Showing papers in "Academy of Management Journal in 1990"
TL;DR: This article found that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their performance and their wellbeing.
Abstract: This study began with the premise that people can use varying degrees of their selves, physically, cognitively, and emotionally, in work role performances, which has implications for both their wor...
7,647 citations
TL;DR: In this article, the authors argue that firms compete for reputational status in institutional fields and attempt to influence other stakeholders' assessments by signaling firms' salient advantages by signaling their salient advantages.
Abstract: Firms compete for reputational status in institutional fields. Managers attempt to influence other stakeholders' assessments by signaling firms' salient advantages. Stakeholders gauge firms' relati...
4,862 citations
TL;DR: The authors examined relationships among race, organizational experiences, job performance evaluations, and career outcomes for black and white managers from three work organizations, and found that black managers had better career outcomes than white managers.
Abstract: This study examined relationships among race, organizational experiences, job performance evaluations, and career outcomes for black and white managers from three work organizations. Compared to wh...
2,335 citations
TL;DR: This paper developed a model of how managers construe organizational events as a change unfolds, based on interviews with 40 managers, and found that the model, built from in-depth interviews with managers, suggests that int...
Abstract: The purpose of this research was to develop a model of how managers construe organizational events as a change unfolds. The model, built from in-depth interviews with 40 managers, suggests that int...
1,220 citations
TL;DR: This article found that newcomers' organizational socialization experiences were negatively related to role innovation after they had been on their jobs, while role innovation was positively related to newcomers' socialization experience.
Abstract: In this replication and extension of an earlier study, we found that newcomers' organizational socialization experiences were negatively related to role innovation after they had been on their jobs...
726 citations
TL;DR: The authors examined the extent to which organizations facing similar conditions make different managerial compensation decisions regarding base pay, bonus pay, and eligibility for long-term incentives, and explored the consequences of those decisions for organizational performance.
Abstract: This study had two general focuses. First, after reviewing the literature on compensation strategy, we examined the extent to which organizations facing similar conditions make different managerial compensation decisions regarding base pay, bonus pay, and eligibility for long-term incentives. Second, working from expectancy and agency theory perspectives, we explored the consequences of those decisions for organizational performance. Using longitudinal data on about 14,000 top-and middle-level managers and 200 organizations, we found significant differences between organizations. Our results suggest that organizations tend to make different decisions about pay contingency, or variability, rather than about base pay. Findings indicate that contingent pay was associated with financial performance but base pay was not.
708 citations
TL;DR: In this article, the authors investigated the relationships among control systems, resource sharing, and competitive strategies and their interactive effects on business units in diversified firms, focusing on business unit (SBUs).
Abstract: Focusing on business units (SBUs) in diversified firms, this study investigated the relationships among control systems, resource sharing, and competitive strategies and their interactive effects o...
691 citations
TL;DR: In this paper, the reliability and validity of the typology of strategic orientations was evaluated using data collected at two points from over 400 organizations in the hospital industry, using both perceptual self-typing and archival data from multiple sources.
Abstract: Despite the widespread research use of Miles and Snow's typology of strategic orientations, there have been no systematic attempts to assess the reliability and validity of its various measures. The present work provides such an assessment using data collected at two points from over 400 organizations in the hospital industry. We examined dimensions of the typology using both perceptual self-typing and archival data from multiple sources. The results generally support predictions across a variety of measures. Implications for further testing and research are discussed.
672 citations
TL;DR: In this paper, the authors drew upon complementary work in transaction cost economics, organization theory, and international corporate strategy studies to examine governance forms for multinational alliances, and found that they can be classified into three categories: transaction cost, transaction cost and transaction cost.
Abstract: This study drew upon complementary work in transaction cost economics, organization theory, and international corporate strategy studies to examine governance forms for multinational alliances. An ...
669 citations
TL;DR: This paper showed that the various measures of corporate risk strategic management research has used reflect different risk factors, and that factor analysis of nine measures of risk yielded three different factors for each of them.
Abstract: This study demonstrates that the various measures of corporate risk strategic management research has used reflect different risk factors. Factor analysis of nine measures of risk yielded three fac...
538 citations
TL;DR: The authors examined team context interaction in five consulting teams and found that external activities are better predictors of team performance than internal group processes for teams facing external dependence, although member satisfaction and cohesiveness suffered in the short run.
Abstract: Using an external perspective as a research lens, this study examined team-context interaction in five consulting teams. The data revealed three strategies toward the teams' environment: informing, parading, and probing. Informing teams remain relatively isolated from their environment; parading teams have high levels of passive observation of the environment; and probing teams actively engage outsiders. Probing teams revise their knowledge of the environment through external contact, initiate programs with outsiders, and promote their team's achievements within their organization. In this study, they were rated as the highest performers among the teams, although member satisfaction and cohesiveness suffered in the short run. Results suggested that external activities are better predictors of team performance than internal group processes for teams facing external dependence.
TL;DR: In this article, the context in which managers interpret strategic issues is studied, which is important to understanding strategic action, organizational change, and learning, but little is known about how the contexts in which these issues are interpreted.
Abstract: Understanding how managers interpret strategic issues is important to understanding strategic action, organizational change, and learning. However, little is known about how the context in which st...
TL;DR: This paper examined the effect of organizational and resource dependence factors on college and university administrators' interpretation of an objectively verifiable environmental change: the dif- ferentiation of environmental change.
Abstract: This research examined the effect of organizational and resource dependence factors on college and university administrators' interpretation of an objectively verifiable environmental change: the d...
TL;DR: This paper explored the extent to which a board of director's demographic characteristics and the financial incentives of its outside members influence a company's decision to privately repurchase shares of a company without shareholders' knowledge.
Abstract: This study explored the extent to which a board of director's demographic characteristics and the financial incentives of its outside members influence a company's decision to privately repurchase ...
TL;DR: In this article, the authors examined that the appropriate relationship between a corporate center and its principal business units in complex organizations involves understanding the appropriate relationships between the center and the business units.
Abstract: Strategic management in complex organizations involves understanding the appropriate relationship between a corporate center and its principal business units. The reported study examined that relat...
TL;DR: In this paper, the authors defined task revision as action taken to correct a faulty procedure, an inaccurate job description, or a role expectation that is dysfunctional for an organization, and found that goal setting inhibited task revision: instructions to "do your best" were superior to a specific goal.
Abstract: This study addressed the problem of task revision, a virtually unresearched issue in the work performance literature. We defined task revision as action taken to correct a faulty procedure, an inaccurate job description, or a role expectation that is dysfunctional for an organization. Two experiments were constructed to measure task revision and test for its determinants. Results showed that goal setting inhibited task revision: instructions to "do your best" were superior to a specific goal. Facilitators of task revision were the salience of alternatives and being in a supervisory position with accountability pressures. We discuss the implications of these results in terms of the functions of counter-role behavior for organizations and the need to broaden the construct of work performance. Work performance has long occupied a central role in organizational research. It was the primary issue during the beginnings of industrial psychology (e.g., Munsterberg, 1913), of major concern during the human relations movement (e.g., Likert, 1961), and at center stage as empirical research blossomed in organizational behavior (e.g., Vroom, 1964). Now voluminous, the literature on work performance ranges from the extensive study of organizational and social factors that influence work behavior to the analysis of cognitive processes underlying task effort. In recent years, the most common form of performance research has translated the issue into a cognitive question. The aim has not only been to find conditions under which people will work harder, but to explain the mental processes underlying task activity. For example, early versions of need theory, which emphasized stages and growth in human desires, have gradually given way to expectancy models in which valued outcomes are a part of a cognitive calculus hypothesized to precede behavior. Likewise, reinforcement theory, with its emphasis on external incentives and behavioral learning, has been overtaken by goal-setting approaches in which salient outcomes serve as mental targets for behavior. Though we do not yet know exactly how individuals process information in performance contexts,
TL;DR: This article examined process and outcome feedback as moderators of the relation of goal setting to performance, task-strategy quality, appropriateness of information search, effort, and self-confidence.
Abstract: Previous studies have demonstrated the interactive effects of goal setting and feedback. The present study examined process and outcome feedback as moderators of the relation of goal setting to performance, task-strategy quality, appropriateness of information search, effort, and self-confidence. Using a stock-investment computer simulation, 85 students worked under experimental conditions in which goals and process and outcome feedback were varied in a completely crossed factorial design. Results support the hypothesis that both process and outcome feedback interact with goal setting to enhance performance. In addition, the interaction of goal setting and process feedback was more strongly related to the quality of information search and task strategy than the interaction of goal setting and outcome feedback; the latter was more strongly related to self-confidence and effort than was the interaction between goal setting and process feedback. We discuss the results in terms of expanding the role of studying feedback in research on goal setting. Feedback and goal setting have become integral management tools because they are thought to serve both informational and motivational functions that enhance an individual's work performance (Kopelman, 1986; Locke, Cartledge, & Koeppel, 1968). Feedback can provide information about the correctness, accuracy, and adequacy of work behaviors. Motivationally, feedback may be necessary for instilling a sense of competence, accomplishment, and control in workers (Bandura, 1977; Hackman & Oldham, 1976). Likewise, the beneficial effect of specific and challenging goals on an individual's task performance is a well-documented phenomenon (Locke, Shaw,
TL;DR: In this paper, the levels of a store's busyness and customer demand influence the emotions service employees express, and the level of customer demand is correlated with the emotions they express.
Abstract: This study replicates and extends our prior research on expressed emotions. We propose that the levels of a store's busyness and customer demand influence the emotions service employees express dur...
TL;DR: This paper examined the relative explanatory powers of age and total years of experience in an occupation for predicting supervisory ratings of work performance and found that experience was a better predictor of performance than age.
Abstract: This study examined the relative explanatory powers of age and total years of experience in an occupation for predicting supervisory ratings of work performance. As predicted, results indicated that experience was a better predictor of performance than age. A breakdown of jobs into five occupational groupings revealed a moderating effect for occupational type. Findings also showed that age and experience exhibit nonlinear relationships with performance.
TL;DR: The authors replicated earlier work comparing reward allocation preferences across countries and found that student groups from the United States, Japan, and South Korea supported the earlielihood of reward allocation in different countries.
Abstract: This study replicated earlier work comparing reward allocation preferences across countries. Results obtained from student groups from the United States, Japan, and South Korea supported the earlie...
TL;DR: The authors explored two competing hypotheses about social-sexual behavior at work, which they defined as any non-work-related behavior having a sexual component, including harassment, flirting, and m...
Abstract: This study explored two competing hypotheses about social-sexual behavior at work, which we defined as any non-work-related behavior having a sexual component, including harassment, flirting, and m...
TL;DR: The theory of the managerial grid, a model of interrelations among styles of management, was used as the criterion for validating the two best-known self-report measures of conflict management styles as discussed by the authors.
Abstract: The theory of the managerial grid, a model of interrelations among styles of management, was used as the criterion for validating the two best-known self-report measures of conflict management styles. We re-analyzed six studies that used those measures and found that both appeared to be moderately valid. However, the measures failed to reflect the underlying theory in a few respects, which suggested specific areas for improving them.
TL;DR: In this article, the authors show that increases in competitive uncertainty and resource dependence accompanied the deregulation of the airline industry and that firms might use interlocking among boards of directors as a c...
Abstract: Increases in competitive uncertainty and resource dependence accompanied the deregulation of the airline industry. In such a situation, firms might use interlocking among boards of directors as a c...
TL;DR: This article applied relative deprivation theory to the prediction of satisfaction with income and pay level, and proposed a model that specified both social comparisons a social comparison a relative deprivation, and the proposed model was applied to four studies.
Abstract: This article reports four studies in which we applied relative deprivation theory to the prediction of satisfaction with income and pay level. The proposed model specified both social comparisons a...
TL;DR: In this article, the concepts of utilization costs, resource-based theories, and capital market imperfections are integrated into a new framework to explain how companies choose to enter new markets.
Abstract: This study integrates the concepts of utilization costs, resource-based theories, and capital market imperfections into a new framework to explain how companies choose to enter new markets. Two mod...
TL;DR: In this paper, two empirical tests designed to disentangle firms' motives for reducing business risk were performed and found that low business risk allows firms to acquire factors of production at lower risk.
Abstract: Two empirical tests designed to disentangle firms' motives for reducing business risk were performed. Results suggest that low business risk allows firms to acquire factors of production at lower c...
TL;DR: This paper examined conflict and coordination in interorganizational service delivery systems and developed hypotheses relating service and client characteristics to the amount and type of coordinat- tional coordinat... and the amount of conflicts and coordination.
Abstract: This study examined conflict and coordination in interorganizational service delivery systems. I developed hypotheses relating service and client characteristics to the amount and type of coordinat...
TL;DR: This paper examined organizational adaptation to a radical environmental shift, a dramatic change in federal policies toward health maintenance organizations (HMOs) that removed key advantages of no-choice HMOs.
Abstract: This study examined organizational adaptation to a radical environmental shift—a dramatic change in federal policies toward health maintenance organizations (HMOs) that removed key advantages of no...
TL;DR: In this paper, the authors tested the theory that behavior monitoring and the presence of a tradition of noncontingent pay would interact to affect compensation agreements in principal-agent dyads.
Abstract: An experiment tested the theory that behavior monitoring and the presence of a tradition of noncontingent pay would interact to affect compensation agreements in principal-agent dyads. On the basis of the notion that risk takers can command premiums, we also predicted that agents who accepted contingent pay would earn more than those who did not. Finally, we predicted that the presence of a tradition of non-contingent pay would anchor both the form and amount of agent earnings. Data collected from 40 dyads supported all three predictions. Further, we observed that the impact of tradition exceeded that of monitoring and became stronger over time. The study has implications for predicting the features of compensation agreements and understanding the impact of traditions on levels of earnings.
TL;DR: The authors examined the moderating role of perceived control on the relations between Type A behavior and worker performance, job satisfaction, and somatic complaints, and found that perceived control had a negative effect on worker performance.
Abstract: This research examined the moderating role of perceived control on the relations between Type A behavior and worker performance, job satisfaction, and somatic complaints. Results suggest that peopl...