Advanced Search

Journal Navigation

Journal Home

Subscriptions

Archive

Contact Us

Table of Contents

CiteULike is a free service for managing and discovering scholarly references - click here to get started.

Sign In to gain access to subscriptions and/or personal tools.
Journal of Management Inquiry
This Article
Right arrow Full Text (PDF)
Right arrow References
Right arrow Alert me when this article is cited
Right arrow Alert me if a correction is posted
Right arrow Citation Map
Services
Right arrow Email this article to a friend
Right arrow Similar articles in this journal
Right arrow Similar articles in Web of Science
Right arrow Alert me to new issues of the journal
Right arrow Add to Saved Citations
Right arrow Download to citation manager
Right arrowRequest Permissions
Right arrow Request Reprints
Right arrow Add to My Marked Citations
Citing Articles
Right arrow Citing Articles via Google Scholar
Right arrow Citing Articles via Scopus
Google Scholar
Right arrow Articles by Hill, V.
Right arrow Articles by Carley, K. M.
Right arrow Search for Related Content
Social Bookmarking
Add to CiteULike   Add to Complore   Add to Connotea   Add to Del.icio.us   Add to Digg   Add to Reddit   Add to Technorati   Add to Twitter  
What's this?

Win Friends and Influence People

Relationships as Conduits of Organizational Culture in Temporary Placement Agencies

Vanessa Hill

University of Louisiana, Lafayette

Kathleen M. Carley

Carnegie Mellon University

Organizational culture research has primarily focused on organizations characterized by permanent, full-time employment relationships. The workplace is increasingly characterized by multiple employment relationships. It is not clear that current understandings of culture capture what occurs in these organizations. Employing participant observation and survey methods, the authors use a grounded theory approach to explore the transmission of cultural values and practices in a temporary placement agency, an organization characterized by multiple employment relationships. The authors find that successful purveyors of cultural values are characterized by how well they are liked and their perceived importance to their coworkers' success rather than traditional means of culture management, such as policy and hierarchical authority.

Key Words: contingent workers • organizational culture • social networks • values

Journal of Management Inquiry, Vol. 17, No. 4, 369-379 (2008)
DOI: 10.1177/1056492606294527
Add to CiteULike CiteULike   Add to Complore Complore   Add to Connotea Connotea   Add to Del.icio.us Del.icio.us   Add to Digg Digg   Add to Reddit Reddit   Add to Technorati Technorati   Add to Twitter Twitter    What's this?