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作者：Salk, JE; Brannen, MY
作者单位：California State University System; San Jose State University; University of Michigan System; University of Michigan
摘要：Individual influence is thought to shape team performance. However, empirical studies of its potential determinants in multicultural teams, including national culture, are lacking. A network study of the management team of a 50-50 German-Japanese international joint venture revealed multiple significant determinants, with advice centrality the most closely associated with influence. National culture, though not statistically significant, remained important in explaining patterns of relationshi...
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作者：Zenger, TR; Marshall, CR
作者单位：Washington University (WUSTL); University of Wisconsin System; University of Wisconsin Stevens Point
摘要：The incentive intensity of rewards (the individual. marginal gains in pay triggered by increased performance) has been linked to higher effort and the attraction of talent. Determinants of incentive intensity for individual rewards have been widely examined, but determinants of incentive intensity for group rewards remain unexplored. We used agency theory to test such determinants in 663 group-based pay plans. Incentive intensity was higher when groups were small, when plans did not need to me...
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作者：Shah, PP
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：Downsizing disrupts existing social networks in organizations. Layoff survivors' reactions to losses of both friends and coworkers in similar structural positions (structural equivalents) are examined here. A field study conducted in a consumer electronics firm revealed negative reactions to the loss of friends and positive reactions to the loss of coworkers in similar structural positions. The loss of friends weakened survivors' network centrality, but the loss of structural equivalents benef...
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作者：Welbourne, TM; Trevor, CO
作者单位：University of Michigan System; University of Michigan; University of Wisconsin System; University of Wisconsin Madison
摘要：Applying macro-level research on power and resource allocation to job evaluation in a university setting, we tested whether job evaluation outcomes were affected by departmental power. We found that departmental power had a positive effect on the number of a department's new positions and position upgrades that were authorized at the requested pay grade levels. Additionally, we considered power at the individual level of analysis and found that the effects of departmental power on new position...
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作者：Dreher, GF; Cox, TH Jr
作者单位：Indiana University System; Indiana University Bloomington; University of Michigan System; University of Michigan
摘要：Building upon the gender-based study conducted by Brett and Stroh (1997), we examined the moderating effects of gender and race on the relationship between changing employers and compensation attainment. The results suggest that, among graduates of M.B.A. (master of business administration) programs, the pay premium associated with an external labor market strategy is primarily a white-male phenomenon. White-male pay differentials were observed only among graduates who changed employers. These...
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作者：Tenbrunsel, AE; Wade-Benzoni, KA; Messick, DM; Bazerman, MH
作者单位：University of Notre Dame; New York University; Northwestern University; Harvard University
摘要：This article offers a cognitive account of the means versus ends focus of environmental regulation. The first of two studies suggests that standards (the means) exert an influence on judgments of proposed environmental solutions that is independent of the extent to which those solutions protect the environment (the ends). Standard-based decisions produce cognitive distortions, artificially enhancing the attractiveness of standard-conforming solutions over that of nonconforming solutions. Our s...
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作者：Shalley, CE; Gilson, LL; Blum, TC
作者单位：University System of Georgia; Georgia Institute of Technology
摘要：In a survey of 2,200 individuals, we examined the degree to which work environments are structured to complement the creative requirements of jobs. Regression analyses indicated that proximal job characteristics were more strongly associated with a combined objective and perceptual measure of job-required creativity than were distal organizational characteristics. Furthermore, higher job satisfaction and lower intentions to leave were found for individuals whose work environments complemented ...
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作者：Gómez, C; Kirkman, BL; Shapiro, DL
作者单位：University System of Maryland; Towson University; University of North Carolina; University of North Carolina Greensboro; University of North Carolina; University of North Carolina Chapel Hill
摘要：In a scenario-based study using Mexican and U.S. samples, when a team member was perceived to be an in-group (rather than an out-group) member, collectivists evaluated that member significantly more generously than did individualists. Further, collectivists valued maintenance contributions more than individualists did, and individualists valued task contributions more than collectivists did. Nevertheless, both collectivists and individualists appeared to value an equity norm.
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作者：Autio, E; Sapienza, HJ; Almeida, JG
作者单位：Aalto University; University of South Carolina System; University of South Carolina Columbia; Fairleigh Dickinson University
摘要：We employed knowledge-based theory to shed light on international growth in entrepreneurial firms. We found earlier initiation of internationalization and greater knowledge intensity to be associated with faster international growth. However, contrary to expectations, firms with more imitable technologies also grew faster. The former results suggest that early pursuit of international opportunity induces greater entrepreneurial behavior and confers a growth advantage, whereas the latter call i...
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作者：Duffy, MK; Shaw, JD; Stark, EM
作者单位：University of Kentucky
摘要：Drawing upon behavioral plasticity arguments, we posited that self-esteem is an important factor explaining the effects of two group characteristics, relationship conflict and task interdependence, on group members' performance and satisfaction. Results based on data from a sample of individuals working in classroom groups over a four-month period showed that when task interdependence was high, low self-esteem attenuated the negative relationship between relationship conflict and peer evaluati...
