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作者：Amabile, TM; Conti, R; Coon, H; Lazenby, J; Herron, M
作者单位：Colgate University; University of Michigan System; University of Michigan; University of Southern California
摘要：We describe the development and validation of a new instrument, KEYS: Assessing the Climate for Creativity, designed to assess perceived stimulants and obstacles to creativity in organizational work environments. The KEYS scales have acceptable factor structures, internal consistencies, test-retest reliabilities, and preliminary convergent and discriminant validity. A construct validity study shows that perceived work environments, as assessed by the KEYS scales, discriminate between high-crea...
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作者：Drazin, R; Schoonhoven, CB
作者单位：Dartmouth College
摘要：Two distinct themes emerge from the Special Research Forum on Innovation and Organizations. One group of articles develops an expanded view of the influence of context on organizations' ability to innovate. Together, the articles offer a complex multilevel view of context as including elements ranging from the dominant strategy of an organization to the social-psychological antecedents of creativity. A second group of articles provides a community and population perspective on the diffusion of...
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作者：Powell, GN; Goulet, LR
摘要：The relationship between college placement interviews and subsequent employment decisions by organizations and applicants has received scant research attention. In a longitudinal held study, we found that applicants' job choices were related to their postinterview intentions. However, organizations' job offer decisions were not related to recruiters' postinterview intentions or to their perceptions of applicants' intentions. The results offered general support for the applicability of the theo...
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作者：Delery, JE; Doty, DH
作者单位：Syracuse University
摘要：The field of strategic human resource management (SHRM) has been criticized for lacking a solid theoretical foundation. This article documents that, contrary to this criticism, the SHRM literature draws on three dominant modes of theorizing: universalistic, contingency, and configurational perspectives, Seven key strategic human resource practices are identified and used to develop theoretical arguments consistent with each perspective, The results demonstrate that each perspective can be used...
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作者：Amason, AC
摘要：Top management teams make strategic decisions, and the products of their decision making influence organizational performance, However, a subtle paradox is embedded in this relationship. This study focuses on conflict as the crux of this paradox and provides evidence from two different samples of conflict's consistent yet contradictory effects on decision quality, consensus, and affective acceptance.
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作者：Rajagopalan, N; Datta, DK
作者单位：University of Kansas
摘要：This study examined the relationships between a comprehensive set of industry conditions and CEO characteristics utilizing data from a broad range of U.S. manufacturing industries. Pooled cross-sectional time series analyses indicated that industry conditions played a limited role in explaining variations in CEO firm tenure, educational level, functional background, and functional heterogeneity. Results of subgroup regression analyses indicated that although high performers appeared to align t...
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作者：Gerhart, B; Trevor, CO
作者单位：Cornell University
摘要：Variability in employment levels, particularly when resulting from downsizing and layoffs, has considerable consequences for employees and organizations. Applying strategic compensation and agency theory principles to multiple years of employment, financial performance, and managerial compensation data on 152 organizations, we found that compensation design was related to employment variability through two avenues. First, organizations relying more heavily on long-term compensation incentives ...
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作者：Banker, RD; Field, JM; Schroeder, RG; Sinha, KK
作者单位：University of Minnesota System; University of Minnesota Twin Cities
摘要：We report the results of a longitudinal field study examining the impact of work teams on manufacturing performance. An electromechanical assembly plant was our research site from April 1992 through December 1993; work teams were formed on its four production lines in August 1992, Our results show that both quality and labor productivity improved over time after the formation of the teams, We offer qualitative insights into the functioning of these teams and their evolution over time, leading ...
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作者：Davidson, WN; Worrell, DL; Fox, JB
作者单位：University of Texas System; University of Texas Arlington; University of North Carolina; Appalachian State University
摘要：Early retirement programs are increasingly used as a human resources strategic response to changes in the business environment. For the period 1982-92, we found that investors tended to view early retirement programs favorably. These positive market responses further appeared to be influenced by the institutional rationale for a workforce reduction, the timing of a reduction's announcement, firm size, the restriction of an early retirement program to white-collar employees, and the physical si...
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作者：Stroh, LK; Brett, JM; Baumann, JP; Reilly, AH
作者单位：Northwestern University; Loyola University Chicago
摘要：This study used a sample of middle-level managers to investigate the effects of organization-level agency-theory-based variables on the proportion of variable compensation that managers receive. Level of task programmability was associated with an increased use of variable pay, and long-term relationships between an agent and principal were associated with decreased use. Results supported the classical organization-theory prediction that under higher risk, organizations use higher proportions ...
