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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：Milliken, FJ; Martins, LL; Morgan, H
作者单位：New York University; University of Connecticut
摘要：A multitheoretical approach was used to explore why organizations vary in the degree to which they have adopted policies designed to help employees manage their work and family lives. Our findings indicated that: (1) significant differences existed across industries in work-family responsiveness; (2) the percentage of women employed by a company did not explain unique variance in responsiveness; and (3) organizations were more likely to offer benefits when work and family issues were salient t...
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作者：Welbourne, TM; Johnson, DE; Erez, A
作者单位：Cornell University; University of Alabama System; University of Alabama Tuscaloosa; State University System of Florida; University of Florida
摘要：This study introduces a theory-based measure of employee performance, the Role Based Performance Scale (RBPS), that is supported with results from a validation study using ten data sets from six companies. In contrast to traditional, job-related measures of employee performance, this proposed alternative measure of performance is based on role theory and identity theory. Because our results support the validity of the scale, we think that the instrument can be used for future research that req...
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作者：Aragon-Correa, JA
作者单位：University of Granada
摘要：In a sample of 105 firms in Spain, a relationship was found between strategic proactivity and approaches to the natural environment. The firms with the most proactive business strategies (prospectors) employed both traditional corrective and modern preventive natural environmental approaches. Firm size had a major impact on the amount of training relating to the natural environment in the sample firms and on their corrective approaches but made no difference to their preventive approaches.
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作者：Ganzach, Y
作者单位：Tel Aviv University
摘要：Previous research has emphasized either situational or dispositional/motivational variables as determinants of job satisfaction. The current study suggests that cognitive variables, and intelligence in particular, may also be important determinants, The relationship between intelligence and job satisfaction was analyzed on the basis of a model in which intelligence has a direct negative effect on job satisfaction, an indirect positive effect, mediated by job complexity, and an interactive effe...
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作者：Shaw, JD; Delery, JE; Jenkins, GD
作者单位：Drexel University; University of Arkansas System; University of Arkansas Fayetteville
摘要：Although there are many individual-level models of turnover, little research has examined the effects of human resource management practices on quit rates and discharge rates at the organizational level. This study used organization-level data from 227 organizations in the trucking industry to explore this issue. Results show that human resource management practices predict quit rates and discharge rates but that the determinants of each are quite different. Implications are derived and direct...
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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.
