-
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...
-
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...
-
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 ...
-
作者：Reuer, JJ; Leiblein, MT
作者单位：INSEAD Business School; University System of Ohio; Ohio State University
摘要：Investments in dispersed foreign subsidiaries and international joint ventures (IJVs) are often thought to enhance corporate flexibility and thereby reduce risk. We tested these predictions from real options theory and the international strategy literature using a set of recently developed downside risk measures. The evidence reveals that U.S. manufacturing firms with greater multinationality or investment in IJVs do not generally obtain lower levels of downside risk. Implications for theory a...
-
作者：Richard, OC
作者单位：Louisiana State University System; Louisiana State University
摘要：Although valuing diversity has become a watchword, field research on the impact of a culturally diverse workforce on organizational performance has not been forthcoming. Invoking a resource-based framework, in this study I examined the relationships among cultural (racial) diversity, business strategy, and firm performance in the banking industry. Racial diversity interacted with business strategy in determining firm performance measured in three different ways, as productivity, return on equi...
-
作者：Stewart, GL; Barrick, MR
作者单位：Brigham Young University; Michigan State University; Michigan State University's Broad College of Business; Vanderbilt University; University of Iowa
摘要：We used data from 45 production teams (626 individuals) and their supervisors to test hypotheses related to team structure. For teams engaged primarily in conceptual tasks, interdependence exhibited a boolean OR-shaped relationship with team performance, whereas team self-leadership exhibited a positive, linear relationship with performance. For teams engaged primarily in behavioral tasks, we found a boolean AND-shaped relationship between interdependence and performance and a negative, linear...
-
作者：Florey, AT; Harrison, DA
作者单位：University of Missouri System; University of Missouri Columbia; University of Texas System; University of Texas Arlington
摘要：We developed and tested hypotheses describing the psychological process invoked when managers receive requests for accommodations from employees with disabilities. In two scenario-based experiments, obligation and attitude had consistent effects on managers' intentions to comply, mediating the influence of performance instrumentality and perceived fairness, Psychological reactions were affected by the controllability of a disability's onset, the employee's past performance, and the size of the...
-
作者：Tepper, BJ
作者单位：University of Kentucky
摘要：Drawing on justice theory, I examined the consequences of abusive supervisor behavior. As expected, subordinates who perceived their supervisors were more abusive were more likely to quit their jobs. For subordinates who remained with their jobs, abusive supervision was associated with lower job and life satisfaction, lower normative and affective commitment, and higher continuance commitment, conflict between work and family, and psychological distress. Organizational justice mediated most of...
