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作者：Ramus, CA; Steger, U
作者单位：University of California System; University of California Santa Barbara
摘要：We assessed the relationships of environmental policy and supervisory support behaviors to employee environmental initiatives in leading-edge companies. We developed a behaviorally anchored rating scale instrument based on learning organization behaviors. In a survey conducted in European companies, employees used the scale we developed to assess their supervisors' daily behaviors. We analyzed the results using logit econometric analysis and other statistical tools to determine which environme...
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作者：Tepper, BJ
作者单位：University of Kentucky
摘要：Drawing on justice theory, I examined the consequences of abusive supervisor behavior. As expected, subordinates who perceived their supervisors were more abusive were more likely to quit their jobs. For subordinates who remained with their jobs, abusive supervision was associated with lower job and life satisfaction, lower normative and affective commitment, and higher continuance commitment, conflict between work and family, and psychological distress. Organizational justice mediated most of...
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作者：Earley, PC; Mosakowski, E
作者单位：Indiana University System; Indiana University Bloomington; IU Kelley School of Business
摘要：Focusing on hybrid team culture within transnational teams as a facilitator of group interaction, we hypothesized a curvilinear relationship between team heterogeneity on nationality and effective performance. Through a qualitative field study, we developed a mediation model of the effects of transnational team dynamics. Two confirmatory laboratory studies followed. The hypothesized curvilinear relationship was confirmed, with homogeneous and highly heterogeneous teams outperforming moderately...
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作者：Lee, MD; MacDermid, SM; Buck, ML
作者单位：McGill University; Purdue University System; Purdue University
摘要：This study examines variation in organizational responses to part-time work arrangements among professionals and managers. Analyses of over 350 interviews generated three paradigms of differences in ways organizations implemented and interpreted reduced-load work: accommodation, elaboration, and transformation. The paradigms can be viewed as representing firms' proclivity to engage in organizational learning by using individual cases of reduced-load work as opportunities for learning new ways ...
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作者：Martins, LL; Kambil, A
作者单位：University of Connecticut
摘要：We investigated the effects of a company's success with using an existing information technology (IT) on its managers' strategic issue interpretations of new information technologies in their industry. We found that success with an existing IT resulted in a positive bias in managers' interpretations of new ITs. This bias was stronger among managers who had greater amounts of experience with the existing technology and among managers whose companies did not: engage in proactive information seek...
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作者：Cable, DM; Murray, B
作者单位：University of North Carolina; University of North Carolina Chapel Hill; University System Of New Hampshire; University of New Hampshire
摘要：A large but dated literature indicates that academia does not reward individuals for contributions to science, instead applying sponsored mobility norms, whereby individuals are rewarded when they are sponsored by established academics. The reported study examined whether contemporary universities' hiring decisions are better described by tournament or sponsored mobility. Departing from the findings of past research, our longitudinal data indicated that management departments currently employ ...
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作者：McNamara, G; Bromiley, P
作者单位：Michigan State University; University of Minnesota System; University of Minnesota Twin Cities
摘要：Examining the association between managerial assessments of risk and expected return using nonexperimental data from specific commercial lending decisions, we found that risk-return associations depended on the measures used. However, with a return measure that accounted for the expected costs of riskier decisions, risk and return were negatively related. We also found evidence of conservatism in managers' adjusting to new information regarding the riskiness of decisions. The study points towa...
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作者：Skarlicki, DP; Folger, R; Tesluk, P
作者单位：University of Calgary; Tulane University
摘要：Skarlicki and Folger (1997) found that distributive, procedural, and interactional justice interacted to predict workplace retaliation. In this follow-up and extension of that study, we investigated whether a person-by-situation interaction explained variance in workplace retaliation beyond what could be attributed to fairness perceptions alone. Negative affectivity and agreeableness were found to moderate the relationship between fairness perceptions and retaliation.
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作者：Amabile, TM; Conti, R
作者单位：Harvard University; Colgate University
摘要：This study examined the work environment for creativity at a large high-technology firm before, during, and after a major downsizing. Creativity and most creativity-supporting aspects of the perceived work environment declined significantly during the downsizing but: increased modestly later; the opposite pattern was observed for creativity-undermining aspects. Stimulants and obstacles to creativity in the work environment mediated the effects of downsizing. These results suggest ways in which...
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作者：Morrison, EW; Phelps, CC
作者单位：New York University
摘要：In this study, we investigated a neglected form of extrarole behavior called taking charge and sought to understand factors that motivate employees to engage in this activity. Taking charge is discretionary behavior intended to effect organizationally functional change. We obtained both self-report and coworker data for 275 white-collar employees from different organizations. Taking charge, as reported by coworkers, related to felt responsibility, self-efficacy, and perceptions of top manageme...
