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The authors examined the relationship between team type (consultative or substantive); job characteristics; and the outcome variables of job satisfaction, satisfaction with team processes and activities, and team commitment. The present results supported the hypothesis that job characteristics mediate the relationship between team type and team commitment and partially mediate the relationship between team type and job satisfaction and satisfaction with team processes and activities. However, contrary to the hypothesis, consultative team members perceived the content of their jobs to be more enriched and reported higher levels of satisfaction and commitment than did substantive team members. Key words: attitudes, commitment, job characteristics model, satisfaction, teams, THE USE OF EMPLOYEE TEAMS is one popular method for increasing worker productivity and flexibility (Bishop, Scott, & Burroughs, 2000). Many organizations today use different forms of employee involvement programs [...]

To link to full-text access for this article, visit this link: http://dx.doi.org/10.1016/j.jbusres.2005.02.006 Byline: Sanjib Chowdhury (a), Grant Miles (b) Keywords: Service/manufacturing dichotomy; Customer-induced uncertainty; Organization design Abstract: With the growth of the service economy, an extensive literature has appeared that examines the unique design characteristics of service organizations. It has been suggested that service firms face a higher level of customer contact which requires specific adjustments in organizational design. Economic, technological, and strategic changes, however, have combined to blur this distinction. As a result, the original service/manufacturing dichotomy must be called into question. We suggest that customer-induced uncertainty rather than the service/manufacturing distinction has specific influence on organizational design. Using data from administrative managers, we found that service firms did not exhibit a higher level of customer-induced uncertainty than manufacturing firms and that customer-induced uncertainty, rather than a service/manufacturing distinction, predicted organizational design choices. Author Affiliation: (a) College of Business, Eastern Michigan University, 466 Gary Owen Building, Ypsilanti, MI 48197, United States (b) College of Business Administration, University of North Texas, P.O. Box 305429, Denton, TX 76203-5429, United States Article History: Received 1 March 2004; Accepted 11 February 2005

Understanding the proper role of government in the promotion of small technology-oriented firms is a priority given the potential benefits to society as a whole and the inability of traditional market mechanisms to adequately nurture such firms. Further, designing the appropriate public policies to sufficiently satisfy the involved stakeholders has typically proven to be an elusive pursuit. With these issues in mind, this paper applies the concept of agency theory to evaluate government programs seeking to promote technology start-ups. A new program associated with the Innovation Ontario Corporation, which utilizes equity joint ventures between government and small technology-oriented firms, is described and evaluated using the agency perspective. Suggestions are made for further inquiry and analysis. (Reprinted by permission of the publisher.)

Purpose – The purpose of this paper is to explore whether socially responsible firms recognize the potential conflicts that come with higher levels of executive compensation, and thus limit executive pay relative to what is being paid in other firms. In the process, the relationships between executive compensation and financial performance, and corporate social performance and financial performance are examined to determine whether potential compensation and social performance links are coming at the expense of company financial performance. Design/methodology/approach – The empirical data for this research were obtained from a stratified sample of Fortune 1000 companies pulled from across more than 15 industries. Multiple regression analysis is utilized to test three hypotheses. Findings – In line with the hypotheses, results indicate that companies identified as good corporate social performers do in fact have lower levels of executive compensation and there is some support found for a positive relationship between social and financial performance. Practical implications – The results provide support for the view that firms concerned about social responsibility can put restrictions on executive compensation and still achieve good financial performance, and make a case that executive compensation should in fact be a concern of all socially responsible firms. Originality/value – There are few studies that examine the direct link between executive compensation and corporate social responsibility. This study addresses this gap in the literature and adds to the discussion as to whether socially responsible firms might seek to better balance compensation across the firm and emphasize that profit, both individual and corporate, must be earned within a system that is fair and balanced for all. [ABSTRACT FROM AUTHOR]

More and more, small firms are operating in an environment characterized by projects. While a variety of factors may ultimately play a role in the success or failure of any given project, we argue that project novelty is likely to be an overriding factor. Project novelty, defined as the lack of relevant experience a firm has when pursuing a project, is offered as an extension of research in applicability and appropriateness of firm capabilities. We posit that project novelty enables movement past general arguments offered for generalization and specialization and moves towards specifically testable firm-project fit models. To that end this paper provides a working definition, four propositions and an estimation method appropriate for project attribute data. Implications regarding project novelty and its role in the selection and pursuit of projects are developed both for managers of small businesses and for those who advise and/or train such managers. [ABSTRACT FROM AUTHOR]

Purpose – The objective in this study is to examine the relationship between innovation speed, and radical product and process innovations. Design/methodology/approach – A survey of firms in the high-tech (semiconductor, audio video equipment and computer hardware) industries was conducted. Hypotheses were tested using a hierarchical multiple regression analysis. Findings – The results revealed a significant positive relationship between innovation speed and both radical product and radical process innovations. Radical product and process innovations were highly correlated in the sample. Research limitations/implications – Response rate was relatively low to the survey, however, control variables were included to ensure accuracy of results. This study empirically tested inter-innovation relationships within the high-tech industry. Practical implications – Findings suggest that firms should not avoid radical innovations with the fear of being late to market. In addition, based on these results, product and process innovations are closely linked to one another, and to innovation speed. Originality/value – This is one of the few studies to examine inter-innovation relationships at the firm level. [ABSTRACT FROM AUTHOR]