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作者：Dougherty, D; Hardy, C
摘要：We examined problems with sustained product innovation in 15 firms that averaged 96 years of age, 54,000 employees, and $9.4 billion in annual revenues. Findings reveal that the inability to connect new products with organizational resources, processes, and strategy thwarted innovation in these large, mature organizations and that innovators lacked the power to make these connections. We suggest that these organizations must reconfigure their systems of power to become capable of sustained inn...
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作者：Erez, M; Somech, A
作者单位：University of Haifa
摘要：This study examined four causes of group performance loss: goal specificity, communication, incentives for goal attainment, and high versus low cultural collectivism. Subjects were managers from Israeli kibbutzim (63 individuals) and cities (59 individuals) who worked an a simulated task requiring them to evaluate resumes. We used a two-by-three-by-four design in which sample, goal, and test condition were varied to test hypotheses. Group performance lass occurred only for urban respondents wi...
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作者：Banker, RD; Lee, SY; Potter, G; Srinivasan, D
作者单位：Sungshin Women's University; Cornell University
摘要：This study investigated how contingency factors such as competitive intensity, customer profile, and behavior-based control influenced the effectiveness of an outcome-based incentive plan supporting a customer-focused service strategy. Empirical analyses were based on data for 77 months from 34 outlets of a major retailer, 15 of which implemented the incentive plan, Results support theoretical predictions: the positive impact of outcome-based incentives on sales, customer satisfaction, and pro...
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作者：Lee, TW; Mitchell, TR; Wise, L; Fireman, S
作者单位：Stanford University; Stanford Medicine
摘要：We report a test of Lee and Mitchell's model of voluntary employee departure from an organization. Data gathered from interviews with nurses who had recently quit their jobs and a mailed survey were analyzed qualitatively via pattern matching and quantitatively through correlations, analysis of medians, log linear modeling, and contingency tables. Although the data generally supported the theory, several nonconfirming cases revealed ambiguities in the model and therefore opportunities for impr...
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作者：Patterson, M; Payne, R; West, M
作者单位：University of Sheffield; University of London; London School Economics & Political Science
摘要：This article contributes to debate on the measurement of organizational climate. Use of means cloaks wide variations in individual perceptions. Use of clustering techniques to identify groups of people who see climate in a similar way has been questioned because such ''collectives'' may not represent meaningful sociopsychological groups. The present work is based on the view that meaningful collectives are most likely to emerge when people work together on common tasks in relatively isolated a...
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作者：Henderson, AD; Fredrickson, JW
摘要：Early research found little relationship between CEO pay and firm performance. Therefore, resent work on CEOs' compensation has focused less on the substantive nature of the job performed by such executives and more on the social and political context in which their pay is set. This study returns attention to the substantive nature of CEOs' jobs. Specifically, we argue that CEOs are paid for the level of information processing that their jobs require. Results from four industries support this ...
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作者：KANE, JS; BERNARDIN, HJ; VILLANOVA, P; PEYREFITTE, J
作者单位：State University System of Florida; Florida Atlantic University; University of North Carolina; Appalachian State University
摘要：Research has identified rating leniency as one of the most troublesome of rating errors. Little is known about the extent to which the error is a stable rater tendency, although Guilford hypothesized such stability in 1954. We investigated the stability of rater leniency in three actual appraisal situations. Leniency was found to be a relatively stable response tendency across the three studies. The findings suggest that leniency might be predicted using measures of individual differences.
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作者：TEPPER, BJ
摘要：This study explored the communication strategies junior colleagues use to preserve stable mentoring and nonmentoring relationships with their supervisors. Data collected from 259 managerial and technical/professional employees suggest informally mentored subordinates use a distinctive pattern of upward maintenance tactics with their supervisors. Interestingly, few differences among formal supervisory proteges, nonsupervisory proteges, and nonproteges emerged. Implications for mentorship theory...
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作者：ROBINSON, SL; BENNETT, RJ
作者单位：University System of Ohio; University of Toledo
摘要：In this study, we developed a typology of deviant workplace behaviors using multidimensional scaling techniques. Results suggest that deviant workplace behaviors vary along two dimensions: minor versus serious, and interpersonal versus organizational. On the basis of these two dimensions, employee deviance appears to fall into four distinct categories: production deviance, property deviance, political deviance, and personal aggression. Theoretical and empirical implications are discussed.
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作者：WAGNER, JA
摘要：Data from 492 college students indicated that group size and individuals' identifiability, sense of shared responsibility, and levels of individualism or collectivism influenced peer-rated cooperation in classroom groups. Levels of individualism or collectivism moderated the effects of size and identifiability on cooperation but not those of shared responsibility. These findings suggest that models of free riding and social loafing provide insights into individualistic cooperation in groups bu...
