Charles A O'Reilly
Biographic Data
| ID | 4530732 |
|---|---|
| NAME | Charles A O'Reilly |
| GIVEN NAMES | Charles A |
| FAMILY NAME | O'Reilly |
| SIGNATURE | REILLY C A O |
| AFFILIATIONS | University of California, Berkeley |
| VERIFIED | No |
| TOTAL WORKS | 15 |
| TOTAL CITATIONS | 71 |
| AUTHOR COUNT | 15 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1974 |
| LATEST PUBLICATION YEAR | 2014 |
| H-INDEX | 6 |
Parsing organizational culture
The relationship between organizational culture and financial performance remains elusive even though researchers have studied it for some time. Early research suggested that a strong culture that aligns members' behavior with organizational objectives boosts financial performance. A more recent view is that, because strong cultures promote adherence to routines and behavioral uniformity, they are less effective in dynamic environments. We sugges…
Organizational Ambidexterity
Organizational ambidexterity refers to the ability of an organization to both explore and exploit—to compete in mature technologies and markets where efficiency, control, and incremental improvement are prized and to also compete in new technologies and markets where flexibility, autonomy, and experimentation are needed. In the past 15 years there has been an explosion of interest and research on this topic. We briefly review the current state of…
Careers as tournaments
Drawing on gender role theory and tournament theory, we examined the effects of sex and organizational culture preferences on the incomes of MBA graduates over an 8‐year period. We found that masculine culture preferences led to higher income 4 years after graduation and, in contrast to previous research, the effect was stronger for women. By 8 years after graduation, however, men's rate of income increase was significantly higher than women's, a…
Managerial Personality and Performance
Ambidextrous Organizations
Organizations evolve through periods of incremental or evolutionary change punctuated by discontinuous or revolutionary change. The challenge for managers is to adapt the culture and strategy of their organizations to its current environment, but to do so in a way that does not undermine its ability to adjust to radical changes in that environment. They must, in other words, create an ambidextrous organization—one capable of simultaneously pursui…
Building organizational commitment
Although much research has been conducted in the area of organizational commitment, few studies have explicitly examined how organizations facilitate commitment among members. Using a sample of 291 respondents from 45 firms, the results of this study show that rigorous recruitment and selection procedures and a strong, clear organizational value system are associated with higher levels of employee commitment based on internalization and identific…
Organizational commitment and psychological attachment
Previous research on organizational commitment has typically not focused on underlying dimensions of psychological attachment to organization. Results of two studies using university employees (N = 82) and students (N = 162) suggest that psychological attachment may be predicated on compliance, identification, and internalization (e.g., Kelman, 19S8). Identification and internalization are positively related to prosocial behaviors and negatively …
The impact of normative social influence and cohesiveness on task perceptions and attitudes
This study investigated the effects of normative social influence and group cohesiveness on job incumbents' perceptions of their jobs and satisfaction with various facets of their work. The argument developed was that the intensity or approval attached to a norm‐regulated behaviour (Jackson, 1966, 1975) and the cohesiveness which characterized one's attachment to a work group would have social information processing (SIP) effects analogous to sal…
Personality Characteristics and Self-Monitoring
Previous research indicates that self-monitoring may be an important psychological construct. However, little evidence on the personality correlates of self-monitoring has been accumulated. This study investigated associations among self-monitoring and measures of Murray's needs assessed by the Adjective Check List. Analysis shows that there are interpretable patterns of individual needs associated with facets of self-monitoring. Implications of …
Responses to an organizational reward
Effects of an Organizational Control System on Managerial Satisfaction and Performance
Previous research on goal setting and feedback is placed in the context of an organizational control system model. Using a sample of 100 managers, the independent impacts of three components of a control system (goal setting, measurement, and corrective actions) on managerial satisfaction and performance are examined. Results show that aspects of each of the three model components are independently related to performance but not to satisfaction. …
Trust and the Communication of Performance Appraisal Information
Journal Article Trust and the Communication of Performance Appraisal Information: The Effect of Feedback on Performance and Job Satisfaction Get access Charles A. O'Reilly, III, Charles A. O'Reilly, III 1Charles A. O'Reilly, III (Ph.D., University of California, 1976) is assistant professor in the School of Business, University of California, Berkeley 94720 Search for other works by this author on: Oxford Academic Google Scholar John C. Anderson …
The Intentional Distortion of Information in Organizational Communication
This report summarizes the results of several laboratory andfield studies in-vestigating antecedents to and consequences of the intentional distortion of information by senders in organizational communication networks. Lab-oratory studies were used to examine the impact of two interpersonal vari-ables (trust in the receiver, perceived influence of the receiver over the sender) and directionality of information flow (upward, lateral, and down-ward…
Organizations as Communication Structures
This research has the limited objectives of exploring the similarity among several organizational communication and formal organizational structural variables, showing the dynamic nature of organizational structure when viewed in a communication perspective, and providing a way of viewing organizations in which the mechanisms used to aggregate initial building blocks to provide pictures of organizations are clear. Three organizations were mapped …
Organizational Theory and Organizational Communication
Researchers frequently confound communication in organizations with a host of other phenomena such as leadership and control. With no adequate theories of organizational communication, existing relevant research remains unintegrated. The purpose of the paper is to ask how organizational theories might aid in developing future organizational communication research and improved theories. Some of the different approaches to organizational theory are…
Parsing organizational culture
The relationship between organizational culture and financial performance remains elusive even though researchers have studied it for some time. Early research suggested that a strong culture that aligns members' behavior with organizational objectives boosts financial performance. A more recent view is that, because strong cultures promote adherence to routines and behavioral uniformity, they are less effective in dynamic environments. We sugges…
The Intentional Distortion of Information in Organizational Communication
This report summarizes the results of several laboratory andfield studies in-vestigating antecedents to and consequences of the intentional distortion of information by senders in organizational communication networks. Lab-oratory studies were used to examine the impact of two interpersonal vari-ables (trust in the receiver, perceived influence of the receiver over the sender) and directionality of information flow (upward, lateral, and down-ward…
Careers as tournaments
Drawing on gender role theory and tournament theory, we examined the effects of sex and organizational culture preferences on the incomes of MBA graduates over an 8‐year period. We found that masculine culture preferences led to higher income 4 years after graduation and, in contrast to previous research, the effect was stronger for women. By 8 years after graduation, however, men's rate of income increase was significantly higher than women's, a…
Organizations as Communication Structures
This research has the limited objectives of exploring the similarity among several organizational communication and formal organizational structural variables, showing the dynamic nature of organizational structure when viewed in a communication perspective, and providing a way of viewing organizations in which the mechanisms used to aggregate initial building blocks to provide pictures of organizations are clear. Three organizations were mapped …
Trust and the Communication of Performance Appraisal Information
Journal Article Trust and the Communication of Performance Appraisal Information: The Effect of Feedback on Performance and Job Satisfaction Get access Charles A. O'Reilly, III, Charles A. O'Reilly, III 1Charles A. O'Reilly, III (Ph.D., University of California, 1976) is assistant professor in the School of Business, University of California, Berkeley 94720 Search for other works by this author on: Oxford Academic Google Scholar John C. Anderson …
Organizational Theory and Organizational Communication
Researchers frequently confound communication in organizations with a host of other phenomena such as leadership and control. With no adequate theories of organizational communication, existing relevant research remains unintegrated. The purpose of the paper is to ask how organizational theories might aid in developing future organizational communication research and improved theories. Some of the different approaches to organizational theory are…
Effects of an Organizational Control System on Managerial Satisfaction and Performance
Previous research on goal setting and feedback is placed in the context of an organizational control system model. Using a sample of 100 managers, the independent impacts of three components of a control system (goal setting, measurement, and corrective actions) on managerial satisfaction and performance are examined. Results show that aspects of each of the three model components are independently related to performance but not to satisfaction. …
Organizational Theory and Organizational Communication
Researchers frequently confound communication in organizations with a host of other phenomena such as leadership and control. With no adequate theories of organizational communication, existing relevant research remains unintegrated. The purpose of the paper is to ask how organizational theories might aid in developing future organizational communication research and improved theories. Some of the different approaches to organizational theory are…
The Intentional Distortion of Information in Organizational Communication
This report summarizes the results of several laboratory andfield studies in-vestigating antecedents to and consequences of the intentional distortion of information by senders in organizational communication networks. Lab-oratory studies were used to examine the impact of two interpersonal vari-ables (trust in the receiver, perceived influence of the receiver over the sender) and directionality of information flow (upward, lateral, and down-ward…
Organizations as Communication Structures
This research has the limited objectives of exploring the similarity among several organizational communication and formal organizational structural variables, showing the dynamic nature of organizational structure when viewed in a communication perspective, and providing a way of viewing organizations in which the mechanisms used to aggregate initial building blocks to provide pictures of organizations are clear. Three organizations were mapped …
Trust and the Communication of Performance Appraisal Information
Journal Article Trust and the Communication of Performance Appraisal Information: The Effect of Feedback on Performance and Job Satisfaction Get access Charles A. O'Reilly, III, Charles A. O'Reilly, III 1Charles A. O'Reilly, III (Ph.D., University of California, 1976) is assistant professor in the School of Business, University of California, Berkeley 94720 Search for other works by this author on: Oxford Academic Google Scholar John C. Anderson …
Effects of an Organizational Control System on Managerial Satisfaction and Performance
Previous research on goal setting and feedback is placed in the context of an organizational control system model. Using a sample of 100 managers, the independent impacts of three components of a control system (goal setting, measurement, and corrective actions) on managerial satisfaction and performance are examined. Results show that aspects of each of the three model components are independently related to performance but not to satisfaction. …
Responses to an organizational reward
The impact of normative social influence and cohesiveness on task perceptions and attitudes
This study investigated the effects of normative social influence and group cohesiveness on job incumbents' perceptions of their jobs and satisfaction with various facets of their work. The argument developed was that the intensity or approval attached to a norm‐regulated behaviour (Jackson, 1966, 1975) and the cohesiveness which characterized one's attachment to a work group would have social information processing (SIP) effects analogous to sal…
Personality Characteristics and Self-Monitoring
Previous research indicates that self-monitoring may be an important psychological construct. However, little evidence on the personality correlates of self-monitoring has been accumulated. This study investigated associations among self-monitoring and measures of Murray's needs assessed by the Adjective Check List. Analysis shows that there are interpretable patterns of individual needs associated with facets of self-monitoring. Implications of …
Organizational commitment and psychological attachment
Previous research on organizational commitment has typically not focused on underlying dimensions of psychological attachment to organization. Results of two studies using university employees (N = 82) and students (N = 162) suggest that psychological attachment may be predicated on compliance, identification, and internalization (e.g., Kelman, 19S8). Identification and internalization are positively related to prosocial behaviors and negatively …
Building organizational commitment
Although much research has been conducted in the area of organizational commitment, few studies have explicitly examined how organizations facilitate commitment among members. Using a sample of 291 respondents from 45 firms, the results of this study show that rigorous recruitment and selection procedures and a strong, clear organizational value system are associated with higher levels of employee commitment based on internalization and identific…
Ambidextrous Organizations
Organizations evolve through periods of incremental or evolutionary change punctuated by discontinuous or revolutionary change. The challenge for managers is to adapt the culture and strategy of their organizations to its current environment, but to do so in a way that does not undermine its ability to adjust to radical changes in that environment. They must, in other words, create an ambidextrous organization—one capable of simultaneously pursui…
Managerial Personality and Performance
Careers as tournaments
Drawing on gender role theory and tournament theory, we examined the effects of sex and organizational culture preferences on the incomes of MBA graduates over an 8‐year period. We found that masculine culture preferences led to higher income 4 years after graduation and, in contrast to previous research, the effect was stronger for women. By 8 years after graduation, however, men's rate of income increase was significantly higher than women's, a…
Organizational Ambidexterity
Organizational ambidexterity refers to the ability of an organization to both explore and exploit—to compete in mature technologies and markets where efficiency, control, and incremental improvement are prized and to also compete in new technologies and markets where flexibility, autonomy, and experimentation are needed. In the past 15 years there has been an explosion of interest and research on this topic. We briefly review the current state of…
Parsing organizational culture
The relationship between organizational culture and financial performance remains elusive even though researchers have studied it for some time. Early research suggested that a strong culture that aligns members' behavior with organizational objectives boosts financial performance. A more recent view is that, because strong cultures promote adherence to routines and behavioral uniformity, they are less effective in dynamic environments. We sugges…
Psychology (12 works) · Social Psychology (12 works) · Computer Science (11 works) · Social Psychology (9 works) · Job Satisfaction and Organizational Behavior (7 works) · Political science (7 works) · Management (6 works) · Knowledge management (5 works) · Public relations (5 works) · Economics (4 works)