Betriebliche Arbeitsgruppen sind eine in der deutschen Industrie häufig anzutreffende Form der Fertigungsorganisation. Betrachtet man die innerbetriebliche Organisation aus der Sicht der Neuen Institutionenökonomik, so kann man die Arbeitsgruppe als eine Institution verstehen, mit deren Hilfe...

Performance pay, at least as usually understand, is no good idea for non-executive directors. They have to supervise and control or in some situations even to fire and replace the executive managers. This means that their performance as supervisors is totally different from the performance of...

In this study, the effects of service employees’ job performance and intentions to quit on their displays of emotional labor are examined. Also, the mediating role of interpersonal deviance on these effects are also observed. For this purpose, data are obtained and analyzed from 403 private...

We study optimal contracts in a simple model where employees are averse to inequity as modelled by Fehr and Schmidt (1999). A selfish employer can profitably exploit envy or guilt by offering contracts which create inequity off-equilibrium, i.e., when employees do not meet his demands. Such...

Wie koennen Organisationen mit ihren kollektiven Zielen ihre Organisationsmitglieder mit ihren individuellen Zielen effektiv integrieren? Diese klassische Frage der Organisationstheorie beantwortet das Buch neu, und zwar mit Hilfe von Systemtheorie, Strukturalismus und Verhaltenstheorie und vor...

Self-leadership is theoretically assumed to be the key management approach in modern knowledge work because it strengthens the employees’ commitment. This study examines the relationship between self-leadership and affective organizational commitment empirically. An underlying assumption in...

The purpose of this study is to analyze the hotel employees’ job embeddedness and to determine its relationship with links to community, links to organization, and demographic variables. As first introduced by Mitchell et al. (2001), job embeddedness theory suggests a new perspective of...

The purpose of this study is to examine which personality traits explain the amount of variance in organizational dissent and whether organizational climate has a moderating role on the relationship between personality traits and organizational dissent. A convenience sampling was used and 527...

Conventional wisdom suggests that a global increase in monetary rewards should induce agents to exert higher effort. In this paper we demonstrate that this may not hold in team settings. In the context of sequential team production with positive externalities between agents, incentive reversal...

The aim of the paper is to reconstruct the category of “information quality” and to attempt answering the question: how are employee’s attitudes towards organi-sational change related to the quality of information concerning that process in the context of enterprises’ competitiveness?...