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作者：Ezzamel, M; Watson, R
作者单位：University of Manchester; University of Leeds
摘要：We argue that compensation committees will pay executives at least at the going rate and that deviations from that rate will influence subsequent pay, in a sample of large U.K. companies, we estimated whether asymmetric responses to pay anomalies explained executive pay. All three of our pay anomaly measures were statistically related to subsequent pay. Moreover, there was significant nonlinear adjustment toward the going rate for underpaid executives.
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作者：Mehra, A; Kilduff, M; Brass, DJ
作者单位：University System of Ohio; University of Cincinnati; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Using distinctiveness theory, this research showed that the relative rarity of a group in a social context tended to promote members' use of that group as a basis for shared identity and social interaction. Relative to majority group members, racial minorities and women in a master of business administration cohort were more likely to make identity and friendship choices within-group. The marginalization of racial minorities in the friendship network resulted both from exclusionary pressures a...
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作者：Mueller, SL; Clarke, LD
作者单位：State University System of Florida; Florida International University; University of North Carolina; Appalachian State University
摘要：Recent labor economics studies suggest that low enterprise productivity in former socialist economies can be corrected by adopting reward systems emphasizing compensation for performance. We used the equity sensitivity construct to test for differences in the attitudes toward equity of business students from the United States and five countries of Central and Eastern Europe. Entitlement attitudes were more pervasive in the transition economies of Central and Eastern Europe than in the United S...
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作者：Schriesheim, CA; Neider, LL; Scandura, TA
作者单位：University of Miami
摘要：Subordinate and supervisor leader-member exchange (LMX) were examined as correlates of delegation and as moderators of relationships between delegation and subordinate performance and satisfaction. Raw score analyses of data on 106 dyads showed both to be significantly related to delegation and to have similar main and moderating effects for subordinate performance and satisfaction. Finally, within- and between-groups analyses largely supported the level-of-analysis predictions of the LMX appr...
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作者：Long, RG; Bowers, WP; Barnett, T; White, MC
摘要：We examined the relationships among status of academic origin, status of academic affiliation, and research productivity for a sample of doctoral graduates in management. Contrary to expectations, the status of a graduate's academic origin did not appear to be strongly associated with his or her research productivity. The status of his or her academic affiliation, however, had a relatively strong association with research productivity in terms of both number of publications in top journals and...
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作者：Sanders, WG; Carpenter, MA
作者单位：Brigham Young University; University of Wisconsin System; University of Wisconsin Madison
摘要：Using the complementary lenses of information-processing and agency theories, this study tests the proposition that the complexity resulting from a firm's degree of internationalization will be accommodated by its governance structure. Results from a sample of large U.S. firms support this perspective, suggesting that firms manage and cope with the information-processing demands and agency issues arising from internationalization through higher, longer-term CEO pay, larger top management teams...
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作者：Taylor, MS; Masterson, SS; Renard, MK; Tracy, KB
作者单位：University System of Maryland; University of Maryland College Park; West Virginia University
摘要：This research examined managers' reactions to the implementation of a procedurally just performance management system in two samples, Findings indicated that managers who perceived unfairness in their own most recent performance evaluations reacted more favorably to the implementation of a procedurally just system than those who did not perceive unfairness.
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作者：Conyon, MJ; Peck, SL
作者单位：University of Warwick
摘要：Using panel data on large, publicly traded U.K. companies gathered between 1991 and 1994, we examined the role of board control and remuneration committees in determining management compensation. Board monitoring, measured in terms of the proportion of nonexecutive directors on a board and the presence of remuneration committees and CEO duality, had only a limited effect on the level of top management pay. An important conclusion was that top management pay and corporate performance are more a...
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作者：Finkelstein, S; Boyd, BK
作者单位：Dartmouth College; Arizona State University; Arizona State University-Tempe
摘要：The idea that managerial discretion-defined as latitude of action-may be an important determinant of CEO compensation has been recognized for some time. However, in spite of considerable work that has implicitly invoked related ideas on the sources of potential managerial contribution, a formal test of the discretion hypothesis has yet to be conducted. In addition, few studies have tested the performance consequences of CEO pay. In a sample of Fortune 1,000 firms, we found support for both a m...
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作者：Van Dyne, L; LePine, JA
作者单位：Michigan State University
摘要：Results of this field study of 597 employees demonstrate the importance of extra-role behavior in explaining employee performance over a six-month period, Supervisors, peers, and employees differentiated in-role from extra-role behavior, They also differentiated two related forms of promotive extra-role behavior: helping and voice, We cross-validate our results and conclude by discussing future research implications.
