Exploring Contrasting Formulations of Expectancy Theory*

The explanatory potential of four forms of expectancy theory with additive and multiplicative expectancy terms and linear and nonlinear valence functions were contrasted. A behavioral decision-making theory approach was used when 101 subjects were asked to make 128 hypothetical job-choice decisions. More than 25,800 decisions under a within-subjects framework were analyzed. Results indicate that the majority (83 percent) of subjects employed additive or multiplicative expectancy models with linear valence functions. However, the predictive efficacy of the expectancy theory model was improved for 17 percent of the subjects when nonlinear valence terms were introduced. The findings imply that different functional forms of expectancy theory may be needed to model individuals' decision-making processes.     

An Application of Expectancy Theory to Explain a Manager's Intention to Use a Decision Support System

A continuing gap exists between the capabilities of sophisticated computer-based information systems and the extent to which these systems are used by individuals. Studies which have examined the relationship between system utilization and various user, system, implementation, and organizational variables have provided few consistent findings. A new approach to this topic is suggested by a recent study by Davis, Bagozzi, and Warshaw [11], which indicates that individuals' intentions to use a system determine subsequent use. A large body of psychology-based research also supports this relationship between behavioral intentions and subsequent behavior. This study employs expectancy theory, which has often been used to examine behavioral intentions, to explain managers' intentions to use a decision support system (DSS). The results imply that the variables of the expectancy force model are determinants of a manager's behavioral intentions to use a DSS, and the variables of the expectancy valence model are determinants of the attractiveness of using a DSS to a manager.     

Longevity and Lifetime Labor Supply: Evidence and Implications

Conventional wisdom suggests that increased life expectancy had a key role in causing a rise in investment in human capital. I incorporate the retirement decision into a version of Ben‐Porath's (1967) model and find that a necessary condition for this causal relationship to hold is that increased life expectancy will also increase lifetime labor supply. I then show that this condition does not hold for American men born between 1840 and 1970 and for the American population born between 1890 and 1970. The data suggest similar patterns in Western Europe. I end by discussing the implications of my findings for the debate on the fundamental causes of long‐run growth.     

APPLICABILITY OF AN OCCUPATIONAL GOAL-EXPECTANCY MODEL IN PROFESSIONAL ACCOUNTING ORGANIZATIONS*

A cognitive goal choice model incorporating goal and expectancy constructs is presented to describe and better understand the occupation-position choice decision process. The sample consists of 136 public accountants employed by two large CPA firms. The model is tested using within-subject analysis and a split-sample validation procedure. The findings suggest that the model is useful in explaining and predicting professional accountants' goal choice behavior.     

Top Management Teams,Business Models,and Performance of Biotechnology Ventures: An Upper Echelon Perspective*

In this paper we introduce a new contingency variable that moderates the effect of top management team composition on organizational performance – the organization's business model. Arguing from an upper echelon perspective and drawing on data from 99 German biotechnology ventures, we show that founder‐based firm‐specific experience of management team members can have either a positive or a negative effect on performance, depending on whether the venture pursues a platform or a therapeutics business model, respectively. Our results also show that managers' experience collected in the pharmaceutical industry has a positive effect on performance, and that this effect is more positive for therapeutics than for platform ventures. We discuss the implications of these findings for the literature on upper echelons and entrepreneurial founding teams.     

The Microeconomics of Efficient Group Behavior: Identification1

Consider a group consisting of S members facing a common budget constraint p'ξ=1: any demand vector belonging to the budget set can be (privately or publicly) consumed by the members. Although the intragroup decision process is not known, it is assumed to generate Pareto‐efficient outcomes; neither individual consumptions nor intragroup transfers are observable. The paper analyzes when, to what extent, and under which conditions it is possible to recover the underlying structure—individual preferences and the decision process—from the group's aggregate behavior. We show that the general version of the model is not identified. However, a simple exclusion assumption (whereby each member does not consume at least one good) is sufficient to guarantee generic identifiability of the welfare‐relevant structural concepts.     

带保修期的寿命型产品多属性招标采购机制设计——以大型医疗设备为例

产品的期望寿命是重要的质量属性之一,事前不可观察且不可验证,直接对该质量属性进行投标没有意义。针对此问题,以大型寿命型医疗设备招标采购为例,利用拍卖机制设计理论建立了一类具有信号传递功能的多属性招标采购模型。模型确定了最优投标规则,包括设备最优期望寿命投标、最优保修期投标与最优价格支付。模型确立了甄别投标企业技术类型与传递产品质量可靠性信息的机制。研究结果表明:首先该机制满足参与约束与激励相容约束,投标企业分别按自身期望利润最大化进行投标;其次该最优机制能保证企业承诺的保修期与期望寿命正相关,能保证技术类型最高、所提供产品期望寿命最大(保修期最长)的企业中标,并且中标企业创造相对来说最高的社会福利。构造一个算例说明新的多属性招标采购机制在实践中易于操作,是可实施的。当质量指标存在不可观察和不可验证的维度时,相关研究为解决多属性招标采购问题提供了一个新思路。     

A model of injustice,abusive supervision,and negative affect

In this study we test a model of workplace interactional injustice, abusive supervision, and subordinate outcomes (work–family conflict and job performance) using affect to explain behavior. In a sample of 200 full-time workers from various industries, their supervisors, and workers' family members, for a total sample of 600 respondents, we position state negative affect as the explanatory mechanism for both how supervisors' perceptions of injustice are associated with subordinates' perceptions of abusive supervision, and also how abusive supervision, in turn, may be associated with subordinates' job performance and their family members' perceptions of work–family conflict. Organizational justice theory underpins our model.     

Formalized Dissent and Cognitive Complexity in Group Processes and Performance*

Research suggests that two methods of introducing dissent, the dialectic inquiry (DI) and devil's advocate (DA) methods, show promise for increasing the cognitive complexity of decision makers. We investigated the joint effects of formalized dissent and group cognitive complexity by manipulating the formalized dissent method (DI or DA) used by 25 interacting groups engaged in a complex, ill-structured planning task. Participants were classified as either high or low cognitive complexity and assigned to stratified groups with members of homogeneous complexity. Results indicated that: (1) DA groups produced higher quality assumptions but took longer to generate plans than did DI groups, (2) high complexity groups generated more recommendations relative to low complexity groups, and (3) DA groups with low complexity members produced lower quality recommendations and participated less equally in decision making than did the other groups. We conclude by discussing the implications of the results for formalized dissent, cognitive complexity, and assessing managerial performance.     

Information systems,inter-functional collaboration and innovation in Taiwanese high-tech manufacturing firms

This article investigates whether (1) cross-functional integration within a firm and the use of information systems (IS) that support information sharing with external parties can enhance integration across the supply chain and wider networks and (2) whether collaboration with customers, suppliers and other external parties leads to increased supply chain performance in terms of new product development and introduction of new processes. Data from a high-quality survey carried out in Taiwan in 2009 were used, and appropriate econometric models were applied. Results show that the adoption of IS that enhance information sharing is vital not only for the effective communication with suppliers and with wider network members, but their adoption also has a direct effect across a firm's innovative effort. Cross-functional integration appears to matter only for the introduction of an innovative process. Collaboration with customers and suppliers affected a product's design and its overall features and functionality, respectively.     

Claiming more than equality: Should leaders ask for forgiveness?

In organizations, leaders are often paid more than lower-level employees. Social dilemma research also shows that leaders feel entitled to earn more, and because of this, are more inclined to contribute less than an equal share to a public good, which may damage the collective. In two experiments, the social dilemma context is used to examine how group members react when either a leader or a follower violates the equality norm. Moreover, we demonstrate how asking for forgiveness sometimes mitigates people's reactions to equality norm violations. Results show that asking for forgiveness attenuates negative emotions, retribution, and non-cooperation—but more so if followers, relative to leaders, violated equality. In fact, leaders are less likely to be seen as even violating norms, suggesting that group members perceive leaders to be entitled.     

The role of leadership in shared mental model convergence and team performance improvement: An agent-based computational model

Research in shared mental models has immeasurably aided our understanding of effective teamwork and taskwork. However, little research has focused on the role that leaders play, if any, in influencing, developing and/or fostering shared mental models and thereby improving team performance. We developed an agent-based computational model based on McComb's theory of three-phase mental model development, where agents repeatedly share individual opinions (orientation phase), evaluate and respond to the opinions expressed by others (differentiation phase), and modify their understanding of the team based on the responses (integration phase). Leadership and team properties are represented in three experimental parameters: social network structure, heterogeneity of agents' domains of expertise, and level of their mutual interest. Participative leadership is represented by a fully connected network, while Leader–Member eXchange (LMX) is represented by a fully connected network of in-group members and several out-group members connected only to the leader. Our simulation results show that, in general, participative leadership promotes mental model convergence better than LMX. In the meantime, the team performance improvement is achieved by participative leadership only when members have both heterogeneous domains of expertise and strong mutual interest. In all other conditions, participative leadership causes the worst degradation of team performance through team development processes, while LMX is the best to minimize such team degradation. Implications and suggestions for future research are provided.     

Building Trusting Multicultural Organizations: Rethinking the Influence of Culture on Interpersonal Trust Development in the Workplace

Building trusting, multicultural organizations require us to accentuate ‘sharedness’ rather than identifying differences. This study investigates how organizational members activate multiple sources of cultural values to develop trust with their colleagues from different cultural backgrounds. Through a series of surveys followed by semi-structured interviews, data were collected from members operating in five different multinational organizations based in Germany and South Africa. Analyzed abductively, our findings illustrate the multiple sources of cultural values that influence members' disposition to trust and their assessment of their colleague's trustworthiness. We further show how four levels of trust emerge as an outcome of the interplay between these various cultural dimensions. Through our multidimensional operationalization of culture, we show how variations, not only across, but within individuals can hinder or promote trusting relationships in the workplace. This study highlights the need for more nuanced approaches towards the examination of the influence of culture on trust.     

Analysis and Approximation of a JIT Production Line: A Comment

A recent Decision Sciences article by Jordan [9] presented a Markov-chain model of a just-in-time (JIT) production line. This model was used to estimate average inventories and production rates to find the optimal number of kanbans. Results for expected production rate were found to be consistently lower than those obtained by Huang, Rees, and Taylor [8] in a previous Decision Sciences article. Jordan attributed this unexpected outcome to some procedural problems in Huang et al.'s simulation methodology. In this paper, Markov-numerical analysis is used to compare the performance of Jordan's and Huang et al.'s methods of production control. Simulation analysis is then used to determine the effects of finite withdrawal cycle times. Results show that, for equal numbers of kanbans, Huang et al.'s two-card method of production control provides substantially greater expected production rates than Jordan's method. These results suggest that the Jordan model should not be applied to the problem of setting kanban numbers on manual JIT lines. Finally, we comment on the efficiency of Jordan's iterative method to obtain performance measures of tandem queues.     

International corporate social responsibility and post-entry performance of developing market INVs: The moderating role of corporate governance mechanisms

Building on the stakeholder, agency, and resource dependence theories; this paper investigates the role of international corporate social responsibility (CSR) for the post-entry performance of developing market international new ventures (INVs) in the presence of corporate governance mechanisms to overcome their agency and environmental problems. We test and validate the conceptual model using survey data collected from 110 INVs operating in the developing market of Pakistan. Our results show that international CSR promotes the post-entry performance of developing market INVs. Further, we found that this association is moderated by corporate governance mechanisms of ownership, board independence, and returnee board members. Specifically, the relationship between international CSR and post-entry performance is weaker when ownership is concentrated but stronger when outsider and returnee board members are present in developing market INVs. The findings of this study have important theoretical and practical implications for INVs' social strategies and international performance contingent upon corporate governance.     

The weakness of strong ties: Sampling bias,social ties,and nepotism in family business succession

Decision-making is a complex cognitive activity filled with bias. Leader decision-making is unique because it occurs in a social context. We examine how biases resulting from social network dynamics complicate leaders' decision-making. In particular, we focus on a specific case of leader cognition: nepotism in the succession decisions in the context of family businesses. Succession often leads to a decline in performance because leaders frequently choose family members as their successor, a form of nepotism. We show that even when a leader can overcome individual decision biases, a bias in sampling resulting from families' strong ties can still allow a leader to wrongly conclude that family members are better qualified than external candidates when the opposite is true. We demonstrate this phenomenon using simulation modeling and explore solutions to family business succession planning.     

MODELING MANAGERS' EFFORT-LEVEL DECISIONS FOR A WITHIN-PERSONS EXAMINATION OF EXPECTANCY THEORY IN A BUDGET SETTING

Ronen and Livingstone [42] have proposed that expectancy theory can provide a unifying framework for accounting research aimed at the motivational impact of budgets on managers. Unfortunately, researchers attempting to use this approach have employed an inappropriate across-persons methodology. This paper uses the decision modeling approach we recently developed [48] to provide a within-persons examination of Vroom's force model in a budget setting. An examination of two hypotheses questions the belief expressed in the budget literature to the effect that the use of currently attainable cost standards results in a cost budget with unique motivating characteristics. Strengths of this research are the use of the within-persons approach and the use of an innovative measure of motivational force.     

Satisfaction with Virtual Communities of Interest: Effect on Members' Visit Frequency*

The authors develop a four‐dimensional scale to measure members' satisfaction with virtual communities of interest (VCIs). The dimensions consist of members' satisfaction with member‐to‐member interactions, organizer‐to‐member interactions and organizer‐to‐community interactions, all of which come together on the VCI's site. Using a sample of 3605 members of a VCI, the authors investigated the effect of each satisfaction dimension on members' visit frequency, and the moderating effect of membership duration on the links between the satisfaction dimensions and visit frequency. The results reveal that satisfaction with member‐to‐member interactions, organizer‐to‐member interactions and the community's site has positive effects on members' visit frequency. Members' satisfaction with organizer‐to‐community interactions has no effect on visit frequency. The findings also show that membership duration strengthens two, and weakens one of the linkages between the satisfaction dimensions and members' visit frequency.     

Approximations for Estimating Change in Life Expectancy Attributable to Air Pollution in Relation to Multiple Causes of Death Using a Cause Modified Life Table

There is considerable debate as to the most appropriate metric for characterizing the mortality impacts of air pollution. Life expectancy has been advocated as an informative measure. Although the life‐table calculus is relatively straightforward, it becomes increasingly cumbersome when repeated over large numbers of geographic areas and for multiple causes of death. Two simplifying assumptions were evaluated: linearity of the relation between excess rate ratio and change in life expectancy, and additivity of cause‐specific life‐table calculations. We employed excess rate ratios linking PM_2.5 and mortality from cerebrovascular disease, chronic obstructive pulmonary disease, ischemic heart disease, and lung cancer derived from a meta‐analysis of worldwide cohort studies. As a sensitivity analysis, we employed an integrated exposure response function based on the observed risk of PM_2.5 over a wide range of concentrations from ambient exposure, indoor exposure, second‐hand smoke, and personal smoking. Impacts were estimated in relation to a change in PM_2.5 from 19.5 μg/m³ estimated for Toronto to an estimated natural background concentration of 1.8 μg/m³. Estimated changes in life expectancy varied linearly with excess rate ratios, but at higher values the relationship was more accurately represented as a nonlinear function. Changes in life expectancy attributed to specific causes of death were additive with maximum error of 10%. Results were sensitive to assumptions about the air pollution concentration below which effects on mortality were not quantified. We have demonstrated valid approximations comprising expression of change in life expectancy as a function of excess mortality and summation across multiple causes of death.     

Governance structure and internationalization of family-controlled firms: The mediating role of international entrepreneurial orientation

Stemming from resource dependence theory this article investigates the mediating role of international entrepreneurial orientation on the relationship between the involvement of non-family members in the firms' governance structure and both pace of internationalization and international performance of family firms. Relying on a sample of 113 German family firms, the theoretical model proposed in the study is tested via structural equation modeling techniques. Our findings suggest that a high involvement of non-family members in governance structure has a positive impact on family firms' pace of internationalization, and that this relationship is mediated by the international entrepreneurial orientation of the firm. The discussion section offers implications for family business and international entrepreneurship literature, as well as practical implications.