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191.
Previous research indicates that procedural justice in promotion decisions has affected employees' organizational commitment, intent to leave and career satisfaction. The purpose of this study was to examine the effect of procedural justice in promotion decisions on managers' commitment, specifically organizational commitment, intent to leave, career satisfaction and job performance in multinational companies in Malaysia. Data were obtained from a sample of managers with more than 10 years of service in the organization through in-depth interviews. The findings show that perceived procedural injustice in promotion decisions have an unfavourable impact on employee commitment, job performance and career satisfaction. The intent to leave is also higher, especially among young managerial staff. 相似文献
192.
In a competitive overlapping generations model, technological irreversibilities and idiosyncratic uncertainty generate a
misallocation of resources among segments, which takes the form of underemployment and underutilization of capacities at the
aggregate level. This affects the qualitative properties of the equilibrium path. Indeed, increases in the variance of the
technological shock can be responsible, a.o., for an “inescapable poverty trap,” or for periodic orbits generating endogenous
fluctuations in underemployment. 相似文献
193.
Despite the research on alliance management capability (AMC) has evolved in recent years, we still lack a clear understanding of its antecedents and performance outcomes in the context of family businesses, a setting that is inherently different from a typical firm-to-firm corporation. Collecting data from the Libyan family firms sector, we found that alliance experience, family culture (as internal antecedence), and political instability (as external antecedence) are crucial for AMC development, where the latter has a significant effect on the alliance performance of these firms. We also discuss the theoretical and practical implications of our study. 相似文献