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作者：Folger, R; Skarlicki, DP
作者单位：Tulane University; University of Calgary
摘要：A scenario study and a field survey were used to investigate why managers often lay off employees in a curt, abrupt fashion. The extent to which mismanagement (versus external conditions) caused the need for layoffs was found to affect managers' reported feelings of discomfort and the time designated for dismissal meetings with employees. Further results showed that mismanagement was also related to managers' anticipation of negative consequences from actions by layoff victims, such as hostile...
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作者：Aragon-Correa, JA
作者单位：University of Granada
摘要：In a sample of 105 firms in Spain, a relationship was found between strategic proactivity and approaches to the natural environment. The firms with the most proactive business strategies (prospectors) employed both traditional corrective and modern preventive natural environmental approaches. Firm size had a major impact on the amount of training relating to the natural environment in the sample firms and on their corrective approaches but made no difference to their preventive approaches.
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作者：Ganzach, Y
作者单位：Tel Aviv University
摘要：Previous research has emphasized either situational or dispositional/motivational variables as determinants of job satisfaction. The current study suggests that cognitive variables, and intelligence in particular, may also be important determinants, The relationship between intelligence and job satisfaction was analyzed on the basis of a model in which intelligence has a direct negative effect on job satisfaction, an indirect positive effect, mediated by job complexity, and an interactive effe...
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作者：Shaw, JD; Delery, JE; Jenkins, GD
作者单位：Drexel University; University of Arkansas System; University of Arkansas Fayetteville
摘要：Although there are many individual-level models of turnover, little research has examined the effects of human resource management practices on quit rates and discharge rates at the organizational level. This study used organization-level data from 227 organizations in the trucking industry to explore this issue. Results show that human resource management practices predict quit rates and discharge rates but that the determinants of each are quite different. Implications are derived and direct...
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作者：Ezzamel, M; Watson, R
作者单位：University of Manchester; University of Leeds
摘要：We argue that compensation committees will pay executives at least at the going rate and that deviations from that rate will influence subsequent pay, in a sample of large U.K. companies, we estimated whether asymmetric responses to pay anomalies explained executive pay. All three of our pay anomaly measures were statistically related to subsequent pay. Moreover, there was significant nonlinear adjustment toward the going rate for underpaid executives.
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作者：Mehra, A; Kilduff, M; Brass, DJ
作者单位：University System of Ohio; University of Cincinnati; Pennsylvania Commonwealth System of Higher Education (PCSHE); Pennsylvania State University; Pennsylvania State University - University Park
摘要：Using distinctiveness theory, this research showed that the relative rarity of a group in a social context tended to promote members' use of that group as a basis for shared identity and social interaction. Relative to majority group members, racial minorities and women in a master of business administration cohort were more likely to make identity and friendship choices within-group. The marginalization of racial minorities in the friendship network resulted both from exclusionary pressures a...
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作者：Mueller, SL; Clarke, LD
作者单位：State University System of Florida; Florida International University; University of North Carolina; Appalachian State University
摘要：Recent labor economics studies suggest that low enterprise productivity in former socialist economies can be corrected by adopting reward systems emphasizing compensation for performance. We used the equity sensitivity construct to test for differences in the attitudes toward equity of business students from the United States and five countries of Central and Eastern Europe. Entitlement attitudes were more pervasive in the transition economies of Central and Eastern Europe than in the United S...
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作者：Schriesheim, CA; Neider, LL; Scandura, TA
作者单位：University of Miami
摘要：Subordinate and supervisor leader-member exchange (LMX) were examined as correlates of delegation and as moderators of relationships between delegation and subordinate performance and satisfaction. Raw score analyses of data on 106 dyads showed both to be significantly related to delegation and to have similar main and moderating effects for subordinate performance and satisfaction. Finally, within- and between-groups analyses largely supported the level-of-analysis predictions of the LMX appr...
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作者：Long, RG; Bowers, WP; Barnett, T; White, MC
摘要：We examined the relationships among status of academic origin, status of academic affiliation, and research productivity for a sample of doctoral graduates in management. Contrary to expectations, the status of a graduate's academic origin did not appear to be strongly associated with his or her research productivity. The status of his or her academic affiliation, however, had a relatively strong association with research productivity in terms of both number of publications in top journals and...
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作者：Sanders, WG; Carpenter, MA
作者单位：Brigham Young University; University of Wisconsin System; University of Wisconsin Madison
摘要：Using the complementary lenses of information-processing and agency theories, this study tests the proposition that the complexity resulting from a firm's degree of internationalization will be accommodated by its governance structure. Results from a sample of large U.S. firms support this perspective, suggesting that firms manage and cope with the information-processing demands and agency issues arising from internationalization through higher, longer-term CEO pay, larger top management teams...
