Institutional Processes and Discursive Strategies: Rhetoric and Vocabulary Analysis of CSR and Sustainability

The candidate tackled an important issue in contemporary management: the role of CSR and Sustainability. The research proposal focused on a longitudinal and inductive research, directed to specify the evolution of CSR and contribute to the new institutional theory, in particular institutional work framework, and to the relation between institutions and discourse analysis. The documental analysis covers all the evolution of CSR, focusing also on a number of important networks and associations. Some of the methodologies employed in the thesis have been employed as a consequence of data analysis, in a truly inductive research process. The thesis is composed by two section. The first section mainly describes the research process and the analyses results. The candidates employed several research methods: a longitudinal content analysis of documents, a vocabulary research with statistical metrics as cluster analysis and factor analysis, a rhetorical analysis of justifications. The second section puts in relation the analysis results with theoretical frameworks and contributions. The candidate confronted with several frameworks: Actor-Network-Theory, Institutional work and Boundary Work, Institutional Logic. Chapters are focused on different issues: a historical reconstruction of CSR; a reflection about symbolic adoption of recurrent labels; two case studies of Italian networks, in order to confront institutional and boundary works; a theoretical model of institutional change based on contradiction and institutional complexity; the application of the model to CSR and Sustainability, proposing Sustainability as a possible institutional logic.

Una grande narrazione del capitalismo: potere e scienze sociali nel pensiero politico di Daniel Bell

Questa tesi punta a ricostruire il pensiero politico di Bell tra il secondo dopoguerra e la metà degli anni Settanta. In tale arco cronologico, la riflessione politica di Bell si profila, per usare una formula di Jean-François Lyotard, come una «grande narrazione» del capitalismo. Nel complesso, cioè, l’opera di Bell appare come una storia sociologica del capitalismo, che nella fine delle ideologie registra l’apogeo del fordismo e, in seguito, ne mette in luce le trasformazioni in senso post-industriale, indagando le ricadute che tali mutamenti implicano sul piano dei rapporti di potere e della legittimazione del sistema. Nell’ottica di Bell, pertanto, il capitalismo non costituisce soltanto un sistema economico, ma la forma specifica attraverso cui si dispiega la società nel suo complesso, attivando una serie di rapporti di potere mediante i quali gli individui vengono coordinati e subordinati. Una siffatta concezione del capitalismo agisce immediatamente la questione del potere e solleva un interrogativo a esso connesso: «che cosa tiene insieme una società?». Una domanda che attraversa la traiettoria intellettuale di Bell e, sia pure declinata mediante una terminologia sociologica, riflette in realtà l’ambizione delle scienze sociali di farsi teoria politica. Esse si presentano quindi come teoria politica della modernità, nella misura in cui distinguono il potere sociale dal potere politico e, al tempo stesso, instaurano tra i due poli una tensione dialettica produttiva. Mettendo a fuoco la concettualizzazione del potere nell’opera di Bell si analizzeranno le mutazioni nel rapporto tra Stato e società negli Stati Uniti durante la Golden Age del capitalismo. In particolare, si metterà in luce nella grande narrazione di Bell l’ascesa e il declino di un ordine istituzionale che, alla metà degli anni Settanta, appare percorso da molteplici tensioni politiche e sociali che preannunciano l’avvento dell’età globale e il bisogno di una nuova “scala” di governo.

L'equilibrio istituzionale nell'Unione europea

Il lavoro intende dimostrare che lo sviluppo giurisprudenziale del principio di equilibrio istituzionale, il rapporto tra detto principio e il principio di leale cooperazione, il riconoscimento istituzionale e giurisprudenziale dell’importanza della scelta della base giuridica nella tutela dell’equilibrio istituzionale hanno concorso a determinare la dinamicità dell’evoluzione dell’assetto interistituzionale della Comunità e dell’Unione. Focalizzata l’attenzione sulle nuove basi giuridiche introdotte dal Trattato di Lisbona, sono stati definiti gli assetti del nuovo equilibrio istituzionale analizzando, da un lato, il nuovo quadro istituzionale definito dal titolo III del Trattato sull’Unione europea e, in particolare la “costituzionalizzazione” del principio orizzontale di leale cooperazione. In conclusione, si rileva che con l´entrata in vigore del Trattato di Lisbona le dimensioni politica e giuridica dell’equilibrio istituzionale sono state interessate da due mutamenti di ampia portata. In primo luogo, il completamento del processo di revisione dei trattati apertosi con la dichiarazione di Laeken ha definito un nuovo quadro istituzionale, che si è riflesso in rinnovati meccanismi di funzionamento dell’architettura istituzionale. In secondo luogo, la risposta dell’Unione alla crisi economica e finanziaria ha messo al centro dell’agenda il suo bilancio, la programmazione pluriennale e l’Unione economica. Nel primo caso un’analisi dell’articolo 295 TFUE ha costituito la base di una riflessione sulle modalità di codificazione delle relazioni istituzionali attraverso accordi e sul rapporto tra questi ultimi e il titolo III TUE. Si è rilevata, in particolare, un’incongruenza tra gli obblighi di leale cooperazione orizzontale sanciti dall’articolo 13(2) TUE e gli strumenti finalizzati alla loro istituzionalizzazione. Nel secondo caso, invece, è stato evidenziato come il preminente ruolo del Consiglio europeo, al quale il Trattato di Lisbona ha riconosciuto lo status d'istituzione, abbia modificato gli equilibri, determinando un ritorno del ricorso all’integrazione differenziata rispetto a politiche disciplinate dai Trattati.

The influence of career histories on team perfomance in new product development: a study of the video game industry

The purpose of this research is to contribute to the literature on organizational demography and new product development by investigating how diverse individual career histories impact team performance. Moreover we highlighted the importance of considering also the institutional context and the specific labour market arrangements in which a team is embedded, in order to interpret correctly the effect of career-related diversity measures on performance. The empirical setting of the study is the videogame industry, and the teams in charge of the development of new game titles. Video games development teams are the ideal setting to investigate the influence of career histories on team performance, since the development of videogames is performed by multidisciplinary teams composed by specialists with a wide variety of technical and artistic backgrounds, who execute a significant amounts of creative thinking. We investigate our research question both with quantitative methods and with a case study on the Japanese videogame industry: one of the most innovative in this sector. Our results show how career histories in terms of occupational diversity, prior functional diversity and prior product diversity, usually have a positive influence on team performance. However, when the moderating effect of the institutional setting is taken in to account, career diversity has different or even opposite effect on team performance, according to the specific national context in which a team operates.

Essays On CEO Compensation: New Evidence On The Managerial-Power Vs. Optimal Contracting Debate

This dissertation analyzes the effect of market analysts’ expectations of share prices (price targets) on executive compensation. It examines how well the estimated effects of price targets on compensation fit with two competing views on determining executive compensation: the arm’s length bargaining model, which assumes that a board seeks to maximize shareholders’ interests, and the managerial power model, which assumes that a board seeks to maximize managers’ compensation (Bebchuk et al. 2005). The first chapter documents the pattern of CEO pay from fiscal year 1996 to 2010. The second chapter analyzes the Institutional Broker Estimate System Detail History Price Target data file, which that reports analysts’ price targets for firms. I show that the number of price target announcements is positively associated with company share price’s volatility, that price targets are predictive of changes in the value of stocks, and that when analysts announce positive (negative) expectations of future stock price, share prices change in the same direction in the short run. The third chapter analyzes the effect of price targets on executive compensation. I find that analysts' price targets alter the composition of executive pay between cash-based compensation and stock-based compensation. When analysts forecast a rise (fall) in the share price for a firm, the compensation package tilts toward stock-based (cash-based) compensation. The substitution effect is stronger in companies that have weaker corporate governance. The fourth chapter explores the effect of the introduction of the Sarbanes-Oxley Act (SOX) in 2002 and its reinforcement in 2006 on the options granting process. I show that the introduction of SOX and its reinforcement eliminated the practice of backdating options but increased “spring-loading” of option grants around price targets announcements. Overall, the dissertation shows that price targets provide insights into the determinants of executive pay in favor of the managerial power model.

Identity dynamics and the emergence of new organizational arrangements: A multi-level study

Organizational and institutional scholars have advocated the need to examine how processes originating at an individual level can change organizations or even create new organizational arrangements able to affect institutional dynamics (Chreim et al., 2007; Powell & Colyvas, 2008; Smets et al., 2012). Conversely, research on identity work has mainly investigated the different ways individuals can modify the boundaries of their work in actual occupations, thus paying particular attention to ‘internal’ self-crafting (e.g. Wrzesniewski & Dutton, 2001). Drawing from literatures on possible and alternative self and on positive organizational scholarship (e.g., Obodaru, 2012; Roberts & Dutton, 2009), my argument is that individuals’ identity work can go well beyond the boundaries of internal self-crafting to the creation of new organizational arrangements. In this contribution I analyze, through multiple case studies, healthcare professionals who spontaneously participated in the creation of new organizational arrangements, namely health structures called Community Hospitals. The contribution develops this form of identity work by building a grounded model. My findings disclose the process that leads from the search for the enactment of different self-concepts to positive identities, through the creation of a new organizational arrangement. I contend that this is a particularly complex form of collective identity work because it requires, to be successful, concerted actions of several internal, external and institutional actors, and it also requires balanced tensions that – at the same time - enable individuals’ aspirations and organizational equilibrium. I name this process organizational collective crafting. Moreover I inquire the role of context in supporting the triggering power of those unrealized selves. I contribute to the comprehension of the consequences of self-comparisons, organizational identity variance, and positive identity. The study bears important insights on how identity work originating from individuals can influence organizational outcomes and larger social systems.