Examining product managers’ job satisfaction and performance using selected organizational behavior variables

The product management form of organization has been around for quite a while; yet little empirical research has been done on product managers. This article reports a study of product managers and some organizational behavior factors which contribute to their job satisfaction and job performance. These factors include centralization of decision making, job structure, job scope, role ambiguity, and role conflict. Finally, several suggestions are made for creating an environment more conductive to having product managers who are satisfied with their jobs.     

A model of project evaluation with limited attention

Summary This paper characterizes the optimal policy for a model in which manager may adopt an endogenous number of projects but has only limited resources to devote to their evaluation and maintenance. In any period, the manager may discard any subset of existing projects but may evaluate only one existing or one new project which is then either discarded or restored. Both its current return and the probability with which a project may be restored depends only on the number of periods since its last evaluated. For a manager whose objective is to maximize the sum of discounted returns, the optimal policy takes one of two forms. A discard policy specifies that the manager evaluate a new project in each period and discard current projects at some critical age. An age inspection policy specifies that the manager evaluate a new project only if all current projects are sufficiently young.Support from the C. V. Starr Center for Applied Economics and the Research Resource Committee of the Rutgers Graduate School of Management is gratefully acknowledged. We thank Roy Radner for valuable assistance in the early stages of the work.     

Experimental evidence of gender effects in arbitration decisions

The study investigates arbitrator gender and arbitrator-grievant gender effects on the decisions of 146 arbitrators rendered on a hypothetical sexual harassment case. Gender was not found to have a statistically significant effect on the decisions examined. However, other characteristics of the arbitrator—level of experience and level of education—were found to influence the arbitral decision.     

Government wage differentials

This paper shows that public sector wages usually exceed private but the size and composition of the differentials depend on sex and level of government. Using a technique derived from the literature on sex discrimination, these differentials are decomposed into a portion attributable to differences in productivity between the two types of workers and a portion ascribed to economic rent. This rent results from public workers' relatively greater political influence in the government wage-setting process and a systematic upward bias in public wages imparted by present government pay policy.     

Rent Control and The Supply of Housing Services: The Brookline Massachusetts Experience

A bstract . The hypothesis that the short-run and long-run supply of housing services is unaffected by rent control is examined. It has been asserted that total housing services may remain unchanged when tenant supplied services are included and that capital improvements may return to normal after the initial loss in property values. Using data on health code violations and building permits from a town in metropolitan Boston , the analysis concludes that rent control diminishes the total supply of housing services in the short-run and reduces capital expenditures to maintain and improve housing services in the long-run.     

EXPLORING THE LINK BETWEEN ORGANIZATIONAL STRATEGY AND THE EMPLOYMENT RELATIONSHIP: THE ROLE OF HUMAN RESOURCES POLICIES*

Links between organizational strategy, human resources (HR) policies, and the employment relationship are investigated through surveys of US executives and HR managers. Human resources policies are measured as both an overall philosophy (an internal to an external focus) and a series of items. the items factor into four dimensions: retention, staffing, performance and compensation. Results indicate that staffing policies are associated with organizational strategy. Retention policies are related to the employment relationship. However, the overall HR philosophy is not related to either organizational strategy or the employment relationship. the findings indicate that relationships between organizational strategy, HR and the employment relationship are more complex than previous models had indicated.     

Gender and ethical orientation: A test of gender and occupational socialization theories

Ethics and associated values influence not only managerial behavior but also managerial success (England and Lee, 1973). Gender socialization theory hypothesizes gender differences in ethics variables whether or not individuals are full time employees; occupational socialization hypothesizes gender similarity in employees. The conflicting hypotheses were investigated using questionnaire responses from a sample of 308 individuals. Analysis of variance and hierarchical regression yielded unexpected results. Although no significant gender differences emerged in individuals lacking full time employment, significant differences existed between employed women and men, with women appearing more ethical. While occupational socialization predicts an interaction between employment status and gender, these group differences were opposite to those predicted. An implication for the two theories and the current conflicting research support is that these commonly used theories may be of limited usefulness. Some alternative concepts are proposed.E. Sharon Mason is an Assistant Professor of organizational behavior and human resource management in the Faculty of Business, Brock University, St Catharines, Ontario.Peter E. Mudrack is an Assistant Professor in the Department of Management and Organization Sciences at Wayne State University, Detroit, Michigan.     

Decomposing the market,industry, and firm components of profitability: implications for forecasts of profitability

Academics and practitioners frequently highlight that overall market and industry performance is an important aspect of a firm’s profitability. However, few studies allow for the decomposition of a firm’s profitability into market, industry, and idiosyncratic components, and those that do often assume that the market and industry components are cross-sectional constants. In this study, we allow for variation in firm-specific sensitivities to market, industry, and idiosyncratic economic shocks, and then assess whether and when this decomposition results in improved forecasts of profitability. For the overall sample, we find significant improvements in terms of the magnitude of forecast errors and the frequency with which forecasts based on the decomposed values are superior versus forecasts using only total profitability. Across the sample as a whole, decomposing profitability in the forecasting process results in more accurate forecasts greater than two-thirds of the time (increasing to almost 80% within certain subsamples). Our results provide strong support for the role that firm-specific measures of market and industry profitability play in predicting a firm’s future performance, as well as highlighting settings where the decomposition provides the greatest benefit in terms of predicting future changes in profitability.