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作者：Lorinkova, Natalia M.; Pearsall, Matthew J.; Sims, Henry P., Jr.
作者单位：Wayne State University; University of North Carolina; University of North Carolina Chapel Hill; University System of Maryland; University of Maryland College Park
摘要：This study integrates theories from the leadership and team development literatures to resolve ambiguity regarding the relative benefits of empowering and directive leadership in teams by focusing on their influence on team development processes over time. Empirical results based on longitudinal performance data from 60 teams suggest that teams led by,a directive leader initially outperform those led by an empowering leader. However, despite lower early performance, teams led by an empowering ...
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作者：Ertug, Gokhan; Castellucci, Fabrizio
作者单位：Singapore Management University; Bocconi University
摘要：We study how the reputation and status of resource providers affect the two organizational outcomes of product quality and revenues, hiring decisions, and prices paid to resource providers. We argue that reputation and status have different effects on outcomes: reputation has a stronger effect on product quality, and status has a stronger effect on revenues. Building on this, we argue that actual quality mediates the effect of reputation on revenues more than the effect of status on revenues. ...
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作者：Bendersky, Corinne; Shah, Neha Parikh
作者单位：University of California System; University of California Los Angeles; Rutgers University System; Rutgers University New Brunswick
摘要：We advance previous research that has associated extraversion with high status and neuroticism with low status in newly formed task groups by examining how variations in personality affect status changes over time. By building on research that emphasizes the dark sides of extraversion and the bright sides of neuroticism, we challenge the persistence of extraverts' advantage and neurotics' disadvantage in task group status hierarchies. In a field and an experimental study, we find that extraver...
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作者：Martin, Geoffrey P.; Gomez-Mejia, Luis R.; Wiseman, Robert M.
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Michigan State University; Michigan State University's Broad College of Business
摘要：Conceiving of stock options as providing CEOs with cues for the possibility of both greater prospective wealth and losses to current wealth, we revisit predictions of the behavioral effects of equity-based pay using the behavioral agency model (BAM). We refine the BAM's original formulation and provide an explanation for previous conflicting empirical results by theorizing that the anticipation of prospective wealth attenuates the negative effect of accumulated current equity wealth upon CEO s...
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作者：McClean, Elizabeth J.; Burris, Ethan R.; Detert, James R.
作者单位：Cornell University; University of Texas System; University of Texas Austin; Cornell University
摘要：We examine the unit-level relationship between employee voice and exit with multi-source data collected over two time periods in 136 restaurants. We find that three managerial characteristics that signal the ability and willingness to engage in change-management team change orientation, manager participation in decision making, and manager access to organizational resources-moderate the unit-level relationship between voice and exit: Employee voice is positively related to turnover when each o...
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作者：Kotha, Reddi; George, Gerard; Srikanth, Kannan
作者单位：Singapore Management University; Imperial College London; Indian School of Business (ISB)
摘要：We examine why commercialization of interdisciplinary research, especially from distant scientific domains, is different from commercialization of inventions from specialized or proximate domains. We argue that anticipated coordination costs arising from the need to transfer technology to licensee firms and from the need for an inventor team's members to work together to further develop a technology significantly impact commercialization outcomes. We use a sample of 3,776 university invention ...
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作者：Bledow, Ronald; Rosing, Kathrin; Frese, Michael
作者单位：Ghent University; Leuphana University Luneburg; National University of Singapore
摘要：We argue that creativity is influenced by the dynamic interplay of positive and negative affect: High creativity results if a person experiences an episode of negative affect that is followed by a decrease in negative affect and an increase in positive affect, a process referred to as an affective shift. An experience-sampling study with 102 full-time employees provided support for the hypotheses. An experimental study with 80 students underlined the proposed causal effect of an affective shif...
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作者：Surroca, Jordi; Tribo, Josep A.; Zahra, Shaker A.
作者单位：Universidad Carlos III de Madrid; University of Minnesota System; University of Minnesota Twin Cities
摘要：In this study, we explain how multinational enterprises (MNEs) respond to pressure to conform to their stakeholders' expectations for greater attention to corporate social responsibility (CSR). We invoke institutional theory to propose that mounting stakeholder pressure in an MNE's home country leads to the transfer of socially irresponsible practices from its headquarters to its overseas subsidiaries. This transfer is more pronounced when a subsidiary is apparently unconnected to an MNE, yet ...
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作者：Yagil, Dana; Medler-Liraz, Hana
作者单位：University of Haifa; Academic College of Tel Aviv Yaffo
摘要：We explore service employees' transient authenticity in their interactions with customers. Drawing on interviews with employees, we present a model of authenticity that begins with the salience of a customer's nonservice identity characteristics and an employee's identification with his or her task, both of which generate a sense of autonomy in employees. This psychological autonomy enhances the behavioral expression of authenticity, though such expression may yield costs involving loss of res...
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作者：Toegel, Ginka; Kilduff, Martin; Anand, N.
作者单位：International Institute for Management Development (IMD); University of London; University College London
摘要：Why do managers help employees with their negative emotions, and how do employees respond? We analyzed interview and network data from the head office of a recruiting agency. We found that managers active in the provision of emotion help thought of such help as over and above their managerial duties, whereas employees defined emotional support as managerial in-role behavior. Both parties accepted the necessity of controlling negative emotions for the good of the organization. But those being h...
