Theresa M Welbourne

Biographic Data

ID5789132
NAMETheresa M Welbourne
GIVEN NAMESTheresa M
FAMILY NAMEWelbourne
SIGNATUREWELBOURNE T M
AFFILIATIONSCornell University
ORCID0000-0003-4240-6570
VERIFIEDYes
TOTAL WORKS6
TOTAL CITATIONS13
WORKS AS AUTHOR6
WORKS AS EDITOR0
FIRST PUBLICATION YEAR1995
LATEST PUBLICATION YEAR2003
H-INDEX2

  • Structuring for high reliability

    Open AccessTimothy J Vogus, Theresa M WelbourneARTICLEJournal of Organizational Behavior2003Cited by: 9References: 20

    This paper theoretically and empirically connects the literature on high‐reliability organizations (HROs) to a broader set of organizations, which we call reliability‐seeking organizations. Unlike HROs, which operate high‐hazard technologies, reliability‐seeking organizations operate in high‐hazard environments. Reliability‐seeking organizations are tightly coupled to their unpredictable and complex environments in such a manner that although the…

  • Managerial coping with organizational change

    Timothy A Judge, Carl J Thoresen et al.ARTICLEJournal of Applied Psychology1999

    In a departure from the organizational development literature, this study hypothesized that managerial responses to organizational change are influenced by 7 dispositional traits (locus of control, generalized self-efficacy, self-esteem, positive affectivity, openness to experience, tolerance for ambiguity, and risk aversion). Data were collected from 6 organizations (N = 514) to test the hypotheses. The 7 traits were reduced to 2 factors: Positi…

  • Gainsharing and women's and men's relative pay satisfaction

    Open AccessMary E Graham, Mary Graham et al.ARTICLEJournal of Organizational Behavior1999References: 9

    There is some evidence that women have equal or higher pay satisfaction than similarly situated men, even though they may earn less than these men. Using Major's (1994) model of entitlement, this study examined gender differences in pay satisfaction in two companies before and after gainsharing bonus programmes were introduced. Results indicated that women had higher pay satisfaction than men prior to the introduction of gainsharing and there was…

  • The Role-Based Performance Scale

    Theresa M Welbourne, D E Johnson et al.ARTICLEAcademy of Management Journal1998

    This study introduces a theory-based measure of employee performance (Role Based Performance Scale, RBPS) that is supported with results from a validation study using 10 data sets from six companies. In contrast to traditional, job-related measures of employee performance, we propose an alternative measure of performance based on role theory and identity theory. Because our results support the validity of the scale, we think that the instrument c…

  • Group Incentives and Pay Satisfaction

    Open AccessTheresa M Welbourne, Daniel M CableARTICLEHuman Relations1995Cited by: 4References: 28

    The goal of this paper is to develop a conceptual model based on identity theory to specify the relationship between group incentives and pay satisfaction. Pay satisfaction, as currently measured, does not include items that directly measure group-based rewards, therefore, any changes in pay satisfaction associated with group incentive implementation would be the result of some spillover effect. Identity theory is employed to model this effect by…

  • The Double Games of Participation

    Theresa Welbourne, Theresa M Welbourne et al.ARTICLEIndustrial and Labor Relations…1995