25 research outputs found
Different views of trust and relational leadership : supervisor and subordinate perspectives
Purpose – The purpose of the study is to investigate how the conditions of trust differ between
supervisors and subordinates. By understanding these differences, it may be possible to improve the
quality of a leader-member exchange (LMX).
Design/methodology/approach – This is a quantitative study using supervisor and subordinate
dyads from Portugal.
Findings – Supervisors reported that receptivity, availability, and discreteness were perceived to be
more important in building a quality vertical dyad linkage as represented by LMX. Subordinates
reported that availability, competence, discreteness, integrity, and openness were more important for
building a quality vertical dyad linkage as represented by LMX.
Research limitations/implications – Status differences between supervisors and subordinates
appear to influence conditions of trust. Supervisors are more concerned about conditions of trust that
deal with supervisory delegation. Subordinates are more concerned about the conditions of trust based
on interactional justice.
Originality/value – This research implies that trust is different between supervisors and
subordinates. The research is important in building supervisor and subordinate relationships as
both need to act in manners that engenders trust from the other side. The difference in conditions of
trust may create conflicting expectations about how to effectively build trust.info:eu-repo/semantics/publishedVersio
Board of Director Diversity and Firm Financial Performance
This study examines the relationship between demographic diversity on boards of directors with firm financial performance. This relationship is examined using 1993 and 1998 financial performance data (return on asset and investment) and the percentage of women and minorities on boards of directors for 127 large US companies. Correlation and regression analyses indicate board diversity is positively associated with these financial indicators of firm performance. Implications for both strategic human resource management and future research are discussed
Reward Strategies for Franchising Organizations
Franchising  organizations  have  peculiar  characteristics  that  distinguish  them  from  other organizations. In view of this, incentive systems that are effective in some organizations may not be appropriate to franchising organizations. In this article, a model is developed for rewarding managers and executives of franchising organizations. This model is based upon the concept of the organization life cycle, and examines reward strategies from the perspective  of both the franchisor and  the franchisee
Managerial Gender Diversity and Firm Performance: An Integration of Different Theoretical Perspectives
This study examines the relationship between managerial gender diversity and firm performance. It outlines how extremely low and extremely high levels of managerial gender diversity can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of managerial gender diversity. Findings from a longitudinal panel data from financial service firms in Portugal suggest the effects of managerial gender diversity on firm performance are best captured by a nonlinear function with two breaking points. This study introduces a framework that combines different theoretical perspectives focused on tokenism, sub-group formation, divergent thinking, and other group processes linked to positive and negative gender-diversity consequences. Corresponding overall firm-performance outcomes are contingent upon the level of managerial gender diversity
Graduating with a Science Major: The Roles of First-Year Science Interests and Educational Aspirations
The purpose of this longitudinal study was to determine whether the degree of science interests and educational aspirations in students’ first year of university would significantly differentiate those students who graduated with a science major from those students who did not graduate with a science major. Moreover, the authors expected that educational aspirations would moderate the relation between science interests and graduating with/without a science major. First-year college students in introductory science courses were surveyed in their first semester and then again upon graduation. These 166 students’ science interests and educational aspirations were assessed at Time 1; their educational major was assessed upon graduation. The findings supported both hypotheses. Science interests and educational aspirations significantly differentiated whether or not students graduated with science majors. Moreover, the interaction of science interests and educational aspirations also significantly differentiated whether or not students graduated with a science major. In short, students who graduated with science majors, compared to their counterparts who graduated with nonscience majors, had significantly higher interests only when they also had higher educational aspirations
The Use of Person-Group Fit for Employment Selection: A Missing Link in Person-Environment Fit
Different views of trust and relational leadership: supervisor and subordinate perspectives
Market Expectations, Job Search, and Gender Differences in Starting Pay
Search theory suggests that if a woman anticipates discriminatory treatment in the labor market, she will lower her reservation wage which would, in turn, lead to lower pay. This prediction is tested using a data set of graduating college seniors. Results show that women had lower starting-pay expectations, even for men and women with the same major, job-market information, and job-search strategies. Lower pay expectations led to lower pay outcomes for women. However, women who engaged more intensively in career planning had pay expectations and starting pay more in line with those of men.
Managerial gender diversity and firm performance : integration of different perspectives
info:eu-repo/semantics/publishedVersio
Managerial Gender Diversity and Firm Performance: An Integration of Different Theoretical Perspectives
This study examines the relationship between managerial gender diversity and firm performance. It outlines how extremely low and extremely high levels of managerial gender diversity can trigger group processes that can impede the attainment of the performance benefits associated with moderate levels of managerial gender diversity. Findings from a longitudinal panel data from financial service firms in Portugal suggest the effects of managerial gender diversity on firm performance are best captured by a nonlinear function with two breaking points. This study introduces a framework that combines different theoretical perspectives focused on tokenism, sub-group formation, divergent thinking, and other group processes linked to positive and negative gender-diversity consequences. Corresponding overall firm-performance outcomes are contingent upon the level of managerial gender diversity.This article is from Group and Organization Management, February 2016, 41(1); 5-31. Posted with permission.</p