Most theorizing on the relationship between corporate social/environmental performance (CSP) and corporate financial performance (CFP) assumes that the current evidence is too fractured or too variable to draw any generalizable conclusions. With this integrative, quantitative study, we intend to show that the mainstream claim that we have little generalizable knowledge about CSP and CFP is built on shaky grounds. Providing a methodologically more rigorous review than previous efforts, we conduct a meta-analysis of 52 studies (which represent the population of prior quantitative inquiry) yielding a total sample size of 33,878 observations. The meta-analytic findings suggest that corporate virtue in the form of social responsibility and, to a lesser extent, environmental responsibility is likely to pay off, although the operationalizations of CSP and CFP also moderate the positive association. For example, CSP appears to be more highly correlated with accounting-based measures of CFP than with market-based ...

/pdf/corporate-social-and-financial-performance-a-meta-analysis-21bp3gts9c.pdf

Corporate Social and Financial Performance: A Meta-Analysis

The field of organizationa l justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizationa l justice.

/pdf/justice-at-the-millennium-a-meta-analytic-review-of-25-years-b9qfmr75n2.pdf

Justice at the millennium: a meta-analytic review of 25 years of organizational justice research

The Role of Justice in Organizations: A Meta-Analysis

The resource-based view (RBV) is one of the most widely accepted theories of strategic management. However, to date no systematic assessment of the RBV's level of empirical support has been conducted. In response, a sample of RBV-grounded empirical articles was analyzed from which it was found that the RBV has received only modest support overall and that this support varies considerably with the independent variable and theoretical approach employed. It is therefore suggested that scholars avoid the tendency to test models reflecting early incarnations of the RBV and instead test those that incorporate its more contemporary theoretical extensions. Copyright © 2007 John Wiley & Sons, Ltd.

Empirical research on the resource-based view of the firm: an assessment and suggestions for future research

I argue that research on organizational configurations has been limited by a mismatch between theory and methods and introduce set-theoretic methods as a viable alternative for overcoming this mismatch. I demonstrate the value of such methods for studying organizational configurations and discuss their applicability for examining equifinality and limited diversity among configurations, as well as their relevance to other research fields such as complementarities theory, complexity theory, and the resource-based view

A set-theoretic approach to organizational configurations

The link between organizational configurations and performance has become a central and somewhat controversial focus of research in the strategic management literature. We statistically aggregated ...

/pdf/organizational-configurations-and-performance-a-meta-49ll5x7w6k.pdf

Organizational Configurations And Performance: A Meta-Analysis

Based on organizational justice theories, a model of procedural and distributive justice is proposed to explain authors' reactions to editorial decisions and the editorial review process Authors (n= 106) provided justice perceptions and future journal submission intentions upon receiving an editorial decision letter The editor provided information on editorial decisions and review processes Explanation and interpersonal sensitivity were important procedural justice dimensions in predicting distributive justice reactions and intentions to submit future work to the journal Explanations appear particularly important when the decision is negative Journal submission intentions were positively related to distributive justice reactions for inexperienced, but not experienced, authors In addition, journal submission intentions were positively related to the perceived explanation received for experienced, but not inexperienced, authors Discussion focuses on implications for organizational justice theories and for journal publishing and HR practices

Procedural and distributive justice in the editorial review process

The present study identified the bipolar principles that workers use for evaluating the fairness of a broad range of negative organizational events. Two hundred forty-eight respondents were asked to describe recent negative events that occurred in their organizations, and explain the reasons for their fairness perceptions of the events. The responses were coded to yield 5 principles associated with outcome fairness and 8 principles associated with process fairness; this set included principles not found in earlier taxonomies. Support for previous justice models and needed areas of research are discussed.

Brenden A. Beckstein

Papers

Organizational Configurations And Performance: A Meta-Analysis

Procedural and distributive justice in the editorial review process

What Principles Are Used to Judge the Fairness of Retrenchment Actions