Lori A. Muse

Has the Inverted-U Theory of Stress and Job Performance Had a Fair Test?

Even though researchers have been exploring the relation between stress and job performance for nearly a century, there remains controversy about whether the relation is best characterized as a negative linear relation, a positive linear relation, or as an inverted-U. The inverted-U theory has a great deal of intuitive appeal, yet research results weigh in favor of the negative linear relation. We reviewed studies performed over the past 25 years on the stress-performance relation. The results of our review identified three primary sets of problems with prior research: neglect of the understressed condition, negative connotation of stress, and contextual range restriction. All but one of the studies in our review were found to have at least one of these problems. Based on these results, we make suggestions for refinements in future research to provide a fair test of the inverted-U theory.

The Influence of Large Stake Family Control on Performance: Is it Agency or Entrenchment?

Agency theory posits that the greater degree of control by those with decision‐making authority, the greater the overall organizational performance. Conversely, entrenchment theory implies that at extremely high levels of inside control by those with decision authority, organizational performance decreases. Using a nationwide sample of 2,631 privately held and publically traded family businesses, we examined if the relationship of percent family ownership is an agency or entrenchment relationship and found the latter. Specifically, there was a statistically significant negative relationship between percent of family control and sales growth as well as a strong inverse relationship between percent of family controlling the top management team and all measures of financial performance.

A New Perspective on the Developmental Model for Family Business

This research contributes to the family business literature by providing the first empirical test of the developmental model for family business (DMFB), developed by Gersick, Davis, Hampton, and Lansberg (1997). Our testing of the DMFB, along with a review of the literature since its publication, allow us to identify key groups of variables that can help explain family business development. Specifically, we identify owner, firm, and family characteristics to augment the DMFB. Our hierarchical regression analysis of 934 firms suggests that the original model provides asolidfoundation forclassifyingfamily firms, but the augmented model explains significantly more variance in family firm development.

An examination of traditional versus non‐traditional benefits

Purpose – The purpose of this paper is to investigate how the perceived value of traditional versus non‐tradition benefits may be related to the employee‐employer relationship, and how the perception of that relationship might be linked to job performance and turnover intentions.Design/methodology/approach – Multi‐source data were collected from a random sample of employees and their supervisors at a healthcare organization (n=457).Findings – Non‐traditional benefits have a positive direct relationship with perceived organizational support (POS), whereas traditional health and financial benefits are not related to POS. The relationships between benefits perceptions and POS are moderated by marital status, but not gender. In addition, POS had a strong negative relationship with turnover intentions, and a positive relationship with task performance, job dedication and interpersonal facilitation.Research limitations/implications – Whereas data collected were multisource in nature, data were collected at the ...

An overview of accounting restatement activity in the United States

Purpose – The purpose of this paper is to provide an overview of financial restatements by US companies to help students, professors, and practitioners gain a better understanding of restatements. Data from restatement activity that occurred between January 1, 1997 and June 30, 2002 is presented and relevant literature is cited to discus the players involved in restatements, the causes of restatements and their impacts.Design/methodology/approach – A sample of 919 restatement announcements compiled by the General Accounting Office (GAO) that occurred between January 1, 1997 and June 30, 2002 is analyzed. The data and the relevant literature are used to examine the roles of companies, auditing firms, and the Security and Exchange Commission (SEC) in the financial reporting process and show how they are involved in prompting restatements. Literature is also reviewed on the root causes of restatements and their impact.Findings – The misstatements that lead to earnings restatements are driven by a variety of ...

Flexibility implementation to a global workforce: a case study of Merck and Company, Inc.

Despite the fact that a business case exists for flexible work initiatives and employees consistently rank flexibility as the most important program to their success at work and home, little is known about why organizations adopt such programs and the process of developing a program. Even less is known about potential program outcomes and how these outcomes may differ across cultures. This case will document Merck and Company, Inc.s (Merck) experience in creating and implementing a global workplace flexibility initiative. The purpose is threefold (1) to identify key catalysts moving Merck to consider such a program; (2) to provide a business example of how a multinational organization can successfully implement a policy to better support its employees worldwide; and (3) to examine both intended and unforeseen consequences of implementing the program. The case will conclude with design and implementation recommendations for practitioners as well as suggestions for future research surrounding workplace flexibility and other work-life programs.

How wellness programs can boost the bottom line through employee involvement

More and more firms are adopting health promotion programs. They reduce costs, and increase employee productivity. The authors review the types of programs companies are offering, discuss the pros and cons, and note some of the best programs available today. They also offer helpful advice for implementing a wellness program. ©1999 John Wiley & Sons, Inc.