bluuebunny/crossref_metadata_2025 huggingface dataset:
Effect of Female-Linked Job Titles on Job Evaluation Ratings
Authors: Naughton Thomas J.
Published: March 2006

In this study an experiment was performed to test whether sex role stereotyping evoked through female-linked job titles might influence job evaluation ratings. One hundred and ten subjects who had received training in job evaluation procedures rated two jobs on nine factors commonly used in job evaluation plans. For one half of the subjects the job titles for the two jobs were changed to reflect a female sex linkage. The results indicate that one of the two jobs with a femalelinked job title received 5.6% fewer total points. A key finding was that, in comparison to the sex-linkage effects, a large proportion of variance in ratings reflected between job differences. Where bias occurred, however, it appeared to be based on job contentfactors (effort and responsibility required) rather than skill or human capital (education and experience)factors. Potential implications for managers as well as limitations of the research are discussed. Suggestions for future research are also noted.
Providing Performance Feedback: Reactions to Alternate Methods
Authors: DeGregorio Mary Beth , Fisher Cynthia D.
Published: March 2006

Subordinate reactions to feedback given in four different ways were assessed. Method one was unilateral, top-down feedback. Method two was supervisoryfeedback with subordinate participation in the discussion. Methods three and four involved a self-appraisal instrument completed prior to a participative performance discussion. In method three, the self-appraisal was not explicitly discussed, whereas in methodfour it was the heart of the discussion. All participative methods tended to result in more positive subordinate perceptions than the unilateral method, but no one particular participative technique was consistently superior. The appraisal methods had no differential impact on post-feedback performance.
Intervention and Cultural Context: Mediation in the US and Norway
Authors: Polley Richard Brian
Published: March 2006

Polarizations and conflicts typical of teams in the US and Norway are discussed via a series of cases. It is argued that prescriptions for intervention that ignore culturally-influenced patterns of group dynamics are unlikely to transfer across cultures. A model of intervention, based on observed patterns of interaction, is proposed.
Environment, Department Power, and Strategic Decison Making in Organizations: A Proposed Integration
Authors: Provan Keith G.
Published: March 2006

Much of the strategic management literature neglects a strong consideration of the impact of internal organizational power on strategy decisions. Instead, the role of more objectively measured factors are usually emphasized, particularly aspects of the external environment. When power is considered, only its effect on strategy implementation is typically discussed. This paper argues that department power is a major factor affecting the formulation and implementation of strategy in organizations and that environmental influences are mainly indirect.
Individual Responses to the Stress of Career Plateauing
Authors: Elsass Priscilla M. , Ralston David A.
Published: March 2006

This article develops a model of the stress cycle caused by career plateauing and describes the range of possible coping responses of plateaued individuals. The selection of a coping response is viewed as being moderated by a set of individual and organizationalfactors that are associated with career development and maintenance. Based upon these moderating factors, six propositions are presented regarding an individual's choice of a coping response.
Interdependence and Power Between Managers and Employees: A Study of the Leader Relationship
Authors: Tjosvold Dean
Published: March 2006

The dependence of managers and employees upon each other can affect their influence and power. Forty-six managers and employees in a hospital were interviewed with the critical incident method. Cooperative, in contrast to competitive, interdependence was found to contribute to exchange and productivity. Managers and employees used common tasks, a shared purpose, the need to exchange resources, and positivefeelings to conclude their goals were cooperative. Cooperative interaction was found to result in efficient completion of tasks, improved productivity, and confidence thatfuture collaboration would be successful.
Power and Gender Congruency Effects in Evaluations of Male and Female Managers
Authors: Ragins Belle Rose
Published: March 2006

The gender congruency theory of power (Johnson, 1976) was tested in afield study of 110 subordinates (55 male and 55female) of matched pairs of male andfemale managers in three organizations. There was a lack of support for the theory that perceived power is gender-typed; male andfemale managers received equivalent ratings when perceived as using the same forms of power. Implications of these findings for women in management are discussed. Future directions for research in this area are suggested.
Assessing Operations Management from a Strategic Perspective
Authors: Adam Everett E. , Swamidass Paul M.
Published: March 2006

Manufacturing strategy research, together with service operations and strategy research, form the background for an examination of operations management. Although much of the assessment and critique is directed at operations strategy, traditional operations management issues such as technology, productivity, and quality also come under scrutiny as to their role in strategy. This review identifies three common themes and seven missing themes in the literature, contrasting the "'content" variables so frequently investigated within operations management-quality, cost, delivery, and flexibility-against strategic "process" variables. Conclusions include the partial indictment of operations management literature through the missing themes, an indictment that can be shored-up through increased empirical research in operations strategy that focuses on content, process, and performance.
Managerial Leadership: A Review of Theory and Research
Authors: Yukl Gary
Published: March 2006

This article reviews and evaluates major theories of leadership and summarizes findings from empirical research on leadership. Major topics and controversies include leadership versus management, leader traits and skills, leader behavior and activities, leader power and influence, situational determinants of leader behavior, situational moderator variables, transformational leadership, importance of leadership for organizational effectiveness, and leadership as an attributional process. Methodological issues in leadership research and implications for improving managerial practice are discussed also. An integrating conceptual framework is presented to show how the different theories and lines of research fit together.
Boards of Directors and Corporate Financial Performance: A Review and Integrative Model
Authors: Zahra Shaker A. , Pearce John A.
Published: March 2006

This article synthesizes empirical researchfindings on the impact of boards of directors on corporate financial performance. An integrative model of board attributes and roles is presented, and research support on their links is discussed. The review identifies critical short-comings of past studies and concludes by offering an agenda for future studies in this promising area of empirical research.
Self Theories and Employee Motivation
Authors: Sullivan Jerry J.
Published: March 2006

Two paradigmatic approaches to theorizing about the self exist: the self as agent and the self as a series of processes emerging out of the self-concept. Within each paradigm a number of theories about the self imply consequences for employee motivation. The paradigms can be viewed as operational within different organizational contexts. A metatheoretical model is proposed, relating organizational and task conditions, the activation level of the employee's self, and the employee motivation theories likely to be explanatory and predictive.
A Path Analytic Study of Individual Characteristics, Computer Anxiety and Attitudes toward Microcomputers
Authors: Igbaria Magid , Parasuraman Saroj
Published: March 2006

This study developed and tested a path model of individual difference variables as antecedents of computer anxiety and attitudes toward microcomputers among managers. Results of path analysis of survey data gatheredfrom 166 managers provided moderate support for the proposed model and the pattern of linkages specified among the variables. Results showed education is negatively related to computer anxiety, and external locus of control and math anxiety contribute to increased computer anxiety. Managers' age, education, external locus of control, and thefeeling-thinking dimension of cognitive style are directly related to attitudes toward microcomputers. However, math anxiety and external locus of control affect microcomputer attitudes only indirectly, through their effect on computer anxiety, which is the strongest predictor of negative attitudes toward microcomputers. Implications for the design and success of management information systems involving microcomputers, andfuture research are discussed.
Diagnosing Management Development Needs: An Instrument Based on How Managers Develop
Authors: McCauley Cynthia D. , Lombardo Michael M. , Usher Claire J.
Published: March 2006

Diagnosing developmental needs is an important first step in a systematic management development effort. An instrument (Benchmarks) has been designed to aid managers in assessing their strengths and weaknesses. The instrument has unique aspects: it was developedfrom studying how managers develop rather than what they do, and it allows for a separate assessment of managerialflaws. The development of the instrument resulted in a refined model of what is important to measure for developmental purposes. Reliability and validity information is presented as well as conceptual comparisons to other instruments.
Functioning Modeling Corporate Entrepreneurship: An Empirical Integrative Analysis
Authors: Jennings Daniel F. , Lumpkin James R.
Published: March 2006

Research on entrepreneurship and especially corporate entrepreneurship has been fragmented and lacks accepted definitions. This study develops an objective definition of corporate entrepreneurship from two areas of entrepreneurial research. Using a statewide sample of savings and loans, this research classifies organizations as entrepreneurial and conservative and empirically tests hypotheses relating to the notion of corporate entrepreneurship. MANOCOVA analysis, controlling for size, supported the hypotheses that in entrepreneurial organizations, (a) decision making is more participative, (b) decision making relies more on specialized personnel, (c) performance objectives are developed from shared participation, and (d) managers will not be penalized if risky projects fail. It was not found that managers of entrepreneurial organizations rely less on integration processes to assist in implementing decisions.
The Effects of Applicant Impression Management Tactics on Interviewer Judgments
Authors: Gilmore David C. , Ferris Gerald R.
Published: March 2006

Applicants in employment interviews use a variety of impression management techniques such as emphasizing positive traits, conforming to the opinions of the interviewer, and claiming responsibility for positive events. A field experiment was conducted on 62 employment interviewers who viewed videotaped interview segments in which either high or low levels of impression management techniques were depicted. Applicant credentials were also manipulated. Results indicated that interviewers were influenced by impression management techniques regardless of applicant credentials. The implications of these results are discussed with respect to theory, research and practice of the employment interview.
The Relationship Among Firm Characteristics and Design of Strategic Planning Systems in Large Organizations
Authors: Kukalis Sal
Published: March 2006

This article investigates the relationships among severalfirm characteristics and some design parameters of strategic planning processes in 115 large U.S. corporations. The purpose is to increase our knowledge of the strategic planning process and to confirm several propositions developed in previous studies. The findings point out that firms tend to adopt a more flexible planning system as the level of environmental complexity increases. Other hypotheses relating the organization's size, structure, capital intensity, and market life cycle to strategic planning processes are tested, with mixed results.
The Equity Sensitivity Construct: Potential Implications for Worker Performance
Authors: Miles Edward W. , Hatfield John D. , Huseman Richard C.
Published: March 2006

This paper presents and empirically tests five hypotheses concerning Equity Sensitivity, a new construct proposed by Huseman, Hatfield, and Miles (1985, 1987). Equity Sensitivity proposes that not all individuals conform to the norm of equity. Huseman, et al. have proposed three Equity Sensitivity groupsBenevolents, Equity Sensitives, and Entitleds. The findings show that Benevolents are inclined to work harder for less pay than Equity Sensitives or Entitleds. Theoretical and practical implications are discussed.
Industry Effects and Strategic Management Research
Authors: Dess Gregory G. , Ireland R. Duane , Hitt Michael A.
Published: March 2006

Adequate controls for potential industry effects have not been used in many strategic management studies. Similarly, strategy researchers have not consistently used adequate conceptualizations of industrial environments in the design of their empirical work. Findings derived from research with such design and execution deficiencies may result in misleading interpretations. Forty of the most frequently cited empirical strategy studies published between 1980 and 1988 are identified and analyzed. The results of this analysis indicate how researchers have approached the phenomenon of industry effects in the conduct of strategic management research. Methods for controlling for industry effects and the implications of the arguments presented herein for future research and theory building are discussed in thefinal sections of the paper.
Physical Attractiveness and Selection Decision Making
Authors: Morrow Paula C.
Published: March 2006

Empirical research on the role of physical attractiveness in employment selection is reviewed. Physical attractiveness is conceptualized as a beneficial status characteristic, although further investigation of the magnitude of the bias is needed. Conceptual and methodological problems impeding understanding of physical attractiveness are noted and a descriptive model specifying the role of attractiveness in selection decision-making is offered.
To Lobby or to Petition: The Political Environment of U.S. Trade Policy
Authors: Lenway Stefanie A. , Jacobson Carol K. , Goldstein Judith
Published: March 2006

The identification of an effective political strategy is of particular importance to firms seeking protection from import competition. The firm's fundamental choice is whether to lobby the Congress or directly petition the International Trade Commission (the primary agency for administering trade protection). In this article we summarize a debate in the political science literature regarding the extent to which federal agencies respond to short-term changes in congressional preferences. Using this literature as a basis, we develop a model to test whether International Trade Commission (ITC) decisions in escape clause cases reflect the preferences of Congress at the time the petition is filed. The results suggest that the ITC acts independently from immediate changes in congressional preferences. We conclude thatfirms seeking protection from import competition would be advised to commit resources to strengthening the evidence in their petition rather than to directly lobbying congressional representatives with the expectation that the Congress will influence ITC decisions.
Exploration of the Conceptualization and Measurement of Career Plateau: A Comparative Analysis
Authors: Chao Georgia T.
Published: March 2006

Data from 1,755 managers were used to compare a perceptually based operationalization of career plateau with the traditional measure based on job tenure. Results for four outcome measures (intrinsic job satisfaction, extrinsic job satisfaction, organizational identification, and career planning) showed the perceptually based measure of career plateaus to account for significantly more variance than the job tenure-based measure. Controlling for age, hierarchical regression analyses for the managerial sample also supported job tenure as a moderator of the relationship between a perceived career plateau and three of the four hypothesized outcomes. Specifically, the negative effects of a career plateau were most pronounced when the plateau was perceived during the early years of an individual's job tenure. Results are discussed with regard to the perception, adjustment, and consequences of career plateaus.
Recent Developments in International Management Research
Authors: Ricks David A. , Toyne Brian , Martinez Zaida
Published: March 2006

Although the field of management has many international dimensions, this article limits the review of recent developments in international management research to eight important areas: (a) human resource management, (b) organizational behavior, (c) production management, (d) information and technology transfer, (e) structure and control, (f) strategy, (g) business-government relations, and (h) forms of involvement.
Organizational Behavior: Whom Do We Talk to and Who Talks to Us?
Authors: Blackburn Richard S.
Published: March 2006

Citation analysis of research published in 10 U.S. organizational sciences journals during the past decade provides insights into communications within and among disciplines contributing to the study of organizations. Results suggest that during the 1980s a modest increase in cross-disciplinary communication occurred among authors contributing to these journals. The same conclusions are reached when the time horizon of the study is lengthened to encompass the previous 3 decades. More interdisciplinary communication is needed to improve the quality of organizational studies.
The Role of Management Games and Simulations in Education and Research
Authors: Keys Bernard , Wolfe Joseph
Published: March 2006

This review takes a broad look at the management gaming movement and summarizes how the field has evolved to its current state. The article defines terms and parametersfor the management gamingfield and briefly reviews the history of business gaming. Several models of experiential learning applicable to gaming are explained. Included are studies on the educational value of management games and a review of the literature that deals with management games and simulations as research laboratories. Some of the field's trends and future developments are also projected.
Confirmatory Modeling in Organizational Behavior/Human Resource Management: Issues and Applications
Authors: Harris Michael M. , Schaubroeck John
Published: March 2006

This article reviews confirmatory or latent variable models (LVM's) with regard to technicallmethodological issues and applications in OBIHRM. Suggestions are provided concerning when and how to use and interpret LVM's. In addition, we review applications in OBIHRM and highlight issues for further research.
Organizational Justice: Yesterday, Today, and Tomorrow
Authors: Greenberg Jerald
Published: March 2006

The present article chronicles the history of the field of organizational justice, identifies current themes, and recommends new directions for the future. A historical overview of the field focuses on research and theory in the distributive justice tradition (e.g., equity theory) as well as the burgeoning topic of procedural justice. This forms the foundation for the discussion offive popular themes in contemporary organizational justice research: (a) attempts to distinguish procedural justice and distributive justice empirically, (b) the development of new conceptual advances, (c) consideration of the interpersonal determinants of procedural justice judgments, (d) new directions in tests of equity theory, and (e) applications of justice-based explanations to many different organizational phenomena. In closing, a plea is made for future work that improves procedural justice research methodologically (with respect to scope, setting, and scaling), and that attempts to integrate and unify disparate concepts in the distributive and procedural justice traditions.
Innocents in the Forest: Forecasting and Research Methods
Authors: Pant P. Narayan , Starbuck William H.
Published: March 2006

This article presents guidelines for making forecasts and draws inferences about research techniques.

Inertia produces highly autocorrelated time series in which random events have lasting effects. Such series make it easy to draw incorrect inferences about causal processes. They also make it easy to predict accurately over the short run, using variants of linear extrapolation.

In forecasting, simplicity usually works better than complexity. Complex forecasting methods mistake random noise for information. Moderate expertise proves as effective as great expertise. Linear functions make better judgments than people. Analogous principles probably apply to research.

Three common myths do not stand up to scrutiny: One, using fewer categories does not reduce the effects of observational errors. Two, least-squares regression does not produce reliable findings. Three, better fitting models do not predict better, even in the very short run, if researchers use squared errors to measure fits to historical data and forecasting accuracies. However, better fitting models would predict better if researchers would replace squared-error criteria with more reliable measures.
The Role of Self-Monitoring and Gender on Leader Emergence: A Laboratory and Field Study
Authors: Dobbins Gregory H. , Long William S. , Dedrick Esther J. , Clemons Tayna Cheer
Published: March 2006

Two studies were conducted to investigate the influence of self-monitoring ability and gender on leader emergence. In Study I, groups composed of a male high self-monitor, male low self-monitor, female high self-monitor, andfemale low self-monitor worked on a salary allocation task. At the end of the task, subjects completed questionnaires that asked them to select one group member as their leader. The amount of influence each group member exerted during the discussion was also assessed. Analyses indicated that high self-monitors emerged as leaders more frequently than did low self-monitors and men emerged as leaders more frequently than did women. Study II replicated these results in 9 volunteer organizations. Implications of the findings for managerial practice and future research are discussed.
A Contingency Approach to Appraisal Satisfaction: An Initial Investigation of the Joint Effects of Organizational Variables and Appraisal Characteristics
Authors: Dobbins Gregory H. , Cardy Robert L. , Platz-Vieno Stephanie J.
Published: March 2006

The present study explored the moderating effects of organizational variables on the appraisal characteristic-appraisal satisfaction relationship. Analyses indicated that the appraisal characteristics of action plans, frequency, and rater training were more positively related to appraisal satisfaction when subordinates experienced role conflict, were not closely monitored, and supervisors had a large span of control. The results provide substantial support for conceptualizing appraisal satisfaction as a contingent function of both appraisal characteristics and organizational variables. Implications of the findings for the design of appraisal systems, appraisal effectiveness, andfuture research are discussed.
Key Executive Succession and Stockholder Wealth: The Influence of Successorys Origin, Position, and Age
Authors: Davidson Wallace N. , Worrell Dan L. , Cheng Louis
Published: March 2006

This study uses event time methodology to test the reaction of the stock market to announcements of the appointments of 367 key executive officers in a sample of 1986 Fortune 500 companies. We found significant, positive market reactions for the total top management sample. In addition, we found differences for successor's origin, position, and age at the time of appointment. The results highlight the importance of specifying the conditions under which succession will have its different effects.
The Effects of Physical Attractiveness and Other Demographic Characteristics on Promotion Decisions
Authors: Morrow Paula C. , McElroy James C. , Stamper Bernard G. , Wilson Mark A.
Published: March 2006

Candidate physical attractiveness, sex, and age, along with rater age and sex, are assessed in terms of their ability to affect recommendations for promotions. Forty personnel professionals evaluated eight candidates for a regional manager position using simulated assessment center data in a 2x2x2 repeated measures design. Results indicated a small, favorable bias in favor of attractive candidates, consistent with prior research. Applicant sex, applicant age, and rater sex were unrelated to recommendations, but rater age explained 14% to 21% of the variance in three recommendation ratings. Younger raters were observed to be more lenient. In addition, some small interactions effects were detected. Continued research on physical attractiveness and rater characteristics is advocated on grounds that even small effects may be substantively significant when the number of qualified applicants exceeds positions available.
Feedback-Seeking Behavior of New Hires and Job Changers
Authors: Brett Jeanne M. , Feldman Daniel C. , Weingart Laurie R.
Published: March 2006

This study explores the relationship between feedback-seeking behavior and adjustment to a new job for two groups of employees: new hires to thefirm and job changers. Data were collectedfrom 67 managers at a Midwestern consumer products corporation 3 months and 6 months after taking the new job. Results suggest that adjustment leads to feedback-seeking behavior for both new hires and job changers. However, for job changers, poor adjustment appears to stimulate feedback-seeking; in contrast, for new hires, good adjustment seems to stimulate feedback-seeking.
Mergers and Shareholder Returns: The Roles of Acquiring Firm's Ownership and Diversification Strategy
Authors: Blackburn Virginia L. , Lang James R. , Johnson Keith H.
Published: March 2006

Earlier work has examined executive control and merger activity and suggested that mergers are sometimes undertaken in the best interests of managers rather than stockholders. This study has examined the relationships among firm control (owner versus manager), merger strategy (related versus unrelated) and returns to stockholders. The results suggest that both firm control and merger strategy affect merger performance. Therefore, an assessment of the control of the acquiringfirms should temper the interpretation of any research comparing the performance of related versus unrelated diversification strategies.
The Relation of Career and Family Factors to the Expressed Minimum Percentage Pay Increase Required for Relocation
Authors: Wheeler Kenneth G. , Miller Jane Giacobbe
Published: March 2006

Employee willingness to relocate can have a major impact on individual career advancement as well as organizational human resource policies. The present study examines the relationship of career andfamily-relatedfactors to the lowest percentage pay increase required to relocate to another city or state for males andfemales. The results support previous studies concerning gender differences. However; gender does not remain as a significant predictor of willingness to relocate when controlling for other career andfamily-relatedfactors.
Elements of an Employee Responsibilities and Rights Paradigm
Authors: Ozigweh, Yg. Chemzie A.B.
Published: March 2006

Taking as its point of departure the striking increase in attention to employee (and employer) rights and responsibilities, this article sifts through the fragmented interdisciplinary body of knowledge to identify the elements of the paradigm on which the subjectfocuses. It examines the notions of rights and responsibilities and their characteristics, such as the nature of the issues and the relevant approaches. It explores the significance of workplace responsibilities and rights and suggests a paradigmatic matrix to guide and promote future management research and practice.
Managerial Resources and Rents
Authors: Castanias Richard P. , Helfat Constance E.
Published: March 2006

This article analyzes the role of top management as a key resource in obtaining sustained, competitive advantage for thefirm. The nature of managerial skills is examined and linked to isolating mechanisms and firm rents. The article aims to refocus attention on the importance of managerial expertise as a rent-generating firm resource and implies greater alignment of top management-shareholder interests than in many applications of agency theory to the firm.
Synergies and Post-Acquisition Performance: Differences versus Similarities in Resource Allocations
Authors: Harrison Jeffrey S. , Hitt Michael A. , Hoskisson Robert E. , Ireland R. Duane
Published: March 2006

Theory suggests that synergy is an essential ingredientfor value creation to occur as a result of acquisitions. This dominant theory often argues for similarities among resources in the acquiring and targetfirms. However; it is argued here that uniquely valuable synergy might be created where differences (versus similarities) exist between resources in the acquiring and target firms. Tests of these competing hypotheses confirmed that differences contributed significantly to performance in the mergedfirm. Thisfinding may suggest that traditional distinctions between related and unrelated mergers may not be as useful as once thought. A focus on specific resources rather than strategy types in the merger and acquisition research may better explain firm performance.
Work Stress and Employee Health
Authors: Ganster Daniel C. , Schaubroeck John
Published: March 2006

We review and summarize the literature on work stress with particular emphasis on those studies that examined the effects of work characteristics on employee health. Although there is not convincing evidence that job stressors cause health effects, the indirect evidence is strongly suggestive of a work stress effect. This evidence comes from occupational studies that show differences in health and mortality that are not easily explained by other factors and within-subject studies that demonstrate a causal effect of work experiences on physiological and emotional responses. We argue that studies relying on self-reports of working conditions and outcomes, whether cross-sectional or longitudinal, are unlikely to add significantly to the accumulated evidence. Finally, we make recommendations for how organizational researchers are most likely to contribute to this knowledge.
Negotiations
Authors: Wall James A. , Blum Michael W.
Published: March 2006

This article reviews the impact of the (a) negotiator's characteristics, (b) negotiator-opponent interaction, (c) constituencies (the parties represented by the negotiator), (d) third parties, and (e) situational environmentalfactors on the negotiation process and its outcomes. We offer suggestions to researchers for enhancing the external and internal validity of their studies. And for practicing managers, we provide recommendations to improve their negotiations.
Social Issues in Management: Theory and Research in Corporate Social Performance
Authors: Wood Donna J.
Published: March 2006

This article offers a broad developmental view of thinking in the field of social issues in management (SIM). The article reviews conceptual developments and empirical research in the context of the emerging theory of corporate social performance. After briefly describing the evolution and current status of the CSP model, the article shows how this model serves as an organizing device for research in SIM. Finally, the article discusses research implications of viewing the SIM field through the lens of corporate social performance.
Predicting Job Performance Across Organizations: The Interaction of Work Orientation and Psychological Climate
Authors: Day David V. , Bedeian Arthur G.
Published: March 2006

We investigated whether perceived psychological climate interacted with an individual personality dimension in predicting the job performance of a national sample (n = 483) of accounting professionals. Work orientation (Wo; Gough, 1985)-a specialty index developed from the California Psychological Inventory-was used to predict job performance as a function of climate. Results from a series of hierarchical regression analyses indicated that overall climate, a composite offactors derivedfrom the Litwin-Stringer (1968) Organizational Climate Questionnaire, significantly interacted with Wo such that more positive climates were associated with better performance for high Wo individuals regardless of organizational tenure. Subsequent analyses indicated that three specific climate dimensions (viz., Warmth-Support, Reward, and Accommodation) significantly interacted with Wo in predicting job performance. Consistent with an interactional perspective, these results suggest a need to consider both personality and situational characteristics to better understand the job performance of accounting professionals across organizations.
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors
Authors: Williams Larry J. , Anderson Stella E.
Published: March 2006

Previous organizational citizenship behavior (OCB) research (a) has not demonstrated that extra-role behaviors can be distinguished empirically from in-role activities, and (b) has not examined the relative contributions of components ofjob satisfaction a nd organizational commitment to the performance of OCBs. Factor analysis of survey data from 127 employees' supervisors supported the distinction between in-role behaviors and two forms of OCBs. Hierarchical regression analysis found two job cognitions variables (intrinsic and extrinsic) to be differentially related to the two types OCBs, but affective variables and organizational commitment were not significant predictors. The link between the present findings and previous research is discussed, as are directions forfuture research.
Toward Understanding and Measuring Conditions of Trust: Evolution of a Conditions of Trust Inventory
Authors: Butler John K.
Published: March 2006

Ten conditions of trust were suggested by 84 interviews of managers, and two previous studies of managerial trust. Statements made in the interviews and the studies were used to develop a content theory of trust conditions and derive scales measuring them. The scales were generated with an iterative procedure using a total of 1531 management students. The scales were assessed for homogeneity, reliability, and validity with several samples: 180 managers and 173 of their subordinates, 111 machine operators, and four different samples of management students (n = 380, n = 129, n = 290, and n = 132). Construct validity was supported by showing that the scale measures behaved as hypothesized with respect to measures of other variables, a manipulation of expectations, and the reciprocity of trust in vertical dyads.
Antitakeover Charter Amendments: Impact on Determinants of Future Competitive Position
Authors: Mallette Paul
Published: March 2006

This research examined the subsequent longterm investment consequences of the adoption of antitakeover charter amendments by U.S. industrial manufacturing firms. Longterm investment a major determinant offuture economic growth and business competitiveness was assessed by analyzing research and development and capital investment intensity levels. In a matchedpair design, analyses were conducted on two separate samples of companies to assess the relationship between antitakeover amendment adoption and future oriented re source allocation decisions. Results fail to indicate the existence of a general main effect of antitakeover amendments on longterm investment for either sample offirms.
Assisting the Handicapped: The Pioneering Efforts of Frank and Lillian Gilbreth
Authors: Gotcher J. Micheal
Published: March 2006

The article examines the work of Frank and Lillian Gilbreth in relation to disabled veterans. It explores how the founders of the motion study method affected vocational rehabilitation of the handicapped. This article addresses the ideological paradox faced by the Gilbreths in dealing with handicapped workers and identifies the long-lasting effects of their efforts on governmental policies, employer hiring practices, and new product innovations. Through their efforts, the Gilbreths demonstrated how handicapped workers could become productive members of the community.
A Competency-Based Model of Sustainable Competitive Advantage: Toward a Conceptual Integration
Authors: Lado Augustine A. , Boyd Nancy G. , Wright Peter
Published: March 2006

This article examines the concept of sustainable competitive advantage in the context of two theoreticalframeworks: environmental determinism (which encompasses macroeconomic and industrial organization traditions) and "strategic selection" (which incorporates Schumpeterian economic and strategic choice perspectives). It is argued that by ascribing competitive advantage to industry/market imperatives, the I/O-based model apparently overlooks the idiosyncratic competencies that potentially generate a sustainable competitive advantage for the firm. An alternative conceptualization of sustainable competitive advantage from a resource-based perspective is offered. Specifically, a systems model that integrally links four components of a firm's "distinctive competencies" (managerial competencies and strategic focus, resource-based, transformation-based, and outputbased competencies) is proposed.
The Responses of Drug Abuse Treatment Organizations to Financial Adversity: A Partial Test of the Threat-Rigidity Thesis
Authors: D'Aunno Thomas , Sutton Robert I.
Published: March 2006

This article derives hypotheses from the threat-rigidity model about organizational responses tofinancial adversity. These hypotheses are tested in a national sample of 72 randomly selected drug abuse treatment organizations. We propose that decreasing funding levels and numbers of funding sources will be associated with four classes of rigidities in organizations: (a) restriction in information processing (rigid use of existing organizational procedures), (b) constriction of control (less participative decision making), (c) conservation of resources (work force reduction), and (d) competition among members. The threat-rigidity thesis is supported by findings that decreases in total budgets are associated with rigid use of existing procedures, work force reduction, and competition among organization members. Further; decreases in number offunding sources are associated with less participative decision making, work force reduction, and more competition among members.
The Role of Personality in Organizational Life: Issues and Evidence
Authors: George Jennifer M.
Published: March 2006

This article is a selective review of important issues, themes, and topics regarding the effects of personality on organizational behavior. Recent literature on the impact of personality on job attitudes and affective states at work is reviewed. Two traits, positive affectivity and negative affectivity, are presented as the key dispositional determinants of affective reactions at work. Criticisms of the dispositional approach are addressed and the integrative perspective of interactional psychology is discussed. The distinction between traits and states is explained and it is shown how states mediate the effects of traits on behavior with states essentially capturing the person-situation interaction. Theorizing and research on person-environment fit, a complementary perspective on person-situation interactions, is discussed, followed by a discussion of the links between personality and three organizationallyrelevant outcomes: prosocial behavior, effort and performance, and leadership. Finally, the links between two personality traits, negative affectivity and the Type A behavior pattern, and work-related distress are elucidated.
Theoretical Perspectives for Strategic Human Resource Management
Authors: Wright Patrick M. , McMahan Gary C.
Published: March 2006

Critics have argued that the field of human resource management (HRM) lacks a coherent theoreticalframework. This article attempts to further the theoretical development of SHRM through discussing six theoretical models (behavioral perspective, cybernetic models, agencyltransaction cost theory, resource-based view of the firm, power/resource dependence models, and institutional theory) that are usefulfor understanding both strategic and non-strategic determinants of HR practices. Finally, the implications of a stronger theoretical approach to SHRM research and practice are discussed.
Organizational Stress, Job Satisfaction and Job Performance: Where Do We Go From Here?
Authors: Sullivan Sherny E. , Bhagat Rabi S.
Published: March 2006

This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance. Moderating influences of various constructs operationalized at the individual, group and organizational level of analysis are classified and then reviewed systematically. An evaluative summary of this research suggests that although there have been significant improvements in the analytical methods employed to investigate such phenomena, much of this research still does not consider the role of reciprocal relationships that evolve over time. We provide four guidelines for improving the quality of both theoretical rigor and methodological robustness in this important area of organizational inquiry.
Participation, Individual Development, and Organizational Change: A Review and Synthesis
Authors: Pasmore William A. , Fagans Mary R.
Published: March 2006

The purpose of this review is to identify and explore issues associated with the use of participation in conjunction with Organization Development activities. We maintain that the misunderstanding of participative processes places significant limitations on the success of Organization Development interventions and upon acceptance of the field as a whole. To remedy this situation, we suggest that practitioners pay more attention to combining individual and organization development efforts and that researchers devote more energy to exploring the effects of mediating variables on participation outcomes. We recommend the concept of organizational citizenship as a more inclusive frameworkfor research and practice concerning participation in organization development activities.

"Progress for democracy lies in enhancing the actual freedom, initiative and spontaneity of the individual, not only in certain private and spiritual matters, but above all in the activity fundamental to every man's existence, his work." Eric Fromm, 1941.

"If there were a nation of gods, it would be governed democratically. So perfect a government is unsuited to men." Jean-Jacques Rousseau, 176211967.
Absence Schema and Managerial Judgment
Authors: Conlon Edward J. , Stone Thomas H.
Published: March 2006

Two studies investigated the cognitive categorization of absences by managers. In study 1, managers produced absence patterns for hypothetical employees who were labeled as having excellent, typical, uncontrollable, and controllable absence-prone attendance records. In study 2, managers rated the reliability of employees with absence patterns like those found in study 1. Study I found the distinction between excellent and absence-prone employees was related mainly to the total days absent and absence-episode parameters of prototypical absence records. The controllability distinction affected the proportions of absences reported as excused or adjacent to scheduled days off Study 2 obtained results generally consistent with study 1 butfound that the adjacency manipulation produced the hypothesized results only for experienced managers.
A Strategic Management Perspective on Host Country Structure of Multinational Enterprises
Authors: Tallman Stephen B.
Published: March 2006

This article proposes that the oligopoly power and internalization models of the multinational enterprise should be reviewed in light of the newly developing resource-based model of strategy and managerial decision-making models of strategic management. The perspective described here suggests that strategy-making under conditions of uncertainty and the drive to gain competitive advantage from deployment of firm-specific resources are important issues in the internalization decision of the MNE in a host market. The role of transaction cost efficiency in generating subsidiary governance structures is redefined to be compatible with the demands of these additional considerations of the multinational strategic manager.
A Causal Model of Organizational Performance and Change
Authors: Burke W. Warner , Litwin George H.
Published: March 2006

To provide a model of organizational performance and change, at least two lines of theorizing need to be explored-organizationalfunctioning and organizational change. The authors go beyond description and suggest causal linkages that hypothesize how performance is affected and how effective change occurs. Change is depicted in terms of both process and content, with particular emphasis on transformational as compared with transactional factors. Transformational change occurs as a response to the external environment and directly affects organizational mission and strategy, the organization 's leadership, and culture. In turn, the transactionalfactors are affected-structure, systems, management practices, and climate. These transformational and transactional factors together affect motivation, which, in turn, affects performance.

In support of the model's potential validity, theory and research as well as practice are cited.
Growth Need Strength and Context Satisfactions as Moderators of the Relations of the Job Characteristics Model
Authors: Tiegs Robert B. , Tetrick Lois E. , Fried Yitzhak
Published: March 2006

Empirical investigations of the job characteristics model (JCM; Hackman & Oldham, 1980) have failed to systematically explore the moderating effects of growth need strength (GNS) and context satisfactions (viz., pay, job security, co-worker, and supervision) on the relations among the core job characteristics, critical psychological states, and work outcomes. Previous studies also are criticized for the use of subgroup analytic techniques, low statistical power resulting from small sample sizes (i.e, often less than 200) and/or samples consisting of individuals of relatively homogeneous jobs/occupations. As an attempt to address these deficiencies in the literature, this study examined the moderating effects of GNS and each of the four context satisfactions using a large sample (N = 6405) of employees from a variety of jobs and occupations. Overall, the results of univariate and multivariate hierarchical moderated multiple regression analyses suggest that none of thefive individual difference factors appeared to be viable moderators of any of the relations among job characteristics, psychological states, and three work outcomes (viz., growth satisfaction, overall job satisfaction, and internal motivation). Also, there was no supportive evidence for potential joint moderating effects between GNS and each context satisfaction on the relations of the JCM.