Mary Diane Burton
Biographic Data
| ID | 368386 |
|---|---|
| NAME | Mary Diane Burton |
| GIVEN NAMES | Mary Diane |
| FAMILY NAME | Burton |
| SIGNATURE | BURTON M D |
| AFFILIATIONS | Massachusetts Institute of Technology |
| ORCID | 0000-0002-9440-5492 |
| VERIFIED | Yes |
| TOTAL WORKS | 9 |
| TOTAL CITATIONS | 157 |
| AUTHOR COUNT | 9 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1992 |
| LATEST PUBLICATION YEAR | 2020 |
| H-INDEX | 4 |
Status Passages
Status passage is the transition period when a person moves from membership in a well‐defined social category to a different well‐defined social category. A person attaining a new status in society must go through a status passage process where he or she is initiated into the new group, socialized in new ways of interacting, and ultimately accepted by both members and observers. Status passage is the theoretical construct developed by Barney G. G…
Introduction to a Special Issue on Entrepreneurship and Employment: Connecting Labor Market Institutions, Corporate Demography, and Human Resource Management Practices
With the growing attention to entrepreneurship as an engine of job creation and economic development, it is important for social scientists who are broadly interested in labor market and employment topics to focus attention on new firms and the policies and practices that surround them. The authors argue that the next generation of scholarship should pay particular attention to labor market institutions, the ecosystem of existing employers, and t…
Do Start-ups Pay Less
The authors analyze Danish registry data from 1991 to 2006 to determine how firm age and firm size influence wages. Unadjusted statistics suggest that smaller firms paid less than larger firms paid, and that firm age had little or no bearing on wages. After adjusting for differences in the characteristics of employees hired by these firms, however, they observe both firm age and firm size effects. Larger firms paid more than did smaller firms for…
Prizes, patents and the search for longitude
Leaving a Legacy: Position Imprints and Successor Turnover in Young Firms
This article considers how local firm histories influence individual turnover rates in organizations. We argue that position imprints-the legacies left by the first incumbents of particular functional positions-constrain subsequent position holders. We show that the functional experience of the person who creates a position influences the turnover rate of successors who later occupy that position. When the first position holder has an atypical ba…
Headhunters: Matchmaking in the Labor Market
Labor Pains: Change in Organizational Models and Employee Turnover in Young, High-Tech Firms
Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article examines one such mechanism—employee turnover. Analyzing a sample of high‐technology start‐ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent…
Building the Iron Cage: Determinants of Managerial Intensity in the Early Years of Organizations
We examine how founding conditions shape the proliferation of management and administration in a sample of young technology start-up companies in California's Silicon Valley. Analyzing quantitative and qualitative information, we examine the enduring imprint of two aspects of founding conditions: (1) the initial gender mix in start-ups and (2) the founder's employment model. Both factors influence the extent of managerial intensity that develops …
A Quantitative History of Comparative Stratification Research
Building the Iron Cage: Determinants of Managerial Intensity in the Early Years of Organizations
We examine how founding conditions shape the proliferation of management and administration in a sample of young technology start-up companies in California's Silicon Valley. Analyzing quantitative and qualitative information, we examine the enduring imprint of two aspects of founding conditions: (1) the initial gender mix in start-ups and (2) the founder's employment model. Both factors influence the extent of managerial intensity that develops …
Leaving a Legacy: Position Imprints and Successor Turnover in Young Firms
This article considers how local firm histories influence individual turnover rates in organizations. We argue that position imprints-the legacies left by the first incumbents of particular functional positions-constrain subsequent position holders. We show that the functional experience of the person who creates a position influences the turnover rate of successors who later occupy that position. When the first position holder has an atypical ba…
Labor Pains: Change in Organizational Models and Employee Turnover in Young, High-Tech Firms
Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article examines one such mechanism—employee turnover. Analyzing a sample of high‐technology start‐ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent…
Do Start-ups Pay Less
The authors analyze Danish registry data from 1991 to 2006 to determine how firm age and firm size influence wages. Unadjusted statistics suggest that smaller firms paid less than larger firms paid, and that firm age had little or no bearing on wages. After adjusting for differences in the characteristics of employees hired by these firms, however, they observe both firm age and firm size effects. Larger firms paid more than did smaller firms for…
A Quantitative History of Comparative Stratification Research
Introduction to a Special Issue on Entrepreneurship and Employment: Connecting Labor Market Institutions, Corporate Demography, and Human Resource Management Practices
With the growing attention to entrepreneurship as an engine of job creation and economic development, it is important for social scientists who are broadly interested in labor market and employment topics to focus attention on new firms and the policies and practices that surround them. The authors argue that the next generation of scholarship should pay particular attention to labor market institutions, the ecosystem of existing employers, and t…
Prizes, patents and the search for longitude
A Quantitative History of Comparative Stratification Research
Building the Iron Cage: Determinants of Managerial Intensity in the Early Years of Organizations
We examine how founding conditions shape the proliferation of management and administration in a sample of young technology start-up companies in California's Silicon Valley. Analyzing quantitative and qualitative information, we examine the enduring imprint of two aspects of founding conditions: (1) the initial gender mix in start-ups and (2) the founder's employment model. Both factors influence the extent of managerial intensity that develops …
Labor Pains: Change in Organizational Models and Employee Turnover in Young, High-Tech Firms
Organizational theories, especially ecological perspectives, emphasize the disruptive effects of change. However, the mechanisms producing these effects are seldom examined explicitly. This article examines one such mechanism—employee turnover. Analyzing a sample of high‐technology start‐ups, we show that changes in the employment models or blueprints embraced by organizational leaders increase turnover, which in turn adversely affects subsequent…
Headhunters: Matchmaking in the Labor Market
Leaving a Legacy: Position Imprints and Successor Turnover in Young Firms
This article considers how local firm histories influence individual turnover rates in organizations. We argue that position imprints-the legacies left by the first incumbents of particular functional positions-constrain subsequent position holders. We show that the functional experience of the person who creates a position influences the turnover rate of successors who later occupy that position. When the first position holder has an atypical ba…
Prizes, patents and the search for longitude
Do Start-ups Pay Less
The authors analyze Danish registry data from 1991 to 2006 to determine how firm age and firm size influence wages. Unadjusted statistics suggest that smaller firms paid less than larger firms paid, and that firm age had little or no bearing on wages. After adjusting for differences in the characteristics of employees hired by these firms, however, they observe both firm age and firm size effects. Larger firms paid more than did smaller firms for…
Introduction to a Special Issue on Entrepreneurship and Employment: Connecting Labor Market Institutions, Corporate Demography, and Human Resource Management Practices
With the growing attention to entrepreneurship as an engine of job creation and economic development, it is important for social scientists who are broadly interested in labor market and employment topics to focus attention on new firms and the policies and practices that surround them. The authors argue that the next generation of scholarship should pay particular attention to labor market institutions, the ecosystem of existing employers, and t…
Status Passages
Status passage is the transition period when a person moves from membership in a well‐defined social category to a different well‐defined social category. A person attaining a new status in society must go through a status passage process where he or she is initiated into the new group, socialized in new ways of interacting, and ultimately accepted by both members and observers. Status passage is the theoretical construct developed by Barney G. G…
Economics (6 works) · Business (5 works) · Entrepreneurship Studies and Influences (5 works) · Political science (4 works) · Demographic economics (3 works) · Firm Innovation and Growth (3 works) · Management (3 works) · Psychology (3 works) · Computer Science (2 works) · Engineering (2 works)