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作者：Dharwadkar, R; George, G; Brandes, P
作者单位：Syracuse University
摘要：The ineffectiveness of several privatized firms within emerging economies underscores the importance of agency theory issues and their impact on the privatization performance relationship. We argue that weak governance and limited protection of minority shareholders intensify traditional principal-agent problems (perquisite consumption and entrenchment) and create unique agency problems (expropriation). We suggest that postprivatization performance earn be enhanced by using appropriate ownersh...
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作者：Kurland, NB; Pelled, LH
作者单位：University of Southern California
摘要：Although gossip is widespread, seldom has it been a topic of management research. Here we build a conceptual model of workplace gossip and its effects on the power of employees who initiate it. After defining and distinguishing among different kinds of workplace gossip, we develop propositions about the effect of that gossip on gossipers' expert, referent, reward, and coercive power. We then suggest how moderators may shape those effects and discuss implications of the model.
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作者：Ashforth, BE; Kreiner, GE; Fugate, M
作者单位：Arizona State University; Arizona State University-Tempe
摘要：We focus on everyday role transitions involving home, wort and other placer. Transitions are boundary-crossing activities, where one exits and enters roles by surmounting role boundaries. Roles can be arrayed on a continuum spanning high segmentation to high integration. Segmentation decreases role blurring but increases the magnitude of change, rendering boundary crossing more difficult: crossing often is facilitated by rites of passage. Integration decreases the magnitude of change but incre...
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作者：O'Leary-Kelly, AM; Paetzold, RL; Grifffin, RW
作者单位：University of Arkansas System; University of Arkansas Fayetteville; Texas A&M University System; Texas A&M University College Station
摘要：In research on sexual harassment, authors have given little attention to sexual harassers. We present an actor-focused model of sexual harassment interactions. In the model, which is based on interpersonal aggression research, we frame sexual harassment as one form of behavior an actor might choose for pursuing valued goals. The model is interactive, in that we discuss the effects of sexually harassing actions on the target's perceptions, motives, and behavioral response choice. We also provid...
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作者：White, RE
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作者：Morrison, EW; Milliken, FJ
作者单位：New York University
摘要：We argue that there are powerful forces in many organizations that cause widespread withholding of information about potential problems or issues by employees. We refer to this collective-level phenomenon as organizational silence. In our model we identify contextual variables that create conditions conducive to silence and explore the collective sensemaking dynamics that can create the shared perception that speaking up is unwise. We also discuss some of the negative consequences of systemic ...
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作者：Fuller, SR; Edelman, LB; Matusik, SF
作者单位：University of Washington; University of Washington Seattle; University of California System; University of California Berkeley; Rice University
摘要：Organizational scholars have studied the impact of employment law on the structure of formed organizations but have given little attention to how law affects everyday life within work organizations. Here we propose a legal readings model of how law is received and mobilized by employees. This posits that law within organizations is composed of employees' beliefs about law and mobilization of law which develop from interaction with employers' law-related actions. Employees' legal readings funct...
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作者：Scott, SG; Lane, VR
作者单位：University of Massachusetts System; University Massachusetts Dartmouth; University of Colorado System; University of Colorado Denver
摘要：We develop ct model of organizational identity construction that reframes organizational identity within the broader context of manager-stakeholder relationships and more effectively integrates theory on organizational identity and organizational identification. We describe organizational identity as emerging from complex, dynamic, and reciprocal interactions among managers, organizational members, and other stakeholders. The model draws attention to organizational identity as negotiated cogni...
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作者：Shane, S; Venkataraman, S
作者单位：University System of Maryland; University of Maryland College Park; University System of Maryland; University of Maryland College Park; University of Virginia
摘要：To date, the phenomenon of entrepreneurship has lacked ct conceptual framework. In this note we draw upon previous research conducted in the different social science disciplines and applied fields of business to create a conceptual framework for the field. With this framework we explain a set of empirical phenomena and predict a set of outcomes not explained or predicted by conceptual frameworks already in existence in other fields.
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作者：Hollensbe, EC; Guthrie, JP
作者单位：University of Kansas
摘要：Despite the increasing popularity of group pay-for-performance plans, relatively little theory exists regarding the dynamics of these plans. We integrate goal setting, pay plan characteristics, and group factors to explain and predict the effectiveness of what we call open-goal group pay plans. We introduce spontaneous goal setting as a process explanation and propose antecedents that affect a group's propensity to set goals, the goal level chosen, and goal commitment. Finally, we discuss impl...
