Business Commons^™

Global Culture Concerns, Korcel M. Price

Korcel M Price

The following proposal seeks to change hiring, promoting, and firing practices among global and trans-national companies. The changes are intended to fortify the organization through better management, a better employee contract, and by moving closer to a learning organization.

At the heart of the proposal is the desire to move hiring, promoting, and firing practices to an external or internal third party, as means of creating a global culture that consistently applies the values of supra system’s organization.

Boundaries Of Citizenship Behavior: Curvilinearity And Context In The Citizenship And Task Performance Relationship, Robert Rubin, Erich Dierdorff, Daniel Bachrach

Erich C. Dierdorff

Resource allocation, attentional capacity, and role theories all suggest that the well-documented linear relationship between citizenship behavior and task performance may be more complex than previously believed. In a study of 352 incumbents, we develop hypotheses that propose a curvilinear effect of employee citizenship on task performance. We further argue that this nonmonotonic relationship is different across the targets of citizenship performance and is moderated by several factors from the task context. Results support the curvilinear assertion, indicating that the relationship with task performance inflects when citizenship is more frequently performed. These diminishing returns are amplified when the target of …

Maybe It’S Right, Maybe It’S Wrong: Structural And Social Determinants Of Deception In Negotiation, Mara Olekalns, Chris Horan, Philip Smith

Mara Olekalns

Context shapes negotiators’ actions, including their willingness to act unethically. Focusing on negotiators use of deception, we used a simulated two-party negotiation to test how three contextual variables - regulatory focus, power, and trustworthiness - interacted to shift negotiators’ ethical thresholds. We demonstrated that these three variables interact to either inhibit or activate deception, providing support for an interactionist model of ethical decision-making. Three patterns emerged from our analyses. First, low power inhibited and high power activated deception. Second, promotion-focused negotiators favored sins of omission whereas prevention-focused negotiators favored sins of commission. Third, low cognition-based trust influenced deception when negotiators …

Building A Better Mba: From A Decade Of Critique Toward A Decennium Of Creation, Robert Rubin, Erich Dierdorff

Erich C. Dierdorff

During the past 10 years AMLE has made significant progress toward fulfilling its central mission of stimulating discourse within the field of management learning and education. Indeed, AMLE has become a reliable source of insightful scholarship regarding management education in general. The journal has also become an important platform for more specific scholarship directed toward the masters in business administration (MBA) degree and degree programs. Given the centrality of MBA programs in business schools and the substantial literature that has emerged on the topic within AMLE, we review this body of work to identify the broad topics and problems that …

Getting What The Occupation Gives: Exploring Multilevel Links Between Work Design And Occupational Values, Erich Dierdorff, Frederick Morgeson

Erich C. Dierdorff

The history of work design research is voluminous and compelling. Thousands of studies have demonstrated the wide-reaching and powerful impact the design of work can have on a host of meaningful outcomes. Yet, absent in much of this research is an explicit consideration of the context within which work is performed and how this context might impact work design. Drawing from the Theory of Work Adjustment, we describe the different ways in which occupations are linked to work design. In a sample of 805 individuals from 230 occupations, our multilevel examinations show the occupational-level values of Achievement, Independence, Altruism, Status, …

Agency Theory And Bounded Self Interest: The Moderating Role Of Fairness, Robert Phillips, Douglas Bosse

Robert Phillips

While agency theory’s contributions to our understanding of economic organization and strategic management are unparalleled, reviews of the empirical tests call for more explanatory muscle at the extremes. This paper provides arguments that answer that call. Relying on well-established findings from social psychology and other disciplines, we propose that agency theory’s assumption of pure self-interest be replaced with the more descriptively accurate assumption of self interest that is bounded by norms of fairness and reciprocity. The resulting arguments explain that perceptions of fairness/justice moderate the effectiveness of incentive alignment and monitoring mechanisms.

Maybe It’S Right, Maybe It’S Wrong: Structural And Social Determinants Of Deception In Negotiation, Mara Olekalns

Mara Olekalns

Context shapes negotiators’ actions, including their willingness to act unethically. Focusing on negotiators use of deception, we used a simulated two-party negotiation to test how three contextual variables - regulatory focus, power, and trustworthiness - interacted to shift negotiators’ ethical thresholds. We demonstrated that these three variables interact to either inhibit or activate deception, providing support for an interactionist model of ethical decision-making. Three patterns emerged from our analyses. First, low power inhibited and high power activated deception. Second, promotion-focused negotiators favored sins of omission whereas prevention-focused negotiators favored sins of commission. Third, low cognition-based trust influenced deception when negotiators …

Greed And Fear In The Spatial Dilemmas Model: Implications For Cooperation Among Organizations, James A. Kitts

James Kitts

Organizational populations engage in institutional entrepreneurship – including both public and private (e.g., ‘self-’) regulation – to facilitate inter-organizational cooperation. We investigate the consequences of this regulation, distinguishing two dimensions of social dilemmas: the gains for exploiting cooperative partners (Greed) and the cost of cooperating with exploitive partners (Fear). Specifically, we model an embedded social dilemma in which organizations exchange with partners and strategies diffuse through networks by social learning. Our analysis and computational experiment show that embedding exchange in social networks leads Greed and Fear to have divergent and highly nonlinear effects at the macro level. ‘Virtual interventions’ demonstrate …

Specific Characteristics Distinguishing Winning From Losing: Litigated Workplace Bullying Cases, Yvette Lopez, Helen Lavan, William Martin

William Marty Martin

No abstract provided.

An Ethnographic Account Of Leadership, Power And Change, Ray Gordon

Ray Gordon

The paper provides a genealogical account of a police organization’s attempt to implement what senior officers in its behavioural change division described as a dispersed leadership (Bryman, 1996; Gordon, 2002) strategy. I describe the organization and provide a detailed account of the dynamics that emerge as groups and individuals who historically held positions of power found themselves reporting to one of many designated leaders. The account depicts how the organization’s dispersion of leadership, while on the surface represents a new and successful endeavour, is rendered problematic by the organization’s historical constitution of power.

Dispersed Leadership: Exploring The Impact Of Antecedent Forms Of Power Using A Communicative Framework, Ray Gordon

Ray Gordon

This article presents an account of a police organization's attempt to implement what senior officers described as a dispersed leadership initiative. A communicative framework is used to show how a particular historically constituted discourse is embedded in the communicative actions of those officers who participated in the study. Analysis of the effects of this discourse reveals how the organization's dispersion of leadership, although on the surface representing a new and successful endeavor, is rendered problematic by what the article terms antecedent forms of power.

Exploring The Link Between Emotional Intelligence And Workplace Anti-Social Behaviors, Jane Murray, Sara Branch

Jane Murray

For more than a decade Emotional Intelligence (EI) has been promoted as a tool that can be used to provide positive individual, team and organizational outcomes in the workplace. Researchers have demonstrated links between EI and organizational variables including organizational change, leadership, performance, conflict, interpersonal skills, citizenship performance and goal setting. Although much valuable research has been conducted, little is known of the links between EI and workplace anti-social behaviors. Therefore, the purpose of this conceptual paper is to present a proposed program of research that will explore the relationship between EI and anti-social behaviors in an organizational context. Preliminary …

Using Data Profiles To Select Digital Asset Management Systems (Dams), Lisa Zilinski, S. Lorenz

Lisa Zilinski

Digital curation is no longer bound to preservation techniques that require data to be stored in a vault with only one or two authorized users [1]. Digital Asset Management Systems (DAMS) offer many efficient solutions that incorporate metadata and in so doing, DAMS help to increase access for all users. The question is: how can libraries select a DAMS that will meet the needs of their researchers, universities and funding institutions while providing sustainable digital preservation and access?

Can We Fix It? Yes We Can!: Daring To Care About Teaching In A Multicultural Classroom, Amy Kenworthy, George Hrivnak, Louise Mulligan

George Hrivnak

No abstract provided.

A Knowledge-Architecture For Development: Designing An Epistemic Landscape Of Knowledge Clusters And Knowledge Hubs, Hans-Dieter Evers, Solvay Gerke, Thomas Menkhoff

Solvay Gerke

No abstract provided.

Where Perception Meets Reality: The Effects Of Different Types Of Faultline Perceptions, Asymmetries And Realities On Intersubgroup Conflict And Group Outcomes, Lindred Greer, Karen Jehn

Karen A. Jehn

No abstract provided.

Members Matter In Team Training: Multilevel And Longitudinal Relationships Between Goal Orientation, Self-Regulation, And Team Outcomes, Erich Dierdorff, Kemp Ellington

Erich C. Dierdorff

Longitudinal data from 338 individuals across 64 teams in a simulation-based team-training context were used to examine the effects of dispositional goal orientation on self-regulated learning (self-efficacy and metacognition). Team goal orientation compositions, as reflected by average goal orientations of team members, were examined for moderating effects on these individual-level relationships. Finally, individual-level self-regulation was investigated for its influence on multiple team-level outcomes across time. Results showed generally positive effects of learning goal orientation and negative effects of avoid performance and prove performance goal orientations on rates of self-regulation during team training. However, several of these individual-level relationships were moderated …

Using Secondary Sources Of Work Information To Improve Work Analysis, Erich Dierdorff

Erich C. Dierdorff

No abstract provided.

Not All Groups Are The Same: The Importance Of Connectedness For Workgroup Outcomes, Sonja Rispens, G Ruel, Karen Jehn

Karen A. Jehn

No abstract provided.

Negotiating The Gender Divide: Lessons From The Negotiation And Organizational Behavior Literatures, Carol Kulik, Mara Olekalns

Mara Olekalns

Employment relationships are increasingly personalized, with more employment conditions open to negotiation. Although the intended goal of this personalization is a better and more satisfying employment relationship, personalization may systematically disadvantage members of some demographic groups. This disadvantage is evident for women, who routinely negotiate less desirable employment terms than men. This gender-based gap in outcomes is frequently attributed to differences in the ways that men and women negotiate. We review the negotiation research demonstrating that women are systematically disadvantaged in negotiations and the organizational behavior research examining the backlash experienced by agentic women. We use the Stereotype Content Model …

When Do Faultline And Cross-Categorized Teams Learn? The Role Of Error Culture, Joyce Rupert, Karen Jehn, Astrid Homan

Karen A. Jehn

No abstract provided.

Diversity Faultlines And Team Learning: Does Psychological Safety Help?, Joyce Rupert, Karen Jehn

Karen A. Jehn

No abstract provided.

A Meta-Analysis Of The Relationships Between Diversity, Conflict, And Team Performance, F De Wit, L Greer, Karen Jehn

Karen A. Jehn

Since the meta-analysis by De Dreu and Weingart (2003b) on the effects of intragroup conflict on group outcomes, more than 80 new empirical studies of conflict have been conducted, often investigating more complex, moderated relationships between conflict and group outcomes, as well as new types of intragroup conflict, such as process conflict. To explore the trends in this new body of literature, we conducted a meta-analysis of 116 empirical studies of intragroup conflict (n = 8,880 groups) and its relationship with group outcomes. To address the heterogeneity across the studies included in the meta-analysis, we also investigated a number of …

The Alignment Of Multiple Interdependencies And Workgroup Effectiveness: An Empirical Investigation, Sonja Rispens, Karen Jehn

Karen A. Jehn

No abstract provided.

When Subgroups Fuse And Divide: Effects Of Faultlines On Team Learning And Customer Satisfaction, Joyce Rupert, Karen Jehn

Karen A. Jehn

No abstract provided.

Being Different, Yet Similar: Effects Of Faultline Strength And Distance On Team Learning And Performance, Joyce Rupert, Karen Jehn

Karen A. Jehn

No abstract provided.

Facet Personality And Surface-Level Diversity As Team Mental Model Antecedents: Implications For Implicit Coordination, David Fisher, Suzanne Bell, Erich Dierdorff, James Belohlav

Erich C. Dierdorff

Team mental models (TMMs) have received much attention as important drivers of effective team processes and performance. At the same time, much less is known about the factors that give rise to these shared cognitive structures. We examined potential antecedents of TMMs, with a specific focus on team composition variables, including various facets of personality and surface-level diversity. Further, we examined implicit coordination as an important outcome of TMMs. Results suggest that team composition in terms of the cooperation facet of agreeableness and racial diversity were significantly related to team-focused TMM similarity. TMM similarity was also positively predictive of implicit …

Diversity In Punk Rock Bands: Conflict And Performance, Karen Jehn, Lindred Greer, Don Conlon

Karen A. Jehn

No abstract provided.

Persistence And Visibility Of Group Faultlines: The Effects Of Team Identity On The Group Faultlines-Conflict Link, Katerina Bezrukova, Karen Jehn, Madhan Grounder

Karen A. Jehn

We expand the group faultline theory by taking into account the relative importance of various demographics within the group that can trigger the formation of strong group faultlines. We draw on group faultline theory (Lau & Murnighan, 1998), social identity and categorization theories (Turner & Tajfel, 1986), social dominance theory (Sidanius & Pratto, 1999), and evolutionary psychology (Kurzban & Leary, 2001) to predict how group faultlines affect conflict. We propose that the visible demographic characteristics (age, race, and gender) will be more influential than the non-visible (education, tenure, and function) in determining the interaction patterns within the group (Thatcher & …

Do Workplace Relationships Affect The Innovative Behaviour Of Nursing Employees? A Social Exchange Perspective, Matthew J. Xerri

Matthew J Xerri

This research examines the impact of two organisational factors on the innovative behaviour of nurses. More specifically, this research applies the dimensions of Social Exchange Theory as a lens to develop an understanding into the mediating effect of perceived organisational support on the relationship between leader-member exchange and the innovative behaviour of nursing employees. This study uses a mixed-methods approach, including a survey in which 104 nurses responded with useable results and semi-structured interviews with twelve nursing unit managers (nursing supervisors). The findings confirm that perceived organisational support mediates the relationship between leader-member exchange and the innovative behaviour of nursing …