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作者：Offermann, LR; Spiros, RK
作者单位：George Washington University
摘要：Qualitative and quantitative data from team development practitioners were used to examine the Link between the science and the practice of team development. Differences between academic and full-time practitioners were found in the value placed on empirical knowledge sources. Familiarity with recent relevant literature was associated with better intervention outcomes, and practitioners who valued empirical outlets reported greater short-term success than those who did not. Suggestions for imp...
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作者：Douglas, TJ; Judge, WQ Jr
作者单位：Clemson University; University of Tennessee System; University of Tennessee Knoxville
摘要：We explored the relationship between the degree to which total quality management (TQM) practices were adopted within organizations and the corresponding competitive advantages achieved. We found relatively strong support for this relationship, In addition, our data showed some support for the moderating influence of organizational structure on TQM implementation effectiveness. Specifically, two measures of organizational structure, labeled control and exploration, were found to offer independ...
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作者：Spencer, JW
作者单位：George Washington University
摘要：This cross-national study explores the relative contributions of academic and corporate research to subsequent industrial R&D activities within one industry. Japanese university research emerged as less influential than Japanese corporate research. The difference between the relevance of U.S. university and U.S. corporate research was only marginally significant. In both countries, university research appeared to contribute most to domestic firms. These findings accentuate the role that nation...
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作者：Zhou, J; George, JM
作者单位：Texas A&M University System; Texas A&M University College Station; Mays Business School; Rice University
摘要：This study focused on the conditions under which job dissatisfaction will lead to creativity as an expression of voice. We theorized that useful feedback from coworkers, coworker helping and support, and perceived organizational support for creativity would each interact with job dissatisfaction and continuance commitment (commitment motivated by necessity) to result in creativity. In a sample of 149 employees, as hypothesized, employees with high job dissatisfaction exhibited the highest crea...
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作者：Elvira, MM; Cohen, LE
作者单位：University of California System; University of California Irvine
摘要：Building on demography theories, we study the effects of organizational sex composition at different job levels on the turnover of men and women at the same or lower levels. We found that women were less likely to leave when more women were employed at their job level but that the effects of the proportions of women immediately above and in executive levels varied with women's rank. Men's turnover was not significantly affected by the proportions of men at or immediately above their job level ...
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作者：Siders, MA; George, G; Dharwadkar, R
作者单位：University of Wisconsin System; University of Wisconsin Madison; Syracuse University
摘要：Prior research reports of a weak commitment-performance relationship can be attributed to inconsistency in conceptualization and measurement of the constructs. In this study, we differentially relate attitudinal commitment to internal (organization and supervisor) and external (customer) foci to objective measures of job performance. Results suggest that both internal fool are related to organizationally rewarded job performance and that the external focus influences job performance relevant t...
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作者：Sparrowe, RT; Liden, RC; Wayne, SJ; Kraimer, ML
作者单位：University System of Ohio; Cleveland State University; University of Illinois System; University of Illinois Chicago; University of Illinois Chicago Hospital
摘要：A field study involving 190 employees in 38 work groups representing five diverse organizations provided evidence that social networks, as defined in terms of both positive and negative relations, are related to both individual and group performance. As hypothesized, individual job performance was positively related to centrality in advice networks and negatively related to centrality in hindrance networks composed of relationships tending to thwart task behaviors. Hindrance network density wa...
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作者：Janssen, O
作者单位：University of Groningen
摘要：Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped demand-response relationships. In support of this hypothesis, survey results demonstrate that managers who perceive effort-reward fairness perform better and feel more satisfied in response to intermediate lev...
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作者：Steensma, HK; Corley, KG
作者单位：University of Washington; University of Washington Seattle; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Three research theories used to explain firm boundaries are transaction cost economics, an options perspective, and a resource-based view of the firm. Our integrated model addresses the degree to which each of these three perspectives explains firm boundaries for technology sourcing is contingent on managerial risk taking, which is partly determined by organizational context. Our results suggest that, in general, management stockholdings, firm risk orientation, and slack resource availability ...
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作者：Salk, JE; Brannen, MY
作者单位：California State University System; San Jose State University; University of Michigan System; University of Michigan
摘要：Individual influence is thought to shape team performance. However, empirical studies of its potential determinants in multicultural teams, including national culture, are lacking. A network study of the management team of a 50-50 German-Japanese international joint venture revealed multiple significant determinants, with advice centrality the most closely associated with influence. National culture, though not statistically significant, remained important in explaining patterns of relationshi...
