Business Commons^™

Evaluating Vendor-Managed Inventory (Vmi) In Non Traditional Environments Using Simulation, Peter Southard, Scott Swenseth

Department of Management: Faculty Publications

This study provided empirical evidence that sufficient economic benefits could be achieved with the use of a technology-enabled vendor-managed inventory (VMI) system in a unique chain such that a firm could justify spending the money necessary to create the infrastructure to support it. The models, while based on a specific type of business, were still generic enough that the results could be generalized to many types of highly distributed, variable demand delivery systems. The study compared the costs of inventory systems used in practice by rural farm cooperatives to possible technology-enabled systems. Fuel delivery data from two agricultural cooperatives in …

The Joint Role Of Locus Of Control And Perceived Financial Need In Job Search, Edwin A. J. Van Hooft, Craig Crossley

Department of Management: Faculty Publications

Guided by economic rational choice theory and the behavioral-coping literature, the present study examined contrasting perspectives of the role of job-search locus of control (JSLOC) and perceived financial need in predicting job-search intensity. Data were collected in two independent studies in the Netherlands and in the United States, both using a two-wave longitudinal design. Results from both studies suggested that job seekers with external JSLOC and high perceived financial need engaged in more intense search behavior to compensate for anticipated difficulties in finding employment. Findings suggested that stress may mediate this relation, and may play a positive role in the …

Supply Chain Risk, Simulation, And Vendor Selection, Desheng Wu, David L. Olson

Department of Management: Faculty Publications

This paper considers three types of risk evaluation models within supply chains: chance constrained programming (CCP), data envelopment analysis (DEA), and multi-objective programming (MOP) models. Various risks are modeled in the form of probability and simulation of specific probability distribution in risk-embedded attributes is conducted in these three types of risk evaluation models. We model a supply chain consisting of three levels and use simulated data with representative distributions. Results from three models as well as simulation models are compared and analysis is conducted. The results show that the proposed approach allows decision makers to perform trade-off analysis among expected …

A Strategy For Third-Party Logistics Systems: A Case Analysis Using The Blue Ocean Strategy, Changsu Kim, Kyung Hoon Yang, Jaekyung Kim

Department of Management: Faculty Publications

One of today’s most frequently discussed topics in the business world is how to escape from the intense Red Ocean and how to create an uncontested Blue Ocean. However, because there are few practical guidelines available on this topic, we will introduce a case study of a third-party logistics (3PL) provider, CJ-Global Logistics Service (CJ-GLS), to show how it aspires to be a leader in the newly introduced 3PL industry in South Korea. CJ-GLS is a latecomer in the logistics industry, and its resources, such as the number of trucks and warehouses, are relatively small in comparison to those of …

Learning: The Interface Of Quality Management And Strategic Alliances, Mahour Mellat-Parast, Lester Digman

Department of Management: Faculty Publications

In this paper, we investigate the practice of quality management in strategic alliances. By employing a relational view of inter-organizational competitive advantage, the paper addresses the concept of quality management in strategic alliances and networks. We argue that institutional/network relationships influence the practice of quality within a network. In that regard, firms that have adopted quality management practices are more effective in managing and coordinating their interactions with other firms in the network, which results in their enhanced learning capability within the alliance. The proposed framework recognizes the role of trust and cooperative learning as critical factors that affect the …

How Management Style Moderates The Relationship Between Abusive Supervision And Workplace Deviance: An Uncertainty Management Theory Perspective, Stefan Thau, Rebecca J. Bennett, Marie S. Mitchell, Mary Beth Marrs

Department of Management: Faculty Publications

Based on uncertainty management theory [Lind, E. A., & Van den Bos, K., (2002). When fairness works: Toward a general theory of uncertainty management. In Staw, B. M., & Kramer, R. M. (Eds.), Research in organizational behavior (Vol. 24, pp. 181–223). Greenwich, CT: JAI Press.], two studies tested whether a management style depicting situational uncertainty moderates the relationship between abusive supervision and workplace deviance. Study 1, using survey data from 379 subordinates of various industries, found that the positive relationship between abusive supervision and organizational deviance was stronger when authoritarian management style was low (high situational uncertainty) rather than high …

Emotional And Behavioral Reactions To Social Undermining: A Closer Look At Perceived Offender Motives, Craig Crossley

Department of Management: Faculty Publications

This study examined how perceptions of underlying offender motives affect victims’ emotional and behavioral reactions toward their offender. Perceived offender motives of malice and greed were embedded in a cognition–emotion–behavior model based on theories of attribution, forgiveness and revenge, and tested in the context of social undermining. Findings suggested that victims distinguished between offender malice and greed, and that these attributions shaped subsequent emotional reactions, which in turn demonstrated independent relations with revenge, avoidance, and reconciliation.

More Evidence On The Value Of Chinese Workers’ Psychological Capital: A Potentially Unlimited Competitive Resource?, Fred Luthans, James Avey, Rachel Clapp-Smith, Weixing Li

Department of Management: Faculty Publications

As China continues its unprecedented economic growth and emergence as a world power, new solutions must be forthcoming to meet the accompanying challenges. We propose a positive approach to Chinese HRM that recognizes, develops and manages the psychological capital (PsyCap) of workers. After providing a brief overview of hope, efficacy, optimism, resilience and overall PsyCap in today’s Chinese context, the results of a follow-up study provide further evidence that the PsyCap of Chinese workers is related to their performance. The implications that this evidencebased value of Chinese workers’ psychological capital has for China now and into the future concludes this …

A Gravity Model Of Immigration, Joshua Lewer, Hendrik Van Den Berg

Department of Management: Faculty Publications

This paper develops a gravity model of immigration. Tests of the model using panel data for 16 OECD countries for 1991–2000 confirm the model’s high explanatory power, and examples illustrate its usefulness for testing other hypothesized determinants of immigration.

Can Positive Employees Help Positive Organizational Change? Impact Of Psychological Capital And Emotions On Relevant Attitudes And Behaviors, James Avey, Tara S. Wernsing, Fred Luthans

Department of Management: Faculty Publications

Although much attention has been devoted to understanding employee resistance to change, relatively little research examines the impact that positive employees can have on organizational change. To help fill this need, the authors investigate whether a process of employees’ positivity will have an impact on relevant attitudes and behaviors. Specifically, this study surveyed 132 employees from a broad cross-section of organizations and jobs and found: (a) Their psychological capital (a core factor consisting of hope, efficacy, optimism, and resilience) was related to their positive emotions that in turn were related to their attitudes (engagement and cynicism) and behaviors (organizational citizenship …

Authentic Leadership: Development And Validation Of A Theory-Based Measure, Fred Walumbwa, Bruce Avolio, William Gardner, Tara Wernsing, Suzanne Peterson

Department of Management: Faculty Publications

This study developed and tested a theory-based measure of authentic leadership using five separate samples obtained from China, Kenya, and the United States. Confirmatory factor analyses supported a higher order, multidimensional model of the authentic leadership construct (the Authentic Leadership Questionnaire [ALQ]) comprising leader self-awareness, relational transparency, internalized moral perspective, and balanced processing. Structural equation modeling (SEM) demonstrated the predictive validity for the ALQ measure for important work-related attitudes and behaviors, beyond what ethical and transformational leadership offered. Finally, results revealed a positive relationship between authentic leadership and supervisor-rated performance. Implications for research and practice are discussed.

“A Noble Endeavor”: Comments From The Yearly Review Editor, Mary Uhl-Bien

Department of Management: Faculty Publications

This issue comprises The Leadership Quarterly Yearly Review of Leadership (LQYR) for 2008, a series that was started by Jerry Hunt in 2000. With this series, Jerry displayed his tremendous talent as a visionary and leading edge thinker in bringing us a series of articles from top and emerging scholars not only in leadership, but in other areas Jerry saw that could inform leadership. The series has become a cornerstone of LQ, and the impact is demonstrated by the fact that, since its inception, LQYR articles have been regular recipients of the Best Paper Award in LQ. We …

The Association Between Ethnic Congruence In The Supervisor–Subordinate Dyad And Subordinate Organizational Position And Salary, James B. Avey, Bradley J. West, Craig Crossley

Department of Management: Faculty Publications

We used a large field sample (N = 32,854) to test popular press claims and propositions from relational demography theory that the ethnic congruence of the supervisor–subordinate dyad is associated with positive employee outcomes. Results indicate that ethnic congruence was positively associated with subordinates’ level in the organization and salary. These relationships were moderated by type of compensation system, such that the effects were stronger in merit-based than in tenure-based systems. In addition, the ex¬tent of the relationship between supervisor–subordinate congruence differed by ethnic group, supporting previous research that suggests examining unique outcomes by ethnicity. However, although statistically significant, effect …

How Transformational Leadership Weaves Its Influence On Individual Job Performance: The Role Of Identification And Efficacy Beliefs, Fred O. Walumbwa, Bruce Avolio, Weichun Zhu

Department of Management: Faculty Publications

This study examined how transformational leadership directly and indirectly relates to supervisory-rated performance collected over time including 437 participants employed by 6 U.S. banking organizations in the midwest. Results revealed that one’s identification with his or her work unit, self-efficacy, and means efficacy were related to supervisor-rated performance. The effect of transformational leadership on rated performance was also mediated by the interaction of identification and means efficacy, as well as partially mediated by the interaction of self-efficacy and means efficacy. Implications for research, theory, and practice are discussed.

Environmental Context, Managerial Cognition, And Strategic Action: An Integrated View, Sucheta Nadkarni, Pamela S. Barr

Department of Management: Faculty Publications

This study addresses an apparent disconnect between two views of strategic action: the “economic view,” which contends that industry structure is the primary influence on strategic action, and the “cognitive view,” which suggests that managerial cognition drives strategic action. We argue that this disconnect has created artificial boundaries between the two perspectives and has limited our ability to develop holistic explanations of strategic action. In response, we develop an integrated model that answers two questions: 1) Does industry context affect managerial cognition? 2) Does managerial cognition mediate the relationship between industry context and strategic responses to environmental changes? To examine …

Getting Past Conflict Resolution: A Complexity View Of Conflict, Leticia Andrade, Donde Ashmos Plowman, Dennis Duchon

Department of Management: Faculty Publications

The traditional view of conflict, as a problematic condition always requiring reduction or elimination and whose conditions or outcomes can be predicted, is incompatible with a complex adaptive systems view of organizations. Thus, conventional approaches to reducing conflict are often futile because the fundamental properties of complex adaptive systems are the source of much organizational ‘conflict.’ In this paper we offer an alternative view of conflict as pattern fluctuations in complex adaptive systems. Rather than needing reduction or elimination, conflict is the fuel that drives system growth and enables learning and adaptive behaviors, making innovation possible. Instead of focusing on …

On The Same Page: The Value Of Paid And Volunteer Leaders Sharing Mental Models In Churches, Stephanie T. Solansky, Dennis Duchon, Donde Ashmos Plowman, Patricia G. Martínez

Department of Management: Faculty Publications

We examine the idea that mental models shared among paid and volunteer leaders are associated with improved financial performance in nonprofit organizations. Our empirical analysis of thirty-seven churches yields evidence that organizations are more effective if paid and volunteer leaders have a shared task mental model—that is, if they report similar conceptualizations of organizational goals and decision-making processes. These findings suggest that the extent of leaders’ agreement on organizational goals and the processes of how decisions are made matter for organizational performance. We argue that it is as important to ensure that everyone is on the same page with regard …

The Utility Of Transactional And Transformational Leadership For Predicting Performance And Satisfaction Within A Path-Goal Theory Framework, Robert P. Vecchio, Joseph E. Justin, Craig L. Pearce

Department of Management: Faculty Publications

In a test of hypotheses derived from the integration of principles of path-goal theory (House, 1996) and transformational leadership theory (Bass, 1985), data collected from 179 high school teachers and their principals were examined with hierarchical regression analysis. Augmentation analysis indicated that transactional leadership had a stronger role in explaining unique criterion variance beyond the contribution of transformational leadership, than did transformational leadership relative to transactional leadership. In addition, both the transactional and transformational leadership had a negative interactive relationship for predicting the outcome of performance, such that leader vision and leader intellectual stimulation were more positively correlated with employee …

Organizational Narcissism, Dennis Duchon, Michael Burns

Department of Management: Faculty Publications

In order to protect their identities, organizations can become self-obsessed and display extreme narcissistic behaviors, which will, in the long run, lead to decline. Extreme narcissism can take two forms. The high self-esteem narcissistic organization institutionalizes an exalted sense of self-worth and becomes blind to its weaknesses. The low self-esteem narcissistic organization institutionalizes a profound sense of unworthiness and becomes blind to its own strengths. In between the extremes an organization can remain reality-based and institutionalize a healthy sense of self-worth and value. Enron exhibited many characteristics of the high self-esteem narcissistic organization, while Salomon Brothers exhibited characteristics of the …

Impact Of Behavioral Performance Management In A Korean Application, Fred Luthans, Shanggeun Rhee, Brett C. Luthans, James B. Avey

Department of Management: Faculty Publications

Purpose – The purpose of this study is to examine whether the use of money, social recognition, and feedback have a similar impact on employee performance in the context of a modern Korean broadband internet service firm.

Design/methodology/approach – The study design was a quasi-field experiment (with control group). First, the leaders of this Korean firm were trained in behavioral performance management. Following the steps of organisational behavior modification (O.B. Mod.) they identified, measured, and analyzed critical performance behaviors and then intervened with the following reward incentives: money (n = 38), social recognition and caring attention (n = 41), and …

The Mediating Role Of Psychological Capital In The Supportive Organizational Climate–Employee Performance Relationship, Fred Luthans, Steven M. Norman, Bruce J. Avolio, James B. Avey

Department of Management: Faculty Publications

Although the value of a supportive organizational climate has been recognized over the years, there is a need for better understanding of its relationship with employee outcomes. This study investigates whether the recently emerging core construct of positive psychological capital (consisting of hope, resilience, optimism, and efficacy) plays a role in mediating the effects of a supportive organizational climate with employee outcomes. Utilizing three diverse samples, results show that employees’ psychological capital is positively related to their performance, satisfaction, and commitment and a supportive climate is related to employees’ satisfaction and commitment. The study’s major hypothesis that employees’ psychological capital …

Leadership Efficacy: Review And Future Directions, Sean T. Hannah, Bruce Avolio, Fred Luthans, Peter D. Harms

Department of Management: Faculty Publications

The concept of leader efficacy has received relatively little attention in the leadership literature. This is somewhat surprising given that effective leadership requires high levels of agency (i.e., deliberately or intentionally exerting positive influence) and confidence. This review uses existing theory and research on leader efficacy as a point of departure for proposing an expanded and multi-level framework for understanding the domain of leadership efficacy that includes eader, follower, and collective efficacies. The primary goals are to provide a conceptual framework to stimulate future theory and research on building efficacious leadership and to understand how such leadership develops and …