ARE THE 100 BEST BETTER? AN EMPIRICAL INVESTIGATION OF THE RELATIONSHIP BETWEEN BEING A “GREAT PLACE TO WORK” AND FIRM PERFORMANCE

We argue that positive employee relations effectively serves as an intangible and enduring asset, and may, therefore, be a source of sustained competitive advantage at the firm level. We survey a number of measures of firm-level performance and conceptualize how each measure is likely to be affected by highly positive firm-level employee relations. We then empirically investigate whether positive employee relations is related to firm performance, focusing on publicly traded firms included in the \"100 Best Companies to Work for in America.\" The relative performance of these \"Best Companies\" is examined via comparisons to both companies in the broad market and a group of matched firms. Our analyses suggest that companies on the 100 Best list enjoy not only stable and highly positive workforce attitudes, but also performance advantages over the broad market, and in some cases, over the matched group.     

DIFFERENT WRONGS,DIFFERENT REMEDIES? REACTIONS TO ORGANIZATIONAL REMEDIES AFTER PROCEDURAL AND INTERACTIONAL INJUSTICE

To alleviate the negative effects of workplace unfairness and resulting conflict, organizations can take remedial action to atone for a perceived injustice. We argue that the effectiveness of organizational remedies may depend on the match between type of injustice perceived and type of remedy offered. Specifically, based on the multiple needs model of justice ( Cropanzano, Byrne, Bobocel, & Rupp, 2001 ), we expect procedural injustice to be particularly associated with preference for instrumental remedies that address the need for control. On the other hand, interactional injustice should be particularly associated with preference for punitive remedies that address the need for meaning. Confirming this hypothesis, a field study involving recently terminated employees found that procedural injustice was positively associated with preference for an instrumental remedy (monetary compensation) and interactional injustice was positively associated with preference for a punitive remedy (disciplinary action against those involved in the termination). Further supporting the hypothesis, a laboratory experiment manipulating the unfairness of performance feedback found greater preference for an instrumental remedy relative to a punitive remedy following a procedural injustice than following an interactional injustice. In discussing these results, we present a taxonomy of organizational remedies as they relate to the multiple needs model of justice. Practical implications are discussed.     

What's My Motivation? Video Games and Interpretative Performance

The interpretation of character motivations is a crucial part of the understanding of many narratives, including those found in video games. This interpretation can be complicated in video games by the player performing the role of a player‐character within the game narrative. Such performance finds the player making choices for the character and also interpreting the resulting character actions and their effect on the game's narrative. This can lead to interpretative difficulties for game narratives and their players: if a decision to act is made by the player, is it that the player's own imaginative reasons for acting warrant some narrative interpretations and exclude others? To answer this I argue that we need to investigate (a) the interactive ontology of video game narratives, (b) the notion of game playing as interpretative performance, and (c) the player‐character, an artifact through which performance is focused in narrative games. Doing so shows there to be at least two problems with the notion of the correct interpretation of narrative games. Neither of these problems entirely negates the normativity of game narratives, however, and so players are left with the problem of how they might decide which of the possible playings are warranted. I end by making some practical suggestions for the thoughtful and narratively interested game player.