How Do Reputation and Legitimacy Affect Organizational Performance?

Thomas, Douglas E.
March 2007
International Journal of Management;Mar2007, Vol. 24 Issue 1, p108
Academic Journal
This paper explores the overlap between two similar constructs, reputation and legitimacy, and their effect on organizational performance. Firms face pressures to both develop reputations based on differentiation and to achieve isomorphism by attaining legitimacy. In this paper, we discuss how an organization's ability to balance these two pressures is related to its performance. Further, we discuss how these constructs are created at multiple levels (e.g., individual).


Related Articles

  • Collective Climate: Agreement as a Basis for Defining Aggregate Climates in Organizations. Joyce, William F.; Slocum Jr., John W. // Academy of Management Journal;Dec1984, Vol. 27 Issue 4, p721 

    Agreement of psychological climate perceptions is proposed as a basis for a composition theory of aggregate climate. Climates based on agreement, termed "collective climates," are shown to meet several requirements for construct validity including internal consistency, discrimination, and...

  • ORGANIZATIONAL CLIMATE: A STUDY OF PERCEPTUAL CONSENSUS IN TWO ORGANIZATIONS. Chesser, R.J.; Bartol, Kathryn M. // Academy of Management Proceedings (00650668);1975, p206 

    This paper investigates consistencies in perceived organizational climate between employees working in the home office (internal) and employees working in branch offices (external) of a large, metropolitan bank and between employees working in a regional office (internal) and field claims...

  • Research Notes. INDUSTRY DIFFERENCES IN ENVIRONMENTAL UNCERTAINTY AND ORGANIZATIONAL CHARACTERISTICS RELATED TO UNCERTAINTY. Hrebiniak, Larence G.; Snow, Charles C. // Academy of Management Journal;Dec1980, Vol. 23 Issue 4, p750 

    The article discusses the relationship between organizations and the environment. The study examines whether or not industry type is an important variable in the type of uncertainty felt by executives in an organization. Also discussed are the types of organizational characteristics associated...

  • EMOTIONAL FIT IN THE WORKPLACE: ITS PSYCHOLOGICAL AND BEHAVIORAL OUTCOMES. Ozcelik, Hakan // Academy of Management Annual Meeting Proceedings;2005, pR1 

    Prior research has studied emotions in organizational life mostly at the individual level, providing us with little information about their role as a contextual factor in organizations. In this study, I sought to fill this gap by developing the concept of emotional fit and investigating its...

  • Toward a Model for International Business Ethics. Asgary, Nader; Mitschow, Mark C. // Journal of Business Ethics;Mar2002 Part 3, Vol. 36 Issue 3, p239 

    This paper briefly examines the topic of business ethics and attempts to suggest a code of ethics for multinational firms. While most companies have basic policies on employee integrity, confidentiality and sexual harassment, relatively few have established policies regarding bribery, exploitive...

  • Trust is a Competency. Covey, Stephen M. R. // Chief Learning Officer;May2008, Vol. 7 Issue 5, p54 

    The article discusses the importance of developing trust amidst corporate and political scandals in the workplace. The author states that trust is a critical characteristic that is taken for granted, misunderstood and underestimated. He adds that trust is seen as a social virtue that affects...

  • Authority-Task Problems. Lippitt, Mary E.; Mackenzie, Kenneth D. // Administrative Science Quarterly;Dec76, Vol. 21 Issue 4, p643 

    Authority-task problems are organizational problems created by inconsistencies between the task process system and both the authority system and the formal hierarchy of offices. Building upon a new theory of group structures, a theory is developed for solving authority-task problems. The theory...

  • A Process Framework of Organizational Politics. Vredenburgh, Donald J.; Maurer, John G. // Academy of Management Proceedings (00650668);1981, p171 

    This paper attempts to advance the study of organizational politics by developing a comprehensive process framework for understanding individual and group political activity. Previous concepts are reviewed and a definition is offered. The process framework is developed through antecedent...

  • The Case for Subsystem Climates in Organizations. Powell, Gary N.; Butterfield, D. Anthony // Academy of Management Review;Jan1978, Vol. 3 Issue 1, p151 

    The article discusses research on organizational climate (OC), the question of whether OC is an individual or organizational property, and the idea that OC exists at subsystem levels and is independent from them. The OC perceived by an individual employee--for example, a departmental climate--is...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics