PSYC 6620/OSCI 8620MICRO ORGANIZATIONAL SCIENCE II

Instructor: David Gilmore

Office: Colvard 4022

Office hours: Tuesday 9:00-11:00 or anytime by appointment

Phone: (704)-687-4740

Email: dcgilmor@uncc.edu

Objective: To provide the student with an understanding of the research, theory, and application of post entry personnel issues.

COURSE OUTLINE:Date Topic 1/14 Introduction/Team Building1/21 MLK Holiday1/28 Performance Evaluation Dimensions2/4 Performance Evaluation Methods2/11 Performance Evaluation Processes2/18 Micro Organizational Processes

Performance Appraisal System Presentation2/25 Micro Organizational Processes and Organization Performance

Performance Appraisal System Paper due3/3 SPRING BREAK3/10 Careers3/17 Talent Development3/24 Socialization/Mentoring3/31 Compensation4/7 Non monetary Rewards4/14 Withdrawal4/21 Diversity

Individual paper due4/28 INTERACTIVE POSTER SESSION

5/5 FINAL EXAM @ 2 pm

STUDENT RESPONSIBILITIES:

Participate in a group project 100Develop a performance evaluation system that can be used to evaluate the performance of the students enrolled in this course. The system must: differentiate among students, measure meaningful dimensions, provide some mechanism for feedback, have psychometric soundness, and have high utility.

Facilitate a class discussion on a selected topic 1001. Assign readings at least one week in advance of class2. Develop 2 page overview of topic that is to be distributed one week in

advance3. Develop questions to guide class discussion 4. Facilitate/ cofacilitate class discussion

Develop an Individual Paper 200Develop either:

1. A critical review of organizational research that concludes with sophisticated research questions/hypotheses to be tested.

2. An organizational policy paper that includes a review of the literature and also summarizes applied research derived from practitioners and experts. This type of paper culminates in a defensible organizational policy statement concerning the micro issue.

Papers should be approximately 3000 words in length and written in APA format and will be presented in a Poster Session.

Complete Final exam 200

Participate in all class activities 100

TOTAL 700

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Micro Organizational Processes

Baron, J.N., Dobbin, F., & Jennings, P.D. (1986). War and peace: The evolution of modern personnel administration in U.S. industry. American Journal of Sociology, 92, 350-383.

Baron, J.N., Jennings, P.D., & Dobbin, F.R. (1988). Mission control? The development of personnel systems in U.S. industry. American Sociological Review, 53, 497-514.

Beer, M., & Spector, B.A. (1984). Human resources management: The integration of industrial relations and organization development. In K.M. Rowland & G.R. Ferris (Eds.), Research in personnel and human resources management (Vol. 2, pp. 261-298). Greenwich, CT: JAI Press.

Brass, D.J. (1995). A social network perspective on human resources management. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 13, pp. 39-79). Greenwich, CT: JAI Press.

Campbell, J.P. (1990). The role of theory in industrial and organizational psychology. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (Second edition, Volume 1, pp. 39-73). Palo Alto, CA: Consulting Psychologists Press.

Cascio, W.F. (1995). Whither industrial and organizational psychology in a changing world of work. American Psychologist, 50, 928-939.

Dobbins, G.H., Cardy, R.L., & Carson, K.P. (1991). Examining fundamental assumptions: A contrast of person and system approaches to human resource management. In G.R. Ferris & K.M. Rowland (Eds.), Research in personnel and human resources management (Vol. 9, pp. 1-38). Greenwich, CT: JAI Press.

Dyer, L., & Schwab, D.P. (1982). Personnel/human resource management research. In T.A. Kochan, D.J.B. Mitchell, & L. Dyer (Eds.), Industrial relations research in the 1970s: Review and appraisal (pp. 187-220). Madison, WI: Industrial Relations Research Association.

Ferris, G.R., Hall, A.T., & Royle, M.T. (2004). Theoretical development in the field of human resources management: Issues and challenges for the future. Organizational Analysis, 12, 231-254.

Ferris, G.R., Hochwarter, W.A., Buckley, M.R., Harrell-Cook, G., & Frink, D.D. (1999). Human resources management: Some new directions. Journal of Management, 25, 385-415.

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Jennings, P.D. (1994). Viewing macro HRM from without: Political and institutional perspectives. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 12, pp. 1-40). Greenwich, CT: JAI Press.

Judge, T.A. (1992). The dispositional perspective in human resources research. In G.R. Ferris & K.M. Rowland (Eds.), Research in personnel and human resources management (Vol. 10, pp. 31-72). Greenwich, CT: JAI Press.

Kamoche, K. (1995). Rhetoric, ritualism, and totemism in human resource management. Human Relations, 48, 367-385.

Kochan, T.A., Batt, R., & Dyer, L. (1992). International human resource studies: A framework for future research. In D. Lewin, O.S. Mitchell, & P.D. Sherer (Eds.), Research frontiers in industrial relations and human resources (pp. 309-337). Madison, WI: Industrial Relations Research Association.

Kristof, A.L. (1996). Person-organization fit: An integrative review of its conceptualization, measurement, and implications. Personnel Psychology, 49, 1-49.

Townley, B. (1993). Foucault, power/knowledge, and its relevance for human resource management. Academy of Management Review, 18, 518-545.

Wright, P.M., & Boswell, W.R. (2002). Desegrating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28, 247-276.

Micro Organizational Processes and Organizational Performance

Arthur, J. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687.

Arthur, M.M. (2003). Share price reactions to work-family initiatives: An institutional perspective. Academy of Management Journal, 46, 497-505.

Arthur, M.M., & Cook, A. (2003). The relationship between work-family human resource practices and firm profitability: A multi-theoretical perspective. In J.J. Martocchio & G.R. Ferris (Eds.), Research in personnel and human resources management (Vol. 22, pp. 219-252). Oxford, UK: JAI Press/Elsevier Science.

Becker, B., & Gerhart, B. (1996). The impact of human resources management on organizational performance: Progress and prospects. Academy of Management Journal, 39, 779-801.

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Becker, B.E., & Huselid, M.A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 16, pp. 53-101). Greenwich, CT: JAI Press.

Bowen, D.E., & Ostroff, C. (2004). Understanding HRM – firm performance linkages: The role of the “strength” of the HRM system. Academy of Management Review, 29, 203-221.

Cappelli, P., & Singh, H. (1992). Integrating strategic human resources and strategic management. In D.Lewin, O.S. Mitchell, & P.D. Sherer (Eds.), Research frontiers in industrial relations and human resources (pp. 165-192). Madison, WI: Industrial Relations Research Association.

Collins, C.J., & Clark, K.D. (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of Management Journal, 46, 740-751.

Delaney, J.T., & Huselid, M.A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39, 949-969.

Delery, J.E., & Doty, D.H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39, 802-835.

Delery, J.E., & Shaw, J.D. (2001). The strategic management of people in work organizations: Review, synthesis, and extension. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 20, pp. 165-197). Oxford, UK: JAI Press/Elsevier Science.

Dyer, L., & Reeves, T. (1995). Human resource strategies and firm performance: What do we know and where do we need to go? International Journal of Human Resource Management, 6, 656-670.

Huselid, M.A., Jackson, S.E., & Schuler, R.S. (1997). Technical and strategic human resource management effectiveness as determinants of firm performance. Academy of Management Journal, 40, 171-188.

Jackson, S.E., & Schuler, R.S. (1995). Understanding human resources management in the context of organizations and their environments. In J.T. Spence, J.M. Darley, & D.J. Foss (Eds.), Annual review of psychology (Vol. 46, pp. 237-264). Palo Alto, CA: Annual Reviews, Inc.

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Johns, G. (1993). Constraints on the adoption of psychology-based personnel practices: Lessons from organizational innovation. Personnel Psychology, 46, 569-592.

Kalleberg, A.L., & Moody, J.W. (1994). Human resource management and organizational performance. American Behavioral Scientist, 37, 948-962.

Koys, D.J. (1997). Human resource management and Fortune’s corporate reputation survey. Employee Responsibilities and Rights Journal, 10, 93-101.

Lado, A.A., & Wilson, M.C. (1994). Human resource systems and sustained competitive advantage: A competency-based perspective. Academy of Management Review, 19, 699-727.

Lepak, D.P., & Snell, S.A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 24, 31-48.

MacDuffie, J.P. (1995). Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48, 197-221.

Osterman, P. (1995). Work/family programs and the employment relationship. Administrative Science Quarterly, 40, 681-700.

Russ, G.S., Galang, M.C., & Ferris, G.R. (1998). Power and influence of the human resources function through boundary spanning and information management. Human Resource Management Review, 8, 125-148.

Rynes, S. L., Giluck, T. L., & Brown, K. G. (2007). The very separate worlds of academic and practitioner periodicals in human resource management: Implications for evidence based management. Academy of Management Journal, 50, 987-1008.

Scherer, P.D., & Leblebici, H. (2001). Bringing variety and change into strategic human resource management. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 20, pp. 199-230). Oxford, UK: JAI Press/Elsevier Science.

Schuler, R.S., Dowling, P.J., & DeCieri, H. (1993). An integrative framweork of strategic international human resource management. Journal of Management, 19, 419-459.

Welbourne, T.M., & Cyr, L.A. (1999). The human resource executive effect in initial public offering firms. Academy of Management Journal, 42, 616-629.

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Wright, P.M., & Snell, S.A. (1998). Toward a unifying framework for exploring fit and flexibility in strategic human resource management. Academy of Management Review, 23, 756-772.

Wright, P.M., Dyer, L.D., Boudreau, J.W., & Milkovich, G.T. (Eds.) (1999). Strategic human resource management in the twenty-first century (Supplement 4 to the series Research in personnel and human resources management). Stamford, CT: JAI Press.

Wright, P.M., Smart, D.L., & McMahan, G.C. (1995). Matches between human resources and strategy among NCAA basketball teams. Academy of Management Journal, 38, 1052-1074.

Performance Evaluation

Performance Evaluation Dimensions

Bartram, D. (2005). The great eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology, 90, 1185-1203.

Borman, W.C. (1991). Job behavior, performance, and effectiveness. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (Second edition, Volume 2, pp. 271-326). Palo Alto, CA: Consulting Psychologists Press.

Borman, W.C., & Motowidlo, S.J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W.C. Borman (Eds.), Personnel selection in organizations (pp. 71-98). San Francisco: Jossey-Bass.

Borman, W.C., & Motowidlo, S.J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10, 99-109.

Borman, W.C., White, L.A., & Dorsey, D.W. (1995). Effects of ratee task performance and interpersonal factors on supervisor and peer performance ratings. Journal of Applied Psychology, 80, 168-177.

Borman, W.C., White, L.A., Pulakos, E.D., & Oppler, S.H. (1991). Models of supervisory job performance ratings. Journal of Applied Psychology, 76, 863-872.

Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A theory of job

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performance. In N. Schmitt & W. C. Borman (Eds.), Personnel Selection in Organizations. San Francisco: Jossey-Bass.

Motowidlo, S.J., Borman, W.C., Schmit, M.J. (1997). A theory of individual differences in task and contextual performance. Human Performance, 10, 71-83.

Sackett, P. R., Zedeck, S., & Fogli, L. (1988). Relations between measures of typical and maximal job performance. Journal of Applied Psychology, 73, 482-486.

Performance Evaluation Methods

Atwater, L.E., & Yammarino, F.J. (1997). Self-other rating agreement: A review and model. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 15, pp. 121-174). Greenwich, CT: JAI Press.

Bretz, R.D., Jr., Milkovich, G.T., & Read, W. (1992). The current state of performance appraisal research and practice: Concerns, directions, and implications. Journal of Management, 18, 321-352.

Campbell, J.P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of indistrial and organizational psychology (Second edition, Vol. 1, pp. 687-732). Palo Alto, CA: Consulting Psychologists Press.

Cederblom, D. (1982). The performance appraisal interview: A review, implications, and suggestions. Academy of Management Review, 7, 219-227.

De Cotiis, T., & Petit, A. (1978). The performance appraisal process: A model and some testable propositions. Academy of Management Review, 3, 635-646.

De Nisi, A.S., Cafferty, T.P., & Meglino, B.M. (1984). A cognitive view of the performance appraisal process: A model and research propositions. Organizational Behavior and Human Performance, 33, 360-396.

Feldman, J.M. (1986). Instrumentation and training for performance appraisal: A perceptual-cognitive viewpoint. In K.M. Rowland & G.R. Ferris (Eds.), Research in personnel and human resources management (Vol. 4, pp. 45-99). Greenwich, CT: JAI Press.

Ferris, G.R., Judge, T.A., Rowland, K.M., & Fitzgibbons, D.E. (1994). Subordinate influence and the performance evaluation process: Test of a model. Organizational Behavior and Human Decision Process, 58, 101-135.

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Folger, R., Konovsky, M.A., & Cropanzano, R. (1992). A due process metaphor for performance appraisal. In L.L. Cummings & B.M. Staw (Eds.), Research in organizational behavior (Vol. 11, pp. 129-177). Greenwich, CT: JAI Press.

Frink, D.D., & Ferris, G.R. (1998). Accountability, impression management, and goal setting in the performance evaluation process. Human Relations, 51, 1259-1283.

Ilgen, D.R., & Feldman, J.M. (1983). Performance appraisal: A process focus. In L.L. Cummings & B.M. Staw (Eds.), Research in organizational behavior (Vol. 5, pp. 141-197). Greenwich, CT: JAI Press.

Judge, T.A., & Ferris, G.R. (1993). The social context of performance evaluation decisions. Academy of Management Journal, 36, 80-105.

Kane, J.S., & Lawler, E.E., III. (1979). Performance appraisal effectiveness: Its assessment and determinants. In B.M. Staw (Ed.), Research in organizational behavior (Vol. 1, pp. 425-478). Greenwich, CT: JAI Press.

Klimoski, R., & Inks, L. (1990). Accountability forces in performance appraisal. Organizational Behavior and Human Decision Processes, 45, 194-208.

Kravitz, D.A., & Balzer, W.K. (1992). Context effects in performance appraisal: A methodological critique and empirical study. Journal of Applied Psychology, 77, 24-31.

Landy, F.J., & Farr, J.L. (1980). Performance rating. Psychological Bulletin, 87, 72-107.

Latham GP, Mann S. (2006). Advances in the science of performance appraisal: Implications for practice. International Review of Industrial and Organizational.Psychology, 21, 295–337.

Mehra, A., Kilduff, M., & Brass, D.J. (2001). The social networks of high and low self-monitors: Implications for workplace performance. Administrative Science Quarterly, 46, 121-146.

Mero, N.P., & Motowidlo, S.J. (1995). Effects of rater accountability on the accuracy and the favorability of performance ratings. Journal of Applied Psychology, 80, 517-524.

Motowidlo, S.J., & Van Scotter, J.R. (1994). Evidence that task performance should be distinguished from contextual performance. Journal of Applied Psychology, 79, 475-480.

Smither JW. (1998). Lessons learned: Research implications for performance appraisal and management practice. In Smither, JW(Ed.), Performance appraisal: State of the art in practice (pp. 537–547). San Francisco: Jossey-Bass.

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Van Scotter, J.R., & Motowidlo, S.J. (1996). Interpersonal facilitation and job dedication as separate facets of contextual performance. Journal of Applied Psychology, 81, 525-531.

Wayne, S.J., & Liden, R.C. (1995). Effects of impression management on performance ratings: A longitudinal study. Academy of Management Journal, 38, 232-260.

Wayne, S.J., Liden, R.C., Graf, I.K., & Ferris, G.R. (1997). The role of upward influence tactics in human resource decisions. Personnel Psychology, 50, 979-1006.

Performance Evaluation Processes

Ashford, S.J. (1986). Feedback-seeking in individual adaptation: A resource perspective. Academy of Management Journal, 29, 465-487.

Ashford, S.J. (1991). Self-regulation for managerial effectiveness: The role of active feedback seeking. Academy of Management Journal, 34, 251-280.

Bernardin, H.J. & Villanova, P.(2002). A trinity of prescriptions for performance management systems. In G.R. Ferris, M.R. Buckley, & D.B. Fedor (Eds.), Human resources management: Perspectives, context, functions, and outcomes (4th ed. pp. 279-297). Upper Saddle River, NJ: Prentice-Hall.

Bannister, B.D. (1986). Performance outcome feedback and attributional feedback: Interactive effects on recipient responses. Journal of Applied Psychology, 71, 203-210.

Fedor, D.B., Eder, R.W., & Buckley, M.R. (1989). The contributory effects of supervisor intentions on subordinate feedback responses. Organizational Behavior and Human Decision Processes, 44, 396-414.

Herold, D.M., & Fedor, D.B. (1998). Individuals’ interaction with their feedback environment: The role of domain-specific individual differences. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 16, pp. 215-254). Greenwich, CT: JAI Press.

Kluger, A.N., & DeNisi, A. (1996). The effects of feedback interventions on performance: A historical review, a meta-analysis, and a preliminary feedback intervention theory. Psychological Bulletin, 119, 254-284.

Liden, R.C., & Mitchell, T.R. (1985). Reactions to feedback: The role of attributions. Academy of Management Journal, 28, 291-308.

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Morrison, E.W., & Bies, R.J. (1991). Impression management in the feedback-seeking process: A literature review and research agenda. Academy of Management Review, 16, 522-541.

Pearce, J.L., & Porter, L.W. (1986). Employee responses to formal performance appraisal feedback. Journal of Applied Psychology, 71, 211-218.

Wayne, S.J., & Kacmar, K.M. (1991). The effects of impression management on the performance appraisal process. Organizational Behavior and Human Decision Processes, 48, 70-88.

Careers

Ashford, S.J., & Taylor, M.S. (1990). Adaption to work transitions: An integrative approach. In G.R. Ferris & K.M. Rowland (Eds.), Research in personnel and human resources management (Vol. 8, pp. 1-39). Greenwich, CT: JAI Press.

Baron, J.N., Davis-Blake, A., & Bielby, W.T. (1986). The structure of opportunity: How promotion ladders vary within and among organizations. Administrative Science Quarterly, 31, 248-273.

Cable, D.M., & Murray, B. (1999). Tournaments versus sponsored mobility as determinants of job search success. Academy of Management Journal, 42, 439-449.

Cooper, W.H., Graham, W.J., & Dyke, L.S. (1993). Tournament players. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol.11, pp. 83-132). Greenwich, CT: JAI Press.

Dreher, G.F., & Bretz, R.D., Jr. (1991). Cognitive ability and career attainment: Moderating effects of early career success. Journal of Applied Psychology, 76, 392-397.

Judge, T.A., & Bretz, R.D., Jr. (1994). Political influence behavior and career success. Journal of Management, 20, 43-65.

Markham, W.T., Harlan, S.L., & Hackett, E.J. (1987). Promotion opportunity in organizations: Causes and consequences. In K.M. Rowland & G.R. Ferris (Eds.), Research in personnel and human resources management (Vol. 5, pp. 223-287). Greenwich, CT: JAI Press.

Morrison, E. & Robinson, S. (1997). When employees feel betrayed: A model of psychological contract violation. Academy of Management Review, 22,226-256.

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Rosenbaum, J.E. (1979). Organizational career mobility: Promotion chances in a corporation during periods of growth and contraction. American Journal of Sociology, 85, 21-48.

Rosenbaum, J.E. (1979). Tournament mobility: Career patterns in a corporation. Administrative Science Quarterly, 24, 220-241.

Schaubroeck, J., & Lam, S.S.K. (2002). How similarity to peers and supervisor influences organizational advancement in different cultures. Academy of Management Journal, 45, 1120-1136.

Siebert, S.E., Kraimer, M.L., & Liden, R.C. (2001). A social capital theory of career success. Academy of Management Journal, 44, 219-237.

Stroh, L.K., Brett, J.M., & Reilly, A.H. (1992). All the right stuff: A comparison of female and male managers' career progression. Journal of Applied Psychology, 77, 251-260.

Sullivan, S.E. (1999). The changing nature of careers: A review and research agenda. Journal of Management, 25, 457-484.

Thacker, R.A., & Wayne, S.J. (1995). An examination of the relationship between upward influence tactics and assessments of promotability. Journal of Management, 21, 739-756.

Whitely, W., Dougherty, I.W., & Dreher, G.F. (1991). Relationship of career mentoring and socioeconomic origin to managers' and professionals' early career progress. Academy of Management Journal, 34, 331-351.

Talent Development

Beatty, R.W., Schneier, C.E., & McEvoy, G.M. (1987). Executive development and management succession. In K.M. Rowland & G.R. Ferris (Eds.), Research in personnel and human resources management (Vol. 5, pp. 289-322). Greenwich, CT: JAI Press.

Berman, W. & Bradt, G. (2006). Executive coaching and consulting: “Different strokes for different folks”. Professional Psychology: Practice and Research, 37(3), 244-253.

Boehm, V.R. (1982). Assessment centers and management development. In K.M. Rowland & G.R. Ferris (Eds.), Personnel management (pp. 327-362). Boston: Allyn and Bacon.

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Burt, R.S. (1997). The contingent value of social capital. Administrative Science Quarterly, 42, 339-365.

Conway, J.M. (1999). Distinguishing contextual performance from task performance for managerial jobs. Journal of Applied Psychology, 84, 3-13.

Gardner, W.L., & Avolio, B.J. (1998). The charismatic relationship: A dramaturgical perspective. Academy of Management Review, 23, 32-58.

Hall, D.T., Otazo, K.L., & Hollenbeck, G.P. (1999). Behind closed doors: What really happens in executive coaching. Organizational Dynamics,27 (3), 39-54.

Judge, T. & Cowell, J. (1997). The brave new world of executive coaching. Business Horizons, 40(4), 71-78.

Kilburg, R.R.(2000). Executive coaching: Developing managerial wisdom in a world of chaos. Washington: American Psychological Association.

Kiel, F., Rimmer, E. Williams, K., & Doyle, M.(1996). Coaching at the top. Consulting Psychology Journal: Practice and Research, 48 (2), 67-77.

Gilmore, D. C. ( 2002). Executive coaching. In G.R. Ferris, M.R. Buckley, & D.B. Fedor (Eds.), Human resources management: Perspectives, context, functions, and outcomes (4th ed. pp. 356-364). Upper Saddle River, NJ: Prentice-Hall.

Howard, A. (1986). College experiences and managerial performance. Journal of Applied Psychology Monograph, 71, 530-552.

Judge, T.A., Cable, D.M., Boudreau, J.W., & Bretz, R.D. (1995). An empirical investigation of the predictors of executive career success. Personnel Psychology, 48, 485-519.

Kesner, I.F., & Sebora, T.C. (1994). Executive succession: Past, present, and future. Journal of Management, 20, 327-372.

Kilduff, M., & Day, D.V. (1994). Do chameleon's get ahead? The effects of self-monitoring on managerial careers. Academy of Management Journal, 37, 1047-1060.

Lyness, K.S., & Thompson, D.E. (2000). Climbing the corporate ladder: Do female and male executives follow the same route? Journal of Applied Psychology, 85, 86-101.

McCall, M. W., Lombardo, M.M., & Morrison, A.M.(1988). The lessons of experience: How successful executives develop on the job. New York: Lexington.

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O’Reilly, C.A., III, & Chatman, J.A. (1994). Working smarter and harder: A longitudinal study of managerial success. Administrative Science Quarterly, 39, 603-627.

Ohlott, P.J., Ruderman, M.N., & McCauley, C.D. (1994). Gender differences in manager's developmental job experiences. Academy of Management Journal, 37, 46-67.

Olivero, G., Bane, K. D., & Kopelman, R.E. (1997). Executive coaching as a transfer of training tool:Effects on productivity in a public agency. Public Personnel Management, 26, 461-470.

Orenstein, R. (2006). Measuring executive coaching efficacy? The answer was right here all the time. Consulting Psychology Journal, 58(2), 106-116.

Reeves, W.B. (2006). The value proposition of executive coaching. Financial Executive, 22(10), 48-49.

Staw, B.M., & Borsade, S.G. (1993). Affect and managerial performance: A test of the sadder-but-wiser vs. happier-and-smarter hypothesis. Administrative Science Quarterly, 38, 304-331.

Sternberg, R.J. (1997). Managerial intelligence: Why IQ isn’t enough. Journal of Management, 23, 475-493.

Thach, L. & Heinselman, T. (1999). Executive coaching defined. Training & Development,53,3,34-40.

Thornton, G.C., III., & Cleveland, J.N. (1990). Developing managerial talent through simulation. American Psychologist, 45, 190-199.

Tornow, W.W., & Pinto, P.R. (1976). The development of a managerial job taxonomy: A system for describing, classifying, and evaluating executive positions. Journal of Applied Psychology, 62, 283-287.

Tsui, A.S., & Ashford, S.J. (1994). Adaptive self-regulation: A process view of managerial effectiveness. Journal of Management, 20, 93-121.

Tsui, A.S., Ashford, S.J., St. Clair, L., & Xin, K.R. (1995). Dealing with discrepant expectations: Response strategies and managerial effectiveness. Academy of Management Journal, 38, 1515-1543.

Van Velsor, E., & Leslie, J.B. (1995). Why executives derail: Perspectives across time and culture. Academy of Management Executive, 9, 62-72.

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Welsh, M.A., & Dehler, G.E. (1988). Political legacy of administrative succession. Academy of Management Journal, 31, 948-961.

Wexley, K.N., & Baldwin, T.T. (1986). Management development. Journal of Management, 12, 277-194.

Witherspoon, R. & White, R.P.(1996). Executive coaching: A continuum of roles . Consulting Psychology Journal: Practice and Research, 48 (2), 124-133.

Zaccaro, S.J., Gilbert, J.A., Thor, K.K., & Mumford, M.D. (1991). Leadership and social intelligence: Linking social perceptiveness and behavioral flexibility to leader effectiveness. Leadership Quarterly, 2, 317-342.

Socialization and Mentoring

Alllen, T.D., & Eby, L. T. (2007). The Blackwell handbook of mentoring: A multiple perspectives approach. Malden, MA: Blackwell Publishing.

Allen, T. D., Eby, L. T. & Lentz, E. (2006) Mentorship behaviors and mentorship quality associated with formal mentoring programs: Closing the gap between research and practice. Journal of Applied Psychology, 91, 567-578.

Ashforth, B.E., & Saks, A.M. (1996). Socialization tactics: Longitudinal effects on newcomer adjustment. Academy of Management Journal, 39, 149-178.

Bauer, T.N., Morrison, E.W., & Callister, R.R. (1998). Organizational socialization: A review and directions for future research. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 16, pp. 149-214). Greenwich, CT: JAI Press.

Chao, G.T., O'Leary-Kelly, A.M., Wolf, S., Klein, H.J., & Gardner, P.D. (1994). Organizational socialization: Its contents and consequences. Journal of Applied Psychology, 79, 730-743.

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Martocchio, J.J., & Baldwin, T.T. (1997). The evolution of strategic organizational

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Morrison, E.W. (2002). Newcomers’ relationships: The role of social network ties during socialization. Academy of Management Journal, 45, 1149-1160

Noe, R. (1988). Women and mentoring: A review and research agenda. Academy of Management Review, 13, 65-79.

Noe, R.A., Greenberger, D.B., & Wang, S. (2002). Mentoring: What we know and where we might go. In G.R. Ferris & J.J. Martocchio (Eds.), Research in personnel and human resources management (Vol. 21, pp. 129-173). Oxford, UK: JAI Press/Elsevier Science.

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Ragins, B.R., & Cotton, J.L. (1999). Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84, 529-550.

Scandura, T.A. (1998). Dysfunctional mentoring relationships and outcomes. Journal of Management, 24, 449-467.

Turban, D.B., & Dougherty, T.W. (1994). Role of protege personality in receipt of mentoring and career sucess. Academy of Management Journal, 37, 688-702.

Wanberg, C.R., Welsh, E.T., & Hezlett, S.A. (2003). Mentoring research: A review and dynamic process model. In J.J. Martocchio & G.R. Ferris (Eds.), Research in personnel and human resources management (Vol. 22, pp. 39-124). Oxford, UK: JAI Press/Elsevier Science.

Wanous, J.P., & Reichers, A.E. (2000). New employee orientation programs. Human Resource Management Review, 10, 435-451.

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Young, A.M., & Perrewé, P.L. (2000). The exchange relationship between mentors and protégés: The development of a framework. Human Resource Management Review, 10, 177-209.

Compensation

Auster, E.R. (1989). Task characteristics as a bridge between macro- and micro-level research on salary inequality between men and women. Academy of Management Review, 14, 173-193.

Barkema, H.G., & Gomez-Mejia, L.R. (1998). Managerial compensation and firm performance: A general research framework. Academy of Management Journal, 41, 135-145.

Bartol, K.M., & Martin, D.C., (1990). When politics pays: Factors influencing managerial compensation decisions. Personnel Psychology, 43, 599-614.

Belliveau, M.A., O’Reilly, C.A. III, & Wade, J.B. (1996). Social capital at the top: Effects of social similarity and status on CEO compensation. Academy of Management Journal, 39, 1568-1593.

Bloom, M., & Milkovich, G.T. (1998). Relationships among risk, incentive pay, and organizational performance. Academy of Management Journal, 41, 283-287.

Brown, M.P., Sturman, M.C., & Simmering, M.J. (2003). Compensation policy and organizational performance: The efficiency, operational, and financial implications of pay levels and pay structure. Academy of Management Journal, 46, 752-762.

Colella, A., Paetzold, R. L, Zardkoohi, A., & Wesson, M.J. (2007). Exposing pay secrecy. Academy of Management Review, 32, 55-71.

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Gerhart, B., & Milkovich, G.T. (1992). Employee compensation: Research and practice. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (Second edition, Volume 3, pp. 481-569). Palo Alto, CA: Consulting Psychologists Press.

Gerhart, B., Milkovich, G.T., & Murray, B. (1992). Pay, performance, and participation. In D. Lewin, O.S. Mitchell, & P.D. Sherer (Eds.), Research frontiers in industrial relations and human resources (pp. 193-238). Madison, WI: Industrial Relations Research Association.

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Gomez-Mejia, L.R., & Balkin, D.B. (1992). Determinants of faculty pay: An agency theory perspective. Academy of Management Journal, 35, 921-955.

Gomez-Mejia, L.R., & Wiseman, R.M. (1997). Reframing executive compensation: An assessment and outlook. Journal of Management, 23, 291-374.

Kerr, S. (1975). On the folly of rewarding A while hoping for B. Academy of Management Journal, 18, 769-783.

Konrad, A.M., & Pfeffer, J. (1990). Do you get what you deserve? Factors affecting the relationship between productivity and pay. Administrative Science Quarterly, 35, 258-285.

Lawler, E.E., III & Jenkins, G.D., Jr. (1992). Strategic reward systems. In M.D. Dunnette & L.M. Hough (Eds.), Handbook of industrial and organizational psychology (Second edition, Volume 3, pp. 1009-1055). Palo Alto, CA: Consulting Psychologists Press.

Miceli, M.P., Jung, I., Near, J.P., & Greenberger, D.B. (1991). Predictors and outcomes of reactions to pay-for-performance plans. Journal of Applied Psychology, 76, 508-521.

Pfeffer, J., & Davis-Blake, A. (1987). Understanding organizational wage structures: A resource dependence approach. Academy of Management Journal, 30, 437-455.

Pfeffer, J., & Langton, N. (1993). The effect of wage dispersion on satisfaction, productivity, and working collaboratively: Evidence from college and university faculty. Administrative Science Quarterly, 38, 382-407.

Seidel, M.D.L., Polzer, J.T., & Stewart, K.J. (2000). Friends in high places: The effects of social networks on discrimination in salary negotiations. Administrative Science Quarterly, 45, 1-24.

Tosi, H.L., Gomez-Mejia, L.R., Loughry, M.L., Werner, S., Banning, K., Katz, J., Harris, R., & Silva, P. (1999). Managerial discretion, compensation strategy, and firm performance: The case for ownership structure. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 17, pp. 163-208). Stamford, CT: JAI Press.

Tosi, H.L., Jr., & Gomez-Mejia, L.R. (1989). The decoupling of CEO pay and performance: An agency theory perspective. Administrative Science Quarterly, 34, 169-189.

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Weber, C.L., & Rynes, S.L. (1991). Effects of compensation strategy on job pay decisions. Academy of Management Journal, 34, 86-109.

Zajac, E.J., & Westphal, J.D. (1995). Accounting for explanations of CEO compensation: Substance and symbolism. Administrative Science Quarterly, 40, 283-308.

Zenger, T.R. (1992). Why do employers only reward extreme performance? Examining the relationships among performance, pay, and turnover. Administrative Science Quarterly, 37, 198-219.

Non Monetary Rewards

Bowling, N.A. Beehr, T.A., Wagner, S. H. & Libkuman, T. M. (2005). Adaptation-level theory, opponent process theory, and dispositions: An integrated approach to the stability of job satisfaction. Journal of Applied Psychology, 90, 1044-1053.

Dulebohn, J. H. & Werling, S. E. (2007) Compensation research past, present, and future. Human Resource Management Review,17(2),191-207

Gerhart, B., Trevor, C.O., & Graham, M.E. (1996). New directions in compensation research: Synergies, risk, and survival. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 14, pp. 143-203). Greenwich, CT: JAI Press.

Kerr, S. (1975). On the folly of rewarding A while hoping for B. Academy of Management Journal, 18, 769-783.

Peterson, S. J. & Luthans, F. (2006) The impact of financial and nonfinancial incentives on business-unit outcomes over time. Journal of Applied Psychology, 91, 156-165.

Waite, M. L. & Stites-Doe, S. (2000). Removing performance appraisal and merit pay in the name of quality: An empirical study of employees' reactions. Journal of Quality Management, 5(2),187-206

Withdrawal

Abelson, M.A. (1993). Turnover cultures. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 11, pp. 329-376). Greenwich, CT: JAI Press.

Campion, M.A. (1991). Meaning and measurement of turnover: Comparison of alternative measures and recommendations for research. Journal of Applied Psychology, 76, 199-212.

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Cotton, J.L., & Tuttle, J.M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of Management Review, 11, 55-70.

Dalton, D.R., & Mesch, D.J. (1990). The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly, 35, 370-387.

Dalton, D.R., & Todor, W.D. (1993). Turnover, transfer, and absenteeism: An interdependent perspective. Journal of Management, 19, 193-219.

Dess, G.G., & Shaw, J.D. (2001). Voluntary turnover, social capital, and organizational performance. Academy of Management Review, 26, 446-456.

Dickter, D.N., Roznowski, M., & Harrison, D.A. (1996). Temporal tempering: An event history analysis of the process of voluntary turnover. Journal of Applied Psychology, 81, 705-716.

Fichman, M. (1988). Motivational consequences of absence and attendance: Proportional hazard estimation of a dynamic motivation model. Journal of Applied Psychology Monograph, 73, 119-134.

Fichman, M. (1989). Attendance makes the heart grow fonder: A hazard rate approach to modeling attendance. Journal of Applied Psychology, 74, 325-335.

George, J.M. (1989). Mood and absence. Journal of Applied Psychology, 74, 317-324.

George, J.M., & Bettenhausen, K. (1990). Understanding prosocial behavior, sales performance, and turnover: A group-level analysis in a service context. Journal of Applied Psychology, 75, 698-709.

Griffeth, R.W., & Hom, P.W. (1995). The employee turnover process. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 13, pp. 245-293). Greenwich, CT: JAI Press..

Harrison, D.A., & Martocchio, J.J. (1998). Time for absenteeism: A 20-year review of origins, offshoots, and outcomes. Journal of Management, 24, 305-350.

Hom, P.W., & Griffith, R.W. (1991). Structural equation modeling test of a turnover theory: Cross-sectional and longitudinal analyses. Journal of Applied Psychology, 76, 350-366.

Hulin, C.L., Roznowski, M., & Hachuja, D. (1985). Alternative opportunities and withdrawal decisions: Empirical and theoretical discrepancies and an integration. Psychological Bulletin, 95, 233-250.

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Jackofsky, E.F. (1984). Turnover and job performance: An integrated process model. Academy of Management Review, 9, 74-83.

Judge, T.A., Martocchio, J.J., & Thoresen, C.J. (1997). Five-factor model of personality and employee absence. Journal of Applied Psychology, 82, 745-755.

Lee, T.W., Mitchell, T.R., Wise, L., & Fireman, S. (1996). An unfolding model of voluntary employee turnover. Academy of Management Journal, 39, 5-36.

Mitchell, T.R., & Lee, T.W. (2001). The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment. In B.M Staw & R.I. Sutton (Eds.), Research in organizational behavior (Vol. 23, pp. 189-246). Oxford, UK: JAI Press/Elsevier Science.

Mitra, A., Jenkins, G.D., Jr., & Gupta, N. (1992). A meta-analytic review of the relationship between absence and turnover. Journal of Applied Psychology, 77, 879-889.

Morita, J.G., Lee, T.W. & Mowday, R.T. (1989). Introducing survival analysis to organizational researchers: A selected application to turnover research. Journal of Applied Psychology, 74, 280-292.

Morita, J.G., Lee, T.W. & Mowday, R.T. (1993). The regression-analog to survival analysis: A selected application to turnover research. Academy of Management Journal, 36, 1430-1464.

Pelled, L.H., & Xin, K.R. (1999). Down and out: An investigation of the relationship between mood and employee withdrawal behavior. Journal of Management, 25, 875-895.

Sheridan, J.E. (1985). A catastrophe model of employee withdrawal leading to low job performance, high absenteeism, and job turnover during the first year of employment. Academy of Management Journal, 28, 88-109.

Sheridan, J.E. (1992). Organizational culture and employee retention. Academy of Management Journal, 35, 1036-1056.

Steel, R.P., & Rentsch, J.R. (1995). Influence of cumulation strategies on the long-range prediction of absenteeism. Academy of Management Journal, 38, 1616-1634.

Trevor, C.O., Gerhart, B., & Boudreau, J.W. (1997). Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions. Journal of Applied Psychology, 82, 44-61.

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Diversity

Avolio, B.J., Waldman, D.A., & McDaniel, M.A. (1990). Age and work performance in nonmanagerial jobs: The effects of experience and occupational type. Academy of Management Journal, 33, 407-422.

Bedeian, A.G., Ferris, G.R., & Kacmar, K.M. (1992). Age, tenure, and job satisfaction: A tale of two perspectives. Journal of Vocational Behavior, 40, 33-48.

Bielby, W.T., & Baron, J.N. (1986). Men and women at work: Sex segregation and statistical discrimination. American Journal of Sociology, 91, 759-799.

Blau, F.D., & Kahn, L. M. (2007). The gender pay gap: Have women gone as far as they can? Academy of Management Perspectives, 21(1), 7-23.

Deaux, K. (1984). From individual differences to social categories: Analysis of a decade's research on gender. American Psychologist, 39, 105-116.

Dobbins, G.H. (1985). Effects of gender on leaders' responses to poor performers: An attributional interpretation. Academy of Management Journal, 28, 587-598.

Elvira, M.M., & Cohen, L.E. (2001). Location matters: A cross-level analysis of the effects of organizational sex composition on turnover. Academy of Management Journal, 44, 591-605.

Ferris, G.R., Frink, D.D., Bhawuk, D.P.S., Zhou, J., & Gilmore, D.C. (1996). Reactions of diverse groups to politics in the workplace. Journal of Management, 22, 23-44.

Ferris, G.R., Judge, T.A., Chachere, J.G., & Liden, R.C. (1991). The age context of performance evaluation decisions. Psychology and Aging, 6, 616-622.

Ferris, G.R., Yates, V.L., Gilmore, D.C. & Rowland, K.M. (1985). The influences of subordinate age on performance ratings and causal attributions. Personnel Psychology, 38, 545-557.

Friedman, R.A. (1996). Defining the scope and logic of minority and female network groups: Can separation enhance integration? In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 14, pp. 307-349). Greenwich, CT: JAI Press.

Frink, D.D., Robinson, R.K., Reithel, B., Arthur, M.M., Ammeter, A.P., Ferris, G.R., Kaplan, D.M., & Morrisette, H.S. (2003). Gender demography and organization performance: A two-study investigation with convergence. Group and Organization Management, 28, 127-147.

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Helfat, C.E., Harris, D., & Wolfson, P.J. (2006). The pipeline to the top: Women and men in the top executive ranks of U.S. corporations. Academy of Management Perspectives, 20, 4, 42-64.

Ibarra, H. (1993). Personal networks of women and minorities in management: A conceptual framework. Academy of Management Review, 18, 56-87.

Ilgen, D.R., & Youtz, M.A. (1986). Factors affecting the evaluation and development of minorities in organizations. In K.M. Rowland & G.R. Ferris (Eds.), Research in personnel and human resources management (Vol. 4, pp. 307-337). Greenwich, CT: JAI Press.

Kacmar, K.M., & Ferris, G.R. (1989). Theoretical and methodological considerations in the age-job satisfaction relationship. Journal of Applied Psychology, 74, 201-207.

Lawrence, B.S. (1987). An organizational theory of age effects. In S. Bacharach & N. Di Tomaso (Eds.), Research in the sociology of organizations (Vol. 6). Greenwich, CT: JAI Press.

Lawrence, B.S. (1988). New wrinkles in the theory of age: Demography, norms, and performance ratings. Academy of Management Journal, 31, 309-337.

Lawrence, B.S. (1996). Interest and indifference: The role of age in the organizational sciences. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 14, pp. 1-59). Greenwich, CT: JAI Press.

Lee, J.A., & Clemons, T. (1985). Factors affecting employment decisions about older workers. Journal of Applied Psychology, 70, 785-788.

McCain, B.E., O'Reilly, C., & Pfeffer, J. (1983). The effects of departmental demography on turnover: The case of a university. Academy of Management Journal, 26, 626-641.

Page, S. E. (2007). Making the difference: Applying a logic of diversity. Academy of Management Perspective, 21(4), 6-20.

Perry, E. (1997). A cognitive approach to understanding discrimination: A closer look at applicant gender and age. In G.R. Ferris (Ed.), Research in personnel and human resources management (Vol. 15, pp. 175-240). Greenwich, CT: JAI Press.

Perry, E.L., Davis-Blake, A., & Kulik, C.T. (1994). Explaining gender-based selection decisions: A synthesis of contextual and cognitive approaches. Academy of Management Review, 19, 786-820.

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Pfeffer, J. (1983). Organizational demography. In L.L. Cummings & B.M. Staw (Eds.), Research in organizational behavior (Vol. 5, pp. 299-357). Greenwich, CT: JAI Press.

Riordan, C.M., & Shore, L.M. (1997). Demographic diversity and employee attitudes: An empirical examination of relational demography within work units. Journal of Applied Psychology, 82, 342-358.

Rosen, B., Jerdee, T.H. (1979). The nature of job-related age stereotypes. Journal of Applied Psychology, 61, 180-183.

Rosen, B., Jerdee, T.H., & Lunn, R.O. (1981). Effects of performance appraisal format, age, and performance level on retirement decisions. Journal of Applied Psychology, 66, 515-519.

Tsui, A.S., & O'Reilly, C.A., III. (1989). Beyond simple demographic effects: The importance of relational demography in superior-subordinate dyads. Academy of Management Journal, 32, 402-423.

Williams, K.Y., & O’Reilly, C.A. III (1998). Demography and diversity in organizations: A review of 40 years of research. In B.M. Staw & L.L. Cummings (Eds.), Research in organizational behavior (Vol. 20, pp. 77-140). Greenwich, CT: JAI Press.

Wright, P., Ferris, S.P., Hiller, J.S., & Kroll, M. (1995). Competitiveness through management of diversity: Effects on stock price valuation. Academy of Management Journal, 38, 272-287.

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