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作者：ARTHUR, JB
摘要：Using an empirical taxonomy identifying two types of human resource systems, ''control'' and ''commitment,'' this study tested the strategic human resource proposition that specific combinations of policies and practices are useful in predicting differences in performance and turnover across steel ''minimills.'' The mills with commitment systems had higher productivity, lower scrap rates, and lower employee turnover than those with control systems. In addition, human resource system moderated ...
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作者：SCOTT, SG; BRUCE, RA
作者单位：University of Louisville
摘要：The present study integrated a number of streams of research on the antecedents of innovation to develop and test a model of individual innovative behavior. Hypothesizing that leadership, individual problem-solving style, and work group relations affect innovative behavior directly and indirectly through their influence on perceptions of the climate for innovation, we used structural equation analysis to test the parameters of the proposed model simultaneously and also explored the moderating ...
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作者：FLOYD, SW; SCHROEDER, DM; FINN, DM
作者单位：Valparaiso University; University of Massachusetts System; University of Massachusetts Amherst
摘要：From authors' responses to open-ended questions, this theory-building study developed a framework to explain conflict over credit for joint research. Regression analysis of quantitative items provided evidence for the influence of motives and power on attitudes toward the value of author tasks and the criteria for ordering names in publications. The resulting model identifies four collaborative approaches and the sources of conflict appearing in each.
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作者：DUARTE, NT; GOODSON, JR; KLICH, NR
作者单位：University of North Carolina; University of North Carolina Charlotte
摘要：This study examined the interactive influence of performance, the quality of a supervisor-subordinate relationship, and the duration of that relationship on performance ratings. The results suggest that, in both the short run and long run, the performance of employees in high-quality ''leader-member exchange'' relationships is rated high, regardless of their objectively measured performance. The ratings of employees in low-quality exchange relationships are consistent with their objective perf...
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作者：CHATMAN, JA; JEHN, KA
作者单位：University of Pennsylvania
摘要：This study investigated the relationship between two industry characteristics, technology and growth, and organizational culture. We examined this relationship by comparing the cultures of organizations within and across industries. Using 15 firms representing four industries in the service sector, we found that stable organizational culture dimensions existed and varied more across industries than within them. Specific cultural values were associated with levels of industry technology and gro...
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作者：KONOVSKY, MA; PUGH, SD
摘要：This article develops and empirically examines a social exchange model of organizational citizenship behavior. An employee's trust in a supervisor is proposed to mediate the relationship between procedural fairness in the supervisor's decision making and employee citizenship. Data from 475 hospital employees and their supervisors were consistent with our model. We discuss future research directions.
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作者：BARR, SH; CONLON, EJ
作者单位：University of Notre Dame
摘要：Using a framework based on equity theory, we examined the joint effects of group feedback, individual feedback, and the distribution of feedback in a group on individuals' intentions to persist at a newly introduced behavior in a laboratory study. We proposed and found that the distribution of feedback was critical. Results were inconsistent with widely posited simple reinforcement or learning effects. Equity comparisons' mediation of group and individual performance feedback is reviewed, diff...
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作者：BUCHHOLTZ, AK; RIBBENS, BA
作者单位：Minnesota State Colleges & Universities; Saint Cloud State University
摘要：This study examined the influence of chief executive officers' (CEO) incentives and individual characteristics on the likelihood that target firms will resist takeover attempts. Results showed that the greater the level of CEO stock ownership, the lower the likelihood of takeover resistance; however, neither the existence nor the magnitude of a CEO's ''golden parachute'' payment affected takeover resistance. Although CEO age had a curvilinear relationship with the likelihood of takeover resist...
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作者：TURBAN, DB; DOUGHERTY, TW
摘要：We used structural equation modeling to investigate relationships among proteges' personality characteristics, initiation of mentoring, mentoring received, and career success for 147 managers and professionals. Proteges influenced the amounts of mentoring they received hy initiating relationships with mentors. Internal locus of control, high self-monitoring, and high emotional stability enhanced initiation, which mediated the relationships between personality characteristics and mentoring rece...
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作者：KESNER, IF; SHAPIRO, DL; SHARMA, A
作者单位：University of Massachusetts System; University of Massachusetts Amherst
摘要：Agency theory suggests a conflict of interest in the relationship between investment bankers and the firms they represent during merger negotiations. We examined this proposition by scrutinizing the association between the compensation bankers earned and the premiums paid in mergers. Results show a positive relationship between premium and compensation for investment bankers of both target and bidder firms. This relationship indicates alignment between the goals of the targets and their repres...
