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作者：ROBINSON, SL; KRAATZ, MS; ROUSSEAU, DM
作者单位：Northwestern University
摘要：In an exploratory longitudinal study of business school alumni, we investigated changes in employment obligations as perceived by employees. During the first two years of employment, employees came to perceive that they awed less to their employers while seeing their employers as owing them more. An employer's failure to fulfill its commitments was found to be significantly associated with decline in some types of employee obligations. We discuss implications for managing employees' beliefs re...
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作者：KAUFFMAN, RG; OLIVA, TA
作者单位：University of Texas System; University of Texas Dallas; Pennsylvania Commonwealth System of Higher Education (PCSHE); Temple University
摘要：Leading management scholars have called for the use of nonstandard research to help solve complex problems that are not tractable with standard approaches. This article demonstrates the use of multivariate catastrophe model estimation as a partial answer to that call. The approach makes catastrophe theory more useful for researching certain problematic phenomena. Furthermore, it prevents problems with the difference regression technique used in the past. We use a small application taken from t...
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作者：LUBATKIN, M; CHATTERJEE, S
作者单位：University System of Ohio; Case Western Reserve University
摘要：It is widely held that diversification lowers a firm's unsystematic (business-specific) risk but does not affect its systematic (systemwide) risk. We tested each notion while controlling for other factors that influence risk. The findings show that the relationship between corporate diversification and both forms of stock return risk generates a U-shaped graph. Thus, an important way for corporations to minimize risk is to diversify into similar businesses rather than into identical or very di...
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作者：POWELL, GN; BUTTERFIELD, DA
作者单位：University of Massachusetts System; University of Massachusetts Amherst
摘要：Although a ''glass ceiling'' is said to keep women from the top management levels of organizations, no research has investigated actual decisions about promotions to such positions. This study examined promotion decisions for U.S. federal government Senior Executive Service positions in a cabinet-level department. Contrary to hypotheses, the job-irrelevant variable of gender worked to women's advantage, both directly and indirectly, through job relevant variables. However, an applicant's emplo...
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作者：KELLER, RT
摘要：A study of 98 R&D project groups using a longitudinal design found support far the contingency theory hypothesis that the fit between a task technology's nonroutineness and information-processing needs will predict project performance. The hypothesis was supported for concurrent and one-year-later management ratings of project quality, using absolute difference scores as a measure of fit. The fit between a technology's unanalyzability and information processing, however, was not a predictor of...
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作者：GERSICK, CJG
摘要：Theorists debate whether organizations are inertial or adaptable, but mounting evidence shows they are both, provoking questions about how shifts occur between inertia and change. Research shows performance crises can trigger reactive change, but proactive revolutions in organizations are poorly understood. In project groups, temporal pacing triggers proactive change. This longitudinal study of a venture capital-backed start-up company explored whether temporal pacing could regulate momentum a...
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作者：WOFFORD, JC
摘要：This study examined the cognitive processes involved in handling job problems in two business organizations. True situational characteristics, discrepancy between a goal and performance and the frequency of a problem's occurrence, and two individual characteristics-cognitive complexity and the accessibility of ''script tracks'' in memory (conceptual structures)-were found to be associated with these cognitive processes. Job complexity moderated the relationship of cognitive complexity with pro...
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作者：OHLOTT, PJ; RUDERMAN, MN; MCCAULEY, CD
摘要：It has been suggested that one reason so few women have been promoted to senior management positions is that during their careers they experience fewer developmental job opportunities than men. To test this idea, we surveyed male and female managers about developmental components in their current jobs. Results suggest that men experience some greater task-related developmental challenges, but women experience greater developmental challenges stemming from obstacles they face in their jobs.
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作者：PINKLEY, RL; NORTHCRAFT, GB
作者单位：University of Arizona
摘要：Previous research has shown that disputants differ substantially in how they experience, or cognitively ''frame,'' conflict-even the same conflict. We explored the influence of cognitive frames on negotiation processes and outcomes. Results suggest that such frames significantly influence the processes and outcomes of conflict along three specific dimensions.
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作者：KILDUFF, M; KRACKHARDT, D
作者单位：Carnegie Mellon University
摘要：We challenge the claimed incommensurability of individualism and structuralism by showing how a cognitive theory can guide the use of structural methods. According to balance theory, there is a strain toward cognitive balance in observers' perceptions of friendship relations. Thus, we found, as predicted, that being perceived to have a prominent friend in an organization boosted an individual's reputation as a good performer, but that actually having such a friend (as assessed by conventional ...
