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Articles 1 - 15 of 15
Full-Text Articles in Business
Impact Of Firm Performance Expectations On Ceo Turnover And Replacement Decisions, Kathleen A. Farrell, David A. Whidbee
Impact Of Firm Performance Expectations On Ceo Turnover And Replacement Decisions, Kathleen A. Farrell, David A. Whidbee
Department of Finance: Faculty Publications
Our analysis suggests that boards focus on deviation from expected performance, rather than performance alone, in making the CEO turnover decision, especially when there is agreement (less dispersion) among analysts about the firm’s earnings forecast or there are a large number of analysts following the firm. In addition, our results suggest that boards are more likely to appoint a CEO that will change firm policies and strategies (i.e., an outsider) when forecasted 5-year EPS growth is low and there is greater uncertainty (more dispersion) among analysts about the firm’s long-term forecasts.
Book Reviews: The Institutionalist Approach To Public Utility Regulation, Edited By Edythe S. Miller And Warren J. Samuels, F. Gregory Hayden, Martin Stack
Book Reviews: The Institutionalist Approach To Public Utility Regulation, Edited By Edythe S. Miller And Warren J. Samuels, F. Gregory Hayden, Martin Stack
College of Business: Faculty Publications
The Institutionalist Approach to Public Utility Regulation explains and assesses the intellectual and institutional infrastructure that has come to be recognized as Harry Trebing’s contribution to regulatory economics, policy, and history. This infrastructure not only incorporates principles, history of ideas, and applicable theories but also includes an entourage of scholars who have been associated with Trebing in research and policy endeavors. In addition to providing scholarly work and policy involvement, Trebing, in partnership with his wife, Joyce, has provided organizational leadership. They have organized conferences, lectures, seminars, and research institutes and have facilitated policy interfacing with public utility commissioners and …
The Development Of Interfirm Partnering Competence: Platforms For Learning, Learning Activities, And Consequences Of Learning, Jean L. Johnson, Ravipreet S. Sohi
The Development Of Interfirm Partnering Competence: Platforms For Learning, Learning Activities, And Consequences Of Learning, Jean L. Johnson, Ravipreet S. Sohi
Department of Marketing: Faculty Publications
This study investigated factors within the firm that encourage organizational learning activities. The authors suggest that when the appropriate factors are present, the firm will more likely engage in learning activities integral in the development of interfirm partnering competence. The conditions for building partnering competence are found in the firm's culture and climate in the form of learning intent, receptivity, and transparency. In addition, the authors suggested that learning-related activities would generate some positive influence on specific interfirm relationships (IFRs). The authors tested these ideas on data from a multiindustry mail survey. Results largely conformed to expectations. The platform variables, …
It Competency And Firm Performance: Is Organizational Learning A Missing Link?, Michael J. Tippins, Ravipreet S. Sohi
It Competency And Firm Performance: Is Organizational Learning A Missing Link?, Michael J. Tippins, Ravipreet S. Sohi
Department of Marketing: Faculty Publications
Many companies have developed strategies that include investing heavily in information technology (IT) in order to enhance their performance. Yet, this investment pays off for some companies but not others. This study proposes that organization teaming plays a significant role in determining the outcomes of IT. Drawing from resource theory and IT literature, the authors develop the concept of IT competency. Using structural equations modeling with data collected from managers in 271 manufacturing firms, they show that organizational learning plays a significant role in mediating the effects of IT competency on firm performance.
The Match Between Ceo And Firm, Sam Allgood, Kathleen A. Farrell
The Match Between Ceo And Firm, Sam Allgood, Kathleen A. Farrell
College of Business: Faculty Publications
We investigate the role of job-match heterogeneity in the CEO labor market. We document a high percentage of CEO turnovers in the early years of tenure as illustrated by the hazard that increases until the fifth year of CEO tenure and then decreases. Evidence suggests that a good match is more likely if the new CEO performs better than the previous CEO. The best matches tend to occur when inside (outside) CEOs follow previous CEOs who quit (are dismissed). Evidence consistent with match theory in the CEO labor market suggests factors that influence the likelihood of observing a good match.
Endangered Democratic Institutions And Instrumental Inquiry: Remarks Upon Receiving The Veblen-Commons Award, F. Gregory Hayden
Endangered Democratic Institutions And Instrumental Inquiry: Remarks Upon Receiving The Veblen-Commons Award, F. Gregory Hayden
College of Business: Faculty Publications
In the 1890s, British cattle companies drove large herds into the sparsely settled grasslands of Nebraska like an invading army. Immediately, the drovers started killing homesteaders, who were always shot on the homesteader’s land at the plow or mower to clarify that it was the homesteading that was the capital offense. The cattle companies fenced public lands and paid others to file claims on their behalf, all in clear violation of the law but protected because they controlled the courts, bought political influence, and continued to intimidate. Many homesteaders refused to be intimidated. They contested the phony homesteads and testified …
The Instructional Use And Teaching Preparation Of Graduate Students In U.S. Ph.D.-Granting Economics Departments, William Walstad, William E. Becker
The Instructional Use And Teaching Preparation Of Graduate Students In U.S. Ph.D.-Granting Economics Departments, William Walstad, William E. Becker
College of Business: Faculty Publications
Graduate students are employed extensively in the teaching of economics at the undergraduate level, but little is known about how they are used for instruction and how they are prepared for their teaching duties. To investigate this topic, we prepared a survey and sent it to the chairs of all 100 Ph.D.-granting economics departments.
The survey was designed to elicit information on (i) the size of Ph.D. economics programs and the uses of graduate students for undergraduate instruction, (ii) the provision of credit and noncredit courses in teaching for economics graduate student instructors, (iii) teaching programs for international graduate students …
Agroecosystems Analysis From The Grass Roots: A Multidimensional Experiential Learning Course, Mary Wiedenhoeft, Steve Simmons, Ricardo Salvador, Gina Mcandrews, Charles A. Francis, James W. King, David Hole
Agroecosystems Analysis From The Grass Roots: A Multidimensional Experiential Learning Course, Mary Wiedenhoeft, Steve Simmons, Ricardo Salvador, Gina Mcandrews, Charles A. Francis, James W. King, David Hole
Department of Agricultural Leadership, Education, and Communication: Faculty Publications
An intensive, experiential travel course in Agroecosystems Analysis was conducted in Iowa, Minnesota, and Nebraska (United States) during summers of 1998 and 1999. The intended student audience was advanced undergraduate and beginning graduate students. Pretravel readings and a week-long series of farm visits, which consisted of in-depth interviews with the farmers and their families, prepared student teams to analyze and evaluate the production, economic, environmental, and social sustainability of 10 farms. Students shared their analyses both orally and in written reports. Based on a multifaceted student evaluation process, we found that participants were highly motivated, strongly engaged with the course …
The Over-Claiming Technique: Measuring Self-Enhancement Independent Of Ability, Delroy L. Paulhus, Peter D. Harms, M. Nadine Bruce, Daria C. Lysy
The Over-Claiming Technique: Measuring Self-Enhancement Independent Of Ability, Delroy L. Paulhus, Peter D. Harms, M. Nadine Bruce, Daria C. Lysy
Leadership Institute: Faculty Publications
Overclaiming is a concrete operationalization of self-enhancement based on respondents’ ratings of their knowledge of various persons, events, products, and so on. Because 20% of the items are nonexistent, responses can be analyzed with signal detection formulas to index both response bias (over-claiming) and accuracy (knowledge). Study 1 demonstrated convergence of over-claiming with alternative measures of self-enhancement but independence from cognitive ability. In Studies 2–3, the validity of the overclaiming index held even when respondents were (a) warned about the foils or (b) asked to fake good. Study 3 also showed the utility of the over-claiming index for diagnosing faking. …
Complexity Theory And Al Qaeda: Examining Complex Leadership, Russ Marion, Mary Uhl-Bien
Complexity Theory And Al Qaeda: Examining Complex Leadership, Russ Marion, Mary Uhl-Bien
Department of Management: Faculty Publications
Recent events in the world are forcing us to restructure our understanding of leadership and organization. The al- Qaeda organization and its pervasive presence in the world demonstrated first-hand the power of a flexible, moderately coupled network of individuals brought together by a common need and aligned behind an informal and emergent leader. Its structure, which resulted from bottom-up coordination of individuals who voluntarily came together based on common need rather than from top-down hierarchical control, clearly demonstrates the power of a networked system based on relationships and shared vision and mission. To understand this and other types of network …
Reciprocity In Manager-Subordinate Relationships: Components, Configurations, And Outcomes, Mary Uhl-Bien, John M. Maslyn
Reciprocity In Manager-Subordinate Relationships: Components, Configurations, And Outcomes, Mary Uhl-Bien, John M. Maslyn
Department of Management: Faculty Publications
The present study examines both positive and negative norms of reciprocity in managerial work relationships by assessing three components of reciprocal behavior: immediacy, equivalence, and interest motive. The findings show that subordinate reports of immediacy, equivalence, and self-interest were negatively associated, and mutual-interest was positively associated, with relationship quality as reported by both subordinates and managers (other-interest was not significant). These components of reciprocity were also subjected to cluster analysis to identify groupings of reciprocity styles. The results indicate styles reflecting high quality (n = 65), low quality (n = 120), and negative social exchanges (n = …
The Duality Of Race And Gender For Managerial African American Women: Implications Of Informal Social Networks On Career Advancement, Gwendolyn Combs
The Duality Of Race And Gender For Managerial African American Women: Implications Of Informal Social Networks On Career Advancement, Gwendolyn Combs
Department of Management: Faculty Publications
Research suggests that women have progressed in equalizing their representation, status, and earning power as managers in organizations. These improvements may not reflect the career advancement of managerial African American women. African American women contend with the convergence of race and gender in improving their organizational standing and career advancement opportunities. The literature on workplace social networks indicates that informal more than formal socialization systems are salient in advancing careers. Due to the duality of race and gender, African American women in managerial and executive positions may be forced into out-group status in terms of informal social networks. Informal social …
What Knowledge Managers Really Do: An Empirical And Comparative Analysis, Arben Asllani, Fred Luthans
What Knowledge Managers Really Do: An Empirical And Comparative Analysis, Arben Asllani, Fred Luthans
Department of Management: Faculty Publications
The advent of information technology has generated not only interest in how to acquire, store and ‘‘mine’’ data, but also how to manage knowledge. Yet, there is still considerable confusion and a lack of understanding of what today’s knowledge managers really do. Continuing a stream of previous research on the behavior activities of traditional managers, this study investigated the relative amount of time today’s knowledge managers (N = 307) spend on traditional management functions, communications, human resources and networking. Besides identifying what knowledge managers really do, this study examined what successful knowledge managers do. Comparisons are then made with managers …
Behavioral Management And Task Performance In Organizations: Conceptual Background, Meta-Analysis, And Test Of Alternative Models, Alexander D. Stajkovic, Fred Luthans
Behavioral Management And Task Performance In Organizations: Conceptual Background, Meta-Analysis, And Test Of Alternative Models, Alexander D. Stajkovic, Fred Luthans
Department of Management: Faculty Publications
In this study, we provide the conceptual background, meta-analyze available behavioral management studies (N = 72) in organizational settings, and examine whether combined reinforcement effects on task performance are additive (sum of individual effects), redundant (combined effects are less than the additive effects), or synergistic (combined effects are greater than the sum of the individual effects). We found a significant overall average effect size of (d.) = .47 (16% improvement in performance; 63% probability of success), and a significant within-group heterogeneity of effect sizes. To account for this variation, we conducted a theory-driven moderator analysis, which indicated that money, feedback, …
360-Degree Feedback With Systematic Coaching: Empirical Analysis Suggests A Winning Combination, Fred Luthans, Suzanne J. Peterson
360-Degree Feedback With Systematic Coaching: Empirical Analysis Suggests A Winning Combination, Fred Luthans, Suzanne J. Peterson
Department of Management: Faculty Publications
Wanted: High-performance work practices to gain a competitive advantage. An increasingly common answer to this desperate call is 360-degree programs; unfortunately, they have, at best, mixed reviews when empirically assessed. This study found that a way to improve the effectiveness of 360s may be to combine them with coaching focused on enhanced self-awareness and behavioral management. In a small manufacturer, this feedback-coaching resulted in improved manager and employee satisfaction, commitment, intentions to turnover, and at least indirectly, this firm’s performance. This feedback-coaching may be a winning combination to help in the competitive battles in today’s global economy.