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Full-Cycle Micro-Organizational Behavior Research

Author

Listed:
  • Jennifer A. Chatman

    (Haas School of Business, University of California, Berkeley, Berkeley, California 94720-1900)

  • Francis J. Flynn

    (Columbia Business School, Columbia University, 3022 Broadway, 720 Uris Hall, New York, New York 10023)

Abstract

We advocate a full-cycle approach to conducting organizational behavior research. Full-cycle research begins with the observation of naturally occurring phenomena and proceeds by traveling back and forth between observation and manipulation-based research settings, establishing the power, generality, and conceptual underpinnings of the phenomenon along the way. Compared with more traditional approaches, full-cycle research offers several advantages, such as specifying theoretical models, considering actual and ideal conditions, and promoting interdisciplinary integration. To illustrate these advantages, we provide examples of an implicit approach to conducting full-cycle research and present suggestions for fostering more explicit full-cycle research programs in the future. We encourage individual researchers to adopt this approach rather than to assume the field will naturally avoid the inevitable vulnerabilities that emerge from relying on particular methodological approaches. We conclude by discussing the relevant constraints and opportunities for engaging in full-cycle organizational research.

Suggested Citation

  • Jennifer A. Chatman & Francis J. Flynn, 2005. "Full-Cycle Micro-Organizational Behavior Research," Organization Science, INFORMS, vol. 16(4), pages 434-447, August.
    • Handle: RePEc:inm:ororsc:v:16:y:2005:i:4:p:434-447
    DOI: 10.1287/orsc.1050.0136
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    References listed on IDEAS

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    9. Buelens, M. & Van De Woesteyne, M. & Steven Mestdagh & Dave Bouckenooghe, 2007. "Research methods in negotiation: 1965-2004," Vlerick Leuven Gent Management School Working Paper Series 2007-7, Vlerick Leuven Gent Management School.
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    13. Bowles, Hannah Riley & McGinn, Kathleen L., 2007. "Untapped Potential in the Study of Negotiation and Gender Inequality in Organizations," Working Paper Series rwp07-062, Harvard University, John F. Kennedy School of Government.
    14. Kennedy, Jessica A. & Anderson, Cameron, 2017. "Hierarchical rank and principled dissent: How holding higher rank suppresses objection to unethical practices," Organizational Behavior and Human Decision Processes, Elsevier, vol. 139(C), pages 30-49.
    15. Oliver P. Hauser & Francesca Gino & Michael I. Norton, 2018. "Budging beliefs, nudging behaviour," Mind & Society: Cognitive Studies in Economics and Social Sciences, Springer;Fondazione Rosselli, vol. 17(1), pages 15-26, November.
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    17. Dobrow, Shoshana R. & Smith, Wendy K. & Posner, Michael A., 2011. "Managing the grading paradox: leveraging the power of choice in the classroom," LSE Research Online Documents on Economics 59410, London School of Economics and Political Science, LSE Library.
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    20. Alexander Maedche & Christine Legner & Alexander Benlian & Benedikt Berger & Henner Gimpel & Thomas Hess & Oliver Hinz & Stefan Morana & Matthias Söllner, 2019. "AI-Based Digital Assistants," Business & Information Systems Engineering: The International Journal of WIRTSCHAFTSINFORMATIK, Springer;Gesellschaft für Informatik e.V. (GI), vol. 61(4), pages 535-544, August.
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