领导行为:企业并购整合研究的新方向

过去一个世纪以来,国际性兼并、收购和战略联盟急剧增多,然而大部分并购案例均以失败告终,无法达到其原定目标,有的甚至使企业陷入困境.导致并购失败的最主要原因是并购后的整合失败,并非战略与财政不当.领导行为在组织变革和组织再造过程中起着关键性作用,但其在组织并购整合过程中的作用却一直被研究者忽视.全球范围内并购浪潮的持续增长要求领导者迅速提升自身的应对能力,但领导在组织并购整合中的作用机制尚待深入研究.本文介绍了企业并购整合过程中所需的基本领导模式、相关研究的理论基础与方向,以期为提高并购整合活动的领导效力及深入研究提供参考.     

Expectations for Postcombination Organizational Life: A Study of Responses to Merger and Acquisition Scenarios1

A scenario experiment was conducted to investigate expectations for postmerger/acquisition (combination) life. Relative size of participants' organization (i.e., being in an organization of smaller, equal or larger size), and the motive for combining (growth or survival) were predicted to influence postcombination expectations regarding personal autonomy, the use of power, postcombination sense of organizational morale/identity, feelings of job security, and career opportunities. After reading scenarios of organizational combinations in which relative organizational size and motive were manipulated, 252 MBA students responded to questionnaires designed to assess their postcombination expectations. Results indicated that size and motive had significant effects on expectations. In brief (a) the most positive postcombination expectations were from persons in larger organizations when the motive for combining was growth and (b) the least positive postcombination expectations were from persons from smaller organizations when survival was the motive for combining.     

Performance Management: A Model and Research Agenda

Le management est confronté au défi lancé aux organisations quand elles doivent définir, mesurer et stimuler la performance des salariés avec pour objectif ultime d'améliorer la performance organisationnelle. La gestion des performances implique différents niveaux d'analyse et est manifestement reliée à l'évaluation des performances et aux thèmes relevant du management stratégique des ressources humaines (MRH). Cet article présente un modèle convenant à la gestion des performances qui combine des perspectives issues du MRH stratégique et des psychologies organisationelle et du travail. Le modèle intègre des éléments de différents niveaux et enrichit les modèles antérieurs en prenant explicitement en compte la perception des salariés, le rôle des supérieurs directs et une causalité qui peut être inversée. On présente enfin les défis que les futures recherches devront affronter.
Performance management deals with the challenge organisations face in defining, measuring, and stimulating employee performance with the ultimate goal of improving organisational performance. Thus, performance management involves multiple levels of analysis and is clearly linked to the topics studied in strategic human resource management (HRM) as well as performance appraisal. This paper presents a model for performance management combining insights from strategic HRM and work and organisational psychology. The model incorporates multi-level elements, and adds to previous models by explicitly incorporating employee perceptions, the role of direct supervisors, and possible reversed causality. Challenges for future research are also presented.     

Sales Force Turnover and Retention: A Research Agenda

Identifying, acquiring, and retaining top sales talent remains a priority in many sales organizations because salesperson turnover remains such an intractable management problem. This paper seeks to encourage and enrich continued research on sales turnover by introducing recent methodological and theoretical advances in psychological, economic, and organizational theory. First, we suggest an examination of sales turnover guided by social network theory. Second, we propose the simultaneous consideration of the interplay between variables within a comprehensive, integrated multilevel framework. Third, in keeping with the shift in research designs initiated in management, our model includes the concept of “shocks”—jarring events that could drive turnover decisions. Finally, we propose to examine sales turnover within an international context. The conceptual framework we present outlines how sales organizations might effectively address sales force turnover and, as a consequence, improve productivity. We conclude by suggesting some specific research questions intended to provide direction for researchers interested in identifying and investigating underresearched linkages.     

How Groups Merge: The Effects of Merger Integration Patterns on Anticipated Commitment to the Merged Organization1

This study examined the influence of merger integration patterns on expectations about the merger process. The integration patterns included the absorb, in which the merged organization closely resembled the acquiring company; the blend, in which features of both companies were maintained, and the combine, in which the organization resembled neither pre-merger company. Undergraduates role-played employees of a merging organization and written scenarios manipulated the integration pattern and membership in the acquired or acquiring organization. Participants' commitment to the merged organization was most favorable in the combine pattern. Path analyses indicated that the relationship between merger integration pattern and organizational commitment is mediated by the conditions of intergroup contact, perceptions of organizational support, organizational unity, and the degree of threat experienced.     

A Research Tool to Increase Attention to Experimental Materials: Manipulating Presentation Format

Experimental approaches require researchers in a variety of applied business disciplines to design experimental materials. This research is often busy and difficult to secure high-level professionals; thus, researchers must ensure sufficient attention to experimental materials to provide usable data. The current study suggests an experimental design feature to encourage participants to thoroughly process information contained in experimental materials. Based on Reynolds' (1992) selective attention strategy (SAS) model, variations in presentation format were expected to influence the relative salience of information presented. Two aspects of presentation format were manipulated to increase salience: display (paragraph vs. bullet point) and typeface (standard vs. bold underlined). Results indicate display improved ability to retrieve information, but typeface did not. Implications for the design of experimental materials are discussed.     

Suicidology: A Look Backward and Ahead

Using the metaphor of “a long run’ to describe our progress in suicidology, the author looks back to discuss important concepts that have become well established, such as clues to suicide, ambivalence, crisis services, suicide consultations, and psychological autopsies. An example is the psychological autopsy of Marilyn Monroe. Follow-up studies of crisis center clients have indicated that chronically suicidal clients are at the greatest risk of suicide. Recommendations for the long-term treatment of such patients are provided. Research on youth suicide is reported. Finally, the author looks ahead toward new developments in training and treatment.     

Energy Management of People in Organizations: A Review and Research Agenda

Although energy is a concept that is implied in many motivational theories, is hardly ever explicitly mentioned or researched. The current article first relates theories and research findings that were thus far not explicitly related to energy. We describe theories such as flow, subjective well-being, engagement and burn-out, and make the link with energy more explicit. Also, we make a first link between personality characteristics and energy, and describe the role of leadership in unleashing followers’ energy. Following, we identify how the topic of energy management can be profitably incorporated in research from a scientific as well as a practitioner viewpoint. Finally, we describe several interventions to enhance energy in individuals and organizations.     

Implementation Research and Wraparound Literature: Building a Research Agenda

We used the framework identified by the National Implementation Research Network’s (NIRN) analysis of 35 years of implementation outcomes literature from diverse fields of endeavor to review the current state of wraparound implementation research. Model definition, model fidelity and intervention outcomes were areas of relatively greater development, while target population, theory base and theory of change, organizational context and readiness, staff selection, training, supervision or coaching, purveyor selection, and program installation were less examined or even overlooked. We conclude with suggestions for building a research agenda on wraparound implementation.     

Key Accounts and Team Selling: A Review,Framework, and Research Agenda

As sales organizations increase their reliance on sales teams, they must learn how organizational and interpersonal relationships influence sales teams, how sales teams play a learning role for organizations, and what makes sales teams effective. Presenting a model of interrelationships among members of the selling firm and between the selling and buying firms, we identify five key team selling relationships between (1) members of the same team, (2) members of different teams within the firm, (3) the selling team and the buying center, (4) the selling team and other groups in the selling firm, and (5) the selling team and the firm’s strategy. This model leads to a conceptual framework highlighting relationship drivers, factors, and outcomes instrumental to team selling success. After presenting propositions for future research, theoretical and methodological suggestions are included to facilitate research in this area. We conclude with perspectives on the future of research and practice in key accounts and team selling.     

Sexism and Education: A Workshop to Increase Awareness

Project ASPIRE, a federally funded program, was designed to increase educators' awareness of sexual prejudice. It consisted of 64 hours of training for 32 educators, parents, and students. The training activities focused on self-awareness, the effects of sex-role stereotyping on students, the development of procedures to assess biases in instructional and counseling practices and materials, and a consideration of methods to reduce sex-role stereotyping within the school setting. A number of positive outcomes are reported. Dennis Sparks is co-director of Alternative Learning Program for the High School Age (ALPHA) for the Livonia Public Schools in Michigan. Barbara Mullally is an associate with Organizational Leadership, Inc., of East Lansing, Michigan.     

Family Forms and Member Well-Being: A Research Agenda for the Decade of Behavior

Few institutions have changed as much in the past quarter-century as have American families. What are the factors affecting change? What are the conditions under which different family forms might best serve the interests of their members? What further changes are required? In this paper societal inequalities manifested within and between two family forms, heterosexual marriage and single-parent families, are reviewed, and a research agenda to assess the conditions under which these different family forms might best serve the interests of their members is posed.     

Ethical Leadership: An Integrative Review and Future Research Agenda

Over the past decade, ethical leadership has increasingly become one of the most popular topics in the areas of leadership and business ethics. As a result, there now exists a substantial body of empirical research addressing ethical leadership issues, but the findings reported by this body of research are highly fragmented. The topic has advanced to the stage where a review and synthesis of existing literature can provide great value and help move the scholarly conversation forward. The primary purposes of this article are to (a) review empirical findings from the ethical leadership literature utilizing a framework consisting of the antecedents, mediators, moderators and outcomes of ethical leadership, and (b) suggest a set of interesting research opportunities, thereby facilitating future investigation. We base our synthesis on a review of 62 empirical studies on ethical leadership that were published between 2005 and mid-2015.     

Evolutionary Epistemology: Two Research Avenues,Three Schools,and A Single and Shared Agenda

Journal for General Philosophy of Science - This special issue for the Journal for General Philosophy of Science is devoted to exploring the impact and many ramifications of current...