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作者：Phillips, N; Lawrence, TB; Hardy, C
作者单位：University of Cambridge; Simon Fraser University; University of Melbourne
摘要：We argue that the processes underlying institutionalization have not been investigated adequately and that discourse analysis provides a coherent framework for such investigation. Accordingly, we develop a discursive model of institutionalization that highlights the relationships among texts, discourse, institutions, and action. Based on this discursive model, we propose a set of conditions under which institutionalization processes are most likely to occur, and we conclude the article with an...
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作者：Locke, EA; Latham, GP
作者单位：University System of Maryland; University of Maryland College Park; University of Toronto
摘要：We present six recommendations for building theories of work motivation that are more valid, more complete, broader in scope, and more useful to practitioners than existing theories. (1) Integrate extant theories by using existing meta-analyses to build a megatheory of work motivation. (2) Create a boundaryless science of work motivation. (3) Study the various types of relationships that could hold between general (trait) and situationally specific motivation. (4) Study subconscious as well as...
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作者：Peng, MW
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作者：Colbert, BA
作者单位：York University - Canada
摘要：I consider the implications for research and practice in strategic human resource management (SHRM) of a complex, living-systems extension of the resource-based view (RBV). I do so by demonstrating that concepts from complexity align well with the RBV, and I extend the RBV by considering critical but difficult aspects commonly identified in the RBV strategy literature. An integrated framework for SHRM is presented, allowing an application of complexity principles at the appropriate level of ab...
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作者：Seo, MG; Barrett, LF; Bartunek, JM
作者单位：University System of Maryland; University of Maryland College Park; Boston College
摘要：Based on psychological and neurobiological theories of core affective experience, we identify a set of direct and indirect paths through which affective feelings at work affect three dimensions of behavioral outcomes: direction, intensity, and persistence. First, affective experience may influence these behavioral outcomes indirectly by affecting goal level and goal commitment, as well as three key judgment components of work motivation: expectancy judgments, utility judgments, and progress ju...
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作者：Robichaud, D; Giroux, H; Taylor, JR
作者单位：Universite de Montreal; Universite de Montreal; HEC Montreal
摘要：We argue that the implications of the recursivity of language largely have been overlooked in the literature exploring the role of language in organizing. Exploiting a narrative interpretation of sensemaking in language, we illustrate how the metaconversation is constituted, showing how it simultaneously admits and reconstructs the local conversations of the organization into an encompassing conversation, where the identity of the organization as a whole is generated continually. The central p...
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作者：Boje, DM; Oswick, C; Ford, JD
作者单位：New Mexico State University; University of Leicester; University System of Ohio; Ohio State University
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作者：Adner, R; Levinthal, DA
作者单位：University of Pennsylvania
摘要：The commentaries on our article fail to come to grips with the distinct challenges raised by a process of experimentation that leads to the discovery of new possible initiatives. These challenges differ from those posed by an investment that provides privileged access to a prespecified set of possible follow-on investments. By treating these challenges as simple problems of implementation, the commentaries ignore the strategic tradeoffs implied by efficient abandonment processes and, therefore...
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作者：Bowen, DE; Ostroff, C
作者单位：Columbia University Teachers College; Columbia University
摘要：Theory building has lagged on the intermediate linkages responsible for the relationship between HRM and firm performance. We introduce the construct strength of the HRM system and describe the metafeatures of an HRM system that result in a strong organizational climate, analogous to Mischel's strong situation, in which individuals share a common interpretation of what behaviors are expected and rewarded. The strength of the HRM system can help explain how individual employee attributes accumu...
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作者：Brief, AP
