The argument outlined in this chapter is that organizational factors (independent variables) might intervene in governance processes (dependent variables) and create a systematic bias, thus making some process characteristics and outputs more likely than others. It is argued that applying organizational theory to governance may be useful in at least two respects. First, it may add new knowledge on how different governance architectures shape governance. Second, it may also add practical value for change. If organizational variables are shown to affect governance processes in particular ways—as suggested in the chapter—these variables may subsequently be “manipulated” to achieve desired goals. In this way, theoretically informed empirical research may serve as an instrumental device. By using governance as dependent variable, the chapter discusses the following organizational variables as independent variables: organizational capacity, organizational specialization, organizational affiliation and organizational coupling. Further, by using organizational structure as dependent variable, four complementary approaches have been introduced to explain organizational change: instrumental problem solving, conflict and bargaining, rule following and learning, and diffusion.
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