Identity salience: a moderator of the relationship between group gender composition and work group conflict

Over the past years, several researchers have analysed the relational dynamics that takes place inside and between organizations (concept, mediating and moderating variables, effects, etc.) considering it as a resource capable of contributing to the orientation and the strategic positioning of the organizations, and, as a last resort, to the support of the competitive advantages. Nevertheless, there are very few studies that include evidence about how the effective management of certain characteristics and properties of the network, such as the work dynamics developed or the interaction in the group may be useful for the operation of the work group itself in firms that develope its activity in high-tech sectors. Thus, the objectives of this paper is to develop a conceptual framework for studying the relationship between Human Resource Activities and Social Capital while underlining the importance that human resource policies play in the management of this variable in a IT environment.

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Remuneration Committees’ Gender Composition as a Determinant of Executive Board Compensation Structure

International Business Research ◽

10.5539/ibr.v10n2p135 ◽

2017 ◽

Vol 10 (2) ◽

pp. 135 ◽

Cited By ~ 1

Author(s):

Job Borrenbergs ◽

Rui Vieira ◽

Georgios Georgakopoulos

Keyword(s):

Corporate Governance ◽

Fixed Effects ◽

Relative Weight ◽

Gender Composition ◽

Inequality Aversion ◽

Fiscal Year ◽

Theoretical Frameworks ◽

Top Executives ◽

Female Presence ◽

The Relationship

This paper investigates the relationship between the gender composition of firms’ remuneration committees and the relative weight of variable monetary compensation in these firms’ top executives’ compensation packages. Previous archival research into executive compensation has mainly relied on agency theory, managerial power theory and tournament models to construct its theoretical frameworks. However, both psychological and corporate governance-related research concerning gender differences in, for instance, risk- and inequality-aversion, suggest that the gender variable should be included in the academic debate on executive compensation.Controlling for size, industry, and corporate governance variables, this paper uses simple least squares analysis to regress measures of the relative weight of variable compensation against measures of female presence in remuneration committees, in a sample of 25 806 fiscal year/executive combinations. This regression is repeated in a multilevel model that controls for firm fixed effects in a sample of 9048 fiscal year / executive combinations. The results indicate that a female presence in the remuneration committee is negatively associated with the relative weight of the annual bonus in top executives’ compensation contracts.

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An investigation of the relationship between gender composition and organizational performance in Taiwan—The role of task complexity

Asia Pacific Journal of Management ◽

10.1007/s10490-018-9570-3 ◽

2018 ◽

Vol 36 (1) ◽

pp. 275-304 ◽

Cited By ~ 1

Author(s):

I-Chieh Hsu ◽

John J. Lawler

Keyword(s):

Organizational Performance ◽

Task Complexity ◽

Gender Composition ◽

The Relationship

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AN EXPLORATORY ASSESSMENT OF THE LINKAGES BETWEEN HRM PRACTICES, ABSORPTIVE CAPACITY, AND INNOVATION IN OUTSOURCING RELATIONSHIPS

International Journal of Innovation Management ◽

10.1142/s1363919611003179 ◽

2011 ◽

Vol 15 (02) ◽

pp. 303-334 ◽

Cited By ~ 10

Author(s):

MICHAEL R. WEEKS ◽

STEPHANIE THOMASON

Keyword(s):

Human Resource ◽

Absorptive Capacity ◽

Management Practices ◽

Organizational Innovation ◽

Work Group ◽

Relationship Management ◽

Management Teams ◽

Hrm Practices ◽

The Relationship ◽

Innovation Outcomes

This paper explores the relationship between innovation outcomes, absorptive capacity and human resource management practices in information technology outsourcing relationships. Previous research has highlighted the need for absorptive capacity to achieve innovation in organizations. Since this absorptive capacity is likely to be embodied within the relationship management teams of both the supplier and client in outsourcing dyads, the human resource practices of the participating firms should have a direct bearing on levels of absorptive capacity and innovation outcomes for the relationships. This research examined four large IT relationships as case studies and presents a model of inter-organizational innovation that shows the necessity of developing the appropriate absorptive capacity to achieve innovation in outsourcing environments. From this model, the research presents three HRM practices that can help develop absorptive capacity to support innovation activities: retention of client employees with firm-specific business process knowledge rather than technical knowledge; minimization of legacy hiring practices for suppliers; and maintaining and optimal work group size for relationship management teams on both the client and supplier sides of the relationship.

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Diversity as Disagreement: The Role of Group Conflict

10.1093/oxfordhb/9780199736355.013.0010 ◽

2013 ◽

Author(s):

Karen A. Jehn ◽

Lindred L. Greer

Keyword(s):

Future Research ◽

Group Conflict ◽

Group Effectiveness ◽

Team Diversity ◽

Team Outcomes ◽

The Impact ◽

The Relationship

Conflict is critical for determining diversity’s influence on group effectiveness. A considerable amount of work has amassed on the relationships between team diversity, conflict, and team outcomes. This chapter will briefly review recent findings and developments in this area. Three specific complexities needing future research will then be highlighted, with special attention to how diversity may promote not only conflict but also asymmetric experiences of conflict in teams. The three areas for future research are (1) the role of different conceptualizations and operationalizations of diversity in predicting the emergence and asymmetric experience of conflict in teams; (2) the impact of new and understudied forms of diversity, such as lifestyle diversity or power diversity, on conflict and conflict asymmetries; and (3) the role of the perception of diversity in activating the relationship between diversity and conflict asymmetries.

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Predicting managers' championing behavior through subordinates' change-related voice

Journal of Managerial Psychology ◽

10.1108/jmp-05-2019-0272 ◽

2020 ◽

Vol 35 (5) ◽

pp. 333-345

Author(s):

Stefanie Faupel

Keyword(s):

Organizational Change ◽

Work Group ◽

Time Data ◽

Behavioral Support ◽

Content Type ◽

Upward Communication ◽

Group Change ◽

The Impact ◽

The Relationship ◽

Practical Implications

PurposeThe purpose of this paper is to determine whether managers who are not in top management perceive change-related voice from their work group as support and whether this perception is an explaining mechanism that can predict the managers' behavioral support for change. Such voice can be a valuable asset for managers during change.Design/methodology/approachLower and middle managers' perceptions of subordinates' support is investigated as mediator in the relationship between group change-related voice and managers' behavioral support for change. Seventy managers who were experiencing organizational change completed a survey at two points in time. Data were analyzed using regression analyses and the bootstrapping approach.FindingsManagers perceive promotive but not prohibitive group change-related voice as support. Perceived subordinate support serves as explaining mechanism in the relationship between promotive group change-related voice and managers' championing behavior.Practical implicationsThe study's results have practical implications, as insights are gained into how managers react to upward communication from the work group and how such communication influences managers' reaction to change. These insights can be used to facilitate effective participation during change, as it creates sensitivity to managers as recipients of change.Originality/valueResearch on how managers react to change-related ideas and concerns is scarce. The study extends current research on organizational change by investigating the impact of subordinates' communications on managers' reaction to change. Research on voice is enriched by focusing on the voice-receiving process.

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The Effects of Parental Age and Sibling Configurations on Family Environment and Academic Achievement of Children

Journal of Applied Social Science ◽

10.1177/193672440800200102 ◽

2008 ◽

Vol 2 (1) ◽

pp. 13-35 ◽

Cited By ~ 1

Author(s):

Nancy Shields ◽

Christine Hanneke

Keyword(s):

Academic Achievement ◽

Family Environment ◽

Ordinal Position ◽

Gender Composition ◽

Parental Age ◽

Sibship Size ◽

Quality Of Relationships ◽

And Gender ◽

The Relationship

In this study, we draw from the literature on sibling configurations and parental age to investigate the effects of these factors on the academic achievement of children. The study investigates the effects of maternal age at first birth, maternal age when the respondent was born, and father's age when the respondent was born on ACT scores, grade point averages over three years, and whether or not the parents are providing financial aid to their students. We examine the effects of sibship size, ordinal position, and gender composition of the sibship on these same variables. The study also investigates the extent to which the relationship between parental age and academic outcomes is linear. The relationship of sibship size, ordinal position, and gender composition on the quality of relationships with parents is investigated. Using a sample of freshmen at a mid-western university, we find consistent positive effects of parental age on high school and early college achievement, as well as consistent negative birth order effects on achievement at the high school level. Students with older parents and fewer older siblings consistently performed better. Sibship size and the proportion of females in the sibship had no effect on academic outcomes. Using self-reported data from children on a childhood measure of parental support and interaction and quality of relationships with parents during late adolescence, we also investigate the impact of parental age at birth, and sibling characteristics on childhood and adolescent family environment. Ordinal position had a significant positive effect on the quality of relationships with parents during adolescence, and sibship size had a significant negative effect. We find a curvilinear effect for paternal age on childhood support and parental involvement, but not for academic achievement or quality of relationships with parents in late adolescence. Parental education had a positive significant impact on childhood support and involvement. Children from larger sibships and who were later born children were less likely to receive financial aid from their parents. The results are discussed as they relate to the literature on parental age and sibling configurations, and in terms of their implications for student retention and success.

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