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1.
Has the “CEO effect” increased in recent decades? A new explanation for the great rise in America's attention to corporate leaders
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We introduce a new explanation for one of the most pronounced phenomena on the American business landscape in recent decades: a dramatic increase in attributions of CEO significance. Specifically, we test the possibility that America's CEOs became seen as increasingly significant because they were, in fact, increasingly significant. Employing variance partitioning methodologies on data spanning 60 years and more than 18,000 firm‐years, we find that the proportion of variance in performance explained by individual CEOs, or “the CEO effect,” increased substantially over the decades of study. We discuss the theoretical and practical implications of this finding. Copyright © 2014 John Wiley & Sons, Ltd. 相似文献
2.
Corporate social responsibility: attributions,loyalty, and the mediating role of trust 总被引:6,自引:0,他引:6
Pavlos A. Vlachos Argiris Tsamakos Adam P. Vrechopoulos Panagiotis K. Avramidis 《Journal of the Academy of Marketing Science》2009,37(2):170-180
This study investigates whether consumers’ perceptions of motives influence their evaluation of corporate social responsibility
(CSR) efforts. The study reveals the mediating role of consumer trust in CSR evaluation frameworks; managers should monitor
consumer trust, which seems to be an important subprocess regulating the effect of consumer attributions on patronage and
recommendation intentions. Further, managers may allay the negative effects of profit-motivated giving by doing well on service
quality perceptions. On the other hand, appropriately motivated giving continues to positively affect trust regardless of
the performance of the firm on service quality provision. 相似文献
3.
Ren Y. Darmon 《Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l\u0027Administration》2011,28(4):388-401
A conceptual framework of salesperson satisfaction/dissatisfaction is presented and is used to develop several research propositions. Drawing from organizational behaviour and sales management research, the model incorporates various theories of motivation and emphasizes the role of intervening variables thought to be especially important in the context of sales occupations. Finally, the model draws attention to the dynamic nature of the relationships between salespersons' efforts, performance, intrinsic and extrinsic rewards, and job satisfaction/dissatisfaction. Copyright © 2011 ASAC. Published by John Wiley & Sons, Ltd. 相似文献
4.
谢乐平 《安徽工业大学学报(社会科学版)》2008,25(6)
在投资某项建设工程过程中,需要对相关支出进行待摊处理。现行的待摊支出分配方法因没有考虑资产的服务年限及成本动因,可能造成固定资产计量的不合理。对大型项目而言,应以项目投资为基数、以资产服务年限为权数分配待摊支出。 相似文献
5.
Baginski Stephen P. Hassell John M. Hillison William A. 《Review of Quantitative Finance and Accounting》2000,15(4):371-389
In this study, we provide empirical evidence on whether voluntarily disclosed causal attributions made in management earnings forecasts are credible by investigating the conditions under which such attributions are made and the extent to which security price responses are associated with attribution existence. We find that causal attributions are more likely to be made when forecast news is bad (relative to good), and that the type of attribution made is more likely to be external (internal) for bad (good) forecast news. Incorporating the existence and type of attribution into models that explain announcement period three-day cumulative abnormal returns yields significant effects for attribution incidence and type after controlling for unexpected earnings and forecast type (e.g., point, range, etc.). Consistent with the idea that attributions enhance the credibility or precision of management forecasts, attribution disclosure enhances price reactions per dollar of unexpected earnings conveyed in a management forecast. 相似文献
6.
Ying Wang Alannah Rafferty Karin Sanders 《International Journal of Human Resource Management》2020,31(1):128-173
AbstractScholars are directing more attention to employee perceptions of human resources (HR) practices and have explored issues such as whether and how employees’ idiosyncratic or collective perceptions of HR practices shape employee outcomes. To further this area of research, we seek to determine what authors mean when they refer to “employee perceptions of HR practices”. We review 105 articles from leading human resource management journals and find that employee perceptions of HR practices is not a monolithic concept. Rather, following previous scholars, we identify three distinct components of employee perceptions of HR practices: the ‘what’, ‘how’, and ‘why’. We critically summarize extant literature on these three components of employee HR perception and propose future research directions, including enriching the theoretical foundations of HR communication, embracing cross-national contexts, and enhancing practical relevance. 相似文献
7.
Observers’ Impressions of Unethical Persons and Whistleblowers 总被引:1,自引:0,他引:1
Since there have been many recent occurrences of alleged wrongdoing by business persons and other professionals, it seems
additional ethics research is needed to obtain knowledge that will impact real-world behavior. An empirical study assessed
business students’ impressions of hypothetical wrongdoers and whistleblowers. To some extent, impressions of an unethical
executive and a whistleblower were influenced by the same variables and in opposite directions. Female respondents judged
the unethical executive less favorably and the whistleblower more favorably than did males. The executive was rated less favorably
and the whistleblower more favorably when the executive sought a small gain than when the goal was a large gain or prevention
of a loss of either magnitude. Some manipulations, however, impacted impressions of one actor, but not the other. Perhaps
ethics training can make students aware that issue␣framing and moral intensity components may bias decisions.
Wayne H. Decker, Ph.D. (University of Pittsburgh) is a Professor of Management and former Chair of the Management and Marketing
Department in the Perdue School of Business at Salisbury University. His publications include articles in the Journal of Managerial
Issues, Journal of Applied Business Research, Journal of Business and Enterpreneurship, Review of Business Research, Journal
of Retail Banking, and Real Estate Finance. His current research interests are ethics, managerial humor, leadership, and career
development.
Thomas J. Calo, Ed.D. (George Washington University) is a Lecturer in Management in the Perdue School of Business at Salisbury
University. He is a former corporate and public sector human resources executive who is now teaching full-time. He is a Certified
Professional of the International Public Management Association for Human Resources. His reseearch interests are in the areas
of business ethics, leadership, and the psychosocial aspects of mid-career professionals. 相似文献
8.
Insin Kim 《Asia Pacific Journal of Tourism Research》2013,18(12):1441-1462
It is important for service companies to develop and maintain consistent and stable consumer loyalty. Although consumer brand relationship and attributions have been applied to various service industries, they have not been investigated in the airline industry where passenger emotions are considered critical. This study addresses the consequences of brand relationship quality, the mediating influence of emotions, and the moderating role of switching costs through structural equation modeling of data collected from passengers who had experienced flight delay. The results suggest that (1) airline relationship with passengers is an important and valuable asset, especially in the case of stability attributions, (2) negative emotions play a partial or full mediator role in the causal relationship between attributions and behavioral intentions, and (3) minimizing negative emotions is more effective than relying on switching costs for behavioral intentions. It can be concluded that the airline industry should try to manage passenger emotions more appropriately since passengers have an emotional attachment to their brands and passengers' negative emotions can be influential to repurchase intentions when service failures occur. 相似文献
9.
Rodolfo Vázquez-Casielles Ana Belén del Río-Lanza Ana María Díaz-Martín 《Marketing Letters》2007,18(4):249-264
The conceptual model developed in this paper for the airline industry examines the relationship between quality of past service
performance and consumers’ responses to service failures (causal attributions, emotions and satisfaction). The empirical results
obtained indicate that for those consumers with higher perceptions of quality the causes underlying service failures are seen
as less stable and less controllable by the firm than the causes identified by consumers with lower perceptions of quality.
Attributions about the failure not only influence satisfaction directly but also moderate the effect of quality on satisfaction.
We also analyse the mediating effect of negative emotions on the relationship between service failure attributions and consumer
satisfaction.
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Ana Belén del Río-LanzaEmail: |
10.
A mutual gains perspective on workplace partnership: Employee outcomes and the mediating role of the employment relations climate
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Danat Valizade Chidiebere Ogbonnaya Olga Tregaskis Chris Forde 《Human Resource Management Journal》2016,26(3):351-368
Recent years have witnessed increased research on the role of workplace partnership in promoting positive employment relations. However, there has been little quantitative analysis of the partnership experiences of employees. This article examines how the kinds of attributions employees make regarding indirect (union‐based) and direct (non‐union‐based) employee participation in workplace partnership might influence the process of mutual gains. It uses employee outcomes to reflect partnership gains for all stakeholders involved (i.e. employees, employers and trade unions). The article contributes to existing knowledge of workplace partnership by examining the potential role of the employment relations climate as an enabling mechanism for the process of mutual gains. The findings suggest mutual gains for all stakeholders are varied and mediated through the employment relations climate. 相似文献