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Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Social systems devise rules for member conduct and often specify punitive action for nonconformity. However, confronting and signaling the intent to punish a rule violator may be an inherently face‐threatening and volatile situation. As such, in this paper we seek to add to the research aimed at minimizing the negative effects of confrontation. We conducted an experiment to examine the impact of linguistic cues and coercive potential on message categorization and on receiver perceptions of threat and face‐sensitivity. Results suggest that threats might be considered a special class of warnings, distinguishable by a speaker‐based locus of punishment Locus of punishment did not, however, impact perceptions of having been warned. These findings thus call into question the assumed parallelism between researcher conceptualizations of threats and warnings and those of typical language‐users. Additionally, targets reported feeling less threatened and perceived more face‐sensitivity, in cases when the speaker was not the source of punishment. Perceptions of threat were decreased when disclaimers were employed and where the message originated from a peer rather than an authority. Power of speech had an impact in ambiguous situations. Implications for researchers and practitioners are discussed.

Examines the thirteenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.

The purpose of this study was to examine the extent to which chief executive officers (CEOs) deserve the pay they receive both in terms of over and underpayment.

Rather than using the traditional normal distribution view in which CEO performance clusters around the mean with relatively little variance, the authors adopt a novel power law approach. They studied 22 industries and N = 4,158 CEO-firm combinations for analyses based on Tobin’s Q and N = 5,091 for analyses based on return on assets. Regarding compensation, they measured the CEO distribution based on total compensation and three components of CEO total pay: salary, bonus, and value of options exercised.

In total, 86 percent of CEO performance and 91 percent of CEO pay distributions fit a power law better than a normal distribution, indicating that a minority of CEOs are producing top value for their firms (i.e. CEO performance) and a minority of CEOs are appropriating top value for themselves (i.e. CEO pay). But, the authors also found little overlap between CEOs who are the top performers and CEOs who are the top earners.

The findings shed new light on CEO pay deservingness by using a novel conceptual and methodological lens that highlights systematic over and underpayment. Results suggest a violation of distributive justice and offer little support for agency theory’s efficient contracting hypothesis, which have important implications for agency theory, equity theory, justice theory, and agent risk sharing and agent risk bearing theories.

Results highlight erroneous practices when trying to benchmark CEO pay based on average levels of performance in an industry because the typical approach to CEO compensation based on averages significantly underpays stars and overpays average performers.

Results offer new insights on the extent of over and underpayment. The findings uncover an extremely large non-overlap between the top earning and top performing CEOs and to an extent far greater in magnitude than previously suggested.

Objetivo – El objetivo de nuestro estudio fue examinar si los directores ejecutivos (CEOs) merecen la remuneración monetaria que reciben.

Metodología – En lugar de utilizar el enfoque tradicional que asume que la distribución del rendimiento de CEOs sigue la curva normal (con la mayoría de CEOs agrupados en torno a la media y relativamente poca variación), adoptamos un enfoque diferente basado en la ley de potencia. Incluimos 22 industrias y N = 4.158 combinaciones de CEO-firma para análisis basados en Tobin’s Q y N = 5.091 para análisis basado en la rentabilidad de los activos. En cuanto a la remuneracion, medimos distribuciones basadas en la remuneración total y tres componentes del pago completo a los CEOs: salario, bonos, y el valor de las opciones ejercitadas.

Resultados – 86% de las distribuciones de rendimiento de CEOs y el 91% de las distribuciones de pago de los CEO se aproximan mejor a una distribución de ley de potencia que a una distribución normal. Esto indica que una minoría de los CEOs produce un valor muy superior para sus empresas (es decir, el rendimiento CEO) y una minoría de los CEOs apropia valor superior para sí mismos (es decir, pago de los CEO). Sin embargo, encontramos muy poco solapamiento entre aquellos CEOs que se desempeñan mejor y los CEOs que ganan más.

Implicaciones – Nuestros hallazgos usando una conceptualización y metodología novedosas ponen en relieve que a muchos CEOs se les paga demasiado y que a muchos no se les paga suficiente (en comparación con su desempeño). Los resultados sugieren una violación de los principios de justicia distributiva y no apoyan la hipótesis de “contratación eficiente,” y tienen implicaciones para para la teoría de la agencia, de la equidad, de la justicia, y de la distribución de riesgos.

Implicaciones prácticas – Los resultados destacan las prácticas erróneas con respecto a la distribución de compensación a CEOs que se basan en los niveles medios de rendimiento en una industria. Estas prácticas llevan a no pagar suficiente a los directivos “estrella” y pagar demasiado a los directivos con desempeño medio.

Originalidad/valor – Los resultados ofrecen nuevas perspectivas sobre la relación entre desempeño y compensación de CEOs y que los que se desempeñan mejor no son los que reciben más pago, y viceversa. Estas diferencias son mucho más grandes de que lo que se creía anteriormente.

Objetivo – O objetivo do nosso estudo foi examinar se os CEOs merecem a compensação monetária que recebem.

Metodologia – Em vez de utilizar a abordagem tradicional que assume que a distribuição do desempenho do CEO segue a curva normal (com a maioria dos CEOs agrupados em torno da média e relativamente pouca variação), adotamos uma abordagem diferente com base num enfoque inovador da lei de potência. Incluímos 22 indústrias e N = 4.158 combinações de CEO-empresa para análise baseada no Q de Tobin e N = 5091 para análise baseado na rentabilidade dos ativos. Em relação à compensação, medimos as distribuições de CEO com base no total de compensação e três componentes do pagamento total dos CEOs: salário, bônus e o valor das opções exercidas.

Resultados – 86% do desempenho do CEO e 91% das distribuições de pagamento do CEO correspondem a uma lei de potência melhor do que uma distribuição normal, indicando que uma minoria de CEOs está produzindo valor superior para suas empresas (ou seja, desempenho do CEO) e uma minoria de CEOs se apropriando do valor superior para si próprios (isto é, o salário do CEO). Mas, também encontramos pouca sobreposição entre CEOs que tem os melhores desempenhos e os CEOs que tem as maiores ganancias.

Implicações – Nossas descobertas lançam nova luz sobre o merecimento do pagamento do CEO, usando uma nova lente conceitual e metodológica que destaca o excessivo e o baixo pagamento sistemático. Os resultados sugerem uma violação da justiça distributiva e não apoiam a hipótese da contratação eficiente, e tem implicações para a teoria da agência, teoria da igualdade, teoria da justiça e distribuição de riscos.

Implicações práticas – Os resultados destacam práticas errôneas quando se tenta benchmark de remuneração do CEO baseado em níveis médios de desempenho em uma indústria, porque essas práticas levam a não pagar o suficiente aos CEOs “estrela” e pagar em excesso CEOs com desempenho médio.

Originalidade/valor – Os resultados oferecem novas perspectivas sobre a relação entre desempenho e retribuição dos CEOs e que os que desempenham melhor não são os que recebem um pagamento maior, e vice-versa. Estas diferenças são muito maiores do que se pensava anteriormente.

The development of innovations in all the research and development (R&D) fields is leading to a huge increase of patent data. Therefore, it is reasonable to foresee that, in the next future, Big Data-centered techniques will be compulsory to fully exploit the potential of this kind of data. In this context, network analysis-based approaches are extremely promising. The purpose of this paper is to provide a contribution to this setting. In fact, the authors propose a well-tailored centrality measure for evaluating patents and their citations.

The authors preliminarily introduce a suitable support directed network representing patents and their citations. After this, the authors present the centrality measures, namely, “Naive Patent Degree” and “Refined Patent Degree.’” Then, the authors show why they are well tailored to capture the specificities of the patent scenario and why classical centrality measure fails to fully reach this purpose.

The authors present three possible applications of the measures, namely: the computation of a patent “scope” allowing the evaluation of the width and the strength of the influence of a patent on a given R&D field; the computation of a patent lifecycle; and the detection of the so-called “power patents,” i.e., the most relevant patents, and the investigation of the importance, for a patent, to be cited by a power patent.

None of the approaches proposing the application of centrality measures to patent citation networks consider the main peculiarity of this scenario, i.e., that, if a patent p_i cites a patent p_j, then the value of p_i decreases. So, differently from classical scientific paper citation scenario, in this one performing a citation has a cost for the citing entity. This fact is not considered by all the approaches conceived to investigate paper citations. Nevertheless, this feature represents the core of patent citation scenario. The approach has been explicitly conceived to capture this feature.

The recent impasse over federal forest management in the Pacific Northwest region of the United States has been a living laboratory of conflict and its management, and provides the context for this case study. While most of the media attention has been focused on regional or national events such as President Clinton's Forest Conference of April 1993, a larger number of localized conflicts have shaped the controversy at the grassroots level. This case study focuses on a pivotal meeting in one such conflict: the Shasta Costa planning process. Outside intervenors mediated the meeting, and USDA Forest Service personnel, timber industry representatives, and environmentalists participated Participant observation and a supplemental survey led to the following conclusions: (1) measures of standing (the legal and social basis for legitimate participation) differed between the industry and environmental representatives, (2) reliance on science differed between groups, and (3) the process was not able to overcome a power imbalance. These findings suggest that there may be little hope for local dispute efforts if there is substantial policy uncertainty at the national level. Implications for managing forestry conflict in the region are discussed.

Examines the twelfth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.

Individuals sometimes feel compelled to confront a rule‐violator. Because the goal of a confrontation is to stop the objectionable action, the violator may feel that his or her autonomy is being threatened and may resist complying. To reduce the likelihood of negative outcomes, confronters are advised to engage in discourse that makes them appear face‐sensitive. However, we argue that the authority of a speaker and the type of directive (imperative or suggestion) that is spoken interact so as to affect the degree of face‐sensitivity attributed to a confronter. We conducted an experiment to test this notion. Consistent with our position, authorities are perceived as more sensitive when expressing suggestions and are attributed coercive potential regardless of the directive enacted Peers, however, are attributed greater coercive potential when communicating imperatives, while face‐sensitivity is unaffected by the type of directive. Implications for confrontation are discussed.

One lesson of the 1970s was that the power and influence of retailers and distributors is a highly significant factor in many practical marketing situations. Currently, however, the nature of retailer power is in the process of changing as a result of new information technology, which has the effect of increasing dramatically the existing structural advantages of retailers in access to marketing information. This article considers the sources of informational power for retailers, predicts the nature of retailer information strategies and develops a model of the marketing information system which transcends the organisational boundaries of a single firm — the channel marketing information system. The objective of this discussion is to attempt to clarify the possible responses to retailer information advantage, both tactically in the short term, but also rather more importantly at a strategic level in the longer term.

The purpose of this study is to examine two opposing approaches to the effects of power on negotiation: a “collaborative approach” of power and a “competitive approach” of power. Accordingly, the authors state oppositional hypotheses based on each approach. This study further investigates the mediating role of the perceived threat of the negotiation and the moderating role of negotiation topic (i.e. topics that touch on one’s power position versus topics that are related to the tasks one needs to perform) in this relationship. Finally, the authors state a moderated mediation hypothesis where they expected that the negotiation topic would moderate the indirect effect of power on negotiation strategies.

A vignette study (N = 279) and a negotiation game (N = 138) were conducted where the power within dyads was manipulated.

Study 1 showed that powerholders prefer collaborative strategies, whereas powerless negotiators prefer competitive strategies. Perceived threat of the negotiation mediated this effect. Furthermore, both Studies 1 and 2 showed that the negotiation topic moderates the effect of power on negotiation strategies providing further support for the collaborative approach of power. Finally, Study 1 provided partial support for the moderated mediation hypothesis.

Both Studies 1 and 2 are experimental studies. A field study should try to replicate these results in the future.

This study illuminates the effects of power on negotiation and addresses inconsistent findings in the negotiation literature. The results might be of great importance to large organizations where power asymmetries constitute an integral part of the employee/manager interactions.

To the best of the authors’ knowledge, this is the first study to show the moderating role of negotiation topic in the relationship between power and negotiation.