Andrew Ward

Bio: Andrew Ward is an academic researcher from Lehigh University. The author has contributed to research in topics: Corporate governance & Shareholder. The author has an hindex of 16, co-authored 30 publications receiving 1631 citations. Previous affiliations of Andrew Ward include Emory University & University of Georgia.

To Your Heart's Content: A Model of Affective Diversity in Top Management Teams

Abstract: In this study we develop a model of how diversity in positive affect (PA) among group members influences individual attitudes, group processes, and group performance. We test the model on a sample ...

Embeddedness, Social Identity and Mobility: Why Firms Leave the NASDAQ and Join the New York Stock Exchange:

Abstract: Organizations derive their social identity from membership in formal groups and strive to maintain a positive social identity. When their social identity is threatened and group boundaries are permeable, organizations defect to other groups. This paper suggests that organizations receive identity-discrepant cues when in-group members defect to an out-group, but how organizations respond to such cues hinges on their social affiliations to the in-group, out-group, and defectors. A study of organizations that migrated from the NASDAQ stock market to the New York Stock Exchange reveals that strong ties to in-group members (NASDAQ members) reduced the impact of identity-discrepant cues and diminished defections. Conversely, strong ties to out-group members (NYSE members) enhanced the impact of identity-discrepant cues and increased defection. Proximity to defectors increased cross-overs—organizations followed defectors to whom they had direct ties. Implications for the study of embeddedness are outlined.

Governance Bundles, Firm Performance, and the Substitutability and Complementarity of Governance Mechanisms

Abstract: Manuscript Type: Conceptual Research Question/Issue: This paper extends the theory of bundles of corporate governance mechanisms to address agency issues within the Anglo-Saxon system of corporate governance. The focus of our study is to detail the role of firm performance as a key determinant of how the governance mechanisms of monitoring and incentive alignment serve as complements or substitutes in addressing agency issues. Previous research has looked at these mechanisms in isolation from each other, with limited regard for the contingencies of firm performance and external monitoring. We propose that it is best to look at these mechanisms as a bundle of mechanisms to protect shareholder interests, and that firm performance is a key determinant of the composition of this bundle. Research Findings/Insights: We introduce firm performance as a critical contingency that heightens shareholders' concerns over governance issues as they seek to retain control over adverse selection and moral hazard problems. We propose that when firms are performing poorly, outside monitoring by institutional investors can complement internal monitoring by boards of directors. Theoretical/Academic Implications: We examine governance bundles under both agency and stewardship theoretical lenses to tie together previous empirical research and advance theory. In specifying the role of firm performance in determining the mix of mechanisms within the governance bundle, we reconcile prior disparate findings as to whether or not these governance mechanisms act in a complementary or substitutable fashion. Practitioner/Policy Implications: The conceptualization of these governance mechanisms has practitioner merit in analyzing the challenges that board members face managing agency conflicts through the mix of governance mechanisms, given different levels of firm performance. Our research also shows that, under conditions of poor performance, shareholders can provide effective external monitoring that can improve the overall governance effectiveness of the firm.

Certifications and Reputation: Determining the Standard of Desirability Amidst Uncertainty

Abstract: We develop a theory that examines how a particular type of third-party quality signal, certifications, influences an actor's long-term reputation by addressing two different types of uncertainty. The first type deals with the degree to which the capabilities of an actor can be inferred over time based on known performance dimensions. We label this technical uncertainty. The second type deals with assessing whether the perceived capabilities of the actor meet the standard of desirability, which we call performance standard uncertainty. We propose and test that certifications will positively influence the long-term reputation of actors in situations that involve minimal technical uncertainty, and that, across levels of technical performance, certifications will have an inverted U-shaped relationship with assessments of actors such that certifications will have the greatest impact on assessments of actors who are close to the uncertain standard of desirability. We test our hypotheses in the context of the voting for Major League Baseball's Hall of Fame, an environment where comprehensive technical performance measures leave little technical uncertainty. Our results support our hypotheses and suggest that certifications can influence an actor's reputation by reducing performance standard uncertainty rather than just technical uncertainty, as previously presumed.

The Benefits of Frequent Positive Affect: Does Happiness Lead to Success?

Abstract: Numerous studies show that happy individuals are successful across multiple life domains, including marriage, friendship, income, work performance, and health. The authors suggest a conceptual model to account for these findings, arguing that the happiness-success link exists not only because success makes people happy, but also because positive affect engenders success. Three classes of evidence--crosssectional, longitudinal, and experimental--are documented to test their model. Relevant studies are described and their effect sizes combined meta-analytically. The results reveal that happiness is associated with and precedes numerous successful outcomes, as well as behaviors paralleling success. Furthermore, the evidence suggests that positive affect--the hallmark of well-being--may be the cause of many of the desirable characteristics, resources, and successes correlated with happiness. Limitations, empirical issues, and important future research questions are discussed.

Regression Diagnostics: Identifying Influential Data and Sources of Collinearity

Abstract: 1. Introduction and Overview. 2. Detecting Influential Observations and Outliers. 3. Detecting and Assessing Collinearity. 4. Applications and Remedies. 5. Research Issues and Directions for Extensions. Bibliography. Author Index. Subject Index.

Consequences of individuals' fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit

Abstract: This meta-analysis investigated the relationships between person‐job (PJ), person‐organization (PO), person‐group, and person‐supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.