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作者：Taylor, MS; Masterson, SS; Renard, MK; Tracy, KB
作者单位：University System of Maryland; University of Maryland College Park; West Virginia University
摘要：This research examined managers' reactions to the implementation of a procedurally just performance management system in two samples, Findings indicated that managers who perceived unfairness in their own most recent performance evaluations reacted more favorably to the implementation of a procedurally just system than those who did not perceive unfairness.
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作者：Conyon, MJ; Peck, SL
作者单位：University of Warwick
摘要：Using panel data on large, publicly traded U.K. companies gathered between 1991 and 1994, we examined the role of board control and remuneration committees in determining management compensation. Board monitoring, measured in terms of the proportion of nonexecutive directors on a board and the presence of remuneration committees and CEO duality, had only a limited effect on the level of top management pay. An important conclusion was that top management pay and corporate performance are more a...
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作者：Finkelstein, S; Boyd, BK
作者单位：Dartmouth College; Arizona State University; Arizona State University-Tempe
摘要：The idea that managerial discretion-defined as latitude of action-may be an important determinant of CEO compensation has been recognized for some time. However, in spite of considerable work that has implicitly invoked related ideas on the sources of potential managerial contribution, a formal test of the discretion hypothesis has yet to be conducted. In addition, few studies have tested the performance consequences of CEO pay. In a sample of Fortune 1,000 firms, we found support for both a m...
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作者：Van Dyne, L; LePine, JA
作者单位：Michigan State University
摘要：Results of this field study of 597 employees demonstrate the importance of extra-role behavior in explaining employee performance over a six-month period, Supervisors, peers, and employees differentiated in-role from extra-role behavior, They also differentiated two related forms of promotive extra-role behavior: helping and voice, We cross-validate our results and conclude by discussing future research implications.
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作者：Van Dyne, L; Ang, S
作者单位：Michigan State University; Nanyang Technological University
摘要：This study, conducted in Singapore, where there are ongoing labor shortages, supports social exchange theory predictions that contingent workers engage in less organizational citizenship, expect less of their employers in their psychological contracts, and have lower affective commitment than regular employees, Contrary to expectations, the relationship between two attitudes-commitment and psychological contracts- and organizational citizenship was stronger for contingent workers than for regu...
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作者：Pennings, JM; Lee, KM; van Witteloostuijn, A
作者单位：University of Pennsylvania; Seoul National University (SNU); Maastricht University
摘要：This study examined the effect of human and social capital upon firm dissolution with data ham a population of Dutch accounting firms for the period 1880-1990. Human capital was captured by firm-level proxies for firm tenure, industry experience, and graduate education. The social capital proxy was professionals' ties to potential clients.. Human and social capital strongly predicted firm dissolution, and effects depended an their specificity (uniqueness) and nonappropriability (the ownership ...
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作者：Daily, CM; Johnson, JL; Ellstrand, AE; Dalton, DR
作者单位：Indiana University System; Indiana University Bloomington; IU Kelley School of Business; University of Arkansas System; University of Arkansas Fayetteville; California State University System; California State University Long Beach
摘要：Extant research examining the relationship between a firm's board and its CEO's compensation has focused primarily on the composition of the board-at-large. However, it may be the nature of the compensation committee, not the board as a whole, that is at issue. This study was a longitudinal assessment of the relationship between the composition of a firm's compensation committee and multiple measurements of CEO compensation. We found no evidence that captured directors led to greater levels of...
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作者：Polzer, JT; Mannix, EA; Neale, MA
作者单位：University of Texas System; University of Texas Austin; Columbia University; Stanford University
摘要：This study tested hypotheses developed from the distinct literatures on negotiations and coalitions and hypotheses integrating the two, In a complex, three-person negotiation simulation, subjects had to decide jointly how to allocate two resource pools, They were gir en multiple pieces of information regarding their negotiation preferences, coalition alternatives, and entitlements. Coalition alternatives and entitlement cuss affected only the resource pool to which they were directly linked, b...
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作者：Stevens, CK
摘要：This study explored whether applicants' preinterview job beliefs affected their interview behavior and postinterview reactions. I obtained 106 pre-and postinterview applicant surveys and audiotapes of 24 interviews. Results indicated that applicants' preinterview expectancies correlated positively with their impression management tactics, confirmatory questions, and perceptions of recruiters. Perceptions of recruiters partially mediated pre-to postinterview job-belief relationships. Job-knowle...
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作者：Jarley, P; Fiorito, J; Delaney, JT
作者单位：State University System of Florida; Florida State University; University of Iowa
摘要：Drawing on industrial relations and organizational science concepts, in this article we apply elements of contingency theory to national unions' representative and administrative structures. We argue that these structures are distinct and develop in response to different organizational and environmental imperatives. These ideas were tested with a unique set of data on unions' characteristics and environments. The results provide broad support for our approach and suggest that greater collabora...
