Papers by Joseph Broschak
Administrative Science Quarterly, 2013
In this paper, we examine the relationship between an organization’s proportion of female manager... more In this paper, we examine the relationship between an organization’s proportion of female managers and the number of new management jobs initially filled by women versus men. We draw on theories of job differentiation, job change, and organizational demography to develop theory and predictions about this relationship and whether the relationship differs for jobs filled by female and male managers. Using data on a sample of New York City advertising agencies over a 13-year period, we find that the number of newly created jobs first filled by women increases with an agency’s proportion of female managers. In contrast, the effect of the proportion of female managers on the number of new management jobs filled by men is positive initially but plateaus and turns negative. In showing these influences on job creation, we highlight the dynamic and socially influenced nature of jobs themselves: new jobs are created regularly in firms and not merely as a response to technical and administrati...
We begin by examining the significance of professional service firms (PSFs) in terms of their sca... more We begin by examining the significance of professional service firms (PSFs) in terms of their scale and influence from an economic and societal perspective, and the insights they offer for academic theory. We examine how PSFs have remained “in the shadows”, in terms of their visibility within the economy and within scholarly research, and how and why that situation is changing. We discuss “what exactly is a professional service firm” and highlight four defining characteristics relating to: customisation, knowledge, governance, and identity, which frame our definition. After presenting an overview of each of the 20 chapters in the Handbook, we conclude by proposing various key themes for future research and by developing an integrative framework for the analysis of PSFs.
Journal of Management Studies, 2019
A large body of research shows that the migration of managers from one professional service firm ... more A large body of research shows that the migration of managers from one professional service firm to another weakens the old employer's relationship with its clients, because migrating managers remove their relationship-specific knowledge and expertise-i.e., human and social capital-from their old employers, redeploying it to their new employers. This study extends this research by introducing a bi-directional perspective of social capital in which both firms and managers may exploit these relationship-specific resources. We use theory on social capital to build arguments about how one form of manager mobility, manager migration between two service providers in a single market, can both lead and lag the movement of client ties between those providers, and signaling theory to hypothesize the conditions under which this is likely to occur. Analyses using longitudinal data on New York City advertising agencies generally support our arguments. Our findings contribute to theory and research on manager migration, social capital, and signaling, and raise new questions for how the portability of relationship-specific social capital shapes markets.
The Oxford Handbook of Professional Service Firms, 2015
This chapter reviews the research literature on professional service firm–client relationships. C... more This chapter reviews the research literature on professional service firm–client relationships. Client relationships are a defining feature of professional service firms, but are also critical strategic assets and an indicator of the market strategy of professional service firms. To assess the state of knowledge about client relationships the chapter is organized around three themes. First is the different ways that professional service firm–client relationships have been characterized and how this shapes researchers’ assumptions about and focus on client relationships. Second, it examines the life cycle of client relationships, focusing specifically on research that addresses the formation, maintenance, and dissolution of client relationships. The third theme examines research that has identified how client relationships affect professional service firms, particularly in the areas of strategy, structure, learning, and human resource practices. The author identifies important gaps i...
The Oxford Handbook of Professional Service Firms, 2015
The chapter begins by examining the significance of Professional Service Firms (PSFs) in terms of... more The chapter begins by examining the significance of Professional Service Firms (PSFs) in terms of their scale and significance from an economic and societal perspective, and the insights they offer for academic theory. The authors examine how PSFs have remained “in the shadows,” in terms of their visibility within the economy and within scholarly research, and how and why that situation is changing. The chapter discusses “what exactly is a Professional Service Firm?” and highlights four defining characteristics relating to: customization, knowledge, governance, and identity, which frame this definition. After presenting an overview of each of the twenty chapters in the Handbook, the authors conclude by proposing various key themes for future research and by developing an integrative framework for the analysis of PSFs.
In this paper, we argue that ignoring job dissolution is problematic when trying to understand th... more In this paper, we argue that ignoring job dissolution is problematic when trying to understand the effects of gender composition on mobility due to the complex dynamic between gender composition, mobility, and job dissolution. Building from research on the gendering of work, workplace diversity, and job dissolution, we describe three pathways through which job gender composition, incumbent mobility, and job dissolution are interlinked to create this complex dynamic: one pathway where gender composition causes both job mobility and job dissolution through a set of shared mechanisms; one where job mobility is a cause of job dissolution; and one where job dissolution is a cause of job mobility. We explore these relationships in data on key personnel from U.S. advertising agencies over a 13-year period. After initially estimating the effects of job gender composition on incumbent mobility and job dissolution separately, we reach strikingly different conclusions when we consider the two ...
... We are indebted to Marc-David Seidel, James Fredrickson, and seminar participants at the Univ... more ... We are indebted to Marc-David Seidel, James Fredrickson, and seminar participants at the University of Texas at Austin and the Hebrew University of Jerusalem for their valuable ... the near term (Amburgey, Kelly, & Barnett, 1993), and some personal computer firms altered ...
Research in the …, 2009
Purpose -This paper investigates the effects offounding, growth, decline, and merger on gender di... more Purpose -This paper investigates the effects offounding, growth, decline, and merger on gender differences in managerial career mobility. These common events create and destroy many jobs, and so have big impacts on managers' careers. We build on previous research to predict gender differences in job mobility after such events, and show that these gender differences are moderated by the positions managers occupy: level, firm size, and sex composition.
American Sociological Review, 1998
Administrative Science Quarterly, Jan 1, 2004
This paper investigates the relationship between the number of managers who exit advertising agen... more This paper investigates the relationship between the number of managers who exit advertising agencies and advertisers and the dissolution of dyadic market ties. We investigate how the locus of managerial exit (advertiser vs. agency) and the hierarchical level from which exit occurs (executives vs. exchange managers) influence the likelihood that market ties dissolve.
Research in the Sociology of …, Jan 1, 2006
In this paper, we examine the relationship between an organization's proportion of female manager... more In this paper, we examine the relationship between an organization's proportion of female managers and the number of new management jobs initially filled by women versus men. We draw on theories of job differentiation, job change, and organizational demography to develop theory and predictions about this relationship and whether the relationship differs for jobs filled by female and male managers. Using data on a sample of New York City advertising agencies over a 13-year period, we find that the number of newly created jobs first filled by women increases with an agency's proportion of female managers. In contrast, the effect of the proportion of female managers on the number of new management jobs filled by men is positive initially but plateaus and turns negative. In showing these influences on job creation, we highlight the dynamic and socially influenced nature of jobs themselves: new jobs are created regularly in firms and not merely as a response to technical and administrative imperatives. The results also point to another job-related process that differs between women and men and that could potentially aggravate, mitigate, or alleviate inequality: the creation of jobs. Thus this research contributes to literatures on demography, the organization of work, and inequality.
American Sociological Review, Jan 1, 1998
Research in the …, Jan 1, 2009
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Papers by Joseph Broschak