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作者：Maertz, CP Jr; Campion, MA
作者单位：Saint Louis University; Purdue University System; Purdue University
摘要：Process models of turnover focus on how people quit; content models focus on why. To integrate these approaches and test whether motives relate systematically to decision processes, we classified 159 leavers using four process types and measured eight content motives for leaving. One key finding was that those who quit with no job alternative had more negative affect than users of other decision types, suggesting affect-driven, impulsive quitting. Results suggest that process-content integrati...
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作者：Gibson, CB; Birkinshaw, J
作者单位：University of California System; University of California Irvine; University of London; London Business School
摘要：We investigated contextual organizational ambidexterity, defined as the capacity to simultaneously achieve alignment and adaptability at a business-unit level. Building on the leadership and organization context literatures, we argue that a context characterized by a combination of stretch, discipline, support, and trust facilitates contextual ambidexterity. Further, ambidexterity mediates the relationship between these contextual features and performance. Data collected from 4,195 individuals...
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作者：Kirkman, BL; Rosen, B; Tesluk, PE; Gibson, CB
作者单位：University System of Georgia; Georgia Institute of Technology; University of North Carolina; University of North Carolina Chapel Hill; University of California System; University of California Irvine; University System of Maryland; University of Maryland College Park
摘要：We investigated the relationship between team empowerment and virtual team performance and the moderating role of the extent of face-to-face interaction using 35 sales and service virtual teams in a high-technology organization. Team empowerment was positively related to two independent assessments of virtual team performance-process improvement and customer satisfaction. Further, the number of face-to-face meetings moderated the relationship between team empowerment and process improvement: t...
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作者：Miller, KD; Chen, WR
作者单位：Purdue University System; Purdue University; INSEAD Business School
摘要：March and Shapira's (1987, 1992) model of managers' risk preferences allows for shifts in attention between survival and aspiration levels. Our study provides initial empirical tests of their model using organizational data. We found that the variables affecting risk and the sizes (but not the signs) of these effects differed across performance categories. Organizations performing poorly showed increased risk as they neared bankruptcy. Other firms showed lower risk as performance improved rela...
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作者：Klein, KJ; Lim, BC; Saltz, JL; Mayer, DM
作者单位：University of Pennsylvania; University System of Maryland; University of Maryland College Park
摘要：Drawing on social exchange and similarity-attraction theories, we hypothesized that individuals' demographic characteristics, values, and personality influence their acquisition of central positions in their teams' social networks. Education and neuroticism predicted centrality five months later; individuals who were highly educated and low in neuroticism became high in advice and friendship centrality and low in adversarial centrality. Team members' values similarity to their teammates also p...
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作者：Dietz, J; Pugh, SD; Wiley, JW
作者单位：Western University (University of Western Ontario); University Western Ontario Hospital; University of North Carolina; University of North Carolina Charlotte
摘要：Our aim in this study was to extend theory on service climate by examining two boundary conditions for the effects of service climate on customer attitudes. We hypothesized that (1) the more proximal and relevant the target of a service climate (a subunit versus an organization as a whole) to customers, and (2) the higher the frequency of contact between employees and customers, the stronger would be the relationship between service climate and customer attitudes. Both hypotheses received supp...
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作者：Benson, GS; Finegold, D; Mohrman, SA
作者单位：University of Texas System; University of Texas Arlington; University of Southern California; Claremont Colleges; Keck Graduate Institute of Applied Life Sciences
摘要：Does investing in employees' marketable skills reduce turnover? This study uses insights from human capital theory to explain how general skill development and promotion relate to voluntary turnover. Data from 9,439 salaried employees of a large manufacturer show that participation in tuition reimbursement reduces turnover while employees are in school. Voluntary turnover increases when individuals earn graduate degrees but is significantly reduced if they are subsequently promoted.
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作者：Glebbeek, AC; Bax, EH
作者单位：University of Groningen
摘要：We tested the hypothesis that employee turnover and firm performance have an inverted U-shaped relationship: overly high or low turnover is harmful. Our analysis was based on economic performance data from 110 offices of a temporary employment agency. These offices had high variation in turnover but were otherwise similar, allowing control for important intervening variables. Regression analysis revealed a curvilinear relationship; high turnover was harmful, but the inverted U-shape was not ob...
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作者：Boswell, WR; Olson-Buchanan, JB
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; California State University System; California State University Fresno
摘要：Examining a neglected issue, we investigated the relationships between employees' feeling mistreated, grievance filing, the nature of the perceived mistreatment, and employee withdrawal. Results indicated higher exit-related withdrawal for those who perceived mistreatment and higher work withdrawal behavior for those who experienced personalized mistreatment. Withdrawal measures for grievance filers were not significantly different from those for nonfilers when we accounted for the role of per...
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作者：Gibbons, DE
作者单位：United States Department of Defense; United States Navy; Naval Postgraduate School
摘要：Computational modeling simulated innovation diffusion through six prototypical interregional network structures and two distributions of partnering tendencies in dynamic organizational fields. Compared to regional constraints, connections among all geographic regions decreased clearly beneficial innovation diffusion (a low-threshold adoption model) but increased ambiguous innovation diffusion (a social influence model). Compared with uniform partnering tendencies, normally distributed partneri...
