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Organizational Behavior and Theory
Singapore Management University
- Keyword
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- Benign violation theory (1)
- Board of directors (1)
- China (1)
- Corporate elite (1)
- Corporate governance (1)
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- Cross-cultural comparison (1)
- Deviance (1)
- Director network (1)
- Division of innovative labor (1)
- Emotional labor (1)
- Failure (1)
- Global organization of work (1)
- Goal interdependence (1)
- Institutions (1)
- Intellectual Property Regimes (IPR) (1)
- Interpersonal justice (1)
- Knowledge spillover (1)
- Leader sense of humor (1)
- Managerial learning (1)
- Monitoring (1)
- Motivation (1)
- Multinational R&D strategy (1)
- Newcomer adjustment (1)
- Norm violations (1)
- Occupational interactional requirements (1)
- Prestigious directors (1)
- R&D offshoring (1)
- Resource provision (1)
- Social exchange (1)
- Socialization tactics (1)
Articles 1 - 7 of 7
Full-Text Articles in Business
How Does Interpersonal Justice Affect Outside Directors’ Governance Behavior? A Cross-Cultural Comparison, Esther B. Del Brio, Rosa M. Hernandez-Maestro, Toru Yoshikawa
How Does Interpersonal Justice Affect Outside Directors’ Governance Behavior? A Cross-Cultural Comparison, Esther B. Del Brio, Rosa M. Hernandez-Maestro, Toru Yoshikawa
Research Collection Lee Kong Chian School of Business
We examine the impact of interpersonal justice among outside directors on the board and between a director and the CEO regarding the director’s monitoring and resource provision behaviors in different cultural contexts. We argue that directors from individualistic countries are more influenced by CEO interpersonal justice while directors from collectivistic countries are more affected by the board interpersonal justice. Our main effect results indicate that interpersonal justice with board members is positively related to both monitoring and resource provision by a director, while CEO interpersonal justice is related only to resource provision. Our results also show different effects on the …
The Other Side: Occupational Interactional Requirements And Work-Home Enrichment, Devasheesh P. Bhave, Alexandru M. Leftner
The Other Side: Occupational Interactional Requirements And Work-Home Enrichment, Devasheesh P. Bhave, Alexandru M. Leftner
Research Collection Lee Kong Chian School of Business
We examine how occupational interactional requirements influence work-home enrichment. We identify two manifestations of work-home enrichment: through objective indicators of how employees allocate their time at home, and through perceptual reflections of employees on their work-home enrichment. We conceptualize occupational interactional requirements as restorative properties of jobs that provide employees with resources that they transfer to the home domain. In terms of objective indicators, our results indicate that employees transfer these resources by spending more time in resource depleting activities such as caring for household members, and less time in resource replenishing activities such as socializing and relaxing. This suggests …
The Mixed Blessing Of Leader Sense Of Humor: Examining Costs And Benefits, Kai Chi Yam, Michael S. Christian, Wu Wei, Zhenyu Liao, Jared Nai
The Mixed Blessing Of Leader Sense Of Humor: Examining Costs And Benefits, Kai Chi Yam, Michael S. Christian, Wu Wei, Zhenyu Liao, Jared Nai
Research Collection Lee Kong Chian School of Business
Workplace humor is ubiquitous, yet scholars know little about how it affects employees' behaviors in organizations. We draw on an emerging psychological theory of humor—benign violation theory—to suggest that a leader's sense of humor often conveys counter-normative social information in organizations. We integrate this theory with social information processing theory to develop hypotheses about the effects of a leader's sense of humor on follower behavior. We suggest that although a leader's sense of humor is positively associated with leader member exchange and ultimately work engagement, it can also signal to followers the acceptability of norm violation at work. These perceptions …
When Elites Forget Their Duties: The Double-Edged Sword Of Prestigious Directors On Boards, Jana Oehmichen, Daniel Braun, Michael Wolff, Toru Yoshikawa
When Elites Forget Their Duties: The Double-Edged Sword Of Prestigious Directors On Boards, Jana Oehmichen, Daniel Braun, Michael Wolff, Toru Yoshikawa
Research Collection Lee Kong Chian School of Business
Previous research indicates that the performance effect of prestigious directors is ambiguous. Our study addresses this issue by integrating the theoretical lens of board capital and the institutional perspective. We argue that prestigious directors can bring benefits as well as costs. We claim that the emergence of these costs depends on the institutional context, specifically the institutional characteristics of the country's corporate elite circle which is characterized by the elite cohesion and the elite exclusiveness. Our empirical results with a 15-country sample covering the period of 2005 to 2014 provide evidence for the overall existence of a positive performance effect …
Learning From Others' Failures: The Effectiveness Of Failure Stories For Managerial Learning, Ronald Bledow, Bernd Carette, Jana Kuehnel, Daniela Pittig
Learning From Others' Failures: The Effectiveness Of Failure Stories For Managerial Learning, Ronald Bledow, Bernd Carette, Jana Kuehnel, Daniela Pittig
Research Collection Lee Kong Chian School of Business
We argue that other peoples' failures provide a neglected source of managerial learning that is associated with enhanced learning transfer. Due to their negative valence, stories about other peoples' failures as compared to stories about other peoples' successes should elicit a more pronounced motivational response, such that people elaborate the content of failure stories more actively. As a consequence, the knowledge gained from failure stories will more likely be applied on a transfer task. We expect this motivational response to failure stories and its benefits for learning to be most pronounced for people who view failures as valuable learning opportunities. …
Right Person At The Right Place: How Ipr At The Host Location Influences The Internal Division Of Innovative Labor In Multinational Enterprises, Anand Nandkumar, Kannan Srikanth
Right Person At The Right Place: How Ipr At The Host Location Influences The Internal Division Of Innovative Labor In Multinational Enterprises, Anand Nandkumar, Kannan Srikanth
Research Collection Lee Kong Chian School of Business
The internationalization of R&D activity by multinational enterprises (MNEs) is increasing, with a recent big push towards emerging economies. Understanding how MNEs organize collaborative R&D across geographies is therefore an important area of scholarship. However, little attention has been paid towards understanding the factors that influence the division of innovative labor within an MNE across geographies – the internal division of innovative labor. Drawing on the literature that shows that strong protection for intellectual property (IP) is important for the efficient division of innovative labor between firms, we argue and show that differences in effectiveness of IP protection between international …
Socialization Tactics: Antecedents For Goal Interdependence And Newcomer Adjustment And Retention, Serena Changhong Lu, Dean Tjosvold
Socialization Tactics: Antecedents For Goal Interdependence And Newcomer Adjustment And Retention, Serena Changhong Lu, Dean Tjosvold
Research Collection Lee Kong Chian School of Business
This study argues that Deutsch's theory of goal interdependence is useful to examine the dynamics of serial and investiture tactics on newcomer adjustment and retention in work team contexts. Structural equation results of interviews of specific incidents collected from one hundred and two newcomers support the hypothesized model that serial and investiture tactics used by teams promote cooperative goal interdependence and weaken competitive goal interdependence and independent goal relationship between newcomers and their teams. Cooperative goals were also found to promote positive attitudes and strong co-worker relationships whereas competitive and independent goals resulted in intentions to quit and low levels …