We measure whether, in a developing country, existence of a "hard" strategic human resource management (SHRM) strategy developed at high organizational levels or one designed to enhance employee knowledge inputs and thereby promote employer-employee interdependence (EEIN) is a stronger...

We investigate the choice to conduct interim performance evaluations in a dynamic tournament. When a worker's ability does not influence the marginal benefit of effort, the choice depends on the shape of the cost of effort function. When effort and ability are complementary, feedback has several...

As a decision maker, an organization's principal relies on workers to acquire costly information and on division managers to summarize it. This arrangement creates two agency problems: workers and managers have incentives to underprovide and to manipulate information, respectively. A degree of...

In autonomous teams, formal responsibility for tasks and decisions is shared among different team members, creating uncertainty about how much influence each team member effectively has . We use a modified participative budgeting game to ex-amine how team members of autonomous teams deal with...

We study a communication game between an informed sender and an uninformed receiver with repeated interactions and voluntary transfers. Transfers motivate the receiver's decision‐making and signal the sender's information. Although full separation can always be supported in equilibrium,...

We model organizational decision making as costless pre-play communication. Decision making is called authoritarian if only one player is allowed to speak and consensual if all players are allowed to speak. Players are assumed to have limited cognitive capacity and we characterize their behavior...

We design a laboratory experiment to identify causal performance effects of top-down communication between managers and their subordinates. Our focus lies on communication that resolves uncertainty about the work environment but does not provide task-specific knowledge. Recent articles in the...

We theoretically and experimentally analyze the role of verifiability and privacy in strategic performance feedback using a “one principal-two agent” context with real effort. We confirm the theoretical prediction that information transmission occurs only in verifiable feedbackmechanisms and...

One of the most important prerequisites for effective leadership is powerful communication. This has been observed throughout all of human history, and examples of powerful communication may be found even in one of the oldest documents of record, the Hebrew Bible. This paper examined a small...

Ethical leadership matters. Organizational culture drives compliance and culture is transmitted and reinforced by communications through multiple channels, notably including the observation by employees of management behavior. In particular, employees judge the legitimacy of an organization's...