Business Commons^™

A Trickle-Down Model Of Psychological Contract Breach: The Impact Of Supervisors’ Relationships On Employee Perceptions Of Kept Promises, Grace Lemmon

Grace Lemmon

No abstract provided.

Women’S Managerial Aspirations From A Career Development Perspective, Grace Lemmon

Grace Lemmon

No abstract provided.

What Makes Knowledge Sharing In Organizations Tick? An Empirical Study, Yue Wah Chay, Thomas Menkhoff, Benjamin Loh, Hans-Dieter Evers

Thomas MENKHOFF

No abstract provided.

When Employees Stop Talking And Start Fighting: The Detrimental Effects Of Pseudo Voice In Organizations, G De Vries, Karen Jehn, B Terwel

Karen A. Jehn

No abstract provided.

Creating Psychological And Legal Contracts Through Hrm Practices: A Strength Of Signals Perspective, Patricia Martinez

Patricia G. Martinez

We integrate the concept of signaling theory to propose that organizations create psychological and legal contracts through their human resource management practices (HRM). Focusing on the strength of the signal generated by HRM practices, we develop a framework for contract creation. Specifically, we define and outline how weak signals generate psychological contracts and strong signals develop legally binding contracts. We provide several examples of HRM hiring practices, the weak and strong signals which they emit and the psychological and legal contracts which they create. Our key contribution is to provide a precise model for understanding the distinction between a psychological …

Organizational Citizenship Behavior, Employer Support, And Unit-Level Outcomes: A Longitudinal Study, Brian Frost, Daniel Koys

Daniel J. Koys

No abstract provided.

The Effects Of Alignments: Examining Group Faultlines, Organizational Cultures, And Performance, K Bezrukova, S Thatcher, Karen Jehn, C Spell

Karen A. Jehn

No abstract provided.

Crooked Conflicts: The Effects Of Conflict Asymmetry In Mediation, Karen Jehn, Joyce Rupert, Aukje Nauta, Seth Van Den Bossche

Karen A. Jehn

Our main research question is how the asymmetry of conflict between two parties involved in mediation will affect the outcomes of the mediation. Conflict asymmetry is the difference in perceptions of conflict among the parties; that is, one person experiences high levels of conflict while the other person perceives that there is little or no conflict. In this multi-method study of 54 individuals involved in matched-pair mediations in an organizational setting, we examine the effects of conflict asymmetry on satisfaction with the process and results of the mediation, as well as their recommendation of mediation to others. We find that …

The Bigger They Are, The Harder They Fall: Linking Team Power, Conflict, Congruence, And Team Performance, L Greer, H Caruso, Karen Jehn

Karen A. Jehn

No abstract provided.

On The Road To Abilene: Time To Manage Agreement About Mba Curricular Relevance., Robert Rubin, Erich Dierdorff

Erich C. Dierdorff

Substantial evidence demonstrates that sound management practice is critical to creating effective organizations. Despite this fact, recent research suggests that courses designed to inculcate human capital competencies are wholly underrepresented in MBA curricula. Scholars have attributed culpability in various directions, collectively suggesting a broad devaluing of management education from one or more stakeholders including recruiters, business school policy makers, faculty, and students. In this essay, we bring forth evidence which reveals considerable agreement across stakeholder groups regarding the importance of emphasizing human capital competencies in MBA curricula. That is, contrary to conventional notions, business school stakeholders largely agree with practicing …

How Relational Closeness Buffers The Effect Of Relationship Conflict On Helpful And Deviant Group Behaviors, S Rispens, L Greer, Karen Jehn, S Thatcher

Karen A. Jehn

No abstract provided.

Work Analysis: From Technique To Theory., Frederick Morgeson, Erich Dierdorff

Erich C. Dierdorff

No abstract provided.

The Power Of ‘We’: Effects Of Psychological Collectivism On Team Performance Over Time., Erich Dierdorff, Suzanne Bell, James Belohlav

Erich C. Dierdorff

We examined the influences of different facets of psychological collectivism (Preference, Reliance, Concern, Norm Acceptance, and Goal Priority) on team functioning at 3 different performance depictions: initial team performance, end-state team performance, and team performance change over time. We also tested the extent to which team-member exchange moderated the relationships between facets of psychological collectivism and performance change over time. Results from multilevel growth modeling of 66 teams (N = 264) engaged in a business simulation revealed differential effects across facets of psychological collectivism and across different performance measurements. Whereas facets concerned with affiliation (Preference and Concern) were positively related …

In The Short Term We Divide, In The Long Term We Unite: Demographic Crisscrossing And The Effects Of Faultlines On Subgroup Polarization, M Mäs, A Flache, Karen Takács, Karen Jehn

Karen A. Jehn

No abstract provided.

Embedding The Organizational Culture Profile Into Schwartz’S Universal Value Theory Using Multidimensional Scaling With Regional Restrictions, Ingwer Borg, Patrick Groenen, Karen Jehn, Wolfgang Bilsky, Shalom Schwartz

Karen A. Jehn

Person-organization fit is often measured by the congruence of a person’s values and the values that he or she ascribes to the organization. A popular instrument used in this context is the Organizational Culture Profile (O’Reilly, Chatman, & Caldwell, 1991). The OCP scales its 54 items on eight factors, derived by exploratory factor analysis. We investigate the extent to which the OCP can be embedded into Schwartz’s Theory of Universals in Values (TUV) that is formulated in terms of a circumplex in MDS space. To address this question, we develop a non-standard MDS method that enforces a TUV-based axial regionality …

What To Teach - How To Teach: Perspectives On Course Design, Daniel Koys, Kenneth Thompson, David Rivkin, Phil Lewis, Timothy Baldwin, Brian Blume, Robert Ford

Daniel J. Koys

No abstract provided.

Older Adults And Technology-Based Instruction: Optimizing Learning Outcomes And Transfer, Thomas M. Cavanagh, Natalie E. Wolfson

Thomas M. Cavanagh

Ensuring The Implementation Of Engineering Asset Management: Understanding Organisational Culture, Matthew J. Xerri

Matthew J Xerri

This paper reviews the literature about Engineering Asset Management (EAM), the implementation of organisational change and organisational culture and suggests a process for measuring the organisational culture of asset firms to determine if the current environment is conducive to supporting change to improve overall asset management performance. The information can be used by management to identify what work practices are being promoted and which need to be changed if required. A change in management practices (e.g. supervision or rewards) is most likely required to support the successful implementation of an asset management framework. The development of such practices can be …

Fostering The Innovative Behaviour Of Sme Employees: A Social Capital Perspective, Matthew J. Xerri, Yvonne Brunetto

Matthew J Xerri

Although developing the innovative behaviour of employees is considered to contribute to improving organisational efficiency and effectiveness, very little is known about innovative behaviour within the context of small to medium enterprises (SMEs). Human resource managers who are able to develop the innovative behaviour of employees create an opportunity in which an employee's behaviour can be aligned with organisational goals. This study explores several antecedents contributing to the innovative behaviour of employees. The findings confirm that the organisational factors tested affect both the innovative behaviour of employees and the innovative culture that supports innovative behaviour in the workplace. These findings …