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作者：Sirmon, David G.; Hitt, Michael A.; Ireland, R. Duane
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：We address current criticisms of the RBV (oversight of dynamism, environmental contingencies, and managers' role) by linking value creation in dynamic environmental contexts to the management of firm resources. Components of the resource management model include structuring the resource portfolio; bundling resources to build capabilities; and leveraging capabilities to provide value to customers, gain a competitive advantage, and create wealth for owners. Propositions linking resource manageme...
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作者：Priem, Richard L.
作者单位：University of Wisconsin System; University of Wisconsin Milwaukee
摘要：I show how company strategies that focus on improving consumer benefits can create value by increasing consumer payments to an entire value system. This consumer benefit experienced viewpoint on value creation complements the value capture orientations of the firm positioning, transaction cost, and resource-based approaches. It helps to clarify often-blurred distinctions between value creation and value capture and offers an additional tool for addressing intractable issues in strategic manage...
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作者：Ballinger, Gary A.; Schoorman, F. David
作者单位：University of Virginia; Purdue University System; Purdue University
摘要：We integrate theories of cognitive appraisal, relational leadership, and trust to develop a model of how individual affective reactions to leadership succession influence work attitudes and behaviors. We predict that the quality of the relationship with the prior leader will influence an affective reaction to that leader's departure. This affective reaction will influence the group member's initial trust in the new leader, task communication with the new leader, organizational citizenship beha...
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作者：Colella, Adrienne; Paetzold, Ramona L.; Zardkoohi, Asghar; Wesson, Michael J.
作者单位：Tulane University; Texas A&M University System; Texas A&M University College Station; Mays Business School
摘要：Pay secrecy is a contentious issue in many organizations and a controversial one in our society. However. there has been little scholarly research on this topic. We hope to address this void by exposing the complexity of pay secrecy as a construct. What are its costs and benefits? What factors affect the link between pay secrecy and the extent to which it is a cost or benefit? This article reveals the complexity of pay secrecy and, we hope, generates ideas for much new research in the broad ma...
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作者：Kang, Sung-Choon; Morris, Shad S.; Snell, Scott A.
作者单位：Korea University; Sungkyunkwan University (SKKU); Cornell University
摘要：Theories of knowledge-based competition emphasize the firm's ability both to explore and to exploit knowledge as the source of value creation. We attempt to bring human resource management directly into this forum by introducing a framework of relational archetypes entrepreneurial and cooperative that are derived from unique configurations of three dimensions (structural. affective, and cognitive) of social relations within and across firm boundaries. We identify how human resource configurati...
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作者：Dane, Erik; Pratt, Michael G.
作者单位：University of Illinois System; University of Illinois Urbana-Champaign
摘要：We review and reconceptualize intuition, defining intuitions as affectively charged judgments that arise through rapid, nonconscious, and holistic associations. In doing so, we delineate intuition from other decision-making approaches (e.g., insight, rational). We also develop a model and propositions that incorporate the role of domain knowledge, implicit and explicit learning. and task characteristics on intuition effectiveness. We close by suggesting directions for future research on intuit...
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作者：Benz, Matthias; Frey, Bruno S.
摘要：In view of recent corporate scandals, we argue that corporate governance can learn from public governance. Institutions devised to control and discipline the behavior of executives in the political sphere can give new insights into how to improve the governance of firms. We discuss proposals in four specific areas: manager compensation. the division of power within firms, rules of succession in top positions, and institutionalized competition in core areas of the corporation.
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作者：Lee, Seung-Hyun; Peng, Mike W.; Barney, Jay B.
作者单位：University of Texas System; University of Texas Dallas; University System of Ohio; Ohio State University
摘要：We develop a real options perspective to explore how an entrepreneur-friendly bankruptcy law can encourage entrepreneurship development at the societal level. If bankrupt entrepreneurs are excessively punished for failure, they may let inherently high-risk but potentially high-return opportunities pass. We suggest that a more entrepreneur-friendly bankruptcy law, informed by a real options logic, can encourage more active and vibrant entrepreneurship development. We also discuss the implicatio...
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作者：Mesquita, Luiz F.
作者单位：Arizona State University; Arizona State University-Tempe
摘要：Mechanisms to reconstruct trust are vital for geographically clustered firms, since they must collaborate while they also compete. This research outlines the role of third-party trust facilitators in reconstructing trust in cluster environments that have evolved into states of distrust and noncollaboration. Specifically. their trust-facilitating abilities and reputation, when moderated by appropriate process structures and managerial propensities to trust, help demarcate separate relationship ...
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作者：Jones, Thomas M.; Felps, Will; Bigley, Gregory A.
作者单位：University of Washington; University of Washington Seattle
摘要：We use convergent elements of major ethical theories to create a typology of corporate stakeholder cultures-the aspects of organizational culture consisting of the beliefs, values, and practices that have evolved for solving problems and otherwise managing stakeholder relationships. We describe five stakeholder cultures-agency, corporate egoist, instrumentalist, moralist, and altruist-and explain how these cultures lie on a continuum, ranging from individually self-interested (agency culture) ...
