To better understand the impact of task conflict in work teams, an incremental, multi-level model is developed, which distinguishes individual-level perceptions of conflict from more overt group-level manifestations of conflict. Task conflict is conceptualized as being detrimental for teams only to the extent that it positively predicts relationship conflict. The positive relationship between task conflict and relationship conflict is referred to as conflict spillover. The composition of team members’ underlying beliefs concerning the functional value of task conflict (referred to as conflict values) is examined as a moderator of conflict spillover. It is proposed that perceptual conflict spillover is smaller among team members who hold positive conflict values, and that manifest conflict spillover is smaller among teams composed primarily of members who hold positive conflict values. Hypotheses were tested in a longitudinal study of 59 student teams (294 individuals). At the team level, the diversity of team members’ conflict values was found to moderate manifest conflict spillover, such that the association between task and relationship conflict was significantly positive for teams composed of members who held more diverse conflict values. For teams composed of members who had less diverse conflict values, there was no significant association between manifest task conflict and manifest relationship conflict. As a result of these significant differences in conflict spillover, manifest task conflict indirectly and negatively predicted the task performance and viability of teams containing more diverse conflict values, but did not significantly impact the effectiveness of teams with less diverse conflict values. At the individual level, the significant positive association between perceived task conflict and perceived relationship conflict was not moderated by individual conflict values. However, because of this perceptual conflict spillover, task conflict perceptions also indirectly and negatively predicted team members’ personal willingness to continue working in the team. Results of this dissertation highlight important differences in the ways that conflict operates at the individual and group levels. Having identified the diversity of conflict values as a moderator of manifest conflict spillover, this dissertation outlines areas for further academic and practical knowledge development concerning the prevention of dysfunctional team dynamics.

Building on recent work in economic geography, evolutionary economics, and international business, I examine how firms that enter from outside a region alter the knowledge and opportunity structure for potential entrepreneurial entrants and indigenous incumbents in that region. In particular, I examine the short and long run effects of both greenfield and acquisition entry on entrepreneurial entry, as well as on the exit and growth of indigenous incumbents in industry clusters. A comprehensive dataset of all firms in the Canadian biotech industry between 1976 and 2003 is used to study the dynamic effects within all regions that have experienced an external entry. The results show a complex set of processes at work. Newer greenfield and acquisition entrants have consistently opposing effects, with newer greenfields enhancing entrepreneurial entry, but dampening growth and survival of indigenous incumbents in the longer run. Older greenfields, those that have a long presence in a given region and are primarily traditional pharmaceutical firms, have a similar effect to that of acquisitions. Moreover, the level of agglomeration moderates the influence of ‘outsiders’ on the indigenous industry, especially in the case of acquisitions. The results suggest that legal constraints on labor mobility barriers have an important influence on the observed patterns. The overall patterns suggest that the search and site selection of outsiders is an important mechanism driving local industry evolution, complementary to other traditional mechanisms.

This dissertation investigates whether and why social structure influences cooperative organizational strategic decision making in an international relations context, and in particular, similar voting in the United Nations General Assembly (UNGA). The economic and institutional embeddedness of organizations which are operationalized using network concepts are posited as and found to be influences. Additionally, nested institutional embeddedness is investigated in an inter-organizational setting. Based on a sensitivity analysis, nested organizational embeddedness can potentially have both negative and positive effects. Multiple issues and network methodology combined with an enormous and varied data set offer a wide-range of future research opportunities. More specifically, trade, military alliances, diplomatic visits, and two-mode International Government Organizational (IGO) networks affect voting behaviour in the UNGA due to power and influence relationships that demand or encourage organizational level reciprocity, either as vote buying in backroom bargaining situations or for compliance reasons; maintaining the nation’s good reputation is of importance in international relations. Each type of inter-organizational network involves an interesting theoretical twist that makes it worth researching and while theory testing is the primary objective, outcomes include practical implications for negotiators. Finally, an advantageous data set offers an excellent context for unique and successful testing of embeddedness view concepts in tighter causal relationships compared to other studies that observe performance rather than decision outcomes. Moreover, the methodological approach is a demonstration of how to deal with a multi-faceted econometric challenge.

To better understand the impact of task conflict in work teams, an incremental, multi-level model is developed, which distinguishes individual-level perceptions of conflict from more overt group-level manifestations of conflict. Task conflict is conceptualized as being detrimental for teams only to the extent that it positively predicts relationship conflict. The positive relationship between task conflict and relationship conflict is referred to as conflict spillover. The composition of team members’ underlying beliefs concerning the functional value of task conflict (referred to as conflict values) is examined as a moderator of conflict spillover. It is proposed that perceptual conflict spillover is smaller among team members who hold positive conflict values, and that manifest conflict spillover is smaller among teams composed primarily of members who hold positive conflict values. Hypotheses were tested in a longitudinal study of 59 student teams (294 individuals). At the team level, the diversity of team members’ conflict values was found to moderate manifest conflict spillover, such that the association between task and relationship conflict was significantly positive for teams composed of members who held more diverse conflict values. For teams composed of members who had less diverse conflict values, there was no significant association between manifest task conflict and manifest relationship conflict. As a result of these significant differences in conflict spillover, manifest task conflict indirectly and negatively predicted the task performance and viability of teams containing more diverse conflict values, but did not significantly impact the effectiveness of teams with less diverse conflict values. At the individual level, the significant positive association between perceived task conflict and perceived relationship conflict was not moderated by individual conflict values. However, because of this perceptual conflict spillover, task conflict perceptions also indirectly and negatively predicted team members’ personal willingness to continue working in the team. Results of this dissertation highlight important differences in the ways that conflict operates at the individual and group levels. Having identified the diversity of conflict values as a moderator of manifest conflict spillover, this dissertation outlines areas for further academic and practical knowledge development concerning the prevention of dysfunctional team dynamics.

This research extends the knowledge-based view of the firm as it relates to organizational structure. In particular, this research provides evidence that fundamental classifications of knowledge are measurable, in relative terms, as factors of production. It then relates differences in relative quantities of these classifications of knowledge to the presence or absence of inter-firm boundaries. Finally, this study provides evidence that financial performance may be related to the alignment of organizational structure with knowledge-based factors of production. This study contributes to strategic management theory by offering a potential solution to the difficulties of measuring knowledge as a factor of production. The research was motivated by the belief that it is the cost and value of knowledge that determines economic efficiency (Simon, 1999). By surveying professionals in the mutual fund industry for their relative reliance on three classifications of knowledge, this study suggests a set of measures of knowledge-based factors of production. These measures in turn support the testing of hypotheses related to the vertical integration (or de-integration) of adjacent stages of production. Researchers have typically categorized organizational knowledge as either tacit or explicit. This research develops the concept of encapsulated knowledge as a fundamental classification of knowledge. Encapsulated knowledge is neither tacit nor explicit, because it is externalized and implicit. Progress in measuring knowledge is made by distinguishing between knowledge that resides in human minds (tacit), knowledge that is codified as information (codified), and knowledge that is embodied in the design and functionality of physical artefacts (encapsulated). Relative reliance on the fundamentally different knowledge-based factors of production was found to vary between adjacent stages of production, despite the essential overlap of jointly held substantive knowledge. Portfolio managers are generally less (more) reliant on tacit (encapsulated) knowledge than other investment management professionals in the mutual fund complex. In addition, portfolio managers whose firms are de-integrated from the mutual fund management firms were found to be more (less) reliant on tacit (encapsulated) knowledge than their integrated counterparts. Finally, alignment between mutual fund structure and reliance on knowledge-based factors of production was found to affect performance of mutual funds.

This dissertation consists of three essays linking the business models of rating agencies to the rating decisions these agencies make as market intermediaries between buyers and sellers. The first study examines the link between a rating agency‟s primary revenue source and its rating decisions. Theoretically, rating payments could influence rating agency decisions or be counterbalanced by reputational rewards for rating accuracy. I explore this relationship in U.S. corporate credit ratings, where some agencies are primarily paid by bond issuers (sellers) and others by investors (buyers). Analysis of a balanced panel of 338 companies rated between 2005 and 2009 reveals that agencies produce differing ratings consistent with the preferences of their paying customers. Changes in buyer-paid ratings are more frequent and generally precede corresponding seller-paid rating changes. Seller-paid ratings are slower to incorporate negative information, particularly for rated firms in the financial services sector and firms with ratings above a critical grading cutoff. The second study complements the first by estimating the gap between the rating information disclosed by sellers and the information sought by buyers, again using evidence from U.S. corporate credit ratings. While seller willingness to pay for an additional rating is highly concentrated among a subset of relatively high-quality firms, buyers demonstrate more uniform interest in additional ratings for firms at all quality levels. This finding highlights an information gap among high-risk firms that is not a major focus of existing regulation. The third study focuses on rating decisions by government rating agencies, an alternative rating model to those examined in the first two studies. The empirical setting is Canadian film classification where the existence of multiple regional regulators has been justified by claims of variation in community standards. I find significant and increasing consistency in the regulatory decisions of these agencies, suggesting institutional isomorphism that brings into question the persistence of the parallel regional structure. Overall, these studies provide new empirical insight into the relevance of rating agency heterogeneity to firm strategy and policy. The findings may also be relevant to a variety of other settings involving information disclosure such as environmental impact and corporate social responsibility.

This research extends the knowledge-based view of the firm as it relates to organizational structure. In particular, this research provides evidence that fundamental classifications of knowledge are measurable, in relative terms, as factors of production. It then relates differences in relative quantities of these classifications of knowledge to the presence or absence of inter-firm boundaries. Finally, this study provides evidence that financial performance may be related to the alignment of organizational structure with knowledge-based factors of production. This study contributes to strategic management theory by offering a potential solution to the difficulties of measuring knowledge as a factor of production. The research was motivated by the belief that it is the cost and value of knowledge that determines economic efficiency (Simon, 1999). By surveying professionals in the mutual fund industry for their relative reliance on three classifications of knowledge, this study suggests a set of measures of knowledge-based factors of production. These measures in turn support the testing of hypotheses related to the vertical integration (or de-integration) of adjacent stages of production. Researchers have typically categorized organizational knowledge as either tacit or explicit. This research develops the concept of encapsulated knowledge as a fundamental classification of knowledge. Encapsulated knowledge is neither tacit nor explicit, because it is externalized and implicit. Progress in measuring knowledge is made by distinguishing between knowledge that resides in human minds (tacit), knowledge that is codified as information (codified), and knowledge that is embodied in the design and functionality of physical artefacts (encapsulated). Relative reliance on the fundamentally different knowledge-based factors of production was found to vary between adjacent stages of production, despite the essential overlap of jointly held substantive knowledge. Portfolio managers are generally less (more) reliant on tacit (encapsulated) knowledge than other investment management professionals in the mutual fund complex. In addition, portfolio managers whose firms are de-integrated from the mutual fund management firms were found to be more (less) reliant on tacit (encapsulated) knowledge than their integrated counterparts. Finally, alignment between mutual fund structure and reliance on knowledge-based factors of production was found to affect performance of mutual funds.

This dissertation consists of three essays linking the business models of rating agencies to the rating decisions these agencies make as market intermediaries between buyers and sellers. The first study examines the link between a rating agency‟s primary revenue source and its rating decisions. Theoretically, rating payments could influence rating agency decisions or be counterbalanced by reputational rewards for rating accuracy. I explore this relationship in U.S. corporate credit ratings, where some agencies are primarily paid by bond issuers (sellers) and others by investors (buyers). Analysis of a balanced panel of 338 companies rated between 2005 and 2009 reveals that agencies produce differing ratings consistent with the preferences of their paying customers. Changes in buyer-paid ratings are more frequent and generally precede corresponding seller-paid rating changes. Seller-paid ratings are slower to incorporate negative information, particularly for rated firms in the financial services sector and firms with ratings above a critical grading cutoff. The second study complements the first by estimating the gap between the rating information disclosed by sellers and the information sought by buyers, again using evidence from U.S. corporate credit ratings. While seller willingness to pay for an additional rating is highly concentrated among a subset of relatively high-quality firms, buyers demonstrate more uniform interest in additional ratings for firms at all quality levels. This finding highlights an information gap among high-risk firms that is not a major focus of existing regulation. The third study focuses on rating decisions by government rating agencies, an alternative rating model to those examined in the first two studies. The empirical setting is Canadian film classification where the existence of multiple regional regulators has been justified by claims of variation in community standards. I find significant and increasing consistency in the regulatory decisions of these agencies, suggesting institutional isomorphism that brings into question the persistence of the parallel regional structure. Overall, these studies provide new empirical insight into the relevance of rating agency heterogeneity to firm strategy and policy. The findings may also be relevant to a variety of other settings involving information disclosure such as environmental impact and corporate social responsibility.

This dissertation examines four disadvantaged groups in the labour market from a variety of perspectives. Specifically, I looked into older workers, younger workers, nonstandard workers and female workers. In the first chapter, I examine the effects of Ontario eliminating mandatory retirement in 2006 on the labour force participation of older workers and the unemployment of younger workers. My second chapter examines the relationship between nonstandard employment and the subsequent workplace profitability. In my final chapter, I examine the interaction effect of employment status and gender on the issue of work hour mismatches. The first chapter examines the impact of recent labour policy change at a national/provincial level. I find positive and significant effects for the labour force participation rate of older workers in Ontario in the five years following the legislation change of banning mandatory retirement in Onatrio. Similar results are found for both men and women; however, the magnitude of this effect is somewhat smaller for men. In addition, the empirical analysis also reveals a short-run rise in the unemployment rate of younger workers. The second chapter examines the financial implication of nonstandard employment at an organizational level. The results suggest that nonstandard employment is positively associated with subsequent workplace profitability, after controlling for factors that might also affect profitability. Moreover, this significant positive relationship between nonstandard employment and subsequent profitability is primarily driven by capital intensive manufacturing, the real estate/rental/leasing, the retail/trade/consumer service, and the education and health services industries as well as smaller workplaces. Larger workplaces and the rest of the private sector do not display significant results. The final chapter looks into how employment status and gender systematically impact work hour preferences at an individual level. The findings indicate that there is a significant interaction effect between nonstandard employment and gender. Female nonstandard workers prefer to work more hours. Male workers, both nonstandard and standard, are more likely to prefer to work fewer or the same hours. These results conform to labour market trend of increasing labour force participation rates of females and a declining trend among males.

This paper argues that the despite the apparent rejection of the shareholder primacy model by the Supreme Court of Canada in Peoples Department Stores Inc. (Trustee of) v. Wise and BCE Inc. v. 1976 Debentureholders, there is a strong tradition of shareholder primacy in Canada that has persisted in jurisprudence and legislative materials. The dislodging of shareholder primacy as the guiding force in directors’ duties is discordant with this tradition and per incuriam. As such, at the moment, the duty of loyalty of directors to the corporation is adrift, lacking substantive guidance from the Supreme Court. This guidance, this paper argues, can be found in the “enlightened shareholder value” model embodied in s. 172 of the United Kingdom’s Companies Act 2006 which holds to shareholder primacy while exhorting directors to adopt an inclusive approach to the interests of non-shareholder stakeholders.