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作者：Rowley, TJ; Greve, HR; Rao, H; Baum, JAC; Shipilov, AV
作者单位：University of Toronto; BI Norwegian Business School; Northwestern University
摘要：In a sample of Canadian investment bank cliques from 1952 to 1990, we examined whether social similarity and cohesion reduced exits of members from these cliques; whether complementarity through differentiated roles reduced such exits; and whether inequality in structural holes increased exits. We found that complementarity and inequality were more powerful. antecedents of clique exits than similarity and cohesion. Our results suggest that clique stability is a function of three social and ins...
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作者：Wang, H; Law, KS; Hackett, RD; Wang, DX; Chen, ZX
作者单位：Peking University; Hong Kong University of Science & Technology; McMaster University; Zhejiang University; University of Canberra
摘要：We developed a model in which leader-member exchange mediated between perceived transformational leadership behaviors and followers' task performance and organizational citizenship behaviors. Our sample comprised 162 leader-follower dyads within organizations situated throughout the People's Republic of China. We showed that leader-member. exchange fully mediated between transformational leadership and task performance as well as organizational citizenship behaviors. Implications for the theor...
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作者：Ferlie, E; Fitzgerald, L; Wood, M; Hawkins, C
作者单位：University of London; Royal Holloway University London; De Montfort University; York University - Canada; University of Warwick
摘要：Two qualitative studies in the U.K. health care sector trace eight purposefully selected innovations. Complex, contested, and nonlinear innovation careers emerged. Developing the nonlinear perspective on innovation spread further, we theorize that multi-professionalization shapes nonspread. Social and cognitive boundaries between different professions retard spread, as individual professionals operate within unidisciplinary communities of practice. This new theory helps explain barriers to the...
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作者：Payne, SC; Huffman, AH
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：Over 1,000 U.S. Army officers responded to two surveys over a two-year period. Results indicated that mentoring was positively related to affective commitment and continuance commitment and negatively related to turnover behavior. The relationship with affective commitment was moderated by the conditions of mentorship (supervisory versus nonsupervisory) but not by the type of mentoring support provided (career-related versus psychosocial). Affective commitment partially mediated the negative r...
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作者：Maertz, CP Jr; Campion, MA
作者单位：Saint Louis University; Purdue University System; Purdue University
摘要：Process models of turnover focus on how people quit; content models focus on why. To integrate these approaches and test whether motives relate systematically to decision processes, we classified 159 leavers using four process types and measured eight content motives for leaving. One key finding was that those who quit with no job alternative had more negative affect than users of other decision types, suggesting affect-driven, impulsive quitting. Results suggest that process-content integrati...
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作者：Gibson, CB; Birkinshaw, J
作者单位：University of California System; University of California Irvine; University of London; London Business School
摘要：We investigated contextual organizational ambidexterity, defined as the capacity to simultaneously achieve alignment and adaptability at a business-unit level. Building on the leadership and organization context literatures, we argue that a context characterized by a combination of stretch, discipline, support, and trust facilitates contextual ambidexterity. Further, ambidexterity mediates the relationship between these contextual features and performance. Data collected from 4,195 individuals...
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作者：Kirkman, BL; Rosen, B; Tesluk, PE; Gibson, CB
作者单位：University System of Georgia; Georgia Institute of Technology; University of North Carolina; University of North Carolina Chapel Hill; University of California System; University of California Irvine; University System of Maryland; University of Maryland College Park
摘要：We investigated the relationship between team empowerment and virtual team performance and the moderating role of the extent of face-to-face interaction using 35 sales and service virtual teams in a high-technology organization. Team empowerment was positively related to two independent assessments of virtual team performance-process improvement and customer satisfaction. Further, the number of face-to-face meetings moderated the relationship between team empowerment and process improvement: t...
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作者：Miller, KD; Chen, WR
作者单位：Purdue University System; Purdue University; INSEAD Business School
摘要：March and Shapira's (1987, 1992) model of managers' risk preferences allows for shifts in attention between survival and aspiration levels. Our study provides initial empirical tests of their model using organizational data. We found that the variables affecting risk and the sizes (but not the signs) of these effects differed across performance categories. Organizations performing poorly showed increased risk as they neared bankruptcy. Other firms showed lower risk as performance improved rela...
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作者：Klein, KJ; Lim, BC; Saltz, JL; Mayer, DM
作者单位：University of Pennsylvania; University System of Maryland; University of Maryland College Park
摘要：Drawing on social exchange and similarity-attraction theories, we hypothesized that individuals' demographic characteristics, values, and personality influence their acquisition of central positions in their teams' social networks. Education and neuroticism predicted centrality five months later; individuals who were highly educated and low in neuroticism became high in advice and friendship centrality and low in adversarial centrality. Team members' values similarity to their teammates also p...
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作者：Dietz, J; Pugh, SD; Wiley, JW
作者单位：Western University (University of Western Ontario); University Western Ontario Hospital; University of North Carolina; University of North Carolina Charlotte
摘要：Our aim in this study was to extend theory on service climate by examining two boundary conditions for the effects of service climate on customer attitudes. We hypothesized that (1) the more proximal and relevant the target of a service climate (a subunit versus an organization as a whole) to customers, and (2) the higher the frequency of contact between employees and customers, the stronger would be the relationship between service climate and customer attitudes. Both hypotheses received supp...
