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作者：Brett, JM; Okumura, T
作者单位：Northwestern University; Shiga University of Medical Science
摘要：In this study, we propose that culture provides scripts. and schemas for negotiation. The implications for negotiation of two cultural values, individualism/collectivism and hierarchy/egalitarianism, are discussed. The primary hypothesis, that joint gains will be lower in intercultural negotiations between U.S. and Japanese negotiators than in intracultural negotiations between either U.S. or Japanese negotiators, was confirmed with data from 30 intercultural, 47 U.S.-U.S. intracultural, and 1...
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作者：Bloom, M; Milkovich, GT
作者单位：University of Notre Dame; Cornell University
摘要：In this study, we extended agency-based research by examining the role of risk in the structure of managerial compensation and its relationship to organization performance. Our results suggest that organizations facing higher risk do not place greater emphasis on short-term incentives than other organizations-rather, they place less emphasis on them. Also, higher-risk firms that relied on incentive pay exhibited poorer performance than higher-risk firms that did not emphasize incentive pay.
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作者：Shamir, B; Zakay, E; Breinin, E; Popper, M
作者单位：Hebrew University of Jerusalem; University of Haifa
摘要：We tested several hypotheses derived from an extended version of Shamir, House, and Arthur's (1993) theory of charismatic leadership. We used three different samples of subordinates to assess leader behavior, individual-level correlates, and unit-level correlates, respectively. We also examined the effects of charismatic behaviors and unit-level correlates on superiors' assessments of leaders' performance. The findings provide only Very partial support for the theory and indicate a need for gr...
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作者：Barkema, HG; Gomez-Mejia, LR
作者单位：Tilburg University; Arizona State University; Arizona State University-Tempe
摘要：A tremendous amount of research has explored the relationship, between managerial pay and firm performance. We argue that this research has generally been limited because it ignores other criteria that can be used to determine managerial pay, as well as the influence of a firm's governance structure and various contingencies. Our analysis leads to a general framework for research on executive pay. This framework is used to evaluate the present state of research in this field and the contributi...
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作者：Das, S; Sen, PK; Sengupta, S
作者单位：University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital; State University of New York (SUNY) System; University at Buffalo, SUNY; California State University System; San Francisco State University
摘要：This study analyzed 119 strategic alliances formed during the period 1987-91. Using the event study methodology, we found that announcements of technological alliances enjoyed greater abnormal returns in the stock market than marketing alliance announcements. Consistent with our expectations, abnormal returns were negatively correlated with firm profitability and size, indicating that investors perceived more profitable, larger firms as capturing less of the gain generated in alliances, Indeed...
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作者：Provan, KG; Sebastian, JG
作者单位：University of Arizona; University of Kentucky
摘要：This study explored the use of clique analysis for explaining network effectiveness. In data from networks of mental health agencies in three cities, effectiveness, measured as client outcomes, was negatively related to the integration of full networks. In contrast, effectiveness was positively related to integration among small cliques of agencies when these cliques bad overlapping links through both reciprocated referrals and case coordination. The findings have implications for both theory ...
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作者：Tsai, WP; Ghoshal, S
作者单位：Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park; University of London; London Business School
摘要：Using data collected from multiple respondents in all the business units of a large multinational electronics company, we examined the relationships both among the structural, relational, and cognitive dimensions of social capital and between those dimensions and the patterns of resource exchange and product innovation within the company. Social interaction, a manifestation of the structural dimension of social capital, and trust, a manifestation of its relational dimension, were significantly...
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作者：Murray, B; Gerhart, B
作者单位：University of Texas System; University of Texas at San Antonio; Vanderbilt University
摘要：Despite the documented increase in skill-basad pas programs in organizations, little evidence exists on whether these plans achieve the results intended, Using time series data, this study examined productivity and labor cost outcomes over 37 months, Likewise, quality outcomes were examined using time series data from treatment and comparison facilities. The results indicated greater productivity (58%), lower labor cost per part (16%), and favorable quality outcomes (82 percent scrap reduction...
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作者：Meznar, MB; Nigh, D; Kwok, CCY
作者单位：Arizona State University; Arizona State University-Downtown Phoenix; University of South Carolina System; University of South Carolina Columbia
摘要：This research addressed empirical and conceptual issues raised by McWilliams and Siegel (1997) in light of the contradictory findings of several recent event studies dealing with announcements of withdrawal from South Africa. We concluded that the timing of withdrawal announcements is critical to understanding their impact and offer several explanations for the conflicting findings.
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作者：Phillips, JM
作者单位：Rutgers University System; Rutgers University New Brunswick
摘要：Through a quantitative meta-analysis of 40 studies of realistic job previews (RJPs), 26 of which were published, the effects of RJPs on attrition from the job recruitment process, the level and accuracy of initial job expectations, affective reactions, job performance, and turnover were assessed. In general, RJPs were related to higher performance and to lower attrition from the recruitment process, initial expectations, voluntary turnover, and all turnover. Moderating effects of the timing an...
