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Status in organizations: where evolutionary theory ranks

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Author Info
Deborah A. Waldron (Management and Employment Relations Department, University of Auckland, New Zealand)
Abstract

This paper briefly examines status amongst individuals in contemporary workplace organizations from an evolutionary perspective. The core thesis of this paper is that social and cultural explanations for status fail to adequately explain the pervasiveness of status in organizational contexts. An evolutionary perspective on status is introduced, which explicitly includes biological as well as social and cultural factors in an explanation of the pervasiveness of the construct. This approach is supported by a brief discussion of the evidence converging on the role of biological factors impacting upon status, and discussion of the possibilities for an evolutionary approach to research on status in organizations. An example is also provided of the type of new research that an evolutionary approach can generate. © 1998 John Wiley & Sons, Ltd.

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Publisher Info
Article provided by John Wiley & Sons, Ltd. in its journal Managerial and Decision Economics.

Volume (Year): 19 (1999)
Issue (Month): 7-8 ()
Pages: 505-520
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Handle: RePEc:wly:mgtdec:v:19:y:1999:i:7-8:p:505-520

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Web page: http://www3.interscience.wiley.com/cgi-bin/jhome/7976

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Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:

  1. Frank, Robert H, 1984. "Are Workers Paid Their Marginal Products?," American Economic Review, American Economic Association, vol. 74(4), pages 549-71, September. [Downloadable!] (restricted)
  2. Woehr, David J. & Roch, Sylvia G., 1996. "Context Effects in Performance Evaluation: The Impact of Ratee Sex and Performance Level on Performance Ratings and Behavioral Recall," Organizational Behavior and Human Decision Processes, Elsevier, vol. 66(1), pages 31-41, April. [Downloadable!] (restricted)
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