Richard Steers

• University of Oregon

Leadership is possibly the least understood aspect of managing people, because it is at the same time personal, institutional, and cultural. Martin Hemmert’s new volume illustrates this point by highlighting both similarities and differences in leadership patterns across Korean companies all operating in the same cultural environment. Comparing Kor...

Almost 2,500 years ago, the Chinese philosopher Confucius observed that all people are basically the same; it is only their habits that are different. Almost four hundred years ago, the French mathematician Blaise Pascal noted that things believed to be true in one country are often believed to be false in another. And much more recently, the Honda...

Cambridge Core - Organisation Studies - Management across Cultures - by Richard M. Steers

The third edition of this popular textbook has been thoroughly expanded and updated throughout to explore the latest approaches to cross-cultural management, presenting strategies and tactics for managing international assignments and global teams. With a clear emphasis on learning and development, this new edition introduces a global management mo...

In this paper, we argue that an understanding of cultural differences, while helpful, is insufficient to guide managers through the challenges of cross-cultural encounters. Our basic argument is that each cross-cultural situation is unique and, while culture matters, it matters in different ways across different situations. We explore the interrela...

This study examines the cultural roots of ethi- cal conflicts in the global business environment. It begins with a brief look at worldviews on ethical behavior in general. Based on this, it is argued that an in-depth understanding of ethical conflicts has been hampered by an overreliance on Western models and viewpoints. Three common sources, or ba...

Given the amount of knowledge required to succeed in the global business environment and the speed in which knowledge becomes obsolete, we argue that developing multicultural competence, or an ability to work successfully with partners in different parts of the world, is the best strategy available to managers that want to succeed. Building on the...

Understanding why organizations fail or succeed typically requires, among other things, an assessment of leadership behaviors and contexts. Some experts, mostly those with a stronger psychological inclination, emphasize the figure of those in charge, their personality traits and habits, their charisma and style, their personal or task orientations,...

This study compares national cultures, leadership strategies, and work environments in two successful global automobile companies, Hyundai Motor Group and Toyota Motor Corporation. Despite competing head-on in the same market, it was found that these companies use very different leadership strategies as a basis for both global competition and local...

The goal of this special issue is to present a set of articles that, collectively, explores the interrelationships between national culture, leadership, and organizational behavior. Our hope is that these articles will summarize where the field currently stands, as well as suggest new directions for future research and theory development on this im...

Much of the research on global leadership focuses on specific traits that managers and leaders should possess. While the literature acknowledges the importance of cultural differences in influencing both leadership and followership, it largely ignores differences in cognitive processes that can influence how attitudes are developed and behaviours a...

Management practices and processes frequently differ across national and regional boundaries. What may be acceptable managerial behaviour in one culture may be counterproductive or even unacceptable in another. As managers increasingly find themselves working across cultures, the need to understand these differences has become increasingly importan...

Cambridge Core - Management: General Interest - Cambridge Handbook of Culture, Organizations, and Work - edited by Rabi S. Bhagat

This paper and the two that follow examine a simple, yet important, question: To what extent can differences in national cultures systematically influence whether and for what reasons nations adopt - or fail to adopt - available emerging technologies? Unfortunately, little in the way of systematic research has been done on this important topic. In...

The authors of the various chapters in this book have approached the concept of global mindset from diverse perspectives and have defined it differently. Levy et al. in this volume define global mindset as a highly complex cognitive structure distinguished by an openness to and expression of multiple cultural and strategic realities on both global...

Developing successful relationships with people from different cultures is challenging by definition. Several reasons account for this, including people's tendencies to have preconceived notions about how the world works (or should work), how individuals behave (or should behave), and which behaviors are acceptable (or unacceptable). These ideas ar...

Limited Brands is a powerhouse in the global fashion industry with brands like Victoria's Secret. Founded in 1963, with one women's apparel store in Columbus, Ohio, it has grown into more than 3,500 stores and seven retail brands. It was ranked as the ''most admired company'' in the specialty retail industry by Fortune Magazine in 2003. The company...

In Great Minds In Management Ken G. Smith and Michael A. Hitt have brought together some of the most influential and original thinkers in management. Their contributions to this volume not only outline their landmark contributions to management theory, but also reflect on the process of theory development, presenting their own personal accounts of...

This article presents a response by Richard M. Steers, Richard T. Mowday and Debra L. Shapiro to Christopher Michaelson's comments on the July 2004 “Academy of Management Review” Special Topic Forum regarding the Future of Work Motivation Theory. Steers and colleagues agree with Michaelson that the articles in the forum did not directly address his...

This contribution examines the entrepreneurial environment that initially facilitated Korea's rapid emergence as a global economic power in the 1970s and 1980s, as well as the subsequent managerial and strategic errors that helped precipitate the 1997 economic collapse. It is argued that a principal reason for the financial collapse was a failure o...

Transformational leadership theory was examined in 89 schools in Singapore using a split sample technique (N = 846 teachers). The study sought to examine the influence of transformational leader behavior by school principals as it related to organizational commitment, organizational citizenship behavior, teacher satisfaction with leader, and studen...

Arguing that culture moderates the potency of various incentives in motivating employees, we propose a culture-contingent model of incentive system design in this article. Four nation-level determinants of culture are identified: historical events, economic/political structure, geographical location, and language characteristics. Based on evidence...

For the past 30 years, economists and management theorists have empirically investigated the compensation of top executives. An issue that has received critical attention is what appears to be a weak link between top executive compensation and performance. In contrast to rational models that have characterized most previous studies, this paper deve...

Conducted a partial replication of a study by W. H. Mobley et al (see record 1979-09964-001) on hospital employee turnover. Ss were 305 full-time classified university employees aged 18 yrs and older. Intermediate linkages of the employee withdrawal decision process studied were job satisfaction, age, tenure, perception of job opportunities, thoug...

Based on a sample of worker-owners in a producer cooperative and employees in a conventional organization, this study empirically tests portions of a theoretical model explaining the relationship between worker ownership and control and work attitudes and behaviors. According to the model, worker-owners in the cooperative are hypothesized to have h...

Examined the effects of job satisfaction and rated job performance on voluntary turnover among 295 hospital employees (approximate average age 35 yrs). Measures of job satisfaction were obtained from Ss, independent performance ratings by superiors were obtained from company records, and voluntary turnover data were collected 1 yr after administrat...

Specific supervisor interactions with tellers in 50 branches of a commercial bank were examined for their contribution to turnover rates. For those branches that instigated such actions, turnover was significantly lower than in the matched control groups. Moreover, actual implementation was found to be influenced by the efficiency level of the indi...

In any given year, it has been estimated that over 300 million work days are lost in Britain due to employee absenteeism. This figure amounts to about 13.5 days lost per employee. Daily absenteeism among blue-collar workers in many industries runs as high as 17 per cent of the work force with rates often much higher on Mondays and Fridays. These es...

Proposes a comprehensive model of the processes leading up to voluntary employee termination, based on a review of research on employee turnover. Information on the psychological and behavioral mechanisms used by employees to accommodate the decision to stay or leave; Discussion of the suggested post-decision accommodation processes based on attrib...

The article presents a study which examined the relative influence of personal factors and work experiences of employees on employee turnover and absenteeism. According to the results of the study, labor turnover and absenteeism are independent of work experiences and personal factors. The study also determined that absenteeism is predicted more ac...

Although absenteeism is a growing problem in the United States today, the ways in which many organizations are dealing with it are based on two faulty assumptions. The first assumption is that the major cause of absenteeism is job dissatisfaction, and the second is that employees are free to decide whether they want to go to work. Factors other tha...

This paper summarizes a stream of research aimed at developing and validating a measure of employee commitment to work organizations. The instrument, developed by Porter and his colleagues, is called the Organizational Commitment Questionnaire (OCQ). Based on a series of studies among 2563 employees in nine divergent organizations, satisfactory tes...

: The impact of organization structure on perceptions of role conflict and ambiguity was examined within a multivariate framework and found to explain substantial portions of variation in both role perceptions. These structural influences were generally supported across three occupational groupings: professional employees (N=55); secretarial/cleric...

Presents a model of employee attendance in work organizations based on a review of 104 empirical studies. It is suggested, based on the literature, that attendance is directly influenced by 2 primary factors: (a) attendance motivation and (b) ability to come to work. Attendance motivation, in turn, is largely influenced by satisfaction with the job...

This study sought (1) to compare the relative predictive powers of job attachment and job satisfaction with respect to turnover among a sample of public employees; and (2) to examine individual and job-related influences on both attitudes. It was found that attachment was a more effective predictor of turnover than overall satisfaction (or any face...

This report summarizes in tabular form the results of 104 empirical studies of employee absenteeism. Summary information is provided for each study, including: (1) the specific factor under study; (2) the investigators; (3) the nature of the sample; (4) the sample size; (5) whether the study was a group or individual design; (6) the types of absenc...

There is no clear understanding of how jobs influence the level of employee motivation. A conceptual model is needed to guide research and provide greater insight into motivational implications of changes in the nature of jobs. Seven conceptual models of the motivational properties of tasks are reviewed. Each model is examined in terms of its scope...

There is no clear understanding of how jobs influence the level of employee motivation. A conceptual model is needed to guide research and provide greater insight into motivational implications of changes in the nature of jobs. Seven conceptual models of the motivational properties of tasks are reviewed. Each model is examined in terms of its scope...

This investigation examines the relative contributions of several individual difference factors to the amount of subordinate participation in decisionmaking (PDM) allowed by superiors among a sample of 103 male and female employees. It was found that females as a group are more participative than males and that such sex differences often affect the...

Examined the effects of job scope and need for achievement (n Ach) on organizational commitment and performance among a sample of 115 managers in various departments of a major midwest manufacturing firm. Measures of perceived job scope, n Ach (Manifest Needs Questionnaire), and commitment were obtained from the sample, whereas independent performa...

This study proposes and tests a preliminary model concerning the antecedents and outcomes of employee commitment to organizations using a cross-validational framework. The study was carried out among 382 hospital employees and 119 scientists and engineers. It was found that for both samples personal characteristics, job characteristics, and work ex...

This investigation represents an attempt to develop and validate a research instrument (Manifest Needs Questionnaire) capable of measuring the four needs of achievement, affiliation, autonomy, and dominance using behaviorally-based scales. The instrument is designed to measure such needs with specific reference to work settings and with minimal tim...

Studied the effect of employee need for achievement (n Ach) on the job performance-job attitude relationship among 1st-level supervisors. Ss were 133 females with a mean age of 42 yrs employed in a large public utility. Before need strength variations were considered, overall performance was found to be somewhat related to job satisfaction but not...

This paper reviews 17 multivariate models of organizational effectiveness in terms of their primary evaluation criteria, their normative or descriptive nature, their generalizability, and their derivation. Little consistency was found in the evaluation criteria of the models. Eight problems of such models are discussed which appear to reduce their...

This investigation analyzes the relationship between employees' task goals and supervisory performance as moderated by n Achievement among a sample of first-level supervisors working under a formalized goal-setting program. Before need strength levels were taken into account, little consistent relationship was found between the five task-goal attri...

Studied changes across time in measures of organizational commitment and job satisfaction as each related to subsequent turnover among 60 recently employed psychiatric technician trainees. A longitudinal study across a 101/2-mo period was conducted, with attitude measures (Organizational Commitment Questionnaire and Job Descriptive Index) collected...

Many studies have demonstrated the relatively successful performance implications of formalized goal-setting programs in organizations. However, these findings typically do not identify the specific factors behind such techniques that are largely responsible for their success. Toward this end, research relating to 6 factor analytically derived attr...

Critically examines research over the past 10-12 yrs concerning factors related to turnover and absenteeism in work situations. On a general level, overall job satisfaction was consistently and inversely related to turnover. In an effort to break down the global concept of job satisfaction, various factors in the work situation were analyzed as the...

Thesis (Ph. D.)--University of California, Irvine, 1973. Includes bibliographical references (leaves 150-162). Photocopy of typescript.

Incluye índice Incluye bibliografía Contenido : el reto de la administración de organizaciones; conducta individual en el trabajo; grupos y diseño organizacional; procesos organizacionales; empleados y desarrollo organizacional.

Incluye bibliografía e índice