organization theory. The author traces the evolution and particularly the more recent history of the field, and its scope and content. He then considers the relevant literature organized by major issues and concepts. Jeffrey Pfeffer makes the point that the world of organizations the book surveys has changed in four important ways: the increasing externalization of the employment relation a…
Making Politics and Power Respectable
The Social Psychology of Organizations and Inequality
James N. Baron, Jeffrey Pfeffer, The Social Psychology of Organizations and Inequality, Social Psychology Quarterly, Vol. 57, No. 3, Special Issue: Conceptualizing Structure in Social Psychology (Sep., 1994), pp. 190-209
Paying the Professor: Sources of Salary Variation in Academic Labor Markets
Using a set of 58 academic fields as distinct labor markets we examined the extent of wage variation within markets. The degree to which wages vary is an indicator of market efficiency and of whether a market wage exists. Holding constant differences in human capital, we found that the degree of wage variation in an academic labor market is negatively related to mobility within that market and positively related to the oversupply of labor We also…
Barriers to the Advance of Organizational Science: Paradigm Development as a Dependent Variable
The Power and the Glory
Salary Dispersion, Location in the Salary Distribution, and Turnover among College Administrators
This paper examines how the amount of dispersion in an organization's salary distribution and an individual's location in that distribution affect turnover. Using data for the years 1978-79 and 1983-84 on more than 10,000 administrators in 821 U.S. colleges and universities, the authors find that salary dispersion negatively affected the turnover of administrators with relatively high salaries and positively affected the turnover of those with re…
Understanding the Hiring of Women and Minorities in Educational Institutions
The conditions under which women and minorities were hired for managerial positions in higher education administration were studied using data on 821 institutions from the 1978 and 1983 College and University Personnel Association's annual compensation surveys. The percentage of women in a particular job across institutions, the percentage of women in all the administrative positions in an institution, and the fact that the previous occupant of t…
The Effects of Individual Power on Earnings
In a large national sample of college and university faculty, individual earnings were affected by individual-level power, controlling for other individual, departmental, academic, field, and organization-level determinants of salaries. Specifically, having an outside job offer, having more extensive communication with individuals in other institutions, bringing in outside research grants, and being active and influential in departmental and inst…
Organizational Legitimacy: Social Values and Organizational Behavior
Organizations seek to establish congruence between the social values associated with or implied by their activities and the norms of acceptable behavior in the larger social system of which they are a part. Insofar as these two value systems are congruent we can speak of organizational legitimacy. When an actual or potential disparity exists between the two value systems, there will exist a threat to organizational legitimacy. These threats take …
Environments of Organizations
The term intersectionality references the critical insight that race, class, gender, sexuality, ethnicity, nation, ability, and age operate not as unitary, mutually exclusive entities, but rather as reciprocally constructing phenomena. Despite this ...Read More
The External Control of Organizations. A Resource Dependence Perspective
Journal Article The External Control of Organizations. A Resource Dependence Perspective Get access The External Control of Organizations. A Resource Dependence Perspective. By JEFFREY PFEFFER and GERALD R. SALANCIK. (New York: Harper & Row, 1978. Pp. xiii + 300.) Brian J. Loasby Brian J. Loasby University of Stirling Search for other works by this author on: Oxford Academic Google Scholar The Economic Journal, Volume 89, Issue 356, 1 December 19…
The Social Psychology of Organizations and Inequality
James N. Baron, Jeffrey Pfeffer, The Social Psychology of Organizations and Inequality, Social Psychology Quarterly, Vol. 57, No. 3, Special Issue: Conceptualizing Structure in Social Psychology (Sep., 1994), pp. 190-209
Determinants of Supervisory Behavior: A Role Set Analysis
While most studies have examined the consequences of different supervisory behaviors, the present study examines some determinants of supervisory actions. It is argued that the behavior of the supervisor is constrained by the demands of others in his role set. It was found that the expectations of a supervisor's boss and those of his subordinates and peers accounted for a significant portion of the observed variation in behaviors across 53 superv…
Understanding the Hiring of Women and Minorities in Educational Institutions
The conditions under which women and minorities were hired for managerial positions in higher education administration were studied using data on 821 institutions from the 1978 and 1983 College and University Personnel Association's annual compensation surveys. The percentage of women in a particular job across institutions, the percentage of women in all the administrative positions in an institution, and the fact that the previous occupant of t…
Human Resources from an Organizational Behavior Perspective: Some Paradoxes Explained
Workplaces in America and elsewhere show pervasive job dissatisfaction, distrust, and disengagement, with the evidence suggesting that these problems are getting worse and have a number of negative consequences for employers as well as employees. What follows is a necessarily selective exploration of human resource management in organizations, covering why it is often done so badly, what theory suggests about how to do it better, and why so littl…
Unions and Job Satisfaction: An Alternative View
The dominant theoretical perspective on the effect of unions on job satisfaction suggests that unions reduce job satisfaction by making workers more critical toward the workplace and more willing to complain about problems. However, there are important reasons why unions might be expected to increase satisfaction: Unions reduce wage inequality, increase worker control over jobs, and increase worker commitment to the work and the workplace. Furthe…
Gender-Based Wage Differences: The Effects of Organizational Context
In a study of more than 20,000 high-level administrators in 821 colleges and universities, it was found that women's salaries were lower than men's, even when institutional, individual, and positional characteristics were statistically controlled. Moreover, the negative effect of female incumbency on salary was greater in larger institutions and in private as compared with public colleges and universities. There was also limited evidence that the…
Salary Dispersion, Location in the Salary Distribution, and Turnover among College Administrators
This paper examines how the amount of dispersion in an organization's salary distribution and an individual's location in that distribution affect turnover. Using data for the years 1978-79 and 1983-84 on more than 10,000 administrators in 821 U.S. colleges and universities, the authors find that salary dispersion negatively affected the turnover of administrators with relatively high salaries and positively affected the turnover of those with re…
Economic evaluation: The effect of money and economics on attitudes about volunteering
Paying the Professor: Sources of Salary Variation in Academic Labor Markets
Using a set of 58 academic fields as distinct labor markets we examined the extent of wage variation within markets. The degree to which wages vary is an indicator of market efficiency and of whether a market wage exists. Holding constant differences in human capital, we found that the degree of wage variation in an academic labor market is negatively related to mobility within that market and positively related to the oversupply of labor We also…
A Partial Test of the Social Information Processing Model of Job Attitudes
The effects of social influence, as represented by work-group membership, on perceptions of job dimensions, manifest needs, and job attitudes are examined in a study of 113 engineers. There is evidence for a statistically significant effect of group membership on both needs and job dimensions. In turn, job dimensions, group membership, and job behaviors affect the development of job attitudes. The data provide support for a social information pro…
Administrator Effectiveness: The Effects of Advocacy and Information on Achieving Outcomes in an Organizational Context
The effects of (J) information about the distribution of subunit influence, (2) information about the subunit's standing on various dimensions, and (3) the effects of advocating that allocations be based on dimensions favoring the subunit were examined for a sample of academic departments in a large state university. Advocating the use of criteria favorable to the subunit was positively related to allocations, particularly for more powerful subun…
Resource Allocations in United Funds: Examination of Power and Dependence
Allocations to member agencies in 1962, 1967, and 1972 were examined for a sample of 66 United Funds. It was argued that the allocations to agencies would be a function of the power of the agency in the Fund, which was determined by the agency's dependence on the Fund and the Fund's dependence on the agency. As expected, there was a positive correlation between outside funds raised and resources received from the United Fund, and this result held…
The Effect of Competition on Some Dimensions of Organizational Structure
The effect of the competitiveness of an organization's environment on organizational structure is examined for 38 small manufacturing firms. Competitiveness is hypothesized to increase the demand for control and coordination within the organization. Consistent with this hypothesis, the extent of competition in the environment is positively associated with the frequency of reporting, the extent to which decision procedures are specified in advance…
A Contingency Model of Influence in Organizational Decision-Making
Truth's consequences
have extensively updated, expanded, and added their own empirical documentation to the extensive literature on the effects of the level of paradigm development on people and their careers. Their own empirical analyses provide specificity to the more general claims I made more than a decade ago about the wasted effort and career difficulties confronted by scholars and doctoral students in fields characterized by a low level of paradigm development…
Information Technology and Organizational Structure
A Memo from Machiavelli
TO: Presidents, Senior Administrators, and Faculty Leaders Who Would Seek Change FROM: Niccolo Machiavelli, Former Assistant to Presidents, University of the Medici Permit me to take a brief moment of valuable time to introduce myself. I served for years as special assistant to kings, dukes, generals, several popes and, as well, numerous presidents, senior executives and faculty at the University of the Medici. I have significant domestic and int…
The Effects of Individual Power on Earnings
In a large national sample of college and university faculty, individual earnings were affected by individual-level power, controlling for other individual, departmental, academic, field, and organization-level determinants of salaries. Specifically, having an outside job offer, having more extensive communication with individuals in other institutions, bringing in outside research grants, and being active and influential in departmental and inst…
The effect of economic consequences on social judgment and choice: Reward interdependence and the preference for sociability versus competence
Competence and sociability (warmth) are fundamental dimensions of social judgment in organizations. However, these qualities are frequently seen as negatively related, with mixed evidence on which is more important. In three studies ( N = 993), we investigated the effects of reward interdependence on the preference for sociability versus competence. We predicted that reward interdependence would elicit a more instrumental, calculative mindset, wh…
Publication and Prestige Mobility of University Departments in Three Scientific Disciplines
Jeffrey Pfeffer, Anthony Leong, Katherine Strehl, Publication and Prestige Mobility of University Departments in Three Scientific Disciplines, Sociology of Education, Vol. 49, No. 3 (Jul., 1976), pp. 212-218
Administrative Regulation and Licensing: Social Problem or Solution
Government regulation is frequently advocated as a solution to many economic problems. In a review of a number of studies examining the effects of government regulation, it is seen that regulation and occupational licensing have typically operated so as to increase price, restrict entry, and enhance the rate of return earned by the industry or occupation. Some organizational factors accounting for these outcomes are advanced
Canonical Analysis of the Relationship between an Organization's Environment and Managerial Attitudes toward Subordinates and Workers
Merger as a response to organizational interdependence /
BEBR No. 49
Organizational Diagnosis
Canonical Analysis of the Relationship between an Organization's Environment and Managerial Attitudes toward Subordinates and Workers
The Effect of Competition on Some Dimensions of Organizational Structure
The effect of the competitiveness of an organization's environment on organizational structure is examined for 38 small manufacturing firms. Competitiveness is hypothesized to increase the demand for control and coordination within the organization. Consistent with this hypothesis, the extent of competition in the environment is positively associated with the frequency of reporting, the extent to which decision procedures are specified in advance…
Cooptation and the Composition of Electric Utility Boards of Directors
Some Evidence on Occupational Licensing and Occupational Incomes
Caplow (1954) and Vollmer and Mills (1966) have suggested that occupational associations, one aspect of professionalization, frequently operate so as to restrict entry to the occupation and enhance occupational incomes. Four hypotheses from the literature on occupational associations are explicitly developed and tested. No evidence is found that licensing per se affects occupational incomes. There is weak support for the argument that public repr…
Administrative Regulation and Licensing: Social Problem or Solution
Government regulation is frequently advocated as a solution to many economic problems. In a review of a number of studies examining the effects of government regulation, it is seen that regulation and occupational licensing have typically operated so as to increase price, restrict entry, and enhance the rate of return earned by the industry or occupation. Some organizational factors accounting for these outcomes are advanced
Determinants of Supervisory Behavior: A Role Set Analysis
While most studies have examined the consequences of different supervisory behaviors, the present study examines some determinants of supervisory actions. It is argued that the behavior of the supervisor is constrained by the demands of others in his role set. It was found that the expectations of a supervisor's boss and those of his subordinates and peers accounted for a significant portion of the observed variation in behaviors across 53 superv…
Organizational Legitimacy: Social Values and Organizational Behavior
Organizations seek to establish congruence between the social values associated with or implied by their activities and the norms of acceptable behavior in the larger social system of which they are a part. Insofar as these two value systems are congruent we can speak of organizational legitimacy. When an actual or potential disparity exists between the two value systems, there will exist a threat to organizational legitimacy. These threats take …
The Politics of Organizational Decision-Making
Organizations of the Future: Interaction with the External Environment
Publication and Prestige Mobility of University Departments in Three Scientific Disciplines
Jeffrey Pfeffer, Anthony Leong, Katherine Strehl, Publication and Prestige Mobility of University Departments in Three Scientific Disciplines, Sociology of Education, Vol. 49, No. 3 (Jul., 1976), pp. 212-218
Environments of Organizations
The term intersectionality references the critical insight that race, class, gender, sexuality, ethnicity, nation, ability, and age operate not as unitary, mutually exclusive entities, but rather as reciprocally constructing phenomena. Despite this ...Read More
Who gets power — and how they hold on to it: A strategic-contingency model of power
Constraints On Administrator Discretion: The Limited I nfluence of Mayors on City Budgets
Paradigm Development and Particularism: Journal Publication in Three Scientific Disciplines
Journal Article Paradigm Development and Particularism: Journal Publication in Three Scientific Disciplines Get access Jeffrey Pfeffer, Jeffrey Pfeffer University of California, Berkeley Search for other works by this author on: Oxford Academic Google Scholar Anthony Leong, Anthony Leong University of California, Berkeley Search for other works by this author on: Oxford Academic Google Scholar Katherine Strehl Katherine Strehl University of Calif…
Paradigm Development and Particularism: Journal Publication in Three Scientific Disciplines
Administrator Effectiveness: The Effects of Advocacy and Information on Achieving Outcomes in an Organizational Context
The effects of (J) information about the distribution of subunit influence, (2) information about the subunit's standing on various dimensions, and (3) the effects of advocating that allocations be based on dimensions favoring the subunit were examined for a sample of academic departments in a large state university. Advocating the use of criteria favorable to the subunit was positively related to allocations, particularly for more powerful subun…
Information Technology and Organizational Structure
Resource Allocations in United Funds: Examination of Power and Dependence
Allocations to member agencies in 1962, 1967, and 1972 were examined for a sample of 66 United Funds. It was argued that the allocations to agencies would be a function of the power of the agency in the Fund, which was determined by the agency's dependence on the Fund and the Fund's dependence on the agency. As expected, there was a positive correlation between outside funds raised and resources received from the United Fund, and this result held…
A Contingency Model of Influence in Organizational Decision-Making
The External Control of Organizations: A Resource Dependence Perspective
The External Control of Organizations. A Resource Dependence Perspective
Journal Article The External Control of Organizations. A Resource Dependence Perspective Get access The External Control of Organizations. A Resource Dependence Perspective. By JEFFREY PFEFFER and GERALD R. SALANCIK. (New York: Harper & Row, 1978. Pp. xiii + 300.) Brian J. Loasby Brian J. Loasby University of Stirling Search for other works by this author on: Oxford Academic Google Scholar The Economic Journal, Volume 89, Issue 356, 1 December 19…
Enacting the Environment: Organization Persistence and Change
A Partial Test of the Social Information Processing Model of Job Attitudes
The effects of social influence, as represented by work-group membership, on perceptions of job dimensions, manifest needs, and job attitudes are examined in a study of 113 engineers. There is evidence for a statistically significant effect of group membership on both needs and job dimensions. In turn, job dimensions, group membership, and job behaviors affect the development of job attitudes. The data provide support for a social information pro…
Economics (28 works) · Business (27 works) · Political science (26 works) · Psychology (22 works) · Sociology (20 works) · Law (17 works) · Management (15 works) · Computer Science (14 works) · Management and Organizational Studies (13 works) · Social Psychology (13 works)