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Steve Werner
University of Houston
61Publications
26H-index
3,334Citations
Publications 61
Newest
#1Juanne V. Greene (KSU: Kennesaw State University)H-Index: 2
#2Neal P. Mero (Stetson University)H-Index: 9
Last.Steve Werner (UH: University of Houston)H-Index: 26
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Purpose The purpose of this paper is to explore the boundary conditions of job embeddedness (JE), considering whether certain conditions of high embeddedness may have a potential dark side leading to lower employee performance. Design/methodology/approach Hierarchical moderated regression was used to test the interactions between JE, economic exchange, and social exchange. Findings Results indicate that under certain exchange conditions, JE can have negative implications for performance. Practic...
#1Kyoung Yong Kim (CityU: City University of Hong Kong)H-Index: 6
#2Teri Elkins Longacre (UH: University of Houston)H-Index: 2
Last.Steve Werner (UH: University of Houston)H-Index: 26
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In this study, we examine the effect of organizational-level and individual-level signals on sex discrimination experiences, job satisfaction, and turnover intentions in a sample of South Korean female employees and organizations. Results indicate that the percentage of women employed in organizations was negatively associated with sex discrimination experienced by women. The number of family-friendly policies was also negatively associated with sex discrimination in a panel design but not in a ...
#1Dusya Vera (UH: University of Houston)H-Index: 15
#2Louise A. Nemanich (ASU: Arizona State University)H-Index: 7
Last.Steve Werner (UH: University of Houston)H-Index: 26
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We examine three knowledge-based processes and interactions underlying an effective improvisation capability in research and development (R&D) teams: a team’s ability to create a shared understanding of new knowledge, a team’s experience working together, and a team’s ability to gather external knowledge. Using a sample of 100 R&D teams developing computer technology innovations, we also examine the moderating role of “minimal structures” (goal clarity combined with autonomy) as a contextual fac...
#1Steve Werner (UH: University of Houston)H-Index: 26
#2Christian S. Kuiate (UTPA: University of Texas–Pan American)
Last.Arthur J. Francia (UH: University of Houston)
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We suggest that a firm's benefits can relate to important organizational outcomes that have strategic implications. We propose a number of mechanisms that could relate benefits to strategic outcomes, including the notion that benefits can help attract and retain the type of employees who are most likely to perform in ways consistent with the firms' strategies. We illustrate this with the case of supplemental retirement benefits in an actual setting, the long-haul trucking industry. We report pos...
#1Hwanwoo Lee (China Europe International Business School)H-Index: 1
#2Steve WernerH-Index: 26
Last.Tae-Yeol KimH-Index: 1
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Purpose – The purpose of this paper is to test the effect of human resource systems on organization attraction. Furthermore, the authors theorize and test how the vocational interests of prospective employees can serve as boundary conditions that affect the relationship between high-performance work systems (HPWS) and organization attraction. Design/methodology/approach – To achieve these ends, this study conducts a scenario-based experiment with prospective employees to examine the effects of H...
#1Pooya Tabesh (University of St. Thomas (Minnesota))H-Index: 2
#2Dusya Vera (UH: University of Houston)H-Index: 15
Last.Steve Werner (UH: University of Houston)H-Index: 26
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Unabsorbed slack resources can be critical for organizational innovativeness and success, but cumulative research regarding the relationship between unabsorbed slack and organizational outcomes has resulted in mixed findings. In an effort to untangle the effects of this important type of high-discretionary slack, we build on the upper echelons and behavioral theory of the firm perspectives to shed light on the mostly overlooked role of decision makers in slack resource deployment mechanisms. By ...
#2Seemantini Pathak (MU: University of Missouri)H-Index: 5
Last.Steve Werner (UH: University of Houston)H-Index: 26
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We use arguments based on upper echelons and signaling research to derive hypotheses about how the board’s human capital, social capital, and demographic diversity impact firm reputation. Our results show that the board’s social connections enhance the benefits to the firm’s reputation of having strong board human capital. We also detected a tradeoff in the case of diversity, with board social connections augmenting the impact of board gender diversity but weakening that of board age diversity o...
#1David B. Balkin (CU: University of Colorado Boulder)H-Index: 32
#2Patrice Roussel (University of Toulouse)H-Index: 9
Last.Steve Werner (UH: University of Houston)H-Index: 26
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This paper applies self-determination theory and motivation crowding theory to identify specific conditions where performance contingent pay for in-role job performance can be used while at the same time preserving or enhancing perceived autonomy to facilitate extra-role creativity. We formulate theoretical propositions that identify several factors that positively moderate the relationship between performance contingent pay and autonomy so that perceived autonomy is increased rather than decrea...
#1Kyoung Yong Kim (UH: University of Houston)H-Index: 6
#2Seemantini Pathak (UMSL: University of Missouri–St. Louis)H-Index: 5
Last.Steve Werner (UH: University of Houston)H-Index: 26
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We study the conditions under which firms can capitalize on their international human capital (IHC). Using the ability–motivation–opportunity (AMO) perspective we conceptualize IHC as ability, collaborative climate as motivation, and the firm’s level of internationalization as opportunity. We test three alternative AMO models – the additive model (main effect), the combinative model (two-way interactions), and the multiplicative model (a three-way interaction). Using a cross-industry sample of S...
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