Nathan Bennett

Nathan Bennett
Georgia State University | GSU

Ph.D.

About

62
Publications
150,335
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9,072
Citations

Publications

Publications (62)
Article
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The power motive, defined as the desire to impact the behavior and emotions of another person, has long been controversial. On one side, the exercise of power has been put forth as a fundamental human need greater in strength than the need to survive. On the other, it has been vilified for its potentially devastating consequences. We argue the latt...
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While effective chief executive succession planning (and the board's active role in it) are much discussed topics, there is little thought about the impact within the company. How do CEO contenders feel about the process? Is your board weighing the right factors? Does a "winner takes all" process drive out top executive talent? Planning for and the...
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Demographic realities and the passage of time leave no doubt that in roughly 10 years, the millennial generation will begin its takeover of the C-suite across industries and around the world. This eventuality is troubling to those who accept the popular view of the generation as narcissistic and impatient. In this installment of Organizational Perf...
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When it comes to driving organizational performance, innovation is widely touted as a critical capability. Whether the focus is internal and on finding ways to improve efficiency or external and on understanding what the market desires next, leaders seeking to enhance performance will rely on their company's ability to successfully bring new ideas...
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Our increasing capacity to collect, store, and analyze large volumes of data has changed the way in which organizational decision makers approach their work. The ability to accurately quantify variables that previously had been assigned to the gut instinct of grizzled veterans or subject to the wisdom of sages for interpretation can now be more obj...
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VUCA is an acronym that has recently found its way into the business lexicon. The components it refers to—volatility, uncertainty, complexity, and ambiguity—are words that have been variously used to describe an environment which defies confident diagnosis and befuddles executives. In a ‘VUCA world,’ both pundits and executives have said, core acti...
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The capability to manufacture products in the global marketplace is being revolutionized by technological advancements, the opportunity to capture innovation and capabilities from worldwide sources, the enticement of entering new markets, and changing ...
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The capability to manufacture products in the global marketplace is being revolutionized by technological advancements, the opportunity to capture innovation and capabilities from worldwide sources, the enticement of entering new markets, and changing business and political models. Many view this opportunity as creating an inflection point for manu...
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This publication contains reprint articles for which IEEE does not hold copyright. You may purchase this article from the Ask*IEEE Document Delivery Service at http://www.ieee.org/services/askieee/
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Despite research showing that mergers and acquisitions rarely provide significant shareholder value, there is no sign of any slowing in the trend toward M&A. One of the major reasons why M&A tend, to fail, argue the authors, is that the process often puts extreme stress on senior management teams. By nature, the process is an adversarial one, with...
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No abstract available.
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The strategic management literature is unclear about how firm and industry effects influence performance, and the analysis of longitudinal data therein continues to be problematic. The authors analyze longitudinal data using hierarchical linear modeling to illustrate a random coefficients modeling alternative for examining firm performance. This ap...
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Asking the question,"What makes a great COO?" is akin to asking "What makes a great candidate for U.S. vice president?" It all depends on the first name on the ticket--the CEO. New research sheds light on this most contingent, and most mysterious, of C-suite jobs. After in-depth conversations with dozens of executives who have held the position and...
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CEOS constantly have fresh thoughts with operational implications; they must be in the habit of discussing those with their COOs without delay.
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Social loafing was investigated by testing a multilevel model among 23 intact work groups com-prised of 168 employees representing two organizations. Results demonstrated that as hypoth-esized at the individual level, increases in task interdependence and decreases in task visibility and distributive justice were associated with greater occurrence...
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The authors examined the effect of procedural justice climate, defined as a distinct group-level cognition about how the work group as a whole is treated, on work group performance in a sample of 34 work groups from two organizations. They hypothesized that the relationship between procedural justice climate and performance is indirect, operating t...
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Teams of academic coauthors can be conceptualized as self-designing work groups, an infrequently studied but increasingly prevalent group structure. This research note considers issues surrounding how management scholars form collaborative teams, provide effort toward completion of research projects, evaluate colleagues’efforts, and decide whether...
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Current conceptualizations of procedural justice focus largely on the individual level of analysis; no framework exists for examining procedural justice's social context. Empirical tests reported here offer some support for group-level and cross-level hypotheses. Work group perceptions of cohesion and supervisor visibility in demonstrating procedur...
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Research on layoff victims reports that interactional justice judgments influence important work-related attitudes, such as organizational commitment. In this paper, the authors build on this emerging literature through an examination of the role that both interactional justice and organizational support have in explaining the organizational commit...
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Conceptually, a central aspect of “strategic HRM” is the integration of the HR function with strategic decision making. Little is known, however, about the factors that influence integration or its subsequent effects. Using data from 148 diverse organizations, it was found that strategic type and whether or not top management views employees as str...
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Using a cross-levelframework, the authors hypothesized that work group cohesiveness and perceived task competence would be associated with individual group members'performance and organizational commitment. Specifically, the authors tested whether perceived task competence was positively related to performance and organizational commitment and whet...
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Though research has addressed relationships between social power bases and several work-related variables, processes that may underlie such relationships have generally not been examined. The present study considered relationships between bases of social power and subordinates' affective work reactions, hypothesizing that procedural justice would m...
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Using a multilevel framework, we hypothesized that both employee perceptions of procedural justice and a work unit level measure of procedural justice context would be associated with employee reports of job satisfaction and organizational commitment. 323 employees from 53 branches of a savings and loan corporation were used to test this hypothesis...
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Using a theory-based multilevel framework, we examined the potential relationships of two organizational citizenship behavior (OCB) dimensions with individual- and group-level measures. The individual-level measures used were employee job satisfaction and organizational commitment; the group-level measure used was work group cohesiveness. The sampl...
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The selection literature has long debated the theoretical and practical significance of dynamic criteria. Recent research has begun to explore the nature of individual performance over time. This study contributes to this body of research through a hierarchical linear modeling analysis of dynamic criteria. The purpose of this study was to investiga...
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Social exchange (P. Blau, 1964) and the norm of reciprocity (A. W. Gouldner, 1960) have been used to explain the relationship of perceived organizational support and leader–member exchange with employee attitudes and behavior. Recent empirical research suggests that individuals engage in different reciprocation efforts depending on the exchange par...
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The organizational literature includes a number of studies examining the relationship between satisfaction and commitment. In all, the discrepant finding characteristic of this research seem to be a function of both the range of independent variables used by researchers to model the satisfaction-commitment relationship and the choice of satisfactio...
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The organizational literature includes a number of studies examining the relationship between satisfaction and commitment. In all, the discrepant findings characteristic of this research seem to be a function of both the range of independent variables used by researchers to model the satisfaction-commitment relationship and the choice of satisfacti...
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Whether Leader-Member Exchange (LMX) is a unidimensional or a multidimensional construct was assessed through the development and validation of a multidimensional measure. Item analysis involving 302 working students, followed by construct and criterion-related validation using 249 employees representing two organizations resulted in a multidimensi...
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This article reports the results of a longitudinal study of layoff victims and how they cope with job loss. We examine whether the perceived fairness of layoff procedures, corporate and government assistance programs, and individual differences influence the choice of problem-focused and/or symptom-focused coping strategies. Our findings challenge...
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This study investigates the influence of employee involvement (EI) program membership on attitudes towards an organization, its management, and the union during organizational downsizing. Respondents were 147 union members who had been notified of their discharge from a large manufacturer. EI membership had significant effects on worker commitment...
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This article reports the results of a longitudinal study of layoff victims and how they cope with job loss. We examine whether the perceived fairness of layoff procedures, corporate and government assistance programs, and individual differences influence the choice of problem-focused and/or symptom-focused coping strategies. Our findings challenge...
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In a recent article, Carney and Gedajlovic (1991) broke ground by identifying five types of franchisors. The present study attempted to confirm Carney and Gedajlovic's findings on an independent sample and to determine whether types identified differed enough to warrant sample heterogeneity concerns in research not accounting for them. The findings...
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Drug screening and employee assistance programs (EAPs) are human resource management practices for addressing substance abuse among employees. The two practices reflect different human resource management strategies and lead to different outcomes for employees and applicants. Drug screening is designed to exclude drug users from the workplace where...
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Testing for the presence of drug continues to gain popularity as a method for controlling drug use in the workplace. It is important that employers understand how potential applicants and current employees will react to the various types and purposes of drug testing. Employees (n = 529) were interviewed to investigate the role of attitudes toward d...
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Differences among full-time (n=1066), part-time (n=132), and moonlighting employees (n=153) in a variety of occupations were examined. Moonlighters as compared to full-timers were younger, more frequently male, perceived less educational fit with their main jobs, and were primary wage earners. Full-timers as compared to part-timers were more freque...
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This field study considered proposed relationships between perceived procedural fairness and employee reactions to a relatively novel organizational phenomenon, electronic control systems (ECSs). In a sample (N= 151) of employees, perceptions of ECSs' procedural fairness explained variance in ECSs' satisfaction beyond that accounted for in previous...
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Despite a significant growth and mounting popular interest in electronic monitoring and surveillance of workers, there has not been a great deal of systematic research into the relationship among various monitoring techniques, employee reactions to such monitoring, and outcomes such as employee satisfaction, organizational commitment, job performan...
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This article examines the role of firm characteristics, work force characteristics, location and employee benefits practices on employee turnover. Most research on turnover has been conducted at the individual or job-level of analysis, examining the cognitive processes that precede a jobholder's decision to leave a firm. Regardless of the reason, t...
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Shirking, social loafing, and free riding are concepts that have guided the recent study of how much effort employees provide on the job. Although researchers have generally treated these concepts as distinct, a common thread underlies them, that is, propensity to withhold effort (PWE). The main difference among the three concepts is the context in...
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This article examines the role of firm characteristics, work force characteristics, location and employee benefits practices on employee turnover. Most research on turnover has been conducted at the individual or job-level of analysis, examining the cognitive processes that precede a jobholder's decision to leave a firm. Regardless of the reason, t...
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Examined the role of tolerance for ambiguity (TA) in the feedback-seeking (FBS) process and differentiated among 3 FBS strategies: monitoring the work environment, solicitations from supervisors, and solicitations from coworkers. Questionnaire data collected by S. J. Ashford and L. L. Cummings (see record 1985-21594-001) from 172 employees at a pu...
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This paper examines the relationship between the role characteristics, organizational characteristics and stress in a sample of employee assistance program (EAP) administrators. In addition, variables which the organizational literature suggests 'buffer' the relationship of antecedents with stress are considered. The results indicate that the role,...
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Discusses how current goodness-of-fit indices fail to assess parsimony and hence disconfirmability of a model and are insensitive to misspecifications of causal relations (a) among latent variables when measurement model with many indicators is correct and (b) when causal relations corresponding to free parameters expected to be nonzero turn out to...
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Attitudes toward alcoholism among a representative sample of 524 adults in Georgia indicate acceptance of the disease concept remains incomplete. Despite expected regional differences, results from bivariate analyses are consistent with previous research conducted in other areas of the U.S. The Georgia data indicate similar levels of acceptance of...
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Attitudes toward alcoholism among 524 adults in Georgia indicate an incomplete acceptance of the disease concept. Despite expected regional differences, results from bivariate analyses are consistent with previous research conducted in other areas of the US. The Georgia data indicate similar levels of acceptance of the disease concept of alcoholism...
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There has been an exponential growth of employee assistance programs but a relative dearth of objective information about them available to organizational decision makers. Organizational consumers of employee assistance programs are often faced with a myriad of information about workplace strategies from purveyors of various programs or others with...
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Surveyed 480 private sector organizations with employee assistance programs (EAPs). The degree to which the disease model of alcoholism was accepted among those working with alcoholics in job-based programs and those charged with administering EAPs was assessed. Attitudes toward the employment of recovering alcoholics in the EAP field were also mea...
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This study provides an empirical assessment of theories of rape that suggest that conditions of poverty and inequality account for differences in rates of rape among communities in the United States. To compensate for problems of statistical unreliability, 1980 data for 88 Standard Metropolitan Statistical Areas (SMSAs) with extremely high or low r...
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Discusses how current goodness-of-fit indices fail to assess parsimony and hence disconftrmabiliry of a model and are insensitive to misspecifications of causal relations (a) among latent variables when measurement model with many indicators is correct and (b) when causal relations corresponding to free parameters expected to be nonzero turn out to...
Article
We compete for jobs and, the more desirable the job, the tougher the competition. Most people readily understand this. But, Nathan Bennett and Stephen A. Miles suggest that fewer people recognize how the pursuit of an open job can be framed as one "move" in a multifaceted game called "a career." The authors contend that individuals who quickly reco...

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