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Handbook of Population pp 521–553Cite as

20 Organizational, Product and Corporate Demography

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Part of the book series: Handbooks of Sociology and Social Research ((HSSR))

Abstract

This chapter reviews and explores the use of demographic ideas, models and data in the study of organizations, products and corporations. The chapter discusses four different frameworks analysts use to study these topics, but concentrates on internal organizational demography and corporate demography, as these are more active areas. Within corporate demography, attention is focused on theoretical models of inertia/change, age-dependent mortality, density dependence, resource partitioning and competition. Contributions have been both theoretical and empirical and show notable cumulativity over time. The domains of organization, products and corporations show many opportunities for demographers to apply and extend their analyses of populations and life events.

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Notes

  1. 1.

    For a detailed account of the contentious relationship between Melville and Darwin, see Larson (2001).

  2. 2.

    A milder form of resistance to the programmatic aspect of demographic research can be seen even among positivists such as Hedstrom (1992), who implicitly criticize work by referring to it as “normal science.” Such comments only illustrate that in organizational studies normal science is not a normal activity.

  3. 3.

    This line of work is distinct from that called “ecological demography,” which is discussed in Poston and Frisbie’s Chap. 26 in this Handbook.

  4. 4.

    This section is adapted from Carroll et al. (1990).

  5. 5.

    This section draws from Carroll and Harrison (1998).

  6. 6.

    Recent research has expanded beyond LOS distributions to look at the effects of numerous other demographic distributions in organizations, including sex, race, ethnicity, age, and citizenship. See Lawrence (1997) for a review.

  7. 7.

    The most commonly used measure of uneveness is the coefficient of variation in tenure. See Sørensen (2002) for review and critique of this practice.

  8. 8.

    We use the term “human demographer” to refer to those who study the demography of human populations.

  9. 9.

    A practical justification for this practice is that the rate of change among these structures is much slower than that of organizational populations.

  10. 10.

    Other less demographically fragments include: niche width (Freeman and Hannan 1983; Péli 1997); social movement forms (Ingram and Simons 2000; Minkoff 1999; Olzak and Uhrig 2001; Swaminathan and Wade 2001).

  11. 11.

    Indeed, many empirical studies of effects of change on organizational outcomes have specification problems and should be interpreted with caution. The most common problem is a failure to separate effects of content and process of change. Another problem is incomplete modeling of the environment (Barnett and Carroll 1995).

  12. 12.

    Some research is done on the effects of organizational age on organizational growth rates but it is rather slim due to the difficulty to get growth data (but see Barron et al. 1994).

  13. 13.

    The density dependence theory has been criticized for using constructs of cognitive legitimacy and diffused competition as opposed to those of socio-political legitimacy and direct competition, and for using density as a measure of legitimation and competition impacts. These criticisms and responses to them are extensively discussed elsewhere (e.g., Carroll and Hannan 2000; Hannan and Carroll 1995).

  14. 14.

    An odd criticism by Cole (2001) claims that the predictions of the model are obvious. This is undoubtedly news to the many organizational theorists who now use a different baseline specification for the study of organizational mortality.

  15. 15.

    The database also places severe limitations on establishment size for inclusion, resulting in a truncated observed size distribution.

  16. 16.

    While the single population design might appear to hamper efforts to build general theory, this is not necessarily the case, as research in organizational ecology shows (Hargens 2000; Pfeffer 1993). What is critical for development of general theory is that the single population studies focus on general issues and models and that the empirical findings are comparable (Carroll and Hannan 2000).

  17. 17.

    A similar type of simultaneity concerns institutional and political events in the broader environment, which are thought to be dependent on organizational population dynamics, as Figure 20.1 suggests. The problem here is often mitigated by the fact that events occur in the organizational population at a much higher rate than in the broader environment, thus justifying to some extent treating the latter as exogenous (Carroll and Hannan 2000).

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  1. Graduate School of Business, Stanford University, Stanford, CA, USA

    Glenn R. Carroll

  2. University of Illinois at Urbana-Champaign, Champaign, IL, USA

    Olga M. Khessina

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    Dudley L. Poston Jr.

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Carroll, G.R., Khessina, O.M. (2019). 20 Organizational, Product and Corporate Demography. In: Poston, D.L. (eds) Handbook of Population. Handbooks of Sociology and Social Research. Springer, Cham. https://doi.org/10.1007/978-3-030-10910-3_21

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