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作者：Mitsuhashi, Hitoshi; Greve, Henrich R.
作者单位：Keio University; INSEAD Business School
摘要：This study advances understanding of network dynamics by applying matching theory to the formation of interorganizational alliances. We introduce market complementary and resource compatibility as two critical matching criteria of alliance formation and argue that good matches increase firm performance. Using data from liner shipping, we found effects of matching on alliance formation. But contrary to our expectations, alliances by networked firms, rather than isolate firms, exhibited better m...
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作者：Hoobler, Jenny M.; Wayne, Sandy J.; Lemmon, Grace
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：We examine one potential reason for the persistence of the glass ceiling: bosses' perceptions of female subordinates' family-work conflict. Person categorization and social role theories are used to examine whether bosses (both male and female) perceive women as having greater family-work conflict and therefore view them as mismatched to their organizations and jobs. The results support our model: bosses' perceptions of family-work conflict mediated the relationships between subordinate sex an...
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作者：Kennedy, Mark Thomas; Fiss, Peer Christian
作者单位：University of Southern California
摘要：We extend institutional theory's account of diffusion by examining the interplay between economic and social considerations in adoption decisions. Drawing on organizational decision-making research, we argue that both early and late adopters respond to framing and interpreting adoption decision situations as opportunities versus threats. Using data on the diffusion of total quality management (TQM) among U.S. hospitals, we found that motivations to appear legitimate coexist with motivations to...
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作者：Tzabbar, Daniel
作者单位：State University System of Florida; University of Central Florida
摘要：An investigation of the conditions in which the recruitment of technologically distant scientists results in a significant technological repositioning reveals, on the basis of 2,643 biotechnology industry hiring events between 1973 and 1999, that recruitment is positively associated with repositioning. However, the more a firm's innovative productivity depends on one or a few star scientists, the less likely it is that recruitment affects repositioning. This likelihood increases at moderate le...
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作者：He, Jinyu; Wang, Heli C.
作者单位：Hong Kong University of Science & Technology
摘要：We posit that a firm's resource configuration constitutes a critical context for various corporate governance mechanisms. Although innovative knowledge assets are generally a key determinant of a firm's economic performance, they also lead to greater information asymmetry among managers and owners and to the need to grant managers more discretion in making resource deployment decisions. This weakens the role of monitoring but increases the effectiveness of incentive mechanisms. Therefore, we h...
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作者：Ployhart, Robert E.; Weekley, Jeff A.; Ramsey, Jase
作者单位：University of South Carolina System; University of South Carolina Columbia
摘要：Drawing from resource-based theory, we argue for a broader interpretation of human capital and demonstrate that unit service orientation contributes to unit effectiveness over time. Operationalizing unit service orientation as the unit-level (n = 1,255) aggregate of individual level (n = 114,198) service employee competencies, we modeled the data over three quarters and found a positive but decreasing relationship between the flow of unit service orientation and changes in unit effectiveness. ...
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作者：Pratt, Michael G.
作者单位：Boston College
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作者：Shaw, Jason D.; Dineen, Brian R.; Fang, Ruolian; Vellella, Robert F.
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Kentucky
摘要：We developed and tested an exchange-theory-based extension of the relationship between human resource management (HRM) practices and quit rates in a two-wave trucking industry study and attempted a constructive replication in a two-wave study of supermarkets. We found that HRM inducements and investments relate negatively to good- and poor-performer quit rates, whereas expectation-enhancing practices relate negatively to good-performer quit rates and positively to poor-performer quit rates. We...
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作者：Groth, Markus; Hennig-Thurau, Thorsten; Walsh, Gianfranco
作者单位：University of New South Wales Sydney; Bauhaus-Universitat Weimar; City St Georges, University of London; University of Koblenz & Landau
摘要：In this research, we extend emotional labor theories to the customer domain by developing and testing a theoretical model of the effects of employee emotional labor on customer outcomes. Dyadic survey data from 285 service interactions between employees and customers show that employees' emotional labor strategies of deep and surface acting differentially influence customers' service evaluations and that customers' accuracy in detecting employees' strategies can intensify this impact. We also ...
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作者：Mayer, David M.; Ehrhart, Mark G.; Schneider, Benjamin
作者单位：University of Michigan System; University of Michigan; California State University System; San Diego State University; University System of Maryland; University of Maryland College Park
摘要：We propose service attributes as boundary conditions of the relationship between service climate and customer satisfaction. Drawing on service climate theory and research, the customer contact model of service delivery, typologies of service attributes, and relational coordination theory, we hypothesized that customer contact frequency, service intangibility, and service employee interdependence moderate the positive link between service climate and customer satisfaction so that the relationsh...
