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作者：Joshi, Aparna; Liao, Hui; Jackson, Susan E.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; Rutgers University System; Rutgers University New Brunswick
摘要：Drawing on social identity theory and status-based perspectives, we describe how in-group/out-group dynamics affect performance differences and earnings inequalities between members of higher-status majorities (whites, males) and lower-status minorities (people of color, women). Among sales employees on 437 teams in 46 units of a large company, team demographic composition and unit management composition moderated the relationship between individual demographic attributes and pay. Ethnicity-ba...
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作者：Ravasi, Davide; Schultz, Majken
作者单位：Copenhagen Business School
摘要：In this paper, we present a longitudinal study of organizational responses to environmental changes that induce members to question aspects of their organization's identity. Our findings highlight the role of organizational culture as a source of cues supporting sensemaking action carried out by leaders as they reevaluate their conceptualization of their organization, and as a platform for sensegiving actions aimed at affecting internal perceptions. Building on evidence from our research, we d...
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作者：Mathieu, John E.; Schulze, William
作者单位：University of Connecticut; Utah System of Higher Education; University of Utah
摘要：We advance a time-based theory of how team attributes, in terms of formal plans and knowledge, influence episodic transition and interpersonal processes and their relationships with team performance. Data were collected from 29 student teams that competed in a business simulation over four episodes (i.e., performance periods). We found mixed support for the notion that episodic processes partially mediate the relationships between team attributes and performance. Some unexpected yet informativ...
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作者：Collins, Christopher J.; Smith, Ken G.
作者单位：Cornell University; University System of Maryland; University of Maryland College Park
摘要：In this study, we developed and tested a theory of how human resource practices affect the organizational social climate conditions that facilitate knowledge exchange and combination and resultant firm performance. A field study of 136 technology companies showed that commitment-based human resource practices were positively related to the organizational social climates of trust, cooperation, and shared codes and language. In turn, these measures of a firm's social climate were related to the ...
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作者：Ilies, Remus; Scott, Brent A.; Judge, Timothy A.
作者单位：Michigan State University; Michigan State University's Broad College of Business; State University System of Florida; University of Florida
摘要：An experience-sampling study investigating the dynamic process through which personal traits and affective and attitudinal states experienced at work influence intra-individual patterns of organizational citizenship behavior over time generally supported hypotheses. First, at the intraindividual level, experience-sampled positive affect and job satisfaction predicted experience-sampled reports of organizational citizenship behaviors over time. Second, cross-level interaction between agreeablen...
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作者：O'Connor, Joseph P., Jr.; Priem, Richard L.; Coombs, Joseph E.; Gilley, K. Matthew
作者单位：University of Texas System; University of Texas El Paso; University of Wisconsin System; University of Wisconsin Milwaukee; Texas A&M University System; Texas A&M University College Station; Oklahoma State University System; Oklahoma State University - Stillwater
摘要：We contrast the conventional view that CEO stock options aid corporate governance by reducing moral hazard with the proposal that CEO stock options may subvert sound corporate governance. Views were tested in 65 matched pairs of public U.S. firms that either had or had not been discovered misreporting financial results. Our results support both the traditional perspective and our unprincipled agent view: in our sample, large CEO stock option grants were sometimes associated with a lower incide...
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作者：Zellmer-Bruhn, Mary; Gibson, Cristina
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of California System; University of California Irvine
摘要：Integrating and extending literature on international management and team effectiveness, we examined how macro context in multinational organizations (MNCs) influences work team learning and how team learning influences task performance and interpersonal relations. We examined these influences in a multimethod study of 115 teams in 20 subsidiaries of five MNCs. Controlling for micro contextual features, including team type, training, feedback, and autonomy, we found that organizational context...
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作者：Ellis, Aleksander P. J.
作者单位：University of Arizona
摘要：In an effort to extend theory and research on the effects of acute stress in teams, I examined the mediational role of mental models and transactive memory in the relationship between acute stress and team performance, using information-processing theory as an explanatory framework. Results for 97 teams working on a commandand-control simulation indicated that acute stress negatively affected mental models and transactive memory, which helped to explain why teams performed more poorly under ac...
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作者：Miller, C. Chet
作者单位：Wake Forest University
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作者：Shipilov, Andrew V.
摘要：What implications does a firm's specialization have for the performance the firm achieves by spanning structural holes between its partners? By analyzing networks within the Canadian investment banking industry, I found that, in networks rich in structural holes, both specialists and generalists performed better than banks of moderate specialization levels, and that generalist banks, in turn, performed better than specialists.
