Jason D Shaw

Jason D Shaw
Nanyang Technological University | ntu · Division of Strategy, Management and Organisation

About

95
Publications
191,055
Reads
How we measure 'reads'
A 'read' is counted each time someone views a publication summary (such as the title, abstract, and list of authors), clicks on a figure, or views or downloads the full-text. Learn more
12,966
Citations
Additional affiliations
August 2006 - May 2013
University of Minnesota Twin Cities
Position
  • Curtis L. Carlson School-wide Professor
August 1999 - May 2006
University of Kentucky
Position
  • Clark Material Handling Company Professor of Management
August 1997 - May 1999
Drexel University
Position
  • Professor (Assistant)

Publications

Publications (95)
Article
Using the framework of role balance theory, the authors take a cross-national view of an employee’s engagement in the work and nonwork domains of life. Employing the World Values Survey (WVS) with a sample of 21,270 married employees from 53 nations, we find cross-national variations in the relationship of employees’ degree of work and nonwork doma...
Chapter
Employee compensation costs organizations about 70 percent of their average total costs (see Overview), so practitioners and scholars are constantly searching for the more effective programs among various compensation schemes. Compensation and pay plans are developed and implemented based on cultural norms and preferences but also subject to legisl...
Article
The authors introduce the concept of leader‐signaled knowledge hiding (LSKH) and conduct two studies observing what happens when leaders signal employees that knowledge hiding (KH) is practiced, tolerated, and expected. Social learning theory provides the basis for predicting that LSKH encourages subordinates to hide knowledge, even though they suf...
Article
Full-text available
We review seminal publications on employee turnover during the 100-year existence of the Journal of Applied Psychology. Along with classic articles from this journal, we expand our review to include other publications that yielded key theoretical and methodological contributions to the turnover literature. We first describe how the earliest papers...
Article
Full-text available
Compensation decisions are some of the most important decisions made in organizations, and research in this area has the potential to inform these decisions. Yet compensation has been viewed as a neglected area of HR research. In order to encourage greater quantity and quality of compensation research, this article provides an overview of perspecti...
Article
Purpose – The purpose of this paper is to demonstrate the influence of two different facets of pride – authentic and hubristic – on helping. Design/methodology/approach – Hypotheses were tested combining an experimental vignette study ( n =75) with correlational field research ( n =184). Findings – Results reveal that hubristic pride is associate...
Article
Full-text available
The author takes a sorting perspective to explore relationships among pay dispersion, good-and poor-performer quit rates, and organizational performance in a multiwave study of independent grocery stores. Under high pay-for-performance, pay dispersion has a significant positive relationship with poor-performer quit rates and, further, the indirect...
Article
In this essay, the authors rejoin the debate about financial incentive effectiveness. They (a) briefly review the state of the literature in 1998, (b) highlight new meta-analytic findings and update conclusions regarding the financial incentives–performance relationship, (c) address the myth that financial incentives erode intrinsic motivation, (d)...
Article
Full-text available
Using data from 138 independent samples, we meta-analytically examined three research questions concerning the roles of personality and network position in organizations. First, how do different personality characteristics-self-monitoring and the Big Five personality traits-relate to indegree centrality and brokerage, the two most studied structura...
Article
Full-text available
The authors extend prior literature by examining, in two distinct field settings, smallest meaningful pay increases (SMPIs) in terms of magnitude, behavioral intention, and affective reactions. In Study 1, a two-wave study of 177 employees of a university medical center in the United States, the authors find stable thresholds of about 5.0 percent f...
Article
We develop and test the multi-level process model of employee-organization relationships (EOR). Building on construal level theory (Trope & Liberman, 2010) propositions, we argue that employees evaluate their organizations’ EOR approaches (i.e., combinations of offered inducements (OI) and expected contributions (EC) at different degrees) at an abs...
Article
Full-text available
In this paper, we review the literature on pay variation (e.g., pay dispersion, pay compression, pay range) in organizations. Pay variation research has increased markedly in the past two decades and much progress has been made in terms of understanding its consequences for individual, team, and organizational outcomes. Our review of this research...
Article
Full-text available
We develop a social-structural perspective on the relationship between employee-organization relationships (EORs) and team creativity. We argue that the mutual investment EOR approach, in which employers expect high levels of employee contributions and offer extensive inducements, will be associated with higher team creativity relative to other EOR...
Article
Full-text available
This article describes and evaluates the substantial literature on the performance-, turnover-, and attitude-related outcomes of pay dispersion. In the past 15 years, compensation researchers have identified and pursued the resolution of well-known theoretical dilemmas about reward allocations and, as a result, have made much progress in terms of u...
Article
Full-text available
The authors examine the mediating role of competitive intensity in the relationship between managerial racial diversity and firm performance (i.e., market share gain and average stock return). Racial diversity relates to firm performance via firms’ capacity to compete intensively (i.e., to introduce new competitive actions frequently). An analysis...
Article
Full-text available
U sing data from 138 independent samples, we meta-analytically examined three research questions concerning the roles of personality and network position in organizations. First, how do different personality characteristics—self-monitoring and the Big Five personality traits—relate to indegree centrality and brokerage, the two most studied structur...
Article
Reversing the focus on human capital accumulations in the resource-based literature, the authors examine the issue of human capital losses and organizational performance. They theorize that human capital losses markedly diminish the inimitability of human capital stores initially, but that the negative effects are attenuated as human capital losses...
Article
This Introduction offers a plea for more research in the area of compensation. The reasons why compensation research is important are discussed. The introduction also provides an overview of the papers in this issue. It suggests the kinds of questions that are in critical need of comprehensive answers.
Article
Full-text available
Previous research indicates that trait positive affectivity (PA) directly and indirectly influences individuals’ evaluations of reward sizes. However, research shows conflicting results on the direction of PA’s moderating influence. Furthermore, past studies fail to differentiate evaluations of one’s own rewards versus rewards for others, which is...
Article
Whereas most previous studies of the effects of employee turnover on performance have used an aggregate measure of total turnover, this paper examines differences in the effects of collective involuntary and voluntary turnover. Analyzing 24-month observations for the stores of an apparel retailer, and using fixed-effects and instrumental variables...
Article
Full-text available
The authors conducted a meta-analysis of the relationship between turnover rates and organizational performance to (a) determine the magnitude of the relationship; (b) test organization-, context-, and methods-related moderators of the relationship; and (c) suggest future directions for the turnover literature on the basis of the findings. The resu...
Article
Full-text available
Article
Full-text available
We integrate moral disengagement, social identification, and social norms theories to develop, test, and replicate a model that explains how and when envy is associated with social undermining. In Study 1, a two-wave study of hospital employees, results support the prediction that the mediated effect of envy on social undermining behavior through m...
Article
Full-text available
In a lagged field study involving 135 state employees and their immediate supervisors, we examined the relationship between employee organizational citizenship behavior (OCB) and voluntary turnover and the moderating role of employees’ tendencies toward the use of impression management by association on this relationship. We found citizenship behav...
Article
Full-text available
The author of this article reviews the burgeoning literature on turnover rates and dimensions of organizational performance, and concludes that substantial evidence indicates that turnover rates have negative implications for several dimensions of organizational performance (e.g., safety, productivity, and monetary), that the content of turnover ra...
Article
Full-text available
Purpose The purpose of this paper is to make a comparative assessment of the relationship between types of pay plans and several workforce‐level outcomes in 214 organizations. The plans include pay that is skill‐based, job‐based, and market‐based. The types of workforce‐level outcomes include workforce flexibility, attitudes, membership behaviors,...
Article
Full-text available
The authors selectively review the literature on newcomer socialization in organizational settings and develop a social capital model of the organizational socialization process. The model highlights the roles of (1) socialization factors (i.e., organizational socialization tactics and newcomer proactivity) in facilitating newcomer accessibility to...
Article
Full-text available
In this study, we develop and test a structural model of the relationships between employee-organization relationships and team creativity. We argue that mutual investment relationships (an employment relationship in which the employer expressed a high level and broad set of contributions expected of employees along with extensive and long-term ind...
Article
We develop and test a multi-level interactive model of the relationships among self-monitoring, co-workers' formal and informal status, and justice-related information flow in a scenario-based field study of 4,011 unique relationships collected from 84 respondents. We predict that individuals high in self-monitoring, because they attend more carefu...
Article
Full-text available
The authors develop and test theoretical extensions of the relationships of task conflict, relationship conflict, and 2 dimensions of team effectiveness (performance and team-member satisfaction) among 2 samples of work teams in Taiwan and Indonesia. Findings show that relationship conflict moderates the task conflict-team performance relationship....
Article
The article discusses a moderated-mediation-based theory of the relationship between a company's performance and racial diversity. The authors argue that racial diversity in management groups will positively influence a firm's market share change and average stock return through its effects on a company's ability to compete aggressively. They also...
Article
Full-text available
We extend emotional-labor research by developing a time-based theory of the effects of emotion regulation in emotional-labor performance. Drawing on Gross's (1998a) process model, we argue that antecedent- and response-focused regulatory styles can be used to make differential predictions about outcomes such as performance, health, and antisocial b...
Article
Full-text available
We developed and tested an exchange-theory-based extension of the relationship between human resource management (HRM) practices and quit rates in a two-wave trucking industry study and attempted a constructive replication in a two-wave study of supermarkets. We found that HRM inducements and investments relate negatively to good- and poor-performe...
Chapter
Full-text available
This chapter reviews recent studies examining the link between employee envy and a host of organizational outcomes at the individual and group level, from poorer leadermember exchange, lower job satisfaction, less liking for co-workers, lower organizationbased self-esteem, lower group performance, higher turnover, higher absence rates, higher socia...
Article
We developed and tested a theory of the relationship between merit pay raises and organization-based self-esteem (OBSE) in a longitudinal study of hospital employees. We predicted that the positive relationship between merit pay raise size and OBSE would be stronger when pay-for-performance (PFP) perceptions were high and predicted further that thi...
Article
Full-text available
Strategic human resources management (HRM) remains one of the most popular and rapidly growing areas of HRM research. In this article, we undertake a selective review of the strategic HRM literature with a particular emphasis on research from the North American context. After outlining the research landscape and areas of consensus and disagreement,...
Article
Full-text available
The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Mer...
Article
Full-text available
The authors developed a multilevel interactive model for predicting social loafing behavior in groups and tested this model in a study of 367 individuals working in 102 groups during a 4-month period. Study results revealed the importance of integrating both person (preference for group work and winning orientation) and situation (task interdepende...
Article
The relationship between pay dispersion and the quits patterns of good, average, and poor performers was explored among a sample of motor carriers. Results showed that under high pay system communication, pay dispersion was negatively related to good performer quits when performance-based pay increases were emphasized, and positively related when t...
Article
Full-text available
We develop an integrative theory regarding the effects of mean levels and dispersion of satisfaction predicting absenteeism. Differential interactive predictions are derived for two satisfaction foci and tested in two distinct samples. Among student teams, absenteeism from team meetings was highest when team (internally focused) satisfaction mean a...
Article
Full-text available
In this study, the authors investigated the effect of an individual's political skill on the relationships between 5 different impression management tactics (intimidation, exemplification, ingratiation, self-promotion, and supplication) and supervisor evaluations of performance. To test these relationships, the authors used a matched sample of 173...
Article
Full-text available
The authors developed and tested a multilevel interactive model of the relationship between group undermining and individual undermining behavior in 2 multiwave studies of group members. Integrating the literature on group influences on individual behavior with the individual difference literature, the authors predicted a 3-way Group Undermining x...
Article
We developed a fairness theory perspective to explain the experience of being “singled out” for social undermining from supervisors and coworkers, and tested our predictions across four distinct social contexts. We argued and predicted that attitudinal and behavioral reactions to undermining (from supervisors and coworkers) would be strongest when...
Article
Full-text available
A theory of turnover, social capital losses, and store performance was developed and tested in 38 locations of a restaurant chain. We assessed the ability of social capital losses to predict variance in store-level performance above and beyond that predicted by overall turnover rate and in-role performance losses from turnover. We further predicted...
Article
Full-text available
We propose four alternative predictions regarding the relationship between voluntary turnover and workforce performance and develop the hypothesis that safety and productivity outcomes mediate that relationship. In two intraindustry studies, strong support emerged for curvilinearity: the relationship between voluntary turnover and workforce perform...
Article
Full-text available
Factors related to the success and survival of skill-based pay (SBP) plans are addressed in a longitudinal study of 97 facilities. Results indicate that certain design features and support variables relate to increased workforce flexibility and to SBP survival, and supervisor support also relates strongly to SBP survival. The results also show that...
Article
We extend person–job fit research by investigating job performance as a moderator of the supplies–values fit relationship with strain outcomes (somatic complaints and depression). Drawing on cybernetic stress and psychological centrality perspectives, we argue that supplies–values misfit relates to lower well-being levels when job performance is lo...
Article
We examined the relation between work–family balance and quality of life among professionals employed in public accounting. Three components of work–family balance were assessed: time balance (equal time devoted to work and family), involvement balance (equal involvement in work and family), and satisfaction balance (equal satisfaction with work an...
Article
Full-text available
The relationships among merit pay raises, trait positive affectivity (PA), and reactions to merit pay increases (pay attitudes and behavioral intentions) were explored in a longitudinal study of hospital employees. Drawing on signal sensitivity theory, the authors expected that PA would moderate the relationship between merit pay raise size and rea...
Article
The relationships among affective organizational commitment, guest workers status, and two dimensions of individual performance (overall and helping) were explored in a unique international setting. Employees and supervisors (N=226) at two commercial banks in the United Arab Emirates (U.A.E.) participated in the study. With a dissonance perspective...
Article
The relationship between voluntary turnover rates and two types of organizational performance — work force and financial — is investigated in two intra-industry studies. Drawing on multiple perspectives, three competing predictions were offered to explain the relationship between voluntary turnover and intermediate measures of work force performanc...
Article
The compensation literature is replete with arguments, but lacking in empirical tests, regarding the effects of pay dispersion on organizational outcomes. Pay dispersion may increase effort and provide incentives for high workforce performance levels, but may also inhibit cooperation and goal orientation among employees. Drawing on several theoreti...
Article
Preface. The Author. Introduction. REWARDS AND ORGANIZATIONAL PERFORMANCE. 1. Organizational Effectiveness: The New Logic. 2. Reward System Design Choices. 3. Motivating and Satisfying Excellent Individuals. ATTRACTING, DEVELOPING, AND RETAINING EMPLOYEES. 4. Attracting and Selecting Excellent Employees. 5. Job-- and Seniority--Based Approaches. 6....
Article
Full-text available
The strategic management of human resources (HR) has been one of the most rapidly growing areas of research within human resources. In the last decade, there have been numerous empirical examinations and theoretical treatments of the link between HR and firm performance. In this paper, we review this empirical and conceptual literature and highligh...
Article
This paper reports the development of a team reward attitude construct and intial validation of a measure in a longitudinal study of team members (initial n = 566). Confirmatory factor analysis results provide support for a revised 9-item scale in two different time periods separated by four months. The measure was positively related to other team-...
Article
Full-text available
Results of a study using data collected at 2 points in time, separated by 6 months, suggested that subordinates resisted their supervisors' downward influence tactics with greater frequency when their supervisors were more abusive and that subordinates' personality moderated the effects of abusive supervision. The relationship between abusive super...
Article
The consequences of pay fairness perceptions are rarely explored, in part because of the lack of a compelling theory which relates pay attitudes directly to distal health and behavioural outcomes. We propose financial need as a potential moderator of the relationship between pay fairness and employees' physical health, psychological health, and wor...
Article
This study explores the relationships among unionization, compensation practices, and employee attachment (quit rates and tenure) among trucking companies to assess the applicability of Freeman and Medoff's exit/voice argument. Unionization was associated with lower quit rates, higher tenure, a better compensation package, and stronger voice mechan...
Article
Full-text available
We propose a supplemental perspective, based on organizational social capital, for examining the voluntary turnover-organizational performance relationship. We view existing organizational-level theories as those focusing on cost or human capital issues or, rarely, on a balance among these factors. But rapid changes in the nature of work, organizat...
Article
This paper examines the interactive relationship between the use of integrated manufacturing and compensation practices in predicting several aspects of plant performance in the concrete pipe industry. We predicted that compensation practices reinforcing collective effort, teamwork, and flexibility (team incentives and skill-based pay) enhance the...
Article
This study examined the direct and interactive relationships of interdependence (task and reward) and preference for group work on the satisfaction and performance of group members. Hypotheses were tested among a sample of task-performing group members over a four-month period (N’s = 328–432). Consistent with a “community of fate” perspective, hier...
Article
Full-text available
Response rate research among individual respondents is applied to key-informant methodology in organizational research. Five organizational samples (two industry-specific samples and three cross-industry samples) are examined to assess the extent to which research procedures, informant characteristics, and organizational characteristics affect resp...
Article
Full-text available
Drawing upon behavioral plasticity argimients, we posited that self-esteem is an important factor explaining the effects of two group characteristics, relationship conflict and task interdependence, on group memhers' performance and satisfaction. Results hased on data from a sample of individuals working in classroom groups over a four-month period...