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This paper examines the ethical aspects of administrative rule making with the specific purpose of explicating the "metarules" for rule construction and enforcement. It does this by reformulating classical and recent developments in ethical theory into somewhat less abstract guidelines for use in decision making. [ABSTRACT FROM AUTHOR]

The proposed framework describes the administration of personnel tests and assessments as a communication exchange process, and it defines the administration medium in terms of four attributes: transparency, social bandwidth, interactivity, and surveillance. The structural and dynamic characteristics of these media attributes present sources of systematic and unsystematic variation, which affect construct validity and reliability of measurement. Overall, this framework provides new insight into how the administration medium, defined by its attributes, can affect assessment outcomes. [ABSTRACT FROM AUTHOR]

This paper articulates a theory of the conditions under which the alignment between individual and collective interests generates sustainable competitive advantage. The theory is based on the influence of tacitness, context specificity, and causal ambiguity in the determinants of different types of motivation (extrinsic, normative intrinsic, and hedonic instinsic) under varying conditions of environmental dynamism. The analysis indicates the need to consider motivational processes as a complement to current resource- and competence-based approaches in a comprehensive theory of competitive advantage. [ABSTRACT FROM AUTHOR]

The article takes issue with four points raised by Professors Rousseau and Shperling in their 2003 paper, "Pieces of the Action: Ownership and the Changing Employment Relationship." First, the authors maintain that labor-force mobility depends significantly on whether workers have general aptitudes or firm-specific ones. Second, they take exception to the Professors' contention that labor mobility is increasing. Third, they dispute the notion that benefits associated with seniority play a key role in employee retention. And finally, they rebut the Professors' view that firms use seniority-based benefits to take advantage of workers.

Declining organizations frequently, sometimes necessarily, reduce their work forces. This paper introduces a hierarchy of work force reduction strategies and advances a series of propositions focusing on organizational and environmental variables that influence the managerial choice of work force reduction strategies. [ABSTRACT FROM AUTHOR]

International joint venture (IJVs) are becoming more common. This paper classifies the structural characteristics of IJVs and summarizes prevalent personnel problems in IJVs and potential problems that have been overlooked by the human resources literature. A classification of the different employee groups in IJVs is presented and directions for future research are discussed. [ABSTRACT FROM AUTHOR]

Employers are investing large amounts in employee fitness programs; unfortunately, the value of physical exercise and lifestyle programs has yet to be established. This paper provides a critique of the applied and experimental research related to the impact of employee fitness programs on work-related variables and discusses future research directions. [ABSTRACT FROM AUTHOR]

Self-efficacy (one's belief in one's capability to perform a task) affects task effort, persistence, expressed interest and the level of goal difficulty selected for performance. Despite this, little attention has been given to its organizational implications. This paper reviews the self-efficacy concept and then explores its theoretical and practical implications or organizational behavior and human resource management. [ABSTRACT FROM AUTHOR]

This paper focuses on efforts by government, labor, management, and researchers to understand and address the problem of involuntary job loss. A review of the literature focusing on disruptions to psychological, physiological, and social functioning due to job loss is presented. Programs initiated to counteract either the levels or the adverse consequences of unemployment are reviewed. Several specific suggestions for research on involuntary job loss are discussed, as are the managerial implications of this research. [ABSTRACT FROM AUTHOR]

This paper presents one conceptualization of how job involvement and organizational commitment could interact to affect turnover and absenteeism. [ABSTRACT FROM AUTHOR]

Equity theory proposes that individuals who perceive themselves as either underrewarded or overrewarded will experience distress, and that this distress leads to efforts to restore equity. This paper describes a new construct, equity sensitivity, and proposes that reactions to equity/inequity are a function of an individual's preferences for different outcome/input ratios. The construct is delineated through a series of propositions, and implications for equity research in organizations are discussed. [ABSTRACT FROM AUTHOR]

Despite the improving economy, consolidation and staff reductions characterize the human resource staffing policies of many firms. Furthermore, economic and demographic pressures indicate that involuntary job loss will be an increasingly common experience for managers and professionals in the coming decade. Based on a synthesis of empirical studies, this paper proposes a model showing factors which may generate career growth from job loss. Organizational strategies are recommended for creative management of this career transition and suggestions are provided to focus future research. [ABSTRACT FROM AUTHOR]

Mary Parker Follett's contribution to the conceptual management literature on control In organizations is examined. It is argued that her contribution to management thought has been somewhat neglected by subsequent writers and commentators. From the concepts that she explored, two models of control--behavioral and holistic--are constructed. The extent to which they reflect Follett's own life and philosophy also is considered. It is argued that her concepts of control anticipated behavioral and systems concepts of the 1960s and 1970s. [ABSTRACT FROM AUTHOR]

Many theories hypothesize interdependence of observations among individuals within organizations, yet researchers frequently assume complete independence of observations in statistical models applied to their data. The resultant interpretational errors frequently appear in the organizational sciences literature. This paper illustrates the magnitude and direction of bias because of inconsistency of assumptions of interdependence. Both theorists and researchers are encouraged to state their assumptions of interdependence with mathematical models. [ABSTRACT FROM AUTHOR]

For the past 30 years, economists and management theorists have empirically investigated the compensation of top executives. An issue that has received critical attention is what appears to be a weak link between top executive compensation and performance. In contrast to rational models that have characterized most previous studies, this paper develops a political perspective to explain why the linkage between rewards and performance is weak. Implications for research and management practice are presented. [ABSTRACT FROM AUTHOR]

This paper reviews 10 studies dealing with the effects of social and information cues in the workplace on employee task perceptions, evaluations, and reactions. Both judgmental and meta-analytic approaches are used to interpret the findings. The two basic conclusions of the review are that social and information cues have been shown consistently to influence perceptions and affect, but that the area needs additional theoretical articulation and integration. Unanswered questions and suggestions future research are identified. [ABSTRACT FROM AUTHOR]

This paper reviews the research dealing with the use of policy capturing as a technique to understand and improve the performance appraisal process. Major methodological problems are emphasized, along with directions for future research. A number of practical implications and applications are discussed. [ABSTRACT FROM AUTHOR]

This paper relates the project planning process and implementation. An implementation approach is determined by the manager's choke of power bases to be applied and techniques to be used to enhance the prospects of plan adoption. Sixteen planning environments are defined by the degree of centralization, amount of complexity, type of production, and emphasis on efficiency. A framework is proposed that suggests an implementation approach for each of the environments. [ABSTRACT FROM AUTHOR]

This paper reviews the literature on mentorship and presents an intitial framework for research on mentor-protégé relationships for both men and women. Critical dimensions of this framework include the context within which a mentor-protégé relationship exists, the gender of these role partners, the characteristics each partner seeks in the other, the stages of the relationship, and the positive and negative outcomes accruing to the mentor, to the protégé, and to their organization. [ABSTRACT FROM AUTHOR]

Goal setting has been widely used to enhance work motivation. This paper discusses the importance of goal acceptance in moderating goal setting effects and shows how workers' acceptance of goals can be influenced at various stages of the progression from goal setting to goal attainment. A heuristic organization of goal acceptance strategies is proposed as a basis for extending the theoretical framework underlying goal setting research. [ABSTRACT FROM AUTHOR]

This paper traces the development of the quality circle in Japan with reference to such traditions as permanent employment, nenko (seniority- based compensation), enterprise unionism, and management paternalism. Quality circles are examined as tools for motivating employees, reducing labor turnover, effecting employee "career expansion," and allowing employee participation in job redesign. [ABSTRACT FROM AUTHOR]

This paper introduces an innovative training method for professionals employed by parent organizations and trained in host organizations. The method is presented as a unique combination of on-the-job and off-the- job training that draws on the strengths of the two. The advantages and the limitations of the program for the parent and the host organizations are described in terms of the learning of the individual professional, the relationships between the two systems, and the internal processes within each system. [ABSTRACT FROM AUTHOR]

Careers research recently has gained considerable prominence. Findings have far-reaching implications for the design of Human Resource (HR) practices in organizations. Developed in this paper is an integrated HR system that is career-sensitive. A set of system properties, or parameters, is offered that can be used in diagnosing and designing any system. Implications are given for the use of this framework as a guide for design and diagnosis of career-oriented HR systems. Future research areas are also suggested. [ABSTRACT FROM AUTHOR]

In 1969 Heneman warned personnel researchers to avoid level of analysis confusion and parochialism in conceptual definitions. This paper explores these two problems as they currently impede research in job analysis and comparable worth and calls for more attention to be paid to methods issues. [ABSTRACT FROM AUTHOR]

Contrary to the position taken by recent writers, this paper argues that considerable theoretical work currently is in place to guide future research on the effect of the external environment on key work variables such as pay satisfaction, voluntary turnover, and employee attendance. Relevant theory pertaining to each dependent variable is reviewed and integrated to help provide directions for future research. [ABSTRACT FROM AUTHOR]

Traditionally, employee turnover has been seen as dysfunctional to the organization. This paper presents turnover in a positive, hard dollar perspective. The savings and recovered funds that are a direct function of employee turnover are examined. It is concluded that turnover is not inexorably a negative phenomenon with respect to the organization. In fact, responsible levels of employee turnover may be very lucrative, a veritable windfall for the organization. [ABSTRACT FROM AUTHOR]

The content validity of the managerial assessment center approach is founded on the resemblance of the process as a whole to the job of a manager as a whole. Therefore, the primary threats to the content validity of the assessment center process are poor design and poor implementation, not a lack of sophisticated job analysis or of a close match between job activities and assessment dimensions or exercises. Dreher and Sackett's review of court cases regarding paper-and-pencil tests for police officers and firefighters does not provide a persuasive argument for concluding that managerial assessment center procedures lack content validity. [ABSTRACT FROM AUTHOR]

The topic of punishment has received essentially no attention from organizational researchers. Our purpose in this paper is to review issues and questions concerning punishment, to review existing research to delimit variables that influence the effectiveness of punishment, and to discuss research issues associated with the study of punishment in organizational contexts. [ABSTRACT FROM AUTHOR]

This paper presents an analytical framework for examining the relationships between organizational stress and coronary heart disease (CHD). The model presented integrates behavioral and medical science perspectives of the etiology of CHD. Propositions emerging from the model and the reviewed literature are presented and managerial implications are discussed. [ABSTRACT FROM AUTHOR]

Two articles--one by Anderson, Milkovich, and Tsui, the other by Stumpf and London--address the study of mobility within organizations from different perspectives. Both are motivated by societal as well as theoretical concerns, but the models and propositions developed in the two papers are more different than they are similar. Anderson et al. take a broader approach to intra-organizational mobility, but the propositions they offer are less testable than those of Stumpf and London. [ABSTRACT FROM AUTHOR]

We discuss four key types of work interruptions--intrusions, breaks, distractions, and discrepancies--having different causes and consequences, and we delineate the principle features of each and specify when each kind of interruption is likely to have positive or negative consequences for the person being interrupted. By discussing in detail the multiple kinds of interruptions and their potential for positive or negative consequences, we provide a means for organizational scholars to treat interruptions and their consequences in more discriminating ways. [ABSTRACT FROM AUTHOR]

This article identifies a methodological void in operations management (OM) research as the lack of empirical theory building. It addresses two questions: What is empirical science? and How can empirical theory building be nurtured in the area? The rationale for theory building in this article is derived from the classical empirical science perspective. Further, an empirically sound model OM theory is identified and evaluated, and selected theorylike statements and informal "theories" embedded in the OM literature are classified into an accepted classification scheme made up of grand theories, middle range theories, and empirical generalizations. [ABSTRACT FROM AUTHOR]

A theoretical process model of career decision making is presented. The model draws on research in career theory as well as other areas of decision making. The complex interaction of roles, role expectations, search, and evaluation procedures with the environment is reviewed and integrated in the model. The model and its propositions provide a theoretical framework by which future research may be guided. [ABSTRACT FROM AUTHOR]

Dysfunctional turnover is defined here as the level that produces a divergence between the organization's optimal balance of costs associated with turnover and the costs associated with retaining employees. Under this approach, the optimal level of aggregate turnover for most organizations will be (1) greater than zero and (2) variable across organizations, contingent on particular factors influencing retention costs and quit propensities. The model presented posits that individual, organizational, and environmental attributes influence individual quit propensities of employees and, hence, expected turnover rates for the organization. [ABSTRACT FROM AUTHOR]

A model is presented in which it is proposed that interviewers' pre- interview evaluations of applicants tend to be self-fulfilling. These self-fulfilling effects are mediated by both the tendency of interviewers to convey their opinions of the interviewee in their conduct of the interview and their tendency to notice, recall, and interpret information in a manner that is consistent with pre-interview evaluations. Possible moderators of the effects of pre-interview evaluations also are discussed. [ABSTRACT FROM AUTHOR]

An understanding of the variables that affect managerial reward allocation decisions is vital because of the effects of such rewards on employee behavior and organizational effectiveness. We present an integrative model of the reward allocation process in organizations, review previous research within the framework of the model, and suggest areas for future research. [ABSTRACT FROM AUTHOR]

Human resource accounting is evaluated as a potential organizational measurement tool. Specifically, asset and cost models are examined in terms of reliability, validity, and usefulness. Beyond this evaluative perspective, examples are presented of a costing approach which may circumvent some of the identified measurement problems. [ABSTRACT FROM AUTHOR]

In my critique of positiveness I raised a number of key concerns about the conceptualization and development of the positive perspective in organizational behavior and organizational studies. Roberts addresses some of my worries, but still leaves open some importance questions, in particular the ontological assumptions that underpin positiveness and the scope for embracing critical theory. [ABSTRACT FROM AUTHOR]

Managing constellations of employee relationships is a core competency in knowledge-based organizations. It is timely, then, that human resource management scholars and practitioners are adopting an increasingly relational view of human resources. Whereas this burgeoning stream of research predominantly positions relationships as pathways for the transmission of resources, we shift attention by spotlighting that the interplay between human resource practices and informal relationships perforates deeper than resource flows; it also influences how individuals view and define themselves in the context of their dyadic and collective relationships. Moreover, because human resource practices routinely involve human capital movement into, within, and out of the organization, these practices have implications for the network architecture of organizations. We integrate the social network perspective with the theory of relational identity to present a relational theory of human resource management that informs how modifications to internal social structures stimulated by human resource practices can influence individual outcomes by transforming individuals' self-concepts as relationships are gained, altered, and lost. [ABSTRACT FROM AUTHOR]

Since the 2004 publication of "Understanding HRM-Firm Performance Linkages: The Role of the 'Strength' of the HRM System," the concept of HRM strength has been widely accepted in the field. We reflect on how the construct of HRM system strength has been used in subsequent theory and research, devoting particular attention to identifying consistencies and inconsistencies from the original intent and implications of the construct for related areas and topics such as strategic HRM, HRM architecture, social psychological contracts, and organizational climate strength. Our review indicates that subsequent work has considerably added to the original; however, challenges remain in capitalizing on this construct in both theory and research. We conclude by offering promising directions for further developing the construct of HRM system strength. [ABSTRACT FROM AUTHOR]

The strategy literature often emphasizes firm-specific human capital as a source of competitive advantage based on the assumption that it constrains employee mobility. We first identify three boundary conditions that limit the applicability of this logic. We then offer a more comprehensive framework of human capital-based advantage that explores both demand- and supply-side mobility constraints. The critical insight is that these mobility constraints have more explanatory power than the firm specificity of human capital. [ABSTRACT FROM AUTHOR]

The article presents a theory of human capital in terms of a multilevel model connecting research at various levels of scale. It defines human capital in terms of knowledge, abilities, and skills. The model focuses on the strategically valuable resources sited in the psychology of the individual, and transformed at the unit level. An overview of multilevel research and its application to concepts in management science and organizational theory, such as human capital and personnel departments, is provided.

We develop an integrative framework that sheds light on managing multiple targets of employee identifications--specifically, coworker, workgroup, and organizational identifications. Drawing from cross-cultural and gender studies, we distinguish between individual tendencies (self-concept orientations) and self-definitions with specific relationships or groups (identifications). We explicate the role of individualist, relationist, and collectivist self-concept orientations, as well as identification motives, on organizationally relevant identifications and conclude with a discussion of the implications for identification in organizations. [ABSTRACT FROM AUTHOR]

Drawing on both Job Demands-Resources theory and contagion theory, we conceptualize cognitive, affective, and conative influences on expatriate work role and family role performance. We clarify expatriate adjustment by expanding the concept to capture family role adjustment and by mapping relationships among the forms of adjustment. We also highlight the mediating role of engagement for understanding the influence of adjustment on role performance, and we consider spillover across work and family contexts and crossover between expatriates and partners. [ABSTRACT FROM AUTHOR]

Functional diversity in teams, while potentially beneficial, increases the likelihood that individual team members will perceive the team's task differently, leading to gaps between teammates' interpretations of what is needed for the team to be successful. These representational gaps are likely to create conflict as teammates try to solve what are essentially incompatible problems. Understanding how these general mechanisms work should deepen our understanding of information processing and conflict in diverse teams. [ABSTRACT FROM AUTHOR]

Group efficacy has emerged as an important and significant predictor of group effectiveness. However, most conceptual work on group efficacy fails to capture its complexity. In this article we extend extant theory and develop a more in-depth model of how group efficacy develops and operates within existing groups, including complex moderating factors. We conclude with a discussion of implications and future research concerning motivation in collaborative efforts. [ABSTRACT FROM AUTHOR]

I conceptualize sex-based harassment as behavior that derogates an individual based on sex. I propose that sex-based harassment is fundamentally motivated by the harasser's desire to protect or enhance his or her own sex-based status, a desire that stems from the fact that social status is stratified by a system of gender hierarchy. This theory explains currently identified forms of sexual harassment and predicts others, including nonsexual harassment between women. [ABSTRACT FROM AUTHOR]

I introduce the construct of threat regulation as an agentic interpersonal process for building and maintaining trust. I examine threat regulation as a specific dimension of interpersonal emotion management that fosters trust and effective cooperation by allowing individuals to understand and mitigate the harm that their counterparts associate with cooperating--in particular, harm from opportunism, identity damage, and neglect of their interests. To explicate the microprocesses of threat regulation, I draw on social cognitive theory, symbolic interactionism, and the psychology of emotion regulation. [ABSTRACT FROM AUTHOR]

We address current criticisms of the RBV (oversight of dynamism, environmental contingencies, and managers' role) by linking value creation in dynamic environmental contexts to the management of firm resources. Components of the resource management model include structuring the resource portfolio; bundling resources to build capabilities; and leveraging capabilities to provide value to customers, gain a competitive advantage, and create wealth for owners. Propositions linking resource management and value creation are offered to shape future research. [ABSTRACT FROM AUTHOR]

Theories of knowledge-based competition emphasize the firm's ability both to explore and to exploit knowledge as the source of value creation. We attempt to bring human resource management directly into this forum by introducing a framework of relational archetypes--entrepreneurial and cooperative--that are derived from unique configurations of three dimensions (structural, affective, and cognitive) of social relations within and across firm boundaries. We identify how human resource configurations can be linked to the strategic management of these relational archetypes. [ABSTRACT FROM AUTHOR]