LINDA K STROH

Biographic Data

ID6085267
NAMELINDA K STROH
GIVEN NAMESLINDA K
FAMILY NAMESTROH
SIGNATURESTROH L K
AFFILIATIONSLoyola University Chicago
VERIFIEDNo
TOTAL WORKS8
TOTAL CITATIONS11
AUTHOR COUNT8
EDITOR COUNT0
FIRST PUBLICATION YEAR1993
LATEST PUBLICATION YEAR2015
H-INDEX2

  • Non‐Work/Work

    Open AccessLINDA K STROH, Linda M Dunn‐JensenCHAPTERWiley Encyclopedia of Management2015

    Non‐work/work refers to the relationship between one's work and non‐work life.

  • A comparative study of the impact of leader‐member exchange in US and Indian samples

    Open AccessArup Varma, Ekkirala S Srinivas et al.ARTICLECross Cultural Management An…2005

    In this empirical study, the authors compared the workings of LMX between two countries: India and the United States. Data from 162 supervisor‐subordinate dyads in India and 102 dyads in the US was analysed to examine the impact of subordinate LMX ratings on their evaluation of supervisor performance. Results revealed significant differences in the workings of LMX in the two countries, especially as viewed from the subordinate’s point of view

  • Conflicting Stories

    LINDA K STROH, Gregory B Northcraft et al.CHAPTEROrganizational Behavior2003

    Conflict is, perhaps, one of, if not the most pervasive phenomena of organizational life. Although organizations are predicated on the achievement of a collective goal, they inherently foster conflict. The individual’s attempt to define the collective goal and the means to achieve that goal bring personal agendas to pursue, as well as different personal values and work styles, all the while working under incentive systems that tend to generate co…

  • Organizational Behavior

    LINDA K STROH, Gregory B Northcraft et al.BOOKOrganizational Behavior2003

    This second edition is a revision of a successful reader in organizational behavior, edited by Jerald Greenberg. This volume describes the latest advances in the field of organizational behavior. Each chapter is a description of "what was," "what is," and "what will be" as envisioned by leading researchers and experts. Topics covered include: affect, stress, self-fulfilling prophecies, diversity, justice, reputations, deviant behavior, conflict, …

  • Outsourcing HR Functions

    Open AccessLINDA K STROH, Deborah TreehuboffARTICLEJournal of Leadership &…2003

    Deciding whether and what to outsource is not as patently obvious as some managers might think. This paper examines issues HR executives should consider before outsourcing HR activities. The findings are based on published research and is supported by the experience of the members of the International Personnel Association, which represents 60 of the top 100 multinationals in the U.S. and Canada

  • Revisiting Gender Variation in Training

    Patricia A Simpson, Patricia Simpson et al.ARTICLEFeminist Economics2002Cited by: 3References: 2

    The purposes of this current study are twofold. First, inspired by data emerging from the United Kingdom and Australia, we seek to confirm whether the incidence of training was higher for US women than for US men during the 1990s. Second, we explore the relationship between the comparatively greater incidence of training for women and occupational segregation. Our data confirm that overall levels of training participation were higher for women th…

  • Different perspectives on selection for international assignments

    Open AccessArup Varma, LINDA K STROHARTICLECross Cultural Management An…2001

    Considers the success of the Leader‐Member exchange (LMX) model tested over various populations. States that it has not been tested in the selection of employees for international assignments. Attempts to use this model to explain why females may not be selected or offered these roles. Concludes that initial results suggest that LMX quality may play a major role in international assignment selection and provides some implications for future resea…

  • Pulling up roots in the 1990s

    Open AccessJeanne M Brett, LINDA K STROH et al.ARTICLEJournal of Organizational Behavior1993Cited by: 8References: 3

    The purpose of this study was to develop a profile of employees in Fortune 500 companies who are willing to relocate. The profile was developed on a demographically diverse random sample of 827 employees from 20 Fortune 500 corporations, all of whom had moved at least once for their current employer. Employees who were most willing to relocate were younger, their incomes were lower, their career ambitions higher, and their spouses more willing th…