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作者：Chuang, Aichia; Hsu, Ryan Shuwei; Wang, An-Chih; Judge, Timothy A.
作者单位：National Taiwan University; National Taiwan University; National Sun Yat Sen University; University of Notre Dame
摘要：Extant theorizing concerning person-environment fit (PE fit) is culture bound in that it focuses predominantly on PE fit phenomena in the Western world. We enrich the PE fit literature by exploring the interpretations of PE fit in a prevailing Eastern context (Chinese) using a qualitative study. We interviewed 30 Chinese working adults with diverse backgrounds, and, our findings suggest an integrated Chinese model of PE fit that constitutes five dominant PE fit themes: competence at work, harm...
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作者：Kim, Ji-Yub (Jay); Finkelstein, Sydney; Haleblian, Jerayr (John)
作者单位：INSEAD Business School; Dartmouth College; Dartmouth College; University of California System; University of California Riverside
摘要：Research on performance aspirations has tended to assume that historical and social aspirations work in parallel and influence strategic behavior in a similar manner. We posit that these two distinct modes of performance comparison in fact lead to dissimilar firm behavior. We also explore how variability in prior acquisition performance influences the relationship between aspiration levels and subsequent strategic behavior. We examine our questions in the context of mergers and acquisitions wi...
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作者：Desai, Vinit
作者单位：University of Colorado System; University of Colorado Denver
摘要：While research has suggested that organizations can improve by investigating and learning from failures, some work has found that they may generate incorrect lessons or fail to learn. This study addresses the debate by turning attention to the processes that underlie learning, using attribution theory to highlight the way in which decision makers interpret information about where failures occurred or who was involved. This approach is notable because it suggests that different organizations wi...
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作者：Pahnke, Emily Cox; Mcdonald, Rory; Wang, Dan; Hallen, Benjamin
作者单位：University of Washington; University of Washington Seattle; Harvard University; Columbia University
摘要：This study investigates the impact of early relationships on innovation at entrepreneurial firms. Prior research has largely focused on the benefits of network ties, documenting the many advantages that accrue to firms embedded in a rich network of interorganizational relationships. In contrast, we build on research emphasizing potential drawbacks to examine how competitive exposure, enabled by powerful intermediaries, can inhibit innovation. We develop the concept of competitive information l...
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作者：Call, Matthew L.; Nyberg, Anthony J.; Ployhart, Robert E.; Weekley, Jeff
作者单位：University of South Carolina System; University of South Carolina Columbia; University of South Carolina System; University of South Carolina Columbia; University of South Carolina System; University of South Carolina Columbia
摘要：This study builds from context-emergent turnover theory to examine the dynamic properties of turnover rates, including: (a) the changing quality and quantity of the human capital resources that depart, (b) the changing turnover dispersion (i.e., how distributed turnover events are over time), and (c) the changing quality and quantity of replacement hires. We examine these properties using data drawn from a sample of retail employees nested within stores of a prominent U.S. retail chain over fi...
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作者：Ferris, D. Lance; Lian, Huiwen; Brown, Douglas J.; Morrison, Rachel
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Hong Kong University of Science & Technology; University of Waterloo
摘要：Self-esteem level has been positioned as a key mediating mechanism accounting for the effects of ostracism on behaviors, invoking the notion that individuals seek to verify their self-perceptions by behaving in a way that is consistent with those self-perceptions. However, evidence supporting the relation of ostracism and self-esteem level to behavioral outcomes has been mixed. We argue that such mixed effects arise because individuals may engage in behaviors alternately to verify their self-p...
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作者：Judge, Timothy A.; Zapata, Cindy P.
作者单位：University of Notre Dame; University of Notre Dame; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：Derived from two theoretical concepts-situation strength and trait activation-we develop and test an interactionist model governing the degree to which five-factor model personality traits are related to job performance. One concept-situation strength-was hypothesized to predict the validities of all of the Big Five traits, while the effects of the other-trait activation-were hypothesized to be specific to each trait. Based on this interactionist model, personality-performance correlations wer...
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作者：Di Stefano, Giada; King, Andrew A.; Verona, Gianmario
作者单位：Hautes Etudes Commerciales (HEC) Paris; Dartmouth College; Bocconi University
摘要：Why do we sanction norm violations? Despite near universal agreement on the role of sanctions for maintaining norms of cooperation, scholars hotly dispute whether individuals sanction based on a rational calculus or because of strong retributive instincts. In this paper we report on a mixed-method field study examining sanctioning behavior. Our goal is to extend theories of sanctioning by evaluating the conditions under which individuals are more likely to administer a sanction in response to ...
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作者：Reyt, Jean-Nicolas; Wiesenfeld, Batia M.
作者单位：McGill University; New York University
摘要：Role integration is the new workplace reality for many employees. The prevalence of mobile technologies (e.g., laptops, smartphones, tablets) that are increasingly wearable and nearly always on makes it difficult to keep role boundaries separate and distinct. We draw upon boundary theory and construal level theory to hypothesize that role integration behaviors shift people from thinking concretely to thinking more abstractly about their work. The results of an archival study of Enron executive...
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作者：Barrick, Murray R.; Thurgood, Gary R.; Smith, Troy A.; Courtright, Stephen H.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Texas A&M University System; Texas A&M University College Station
摘要：We present a comprehensive theory of collective organizational engagement, integrating engagement theory with the resource management model. We propose that engagement can be considered an organization-level construct influenced by motivationally focused organizational practices that represent firm-level resources. Specifically, we evaluate three distinct organizational practices as resources-motivating work design, human resource management practices, and CEO transformational leadership-that ...
