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作者：Bhaskar-Shrinivas, P; Harrison, DA; Shaffer, MA; Luk, DM
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; Hong Kong Baptist University; City University of Hong Kong
摘要：Integrating work on international assignments and domestic stress, we conducted meta-analyses of over 50 determinants and consequences of expatriate adjustment using data from 8,474 expatriates in 66 studies. We also examined the trajectory of adjustment over time, and time as a moderator of adjustment effects. Results emphasize the centrality, criticality, and complexity of adjustment, strongly supporting Black, Mendenhall, and Oddou's (1991) model. Structural modeling of proposed model exten...
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作者：Gilson, LL; Mathieu, JE; Shalley, CE; Ruddy, TM
作者单位：University of Connecticut; University System of Georgia; Georgia Institute of Technology
摘要：We examine relationships between creativity, the use of standardized work practices, and effectiveness (measured as both performance and customer satisfaction) among 90 empowered teams of service technicians. Despite the seemingly contradictory natures of creativity and standardized procedures, our results indicate that they can be complementary. Specifically, standardization was found to moderate the relationship between creativity and both team performance and customer satisfaction, although...
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作者：Bacharach, SB; Bamberger, PA; Vashdi, D
作者单位：Cornell University; Technion Israel Institute of Technology
摘要：Dividends from employee diversity may require intergroup knowledge and information sharing, which in turn may depend on supportive peer relations. Yet little is known about the antecedents of such supportive relations among the racially dissimilar. We posited that the relative prevalence of supportive relations among dissimilar peers will be higher in work units with high task interdependence and a strong peer support climate but will decline as the proportion of racially different others incr...
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作者：Canina, L; Enz, CA; Harrison, JS
作者单位：Cornell University; University of Richmond
摘要：This study provides evidence regarding the strategic dynamics of competitive clusters. Firms that agglomerate (co-locate) may benefit from the differentiation of competitors without making similar differentiating investments themselves. Alternatively, co-locating with a high percentage of firms with low-cost strategic orientations reduces performance for firms pursuing high levels of differentiation. Further, the lowest-cost providers with the greatest strategic distance from the norm of the c...
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作者：Mossholder, KW; Settoon, RP; Henagan, SC
作者单位：Louisiana State University System; Louisiana State University; University of Louisiana System; Southeastern Louisiana University; Northern Illinois University
摘要：This study examined whether structural, attitudinal, and behavioral variables of a relational nature were predictive of employee turnover. Participants were a sample of 176 health care employees from a large public medical center. Using survival analysis over a five-year time frame, we found that two such variables, network centrality and interpersonal citizenship behavior, predicted turnover. Implications of taking a relational perspective toward turnover and other withdrawal behaviors found ...
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作者：Subramaniam, M; Youndt, MA
作者单位：Boston College; Skidmore College
摘要：We examined how aspects of intellectual capital influenced various innovative capabilities in organizations. In a longitudinal, multiple-informant study of 93 organizations', we found that human, organizational, and social capital and their interrelationships selectively influenced incremental and radical innovative capabilities. As anticipated, organizational capital positively influenced incremental innovative capability, while human capital interacted with social capital to, positively infl...
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作者：Rowley, TJ; Greve, HR; Rao, H; Baum, JAC; Shipilov, AV
作者单位：University of Toronto; BI Norwegian Business School; Northwestern University
摘要：In a sample of Canadian investment bank cliques from 1952 to 1990, we examined whether social similarity and cohesion reduced exits of members from these cliques; whether complementarity through differentiated roles reduced such exits; and whether inequality in structural holes increased exits. We found that complementarity and inequality were more powerful. antecedents of clique exits than similarity and cohesion. Our results suggest that clique stability is a function of three social and ins...
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作者：Wang, H; Law, KS; Hackett, RD; Wang, DX; Chen, ZX
作者单位：Peking University; Hong Kong University of Science & Technology; McMaster University; Zhejiang University; University of Canberra
摘要：We developed a model in which leader-member exchange mediated between perceived transformational leadership behaviors and followers' task performance and organizational citizenship behaviors. Our sample comprised 162 leader-follower dyads within organizations situated throughout the People's Republic of China. We showed that leader-member. exchange fully mediated between transformational leadership and task performance as well as organizational citizenship behaviors. Implications for the theor...
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作者：Ferlie, E; Fitzgerald, L; Wood, M; Hawkins, C
作者单位：University of London; Royal Holloway University London; De Montfort University; York University - Canada; University of Warwick
摘要：Two qualitative studies in the U.K. health care sector trace eight purposefully selected innovations. Complex, contested, and nonlinear innovation careers emerged. Developing the nonlinear perspective on innovation spread further, we theorize that multi-professionalization shapes nonspread. Social and cognitive boundaries between different professions retard spread, as individual professionals operate within unidisciplinary communities of practice. This new theory helps explain barriers to the...
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作者：Payne, SC; Huffman, AH
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：Over 1,000 U.S. Army officers responded to two surveys over a two-year period. Results indicated that mentoring was positively related to affective commitment and continuance commitment and negatively related to turnover behavior. The relationship with affective commitment was moderated by the conditions of mentorship (supervisory versus nonsupervisory) but not by the type of mentoring support provided (career-related versus psychosocial). Affective commitment partially mediated the negative r...
