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作者：Maritan, CA
作者单位：State University of New York (SUNY) System; University at Buffalo, SUNY
摘要：This article describes a field study in which insights from the resource-based view of the firm were combined with models of capital investment decision making to investigate the decision processes used to make capital investments in capabilities. The study shows that different decision processes are used to invest in existing and new capabilities and that current models in the literature need to be adapted to capture the differences, which relate primarily to information requirements and mana...
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作者：Carpenter, MA; Fredrickson, JW
作者单位：University of Wisconsin System; University of Wisconsin Madison; University of Wisconsin System; University of Wisconsin Madison; University of Texas System; University of Texas Austin
摘要：The complexity surrounding globalization offers a unique context in which to study the moderating role of uncertainty on top management team (TMT) demographic effects. In a sample of United States-based industrial firms, TMT international experience, educational heterogeneity, and tenure heterogeneity were positively related to firms' global strategic postures, and functional heterogeneity exhibited a negative association. However, when the level of uncertainty facing TMTs was accounted for, t...
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作者：Carpenter, MA; Sanders, WG; Gregersen, HB
作者单位：University of Wisconsin System; University of Wisconsin Madison; University of Wisconsin System; University of Wisconsin Madison; Brigham Young University
摘要：We develop resource- and dynamic capability-based arguments that CEOs with international assignment experience create value for their firms and themselves through their control of a valuable, rare, and inimitable resource. Supporting this view, U.S. multinationals performed better with CEOs with international assignment experience at their helms, especially when such human capital was bundled with other organizational resources and capabilities. Moreover, in highly global firms, CEOs with inte...
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作者：Kirkman, BL; Shapiro, DL
作者单位：University of North Carolina; University of North Carolina Greensboro; University of North Carolina; University of North Carolina Chapel Hill
摘要：Using a field survey of 461 self-managing work team members in four countries, we examined: (1) whether employee resistance to such teams mediated the relationships between employee cultural values and job attitudes and (2) whether the value-resistance relationships were stronger in some countries than in others. Results show that resistance mediated the cultural value-job attitude relationships, sometimes fully and sometimes partially, depending on which type of resistance (to teams or to sel...
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作者：Vermeulen, F; Barkema, H
作者单位：University of London; London Business School; Tilburg University
摘要：Research on acquisitions has typically focused on acquisitions per se, examining issues such as performance and implementation problems. This study moves beyond that perspective and studies the influence on a firm's later expansions. We argue that exploitation of a firm's knowledge base through greenfields eventually makes a firm simple and inert. In contrast, acquisitions may broaden a firm's knowledge base and decrease inertia, enhancing the viability of its later ventures. Over time, firms ...
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作者：Sanders, WG
作者单位：Brigham Young University
摘要：Executive stock ownership and stock option pay are often assumed to have congruent incentive effects; however, these incentives have asymmetrical risk properties, and executives may respond to them in different ways. This study, which examined the effects of ownership and option pay, showed that they had diametrically opposite effects on firms' acquisition and divestiture propensity. Moreover, situational characteristics moderated the risk-seeking behavior associated with stock option pay but ...
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作者：Keller, RT
作者单位：University of Houston System; University of Houston
摘要：A model of cross-functional project groups was developed and hypotheses were tested in a study of 93 research and new product development groups from four companies. The results showed that functional diversity had indirect effects through external communication on one-year-later measures. Technical quality and schedule and budget performance improved, but group cohesiveness diminished. Functional diversity also had an indirect effect through job stress on group cohesiveness, which was again r...
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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：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 ...
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作者：Siders, MA; George, G; Dharwadkar, R
作者单位：University of Wisconsin System; University of Wisconsin Madison; Syracuse University
摘要：Prior research reports of a weak commitment-performance relationship can be attributed to inconsistency in conceptualization and measurement of the constructs. In this study, we differentially relate attitudinal commitment to internal (organization and supervisor) and external (customer) foci to objective measures of job performance. Results suggest that both internal fool are related to organizationally rewarded job performance and that the external focus influences job performance relevant t...
