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作者：Pelled, LH; Eisenhardt, KM; Xin, KR
作者单位：University of Southern California; Stanford University
摘要：In this paper we present an integrative model of the relationships among diversity, conflict, and performance, and we test that model with a sample of 45 teams. Findings show that diversity shapes conflict and that conflict, in turn, shapes performance, but these linkages have subtleties. Functional background diversity drives task conflict, but multiple types of diversity drive emotional conflict. Race and tenure diversity are positively associated with emotional conflict, while age diversity...
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作者：Porac, JF; Wade, JB; Pollock, TG
作者单位：University of Illinois System; University of Illinois Urbana-Champaign; University of Wisconsin System; University of Wisconsin Madison
摘要：We examine the blending of informational and political forces in organizational categorizations in the context of chief executive officer (CEO) compensation. By law, corporate boards are required to provide shareholders with annual justifications for their CEO pay allocations that contain an explicit performance comparison with a set of peer companies that are selected by the board. We collected and analyzed information on the industry membership of chosen peers from a 1993 sample of 280 membe...
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作者：Perlow, LA
作者单位：University of Michigan System; University of Michigan
摘要：This paper describes a qualitative study of how people use their time at work, why they use it this way, and whether their way of using time is optimal for them or their work groups. Results of a nine-month field study of the work practices of a software engineering team revealed that the group's collective use of time perpetuated its members' time famine, a feeling of having too much to do and not enough time to do it. Engineers had difficulty getting their individual work done because they w...
