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作者：Shaw, JD; Gupta, N; Delery, JE
作者单位：University of Kentucky; University of Arkansas System; University of Arkansas Fayetteville
摘要：We propose four alternative predictions regarding the relationship between voluntary turnover and workforce performance and develop the hypothesis that safety and productivity outcomes mediate that relationship. In two intraindustry studies, strong support emerged for curvilinearity: the relationship between voluntary turnover and workforce performance is negative, but it is attenuated as turnover increases. Some modest support for workforce performance as a mediator of the voluntary turnover ...
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作者：Datta, DK; Guthrie, JP; Wright, PM
作者单位：University of Texas System; University of Texas Arlington; University of Kansas; Cornell University
摘要：There has been growing interest in the degree to which human resource systems contribute to organizational effectiveness, yet limited research attention has been paid to the contextual conditions that moderate the efficacy of these practices. In this study, we examined how industry characteristics affect the relative importance and value of high-performance work systems. Findings indicate that the impact of these human resources systems on productivity is influenced by industry capital intensi...
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作者：Maitlis, S
作者单位：University of British Columbia
摘要：A longitudinal study of the social processes of organizational sensemaking suggests that they unfold in four distinct forms: guided, fragmented, restricted, and minimal. These forms result from the degree to which leaders and stakeholders engage in sensegiving-attempts to influence others' understandings of an issue. Each of the four forms of organizational sensemaking is associated with a distinct set of process characteristics that capture the dominant pattern of interaction. They also each ...
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作者：Rynes, SL
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作者：Takeuchi, R; Tesluk, PE; Yun, SH; Lepak, DP
作者单位：Hong Kong University of Science & Technology; University System of Maryland; University of Maryland College Park; Montclair State University; Rutgers University System; Rutgers University New Brunswick
摘要：Integrating multiple theoretical perspectives, we differentiated international experience into current and past experience. In addition, we organized past international experience along two dimensions: domain (work/travel) and cultural specificity (U.S./non-U.S.). We examined the effects of expatriates' current assignment experience and past international experience on cross-cultural adjustment. The results indicate that past international experience moderates the relationship between current ...
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作者：Chen, GL
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：This study tested a multilevel model of newcomer adaptation in teams using longitudinal and multisource data from 65 project teams. Results indicated that newcomer performance improved over time, particularly early in socialization. Initial newcomer empowerment, team expectations, and team performance differently predicted newcomer initial performance and performance improvement. In turn, newcomer initial performance and performance improvement uniquely related to subsequent team performance, ...
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作者：Tekleab, AG; Takeuchi, R; Taylor, MS
作者单位：Clarkson University; Hong Kong University of Science & Technology
摘要：This study extends prior research on the chain of relationships among organizational justice, social exchange relationships, and employee reactions by investigating the proposed mediating role of psychological contract violations. Results obtained from a longitudinal design examining a sample of 191 employees provide strong support for the proposal, enhance support for chain directionality, validate theoretical predictions about determinants of contract violations, and provide initial evidence...
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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...
