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Steve Werner
University of Houston
59Publications
25H-index
3,138Citations
Publications 59
Newest
Published on Nov 1, 2017in Human Resource Management 2.47
Kyoung Yong Kim6
Estimated H-index: 6
(City University of Hong Kong),
Teri Elkins Longacre2
Estimated H-index: 2
(University of Houston),
Steve Werner25
Estimated H-index: 25
(University of Houston)
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 ...
2 Citations Source Cite
Published on Dec 19, 2017in Journal of Managerial Psychology 1.55
Juanne V. Greene2
Estimated H-index: 2
(Kennesaw State University),
Neal P. Mero5
Estimated H-index: 5
(Stetson University),
Steve Werner25
Estimated H-index: 25
(University of Houston)
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...
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Published on Jan 1, 2016
Susana Velez-Castrillon1
Estimated H-index: 1
,
Seemantini Madhukar Pathak2
Estimated H-index: 2
(University of Missouri),
Steve Werner25
Estimated H-index: 25
(University of Houston)
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...
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Published on Jan 1, 2016
Pooya Tabesh (University of St. Thomas (Minnesota)), Dusya Vera15
Estimated H-index: 15
(University of Houston)
+ 1 AuthorsSteve Werner25
Estimated H-index: 25
(University of Houston)
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 ...
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Published on Nov 1, 2016in Journal of Management 8.08
Dusya Vera15
Estimated H-index: 15
(University of Houston),
Louise A. Nemanich7
Estimated H-index: 7
(Arizona State University)
+ 1 AuthorsSteve Werner25
Estimated H-index: 25
(University of Houston)
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...
16 Citations Source Cite
Published on Aug 1, 2016in Employee Relations 1.65
Hwanwoo Lee (China Europe International Business School), Steve Werner25
Estimated H-index: 25
,
Tae-Yeol Kim
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...
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Published on Sep 1, 2016in Human Resource Management 2.47
Steve Werner25
Estimated H-index: 25
(University of Houston),
Christian S. Kuiate (University of Texas–Pan American)+ 1 AuthorsArthur J. Francia (University of Houston)
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...
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Published on Dec 1, 2015in Human Resource Management Review 3.28
David B. Balkin33
Estimated H-index: 33
(University of Colorado Boulder),
Patrice Roussel7
Estimated H-index: 7
(University of Toulouse),
Steve Werner25
Estimated H-index: 25
(University of Houston)
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...
6 Citations Source Cite
Published on Jan 1, 2015
David B. Balkin33
Estimated H-index: 33
,
Patrice Roussel7
Estimated H-index: 7
,
Steve Werner25
Estimated H-index: 25
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...
Published on Sep 1, 2015in Journal of International Business Studies 6.20
Kyoung Yong Kim6
Estimated H-index: 6
(University of Houston),
Seemantini Madhukar Pathak2
Estimated H-index: 2
(University of Missouri–St. Louis),
Steve Werner25
Estimated H-index: 25
(University of Houston)
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...
10 Citations Source Cite
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