bluuebunny/crossref_metadata_2025 huggingface dataset:
Roles of Inhibition in Complex Auditory Responses in the Inferior Colliculus: Inhibited Combination-Sensitive Neurons
Authors: Nataraj Kiran , Wenstrup Jeffrey J.
Published: December 2005

We studied the functional properties and underlying neural mechanisms associated with inhibitory combination-sensitive neurons in the mustached bat's inferior colliculus (IC). In these neurons, the excitatory response to best frequency tones was suppressed by lower frequency signals (usually in the range of 12–30 kHz) in a time-dependant manner. Of 143 inhibitory units, the majority (71%) were type I, in which low-frequency sounds evoked inhibition only. In the remainder, however, the low-frequency inhibitory signal also evoked excitation. Of these, excitation preceded the inhibition in type E/I units (16%), whereas in type I/E units (13%), excitation followed the inhibition. Type E/I and I/E units were distinct in the tuning and threshold sensitivity of low-frequency responses, whereas type I units overlapped the other types in these features. In 71 neurons, antagonists to receptors for glycine [strychnine (STRY)] or GABA [bicuculline (BIC)] were applied microiontophoretically. These antagonists failed to eliminate combination-sensitive inhibition in 92% (STRY), 93% (BIC), and 87% (BIC + STRY) of the type I units tested. However, inhibition was reduced in many neurons. Results were similar for type E/I and I/E inhibitory neurons. The results indicate that there are distinct populations of combination-sensitive inhibited neurons in the IC and that these populations are at least partly independent of glycine or GABAA receptors in the IC. We propose that these populations originate in different brain stem auditory nuclei, that they may be modified by interactions within the IC, and that they may perform different spectrotemporal analyses of vocal signals.
Sociology of Corruption and ‘Corruption of Sociology’
Authors: Khondker Habibul Haque
Published: December 2005

This article examines corruption as a social problem and a phenomenon that illustrates certain problems in agenda-setting in sociology. Understanding such questions as why corruption remains largely outside the purview of sociology, and how sociological agendas are set can be found in the works of Syed Hussein Alatas, who wrote about corruption as far back as the 1950s. Sociology of corruption as a subfield failed to take off despite the ubiquity of this phenomenon. In recent years, new books have been published, including an updated version of Professor Alatas's work. Studies of corruption remain a prerogative of the political scientists and public policy experts. Economists see corruption as a market-distorting externality and treat it as a peripheral subject. Gunnar Myrdal, who was an exception, in his Asian Drama, identified corruption as a serious bottleneck for Asian development. The problem persists 40 years on from Myrdal's analysis. In many countries in the developing world, corruption has become part of the fabric of society. Yet, sociological theorization and empirical studies are lacking. This article examines corruption both as a social problem and an indicator of the ‘corruption of sociology’, drawing on the writings of Alatas, especially his notion of ‘captive mind’ or the absence of intellectual autonomy on the part of the Third World sociologists.
Support, Commitment, and Employee Outcomes in a Team Environment
Authors: Bishop James W. , Scott K. Dow , Burroughs Susan M.
Published: December 2005

This field study investigated whether perceived team support and team commitment relate to employee outcomes differently than perceived organizational support and organizational commitment. A LISREL analysis was conducted on data from 380 manufacturing plant employees and 9 supervisors. Job performance was related to team commitment; intention to quit was related to organizational commitment; and organizational citizenship behavior was related to both team and organizational commitment. Commitment mediated the relationships between support and the outcome variables.
She Said, He Said. The Influence of Remedial Accounts on Third-Party Judgments of Coworker Sexual Harassment
Authors: Tata Jasmine
Published: December 2005

Sexual harassment often consists of ambiguous behaviors subject to interpretation. Remedial accounts that clarify and explain such behaviors can play a major role in influencing organizational representatives’ perceptions of harassment. Data from 351 employees indicated that type of account, gender of participant, and type of harassing behavior influenced judgments of sexual harassment, perceived offensiveness, and perceived need for disciplinary action. Denials were the most mitigating type of account, followed by excuses, justifications, and concessions. Men and women differed in the extent to which their ratings were influenced by accounts; men’s ratings were more likely to be influenced by denials, whereas women’s ratings were more likely to be influenced by concessions. In addition, remedial accounts were found to be more effective for less severe types of harassing behavior (gender harassment and unwanted sexual attention) and less effective for more severe behavior (sexual coercion).
Determinants of local responsiveness: perspectives from foreign subsidiaries in an emerging market
Authors: Luo Yadong
Published: December 2005

This study examines various determinants of local responsiveness as perceived by MNE subsidiary managers in a dynamic environment. It proposes and validates three levels of factors affecting responsiveness, including environmental, structural, and organizational. Analysis of data containing 168 MNE subsidiaries in the People’s Republic of China suggests that environmental complexity and business culture peculiarity heighten local responsiveness. Structural factors such as competition intensity, demand heterogeneity, and component localization elevate local responsiveness. A subsidiary’s local market orientation and the strength of its established network with the business community and governmental agencies also propel such responsiveness. Finally, there is a stronger relationship between environmental and industrial factors and responsiveness for firms seeking local market expansion than for those pursuing export growth.
The relationship between rater affect and three sources of 360-degree feedback ratings
Authors: Antonioni David , Park Heejoon
Published: December 2005

We investigated whether rater affect has a similar effect on the leniency of ratings from three of the sources of 360-degree feedback (downward, upward, and peer) and whether there is an interaction between a rater’s affect and the time he or she has spent observing the ratee. The findings indicate that the influence of rater affect on the leniency of ratings was significantly greater in upward and peer feedback than in downward feedback and that the influence increased as raters’ observation time increased.
Determinants and consequences of employee displayed positive emotions
Authors: Tsai Wei-Chi
Published: December 2005

This study examined whether the psychological climate for service friendliness correlated positively with employee displayed positive emotions, and whether such positive emotional displays influenced customer purchase decision and customer reactions concerning an organization. Data were collected from 290 sales clerks in 156 retail shoe stores in Taiwan, and from 284 customers who were served by one of the sales clerks. Results indicated a positive relationship between psychological climate for service friendliness and employees’ displayed positive emotions. The study also indicated that employees’ positive emotional displays would increase customer willingness to return to the store and pass positive comments to friends.
Participation in Organizations: A Preview of the Issues and Proposed Framework for Future Analysis
Authors: Glew David J. , O’Leary-Kelly Anne M. , Griffin Ricky W. , Van Fleet David D.
Published: December 2005

This paper provides an overview of research related to participation programs in organizations. Although certain relationships, such as the participation-performance association, have been adequately addressed in the literature, other aspects of the participation process have received very limited research attention, We propose that research move away from a narrow focus on certain aspects of the participation process and move toward a more inclusive agenda. To facilitate this movement, we provide a participation framework that organizes what is and is not known about participation, develop an operational definition of participation, summarize the incentives that motivate participation, review individual and organizational contextual factors that relate to participation, describe participation-outcome relationships, and note essential measurement questions.
Firm-level Responses to Government Regulation: Theoretical and Research Approaches
Authors: Shaffer Brian
Published: December 2005

Historically, the relationship between business firms and government has usually been approached in terms of its effects on the process of representative democracy (i.e., the implications of business political activity for the functioning of government). More recently, perspectives on business-government relations have developed within a managerial framework [i.e., from the viewpoint of the corporation and the manager]. This article discusses the consequences of public policies for the competitive environment of the firm, which provides one explanation for political behavior. Firm-level responses include both strategic adaptation and attempts to influence public policy. It discusses a variety of research approaches to understanding the firm S strategic use of public policy processes, as well as suggestions for further research.
Conflict and Its Management
Authors: Wall James A. , Callister Ronda Roberts
Published: December 2005

This article reviews the conflict literature, first examining the causes of conflict, its core process, and its effects. Subsequently, we probe into conflict escalation (and de-escalation), contexts, and conflict management. When examining this last topic, we note that conflict can be managed by the disputants themselves, by managers, or by other third parties. In conclusion we suggest directions for future research and provide recommendations for practicing managers.
Gainsharing: A Critical Review and a Future Research Agenda
Authors: Welbourne Theresa M. , Mejia Luis R. Gomez
Published: December 2005

This article provides a critical review of the extensive literature on gainsharing. It examines the reasons for the fast growth in these programs in recent years and the major prototypes used in the past. Different theoretical formulations making predictions about the behavioral consequences and conditions mediating the success of these programs are discussed and the supporting empirical evidence is examined. The large number of a theoretical case studies and practitioner reports or gainsharing are also summarized and integrated. The article concludes with a suggested research agenda for the future.
Strategic Restructuring and Outsourcing: The Effect of Mergers and Acquisitions and LBOs on Building Firm Skills and Capabilities
Authors: Lei David , Hitt Michael A.
Published: December 2005

A conceptual framework examining the relationship between corporate restructuring and outsourcing of key value-adding activities to external suppliers and partners is presented. The model proposes that the restructuring process serves as a catalyst to a series of complex changes within the firm that make outsourcing an attractive alternative to internal investments in the development of new skills and capabilities. High levels of merger and acquisition activity, as well as leveraged buy-outs (LBOs), are expected to produce a diminished resource base for organizational learning and technology development. Continued reliance on outsourcing, in turn, can potentially “lock out” the firm from participating in future technologies and new industries.
The Impact of Referral Sources on Employee Attitudes: Evidence from a National Sample
Authors: Vecchio Robert P.
Published: December 2005

Seven hundred and two full-time employees, comprising a national sample, were interviewed to determine whether nine recruitment sources had a measurable impact on work-related attitudes. Recruitment source was found to be associated with age, education, and gender. After controlling for age, education, gender, income, and race, recruitment source was not found to significantly predict such attitudinal outcomes as job satisfaction, loyalty, pride in organization, anti-union stance, and propensity to quit. Additionally, the use of multiple recruitment sources was found to be used by roughly one-third of all respondents, although the use of multiple sources played no role (relative to using a single recruitment source) in predicting attitudes. The need for further research on recruitment source effects is discussed in light of fidings which suggest that recruitment source may have no significant impact beyond an individual’s earliest employment experiences.
A Refinement of the Entropy Measure of Firm Diversification: Toward Definitional and Computational Accuracy
Authors: Raghunathan Sankaran P.
Published: December 2005

The entropy measure of firm diversification is refined to improve its precision. The concept of diversification is defined and the measure is modified to reflect its dimensions—the extent of diversification across segments (distribution) and the number of segments in which a firm operates. The refined measure makes it possible to better understand equivalences among firms with different diversification profiles.
Coping with a Layoff: A Longitudinal Study of Victims
Authors: Bennett Nathan , Martin Christopher L. , Bies Robert J. , Brockner Joel
Published: December 2005

This article reports the results of a longitudinal study of layoff victims and how they cope with job loss. We examine whether the perceived fairness of layoff procedures, corporate and government assistance programs, and individual differences influence the choice of problem-focused and/or symptom-focused coping strategies. Our findings challenge traditionally held assumptions about factors that may be associated with successful coping. Specifically, perceptions of the fairness of layoff procedures and adequacy of government assistance programs were negatively related with problem-focused strategies used by layoff victims, and there was no relationship with corporate assistance programs and the choice of coping strategy. In addition, self-blame for the job loss was positively related to a symptom-focused strategy. Suggestions for future research on victims of layoffs are discussed.
The Relationship Between Board Composition and Leadership Structure and Bankruptcy Reorganization Outcomes
Authors: Daily Catherine M.
Published: December 2005

With the dramatic rise in the number of corporate bankruptcies since the Bankruptcy Reform Act of 1978, it is increasingly important to understand those factors which are associated with a Chapter 11 reorganization filing. Of particular interest is the association between firms’ strategic leadership and successfully emerging from a bankruptcy reorganization. This study examines the association between bankrupt firms’ board composition and board leadership structure and four outcomes of the bankruptcy reorganization process. While controlling for firm size, financial indicators, outside ownership interests, and CEO tenure, stepwise multiple discriminant function analysis indicates predictive power for board composition, but not board leadership structure.
Metaphors and Mental Models: Sensemaking and Sensegiving in Innovative and Entrepreneurial Activities
Authors: Hill Robert C. , Levenhagen Michael
Published: December 2005

To be successful, entrepreneurs must be able to cope with significant ambiguity. Entrepreneurial businesses typically operate in unsettled industries or unsettled segments of stable industries. Moreover, starting a new business is an uncertain undertaking creating many ambiguities in itself To cope with these uncertainties, the entrepreneur must develop a “vision” or mental model of how the environment works (sensemaking) and then be able to communicate to others and gain their support (sensegiving). This paper discusses the process of mental model development for entrepreneurs. Metaphor development is proposed to be a significant and important stage in this process. Metaphors provide a common language and a basis for communication within the organization. Through metaphor(s) an organization develops a common language, an understanding of the task environment and a means of interpreting events. Metaphors are particularly useful in communicating broad and sometimes abstract concepts such as organizational mission and strategy and in situations requiring novel concepts and approaches.
A Structural Analysis of Dominant Coalitions in Small Banks
Authors: Pearce John A.
Published: December 2005

This study examined the orientations of 125 executive officers and board members from seven financial institutions concerning the composition of their firm’s sociometrically-defined dominant coalitions. Hypotheses testing found that in seven small banks, dominant coalition members could be distinguished from non-members by their orientation toward internal organizational factors. In contrast to prior research, the study found no evidence of a significant relationship between board members’ tenure, relative to that of the CEO, and their membership in the organization S dominant coalition.
Antecedents of Employee Benefit Level Satisfaction: A Test of a Model
Authors: Williams Margaret L.
Published: December 2005

Both employer- and employee-provided data from a sample of 122 full-time library employees were used to examine a preliminary theoretical model of the antecedents of employee benefit level satisfaction. Although the variables in the model accounted for over 50% of the variance in benefit level satisfaction, the specific form of the model was not supported; the results did not support a discrepancy model in which benefit level satisfaction was based on the difference between the perceived level of benefits that should be received and the perceived level of benefits received. The variables most highly related to benefit level satisfaction were benefit administration, benefit comparisons (perceived inputs and outcomes of referent others) and employees’ cost for the medical insurance premium (which was negatively related). Data concerning employees’ knowledge of the benefits they receive, limitations of the study, implications for the management of benefit programs, and suggestions for future research are presented.
P=f(M X A): Cognitive Ability as a Moderator of the Relationship Between Personality and Job Performance
Authors: Wright Patrick M. , Kacmar K. Michele , McMahan Gary C. , Deleeuw Kevin
Published: December 2005

This study tested the validity of the use of personality tests with aptitude tests as predictors of performance for 203 warehousers using an interactive model. Results indicated cognitive ability explained a significant 2% of the variance in performance, with the interaction between cognitive ability and personality explaining a significant incremental 9% of the variance in performance. These results indicate a need to expand our models of the relationship between personality characteristics and job performance.
Statistical Power with Moderated Multiple Regression in Management Research
Authors: Aguinis Herman
Published: December 2005

Due to the increasing importance of moderating (i.e., interaction) effects, the use of moderated multiple regression (MMR) has become pervasive in numerous management specialties such as organizational behavior, human resources management, and strategy, to name a few. Despite its popularity, recent research on the MMR approach to moderator variable detection has identified several factors that reduce statistical power below acceptable levels and, consequently, lead researchers to erroneously dismiss theoretical models that include moderated relationships. The present article (1) briefly describes MMR, (2) reviews factors that affect the statistical power of hypothesis tests conducted using this technique, (3) proposes solutions to low power situations, and (4) discusses areas and problems related to MMR that are in need of further investigation.
On Using Direct Measures of Met Expectations: A Methodological Note
Authors: Irving P. Gregory , Meyer John P.
Published: December 2005

We used multiple regression analysis to examine the joint and separate effects of pre-entry expectations and post-entry experiences on direct measures of met expectations for 259 organizational newcomers during the first year of employment. Results suggested that concerns about the use of direct measures of met expectations are warranted. Post-entry experiences had considerably more influence than pre-entry expectations on the way that individuals respond to met expectations measures. Furthermore, the amount of variance in measures of job satisfaction and turnover intentions accounted for by direct measures of met expectations was reduced considerably when controlling for perceptions of post-entry experiences.
An Exploratory and Confirmatory Factor-Analytic Investigation of Item Wording Effects on the Obtained Factor Structures of Survey Questionnaire Measures
Authors: Schriesheim Chester A. , Eisenbach Regina J.
Published: December 2005

Item wording effects were investigated using scenarios depicting a fictitious leaders behavior, 496 respondents, and a questionnaire containing regular, polar opposite, negated polar opposite, and negated regular item versions. Oblique-rotated exploratory factor-analytic results showed clear item wording factors; confirmatory factor-analytic results showed the item formats to yield separate wording factors but that the regular items had substantially more trait variance than did the other item formats. Implications for future research are discussed.
Executive Scanning and Perceived Uncertainty: A Multidimensional Model
Authors: Boyd Brian K. , Fulk Janet
Published: December 2005

The present study examined how executives’perceptions of the environment affected their decisions to collect strategic information. It was hypothesized that two dimensions of perceived uncertainty would have unique relationships with environmental scanning. Interviews were conducted with 72 senior executives in a cross-section of industries and produced the following results: (1) strategic importance was the primary determinant of scanning; (2) scanning declined as the environment was perceived to be more complex; and (3)perceived variability interacted with importance to positively affect scanning.
Reactions of Diverse Groups to Politics in the Workplace
Authors: Ferris Gerald R. , Frink Dwight D. , Bhawuk Dharm P.S. , Zhou Jing , Gilmore David C.
Published: December 2005

The central research question examined in this study focused on whether diverse groups react differently. to politics in the workplace as a function of understanding. Understanding moderated the relationships between dimensions of politics perceptions and employee reactions for white males but not for racial/ethnic minorities, as hypothesized. The results for white females were mixed with significant moderating effects of understanding found for the Coworker Political Behavior-Outcomes relationships, and for the Political Organization Policies and Practices-Outcomes relationship. Implications of these results for theory and research are discussed.
Analysis and Design of Multitrait-Multirater Performance Appraisal Studies
Authors: Conway James M.
Published: December 2005

Becker and Cote (1994) found that the correlated uniqueness model outperformed the confirmatory factor analysis and direct product models for multitrait-multimethod data. The present study analyzed20 multitrait-multirater performance appraisal matrices. The correlated uniqueness model was appropriate significantly more often than in Becker and Cote5 study and the other two models performed poorly. The proportions of trait and method variance in ratings were related to several rating system characteristics such as opportunity for raters to observe ratees and basing rating dimensions on a job analysis. Performance of all three models was better with larger proportions of trait variance and smaller proportions of method variance.
The Nature, Antecedents and Consequences of Underemployment
Authors: Feldman Daniel C.
Published: December 2005

Despite the growth of underemployment in the United States, relatively little theoretical or empirical attention has been paid to this phenomenon. This article presents a multidimensional conceptualization of underemployment in terms of education, work duties, field of employment, wages, and permanence of the job. The article then presents testable propositions on both the hypothesized antecedents of underemployment (e.g., economic factors, job characteristics, career history, job search strategies, and demographics) and on the hypothesized consequences of underemployment (e.g., job attitudes, overall psychological well-being, career attitudes, job behaviors, and marital, family, and social relationships). Directions for future theory development, research methodology, and institutional assistance programs for the underemployed are discussed as well.
Antecedents and Outcomes of Corporate Refocusing
Authors: Johnson Richard A.
Published: December 2005

During the 1980s a large number of firms refocused or down-scoped using multiple divestitures. This paper reviews recent empirical research (1983-1996) to isolate and identify the antecedent conditions that lead to downscoping and its outcomes. Antecedent conditions include changing environmental conditions, firm governance, ineffective strategy, poor performance, and financial restructuring. Outcomes of the process examine how firm strategy has changed and its effect on employees and firm performance. I develop a model to classify research into topic areas and discuss future research directions and related issues.
Announcements of Purely Related and Purely Unrelated Mergers and Shareholder Returns: Reconciling the Relatedness Paradox
Authors: Flanagan David J.
Published: December 2005

Empirical research has not generally supported the hypothesis that announcements of related mergers benefit stockholders more than announcements of unrelated mergers. This study uses a new categorization methodology to identify mergers with and without strategic fits. Purely related and purely unrelated mergers occurring between 1972 and 1990 are identified using a combination of objective and subjective categorization methods. Results support the hypothesis that purely related acquirers benefit more than purely unrelated acquirers. Acquiring firm stockholder returns were also higher if the acquisition was friendly or a tender offer. The results did not suggest that acquired firms' shareholders benefit more in purely related acquisitions than in purely unrelated acquisitions. Acquired firms’ stockholder returns were higher if the transaction was a tender offer.
Dispositional Influences on Attributions Concerning Absenteeism
Authors: Judge Timothy A. , Martocchio Joseph J.
Published: December 2005

Because the degree to which absenteeism is within or beyond an employee’s control is a significant yet unresolved issue in the absence literature, it is important to understand the factors which influence employees’ attributions about the causes of absence events. As a result of recent research suggesting that personality variables are important influences on work attitudes and behaviors, the present study took a dispositional approach in investigating the predictors of employee absence attributions. Using data collected from three sources, between-subjects analyses suggested a number of dispositional influences on absence attributions. Within-subjects analyses suggested that the factors leading to external attributions vary widely across individuals.
Congruence Between Pay Policy and Competitive Strategy in High-Performing Firms
Authors: Montemayor Edilberto F.
Published: December 2005

Based on existing strategic compensation theory, this study examines seven theoretical propositions concerning the link between business-level competitive strategy and pay policy. Canonical discriminant analysis of 261 responses to a national survey show that high-performing firms whose strategy is dominated by Cost Leadership, Innovation, or Differentiation tactics adopt different pay policies. Further analysis shows that inferior firm performance is associated with the lack of fit between pay policy and business strategy. These findings support the need for a contingency approach in the design of pay policy.
Managerial intelligence: Why IQ Isn’t Enough
Authors: Stemberg Robert J.
Published: December 2005

This article presents a theory of managerial intelligence, as well as data to support the theory. First, the article opens with a general discussion of managerial intelligence. Second, it describes two alternative models, a traditional and a nontraditional one, of intelligence as applied to managers. Third, it discusses why construct validation, rather than just predictive validation, is important for selecting a theory and corresponding measure of managerial intelligence. Fourth, the article discusses the relevance of a three-part, “triarchic” theory of human intelligence as applied to managerial performance. Finally, the article draws some general conclusions about what makes a person managerially intelligent.
An Overview of the Logic and Rationale of Hierarchical Linear Models
Authors: Hofmann David A.
Published: December 2005

Due to the inherently hierarchical nature of organizations, data collected in organizations consist of nested entities. More specifically, individuals are nested in work groups, work groups are nested in departments, departments are nested in organizations, and organizations are nested in environments. Hierarchical linear models provide a conceptual and statistical mechanism for investigating and drawing conclusions regarding the influence of phenomena at different levels of analysis. This introductory paper: (a) discusses the logic and rationale of hierarchical linear models, (b) presents a conceptual description of the estimation strategy, and (c) using a hypothetical set of research questions, provides an overview of a typical series of multi-level models that might be investigated.
Cohesiveness and Organizational Citizenship Behavior: A Multilevel Analysis Using Work Groups and Individuals
Authors: Kidwell Roland E. , Mossholder Kevin W. , Bennett Nathan
Published: December 2005

Using a theory-based multilevel framework, we examined the potential relationships of two organizational citizenship behavior (OCB) dimensions with individual- and group-level measures. The individual-level measures used were employee job satisfaction and organizational commitment; the group-level measure used was work group cohesiveness. The sample for the study was drawn from eight service sector organizations. Hierarchical linear modeling (HLM) analyses revealed that employees in more cohesive work groups displayed greater amounts of courtesy than would have been predicted based only on their job satisfaction or organizational commitment. Further, the relationship between employee job satisfaction and the amount of courtesy displayed was stronger in the more cohesive groups. Such results were not obtained when conscientiousness was the focal OCB. Implications of our results, as well as use of HLM in multilevel investigations, are discussed.!
The Application of HLM to the Analysis of the Dynamic Interaction of Environment, Person and Behavior
Authors: Vancouver Jeffrey B.
Published: December 2005

A multiple goal context was examined to assess the interaction of environment, person and behavior over time. Specifically, frequency of feedback was manipulated, and performance and goal commitment for a quality and a quantity goal were measured in a short-term, longitudinal study. One hundred fifteen participants were given the performance goals in a dynamic, decision-making task. Hierarchical linear modeling was used to test the hypotheses, which included both within and between person effects. Discussion focussed on the special issues related to the interpretation of these types of multi-level data and the self-regulating framework used to develop the hypotheses.
Testing Factorial Invariance across Groups: A Reconceptualization and Proposed New Method
Authors: Cheung Gordon W. , Rensvold Roger B.
Published: December 2005

Many cross-cultural researchers are concerned with factorial invariance; that is, with whether or not members of different cultures associate survey items, or similar measures, with similar constructs. Researchers usually test items for factorial invariance using confirmatory factor analysis (CFA). CFA, however, poses certain problems that must be dealt with. Primary among them is standardization, the process that assigns units of measurement to the constructs (latent variables). Two standardization procedures and several minor variants have been reported in the literature, but using these procedures when testing for factorial invariance can lead to inaccurate results. In this paper we review basic theory, and propose an extension of Byrne, Shavelson, and Muthgn’s (1989) procedure for identifying non-invariant items. The extended procedure solves the standardization problem by performing a systematic comparison of all pairs of factor loadings across groups. A numerical example based upon a large published data set is presented to illustrate the utility of the new procedure, particularly with regard to partial factorial invariance.
Top Management Turnover M Related M&A’s: An Additional Test of the Theory of Relative Standing
Authors: Lubatkin Michael , Schweiger David , Weber Yaakov
Published: December 2005

To date, the most promising attempt to explain departure rates of executives of acquired firms examined the conditions that create perceptions of relative standing, but did not gauge the perceptions themselves. This study extends this line of research by surveying the post-merger perceptions of the top managers of firms acquired in friendly, related deals. We used a two-stage data collection design with the attempt to explain turnover in the first three years following the acquisition, and also predict it in the fourth year.
Efficiency Motives and Normative Forces: Combining Transactions Costs and Institutional Logic
Authors: Martinez Richard J. , Dacin M. Tina
Published: December 2005

This paper provides a synthesis of transaction cost economics and institutional theory. It reviews each of these approaches and provides suggestions on how these perspectives might be broadened via this synthesis. It presents an illustrative model of organization theorizing that combines relevant aspects of transaction cost theory and institutional theory in order to strengthen the explanatory power of both. The model explores conditions under which one or both theories may be most appropriate in explaining decision behavior, focusing on two important situational factors--the degree of ambiguity surrounding transaction cost analyses and the organization’s temporal survival orientation.
Organizational Change: A Review of Theory and Research in the 1990s
Authors: Armenakis Achilles A. , Bedeian Arthur G.
Published: December 2005

This review selectively examines the theoretical and empirical organizational change literature over the past nine years (1990–early 1998). Four research themes or issues common to all change efforts are discussed: (a) content issues, which largely focus on the substance of contemporary organizational changes; (b) contextual issues, which principally focus on forces or conditions existing in an organization’s external and internal environments; (c) process issues, which address actions undertaken during the enactment of an intended change, and (d) criterion issues, which deal with outcomes commonly assessed in organizational change efforts. Research dealing with monitoring affective and behavioral reactions to change is also reviewed. In closing, general observations and suggestions for future research are offered and it is concluded that the organizational change literature continues to be responsive to the dynamics of contemporary workplace demands.
Health and Well-Being in the Workplace: A Review and Synthesis of the Literature
Authors: Danna Karen , Griffin Ricky W.
Published: December 2005

Health and well-being in the workplace have become common topics in the mainstream media, in practitioner-oriented magazines and journals and, increasingly, in scholarly research journals. In this article, we first review the literature that serves to define health and well-being. We then discuss the primary factors associated with health and well-being, the consequences of low levels of health and well-being, and common methods for improving health and well-being in the workplace. Finally, we highlight important future directions for future theory, research, and practice regarding health and well-being from an organizational perspective.
Human Resources Management: Some New Directions
Authors: Ferris Gerald R. , Hochwarter Wayne A. , Buckley M. Ronald , Harrell-Cook Gloria , Frink Dwight D.
Published: December 2005

The theory, research, and practice of Human Resource Management (HRM) has evolved considerably over the past century, and experienced a major transformation in form and function primarily within the past two decades. Driven by a number of significant internal and external environmental forces, HRM has progressed from a largely maintenance function, with little if any bottom line impact, to what many scholars and practitioners today regard as the source of sustained competitive advantage for organizations operating in a global economy. In this 25th anniversary Yearly Review issue, we conduct a less comprehensive and more focused review of the field of HRM. In doing so, we attempt to articulate some key concepts and issues that can be productively integrated with HRM to provide some interesting and important directions for future work, and consider ways to bridge the gap between the science and practice of HRM.
Theory and research in strategic management: Swings of a pendulum
Authors: Hoskisson Robert E. , Hitt Michael A. , Wan William P. , Yiu Daphne
Published: December 2005

The development of the field of strategic management within the last two decades has been dramatic. While its roots have been in a more applied area, often referred to as business policy, the current field of strategic management is strongly theory based, with substantial empirical research, and is eclectic in nature. This review of the development of the field and its current position examines the field’s early development and the primary theoretical and methodological bases through its history. Early developments include Chandler’s (1962) Strategy and Structure and Ansoff’s (1965) Corporate Strategy. These early works took on a contingency perspective (fit between strategy and structure) and a resource-based framework emphasizing internal strengths and weaknesses. Perhaps, one of the more significant contributions to the development of strategic management came from industrial organization (IO) economics, specifically the work of Michael Porter. The structure-conduct-performance framework and the notion of strategic groups, as well as providing a foundation for research on competitive dynamics, are flourishing currently. The IO paradigm also brought econometric tools to the research on strategic management. Building on the IO economics framework, the organizational economics perspective contributed transaction costs economics and agency theory to strategic management. More recent theoretical contributions focus on the resource-based view of the firm. While it has its roots in Edith Penrose’s work in the late 1950s, the resource-based view was largely introduced to the field of strategic management in the 1980s and became a dominant framework in the 1990s. Based on the resource-based view or developing concurrently were research on strategic leadership, strategic decision theory (process research) and knowledge-based view of the firm. The research methodologies are becoming increasingly sophisticated and now frequently combine both quantitative and qualitative approaches and unique and new statistical tools. Finally, this review examines the future directions, both in terms of theory and methodologies, as the study of strategic management evolves.
Firing and Hiring of Managers: Does Efficiency Matter?
Authors: Fizel John L. , D’Itri Michael P.
Published: December 2005

Data envelopment analysis (DEA) is used to create a measure of managerial efficiency in an attempt to reassess the conflicting theories concerning the impact of organizational performance on managerial firings, and the counter-theories concerning the impact of manager hirings on organizational performance. The analysis uses data for 147 college basketball teams from 1984–1991. The results indicate that winning, not efficiency, is the key criterion used in determining managerial retention. Yet, when managers of losing teams are dismissed, the teams tend to do even worse. However, if the efficiency of the new manager is greater than that of the former, the disruptive effect of succession is minimized. Because administrators appear to focus on winning not efficiency, they will often select new managers that are less efficient than departed managers. These results are unique to this literature and indicate promise for the use of DEA in analyses of the internal efficiencies of organizations.
Why Are Styles of Upward Influence Neglected? Making the Case for a Configurational Approach to Influences
Authors: Farmer Steven M. , Maslyn John M.
Published: December 2005

Kipnis and Schmidt (1988) challenged the traditional between-person focus in upward influence research by the clustering of tactics to identify four broader styles individuals use in influence attempts. Using two diverse samples, findings supported the existence of three of the four styles identified by Kipnis and Schmidt (Tactician, Shotgun, and Bystander). Tests of hypotheses linking theoretical correlates to specific styles suggest that configurational approaches to influence use should not be ignored by researchers.
Strategic Responses to Poor Organizational Performance: A Test of Competing Perspectives
Authors: Ketchen David J. , Palmer Timothy B.
Published: December 2005

Two widely cited, yet disparate, theoretical views of the relationship between poor performance and subsequent organizational action appear in organizational research. The behavioral theory of the firm posits that poor performing organizations will make strategic changes in, for example, the products and services they offer. In contrast, the threat-rigidity perspective predicts rather conservative responses; poor performers are expected to rely on previous actions to reverse their poor outcomes. We examined these competing predictions using data from a regional sample of hospitals. The results offer support for the behavioral theory of the firm and no support for threat-rigidity. We derive several implications from these findings in an effort to guide future research.
From Workplace Attitudes and Values to a Global Pattern of Nations: An Application of Latent Class Modeling
Authors: Pearce Craig L. , Osmond Charles P.
Published: December 2005

This research introduces and demonstrates the application of Latent Class Modeling (LCM) in an important management setting. The study examines the grouping of nations and reviews a number of the key approaches to grouping nations by culture. An alternative approach to grouping nations is proposed, based on workplace attitudes and values, and using LCM. Results suggest that groups of nations can be identified using LCM and that this approach demonstrates that group membership may, in many instances, span historical, language or geographic differences. Managerial implications of the findings are discussed, along with recommendations for future research.
Comparing the Sample-Weighted and Unweighted Meta-Analysis: An Applied Perspective
Authors: Fuller J. Bryan , Hester Kim
Published: December 2005

An extensive comparison of the sample-weighted method (Hunter & Schmidt, 1990), and a newer unweighted method (Osburn & Callender, 1992) of meta-analysis is presented using actual data. Several of the advantages of the unweighted method predicted by Osburn and Callendar’s simulation research did not always hold in actual application. Specifically, the unweighted method did not always produce larger estimates of observed variance, credibility intervals, and confidence intervals than the sample-weighted method when large sample outliers are present. Also, Osburn and Callender’s research on mean sampling variance formulae did not generalize to meta-analysis using the average correlation estimator to measure sample error variance. Finally, results show that while both methods may generate similar parameter and variance estimates in primary meta-analysis, they may lead researchers to reach different substantive conclusions in the analysis of moderators.
The Importance of Justice Perceptions on Pay Effectiveness: A Two-Year Study of a Skill-Based Pay Plan
Authors: Lee Cynthia , Law Kenneth S. , Bobko Philip
Published: December 2005

We conducted a survey across a two-year period to examine the attitudinal effects of skill-based pay (SBP) plans in a consumer products company in the Northeast region of the United States. We examined the relationship between SBP plan characteristics and employees’ evaluation of (and reactions to) the pay system; fairness perceptions were considered as the explanatory mediating variable. The results demonstrate that SBP plans, which provide training and are better understood and communicated, will lead to an increased general perception of fairness which, in turn, will lead to more positive evaluations of the plans a year later. Implications for the relationships between fairness perception and pay system design are discussed.
Down and Out: An Investigation of the Relationship between Mood and Employee Withdrawal Behavior
Authors: Pelled Lisa Hope , Xin Katherine R.
Published: December 2005

A relatively new and promising area of research is the effect of mood in the workplace. In an effort to extend existing literature on the subject, we examined the impact of two mood dimensions (positive affect and negative affect) on employees’ withdrawal behavior—specifically, on their absenteeism and turnover from an organization. A longitudinal study of 129 employees of a division of an electronics firm revealed that positive affect reduced absenteeism, while negative affect increased absenteeism and turnover. Job satisfaction moderated the relationship between positive affect and absenteeism. These results point to the importance of considering both job attitudes and emotions in efforts to predict and manage employee withdrawal behavior.
Fairness Perceptions and Trust as Mediators for Transformational and Transactional Leadership: A Two-Sample Study
Authors: Pillai Rajnandini , Schriesheim Chester A. , Williams Eric S.
Published: December 2005

This research presents a comprehensive model of relationships between transformational and transactional leadership, procedural and distributive justice, trust, job satisfaction, organizational commitment, and organizational citizenship behaviors (OCBs). Structural equation modeling was used to test a theoretical model with two independent samples that were comprised of 192 and 155 matched leaders and subordinates. Several rival models were also tested. Finally, “stacked” modeling techniques showed that the parameter estimates developed from the two samples were invariant except for one additional relationship, which was significant in the second sample only. The results supported the indirect effect of transformational leadership on OCBs through procedural justice and trust. Implications and directions for future research are discussed.