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作者：Bacharach, Samuel B.; Bamberger, Peter A.
作者单位：Cornell University; Technion Israel Institute of Technology
摘要：We generate and test a context theory of the impact of involvement in work-related critical incidents, positing that variation in units' postevent support and control climates explains cross-unit variation in individual stressor-strain relationships, that posttraumatic distress mediates the link between critical incident involvement and negative emotional states, and that current support and control climates assume relevance by operating as contextual moderators of these individual-level media...
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作者：McGahan, Anita M.
作者单位：University of Toronto
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作者：Vermeulen, Freek
作者单位：University of London; London Business School
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作者：Marquis, Christopher; Lounsbury, Michael
作者单位：Harvard University; University of Alberta
摘要：We investigate how competing logics facilitate resistance to institutional change, focusing on banking professionals' resistance to large, national banks' acquisitions of smaller, local banks. Acquisitions led to new bank foundings, particularly when out-of-town banks were the acquirers and a community's local population of bank professionals was large. We argue that the national banks' efforts to introduce a banking logic emphasizing efficiencies of geographic diversification triggered new fo...
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作者：Tushman, Michael; O'Reilly, Charles, III
作者单位：Harvard University; Stanford University
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作者：Detert, James R.; Burris, Ethan R.
作者单位：Cornell University; University of Texas System; University of Texas Austin
摘要：We investigate the relationships between two types of change-oriented leadership (transformational leadership and managerial openness) and subordinate improvement-oriented voice in a two-phase study. Findings from 3,149 employees and 223 managers in a restaurant chain indicate that openness is more consistently related to voice, given controls for numerous individual differences in subordinates' personality, satisfaction, and job demography. This relationship is shown to be mediated by subordi...
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作者：Langfred, Claus W.
作者单位：George Mason University
摘要：The very flexibility and adaptability that make self-managing teams effective can also be limiting and dysfunctional. I propose that self-managing teams may unintentionally restructure themselves inefficiently in response to conflict. Although detrimental consequences of conflict are normally considered as process-related, I explore possible structure-related effects. Specifically, I suggest that increased team conflict is associated with lower intrateam trust, which in turn may influence team...
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作者：Hunter, Larry W.; Thatcher, Sherry M. B.
作者单位：University of Wisconsin System; University of Wisconsin Madison; University of Arizona
摘要：We examine the relationships between bank branch employees' felt job stress, organizational commitment, job experience, and performance. Our findings are consistent with the attention view of stress. Employees with higher levels of affective commitment and higher levels of job experience channeled felt stress more effectively into sales performance. Felt stress had neutral to negative effects on performance for employees with lower levels of commitment and job experience. Commitment, like stre...
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作者：Seo, Myeong-Gu; Barrett, Lisa Feldman
作者单位：University System of Maryland; University of Maryland College Park; Boston College
摘要：This paper examines the link between affective experience and decision-making performance. In a stock investment simulation, 101 stock investors rated their feelings on an Internet Web site while making investment decisions each day for 20 consecutive business days. Contrary to the popular belief that feelings are generally bad for decision making, we found that individuals who experienced more intense feelings achieved higher decision-making performance. Moreover, individuals who were better ...
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作者：Hillman, Amy J.; Shropshire, Christine; Cannella, Albert A., Jr.
作者单位：Arizona State University; Arizona State University-Tempe; Tulane University
摘要：Women are increasing in number among corporations' boards of directors, yet their representation is far from uniform across firms. In this study, we adopted a resource dependence theory lens to identify organizational predictors of women on boards. We tested our hypotheses using panel data from the 1,000 U.S. firms that were largest in terms of sales between 1990 and 2003. We found that organizational size, industry type, firm diversification strategy, and network effects (linkages to other bo...
