Research on women in leadership positions has largely focused on the board or top management team (TMT) leadership level, showing that increased female representation at these levels can benefit organizational performance. However, the strategic implications of female representation at middle management have been largely neglected. The current study addresses this issue in relation to High Performance Work System (HPWS) improvement and organizational performance (profitability). By analyzing the multi-wave (2009, 2011, and 2013) Workplace Panel Survey (WPS) data collected from 1101 organizations in South Korea, we found a gender diversity advantage at middle management; that is, a higher level of gender diversity of middle management translated into a higher level of organizational performance due to HPWS improvement. However, this advantage appeared only in the presence of a high level of subordinates' gender diversity. Our findings have important implications for gender diversity and strategic human resource management.

In this paper, we attempt to describe the relationship between the observation of coworker idiosyncratic deals (i-deals: Rousseau et al., 2006; Rousseau, 2005) and employee turnover intention by incorporating two explanatory mechanisms: workplace flexibility and procedural justice. We hypothesize contrasting implications of coworker flexibility i-deals and developmental i-deals on these two mediating mechanisms. Based on a sample of 176 employees, we find differential implications for the two types of i-deals and mediators. We discuss these findings and the implications of our research.

본 연구에서는 직원의 대규모 정리 해고 (다운사이징)와 관련된 조직의 결과를 살펴본다. 이론적으로 서비스 이익 체인 프레임워크에 기반하여 다운사이징이 고객 만족 및 결과적으로 회사 성과에 대한 축소를 야기하는지를 조사한다. 연구를 수행하기 위해 다음과 같은 두단계 접근 방식을 채택하였다. 먼저 서비스 산업에서 서비스 이익 체인 프레임워크의 핵심 아이디어를 먼저 테스트한 후, 검증된 이론적 틀을 토태로 서비스업과 제조업계 간에 다운사이징의 차별적 영향을 설명한다. 205개의 미국회사들과 1804개의 관찰치로 위계선형모델링을 한 결과, 본 연구는 (1) 고객만족이 다운사이징과 회사성과를 서비스 산업에서 매개하고, (2) 이러한 매개효과로부터 왜 다운사이징이 제조업보다는 서비스업에서 회사성과에 악영향을 미친다는 것을 밝힌다. 본 연구는 다운사이징이 고객 만족에, 이어서 기업성과에 미치는 영향을 제언, 분석, 그리고 그 함의를 논한다. 더불어 본 연구의 한계 또한 포함되어 논한다.In this paper, I examine the organizational consequences associated with employee massive layoff (downsizing). More specifically, I invoke the service profit chain framework to investigate the implications of downsizing for customer satisfaction and, in turn, firm performance. In doing so, I adopted a two-step approach where I first test the core idea of the service profit chain framework in the service industry only and then use it as a major framework that explains the differential impact of downsizing on performance between service and the manufacturing industry. The results from hierarchical linear modeling (HLM) on a sample of 205 US firms and 1,804 observations indicate that: (1) customer satisfaction mediates the relationship between employee downsizing and firm performance in the service industry; and (2) this mediating process explains why downsizing is more detrimental in the service industry than the manufacturing industry. The implications of downsizing for customer satisfaction and firm performance are proposed, analyzed, and discussed. Study limitations are also presented.

The authors developed and tested a two-by-two framework that identifies the strength of relationships between facets of negative affect (trait and state) and facets of organizational citizenship behavior (OCBI and OCBO). The framework is based on a stream of research concerned with dispositional- and situational-based predictors of OCB and is complemented with the phenomenon of social exchange spillover. Hypotheses were developed and tested using meta-analytic data to provide an authoritative perspective on the relationships of interest. The results largely support the proposed framework and suggest the strongest relationships are those between trait negative affect and OCBO, whereas the weakest relationships are those between state negative affect and OCBI. The authors discuss implications for research and practice concerning relationships between negative affect and OCB.

HR outsourcing in the US is booming. In fact, the HR outsourcing trend has steadily increased over the past decade (HR Outsourcing Trends Report, 2018). Although academic literature has taken an interest in this phenomenon, there is still much to learn about how and why HR outsourcing impacts its most vulnerable clients: small firms. In this paper, we advance the current state of HR outsourcing research by filling gaps related to theory and empirical research. We present a new perspective rooted in the underpinnings of TCE theory by describing how HR outsourcing is related to employment relationships within the small firm context. We supplement our proposed model with an examination of small firms in the US. As explained in our model, we suggest that small firms can benefit from HR outsourcing through employee-related outcomes such as turnover and productivity. Results presented in this paper support the idea that HR outsourcing has a meaningful relationship with both turnover and productivity. The evidence also suggests that small firms’ age, number of employees, and outsourcing configurations play a significant role in these relationships. In all, this paper provides a theoretical framework for future HR outsourcing research complemented with empirical evidence. Implications for research and practice are discussed.

본 연구는 문화 클러스터와 앙트러프러너들의 비즈니스에서 일어나는 기업가적 활동 사이의 관계에 초점을 맞추고 있다. 창조 계급에 대한 플로리다(2004)의 주장은 우리가 어떻게 도시 재생을 인식하는지에 대해 많은 영향을 미쳤다. 이는 최근 학계 및 정계에서 그들의 존재의 중요성에 주목함으로 인해 특히 도시의 창의 클러스터에 관한 수많은 연구의 관심을 끌었다. 대부분의 연구는 창의 산업에서 지역경제 발전과 관련된 기업의 중요성을 강조하고 있는 반면, 그 지역의 앙트러프러너를 중심으로 그들의 비즈니스에 대해 다룬 연구는 미비한 실정이다. 따라서 본 연구는 창의 산업 내 문화 클러스터 현상이 앙트러프러너들의 비즈니스 활동영역에 어떠한 영향을 미칠 수 있는지 입증하기 위해 앙트러프러너들의 경험을 통해 구체적인 증거를 제시하고자 하였다. 또한, 기업의 변화와 발전에 중추적인 역할을 하는 문화 클러스터와 앙트러프러너의 활동 사이에 중요한 연관성이 있다는 것을 보여주고자 한다. 본 연구는 영국의 문화 클러스터현상이 일어나고 있는 쇼디치(Shoreditch)지역의 앙트러프러너들과의 심층적 인터뷰를 통해 질적 사례연구를 진행하였으며, 본 연구를 통해 도시 재생의 함의를 지니는 한편, 지역 환경 요인의 중요성에 대해 분석하였다.

Management research on gender in leadership has largely focused on issues at the strategic leadership level, showing that an increased female representation can benefit firm performance. However, gender issues at the middle management level have been largely neglected. The current study addresses how female middle managers help firms achieve effective performance. We focus on the mediating effect of female middle managers’ implementation of strategic human resource (HR) practices. By analyzing the multi-wave (2009, 2011, and 2013) Workplace Panel Survey (WPS) data collected from 1,248 firms in South Korea, we found that the proportion of female middle managers in a firm had a positive relationship with firm performance, largely due to the better implementation of skill-, motivation-, and opportunity-enhancing HR practices. However, consistent with role congruity research, this female middle management advantage was attenuated in the presence of a lower proportion of female subordinates. The current study makes theoretical contributions to both the gender literature and the strategic HR literature, and it provides practical implications for firm effectiveness and competitive advantage.

Research has begun to acknowledge the growing trend in which small businesses are outsourcing their HR activities. However, there continues to be a lack of theoretical development explaining the processes through which HR outsourcing might influence small business outcomes. As such, we propose a conceptual model which suggests a complementary perspective encompassing processes of interorganizational relationships and competitive advantage. In doing so, we apply network organization theory and the resource based view to suggest important mechanisms and boundary conditions which might influence the HR outsourcing - small business performance relationship. By implementing a network organization perspective, our framework adds new insights into how relational aspects of small business - HR vendor exchanges might result in a competitive advantage for small businesses, ultimately impacting small business performance.

We develop and test a model of the effects of transformational leadership beyond the boundaries of a team to the level of collaboration with other teams. We also test team size as a boundary condition in this relationship. In a study using a crisscross design to control common method bias, using a sample of 388 teams from a leading, global electronics company, the results from structural equation modeling (SEM) reveal that teams with transformational leaders are more likely to have higher internal teamwork quality (TWQ) and receive high inter-team collaboration ratings from other teams. Results further support the expectation that the association between transformational leadership and inter-team collaboration is mediated by TWQ and moderated by team size. The importance of transformational leadership for team-level research, as well as its hidden benefits beyond internal team boundaries, is discussed.

A field study of 615 managers in 11 Korean manufacturing firms extends theory regarding labor contracting to the study of idiosyncratic deals i-deals. Despite i-deals' potential to benefit both employees and employers, economic theory asserts that employers attempt to reduce individual contracting by use of internal labor markets ILMs. This study identifies limits to that assertion by identifying conditions under which i-deals are sought, despite employee participation in ILMs. Furthermore, we develop and test theory reconciling the roles of ILMs and firm-specific human capital in employee requests for i-deals. Employee reports of ILM practices are negatively related to i-deal requests, whereas firm-specific human capital is positively related to these requests. In addition, we find an interaction between the two such that the suppressive effects of ILM reports on i-deal requests hold largely for workers with low firm-specific human capital. Individuals with high firm-specific human capital tend to seek i-deals despite reported ILM practices. I-deal requests also increase with group-level heterogeneity in firm-specific human capital. In all, our findings suggest that ILMs function as economic theory asserts for workers with limited firm-specific human capital, but they are less able to reduce i-deal requests among workers with higher firm-specific human capital.

In a departure from the historical focus on individual-level turnover, scholars have recently examined turnover at the collective level. Building on this work, we invoke human and social capital arguments and analyze the implications of varying rates of top management team (TMT) turnover for firm performance. Our principal finding is that TMT departures have deleterious effects on subsequent firm performance, though we find evidence to suggest that this effect is nonlinear. Results also suggest that higher levels of average organizational tenure of the TMT will modestly attenuate this negative effect. Contrary to arguments grounded in the managerial discretion literature, environmental munificence weakened the negative effects of TMT turnover rates on subsequent firm performance, whereas the hypothesized moderating effects for both industry complexity and instability were not supported.

Through an empirical investigation of 11 Korean firms before and after the Asian financial crisis, the author examines the impact of increasing external market pressures on internal labor market (ILM) practices. In addition, the merits of ILMs are tested by capturing the reactions of white-collar managers within these firms. The author posits that 1) firms may desert ILM practices in the face of external pressures but do so in varying degrees, and 2) despite reduced values placed on firm-specific human capital in the marketplace, ILM practices continue to have merit in promoting consummate cooperation and delaying perfunctory cooperation. The findings generally support the hypotheses, and implications of these results for theory and practice are discussed.

In a longitudinal quasi-field setting, we develop and test a compensatory process model of social network closure over time on the development of a transactive memory system (TMS) in groups. Although a great deal of research examines the effects of closure on organizational outcomes, that research does not describe the microprocesses that explain when, and under what conditions, closure is beneficial or detrimental. Results from our analysis of the microprocesses associated with TMSs revealed a negative direct effect of closure over time on TMS development and a simultaneous positive indirect effect of closure over time on TMS development driven by a transitive triadic social network structure. It is important to note that the mediating effect of the number of transitive triads on the relationship between closure and a TMS was predictive of subsequent group performance. Results from our study suggest that closure may be a double-edged sword and that the microprocesses associated with TMS development can explain closure’s disparate performance consequences.

In this research we develop and test a multiplex theory of conflict that explicitly accounts for the nature of the social relationships between those involved in conflict, and that addresses how th...

Previous research suggests that large firms are more committed to corporate social performance (CSP), because the society exerts heavier pressure on large firms for socially responsible activities, and firms correspondingly conform to the pressure. This seemingly plausible argument, however, ignores the internal process how the response occurs in firms. In this study, the authors propose that the relationship between firm size and CSP is mediated by outside director representation in the board. The authors tested the mediating effect using a data set of 180 Korean firms and found empirical support for the argument. The result indicates that a firm’s social performance is more directly influenced by internal responses, such as appointing more outside directors in this study, rather than firm size. This study advances the institutional theory perspective in the size–CSP linkage by introducing the mediation internal mechanism.

We theorized and tested the conditions under which cognitive team diversity is positively related to individual team member creativity. Hierarchical linear modeling results using 316 employees on 68 teams from Chinese companies indicated that a team member's creative self-efficacy moderated the relationship between cognitive team diversity and individual creativity: this relationship was positive only when creative self-efficacy was high. Further, “transformational leadership” moderated the relationship in such a way that cognitive team diversity was positively related to individual creativity only when transformational leadership was high.

This study addresses a possible moderating effect of cultural values on the relationship between employee beliefs in human resource management (HRM) practices and employee outcomes. Although employee belief regarding internal labor market (ILM) operation within their firms could be positively related to employee commitment and negatively related to their turnover intention, employee cultural values may act as a contextual variable that strengthens or weakens such relationships. We test the moderating effects of two cultural values, traditionality and modernity in the context of Kenya where the blend of these cultural values is an emerging reality, given the rapid pace of urbanization in recent years coupled with effects of globalization and the digital era. Our study indeed found support for the moderating effects of these cultural values. The association between ILM beliefs and employee affective commitment was found to be greater for employees with more traditional values. In contrast, the relationship was weaker for employees with more modern cultural values. These moderating patterns were also found in the relationship between ILM beliefs and turnover intention. Implications for management research, theory, and practice are discussed.