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作者：Deckop, JR; Mangel, R; Cirka, CC
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：Economic control frameworks such as agency theory start with the assumption that employee and employer interests naturally diverge, whereas alternative control frameworks imply that employee and employer interests are often aligned. Integrating these literatures, we hypothesized that value alignment moderates the impact of pay for performance on extrarole behaviors. Our study of employees in the utility industry supported this hypothesis. Pay for performance had a negative impact an extrarole ...
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作者：Callister, RR; Kramer, MW; Turban, DB
作者单位：Utah System of Higher Education; Utah State University; University of Missouri System; University of Missouri Columbia
摘要：We examined how inquiring and monitoring for feedback from peers and supervisors changed over time for transferees. Hypotheses were grounded in uncertainty reduction and impression management theory. Results from a longitudinal study in which data were collected three times over a year indicated thai: monitoring for feedback from peers and supervisors remained constant over time, as did inquiry from supervisors, but that inquiry from peers declined. In addition, role clarity negatively influen...
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作者：Gimeno, J; Woo, CY
作者单位：Texas A&M University System; Texas A&M University College Station; University of Notre Dame
摘要：We integrate the efficiency and competitive effects of product-market scope choice into a comprehensive model of economic performance and empirically test the model in the context of the U.S. airline industry. Efficiency is influenced by a firm's scope economies, but the intensity of rivalry is determined by multimarket contact with rivals and their scope economies. The confluence of strong scope economies with multimarket contact results in superior economic performance. However, strong scope...
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作者：Lee, TW; Mitchell, TR; Holtom, BC; McDaniel, LS; Hill, JW
作者单位：University of Washington; University of Washington Seattle; Vanderbilt University; University of North Carolina; University of North Carolina Chapel Hill; Indiana University System; Indiana University Bloomington
摘要：This work reports further theoretical development of Lee and Mitchell's (1994) unfolding model of voluntary turnover, which describes different psychological paths that people take when quitting organizations. Ambiguities in the model were identified, and hypotheses aimed at resolving these ambiguities were tested on a sample of 229 former employees from the Big 6 public accounting firms. The results provide a theoretical and quantitative extension of an earlier qualitative assessment of the u...
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作者：Dalton, DR; Daily, CM; Johnson, JL; Ellstrand, AE
作者单位：Indiana University System; IU Kelley School of Business; Indiana University Bloomington; University of Arkansas System; University of Arkansas Fayetteville; California State University System; California State University Long Beach
摘要：Although a host of theory-driven rationales suggest a relationship between board of directors size and firm performance, the literature provides no consensus about: the direction of that relationship, A meta-analysis of 131 samples (N = 20,620) provided systematic evidence of nonzero, positive, true population estimates of board size-performance relationships.
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作者：Dulebohn, JH; Ferris, GR
作者单位：University System of Georgia; Georgia State University; University of Mississippi
摘要：The present study examined the impact of employees' use of influence tactics on their evaluations of the fairness of the performance evaluation process, Results indicated that the use of supervisor-focused influence tactics was associated with positive procedural justice evaluations, but the use of job-focused influence tactics was associated with negative evaluations. Also, employees' perceptions of decision control and opportunity for formal voice were found to moderate the relationship betw...
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作者：Welbourne, TM; Cyr, LA
作者单位：University of Michigan System; University of Michigan; Harvard University
摘要：There is much discussion about firms putting human resource management (HRM) to strategic use, in part by hiring senior HRM executives. This study explored whether that recommendation can help entrepreneurial, growth-oriented companies. By applying organizational inertia concepts, we investigated whether having a senior HRM executive reporting to a firm's CEO affected firm performance in a sample of firms making their initial public offerings (IPOs). Results indicate that smaller, fast-growing...
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作者：Johnson, RA; Greening, DW
作者单位：University of Missouri System; University of Missouri Columbia
摘要：The effects of institutional investor types and governance devices on two dimensions of corporate social performance (CSP) were examined. Pension fund equity was positively related to both a people (women and minorities, community, and employee relations) and a product quality (product and environment) dimension of CSP, but mutual and investment bank funds exhibited no direct relationship with CSP. Outside director representation was positively related to both CSP dimensions. Top management eq...
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作者：Ogden, S; Watson, R
作者单位：University of Leeds; University of Strathclyde
摘要：This study examined a major contention of stakeholder theory: namely, that a firm can simultaneously enhance the interests of its shareholders and other relevant stakeholders. Financial data relating to the U.K. water supply industry and the customer service performance indicators introduced after privatization in 1989 to protect customer interests provided the basis of our empirical analysis. The results show that, although improving relative customer service performance is costly for firms i...
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作者：Henriques, I; Sadorsky, P
作者单位：York University - Canada
摘要：Do firms committed to stewardship of the natural environment differ from less environmentally committed firms in their perceptions of the relative importance of different stakeholders in influencing their environmental practices? Using cluster analysis on six responses to questions describing a firm's practices, we classified 400 firms into four environmental profiles: reactive, defensive, accommodative, and proactive. Results indicate that firms with more proactive profiles do differ from les...
