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Reputation As Information

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Reputation As Information Reputation as Information: A Multilevel Approach to Reputation in Organizations DISSERTATION Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in the Graduate School of The Ohio State University By Erin Elizabeth Coyne Graduate Program in Labor and Human Resources The Ohio State University 2010 Dissertation Committee: Steffanie L. Wilk, Advisor David B. Greenberger Roy J. Lewicki Copyright by Erin E. Coyne 2010 Abstract Research on reputation has taken a variety of disparate approaches that has created conceptual confusion. This dissertation attempts to disentangle and clarify the reputation construct by elucidating the definition, introducing a theoretical framing, establishing a new level of analysis and investigating interactive effects. A multilevel approach of studying reputation is introduced and serves as a guide for the dissertation in directing the focus on the three main purposes of this study. First, the theoretical foundations of similarity among multiple levels of reputation are established through the development of a “Reputation as Information” framework. Second, a new proximal contextual construct of unit level of reputation is introduced and explored. As such, this study describes the antecedents and outcomes associated with the more proximal level of unit reputation. Third, cross-level effects of the “big fish in the little pond” and the “little fish in the big pond” (personal and unit level reputation) on individual outcomes are investigated. The procedures used to study these issues included gathering organizational data in a field study using employee surveys, supervisor surveys, and obtaining archival information from the company. These data were analyzed using multiple regression, hierarchical linear modeling, and multiple mediation models. Results establish the unit level of reputation as a construct of interest for organizational studies because of its influences on important outcomes such as satisfaction, organizational citizenship ii behaviors, and motivation. The results also indicate the cross-level effects of having a high or low personal reputation in a group with either a high or low unit reputation. In particular, the results demonstrate that the interaction of personal and unit reputation can influence how engaged employees are in their work role as well as the amount that employees identify with a group. Engagement and identity further relate to important employee outcomes including performance and mobility. iii Dedication This document is dedicated to my family, including my parents John and Cynthia Coyne, my siblings John, Eric, and Jim, and my husband Jordan Makarius. iv Acknowledgments I would like to offer my sincere gratitude to everyone who has helped make this project a success. First, I have been blessed with wonderful family and friends whose patience, support, and understanding have been invaluable. I extend my deepest expression of thanks and love to all of them. In particular, my father who is a writer and my mother who is a teacher have encouraged and guided me to make the right decisions, to have high expectations, and to have persistence and dedication in reaching my goals. I also sincerely appreciate my husband, Jordan Makarius, who not only serves as my beacon in the lighthouse of knowledge, but who has endured countless nights of work and worry and who has supported me throughout it all. I greatly look forward to starting our life together as we take these next steps into the future. I would like to sincerely thank my dissertation chair and advisor, Professor Steffanie Wilk. Professor Wilk has been an invaluable mentor whose passion for research has inspired me. Her ability to find and work with companies by building relationships and answering important and interesting research questions is amazing. She is always ready to discuss a draft of a paper, going through iteration after iteration until we get it just right. She also seems to know when encouragement is needed and does an excellent job of guiding individuals in the right direction. I truly aspire to one day have the knowledge, professionalism, and enthusiasm in which Professor Wilk approaches her v work. Professor David Greenberger has been a vital resource in both my research, teaching, and development throughout the Ph.D. program. Whether it was a conceptual discussion about how to frame a particular paper, an impromptu discussion of how to deal with an issue in the classroom, or words of advice in navigating the job market, he always had an open door and valuable wisdom to share. Professor Roy Lewicki was most insightful in asking questions that I had not previously considered, offering books and articles that were relevant to my research, and discussing ideas that integrated interests in reputation, trust, and social networks. I would also like to express my gratitude to the other members of the Department of Management and Human Resources at the Fisher College of Business. First, I would like to thank Heidi Dugger and Joan Evans for providing support, assistance, and advice throughout my years in the program. I greatly appreciate the time and energy they offered in answering questions and lending a hand when it was needed. I could not have survived the first few years of the program if it were not for the encouragement and support from two of the best officemates I could ever have – Charlie Stevens and Joe Cooper. Our days of taking seminars, going to brown bags, making presentations, doing stats homework, discussing research ideas, and taking time to relax by working out or doing social activities made life enjoyable. Charlie also helped show me the world, literally, by accompanying me on trips to China, Switzerland, and Italy. I look forward to our reunions at conferences in the future, particularly if they involve international destinations. Susan Young has also been a friend throughout our time together. Last but certainly not least, the “newbies” also deserve special mention as collaborators and vi friends. I have enjoyed our happy hours and lunches discussing the Ph.D. program and life. In particular, Ali Dachner and Beth Polin have demonstrated that colleagues can be close friends. I deeply value having them around as we engaged in similar life experiences and I look forward to continuing those relationships and working together in the future. vii Vita 2004................................................................B.S.B.A. Management & Marketing, Magna ........................................................................Cum Laude, John Carroll University 2005................................................................M.B.A. Management. Summa Cum Laude, ........................................................................John Carroll University 2005 to present ..............................................Graduate Teaching and Research Associate, Department of Management and Human Resources, The Ohio State University Publications Heneman, R., & Coyne, E. (2007). Implementing total reward strategies. SHRM Foundation Effective Practice Guidelines. Lewicki, R., Greenberger, D., & Coyne, E. (2007). Pockets of resistance in sub-cultures and their effects on organizations. In J. Langan-Fox, C. Cooper, and R. Klimoski (Eds.), Research Companion to the Dysfunctional Workplace: Management Challenges and Symptoms. Fields of Study Major Field: Labor and Human Resouces viii Table of Contents Reputation as Information: A Multilevel Approach to Reputation in Organizations ....... 1 DISSERTATION ................................................................................................................ 1 Abstract ............................................................................................................................... ii Dedication .......................................................................................................................... iv Acknowledgments............................................................................................................... v Vita ................................................................................................................................... viii Publications ...................................................................................................................... viii Fields of Study ................................................................................................................. viii Table of Contents ............................................................................................................... ix List of Tables .................................................................................................................... xii List of Figures .................................................................................................................. xiv Chapter 1: Introduction and Overview .............................................................................. 1 Chapter 2: Clarifying the Construct .................................................................................... 5 Differentiating Reputation from Other Constructs.......................................................... 5 Focus on Target rather than Observer ........................................................................... 10 Chapter 3: Identifying Similarities among the Levels ...................................................... 13 ix Reputation as Information ............................................................................................
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