Robert H. Smith School of Business

Permanent URI for this communityhttp://hdl.handle.net/1903/1584

Browse

Now showing 1 - 20 of 376

The Effect of Perceived Attitude Similarity on Performance Ratings
(1983) Feren, Dena Beatrice; Carroll, Stephen J.; Digital Repository at the University of Maryland; University of Maryland (College Park, Md)
This research consists of a laboratory study designed to test the notion that variance in performance ratings can be accounted for by the perception of the rater that the persons/he is evaluating is attitudinally similar or dissimilar to himself or herself. Student subjects were led to believe that a certain manager either agreed or disagreed with them on a number of attitudinal issues. Subjects then viewed a videotaped performance of the manager conducting a performance review with one of his problem subordinates. Subjects were asked to rate his performance using two different rating instruments -- a trait rating scale and a Behavior Observation Scale -- and to indicate personal liking for the manager. Extent of attitude similarity was manipulated on two levels with a control group . That is, some subjects were led to believe that the ratee was attitudinal l y similar to self, others that the ratee was dissimilar to self, and a third group received no information about the ratee's attitudes. The ratee's performance was manipulated on three levels. Some subjects viewed only a high performin1; manager, others viewed a moderate performer, and a third group viewed a lo w performing manager. Three different vignettes were prepared to represent the three levels of performance. Finally, a hard-performance-data condition was included to test the robustness of the attitude similarity effect. Some subjects received hard performance data, in the form of bar graphs, that was consistent with the level of performance portrayed in their videotaped vignette (i.e., those viewing the low performer received hard data indicative of low performance). It was hypothesized that perceived attitude similarity would have its greatest effect when performance was moderate, and when subjects did not receive hard performance data. The results did not support these predictions. The effect of perceived attitude similarity on performance ratings was not significant under any of the experimental conditions. Perceived similarity had a small, but significant effect on attraction; however, level of performance accounted for a far greater proportion of variance in attraction measures than perceived similarity. It was concluded that the rating task in this experiment failed to create the conditions under which perceived similarity would be most likely to exert an influence on ratings. Specifically, the rating task was not sufficiently ambiguous for student raters.
MBO Program Characteristics, Type A Personality and Individual Performance
(1984) Lee, Cynthia; Carroll, Stephen J.; Business and Management; University of Maryland (College Park, Md); Digital Repository at the University of Maryland
This study sought to explain some of the inconsistent results in the Management By Objectives research by examining the moderating role of the motivational individual difference variable, Type A Behavior Patter, and the mediating role of the cognitive individual difference variable, perceived self-efficacy. Specifically, individuals low in Type A Behavior Pattern (TABP) were hypothesized to respond more positively to various components of Management By Objectives (MBO) programs than individuals high in TABP. This is based on the assumption that Type A individuals generally set higher performance goals, seek performance feedback, and in general, attempt to control their performance situation more than their Type B counterparts. On the other hand, the mediating role of self-efficacy is based on the assumption that certain external environment variables, such as MBO programs, affect performance primarily through influencing an individual's percept of self-efficacy. The results did not support the above hypotheses. The findings, however, provide further support for Bandura's (1977) assertion that self-efficacy has a positive effect on performance. Moreover, the results also supported previous research on the positive effect of quality MBO attributes on performance.
The Role of Gender, Androgyny and Attraction in Predicting the Identity and Effectiveness of Emergent Leaders
(1986-04) Goktepe, Janet; Business Management and Organization; Digital Repository at the University of Maryland; University of Maryland (College Park, Md)
This field study used groups performing "sex-neutral" tasks over a six- to fifteen-week period to examine determinants of emergent leadership and leadership effectiveness. The study included 149 subjects in 35 task groups (28 mixed-sex groups, 4 all-male groups, and 3 all-female groups) working in conjunction with personnel management or business policy courses. Data were collected twice during the period for all measures used in predicting the identity and effectiveness of emergent leaders (based on follower perceptions of their sex, physical and interpersonal attractiveness, and the leader's self-described sex-role identity, i.e., masculine, feminine, undifferentiated, or androgynous). The results showed that the leader chosen by group members did not change from Time 1 to Time 2 except in one group (an all-male group). Most of the results were similar between Time 1 and Time 2, and were consistent with predictions made based upon theoretical considerations and previous research. The hypotheses in this study were tested using a combination of statistical techniques. The results supported the major hypotheses of the study. In general, within the total sample, sex did not influence perceptions of an emergent leader. However, within groups, the probability of a female gaining leadership status was dependent upon the relative proportion of females in the group, i.e., at least half or more members had to be female. Female leaders were rated more physically attractive than male leaders. Male leaders received the lowest ratings of physical attractiveness, even lower than male nonleaders. Leaders were rated more interpersonally attractive than nonleaders. Emergent leaders with high ratings of physical and interpersonal attractiveness were also rated higher on effectiveness. Individuals with a self-described "masculine" sex role identity emerged as leaders more than undifferentiated, feminine, or androgynous types. There were no differences in leader effectiveness ratings among the four leader types.
THE ROLE OF GENDER, ANDROGYNY AND ATTRACTION IN PREDICTING THE IDENTITY AND EFFECTIVENESS OF EMERGENT LEADERS
(1986-05) Goktepe, Janet R.; Schneier, Craig Eric
This field study used groups performing "sex-neutral" tasks over a six- to fifteen-week period to examine determinants of emergent leadership and leadership effectiveness. The study included 149 subjects in 35 task groups (28 mixed-sex groups, 4 all-male groups, and 3 all-female groups) working in conjunction with personnel management or business policy courses. Data were collected twice during the period for all measures used in predicting the identity and effectiveness of emergent leaders (based on follower perceptions of their sex, physical and interpersonal attractiveness, and the leader's selfdescribed sex-role identity, i.e., masculine, feminine, undifferentiated, or androgynous). The results showed that the leader chosen by group members did not change from Time 1 to Time 2 except in one group (an all-male group). Most of the results were similar between Time 1 and Time 2, and were consistent with predictions made based upon theoretical considerations and previous research. The hypotheses in this study were tested using a combination of statistical techniques. The results supported the major hypotheses of the study. In general, within the total sample, sex did not influence perceptions of an emergent leader. However, within groups, the probability of a female gaining leadership status was dependent upon the relative proportion of females in the group, i.e., at least half or more members had to be female. Female leaders were rated more physically attractive than male leaders. Male leaders received the lowest ratings of physical attractiveness, even lower than male nonleaders. Leaders were rated more interpersonally attractive than nonleaders. Emergent leaders with high ratings of physical and interpersonal attractiveness were also rated higher on effectiveness. Individuals with a self-described "masculine" sex role identity emer.ged as leaders more than undifferentiated, feminine, or androgynous types. There were no differences in leader effectiveness ratings among the four leader types.
AN INVESTIGATION INTO THE IMPACT OF SEX ROLE IDENTITY ON THE EFFECTIVE PERFORMANCE OF SALESWOMEN
(1988) Bowers Comer, Lucette; Jolson, Marvin A.; Marketing; Digital Repository at the University of Maryland; University of Maryland (College Park, Md)
Because of an increasing shortage of qualified salespersonnel, recruiters for sales positions are very receptive to female applicants. Despite this, sex-discrimination is still detectable in the market place. Some sales managers resist bringing women into male-oriented areas of selling, criticizing them for alleged weaknesses. Their criticisms stem from the belief that saleswomen will behave according to gender stereotypes on the job and that this behavior will impact negatively on selling performance. Sales managers need assurance that the saleswomen they hire will perform well on the job. This research investigated the usefulness of the concept of "sex role identity" as a basis for segmenting the pool of female applicants by their potential for effective performance. A survey was conducted of sales managers in three traditionally male areas of selling, who described saleswomen under their supervision. The relationships between sales managers' perceptions of gender stereotypic behavior, selling effectiveness, and sex role identity were examined. Saleswomen' s gender stereotypic behavior was defined as perceived weaknesses in three areas: "selling ability," "human relations," and "motivation." Selling effectiveness was measured as perceived proficiency in performance of six functions of selling and non-selling activities. Saleswomen were classified into sex role types on the basis of their sales managers' perceptions of their masculine ("instrumental") and feminine ("expressive") traits in their sex role identities on the Bem Sex Role Inventory. Seven research hypotheses were tested using univariate and multivariate analysis of variance and correlational analyses. The results showed that sales managers perceived some gender stereotypic behavior in the marketplace and that some of this behavior was associated with reduced selling effectiveness. Sex role types of saleswomen related to both perceived gender stereotypic behavior and selling effectiveness. Androgynous and masculine saleswomen were perceived 'as being the least stereotyped and the most effective performers. The findings give partial support for a two-dimensional model of selling effectiveness defined by masculine "instrumentality" and feminine "expressiveness." The results have implications for the selection, training , and supervision of saleswomen.
The Effects of Appropriately Participative Leadership on the Core Dimensionis of Climate
(1990) Kidder, Pamela J.; Schneider, Benjamin; Psychology & Business and Management; Digital Repository at the University of Maryland; University of Maryland (College Park, Md)
A field experiment was conducted to determine some effects of the appropriateness of participative leadership styles on the core dimensions of climate. Climate is a construct that has received considerable attention in organizational research. The research on Climate has revealed a core set of issues or dimensions that appear to be useful for capturing employees' perceptions across all or most organizations. Proposed core dimensions of climate have included role stress or harmony in the work environment, job challenge and autonomy, leadership facilitation and support, and workgroup warmth, empathy and cooperation. I hypothesized that leadership style would affect employees' perceptions of these core dimensions of climate. The literature in psychology and organizational behavior shows significant agreement regarding the potential effect of leadership style on climate, but little empirical work has been conducted in this area. The particular leadership style I studied concerned the appropriateness of participativeness of leaders' decision making styles. I carried out a field experiment, using a two group pre- and post- experimental design. The experimental manipulation was a training program in appropriate participative decision making, with supervisors randomly assigned to a training or no training control group. Pre- and post- measures of the core dimensions of climate and decision making style were collected prior to and following the training. Appropriate participativeness in decision making (Vroom & Jago, 1988) was found to predict the three core dimensions of role stress, leadership facilitation and support, and workgroup cooperation, friendliness, and warmth. The quality of the supervisor-subordinate relationship, based on vertical dyad linkage theory, was found to contribute to the prediction of the core climate dimension of role stress. It was concluded that leadership style has an effect on employees' perception of some, but not all of the core dimensions of climate. Implications of these results for research and practice regarding climate and leadership were explored.
The Backhaul Problem and Related Topics in Vehicle Routing
(1991) Casco, Daniel Orlando; Golden, Bruce L.; Business and Management; Digital Repository at the University of Maryland; University of Maryland (College Park, Md)
The problem studied in this dissertation is a variation of the classical vehicle routing problem (VRP) that has received limited research attention, and concerns the routing of vehicles over a set of mixed customers; that is, some customers are delivery or linehaul points but others are pickup or backhaul points. In contrast to deliveries, when a vehicle services a pickup point, product, bound for the distribution center, is loaded on the truck. Practical considerations usually dictate that the number of backhauls per route is small and they are serviced near the end of a route. The vehicle routing problem with backahuls (VRPB) can be stated as follows: Find a set of vehicle routes that service the delivery and backhaul customers such that vehicle capacity is not violated and the total distance traveled is minimized. In this dissertation, we examine three real-world routing applications with backhauls and several first-generation algorithms designed to solve VRPBs. The key dissertation research objective is to develop new heuristics to solve the VRPB that redress the shortcomings of existing solution methods in dealing with real-world considerations. The four new heuristics developed allow common carrier or supplier deliveries, dedicated backhaul routes, and mixed routes. In order to evaluate their performance, the heuristics were coded in Pascal and a series of computation experiments were performed on a Macintosh platform. The experiments consisted of generating twenty seven hundred random problems covering a range of possible combinations of critical problem parameters. These problems were solved by the heuristics and the main findings are as follows: 1) on average, the new heuristics outperformed heuristics which allow only pure delivery and mixed routes, 2) the effectiveness of the new procedures was found to vary with changes in problem size, the percentage of backhaul nodes, and the delivery node concentration region, 3) the effective of the new procedures was found not to vary with changes in the cost to insert backhaul location in mixed routes, or with changes in common carrier costs, and 4) the execution times to solve 40-node and 100-node problems was found to be less than a minute.
Modeling the Determinants of Satisfaction and Commitment in Buyer-Seller Relationships in the Less-Than-Truckload Segment of the Motor Carrier Industry
(1992) Jarrell, Judith L.; Corsi, Thomas M.; Transportation, Business and Public Policy; Digital Repository at the University of Maryland; University of Maryland (College Park, MD)
Buyer-seller relationships in the U.S. are changing with the advent of closer, longer-term alliances. In establishing and maintaining these alliances, firms need to understand those factors which determine satisfaction and commitment in relationships. Drawing on theoretical and conceptual work based on Resource Dependence Theory and Social Exchange Theory, this dissertation focused on the buyer-seller dyad in the less-than-truckload segment of the motor carrier industry. The buyer-seller dyads in this segment are particularly interesting since deregulation has necessitated dramatic changes in these relationships. A system of structural equations modeled the determinants of shipper's satisfaction and commitment in these dyads using a correlation input matrix. The network of influencing factors included: carrier's power, shipper's power, comparison level given an alternative and trust. The analysis allowed an in-depth discussion of the relative importance of each of these constructs and found both shipper's power and comparison level given an alternative to have a great influence on satisfaction; satisfaction and trust significantly affect commitment, with satisfaction being more important, relatively speaking. The managerial implications of this research focused on understanding those factors which are most important in creating satisfaction and commitment in buyer-seller relationships. Carrier's need to dedicate personnel to key accounts in order to display initiative in problem solving and responsiveness to inquiries in order to enhance shipper's satisfaction and willingness to commit to a long-term relationship. Other suggested programs include offering customer-oriented programs such as 1-800 numbers, increased flexibility in pick-up and delivery times, and a willingness to forego some accessorial charges.
Decomposing Charismatic Leadership: The Effects of Leader Content and Process on Follower Performance, Attitudes, and Perceptions
(1992) Kirkpatrick, Shelley Ann; Locke, Edwin; Business and Management; Digital Repository at the University of Maryland; University of Maryland (College Park, Md)
Leadership entails both content and process elements, e.g., what the leader says and how the leader says it. For example, charismatic leaders are theorized to communicate and implement a vision (content) with an enthusiastic communication sty l e (process). In a laboratory experiment with manipulated independent variables and a simulated task, this dissertation separately examined the content and process components of charismatic leadership on performance and attitudes. The content aspect was separated into two parts, vision (versus no vision) and implementation of the vision through task strategies (versus no task strategies). Process was manipulated as enthusiasm level (low versus high). Thus, a 2 x 2 x 2 design was employed. Two trained actors, one male and one female, played the role of leader, a CEO/President of a local printing company. Upper-level business students served as participants and performed a binder assembly task. Students completed questionnaires before each session and at the end of the experiment to assess how they are influenced by the leader. Results indicated that content affected performance and many attitudes and perceptions. Process did not affect performance and affected only a few attitudes and perceptions. Exploratory analyses showed that self-set goals and self-efficacy served as mediators between the content variables and performance. Theoretical, methodological, and practical implications are discussed.
THE EFFECTS OF SUPERLEADERSHIP TRAINING ON LEADER BEHAVIOR, SUBORDINATE SELF-LEADERSHIP BEHAVIOR, AND SUBORDINATE CITIZENSHIP
(1993) Cox, Jonathan F.; Sims, Henry P.; Management & Organization; Digital Repository at the University of Maryland; University of Maryland (College Park, Md)
A field experiment was conducted to assess the effects of SuperLeadership training on trainee leadership behavior, subordinate self-leadership behavior, and subordinate citizenship. The experiment involved approximately 70 focal training participants and 500 subordinates. Participants were assigned to two conditions: a) a training condition, in which participants received training immediately after baseline questionnaire data were collected; and b) a comparison condition, where participants did not receive training until after a second set of data had been collected to assess change. The lag between the first and second rounds of data collection was 10-weeks. Although data analysis confirmed the psychometric adequacy of the research questionnaires, the broad finding of the study was that the leadership behavior of participants in the training group did not change as a result of the training. Subordinate, self-leadership behavior and citizenship also did not appear to change as a result of the training. However, supervisors of the participants reported increased performance of the trainees as a result of the training. This suggested that supervisors may have seen early evidence of positive change as a result of the training. Subsequent investigation determined that although the training was perceived as effective by the participants, reductions-in-force in the host organization were perceived as inhibiting participants' ability to apply the training. Speculation concerning the apparent lack of change explored aspects of the experiment itself, the training, and the transfer setting in the host organization.
Sensitivity Analysis for Monte Carlo Simulation of Option Pricing
(1995) Fu, Michael C.; Hu, Jian-Qiang
Monte Carlo simulation is one alternative for analyzing options markets when the assumptions of simpler analytical models are violated. We introduce techniques for the sensitivity analysis of option pricing which can be efficiently carried out in the simulation. In particular, using these techniques, a single run of the simulation would often provide not only an estimate of the option value but also estimates of the sensitivities of the option value to various parameters of the model. Both European and American options are considered, starting with simple analytically tractable models to present the idea and proceeding to more complicated examples. We then propose an approach for the pricing of options with early exercise features by incorporating the gradient estimates in an iterative stochastic approximation algorithm. The procedure is illustrated in a simple example estimating the option value of an American call. Numerical results indicate that the additional computational effort required over that required to estimate a European option is relatively small.
The relationship between leader core self-evaluations, team feedback, leader efficacy, transformational leadership, team efficacy, team goals, team action and transition processes, and team performance
(2003-11-11) Quigley, Narda Roxanne; Locke, Edwin A.; Tesluk, Paul E.; Management and Organization
This research attempts to explain how internal team leaders can help teams perform in high stress, dynamic environments. Specifically, the aim of the research was to examine a chain of relationships beginning with team leaders' core self-evaluations and ending in team performance. Several core research questions were examined, including: "Do leaders' core self-evaluations and self-efficacy serve as important antecedents of transformational leadership? Is transformational leadership an important antecedent of team efficacy? How does team efficacy lead to higher levels of team performance?" First, I reviewed the extant relevant literature. Second, I derived from this review a theoretical model, which proposes that both leader core self-evaluations and team feedback may influence leader self-efficacy and transformational leadership. Transformational leadership may then influence team efficacy, which in turn may influence performance through its impact on team goals and team action and transition processes. Third, using data collected from a sample of teams composed of first-year MBA students involved in a week-long business simulation, I tested the model and demonstrated support for a number of hypothesized relationships. Fourth, I revised the model based on modification indices provided by covariance structure analysis. I found that leaders' core self-evaluations do influence their self-efficacy; this efficacy exhibited positive and significant direct relationships with team efficacy and with team processes. In addition, I found support for a chain of relationships linking team efficacy to team goals to team processes to team performance.
HOW DO WE GET FROM THERE TO HERE? UNDERSTANDING THE BLACK BOX IN STRATEGIC HRM RESEARCH FROM RESOURCE-BASED AND SOCIAL EXCHANGE PERSPECTIVES
(2003-11-24) Takeuchi, Riki; Lepak, David P.; Taylor, M. Susan; Management and Organization
In this dissertation, I examine the specific mediating mechanisms through which High Performance Work Systems influence overall unit performance. In particular, I draw mainly on two theoretical perspectives, the resource-based view of the firm and behavioral perspective, to propose and test the mediated model of strategic human resource management. The data were collected from 322 managers and 526 employees for a sample of 76 units of Japanese companies in various industries. The data were aggregated to the unit-level of analysis. On one hand, the data provided support for many of the hypotheses advanced in the dissertation. The results of the hierarchical regression analyses revealed that High Performance Work Systems was positively related to both the level of human capital that the unit possesses and the collective normative contract that the employees working in the unit share. In addition, the level of human capital and collective normative contract were significantly related to most of the HR-related outcomes, which, in turn, were significantly related to overall unit performance. Moreover, as hypothesized, the level of human capital acted as mediators of the relationship between High Performance Work Systems and HR-related outcomes while HR-related outcomes played the role of mediator on the relationships between the level of human capital or collective normative contract and overall unit performance. On the other hand, the mediating hypothesis for collective normative contract as well as interaction hypothesis for the level of human capital* collective normative contract were not supported. The implications of the findings and future research directions are also discussed.
THREE ESSAYS ON MORTGAGE BACKED SECURITIES: HEDGING INTEREST RATE AND CREDIT RISKS
(2003-12-05) Chen, Jian; Fu, Michael C.; Decision and Information Technologies
This dissertation includes three essays on hedging the interest rate and credit risks of Mortgage-Backed Securities (MBS). Essay one addresses the problem of how to efficiently estimate interest rate sensitivity parameters of MBS. To do this in Monte Carlo simulation, we derive perturbation analysis (PA) gradient estimators in a general setting. Then we apply the Hull-White interest rate model and a common prepayment model to derive the corresponding specific PA estimators, assuming the shock of interest rate term structure takes the form of a trigonometric polynomial series. Numerical experiments comparing finite difference (FD) estimators with our PA estimators indicate that the PA estimators can provide better accuracy than FD estimators, while using much lower computational cost. Using the estimators, we analyze the impact of term structure shifts on various mortgage products. Based these analysis, we propose a new product to mitigate interest rate risk. Essay two addresses the problem of how to measure interest rate yield curve shift more realistically, and how to use these risk measures to hedge the interest rate risk of MBS. We use a Principal Components Analysis (PCA) approach to analyze historical interest rate data, and acquire the volatility factors we need in Heath-Jarrow-Morton interest rate model simulation. Then we propose a hedging algorithm to hedge MBS, based on PA gradient estimators derived upon these PCA factors. Our results show that the new hedging method can achieve much better hedging efficiency than traditional duration and convexity hedging. Essay three addresses the application a new regression method on credit spread data. Previous research has shown that variables in traditional structural model have limited explanatory power in credit spread regression. We argue that this is partially due to the non-constancy of the credit spread gradients to state variables. We use a Random Coefficient Regression (RCR) model to accommodate this problem. The explanatory power increases dramatically with the new RCR model, without adding new independent variables. This is the first work to address the dependence between credit spread sensitivities and state variables of structural in a systematic way. Also our estimates are consistent with prediction from Merton’s structural model.
Design of Online Auction System with Alternative Currencies
(2004-05-05) Deshpande, Vainateya Suresh; Lucas, Henry; Decision and Information Technologies
The University of Maryland has one of the most popular Basketball programs in the region. About 35,000 students seek 4,000 free student tickets allocated for every home game. An auction-based system provides a procedure to achieve and equitable and fair distribution of a high-demand resource. In an auction-based system, goods being sold end up with the person who values them the most. This is a very desirable scenario for a ticket distribution system that aims at maximizing attendance for home games. People who bid high have high values for the tickets and are more likely to attend a game than someone who receives a ticket through a random draw. The thesis lays out the framework for an auction based system to distribute home game tickets.
The Performance of Global Business Teams within Multinational Corporations: The Test of an Intervening Process Model
(2004-05-18) Duriau, Vincent J.; Gupta, Anil K.; Reger, Rhonda K.; Management and Organization
Global business teams are a critical component of the strategic management process of multinational corporations. In the context of this dissertation, they are defined as teams of managers who are responsible for a business or a function across several countries. Given their multi-country charter, national diversity, and geographical dispersion, there are major questions as to the drivers of the performance of global business teams. Building on the growing literature, I propose an intervening process model of the performance of global business teams in relation to the following research question: In the context of global business teams, how do composition, governance, and organizational context affect: (a) team identity, (b) team cognitive comprehensiveness, and (c) team performance? The model links the variables of national diversity and geographical dispersion to the performance of global business teams through the mediating variables of team identity and team cognitive comprehensiveness. In addition, organizational policies and team governance are posited to moderate the relationships between team composition and emergent processes. The model is tested using a field data set of global business teams. By and large, the empirical results provide little support for the hypotheses. In particular, no effect is found, direct or indirect, of composition on emergent processes and team performance. In addition, there is only limited support for the moderating influence of team governance. However, several governance variables have a direct effect on team identity and team cognitive comprehensiveness. As a result, a post hoc model of the effect of team governance on the process and performance of global business teams is proposed and tested. The results are broadly supportive. Specifically, team-based rewards have a significant and positive impact on the performance of global business teams through the mediating variables of team identity and team cognitive comprehensiveness. The frequency of face-to-face meetings has an indirect effect through team identity. Finally, geographical dispersion moderates the relationship of team-based rewards and frequency of e-mail communication with team cognitive comprehensiveness.
PERCEIVED ORGANIZATIONAL SUPPORT: LINKING HUMAN RESOURCE MANAGEMENT PRACTICES WITH IMPORTANT WORK OUTCOMES
(2004-06-16) Liu, Wei; Bartol, Kathryn M.; Management and Organization; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
It is widely believed that the implementation of progressive HR practices that affect employee skills, motivation, and behaviors can create strategic advantage for the organization (e.g., Arthur, 1994; Delaney and Huselid, 1996; Snell & Dean, 1992). However, the intervening mechanisms of this effect are yet to be examined. Given the strategic value of HR in successfully cultivating organizational culture and social relationships that cannot be readily replicated (Becker & Gerhart, 1996), researchers have pointed to the need to investigate the role of social relationships in the HR literature (Uhl-Bien, Graen, & Scandura, 2000). Drawing on social exchange theory (Blau, 1964) and organizational support theory (Eisenberger, Huntington, Hutchinson, & Sowa, 1986), this dissertation aims to meet this need by examining the role of perceived organizational support (POS) in linking employee perceptions of HR practices and important work outcomes. It is hypothesized that employee perceptions of the HR practices implemented that demonstrate organizational recognition of employee contribution and caring about employee well-being will increase employee POS, which in turn, will lead to positive employee attitudes and behaviors. Further, it is also proposed that employees' professional commitment will interact with POS to influence the outcomes. Survey data were collected from 193 information technology workers and their direct supervisors within a large corporation. Structural equation modeling was used to examine the hypothesized model, and hierarchical regression analysis was conducted to test the interaction effects. As expected, it was found that employee perceptions of HR practices, including pay level, career development opportunities, work-family support, and relationships with the leader, are positively related to their POS. Higher levels of POS, in turn, resulted in lower turnover intention, and a sense of obligation within the individuals to reciprocate the organization with better job performance and increased OCBs, as well as stronger organizational commitment. In addition, the effects of POS on turnover intention, felt obligation, and organizational commitment were found to be moderated by professional commitment. The findings of this study shed some light on the process through which the implementation of appropriate HR practices may influence employee attitudes and behaviors.
CUTTING ACROSS TEAM BOUNDARIES: ANTECEDENTS AND IMPLICATIONS OF INDIVIDUAL BOUNDARY SPANNING BEHAVIOR WITHIN CONSULTING TEAMS
(2004-07-28) Marrone, Jennifer Ann; Tesluk, Paul E; Management and Organization; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
Boundary spanning activities, or external team processes such as establishing and managing relationships with key external parties to the team, are critical to the success of many organizational work teams. Surprisingly, however, while the performance benefits of team boundary management have been documented in several seminal pieces by Ancona and her colleagues (e.g., Ancona, 1990; Ancona & Caldwell, 1992), little research has directly explored the role of the individual team members in carrying out these critical activities or if performance benefits exist for those engaging in boundary management for their teams. My dissertation addresses these limitations by considering potential predictors and consequences of individual boundary spanning behavior within a team setting. By investigating several personal and motivational antecedents to boundary spanning, I seek to expand previous teams research by predicting why particular team members engage in critical boundary spanning behaviors. Furthermore, complementing existing support for the performance benefits accompanying boundary management at the team level of analysis, I explore the consequences of boundary spanning on individual level outcomes, namely, peer ratings of individual leadership and contributions to the team. Finally, I present two sets of alternative hypotheses postulating a mediating and a moderating role for information network centrality in the boundary spanning behavior-individual outcome relationship. Hypotheses for this dissertation were tested using data from 27 consulting teams, comprised of 171 full-time MBA students. Data were collected primarily through surveys administered to team members at multiple points in time and were analyzed via hierarchical linear modeling, regression, and social network techniques. Results indicated partial support for the predictive value of self-monitoring, proactive personality, and boundary management self-efficacy on an individual's engagement in boundary spanning behaviors within their team. Additionally, boundary spanning directed toward clients and general scanning / scouting of the environment showed strong relationships with peer ratings of individual leadership and contributions, revealing that those engaging in boundary spanning behaviors were highly valued team members. Interestingly, the relationships between these boundary spanning behaviors and individual outcomes were fully mediated by information network centrality. Theoretical and practical implications are discussed.
EVALUATION OF SETUP ECONOMIES IN CELLULAR MANUFACTURING
(2004-08-04) Kramer, Steven; Assad, Arjang A; Decision and Information Technologies; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
This dissertation addresses two research questions relating to the role of setups in discrete parts manufacturing. The first research topic uses a carefully designed simulation study to investigate the role of setup economies in the factory-wide conversion of functional layouts (job shops) to cellular manufacturing. The model-based literature shows a wide dispersion in the relative performance of cellular manufacturing systems as compared to the original job-shop configurations, even when the key performance measure is flow time and the assessment tool used is simulation. Using a standardized framework for comparison, we show how this dispersion can be reduced and consistent results can be obtained as to when the conversion of the job shop is advantageous. The proposed framework standardizes the parameters and operational rules to permit meaningful comparison across different manufacturing environments, while retaining differences in part mix and demand characteristics. We apply this framework to a test bed of six problems extracted from the literature and use the results to assess the effect of two key factors: setup reduction and the overall shop load (demand placed on the available capacity). We also show that the use of transfer batches constitutes an independent improvement lever for reducing flow time across all data sets. Finally, we utilize the same simulation study framework to investigate the benefits of partial transformation, where only a portion of the job shop is converted to cells to work alongside a remainder shop. The second research question examines the role of dispatching rules in the reduction of setups. We use queueing models to investigate the extent of setup reduction analytically. We single out the Alternating Priority (AP) rule since it is designed to minimize the incidence of setups for a two-class system. We investigate the extent of setup reductions by comparing AP with the First-Come-First-Served (FCFS) rule. New results are obtained analytically for the case of zero setup times and extended to the case of non-zero setup time through computational studies.
THE EFFECTIVENESS OF SELLER CREDIBILITY SYSTEMS IN THE ONLINE AUCTION MARKET: MODELING THE SELLER'S POINT OF VIEW
(2004-08-06) Zhou, Ming; Windle, Robert J.; Dresner, Martin; Logistics, Business and Public Policy; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
The Internet has turned out to be an appealing place for doing business, with its unprecedented ability to bring together a large number of buyers and sellers, cover a wide scale of market and automate transaction processes, etc. However, this powerful technology of information transformation brings a greater trust problem than corresponding transactions in brick-and-mortar markets, because of the lack of information on product quality and seller honesty. Product information may be selectively disclosed, which increases the chance of fraud and dishonest behaviors. This research focuses on online feedback systems. Analytical models are developed to assess the impact of such feedback systems. Feedback systems, by themselves, are shown to work under certain conditions even in an ideal environment. Influences from incentives for providing feedback, shilling and ID changing are comprehensively discussed. If consumers do value trust, one should expect the more trustworthy sellers to generate higher prices for their products than the less trustworthy sellers. A higher price can offer incentives for sellers to be trustworthy. Following the analytical model, empirical tests of online feedback system are conducted.