To my parents

Extending the workday to the home into the night and weekends is nothing new; however, the wide array of technological tools that facilitate an anytime-anywhere connectedness of employees to their employers is a recent phenomenon. Technology-assisted supplemental work (TASW) is the practice of lengthening working time by remaining connected to work, coworkers, supervisors, and other organizational stakeholders from home via advanced digital information technology (i.e., personal and handheld computers, cellular phones, or pagers). Although previous research offers insight into some aspects of this work form (Venkatesh & Vitalari, 1992), we present a new, broader theoretical framework that explains how organizational climate and employee characteristics promote the performance of TASW, and how both perceived usefulness of technology and satisfaction with adopted technology affect the strength of these relationships. We also explain the linkages among TASW and job performance, career success, and work-tofamily conflict and incorporate media richness and time and boundary management as moderators of these relationships. We present propositions, offer a general research strategy, and discuss the framework’s theoretical and managerial implications. © 2004 Wiley Periodicals, Inc.

Drawing on the concept of relational embeddedness and the associated mechanisms of mutual understanding, trust, and commitment, we examine how leaders ’ prior exchange experiences influence the likelihood of subsequent interorganizational exchange. We begin to develop a microlevel model of organization-level relations that accounts for nodal multiplexity. In data on baseball player trades, we found that individual leaders ’ ties affected exchanges less than did an organization’s other ties. The sharing of exchange experiences by organizations and their current leaders increased the influences of those experiences on exchange behavior. Thus, leaders have more influence within their organizational contexts than in isolation. For their helpful advice on this project, we thank

This study developed and tested a theory-based measure of authentic leadership using five

On behalf of:

On behalf of:

Esimies–alaisvuorovaikutussuhde etniseen vähemmistöön kuuluvan alaisen näkökulmasta Tiivistelmä Tämän väitöskirjatutkimuksen tavoitteena on tuottaa kattava käsitys työkontekstissa kehittyvästä vuorovaikutussuhteesta, joka muodostuu etniseen enemmistöön kuuluvan esimiehen ja etniseen vähemmistöön kuuluvan alaisen välille. Tarkastelunäkökulma rajataan alaisen kokemukseen vuorovaikutussuhteesta. Väitöskirja koostuu neljästä artikkelista. Ensimmäinen artikkeli on teoreettinen tarkastelu ja tutkimusagenda perustuen aiemmille keskeisille tutkimuksille. Toinen artikkeli keskittyy alaisen kokemaan vuorovaikutussuhteen laatuun. Kolmas artikkeli tutkii vuorovaikutussuhteen kehittymistä alaisen kokemana eri kehitysvaiheissa ja neljäs artikkeli puolestaan selvittää etnisen vähemmistöidentiteetin roolia vuorovaikutussuhteessa. Empiirisissä artikkeleissa hyödynnetään diskurssianalyysia. Tulosten mukaan etniseen vähemmistöryhmään kuuluvat alaiset käyttävät luottamuksen, kulttuurisen hyväksynnän, alais-rooliaktiivisuuden sekä kykyihin uskomisen diskursseja kuvatessaan kokemuksiaan ja näkemyksiään kokemastaan vuorovaikutussuhteen laadusta.

The authors develop a model of customer-contact service employee management that examines organisational citizenship behaviour as a critical link between aspects of the employee-organisation relationship (perceived organisational support, organisational identification, and job autonomy) and customers ’ perceptions of service quality. In addition, the study sought to investigate the role of job autonomy in providing the necessary behavioural flexibility for employees to be able to engage in citizenship behaviours. The hypothesised model was partially supported. Theoretical and managerial implications are Much has been written in recent years about the inadequacy of customer satisfaction as an indicator of brand loyalty and repurchase intentions (Jones and Sasser Jr. 1995; Oliver, Rust and Varki 1997; Schneider and Bowen 1999). Indeed, for some time now, academicians and practitioners have accepted the low correspondence between satisfaction data and loyalty

Franchising can be described as a contractually based business arrangement between the franchisor who develops a product or service and the franchisee who buys the right to use the franchisor’s trade name and sell that product or service (Khan, 1992).

ii ACKNOWLEDGEMENTS Although words could not fully express my gratitude for the many people who have inspired, supported, and encouraged me over the years, I would like to acknowledge a few of those special people here. First, I would like to thank my committee, Irv Lane, Bob Mathews, Jim Deifendorff, and Abe Biswas, for their contributions to this project. I would also like to thank Eric Braverman for his support. I am most indebted to my chair, Gary Greguras, for taking me on from afar and for motivating, challenging, and encouraging me to make my best even better. I am most grateful to the many people, especially Firm A and Eileen, who made my data collection possible. I would like to extend a special thank you to Sally Allen, our graduate secretary, for her expertise in policies and procedures and for her friendship. My LSU experience, from that first night in New Orleans to the completion of this project, would not have been the same without the camaraderie of my I/O classmates, each of whom contributed to my education and growth in Baton Rouge in their own unique ways. Most importantly, I will never forget the support, inspiration, and friendship I received from Donna