Why Do Extreme Work Hours Persist? Temporal Uncoupling as a New Way of Seeing

Publikation: Beiträge in ZeitschriftenÜbersichtsarbeitenForschung

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Why Do Extreme Work Hours Persist? Temporal Uncoupling as a New Way of Seeing. / Blagoev, Blagoy; Schreyögg, Georg.

in: Academy of Management Journal, Jahrgang 62, Nr. 6, 01.12.2019, S. 1818-1847.

Publikation: Beiträge in ZeitschriftenÜbersichtsarbeitenForschung

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Blagoev B, Schreyögg G. Why Do Extreme Work Hours Persist? Temporal Uncoupling as a New Way of Seeing. Academy of Management Journal. 2019 Dez 1;62(6):1818-1847. Epub 2019 Sep 3. doi: 10.5465/amj.2017.1481

Bibtex

@article{187333ce5ca149189bd433897a3fefec,
title = "Why Do Extreme Work Hours Persist?: Temporal Uncoupling as a New Way of Seeing",
abstract = "This paper develops temporal uncoupling as a new way of seeing the puzzling persistence of extreme work hours, as well as the temporal relations of organizations and their environments. Drawing on a historical case study, we trace and analyze the genesis, reinforcement, and maintenance of extreme work hours in an elite consulting firm over a period of 40 years. We find that a small shift in temporal structuring mobilized two positive feedback processes. These processes consolidated a temporal order that increasingly uncoupled from the traditional workweek. Grounded in these findings, we make two contributions. First, we challenge the orthodox view of entrainment as an ideal synchronous relation between organizations and their environments. Instead, we offer temporal uncoupling as an alternative lens. It enables us to see how both synchrony and asynchrony are potentially viable options, which coexist and sometimes coconstitute each other. Second, we shed new light on temporality as a constitutive force that underpins extremework hours and offer a novel explanation of their persistence as a case of systemic temporal lock-in. We develop positive feedback as a mechanism that explains how small temporal shifts can become consolidated into hardly reversible temporal lock-ins.",
keywords = "Management studies, overwork, professional service firms, tempirality, time, entrainment, Social systems theory",
author = "Blagoy Blagoev and Georg Schrey{\"o}gg",
year = "2019",
month = dec,
day = "1",
doi = "10.5465/amj.2017.1481",
language = "English",
volume = "62",
pages = "1818--1847",
journal = "Academy of Management Journal",
issn = "0001-4273",
publisher = "Academy of Management (Briarcliff Manor, NY) ",
number = "6",

}

RIS

TY - JOUR

T1 - Why Do Extreme Work Hours Persist?

T2 - Temporal Uncoupling as a New Way of Seeing

AU - Blagoev, Blagoy

AU - Schreyögg, Georg

PY - 2019/12/1

Y1 - 2019/12/1

N2 - This paper develops temporal uncoupling as a new way of seeing the puzzling persistence of extreme work hours, as well as the temporal relations of organizations and their environments. Drawing on a historical case study, we trace and analyze the genesis, reinforcement, and maintenance of extreme work hours in an elite consulting firm over a period of 40 years. We find that a small shift in temporal structuring mobilized two positive feedback processes. These processes consolidated a temporal order that increasingly uncoupled from the traditional workweek. Grounded in these findings, we make two contributions. First, we challenge the orthodox view of entrainment as an ideal synchronous relation between organizations and their environments. Instead, we offer temporal uncoupling as an alternative lens. It enables us to see how both synchrony and asynchrony are potentially viable options, which coexist and sometimes coconstitute each other. Second, we shed new light on temporality as a constitutive force that underpins extremework hours and offer a novel explanation of their persistence as a case of systemic temporal lock-in. We develop positive feedback as a mechanism that explains how small temporal shifts can become consolidated into hardly reversible temporal lock-ins.

AB - This paper develops temporal uncoupling as a new way of seeing the puzzling persistence of extreme work hours, as well as the temporal relations of organizations and their environments. Drawing on a historical case study, we trace and analyze the genesis, reinforcement, and maintenance of extreme work hours in an elite consulting firm over a period of 40 years. We find that a small shift in temporal structuring mobilized two positive feedback processes. These processes consolidated a temporal order that increasingly uncoupled from the traditional workweek. Grounded in these findings, we make two contributions. First, we challenge the orthodox view of entrainment as an ideal synchronous relation between organizations and their environments. Instead, we offer temporal uncoupling as an alternative lens. It enables us to see how both synchrony and asynchrony are potentially viable options, which coexist and sometimes coconstitute each other. Second, we shed new light on temporality as a constitutive force that underpins extremework hours and offer a novel explanation of their persistence as a case of systemic temporal lock-in. We develop positive feedback as a mechanism that explains how small temporal shifts can become consolidated into hardly reversible temporal lock-ins.

KW - Management studies

KW - overwork

KW - professional service firms

KW - tempirality

KW - time

KW - entrainment

KW - Social systems theory

UR - http://www.scopus.com/inward/record.url?scp=85077232491&partnerID=8YFLogxK

U2 - 10.5465/amj.2017.1481

DO - 10.5465/amj.2017.1481

M3 - Scientific review articles

VL - 62

SP - 1818

EP - 1847

JO - Academy of Management Journal

JF - Academy of Management Journal

SN - 0001-4273

IS - 6

ER -

DOI