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作者：Brown, MP; Sturman, MC; Simmering, MJ
作者单位：Bradley University; Cornell University; University of Louisiana System; Louisiana Technical University
摘要：In this study, we investigated the relationship between organization-level compensation decisions and organizational performance. Specifically, we examined how companies' pay structures and pay levels relate to resource efficiency, patient care outcomes, and financial performance. We expected both nonlinear and interactive effects. Results from a large database of hospitals support our predictions. We discuss the implications for practice and compensation research theory development in light o...
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作者：Shin, SJ; Zhou, J
作者单位：Washington State University; Rice University
摘要：Using a sample of 290 employees and their supervisors from 46 Korean companies, we found that (1) transformational leadership was positively related to follower creativity, (2) followers' conservation, a value, moderated that relationship, and (3) intrinsic motivation mediated the contribution of the interaction of transformational leadership and conservation and partially mediated the contribution of transformational leadership to creativity. We discuss implications of these results for resea...
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作者：Sanders, WG; Carpenter, MA
作者单位：Brigham Young University; University of Wisconsin System; University of Wisconsin Madison
摘要：Executives confront potentially conflicting pressures-maximizing shareholder wealth in the long term and appeasing shareholders in the near term. Because they must address near-term pressures to preserve tenure and to realize the benefits of long-term strategies, executives are increasingly likely to seek to mollify shareholders. We develop a behavioral-agency theoretical framework for studying how stock repurchase programs are used to help top managers appease shareholders. Analysis of 250 la...
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作者：Tihanyi, L; Johnson, RA; Hoskisson, RE; Hitt, MA
作者单位：University of Oklahoma System; University of Oklahoma - Norman; University of Missouri System; University of Missouri Columbia; Arizona State University; Arizona State University-Tempe
摘要：We examined the roles of institutional investors, boards of directors, and technological opportunity in relation to international diversification. Our research contributes to both agency and foreign direct investment theories. In data on 197 large U.S. firms, we found significant relationships between institutional ownership and international diversification. International diversification was favored by (1) professional investment funds along with outside board members and (2) pension funds al...
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作者：Combs, JG; Skill, MS
作者单位：State University System of Florida; Florida State University; University System of Ohio; University of Dayton
摘要：Managerialism is a theory that suggests that managers extract pay premiums by gaining control over their firms' compensation processes. Human capital theory suggests instead that pay premiums reflect executives' superior managerial abilities. This study tests a contingency perspective in which the source of pay premiums depends on executives' power and firms' governance strength. Results suggest pay premiums are a consequence of human capital in some firms and managerial entrenchment in others...
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作者：Beersma, B; Hollenbeck, JR; Humphrey, SE; Moon, H; Conlon, DE
作者单位：University of Amsterdam; Michigan State University; Emory University
摘要：This study examined whether the relationship between reward structure and team performance is contingent upon task dimension, team composition, and individual performance level. Seventy-five four-person teams engaged in a simulated interactive task in which reward structure was manipulated. A competitive structure enhanced one task dimension, speed, whereas a cooperative structure enhanced accuracy. Teams with extroverted and agreeable members performed better under the cooperative structure, ...
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作者：Glomb, TM; Liao, H
作者单位：University of Minnesota System; University of Minnesota Twin Cities; University of Illinois System; University of Illinois Urbana-Champaign
摘要：This cross-level study of 149 employees from 25 groups demonstrates the impact of group social context on individual interpersonal aggression. Extending the work of Robinson and O'Leary-Kelly (1998), results suggest that both being the target of aggression and the mean level of aggression in a work group (absent the target individual) are predictors of employees' reports of engaging in aggression. Effects persisted when individual differences related to aggression, demographics, and situationa...
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作者：Bono, JE; Judge, TA
作者单位：University of Minnesota System; University of Minnesota Twin Cities; State University System of Florida; University of Florida
摘要：We extend existing theories by linking transformational leadership to self-concordance at work. In two studies using diverse samples and methods, leader behaviors were associated with follower tendencies to set self-concordant goals. In general, followers of transformational leaders viewed their work as more important and as more self-congruent. The effects of self-concordant work goals on job attitudes and performance were generally positive; however, the pattern of relationships differed in ...
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作者：Randel, AE; Jaussi, KS
作者单位：Wake Forest University; State University of New York (SUNY) System; Binghamton University, SUNY
摘要：This study's examination of demography, personal, and social identity related to functional background offers insights about individuals' performance in cross-functional teams. We considered both the interaction between identity and dissimilarity with other team members and the interaction between identity and membership in a team's minority or majority. In explaining the relationship between identity and an individual's performance as a cross-functional team member, minority/majority membersh...
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作者：Chen, G; Klimoski, RJ
作者单位：University System of Georgia; Georgia Institute of Technology; George Mason University
摘要：Integrating research on the Pygmalion and Galatea effects with a group socialization model and theories of work motivation and interpersonal leadership, we delineated and tested a model of newcomer role performance in work teams. A two-month field study of 70 newcomers, 70 team leaders, and 102 teammates in high-tech project teams supported the model. In particular, newcomer general self-efficacy and experience predicted newcomer and team expectations, and motivational and interpersonal proces...
