HKUST Institutional Repository
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Repository of Hong Kong University of Science and Technology. Managed by the HKUST Library.
Mostrando recursos 1 - 13 de 13
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Linking organisational training and development practices with new forms of career structure : a cross-national exploration - Kelly, Aidan; Brannick, Teresa; Hulpke, John F.; Levine, Jacqueline; To, Michelle
This paper reports the results of an empirical study which explores the extent to which career structures have changed. The study examines the influence of technological change, fast-changing environments, manufacturing and increasing globalisation of products and service markets on careers. The study focuses on these issues in a cross-cultural context. The study found that in general, more sophisticated human resources activities were associated with career pathing in organizations.
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Towards a model of international research teams - Nason, Stephen; Pillutla, Madan M.
Many, if not most, academic researchers interested in international business have worked on teams made up of individuals from many different countries. Ironically, there has been little research attempting to explain the unique dynamic of such teams and their advantages and disadvantages. The goal of this paper is to develop a model of international academic research teams with an aim towards understanding how they can be managed more effectively. We highlight some of the important variables that affect team functioning and discuss their relationships with both antecedents and outcomes. Specific propositions are developed and their implications are discussed.
3.
Relative importance of referents on pay satisfaction : a review and test of a new policy-capturing approach - Law, Kenneth S.; Wong, Chi-Sum
Two approaches for estimating the relative importance of various referents in affecting pay satisfaction are reviewed. The first approach uses the most frequently reported referents by the respondents as the most important referents. The logic of this approach is questioned because frequency of using a referent is different from his/her relative importance. The second approach uses a policy-capturing method by which respondents are asked to evaluate their pay satisfaction when compared to various referents. The respondents' overall pay satisfaction is then regressed on these evaluations. This approach may have the problem of the common method effect (i.e. the problem of...
4.
A longitudinal study of the job perception-job satisfaction relationship : a test of the three alternative specifications - Wong, Chi-Sum; Hui, Chun; Law, Kenneth S.
Although past job design research has demonstrated that job perception and job satisfaction are related, there is considerable debate on the causal direction of this relationship. Three alternative specifications of the causal direction can be deduced from three different theories: (1) job perception is the cause (deduced from the job characteristics model); (2) job satisfaction is the cause (deduced from social information-processing theory); and (3) the two constructs are reciprocally related (deduced from cognitive social learning theory). Past studies have not provided a comparative test of these three alternative specifications. Thus, the causal relationship between these two constructs remains nebulous....
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Loyalty to supervisor vs. organizational commitment : relationships to employee performance in China - Chen, Zhen Xiong; Tsui, Anne S. Y.; Farh, Larry Jing-Lih
In this research, we investigated the relationship between loyalty to supervisor and employee's in-role and extra-role performance in comparison with that of organizational commitment in the People's Republic of China. Two studies were conducted. In the first study, a five-dimension loyalty to supervisor scale was developed and validated. In the second study, the relationships between loyalty to supervisor, organizational commitment and employee performance were examined. Results indicated that loyalty to supervisor was more strongly associated with both in-role and extra-role performance than organizational commitment. The findings are discussed in terms of their implications for future research and management practices in...
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Antecedents and consequences of the perceived adjustment of Japanese expatriates in the USA - Takeuchi, Riki; Yun, Seokhwa; Russell, Joyce E. A.
The present study was designed to better understand the antecedents and consequences of expatriate adjustment in an international assignment. The researchers surveyed Japanese expatriates assigned to the United States. Structural equation modeling was utilized to test our hypotheses and model. The results indicated that previous knowledge of the host country, language proficiency, willingness to communicate, and perception of the novelty of the host culture were differentially related to expatriates' adjustment to the host country. General and work adjustments were negatively related to expatriates' intent to return early. In addition, interrelationships among the adjustment dimensions were examined and the results indicated...
7.
An examination of crossover and spillover effects of spousal and expatriate cross-cultural adjustment on expatriate outcomes - Takeuchi, Riki; Tesluk, P. E.
Integrating work-family and cross-cultural adjustment literatures, the researchers proposed and tested a spillover and crossover model of expatriates' cross-cultural adjustment with reciprocal relationships. Spillover effects refer to the influence that expatriate attitudes in a particular domain (e.g., work) have on attitudes in other domains (e.g., nonwork), whereas crossover effects refer to the influence of expatriate attitudes on the spouse's attitudes (and vice versa). Data collected from Japanese expatriates, their spouses, and their superiors strongly supported both spillover and crossover effects between expatriate and spousal cross-cultural adjustment. In addition, expatriates' cross-cultural adjustment was found to be related to satisfaction, which, in...
8.
Matching leadership styles with employment modes : strategic HRM perspective - Takeuchi, Riki; Liu, Wei; Lepak, David P.; Sims Jr., Henry P.
Researchers have spent considerable efforts to identify means of using human resource management practices to effectively utilize human capital. At the same time, it has been well recognized that leadership plays a critical role in effective management of employees (Burns & Otte, 1999; Sims & Manz, 1996). However, scant research exists that integrates these two seemingly disparate streams of research. By drawing on strategic human resource management (SHRM) and leadership literatures, we provide a typology of employment modeleadership style fit that matches leadership styles with the requirements of different employee groups. Building on SHRM, we recognize that different groups of...
9.
A model of expatriate withdrawal-related outcomes : decision making from a dualistic adjustment perspective - Takeuchi, Riki; Marinova, Sophia V.; Lepak, David P.; Liu, Wei
Traditionally, one of the most frequently used outcomes of expatriate adjustment research has been premature return of expatriate employees. However, previous research has not considered premature return as an outcome of a particular type of decision that expatriates make. By adapting a decision-making perspective, we extend expatriate adjustment and international assignment literature in several different directions. To do so, we integrate decision-making, dualistic adjustment, the unfolding model of voluntary turnover (Lee & Mitchell, 1994), the evolutionary search model of turnover (Steel, 2002), and the motives approach to turnover (Maertz & Campion, 2004; Maertz & Griffeth, 2004) to propose multiple decision...
10.
Comparing two tiny giants or two huge dwarfs? Preference reversals owing to number size framing - Wong, Ellick Kin Fai; Kwong, Jessica Y. Y.
Previous research has found that changes in irrelevant information, evaluation scales, or evaluation modes can lead to preference reversals. Drawing upon prospect theory, we introduced number size preference reversals, which occur under two conditions sharing identical information, evaluation mode, and evaluation scale. That is, for multiple options that have tradeoffs between attributes, an option is favored more when its superior attribute is framed with small numbers than when it is framed with large numbers. We tested the number size preference reversal in six experiments, demonstrating that it occurred in different background settings, remained stable when different evaluation scales were used,...
11.
The role of risk in making decisions under escalation situations - Wong, Ellick Kin Fai
This paper reports on two studies examining the relationship between escalation of commitment and three risk-related variables risk propensity, risk perception, and outcome expectancy. Results showed that (a) risk propensity and outcome expectancy were positively related to escalation of commitment, whereas risk perception was negatively related to escalation of commitment; (b) risk perception partially mediated the effects of risk propensity, and outcome expectancy mediated the effects of risk perception. These findings are generally consistent with the conceptual framework proposed by Sitkin and Pablo (1992). Implications for risk-taking behavior, escalation of commitment, and practice are discussed.
12.
Between-individual comparisons in performance evaluation : a perspective from prospect theory - Wong, Ellick Kin Fai; Kwong, Jessica Y. Y.
This paper examines how between-individual comparisons influence performance evaluations in rating tasks. We demonstrated a systematic change in the perceived difference across ratees as a result of changing the way performance information is expressed. Study 1 found that perceived performance difference between two individuals was greater when their objective performance levels were presented with small numbers (e.g., absence rates of 2% vs. 5%) than when they were presented with large numbers (e.g., attendance rates of 98% vs. 95%). Extending this finding to situations involving trade-offs between multiple performance attributes across ratees, Study 2 showed that the relative preference for one...
13.
Understanding the emotional aspects of escalation of commitment : the role of negative affect - Wong, Ellick Kin Fai; Yik, Michelle; Kwong, Jessica Y. Y.
Despite the importance of understanding the emotional aspects of organizational decision-making, prior research has paid scant attention to the role of emotion in escalation of commitment. This paper attempts to fill this gap by examining the relationship between negative affect and escalation of commitment. Results showed that regardless of whether negative affect was measured as a dispositional trait (Neuroticism) in Studies 1 and 2 or as a transient mood state in Study 3, it was negatively correlated with escalation tendency when one was personally responsible for a prior decision. This pattern of results is consistent with the predictions derived from...
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