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作者：David, P; Hitt, MA; Gimeno, J
作者单位：University of Notre Dame; Arizona State University; Arizona State University-Tempe; INSEAD Business School
摘要：Researchers have assumed that large ownership stakes held by institutional investors grant them power to influence R&D investments, We found that ownership alone was insufficient and that institutions resorted to activism to influence R&D investments. Institutional activism increased R&D inputs over both the short and long terms. The nature of the activism and the strategic context of the R&D investment moderated the relationship. Further, R&D inputs mediated the effect of activism on R&D outp...
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作者：Hui, C; Lam, SSK; Schaubroeck, J
作者单位：Chinese University of Hong Kong; University of Hong Kong; Drexel University
摘要：In a field quasi experiment, customers were most satisfied with the service quality of the branch of a multinational bank where good organizational citizens had been trained as service quality leaders, and branch employees exhibited the highest conformance to the quality scheme of the bank. In a branch where service quality leaders were randomly selected for training, customer satisfaction and conformance improved more than they did in a branch where no service quality leaders were trained.
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作者：Smidts, A; Pruyn, ATH; van Riel, CBM
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam; Universitat Ramon Llull; Escuela Superior de Administracion y Direccion de Empresas (ESADE)
摘要：Employees' organizational identification was measured in three organizations. Results show that employee communication augments perceived external prestige and helps explain organizational identification. Communication climate plays a central role, mediating the impact on organizational identification of the content of communication. The relative impacts of employee communication and perceived external prestige on organizational identification differ between organizations; this was attributed ...
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作者：Stajkovic, AD; Luthans, F
作者单位：University of Wisconsin System; University of Wisconsin Madison; University of Nebraska System; University of Nebraska Lincoln
摘要：In this field experiment, we first compared the performance effects of money systematically administered through the organizational behavior modification (O.B. Mad.) model and routine pay for performance and then compared the effects of O.B. Mod.-administered money, social recognition, and performance feedback. The money intervention based on the O.B. Mod. outperformed routine pay for performance (performance increase = 37% vs. 11%) and also had stronger effects on performance than social reco...
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作者：Baum, JR; Locke, EA; Smith, KG
作者单位：University System of Maryland; University of Maryland College Park
摘要：We drew upon strategic management theory, organizational behavior theory, organization theory, and entrepreneurship models to form an integrated model of venture growth including 17 concepts from five micro and macro research domains. The model was tested with responses from 307 companies from the architectural woodworking industry. CEOs' specific competencies and motivations and firm competitive strategies were direct predictors of venture growth. CEOs' traits and general competencies and the...
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作者：Offermann, LR; Spiros, RK
作者单位：George Washington University
摘要：Qualitative and quantitative data from team development practitioners were used to examine the Link between the science and the practice of team development. Differences between academic and full-time practitioners were found in the value placed on empirical knowledge sources. Familiarity with recent relevant literature was associated with better intervention outcomes, and practitioners who valued empirical outlets reported greater short-term success than those who did not. Suggestions for imp...
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作者：Douglas, TJ; Judge, WQ Jr
作者单位：Clemson University; University of Tennessee System; University of Tennessee Knoxville
摘要：We explored the relationship between the degree to which total quality management (TQM) practices were adopted within organizations and the corresponding competitive advantages achieved. We found relatively strong support for this relationship, In addition, our data showed some support for the moderating influence of organizational structure on TQM implementation effectiveness. Specifically, two measures of organizational structure, labeled control and exploration, were found to offer independ...
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作者：Spencer, JW
作者单位：George Washington University
摘要：This cross-national study explores the relative contributions of academic and corporate research to subsequent industrial R&D activities within one industry. Japanese university research emerged as less influential than Japanese corporate research. The difference between the relevance of U.S. university and U.S. corporate research was only marginally significant. In both countries, university research appeared to contribute most to domestic firms. These findings accentuate the role that nation...
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作者：Zhou, J; George, JM
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Rice University
摘要：This study focused on the conditions under which job dissatisfaction will lead to creativity as an expression of voice. We theorized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment (commitment motivated by necessity) to result in creativity. In a sample of 149 employees, as hypothesized, employees with high job dissatisfaction exhibited the highest crea...
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作者：Elvira, MM; Cohen, LE
作者单位：University of California System; University of California Irvine
摘要：Building on demography theories, we study the effects of organizational sex composition at different job levels on the turnover of men and women at the same or lower levels. We found that women were less likely to leave when more women were employed at their job level but that the effects of the proportions of women immediately above and in executive levels varied with women's rank. Men's turnover was not significantly affected by the proportions of men at or immediately above their job level ...
