bluuebunny/crossref_metadata_2025 huggingface dataset:
Directors' Stock Ownership and Organizational Performance: An Investigation of Fortune 500 Companies
Authors: Kesner Idalene F.
Published: March 2006

Advocates in favor of boardroom reform have often suggested that when personalfinancial risk is involved, directors will take a more active role in organizational decision-making, and this, in turn, will lead to increased organizationalperformance. Although intuitively appealing, the notion offinancial dependence by board members has never before been empirically tested. This study examines the relationship between a director's stockholdings andfirm performance using a sample of 250 of the Fortune 500 companies. The financial dependence perspective is supported in part by the research findings.
Employee Health Management Programs: Review, Critique, and Research Agenda
Authors: Wolfe Richard A. , Ulrich David O. , Parker Donald F.
Published: March 2006

Employee health management programs (EHMPs) have been receiving increased attention. This paper argues that studies assessing the effect of EHMPs on individual and organizational outcomes have great potential for managerial/organizational research and practice. It proposes a framework that integrates previous employee health management program (EHMP) research from diverse disciplines. It also suggests a research agenda that indicates how management scholars may make a significant contribution to EHMP research, to an understanding of organizational functioning, and to improved organizational performance.
Organizational Impact of Regulation: The Case of Long-Term-Care Facilities
Authors: Connor Patrick E.
Published: March 2006

This paper reports a research project on regulation and de-regulation in the Oregon nursing home industry. It investigates two contrasting public-policy views of the regulatory process, capture and majoritanan. The focus of this investigation is on the following issues: the relative benefits and costs of regulatory compliance; patients' rights; the intent of regulation; regulatory complications, duplications, contradictions, and inconsistencies; and whether compliance is measured in terms of activities or performance. Local and national representatives of three groups were surveyed: patient advocates, providers of nursing-home care, and state andfederal regulatory personnel. These groups' perceptions of the issues are identified; patterns of similarity and dissimilarity among the groups are examined; and inferences are drawn regarding the implications of these patterns for the competing public-policy views.
Identity and Non-Identity Thinking: Dialectical Critique of the Transaction Cost Theory of the Modern Corporation
Authors: Neimark Marilyn , Tinker Tony
Published: March 2006

Identity thinking is the dominant mode of thinking in the management and social sciences. This paper contends that identity thinking is a mode of reasoning that contains certain inherent biases that inevitably lead to a partisan construal of the management research agenda. The prejudicial tendencies of identity thinking are prevalent in Chandler's and Williamson's theories of the origins and evolution of the modern corporation. We use the theories both to highlight the operation of identity thinking, and to introduce an alternative: Adorno's negative dialectics.
Aggregation Bias in Strategic Decision Making Research
Authors: Lang James R. , Dollinger Marc J. , Marino Kenneth E.
Published: March 2006

Strategy researchers are often faced with the convenience or the necessity of using existing data bases that were assembledfor purposes that differ from the research being conducted. Inferences drawn from this research can be overstated or can be simply wrong because researchers have ignored the pitfalls of translating results based on aggregated data to specific situations. Although these issues have been addressed in political science and sociology, they have not been discussed at length in the context of strategy research. This paper, there fore, explores "unit of analysis" problems specifically as they can occur in strategy research. Issues of independent and dependent variable grouping, contextual effects and examples of aggregation practices and errors typical in strategy research are presented.
The Effects of Environmental Uncertainty and Dependence on Organizational Structure and Performance: A Comparative Study
Authors: Koberg Christine S. , Ungson Gerardo R.
Published: March 2006

This study investigated the joint effects of perceived environmental uncertainty and dependence on resources on organizational structure and performance. Findings from two diverse settings that are considered in light of historical developments indicate that organic structures are associated with low resource dependence and that performance is not explained by the fit between environment and organization structure, but is significantly related to organic structure.
An Alternative to the Intrinsic-Extrinsic Dichotomy of Work Rewards
Authors: Kanungo Rabindra N. , Hartwick Jon
Published: March 2006

The validity of an intrinsic-extrinsic dichotomy of work rewards has been questioned on both empirical and theoretical grounds (Dyer & Parker, 1975; Guzzo, 1979). The present study re-examined this issue, analyzing employee perceptions of 48 work rewards in terms of 10 different attributes. The results demonstrate that the task relation and mediational definitions of the intrinsic-extrinsic construct not only differentially classify many work rewards, but also differentially relate to other reward attributes, thus once again calling into question the construct validity of the dichotomy. Further, it was also found that employee perceptions were more focused on those dimensions characterized by expectancy theory constructs. A classification of work rewards based on such perceptions is presented as an alternative that more clearly differentiates work rewards in terms of their motivational effectiveness.
Cultural Contradictions of Statistical Process Control In American Manufacturing Organizations
Authors: Bushe Gervase R.
Published: March 2006

This 21/2-year study of the implementation of statistical process con-trol in one U.S. location of a large corporation in the automotive in-dustry uncovered cultural barriers to the innovation. A "manufactur-ing culture" is posited and three cultural themes that impeded implementation are described. Implications for research on use of in-novation and ethnographic inquiry are discussed.
The Priming Effect in Task Design Research
Authors: Head Thomas C. , Griffin Ricky W. , Bateman Thomas S. , Lohman Lynn , Yates Valerie L.
Published: March 2006

This paper investigated the existence of the priming effect. Two studies, a laboratory test with 157 undergraduates, and afield test of 62 government clerks, were conducted. Results of both studies demonstrated a significant presence of priming upon survey responses.
Effects of Perceived Organizational Factors on Role Stress-Job Attitude Relationships
Authors: Leigh James H. , Lucas George H. , Woodman Richard W.
Published: March 2006

The purpose of this study was to examine the impact of two per-ceived organizational indicants-psychological climate and percep-tions of the management control system-on the often-studied rela-tionships of role conflict and ambiguity with job satisfaction and intentions to change jobs. Based on a cross-sectional survey of 423 marketing professionals, it was determined that these two perceived organizationalfactors predominantly accountedfor the shared varia-bility inherent in the relationships considered and in certain instances resulted in a change in the direction of the correlation. In particular, the relationships of role conflict and ambiguity with pay and promo-tion satisfaction and with turnover intentions were the most heavily af-fected ones. The relationships of role ambiguity with overall satisfac-tion and with work itself were also affected. Falsification analyses revealed that the findings hold across various sample segments and that role perceptions and job attitudes are directly tied to perceptions about the broader organization. The implications and research direc-tions of these results for the study of role stress correlates are consid-ered.
B.M. Springbett and the Notion of the "Snap Decision" in the Interview
Authors: Buckley M. Ronald , Eder Robert W.
Published: March 2006

It is a firmly entrenched part of management lore that interviewers make decisions in the selection interview after only a few minutes. A reanalysis of the original research (Springbett, 1954; 1958) and cur-rent research findings suggest the need for a more cautious interpre-tation of the phenomenon of a "snap decision" in the interview.
Reclaiming Personality Traits for Personnel Selection: Self-Esteem as an Illustrative Case
Authors: Hollenbeck John R. , Whitener Ellen M.
Published: March 2006

Previous reviews documenting the low validity and utility associ-ated with personality measures should not lead researchers in the area of personnel selection to abandon the use of such variables. The lack offindings in past research can be explained by (a) misspecification of the model by anticipating direct effects; (b) inadequate statistical power; and (c) contamination of measures by relying on self-report or observational methods. An alternative model in which personality measures have interactive effects with ability tests in predicting per-formance provides a stronger theoretical rationale to support a rela-tionship between personality variables and performance. Sample sizes also need to be increased significantly in order to provide adequate tests of the validity of personality measures in personnel selection. Measures of personality traits based on perception and judgment pro-vide a more promising approach to obtaining less contaminated in-dices. Future research that avoids the problems of the past may pro-vide a more positive picture of the utility of personality traits as screening devices.
Sociopolitical Events and Foreign Direct In vestment: American In vestments in South and Central American Countries, 1950-1982
Authors: Fatehi-Sedeh K. , Safizadeh M. Hossein
Published: March 2006

In any investment decision, risk is one of the most important consid-erations. A significant contributing factor to the risk offoreign invest-ment is sociopolitical instability of the host country. Despite otherfac-tors such as market size and competition, it is reasonable to assume a negative association between theflow offoreign direct investment and the emergence of sociopolitical instability symptoms. Surprisingly, however, a number of empirical cross-national studies have failed to show the expected association between the two.

This study discusses possible reasonsfor thefailure of past research and attempts to ascertain the relationship between foreign direct in-vestment (FDI) and sociopolitical instability. Using multiple regres-sion analysis with lagged independent variables, this study analyzes such a relationship for South and Central American countries for the years 1950-1982. Taken together as a group, no relationship wasfound between sociopolitical instability and FDI in South and Central Amer-ican countries. However, separate analyses for individual countries produced the expected negative association for some of the countries.

With the increasing volume and importance of FDI, there is a grow-ing interest among multinational corporations to incorporate foreign investment analysis into their strategic planning process. The results of this study indicate that because of the heterogeneity of sociopolitical structure of different host countries, a generalized set of criteria should not be used to measure the sociopolitical risk of investing in every country.
A Dialectical Analysis of Interorganizational Networks
Authors: McGuire Jean B.
Published: March 2006

This paper presents a dialectical view of inter-organizational net-works, viewing them as the outcome of the juxtaposition of the social paradigms of participants. After review of the fundamentals of a dia-lectical perspective, network relations among agencies providing so-cial services are analyzed from this perspective. The implications of dialectical analysis for network research are discussed.
Entrepreneurship: Past Research and Future Challenges
Authors: Low Murray B. , MacMillan Ian C.
Published: March 2006

The contributions and shortcomings of past entrepreneurship research can be viewed within the context of six research design specifications: purpose, theoretical perspective, focus, level of analysis, time frame and methodology. The authors suggest a unifying definition of the field of entrepreneurship. The recent trend toward theory driven research that is contextual and process oriented is encouraging. It is time for entrepreneurship researchers to pursue causality more aggressively. Exploratory studies that are not theory driven should be discouraged unless the topic is highly original. Implications for practicing entrepreneurs are discussed.
Management Education and Development: Current Issues and Emerging Trends
Authors: Keys Bernard , Wolfe Joseph
Published: March 2006

Rapid changes have been occurring in the management education and development area, fueled by the callfor accountability, an increase in experiental techniques, the availability of educational technology, and a recognition of the needfor lifetime learning. This review recognizes some of these changes and trends and suggests implications for practitioners. Recent literature in the field is reviewed according to a three-part typology: content, experience, and assessment/feedback. Research gaps in the field are noted and implications for future researchers are discussed.
The Changing Nature of Research on Women at Work
Authors: Freedman Sara M. , Phillips James S.
Published: March 2006

A thematic review of the recent literature on women at work indicates that women continue to fair more poorly than men in organizational reward decisions. Otherwise, gender related differences are more prevalent than actual sex differences in many research contexts. These differences are, however, inconsistent across studies. Our evaluation of the most recent research on women at work suggests that more emphasis on information processing models for explaining gender relevant attitudes and behavior might not only resolve some of the inconsistencies, but also provide valuable new insights into the variability that exists among women. Each of these advances could significantly improve our understanding of the role of women in modern organizational life.
Issues in Research Methodology
Authors: Aldag Ramon J. , Steams Timothy M.
Published: March 2006

Following a descriptive review of research published in 1986 volumes offive organizational journals, this article samples broadly from published and unpublished research to spotlight eight topics in organizational research selected on the basis of their importance, dynamism and/or controversy. Where appropriate, associated problems and prospects are considered.
Impression Management in Organizations
Authors: Gardner William L. , Martinko Mark J.
Published: March 2006

Evidence of the process through which organizational members create and maintain desired impressions is provided by this review of social psychological and relevant management research on impression management. Propositions regarding the stimuli and the cognitive, motivational, and affective processes related to impression management and audience responses are advanced. Finally, directions forfuture research into impression management in organizational settings are suggested.
Consultation Research: Contributions to Practice and Directions for Improvement
Authors: Armenakis Achilles A. , Burdg Henry B.
Published: March 2006

This article is intended to contribute to the continuing development of effective consultant practices. Thus, two types of information are presented. The first is findings summarized from representative publications available in the management literature. Interpretation of the findings was facilitated by classifying cited publications according to scientific rigor. A simple scheme was devised incorporating the categories of (a) experience-based writings, (b) quasi-scientific research, and (c) scientific research. Each citation is further categorized into the consultation phase with which each is primarily concerned: (a) consultant recruiting, (b) entry, (c) contracting, (d) diagnosis, (e) feedback, (f) planning, (g) implementation, and (h) evaluation. The second type of information presented is directions for future research that appear to be worthy of pursuit in contributing to the understanding and practice of consultation. It is hoped that the directions provided in this paper will accelerate the conduct of empirical research on consultation and the development of effective guidelines for action.
Individual Responses to Job Loss: Perceptions, Reactions, and Coping Behaviors
Authors: Leana Carrie R. , Feldman Daniel C.
Published: March 2006

This article presents a theoretical model that explains how individuals perceive, react to, and cope with job loss. Job loss is seen as a stressful event that evokes perceptual, emotional, and physiological changes. Identified in the model are situational factors and individual difference variables that influence the degree to which individuals will experience job loss as stressful. In addition, the coping strategies used by dismissed employees to deal with job loss, and the impact these coping strategies have on obtaining re-employment, are examined. The relationships among job re-attainment status and a series of attitudinal, physiological, and behavioral outcomes are also explored. Finally, suggestions for future research are outlined and discussed.
Sex Differences in Psychological Well-Being During a Facility Closure
Authors: Harris Michael M. , Heller Tamar , Braddock David
Published: March 2006

While there have been numerous studies concerning the effect of layoffs and unemployment on psychological well-being, no research has usedfemale respondents. The present study examined possible gender differences in psychological health during a facility closure. While gender had a main effect on several variables including psychological well-being, the magnitude was fairly small. Cognitive appraisals, administrative support and attachment, however, were highly correlated with well-being, and there were some gender differences for these variables. Gender did not appear to moderate the relationship between psychological health and its determinants.
The Impact of Rating Scale Format on Rater Accuracy: An Evaluation of the Mixed Standard Scale
Authors: Benson Philip G. , Buckley M. Ronald , Hall Sid
Published: March 2006

Participants used either a behaviorally anchored rating scale format or a mixed standard scale format in evaluating seven dimensions of interviewer performance as exhibited in videotapes of eight different managers. Based on the correlation between observed ratings and a set of known true or target scores, overall accuracy scores were calculatedfor each subject. In Study 1, subjects (undergraduate students) who used behaviorally anchored rating scales were significantly more accurate than subjects who used mixed standard scales in overall rating accuracy. In Study 2, subjects (MBA students with a minimum of 2 years supervisory experience) who used behaviorally anchored rating scales were significantly more accurate than subjects who used mixed standard scales in overall rating accuracy. This suggests that use of the behaviorally anchored rating scaleformat results in more accurate ratings of performance than does use of the mixed standard scale format. Results are discussed in terms of implicationsfor methods used in rating the behavior of individuals, especially in performance appraisal of employees.
Addressing Temporal Change in Strategic Groups Analysis: A Three-Mode Factor Analysis Approach
Authors: Baird Inga S. , Sudharshan D. , Thomas Howard
Published: March 2006

This paper focuses upon the issue of considering temporal changes in strategy as well as temporal variations in the importance of strategic criterion variables when analyzing the strategic group structure within industries. Three-mode factor analysis is proposed as a procedure to allow such joint considerations. The usefulness of this procedure is further demonstrated through an example set in the computer industry.
An Empirical Note on the Interaction of Personality and Aptitude in Personnel Selection
Authors: Hollenbeck John R. , Brief Arthur P. , Whitener Ellen M. , Pauli Karen E.
Published: March 2006

The purpose of this research is to test whether measures of personality traits, widely recognized as poor predictors of job performance, might indeed serve as useful screening devices under certain circumstances. In particular, the possibility that personality variables have utility when used in conjunction with aptitude tests was empirically tested in two field settings. The results indicated that self-esteem interacted with aptitude to predictfuture performance of a sample of life insurance salespersons and that locus of control interacted with aptitude to predict performance for a sample of college students. The implications of these results for the study of personality traits in personnel selection are discussed.
Executive Leadership and Organizational Performance: Suggestions for a New Theory and Methodology
Authors: Day David V. , Lord Robert G.
Published: March 2006

It is argued that the question over whether top-level leadership significantly affects organizationalperformance can be clarified by properly interpreting the results of executive succession studies that have used economic aspects of organizational performance as criteria. When several methodological concerns are addressed, it is evident that executive leadership can explain as much as 45% of an organization's performance. In order to more fully understand how upperlevel leaders affect organizational performance, we propose that a theory of executive leadership be developed. Guidelines are providedfor developing such a theory. Specifically, problems to avoid, methodologies to consider, and places to look for relevant theory are discussed.
A Policy-Capturing Approach to the Study of United States and Japanese Managers' Compensation Decisions
Authors: Beatty James R. , McCune Joseph T. , Beatty Richard W.
Published: March 2006

Although there is much interest in the implementation of Japanese management techniques in the United States, it is not clear which aspects can be successfully adopted here. The present study examined the compensation decision-making policies of 41 Japanese and 63 United States managers. The results confi rmed past research regarding the importance that U.S. managers place upon job performance in their pay decisions and the importance that Japanese managers place upon other factors beyond performance (e.g., job worth) in their decisions. In addition, both groups gave the same amount of pay increase on the average; however, U.S. managers were much more willing to give large or small increases, whereas the Japanese managers had little variance in pay increases from employee to employee. Implications for managerial policy and practices of Japanese managers operating in the United States are discussed.
Employee Beliefs and Support for a Work Redesign Intervention
Authors: Anderson Roger L. , Terborg James R.
Published: March 2006

Survey data from 268 employees participating in a work redesign intervention showed that beliefs about the negative impact of the intervention on the work context was an important predictor of the level of support for the change. In contrast, beliefs about the process used to introduce the change and the potential positive impact of the change on core job dimensions were only weakly related to supportfor the intervention. These results suggest that researchers and practitioners need to be sensitive to employee fears and concerns about the negative consequences of work redesign interventions.
Executive's Knowledge of Organizational Problem Types: Applying a Contingency Perspective
Authors: Cowan David A.
Published: March 2006

Substantial evidence exists to support the contention that executives interpret organizational events as problems. Little is known, however, about the way executives conceptualize organizational problem types, even though the contingency approach to management has suggested for years that managers interpret and respond to common types of problems. This study investigates executives' descriptions offour types of organizational problems that correspond to two dimensions (strategic versus operating, and human versus technical) commonly used by executives to interpret problems and repeatedly noted in organizational literature. It is hypothesized that executives represent the problem types inherent within each dimension differently. Responses were obtainedfrom 59 executives on 14 descriptors associated with the organizational problem formulation process. A repeated measures design was used to compare the two sets of problem types across the 14 process descriptors. Significant differences were found to exist between the descriptor sets for both dimensions, suggesting that executives perceive patterns in organizational problems; the results presented offer exploratory evidence of the nature of these patterns. Limitations of the study are noted and suggestions are madeforfurther research aiming to tie evidence of the contingent nature ofproblemformulation to managerial and organizational performance.
Interorganizational Coordination in the Airline Industry, 1925-1938: A Transaction Cost Approach
Authors: Jones Gareth R. , Pustay Michael W.
Published: March 2006

Transaction cost theory is used to examine the decision of horizontally linked firms to compete or cooperate in interorganizational exchange. It is argued that this decision depends on those dimensions of the environment that affect the level of transaction costs. Furthermore, it is argued that when transaction costs become too high for voluntary cooperation to occur in the market, firms seek hierarchical or third party solutions for managing interorganizational exchange. A qualitative analysis of the airline industry is presented as a case study that demonstrates empirically the effect of changes in transaction costs on the level of coordination over time.
A Restatement of the Satisfaction-Performance Hypothesis
Authors: Organ Dennis W.
Published: March 2006

This article reviews recent evidence in support of Organ's (1977) argument that satisfaction more generally correlates with organizational prosocial or citizenship-type behaviors than with traditional productivity or in-role performance. An attempt is then made to interpret just what it is in satisfaction measures that provides this correlation, leading to the suggestion that fairness cognitions comprise the major factor. Implications of this interpretation for theory, research, and management practice are offered.
The Significance of Congruence Coefficients: A Comment and Statistical Test
Authors: Bedeian Arthur G. , Armenakis Achilles A. , Randolph W. Alan
Published: March 2006

Contemporary researchers have mistakenly continued to assert that no procedure exists for assessing the statistical significance of congruence coefficients. Such a procedure, however, has existedfor more than a decade. This study presents and illustrates the procedure and discusses the problems that can arise as information is disseminated through academic channels.
The Effects of Organizational Restructuring on Frames of Reference and Cooperation
Authors: Bartunek Jean M. , Franzak Frank J.
Published: March 2006

Organizational researchers have distinguished between first order change (improvements within already acceptedframeworks) and second order change (discontinuous shifts in frameworks). These types of change, when assessed quantitatively, have been labeled "alpha" and "'gamma" change. The study reported in this paper investigated an organizational restructuring attempt to achieve a first order (alpha) increase in cooperation and a second order (gamma) change in organization members' understanding of factors associated with importance in the organization. The restructuring process studied was an internal merger in a religious order. Results of confirmatory factor analysis indicated that both types of change occurred.
A Concept of Conglomerate Diversification
Authors: Amit Raphael , Livnat Joshua
Published: March 2006

This study develops and tests a new concept of conglomerate diversification that reflects afirm's sensitivity to the cyclical behavior and differential amplitude of economic sectors throughout the business cycle. The measure is shown to describe unique aspects of conglomerate diversification that are not captured by other commonly used SIC-based diversification measures or by the Rumelt categorization scheme. The measure is also used to evaluate the association between conglomerate diversification and the reduction of operating risk. The results indicate that conglomerates that diversify the effects of the business cycle through the proper selection of business segments are characterized by lower operating risk than otherfirms.
Patterns of Performance and Rating Frequency: Influence on the Assessment of Performance
Authors: Karl Katherine A. , Wexley Kenneth N.
Published: March 2006

A laboratory simulation was conducted in order to examine the influence of assessees' pattern of performance (ascending, consistently average, descending) on: (a) assessor ratings of assessee performance, (b) assessor attributionsfor assessee performance and, (c) rating accuracy. The influence of rating frequency (i.e., rating at the end of each exercise versus rating after all exercises have been concluded) on assessor accuracy was also examined. As predicted, assessees who exhibit different patterns of performance receive different ratings even though their overall level of performance is similar. More specifically, the ascending performer was rated higher in terms of leadership, decision-making, and persuasiveness, than either the consistently average or descending performer. It was alsofound that descending and ascending performance was attributed more to motivation causes than consistently average performance, and that descending performance was attributed more to ability causes (i.e., a lack of ability) than either the ascending or consistently average performer. With respect to rating accuracy, it was found that descending and ascending performance was rated more accurately than consistently average performance and that subjects who made ratings at the conclusion of each exercise did not make more accurate overall assessment ratings than those subjects who made overall assessment ratings only. Instead, it was found that the accuracy of overall assessment ratings was greatest when ratings collected after each exercise were averaged. The implications of these results for assessment center procedures is discussed.
Toward a Market/Ownership Constrained Theory of Merger Behavior
Authors: Blackburn Virginia , Lang James R.
Published: March 2006

This study presents a conceptual model of corporate merger behavior that specifies the roles of corporate ownership, executive motivation, and market constraints in determining merger strategy choices and performance. It is suggested that an understanding of both executive intent and competitive market conditions is necessary to predict the consequences of mergers for the acquiring firms. Propositions regarding expected merger strategy choices and performance under different ownership and market conditions are presented.
Determinants of Human Resource Management Priorities and Implications for Industrial Relations
Authors: Schuler Randall S. , Jackson Susan E.
Published: March 2006

Increasingly, human resource management (HRM) priorities are being treated as dependent variables. Now in addition to studying HRM priorities and practices as determinants of individual outcomes such as performance or absenteeism, researchers are studying how such conditions as competitive strategies and product life cycles shape HRM priorities. This article describes an empirical test of two major hypotheses regarding how competitive strategies and product life cycles are related to HRM priorities. Briefly, it was hypothesized that human resource management priorities would differ for firms in the growth and maturity stages of the product life cycle and they would differ across firms using the competitive strategies of differentiation and cost-efficiency. Data gatheredfrom 300firms in a variety of industries provide support for the hypotheses.
Quality Circle Productivity as Related to Upper-Management Attendance, Circle Initiation, and Collar Color
Authors: Tang Thomas Li-Ping , Tollison Peggy Smith , Whiteside Harold D.
Published: March 2006

The productivity of 47 quality circles (QCs) over a 3-year period was examined using the archival data of a QC program. The dependent variables were the quantity of QC presentations and the speed of problem solving. These two dependent variables were examined as related to upper-management attendance (high vs. low), QC initiation (management-initiated vs. self-initiated), and collar color (white vs. blue) in a 2 x 2 x 2 MANOVA. The results showed that QCs with a high level of upper-management attendance solved their problems significantly faster than did those QCs with a low level of attendance. Management-initiated QCs solved their problems significantly faster and solved more problems than did self-initiated QCs. Self-initiated QCs with a low level of upper-management attendance had a slower speed ofproblem solving. Further, self-initiated QCs with white-collar workers also had a slower speed of problem solving.
Using Job Involvement and Organizational Commitment Interactively to Predict Turnover
Authors: Blau Gary , Boal Kimberly
Published: March 2006

Recently Blau and Boal (1987) have proposed a conceptual model describing how an interaction of job involvement and organizational commitment can be usefulfor predicting employee turnover and absenteeism. This study partially tested their conceptual model. The study sample consisted of 129field office employees from an insurance company. The results showed that an interaction ofjob involvement and organizational commitment accounted for significant turnover variance beyond three relevant demographic variables (sex, marital status, tenure), job withdrawal cognitions, and the job involvement and organizational commitment main effects. Results and limitations of the study are discussed, including implications for managers.
Careers in Organizations: Recent Trends and Future Directions
Authors: Feldman Daniel C.
Published: March 2006

This review explores some of the important trends in the study of careers in organizations over the past 10 years. Content issues that have received increased attention include job stability, job exit, and resocialization within and across organizations. Along with the adult development perspective, other theoretical approaches that have gained prominence in the study of careers include the stresslcoping paradigm, small group behavior research, attribution theory, and population ecology. Future directionsfor theory development, research methodology, and career management practice are examined as well.
Current and Recurrent Challenges in HRM
Authors: Fisher Cynthia D.
Published: March 2006

This article reviews recent research progress and identifies future research needs relevant to two somewhat different constituencies in HRM: the HR executive, and the operating level HR manager. Issues primarily of concern to the former include attuning HR policies to the organization's strategy, managing human resources in an international context, dealing with mergers and acquisitions, and downsizing. Researchers have just begun to explore these critical problems, and much remains to be done. Daily issues of more concern to operating level HR practitioners include selection, training, compensation, and performance appraisal. These topics have been much more thoroughly researched, though existing knowledge is not being applied as well as it could be.
Organizational Change and Development: New Arenas for Inquiry and Action
Authors: Woodman Richard W.
Published: March 2006

The purpose of this review is to identify and explore new arenas of inquiry and action in the organizational change and development field. Recent developments are examined in seven categories: (a) refinement of change theories, (b) developments in research methodologies, (c) a new emphasis on strategic issues including strategic leadership and organizational transformation, (d) the role of OD in multinational firms, (e) development of the organizational culture construct, (f) the development and use of high performance-high commitment work systems, and (g) the use of OD approaches in social movements. Based on developments in these areas, the argument is advanced that the field is currently characterized by a renewed focus on changing whole systems and a wide breadth of progress cutting across theory, method, and practice.
Public Management: Recent Research on the Political Context and Managerial Roles, Structures, and Behaviors
Authors: Rainey Hal G.
Published: March 2006

Public management has been rapidly developing as a subfield. Since other recent reviews have discussed many disciplinary and paradigmatic issues, this one concentrates on developments in research on the distinctive characteristics of public managers and the organizations in which they work. It takes aframework developed over a decade ago to describe propositions about public managers and organizations prevalent at that time, and describes how those observations have fared in conceptual and empirical work since then.
.05: A Case of the Tail Wagging the Distribution
Authors: Sauley Kerry S. , Bedeian Arthur G.
Published: March 2006

After a brief review of the origins of the .05 criterion for judging statistical significance, this article challenges the management discipline's rigid adherence to conventional levels of significancefor differentiating reliable from unreliable results. Arguing instead that there is no right or wrong level of significance, it contends that the selection of a significance level should be treated as one more research parameter. In this respect, the appropriateness of a specific level of significance should be based on such considerations as sample size and research design rather than a priori declarations of .05, .01, or whatever.
Investigating Supervisor Attributions of Subordinate Performance
Authors: Fedor Donald B. , Rowland Kendrith M.
Published: March 2006

This field study was conducted to investigate the impact of factors relating to supervisor-subordinate affective relationship and work relationship, supervisor job tenure, and subordinate performance level on supervisor attributions of subordinate performance. The results indicate that the length and nature of supervisor-subordinate work relationship and supervisor job tenure significantly affect supervisor attributions of subordinate performance to internal or external causes. The results for supervisor-subordinate affective relationship and subordinate performance level conflict with previous, predominantly laboratory-based, research. Reasons are discussedfor these results. Implications for practice are also offered.
The Employee Separation Process: Criterion-Related Issues Associated with Tenure and Turnover
Authors: Kemery Edward R. , Dunlap William P. , Bedeian Arthur G.
Published: March 2006

The point is made that employee separation researchers have failed to distinguish among separation criteria, leading to inaccurate parameter estimation and evaluation. It is recommended that separation be viewed as either a dichotomous (e.g., avoidable vs. unavoidable or functional vs. dysfunctional) or a dichotomized variable (e.g., membership in a longor short-tenure group). Likewise, it is argued that type of separation criterion specified determines the appropriateness of a specific estimator. In the case of a truly dichotomous criterion, the point-biserial correlation is of interest, whereas in the case of a dichotomized criterion, the biserial correlation is the proper estimator. Related statistical issues are addressed.
Countercyclical Hiring as a Staffing Strategy for Managerial and Professional Personnel: An Empirical Investigation
Authors: Greer Charles R. , Stedham Yvonne
Published: March 2006

Countercyclical hiring (CCH) has been proposed as a limited alternative to conventional procyclical hiring. An empirical investigation of CCH was conducted on the basis of survey responses from 137 companies. For companies practicing CCH, cost and lack of meaningful work were found to be the most important of six potential inhibiting influences. Conversely, opportunities to hire higher quality experienced and entry level applicants were viewed as the most important of nine encouraging influences. Variables associated with CCH practice were identified through use of regression analysis. Human resource forecasting (HRF) for the purpose of avoiding shortages of qualified personnel and industry variables were found to be associated with the practice of CCH. No associations were foundfor the perceived importance of human resource planning (HRP), company size, the importance of maintaining a "regular" age distribution, or emphasis on management development.
The Influence of Managerial Style on Business Unit Performance
Authors: Slater Stanley E
Published: March 2006

The relationship between managerial style and business unit performance has received considerable attention at a conceptual level during the past decade. However, very little empirical testing of the relationship between characteristics of the three components of managerial style (personality traits, background characteristics, and managerial behaviors) and performance has been conducted. This article reports the results of a study of the relationships among characteristics of the three components of managerial style, business unit strategy, and business unit performance. Support is found for contingency and universal relationships among the variables. Implications forfuture research are also discussed.
Board of Director Composition, Shareholder Wealth, and Dividend Policy
Authors: Schellenger Michael H. , Wood David D. , Tashakori Ahmad
Published: March 2006

Advocates of board of director reform suggest that outsider dominated boards take a more active role in promoting the financial performance of the firm. Although a number of studies have examined the board composition/financial performance relationship, this study is unique in three respects. It adds risk-adjusted market return as a performance variable in board composition/financial performance studies and finds a direct relationship between outside directors representation on the board and corporate financial performance. Finally, the analysis is extended to incorporate the dividend decision of the firm. The findings provide evidence that board composition affects dividend policy.
A Meta-Analytic Review of the Concentra tion-Performance Relationship: Aggregating Findings in Strategic Management
Authors: Datta Deepak K. , Narayanan V K.
Published: March 2006

This paper investigates the central methodological and substantive controversies surrounding the relationship between concentration and performance which lies at the heart of many strategy content models. We introduce the technique of meta-analysis to evaluate the nature of the relationship and to empirically assess the controversies using existing data. Our findings suggest that the relationship is moderated by industry definition and time period of data and is not affected by methodological artifacts. The implications of the findings are discussed with particular reference to the problems of aggregation that are likely to confront strategic management researchers in the future.
The Pioneering Efforts of Major General William Crozier (1855-1942) in the Field of Management
Authors: Petersen Peter B.
Published: March 2006

As Chief of Ordnance for the U.S. Army for over 16 years, Major General William Crozier became closely involved in the implementation of Frederick W. Taylor's scientific management in Army arsenals. Although much has been reported about Taylor and his followers, this article describes the contributions and tribulations of a practitioner who represented one of Taylor's clients during the turbulent implementation of Taylor's ideas.
The Influence of the Spouse on American Expatriate Adjustment and Intent to Stay in Pacific Rim Overseas Assignments
Authors: Black J. Stewart , Stephens Gregory K.
Published: March 2006

Past international human resource management literature has suggested that most American multinationalfirms that employ expatriate managers have difficulty successfully retaining these managers in overseas assignments. Although some scholars have suggested that the inability of the spouse to adjust is one of the major reasons expatriate managers return early from their overseas assignments, few researchers have attempted to verify empirically a relationship between the spouse's adjustment and the adjustment and intentions to stay or leave of the expatriate manager. This study found that a favorable opinion about the overseas assignment by the spouse is positively related to the spouse's adjustment and the novelty of the foreign culture has a negative relationship with the spouse's adjustment. Additionally, the adjustment of the spouse is highly correlated to the adjustment of the expatriate manager and the adjustment of the spouse and the expatriate are positively related to the expatriate's intention to stay in the overseas assignment.
Relationships of Leader Power to Compliance and Satisfaction with Supervision: Evidence from a National Sample of Managers
Authors: Rahim M. Afzalur
Published: March 2006

This study investigated the effectiveness of the bases of leader power, such as coercive, reward, legitimate, expert, and referent in influencing behavioral compliance with superior's wishes and satisfaction with supervision. Regression analyses of data from a national random sample of managers (N = 476), after demographic, job-related, and other extraneous variables were controlled for, showed that expert and referent power bases were positively associated with compliance and satisfaction and legitimate power base was positively associated with compliance but negatively associated with satisfaction.
Task Strategy Interventions in Goal Setting: The Importance of Search in Strategy Development
Authors: Earley P. Christopher , Connolly Terry , Lee Cynthia
Published: March 2006

In contrast to a large body of goal-setting research, recent findings suggest that challenging goals may not be beneficial when effective task strategies are not readily identifiable. In such settings goals may stimulate excessive strategy search, degrading overall performance. Two alternative aids to developing effective task strategies (restricting search or providing training in search methods) were examined in a laboratory study. Ninety-four subjects performed a stock prediction task under conditions of specific, challenging, or "do your best" goals and different task strategy interventions. The results of analyses demonstrated that the benefits of the strategy interventions were realized only if subjects were given also a specific challenging goal. Implications for goal setting theory and research are discussed.
Herman Hollerith: Inventor, Manager, Entrepreneur—A Centennial Remembrance
Authors: Biles George E. , Bolton Alfred A. , DiRe Bernadette M.
Published: March 2006

Herman Hollerith developed electric tabulating machines to be used in compiling, aggregating, and totaling data itemsfor the 1890 United States census. Hollerith's innovative genius and success with the electric tabulation of complex data laid the foundation for the computer industry and contributed to the development of management information systems.