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Articles 1 - 6 of 6
Full-Text Articles in Business
Enhancing Dyadic Performance Through Boundary Spanners And Innovation: An Assessment Of Service Provider–Customer Relationships, Scott J. Grawe, Patricia J. Daughterty, Peter M. Ralston
Enhancing Dyadic Performance Through Boundary Spanners And Innovation: An Assessment Of Service Provider–Customer Relationships, Scott J. Grawe, Patricia J. Daughterty, Peter M. Ralston
Peter Ralston
Firms recognize that working together through collaborative relationships offers potential benefits such as improving cooperation, information sharing, and overall performance. An additional and extremely valuable benefit of working together is the potential for creating innovative business approaches and solutions. Thus, developing external linkages has become a higher priority within many organizations. Boundary spanning employees offer one means of achieving closer cross‐firm relationships. We investigate the roles of boundary spanners by examining service providers and their relationships with customers. More specifically, we examine boundary spanning employees that are physically on‐site at customer facilities. Results provide strong support that boundary spanners perceiving …
Personal Power And Trust As Mediators Of The Relationship Between Servant Leadership And Affective Organizational Commitment, George D. Bingham
Personal Power And Trust As Mediators Of The Relationship Between Servant Leadership And Affective Organizational Commitment, George D. Bingham
HCBE Theses and Dissertations
This research was designed to investigate the potential mediating role of personal power and of trust in the relationship between servant leadership and affective organizational commitment. The research responds to calls for increased understanding of the mechanisms at work between leadership models and outcomes. Especially unique in the available literature is the quantitative study of the relationship between servant leadership and personal power. All of the constructs in the research model are based on existing instruments, including those developed for personal power (PP; Hinkin & Schriesheim, 1989; Raven, Schwarzwald, & Koslowsky, 1998), trust (T; Mayer & Gavin, 2005), servant leadership …
The Effects Of Education And Allocentrism On Organizational Commitment In Chinese Companies: A Multi-Level Analysis, Shuhong Wang, Dbl Insights Llc, Xiang Yi
The Effects Of Education And Allocentrism On Organizational Commitment In Chinese Companies: A Multi-Level Analysis, Shuhong Wang, Dbl Insights Llc, Xiang Yi
Research, Publications & Creative Work
As Chinese companies move to the world stage of business, they must leverage a more knowledgeable and collaborative workforce to meet new challenges. This study investigates how two prominent individual attributes, education and allocentrism, create work tension for human capital practices in Chinese companies. By surveying nearly 500 workers in four Chinese companies and using multi-level methodology, we demonstrate that higher levels of education work to the detriment of employees’ affective organizational commitment and positively influence seeking-to-leave behavior. In addition, this study suggests a positive relation between allocentrism and affective organizational commitment. Personalized leadership, a common leadership style in high-power …
Older-Worker-Friendly Policies And Affective Organizational Commitment, Kerri Anne Crowne, Jeremy Cochran, Caryl E. Carpenter
Older-Worker-Friendly Policies And Affective Organizational Commitment, Kerri Anne Crowne, Jeremy Cochran, Caryl E. Carpenter
Organization Management Journal
In the United States the Baby Boomer generation is advancing toward retirement age and many are choosing to stay in the workforce. This study develops and analyzes a model of the impact of older-worker-friendly (OWF) policies in organizations on job satisfaction, strain-based work/family conflict, and affective organizational commitment in older workers. The data included 368 full-time employed persons age 50 years or older who participated in a telephone survey. Linear regression was used to analyze the hypothesized relationships. Results indicated that the model was supported. Older workers who were employed at organizations with more older-worker-friendly policies had higher levels of …
Affective Organizational Commitment And Organizational Citizenship Behavior: Examining The Relationship Through The Lens Of Equity Sensitivity, Richard S. Allen, W. Randy Evans, Charles S. White
Affective Organizational Commitment And Organizational Citizenship Behavior: Examining The Relationship Through The Lens Of Equity Sensitivity, Richard S. Allen, W. Randy Evans, Charles S. White
Organization Management Journal
The main purpose of this study was to test the relationship between affective organizational commitment (AOC), organizational citizenship behavior (OCB), and equity sensitivity, which heretofore has not been examined. Results revealed an interaction between AOC and equity sensitivity such that persons with an entitled orientation exhibited higher levels of OCB as their degree of AOC increased. Individuals with an entitled orientation and lower levels of AOC exhibited the lowest levels of OCB. This research suggests that organizations should focus on improving the level of AOC in order to increase the citizenship behavior of their entitled members. The moderating effect of …
Perceived Work Status And Turnover Intentions Of Casual-Dining Restaurant Employees, Robin B. Dipietro, Brumby Mcleod
Perceived Work Status And Turnover Intentions Of Casual-Dining Restaurant Employees, Robin B. Dipietro, Brumby Mcleod
Hospitality Review
The current research examined the effects of perceived work status of hourly employees on the established relationships between turnover intentions and the constructs of autonomy, affective organizational commitment, perceived management concern for employees, and perceived management concern for customers in the casual-dining restaurant industry. Surveys were collected from 296 employees of a multi-unit casual-dining restaurant franchise, part of a large, national, casual-dining restaurant chain. Employeeswith perceived part-time work status revealed a generally negative trend in factors shown to contribute to turnover. Employees who perceived their work status as parttime also showed significantly lower levels of affective organizational commitment than those …