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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：Raja, U; Johns, G; Ntalianis, F
作者单位：Concordia University - Canada
摘要：This research examined the relationship between employee personality and psychological contract type, perceptions of contract breach, and feelings of contract violation. In general, personality characteristics (extraversion, conscientiousness, neuroticism, self-esteem, equity sensitivity, and locus of control) were related to reported contract type. They also tended to predict perceptions of contract breach and to moderate the relationship between those perceptions and feelings of contract vio...
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作者：Schweitzer, ME; Ordóñez, L; Douma, B
作者单位：University of Pennsylvania; University of Arizona; University of Montana System; University of Montana
摘要：We explored the role of goal setting in motivating unethical behavior in a laboratory experiment. We found that people with unmet goals were more likely to engage in unethical behavior than people attempting to do their best. This relationship held for goals both with and without economic incentives. We also found that the relationship between goal setting and unethical behavior was particularly strong when people fell just short of reaching their goals.
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作者：Janssen, O; Van Yperen, NW
作者单位：University of Groningen
摘要：As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance orientation was negatively related or unrelated to those outcomes. These findings suggest that employees with stronger mastery orientations are more effective on the job because they tend to establ...
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作者：Cullen, JB; Parboteeah, KP; Hoegl, M
作者单位：Washington State University; University of Wisconsin System; University of Wisconsin Madison; Bocconi University
摘要：With globalization, understanding unethical conduct from a cross-national perspective is becoming more important. We used institutional anomie theory to develop hypotheses relating four national culture variables (achievement, individualism, universalism, and pecuniary materialism) and social institutions (economy, polity, family, and education) to managers' willingness to justify behaviors generally considered ethically suspect. Data from 3,450 managers from 28 countries support our hypothese...
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作者：Langfred, CW
作者单位：Washington University (WUSTL)
摘要：A high level of trust can make the members of self-managing work teams reluctant to monitor one another. If low monitoring combines with high individual autonomy, team performance can suffer. Data from 71 self-managing teams of MBA students demonstrated this effect. High trust was associated with higher team performance when individual autonomy was low but with lower performance when individual autonomy was high. Additional analysis showed a moderated mediating role of monitoring and autonomy ...
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作者：Seibert, SE; Silver, SR; Randolph, WA
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; University System of Maryland; University of Baltimore
摘要：Most research to date has approached employee empowerment as an individual-level phenomenon. In this study we proposed a work-unit-level construct, empowerment climate, and tested a multiple-level model integrating macro and micro approaches to empowerment. Empowerment climate was shown to be empirically distinct from psychological empowerment and positively related to manager ratings of work-unit performance. A cross-level mediation analysis using hierarchical linear modeling showed that psyc...
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作者：Saparito, PA; Chen, CC; Sapienza, HJ
作者单位：Drexel University; Rutgers University System; Rutgers University New Brunswick; University of Minnesota System; University of Minnesota Twin Cities
摘要：Using data on 935 small firms and bank managers, we differentiated customers' relational trust in their banks from beliefs about the banks' self-interested motivations. Relational trust mediated the relationship between bank strategies (customer orientation and manager continuity) and the likelihood a firm would switch banks, and the effect of trust went beyond that of beliefs about self-interest. Further, customer orientation reduced bank switching through relational trust, whereas manager co...
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作者：Conlon, DE; Van Dyne, L; Milner, M; Ng, KY
作者单位：Michigan State University; Nanyang Technological University
摘要：Expanding a conceptual framework, we differentiated services on the basis of their levels of captivity (the difficulty of a customer's leaving) and intensity (the number of services performed), arguing that context is especially critical to service delivery when these levels are high. Data from cruise ships generally supported our hypotheses. We report effects of physical and social context on evaluations made by passengers, industry experts, and government regulators. Implications for manager...
