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作者：WORRELL, DL; DAVIDSON, WN; GLASCOCK, JL
作者单位：Southern Illinois University System; Southern Illinois University; Louisiana State University System; Louisiana State University
摘要：This study investigated investors' reactions to announcements of the firings of key executives made over the 25-year period 1963-1987. We found announcements containing information about permanent replacements to be associated with positive market reactions, whereas other types of firing announcements resulted in no market response. In addition, outsider appointments were perceived as beneficial immediately, while insider appointments elicited a wait-and-see reaction.
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作者：CRANT, JM; BATEMAN, TS
作者单位：University of North Carolina; University of North Carolina Chapel Hill
摘要：Assigning credit and blame to others for their successful and unsuccessful performances is a ubiquitous, yet relatively unstudied, process in organizations. Using a sample of 120 accountants, we assessed three predictors of the assignment of credit and blame-self-handicapping, type of causal account, and performance outcome-and two consequences of such assignment: reward allocation and impressions of an actor. Use of self-handicapping and external causal accounts diminished observers' assignme...
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作者：WATSON, WE; KUMAR, K; MICHAELSEN, LK
作者单位：Arkansas State University; University of Oklahoma System; University of Oklahoma Health Sciences Center
摘要：The interaction process and performance of culturally homogeneous and culturally diverse groups were studied for 17 weeks. Initially, homogeneous groups scored higher on both process and performance effectiveness. Over time, both types of group showed improvement on process and performance, and the between-group differences converged. By week 17, there were no differences in process or overall performance, but the heterogeneous groups scored higher on two task measures. Implications for manage...
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作者：NAYYAR, PR
摘要：Measures of strategy made at the product and business level were compared using data from a large multiproduct U.S. firm. The business-level results were not found to be good indicators of product-level strategies. Also, contrary to previous research, no evidence of the use of combined cost-leadership and differentiation strategies was found at the product level.
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作者：HAMBRICK, DC; CANNELLA, AA
作者单位：Texas A&M University System; Texas A&M University College Station
摘要：Prior attempts to explain the departure rates of the executives of acquired firms, primarily through strategic and economic logics, have yielded limited results. This study drew on the concept of relative standing, or local social status, to explain why some acquired executives depart. Using a dynamic modeling methodology to study 430 executives in 97 acquired firms, we present evidence to support this new perspective on executive departure. Implications and directions for future research on p...
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作者：EDWARDS, JR; PARRY, ME
作者单位：University of Virginia
摘要：For decades, difference scores have been widely used in studies of congruence in organizational research. Although methodological problems with difference scores are well known, few viable alternatives have been proposed. One alternative involves the use of polynomial regression equations, which permit direct tests of the relationships difference scores are intended to represent. Unfortunately, coefficients from polynomial regression equations are often difficult to interpret. We used response...
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作者：MEYER, AD; TSUI, AS; HININGS, CR
作者单位：University of California System; University of California Irvine; University of Alberta
摘要：The 1993 Special Research Forum on Configurations is dedicated to the proposition that configurational theory and research can significantly advance understanding of people, groups, and organizations. In this introductory essay, we define configurational approaches to organizational analysis, trace the history of configurational thinking, distinguish the contingency approach from the configurational approach, and highlight key contributions of the five empirical articles that make up the speci...
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作者：PIERCE, JL; GARDNER, DG; DUNHAM, RB; CUMMINGS, LL
作者单位：University of Colorado System; University of Colorado at Colorado Springs; University of Wisconsin System; University of Wisconsin Madison; University of Minnesota System; University of Minnesota Twin Cities
摘要：Behavioral plasticity theory is offered as an explanation for the moderating effects of self-esteem on role perception-employee response relationships. According to this theory, because individuals with low self-esteem are more reactive than their counterparts with high self-esteem, they are more susceptible to adverse role conditions, such as role conflict, ambiguity, and overload, and a poor work environment and poor supervisory support. Moderated hierarchical regression analyses revealed si...
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作者：WIERSEMA, MF; BIRD, A
作者单位：New York University
摘要：This study demonstrates how demography theory can be extended to non-U.S. settings by developing a comprehensive model of factors that vary across nations and that may moderate the link between demographic characteristics and organizational outcomes. We propose that constraints on variation as well as sociocultural and organizational processes moderate the attention people pay to individual differences, thereby influencing demographic effects. In examining the effects of the composition of top...
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作者：WALSH, JP; KOSNIK, RD
作者单位：Trinity University
摘要：Little research examines the supposed disciplinary effect of the market for corporate control on entrenched and ineffective management teams. Our analysis of the relationships between firm performance and both officer and director turnover in three groups of companies-those targeted by corporate raiders, their nearest competitors, and a control group-provided little support for this hypothesized discipline. There was only evidence of market discipline among target firms and competitors with su...
